جستجوی مقالات مرتبط با کلیدواژه "وفاداری سازمانی" در نشریات گروه "مدیریت"

EXTENDED ABSTRACT   The research’s purpose is to investigate the effect of arrogant behavior of customers on employee burnout with the mediating role of organizational loyalty in Refah Ardabil chain store. Today, organizations spend a lot of money to solve the consequences of job burnout, such as emotional consequences, physical consequences, and behavioral consequences (interpersonal), such as reducing the amount and quality of job performance, absenteeism, and leaving the service. Therefore, in this research, the researcher is looking for the effect of the arrogant behavior of customers on the burnout of employees with the mediating role of organizational loyalty. The current research is among the quantitative researches with positivism, due to the nature of using the research results, it is considered an applied one. In terms of the method used to conduct the research, correlation is using structural equations. In the current research, the considered statistical population includes all the employees of Refah store in Ardabil, whose number is equal to 72 people. Considering that the statistical population is small, all the people of the statistical population were studied and finally 65 questionnaires were analyzed. In this research, the library method was used to collect theoretical bases. Library resources include books, Persian and Latin articles, theses and master's theses, and internet tools are among the main axes of research. According to the research strategy, which follows the survey method, the field method was used for surveying and collecting information and data. Therefore, the data collection tool in the current research is three questionnaires as follows: Pico's burnout questionnaire (2006), which measures job burnout. It is classified. In order to measure organizational loyalty, Ghanbari and Abdulmaleki's 2020 organizational loyalty questionnaire with five items, with a three-level spectrum, was used, and finally, the consumer arrogance questionnaire from Lewis (2002) was used to measure the arrogant behavior of customers. In examining the main hypothesis of the research, the effect of arrogant behavior of customers on job burnout was confirmed with the mediating role of organizational loyalty, therefore, there is a significant positive relationship between organizational loyalty and job burnout and arrogant behavior of customers. Arrogant behaviors of customers and their wrong and excessive expectations lead to employee burnout and ultimately discourage them from the organization and affect their efficiency, and the continuation of this trend can be problematic for employees and their colleagues. Also, in the investigation of the first sub-hypothesis, the effect of organizational loyalty and job burnout was discussed and as observed, the relationship between the two variables was confirmed and the findings indicated that there is a significant effect between these two variables. Therefore, according to the results obtained, it can be claimed that some moral characteristics of employees, such as commitment and loyalty to their system and organization, and as a result, enduring adverse conditions and various events over time, have affected the vulnerability and burnout of employees and caused They become alienated and have physical and mental problems.In examining the second sub-hypothesis of the research, it was observed that there is a significant relationship between organizational loyalty and the arrogant behavior of customers. It can be concluded that in many cases, when customers observe behaviors such as humility and respect in employees that originate from their loyalty to the organization where they work, they consider it as fear of the customer and try to deal with the behaviors that result from It is arrogance and narcissism to behave and consider yourself in a higher position. This factor and behavior style of customers gradually lead to mental and emotional harassment of employees and cause negative results. In examining the third sub-hypothesis of the research, it was observed that there is a significant relationship between job burnout and arrogant behavior of customers. Therefore, it can be concluded that the negative behavior of customers and its transmission to the employees of the organization and their continuous involvement and responding to the unnecessary needs of customers can gradually and over time cause emotional damage and premature fatigue of employees and ultimately lead to their burnout. So that they can't adapt to different conditions and eventually suffer from visible problems in organizational dimensions and aspects such as job satisfaction, work-life balance, etc.Thus, the increase in the arrogant behavior of consumers has led to employee burnout and organizational loyalty also has a significant role in the emergence of such a problem, therefore, in order to prevent the creation of behavioral injuries of employees, attention should be paid. Controlling the level of organizational loyalty is very important.

Today, the survival of the organization depends on keeping the employees. Therefore, the present study was conducted with the aim of investigating the mediating role of organizational loyalty in the relationship between work personality, job passion and work attachment of employees.
Based on the nature of the objective, the current study is of a developmental and qualitative research, which is carried out using grounded theory method and data collection is of multi-sectional type. Data analysis method is content analysis using coding in three levels, open, axial, and selective. The statistical population included 26 people. Out of this number, 8 of the participants are among the policymakers and managers of the human resources department of three governmental organizations, 13 are among the managers and commanders of military and law enforcement centers, and 5 are among the university professors and researchers with expertise in visioning.
The findings showed that organizational loyalty can play a mediating role in the relationship between work personality, job passion and work attachment of employees.
The results showed that organizational loyalty is one of the essential values for employees in the organization, which can affect the relationship between employees' work personality and job passion and work attachment.

The concept of loyalty and its related issues have become increasingly central to the study of organizations in the past few years.Today,the importance of loyalty in organizations has been well revealed,because establishing communication and realizing cooperation between people requires the presence of loyalty,so the present research was conducted with the aim of presenting a model of organizational loyalty in the central organization of Islamic Azad University.The type of research is based on the purpose,applied and based on Exploratory execution method of qualitative type,which was used by theme analysis,which includes basic, organizing and comprehensive themes.The data collection method was library,field,and data collection tools were questionnaire and interview.They were collected with the help of scanning documents and texts and semi-structured interviews with experts, so that in this research,to evaluate and increase validity and reliability,the method suggested by Linkin and Goba was cited and to ensure validity and acceptability.The data was used from the permanent and continuous engagement method.The statistical research community of experts familiar with the subject,who were selected by targeted sampling through theoretical saturation,was 13 people.According to the research findings of the organizational loyalty model with 4 organizing themes,including organizational competence,Organizational affiliation,effectiveness,job motivation were obtained using the Brown and Clark method in thematic analysis method. From the results of the research, it is possible to mention the essential role of organizational loyalty in the organization,which is mentioned as one of the factors of the progress and transformation of the university and a tool for the growth and transformation of human resources

The purpose of present research was to study the moderating role of conscientiousness in the effect of organizational loyalty and organizational embeddedness on adaptive performance. The research method was correlational and statistical population consisted of all employees of a big Industrial organization in Isfahan that among them 230 employees were selected via convenience sampling method. In this research a set of questionnaire consisting of organizational loyalty by Kumar and Shekhar (2012), organizational embeddedness by Michel et al. (2001), Conscientiousness dimension of NEO-FFI Questionnaire by McCrae and Costa (1992) and Adaptive performance by Charbonnier-Voirin and Roselle (2012) were used. Data were analyzed by use of Pearson’s correlation coefficient, stepwise and Hierarchical regression analysis. The results showed that Organizational loyalty, Organizational embeddedness and conscientiousness have a positive and significant effect on adaptive performance (p

The research method is descriptive - correlation. The study population comprised 630 employees, Zahedan University of Medical Sciences. For this purpose, using a random sample of 187 personal was selected. And responded to self-report questionnaire of Organizational loyalty (the attitude Allen & mayer (1990), the behavioral Zaytaml (1996), Organizational trust and transparency Ravlinz (2008). results showed that the relationship between organizational transparency and organizational loyalty, is affected by organizational trust .The Dimensions (accountability, information sharing and participative) organizational transparency on attitudinal, and behavioral dimensions of organizational loyalty is positive Indirect effect and (secretive) organizational transparency on behavioral and Attitudes aspects of organizational loyalty is negative indirect effect. This means that the dimensions of organizational transparency (accountability, information sharing and participative, secretive) on attitudinal and behavioral dimensions of organizational loyalty have not a direct effect. While indirect effect on the four dimensions of organizational transparency on attitudinal and behavioral dimensions of organizational loyalty is significant. This indicates that the mediating role of organizational trust through transparency and organizational loyalty. Also, the amount of variance explained the fitted model study for dimension Attitudes equal is 0/23 and for dimension behavioral loyalty equal is 0/21.

Employees performance is attractive for managers because of its prominent role in achieving to organization goals and employees health. Job satisfaction is among the variables affecting on performance directly and by mediating role of organizational loyalty. This study was conducted with the aim of studying the relationship between satisfaction and performance with mediating role of loyalty in Jahad-e Agriculture Organization of Ilam province. This study is applied in terms of goal and descriptive-correlation in terms of research type. Research population was the said organization experts and 240 persons were selected as sample through random sampling. The validity and reliability of questionnaire was confirmed by using of content validity and Cronbach's alpha, respectively. The results of structural equation modeling show that satisfaction directly with the coefficient of 83 hundredths and indirectly by mediating role of loyalty with the coefficient of 62 hundredths has a positive effect on performance. Also, satisfaction has a positive effect on loyalty with the coefficient of 74 hundredths and loyalty has a positive effect on performance with the coefficient of 76 hundredths.

CB is the important issue that has attracted the attention of scientists in the late twentieth century because today successful organizations well understand that with no voluntary willingness to cooperate, they are not able to develop their collective wisdom effectiveness. This study has ranked these factors aiming to study and identify the factors affecting the organizational citizenship behavior of police personnel. The research is applied in terms of purpose and descriptive survey in terms of methods. Data collection tool was a questionnaire and the data was tested using SPSS and Cronbach's alpha and internal consistency method were used and their validity was also verified by experts. The findings suggest that the incidence of organizational citizenship behavior of employees of different ages is equal and the OCB of those with education level higher than diploma was higher than other. In addition the possibility of observing citizenship behaviors in married staff is more than single ones. Also the order of effect of factors impacting the organizational citizenship behaviors is as follows, respectively: organizational loyalty, helpful behaviors, development, sportsmanship and forgiveness.

The term “organization behavior” is defined as a set of arbitrary conducts which is beneficial for an organization, motivating the effectiveness of that organization. Nowadays, managers are interested in increasing the performance of their organizations. To this end, it is believed that the use of behavior outside the range of behaviors required in the workplace can improve the performance of organization. The aim of this study is to investigate the aspects of organizational citizenship-related behavior from traffic police experts’ viewpoint and to compare its aspects with those extracted from different theories. The methodology of the present study is qualitative. The population of interest includes all documents and records available in the area of organizational citizenship behavior. Also, interviews were used to collect additional data. The results implied that the factors like altruism, work ethic, religious beliefs, generosity, organizational loyalty, hardworking, and cheerful are viewed as organizational citizenship behaviors in traffic police.

One of the most important issues about nowadays organizations، especially which work on information technology is hidden in currency of human resources'' knowledge and skills that their maintenance in organization has particular complexities. According to past researches، human resource turnover is influenced by several individual، organizational and environmental factors. One of the most important of this factors is human resource`s attitudes toward their job and partially it`s believed that justice is considered as one of the most important effective factors in social development of organizations and it is attracted by researches in a way that various studies certify on importance of justice and it`s dimensions on attraction، participation and loyalty of human resources. This research is trying to compare and study over the importance of various dimensions of justice and organizational climate in human resources loyalty. According to the results، informational and observational justice has the most influence and distributive and lingual justice has the least influence on organizational loyalty.