جستجوی مقالات مرتبط با کلیدواژه « employee performance » در نشریات گروه « مدیریت »

This research is to investigate the effect of efficient human resource management practices on readiness for change, emotional commitment and employee performance with the moderating role of hierarchical culture in Tejarat Bank branches in North Tehran. The research is descriptive and survey in terms of practical purpose and in terms of how to collect information. Research data has been collected through five-choice Likert questions included in the research questionnaire. In this research, in order to analyze the data obtained from the questionnaire, in accordance with the statistical needs, SPSS.V24 statistical software and pls.V3 structural equation software were used in the form of descriptive and inferential statistics in the form of linear and multiple regression. The statistical population of this research is the employees of Tejarat Bank in the northern branches of Tehran, which totals 440 people. In order to calculate the required sample size for the research, using Cochran's formula, 5% confidence level equal to 205 people was obtained. The studied sample was collected by the available method. The results of the research show that effective human resource management methods affect employees' emotional commitment (0.269), effective human resource management methods affect employees' readiness for change (0.355), emotional commitment affects employees' readiness for change (0.523), readiness To change the performance of employees (0.479), efficient human resources management methods have a significant effect on the emotional commitment of employees with the role of adjusting the hierarchical culture (0.089) in Tejarat Bank branches in the north of Tehran.

Artificial intelligence is far from being equal to human intelligence as a whole and its complexity, but artificial intelligence is very effective in performing specific tasks, and its impact on the world and organizations is significant, so the purpose of this research is to investigate the impact of artificial intelligence on employee performance. And job engagement has a moderating role in change leadership. The research is applied in terms of purpose and descriptive survey. In order to collect the required information and data, document reviews and library and field studies have been used. The data collection tool in the field section was a standard questionnaire, whose formal validity was confirmed by experts, and the content validity of the questionnaires was also confirmed. The validity or reliability of the questionnaire was calculated and confirmed using Cronbach's alpha. The statistical population consisted of 250 administrative employees of Hormozgan State University, using Cochran's formula, 152 people were selected as a sample and the questionnaires were distributed among them by a simple random method. The data obtained from the questionnaires were analyzed using structural equation modeling with Smart PLS software to investigate the research hypotheses. The findings of the hypothesis test showed that artificial intelligence has a significant effect on employee performance and job enthusiasm. Also, the moderating role of transformational leadership in the effect of artificial intelligence on job satisfaction was confirmed. However change leadership did not have a moderating role in the effect of artificial intelligence on employee performance.

Whatever cannot be measured cannot be controlled, and whatever cannot be controlled cannot be managed. Therefore, the main issue in all organizational analyses is performance, and its improvement requires measurement. Therefore, an organization without a performance evaluation system is unthinkable. One of the problems organizations face when measuring performance is determining performance evaluation indicators. This research has been carried out to prioritize employee performance evaluation indicators in the strategic process of human resources management of the Alborz province fire department.

This research is exploratory and conducted using the Delphi method. The statistical sample of the study is the number of 15 experts and specialists selected from among the employees. The main research criteria, including preparation, implementation, and evaluation, were identified using the library method. Data analysis used the network process analysis approach, DEMATEL, and COPRAS.

Based on the results of the research, the implementation criterion with a normalized weight of 0.436 is the priority among the criteria, the sub-criteria of ethical compliance with a final weight of 0.1276 is the first among the sub-criteria and the implementation of the evaluation system to increase performance. Employees are the priority among the strategies.

Originality/Value:

 In this study, an attempt has been made to analyze all indicators related to the evaluation of employee performance indicators in the strategic process of human resources, but since there are very few field studies in academic societies, especially domestic ones, in the field of indicators the performance of employees has been done in the strategic process of human resources, so future researchers can improve the designed scale by increasing the range of their studies by identifying and adjusting items and factors.

Managers need to understand employees and work with them under different circumstances and situations. On the other hand, the capacity and ability of employees to accept and deal with drastic and lasting changes, affects the productivity of the organization. People who are more resilient cope better with adversity and change. The Purpose of this study was to investigate the relationship between organizational resilience and employee performance in public organizations in which the social capital variable is considered as a mediating variable.

The nature of research is quantitative and correlational research. The statistical population of the study is the office of VAT in Tehran. According to the size of the statistical population, 196 employees were randomly selected as sample members. Research data were collected by standard questionnaire tools and analyzed by partial least squares (PLS) and regression techniques.

The results confirm the relationship between resilience and employee performance (0.515) but the role of social capital as a mediating variable in the relationship between organizational resilience and organizational performance was not confirmed due to the weak correlation (0.02). Out of four sub-hypotheses, three hypotheses were confirmed.

Previous studies have dealt with the relationship between research variables separately and they have not dealt with this effect. Also, the role of employees' resilience and their social capital in service-oriented organizations has not been studied simultaneously, which this study has addressed.

This study aimed to investigate the effect of social responsibility on the performance of managers and employees with the moderating role of green human resource management in Babol University of Medical Sciences.

The quantitative and survey research method and the statistical population included all managers and employees of Babol University of Medical Sciences (6400 people).

This study was a quantitative survey research, and its statistical population comprised all managers and employees of Babol University of Medical Sciences (6400 people). According to Cochran's formula, the sample size was 384, selected by conducting a multistage random cluster sampling. A researcher-made questionnaire was used to collect data. To analyze the data, we used one-way analysis of variance, Pearson and Spearman correlation analysis, regression analysis, and structural equation modeling in SPSS v.24 and AMOS v.24 software.

The research findings showed that the employees' performance is high in its average (3.92). There is a positive and significant association between social responsibility and green human resource management with the performance of managers and employees. There is also an association between age, level of education, and service history with employee performance. The structural model indicated a good fit, according to which 47.9 percent of changes in the performance of managers and employees depend on green human resource management and social responsibility.

The relationship between social responsibility and employee performance decreases if human resource management is modified and controlled so that the relationship between the two is not statistically significant. As a result, the green human resource management variable plays a moderating role.

research is to present a model for the foundation of the process of managing the performance of the employees of the country's tax affairs organization with the approach of Islamic values. This research was conducted in terms of purpose and developmental nature using a mixed qualitative and quantitative method. The statistical population of the qualitative section includes people with opinions related to the Tax Affairs Organization of the country, and in the quantitative section, a sample of 360 people were selected from experts and employees of the Tax Affairs Organization of Tehran. A semi-structured in-depth interview was used in the qualitative part and a researcher's questionnaire was used in the quantitative part. The result of the research is a combination of interview data and literature study, and in the form of a suitable platform for updating the performance management process of employees of the country's tax affairs organization, it has three themes: Islamic and organizational values, goals and strategies of the organization, and professional performance standards. The results showed that this model has sufficient validity and desirability (good fit)..

The purpose of this research is to investigate the effect of mock-based training on the performance of Tehran Municipality employees. The current research is applicable in terms of its purpose, and survey-cross-sectional in terms of the research implementation method. The statistical population included 70 employees in the Line and Headquarters units of Tehran Municipality, and in total, by Morgan's table, and using stratified random sampling, 60 employees from three units (General Administration of Welfare and Veteran Affairs, Center Administrative renovation and transformation of Tehran Municipality and Tehran City Planning and Studies Center) were identified and selected from the field of Municipal Planning Deputy. The sampling method is stratified-relative. The collection tool in this research is a researcher-made questionnaire and a standard employee performance questionnaire (Stephen, 2005). In order to confirm the final research model, confirmatory factor analysis was performed. SPSS and PLS software were used for data analysis. The constituent components of Mock education model included goals, audience determination, needs assessment, feasibility, title selection, title type, platform selection, content, support, interactive platform, audience involvement, evaluation strategy; and the findings of the research showed that education based on Mock has a positive and significant effect on the performance of municipal employees and showed that the overall fit of the model is appropriate.

In order to improve performance and gain competitive advantage, companies must provide optimal and appropriate financial strategies to provide the basis for The prosperity and development of the company's research and development activities. Implementing a financial strategy tailored to research and development activities can lead to innovation and ultimately better corporate performance. Therefore, given the importance of this study, the purpose of this study is to investigate the impact of the financial strategy on the performance of Faran Chemical Pharmaceutical Company's staff, taking into account the company's research and development variable.

The purpose of this research is to investigate the effect of financial strategy on the performance of employees of Faran Shimi Pharmaceutical Company, taking into account the mediating variable of the company's research and development.

This paper is an applied research not scrutiny and in terms of data collection Descriptive survey. Standard questionnaires have been used to compile data. All the employees of Faran Shimi Pharmaceutical Company constitute the statistical population of the research169 people from the statistical population were selected as sample through simple random sampling. In this research,
Structural equation modeling through  Lisrel software was used to test the hypothesis and ‎SPSS software was  used to analyze the data.

According to data analysis, since the research  hypotheses were significant, they were confirmed. This indicates ‎that the financial strategy of employee performance in Faran Chemical Pharmaceutical Company With mediating effect of  R&D activities of the company Company research and development has a positive and significant impact. This means that, in addition to direct impact on performance, the financial strategy also has an indirect performance through research and development activities Indirect effect on the  improvement of the performance ‎. Because research and development activities directly affect the performance of the company.

According to the findings, Whereas, research and development activities ‎play a mediating role, Faran Company senior executives need to select and implement appropriate financial strategies in the various areas of the company, especially research and development in the field of financial strategy, so that they can play an important role in improving the performance and progress of the Company.

The purpose of this research was to design and explain the performance management model of the employees of the country's tax affairs organization. This present research was conducted in a qualitative (systematic review and theme analysis) and quantitative (structural equations) in terms of its purpose and developmental nature . The statistical population of the qualitative section included people with opinions related to the country's tax affairs organization, including high-ranking employees of the country's tax affairs organization with competency indicators. 12 people were selected as a sample by purposeful and snowball method and at the limit of theoretical saturation.in quantitative part ; 360 employees of the tax affairs organization of Tehran were selected as samples . in the qualitative part of tesis ;a semi-structured interview was used، in the quantitative part; a researcher-made questionnaire was used. Based on the results of a model and framework for managing the performance of employees of the country's tax affairs organization in the form of three dimensions, the basic requirements of employee management, which included the elements of individual factors, general competence and individual competence, the dimension of the background and context of the management of the organization's employees, which includes elements such as organizational values, goals and It has organizational strategies and professional performance standards, and finally, the dimension of organizational growth and development of employee management, which includes the factors of guidance and supervision, performance development, training, monitoring and observation, strengthening motivation and attraction, recruitment and adjustment, with a total of 101 components.

Today, the use of floating thinking orientation has become a means to gain a competitive advantage in businesses. The new developments of the 21st century and the globalization of the blue ocean strategy andthe emergence of new methods of employee retention have taken place.

The current research is applied in terms of purpose and correlational in terms of descriptive method. The statistical population was made up of the customers of Mino Industrial Group, who were selected through the cluster sampling method by determining the sample size of 518 people and were surveyed. In order to collect data, a standard questionnaire was used and the data analysis was based on It was done through Lisrel software.

After analyzing the results and the importance of the components in order, increasing absenteeism, making things more agile and facilitating, increasing job burnout, reducing citizenship behavior among employees, reducing organizational commitment, increasing the level of organizational knowledge and gaining more experience. , reduction of organizational health, optimal use of organization resources, greater understanding between employer and worker, reduction of motivation and work morale, improvement of job adaptation, lack of understanding of organizational justice, reduction of job satisfaction and loyalty, improvement of performance, reduction of job security, improvement of job recognition, Reducing organizational trust, reducing costs and improving productivity from the perspective of Mino Industrial Group employees were prioritized respectively.

The analysis of the reseach hypotheses of the floating thinking orientation in the blue ocean strategy has a positive and significant effect on the retention of the employees of Mino Industrial Group and they were confirmed.

Employee performance evaluation plays a crucial role in fostering improvement and growth in their work. It stimulates their curiosity in the work process and addresses questions and challenges in the field. Therefore, the purpose of this research is to design a popular model for employee performance evaluation, with a specific focus on the middle links of the second step of the revolution. This research adopts interpretive philosophical foundations and follows a developmental direction. The approach is inductive, utilizing qualitative methods. Field research and data theory strategies form the foundation of this study. Theoretical sampling involved interviews with 9 individuals representing the middle circles of the grain department in Sanghar and Keliai cities. Open coding, axial coding, and selective coding were used to analyze the data and develop the theoretical framework. The research findings present a paradigm model for the popular evaluation of employee performance. The model consists of the following elements: central category (popularization, importance in the opinion of the people, participation of the people), causal conditions (effective job skills), contextual factors (job skills, demographic-cognitive factors, job satisfaction), intervening conditions (lack of competence, incorrect evaluation methods, and disappointment regarding the effectiveness of evaluation), interactive strategies (promoting employees based on their skills, achieving the organization's goals), and consequences (eliminating employee weaknesses, utilizing capable employees). Proposed model: Strategic guide for managers in grain administration. Focus on middle links of revolution's second step. Improves employee performance evaluation and planning.

 In terms of method, this research is descriptive and survey type. Based on the purpose, this research is an applied research and in terms of time, it is part of applied research. In terms of the type of data collection, this research is among library and field research. The statistical population in this research, the employees of Islamic Azad University, Zahedan branch, includes 300 people, and a statistical sample was made from this population based on the Morgan table and by the simple random sampling method, which includes 169 employees. The tool for collecting information in this research is a researcher-made questionnaire containing questions on the effectiveness of staff performance and the excellence of university management. In order to check the validity of the questionnaire, the content validity method was used in this research. The CVR method was used to calculate the reliability coefficient of the judges, and the obtained coefficient was 0.89, which indicates the appropriateness of the tool. Also, to determine the reliability of the test, Cronbach's alpha method was used, in which 20 questionnaires were initially measured and the results obtained (0.91) showed the reliability of the tool. In this research, SPSS 24 and Amos software were used for data analysis. The research findings have shown that there is a significant relationship between management excellence and each of the components of employee performance.

The purpose of this study is to determine the effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in the Islamic Azad University of Isfahan (Khorasgan) of 660 people, of which 244 people were selected through Cochran's sampling formula as a sample through stratified sampling method appropriate to the volume. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace of Appleham et al. (2007), Standard Questionnaire of Employee Performance of Gibson et al. (2010) and Standard Questionnaire of Organizational Culture Robbins and Jaj (2017) and Standard Questionnaire of Victor and Cullen (1988) The validity of the questionnaires was examined based on content, face and structural validity, and after the necessary terms, the validity was confirmed. 0 and 0.92 were estimated and data analysis was performed at the inferential level including structural equation modeling. The results showed that this study shows that organizational culture and ethical atmosphere have a positive and significant effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior, and deviant behavior has a significant negative effect on employee performance.

Due to the increasing attention to the leadership factor in creating organizational changes at the world level and since this factor is considered one of the key components in the organization's success, as well as the influence of this factor on the organization's culture and employees' performance, the purpose of this research is to investigate the effect of servant leadership. Organizational culture and employees' performance, taking into account the mediating variable of the organizational commitment of the employees of the welfare department of Tehran province. The statistical population of this study consists of all managers and employees based in the office. The analysis was descriptive and were selected using simple random sampling, 314 people based on Cochran formula. In order to collect data, four questionnaires of Bar Barbuto & Wheeler's servant leadership, Quinn and Cameron's organizational culture, Meyer and Allen's employee performance and organizational commitment questionnaires were used. The results showed that all dimensions of servant leadership have a positive and significant effect on organizational culture and employee performance. There is also a positive and significant relationship between servant leadership and organizational commitment

The purpose of this research is to investigate the effect of transformational leadership style and in-service training on the jihadi performance of employees in Saipa Automobile Group. The current research is applied in terms of purpose and descriptive in terms of the nature and method of data collection. The statistical population in this research includes the line and staff of Saipa Automotive Group in Tehran. The simple random sampling method and the quantitative research data were in the form of an interval scale. In order to perform inferential analysis, SPSS and Amos 22 statistical software were used. The results showed that the root mean square index value was obtained as 0.072; The model has a good fit. Also, goodness of fit index equal to 0.93, adjusted goodness of fit index equal to 0.90, incremental fit index equal to 0.94, normalized fit index equal to 0.93, and unnormalized fit index equal to 0.90 have been obtained. ; According to these cases, it can be said that the model in question has good explanatory power. which is based on the effect of transformational leadership style and in-service training on the jihadi performance of Saipa Automotive Group employees.

The purpose of this study was to investigate the mediating role of socialization and organizational identity between spiritual leadership and employee performance in the Sepah Islamic Revolutionary Guard Corps. The research is applied in terms of purpose and descriptive and survey method. The statistical population is the Sepah employees, 112 people were selected as a statistical sample, and field data were collected through standard questionnaires. Data analysis and fitting of conceptual model with experimental data was done by structural equation method and PLS software. The findings showed that the variable of spiritual leadership directly explains 13.8% of changes related to employee performance. Also, spiritual leadership indirectly and through the mediating variable of organizational socialization by 63% and through the mediating variable of organizational identity by 29% affects the variable of performance. The total direct, indirect and mediated effects of spiritual leadership on organizational socialization and employee performance were 0.77 and the total effect of spiritual leadership on organizational identity and employee performance was 0.43. The value of variance accounted for (VAF=0.82) also showed that the influence of mediating variables is strong and the intensity of indirect effects is high. Based on the analysis of the findings, the indirect effect of spiritual leadership on the performance of Sepah employees was confirmed through the variables of socialization and organizational identity. Also, the results showed that spiritual leadership has an impact on employees' sociability and organizational identity, and organizational sociability and organizational identity have a significant effect on employees' performance

The purpose of this research is to investigate the effects of information and communication technology on the performance of small and medium businesses with the mediation of intellectual capital. This research is of applied type and in terms of descriptive-survey method. The statistical population of the research is made up of managers and employees of knowledge-based companies in Isfahan Scientific Research Town, 160 of whom were randomly selected as a sample. The research tools were questionnaires made by the researcher, the validity of the questionnaire was confirmed and reliability was estimated using Cronbach's alpha formula for the entire questionnaire at 0.81. Structural equation model and partial least squares approach have been used to investigate the research hypotheses. Based on the findings of the research, the impact of the economic effects of information and communication technology on intellectual capital has been confirmed. The impact of the economic effects of information and communication technology on the performance of small and medium businesses is also significant, and the mediating role of intellectual capital in the impact of the economic effects of information and communication technology on the performance of small and medium businesses has also been confirmed.

Organization strategies and digital businesses have recently made significant advances in information systems and communication technologies. The current study examines the relationship between the use of social media for communication, social relationships and job performance due to their potential theoretical and practical importance. This study was based on applied studies, documentary-analytical type. The statistical population of this study is employees of Parsian Insurance company in Semnan province (384) and a sample of infinite volume was selected and examined by stratified sampling. Respondents' opinions A questionnaire was used. Cronbach's alpha was used to determine its reliability. Data were analyzed using descriptive statistics and structural equation modeling using SPSS software. The present study shows that by using social media to establish vertical communication between leaders and subordinates, the development of interpersonal relationships for incompatible group actions and understanding of common goals in the team can be strengthened, discussion and rapid circulation of communication quality between leaders and subordinates are determined by the quality of communication exchanges, social media enables team members to be available when needed so employees can share resources and information and use social media for horizontal communication, news and get their opinions.

The aim of the current research is to investigate the improvement of the innovative performance of employees with the effectiveness of dashboarding components in business. This research is descriptive-correlational and the statistical population of the research is made up of managers and employees of knowledge-based companies in Isfahan Scientific Research Town, 180 of whom were randomly selected as a sample. In order to collect information, a researcher-made questionnaire was used. To measure the content validity of the tool, the opinions of related experts and specialists were used, and to check the structural validity of the questions, factor loading was used. In order to measure the reliability of the questionnaire, Cronbach's alpha coefficient was also used. After collecting the data, Smart PLS statistical software was used to test the hypotheses. For analysis, path analysis method and structural equation model (SEM) have been used. The results of the research indicate that all the components of dashboarding in business (market intelligence, competitor intelligence, technological intelligence and strategic intelligence) have a positive and significant effect on the improvement of the innovative performance of employees.