جستجوی مقالات مرتبط با کلیدواژه « organizational identity » در نشریات گروه « مدیریت »

The purpose of this research was to investigate the effect of organizational hypocrisy on deviant behaviors in the workplace through organizational identity and organizational social responsibility. The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of the present study consisted of all the employees of Isfahan branch of Islamic Azad University (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the proportional stratified sampling method through the Cochran sampling formula. The research tools are organizational social responsibility questionnaire by Farouk et al. (2014), questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and standard questionnaire of organizational hypocrisy by Kulichoglu et al. (2019) and organizational identity questionnaire by Ant et al. 2006) that the validity of the questionnaires was examined based on content, form and structure validity and after the necessary terms, the validity was confirmed. And on the other hand, the reliability Questionnaires were estimated by Cronbach's alpha method as 0.90, 0.88, 0.90 and 0.89 respectively. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that the direct effect of organizational hypocrisy on deviant behavior in the workplace was significant and positive, and the coefficient of this effect was 0.77, Also, the results showed that organizational identity and organizational social responsibility mediated the relationship between organizational hypocrisy and deviant behaviors in the workplace.

Today, the discussion of the characteristics of proper management and its tremendous effects on the performance of employees in public and private companies can be clearly seen, and recently new styles of management have been proposed that can be very effective in implementing strategies and pursuing the goals of the organization; This research examines how responsible management affects the sharing of creative ideas of employees by mediating organizational identity and moderating organizational culture in Sepehr KarAmadan Company. This model has been tested by analyzing the survey responses collected from 310 managers and employees of Sepehr KarAmadan Company with SPSS23 and Smart PLS3 software. The findings of the research show that responsible management has a positive effect on the sharing of creative ideas by employees, responsible management has a positive effect on organizational identity, organizational identity has a positive effect on the sharing of creative ideas by employees, organizational identity has a positive effect on responsible management on Sharing creative ideas of employees mediates, organizational culture conversely moderates the effect of responsible management on organizational identity. Responsible management has a favorable/constructive effect on the sharing of creative ideas in Sepehr KarAmadan Company. By modeling responsible management in their actions, managers may encourage people to come up with creative ideas for their organization. Organizational identity may act as a buffer between the influence of responsible management and the creative actions and beliefs of idea sharing employees.

This research was conducted in order to investigate the behavioral factors affecting the promotion of the organizational identity of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province. The research method used in this study is descriptive and correlational in terms of its applied purpose, quantitative in terms of data type, and in terms of data collection method. The statistical population of this research consists of all employees of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province, whose number is about 2500 people. The sampling method in this research is a simple sampling method.From the mentioned statistical population, according to the sampling criteria (based on the sampling method listed in Morgan's table), 308 people were selected as the research sample, and then using a researcher-made questionnaire in four dimensions and 32 items, adjusted according to a five-point Likert scale. , and the extracted items have been questioned in the statistical sample of the research. In the descriptive statistics section, the description of the data is presented in two sections, background variables and main variables, and in the inferential statistics section, in order to check the hypotheses from the K-test Square (Chi-square) has been used. According to the research data, it can be said that there is a positive and significant relationship between the behavioral factors of organizational justice, job satisfaction, job security and organizational health and the organizational identity of the Cultural Heritage, Tourism and Handicrafts Organization of the province. .

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.

  The purpose of this research is to investigate the effect of psychological empowerment, organizational identity and role stress on employees' organizational citizenship behaviour.

The current research is applied in terms of purpose and descriptive survey in terms of method. The statistical population of the research was 350 employees of the police force of the 6th district of Tehran. In this research, 183 samples were selected based on Cochran's formula. In this research, the psychological empowerment questionnaire, organizational identity questionnaire, role stress questionnaire and organizational citizenship behaviour questionnaire were used. To check the fit of the measurement model using PLS software, the criteria of Cronbach's alpha, composite reliability and average index of extracted variance and goodness of fit were used. To analyze the data and confirm the hypothesis test, confirmatory factor analysis and structural equation methods were used.

Data analysis showed that psychological empowerment has a positive and significant effect on organizational citizenship behaviour, the existence of a positive and significant effect between organizational identity and organizational citizenship behaviour is also confirmed. Also, role stress has a significant and positive effect on organizational citizenship behaviour.

Based on the findings of the research, psychological empowerment has improved the organizational citizenship behaviour of employees by improving the level of awareness and working abilities of employees. Increasing organizational identity as a unifying and coordinating element improves organizational citizenship behaviour and role stress is a motivating element that stimulates the intellectual and strategic forces of employees and thereby increases organizational performance and citizenship behaviour in the organization.

The increase in pollution and environmental issues, consequently raising concerns for organizations and society, has given rise to the new concept of "Green Innovation". Green Innovation is a subset of innovation that enhances environmental quality and optimizes resource utilization. The aim of the present research is to examine the relationship between Green Innovation Strategy and Green Innovation, with the mediating factors of Organizational Environmental Legitimacy and Green Organizational Identity. The current study is of a survey and correlational nature. The statistical population of the research includes 14 companies that produce hospital waste management devices. An equal number of 10 questionnaires were distributed to senior managers and production managers within these companies. Ultimately, 126 questionnaires were gathered, and hypothesis testing was conducted using the smart.pls software. The results revealed that green organizational identity and organizational environmental legitimacy mediate the relationship between green innovation strategy and green innovation. Managers must endorse the role of green organizational identity and organizational environmental legitimacy within their companies and initiate the development of a green innovation strategy. Managers need to understand that having a strategy is not sufficient, and they should directly enhance the performance of green innovation. They should pursue robust approaches to fostering green organizational identity and, using it, seek to acquire organizational environmental legitimacy.

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

Ethical climate is very important, because stabilizing the correct behaviors of such behaviors by influencing the relationship between patriarchal leaders and employees compared to other leadership approaches, leads to better communication between employees and leaders; Thus, such ethical relationships can help create an ethical atmosphere in educational organizations. Therefore, the purpose of this study is to investigate the effect of patriarchal leadership on the moral climate mediated by delegation of authority and organizational identity. This research is applied in terms of purpose and correlation method based on structural equation model. The statistical population consists of 3301 employees of the general education departments of the northern provinces of the country (Golestan, Mazandaran and Gilan provinces). Descriptive statistics and structural equation modeling using SPSS and Smart-PLS software were used to analyze the data. The results of path analysis showed that direct relationships between variables are significant. Also, the mediating role of delegation of authority and organizational identity among patriarchal leadership on the moral climate was confirmed. It can be said that patriarchal leadership, along with delegating authority and organizational identity, will play a constructive role in the moral atmosphere.

Given the competitive environment in the insurance industry, maintaining and developing market share is the result of competitive strategy policies. Therefore, identifying the factors influencing competition strategy policies is considered an important issue in strategic brand-based marketing decisions. According to the findings, brandorientation stimulates the development of organizational identity and organizational identity also plays an important role in implementing brand-oriented marketing and improving the strategy of competitive strategy policies.

The aim of this study was to investigate the effect of brand-based marketing on competition strategy policies with emphasis on the role of organizational identity intervener in Iran Insurance Company.

The research method is descriptive-correlational. The research population includes 400 employees of Iran Insurance Company. The sampling method used was simple random and the sample size was 196 based on Morgan table. It was analyzed in descriptive statistics by SPSS software. SMART-PALS software was used to test the developed hypotheses.

Findings obtained from path coefficients and significant coefficients showed that brand-based marketing have a significant and positive effect on competition strategy policies (β = 0.407, t = 4.821). Brand-based marketing has a positive and significant effect on organizational identity (β = 0.828, t = 28.171). It was also concluded that organizational identity has a significant and positive effect on competition strategy policies (β = 0.489, t = 5.817). Another result of the study showed that organizational identity can play a mediating role between the relationship between brand-based marketing and competitive strategy policies.

The result of this study indicates that paying attention to brand-oriented marketing equips Iran Insurance Company with capabilities and capabilities that can have many results and consequences for companies such as company growth, profitability, increasing market share and increasing competitiveness.

The aim of this study was to investigate the effect of socialization on organizational voice with respect to the mediating role of organizational identity and Job Involvement. The research method was applied in terms of purpose and descriptive-survey in terms of method. The sample size was 214 employees of the Mazandaran Police Headquarters and a simple random sampling method was used. The instrument used for data collection was a standard 24-item questionnaire with questions 1 to 6 related to the socialization variable, 7 to 12 related to the organizational voice variable, 13 to 18 related to the organizational identity variable and questions 19 to 24 related to the Job Involvement variable. It was a job. Cronbach's alpha coefficient was used to measure reliability and face validity was used to measure validity. Data analysis was performed by structural equation method with SmartPLS2 software. The results showed that socialization has a significant effect on organizational identity and job involvement. Organizational identity and Job Involvement have a significant effect on organizational voice. Socialization also has a significant effect on organizational voice.

Organizational identity refers to the common beliefs of an organization's members. despite plenty of research on organizational identity, there is little knowledge about its affecting factors and how it is formed. in line with shaping organizational identity, some researchers emphasize internal and external factors such as organizational communications, top management activities, and human resource management. organizational identity is one of the most important factors that affect organizational performance and productivity. research shows that there exists a theoretical gap in developing systematic models for organizational identity, particularly in iranian organizations. accordingly, this study attempts to provide a comprehensive model of organizational identity in iran tractor manufacturing company.

Organizational identity involves a strong emotional attachment to the organization, which is referred to as the perception of common characteristics. according to social identity theory, the psychological relationship between employees and an organization is known as organizational identity. the power of organizational identity reflects the degree to which the employees perceive an organization as particularity and unique. the organizational identity has the ability to predict many important organizational attitudes and behaviors. it has been considered as a concept that forms the common understanding of an organization’s members of its central characteristics and it shapes a kind of shared thinking among employees.

This research is a developmental and applied study in terms of purpose, and in regard to the method, it is a descriptive survey. and in terms of the research design, it is a mixed study. in the qualitative phase, grounded theory is used to create a conceptual model of organizational identity. in this regard, a three-step process of open, axial, and selective coding was performed by nvivo10 software. in the quantitative phase, confirmatory factor analysis was used to confirm qualitative findings.

The process model developed in this research, as a native model of organizational identity, attempts to consider the issue of organizational identity from a multidimensional viewpoint. this model is capable of directing the employees' intentions and behaviors in line with the organizational goals. the results of this study made causal conclusions on the components of internal identity, employees’ empowerment, and job enrichment. leadership style is also proposed as a context for shaping organizational identity. in addition, managerial factors and financial requirements were determined to be the intervening factors. additionally, perceived organizational support and socialization were considered as effective strategies of organizational identity. finally, the consequences of organizational identity were found to have positive effects on customer performance and satisfaction.

In order to enhance the causal conditions through internal identity, managers are advised to strengthen the trust among employees with their honest behaviors to make employees more compatible with the organization, which leads to strengthening the employees' internal identity. furthermore, to create a suitable context, it is suggested that managers improve moral and transformational leadership characteristics to increase the sense of solidarity among employees and managers. in order to create a positive role for interveners, it is suggested that managers adopt a management style based on ethical traits and cooperation with employees and show positive managerial competencies. additionally, managers are also advised to support employees in three ways as emotional, managerial, and health support. besides, it is emphasized that according to the consequences of managers' organizational identity, different roles and tasks may be assigned to employees. in the individual dimension, managers should strengthen job satisfaction, psychological security, job performance, job motivation, and organizational citizenship behavior. moreover, in the organizational dimension, it is recommended to take some defective actions to improve organizational decision-making, promote organizational commitment, productivity, and enhance the organizational image.

The present study aimed at analyzing the impact of organizational cynicism on the quality of service delivery with the mediating role of job satisfaction and moderating the role of organizational identity in Hamadan Health Insurance Organization.

The study is purposeful, applied, and descriptive in terms of data collection. The statistical population of this study includes all managers and staff of Hamedan Health Insurance Company. Using Cochran formula, 188 people were selected as the statistical sample by systematic random sampling. To measure the validity of questionnaires by face and content method and to determine the reliability of Cronbach's alpha which was estimated 0.786. For analyzing data from structural equation modeling, Smartphone software. L. SS version 2 was used.

The results showed that organizational cynicism had a significant effect on service quality, organizational cynicism on job satisfaction; job satisfaction on quality of service; organizational identity had a significant effect on service quality.Limitations and Consequences: Due to the multitude of research variables and given the specific complexity of the research, other variables for future research should be carefully examined both in the present statistical population and in other organizations rather than other meaningful relationships. To be more transparent and comprehensive.

Promoting organizational identity is one of the main concerns of organizational behavior thinkers; according to this This research has been conducted with the aim of the role of transformational leadership in promoting organizational identity. The present research is applied in terms of type of use and descriptive in terms of research purpose. The statistical population of the study included the staff of the Disciplinary Command of Mazandaran Province. 223 people were selected as a sample by simple random sampling. In this study, the library and field methods and filing tools and the Transformational Leadership Questionnaire of Bass and Olio (2000), Cheney et al. (1983)'s organizational identity were used to collect data. The validity of the questionnaires was confirmed by respected professors and its reliability was obtained using Cronbach's alpha formula for the Transformational Leadership Questionnaire of 0.84 and the Organizational Identity Questionnaire of 0.92, respectively. Data were analyzed using correlation coefficient, regression and Friedman test using SPSS software. Findings show that transformational leadership has an effect on organizational identity at the NAJA level. Its components, except for ideal influence and mental persuasion, have a positive and significant effect on organizational identity at the NAJA level.

The main purpose of this study is to investigate the relationship between organizational identity and burnout with job performance of secondary school teachers in District 2 of Khorramabad. The present study is an applied research in terms of purpose. This research is one of the descriptive correlational researches. The statistical population of this study was the teachers (male and female) of the secondary school in District 2 of Khorramabad city. Cheney (1983), Maslach & Jackson (1885) burnout questionnaires, and the job performance of Byrne et al. (2005) were used to collect data. The reliability of the instrument is calculated using Cronbach's alpha and the composite reliability. Face validity and confirmatory factor analysis were used to check the validity. In order to analyze the data, statistical methods of Kolmogorov-Smirnov test and structural equation modeling have been used. The results are as follows: a) There is a positive relationship between membership, loyalty and organizational similarity as components of organizational identity with job performance of teachers of the second secondary school in District 2 of Khorramabad city; B) There is an inverse relationship between emotional burnout, depersonalization, and reduction of motivation and regression with job performance of secondary school teachers in District 2 of Khorramabad city; C) There is an inverse relationship between emotional burnout, depersonalization and reduction of motivation and regression with organizational loyalty of secondary school teachers in District 2 of Khorramabad city.

Faculty members play an essential role in university and society and cannot be ignored. The purpose of this study was to assess the causal relationships between organizational socialization and ethical behavior and responsibility with the mediating role of organizational identity among faculty members of Islamic Azad University branches in the West Azarbaijan. The study is applied in terms of purpose and descriptive-correlational in terms of nature and method. The statistical population was comprised of all 695 full-time faculty members in 13 university branches. The Krejcie-Morgan table was used to select 263 people for data collection through proportional stratified random sampling.  Four standard questioners were used to gather data, including Taormina’s organizational socialization, Ashforth and Mail’s organizational identity, Swanson and Hill's ethical behavior, and Hatchwar’s Responsibility questionnaires. The content and construct validity of the questionnaires were confirmed and their reliability was found to be at an adequate level using Cronbach's alpha. The results showed a significant and positive relationship between organizational socialization and responsibility and ethical behavior through the mediating role of organizational identity. As a result, organizational socialization, both directly and indirectly through the mediation of organizational identity, can affect the responsibility and ethical behavior of faculty members.

The present paper investigates the effect of internal branding on organizational citizenship behavior with respect to the mediating role of organizational identity and job attachment in Iran’s startups. The population of the descriptive-survey study included 460 employees of start-up Internet companies in Iran and the sample size was 210 people. The sampling method used is simple random and standard questionnaires were used to collect data. Data analysis performed by using structural equation modeling with partial least squares approach and also using SMART PLS2 software. According to the research results, internal branding has a significant effect on organizational citizenship behavior. In addition, internal brand communication and transformational leadership has led to organizational identification and transformational leadership has led to job attachment. Organizational identification also affects job attachment. On the other hand, organizational identification has affected the organizational citizenship behavior towards customers and job attachment has affected the organizational citizenship behavior towards customers and the organization.

Although organizational identity is not a new concept, it has recently been considered by the researchers in the field of strategic management, which is because identity is effective in shaping the outputs of the strategy creation process and identity can be regarded as the generator of strategies. It can also be regarded as a screener or enabler as well as a factor influencing the strategy. Given the scattered researches in the field of relationship between these two concepts and with the aim of drawing a clear path for the researchers, the purpose of this study is to identify prominent concepts in establishing a link between organizational identity and organizational strategy based on previous research and to provide a coherent framework regarding the influence of organizational identity on organizational strategy.  

The present research is developmental-applied based on purpose, qualitative based on the nature of data, and documentation based on data collection methods. The research method is analytical-descriptive and the qualitative data have been collected using the meta-synthesis qualitative research method according to Barroso and Sandelowski’s seven-step method.  

Among all the 414 identified original texts, 11 outstanding concepts were extracted in 4 main categories including competitive concepts, reference concepts, relational concepts, and temporal concepts.  

Based on the findings of the present study, organizational identity in terms of creating a competitive image, openness to environmental challenges, and defining the scope of competition has a competitive link with strategy; on the other hand, it has a reference dimension in interpretation and adaptation strategic actions by creating an emotional link. Moreover, based on the relationship between identity and strategy, organizations will have different degrees of openness toward adopting different strategies such as establishing working relationships with people outside the organization, depending on the type of orientation of organizational identity. Finally, organizational identity, relying on its sustainability characteristics, can act as a barrier to strategic decision making and delay its adoption.

Nowadays, Premier organizations are trying to attract potential professional employees and concurrently retaining their human resources. Of course, a strong organizational identity can cause employees’ retention. In addition, various constituent elements of a strong employer brand can strongly impact organizational identity, and thereby, employees’ retention. Meanwhile, employer brand may have differential impacts on organizational identity across generation and owing to the variations in employees’ years of service, which may in turn change employees’ setting priority over selection of and staying at a given workplace. The current applied study intended to design an organizational identity model with an employer brand approach in Saipa Corporation based on Grounded Theory. The research data were gleaned through interviews, coded using open, axial and selective models and assessed and analyzed through Grounded Theory. A model was finally designed based on the effect of organizational identity on retention of employees which highlighted the fact that employer brand can enhance organizational identity through a number of strategies like job satisfaction, organizational commitment and productivity as well as some contextual factors and mediator conditions.

The purpose of this study was to investigate the impact of strategic-servant leadership on voice and job involvement of employees due to the moderating and mediating role of organizational identity in Khorasan Regional Electric Company. The research method is survey and its tool is a five-point Likert scale questionnaire. Structural equation modeling was used to test the research hypotheses using PLS software. The findings of this study indicate that strategic leadership affects job involvement and organizational identity, servant leadership affects job involvement, defensive voice, and prosocial voice and organizational identity affects job involvement. Organizational identity is a mediator between strategic leadership and job involvement, but the effect of servant leadership on acquiescent voice was not significant. Organizational identity does not play a moderating role in the relationship between servant leadership and the types of employee voices. Types of employee voices do not act as a mediating variable in the relationship between employee leadership and job involvement.