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

Aligning artifacts with organizational values facilitates the successful implementation of organizational strategies. For this reason, designing and managing these artifacts is of utmost importance. However, only a few studies have examined how organizational values transform into cultural artifacts. The present research investigates the display of values in cultural artifacts using the House of Quality (HoQ) matrix. This proposed approach seeks to ensure the integration of cultural artifacts and enhance their strategic influence and alignment with organizational values.

This study follows a Design Science Approach (DSA) and has used the Peffers et al.’s (2007) six-step model, which includes “identifying problems and motivation”, “defining objectives and solutions”, “design and development”, “demonstration”, “evaluation”, and “communication”. A group of researchers, organizational managers, designers, product and service development experts, and organizational culture experts participated in the artifact design. Hamrah-e Aval organization was selected as a platform for displaying and evaluating the designed artifacts.

The House of Quality (HoQ) matrix, which transforms customer needs into product technical features, was used. The House of Ideas (HoI) and House of Communication (HoC) matrices were designed to transform organizational values into cultural artifacts. This tool helps transform organizational values into the features of the proposed idea, and, finally, the cultural artifact.

This paper introduces a methodological approach to transforming values into tangible cultural artifacts by developing the HoQ Matrix and designing two new matrices. With the help of these matrices, organizations can design cultural artifacts to institutionalize organizational values.

professional development of employees is an approach in which the development of knowledge and skills such as the cultivation of employees' knowledge and changes in their social attitudes are created. The purpose of this article was the impact of flexible work plans on the professional growth of employees with the mediating role of organizational values ​​in the General Administration of Tax Affairs of Hormozgan Province.

According to its purpose, the present research is part of applied research and has been carried out as a survey. The statistical population of the present study is 345 employees of the General Department of Tax Affairs of Hormozgan province. The sampling method of this research is stratified random method and using Cochran's formula, the sample size is equal to 183 people. Structural equation model was used for data analysis. The reliability coefficient for the standard questionnaire of organizational values ​​(Farnham, 2001) is equal to 0.84, the standard questionnaire of flexible work plans (Davidescu et al., 2020) is equal to 0.712 and for the standard questionnaire of professional growth (Ackfelt and Cote, 2005). It was calculated as 0.848. Structural equations were used to analyze the data.

The t values ​​obtained for all paths are higher than 1.96, so there is a significant relationship between the research variables and the path coefficients also indicate the existence of a positive relationship between the research variables. The variable of organizational values ​​with a path coefficient of 0.55 had the greatest impact on professional growth.

If the managers and planners of the tax office create flexibility in working time, work space and field of operation and the employees of this office can perform their duties with more flexibility and freedom, the professional growth of the employees will increase.

Individual and organizational values are socially acceptable processes and due to their importance, they have an impact on people's job performance.

The above research was applied in terms of purpose and descriptive-survey in terms of method. The statistical population was made up of all people efficient and ineffective police officers working in Fateb in 1401 with five missions of police, awareness, traffic, information and border guarding. The sample size was 489 people selected using the purposeful sampling method and Cochran's formula.

The results showed that among the ten indicators of personal values, "benevolence" and "conformity" indicators are considered as part of the individual values of the police, and at the level of organizational values, the indicators of salary and independence are Individual attitudes are not part of the organizational values of the police. There is no significant difference between the opinions of efficient and ineffective police groups in the three indicators of "power", "incitement" and "tradition". While there were differences in other indicators of progress, pleasure-seeking, self-guidance, universalism, benevolence, conformity, and safety, and the average opinions of the efficient group were more than the ineffective group. has it. From the point of view of the ineffective police, the item "pleasure" is ranked first with a coefficient of 7.96, the item "security" is ranked second with a coefficient of 7.81, and the item "power" is ranked third with a coefficient of 7.59.

As with all organizational processes, the effective implementation of talent management requires the flow of a strong supportive culture at various levels of the organization. In the meantime, value foundations as one of the main layers of culture play a very important role in the successful implementation of this process. This study aims to explain the value foundations supporting the believing in talent culture in the I.R. of Iran Army. In this developmental-applied study with a mixed (qualitative-quantitative) approach, the values of believing in talent culture were identified based on the study of documents and semi-structured interviews with experts; then, with a quantitative approach, its structure was validated. 11 experts in the field of human capital management were selected from among 210 commanders, managers and prominent professors of AJA's headquarters and organizational universities through theoretical saturation by purposeful judgmental method to interview. Also, 136 questionnaires were conducted among participants based on Cochran's formula. Data analysis was done in qualitative part by thematic analysis method and in quantitative part by confirmatory factor analysis method in AMOS 26 software. The results show that the values of believing in talent culture can be divided into three general categories: individual, occupational, and organizational. In addition, the results of factor analysis shows that among the components of individual values, "Respect for knowledge and expertise" and "Creativity and innovation" with a factor load of 0.65; among the components of professional values, "Career growth and development " with Factor load of 0.67; and among the components of organizational values, "modeling the personality of talented in the organization" with a factor load of 0.68 have the most support for believing in talent in the I.R. of Iran Army.

As the largest source of human resource in the health sector, nurses have a special position in the medical arena, and the effectiveness of their performance is defined through their direct caretaking of the patients. Therefore, the purpose of the study at hand was to explore the role of organizational values and communication satisfaction through the mediating role of psychological ownership in nurses’ professional performance. This study was applied in terms of purpose and descriptive-correlational in terms of data collection and analysis method (using structural equation modeling). The statistical population involved all the 265 nurses at Sayyid al-Shuhada (a) hospital in Urmia city. Using Krejcie and Morgan table, the sample size was determined to be 155. The participants were then selected through relative stratified random sampling method. In order to collect data, questionnaires were used. After confirmation of the reliability and validity of the instruments, the descriptive and inferential analyses of the data were carried out using SPSS 22 and PLS3 software packages. The results of data analysis showed that organizational values and communication satisfaction have significant, positive effects on psychological ownership, and organizational values and communication values have positive, significant effects on nurses’ job performance through the mediating role of psychological ownership.

The purpose of this study is to review the literature related to the organizational values ​​model with emphasis on talent management, and the study of this research is the "National Iranian Gas Company". To extract the basic components, two methods of studying the extensive library and Delphi technique were used using 15 academic and corporate experts. The experts were selected by purposive judgmental sampling. Finally, 45 components were categorized into 6 dimensions: individual values, professional ethics, organizational, group, spiritual, psychological and social. Kendallchr('39')s coordination coefficient was 0.804, indicating a strong consensus among the panel of experts. This research showed; Paying attention to the values ​​of talents and institutionalizing important values ​​in their view, such as challenging work, continuous learning, maintaining self-esteem, giving them independence and freedom, etc., should be among the priorities of the National Iranian Gas Company.

This paper aimed  at designing a human resources development model based on organizational values in the Health Insurance Company of Fars Province (Iran). The study was conducted in three parts: first investigates the literature and theoretical foundations related to the aspects and indicators of HRD and organizational values. The second part is laid on a qualitative foundation and takes advantage of grounded theory. The third part adopts a quantitative approach to design modeling based on partial least squares. We used a purposive sampling method in the qualitative part where 15 individuals were eventually selected and interviewed. Statistical population in quantitative part was comprised of 150 managers and experts in Health Insurance companies in Fars Province. To estimate and verify the reliability and validity of the study instrument, we made use of face validity, content validity, convergent validity, discriminant validity and internal consistency. Moreover, confirmatory factor analysis based on partial least squares was utilized to estimate the foresaid indices. The study results indicated that the HRD indicators are competencies, potentials, behavioral factors, managerial factors, supportive factors and infrastructural development; the organizational values’ indicators were also found to be justice-orientation, fundamental factors, managerial factors and policy-making factors.

Meaningful work has become an increasingly job and work valued outcomes for employees and organizations. Meaningfull work is very important in understanding and managing organizational behaviors. In respect to meaningful work and expricing work meaningfulness, many antecedents and consequences must be considered such as those which effect on quality of work life, performance, burnout, and job satisfaction, and ranking of factors affecting on meaningful work can help managers to understand work environment better and increase productivity. This paper at the first approach introduces the major affecting factors based on expert opinions and resources in meaningful work and then it utilizes the Interpretive Structural Modeling (ISM) methodology to understand the mutual influences among these factors. Research results showed that identified 13 factors can be categorized in 5 level. The most influencing factors are Job commitment, serving to others and Job affiliation but the most depended factors are Organizational values and Organizational Goals.

This research is aimed at designing and evaluating organizational values model on the basis of Nahjolbalaghah in order to account for the shortcomings of local and religious sciences production. This is a compound research, both qualitative and quantitative. In the qualitative part of the research, data collection is conducted through theme analysis. It is followed by interviews and questionnaires for the construction of net and research model. The results of the interviews of the experts are presented in the form of a value model based on Nahjolbalaghah. It contains four components including ethical-cultural, knowledge-vision, professional, and basic values. The research population includes the students and professors of an educational and research center. Nonrelative sampling method along with Krejcie and Morgan table are used to make a sample group. LISREL and SPSS analyses showed that all for indicators are positively related to organizational values based on Nahjolbalaghah teachings.

The aim of the current research is to design and explain organizational values model based on Nahj al Balaghe teaching. The method used in this research is the combination of quantitive and qualitive methods. In qualitive method, the author extracted data by thematic analysis. Further, in orther to make thematic network and research model, the author used some interviews and questionnaires. First of all, the author searched for the themes about values in Nahj al Balaghe, and 324 codes have been extracted. Furthermore, these codes have been proposed to experts and 70 more codes suggested by the associated experts that can be introduced as the values codes. Finally, all these codes have been distributed to the experts again, by questionnaires and their idea gathered about the same. In sum, after having all experts’ idea about these codes, and testing with Binomial test in SPSS, the author proposed the model of organizational values based on Nahj al Balaghe teaching. The model includes four main factors, i.e. Ethical-Cultural Values, Knowledge-Wisdom Values, Professional Values, and Basic Values.

One of the factors affecting the efficiency and effectiveness of the organization is organizational culture. Organizational culture is a system of shared values that distinguishes the organization from other organizations. These values can create commitment among employees. This study examines the impact and role of organizational values on organizational commitment creation in Mellat bank. The research methodology of this study is descriptive survey and correlation. The population of this study is city Mellat Bank employees in Tehran and sampling method is random sampling. By using standard questionnaire the opinion of 278 employee in Tehran city are gather and by and structural equation modeling (SEM) in Lisrel software was used for data analysis. The results show that, among four dimensions of organizational values, mental aspect including of growth and organizational develops, and emotional aspect Include organizational self-esteem and institutional relationships are affecting on on employee commitment. But spirituality dimension Including service delivery, organizational development and internal cohesion and physical dimension including organizational survival have no impacts on employee commitment. The results also confirmed the main hypothesis of study, that there is a significant relationship between organizational values and organizational commitment.

Implementation of organizational values develops employees’ behavior and makes it suitable as business morality. The mechanism of how to implement organizational values and its amendment as operational behavior have not been considered sufficiently. This research intends to investigate this issue at Mobarakeh Isfahan Steel Company. From the whole research population of 2000 employees at operational level، 322 subjects were selected as sample group according to Morgan’s table. Data was collected through AI and FFI as well as a questionnaire. The validity of the questionnaire was 0. 881. The results were analyzed through SPSS. Having reviewed the highest models، the researchers proposed the final model of behavioral codes based on values in the operational level. The acquired codes based on four values were classified and then prioritized to be implemented.

This research intends to identify the relationship between Individual and Organizational Values with Organizational Commitment in Al-Mahdi Aluminum Company in Hormzgan Proneinc. The research universe included 1000 employee and by using sampling method in a limited universe (Cochran''s formula) a sample of 165 people was selected، Schwartz questionnaire was used to measure individual values، a researcher made questionnaire used to assess organizational values، and Balfour and Wechsler questionnaire was used to measure organizational commitment. Reliability coefficients of these questionnaires were 90%، 81% and 73% respectively. Based on correlation، research data were analyzed with SPSS software and research hypotheses were tested using techniques of inferential statistics. The results confirmed all hypothesis and showed that there is a relatively strong correlation between «individual values» with «continuous commitment». Also a significant and positive correlation between organizational values such as identification commitment and exchange commitment was observed.