جستجوی مقالات مرتبط با کلیدواژه "quality of working life" در نشریات گروه "مدیریت"

The purpose of this research is to provide a model of the quality of working life with a strategic approach of human resources in the administrative system of Bank Mellat. The research method is applicable in terms of purpose, mixed (qualitative-quantitative) in terms of implementation, and descriptive-survey in terms of nature and method. The statistical population included 20 academic and banking experts in the qualitative section, and 378 employees and experts of Mellat Bank across the country, who were selected as a sample in the quantitative section, and simple stratified sampling was used. Data collection was done by semi-structured interviews in the qualitative part, and by questionnaire in the quantitative part. MAXQDA coding and software were used in qualitative part data analysis, and SPSS and AMOS software were used in quantitative part. The results of the t-test showed that all 5 main components, 20 sub-components, and 118 sub-components identified have an impact on the quality of work life with the strategic approach of human resources in the administrative system of Bank Mellat. The results obtained from the model fit indices also showed that the research model is a good model in terms of fit with the experimental data. The results of the t test in this evaluation showed that the most effective component on the pattern of quality of working life with a strategic approach to human resources in the administrative system of Bank Mellat is the component "Working relationships between colleagues" with a statistical value (t = 31.045), and the least effective component is also the component "decision support systems in managers' decision-making" with a statistical value (t = 13.102).

The quality of work life as one of the effective components of human resource management can make any organization, especially creative organizations, successful in reaching their goals. One of the important and effective indicators of the culture of organizational excellence is the quality of work life, which is considered one of the components of performance improvement. The improvement of this index leads to the alignment of employees and the organization. While this variable is of special importance for employees, it is considered one of the tools of the organization to achieve its goals. The quality of work life in any organization is affected by various factors that can affect its level in different ways. Among these factors, we can mention the existence of organizational justice and employees' perception of it. Employees' perception of justice in the organization affects the employees' feelings, attitudes, beliefs and behavior and ultimately, it will be effective on the organization's performance, durability and output. Managers, especially in creative organizations such as media organizations, need to create a proper understanding of justice in their employees to promote progress, improvement and dynamism. Organizational justice in media organizations such as the Islamic Republic of Iran Television Network will have an undeniable effect on the quality of work life of its employees and, further, on the performance and results of this television network. In any creative organization that seeks to improve the quality of life of knowledge seekers and expand educational justice, it seems necessary to pay attention to organizational justice and the quality of the work life of employees and, as a result, the relationship between these two factors. Therefore, in the course of this research, an attempt has been made to examine the dimensions of organizational justice among the employees of this network and to investigate its relationship with the quality of work life.

This research is descriptive in terms of approach (correlation), applied in terms of purpose and quantitative in terms of measurement and analysis method. Its statistical population is the employees of the Television Education Network of the Islamic Republic of Iran, using Powersample software, 64 of them were selected and analyzed as a sample by a simple random method. Survey method and questionnaire tool were used to collect data. In this questionnaire, the standard test of Niehoff and Moorman (1993) was used to measure organizational justice, and the standard test of Walton (1973) was used for the quality of work life. To measure the validity of the collection tool, the face validity method was used and to determine its reliability, Cronbach's alpha coefficient was used. Data analysis was done using SPSS statistical software. For this purpose, due to the normality of the data, Pearson's correlation coefficient was used to test the research hypotheses and the determination coefficient was used to check the effect.

The findings of the research indicate that in terms of understanding organizational justice, 3.1% of employees have expressed a very low level, 21.9% low, 40.6% moderate, 28.1% high and 6.3% very high. It should be noted that in the continuum 1-5, distributive justice has the highest rank among the components of organizational justice, with an average of 3.5, followed by procedural justice and transactional justice, both with an average of 3. Also, these findings show that in terms of quality of work life, 4.7% of employees are at a low level, 25% are at an average level, 62.5% are at a high level, and 7.8% are at a very high level. It should be noted that among the components of the quality of working life, fair and adequate payment has the highest rank with an average of 4.26, followed by legality in the organization and social integration and cohesion with an average of 4, and then the development of human capabilities with an average of 3.65. , providing the opportunity for continuous growth and security with an average of 3.64, safe and healthy work environment with an average of 3.34, general life atmosphere with an average of 3.21 and finally social dependence of work life with an average of 3. Based on the results of the research hypothesis test, with a 1% error, it can be said that there is a direct and significant correlation between organizational justice and its components with the quality of work life. This correlation has been reported in the case of the distributive justice component at a weak level and in other cases at an average level. In other words, the more the level of organizational justice and its components increases, the quality of the work life of employees will also improve. The coefficient of determination indicates that about 10% of changes in the quality of work life are influenced by the distributive justice component, about 20% by the procedural justice component, and about 20% by the relational justice component

The quality of working life and its components are affected by various factors, including organizational justice. The results of the research confirm the direct and positive relationship between organizational justice and its components and the quality of work life of employees in the Islamic Republic of Iran's television network. The relationship between the variables of organizational justice and the quality of work life, in addition to the nature of communication under the effective components of human resource management, is also the focus of attention from the perspective of social exchange theory. "Comparing" as an important component in the theory of social exchange and measuring its profit and loss is one of the foundations of people's judgment about relationships. Organizational justice and quality of work life are formed in the structure of relationships in the organization. It can be argued that improving employees' perception of organizational justice will increase the quality of work life and, as a result, increase job satisfaction, increase productivity, strengthen the foundation of the organization, and ensure the achievement of organizational goals.

The aim of this study was to investigate the factors affecting the improvement of performance and productivity of human resources in the General Administration of Ports and Maritime Affairs of Hormozgan province.

This research is applied in terms of purpose and survey in terms of implementation method. The statistical population of the study consists of all personnel working in the General Administration of Ports and Maritime Affairs of Hormozgan Province; Whose number is estimated at 360 people; Using Morgan's table, 186 people were selected as the sample size. The sampling method used is stratified random. The method of data collection is survey (field) and the tool of data collection is a questionnaire. The method of analysis in this research is descriptive-analytical. Descriptive statistics used in the research are average, view, descriptive tables, frequency and percentage, as well as graphs. Inferential statistical tests used in research are regression and correlation.

Findings indicate that in the studied organization, regarding employees in terms of organizational factors, variables such as quality of work life and motivational system, have affected the productivity of human resources; But the variables of information technology and employee empowerment have not had an effect on improving the productivity of human resources.

It was also found that individual factors, environmental factors and occupational factors affect the improvement of human resource productivity in industry. Also, for the growth and development of the organization, more attention should be paid to its productivity and continuous increase.

This paper aims at investigating into the impact of leadership styles on the quality of working life of Islamic Azad University of Isfahan staffs, The statistical population and sample of the study were 2113 and 325 persons respectively. The two standard questionnaires were 18 questions for leadership style and 38 questions for quality of work life, which confirmed the reliability and validity of the questionnaires. Regarding the purpose, the study is an applied work and is a survey research which its data collection has been carried out through the descriptive-analytical method. Various statistical techniques and methods such as Student’s T-Test, Factor Analysis, Logistic Regression, and Pearson and Kendall correlation coefficient were used in order to analyze the data of the study. The findings indicate that the more the administrators of the said university take the democratic leadership, the more the staffs’ quality of working life will be improved. Moreover, the democratic leadership style has positive impact on parameters such as team communication, work stress relief, organizational commitment, organizational partnership, organizational conflict reduction, support of administrators, support of colleagues, role clarity and delegation of authority. However, it had no impact on safe and healthy work environment as well as salary.

The aim of this study was,the effect of the second step of the revolution in the field of spirituality and ethics on the quality of work life of the employees at Gas Department in Ardabil. This research was conducted by survey method and in order to improve the validity of the questionnaire measures, face validity was used and reliability was obtained by using Cronbach's alpha coefficient for all variables above 0.70. The statistical population of this study was 460 employees of Ardabil Gas Department, from which 210 people were selected as a sample by simple random sampling using Cochran's formula. Findings showed that the independent variable of the statement of the second step of the revolution in the field of spirituality and ethics has a significant effect on the dependent variable of quality of work life of employees.

In today's complex world, concept of quality of working life as one of the important variables in management has attracted attention of human resources specialists. Improvement of the indices of this area has increased job satisfaction, organizational commitment, development and growth of staff, as well as has reduced absenteeism, displacement and job quit of staff. It also leads to improving the performance and ability of organization to provide appropriate services to stakeholders; therefore, this research aims to examine the quality of working life of military organization's staff and its relationship with defense development. In this descriptive-applied study in purpose and survey in terms of data collection, a questionnaire was administered among 140 staff clerks of a military organization selected based on stratified sampling. Research data analyzed through descriptive and inferential statistical methods. Findings reveal that the characteristics of the occupational environment with an average of 3.236 (P = 0.000

The aim of study was to investigate the effects of management based on human dignity on the quality of work life . This applied research was survey and the Statistical Society was PNU staff West Azerbaijan province Contains 530 people and the sample was 220 people . A questionnaire was used to measure the variables. The analysis of the data obtained from the questionnaires Using structural equation modeling and software PLS were carried out in two parts measurement model and structural section . In the first part , the technical characteristics of the questionnaire indices by the reliability , validity , convergent and divergent validity was confirmed by PLS and in the second part , the structural coefficients of model was used to investigate the hypothesis . The results confirmed management based on human dignity and its dimensions have significant and positive impact on quality of work life in the population of the study. The performance variables impact on the quality of working life at a rate of ./788 Units, more than any other component.

This study was conducted with the aim of examining the relationship between organizational support with quality of working life of power department stuff in Zabol city. The research method in this study is a correlation type of descriptive method, and the study population included all 110 electricity department stuff in Zabol, out of which 86 employee were selected by random sampling method. Two questionnaire, organizational support by Eisenberger and et.al(1986) and quality working life by Walton (1973) were employed to collect required data, and Alfa reliability of the questionnaires were .97 and .98 respectively . Their reliability were estimated using Cronbach's alpha coefficient, respectively, 0.86 and 0.94. To analyze data, the mean, standard deviation, Pearson correlation and regression were used. The Results indicated that organizational support and quality of working life from power department stuff point of view were desirable. Moreover, there was positive and significant relationship between organizational support and quality of working life and its dimensions. Findings revealed that organizational support could predict quality of working life