جستجوی مقالات مرتبط با کلیدواژه « کارکنان » در نشریات گروه « مدیریت »

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

The present research examines the factors affecting work procrastination in order to provide a model in the General Administration of Tax Affairs of East Azarbaijan province. The current research is a qualitative and quantitative research (exploratory mixed method). The statistical population of the current research is the employees of the tax affairs organization of East Azerbaijan province, in the first part, at least 15 available experts and specialists and in the second part, a sample of 277 tax affairs personnel of East Azerbaijan province has been selected as a sample. Descriptive and inferential statistical methods were used to analyze the statistical data, and the selected and classified main indicators were ranked by performing the FTopsis technique, and to evaluate the level of procrastination, a univariate t-test was performed to measure the level of performance. has taken. Here, FTopsis and SPSS software are used, which according to the results of prioritizing 19 indicators of procrastination in the studied society, personnel dissatisfaction, laziness, inefficient bureaucracy, and relationship orientation instead of rule orientation as the most important causes of procrastination respectively. Something came up

Sports and physical activity play a decisive role in maintaining the physical and mental health of employees. Based on this, the research was conducted to identify the socio-cultural factors on the development of public sports for the employees of Amin University of Police Sciences.

This research is a qualitative research in terms of practical purpose, in terms of exploratory research method, and in terms of data type. The statistical population of this research was made up of experts, sports veterans and athletes working in Amin University of Police Sciences, from which 17 people were selected using the purposeful sampling method until reaching the theoretical saturation of that type of sample. The research tool was an in-depth semi-structured interview with experts, whose validity and reliability were confirmed using Goba and Lincoln (1989) criteria. Data analysis was done using three stages of open, central and selective coding.

The socio-cultural effective factors on the development of public sports are a combination of factors of cultural programs, social support, organizational support, advertisements, views and attitudes, motivational programs and cultural customs.

Based on the findings of this research, for the development of public sports, it is necessary to pay attention to the social and cultural factors of the sports field and provide the necessary grounds for the active participation of employees in public sports by planning.

Within the environment of an organization, human resources are exposed to various nervous and psychological pressures, which have many negative effects on the performance of individuals and organizations. Job burnout is one of the occupational hazards that has received attention in recent years. The ultimate goal of this research is to identify the factors affecting the management of employee burnout, and finally to develop the model of employee burnout management, and inform organizations and managers about the importance of burnout and its effects on the performance and health of employees.

The current research is qualitative, developmental, interpretive, and inductive, which was carried out using a Meta-Synthesis approach and qualitative theme analysis method. Thus, in the first step, 190 articles from databases such as Google Scholar, Scopus, Springer, Emerald, and JStore were reviewed by a comprehensive search of sources, and 45 articles related to the qualitative research method were selected in a 4-step refinement. Concepts were extracted from the articles, and by rereading the concepts, factors were extracted from them. Finally, five main themes and 18 sub-themes were extracted, and the final model was compiled.

The results revealed a comprehensive burnout management model using the qualitative meta synthesis method based on five dimensions including stress management interventions, employees as their active innovators, encouraging and nurturing social support, employee participation in decision-making, and implementing high-quality performance management.

A model in the field of burnout management was presented in this study. Job burnout negatively affects the quality of life of employees regardless of their field of knowledge. Definitely, by using the factors presented in the research, employee burnout can be managed.

The purpose of this study was to assess the effect of ethical leadership on altruistic voices of employees of Golestan Tax Administration, which was done by descriptive survey method with correlational design. The statistical population included 600 employees working in the General Department of Tax Affairs of Golestan Province who were serving in 1400 and the statistical sample was 234 people using stratified random sampling method through Krejcie-Morgan table. Measurement tools included the Moral Leadership Questionnaire by Brown and Trevino (2006) with 10 items, the altruistic voice by Zuhair and Erdogan (2011) with 5 items, the cognitive trust questionnaire by Yang and Maschelder (2010) with 5 items and the Oxford Psychological Well-being (OHI). With 29 items, their Cronbach's alpha coefficients were 0.935, 0.857, 0.860 and 0.966, respectively. To analyze the data, SPSS25 software was used at the descriptive level for frequency, mean and standard deviation and at the inferential level for correlation, regression and analysis of variance tests to test the research hypotheses. The results showed that ethical leadership has a positive and significant effect on altruistic, cognitive trust and psychological well-being of employees and also a positive and significant effect of cognitive trust and psychological well-being on employees' altruistic voice was confirmed. Cognitive trust and psychological well-being play a significant mediating role in the relationship between moral leadership and the altruistic voice of the staff of the General Department of Tax Affairs of Golestan Province.

 The occurrence of the crime of bribery by Faraja employees causes insecurity and a decrease in people's trust in Faraja and finally, pessimism towards the system. Wide security measures and many efforts have been made to reduce and curb the crime of bribery, as a result of factors such as the inadequacy of security measures or the low impact of these measures and they have not been carried out.

 This research is quantitative in nature (descriptive-survey) and practical in terms of purpose, the method of gathering information is survey, and based on this, the tool for gathering information in the research is a researcher-made questionnaire and a survey. The research is done on the whole number and includes 76 people from the target population in Fatab. The analysis of the collected data was done using appropriate quantitative statistical methods of regression using "SPSS1" software, and for the purpose of theoretical analysis, The opinions of elites in the field of crime prevention have also been used.

 The results of this research show that the protection measures taken include: guidance, awareness classes, warnings and notices, question and answer sessions using three factors, individual and social. and organization such as: faith, righteous action, self-knowledge, sincerity, patience, guidance and guidance, social justice, implementation of divine laws, healthy family, organizational justice, religious organizational culture and discipline, each of them is effective in its own way and It hinders the progress of damages and threats and they play an important role in preventing bribery crimes. 

 According to the research results, the positive effect of security measures in preventing the occurrence of bribery crimes by employees as the main indicator of prevention has played a positive role in this field. Based on the ranking of the effectiveness of security measures, question and answer sessions have won the first place, which has a significant role in protection and prevention of harm and threats, so it is necessary to hold question and answer sessions in a planned manner on the agenda of respected commanders and officials.

This research aims to provide a training model for growth of registration of documents and real-estate staff. It has been done by a mixed method (qualitative and quantitative). In the quantitative part, all the Hormozgan registration of documents and real estate staff were 154 and the number of qualitative sample is 15 people. The data gathering tool in the qualitative part was a semi-structured interview, and in the quantitative part, a researcher-made employee growth questionnaire. The face validity was checked and confirmed through the experimental implementation, the content validity through a comprehensive review of the literature and the judgment of experts, and the construct validity through factor analysis. The reliability of the questionnaire was calculated through Cronbach's alpha. Structural equation modeling was used to analyze the data, and one-sample t was used to determine the current situation, and one-sample t was used to compare the current and desired situation through SPSS software. To present the final model of the research, measurement modeling has been used, and structural equation modeling technique using PLS has been used to fit the model. The findings of the qualitative part identified two dimensions (individual and organizational). In the dimension of organizational growth with 8 and in the individual dimension with 3 components, which were 19 sub-components to measure them. The current status of the growth of registration of documents and real estate staff that there is a gap between the existing statuses in the organizational growth dimension and there is no gap between the current and desired status in the individual growth dimension. Based on the results of the research, the components and indicators were identified and the final model was drawn. This model can be used as a guiding charter for the planning of the general managers of the country's document and property registration organization.

The position and status of the organizational control and monitoring system is of particular importance in the eyes of management thinkers and experts. Timely and effective control and supervision supports the organization in achieving its goals and creates confidence and trust in the implementation of programs. , The purpose of this research is to investigate the organizational control and monitoring system from the point of view of education workers of Oshtrinan city.

The current research is descriptive and survey type.  The required data was collected through a researcher-made questionnaire. The validity of the questionnaire was confirmed by the review of the relevant professors. The statistical population of the research included all those working in the education and upbringing of children.  Sampling was done in a simple random way. A sample of 70 selected education and training staff  And the data has been collected by a questionnaire of 20 questions.  The analysis was done using statistical formulas of standard deviation, variance and standard Z.

The analysis of the research data shows the confirmation of the main hypothesis.

Based on the results of the research and analysis of the views of the education staff, the education monitoring and control system was evaluated as effective.

The present research aims to identify and rank the factors affecting the empowerment of human capital in the cooperative sector. The statistical population included employees working in the cooperative sector (cooperatives and cooperative unions). A sample of 384 employees from various levels of responsibility in the cooperative sector in 26 counties of Khorasan Razavi province was selected for the study. A questionnaire was used to measure the variables. The Lizerl software was used for hypothesis testing. The results obtained from confirmatory factor analysis had the necessary reliability and with 95% confidence, it was stated that the questionnaire examining the factors affecting the empowerment of human capital of the cooperative employees is acceptable. Since the research variables have non-normal distributions, a non-parametric test (one-sample sign test) was used to determine the possibility of establishing the hypothesis. The results of the sign test indicate the significance level of all seven factors in the empowerment of cooperative employees. According to the results, it was determined that the priority and ranking of the variables are, in order, communication factors between employees and managers; employee motivational factors; trust factors between employees and managers; factors related to information sharing; employee skill and knowledge factors; self-directed teams and groups factors; boundary and autonomy factors that significantly affect the empowerment of cooperative employees.

Management of communication with employees is a management communication tool that organizations use to communicate comprehensively with employees, and this tool is considered a strategic process for empowering managers to manage human resources better. Achieving high performance of employees requires the identification of employee relations activities, which is pursued in the form of the concept of employee relations management (ERM). The purpose of this research is to provide a model to improve the performance based on management of communication with employees with the foundation data approach. Qualitative research method and database method have been used. The data collection tool was a semi-structured interview, and the data was analyzed using the Strauss-Corbin systematic structure and MAXQDA software. Data were collected through targeted sampling and the snowball method, and up to 14 people reached the theoretical data saturation level. The participants were deputy and senior collective managers of Aja headquarters. The results with 10 general categories in the form of a paradigm model where these factors include causal conditions (culturalization, interaction with organizational human capital, organizational structure), central phenomenon (improvement of performance based on employee relationship management), underlying conditions (army culture) , the intervening conditions (emotional intelligence management) and strategies (improving communication, optimal performance management, structure based on employee relationship management) and consequences (army empowerment, efficiency and effectiveness of employees).

The medical tourism industry is growing rapidly and has one of the fastest growing tourism markets. Iran, with its many opportunities and capabilities in this field, can become one of the destinations of international medical tourism. In this study, the effect of medical tourism development in the era of the Covid 19 epidemic on the reflection of tourist destination re-visit by the main category, intervening conditions, contextual conditions and strategy has been investigated. The purpose of this study is to design a model for the development of medical tourism using qualitative research methods and data base methods. In this research, sampling has been done by purposeful, theoretical and snowball methods, data collection tools in this research, semi-structured interviews and its analysis method have been performed using the data paradigm model of the foundation. In inferential analysis of data, Cronbach's alpha coefficient and structural equation modeling method were used. Findings The research indicates that the development of medical tourism is effective on the reflection of re-visiting the tourist destination due to the main category, intervening conditions, contextual conditions and strategy. Iran is one of the countries that has the potential to boost medical tourism and make itself one of the unique destinations in the world

Leaders also use the indicators of spirituality in the organization or group to provide a kind of internal motivation for the external motivation of its employees. Spiritual and value-based leaders deepen the duties and activities of followers in the organization or group by relating them to their deep inner values. The purpose of this study was to investigate the relationship between the dimensions of spiritual leadership and job motivation of Shahrekord education staff.

The statistical population of all education staff in Shahrekord city in 1399-98 was 335 people were selected as a sample by the classification method appropriate to the volume. The research instruments included two standard questionnaires of Herbert's job motivation and a modified questionnaire of spiritual leadership by Fry [17].

There is a significant relationship between seven dimensions of spiritual leadership (vision, love of altruism, faith in work, meaning in work, organizational membership) with job motivation of education staff, but between the other two dimensions of spiritual leadership, i.e., organizational commitment and performance feedback has nothing to do with employee motivation. In fact, the more the components of meaningful leadership are applied in the atmosphere of an educational organization and the decisions, procedures, policies and missions of education are formulated and implemented based on the dimension of spiritual leadership, the more job motivation will be among the employees of this educational organization. Originality/Value: The results of this research can be used by managers, experts and researchers. 

The general purpose of this research was to investigate the relationship between job burnout and work addiction with organizational commitment in Shahrban Company of Tehran Municipality. This research is part of applied research in terms of its purpose, and in terms of nature and method, it is part of correlational descriptive research. The study population of this research is all the employees of Shahrban Company of Tehran Municipality, their number is 500 people. The number of samples was determined as 217 people based on the sampling table of Karjesi and Morgan, which was selected by simple random sampling based on the number of employees. The data collection method was library and field type. In order to collect data in this research, three standard questionnaires of Allen and Mayer's Organizational Organization, Moslesh's Job Burnout and Spence's and Robbins' Work Addiction were used on a 5-point Likert scale (completely agree-agree-no opinion-disagree-completely disagree). took SPSS software and descriptive and inferential statistics tests such as Kolmogorov-Smirnov test, Pearson correlation coefficient test, ANOVA test and regression test were used for data analysis. The results showed that there is a direct and significant relationship between work addiction and occupational burnout with dimensions of organizational commitment. Also, the research results indicate that the contribution of organizational commitment in explaining job burnout and work addiction of employees is different.

The purpose of this research is to design a model of factors influencing the organizational vitality of employees using a meta-synthesis method. The study employed a systematic review and qualitative meta-synthesis approach to analyze the results and findings of previous researchers. The conceptual model of factors affecting organizational vitality of employees was developed through the implementation of the seven steps of the Sandelowski and Barroso method. The validity of the articles was assessed using the Critical Assessment Skills Program (CASP). This research is considered practical in terms of its purpose, as the researcher synthesized and combined relevant articles. Out of numerous articles identified in the databases, 16 articles were selected as the statistical population. After thorough examination and evaluation, the findings revealed that research has been conducted on 3 dimensions, 10 components, and 79 indicators related to the factors influencing the organizational vitality of employees. Subsequently, a conceptual model was presented based on several stages of analysis. The main dimensions of organizational vitality of employees encompass individual, organizational, and social aspects, as outlined in the developed conceptual model.

Organizational bullying is one of the factors that are monitored in various organizations such as management forces. Therefore, building, validating and measuring important tools in the field of organizational bullying can be helpful. The present research was conducted in order to construct and validate the level of organizational bullying and its relationship with burnout and job satisfaction. The current research is a descriptive and correlational study in which 290 people from the headquarters of the police force were selected by convenience sampling. The data was collected through a researcher-made organizational bullying questionnaire with reliability (0.79), job burnout (0.88) and job satisfaction (0.77). Factor analysis method, Cronbach's alpha coefficient and Pearson's correlation were used for data analysis with the help of SPSS and LISREL software. Exploratory factor analysis showed that organizational bullying consists of two components and factor analysis has evaluated these components with appropriate fit indices. Also, the results showed that organizational bullying had a significant relationship with job burnout (0.582) and job satisfaction (-0.601) at the P<0.01 level. The main reliability of organizational bullying was obtained using Cronbach's alpha coefficient of 0.80 for occupational bullying, 0.78 for personal bullying and 0.79 for total income, all of which were satisfactory. The results of the research show that the organization of bullying in the community of the forces of the management headquarters is an acceptable psychometric feature and can be used as a reliable tool in psychological research.

The virtual space, as a product of information technology, has led to the migration of a significant portion of crimes from the physical realm to the virtual realm. The scope and impact of virtual crimes are much broader and deeper than physical crimes. Therefore, the Command Headquarters of Law Enforcement Forces of the Islamic Republic of Iran, as a technology-oriented organization, needs to move towards becoming an intelligent organization, specifically smart police, and achieving this goal without a suitable model and strategy is challenging. Accordingly, the aim of this research is to design the Smart Police model in the Command Headquarters of Law Enforcement Forces of the Islamic Republic of Iran. This study is applied research and qualitatively based in terms of methodology. The research population consists of experts in the field of information technology and management within and outside the organization. Using purposive sampling and based on theoretical saturation principle, 18 individuals were selected as the sample, and semi-structured interviews were conducted with them. Content analysis was used to analyze the data. By implementing the interviews and coding the participants' responses, the researchers focused on explaining the concepts and dimensions. Through content analysis of the interviews, 61 indicators and 17 sub-concepts (components) were obtained, which ultimately fell into four main dimensions ("employees," "process," "technology," and "structure"). The realization of the Smart Police model depends on strategic planning for the four dimensions of "employees," "process," "technology," and "structure," along with the 17 components and 61 indicators. The employment and coordination of these dimensions, components, and indicators play a fundamental role in achieving the Smart Police model.

The purpose of this study was to analyze the factors affecting the amount of sports walking (case study of police force employees).

The statistical population included all the male employees of the Khorasan Razavi police force, of which 384 were selected as a sample by stratified sampling. The Face and content validity of the questionnaire was confirmed by experts and its reliability was obtained using Cronbach's alpha above 0.7. In the data analysis, descriptive statistics and inferential statistics such as Friedman's test and t-test were used in SPSS version 26 software.

The results of the research showed that internal motivations and external motivations were recognized as factors driving the participation of police command staff in sports walking. Also, according to psychological-personal factors, not having access to facilities, facilities and facilities and lack of interest were among the factors preventing the participation of police command staff in sports walking.

The results of the current research on the need to strengthen indicators such as strengthening the internal and external motivations of employees, suitable sports facilities and equipment, preparing arrangements for the movement of military forces during work or leisure time, establishing organizational rules, determining rewards, creating social connections, holding competitions. Sports and introduction of selected athletes, holding sports workshops and conferences, examining the psychological and individual issues of employees and using various sports activities in order to make employees interested in sports are emphasized.

Identification of Effective Factors on Self-directed Learning can help improve the effectiveness of learning. The aim of this research was to investigate the effective factors on self-directed learning of employees in the police command of West Azerbaijan province using a hybrid approach of fuzzy DEMATEL and network analysis. In this descriptive-analytical study, the influential factors were selected by the opinions of experts using the Fuzzy Delphi method in 10 factors. Then, the DEMATEL fuzzy method was used to determine the relationships, intensity of influence, and dependence of the factors, and the network process analysis method was used to weigh and prioritize the factors. The statistical population of the study consisted of 12 experts in the police command of West Azerbaijan province who were selected using a non-random, purposive and targeted sampling method. The data collection method was through library and field studies, and in the field method, an interview tool was used to collect data from the experts. According to the results of the research, Conscientiousness has the highest impact, followed by time control, self-efficacy, individual creativity, use of technology, motivation for growth and progress, critical thinking, goal setting, self-management skills, and metacognitive strategies. Also, individual creativity has the highest susceptibility, and conscientiousness, self-efficacy, metacognitive strategies, self-management skills, time control, goal setting, use of technology, motivation for growth and progress, and critical thinking are susceptible in the next levels. The results also showed that time control, self-efficacy, motivation for growth and progress, critical thinking, goal setting, and self-management skills are causal, while conscientiousness, individual creativity, use of technology, and metacognitive strategies are affected. Finally, using the DNAP method, it was determined that self-management skills have the highest influential weight (0.12).