جستجوی مقالات مرتبط با کلیدواژه « Intention to Quit » در نشریات گروه « مدیریت »

The present research seeks to identify the most important factors in the development of e-tourism in Iran’s tourism industry. In the present study, after collecting and reviewing all previous studies related to the subject, the factors influencing the development of electronic tourism were extracted and then assessed by the team of decision makers. Then, using the conceptual structural modeling technique of the fuzzy Dematel, the conceptual model of the research as well as the relationships between them were identified. Finally, out of the 24 identified factors 10 factors were identified as the most important factors. By calculating the values and the most important criteria are: Tourism banners, virtual tours of tourism, electronic booking and sales, tourism websites, more informative information, tourism databases; also based on factor indicators: tourism banners, electronic booking and sales, proper information, Tourism databases, electronic trust, sanctions and economic pressures are among the factors that have a great influence on other factors of tourism development due to the fact that they are in the semi-positive of the causal factors chart. Other criteria, such as virtual tours, tourism websites, e-readiness of Iranians in connection with the development of virtual tourism and Internet magazines in the semi-negative chart show the high impact of these factors.

Organizational commitment as a management concept is important because it can lead to competitive advantage and financial success. Therefore, organizations that want to operate and survive in today's complex and dynamic world must seek to reduce productivity and intend to quit, in order to gain more productivity and to empower employees and increase their organizational commitment. The main purpose of this study was to investigate the relationship between organizational commitment and intention to leave of the staff of Kermanshah University of Medical Sciences. This study is applied and the method is descriptive-correlational. The statistical population includes all staff of Kermanshah University of Medical Sciences in 1396. The sample size was determined based on Krejcie and Morgan table of 172 people using stratified random sampling method and was evaluated using Balfour & Wechsler Organizational Commitment Questionnaire and Hosseini Barzani Job Intention Questionnaire (2013). Data were also analyzed using Pearson correlation, multiple regression. The results using multiple regression analysis showed that there is no relationship between organizational commitment and intention to quit.

Human Resource is the most important element in every organization and it can direct a country toward developing  goals. Utilizing  this valuable wealth in a good way has always been a considerable subject in every society and achieving the goals of development depends significantly upon management of this crucial resource. The current research is seeking the relationship between employees’ perception of commitment based human resource practices , job embeddedness  and intention to quit. The questionnaires, using simple sampling, were distributed among the branches of Refah Kargaran Bank in Shiraz city, and number of respondents was 144. The hypotheses of this research were approved through the application of structural equation modeling method which used SPSS and SMART PLS softwares. The results show that there is a meaningful relationship among the employees’ perception of commitment based human resource practices, job embeddedness and intention to quit. The mediator role of  job embeddedness is also  approved

The purpose of this study was to investigate the mediating role of job embeddedness in relation between perceived job security and autonomy with intention to quit among employees of governmental organizations in Mashhad. The present research is applied in terms of the purpose and in terms of the method of doing the work is a survey type. The statistical population consisted of employees of 10 Public Organizations in Mashhad who were prepared to cooperate. A random stratified sampling method was used to collect data from these organizations. The minimum size of the sample was determined according to the Cochran formula of 433 people. Finally, 450 questionnaires were collected and analyzed. Findings showed that perceived job security and autonomy had a positive effect on job embeddedness. Also, the effect of job embeddedness, perceived job autonomy and security on the intention to quit among employees was also meaningful. In addition, the mediating role of job embeddedness was confirmed.

This study tries to investigate the effects of positive organizational behavior in reducing employees` negativity. In this regard¡ different relationships between positive psychological capital and transformational leadership with organizational cynicism and employees` intention to quit have been analyzed within the conceptual framework. An important idea is that the psychological empowerment as a mediating factor can affect these relationships which should be carefully considered. This research is a descriptive one which its statistical population consists of employees of Social Security Organization in Qom province and required data were collected through questionnaire. Results show the positive role of psychological capital and transformational leadership in reducing organizational cynicism and intention to quit. Also¡ analyses supported the mediating role of psychological capital in relations among psychological capital¡ organizational cynicism¡ and intention to quit¡ but this role was not confirmed in relations among transformational leadership¡ organizational cynicism¡ and intention to quit.