جستجوی مقالات مرتبط با کلیدواژه « Job motivation » در نشریات گروه « مدیریت »

The Aim of the Current Research is to Investigate the Role of Managers' Creativity on the Job Motivation of Human Resources With an Emphasis on Meritocracy. This Research is Practical and Descriptive, and the Statistical Population of the Research Consists of Managers of Export Businesses in Tehran. 80 People were Selected as a Sample by Simple Random Method. The Data was Collected From a Researcher-Made Questionnaire, the Validity of Which Was Confirmed by Professors and its Reliability Through Cronbach's Alpha Measurement. In Order to Analyze the Data, Descriptive Statistics and Inferential Statistics Were Used.The Findings of the Research Show that There is a Significant Relationship Between the Creativity of Managers and the Job Motivation of Human Resources with an Emphasis on Meritocracy. There is Also a Significant Relationship Between the Creativity of Managers and the Job Motivation of Human Resources. In Addition, there is a Significant Relationship Between Managers' Creativity and Meritocracy. Also, There is a Significant Relationship Between Meritocracy and Job Motivation of Human Resources.

Sustainable human resource management provides a suitable strategy for human resource management and ways to achieve social and environmental goals for the organization. Based on this, the current research was carried out with the aim of identifying factors affecting the performance of sustainable human resources in the insurance industry. In terms of purpose, this study is applied and conducted with a combination of qualitative-quantitative (mixed) method. The statistical population of this research in the qualitative part included experts and experts of all insurance companies in Iran who were selected in a targeted way. The sample size in the qualitative section is 15 people. In the quantitative section, the statistical population includes all Iranian insurance employees (460 people; 45 managers and 415 experts). Based on Cochran's formula, 210 people (21 managers and 189 experts) were selected based on stratified randomness. The tools for collecting information in the research literature section were library studies and to collect information to answer the research questions, literature review and interviews with the experts and setting up a questionnaire to validate the obtained model were done. Its face and content validity and its reliability were done using Cronbach's alpha. The results showed that the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational atmosphere and sustainable human resource management can be effective in sustainable human resource performance. According to the findings of the research, it can be concluded that in order to evaluate the performance of sustainable human resources in the insurance industry, paying attention to the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational climate and sustainable human resources management, sustainable human resources performance is most important. It has a high

This research was conducted with the aim of determining the role of perception of managers' moral leadership style in teachers' motivation and job satisfaction. The research method was of correlational type & its statistical population included all secondary school teachers of Nahavand city in number of 366, using stratified random sampling method, 188 people were selected and participated in the study. Data collection tools included scales of: Kalshoven et al.'s (2011) Ethical Leadership Style, Blais' (1994) Self-determination Career motivation, and Minnesota Job Satisfaction (Weiss et al., 1967). To validate them, Lawshe's Content Validity Index was used. So, the validity of the scales was calculated as: 0.66, 0.58, and 0.49 respectively, which shows that the scales have validity. Cronbach's alpha was also used to measure the reliability of them. So, the reliability of each scale was estimated as: 0.81, 0.77, and 0.70 respectively, which shows that the tools have reliability. SPSS version 26 software & correlation and regression tests were used for data analysis. The results showed that there is a positive relationship between moral leadership and motivation & job satisfaction (p>0.05). It was also found that among the components of ethical leadership, the dimensions: "power sharing", "fairness" and "integrity" respectively play the most important role in predicting teachers' job motivation, and the dimensions: "people orientation", "fairness" & "role clarification" also respectively, they play the biggest role in predicting teachers' job satisfaction. so, it is suggested to teach ethical leadership methods to managers and encourage them to follow these methods.

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. 

One of the important areas in which attention to psychological aspects is a basic need is organizations whose workforce is composed of individuals. One of the factors that make a difference between people is the personality types of people. Considering the basic psychological types when choosing a profession allows for more effective decisions in this area. Job characteristics are also very important in choosing a job, creating satisfaction and motivation in employees.

The purpose of this study was to investigate the role of personality types and job characteristics on job motivation of Fateb employees.

This was a descriptive and correlational study. In such researches, the relationship of one or more variables with each other or predicting the criterion variable is investigated using predictor variables that have the role of an independent variable.

The results showed that among the personality traits, the relationship between conscientiousness and extraversion of personality with job motivation was positive and significant at the level of 0.01. There was a significant negative relationship between neuroticism and job motivation at the level of 0.05. There was a positive relationship between job characteristics and job motivation at the level of 0.01. The relationship between conscientiousness factor and job motivation was positive and significant at the level of 0.01, also the relationship between neuroticism and job motivation was negative and significant at the level of 0.05, it was concluded that job characteristics Positively and meaningfully mediates the positive face and the effect of neuroticism on job motivation.

Human resources one of the most important assets of an orgnaization that having an organizational commitment can help that organization achieve its goals. Many studies have been done to improve the level of this variable in human resources, but in the meantime, the role of cognative teaching of the era of holy defencse as a factor affecting this variable has received less attention. The aim of this study was to determine The effectiveness of Teaching The Components of Cognitive Warfare on the Job Motivation of employees of one of the armed forces units.

The present study was a quasi-experimental with a control and experimental group. Using the available sampling method, 60 people were selected voluntarily and randomly assigned to experimental and control groups. Then the training of Components of Cognitive Warfare for the experimental group was performed for 9 sessions in the experimental group and the control group did not receive any treatment. In this study, a questionnaire of Job Motivation was used and the obtained data were analyzed by analysis of covariance.

The results showed the effectiveness Teaching The Components of Cognitive Warfare on the Job Motivation  F=125.03 , P=0.001; Eta:0.592  of military personnel. The findings of the present study indicated that the application of Teaching The Components of Cognitive Warfare on the Job Motivation  for employees can be effective in promoting the components of training The Components of Cognitive Warfare as well as increasing awareness and increasing their Job Motivation.

The aim of this study was to investigate the factors affecting job motivation of employees of Islamic Azad University, Kashmar Branch based on Herzberg hygiene-motivational factors theory.In this descriptive-Survey study, 90 out of 100 Official and contract employees of the Islamic Azad University of Kashmar in 1398 participated in the study by counting method. To investigate the factors affecting employees' job motivation, a researcher-made questionnaire based on Herzberg theory was used and after confirming its validity and reliability, the research data were used using SPSS-21 software in the form of frequency distribution and analysis of variance and correlation. The results showed that the most important factors affecting job motivation of employees in the field of hygiene factors were "job security and stability" and "salary" and in the field of motivational factors were "nature of work" and "growth and development" and the impact of Hygiene factors. There are more motivational factors in creating job motivation. Therefore, in order to prevent dissatisfaction of university employees and motivate them, it seems necessary to pay attention to hygiene and motivational factors with the priority of hygiene factors.

In order to retain their knowledge-based, valuable and talented employees, organizations should pay special attention to the important component of job motivation; Therefore, the purpose of this study was to identify and analyze the factors affecting the job motivation of employees in Golestan governorate.

This research, in terms of implementation method, is a descriptive-survey that has been done by exploratory mixed method. In the qualitative stage, the research group consisted of ten academic and organizational experts who were selected by judgment and snowball. In the quantitative stage of the statistical population, all employees of Golestan Governorate were four hundred people. The sample size was determined according to Krejcie and Morgan table one hundred and two hundred people and for sampling, a simple random method was used. To identify the factors, the content analysis method was used and to analyze the relationships of the variables, the structural equation method was used with "Smart Payals" software.

The results showed that leadership (0.496), work environment (0.355), employment (0.372), human resource systems (0.381), personality traits (0.340), job significance (0.308) 0) Perception of organizational justice (0.512), organizational capital (0.469), psychological capital (0.373) and organizational commitment (0.325) have a positive and significant effect on employees' job motivation.

In general, it can be concluded that paying attention to the effective factors is important on job motivation and employees with high job enthusiasm have a correct understanding of the organization's vision and tasks and are accompanied and assisted by their managers with perseverance and perseverance.

Job motivation of organizations manpower as one of the most important assets can help them to achieve their goals. To improve the level of this variable in human resources, many studies have been done; but in the meantime, the role of spiritual intelligence as a factor affecting this variable has received less attention. This study aims to determine the effectiveness of training of the components based on spiritual intelligence on the job motivation of one of the armed forces units’ personnel. The present study was a quasi-experimental with a control and experimental group. 60 participants were selected by available sampling method voluntarily and assigned to the experimental and control groups randomly. Then the training of spiritual intelligence components for the experimental group was run for 7 sessions and the control group did not have any intervention. In this study, a questionnaire of job motivation levels was used and the obtained data were analyzed by analysis of covariance. The results indicate the effectiveness of training of the components of spiritual intelligence on job motivation (f = 72.124, Eta = 0.576, P = 0.0001) of military personnel. Findings define that training of the components of spiritual intelligence by influencing individual attitudes and behaviors, shapes the overall attitude towards the job and promotes individual behaviors in the workplace.

The aim of this study was to investigate the effect of organizational pride on the occurrence of creative work behaviors by considering the mediating role of job motivation. The statistical population of all employees of Ilam Power Distribution Company is 498 people, 217 people were selected as a statistical sample based on Cochran's formula and simple random sampling method was used to distribute the questionnaire among the sample. The main tool for data collection was a standard questionnaire. Therefore, to measure the organizational honor variable, Nouri et al. (2017), creative work behaviors, Mishra and Singh (2010) questionnaire, and to assess the job motivation variable, Sconnelli et al. (2002) questionnaire were used. The validity of this study was evaluated through face and structural validity and its reliability was assessed by Cronbach's alpha and combined reliability. For the analysis of the obtained data, structural equation modeling and Smart PLS software have been preferred. Findings show that organizational pride has a significant positive effect on the occurrence of creative work behaviors and job motivation. Also, job motivation has a significant positive effect on the occurrence of creative work behaviors and finally it was found that job motivation in the relationship between organizational pride and creative work behaviors plays a significant mediating role with a positive effect.

Organizational excellence models, if used properly, are effective tools that can institutionalize organizational concepts and values, formulate and implement strategic plans, use self-assessment methods, organizational learning and continuous improvement in organizations and identify the possibility. Provide the best processes and optimization. The growth of globalization, the dynamism and complexity of the economy, and the increase in competition necessitate the need for an integrated management model. Therefore, organizations, regardless of type, size, structure and level of maturity, need to choose appropriate management models to be successful and achieve excellence. Among the mechanisms of self-influence, none is more important and comprehensive than the belief in personal self-efficacy. If a person believes that he can not achieve the expected results, or believes that he can not prevent unacceptable behaviors, his motivation to do so will decrease. Although there are other factors that act as motivators of human behavior, they are all subject to individual belief.

The main purpose of the present research was the examination of the relationship between principal’s management style with job satisfaction and motivation of the elementary teachers in Talesh. The research method was descriptive-survey. Data gathering of this research was obtained by management stylist questionnaire of Brodnez and Metzkas, job motivation of Hackman and Oldham and job satisfaction of Linz. The statistical population consisted of 680 teachers and 168 school principals in Talesh. Sample’s size, using Cochran’s formula, was 360 people. Data analysis was performed through SPSS software. Surveys showed that there is a positive and significant relationship between relationship-oriented management style with job satisfaction and motivation. And there is a negative and significant relationship between task-oriented management style with job satisfaction and motivation and there is also positive and significant relationship between job satisfaction and job motivation.

The method is descriptive-correlation of structural equations in terms of practical purpose and in terms of data collection method. The statistical population includes all education staff in Hamadan. The sample size was randomly selected based on the relative class method (between the two classes of education one and two) and based on Kerjcie and Morgan table 210. Research tools include researcher-made questionnaires of Kant's ethical conscientious view, organizational violations and standard questionnaires of ethical strategies of Nemati et al. (2020) and Hackman and Oldham (1980) job motivation. The validity of the questionnaire was confirmed by three management experts. The reliability of the tools through Cronbach's alpha test for Kant's ethical conscientious view was 0.89, ethical strategies 0.84, job motivation 0.90 and administrative violations 0.82, respectively. Two levels of descriptive statistics (percentage, frequency, mean and standard deviation) and inferential statistics (Pearson correlation coefficient test of structural equation type) were used to analyze the research data. The results showed that Kant's conscientious view has a direct effect on job motivation and reduction of organizational violations. Ethical strategy also has a direct effect on job motivation and reduction of organizational violations. Job motivation has an effect on the reduction of organizational violations. Thus, Kant's ethical conscientious view and ethical strategies are effective in reducing organizational violations by mediating the role of job motivation.

Among the issues that threaten organizations today are the issue of organizational silence, career plateau and its impact on the organization and human resources. Researchers consider organizational silence to refrain from expressing ideas, Comments and information about organizational problems. But career plateau is defined as a stage in which employees, without regard to the current job and a very long timeframe, have little chance for improvement. Discussion of the career plateau and organizational silence in management of today have a special place, but in many cases the role of these factors in the organization is ignored. The present research is applied in terms of purpose and in terms of descriptive-correlation method. The population consists of 127 staff of Kermanshah water organization. A questionnaire was used to collect data. PLS2 software was used to analyze the data. Finally, the findings indicate that staff have career plateau and organizational silence. Also it was found that career plateau caused organizational silence. Also results showed that career plateau caused organizational silence by Mediation role of motivation.

Today human capital is considered as the main competitive advantage of organizations and it is also recognized as the key indicator of the success of organizations. In Iranian organizations, especially government agencies, there is a huge gap between employees and management and their demands. As a result of this gap, decisions are usually encountered with executive problems, as employees resist against decisions, and managers in turn do not trust employees and are reluctant to share decision making, all of which create a climate of mistrust in the organization. On the other hand, lack of employee’s motivation can have irreparable consequences for organizations, both in the short term and in the long run, and affect the quality of their products, or even give rise to issues such as turnover intention or absenteeism. In this regard, the issue of organizational commitment is also highly important because sometimes under the shadow of distrust, members of the organization intend to leave the organization and find another job. Therefore, a study of attitudes can offer valuable insights to managers to better understand of employees in the organization. In this context, organizational virtue has an important effects in organizations. The feeling of working in a virtue-based organization may encourage employees to do their jobs for something greater than material rewards or career progress including personal satisfaction or simply pleasure derived from implementation of a good job.

The purpose of this study was to investigate the relationship between authentic leadership and organizational citizenship behavior with respect to the role of mediating job motivation among employees of Kerman welfare organization. The survey population included 321 employees of the welfare organization of Kerman that 210 of whom were selected as sample size. The tools used to collect the data are authentic leadership questionnaire of Avolio et al. ( 2007), organizational citizenship behavior questionnaire of Podsakoff et al. (1990) and job motivation questionnaire of Alderfer et al. (1969). Structural equations modeling is used to analyze the data and the software used is SPSS and LISREL. Regarding the final model, it can be said that the authentic leadership with a coefficient of 0.341 has a positive effect on organizational citizenship behavior and employees' job motivation has a positive effect on organizational citizenship behavior with a path coefficient of 0.279. Also, the role of mediator of employee's job motivation in the relationship between authentic leadership and organizational citizenship behavior was confirmed. Studies have shown that one of the methods to encourage employees to be involved in extra-role behavior and perform organizational citizenship behavior is through strengthening the quality of organizational leadership. In this regard, one of the newest approaches in organizational leadership is theory of Authentic Leadership which can be used as a solution for the current leadership challenges (Toor and Ofori, 2008). The Authentic leaders show their thoughts and behaviors to the employees with their openness and clarity and honesty, and encourage employees to involve in extra-role behavior by building trust in the organization and by showing altruistic behaviors (Rego et al., 2012). Therefore, the authentic leadership style can be one of the methods to encourage employees to perform voluntary behaviors, including organizational citizenship behavior.
Studies have also shown that authentic leaders motivate their employees by providing an environment in which the ideas are exchanged freely and this will lead to better performance (Luthans and Avolio, 2003).
On the other hand, one of the other effective factors on organizational citizenship behavior is employees’ work motivation. Studies have shown that work motivation can be used as a valuable tool to understand the causes of behavior in organizations and to predict the effects of managerial actions (Moradi et al., 2015).
Therefore, it can be said that the authentic leaders can provide some conditions for happening the extra-role and voluntary behavior including organizational Citizenship Behavior by increasing the employee's work motivation.
According to the above mentioned issues, the main question is whether the employee's work motivation plays a mediating role in the relationship between Authentic Leadership and organizational citizenship behavior? The present applied study is descriptive-correlational. The statistical population of this study consisted of 321 employees of Welfare Organization of Kerman. Structural equation modeling was used in this study; therefore, 210 samples were selected by random sampling. And different questionnaires were used to collect data. Avolio et al.'s 16-item questionnaire (2001) which included four aspects of self-awareness, balanced processing of information, internalized moral perspective, and transparency in the relations was used to measure authentic leadership, Alderfer's 15-item ERG questionnaire (1996) which included variety of skills, job identity, job importance, job independence and job feedback was used to measure work motivation and finally, podsakoff et al.’s 15 item organizational citizenship behavior questionnaire (1990) which included altruism, responsibility, chivalry, civic virtue, and respect and reverence. Structural equation modeling was also used to analyze the data by using SPSS and LISREL software.

The results showed the positive and significant effect of authentic leadership on organizational citizenship behavior (0.314) and work motivation (0.655) and also positive and significant effect of work motivation on organizational citizenship behavior (0.297).
The results also showed that Authentic Leadership can influence Organizational Citizenship Behavior both directly and indirectly through employee's work motivation. The value of direct effect and indirect effect through work motivation equals to 0.341 and 0.194, respectively. Based on the calculations, the significant value was 0.002 for examining the medicator role of work motivation by using Bootstrap method. Therefore, the effect of mediating role of work motivation on the relationship between authentic leadership and organizational citizenship behavior was confirmed. (In the Boot strap method, if the significance level is less than 0.05, the role of the mediator is also confirmed).
Discussion and In this study, Authentic Leadership, employee's work motivation and organizational citizenship behavior were explained theoretically and then tested. In fact, the present study tried to examine the possibility of influence and determine the probable impact of authentic leadership on organizational citizenship behavior in regard to employee's motivation in employees of Welfare Organization of Kerman. The results of analysis also showed that Authentic Leadership can have positive influence on Organizational Citizenship Behavior both directly and indirectly through employee's work motivation. The value of direct effect and indirect effect through work motivation equals to 0.341 and 0.194, respectively

institutional organization that influences the motivation of the traffic staff of the city of Isfahan. The method of this descriptive-analytical research is based on the survey method. In this research, library and field studies have been used. The statistical population of this research is a total number of 170 people, including all the personnel of the police in the city of Isfahan. The data gathering tool is a researcher-made questionnaire. A total of 170 questionnaires were distributed among the statistical community, among which 148 questionnaires were returned, equivalent to 87% being correct and complete. The findings of this study show that 94 percent believe that raising the salaries and benefits can raise the motivation for them. According to the participants, there is little difference between the supporters and the opponents of the job rotation. 70 percent believe that meritocracy plays an important role. About 50% of the participants believe that the role of job position is very effective on service motivation. The results of this study showed that among the five effective factors (equipment, salary and benefits, meritocracy, occupational status and job rotation), the motivation for the occupation of the employees, the salary and benefits has been the most effective and the factor of job rotation and have the least effect on the employee's job motivation.

The purpose of this study is the investigation of the relationship between quality of work life and job motivation with professional ethics. The research method in terms of goal is applied and in terms of data collection is descriptive survey. The population of the study consisted of municipal employees of region 11 of Tehran included 455 persons and the sample of the study consists of 210 persons are that were selected by random sampling method. The instruments used to measure the research variables included questionnaire on quality of work life developed by Walton (1988), questionnaire on job motivation developed by Hackman and Oldham (1976) and questionnaire on professional ethics proposed by Cadozier (2002). The validity of questionnaires using content validity and construct validity and reliability using Cronbach's alpha coefficient has been reviewed and approved.The result of the survey shows that quality of work life has a positive and significant effect on the job motivation and professional ethics of the employees. Also, job motivation of the employees has a significant positive impact on the professional ethics. In general, according to data collection and analysis of data, all hypotheses were accepted, and conceptual model is confirmed.

The aim of the present study was to investigate the psychological capital and job motivation in promoting the employee productivity of Tabas Coal Company. Due to the nature and objectives of the study, it was an applied research and the correlation method was used for carrying it out.The statistical population of this research consisted of Tabas coal company‘s employees in 2015.Although on the basis of logic calculation of sample size in limited communities the sample size was 350 numbers, after visiting the site and collecting the questionnaires only 200 of them were completely and accurately answered and they were qualified for scoring. For collecting the data the Luthanz’s psychological capital questionnaire (2007), Amabayl and et al. job preference questionnaire (1994), and human resources productivity questionnaire based on the Chyv model by Hersey and Goldsmith (1980) whose validity and reliability were confirmed.To analyze the data in inferential statistics level, correlation coefficient, stepwise regression, and path analysis were used. The result showed that there was a significant positive relationship between all aspects of psychological capital with job productivity.
Also the result showed that motivation in the relationship between psychological capital and job productivity plays a mediating role.

Satisfaction and motivation ofemployee to optimal utilization of organizational resources and assets are among irrefutable facts inany organization. This study was performed aiming to identify and prioritize the factors affecting motivation and satisfaction of the staff in NAJA headquarter. After defining the research objectives and questions, 359 questionnaires consisting of 35 questions set based on the theories of motivation and satisfaction of employees were distributed among the organizational staff as a class and 304 questionnaires were collected. The validity of the questionnaire was confirmed through content,form and structural validity, as well as its reliability was calculated and confirmedusing Cronbach's alpha. Cronbach’s alpha values was obtained 0.95 for the questionnaire.After collecting inventory data, theresearch questions were answeredusingstatistical tests with the help of SPSS and HOQ matrix.The results determined the factors affecting staff motivation and satisfaction and performance indicators to the factors within the organization and showed their prioritization using the HOQ model and based on organization performance. Three factors of communication and participation in decision-making, challenging, rich and purposefultask, total receipts and fairness in it are the most important factors influencing employee motivation and satisfaction, respectively and the organizational factors, nature of work and environmental factors were determined as the most important areas forimplementation of motivation and satisfaction in the organization.