جستجوی مقالات مرتبط با کلیدواژه « job characteristics » در نشریات گروه « مدیریت »

One of the most important leadership styles to better understand and support employees is empathic leadership style. Employees are faced with stressful and high-pressure job situations, and to overcome this problem, the present research has used the concept of empathic leadership and self-regulation as an effective solution. Therefore, this research was conducted with the aim of investigating the effect of empathic leadership on the excellence of employees' resilience with the mediating role of self-regulation and moderating job characteristics among airport employees in South Khorasan province.

This research is descriptive-correlational in terms of practical purpose and in terms of data collection method. The statistical population of this research was 136 employees of the airports of South Khorasan province, of which 101 people were selected as a statistical sample by stratified random sampling. To collect information, Kak et al.'s empathic leadership questionnaire (2019), Miller and Brown's (1999) self-regulation questionnaire, Connor and Davidson's resilience questionnaire (2003) and Oldham and Hockman's job characteristics questionnaire (1976) were used. To check the validity of the tool, while using standard questionnaires, its face validity by experts and convergent and divergent validity were also confirmed. Cronbach's alpha reliability coefficient for empathic leadership questionnaire equal to 0.79, occupational characteristics questionnaire equal to 0.83, resilience questionnaire equal to 0.73 and self-regulation questionnaire was calculated to be about 0.78. In order to examine the research hypotheses, the structural equation model with the partial least squares approach was used, and SPSS21 and Smart PLS software were used to analyze the data.

The findings showed that empathic leadership enhances the resilience of employees through self-regulation. Also, empathetic leadership has a significant effect on self-regulation, and the effect of self-regulation on employee resilience is also significant. But empathic leadership does not have a significant direct effect on resilience, and the effect of empathic leadership on employee resilience was not confirmed due to the moderating role of job characteristics.

According to the findings of this research, managers by using an empathic leadership style and through improving the self-regulation of employees, can strengthen their resilience in various organizational events.

Studies show that procrastination is one of the most influential variables in employee performance, and organizations always seek to reduce this negative parameter among their employees. Based on this, the purpose of this research is to investigate the mediating role of job satisfaction in order to investigate The effect of job characteristics on the procrastination of readiness employees in the strategic navy of the army has been.

This research is applied in terms of purpose and descriptive in terms of implementation method, and standard questionnaires of job satisfaction, job characteristics and employee satisfaction were used to collect information. The statistical population of the research includes all the readiness employees in the strategic navy of the army, and the sample size was determined by using Cochran's relationship and considering the predetermined coefficient, and 242 people were selected by simple random method. In order to determine the validity of the content of the collection tool Information has been used from experts' point of view and the reliability of the data collection tool has been confirmed using the Credrichardson coefficient.

Investigations showed that procrastination leaves adverse consequences for the individual and the organization, such as a decrease in performance and overall productivity of the logistics system, suspension of operational departments, reduction of employee motivation, increase in absenteeism and relocation, and delay in performing job duties. The person is a waste of time and a person's negative attitude towards the service environment is one of them

The results showed that all the components of job characteristics are effective on employee procrastination and according to the obtained statistical parameters, this effect is the opposite.

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.

The purpose of this study was to investigate the effect of authentic leadership on individual performance with respect to job characteristics and emotional commitments of staff in the education department of Guilan province. The research is applied in terms of purpose and descriptive. The statistical population of the study is the staff of the Guilan Education Organization, which was selected as a sample by cluster sampling method based on Cochran's formula. The data collection tool was a questionnaire that was used to measure authentic leadership from Avolio et al. (2007), Moody et al. (1990), Hockman & Oldham (1980), Job Performance of Staple et al. (1999). In order to analyze the data, the structural equation modeling method based on the partial least squares approach was used by Smart PLS3 statistical software. Findings showed that authentic leadership has a significant effect on emotional commitment and individual performance of employees of the Guilan Education Organization. The effect of emotional commitment on the individual performance of the staff of the Guilan Education Organization was also confirmed. It was also found that emotional commitment has a mediating role in the impact of authentic leadership on individual performance of employees and the moderating role of job characteristics variable in the impact of authentic leadership on individual performance of employees of Guilan Education Organization was also confirmed.

The aim of this study was to investigate the effect of fear of corona on social evasion with the mediating role of job characteristics of employees of government organizations in the city. The type of research is applied in terms of purpose and descriptive-correlation in terms of method.

The statistical population consisted of 863 employees of government organizations in the city that 266 people were selected as a sample through the Cochran's rule. Data collection tools include the George (1992) Social Avoidance Questionnaire, the Hack and Oldham Occupational Characteristics Questionnaire (1976), and the Corona Alipour et al.'s (2015) Anxiety Inventory. Structural pattern analysis and hypothesis testing were performed by structural equation modeling using SPSS and LISREL software.

The test of research hypotheses showed that there is a relationship between fear of corona and social evasion, social evasion and job characteristics as well as fear of corona and job characteristics. There is significance at the 95% confidence level. According to the data analysis, there is a significant relationship between the variables of fear of Corona with social dodging and job characteristics. It was also found that at the 95% confidence level, the variable of fear of Corona has a significant effect on employees' social avoidance through the mediation of job characteristics.

The results of this study show that by controlling Corona fear in employees, their social avoidance can be reduced; In the meantime, paying attention to job characteristics can affect its intensity.

In order to achieve its high goals, the police force organization needs to attract and trained knowledgeable and efficient human resources. The purpose of this article is to acquaint those interested in entering as well as personnel with the characteristics of the police profession, its attractions and inconveniences, as well as to introduce the necessary skills to do this job.

The method of this qualitative research is content analysis. Participants in the study included all employed staff and students studying at Amin Police University in 1399. Purposeful sampling was performed by considering the variety of age, service history, rank, position, level of education and field. Data were collected through semi-structured in-depth interviews. Interviews were conducted with 20 participants in the form of 10 questions until theoretical saturation was achieved. The basic themes were used to determine the organizing themes and extract the comprehensive themes, and finally the network of themes was drawn and the final model was designed.

During the research stages, 9 job characteristics, 12 job unpleasantness and 5 categories of skills for the Iranian police were obtained, which were drawn and presented in the form of a final model.

Without paying attention to these nine characteristics and acquisition of five categories of skills, the police force organization will not achieve its goals and it is necessary to strengthen and update existing programs in these areas

The present study was conducted with the aim of identifying and prioritizing the variables forming the successors of leadership in the headquarters of the Disciplinary Command of Qazvin Province. Leadership successors have questioned the need for leadership; in such a way that some of the conditions such as job, individual and organizational characteristics can be considered as a successor to the leadership of the organization and make it impossible for the manager to lead the task.  

The research method is mixed in terms of data nature and applied in terms of purpose. The population of the study includes texts, as well as 10 academic experts in the field of human resource management, whose opinions were used to identify the types of leadership successors. The statistical population of the quantitative section also includes senior managers of the Qazvin Police Headquarters and its statistical sample consists of 7 senior managers of the police force who were selected by judicial sampling method. Also in this study, data collection was performed by distributing a questionnaire. The qualitative analysis method was the thematic analysis method and Mikhailov's hierarchical method was used to rank the data. The validity of the questionnaire was verified through formal and content validity and its reliability was assessed by calculating the discrepancy rate.

This study, while identifying the types of leadership successors in the police force, showed that by prioritizing the variables that make up the leadership model, the police force will reduce the presence and role of leadership in the organization. Prioritization of these factors includes: value characteristics, organizational characteristics, job characteristics and individual characteristics.

Social health has been influenced by several factors as a factor in evaluating and recognizing an individual's social function and has been studied in different researches from different angles. In this regard, the present study was conducted with the purpose of structural analysis of factors related to social health of faculty members of Islamic Azad University of East Azarbaijan. In this research, 320 faculty members of Islamic Azad University of East Azarbaijan Province were randomly selected. A standard questionnaire was used to collect data that validity and reliability of each of them was confirmed. The collected data were analyzed by a Structural Equation Modeling method using PLS software and a suitable model was presented. Based on the findings, the factors affecting social health are: Occupational factors (occupational characteristics), individual (personality type and self-efficacy) and organizational (organizatio-nal support, organizational trust, and organizational health). In addition to the three mentioned factors. The components of each of these factors have a positive correlation with social health and its dimensions. The dimensions of social health include social cohesion, social acceptance, social participation, social adaptation and social flourishing.

Today, many demographic and sociological changes such as increasing the number of women, working couples, long working hours, and the complexity of technology in the workplace have been occurred, which National Iranian Gas Company (NIGC) is also influenced by them and seeks to find out the work-life balance and ways to improve it. Therefore, explaining and surveying the model of antecedents and consequences of work-life balance in Iranian Gas National Company has been considered as the goal of this research. The research method was descriptive – correlation. Statistical population was employees of NIGC including 2172 individuals. Among them 327 people were selected by stratified random sampling method. Data was gathered through standard questionnaires and analyzed by using structural equation modeling and SPSS and LISREL software. The results indicated that job characteristics, core self-evaluations and the protean career orientation have a significant positive effect on work-life balance, and work-life balance also has a significant positive effect on job satisfaction, family satisfaction and organizational pride of employees. Also, organizational pride has a significant positive effect on job satisfactioToday, many demographic and sociological changes such as increasing the number of women, working couples, long working hours, and the complexity of technology in the workplace have been occurred, which National Iranian Gas Company (NIGC) is also influenced by them and seeks to find out the work-life balance and ways to improve it. Therefore, explaining and surveying the model of antecedents and consequences of work-life balance in Iranian Gas National Company has been considered as the goal of this research. The research method was descriptive – correlation. Statistical population was employees of NIGC including 2172 individuals. Among them 327 people were selected by stratified random sampling method. Data was gathered through standard questionnaires and analyzed by using structural equation modeling and SPSS and LISREL software. The results indicated that job characteristics, core self-evaluations and the protean career orientation have a significant positive effect on work-life balance, and work-life balance also has a significant positive effect on job satisfaction, family satisfaction and organizational pride of employees. Also, organizational pride has a significant positive effect on job satisfaction.

For comprehensive analysis of employees` personality outcomes it is necessary to consider the role of situational factors. The purpose of present study is to investigate the influence of proactive personality on employees` voice behavior in which the moderating role of perceived organizational support as well as job characteristics have been considered. These relationships have been explored within the Telecommunication Infrastructure Company in Tehran with a descriptive-survey approach. Data was collected through questionnaire and was analyzed via inferential statistical techniques as well as structural equation modeling by SPSS and AMOS softwares. Findings show the effect of proactive personality on employees` voice behavior. Meanwhile, the moderating effects of perceived organizational support and job characteristics were supported so that as the positive perceptions of employees` about job characteristics and organizational support increase, the effect of proactive personality on voice behavior increases as well. Also, the moderating role of perceptions about job characteristics was greater than the moderating role of perceived organizational support.

The purpose of the current paper was to examine the effect of job characteristics on self-efficacy and performance of faculty members using a multilevel approach. This is a descriptive- survey. The target population included 212 faculty members in 30 educational groups in Shahid Chamran University of Ahvaz. In the individual level, motivational job characteristics had a positive effect on faculty member's self-efficacy, which had a subsequent, positive effect on their performance. In the group level, social job characteristic's had a positive effect on collective self-efficacy which had a subsequent, positive effect on group-level performance. In addition, group-level variables of (social job characteristic's and collective self-efficacy) were found to have significant contextual effects on individuals’ self-efficacy and performance. The variables of group's level (Social job characteristics and collective self-efficacy) has moderating between individual level effect in relationship between (self-efficacy and performance). The results of the study indicated that the study of job design is particularly important to enhance the management effectiveness of University, because it explains the causes of a number of organizational behaviors (e.g. self-efficacy) as well as a number of important results that influence the organization.

This research aimed to investigate the relationship between job characteristics and cultural the productivity of human resources in staff education was Torbat city. To this end a group consisting of 130 employees of the education between torbat advert staff and the simple random sampling as rock samples were selected and participated in this research. Research data using questionnaires and job characteristics Hackman Oldham, by a factor of 78/0 reliability and productivity of human resources and organizational culture questionnaire Taylor and Brent, with 73/0 reliability coefficient was obtained. The research data were collected using the Pearson correlation test, linear regression analysis and follow-up tests were analyzed. Job characteristics and organizational culture results showed a significant positive correlation with labor productivity and According to the characteristics of the job 40/0 and 31/0 cultural features, the productivity of human resources staff in the Department of Education predict. The officers and directors of departments and agencies, particularly the Department of Education as a society need to helm education It is necessary to enrich the community with more and better features such as a variety of tasks, important work, the autonomy of the individual and feedback, as well as strong organizational culture, human resources to increase productivity.

The most vital factor in any organization is its performance and the identification of Burnout and preventing it is highly effective on enhancing the psychological health of individuals and improving the services provided and occupational performance. For this reason, the present study has been carried out to identify the effective factors of job characteristics in Burnout among the commanders of police stations and its influence on their performance. The present research has been carried out according to the mixed methods research. Therefore, the data have been gathered using the two methods of interview and questionnaires. The sample under study in the qualitative part has been selected from expert university professors and the executive and headquarters experts of NAJA. The sample under study in the quantitative part consists of the commanders of police stations of 15 provinces in 2016. In order to test the hypotheses, the structural equation analysis and the multi-variable regression were adopted. The findings showed that, with a confidence level of 95, the burnout, which is -0.69, influences the performance of commanders, which is inversely related to it. That is to say, in case each unit of burnout increases, the performance of commanders decreases by 0.69%. And the work load of the factors of the job characteristics influential on burnout is inversely related to the performance of commanders by -0.015.

Most organizations use a variety of control mechanisms to direct and influence the attitudes and behaviors of employees, and assurance effectiveness of organizational goals attainment tools. So with regards the special status of organization structure and its role in leading the attitudes and behaviors of employees and various aspects of the job, the purpose of this paper is study effects of organizational structure and job characteristics on job satisfaction and organizational commitment in Tax affaire organization of Tehran. Present study is a descriptive survey and to collect data, a questionnaire has been used that 350 numbers of employees in the Tax affaire organization of Tehran were selected as research sample. In this research, for data analysis, hypothesis and model testing, Cronbach's alpha coefficient test, Path Analysis (Multiple Regression) and Confirmatory Factor Analysis (CFA) were used under the both SPSS and LISREL software. Research findings indicate that Among the organizational structure variables, formalization is the most important influencing negative factor on Skill Variety, Task Identity and Task Autonomy. Also, it can be regarded that centralization is the main influencing factor on Task Significance and Feedback. Moreover, Among the job characteristics variables, job Feedback has the maximum effect on job satisfaction. Finally, the research finding indicated that job satisfaction has a positive and significant effect on organizational commitment.

Since the staffing are the most important and valuable assets in organization, and achieving organizational goals depends on the commitment and expertise of its human capital, the identification and analysis of issues that impede the flourishing of this valuable asset and led them to be indifference; has a special importance. The aim of this study was analysis of the effect of job characteristics on organizational indifference of employees with a mediator of person-organization fit. This investigation is a practical research. The samples of the study consisted of 340 employees in the gas company of Isfahan province which selected with classification method. Of these samples, 271 questionnaires were returned. The John Wagneer, Scroggins and Danaie fard questionnaires were used for data collection. Analysis of data showed that the model of current study had a good fitness and reported the fitness indexes in results. Results showed that job characteristics had an indirect and positive effect on person-organization fit and negative effect on organizational indifference. Person-organization fit had a negative effect on organizational indifference.

In recent years, performance gap between private and public sector has affected researchers of public administration to pay attention to the concept of public service motivation. Present research has been accomplished aiming at improving public service motivation among employees of public sector and is intended to identify effective factors on public service motivation. For this reason, 196 people of employees at Qom central municipality have been studied in a descriptive survey method. Results show that family socialization, religious socialization, professional identity, job characteristics, member/leader exchange and role situation are effective on public service motivation. On the other hand, results showed that demographic characteristics dont affect on public service motivation. Based on research results, absorbing people who have strong and related family background and also stronger religious beliefs will lead in improving public service motivation in municipality. Furthermore, improving group and professional identity, redesigning jobs in a flexible way and based on freedom of action, trust creation between leader and member and disclosure of organization's roles expand public service motivation in municipalities.

Since Hawthorne studies, motivation in organizations has been one of the main concerns of organizational behavior scholars. However, the question that has not been resolved yet is: whether motivation processes in public and private sectors are different? If the answer is yes, what is the nature of motivation in public sector and what are the factors that influence public sector motivation (PSM)? Given that, the work conditions of a large number of public sector employees require them to serve the public, PSM as a subfield of organizational behavior has attracted the attention of many researchers in recent years. This research is aimed to examine the effect of job characteristics on public employees motivation in view of employees well being as mediating variable. The research population is the employees of Central Laboratory of Imam Khomeini Hospital (N=200). A sample survey was conducted using a standard questionnaire that was distributed among 133 employees. The results show that job characteristics directly has positive effect on the laboratory employees and indirectly through the mediating variable of employee well-being.

Work alienation, reasons and its outcomes is a considerable issue in the organization and management science.the work and personnel condition's changes in recent years have caused many outcomes and it is necessary to investigate this subject too systematically. This study tries to investigate the effect of Job Characteristics and perceived Organizational support on Work Alienation. All expert personnel of a governmental company in electrical industry located in Shiraz are the population of this study that out of them 131 persons were randomly selected and answered the standard questionnaire. The present study is a kind of descriptive correlation study. Data analysis was done by SEM using the Smart PLS 2.0. The results showed that Organizational Support and Job Characteristics have significant negative effect on Work Alienation and Job Characteristic variable explains the Work Alienation in more extent.

The aim of this research is the examination factors effecting reduce of employee''s turnover in the Public sector، which factors such as: Job characteristics، supervisor characteristics، organizational identity، emotions at work، working conditions and job attitudes were selected as factors affecting reduce of employee turnover. Statistical population is the employees of Ministry of Road and Urban Development، that 180 persons were selected as sample by using simple Random Sampling. In order to measure the factors Affecting reduce of employees turnover، we have used the questionnaires of Lucy Firth. Survey normal dates used Kolmogorov-Smirnov normality، and also to investigate the hypothesis Inferential statistical include: T-Test and Pearson''s correlation coefficient test. The Analyze of the data processed showed that there is a significant relationship between employee''s turnover with Job characteristics، supervisor characteristics، organizational identity، emotions at work، working conditions and job attitudes، that the factor of Emotions at Work has the highest effecting، and the factor organizational identity and job attitude has the lowest in the employee''s turnover.

Leadership is one of the most influencial factors on personnel behavior in the workplace. This research was carried out with the aim of studying the mediating role of job enrichment in the relationship between transformational leadership components and organizational citizenship behavior. Research statistical population was the personnel of minerals and industries holding factories of Ehya Sepahan Company in summer of 1388 (2009). From the above-mentioned population، 329 subjects were selected by using two-stage sampling. Research instruments included transformational leadership (with 22 items and four subscales including group goals، personal support، intellectual role model، and high-performance expectancy)، job diagnostic survey (with22 items and five subscales for computing MPS as the indices of job enrichment level) and organizational citizenship behavior with 9 items. UsingPearson''s correlation coefficient، structural equation modeling and mediating analysis،data were analyzed. Results revealed that job enrichment played the role of mediator variable in the relation between personal support، intellectual role model and high performance expectancy with organizational citizenship behavior. Group goals as the first component of transformational leadership have direct relationship with organizational citizenship behavior. Although personal support has an indirect relationship with organizational citizenship behavior through job enrichment، it also has a direct relationship with organizational citizenship behavior.