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

The present study was conducted with the aim of testing the causal model of job performance based on communication skills with the mediation of job conflict in teachers. Based on this, the research method was descriptive, carried out by a survey method. The statistical population was 295 people of elementary school teachers in Lahijan city in the academic year of 2021-2022 among whom 167 people was selected by simple random method as a statistical sample based on Cochran's formula. Data collection tools were Ladahl and Kenger's (1965) standard job engagement questionnaires, Patterson's job performance (1963), and Queen Dame's communication skills (2004). The validity of the questionnaires were examined and confirmed based on content validity using the experts' opinion, superficial validity based on some of the statistical population view, and structural validity by factor analysis method. The reliability of the questionnaires was estimated by Cronbach's alpha method as 0.88 for job performance, 0.80 for communication skills, and 0.78 for job involvement. Data analysis were carried out at two levels, descriptive statistics and inferential statistics, including modeling of structural equations. The results showed that there is a relationship between communication skills and job involvement with an impact factor of 0.67, between communication skills and job performance with an impact factor of 0.79, and between job involvement and job performance with an impact factor of 0.76. On the other hand, communication skills have a direct relationship with job performance with an impact factor of 0.50. In other words, job engagement has a mediating role in the relationship between communication skills and job performance.

The present study was conducted with the aim of investigating the effect of authentic leadership on the job satisfaction of employees, emphasizing the mediating role of job involvement. The method of this study was descriptive-survey type. The statistical population of the research was 311 employees and managers of the central organization of Islamic Azad University (275 employees and 36 managers), of which 158 people were selected based on Cochran's formula and by simple random sampling as the sample size of employees. The census method was used to collect the managers' information due to the limited statistical population. To collect the data, the standard questionnaires of Ladahl and Kenger (1965) on job involvement with a reliability coefficient of (0.85), and Minnesota job satisfaction with a reliability coefficient of (0.88), and the authentic leadership of Walumba et al. (2008) with a reliability coefficient (0.90) was used; whose validity was confirmed by academic experts and their reliability was also confirmed through Cronbach's alpha coefficient test. In order to analyze the data, structural equation technique was used through Statistical software LISREL and Spss version 22. Quantitative findings from the test of research hypotheses showed that authentic leadership has a positive and significant effect on both job involvement and job satisfaction of employees. Job involvement has a positive and significant effect on employee job satisfaction. Job involvement has played a mediating role in the impact of authentic leadership on job satisfaction. The results of the research also showed that the components of transparency in relationships, balanced processing, internal aspects, and self-awareness had the most influence on job engagement and job satisfaction, respectively.

The purpose of this study was to investigate the relationship between job involvement and job-employee fit with the moderating role of power distance. This study is applied in terms of purpose, descriptive-survey in terms of data collection method, and correlational in terms of data analysis method. The statistical population of the employees of FARAJA's human resources department was determined by the number of 12 people and the sample size by the number of 2 people using the Cochran formula. To collect research data, three types of standard questionnaires of job involvement, person-job fit, and power distance have been used. In order to check the validity of the questionnaire according to their standardization, the content method was used in such a way that the questionnaire was distributed among the experts and professors and the data was collected. The reliability of the questionnaires was measured through Cronbach's alpha coefficient, the numerical value of which was 0.938 for job involvement, 0.922 for job-employee fit, and 0.822 for ,power distance. Data analysis has been done using structural equation modeling. The analysis of the results shows that job-employee fit has a positive and significant relationship with job involvement, and power distance is also effective in this relationship. The fit of needs - supplies has a greater contribution than the fit of demands-abilities in explaining job-employee fit. In the same way, getting energy (from the job) has the biggest contribution in explaining job involvement.

the present research has been done descriptively and quantitatively in 1400 AH. The statistical population of all employees present (senior officers, sub-officers and non-commissioned officers) of special law enforcement units and the sample size includes 221 employees of this force who have been randomly selected based on the Cochran's formula. The tools used in data collection, in the internal marketing dimension of the Forman and Mooney (1995) questionnaire with three dimensions of perspective, reward and development with Cronbach's alpha 0.79, 0.89 and 0.85; In terms of job motivation, Salvanava and Shuffley (2001) questionnaire with Cronbach's alpha of 0.91 and in terms of job involvement, Maginson and Clatterbock (2006) questionnaire were used. In data analysis, SPSS 24 software and Kolmogorov-Smirnov tests, Spearman correlation and multiple regression were used. There is a positive and significant relationship between the components of internal marketing and the components of Employee engagment and job involvement. 29.7% of changes in Employee engagment dependent variable are explained by internal marketing components and the model is significant, 26.5% of job dependent variable changes are explained by internal marketing components and vision components, reward is significant in model but development component It does not make sense. It is suggested to draw an understandable vision in interaction with employees and to pay attention to the development of knowledge and skills of employees. Also, the Special Unit Organization should create the necessary flexibility in order to adapt to the different needs of the employees and use the information that is collected from the employees in order to improve their jobs and develop the strategies of the organization.

The aim of this study was to investigate the effect of socialization on organizational voice with respect to the mediating role of organizational identity and Job Involvement. The research method was applied in terms of purpose and descriptive-survey in terms of method. The sample size was 214 employees of the Mazandaran Police Headquarters and a simple random sampling method was used. The instrument used for data collection was a standard 24-item questionnaire with questions 1 to 6 related to the socialization variable, 7 to 12 related to the organizational voice variable, 13 to 18 related to the organizational identity variable and questions 19 to 24 related to the Job Involvement variable. It was a job. Cronbach's alpha coefficient was used to measure reliability and face validity was used to measure validity. Data analysis was performed by structural equation method with SmartPLS2 software. The results showed that socialization has a significant effect on organizational identity and job involvement. Organizational identity and Job Involvement have a significant effect on organizational voice. Socialization also has a significant effect on organizational voice.

In recent years, Bank Mellat has faced the challenge of retaining its good employees, and it seems that the bank's attractiveness in the field of employer brand and the level of job attachment among the bank's employees can explain this issue. The aim of this study was to provide solutions to improve the shelf life and retention of Bank Mellat employees by examining the impact of employer brand attractiveness on it and the mediating role of job attachment. From a methodological point of view, this research was descriptive-survey and cross-sectional and applied. The statistical population included all employees of Bank Mellat in Hamedan in 1398, which was used to obtain information from all people by census method, to 143 people. The method of data collection was standard questionnaires. For data analysis, structural equations were used with the help of PLS ​​software. The results showed that the attractiveness of the employer brand directly affects the desire to retain employees by 62%, the attractiveness of the employer brand by 61% affected job attachment and job attachment by 19% explains the tendency of employee retention. The results showed that the investment of organizations to enhance the attractiveness of their employer brand causes employees to become attached to their jobs and from this place promotes their desire to stay in the organization.

The aim of this study was to investigate the relationship between social Undermining and job involvement of employees with the role of spirituality in work, organizational agility and ethical climate.The research is applied in terms of purpose and descriptive-correlational using structural equation modeling methods.Among 292 employees of the general department of education of Lorestan Province, 169 were selected by relative stratified random sampling. data were collected from 5 questionnaires: Duffy et al (2002), Edwards & Kilpatrick (1984), Sharifi & Zhang (1999), Millman et al (2003), and Victor & Cullen's ethical climate (1988) and partial least squares method and Smart PLS software were used for data analysis.The results showed: Social undermining has a significant negative relationship with job involvement and has no relationship with ethical climate, organizational agility and spirituality at work. Organizational agility and spirituality at work have a significant positive relationship with job involvement, but ethical climate has no significant positive relationship with job involvement. Organizational agility and spirituality at work as positive mediators of social undermining and job involvement have a positive role, but the ethical climate has no effect.

The purpose of this study was to investigate the impact of strategic-servant leadership on voice and job involvement of employees due to the moderating and mediating role of organizational identity in Khorasan Regional Electric Company. The research method is survey and its tool is a five-point Likert scale questionnaire. Structural equation modeling was used to test the research hypotheses using PLS software. The findings of this study indicate that strategic leadership affects job involvement and organizational identity, servant leadership affects job involvement, defensive voice, and prosocial voice and organizational identity affects job involvement. Organizational identity is a mediator between strategic leadership and job involvement, but the effect of servant leadership on acquiescent voice was not significant. Organizational identity does not play a moderating role in the relationship between servant leadership and the types of employee voices. Types of employee voices do not act as a mediating variable in the relationship between employee leadership and job involvement.

Employees, especially new generation employees, expect to progress steadily in their careers, and when they reach a stage where the job is not learned and their skills improvement is stopped or they are unable to advance in the organizational hierarchy, Plateau phenomenon occurs which can have many consequences on important attitudes of employees.Understanding the importance of attitudes such as job involvement and organizational commitment, this study investigates the impact of the plateau phenomenon on these two variables in Taraspay.The survey method was used to collect data with a questionnaire including 52 questions. A total of 14 hypotheses were examined, one of which was rejected and the effect of content, plateau on normative commitment was not confirmed.

Over the past decade, most organizations have seen an increase in organizational reengineering. Organizations strive to become more efficient by flattening the organizational structures and reengineering operations to maintain competitiveness. The restructuring has led to fewer vertical promotion opportunities for the employees.
On the other hand, simple job design, non-use of motivational approaches to job design such as job enlargement, job rotation, job enrichment, and lack of attention to the need for professional development of employees have made employees feel that their job is not enough challenging, it doesn't matter  enough and it don't use their potential. Stopping people in the hierarchy and feeling lack of skills and professional growth, referred to as plateauing, can have adverse effects on employees' attitudes, which in this article affect two very important attitudes for the organization. Job involvement and organizational commitment have been addressed.

Case study

The statistical population of this study is all personnel of the holding company and its subsidiaries. This holding is one of a series of State Pension Fund Holdings and is working in the field of construction and real estate. The total number of employees was 130 and 97 were selected by simple random sampling

The present study is applied in terms of purpose and is a descriptive-survey that describes the conditions and phenomena studied. The research literature was compiled by library method and data collection was done by questionnaire. Cronbach's alpha, composite reliability and convergent validity were used to determine the reliability of the constructs.

In this paper, 5 main hypotheses and 9 sub-hypotheses were investigated, with the exception of one case confirmed. The results are in line with many other studies conducted in different fields.

Failure to career management and creating a plateau for employees can lead to negative results and therefore organizations can take steps to reduce these negative consequences, some of which are most common: Job counseling (talk employees about current and future job activities and personal and professional skills development), succession planning, job planning workshops, multiple career paths, using team-based structures, job enlargement, job enrichment, job rotation and so on.

Scientists conducted various studies and programs to attract staff to participate in organizational affairs but the main challenge is studies do not overlap each other, the practical evaluation of participatory performance is difficult, not a common understanding of the precise concept of partnership.the lack of comprehensive system for evaluating organizational participation.

The aim is presenting an evaluation model of participation in public organizations.

This is exploratory ,descriptive and applied,data obtained qualitatively, based on the Grounded Theory, at a specific time from Interview with Elites, Governmental Personnel and Officials.The relations and aspects identified by MAXQDA Software and an evaluation model was presented.

In the Open Coding Process, 1075 Conceptual code was Identified and converging of them in the Axial Coding,resulted in 13 Categories includes:The concept,Scope,Causal Conditions,Contextual Conditions,Intervening Conditions, Environmental Conditions,Strategy,Process ,Form, Outcomes ,Evaluation and Organizational participation System. The concept of Organizational participation system as a Central Phenomenon was selected and the dimensions and specifications were identified and explained.Finally based on Aristotle's four causes namely: Casual, Ultimate, Formal and Material, a model of organizational participation evaluation was presented.

This model contributes to Systematically evaluating of partnerships and uses feedback to continually improve participation in public organizations

This research conducted to investigate of correlation between the psychological and spiritual health with organizational climate, occupational stress and job involvement in prison staff. The research method is descriptive-survey and conducted with correlation research design. The statistical population of the study was all prison staff in Kurdistan -394 people. In order to maximize coverage and increase the validity, 283 of them selected by purposeful sampling method. Data were gathered by utilizing tools of Osipow & Halpin Occupational Stress Inventory – Revised Edition (1998), organizational climate questionnaire (1963), Kanungo Job Involvement Questionnaires (1982), Paloutzian & Ellison spiritual health questionnaire (1982) and standardized Symptom Checklist-90-R (SCL-90-R) by Njarian and Davoodi (2001(. For data analysis SPSS22 software, the correlation, and multiple regression analysis used. The findings showed that correlation between psychological health, occupational stress and job involvement with mental health was significant, and the multiple correlation coefficient of these three variables with mental health was R = 0. 49 and its severity was r2 = 0.23; that is mean 23% of the variance of subjects' psychological health is predictable. However, the correlation of these variables with spiritual health was not significant. According to the findings of this study, it can concluded that the reduction of occupational job stress and job involvement and increase of work participation and organizational security will increase the psychological health of prison staff.

Given the nature of non-governmental organizations and their reliance on volunteering, the leadership style plays a vital role in the formation, growth and survival of this type of organizations. The previous researches on this subject, reveal that the dominant leadership style of these types of organizations is servant leadership. This study is aimed at investigating what are reflections of using this type of leadership style in NGOs. In this study we also test the moderating role of Islamic work ethics. This study was conducted in Mahak institution which is a known Iranian NGO with 2200 employees. We selected 327 employees by stratified random sampling and distributed a standard questionnaire to collect data. For analysis of collected data, we used structural equation modeling, SPSS and smart PLS software.  The results indicate that servant leadership has a significant positive relationship with four levels variables; individual (resilience and job involvement), team (team member interaction), organization (organizational identification and pride) and family (work family enrichment). Furthermore, we didn’t find a positive relationship between Islamic work ethics (as a moderating variable) and servant leadership. Based on the research findings, the authors may suggest that NGOs board of trustees develop managers who tend practicing servant leadership style and provide them a platform for learning the characteristics of voluntary altruism, emotional healing, knowledge and a convincing role to take advantage of its individual, team, organizational, and family implications.

The purpose of this study is to explore the impact of internal marketing on job consequences (job satisfaction, job involvement and job engagement) and organizational consequences (organizational commitment, organizational identity and perceived organizational support) in Pasargad insurance branches in Tehran. In this survey, target population includes all employees in Tehran’s Pasargad insurance branches and sampling method was two step cluster sampling. Samples volume, according to Cochran formula, determined 385 people, and data gathering tool was questionnaire and data analysis method was structural equation modeling using SmartPLS2.0.M3 software. According to study’s finding, there is a significant impact of internal marketing on job satisfaction, job involvement and job engagement. Also significant impact of internal marketing on organizational commitment, organizational identity and perceived organizational support was confirmed. This study investigates a comprehensive model of exploring the impact of internal marketing on job and organizational consequences in Iran’s socio-cultural context and non-governmental sector.

Human resource is the most important resources in organization, which influences organizational direction and performance. Organizational citizenship behavior is a desired consequence that managers tend to increase it among human resources. The aim of this study is to investigate effects of job involvement on organizational citizenship behavior with moderating role of organizational identity. The population of study is Iran Insurance Company agencies (representatives) in Mashhad, with 300 agencies. Two-stage cluster sampling method was used with regard to the distribution of agencies in Mashhad. 167 agencies were determined for sampling size using Morgan table. Data collection tool were three questionnaires which their validity confirmed through construct validity and reliability were assessed using Cronbach's alpha. To ensure of returning adequate questionnaires, 170 questionnaires were distributed and 167 questionnaires were returned. Data analysis using structural equation modeling and partial least squares (PLS) was conducted. The results showed that job involvement has significant positive effect on organizational citizenship behavior. Also, organizational identity has moderating role in the relationship between job involvement and organizational citizenship behavior.

In today's dynamic and rapidly changing world, organizations need to survive to improve their performance and adapt to change. The research organization, which is one of the most widely used media organizations in the world, is one of the organizations that need to study for survival in the age of transformation. In this way, we intend to study the role of personality traits in occupational engagement of employees with regard to quality Working life as a mediator role.
Introduction Human behavior plays an important role in maximizing organizational effectiveness. In fact, any effort to maximize organizational effectiveness requires high levels of occupational involvement among organizational members (Elankumaran, 2004). High levels of occupational involvement indicate meaningfulness, enthusiasm, pride, absorption in work, and positive feelings toward the job (Feyzabadi F arahani and Mir Hashemi, 2011: 52). Although different organizations use various incentives to increase employee in volvement, such efforts face difficulties due to inherent variations among staff members (Liao & Lee, 2009). Many researchers attribute such variations to personality variation in humans (Zabihi et al., 1391: 2- 3). In fact, personality has been accepted as one of the predictors of job performance and the personality of each person plays an important role in his job performance, because the personality of each person as one of the factors influencing the way a person responds to job requirements, his motivation and his attitude toward a job (Moharamzade et al., 2012: 698). On the other hand, the quality of work life is an important factor affecting the performance of individuals in organizations and its relationship with organizational performance has been confirmed by experts on organizational behavior (Jalilpour et al., 2013: 52). The quality of work life includes all the steps that are taken to protect the body and spirit of the staff and give them satisfaction (Jalilpuor et al., 2013: 52). Therefore, the present research aims to determine the role of personality traits in occupational involvement in one of the most widely published newspapers in Tehran, considering the quality of work life as a mediating factor.
Case Study This research studies a popular media organization that needs to improve its performance and adapt to changes in order to survive in a dynamic and rapidly changing world. Due to problems the researcher observed in organizational performance, there is a sense of disappointment, desperation, and lack of involvement among operational staff which leads to aggression, excuses, and indifference among employees. Lack of employee involvement is partly responsible for the organization's repetitious tasks and cliché principles, which can dramatically decrease audience involvement if not addressed. Considering research literature and background managers can base their decision-making in recruitment, transfer, and promotion of employees on personality traits and thereby improve organizational performance and efficiency.
Materials and Methods Considering the theoretical foundations and the background of previous research, the conceptual model of this study regards personality traits as an independent variable, occupational involvement as a dependent variable, and the quality of work life as a mediator variable. According to this conceptual model, personality traits include five components, namely extraversion, agreeableness, conscientiousness, openness to experiences and neuroticism. The quality of work life includes eight components of fair and adequate payment, safe and healthy work environment, provision of opportunities for sustainable growth and security, adherence to rules, the social dependence of work life, the general context of life, social integration and cohesion, and the development of human potentials.
This research is an applied study that employs the descriptive-correlational research method. The statistical population of the research includes all 400 staff members of a popular media organization in Tehran. Using the random sampling method, 196 individuals were selected according to Morgan's table. To collect the required data, three questionnaires were used: Costa and McCarey’s Five-factor Personality Questionnaire (1992), Walton's Quality of Work Life Questionnaire (1973), and Kongo's Professional Attachment Questionnaire (1982).
Discussions and Results The content validity method and expert opinions were used to ensure questionnaire validity. In addition, the validity of the research construct was confirmed using confirmatory factor analysis as well as convergent and divergent validity indices. The reliability of the questionnaires was assessed using Cronbach's alpha coefficient and its value was more than 0.7 for all four questionnaires. The questionnaires were therefore sufficiently reliable.
The results of the Pearson correlation test for measuring correlations among research variables demonstrated that there is a positive and significant correlation between all research variables. There is a positive and significant correlation between personality traits and quality of work life with occupational involvement with coefficients of 0.575 and 0.483. There is also a positive and significant correlation between personality traits and quality of work life with a correlation coefficient of 0.396 at an error level of less than 0.01.
In addition, the study of the structural equation model of the research showed that the quality of work life variable has a mediating role in the relationship between job involvement and personality traits such as extraversion, agreeableness, conscientiousness, openness to experiences, and neuroticism.
The results of data analysis using the Pearson correlation test and structural equation modeling show that extraversion, agreeableness, conscientiousness, openness to experiences, and neuroticism are related to job involvement directly and through the mediation of the quality of work life. Thus, all research hypotheses are confirmed and the final research model can be generalized to the entire population.
Conclusion The authors concluded that to involve employees in the job, it is important to pay attention to the personality traits of individuals. For example, extroverted individuals are energetic and optimistic; they are more inclined to feel positive; and they are comfortable and open when working with groups. Agreeable individuals naturally tend to help others and cooperate. Such individuals tend to strictly follow rules and regulations. They can easily adapt to the environment and even the negative aspects of the workplace. Compared to disagreeable individuals, they are more involved in their jobs. Consciousness individuals are conscionable, responsible, and hard-working. Such individuals exert sustained efforts to achieve the goals of the organization and are more involved in the job and more successful as a result. They are reflective and pragmatic; they have character and are open to new experiences. Consciousness individuals are more flexible when dealing with unusual events and ideas. They are more curious and creative and are more involved in their jobs. On the other hand, neurotic individuals tend to be angry, unreliable, depressed and anxious. They are also more inclined to experience negative feelings. By focusing on the negative aspects of a situation, neurotic individuals fail to be involved in their jobs. Managers of the media organization were therefore advised to carefully evaluate an individual's personality through interviews and valid tests based on the five-factor model of personality in order to identify and recruit staff who tend to be more involved in their jobs. Regarding the role of quality of work life in the occupational attachment of employees, it is recommended that managers of the media organization periodically evaluate components effective in the quality of work life. By doing so, they can identify key factors in improving the work environment and employ such factors to promote the quality of work life for their employees. The managers will thus be able to employ the potential capabilities of their employees to provide services to the community and promote the strategies and performance of the organization.

Mentoring as a critical strategy, is a way to alter and improve individuals’ perception and values toward their position, organization and managers for better understanding of organizational behavior in workplace context. In some Iranian organizations, subordinates are more likely to be distrust to their supervisor's abilities and competencies. This puts employees not getting engaged to their tasks. To tackle this problem, mentoring is suggested as the effective solution. To this, we can suggest two solution. First, if mentees trust to their mentors, the trust of supervisor as an antecedent can be examined while mentoring effects on outcomes such as Affective commitment, Intention to quit, Job involvement, and self-efficacy. Second, it is required that supervisor or management trust to mentee. In this circumstance, we can refer to first solution rather than mentoring and trust in supervisor. Further, our study is based on Social exchange theory (SET) which explains the relationship between subordinates and supervisor. Our results show that second solution is more desirable. In other words, once supervisor use mentoring as effective way, staff would show high level of trust to supervisor and thus, they show high level of Affective commitment, Job involvement, and low level of Intention to quit.

Employee's turnover intention is one of the main concern of human resource managers and one of their main purpose is try to job quality improvement. One of the factors that influence these variables is job fit and the aim of this study is to investigate the effect of this variable on employee's turnover intention & job quality improvement according to mediating role of job involvement. This study, in terms of objective is applied and in terms of data collection is descriptive-survey. The Data was collected from brokerage corporations of Tehran exchange and the conceptual model was tested using of structural equation modeling (SEM) and SPSS 20 and Amos 20 software were used to analyze the data. The results of the analysis of 357 questionnaires revealed that person- job fit has a negative and significant effect on employee's turnover intention. But, there is a significant and positive association between person-job fit with job involvement and person-job fit with job quality improvement. Also, job involvement has a negative and significant effect on employee's turnover intention. While the effect of job involvement on job quality improvement isnt positive and significant.

This study aims to investigate and explain spirituality in the workplace and its three dimensions (meaningful work, sense of solidarity with others and alignment with organizational values) have been conducted with job involvement. In terms of the above research purpose, in terms of data collection, descriptive and co relational. The study employees of Islamic Azad University, Science and Research, which is the time limit for the year 2016, were selected by simple random sampling. A sample of 300 respondents of this study was to gather information from questionnaires MILIMEN and others (2003) and job involvement questionnaire Congo (1987) to spring up using standardized questionnaires its validity was confirmed as formal. Cronbach alpha reliability also through a spirituality questionnaire 0.935 and 0.840 job involvement questionnaire was calculated. The results showed that the spiritual status and job involvement among the research community has been moderate. In addition, according to the calculated correlation coefficient (0.607) and achieved significance level (sig = 0.000) between spirituality and job involvement is positive and significant relationship. So one of the ways to improve job involvement is improvement of spirituality in the workplace.

Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of social undermining on employee's commitment and job involvement were tested among employees of Iran's presidential center for innovation and technology cooperation. The data gathered by distribution of questionnaire among 158 employees using random sampling method. Results show that social undermining by coworkers and supervisors has considerable effects on employee's job involvement and affective and normative commitment, but as predicted, not on continuous commitment. Moreover, based on fairness theory, the hypothesis of the mediating role of conscientiousness in the effects of social undermining on job involvement and organizational commitment was developed and tested. It is advised that organizations should consider preventing actions, training and counseling employees to minimize social undermining behavior and its consequences on employee's outcomes