فصلنامه مطالعات منابع انسانی
پیاپی 36 (تابستان 1399)

Directing the created knowledge in the organization to the users and making it practical requires an appropriate strategy. The main aim of this study is to identify knowledge mobilization strategies and provide a framework to facilitate access to these strategies.

The present study is a kind of review study. It is practical in terms of purpose and has been done by Meta-Synthesis method. The information sources used in this research are studies on knowledge mobilization strategies published between 2006 and 2020. By using specific keywords, 25 articles were found and after a closer review, 13 sources were evaluated eventually.

In order to facilitate access to extracted strategies, based on the similarity of their characteristics, a framework has been proposed that categorizes strategies into three main groups: Research-oriented and Service-based, Participation-oriented, and Education-oriented and informative.

The use of knowledge mobilization strategies helps to grow knowledge and empower people to apply knowledge to solve their real-life problems. For this purpose, it is essential to develop infrastructure and create culture about giving application to the theoretical knowledge produced in organizations.

avoiding  from expressing ideas and sharing knowledge and information deprives the organization from a great deal achievements. For this reason, it is necessary to know its causes and consequences of this study was to identify the life experiences employees of a government organization about organizational silence and its antecedents and consequences.

The research method in terms of purpose was applied and based  on gathering  information have been qualitative method with phenomenological approach. The information  sources of the research are General staff Islamic Culture and Guidance of Chaharmahal and Bakhtiari Province, then 20 of them  was  been selected through purposive sampling method. The required information was collected in-depth interviews and analyzed based  on modified colaizzi,s method.

The antecedents of organizational silence were classified into four main themes: individual, group, organizational and cultural, and its consequences were classified into two main themes: individual and organizational consequences.

Avoiding and eliminating the harmful consequences of organizational silence requires recognizing the causes and factors affecting it,s occurrence. According a comprehensive and specific knowledge of these anteccedents is needed to planning for mprovement in organization.

The existence of psychotic characteristics such as deception, lying and insulting others in managers cause negative attitudes and various deviant behaviors in the workplace. This research has studied the effect of psychopath managers on reducing employees' organizational trust through the occurrence of abusive supervisory behaviors and decline of job satisfaction.

This is an applied and descriptive-survey research. Its statistical population consists of employees of companies active in the metal industry of Kerman, which 350 of them have been randomly selected as a statistical sample. Data were collected by a questionnaire and analyzed by structural equation modeling and PLS software.

Psychopath management had a positive effect on abusive supervision and a negative effect on job satisfaction and organizational trust. Also, although its direct effect on organizational trust has not been confirmed, it has had a negative effect on job satisfaction and organizational trust through abusive supervisory behavior.

Identifying and correcting the psychotic characteristics of managers can prevent the occurrence of abusive supervisory behaviors and prevent the consequences of negative attitudes such as decline in organizational trust and job satisfaction.

The main purpose of this study was to investigate the effect of intra-organizational communication on employees’ extra-role behaviors and engagement with the mediating role of role ambiguity and organizational commitment.

The present study is applied in terms of purpose and descriptive-correlational in terms of data collection and analysis. The statistical population of the study is the employees of Guilan Regional Water Company. The number of employees of this company is 1008 people. The sample size, using the sampling formula from the limited statistical population, is 278 people. SPSS and Smart PLS software, in the form of Structural Equation Modeling (SEM), were used to analyze the research data.

The results showed that inter-organizational communication has a direct relationship with organizational commitment and an inverse relationship with role ambiguity. Organizational commitment also had a direct relationship with employees’ extra-role behaviors and engagement. Role ambiguity has an inverse relationship with extra-role behavior, but its relationship with employee engagement was not supported.

In this study, it was found that inter-organizational communication has a direct and indirect relationship with employee engagement and indirect relationship with extra-role behaviors. Indirect relationship is mediated through role ambiguity and organizational commitment.

Organizational trust is a valuable capital that recognizing its precedents and the way of developing it can facilitate collaboration and collective efforts to improve organizational productivity. This research investigates the mediating role of psychological empowerment in the effect of positive leadership on organizational trust.

This research is applied, descriptive-correlation and quantitative. Its statistical population consists of school teachers in Kashan, among whom 328 persons were randomly selected as a statistical sample. The required data were collected by a questionnaire and analyzed through SPSS and Amos softwares at both descriptive and inferential levels.

Positive leadership has had a positive and significant effect on organizational trust, both directly and through psychological empowerment. Also, the existing situation of all of these three variables in the study were higher than average.

Organizational leaders can strengthen the positive attitudes of employees to their role in the organization by promoting positive human relations, positive communication, meaning-orienting and positive climate in their organizations and thus develop organizational trust.

The main purpose of this study was to investigate the effect of intra-organizational communication on employees’ extra-role behaviors and engagement with the mediating role of role ambiguity and organizational commitment.

The present study is applied in terms of purpose and descriptive-correlational in terms of data collection and analysis. The statistical population of the study is the employees of Guilan Regional Water Company. The number of employees of this company is 1008 people. The sample size, using the sampling formula from the limited statistical population, is 278 people. SPSS and Smart PLS software, in the form of Structural Equation Modeling (SEM), were used to analyze the research data.

The results showed that inter-organizational communication has a direct relationship with organizational commitment and an inverse relationship with role ambiguity. Organizational commitment also had a direct relationship with employees’ extra-role behaviors and engagement. Role ambiguity has an inverse relationship with extra-role behavior, but its relationship with employee engagement was not supported.

In this study, it was found that inter-organizational communication has a direct and indirect relationship with employee engagement and indirect relationship with extra-role behaviors. Indirect relationship is mediated through role ambiguity and organizational commitment.