alireza kameli

An employer brand is the image an organization creates in the minds of job seekers, current employees, and other stakeholders. This image is formed based on various factors such as organizational culture, values, benefits and job opportunities. The employer's brand is a factor for attracting talented and skilled workers. The importance of employer branding to attract talents in organizations is increasing rapidly and organizations are trying to use this capacity well. Therefore, in this research, the effect of employer brand dimensions on the willingness to be employed in AJA universities (a case study in Shahid Sattari Aeronautical University of Science and Technology) is investigated.

The current research is applied and descriptive-survey method is used in it. The statistical population of the research included the students of Shahid Sattari Aeronautical University of Science and Technology. Lin and Peter (2014) questionnaire was used to collect data related to the variables of personality, trust and feeling towards the employer brand, and Aneh et al. Data analysis was done through structural equation modeling with Lisrel software.

Based on research data analysis, employer brand personality has a positive and significant effect on brand trust and brand feeling, having  a positive and significant effect on employer brand attractiveness. On the other hand, the attractiveness of the brand has a positive and significant effect on the organization's reputation and willingness to employment.

Increasing the reputation of the organization and improving the willingness of employees to hire requires increasing the attractiveness of the employer's brand, which is dependent on the commitment, feeling and personality of the employer's brand. Therefore, managers of defense organizations should strive to improve the employer brand.

This study has been conducted with the aim of examining the studies conducted regarding the challenges facing jobs and the future workforce under the influence of digital technologies. The method of conducting this research is a systematic literature review. The study community of the current research was the articles available in the field of digital technologies and the challenges created by them in the scientific databases of Emerald, Science Direct, Wiley, Taylor and Francis, Springer and Sage since 1998, which is 1225 sources. were identified and after applying the entry and exit criteria, their number was reduced to 79 sources. Finally, after evaluating the quality by removing 40 sources and using the Kasp method, 39 sources were selected for final review and coding. As a result of the coding process, 80 raw codes were extracted and placed in 7 final code categories. Also, to control the concepts resulting from the coding process, the resulting codes were provided to two experts. Finally, the challenges identified in the current research were classified into individual, psychological, occupational, organizational, moral, social and work-family conflict challenges.

The purpose of this study was to identify the factors affecting employees' sense of self-efficacy based on the precious book Nahj al-Balaghah. In this research, the qualitative method of thematic analysis was used, which includes the collection and analysis of qualitative data. The data source used in this research was the text of Nahj al-Balaghah, from which the relevant narrations were extracted. Then, by referring to the book Sharh Nahj al-Balaghah (Imam's Message), the extracted narrations were analyzed. In this research, messages were coded based on 16 sermons, 30 letters, and 30 sayings. These messages were then categorized into 56 concepts, 10 sub-themes, and 3 main themes. Finally, the most important factors affecting employees' sense of self-efficacy were classified as three main categories, including individual factors (self-knowledge and self-awareness, trust in God, rationalism and pragmatism, strategic thinking, moderation in work, perseverance, and patience), managerial factors (service-providing leadership and justice-oriented leadership), and social factors (learning from the experiences of others and supporting colleagues).

Self-efficacy as one of the components of positive organizational behavior plays a significant role in improve and developing employee performance. The aim of this study is Identify factors that effective on feeling efficacy employees among the staff of the University of Tehran.

The present research is based on an interpretive paradigm and is based on the type of applied goal, and in terms of the nature of the data is qualitative and has an inductive approach. Semi-structured interview tools were used to collect information. The participants of the present study are the educational and research staff of the University of Tehran and the sampling method is available in the present study. Thematic analysis technique was used to analyze the data.

After interviewing 12 employees and reaching theoretical saturation, the researcher achieved 12 sub content and 4 main content. The main and sub content of the present study include: organizational factors (positive feedback from managers, injustice in the organization, inflexible organizational culture and Supervision method and management method), occupational factor (Motivation at work, job disproportion and employed and attributes and job characteristics), individual factors (successful personal experience, learning self-efficacy and personality and psychological characteristics) and social factors (positive feedback from colleagues and successes and victories of colleagues).

Attention to organizational, occupational, individual and social factors can provide the necessary ground for increasing employee self-efficacy

Today, if organizations want to deal with the inactivity and break the silence of employees and invite them to participate, they must provide the appropriate grounds for them. Team trust is one of the infrastructures in this regard. The purpose of this study is to investigate the impact of team trust on the collaborative culture and the mediatory role of knowledge sharing in the collaborative culture. This study was conducted with the cooperation of a sample of 185 employees of the Isfahan branches of Melli Bank selected through simple random sampling based on the Krejcie & Morgan model. The research method was correlational, and standard questionnaires were used to gather data. For data analysis, structural equation modeling was done using LISREL8.8 software. The reliability and validity of the questionnaire was found to be appropriate. The results showed that trust has a direct, positive effect on knowledge sharing and has direct and indirect significant positive impacts on collaborative culture.

In today's business environment, organizations increasingly use branding as a strategic tool that this use of the brand has found a way n the field of human resource. Employer brand examines how to attract employees and retain them through the process of branding. This study seeks to evaluate the effect of brand image on the potential employee’s intention to apply a job through mediating role of employer brand attractiveness. The population of this research is the students of Tehran University college of Farabi. The study was a descriptive survey and a questionnaire was used to collect data. Reliability was calculated as 0.92 through Cronbach's alpha coefficient. As well as, its validity was evaluated by factor analysis. Research hypotheses were tested through structural equation modeling (SEM). The results show that the Employer brand image has a positive and significant impact on the Employer brand attractiveness and potential employee’s intention to apply a job. As well as, Employer brand attractiveness has a positive and significant impact on the potential employee’s intention to apply a job. Finally, the indirect impact of brand image on the potential employee’s intention to apply a job through employer brand attractiveness was confirmed. Also, according to the results the organization provided practical recommendations for managers and planners.

The most important tools to perform tasks effectively in environments with heterogeneous and diverse workforce are cultural intelligence and work adjustment. The cultural intelligent helps to make relationship with people that have different culture in appropriately mood. According to importance of this issue, this study is to investigate the influence of cultural psychological capital, cultural intelligence and organizational trust on work adjustment. Research method is based on practical purpose and descriptive-correlation. The Statistical population is Hajj and Ziarat Organization in Tehran. After simple random sampling, 175 valid questionnaires were collected. The questionnaire are all in Likert range and after assessed and certified by experts have been distributed, collected and analyzed by SPSS22 and LISREL8.8 software. By calculating Cronbach's alpha coefficient of reliability and validity through first-order and second-order confirmatory factor analysis was performed. Research hypotheses were tested using path analysis. The results showed that psychological capital on cultural intelligence, Cultural intelligence on organizational trust have significant positive impact. Also organizational trust and work adjustment is positive and significant effect.

Identifying the necessary infrastructures for an effective management of knowledge and making innovations in organizations are of the paramount importance. In previous investigations, infrastructures have been studied in isolation from other factors, but it has been tried in this research to survey and analyze the direct and indirect impact of the climate and organizational structure on innovation performance considering the mediation of knowledge management and social interaction, through a comprehensive model. interaction in affecting leadership style & organizational climate on knowledge management . this study has been done as a sample of 140 selling and marketing unit employers of the shuttle corporation in the Tehran. the descriptive- survey research is management type & used tools is questionnaire . we used of SEM by lisrel software data analysis. The result of the research showed that knowledge management and social reaction as it should not played the role of mediating. The result of the research showed that organizational structure on social interaction and the organizational climate on knowledge management, and social interaction on innovative performance had a positive and meaningful impact, but the rest of the hypothesis were rejected.

Considering the conflict between two categories of deviant behaviors and the employees’ well-being, appropriate individual, group, leadership and organizational factors should be identified to control them. In this line, some investigations have been already carried out separately to identify effective factors in showing deviant behaviors and providing the employees’ well-being at work. However, the present study aims to examine direct and indirect impacts of authentic leadership on the employees’ well-being and deviant behaviors through psychological capital. It is performed on a sample consisting 136 employees of Natanz Municipality using simple random sampling method. The investigation is a correlational research and the instrument used to collect data is questionnaire. To analyze the data so collected, the structural equation modeling method is used by Lisrel 8.8 software. The results show that exogenous variable (authentic leadership) can affect all endogenous variables (deviant behaviors, psychological capital and the employees’ well-being) significantly. On the other hand, the psychological capital has a positively significant impact on the employees’ well-being, while it cannot have a negatively significant effect on the deviant behaviors.

The mentality and the distinct image of a product are very important in today's highly competitive environment. Based on existing studies, Image-producing country and marketing efforts will affect brand equity. This paper investigated the impacts on retail brand equity and brand profitability performance. The population is all of the SAMSUNG's brand retailers in the city of Tehran and used census method because the population size was small. The data collection tool is built-researcher and standard questionnaires. Reliability was determined by Cronbach's alpha to 0.90. Statistical analysis was performed using LISREL 8.8 software. Based on these results, the origin of the image-producing country and marketing efforts on retail brand equity have a significant effect, as well as The retail brand equity on brand profitability performance has a significant impact.

Today, identification of necessary infrastructures is very important for creating innovation in organizations. Infrastructures were studies separately in previous studies, but the present study investigated the direct and indirect Effect of Social Capital and Transformational Leadership on Innovation Performance regarding the Mediating Role of Knowledge Management and Organizational Learning through a comprehensive model. This study was done on a sample consisting of 210 participants from Shatel Company personnel in Tehran who were selected through simple random sampling. The method of this study was correlational and a questionnaire was used as the instrument of this study. Structural Equation Modeling through Lisrel 8.8 Software was used for the data analysis. The results of this study showed that exogenous variables (social capital and transformational leadership) could not have a direct positive effect on knowledge management, but could have a direct positive effect on organizational learning and innovation performance. In addition, knowledge management had a direct positive effect on innovation performance and organizational learning. Organizational learning also had a direct significant positive effect on innovation performance.

Today, in addition to physical capital, social capital, entrepreneurship is the determining factor. Therefore, this study was designed to investigate the influence of social capital on entrepreneurship; to evaluate the impact of social capital on entrepreneurial innovation is the role of mediator. The study had a sample of 130 female entrepreneurs Ilam through simple random sampling has been done. Research methodology is descriptive and correlation survey questionnaire researcher-building was used to collect data. Also, researcher for validity, the content validity and for reliability, using of Cronbach's alpha, which result indicated the suitability of variable. Data analysis software LISREL structural equation model-building has been done. Research findings show that social capital is a positive and significant impact on entrepreneurship and innovation, but innovation could not affect social capital.

Today, banks should take organizational citizenship behavior into consideration and provide proper sub-structure for competition in terms of banking, attracting and keeping costumers, as well as profitability. One of those necessary substructures for organizational citizenship behavior is the social capital. For this purpose, this article addressed an assessment of the intermediation of job effort role in effectiveness of social capital on the organizational citizenship behavior, in addition to studying the effectiveness of social capital on the organizational citizenship behavior. The statistical population of this study consists of the Pasargad Bank staff of Tehran. This study has been performed on a sample of 130 individuals of Pasargad Bank staff of Tehran using simple random sampling method. The survey method is descriptive and of correlational kind; a questionnaire has been used for gathering data. Data analysis has been done using equation modeling method in LISREL 8.8. The research findings demonstrate that the social capital and job effort have positive and significant impact on the citizenship behavior, but the social capital couldn’t influence the job effort.

leadership style & organizational climate are considered as a substructure framework in successful performance of knowledge management. The purpose of this research, we are investigating both the effect of leadership style & organizational climate on knowledge management and the moderate role of organization structure & social interaction in affecting leadership style & organizational climate on knowledge management. this study has been done as a sample of 210 main employers of Tehran Mellat bank office. the descriptive- survey research is management type & used tools is questionnaire. we used modeling method of structural equations by lisrel software data analysis. research findings show leadership style doesn’t affect on knowledge management positively but organization climate has a positive effect on knowledge management. on other word, leadership style has a positive effect on organization structure & its own has a positive effect on social interaction. but in this research, moderate variable couldn’t play an easy role in affecting leadership style over knowledge management.

Social capital can be considered within the framework of organizational performance improvement in infrastructural need. The study also examines the influence of social capital on the performance of the enterprise, to evaluate the relationship between the organizational climates organizational performance indirectly is paid. The study on a sample of 132 people from the five regions of the municipality's employees in Rasht is done. The research method is descriptive of the type of work and solidarity-to collect the data from the questionnaire has been used. Data analysis methods of structural equations modeling in software lissrel have been doing the study shows findings that organizational climate directly on social capital and organizational performance indirectly affect a significant positive effect. Social capital and direct positive impact on organizational performance is laid.