رضایت شغلی کارکنان

Employer branding refers to a group of economic, functional, and psychological benefits that are gained through employment. This study was carried out to investigate and provide an employer branding model in Iranian private insurance companies using the grounded theory (GT) qualitative technique. To this end, interviews were performed with 22 experienced experts of the Iranian insurance industry and senior managers of insurance companies operating in the sphere of human resources, and the required data was achieved from it. This is an applied study in terms of the purpose of research with a development approach in which the data collection is done qualitatively and, finally, is considered survey research in terms of environmental studies. In order to obtain information in this study, In-depth interviews are exploited. The three stages of open, axial, and selective coding resulting from the analysis of information and data presented 16 general categories in the form of a paradigm model that includes items such as causal conditions, meritocracy, deployment strategies, contextual factors, intervening conditions, facilitating conditions, and the consequences of the employer branding model process in private insurance companies and reveals the relationships between its various dimensions.

This research aims at introducing the employer brand as a tool to bring up employees' job satisfaction and investigated their impact. The present study is of practical purpose to collect survey data and do descriptive-correlational analysis. The statistical population is 168 employees of a food production company in Tehran. Empirical data was selected from 125 people as the sample. Examination of the hypotheses was performed through structural equation modelling in SmartPls and the impact of each dimension was examined by multiple regression in Spss. As the results, all hypotheses were confirmed which means employer brand and its dimensions have a positive relation with employees' job satisfaction and they are able to collectively explain 57.6 percent of the employees' job satisfaction's variance. The results of the multiple regression clarified that development value has the highest (52 percent) and interest value has the lowest impact (33 percent) on the employees' job satisfaction.

The aim of this research was to investigate the relationship between organizational health and organizational citizenship behavior with job satisfaction of employees at Allameh Tabatabaei University. The methodology is survey research and correlation type. The statistical population included all employees of Allameh Tabatabaei University (600 number) in 2017. According to Morgan's table, the estimated sample size of the study was 264 people that individuals were selected by Stratified sampling method. The Organizational Behavior Questionnaire (Podsakoff et al., 1997), Hui and Tarter Organizational Health Questionnaire (1997) and Smith Kendall and Hollin's Job Satisfaction Questionnaire (1969) have been used to gathering data. In order to analyzing data, one sample t test and Pearson correlation coefficient were used. The results showed that the qualification of three variables- organizational health, organizational citizenship behavior and job satisfaction- was higher than the average, and there was a positive and significant relationship between organizational health and its dimensions with job satisfaction and organizational citizenship behavior of Allameh Tabatabaei University’s staff. There is also a positive and significant relationship between organizational behavior and its dimensions (conscientiousness, respect and reverence, altruism, manhood, and citizenship virtue) with job satisfaction of Allameh Tabatabaei University’s staff

The present study aims to examine the impacts of internal branding on supportive attitudes over the brand, job satisfaction and intention to stay among the employees of the University of Mohaghegh Ardabili in Iran. The research population consists of the employees of the University of Mohaghegh Ardabili equal to 330 people. According to the Morgan table, the sample size was 181. However, according to the use of structural equation modeling, at least 200 questionnaires were completed between the staff working in the different units of the university on the basis of the stratified random sampling method. Data collection was conducted by standard questionnaire. The validity was measured based on construct, discriminant and convergent methods and the reliability was examined through Cronbach's alpha coefficient. The questionnaire of Kaewsurin (2012) was used to measure two dimensions of internal branding including brand-centred training and development activities and internal branding communications. Also, the indexes of brand supporting attitudes including brand commitment, brand identification and brand loyalty was measured with using questionnaire of Punjaisri and Wilson (2012). Lastly, the questionnaire of Preez and Bendixen (2014) was used to measure employee's job satisfaction and intention to stay. SmartPLS Software and partial least squares method were used to test the research model. The results show that internal branding has a positive significant impact on brand supportive attitudes and job satisfaction. The impact of job satisfaction also has a significant positive impact on brand supportive attitudes and the employee's intention to stay. Moreover, the significant positive impact of brand supportive attitudes on the employee's intention to stay is confirmed. Moreover, job satisfaction has a mediating role in the relationship between internal branding and brand supportive attitudes. Similarly, brand supportive attitude has a mediating role in the relationship between internal branding and the employee's intention to stay.
Introduction The literature of marketing and human resource management indicate that the relations between an organizations and its staff are the bases for the relations between the organization and its customers. Accordingly, a major instrument for achieving such a situation is the emerging concept of internal branding (Herington, Johnson and Scott, 2006). Internal branding is the activities that an organization implements to ensure its managers that a brand promise is being implemented and the staff are appropriately connected to the customers (Yang, Wan and Wu, 2015). One possible outcome of internal branding in organizations is the making of brand behavior among the staff and, in addition, it can help improve employees’ job satisfaction and increase the possibility of keeping them in the organization (Burmann and Zeplin, 2005). There are two main objectives for the present study. The first purpose is to try to develop a model to explain the internal branding in the universities and the supportive behavior of the staff about the brand and the second objective is to evaluate the effect of branding on inner satisfaction the intention to stay of the employees.
Literature review and hypotheses development
Corporates develop an internal branding to persuade employees to support the company's brand. Employees often play an important role in the success of their company branding. As a result, it is said that the more internal branding is powerful in a company, the more is the probability that employees support the company’s brand (Punjaisri and Wilson, 2007). Internal branding can affect the relationship between employees and the brand, so that if employees recognize their relationship with the organization as positive, then their commitment to the organization increases (King and Grace, 2008). Internal branding can improve employees’ loyalty more through internal communications and training. When the management uses internal branding, employees’ job satisfaction and their engagement increase and the likelihood of their leaving the organization reduces (Peltier, Schibrowsky and Nill, 2013). Following are the research hypotheses according to the description provided above: 1. Internal branding affects the supporting attitudes of the employees towards the branding.
2. Internal branding has impacts on the employees’ job satisfaction.
3. Job satisfaction affects the supportive attitudes of the employees towards the branding.
4. Job satisfaction affects the employees’ intention to stay.
5. Supporting attitudes of the employees towards the branding affect employees’ intention to stay.
6. Job satisfaction plays a mediating role in the relationship between internal branding and supporting attitudes of the employees towards branding.
7. Job satisfaction plays a mediating role between the employees’ intention to stay and internal branding.
8. Support attitudes of the employees’ towards branding plays a mediating role between internal branding and employees’ intention to stay.
Case study The research population is the whole staff of the University of Mohaghegh Ardabili (300 people). Data collection was conducted through questionnaire. The sample size was determined by 200 people.
Materials and Methods The questionnaires were distributed among the employees of different section based on stratified random sampling method. The questionnaire was arranged in three parts: a companying letter, demographic information, and specific questions. Moreover, in order to assess the validity, there were used the three criteria of structure validity, discriminant validity and convergent validity. Reliability of the study was evaluated using Cronbach's alpha coefficient. In order to analyze the data and testing the research model, partial least squares method was used.
Discussion and Results The results showed that internal branding can improve supportive attitudes towards branding and lead to the university employees’ job satisfaction. Moreover, the employees’ job satisfaction have positively affected their supportive attitudes towards internal branding of the university. In addition, expansion of supportive attitudes towards the brand can strengthen the university managers so as to help the employees’ intention to stay. It was furthermore understood that job satisfaction could develop intermediately the effects of internal branding on supportive attitudes towards the branding and, too, the effects of internal branding on the employees’ intention to stay. Finally, the establishment and development of the supportive attitudes towards branding cause the significant development of branding impacts on the university employees’ intention to stay.
Conclusion Based on the findings, managers should use internal branding so as to attract the supporting attitudes of the employees towards the brand and their job satisfaction and intention to stay. Planning and implementation of training courses regularly are among the solutions to achieve these goals. In addition to training, managers also can use communication tools to boost internal branding. Replication of this study in other industries could be due to the implementation of inner properties and ultimately to reach a better understanding of the mechanisms causing internal branding. In addition to the marketing approach towards the two training activities and internal branding-based development and internal communications in internal branding, there can be used a norm-based approach to measure the internal branding. The present study was done only in the University of Mohaghegh Ardabili. Therefore, the generalizability of the results to other universities and organizations should be done cautiously. Another limitation of the present study is related to the intrinsic characteristics of the completed questionnaire such as the respondents’ insufficient accuracy.

Today the concept of human resource development is a distinct position in theories of organizational behavior, human resource management and strategic management. The purpose of this study is to investigate the effect of human resource development and organizational effectiveness with mediation role of mutual trust and job satisfaction.The required data were collected with using questionnaires human resource development Shay (2005), organizational effectiveness Hoda &et al (2009), job satisfaction Ho & et al (2009) and employee mutual trust Tzafrir and Dolan (2004). The data were analyzed with using partial least squares (smart PLS) and SPSS. Also The Sobel test and VAF for measuring the impact and t–value of mediator variables. Data analysis showed that human resource development has a positive significant to organizational effectiveness, job satisfaction and employee's mutual trust. On the other hand, analysis is performed using Sobel test indicated that almost 36 percent of the changes in human resource development to organizational effectiveness explained through mediator role of mutual trust. Also almost 28 percent of the changes in human resource development to organizational effectiveness explained through mediator role of job satisfaction. The results of data analysis indicated that human resource development processes, including staff training, Development of competencies, information sharing and empowerment to influence organizational effectiveness, mutual trust and job satisfaction of employees to achieve organizational goals in the Youth and Sports Organization.

Today competition to improve service quality as a key strategic issue for organizations that are active in the service sector is known. Organizations that have a higher level of service quality، achieve higher levels of customer satisfaction as a prelude to achieving sustainable competitive advantage will be. Customer satisfaction is a key factor in shaping the future customer is willing to buy. The aim of the present study was to assess the relationship between management commitment to service quality، customer satisfaction and employee job satisfaction in the performance of banks in the province of Gilan. Research methods and tools for data collection questionnaire are descriptive. Questionnaire for data collection and data analysis، structural equation modeling SEM and LISREL software was used. Thus، the overall results we can say that management commitment to service quality on organizational outcomes (job satisfaction and customer satisfaction with the performance of services) has a positive impact on banks of Gilan.