نگرش های شغلی

The Aim of the Present Research is to Investigate the Role of Cultural Intelligence of Education Instructors in an Organization and to Improve the Job Attitudes of Employees. In Terms of Practical Purpose, it is a Descriptive-Surveillance Method and Correlation Type. The Statistical Population Included Managers and Teachers of Education in Gilan, and the Sample Size of 92 People was Calculated Using Kerjesi-Morgan. In Order to Collect Data in this Research, a Researcher's Questionnaire Was Made. The Validity of the Questionnaire has Been Confirmed by Professors and Experts and its Reliability has Been Obtained by Measuring Cronbach's Alpha Coefficient for all Changes Above 0.7. Descriptive Statistical Methods (Prevalence, Percentage, Mean, Standard Deviation) and Inferential Statistical Tests have Been Used to Analyze the Data. All the Mentioned Calculations Were Analyzed by Software (SPSS). The Results of the Research Indicate that Cultural Intelligence and its Dimensions (Cognitive Intelligence, Motivational intelligence, behavioral intelligence) have a positive and meaningful relationship with improving organizational commitment and improving the job attitudes of employees.

Over the centuries, spreading gossip and rumors has been a common act among all cultures and some measures have been taken to put an end to these acts. these two important social phenomena have found their way into organizations and workplaces. the researches have shown that most of the employees spread gossip, eavesdrop on others’ conversations, or at least, express their assessments about people who are absent. the existing evidence indicates that spreading gossip and rumor affects the employees’ behavior. however, the researchers are not interested in investigating spreading gossips and rumors and their impact on employees' behavior and job attitude. human resource managers can monitor the spread of gossips and rumors and take proper measures to reduce their negative influences by having a better understanding of their affecting factors. taking into account that employees behave in different ways and every behavior in the workplace cannot be monitored, this research focuses on employees’ cynicism and some outcomes. it seems that in the new millennium the employees are more subject to cynicism than before because today's corporate environments are riffed with mistrust, scandals, and opportunistic behaviors. according to previous research, employees' cynicism is accompanied by negative consequences such as reduced level of performance, job satisfaction, and organizational commitment, and increased turnover intention. the current research accordingly aims at investigating the impact of spreading organizational rumors and gossip on employees' job attitudes and performance through cynicism in public organizations of mashhad city.

In general, gossip is described as a conversation between two or more people about absent people stated that gossip is a dynamic process the impact of which gossip depends on the gossip triad i.e., the interaction between the gossiper, listener/respondent, and the target. rumor is also defined as the person-to-person circulation of stories, information, and unfounded news, which is based on common opinions and obtains credit through its repetition and dissemination. the rumor's veracity cannot be confirmed however it is not necessarily untrue. the association between gossip and rumor with cynicism is considered because of the following reasons: a) cynicism provides the best food for the gossipers, bystanders, and people who like making and spreading rumors; b) gossip and making rumors require a social setting as a tool for transmitting the information; c) some people, based on the theory of social information, may receive valuable information through gossips and rumors and act based accordingly. besides, it appears that cynicism has a negative relationship with job satisfaction, organizational commitment, and performance, and a positive relationship with intent to leave the organization. the employees, who have high organizational cynicism, less trust the organization because they believe that the organization does not consider their interests. in addition, a deep emotional bond with the organization is necessary to build commitment and, thus, it can be argued that high levels of organizational cynicism are associated with low levels of organizational commitment. additionally, these cynical people have negative attitudes toward their job (e.g., lower job satisfaction) and organization (e.g., lower organizational commitment) resulting in organizational turnover. finally, cynical employees who are disappointed with the performance of the organization probably do not find any relationship between their own performance and the reward they receive and, thus, consider themselves as a tool for the organization to fulfill only its goals. this perceived instrumental attitude can lead to decreased efforts and performance.

The current study was an applied and analytical survey. the statistical population of this study was comprised of employees working in public organizations of mashhad city 480 of which questionnaires were surveyed by distributing a questionnaire designed based on 5-point likert-type scales. the face and content validity of the questionnaire were examined and approved by evaluating the opinions of management experts. the construct validity of the questionnaire was approved by conducting a confirmatory factor analysis. the questionnaire's reliability was assessed using cronbach's alpha coefficient, all of which were above 0.7. research results indicated the significance of all the factor loadings. to analyze the obtained data, a structural equation modeling was employed in amos software.

Research results revealed a positive significant relationship between organizational cynicism, non-workplace gossip, and rumors. these results are consistent with that of kuo et al. (2015) and hornuvo (2017). besides, research results demonstrated the stronger impact of workplace gossip on organizational cynicism than on non-workplace gossip. in accordance with the obtained results, it can be stated that the employees might show less tendency to notice this type of gossip and may not show earnest response to its sources. also, given the fact that the non-workplace gossip is pertinent to personal life, the employees may not associate the pressure regarding this gossip with their colleagues or the organization. on the other hand, workplace gossip has more impact on the employees' perception and behavior in the workplace, since it is pertinent to the employees' job, colleagues, and customers. in addition, results indicated a positive and significant impact for the variable of spreading rumors on cynicism. this effect was stronger than the other two variables i.e., the workplace and non-workplace gossip. consistent with the relevant literature, it can be argued that spreading rumors could involve a large number of people and, therefore, might have a greater impact on cynicism. regarding the four final hypotheses, cynicism had negative impacts on job satisfaction, organizational commitment, and performance, and a positive and significant impact on turnover intention. these results are also consistent with that of sungur et al. (2019) and wilkerson et al. (2008).

In general, it can be stated that cynicism in public organizations may decrease the motivation to render services and subsequently reduce the efficiency of these organizations. considering the fact that the iranian society welcomes gossip and rumors and is prone to cynicism, the same culture is unfortunately transferred into the organizations and may result in decreased job satisfaction, organizational commitment, and performance, and increased turnover intention. therefore, people's satisfaction with the public sector may be reduced. the managers of public organizations should accordingly pay special attention to the understudy variables. taking into account the results, we recommend future researchers examine the proposed model moderated by organizational or national culture and compare the results with that of the current study.

In recent years, with the increasing growth of technology and global change, non-modern management ideas are rapidly evolving. But it is still important to pay attention to the skills of human resources because employees have a high impact on organizations. The best technique to improve the performance of organizations is to increase the performance of employees in the organization. In this regard, the present study seeks to investigate the relationship between external and internal factors on staff performance. The statistical population includes all the employees of Etka stores in west of Tehran, 349 of which were selected by simple random sampling. The research instrument was a researcher-made Likert-scale questionnaire (1-5). To determine the validity of experts' opinions in this field, Cronbach's alpha reliability was determined using SPSS and Cronbach's alpha value was calculated to be 0.82. Linear regression and Pearson correlation coefficients were used to analyze the data and the results indicated that perceived trust variables, stressors, and job attitudes had an impact on improving employee performance. On the other hand, among the constituent variables of organizational commitment, only the dimension of emotional commitment affects employee performance improvement. Also, according to the test, the effect of adjustment of emotional intelligence variables, rewards fairness and staff training was not confirmed.

The aim of this research is to specify the most important indexes of career attitude and rate of these effects on knowledge sharing and Organizational citizenship attitude. 3 indexes of job dependency، job satisfaction and Organizational Commitment are chosen as the best career indexes and after specifying of indexes related to independent and dependent variables with Statistical analysis on collected data (Pearson Correlation، Confirmatory factor analysis and Path analysis) determined that among job dependency، job satisfaction and Organizational Commitment، Organizational Commitment variable had the most effect on Organizational citizenship attitude and job dependency had the least effect. also among the indexes of job dependency، job satisfaction and Organizational Commitment، job satisfaction variable had the most effect on knowledge sharing and job dependency had the least effect and citizenship attitude also had positive and meaningful on knowledge sharing in organizations.

The present study aimed to study guidelines for Jihad-e-Keshavarzi Organization of Gilan Province to become learning organization through strengthening organizational citizenship behavior and attitudes of employees. A questionnaire based survey was applied to 159 employees estimated through stratified random sampling. The face and content validity of questionnaire was confirmed by panel of experts and Cronbach’s alpha test revealed the reliability of the instrument used in the study. Analyses provide strong support for the direct effects of job attitudes on learning organization. OCBs played an important mediating role on the relationships between job attitudes and learning organization. We found support for partial mediation of consciousness، civic virtue and courtesy on the relationship between job satisfaction and learning organization. Also، partial mediation occurred through sportsmanship، civic virtue and altruism for the relationship between organizational commitment and learning organization.

Ever changing of business trends and increase of competition among companies has made the surrounding environment of organizations، more different. Diagnosing the future business trends and moving through theses in the way that organizational goals might be achievable، highlights the importance of marketing research existence and concept such as market orientation. The objective of this study is evaluating the effect of market orientation on job attitude that is essential for internal marketing. The research is of applied type and the research method is of descriptive survey type. Testing hypothesis and measuring market orientation were drived from the market orientation scale of narver and slater (1990) and measuring job attitude were drived from standardized scales. The Statistical population of this research includes the commercial banks in boushehr. Using appropriate statistical methods 234 individuals were chosen as the sample. Cronbach''s Alpha coefficients serve as indices for reliability analysis to determine whether internal consistency is ideal. The Alpha coefficient of questionnaire question items in this research has been approved the data analyzed by person correlation and regression using spss. The result of data analysis indicate that market orientation effects on job attitude، also component of market orientation effects on organization commitment، job satisfaction، and also customer orientation and interfunctional has impact on intention of leaving. None of the component of market orientation has impact on role conflict and competitor orientation has none correlation with the intention of leaving. Finally، the suggestions has presented for improving performance of commercial banks and facilating future research.

Administration of organizations in Iran generally is similar with one that uses old management techniques and organizational structures which its roots goes backs to the beginning of 20th century. The functional view and hydraulic structures have caused Iranians organizations with low productivity and cooperation. As result, they are involved with unreasonable and fluctuating level of quality, high finished cost and overheads. On the other hand, substantial and rapid changes in the today’s world, especially in the past two decades in the area of information technology and expert systems have caused major changes in the way of administration, management and organizational leadership. To overcome such difficulties related to the traditional view, improvement methods have been suggested in the management literature. This paper aim to evaluate effects of implementation of such methods on the organizational climate and job attitude from personnel point of view by using a standard questionnaire in a sample production organization. Findings shows that implementation of improvement methods had considerable effect on technical and administrative personnel but very little on the managerial staff.

The aim of this research was to investigate the relationships between perceived organization support with participation to decision-making, organizational citizenship behaviors, job scope, trust to supervisor, pay satisfaction, extra role behavior, job involvement, work involvement, promotion opportunity, internal motivation, supervision quality, tend to stay, job alternatives, intention to turnover, and satisfaction from supervisor and coworkers. The second aim of this research was extraction of direct and no direct relationships between perceived organizational supports with 17 research variables. To this end, 295 persons were randomly selected from one public sector organization. The instruments which used in this research were: Eisenberger et al.’s perceived organizational support, and 17 questionnaires for the assessment of research variables. The data were analyzed using Pearson’s correlation coefficient and path analysis. The results showed that there are significant negative relationships between intention to turnover and job alternatives with perceived organizational supports and significant positive relationships between the remaining research variables at highest level for participation to decision making and at lowest level for internal motivation] with perceived organizational support. The results of path analysis showed that among the research variables, only participation to decision making, pay satisfaction, promotion opportunity, internal motivation, supervision quality and organizational trust showed significant direct relationships with perceived organizational support. In general, on the basis of path analysis, the model of direct and indirect paths was extracted for perceived organizational support.