employee

The purpose of this research is to investigate the impact of authoritarian leadership on the organizational indifference of employees with the mediating role of bureaucratic culture in Lorestan University. The current research is applied in terms of its purpose, which is included in descriptive survey research. The statistical population of the study was 360 employees of Lorestan Universit, based on Krejcie & Morgan's table, a sample of 186 people was selected by stratified random sampling.  In order to measure the variables of the research, Standard questionnaires have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used and to analyze the research data, structural equation modeling and pls software have been used. The results of the research showed that authoritarian leadership through bureaucratic culture has a positive and significant effect on the organizational indifference of employees in Lorestan University.

This study examined the relationships among team cohesion, employee motivation, and innovative behavior, focusing on the mediating role of a design thinking mindset. The intent was to understand dynamics driving innovation within organizations and identify future research directions considering various mediating factors in different organizational environments.

Data was gathered through a survey of 283 employees from various innovation-focused businesses. Statistical analysis was performed using the Statistical Package for the Social Sciences (SPSS). The interplay among team cohesion, employee motivation, innovative behavior, and the design thinking mindset as a potential mediator, was examined using Structural Equation Modeling (SEM) aided by Partial Least Squares (SMART PLS).

While no statistically significant direct correlation between employee motivation and innovative behavior was found, a strong positive relationship was discovered between team cohesion and innovative behavior. Importantly, a design thinking mindset was identified as a significant mediator in these relationships, enhancing the influence of team cohesion and motivation on innovation.

The study highlighted the importance of nurturing a design thinking mindset within organizations. When combined with team cohesion and employee motivation, it amplifies innovative behavior. These findings have significant implications for organizations aiming to foster a robust culture of innovation amidst growing competitive pressures. Future research should further explore potential mediating factors impacting innovative behavior across various organizational contexts.

Financial discipline is a fundamental factor in the success and growth of companies, especially cooperatives, and has drawn considerable attention from researchers. It refers to the effective management of resources, controlling costs, and complying with tax laws and regulations. These basic principles significantly impact the growth and development of cooperatives. The main goal of this research is to examine the effect of financial discipline on various aspects of growth and development in cooperatives. This study is classified as applied research based on its objective and descriptive-correlational based on its method. Data were collected through a questionnaire targeting managers and financial leaders of cooperatives, yielding 339 standardized responses through Morgan's table. To test the hypotheses, factor analysis and structural equations modeling were employed using SPSS and LISREL software. The results indicated that financial discipline has a positive and significant impact on the growth and development dimensions of cooperatives. With solid financial discipline, cooperatives can effectively manage their financial resources, optimize investment opportunities, and ensure financial sustainability. Ultimately, these factors contribute to business growth and development. Thus, financial discipline enhances the financial and economic efficiency of cooperatives, aiding them in achieving their growth and development goals.

The current research was conducted with the aim of investigating the lack of or weakness of employees' motivation for active and purposeful attendance in training classes while serving government organizations. This research was conducted with a qualitative research method, in which a semi-structured interview tool developed by the researcher was used to collect data. The statistical population of the research included those involved in the field of education. The sampling method of the research was purposeful and snowball type. The research data reached saturation through interviews with 25 individuals. The data was analyzed based on grounded theory. The results of the data analysis revealed 9 general categories to answer the question of why there is a lack of or low motivation for active and purposeful participation in in-service training courses for public company employees and 10 general categories to answer the question of how to create or increase motivation for active participation and target was in the training courses while serving the employees of government companies. These categories for the why question include "lack of accurate needs assessment", "managers' lack of familiarity with managerial roles", "students", "incompetence of instructors", "lack of attention to employee motivation in planning training courses" and categories for the question of how includes "accurate needs assessment", "educational management in government organizations", "using professional instructors" and "paying attention to employee motivation in planning training courses".

 In this research, the issue of modern work organization in Iran and its incompatibility with the traditional work system in this country has been discussed. The entrance to the discussion is to pay attention to the issue of "employee" with components such as lack of motivation of employees, inefficiency of the personnel system and corruption and slowness and procrastination in this structure. In order to investigate this issue using historical sociology method, the issue of modern labor organization entering Iran, its confrontation with work culture in Iran and its social consequences have been discussed. Non-rationality, sanctity of work, cooperation and cooperation instead of cooperation and competition, relationship between product and producer, quality of Iranian products are considered the most important components of work culture in Iran. In the following, the many experiences of entering modern organization in Iran and its social consequences are examined. The failures of modern organizations such as the army, banks, public education, medical and health systems, and the like; It shows the incompatibility of the Iranian people's civilizational identity with the modern work system. The reason for these continuous failures, contrary to the initial idea, is not a deficiency in the personality of Iranians, nor in not being well-westernized, but the main reason is the incompatibility of the Western work system with the Iranian personality and work system. Finally, it is proposed to design new structures that are appropriate to the work culture in Iran.

This study seeks to know the different types of behavior of managers in facing the psychological challenges of employees during Covid-19 in order to help the organization achieve its goals by creating coordination with other components. For this purpose, 21 managers were interviewed using the narrative research method and 507 primary codes were extracted. Then, using theme analysis, 74 concepts for employees' psychological challenges and 130 concepts for managers' behavior in facing these challenges were discovered, and finally 18 final categories for employees' psychological challenges and 30 final categories for managers' behavior were identified. In the typology section, the final categories of managers' behavior were classified in two dimensions of Accepting the manager's behavior (high/low) and employee morale (strong/weak) and four main types were obtained based on these two dimensions. Types of managers' behavior were identified with the titles of developing, motivating, directing and moderating behaviors. By choosing the appropriate behaviors and paying attention to the morale and acceptance of the employees in choosing these behaviors, in addition to maintaining the morale of the employee, managers also gain more influence over the employees and can accompany the employees to reduce psychological challenges and achieve organizational success.

Increasing competition among organizations makes managers plan on them and use effective evaluation programs to satisfy customers. Therefore, the present study was conducted with the aim of analyzing the effect of communication between people and customers on positive word of mouth advertising through a visit to Mashhad Yekta Technology Abrasham factory. The current research is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population of this research is the Yekta Silk Technology Factory of Mashhad, whose number is unknown. The sample size was determined using a non-random method in 388 people. The data collection tool in this research is the standard letter of Nguyen et al. (2019), which uses Cronbach's alpha to check the reliability of the questionnaire and confirmatory factor analysis for the validity of the questionnaire. In addition, divergent validity was also investigated, to analyze the data using structural equation methods and using the free smart pls software. It indicates that communication between employees and customers has a positive and significant effect on the satisfaction results of Yekta Silk Technology Factory of Mashhad. Customer satisfaction has a positive and significant effect on positive word of mouth advertising in Yekta Silk Technology Factory of Mashhad. Also, it mediates the effect of communication between customers and customers on positive word of mouth. However, communication between customers does not affect word of mouth advertising.

Relations at the work environment are unique interpersonal relationships with important outcomes for individuals and organizations. An important aspect of these relationships is the relations quality of the between the manager and the employee. The quality of manager-employee relationships is associated with a variety of important individual and organizational implications. It is expected that the staff at the higher levels of this relationship will show higher levels of performance and commitment to the organization than the low-quality relationship. Accordingly, the present study was developed with a synthetic method. In this research, the qualitative method and thematic approach, Primary codes were identified and subsequently the concepts of research were categorized. In the quantitative method, the identified index was evaluated using a questionnaire in tax offices of Tehran. The results were analyzed by exploratory factor analysis using spss software. The results of this study stating that six dimensions of Reassuring behaviors, Professional behaviors, technical skills, Human skills and Communication skills for the concept of relations quality between manager and employee and the direct and meaningful relationship between the concept of research with two variables of employee job performance and Organizational Commitment.

Organizations are expected to be sensitive and conscious of their responsibilities to each of the organization's stakeholders in the pursuit of their financial benefits. Employees are one of the most important stakeholders for which the organization should be responsible and so must know what responsibilities it has towards them. However, most studies on corporate social responsibility(CSR) have focused on external stakeholders such as customers and the community, and less attention has been paid to the organization's responsibilities to employees.The present study is a multi-stage study that has been conducted with the aim of identifying the dimensions and indicators of CSR towards employees. First, by studying the theoretical foundations, dimensions and indicators of CSR towards employees were extracted from the research literature. Then, the identified dimensions and indicators were given to a group of 9 experts of Hormozgan Regional Electricity Company who were purposefully selected and their opinions on the appropriateness of indicators with the performance of the electricity company and how to measure them were collected. Finally, the performance of Hormozgan Regional Electricity Company was evaluated in the identified indicators.7 Dimensions including employment, management and staff relations, occupational safety and health, education and training, equal opportunities and non-discrimination, creation of decent and fair working conditions, and freedom to participate in unions and collective bargaining, with total of 15 indicators were identified. The results of evaluating the performance of Hormozgan Regional Electricity Company in the identified indicators are also provided along with suggestions for improving the situation.

Regarding the significance of the labor law in the relationship between employer and employee and its determining role in economic development, this study intends to analyze the labor law on the part of employers from perspective of human resources management. Considering the objectives of the study, it is an applied research, and the grounded theory is applied for data analysis. Statistical population includes employers of industrial companies located in Tehran among whom sampling is conducted through theoretical saturation and in-depth interviewing is utilized as the data collection instrument. The results showed that in employers’ point of view, the most important drawback of the abovementioned law is lack of clarity and its various probable interpretations, as well as the limited authority considered for the employers. Also, in employers’ point of view, current law cannot be so effective in judging between the worker and the employer. This will widen the gap between the real conditions governing human resources and the content of the law. Given the high supply of labor, especially the educated force, firms simply have access to the workforce. This has caused employers with little regard to labor law, do not spend a lot to attract and retain human resources.

Organizations focus on ethics and ethical values in the context of Islamic societies, because employees with high spirit and positive work behavior are key assets for a corporation. Attracting and retaining such employees builds strong image of an organization. The purpose of this study is to investigate the role of Islamic work ethics on turnover intention with the emphasis on mediating role of engagement. This study is a descriptive, applied research with survey method. The statistical population of this study included all employees of Semnan Electricity and Telecommunication Department, 150 of whom were selected and the data were collected through questionnaire and analyzed by structural equation modeling by smart PLS software.  Findings of the research show that Islamic work ethics is negatively associated to turnover intention and positively to the work engagement. However, negative and significant relationship was found between engagement and turnover intention. Finally, employee engagement mediates the relationship between Islamic work ethics and the turnover intention.

One of the challenges facing public organization in Iran is the lack of desirability in achieving expected performance. This performance weakness can have different causes. Among those are relations between the manager and the employee. There are various opinions about the relationship between the manager and the employee, but it seems that the quality of this relationship and its indicators in public organization is less discussed. The final purpose of the research is to examine the dimensions of the quality of the relationship between the manager and the employee and provide a measure of the quality of this relationship. The method is qualitative research. Therefore, using the method of theme analysis, the initial codes were identified and subsequently the subsidiary and main themes of the research concept were classified. The questioners are among the directors and staff of public organization in Iran who collected research data using surveyed and snowball sampling methods and interviewing tools, and this continued to theoretical saturation. Data were analyzed using MAXQDA software. As a result of the data analysis, 42 themes, 13 sub themes and 5 main themes were identified and finally, the research quality indicators of the relationship between manager and employee were presented.

Human resources are the most valuable and most important factors in the development of any country that can guarantee the stability and progress of organizations. Given the importance of human resources in the police force, as a people-oriented organization, this study has been done aimed to identify and prioritize the factors affecting human resources productivity in the East Azerbaijan police. To this end, 250 employees of the police headquarters and the provincial police headquarters city of Tabriz, 70 staff and 180 line responded to the factors affecting productivity questionnaire. Friedman test results showed that from the productivity of organizational factors, from personal factors, individual abilities and personal skills, from the job factors, having enough time to do the right things, from workplace factors hours of work and good working shifts, from management factors the correct selection of staff , from organizational factors, The sufficient salary, from cultural factors the spirit of cooperation related to the organization and from communication factors appreciate, support and gratitude of managers and officials were the first priority factors affecting productivity. First-class managers and middle managers of the police can act regarding priority of factors affecting the productivity and try to reduce these factors in order to increase organizational productivity. Therefore the employers would have fewer concerns in their missions

Maintaining and upgrading employee's dignity is one of the organizational requirements for their satisfaction and motivation. The purpose of the present research is to analyze the results of research on employee's dignity in order to enable organizations to self-assess and plan their employees. For this purpose, according to the quality methodology, which is one of the most promising methods, after the initial search and finding and refining the resources related to the status of employees, by using a critical evaluation method, from 146 sources found, 42 sources were selected and then Using qualitative analysis of documents using the Atlas software, 224 primary codes were obtained. After refining and re-categorizing the initial codes by the research team, four dimensions, 15 components and 49 indicators were obtained in relation to employee status. The main dimensions of employee's dignity include personal dimension, occupational dimension, organizational dimension and environmental dimension.Organizations can use these indicators to promote their employee's dignity.

This research aims to consider the effects of job security on resistance economy in the environment of a military organization. This is a field-descriptive research from the point of method and practical from the point of goal. The population of this research encompasses all managers and prime specialists and the statistical sample includes 95 by random sampling. After consideration of different models in job security and excavation of its factors, they aboriginized based on organizational conditions and categorized into different dimensions of job security. Then the information gathered by researcher made questioner and analyzed by one-sample T-test for confirmation and Freedman test for ranking. The results showed that all factors of job security such as environment and atmosphere of work, employee empowerment, job satisfaction, employee's mind certainty, managerial factors and job factors effect on resistance economy. So, we can conclude that employee job security effects on resistance economy. The results from Freedman test also showed that employee job satisfaction is the most effective and managerial factors is the least effective factor.

This study aimed to investigate the effect of organizational capacity on employer fulfilling to psychological contracts by employee. This is a descriptive survey and correlational; and in terms of nature is practical. For this purpose, we select 173 staff based on Stratified sampling method from Isfahan Islamic Azad University. constrant, content and nominal validity of the questionnaires are confirmed. Reliability calculate by using of Cronbach's alpha coefficient.The results show that organizational capacity dimensions effect on employer fulfilling to psychological contracts. So organizational capacity building including appropriate strategies, leadership style worthy organization, qualified staff and the skills required by the organization, systems and structures are effective and efficient and shared values can affect the obligation of employers to employer fulfilling to psychological contracts.

The aim of this study is to examine the role of organizational virtuousness and organizational citizenship behavior in employees’ professional moral courage. The Statistical population consisted of all employees in the Isfahan Tele Communication in 2011. From this population، 141 employees were selected using simple random sampling. Data was collected through administration of scales of organizational virtuousness، organizational citizenship behavior and professional moral courage with five dimensions including moral agency، multiple values، endures threat، going beyond compliance، moral goal. Data were analyzed with the use of Pearson’s correlation coefficient and hierarchical regression analysis. Results showed that there were significant positive correlations between organizational virtuousness with multiple values، and organizational citizenship behavior with moral agency، multiple values، endures threats and going beyond compliance، Also، hierarchical regression analysis shows that، organizational virtuousness predicts goes beyond compliance and organizational citizenship behavior has predicted moral agency، multiple values، endures threats and going beyond compliance.

Employee performance appraisal is a systematic and continuous assessment in order to identify necessary areas for growth and improvement of human resources. It is obvious that the performance appraisal methods in different organization levels should be different. These differences are because of job profile and objective in different organization levels. This research tries to find the best way to evaluate the performance of the employees in SAPCO. In addition, the employee performance appraisal methods were prioritized according to assessed person features, assessor features, assessment process, assessment tools and assessment outcomes. The performance appraisal actors in SAPCO were the statistical population in this paper. Scale and couple questionnaires and interviews were the data collecting tools. In order to analyze the data, we used ANP and Fuzzy Topsis. The results showed that MBO and Ranking are the appropriate performance appraisal methods in SAPCO.

ased on scientific models and by proposing one main hypothesis and three sub-hypotheses, the current paper aims to indentify the ways by which police executives can foster intra-organizational social capital. Data collection was based on a library research method. In addition to the micro-models of Ghoshal and Hanapyt, the behavior of police executives were explained in terms of these models. Then, for scientific and validity purposes, police officers studying at University of Police Sciences at three levels of BA, MA and PhD were selected as the population and two samples were chosen from this population, the first sample was the excutives group which included 15 PhD candidates having colonel rank; the second sample included subordinate officers. For the first group a 13-item Likert-scale researcher-made questionnaire was used. For the second group a similar 18-item questionnaire was used based on the three hypotheses mentioned above. After face validation and reliability estimation, which were respectively .84 and .91, the questionnaires were distributed and collected thereafter. The data collected by the two groups was tested by one-sample t-test and the three hypotheses were all proved, with the second group carrying more statistical weight. 87.5 % of the second group considered the new generation commanders more active in promoting social capital