جستجوی مقالات مرتبط با کلیدواژه « درهم تنیدگی شغلی » در نشریات گروه « مدیریت »

The aim of this study was to investigate the effect of job entanglement on emotional commitment mediated by job satisfaction and job engagement .

The research method was descriptive-correlational. The data collection tool was a questionnaire, the validity of which was confirmed by content method. The validity of the questionnaire was calculated and confirmed using Cronbach's alpha. Sampling method by counting method and Standard questionnaire was distributed among 338 employees of Payame Noor universities in Hormozgan province and 306 were collected. The data obtained from the questionnaire were analyzed to test the research hypotheses using structural equation modeling with Smart PLS software.

The results of testing the hypotheses showed that job entanglement and job sacrifice dimension had a significant effect on emotional commitment but employee connections and Occupational fit did not have a significant direct effect on emotional commitment. Job satisfaction has a mediating role in the impact of job entanglement and its dimensions on emotional commitment and also the job engagement as a mediating role in the impact of job entanglement and its dimensions on emotional commitment.

Identifying the effects of job entanglement can help to direct the emotional commitments of individuals in the organization.

The aim of this study is to present a Job Embeddedness Model of High School teachers in Isfahan.

This research was thematic analysis based on Stirling's method. By carefully studying domestic and foreign reliable sources and taking notes on key and related points, examples of job entanglement were extracted with the help of Maxqda10 software.

Firstly, 572 basic themes were extracted and then merged and categorized in 134 basic themes, 11 organizer themes and 4 inclusive themes. Inclusive themes include values alignment, sociability, justice alignment and professionalism. Organizer themes include paying attention to personal values, paying attention to organization values, organizational participation, Interoperability of the individual-community, Fair allocation of organizational resources, Respect for individual rights, Respect for organizational rights, Respect for Social rights, Professionalism based on individual characteristics, Professionalism based on organizational characteristics and Professionalism based on social components.

This study presented a complete and comprehensive JE model of high school teachers. This model should be available for headmasters and using it for improvement of JE of teachers.

voluntary turnover of employees. Voluntary turnover makes numerous direct and indirect costs for the organizations. Thus, the organizations are always looking for approaches to retain their employees. Job embeddedness is one of the innovative approaches to prevent employees from voluntary turnover. Accordingly, the purpose of this study is to present an employees' job embeddedness model.

The present study employed a mixed sequential exploratory design. The research strategy was data theory of the foundation and its participants include Iranian senior managers and deputy human resources in insurance industry. Through targeted sampling and observance of theoretical saturation, 13 individuals were interviewed. The main data collection tools in the qualitative section were semi-structured interviews, and in the quantitative section, a researcher-made questionnaire was used to validate the conceptual model. The inter-coder reliability method was employed to assess the reliability of the interviews, and the seven-step procedure was used to assess the validity.

The conceptual model was determined in the form of a paradigm model. Causal factors include individual, occupational, organizational, and community factors; Dimensions of the main phenomenon consist of cohesion, proportion, and sacrifice; Intervention conditions contain type of organization, individualist-collectivist culture, and gender; Underlying conditions include facilitators and limiting factors; Mechanisms consist of external links, internal links, maintaining human dignity, human resource management measures, empowerment, and participation programs; And finally, the consequences encompass the consequences of individual level, organizational level, and macro level (community). Besides, the results of model validation carried out through structural equation modeling revealed that, according to the experts' opinions, the conceptual model has sufficient validity.

Using this model as well as observing the considerations governing it at each stage, aid organizations, especially insurance companies, to prevent the voluntary departure of their staff and keep them in the organization. This provides a new platform for future research on employee retention in the organization and attention to the community context in this area.

The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey on based on data collection method. The population of this study was the branch staff of one of the private banks in Tehran. Sampling method was random clustering and standard questionnaires were used for data collection. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. The findings showed that perceived organizational support had a positive and significant effect on organizational identification. In addition, job embeddedness played a partial moderating role in the relationship between perceived organizational support and organizational identification. That is, increasing links and fit as the two dimensions of job embeddedness, resulted in improving the relationship between the two variables, but the sacrifice dimension had no significant moderating role. Analyzing and theoretical and practical suggestions that will be of great help to policymakers and practitioners in the field of human resources management are presented at the end of the article.

Human Resource is the most important element in every organization and it can direct a country toward developing  goals. Utilizing  this valuable wealth in a good way has always been a considerable subject in every society and achieving the goals of development depends significantly upon management of this crucial resource. The current research is seeking the relationship between employees’ perception of commitment based human resource practices , job embeddedness  and intention to quit. The questionnaires, using simple sampling, were distributed among the branches of Refah Kargaran Bank in Shiraz city, and number of respondents was 144. The hypotheses of this research were approved through the application of structural equation modeling method which used SPSS and SMART PLS softwares. The results show that there is a meaningful relationship among the employees’ perception of commitment based human resource practices, job embeddedness and intention to quit. The mediator role of  job embeddedness is also  approved

The purpose of this study was to investigate the mediating role of job embeddedness in relation between perceived job security and autonomy with intention to quit among employees of governmental organizations in Mashhad. The present research is applied in terms of the purpose and in terms of the method of doing the work is a survey type. The statistical population consisted of employees of 10 Public Organizations in Mashhad who were prepared to cooperate. A random stratified sampling method was used to collect data from these organizations. The minimum size of the sample was determined according to the Cochran formula of 433 people. Finally, 450 questionnaires were collected and analyzed. Findings showed that perceived job security and autonomy had a positive effect on job embeddedness. Also, the effect of job embeddedness, perceived job autonomy and security on the intention to quit among employees was also meaningful. In addition, the mediating role of job embeddedness was confirmed.