Journal of Innovation Management and Organizational Behavior
Volume:1 Issue: 1, 2021

Job burnout is the response of people to stressful factors in the work environment, which causes changes in their attitude and behavior towards work and work environment, and organizational factors such as organizational culture and job motivation affect it. The current research was conducted with the aim of predicting job burnout based on the organizational culture and motivation of Iran Khodro Diesel employees.

The descriptive study method is correlation. Among the statistical population that were employees of Iran Khodro Diesel; A sample equal to 357 people was selected randomly. The data of the research was collected by using Moslesh job burnout questionnaires, Hofstede's organizational culture and Habibi's job motivation questionnaires. For data analysis, SPSS-19 software and statistical tests of correlation coefficient and linear and multivariate regression were used.

The results of the research showed that organizational culture and job motivation components can predict and explain job burnout. Also, organizational culture can predict job motivation.

Based on the findings of this research, it appears that cooperative organizational culture creates the highest amount of job motivation and the least amount of job burnout.

Background and purpose

This research was conducted with the aim of investigating the relationship between psychological ability and quality of work life with the job satisfaction of professors of Islamic Azad University, Bandar Abbas branch.

The method of this descriptive research is a correlational type. To determine the reliability of the questionnaire, Cronbach's alpha method was used and it was calculated using SPSS software, which was 0.945 for Spritzer and Mishra's psychological empowerment questionnaire and 0.945 for Walton's quality of work life questionnaire. Reliability was 0.865 and for Herzberg's job satisfaction questionnaire, reliability was 0.869. The statistical methods used in this research include descriptive statistics (percentage, frequency, mean and standard deviation) and inferential statistics (simple regression and multivariate regression).

The results of the research showed that there is a positive and significant relationship between psychological ability and job satisfaction of Islamic Azad University professors, Bandar Abbas branch. Also, in examining the dimensions of psychological empowerment, the results showed that there is a relationship between competence, autonomy, influence, and trust with the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas branch, and there is no relationship between meaningfulness and the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas branch. Further, the results showed that there is a relationship between the quality of work life and job satisfaction of the professors of Bandar Abbas Islamic Azad University; Also, in the examination of the dimensions of the quality of work life, the results showed that there is no relationship between fair and appropriate compensation, safe and healthy working conditions, integration and social cohesion in the organization, the general atmosphere of life, social dependence of work life and the job satisfaction of the professors of the Islamic Azad University, Bandar Abbas branch. and there is no relationship between providing opportunities for growth and development security, human capabilities, legalism in the organization and the job satisfaction of the professors of Islamic Azad University, Bandar Abbas branch.

Paying attention to the concepts of psychological empowerment and organizational behavior and helping to establish them in the educational system, in a meaningful relationship with job satisfaction, can be useful in improving the performance and efficiency of educational centers.

The purpose of this research was the role of mediators of job motivation in the relationship between job characteristics and job procrastination among employees of Islamic Azad University, Arsanjan branch.

The research design is descriptive and correlational, and the statistical population of this research is the employees of the Islamic Azad University of Fars province. were evaluated. SPSS software and correlation and regression coefficients were used to analyze the research data.

Based on the research hypothesis, the results showed that: all dimensions of job characteristics are significant and inverse predictors of job procrastination. In other words, with the increase of these characteristics, occupational procrastination shows a decrease. Also, among the dimensions of job characteristics, only the job identity dimension was able to predict job motivation; That too in reverse.

In the end, the research findings did not confirm the mediating role of job motivation in the relationship between job characteristics and job procrastination. This finding confirms the disconfirmation of the main hypothesis of the research regarding the relationship between the constructs of job characteristics, job motivation and job procrastination.

Considering that the world is becoming more and more interconnected and organizations are becoming more and more multinational and culturally diverse, it is vital and necessary that people have the knowledge and skills to effectively deal with challenges and demands. face a global community. In this regard, the present research has been carried out in order to investigate the relationship between cultural intelligence and the performance of the management center of seminaries as an institution operating at the international level.

The current research was a descriptive correlation type and the data was collected from 86 employees of the management center of seminaries using a questionnaire. In order to measure cultural intelligence, the questions of the standard questionnaire provided by Ang were used, and to measure the performance, the questions that were developed based on the review of the existing literature in the field of performance were used, and both categories of questions were provided to the professors in the form of a questionnaire It was confirmed and its reliability was obtained using SPSS software, 0.953.

The results obtained from the Spearman correlation test showed that there is a relationship between cultural intelligence and performance, dimensions of cultural intelligence (metacognitive, cognitive, motivational, behavioral) and performance. The priority of the dimensions of cultural intelligence of the management center of seminaries was obtained based on the results obtained from Friedman's test as follows: motivational cultural intelligence, behavioral cultural intelligence, metacognitive cultural intelligence, cognitive cultural intelligence.

Based on the results obtained from the average test of a statistical population, cultural intelligence, metacognitive cultural intelligence, cognitive cultural intelligence, motivational cultural intelligence, behavioral cultural intelligence and the performance of the seminary management center staff were at the optimal level.

The main issue in this research is to examine the relationship between some organizational variables (such as emotional intelligence, organizational intelligence, and intellectual capital management) and organizational agility. Considering this importance, the researcher has decided to examine the relationship between some organizational variables as predictor variables in the criterion variable (organizational agility) to investigate the relationship between effective organizational factors and organizational agility.

The current research is descriptive and correlational. The statistical population is all the managers of government offices in Yasouj, which were more than 200 people. From this number, 127 people were selected using the stratified random sampling method, and questionnaires on organizational agility, emotional intelligence, organizational intelligence, and intellectual capital management were provided to them.

The data was collected, and using Pearson, Spearman, and multiple regression statistical methods, it was observed that there is a significant relationship between the dimensions of these variables and in predicting the organizational agility variable, self-management with a beta value (0.326), application of knowledge with beta value (0.282), unity and agreement with beta value (0.268), and relational capital with beta value (0.229), have a more positive effect compared to other variables.

the managers of government departments can improve the infrastructures, including flexible organizational structure, by creating new strategies; Delegation of authority to experts; effective training of employees; fast response; rapid allocation of resources; strategic vision; improving quality; providing value to the customer; risk management capability; Employee participation; Capable and multi-skilled employees and flexible employees increase their agility capabilities.

This article aims to examine the basics of criminalization in Iran in administrative offices.

The research method is a descriptive-theoretical approach that, while reviewing the basics of criminalization, it expresses the records, regulations, backgrounds, the views of different experts, books, and articles published in this field.

The review of the theoretical background showed that criminalization is one of the subjects studied in the field of criminal law, which determines the criminal actions (actions and omissions) in the punishment. In the current era, due to the systematization of governance structures in various dimensions and the expansion of public and private organizations, violations and administrative corruption have become one of the basic challenges in the field of social sciences, sociology, psychology, criminology and especially criminal legislation in Iran, and conflicts have taken many. In Iran's administrative law, boards for dealing with occupational violations, including important supervisory mechanisms in executive administrative bodies, have been formed to realize the rule of law and justice and to create order in the administrative system to govern employees' behaviors working in the office environment. Some of the crimes committed by people working in administrative jobs are violations that must be reported to administrative violation boards, and these bodies are obliged to handle them, and this obligation is not only moral, but the Iranian legislature has set a guarantee of implementation for it. The extent of criminalization and the amount of government criminal intervention in various fields, including administrative jobs, are closely related to the type of political system of each country, the ruling ideology, and finally, the type of its criminal policy model that the main and general strategies are often reflected in the constitution.

In general, criminalization is a process by which the legislator, taking into account the basic norms and values of the society and relying on his accepted theoretical foundations, prohibits the current act or omission; It also imposes a guarantee of criminal execution. In Iran's criminalization, examples have been set for occupational crimes that need to be changed.