Maryam Seifi; Mohammad Keshavarz
Abstract
Introduction
Today, many advanced organizations are looking for ways to strengthen and improve the state of organizational training, and many emerging approaches have been proposed in this regard. The present study was conducted to Investigate the role of mentoring on the effectiveness of employee training ...
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Introduction
Today, many advanced organizations are looking for ways to strengthen and improve the state of organizational training, and many emerging approaches have been proposed in this regard. The present study was conducted to Investigate the role of mentoring on the effectiveness of employee training through the mediation of being seen at work in Kashan Electricity Distribution Company.
Method
The research method was a correlational description. 103 employees of Kashan Electricity Distribution Company were selected as the sample of this research. To analyze the data, partial least squares method and Smart PLS-2 software were used. Convergent validity was used to measure validity, and Cronbach's alpha was used to measure reliability, and its coefficient is greater than 0.7 for all research constructs.
Results
The obtained results indicate that mentoring has a positive and significant relationship with the path coefficient (0.409) and t value (4.08) on the effectiveness of employee training in Kashan Electricity Distribution Company. Also, the positive and significant relationship of mentoring on employee visibility was confirmed with a path coefficient (0.583) and t value (3.47). On the other hand, visibility at work has a positive and significant relationship with the path coefficient (0.628) and t value (5.31) on the effectiveness of employee training. Finally, the results of this research showed that being seen at work plays a mediating role in the relationship between mentoring and the effectiveness of employee training.
Discussion
Based on the results of the research, it can be stated that company managers should try to solve the problems of the educational system by using the optimal mentoring system in the work environment and making the training of the organization more effective.
Sayed Rahim Savafi Mirmahalleh; Shabnam Zarjou; Fatemeh Pour Sobhan Doraghi; Mohammad Keshavarz
Abstract
Introduction
The aim of this study was to investigate the effect of organizational bullying on loneliness of employee with the mediating role of abusive supervision and emotional blackmail.
Method
This study was performed in terms of applied purpose, descriptive type, and survey method. The ...
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Introduction
The aim of this study was to investigate the effect of organizational bullying on loneliness of employee with the mediating role of abusive supervision and emotional blackmail.
Method
This study was performed in terms of applied purpose, descriptive type, and survey method. The participants were 212 employees of sport organizations in Semnan, who were selected by the census sampling method. The Partial Least Squares method and Smart PLS2 software were used for data analysis. Convergent validity was used for testing validity. Cronbach's alpha coefficients for all research variables were more than 0.7.
Results
The results indicated that organizational bullying with a path coefficient of 0.44 has a positive and significant effect on loneliness feeling of employees in the organization. The findings also showed positive and significant effects of organizational bullying on abusive supervision with a path coefficient of 0.64, and emotional blackmail with a path coefficient of 0.50. Also, abusive supervision and emotional blackmail with path coefficients of 0.42 and 0.38 respectively, had positive and significant effects on feeling of loneliness of employees in the organization. The mediating role of abusive supervision and emotional blackmail between organizational bullying and loneliness of employees also confirmed.
Discussion
If organizational bullying is prevalent in an organization, managers will show more abusive supervision and emotional blackmail, which in turn leads to employees’ feeling of loneliness in organizations. On the other hand, if managers have behaviors based on trust and respect, they will not seek emotional blackmail from their subordinates, so organizational control and supervision will improve employee performance and productivity. This in turn can reduce the feeling of loneliness of employees in sport organizations.
Davood Feiz; Salman Ahmadi; Mohammad Keshavarz
Abstract
Introduction The aim of this study was to investigate the relationship between employees' depression and the the eudaimonic well-being of employees, while examining the mediating role of intrinsic motivation, controlled extrinsic motivation, and amotivation. Method The statistical population of ...
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Introduction The aim of this study was to investigate the relationship between employees' depression and the the eudaimonic well-being of employees, while examining the mediating role of intrinsic motivation, controlled extrinsic motivation, and amotivation. Method The statistical population of the study was 189 employees of public organizations in Shiraz who were selected by convenience sampling method. The questionnaire contains 25 items with a 5-point Likert scale. In order to analyze the data, partial least squares and Smart PLS-2 software were used. To assess the validity and reliability, the convergent validity and Cronbach's alpha were used. Results The results showed that depression has a negative and significant effect on the eudaimonic well-being of employees and the intrinsic motivation, but has a positive and significant effect on controlled extrinsic motivation and amotivation. Also, intrinsic motivation and controlled extrinsic motivation have a positive and significant effect on the eudaimonic well-being of employees. The mediating relationship between depression and eudaimonic well-being of employees was also confirmed by three variables of intrinsic motivation, controlled extrinsic motivation and amotivation. Discussion Given that employees in the the public organizations need to have high physical and mental capacity, the existence of depression will reduce this ability and on the other hand it will underestimate the eudaimonic well-being of employees. When the employees are given the necessary motivation, well-being will create a higher level in them.
hossein damghanian; mohsen farhadi nejad; mohammad keshavarz
Abstract
The purpose of this study was to investigate the mediating role of interpersonal deviance on the relationship of organizational incivility and knowledge sharing intention. The participants were 104 employees of Fars regional water department in Shiraz, who were selected by convenience sampling method. ...
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The purpose of this study was to investigate the mediating role of interpersonal deviance on the relationship of organizational incivility and knowledge sharing intention. The participants were 104 employees of Fars regional water department in Shiraz, who were selected by convenience sampling method. Smart PLS2 was used for data analysis. Findings showed that organizational incivility negatively related to knowledge sharing intention, and positively related to interpersonal deviance. Results also revealed that interpersonal deviance had negative relationship with knowledge sharing intention. The mediating role of interpersonal deviance on the relationship between organizational incivility and knowledge sharing intention was not confirmed.
