Nasrin Tavili; Afshin Robati
Abstract
IntroductionThe competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations ...
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IntroductionThe competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations that intend to operate at the global level need developed employees more than others in order to reach this level properly. Therefore, the purpose of this study was to predict the development of human resources based on imposter syndrome, organizational Stockholm syndrome and organizational citizenship behaviors. Method The research method was correlational. In this research, all employees of Mammoth Company were evaluated in 2022 and the sample size was determined using GPower software and 150 employees were randomly selected. For data collection, the Adult Attachment Scale (Collins & Read, 1990), the Imposter Phenomenon Scale (Clance & Imes, 1978), the Organizational Citizenship Behavior (podsakoff, 2000), and the Human Resource Development Questionnaire (Airbay, 1998) were used. Data were analyzed using Pearson correlation and regression analysis using Spss 26 software.ResultsThe findings show that the variables included in the regression model can predict 31% of the variance of human resource development in employees. Imposter syndrome with a beta of -0.25 (T=-2.30, P<0.02) and organizational Stockholm syndrome with a beta of -0.35 (T=-3.27, P<0.001) can significantly predict human resources development. However, organizational citizenship behavior with a beta of -0.01 (T=0.17, P<0.8) is not a significant predictor for human resources development. DiscussionAccording to the results of Imposter syndrome and organizational Stockholm syndrome as a kind of defense mechanism due to negative perfectionism, procrastination, pressure, lack of inspiration and weak creativity, it weakens the development of human resources in employees and as a result leads to low performance.
Mohsen Golparvar; Ali Fathi; Maryam Kazemi; Afsaneh Rahmati Azarmonabadi
Abstract
Introduction This study aimed to investigate the role of psychological capital in relation to organizational citizenship behaviors. Method Research statistical population was the employees of three independent organizations (a public sector organization, a service organization and female teachers) ...
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Introduction This study aimed to investigate the role of psychological capital in relation to organizational citizenship behaviors. Method Research statistical population was the employees of three independent organizations (a public sector organization, a service organization and female teachers) in Ahvaz and Isfahan. From this population, 279, 267 and 351 employees were selected by convenience sampling method, respectively. Research instruments in three studies were psychological capital and organizational citizenship behaviors questionnaires. Data were analyzed by regression analysis (enter method). Results Results of the first study revealed that, only hope, self-efficacy and resiliency predicted organizational citizenship behaviors toward individuals and hope, resiliency and optimism predicted organizational citizenship behaviors toward organization. Results of second study indicated that, self-efficacy is marginal predictor of helping, and self-efficacy, hope and optimism are able to predict civic virtue. The results of third study showed that from the four components of psychological capital, only self-efficacy able to predict organizational citizenship behaviors toward organization. Discussion In sum, the results of this study showed that in any given organizational structure, some of psychological capital components can be related to the organizational citizenship behaviors.
Nastaran Pasha; Iraj Shakerinia; Abbas Abolghasemi
Abstract
The aim of this research was to investigate the relationship of organizational citizenship behaviors, organizational spirituality and social capital with employees' counterproductive behaviors. The statistical population consisted of all employees of Qazvin Haft Almas Manufacturing Factories. The research ...
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The aim of this research was to investigate the relationship of organizational citizenship behaviors, organizational spirituality and social capital with employees' counterproductive behaviors. The statistical population consisted of all employees of Qazvin Haft Almas Manufacturing Factories. The research sample consisted of 276 employees of this population who were selected by convneince method. Instruments included Bennett & Robinson counterproductive, Milliman et al. organizational spirituality, Podsakoff et al. organizational citizenship behavior and Lauderdale social capital questionnaires. The data were analyzed using Pearson correlation coefficient and multiple regression analysis. The results of multiple regression analysis showed that organizational citizenship behaviors (12.2%), organizational spirituality (1%) and social capital (5%) explained the variance of counterproductive behaviors.
Monirsadat Zakerfard; Abulghasem Nouri; Hoshang Talebi; Hossein Samavatyan
Abstract
The aim of present research was to investigate the mediating role of work-family balance in the relationship between job autonomy and organizational citizenship behaviors. The research methodology was of descriptive and correlational type. The statistical population comprised all employees in a governmental ...
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The aim of present research was to investigate the mediating role of work-family balance in the relationship between job autonomy and organizational citizenship behaviors. The research methodology was of descriptive and correlational type. The statistical population comprised all employees in a governmental organization in Isfahan. Using stratified random sampling method, 150 employees were selected from the statistical population. The research tools included Work-Family Balance, Organizational Citizenship Behaviors and Job Characteristics Questionnaires. Structural equation modeling (SEM) was used for data analysis. The results showed that work-family balance plays a complete mediating role in the relationship between job autonomy and employee-oriented organizational citizenship behaviors, while this variable partially mediated the relationship between job autonomy and organization-oriented organizational citizenship behaviors. This research suggests that job autonomy leads to work-family balance and in this way resulting in increasing organizational citizenship behaviors.
Asghar Aghaei; Darush Jalali; Hoshang Talebi; M.A. Mazaheri
Volume 1, Issue 1 , May 2014, , Pages 1-26
Abstract
The present study aimed to examine the effectiveness of mindfulness- based cognitive training (MBCT) adapted for Iranian culture on organizational citizenship and anti- service behaviors in employees. In this quasi-experimental research design, 36 employees were selected and randomly assigned into the ...
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The present study aimed to examine the effectiveness of mindfulness- based cognitive training (MBCT) adapted for Iranian culture on organizational citizenship and anti- service behaviors in employees. In this quasi-experimental research design, 36 employees were selected and randomly assigned into the experimental and control groups (each group n=18). The organizational citizenship and anti-service behaviors of the participants were later assessed during three phases of pre-test, post-test and follow-up of 4 months. The experimental group received 8 sessions of MBCT adapted for Iranian culture as each session took 120 minutes. The results of the MANCOWA revealed that MBCT have constant significant effects on changes of mean scores of organizational citizenship and anti-service behaviors (P£0.01). It is also concluded that MBCT have continued effects on improving organizational citizenship behaviors and modifying anti-service behaviors in employees.
