Golnaz Mehdi Asri; Hossein Safarzadeh; Mohammad Reza Rabiee Mandejin
Abstract
IntroductionThe purpose of the current research was to meta-analyze the foreign research conducted regards factors related to organizational justice, in order to estimate the effect size of the correlations related to organizational justice. In fact, this research was trying to investigate this issue ...
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IntroductionThe purpose of the current research was to meta-analyze the foreign research conducted regards factors related to organizational justice, in order to estimate the effect size of the correlations related to organizational justice. In fact, this research was trying to investigate this issue according to the existing research records, what are the factors related to organizational justice in foreign research and also which of these factors have the strongest relationship with organizational justice. MethodThe statistical population of the current research included all research conducted regarding organizational justice until the end of the first half of 2023, and based on purposeful sampling method, 32 research documents that had suitable characteristics to enter the meta-analysis were selected, and in order to analyze the data, the second edition of comprehensive meta-analysis (CMA) software was used. ResultsDue to the heterogeneity between the studies, the random effects model was used to combine the results and reach the effect size.The effect size of the random model of the correlations of organizational justice in the studies under review was 0.299, which according to Cohen's interpretation system is within the confidence range at an average level.The results showed that among the correlates related to organizational justice in the banking network, the intention to comply with the information system security policy, satisfaction with services and organizational trust, are the strongest factors, while hiding knowledge, organizational performance and the turnover intention of employees, are the weakest factors. DiscussionConsidering the many factors related to organizational justice, it should be said that without gaining knowledge about the level of employees’ perception of organizational justice, it will not be possible to achieve organizational goals and realize organizational visions and improve the status of organizational performance and organizational excellence.
Fateme Motavalli Jafarabadi; Ali Yazdkhasty; Zahra Sadeqi-Arani
Abstract
IntroductionIn a changing environment, organizations should consider creativity and innovation in the workplace. It would be a competitive advantage for organizations. The purpose of this study was to investigate the factors affecting creativity through meta-analysis in Iranian organizations by integrating ...
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IntroductionIn a changing environment, organizations should consider creativity and innovation in the workplace. It would be a competitive advantage for organizations. The purpose of this study was to investigate the factors affecting creativity through meta-analysis in Iranian organizations by integrating separate research conducted in the field of creativity, the factors affecting it and the effect size of each factor and the degree of homogeneity.MethodThe research method is meta-analysis. CAM2 software has been used for this purpose. In the initial search based on the year and language, 1687 related documents were found from the studied databases. After that, 170 pieces of research were selected by inclusion criteria and entered into the meta-analysis process. ResultsFindings showed that at the 95% confidence level, organizational factors have a significant effect on organizational creativity and can explain 0.52% of changes in organizational creativity variable. Also, the results of the heterogeneity test indicated that there is heterogeneity between the studies, which is why the random effect size has been used. The funnel diagram also indicated that the standard error is low and the bias is relatively low, it indicates a normal and random distribution, and the observed error is due to possible oblique types.The results of this study show that the P-value of bureaucracy culture, hierarchical culture, job complexity, behavior-oriented strategy, and delegation is more than 0.05. These variables did not affect organizational creativity. Also, the variables of strategy and policies based on knowledge and tribal culture with the effect size of 0.65 and 0.63, the highest percentage of creativity changes in Iranian organizations, and the variable of pragmatic leadership with the effect size of 0.17, the lowest percentage of creativity changes in Iranian organizations. DiscussionOn the basis of research results, efforts to improve organizational culture, especially the enrichment of tribal culture, as well as development of organizational knowledge management strategies, and planning to implement these strategies will have a significant impact on the development of organizational creativity in Iranian organizations.
Mohsen Niazi; Fatemeh Moosavi viae; Fatemeh Mansoriyan Ravandi
Abstract
Work and family are the essential components of each person's life, which forming part of the person's identity and behavior. A person may experience conflict regarding the expectations of the role of these two parts. Various studies have been conducted regarding the effect of work-family conflict on ...
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Work and family are the essential components of each person's life, which forming part of the person's identity and behavior. A person may experience conflict regarding the expectations of the role of these two parts. Various studies have been conducted regarding the effect of work-family conflict on job burnout, job stress, and turnover, and different correlation coefficients have been obtained in this regard. Accordingly, the aim this study was to merge the results of these studies by meta-analysis technique. In this meta-analysis, 15 eligible studies which carried out between the years 2011 to 2016 were investigated by CMA2 software. The selected studies using the Maslach Burnout Inventory (MBI) and Greenhaus and Biotel Work-Family Conflict Questionnaires. The results indicated the heterogeneity of the effect sizes and absence of diffusion bias in the investigated studies. Fixed and random combined effect sizes of work-family conflict on job burnout were relatively strong (0.694 and 0.704 respectively).
