Research Article
Masoomeh Hormozinejad; Mojtaba Jahanifar; Maria Nasiri
Abstract
IntroductionProfessional learning communities provide a framework and process for continuous learning and professional growth of teachers. It is because, based on the general policies of creating transformation in the education system, the development of teachers' participation depends on the process ...
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IntroductionProfessional learning communities provide a framework and process for continuous learning and professional growth of teachers. It is because, based on the general policies of creating transformation in the education system, the development of teachers' participation depends on the process of improving educational, research, and cultural programs. Based on this, teachers need to have critical problem-solving skills and the power of divergent thinking to respond to the necessities of life. In addition, for living in the future society, which is rightly named the age of knowledge and information, professional learning communities for teachers will provide the basis for proposing various ideas, and it is something that can be an answer to coordinate with educational developments. Therefore, the need for a conceptual model of the professional learning community in teaching and learning is something that is becoming more apparent day by day. Because the basic purpose of professional development, which is also known as employees development, is to empower them to accept responsibility from a different perspective or to use new strategies. In professional learning communities, teachers and administrators of a school continuously seek to learn and share knowledge and act on their learning. The purpose of this learning is to increase their effectiveness in teaching students effectively. The lack of ability to create various interactions between users and the lack of a favorable environment for social participation are matters of interest in this field. Therefore, this research aimed to design a conceptual model of the professional learning community of secondary school teachers in Khuzestan province. MethodThe research was of the developmental-applied research type and qualitative method. In this research, the approach of the qualitative part of the research was based on the database theory and the data collection tool of semi-structured interviews with 18 university professors and experts, and activists in secondary schools. The data were analyzed using the grand theory analysis method. The obtained data were processed during 3 steps of open, central and selective coding. Atlasti software was used to analyze and interpret data. Results18 interviews were analyzed with 169 open codes, and with Strauss and Corbin's paradigm model, 17 core codes (causal conditions included, 4 core codes 1-individual factors with the categories of individual health, personality pattern and individual values 2-group factors including the categories of participation, teachers' solidarity 3-organizational factors with the categories of organizational values and organizational will 4-social factors including the categories of social solidarity and social accountability; the platform conditions include 3 core codes and 7 categories including 1-group platforms including the category of education 2-organizational platforms including the categories of organizational culture , organizational climate 3- Individual platforms including the categories of managerial characteristics, functional skills, career development and expertise and experience; intervention conditions including 1- organizational interventionist with the categories of executive and legal obstacles and informational and motivational obstacles 2- social interventionist including the categories of social conditions and Economic political conditions; the conditions of strategies include 1- individual strategies including the categories of selection and appointment, educational interventions and knowledge management 2- group strategies including the category of organizational communication management 3- organizational strategies including the categories of collaborative management, structural changes, evidence-based management and support of Educational systems 4- Social strategies including the categories of educational foundation, cultural foundation and development of trust in the society; and the conditions of the consequences including 1- Individual consequences including the categories of improving the mental state, improving the psychological state and improving the job attitude 2- Group consequences including the category of cooperation and group participation 3- Organizational consequences including the categories of service quality improvement, stakeholder satisfaction, organizational dynamism and agility, vitality Organizational and organizational citizenship behaviors 4-Social outcome included the categories of social capital development and social well-being. DiscussionFor the success of an education and training system, it is necessary to create and pay special attention to professional learning communities in the educational systems, and the more active professional learning communities exist in an educational system, the more successful the system will be. Therefore, based on the results of the current research, 1- providing opportunities and necessary conditions for the formation of positive and constructive changes and transformations in the school according to the needs of the society and helping people to accept these changes and go along with them 2- Providing suitable facilities and conditions for the access of teachers and the school staffs to important and key information for better educational decision-making, learning and teaching 3-Continuous monitoring of teachers' success and timely appreciation of them, especially when this success is only the result of teachers' group contributions 4-Appropriate use of opinions and suggestions of teachers, parents and the administrative staff of the school to solve school problems by providing areas for active participation, substitution and voluntary transfer of authority to them. 5- Creating an organic structure in the school based on dynamic and flexible relationships to transform it into a learning environment by reducing concentration and creating a fluid process in Information flow, experience sharing and doing things are recommended.
Research Article
Fatemeh Zamanpour Boroujeni; Hamid Reza Oreyzi Samani; Enayatollah Zamanpour
Abstract
IntroductionThe role of assessors and their training in order to increase accuracy and reduce errors in the results of the assessment center is undeniable. Two types of schema and frame of reference (FoR) training are commonly used in rater training. Also, there have always been differences between the ...
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IntroductionThe role of assessors and their training in order to increase accuracy and reduce errors in the results of the assessment center is undeniable. Two types of schema and frame of reference (FoR) training are commonly used in rater training. Also, there have always been differences between the results of the assessment center and the results of self, peer, and observer evaluation. Therefore, the purpose of this research was to identify the moderating role of two types of schema training and the behavioral frame of reference (FOR) of the assessor in the relationship between the results of the assessment center and the performance evaluation of self, peers and supervisors. MethodFor this purpose, in the first phase of the research, assessment skills were trained to two groups of PhD and senior psychology students with different orientations using a schema and behavioral of frame of reference, and the third group was not provided with any training as a control group that asked them to assess two groups of 28 managers of the industrial complex located in Isfahan city. It is necessary to explain that the evaluated competencies included judgment, leadership, planning, interpersonal relations and information processing. These competencies were in fact finding simulation exercises, group discussion, role playing and oral presentation. Then, after 6 months in the second phase of the study, managers, peers and supervisors were asked to complete the performance appraisal form (Nouri .et al, 2007) to be used as a criteria variable in the analysis. Pearson product-moment correlation coefficient and Fisher Z-Transformation, the relationship between results of assessment center and performance appraisal (self, peer and supervisor) and the correlation difference were investigated. ResultsOne of the most important results has been the effectiveness of training of assessors. In other words, the training of assessors of the schema and behavioral frame of reference (FoR) has been effective. Although the correlation between performance evaluation and assessment center’s results with assessors who received schema training is slightly higher than assessors who received behavioral training, this difference was not statistically significant. DiscussionTraining the assessors of the reference framework, either behaviorally or schematically, is one of the basic aspects of the assessment center (AC) and providing accurate results along with error reduction. Although there are differences between these types of training, but based on the results of this research, it can be concluded that the appraisal of self, peer, and supervisor are more similar to evaluators who have been trained in a schematic way. This result is due to the fact that in this type of training, the generality of behavior is evaluate, while in behavioral training, individual behaviors are observed, recorded, classified, and evaluated. In addition, assessor training methods as well as the direction of future research and practical and research suggestions are discussed.
Research Article
Hassan Jorfi; Amin Hakim
Research Article
Azin Taghipour; Sona Rahbar; Mohsen Khalili
Volume 11, Issue 1 , April 2024, Pages 51-62
Abstract
IntroductionWork motivation and innovative behavior play a vital role in the development of organizations, as they increase employee productivity and effectiveness. It also means the possibility of developing entrepreneurship, preparing them to be active for possible changes, their participation in the ...
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IntroductionWork motivation and innovative behavior play a vital role in the development of organizations, as they increase employee productivity and effectiveness. It also means the possibility of developing entrepreneurship, preparing them to be active for possible changes, their participation in the decision-making process and initiating action. The purpose of this research is to investigate the effectiveness of management games training on the work motivation and innovative behaviors of managers, who after familiarizing themselves with this technique and facing situations and using it in decision-making examine its relationship with work motivation and innovative behaviors. MethodThe research method was a semi-experimental pre-test-post-test type with a control group. management games training was applied as an independent variable to determine its effect on work motivation and innovative behaviors of managers as dependent variables. The sample size includes 30 managers of Datin Software Company, who were randomly assigned in two groups of 15 people, and their entry criteria were having work experience and being in the team for more than 2 years. The research instrument included two self-reporting questionnaires of Hackman and Oldham''s work motivation (1976) and Jansen''s employees’ innovative behavior (2000), which were administered to both groups before and after the intended intervention (Management Games training). Also, Data were analyzed mancova with SPSS23 software. ResultsThe results showed the effect of management games training on work motivation and innovative behaviors of managers (P
Research Article
Ali Abdi; Nematollah Azizi; Zinab Mirzaei
Abstract
IntroductionThe purpose of this study was to determine the fit of the conceptual model of organizational happiness based on perceived organizational and social support with the mediating role of teachers' quality of work life with the data. MethodThe method of the present research design is correlational ...
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IntroductionThe purpose of this study was to determine the fit of the conceptual model of organizational happiness based on perceived organizational and social support with the mediating role of teachers' quality of work life with the data. MethodThe method of the present research design is correlational and is part of applied research. The statistical population consisted of 640 elementary school teachers of Dehlran city, 240 of whom were selected based on Morgan's table by available sampling method. The instrument used are Watson's organizational happiness (1985); Perceived organizational support Eisenberger et al. (1986); Perceived social support was by Zimmet et al. (1988) and quality of work life by Walton (1973) questionnaires.ResultsThe results of data analysis using the structural equation modeling showed that the fit indices of the proposed model were confirmed.The results showed that perceived social support have a positive and significant effect on organizational happiness. The effect of organizational support on the quality of work life was significant. Also, the effect of quality of work life on organizational happiness was positive and significant. The indirect effects of perceived organizational and social support on organizational happiness with the mediating role of quality of work life were positive and significant. DiscussionAccording to the obtained results, it is suggested that the education authorities, by increasing organizational and social support and raising the level of well-being and quality of work life of teachers, should strive for their organizational happiness so that teachers can also help the organization in obtaining better results.
Research Article
Mehdi Dehestani; Seyedeh Atefeh Mahdavi
Abstract
Introduction
Work-family conflict is a fundamental issue that affects employees and is one of the most common complaints of any organization. Social capital and organizational commitment can be mentioned among the factors related to work-family conflict. Thus, the aim of this research was to investigate ...
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Introduction
Work-family conflict is a fundamental issue that affects employees and is one of the most common complaints of any organization. Social capital and organizational commitment can be mentioned among the factors related to work-family conflict. Thus, the aim of this research was to investigate the relationship between social capital and work-family conflicts with the mediating role of organizational commitment.
Method
This research is practical regarding the purpose and descriptive regarding the data collection method. The statistical population of this research is all the people working in the bazaar of Tehran. In this research, a convenient sampling method was used. Research tools include the work-family conflict questionnaire of Netmier, Bowles and McMarian (1996), the social capital questionnaire of the American Social Capital Association and the organizational commitment questionnaire of Balfour and Wechsler (1996). SPSS and smartPLS softwares were also used for data analysis.
Results
The results showed that the relationship of social capital with organizational commitment, and organizational commitment with work-family conflict are significant. In addition, This research confirmed the mediating role of organizational commitment in the relationship between social capital and work-family conflict.
Discussion
The results of the present study showed that organizational commitment can mediate the relationship between work-family conflict and social capital; Therefore, special attention must be paid to organizational commitment.
Research Article
Fatemeh Ghasemzadeh; Hamed Farhang Fallah; Davoud Abasi
Abstract
IntroductionThis study investigates the role of work meaningfulness as a mediator in the relationship between servant leadership and innovative work behaviors, addressing a gap in research on how leadership styles enhance the personal significance employees derive from their work. MethodThe research ...
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IntroductionThis study investigates the role of work meaningfulness as a mediator in the relationship between servant leadership and innovative work behaviors, addressing a gap in research on how leadership styles enhance the personal significance employees derive from their work. MethodThe research employed a descriptive survey methodology with a stratified random sampling method to collect data from a sample of 277 employees within Tehran's knowledge-based companies. The data analysis involved descriptive statistics, Kolmogorov-Smirnov tests for normality, and structural equation modeling using SPSS and AMOS 24.0 to test the hypotheses. ResultsThe findings revealed a significant positive impact of servant leadership on innovative work behaviors (p < 0.01), mediated by the work meaningfulness. Servant leadership empowers employees to become innovators by instilling purpose and growth opportunities. The study underscores the transformative potential of servant leadership in driving innovation within knowledge-based firms. DiscussionThe findings indicated the significance of servant leadership in enhancing innovative work behaviors through the mediating influence of work meaningfulness. This study contributes to understanding how leadership can inspire and facilitate innovation by aligning employees' sense of purpose with organizational goals. It emphasizes the need for knowledge-based firms, especially in developing countries, to adopt servant leadership practices to foster a culture of innovation and productivity. The results suggest that when employees perceive their work as meaningful, they are more engaged and innovative, aligning with the organization's innovation objectives.
Research Article
Yasaman Gholami; Abolhasan Faghihi; Karamollah Daneshfard
Abstract
Introduction
Smart talent management means effective or intelligent management of human resources, which includes the knowledge capital of an organization and the ability to produce, maintain, store, transfer and use knowledge in support of the organization to achieve its goals and objectives. The problem ...
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Introduction
Smart talent management means effective or intelligent management of human resources, which includes the knowledge capital of an organization and the ability to produce, maintain, store, transfer and use knowledge in support of the organization to achieve its goals and objectives. The problem of the current research is what are the different dimensions and aspects of smart talent management and how to successfully integrate talent management and knowledge management. Therefore, the purpose of the research was to identify the dimensions and components of Smart talent management in Iranian government organizations.
Method
This research is practical in terms of its purpose and is considered as a mixed exploratory research. In the qualitative phase of this research, the theme analysis technique was used, and in the quantitative phase, the confirmatory factor analysis method and Smart PLS software were used. In the qualitative phase, in order to design the research model, a semi-structured interview was conducted with 31 academic and executive experts who were selected purposefully. In the quantitative stage, in order to confirm the validity of the model, 85 human resource managers in Ministry of Communications and Information Technology were consulted. The sampling method was a simple random type and the data collection tool was a questionnaire.
Results
Based on findings, three categories of variables including guides, platforms and smart talent management measures were identified. Also, The findings of the quantitative section showed that the research variables are acceptable.
Discussion
The results of the research showed that intelligent talent management is a complex and multidimensional phenomenon and has differences in nature from talent management. The most important difference is the dynamic nature of smart talent management (considering the relatively static nature of talent management), which is due to the integration with knowledge management and the use of its capacities. Also, using the smart talent management approach in government organizations can bring many short-term and long-term effects and improve the quality level of human capital.
Research Article
Behnaz Nafardastgerdi; Hadi Farhadi
Abstract
Introduction
Among the issues that every organization should pay special attention to is knowing employees' psychological and occupational problems. Therefore, nowadays attention to the variable of occupational well-being among employees is increasing. Also, due to the working conditions of employees ...
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Introduction
Among the issues that every organization should pay special attention to is knowing employees' psychological and occupational problems. Therefore, nowadays attention to the variable of occupational well-being among employees is increasing. Also, due to the working conditions of employees in organizations and people's desire to work long hours, we can gradually witness the emergence of consequences such as work addiction. The present study was conducted to determine the relationship between narcissism and emotional self-regulation with occupational well-being and work addiction, considering the mediating role of mental health.
Method
This research is descriptive in terms of type and correlational research in terms of method, and its statistical population consists of all the employees of an organization in Isfahan city (two thousand employees), among them, 310 employees were selected as a sample through convenience sampling method. Research instruments include work addiction, occupational well-being, emotional self-regulation, dark personality traits, and mental health questionnaires. The data obtained from the research were analyzed using the Pearson correlation method and structural equation modeling.
Results
The results showed the relationship between emotional self-regulation and mental health; Mental health has a positive and significant relationship with job well-being and narcissism with work addiction, and the relationship between narcissism and mental health and the relationship between mental health and work addiction is negative and significant (p<0.05). Also, the presented model has a favorable fit and mental health mediates the relationship between narcissism and emotional self-regulation with job well-being and work addiction (p<0.05).
Discussion
Therefore, due to the role and importance of phenomena such as job well-being and work addiction in organizations, attention to these important findings should be considered by managers and policymakers of organizations.
Research Article
Golnaz Mehdi Asri; Hossein Safarzadeh; Mohammad Reza Rabiee Mandejin
Abstract
Introductionorganizational justice refers to the employees' feeling and perception of the level of fairness and equality in the behaviors and working relationships in an organization. In the last decade of the 20th century, organizational justice as an important concept in human resource management was ...
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Introductionorganizational justice refers to the employees' feeling and perception of the level of fairness and equality in the behaviors and working relationships in an organization. In the last decade of the 20th century, organizational justice as an important concept in human resource management was noticed in the field of organizational studies. This concept is placed next to organizational commitment and employee satisfaction and is an underlying factor of organizational trust. Justice and its implementation is one of the basic and natural human needs. Throughout history, its existence has always provided a suitable platform for the development of human societies. In recent years, the issue of organizational justice has been investigated in various research and organizations, including the banking network, but since the results of various research have not summarized the results of existing studies, therefore, the present research analyzed the results of research regarding organizational justice related factors. It has dealt with organizational justice in the country's banking network and understanding the relationships between them. MethodThe present study is an applied research. The statistical population of the research was made up of all the research conducted until the end of the spring of 2022 in the field of the study subject, through the purposeful sampling method of 37 research related to organizational justice that were indexed in the form of theses on the Irandak website and articles published in scientific-research journals in that period. They were identified and extracted between 2010 and 2022. The method used in the current research is meta-analysis, and in order to analyze the data, the second edition of the Comprehensive Meta-Analysis (CMA) software was used. It should be mentioned that in order to check the homogeneity of the results of the studies, the Q-test and the I-squared index were used, and in order to check the publication bias, methods such as Bagg's and Mezomdar's rank correlation, Egger regression method and funnel plot were used. ResultsIn the country's banking network, the relationship between factors at three levels "individual, social and organizational" with organizational justice has been investigated. According to the obtained effect size, the results showed that organizational factors are the strongest correlates of organizational justice, followed by individual and social factors. Among organizational factors, "organizational well-being" among individual factors, "employee productivity" and among social factors "social capital" had the strongest relationship with organizational justice. DiscussionVarious research showed that strengthening employees' perception of organizational justice is relevant and effective on different aspects of organizational behavior, and efforts to develop organizational justice will both help to maintain and promote sustainable productivity and can grow the human resource development indicators of organizations.
Research Article
Roholah Hosseini; Reza Ghilmpour
Abstract
Introduction
Occupational stress is a condition that causes physical and mental pressure and fatigue and overall human discomfort during work. Depression, anxiety and stress are among the most effective factors in the quality of life and many social and functional problems of workers. ...
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Introduction
Occupational stress is a condition that causes physical and mental pressure and fatigue and overall human discomfort during work. Depression, anxiety and stress are among the most effective factors in the quality of life and many social and functional problems of workers. The purpose of this study was to identify the stress-reducing factors of petrochemical industry of Bandar Mahshahr and then evaluating and determining their priority.
Method
The current research based on the practical purpose and nature of the method, is descriptive-analytical, and in terms of method of data collection, is survey (field). The statistical population included experts in the field of human resources of the company. A snowball sampling method was used to determine 21 experts. A two-dimensional matrix questionnaire was used to collect data. In order to analyze the data, TOPSIS technique was used.
Results
According to the study and the analysis of the data obtained in this research, Self-confidence (Wj=29%) and favorable organizational attitude (Wj=26%) were the most important among the indicators in the evaluation of stress-reducing factors. Also, training and empowerment (CI=0.679) and employee information sharing (CI=0.631) were identified as the first and second priorities of factors that reduce stress and improve production efficiency in the petrochemical industry of Bandar Mahshahr.
Discussion
Based on findings of the research, training, empowerment and information sharing of employees were introduced as the most optimal stress-reducing factors. Therefore, it is suggested In order to reduce stress and consequently improve productivity in the petrochemical industry of Bandar Mahshahr, training and empowering and sharing information should be considered in the company programs.
Research Article
Hossein Azimi; Hamid Reza Jafari; Alireza Zamanian
Abstract
Introduction
In today's competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. The present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover ...
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Introduction
In today's competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. The present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover with the mediating role of organizational citizenship behavior.
Method
This research statistical population was the Khalesazan Roy Company employees. Using Cochran's formula, the statistical sample size was equal to 73 people. In this research, a convenient sampling method was used. SPSS and smartPLS softwares were also used for data analysis.
Results
The direct effect of emotional commitment on turnover tendency is confirmed with a t-value of 4.040. The direct effect of Percieved organizational support of mental health on emotional commitment is confirmed with t-value 9.021. The direct effect of organizational citizenship behavior on the tendency to turnover is confirmed with a t-value of 2.296. The direct effect of emotional commitment on organizational citizenship behavior is confirmed with a t-value of 5.060.
Discussion
In today's competitive world, maintaining capable and loyal employees has become an important issue for organizations; And the tendency of employees for quit the organization threatens this issue. Various factors affect the willingness to leave the organization. In this research, the effect of perceptual organizational support of mental health, emotional commitment and organizational citizenship behavior on the tendency of turnover the organization was investigated. According to the results, hypothesis 1 was confirmed, therefore emotional commitment has a positive effect on reducing the tendency of turnover. This result is consistent with the research results of Parizadeh et al., (2019), Ghorbanzadeh et al (2021), Shahtahmasbi & Mazarei (2020). Hypothesis 2 was also confirmed and the percieved organizational support of mental health has a positive effect on the emotional commitment, which is consistent with the results of the researches of Mehdibeigi (2017) and Doai & Barjalilou (2019). Organizational citizenship behavior has a negative effect on tendency of turnover, and hypothesis 3 was also confirmed, which means that organizational citizenship behavior affects reducing the tendency of turnover. This finding is consistent with the results of Shahtahmasbi & Mazarei (2020) and Qaidamini Harouni et al (2017). Hypothesis 4 was also confirmed, so emotional commitment has a positive effect on organizational citizenship behavior, which is consistent with the results of Katebi Jahromi et al. (2021), Moini Karbkandi & Azar (2020) and Malek Shaoar (2015). According to the confirmation of hypotheses 3 and 4, the mediating role of organizational citizenship behavior in the relationship of emotional commitment on tendency of turnover was also confirmed.
