IRANIAN JOURNAL OF PUBLIC POLICY IN MANAGEMENT
Year:2016 | Volume:7 | Issue:23|Papers Count:6

Background and Purpose: Job stress is one of the important phenomena in social life and is also a serious threat to the health of the workforce in the world; so that "the ILO" (International Labor Organization) has introduced job stress as the most well-known phenomenon threatening the health of workers. The purpose of this research is to identify and prioritize the factors affecting job stress of workers in Kaleh Amol Company.Research Method: This research is descriptive due to its nature, and with respect to the objectives defined it is an applied research, and based on the methods it is carried out it is a survey research. The research population is comprised of all employees of Kaleh Amol Company. The data were collected by paired comparisons questionnaire, and the Analytical Hierarchy Process (AHP) was used to analyze the data. A questionnaire was sent for the total of 76 out of 126 employees identified in Kaleh Amol Company (the reason to choose this group was that they had more job experience and were expertise comparing to the rest of the workers, so they were more acquainted with the research subject).Findings: The findings indicate that among the main factors affecting job stress the psycho-social, physical and environmental factors are prior to the other factors. Also amongst the psychosocial factors, lack of career promotion opportunities with 0.222 has the most weight and a lack of accountability of the management about the employees' concerns with 0.036 has the least weight; amongst the physical factors, the uncompromising rest time factor has the most weight of 0.138, and the need to physical strength factor 0.20 has the least weight. Amongst the environmental factors, the unsafe working conditions factor with 0.059 has the most weight and the surface temperature of the working environment with 0.010 has the least weight amongst the main components of job stress.Conclusion: Because the lack of promotion opportunities has the most weight amongst the main causes of the employees occupational stress (psycho - social), the management and managers of Kaleh Amol Company would better prepare a training and collaborative environment so that the workers learn new items and feel the sense of being useful; besides they can progress on the path to career promotion and will increase the efficiency of the company.

Context: as one of leader organizations in knowledge management, Iran Khodro Industrial Group has been tried hard efforts to find appropriate solutions to develop knowledge process and correct management for its employees. By distance from traditional economic based on knowledge, knowledge altered to basic asset of organizations and its management seems to be essential affair. In modern economic knowledge is main source of economical and industrial improvement. In the research, it has been studied the effect of transformational leadership as one of modern leadership procedures in the organization as well as knowledge management as one of key drivers of organisational performance on the improvement of organizational innovation.Objective: This study aimed to Investigating the mediating role of knowledge management in the relationship between transformational leadership and organizational innovation.Methods: The method of the research is descriptive and its type is correlation in method and its aim is applicative. The Population of this study consisted of all staff Iran Khodro Industrial Group Shirvan That sample was selected by utilizing simple random sampling and 52 individuals selected. data were collected through transformational leadership questionnaire (Bass & Avolio, 2000), knowledge management (chen & et al, 2011), organizational innovation (The combination of questionnaires Jimenez et al, 2008 Pennyadz, 2006, Prajogo & Sohal, 2006), that their validity and reliability were confirmed.Findings: Pearson correlation analysis showed that a positive relationship was found between transformational leadership and organizational innovation. The relationship between transformational leadership and knowledge management, was positive. The results of path analysis suggest that transformational leadership directly (b=0.71), and indirectly with the mediating role of knowledge management (b=0.20) is on effective organizational innovation (Total: b=0.91). The knowledge management also hasa significant impact on organizational innovation (b=0.28).Conclusion: results showed that knowledge management is the main condition to organizational innovation. In addition, organizational managers can work better in promoting organizational knowledge management through benchmarking transformational leadership style.

Fields: participation, studied ancient concept that although much research has been done about it, rather than explore more in there again. The aim of this study was to evaluate the readiness of schools for Is the establishment of participatory management.Methods: This study is cross-functional and the method was survey.The target population included all high school male teachers in middle schools in Hamadan two area boys are taught that their number is 271 people.According to Cochran formula, the sample size was estimated at 159 people. The method is simple random sampling. The questionnaire is self-made. According to professors and specialists confirmed the content validity and reliability through Cronbach's alpha 0.9776 is.Results: The data analysis is by t-test. Research findings indicate that leadership style, organizational structure, education system, economic factors, training, cultural factors and personal factors affect the establishment of participatory management.

Background and purpose: in this study, one tries to shed light on the effect of independent variables of marketing capabilities, innovation and entrepreneurship through mediator variable of social network sites on performance as the dependent variable of this study.Methodology: this study is practical by purpose and descriptive survey in terms of nature and by content it is correlation. This study is conducted through comparative arguments inductive. Statistical population of this study is consisted of all senior managers and experts of Qavamin bank branches in Tehran with 288 people among which 167 have been singled out through random method of cluster type as sample size. Data collection tool was questionnaire which its validity of its content has been established by confirmatory factor analysis and its reliability was established by Alpha Cronbach. For analyzing the collected data, structured equation modeling and regression coefficient are used.Results: obtained results of study showed that entrepreneurship tendency, pioneer feature, competitive feature and risk taking influence on the performance and independence has no effect on performance. Thus, entrepreneurship tendency influences on performance. From other side, innovation and marketing capabilities influence on performance. Meanwhile, marketing capability dimensions, market orientation influence on performance and commercial name has no influence on performance. Finally, it has been revealed that entrepreneurship tendency also can influence on financial and nonfinancial performance through mediator variable of social network sites.

Background: Organizational Citizenship Behavior is a set of voluntary and discretionary behaviors that are not a part of individual's formal tasks at work. However, have been done by individuals, and cause effective improvement in organizational tasks and roles.Therefore, without individuals' voluntary intent to cooperation, the organizations are not able to extend their collective wisdom effectiveness. Today's, OCB has been applied within many organizations as a new approach to the new human resources management that holds increasingly important among the important of its interactions with some organizational variables.Objective: The aim of this study is the representation of a model for evaluation of causal interactions among the effective factors on Organizational Citizenship Behavior in higher education that to fulfill this, Mazandaran University is studied as a case study in higher education.Methods: The method of the present research is descriptive-analytical and based on the DEMATEL technique. The variables of the present research are: transformational leadership, spirituality at workplace, organizational citizenship behavior, organizational climate and organizational health. The statistical population in this research includes experts, administrators and officials that are related to human resources status at University of Mazandaran in 1394. These people were selected by purposive sampling method. Data were collected using a paired comparisons questionnaire. Data analysis was performed based on DEMATEL techniques.Findings: The results showed that transformational leadership is the best influential factor on the variables (di-rj) at the University of Mazandaran, the OCB also were known as the most impressionable variable (di-rj).Conclusion: It can be concluded that the human resources in each organization are the most valuable assets and play a decisive role in effectiveness of that organization. On the one hand, managers always strive to optimize the utilization of these resources. On the other hand, without employees' willingness to voluntarily and spontaneously cooperation, organizations would not be able to increase their effectiveness and performance improvement.

Background and Purpose: As job security has impact on organizational variables include job satisfaction, organizational citizenship behavior, organizational commitment, political behavior and increase the Efficiency and effectiveness of the organization. The object of this paper is the study of relationship between job security and political behavior with the mediator role of OCB among the employees of The Ministry of Sciences.Method: This study is applied and Descriptive–Based on method. The population of the study includes all the employees of the ministry including 650 people and 241 people are calculated as the sample size by Cochran formula. In order to data gathering, standardized questionnaires were used. The statements of Job Security Measurement are extracted from Nisi & Mahmoudian's Questionnaire (1379), Political Behavior Measurement from E.G.Dobrin's Political Behaviors Questionnaire (1978) and OCB Measurement from William & Anderson's Questionnaire (1991) respectively. The Cranach's Alpha Coefficient and Confirmatory Factor Analysis were used in order to Validity & Reliability measurement.Findings: Structural Equations modeling using Amos software shows that there is a direct relationship between job security with citizenship behavior. Job security has a high impact factor (0.69) on organizational citizenship behavior. This subject shows the importance of job security in influencing OCB. The results of the research demonstrates that There is a negative relationship between organizational citizenship behavior and political behavior, As well as. Citizenship behavior effects of political behavior (impact factor: 0.69). This subject shows the importance of OCB in influencing political behavior. According to high impact the job security on OCB and also OCB on political behavior, results of the research demonstrates that There is a relationship between job security and political behavior. This relationship reported indirectly by OCB.Conclusion: As the job security has high impact on political behavior, Managers should help to this relationship by strengthening citizenship behavior to manage political behavior.