JOURNAL OF MANAGEMENT STUDIES IN DEVELOPMENT & EVALUATION
Year:2021 | Volume:29 | Issue:98|Papers Count:6

This paper aimed to examin how employer brand experience formed for talented employees and determine the effect of employee’ s expectation and brand promise on forming the employer brand experiences. The statistical population is talented employees who worked in active enterprises of Tehran labor market with mixed research method. This study is applied and survey research which was done with theme analysis from 25 interviews by using Nvivo 10 software and identified expectations, brand promises, and brand experiences from the talented employees point of view. The research hypotheses were tested with path analysis from 437 questionnaires by using SPSS 25 and AMOS 24 software. Results revealed that employees expectations affected either through brand promise, or directly on brand experience. Also job experience affected on brand promise. In the other hand, brand promise affected either through brand experience, or directly on turnover intention. Although brand experience didn’ t lead to job persistence, brand promise affected directly on job persistence. The model found that employee’ s expectations and employer brand promises had hierarchical structure. The concept of employer brand experience for employee included sum of employer brand images that they could remember from each touch points with organization.

Nowadays, with the competitiveness of organizations and the increasing complexity, creativity is an important factor for gaining competitive advantage in the global arena and the attention of creative people to achieving creative solutions is of particular importance and in situations where economic crises Each organizational entity will be the presence of creative staff as the main organization of the organization and can guide the situation in an appropriate direction. Therefore, it is important to review it. The purpose of this research is to analyze the effect of the loneliness on creativity in the workplace through mediation of job engagement. This research is applied in terms of purpose and in terms of collecting data, survey-descriptive. The statistical population of this research is the staff of the central directorate of Iran Insurance in Isfahan Province. Simple random sampling was used. To analyze the data collected and to test the research hypotheses, PLS 2. 0 software was used. The results indicate that the variable of emotional loneliness and social loneliness on creativity in the workplace has a negative and significant effect, and also loneliness in the workplace on creativity has a negative and significant effect through the mediating factor of job engagement.

The purpose of this study was to design an effective model of virtuous organizations with emphasis on the، Cooperative Development Bank and using the integrated method (exploratory) in four stages: At first, the documents, platforms and indices of virtuous organizations were extracted, then the Delphi method (41) was used for final compilation of the indices. Factor analysis has been used to identify the components and finally the extraction model has been validated by structural equation modeling. The statistical population in qualitative and quantitative part of research consisted of experts, faculty members and staff and experts of Isfahan Cooperative Development Bank and five cities of Isfahan province (160) that were evaluated using survey technique. Finally, the model of virtuous organizations in Co-operative Development Bank was extracted in the form of 10 components of participatory leadership, core team, managers' commitment and support, structural support, organizational strategies, organizational communication, upstream documents, environmental dynamics and technological infrastructure and 67 indicators and the data collected had a good fit in the model of virtuous organizations.

The purpose of this study was to investigate the effect of dimensions of mental well-being on exclusion from the workplace with regard to the moderating role of emotional intelligence. Research is a descriptive-survey based on the purpose of the application and in terms of how it is collected. The statistical population of the study was employees of the welfare organization of Guilan province, numbering 588 people. Using a single-cluster randomized sampling method, 220 people from the statistical population of the study were studied through Cochran formula. The data collection tool is a standard questionnaire. The reliability of the questionnaire was estimated by Cronbach's alpha method higher than 0. 7. This indicates the reliability is desirable and the validity of the questionnaire was determined by content validity and the opinion of the supervisor and the convergent validity was calculated. In order to analyze the information in the descriptive statistics section, using SPSS software and inferential statistics and hypothesis testing, structural equation modeling was used by Smart PLS software. The findings of this study show that emotional intelligence has a moderating role in influencing the dimensions of mental well-being and exclusion from the work environment in the welfare organization of Guilan province. This means that by enhancing mental well-being and emotional intelligence, the amount of exclusion from the workplace decreases.

The aim of current research was to investigate the effect of workplace mobbing and procedural injustice on organizational well-being by mediating role of organizational silence. The study was correlational research based on structural equation modeling. The statistical population of present study was all employees of management of repair, completion, and technical services wells of National Iranian South Oil Company (NISOC) in 2019. This population used as research sample (376 employees). The participants completed the Niehoff & Moorman' procedural Justice Scale (1993), Van Dyne et al ' Organizational Silence( (2003), Steffgen et al 'Workplace Mobbing (2016) and Waterman et al' Personally Expressive Activities Questionnaires (2010). Structural Equation Modeling (SEM) was used for data analysis. The indirect effects were tested using the bootstrap procedure. Results showed that the proposed model fit the data properly. However, findings showed that procedural injustice and workplace mobbing had significant path coefficients on the organizational well-being. Moreover, indirect path coefficients of procedural injustice and workplace mobbing with organizational well-being through organizational silence were significant.

One of the basic and important components in mutual interactions between the leader and the follower is trust in superior leadership style. Therefore, the purpose of this study is to determine the priority of the effect of each of the leadership styles on trust in the leader and to examine the consequences of the mediating role of trust through the meta-analysis of existing research in this field. This research is practical in purpose and quantitative in terms of the nature of data. The statistical population of the study includes 257 valid domestic and foreign articles, 76 of which were analyzed using the judgment method and CMA2 software to analyze them. The results of the analysis showed that among the 11 identified and effective leadership styles for trusting the leader, the highest effect was related to empowering leadership (0. 889), adaptive leadership (0. 835), authentic leadership (0. 780) and ethical leadership (0. 704). Servant (0. 622), transformational (0. 673), participative (0. 613), distributed (0. 480), charismatic (0. 430), paternalistic (0. 290) and transactional (0. 234) leadership styles are the next priority. The results of meta-analysis also show that trust in the leader is important due to its mediating role in relation to leadership style, and among the 23 most susceptible variables of trust in the leader, the largest effect is related to: Perception of the effectiveness of the leader (0. 701), organizational, emotional commitment (0. 654), high potential team feeling (0. 626), acceptance and capacity for organizational change (0. 526) and Psychological Well-being (0. 505).