ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2018 | Volume:7 | Issue:2 (26) |Papers Count:7

The main purpose of this study is to investigate the relationship between perceived employability and organizational commitment of public sector employees. To this end, 14 public units were selected out of all units operating in Zanjan province. Among 1229 employees in the selected Public units, 320 employees were selected as sample population through stratified random sampling. This study in terms of purpose is applied, regarding to data collection is descriptive study (non-experimental) and in terms of the relationship between variables is causal. A survey research method used and collected data were analyzed by using correlation, multiple regression and path analysis. The results showed that the main hypothesis of this study, about the presence of a negative relationship between the variables is rejected and in the public sector, perceived employability and organizational commitment are positively correlated with 0/621 correlation coefficient in 0/01 significance. Also the initial research model, based on data collected from public units changed and modulation of the final model were assessed by drawing a path diagram.

The purpose of this study is to present a leadership model in knowledge-based organizations in Iran. Research emphasizes that the behavioral characteristics of knowledge workers are different from other employees, and this leads to differences in motivation and influence and consequently their leadership. The present study is qualitative and designed through grounded theory. First, the literature and the different theories in the field of knowledge workers’ leadership have been investigated. At the next stage, the researchers used theoretical sampling to select statistical sample and conduct exploratory and in-depth interviews. A total of 15 useful interviews were conducted with the CEOs and human resources managers of knowledge-based organizations and university professors that are associated with these companies, and the interviews were recorded and written. Data analysis was performed after each interview and the open, axial and selective coding stages were taken through audio and text files by repeated reading and retrieval, and 16 axial codes were obtained that the model of leadership of knowledge workers was extracted using them. The mutual trust-based leadership style is the main concept. Motivation strategies for knowledge workers leadership include motivation through work, through working conditions, through trust and through compensation. The results of this research are useful for managers of knowledge-based organizations and their related supporting and decision making institutions.

One of the most fundamental challenges facing human resources management is generation diversity. Accordingly, the present study clarified the difference in generations’ work values and the effects of them in the workplace by quantitatively combining results of related researches. This research is an applied one in terms of purpose and a descriptive study in terms of research type. The statistical population included 135 external and internal papers, in which 20 papers were entered in meta-analysis process using judgmental method. Identification reliability was obtained through the agreement of the referees in the selection and classification of researches. The coding reliability was obtained through the agreement of the referees on the use of specific concepts for encoding variables, and the significance of the level and the size of the effect reliability was obtained through an agreement in measuring the effect size between the two meta-analyzers. By analyzing each generation data using CMA2 software, the results showed that work values are distinct among different generations.

The purpose of this insightful study is to provide a model for explaining how intrinsic religiosity influences ethical decision-making in the business. The quantitative research collection was systematically searched and chosen based on specific criteria. Then, by analyzing and combining these researches, it was shown that intrinsic religiosity has a positive effect on ethical decision-making both directly and through the strengthening of variables such as homogeneity and the sense of guilt caused by immoral behavior and the weakening of the variable of Machiavellian morality. Approximately 80% of quantitative researches has reported this positive and significant impact, and it is considered stronger in consumers rather than top managers and experts and weaker in narcissistic personalities, rich people, malignant and active people in ethical issues. Finally, more research is suggested by longitudinal/ experimental/ interventional approaches. More consideration in non-Christian religions is suggested and variables such as love for money, commitment to moral improvement and perceived moral perception, as mediators, and variables such as type of occupation, degree of recognition, type of organization, social pressure for religiosity, cognitive abilities and the creation of opportunities for immoral behavior are also suggested to be used as moderators.

The purpose of this research is investigating the effect of ethical climate on trust in teamwork among employees of Azad University of Najaf Abad with the meditating role of ethical behavior. Research type is descriptive correlative and the statistical population consist of all 415 employees in Azad University of Najaf Abad among them 200 people were chosen by Cochran Formula and simple random sampling method. To collect data, ethical climate questionnaire with 26 items, trust in teamwork questionnaire with 12 items and ethical behavior questionnaire with 40 items were used based on Likert scale. Questionnaires’ content & construct validity were confirmed. Reliability of the questionnaires were estimated through Cronbach's alpha as 0. 83 for ethical climate, 0. 79 for trust in teamwork and 0. 87 for ethical behavior. The data were analyzed using SPSS and Amos software at two levels of descriptive and inferential statistics. The findings indicated that the average of each of the variables of ethical climate, trust in teamwork and ethical behavior of employees was higher than average. Correlation coefficient showed that ethical climate and ethical behavior have a positive and significant effect on trust in team work. Also stepwise regression revealed that ethical climate have a positive and significant effect on trust in teamwork through ethical behavior. Considering the significant effect of ethical climate and ethical behavior on trust in teamwork, it is suggested that universities in special, and other organizations in general, develop and strengthen the ethical climate and ethical behavior as an important part of their programs to increase the trust in teamwork between employees and managers.

The purpose of this research is to investigate the mediating role of cooperative learning culture in the relationship between knowledge leadership and transfer of training. The research is an applied one in terms of purpose and it is a descriptive-correlation in terms of methodology. The investigative organizations are education offices in Sanandaj city. 193 employees were selected as the sample using classified random sampling. Data collection tools were knowledge leadership, cooperative learning culture and transfer of training questionnaires. The face validity of the questionnaires was confirmed by experts and their reliability was confirmed based on Cronbach's alpha. Data were analyzed using one sample t-test, Pearson correlation test and structural equation modeling. The results showed that there are significant positive relationships between knowledge leadership, cooperative learning culture and transfer of training. Based on the results of structural equation modeling, knowledge leadership has no direct effect on training transfer; But it has a significant effect on training transfer through mediating role of cooperative learning culture.

In this research, an interpretive structural model of the motivation system for faculty members was designed based on a fuzzy technique. The approach of this research is surveying and it is an exploratory research in terms of purpose and a descriptive-analytical study in terms of data collection type. The research is done in an inductive-deductive method. The research method is mixed and the research strategy is quantitatively qualitative. In the present study, due to the complexity of the proposed matrix, theoretical samples were selected including 14 experts and faculty experts. Based on research findings in the fuzzy context and innovative changes in the technique, decentralization strategies and flexible working hours obtain more score than the other incentive strategies. The results are consistent with later management and organization theories and the most important reason for this priority could be seen in the organizational maturity of faculty members of organizations. The results of the study include the ISM integrated interpretative structural model at five levels with respect to one-way or two-way relationships and contradicts classical motivational models such as Maslow and Al-Dharfer. The most important factor of contradiction is the type of needs, motivation factors and the emergence of job factors and organizational factors associated with faculty members. In fact, the model exits one-dimensional mode and provides an optimal, comprehensive and integrated approach to all theories and motivational models according to the current conditions of the organizations, so that at the lowest level, the flexible working hours and the style of participatory management are located and at the highest level, that is, The first level decentralization is located. The higher the elements are, the less their stimulus and the degree of dependency is increased.