TRANSFORMATIONAL MANAGEMENT JOURNAL (JOURNAL OF MANAGEMENT RESEARCH)
Year:2018 | Volume:10 | Issue:1 (19)|Papers Count:8

INTRODUCTION: Communication apprehension (CA) is a problem related to organizational communications; i. e. the fear or anxiety people experience before, or when communicating with others. according to personality theories, people with positive personality traits-like high self-esteem-experience less anxiety in their interpersonal communications and have a greater willingness to communicate with others. Also, political skills are among the important communication skills at organizations that can be considered an antidote for CA. CA is an important problem for those employees who work within a political environment. Therefore, in this research we have tried to investigate the impact of political skill on CA of the employees of North Khorasan governate, which is a political unit. THEORETICAL FRAMEWORK: In the early 1980s, both Pfeffer and Mintzberg introduce organizations as political entities, and both suggested that to be effective in such environments, individuals have to possess political skills. Ferris Et Al. (2005) have identified four dimensions of political skills: social astuteness, interpersonal influence, networking ability, and sincerity; that they could affect an employee's willingness or desire to their communication. For the first time, the concept of CA was introduced in 1970 by James C. Mccroskey. he believed that CA reflects the anxiety that a person experiences when communicate with others. An area in which people may experience CA is workplace. Macroskey and Richmond (1987) believed that self-esteem is one of the factors related to people's willingness to communicate with others. They suggest that people with high self-esteem have more desire to communicate with others.

INTRODUCTION: Knowledge management facilitates and accelerates communication and information exchange in every organization and can represent innovation, empowerment and efficiency of organizations (especially, universities). In such circumstances, organizations may employ knowledge in order to improve their performance (Barney, 1991; Karkoulian et al., 2013). prganizational performance represents its survival status in the present environment. the emphasis of management on the contribution of employees to performance improvement indicates the importance of this issue. this may be implemented as an infrastructural investment on human resources through permeating into the working area. in these situations, high and desirable performance is expected from every organization (Mousakhani et al., 2009).

The study of mental health and its related factors is noteworthy for all individuals, groups and organizations, and is becoming more sensitive in some environments and situations. Among various organizations, one of the most important organizational groups in which interpersonal relationships, mental health and organizational virtue play a vital role in the performance of employees and managers is the organizations that have specific complexities and are always encountered with different pressures in the workplace. Health centers and hospitals are the most sensitive of these types of organizations, which are important in assessing interpersonal relationships, mental health, and paying attention to organizational virtues. Health centers need to employ specialist and compassionate staff dedicated to rescuing and caring for patients.

INTRODUCTION: Today's challenge for human resource managers is the effective and balanced use of employees to simultaneously provide capacity to restore and balance work-life for them. Implementing such an approach includes a long-term vision for maintaining high skilled and motivated people. one of the new concepts in the field of human resources retention is the concept of sustainability, which has been interpreted as "the mutual functions of the individual, as well as the levels of human resources management systems that are the basess for analysis. " therefore, the aim of this article is the investigating mediating role of sustainability of human capital in the relationship between increasing working hours and the responsibility of employees. THEORETICAL FRAMEWORK: Researchers believe that sustainability was first introduced in the forest sector, previously adapted by the environmental movement associated with over exploitation of natural resources and the environment in the 1970s. Ecologists emphasize on environmental dimension and business strategy scientists consider economic sustainability of organizations. According to Porter (1980), business strategists use the term "competitive advantage". Considering the fact that there is no consensus on the definition of sustainability, it is presented in various models and methods and it is a broad and multifaceted term. Etymologically speaking, the term "sustainable" or "sustainable development, " is derived from the Latin word "sus-tenere" which means "keeping" or "reinforcement" and with the suffix "able" with reference to ability. Therefore, the term sustainable development can be interpreted as "the ability to develop, strengthen, and reinforcement".

INTRODUCTION: One of the challenges for modern organization is shiftng from methods of scientific management, which has evolved from taylor's studies on improving productivity of manual workers, to new management approaches that address increasingly knowledge-intensive nature of work. knowledge work and knowledge workers are terms often used but seldom defined. despite diffrernt proposed definitions, there are no offcial agreed-upon defnitions and no standardised measures. according to peter Drucker (1999), “ knowledge work” and “ knowledge workers” and their productivity are the biggest challenges for organizations in the 21st century. Drucker (1998) defines knowledge-work as comprising those jobs in which incumbents work more with their heads rather than with their hands. THEORETICAL FRAMEWORK: Improving knowledge worker productivity is argued to be one of core knowledge management goals. in this paper, according to Drucker (1999), knowledge productivity was measured based on six key factors including task concentration, autonomy, innovation, continuous learning and teaching, quality and considering a knowledge worker as an “ asset” rather than a ” cost” .

There is no consensus comprehensive theoretical framework available in the literature on succession; hence the present study aims to design a model of succession management in Iran petrochemical industry. this study was conducted based on the grounded theory methodology. the population include managers and supervisors of shahid tondgooyan petrochemical company. the sample consist of 16 individuals are selected using snowball sampling and theoretical sampling. the research data were collected using group and semi-structured interviews. Strauss and Corbin’ s (1990) three-stage coding process is apply for analyzing data. The findings indicated that the modern succession structure had a central function in the design of the integrated succession model. the causal conditions, at three levels of individual, organizational and managerial structures, through mediation of the modern succession structure, influenced the succession system accomplishment strategies. these strategies were: policy making, candidate evaluation, candidate development, and assessment effectiveness. in this relation, confounding conditions at three micro, organizational and macro levels, as well as the contextual conditions in three areas of the organizational visions, context of vision realization and organizational policies affect these strategies. as a result, the implications of these strategies and the influencing process are emerged at the micro (individual), middle (department), and macro (organization) levels.

INTRODUCTION: With transition from product-based economy to knowledge-based economy in the contemporary world, the share of corporate intangible assets has dramatically increased in such a way that we can definitely argue that future competitiveness and organizational welfare in the future depends on its employees. In this knowledge-based economy, failure to meet the needs of qulified personnel often leads to turnover intensions. That is why organizations are faced with the problem of talent management (Wilska, 2014). comprehensive and accurate measures of talent management ensure that employees with special talents and abilities are assigned to appropriate jobs and their services are fairly and adequately compensated. their development route is transparent and they are provided with more and better opportunities (Hajikarimi & soltanee, 2011). by recognition of the importance of talent management and the belief in the potential of talent management in achieving organizational excellence, the present study aims to design a talent management model in the tourism industry.

This research was conducted with the aim of investigating the effect of cynicism on the bullying of the workplace among the employees of the center and five areas of municipality of Rasht. The research method is descriptive and correlational. Data was collected using a questionnaire and survey method. The statistical population consists of all managers and staff of the center and five areas of the municipality of Rasht. The research data were collected from a sample of 317 managers and employees of the municipality of Rasht by stratified random sampling. The data collection tool was a questionnaire and the data were collected using two standard questionnaire of organizational mistrust (independent variable) and workplace bullying (dependent variable) and analyzed using LaserL software 8. 54. The results of research hypotheses using structural equation model and test indicate that cognitive dimension (destructive beliefs and beliefs) and behavioral dimension (degrading and malicious behaviors) organizational cynicism have a positive effect on the occupational environment and increase the incidence of this behavior in the organization Gets Meanwhile, emotional dimension (negative emotions) does not significantly affect bullying in the workplace.