JOURNAL OF HUMAN RESOURCE STUDIES
Year:2019 | Volume:9 | Issue:3|Papers Count:6

Background and Objective Organizational burnout and silence are among the most important concerns of human resources management now bringing unpleasant outcomes to organizations. Increasing the knowledge of this context, this study analyzes the effect of occupational burnout on the quality of organizational decision-making through the mediation of organizational silence. Methodology This is an applied-descriptive survey, in which the statistical population included the president, deputies, and employees of Bank Maskan branches in Tehran Province. The cluster sampling technique was employed to select 296 individuals as the statistical sample. The structural equation modeling (SEM) method was used for data analysis in SPSS and LISREL. Findings Organizational burnout and silence are directly related. Moreover, occupational burnout and all of its three components (overwhelming exhaustion, cynicism, and lack of individual accomplishment) have direct negative effects on the quality of organizational decision-making through organizational silence. Conclusion Increasing organizational burnout reduces the quality of organizational decision-making. This could worsen in the presence of organizational silence. In fact, the exhausted employees are not willing to actively participate in organizational decision-making processes.

Background and Objective Considered appealing behavior for communication among other constructive types of behavior, leaders’ sense of humor affects employees’ feelings and behavior. This study aims to analyze the effect of leaders’ sense of humor on feelings of followers through the bureaucratic culture. Methodology This is an applied-descriptive survey, in which the statistical population included the employees working at Lorestan University. The stratified random sampling method was employed to select 145 individuals as the statistical sample. The data collection tool was a standard questionnaire, the reliability of which was confirmed through Cronbach’ s alpha and composite reliability tests. The questionnaire validity was confirmed through convergent validity and content validity tests by considering the opinions of experts who were acquainted with the research topic. Data analysis was performed in SPSS22 and AMOS22. Findings Leaders’ sense of humor has positive, significant effects on feelings of followers and the bureaucratic culture. Moreover, the bureaucratic culture facilitates the relationship between leaders’ sense of humor and feelings of followers. Conclusion Leaders’ sense of humor promotes laughter and other positive feelings in an organization. It can improve the communications and relationships between the members of an organization; therefore, growing this attitude can often result in constructive outcomes for managers and employees.

Background and Objective In the knowledge-centered age, innovation is a competitive advantage when the presence of a facilitating leadership style is considered one of the most important prerequisites. This study aims to analyze the relationships of patriarchal leadership components, the leader-member exchange, and innovation of employees. Methodology This is an applied descriptive-correlational survey, in which the statistical population included 400 employees, working at the General Physical Education of Isfahan Province, 196 individuals of whom were selected as the statistical sample. A questionnaire was used for data collection, and data analysis was performed in LISREL, SmartPLS, and SPSS. Findings Philanthropic leadership and authoritative leadership have significant effects on the leader-member exchange, which has no effects on innovation and plays no significant mediating role in the effect of patriarchal leadership on innovation. Conclusion Using a leadership style in proportion to the cultural nature and organizational requirements can promote and facilitate the innovation required for the sustainable productivity of an organization.

Background and Objective The continuous retention of organizational learning ability is among the prerequisites for the sustainable productivity of leading organizations. Therefore, this study aimed to analyze the mediating role of intellectual capital on the effect of knowledge-based human resources management on organizational learning ability. Methodology This is a descriptive correlational study, in which the statistical population included the 216 companies operating in Bu Ali Industrial Town of Hamadan. The simple random sampling method was employed to select 138 companies as the statistical sample. A questionnaire was used for data collection, and the partial least square structural equation modeling (PLS-SEM) technique was utilized for data analysis in SmartPLS2. Findings All three components of intellectual capital played a mediating role in the effect of knowledge-based human resources management on organizational learning ability. In this regard, human capital plays the most important role, whereas structural capital plays the least important role. Conclusion Using the knowledge-based human resources management can increase the dimensions of intellectual capital and indirectly improve the organizational learning ability.

Background and Objective Organizational citizen behavior is significantly affected by religious beliefs for implementation in an Islamic society. This study aimed to analyze the effect of sacrifice and martyrdom culture on the emergence of organizational citizen behavior of employees working at the University of Ilam through the mediating role of social capital. Methodology This is an applied-descriptive survey, in which data collection tools were standard questionnaires. The statistical population included 485 employees working at the University of Ilam. The simple random sampling method was used to select 215 individuals as the statistical sample. Hypothesis testing was performed through the partial least square structural equation modeling (SEM) technique in SmartPLS. Findings The sacrifice and martyrdom culture and its components (righteous deeds and piety, respecting people, material detachment, and God-centeredness) directly affect organizational citizen behavior and have positive, significant effects on it through social capital enhancement. Conclusion Promoting the sacrifice and martyrdom culture in organizational environments directs employees towards transcranial behavior and interpersonal trust, resulting in the emergence of an ethical organization, in addition to organizing human beliefs, notions, and values.

Background and Objective Emotional exhaustion is a psychological state which can have many detrimental outcomes for employees and organizations. Evaluating the moderating role of gender, this study analyzes the effect of procedural justice on emotional exhaustion directly through the mediating role of psychological contract violation. Methodology This is an applied-descriptive survey, in which the statistical population included the employees working at public offices of Shiraz. The random sampling method was employed to select 111 individuals as the statistical sample. A questionnaire was used for data collection, and the structural equation sampling (SEM) technique was utilized for data analysis. Findings The negative effect of procedural justice on emotional exhaustion was not confirmed; however, its negative effect on psychological contract violation was confirmed. Moreover, psychological contract violation had a positive effect on emotional exhaustion; however, procedural justice had no mediation effect on emotional exhaustion. In addition, gender moderated the effect of procedural justice on emotional exhaustion. Conclusion Managerial commitment to psychological contracts and compliance with justice in interactions with employees can decrease the probability of emerging detrimental psychological states such as emotional exhaustion. It is also necessary to consider differences of expectations and psychological conditions of employees of different genders in this context.