Reza Sepahvand; Zeynab Amiri; Mojtaba Farokhi; Yadolah Amiri
Volume 21, Issue 2 , September 2017, , Pages 47-68
Abstract
Although at some period of history some religious scholars believed religion
was the reason for backwardness of communities, divine religions are drivers for individual and social capital accumulation and improving economic, cultural and social community. Therefore, religion can be considered in two ...
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Although at some period of history some religious scholars believed religion
was the reason for backwardness of communities, divine religions are drivers for individual and social capital accumulation and improving economic, cultural and social community. Therefore, religion can be considered in two dimensions of individual religious capital and social religious capital, which can be resulted in development of society as a motivating factor.
The purpose of this study was to investigate the religious capital impact on organizational citizenship behavior. The population consisted of 270 employees of Social Security Organization in Isfahan. The sample size of 159were determined randomly and according to the Grjsy and Morgan. For data gathering religious capital and organizational citizenship questionnaire was used. Validity and reliability of questionnaire confirmed using content validity and Cronbach's alpha reliability coefficient of respectively 82.0, 76/0. For testing hypotheses Structural equation modeling using Amos software was conducted. Results showed that the religious capital has significant impact on organizational citizenship behavior with path coefficient of 0.46. Subsidiary hypothesizes of religious capital factors (include rulings, beliefs and morality) impacts on corporate behavior were significant with path coefficient of 0/52, 0/39 and 0/47 respectively.
Jeiran Mohammadi; Ali asghar Fani; Saeed Fathi
Volume 17, Issue 2 , May 2013, , Pages 145-176
Abstract
Trying for improvement performance as an essential principle, since of preliminary management creation, had been noticeable and more extensive every day. Today, it has prospect behaviors beyond the formal duties that are contextual performance, extra-role behaviors, Spontaneous behaviors or organizational ...
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Trying for improvement performance as an essential principle, since of preliminary management creation, had been noticeable and more extensive every day. Today, it has prospect behaviors beyond the formal duties that are contextual performance, extra-role behaviors, Spontaneous behaviors or organizational citizenship behaviors. The other wise, the results of studies indicate that strain hinders of this behaviors. Therefore it's necessary schematization of plans and solutions for decreasing strain and then increasing OCBs. One of the most important of the activities is recognition of the effective variables on the OCBs for its preservation, increasing and reinforcement. This study with meta-analysis approach has recognized and studied the moderator variables that have been effective on this relationship. Statistical society is the hole of the studies that have investigating the relationship between strains and OCBs, total studies are 169 with 893 effect sizes, The results of studies revealed this relationship is moderated by five moderators of the characteristics of the study sample: the kind of job and organization (governmental vs. private), organizational position (managerial vs. nonmanagerial), the kind of employee (full time or no full time), and the number of statistic society.
Hasan Danaie Fard; aliasghar fani; sholeh zakiani
Volume 17, Issue 1 , February 2013, , Pages 133-148
Abstract
Organizational behavior is a complex of voluntary and intentional behaviors that are committed by the staffs and personnel of an organization even though they are not part of their official behaviors. The consequence of such behaviors is an enhancement of the functions and jobs of the organization. Organizational ...
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Organizational behavior is a complex of voluntary and intentional behaviors that are committed by the staffs and personnel of an organization even though they are not part of their official behaviors. The consequence of such behaviors is an enhancement of the functions and jobs of the organization. Organizational justice refers to ethical and fair behaviors of the staffs and personnel of the organization and is identified with 'equity', 'impartiality' and 'indiscrimination'. It is the organizational health that provides an opportunity for the staffs or their respective organization to perform far beyond the held expectations or their rivals. Considering these factors, the present study aimed at investigating the effect of the organizational health on organizational citizenship behaviors. It also aimed to explore the role of 'organizational healthy personality' as a moderate factor.
- -; yahia eslami; hasan jajly
Volume 16, Issue 1 , May 2012, , Pages 53-72
Abstract
Today, the economy based on service have preference on production' orientation economy and necessity of presentation of High quality and superior services resulted in that organizations considered human capital as the key factor in obtaining competitive advantage. When employees of an organization can ...
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Today, the economy based on service have preference on production' orientation economy and necessity of presentation of High quality and superior services resulted in that organizations considered human capital as the key factor in obtaining competitive advantage. When employees of an organization can interact with customers well that they have job satisfaction. Employees, who are satisfied, willing to present organizational citizenship behavior,.
The aim of this research is investigation the relationship between organizational service orientation aspects on job satisfaction and Organizational Citizenship Behavior in connection with customers. Current research is a descriptive study and its Statistical Society includes all managers and employees who act in branches OF Melat' bank in Tehran. Data collection methods are study of library sources and field survey (with questionnaire). Constructs have been measured by use of the existing scales and its effects have been investigated by means of Confirmatory Factor Analysis and Structural Equation Model.
The results indicate that all hypotheses in the 95% confidence level confirmed except fifth hypothesis. Managers should used the servant leadership, actions of service provider systems and human resource management for a direct affect on citizenship behavior Organizational that improve employee's job satisfaction and organizational citizenship behavior
- -; - -; - -; - -
Volume 14, Issue 2 , September 2010, , Pages 1-21
Abstract
This study attempts to investigate and analyze the impact of organizational
culture and degree of fit between university faculties on behavioral outcomes
in our case study. The basic question is that how much organizational culture
and degree of fit (mis) between university faculties and university ...
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This study attempts to investigate and analyze the impact of organizational
culture and degree of fit between university faculties on behavioral outcomes
in our case study. The basic question is that how much organizational culture
and degree of fit (mis) between university faculties and university could
influence the organizational citizenship behavior and their intention to remain
in university. This study uses the survey research method to answer the basic
question. The research population includes 393 individuals consisting of all of
the full time university faculties in Shahid Bahonar University of Kerman
(1385). Further, based on the pilot study and using stratified sampling method,
205 individuals were selected as sample. The results confirmed the impact of
person-organization fit on organizational behavior of university faculties.
Furthermore, no significant relationship between the values fit and intention to
remain, goals fit and intention to remain, and work environment fit and
organizational behavior (organizational citizenship behavior and intention to
remain), was found with 95% confidence level. Finally, the relationship
between the type of organizational culture and person-organization fit was
statistically significant.
- -; - -; - -
Volume 14, Issue 2 , September 2010, , Pages 123-148
Abstract
One of the most important debates in public administration has been Political
attitudes and activities of bureaucrats and their impact on their performance
that has been studied in politics-administration dichotomy. In order to
prevent of curroption in public service public administration researchers
argue ...
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One of the most important debates in public administration has been Political
attitudes and activities of bureaucrats and their impact on their performance
that has been studied in politics-administration dichotomy. In order to
prevent of curroption in public service public administration researchers
argue that administration should not involve in political patronage. Also
political officials should not do extensive political appointees in all of the
administrative levels. But we see that in developing countries, when winning
certain political patry, many of the public administrators were changed. This
paper purposes to argue the Cause of this process for politicization of the
public organizations and it’s influence on individuals performance and
behavior. In this regard, this research examined the effect of political
attitudes of bureaucrats on their organizational citizenship behavior (OCB).
The results showed that political attitudes have a significant correlation with
OCB and that the bureaucrats that belong to the ruling party exhibit more
OCB than others.
