Designing a Model of Competency for General Managers with the approach
of the best subset regression
Azadeh
askari
Assistant Professor of Psychology, Faculty of Psychology and Educational Sciences، shahid beheshti university, tehran, iran
author
sahand
hajifar
M. A student, sanati sharif university, tehran. Iran
author
text
article
2019
per
The application of the concept of competence is one of the latest methods in human resource management. Competency models are comprised of many skills that lead organizations to cope with problems in operation. The purpose of this study was to design a simple and practical competency model for general managers. The present study was carried out by using a crosssectional method and utilizing the results of 50 evaluation centers in an Iranian organization. For this purpose, 531 of the organization’s managers participated in a two-day assessment center and were evaluated by a comprehensive competency model with 24 dimensions. Of the scores of 531 people, 521 were used for modeling and the remaining 10 were used as the test set and proposed a method of validation. In order to simplify the initial model, the regression method was used to select the best subsets. The findings showed that the constraint on the determination coefficient is met when modeling is based on five independent variables. The findings of the validation also indicate that the values predicted are close to the actual values. The mean square error is 11. 97 and the mean absolute error is 2. 99. Therefore, based on the results, a simpler competency model that includes 5 accountability competency, effective communication, macroeconomics, negotiation and persuasion, and leadership effectiveness was introduced to the organization to use in their various Human Resources Management processes.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
9
23
https://jcoc.sbu.ac.ir/article_100009_f85405ae2c426cf8c732d06aa4ab3054.pdf
dx.doi.org/10.29252/jcoc.11.4.9
Designing and testing a model of some organizational outcomes of
Occupational Embeddedness
Najme
Khaje
M.A student Chamran martyr of Ahwaz University, ahvaz, iran
author
somaye
zaeri
Tarbiat Modares University of Tehran
author
afsaneh
tajik
Islamic Azad University, North Tehran Branch
author
text
article
2019
per
چکیده : The present study investigated the proposed model in which the effect of job embeddedness on turnover intention and job performance has been mediated by job stress and psychological empowerment. METHOD: This descriptive correlational study was conducted in 2015. The proposed model was tested in a sample of 256 of 788 nurses in Ahvaz hospitals that were selected by stratified random sampling. Research tools included Job Stress Scale (Parker and Decotiis 1983), Michigan Organizational Assessment Questionnaire (Cammann, Fichman, Jenkins & Klesh, 1979) Job Intention Questionnaire (1979), Psychological Empowerment Questionnaire (PEQ; Spreitzer 1995), Occupational Embeddedness Scale (Adams, Webster & Buyarski, 2010) and Job Performance Scale(Peterson, 1922). Structural equation analysis and Bootstrap method were used to evaluate the proposed model and mediate effects test. FINDINGS: Based on the result, the final model has good fitness. In the approved model, job stress and psychological empowerment are suitable mediators to explain the impact of occupational embeddedness on job performance and turnover intention. CONCLUSION: Based on the findings, it is suggested that, to improve the level of job performance and stay employees in the organization, organizations should provide conditions for improving the level of job stress and occupational embeddedness or increasing psychological empowerment
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
24
44
https://jcoc.sbu.ac.ir/article_100001_309ea9f2dc6c619e651f276fe423464f.pdf
dx.doi.org/10.29252/jcoc.11.4.24
Designing a model for the reconstruction of a university system in education, with an emphasis on job creation
Mojtaba
Tajari
Mazandaran University
author
ebrahim
salehi omran
Mazandaran University
author
yadollah
mehralizadeh
Chamran martyr of Ahwaz University
author
mohsen
alizadehsani
Mazandaran University
author
text
article
2019
per
One of the most important missions of university and higher education can be preparation of people to enter the world of market economy, and the humanities in general and in general are not particularly positive in this regard. This is despite the fact that there are challenges facing graduate students in the field of employment. In this regard, the present study was aimed at designing a model for the reconstruction of the university system in the field of economics, with an emphasis on the job creation approach, Also, a qualitative research that was carried out using a strategy based on the data theory of the foundation, In addition, due to the use of purposeful approach and application of theoretical saturation standard, semi-structured interviews were conducted with 28 faculty members and graduates of this field. The data collected in the ATLAS.tiTM software were analyzed and finally 269 identifiers, 39 sub categories and 6 main categories were identified, The results of data in three stages, open coding, axial and selective coding indicate the effect of several factors on the pivotal phenomenon of the research. Also, the findings of the study are analyzed in the framework of a pattern including the pivotal phenomenon, causative conditions, strategies, background, intervening conditions and outcomes.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
45
78
https://jcoc.sbu.ac.ir/article_100003_70378290ec55d6950d65ed5bce539691.pdf
dx.doi.org/10.29252/jcoc.11.4.45
Determining and Designing of the structural model of the relationship
between organizational virtuousness and organizational justice with role
of professional ethics among faculty board members and staffs of Payam
Noor University in Khuzestan Province
nazanin
mohamadi
PhD student in educational sciences
author
seyyed ali
siadat
Professor, Faculty of Educational Sciences, University of Isfahan
author
saied
rajaipour
PhD in Educational Management University of Esfahan
author
text
article
2019
per
The purpose of this study was to determine and design a structural model of the relationship between organizational virtue and organizational justice with the mediating role of professional ethics among faculty members and staffs of Payam-e-Noor universities in Khuzestan province. METHOD: The research method was descriptive-correlational which was performed in 2017-2018 academic years. The study population consisted of all faculty members and staffs of Payam-eNoor Universities in Khuzestan province (720 persons) that sample size (295) was estimated by stratified random sampling based on sample size using Krejcie and Morgan table. Organizational Justice Scale(Niehoff and Moorman,1993), Organizational Virtue Scale(Cameron et al. , 2004) and Professional Ethics Questionnaire (Cadozier, 2002) have been used that the coefficient of reliability of Cronbach's alpha was 0. 94, 0. 93 and 0. 83, respectively. Descriptive statistics and structural equation modeling were used for data analysis using SPSS24 and AMOSE statistical software. RESULTS: The results showed that (a); the direct effect of organizational virtue on organizational justice was statistically significant (R=0. 74), (B); the direct effect of organizational virtue and professional ethics was statistically significant (R= 0. 31). (C); The direct effect of professional ethics on organizational justice was statistically significant (R = 0. 16). Finally, the indirect effect of the organizational virtue of organizational justice was not statistically significant. CONCLUSION: professional ethics do not mediate the relationship between organizational virtue and organizational justice. Also, in an atmosphere of trust, honesty, and optimism, employees avoid engaging in unproductive and unethical behaviors caused by immorality and they are turning to produce work that provides them with the opportunity to learn and grow to promote organizational justice
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
79
108
https://jcoc.sbu.ac.ir/article_100006_360260458c1c72cb7468ccb5e234a346.pdf
dx.doi.org/10.29252/jcoc.11.4.79
Studying and analyzing the impact of health- promoting leadership on employees’ intention to stay
mahdi
rashidi
Assistant Professor, Department of Public Administration, Payame Noor University
author
text
article
2019
per
The physical and mental health of employees is an important and, at the same time, somewhat neglected topic in organizations of the present age. It seems that managers of organizations can, by directing their leadership style towards this, effect on shifting and leaving employees. The new issue addressed in leadership discussions is the concept of health- promoting leadership. The purpose of this study was to investigate the relationship between health- promoting leadership and employee intent to stay. This research is applied and in terms of data collection, descriptive and correlation type, and is specifically based on path analysis. The statistical population of this research includes all staff of the provincial headquarters of South Khorasan Electric Power Distribution Company, which was ranked 90 personnel according to the company's internal statistics. Sampling was done by simple random sampling. Morgan sampling table was used to estimate the sample size. The data collection tool is a questionnaire. For this purpose, a questionnaire used by Jimenez et al. (2016) was used to measure the health promoting leadership variable, and Hunt, Osborn and Martin (1981) questionnaires were used to measure the intention to stay. The results of the research hypothesis test indicate that the main hypothesis of the research on the impact of health- promoting leadership on worker's intention to stay was confirmed. Among the seven components of health- promoting leadership, only how employees control effected on their intention to stay and the impact of other health -promoting leadership components on employees’ intention to stay was not meaningful.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
109
134
https://jcoc.sbu.ac.ir/article_99989_3f45b8b8f1f3015c7d6c6e8ce15e3811.pdf
dx.doi.org/10.29252/jcoc.11.4.109
Investigating attachment styles, job satisfaction, and organizational commitment among employees of Shahriyar Welfare Organization
davood
fahim
vice-president of welfare organization of Shahriyar
author
Tahmores
Aghajani
Department of Psychology, Malard Branch, Islamic Azad University, Malard, Iran.
author
Nasrollah
Ansari Nejad
Department of Psychology, Malard Branch, Islamic Azad University, Malard, Iran.
author
text
article
2019
per
Aim: This research aimed at investigaintg the relationship between attachment styles, job satisfaction, and organizational commitment among employees of Shahriyar Welfare Organization. Methods: The research method was correlational study. The statistical population consisted of all employees working in the Shahriyar Welfare Organization (N= 148). According to Morgan Table, the sample size was 118 employyes using simple random sampling. The measurement tools included attachment style (Collins & Read, 1990), job satisfaction (Hackman & Oldham, 1975), and organizational commitment (Allen & Meyer, 1996) questionnaires. Pearson correlation coefficient, regression analyses, and path analysis using SPSS and Lisrel software were used to analyze the data. Results: Results showed that the re were positive significant relationships between secure attachment style and job satisfaction and organizational commitment, but there were negative significant relationships between anoidant attachment style and job satisfaction and organizational commitment. However, there was no significant relationship between anxious attachment style and job satisfaction,. The results of regression analyses indicated that secure attachment style and avoidant attachment style significantly predicted job satisfaction and organizational commitment. The results of path analysis showed that secure attachment style affected organizational commitment not only directly but also indirectly through job satisfaction. Conclusion: According to these findings, it can be concluded that attachment styles, especially secure attachment style, play an important role in welfare organization employees' job satisfaction and organizational commitment.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
135
158
https://jcoc.sbu.ac.ir/article_99993_82da04381fe75776101e07702304925a.pdf
dx.doi.org/10.29252/jcoc.11.4.135
Designing a Model of Human Resource Brand in Iran's Governmental Organizations by the Meta-Synthesis Method
Karim
Esgandari
Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
author
Nasrin
Jazani
Department of Business Management, Shahid Beheshti University, Tehran, Iran
author
Gholamreza
Memarzadeh
Department of Public Administration, Tehran Science and Research Branch, Islamic Azad University, Tehran, Iran
author
Mortaza
Mousakhani
Department of Public Administration, Tehran Science and Research Branch, Islamic Azad University, Tehran, Iran
author
Ali
Mohtashami
Department of Industrial management, Qazvin Branch, Islamic Azad University, Qazvin, Iran
author
text
article
2019
per
Today, sustainable development is a key strategic objective in government organizations. Researchers believe that sustainable development can be realized by expanding human resources and traditional marketing roles to a wider range of human resource and brand-oriented management. "Branding Human Resources" is a relatively new approach derived from "marketing" and is the spirit of human resource marketing. This emerging arena provides a great opportunity to develop the value of the staff and to consolidate the position of government agencies as a brand. The purpose of this research is to design a model of human resource branding in Iran’s government Organizations by the Meta-Synthesis Method. The present study was carried out in a mixed (qualitative-quantitative) research. Accordingly, in the first stage of the research, in order to present a comprehensive hr model, The qualitative research methodology of the Meta-Synthesis Sindelsky and Barroso (2007) has been used. after identifying the categories, concepts and codes of human resources brand, and evaluating its validity and reliability, the initial conceptual model of research was formed. in the second stage of the research, which involves a survey method, the hrm model was explained by using experts' comments and evaluating the relative coefficient and content validity index (CVR-CVI). The results of the research show that the dimensions, components and extractive features of the Meta-Synthesis method (research model) were approved by the expert’s community.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
11
v.
41
no.
2019
159
194
https://jcoc.sbu.ac.ir/article_99998_f4a75dd9c1eb23d294a1d21d5ff043d4.pdf
dx.doi.org/10.29252/jcoc.11.4.159