Showing 6 results for Workplace
Volume 1, Issue 1 (5-2011)
Abstract
Empowerment has high impact managerial and organizational efficiency and effectiveness. On the other hand, the role of entrepreneur people to create competence advantages is undeniable.
The advantages of the workplace spirituality (innovation, organizational commitment and so on) can make our organization an effective organization. So relationship between psychological empowerment, workplace spirituality and entrepreneurial behavior is the aim of this research. The conceptual model of research has been designed using these three variables. For this purpose, six hypotheses were tested. It was concluded that there is a significant relationship among three variables (psychological empowerment, workplace spirituality and entrepreneurial behavior).
Volume 6, Issue 3 (6-2021)
Abstract
Aim: The workplace physical-ergonomic conditions have a great impact on the health, well-being, and productivity of employees. One of the ways to assess the general condition of office work environments is to use valid questionnaires, so the purpose of this study is to determine the validity and reliability of the Persian version of the Workplace Physical- Ergonomic Conditions Evaluation (PECE) questionnaire for its applicability in Iran.
Method and Materials: The present study is an analytical study that was conducted on the administrative staff of a public university of Iran to Validate the Persian version of the PECE questionnaire. First, the Persian version of the questionnaire was prepared using the backward-forward translation method and then the translated questionnaire was filled out by 70 employees. Content Validity Index (CVI), Content Validity Rate (CVR), Test re-Test and Intra-class correlation coefficient (ICC) method were used to measure validity and reliability respectively t SPSS 26. In the validity analysis, Kappa and Spearman coefficients were used for agreement and correlation between the answers to the questions, respectively.
Findings: Totally 70 staffs including (15 men and 55 female) with mean age of 35.65 (7.89) took part in the study. CVI and CVR showed acceptable range for the valid question are. The kappa and Spearman coefficients ranges were 0.634 to 1 and 0.681 to 1 in the first and second questionnaires’ distribution. In the reliability analysis of the questionnaire, the ICC coefficient was 0.93. A significant relationship was found between gender and satisfaction with ergonomic issues
Conclusion: The Persian version of the PECE questionnaire is a useful tool for evaluating the general conditions of office work environments that can be used as part of workplace evaluation programs and occupational care to prevent occupational diseases such as WMSDs, Vision and eye, hearing, and Pulmonary disorders.
Volume 11, Issue 3 (12-2021)
Abstract
The purpose of this paper is to identify the dominant discourse on texts related to human resource development strategies in the banking industry that represent the reality of education and learning. In fact, in addition to identifying the type of dominant discourse, we examine key concepts in discourse order. This research is based on Fairclough's critical discourse analysis (CDA) method. The theoretical framework that Fairclough introduces, involves a variety of concepts that have been used for research purposes. Fairclough analyzes these concepts in a three-dimensional model. According to this model, the selected text, which is a "comprehensive system of education and human resource development" in the banking industry, was analyzed in detail at the three levels of description, interpretation and explanation. The results of the analysis showed that the dominant discourse on human resource development strategies in the banking industry is articulated through the discourse elements of integration perspective, performance-based approach and guided learning activities and the order of discourse dominates the whole of this discourse.
Volume 15, Issue 2 (5-2011)
Abstract
Organizations will to own employees doing extra-role behaviors voluntarily in order to improve organizational performance. OB researchers are trying for more than 20 years to identify predictors of these kinds of behaviors, which are called organizational citizenship behaviors (OCBs). One of these predictors is organizational politics perceptions. Although-based on some research results-there is a meaningful negative relationship between organizational politics perceptions and OCBs, workplace spirituality’s potential to reduce negative outcomes of organizational politics perceptions, from one hand, and it’s capability to enhance OCBs, on the other, lead us to study the moderating role of this variable in the relationship between OPPs and OCBs. Hence, this paper is aimed to examine the mediating role of workplace spirituality in relationship between organizational politics perceptions and citizenship behaviors. The results uncovered that the workplace spirituality meaningfully moderates OPPs-OCBs negative relationship.
Volume 21, Issue 3 (12-2017)
Abstract
In recent year, due to the negative effect of counterproductive behaviors on workplace, organizational researchers have become more interested in study and solution finding to correct these behaviors. In addition, organizations with a new approach namely coaching are looking for modify these behaviors. Although the theoretical issues discussed in the area of organizational coaching, yet the survey that examined the effect of organizational coaching on correct workplace counterproductive behaviors have not observed.The purpose of this study was to investigate the effect of organizational coaching on workplace counterproductive behaviors with the mediating role of positive organizational climate. The Statistical population consisted of petrochemical companies of mahshahr special economic zone employees. With applying random Stratified Sampling method, 253 persons were taken into account. After reviewing the data and analyzing them, results showed that organizational coaching has a significant positive effect on positive organizational climate. Also, the organizational climate at the workplace counterproductive behaviors (workplace bullying and job alienation) has a significant negative impact. Also positive organizational climate is mediating in the relation between organizational coaching and counterproductive behaviors (workplace bullying and job alienation) in the workplace.
Katayoun Mesri, Mohammad Farajiha, Parviz Azadfallah, Hajar Azari,
Volume 28, Issue 2 (4-2021)
Abstract
Sexual harassment at workplace is a phenomenon that has many implications for women. Also, organizations and other employees are not immune to the devastating consequences of sexual harassment against women. Victimized women respond to harassment differently, such as silence, tolerance, bullying and aggression, leaving the workplace and even positive responding to sexual demands. In this article, in-depth interviews with victims will address the reactions and effects of harassment. We have also used the same tool to analyze the consequences of sexual harassment in organizations. The main questions of the study were the type of victim response to the harasser, the impact of the harassment on the victim, and the organization or other staff. The findings are obtained from interpretation and classification of in-depth and semi-structured interviews with 25 women in 23-47 age groups. They were selected from those with bachelor and doctoral degrees and working in government and private sectors. In order to obtain data, 5 open-ended and semi-structured interviews were conducted with 5 managers and administrative and financial assistants of public and private companies. The results of qualitative content analysis of interviews with victims, focused group, and the organizational management panel showed that women's responses differed by education, age, public or workplace privacy, from fear and silence to aggressive responses and complaints. And even retreats toward harassers were different. From individual perspective, harassment causes depression, morbid fears, prolonged anxiety, pessimism and suspicion, physical illness, labeling and social isolation. From an organizational point of view, there is virtually no protection mechanism for victims, which results in the abandonment of work, unwanted displacements, harassing dismissals, and even harassment and reduced organizational productivity.
