Mood states in the organization
Mastaneh Ghonji; Zahra Khoshnodifar; Parviz Rahimim Moslehabadi
Volume 8, Issue 2 , September 2022, , Pages 115-133
Abstract
Well-being means developing a person's potentials and capacities, having control over life, having a goal (working for valuable goals) and experiencing positive relationships. This study is a qualitative research in which data were collected through theoretical sampling method and depth structured interviews ...
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Well-being means developing a person's potentials and capacities, having control over life, having a goal (working for valuable goals) and experiencing positive relationships. This study is a qualitative research in which data were collected through theoretical sampling method and depth structured interviews with 18 managers of the ministry of Cooperative, Labor and Social Welfare and the foundation was analyzed using the data theory approach.The result of these interviews was a set of basic that were collected during the open coding process and categories were extracted from them. Then, in the axial coding stage, the link between these categories was explained under the headings of causal conditions, axial phenomena, strategies, contextual factors, intervening conditions and consequences of organizational well-being in the form of axial coding paradigm. Then, in the selected coding stage, the course of the story was drawn. The results showed that professional virtues, social virtues of work and psychological capital of individuals are the main factors in shaping the organizational well—being of employees. Organizational well -being consists of three professional, relational and reflective pleasures that create transitional, developmental and functional consequences by creating psychological ownership in employees along with intervening and infrastructural factors.
zahra khoshnodifar; Mastaneh Ghonji; Parviz Rahimi Moslehabadi
Volume 5, Issue 2 , September 2019, , Pages 9-45
Abstract
In today's world, employee participation in the organization is one of the important preconditions for organizational development. Factors cause employees to be less involved in expressing their views in organizations and to remain silent. The purpose of this study is to identify, prioritize and analyze ...
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In today's world, employee participation in the organization is one of the important preconditions for organizational development. Factors cause employees to be less involved in expressing their views in organizations and to remain silent. The purpose of this study is to identify, prioritize and analyze the factors influencing organizational silence. For this purpose, according to the literacher review, a conceptual model to explain the relationships between research variables was evaluated. This research is descriptive-causal of survey type and applied in terms of purpose. The statistical population of the study consisted of all managers of the Ministry of Cooperative, Labor and Social Welfare at the highest, middle and executive levels, 206 of whom were based on the formula of estimating the mean of a quantitative trait (one sample) in descriptive studies for a limited community. Stratified sampling was selected and studied according to the sample size. The research tool was a researcher made questionnaire that was prepared from theoretical literature of research and interview with experts and its content validity was confirmed by a group of academic experts. Reliability of the research instrument was obtained by completing 30 questionnaires and calculating Cronbach Alpha (0/81). Due to the nature of the data, heuristic factor analysis technique was used in Spss/ Win 20 software. The results showed that the organizational-managerial, behavioral and communication-interactive components are the most important factors in explaining the factors affecting organizational silence, respectively.
Mastane Ghanji; Mohammad Chizeri; Hasan Sedigi; Ali Rabiei
Volume 3, Issue 1 , March 2017, , Pages 39-78
Abstract
The main purpose of the present research is to identify the components of the competencies of managers with the emphasis on the postmodern change management of the view of the managers of the Ministry of Cooperation, Work and Social Welfare. The present research is applied research and has been used ...
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The main purpose of the present research is to identify the components of the competencies of managers with the emphasis on the postmodern change management of the view of the managers of the Ministry of Cooperation, Work and Social Welfare. The present research is applied research and has been used with use of descriptive-survey method. The statistical population of the study was all managers of the Ministry of Cooperation, Work and Social Welfare at higher, intermediate and executive levels in 2014. A sample of 206 people was selected based on the Cochran formula and classified by stratified random sampling method. The research instrument was a researcher- made questionnaire, which was based on theoretical foundations of research and interviews with experts. The expert’s opinions were used to determine their validity. Reliability of the research tool was confirmed by calculating Cronbach's alpha (equal to 0.92). The exploratory factor analysis technique was used in SPSS20 software for data analysis. The results showed that the four components with the explanation of 75.116% of the total variance are related to the managerial competencies with emphasis on the postmodern change management. Management- Organizational competencies (26.030%), social competencies (22.29%), personal effectiveness competencies (17.438%), and work environment competencies (9.411%), respectively, have had the greatest role in factor analysis of Managers competency.