Interpersonal Skills
Tayebeh Farahani; Amin Rahmati
Abstract
In this research, the effect of power sources and performance outcomes of the efficient and inefficient conflict of interest in the buyer-seller relations in the carpet market has been discussed. The research method is descriptive (non-experimental) and correlation research is a path analysis method ...
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In this research, the effect of power sources and performance outcomes of the efficient and inefficient conflict of interest in the buyer-seller relations in the carpet market has been discussed. The research method is descriptive (non-experimental) and correlation research is a path analysis method because in this research the relationships between variables were investigated in the form of causal model. The statistical population of this study is 150 people. the total number method was used for statistical sample. To analyze the data, descriptive and inferential tests were used. Descriptive tests such as percentage, mean and standard deviation, Pearson correlation, confirmatory factor analysis and structural equations were used with Smart PLS software. The results of the research hypothesis showed that the power sources (mandatory and non-volatile) and the results of the efficient and non-efficient controversial performance of the exporter-importer relationship in the carpet market have a significant effect. . In order to improve the quality and adapt it to the demands, needs and preferences of customers, sellers should pay more attention to important factors such as managing the relationship between buyer and seller, which have a significant impact on the export debate.
majid salehian
Volume 6, Issue 2 , September 2020, , Pages 110-138
Abstract
Organizations are not able to develop their effectiveness without the willingness of individuals to collaborate. The difference between spontaneous and forced cooperation is of particular importance. In the case of compulsion, the individual performs his duties in accordance with the rules, regulations ...
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Organizations are not able to develop their effectiveness without the willingness of individuals to collaborate. The difference between spontaneous and forced cooperation is of particular importance. In the case of compulsion, the individual performs his duties in accordance with the rules, regulations and standards set by the organizations and only in compliance with the requirements. While in the spontaneous and conscious cooperation of individuals, they use their efforts, power and insight to flourish their abilities for the benefit of the organization. In modern management literature today, spontaneous and conscious behaviors of people in the organization are referred to as organizational citizenship behavior. Considering the importance of this type of behavior and its effect on the performance and productivity of organizations, the general purpose of this study is to investigate the relationship between organizational citizenship behavior and the performance of Isfahan governorate employees. Therefore, a conceptual framework with five dimensions of altruism, conscientiousness, chivalry, civic attitude and politeness and respect has been considered. The present research is practical in terms of purpose and descriptive-survey method. Data collection tool was the standard questionnaire of Podsakov et al. (2000). The validity of the questionnaire was formally confirmed and its reliability was confirmed by Cronbach's alpha coefficient. The statistical population is the staff of Isfahan governorate and based on simple random sampling and Cochran's formula, the number of samples is estimated to be 87. The results showed that the level of organizational citizenship behavior of employees in this organization is at an appropriate level. There is a significant relationship between organizational citizenship behavior and its dimensions and performance. The most effective factor among the independent variables is the performance of civic virtue. In prioritizing the components of organizational citizenship behavior, the highest rank was related to civic virtue and the lowest rank was related to conscientiousness. There is no significant difference between organizational citizenship behavior and demographic characteristics. In general, organizational citizenship behavior has a positive effect on employee performance and increases employee performance.
Raheleh Alizadeh; Mohammad Ali Parvani; Behrang Esmaeilishad
Volume 6, Issue 1 , March 2020, , Pages 44-72
Abstract
The purpose of this study is to investigate the relationship between strategic human resource management and organizational learning ability with the performance of employees. The study was applied in terms of purpose and correlational in terms of descriptive-analytical research. The statistical population ...
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The purpose of this study is to investigate the relationship between strategic human resource management and organizational learning ability with the performance of employees. The study was applied in terms of purpose and correlational in terms of descriptive-analytical research. The statistical population includes all the employees of North Khorasan Power Distribution Company 191 people and the sample according to Cochran's formula is 127 people and the stratified random sampling method. Research data were collected by three questionnaires of strategic human resource management of Hong and Chang (2005), organizational learning capability of Gomez et al. (2005) and Hershey and Smith (1981) performance. The validity of the questionnaires was content that was approved by professors and experts. To analyze the findings in the inferential statistics section, to analyze the data and generalize the results, Pearson correlation coefficient and regression tests were used using SPSS21 statistical software. The results showed that there is a significant relationship between strategic human resource management and organizational learning capability with the performance of employees of North Khorasan Power Distribution Company (r = 0.789). The results of multivariate regression also showed that strategic human resource management (0.666) and organizational learning capability (0.166) predict employee performance.
Mohammad Reza Fallah; Siamak Korang Beheshti; Marzieh Amiri Samani
Volume 1, Issue 1 , September 2015, , Pages 87-107
Abstract
The aim of this research is studying Emotional Intelligence (EI) effect on employees’ performance of Negin Golfaam Naghsh-e-Jahan Company. The theoretical framework was provided based on Golman’s model. In this study the data was collected by giving a questionnaire to sample of 50 managers ...
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The aim of this research is studying Emotional Intelligence (EI) effect on employees’ performance of Negin Golfaam Naghsh-e-Jahan Company. The theoretical framework was provided based on Golman’s model. In this study the data was collected by giving a questionnaire to sample of 50 managers and personnel in Negin Golfaam Naghsh-e-Jahan Company. The method of this study is applied research from the point of view of purpose and descriptive survey method of field research. Compilation method of theoretical data is library method. The data of employees EIs was collected by the standard questionnaire. In this research we used Friedman tests, variance analysis and population average to examine assumptions. Conclusions showed that EI is totally effective on employees’ performance and organizations must promote all aspects of employees EI to improve their performance.