Interpersonal Skills
Roohollah Hosseini; Kaveh Jan Ahmadi; Hadi Ghaffari
Abstract
Purpose: Nowadays, the implementation of knowledge-based leadership as one of the components of management competencies is considered essential for the success of companies and institutions, which has attracted the attention of researchers all over the world. Knowledge-oriented leadership leads to the ...
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Purpose: Nowadays, the implementation of knowledge-based leadership as one of the components of management competencies is considered essential for the success of companies and institutions, which has attracted the attention of researchers all over the world. Knowledge-oriented leadership leads to the discovery of new knowledge, change, and improvement of methods and development of processes, and in this way creates competitive advantages in the organization. Competitive advantage is the superiority of the company compared to its competitors. Sustainable competitive advantage will create sustainable and superior capabilities for the organization which cannot be imitated by other competitors, cannot be discovered, and cannot be replaced. Competence is a combination of knowledge capacity, experience and skill, ability, and the way leaders behave constructively and effectively in management. The review of internal and external studies showed that Knowledge-based leadership is a new leadership style that has been less studied so far. The survival and success of future organizations depend on their competitive advantage. One of the factors in creating a competitive advantage is the development of the effect of knowledge-based leadership and effective leadership skills in the organization that is based on stable competitive advantage with variable mediation of management meritocracy (Tehran Post Office).Design/Methodology/Approach: This research in terms of purpose is applied type, in terms of data is quantitative, in terms of the method of data collection is survey type, and in terms of time is cross-sectional. The statistical population of this study includes 3500 employees of the Tehran Post Office. The sample size was calculated using Cochran's formula of 346 people. In the current study, the sampling method is stratified random. To collect data, a standard questionnaire was used. The validity of the questionnaire was obtained by experts and management experts and its reliability using Cronbach's alpha for all variables was more than 0.7. SPSS software and PLS software were used for data analysis.Findings: The findings indicate the confirmation of all hypotheses and the appropriate fit of the research model, and the results showed that knowledge-based leadership has a significant effect on sustainable competitive advantage with the mediation of the meritocracy variable. Knowledge-based leadership has a significant impact on competitive advantage. Knowledge-based leadership has a significant impact on meritocratic management. Management meritocracy has a significant impact on competitive advantage.Discussion and Conclusion: In the field of competition, the post office will have an advantage if they can benefit from the services of competent managers. Competent managers implement a kind of knowledge-based leadership in the organization. Therefore, the Tehran Post Administration must have a knowledge-oriented leadership to have a competitive advantage and provide the basis for its strengthening. Knowledge-oriented leaders encourage employees to be more assertive in their opinions and to be more comfortable in sharing new ideas. As a result, they bring the organization to a competitive level. Therefore, according to the said content, it is concluded that knowledge-based leadership has a significant effect on sustainable competitive advantage with the mediation of the meritocracy variable. The results of this hypothesis are in line with the studies of Jafari and Alipour (2016), Tadberi and Rozitalab (2015), Banmairuroy et al. (2022), and Jasamuddin and Naqshbandi (2018). Based on the main hypothesis, as knowledge and information are necessary for competence, it is suggested to the managers and leaders of the Tehran Post Office, that they should design their management approach to promote knowledge and information and to share and disseminate it in the entire collection, and to improve and maintain a sustainable competitive advantage in the field of competition through meritocracy and promoting their competence and their subsets and their motivation.
Interpersonal Skills
Abbasali Rastgar; Hedieh Hasani
Abstract
Purpose: Intention to employee turnover of key employees in leading organizations has become one of the most important concerns of managers and leaders that by changing the type of leadership style and relationships between managers and employees can reduce the tendency to turnover employees. Ethical ...
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Purpose: Intention to employee turnover of key employees in leading organizations has become one of the most important concerns of managers and leaders that by changing the type of leadership style and relationships between managers and employees can reduce the tendency to turnover employees. Ethical leaders try to encourage employees to do the right thing, have justice and deal appropriately with clients in any situation and condition by creating moral awareness, giving responsibility and delegating some responsibilities to subordinates by creating a collaborative atmosphere. Ethical leadership style leads to improvement and promotion of leader-member exchange. Ethical leadership is an influencing factor on pro-social rule-breaking. Pro-social rule-breaking, which is a constructive and positive law breaking, leads to the reduction of deviant behaviors in employees and makes them attached to their organization and leads to the reduction of the intention to turnover in employees. The purpose of this study is to investigate the effect of ethical leadership on employee turnover with emphasis on mediation pro-social rule-breaking and leader-member exchange.Design/Methodology/Approach: The research method is practical in terms of the type of objective. 3200 employees of Tehran Social Security Organization were selected as the population, based on random cluster sampling and using Cochran's formula, 342 people were selected as a statistical sample, and during this time, a questionnaire tool was used to collect data. In this regard, standard questionnaires were used, whose reliability and validity were confirmed during the research. In order to analyze the data, SPSS and AMOS software were used, and the data were analyzed using the structural equation modeling method.Findings: The results showed that the ethical leadership style has a direct and significant effect on intention to employee turnover. Ethical leadership always considers the interests of employees and promotes friendship and justice among employees so that employees can trust their leaders. Employees' high trust in their leaders prevents them from leaving the service, so the rate of Turnover the organization decreases. Through the mediating variables of leader-member exchange and pro-social rule-breaking, it can indirectly have a significant effect on the intention to employee turnover. Ethical leaders, due to the promotion of ethical principles and fair treatment of employees, want employees to achieve their individual goals and achieve the goals of the beneficiaries, as a result, they grant the necessary power to the employees to be able to fulfill the individual goals and the beneficiaries of the cumbersome laws. Bypass Ethical leaders lead to the creation of friendly and intimate relationships with employees through fair behaviors, by creating value and moral awareness, giving authority and responsibility to people, adopting collaborative management, etc. In this way, leader-member exchange between managers and employees are strengthened and they can freely transfer information to each other and with full openness. Also, leader-member exchange can independently lead to pro-social rule-breaking in the organization.Discussion and Conclusion: The present research can bring many positive results and lead to the expansion of ethical leadership in organizations, which provides the basis for increasing communication between managers and employees, and also leads to achieving the organization's high goals and reducing intention to employee turnover. Social security organizations can encourage benevolent rule-breaking by promoting a culture of creativity and innovation, which can include giving employees more autonomy and flexibility in their work and encouraging them to think outside the box when dealing with social issues. Social security managers should try to establish an ethical leadership style in the organization and create a friendly and cooperative atmosphere in the organization so that employees can strive to achieve organizational goals and not be afraid of existing obstacles. Also, strengthening relationships is one of the requirements of any organization, especially the social security providers, so that the employees who attract and hire and hold training courses for them do not want to leave the place of service and can bring the organization closer to its real vision with increasing efforts. Social security organizations can promote ethical decision-making among employees by providing clear guidance on the organization's values and ethical principles and encouraging employees to consider the potential consequences of their actions.
Interpersonal Skills
Mohsen Arefnezhad; Faezeh Hasanvand
Abstract
Purpose: In today's complex environment, it is necessary for the success of organizations to maintain stable employability. The benefits related to job regeneration and the quality of relationships with colleagues effectively determine the success of people to stay in employable jobs in a very competitive ...
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Purpose: In today's complex environment, it is necessary for the success of organizations to maintain stable employability. The benefits related to job regeneration and the quality of relationships with colleagues effectively determine the success of people to stay in employable jobs in a very competitive world. Knowledge-based organizations, which play an important role in society by hiring skilled people, should associate themselves with the emerging changes and developments in the organization's new environment and strive for the stability of employability in this competitive environment. Today, the most important component of empowering employees for employability during employment is relationships with colleagues. All human beings need to establish relationships with others in the family, school, and work environments; Because creating good relationships is one of the most basic elements of happiness and success of every person in life. With these interpretations, co-worker relationship management constitutes an emerging trend in human resource management through creating and maintaining personal relationships and mutual value with employees based on information technology and also has an interesting impact on daily tasks, processes, and responsibilities. The current research was conducted to investigate the effect of the quality of relationships with colleagues on the ability to be employed sustainably with the mediating role of career regeneration.Design/Methodology/Approach: This research is based on a practical purpose and in terms of method, it is a descriptive survey. The respondents of this research were 120 experts from knowledge-based organizations active in the science and technology park of Lorestan province. Using Morgan's table, 92 people were selected as a sample using a simple random method. A standard questionnaire was used to collect research data. Cronbach's alpha method and composite reliability and validity were measured by the convergent method. A structural equation modeling approach and pls software were used to analyze the data. Regarding the analysis method and software used in this research, it is necessary to explain that SPSS software and Cronbach's alpha were used to check and test the normality of the data and measure the reliability of the data collection tool. Also, Smart PLS software was used to measure the convergent and divergent validity of the questionnaire and to test the research hypotheses. Content validity, convergent validity, and divergent validity have been used to verify the validity of the measurement tool. Content validity has been established by ensuring the consistency between the measurement indicators and the existing literature, and it has been obtained through a survey of professors.Findings: The results of the hypothesis test showed that the quality of relationships with colleagues has a positive and significant effect on sustainable employability; Also, the effect of the quality of relationships with colleagues on job regeneration was confirmed. In addition, the effect of the role of job regeneration on sustainable employability was confirmed. Finally, it can be said that job regeneration has a mediating role in the quality of relationships with colleagues on sustainable employability.Discussion and Conclusion: The results of the research indicate that organizations should involve all employees in job regeneration to benefit from strategic benefits; Because this work brings many advantages for individuals and organizations. In addition, job reinvention is a personal human resource management practice, and its integration with management-oriented human resource management practices solves new work needs and challenges, and finally, new insight for managers and employers of knowledge-based organizations. brings to invent methods of quality relationships with colleagues to improve job skills as well as organizational effectiveness and sustainable employability. Regarding the practical and applied aspect of the current research, it should be said that by increasing the quality of relationships with colleagues based on friendship, trust, intimacy, personal concern and respect, organizations can develop participation in their organizational structure and enrich work and maintain Increase sustainable employability and also, to meet the emerging job needs, turn to job regeneration by improving the job skills of the employees and keep and hire skilled and qualified people in the organization while maintaining their strategic advantage.
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.
Interpersonal Skills
Hadi Kheirabadi; Eslami Mofid Abadi Hossein; Ehsan Rahmaninia
Volume 8, Issue 2 , September 2022, , Pages 177-201
Abstract
The main aim of the current research was to investigate the role and place of CEO's social capital activities on real profit management and future operational performance of companies. The present research method was descriptive-survey. The statistical population of the study included the companies admitted ...
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The main aim of the current research was to investigate the role and place of CEO's social capital activities on real profit management and future operational performance of companies. The present research method was descriptive-survey. The statistical population of the study included the companies admitted to the Tehran Stock Exchange in the period from 2010 to 2021. The sampling method of the research has also been done regularly. Correlation analysis and multivariate regression methods have been used to test the hypotheses and estimate the empirical model of the research. Also, in this research, in order to test the hypotheses of the research, Excel software, a statistical software of the statistical package for the social sciences (SPSS), has been used, and for the estimation calculations of the models of the present research, the econometric Eviews software has been used. In general, the general results of the present research show that the role and position of the CEO's social capital activities have a significant effect on the real profit management and the future operational performance of the companies admitted to the Tehran Stock Exchange.
Interpersonal Skills
Hassan Barmaki; Azam Ghasemi; Mohammad Rafati
Volume 8, Issue 2 , September 2022, , Pages 243-264
Abstract
In this article, with the aim of influencing the leadership of the superior employee, the service of the employees was mediated by the organizational commitment and loyalty of the employees among the branches of Sepah Bank in Mashhad. The present research is an applied research in terms of purpose and ...
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In this article, with the aim of influencing the leadership of the superior employee, the service of the employees was mediated by the organizational commitment and loyalty of the employees among the branches of Sepah Bank in Mashhad. The present research is an applied research in terms of purpose and descriptive-correlational research in terms of data collection and implementation. The data collection tool in this research is a questionnaire. The statistical population includes the managers of Sepah Bank Mashhad branches with 147 and a sample size of 108 people, which was determined by simple random sampling method. Data analysis was performed using Amos software and structural equation method. Also, t-test was used to analyze the data related to each of the research hypotheses. The results showed that the service leadership has an effect on the staff leaving the Sepah Bank branches in Mashhad and the employees' loyalty mediates the effect of the superior service leadership of the employees serving in the Sepah Bank branches. The commitment of the organization is mediated by the leadership of the superior service provider of the employees in the branches of Sepah Bank in Mashhad.