Mahdi Naddaf; Hasan Ali Sinaee; Hajar Dezfuli
Volume 1, Issue 1 , September 2015, Pages 9-29
Abstract
This study attempts to examine the relationship between some behavioral characteristics (overconfidence, risk tolerance, self-monitoring and herd behavior) and investors’ behavior (Stock volume and Frequency of stock transaction) and also to study the relationship between investors’ behavior ...
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This study attempts to examine the relationship between some behavioral characteristics (overconfidence, risk tolerance, self-monitoring and herd behavior) and investors’ behavior (Stock volume and Frequency of stock transaction) and also to study the relationship between investors’ behavior and investment performance (Stock returns). Statistical population contains all individual investors of Tehran stock exchange. The questionnaires were distributed to individuals who make stock transactions and had at least two transactions in past year. Pearson correlation coefficient tests were used to analyze the data. The finding of the research shows that there is a meaningful and positive connection between overconfidence and risk tolerance with stock volume and stock frequency. But self-monitoring and herd behavior have not meaningful relationships with stock volume and stock frequency. Also the finding indicates that there is a significance relationship between Stock volume and Frequency of stock transaction with Stock returns.
Mehdi Yazdan Shenas; Amir Hossein Mazidabadi Farahani
Volume 1, Issue 1 , September 2015, Pages 31-59
Abstract
This study tries to investigate the effects of positive organizational behavior in reducing employees` negativity. In this regard, different relationships between positive psychological capital and transformational leadership with organizational cynicism and employees` intention to quit have been analyzed ...
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This study tries to investigate the effects of positive organizational behavior in reducing employees` negativity. In this regard, different relationships between positive psychological capital and transformational leadership with organizational cynicism and employees` intention to quit have been analyzed within the conceptual framework. An important idea is that the psychological empowerment as a mediating factor can affect these relationships which should be carefully considered. This research is a descriptive one which its statistical population consists of employees of Social Security Organization in Qom province and required data were collected through questionnaire. Results show the positive role of psychological capital and transformational leadership in reducing organizational cynicism and intention to quit. Also, analyses supported the mediating role of psychological capital in relations among psychological capital, organizational cynicism, and intention to quit, but this role was not confirmed in relations among transformational leadership, organizational cynicism, and intention to quit.
Abbas Narhesiyan; Jabbar Babashahi; Mansour Ranjbar
Volume 1, Issue 1 , September 2015, Pages 61-85
Abstract
As managers are obliged to make various and diverse decisions, we can expect that these decisions are influenced by various variables and the managers deviate in decision making. One of the factors that affects manager’s perceptions during decision making process is “similar to me” ...
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As managers are obliged to make various and diverse decisions, we can expect that these decisions are influenced by various variables and the managers deviate in decision making. One of the factors that affects manager’s perceptions during decision making process is “similar to me” factor. In this paper, we try to explain influential personality characteristics (such as narcissism, internal locus control and external locus control) on occurrence of “similar to me” effect. Research findings show that there is a meaningful positive relationship between “similar to me” effect and personality characteristic (narcissism and internal locus control) and meaningful negative relationship between “similar to me” effect and external locus control. Statistical population includes managers that work in hospitals of Mazandaran province.
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.
Valiollah Naghi Pourfar; Behzad Mohammadian
Volume 1, Issue 1 , September 2015, Pages 109-133
Abstract
This study aimed to investigate the role of psychological capital in crisis management, according to the tradition of Imam Hossein (AS). The type of research is qualitative that performed by content analysis technique. Data were collected from documents and historical texts. For this purpose our research ...
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This study aimed to investigate the role of psychological capital in crisis management, according to the tradition of Imam Hossein (AS). The type of research is qualitative that performed by content analysis technique. Data were collected from documents and historical texts. For this purpose our research was performed based on the Mosueh Al-Hossein (AS) book. Analysis was carried out according to the process model of crisis management, with four stages as anticipating a crisis, crisis management plan, organizing and implementing crisis management plan. Finally, it was concluded that, in the pre-crisis stage, Imam (AS) due to issues in the community had come to the awareness that the crisis threatens community and the need for corrective action is necessary in order to achieve the same result as the planning and controlling arrangements for the crisis and its final implementation freed the society from danger. Psychological aspects in all parts of the capital management is deduced and it has some examples such as patience, determination, faith in God and being thankful.
Jabbar Babashahi; Mahmoud Mohammadi; Reza Qaraeipour; Bograt Rashvand
Volume 1, Issue 1 , September 2015, Pages 135-157
Abstract
One of the main challenges of industrial organizations is retaining Islamic values and developing spirituality that is achieved by increasing trust-building practices such as following justice in payments and managerial behaviors, selecting efficient resources, associate and maintain expert personnel, ...
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One of the main challenges of industrial organizations is retaining Islamic values and developing spirituality that is achieved by increasing trust-building practices such as following justice in payments and managerial behaviors, selecting efficient resources, associate and maintain expert personnel, implementing suitable substitution model, preventing from discrimination between employees and management and application of efficient performance appraisal system. So, the objective of this research is to strengthen culture in light of trust building mechanism such as HR practices in one of industrial organizations. Research methodology includes both descriptive and correlation analysis based on regression. Data was collected by means of designed questionnaire and data samples were selected in probable form. Research results indicated that there is a meaningful relationship between trust and culture. As well as doing constructive HR practices such as performance based compensation system, competence oriented recruitment, result oriented performance management, empowerment, writing job description, using new mechanism of job design and competence based career path management system will result in employees trust.
Rahmatollah Gholipour Souteh; Hossein Samadi Miarkalai; Hamza Samadi Miarkalai
Volume 1, Issue 1 , September 2015, Pages 159-189
Abstract
Nowadays, for progression and effectiveness, organizations need effective and committed employees that go beyond their duties and achieve growth and maturity. Organizational citizenship behaviors (OCB), which are job behaviors that exist outside of the technical core of the job and some factor such as ...
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Nowadays, for progression and effectiveness, organizations need effective and committed employees that go beyond their duties and achieve growth and maturity. Organizational citizenship behaviors (OCB), which are job behaviors that exist outside of the technical core of the job and some factor such as organizational commitment, have a key role in its improvement. The purpose of present paper is the investigation of relationship between organizational commitment and employee’s organizational citizenship behavior in Red Crescent Society’s Textile Industries of Islamic Republic of Iran. Statistical population of present study includes 180 employees of Red Crescent Society’s Textile Industries of Islamic Republic of Iran and its equal sample includes 106 employees. Data is collected by using standard questionnaires and analyzed by SPSS and LISREL. Results show that the relationship between employee’s organizational citizenship behavior and organizational commitment is positive and significant. This positive and significant relationship is found between organizational citizenship behavior dimensions (except of Affirmative Commitment), and organizational commitment dimensions. In the studied model, the value of indexes of fit (GFI = 0.93, NFI = 0.90 and RMSEA =0.079) demonstrated the suitability of the model.