Employee Performance

Open Access Article

1 - The Dimensions of Organizational Culture Model on Performance Employees of the Development and Cooperation Bank
Ali Kaveh Davoud Kajouri Kia Mohammd Javad Taghi Poorian Hasanali Aghajani

10.30495/ijpa.2022.64533.10815

Background: In order to achieve the desired goals and activities, in addition to obtaining material capital, organizations need qualified human resources to help advance the goals of the organization.      Objective: The main purpose of this study was to More

Background: In order to achieve the desired goals and activities, in addition to obtaining material capital, organizations need qualified human resources to help advance the goals of the organization.      Objective: The main purpose of this study was to identify the dimensions of organizational culture model on employee performance in the Development and Cooperation Bank of Mazandaran Province.       Method: The method of the present study in this study is descriptive-survey in terms of fundamental purpose. The statistical population of the present study consists of employees and managers of Mazandaran Development and Cooperation Bank. Sampling method In the qualitative part of the study, purposive sampling. In the qualitative part, for data collection, in-depth and semi-structured interviews have been used, and in the quantitative part, a researcher-made questionnaire has been used. Cronbach and finally structural equations were used using Smart PLS software.        Findings: The research findings indicate that the components of organizational culture (contextual factors, causal conditions, central phenomena, strategies, consequences, intervention conditions) had a positive and significant effect on the performance of Development Bank and Cooperative staff.      Conclusion: The results of this study also showed that the impact of organizational and individual outcomes on the organizational culture model was greater than the rest Manuscript profile

Open Access Article

2 - Effect of Organizational Citizenship Behavior on Evaluation Effectiveness Performance in Eslamshahr Branch of Islamic Azad University Employees
Niloufar Mirsepasi Hajieh Rajabi Farjad Marzieh ebrahimian

The role of the organizational citizenship behavior (OCB) is discussed in the performance assessment of employees; in this study .Five dimensions of OCB model are included: altruism, courtesy, wisdom, urban character and generosity. In this study, the organizational More

The role of the organizational citizenship behavior (OCB) is discussed in the performance assessment of employees; in this study .Five dimensions of OCB model are included: altruism, courtesy, wisdom, urban character and generosity. In this study, the organizational citizenship behavior is considered as an independent variable, and performance of the employees is a dependent variable. The purpose of this study is to identify and express the relationship among five organizational citizenship behaviors and to assess the performance of employees of Islamic Azad University of Islamshahr branch. The method of the study is descriptive and correlational. The 180 participants involved in the study, consists of the employees from the Islamic Azad University, Islamshahr branch. The data is analyzed by Spss and hypothesises are tested by Kolmogorov - Smirnov test the results show that there are direct relationship between altruism and performance of the employee, also, there are significant relationship among conscience, performance, sacrifice with performance, urban character and finally between courtesy or respect and performance. In fact, according to original hypothesis there are significant relationship between every five dimensions included altruism, conscience, sacrifice, urban character and courtesy with performance of the employees. Manuscript profile

Open Access Article

3 - The effect of job satisfaction, employee motivation and organizational culture on improving the performance of hospital employees in the first district of Tehran during the Corona era, emphasizing the role of information technology
nhvhfd darabi Mohammadreza Zahedi Sayyed Mehdi Hosseini Sarkhosh

Background and purpose: The spread of the Covid-19 disease for the past three years has forced many organizations and governments to formulate and implement ways to achieve the ultimate goals of the organization. In this, the role of technology is very important. With t More

Background and purpose: The spread of the Covid-19 disease for the past three years has forced many organizations and governments to formulate and implement ways to achieve the ultimate goals of the organization. In this, the role of technology is very important. With technology, all activities can continue. This study explains that technology, organizational culture and job satisfaction in the national hospitals of one district of Tehran are motivations to improve performance, especially during the epidemic. Methodology: 181 questionnaires were distributed among employees. Respondents must meet the following criteria: at least one year of work experience and at least a diploma. The dependent variable is employee performance. The independent variables are organizational culture, motivation and job satisfaction. Intervening variable is information technology. Due to the presence of intervening variables, research hypotheses were analyzed by PLS factor analysis method and using SPSS version 19 software. Findings: The results of the research show that organizational culture, job satisfaction, and motivation have a significant positive effect on employee performance, and also organizational culture and motivation through information technology have a significant impact on employee performance. Conclusion: The results of the study can be used as a basis for designing business strategies to improve the performance of employees in a competitive environment to improve the credibility of hospitals. Manuscript profile

Open Access Article

4 - Effect of Organizational Silence on Employees’ Performance According to Mediating Role of Organizational Culture
hajieh rajabi farjad somayeh rezaei

Introduction and purpose of the Research: organizational culture, identifies the social identity of each organization and many of organizations have realized this obvious conundrum that most employees know the facts in relation to organizational issues and problems, but More

Introduction and purpose of the Research: organizational culture, identifies the social identity of each organization and many of organizations have realized this obvious conundrum that most employees know the facts in relation to organizational issues and problems, but don’t dare to express this facts. In fact, organizational silence is a non - efficient process that eliminates all organizational efforts. Current study is conducted to investigate the effect of organizational silence on employee performance considering the mediating role of organizational culture of the headquarters of the University of medical Science and Health Services in Iran. Methods: Research method based on the goal was Applica tonal and descriptive one. The statistical universe of this research which included all employees in headquarters of the University of Medical Sciences and health services in Iran, were 214 persons which among them, using Cochran's formula and simple random sampling method, 138 individuals were considered as the sample size. Data were collected using Van Dyne et al. (2003) standard 15 - question questionnaire study for organizational silence, Denison (2000) fifty -question questionnaire of organizational culture and 40 questions to measure the performance of employees based on the standard Hersi & Goldsmith (2005) questionnaire. Reliability of this questionnaire using Cronbach's Alpha for all dimensions of the questionnaire was more than 0.7 which showed the good reliability of research tools. In order to calculate the validity, construct validity is used and the results indicated validity of the tools (AVE> 0.5). Foundings: Data analysis was done using the structural equations modeling method. The results of the research indicate to the suitable fitness of conceptual model, based on the indices of acceptable and significant values of consistency coefficients, factor loads, explained variance and index of GOF. Conclusions: The results of the research showed that organizational science, with intermediating of the organizational culture on performance of the staff, influences meaningfully and is negative. Value of non-direct severity of the impact through the variable of mediating organizational culture with the use of the VAF index, was -0.426. Also, the effect of organizational silence on organizational culture, negatively and culture on employee performance, positive and meaningful, has been confirmed.   Manuscript profile

Open Access Article

5 - Investigating the effect of emotional intelligence on employee performance with conflict mediator variable of Razi University of Kermanshah
Morteza Ghazanfari Ali malmir

10.30495/jcm.2023.72794.1663

The present study has been investigated with the aim of emotional intelligence on the performance of employees of Razi University of Kermanshah with the mediating variable of conflict. This is a descriptive, survey and correlational study. The method of collecting data More

The present study has been investigated with the aim of emotional intelligence on the performance of employees of Razi University of Kermanshah with the mediating variable of conflict. This is a descriptive, survey and correlational study. The method of collecting data and information is library and questionnaire tool. The statistical population of this research is the employees of Razi University of Kermanshah, including employees, faculty members, and managers, and 196 people were selected as the sample size using the Kurjes Morgan table. And 196 questionnaires were distributed among employees and analyzed. The collection tools include the conflict management style questionnaire of Robbins (1998), Schering intelligence questionnaire (1996) and Stephen's employee performance standard questionnaire (2005).The findings showed that emotional intelligence of employees has a positive and significant effect on their performance, conflict also had a positive effect on performance in a derivative form, finally, the conceptual model of the research had the necessary fit and confirmed that emotional intelligence on performance Employees have a positive and significant effect with the mediating variable of conflict. Manuscript profile

Open Access Article

6 - Investigating the Relationship between Ethical and Charismatic Leadership Styles and Social Development Case study of employee performance in public and private organizations in Tehran
Mohammad Golchini Alireza Manzari Tavakol Sanjar Salajeqheh Zahra Shookoh

10.30495/jisds.2022.19855

Social development in any society depends on many factors, so that it is not possible to write a single version for all societies. One of the most important factors in social development is leadership styles in various social fields. However, there is much disagreement More

Social development in any society depends on many factors, so that it is not possible to write a single version for all societies. One of the most important factors in social development is leadership styles in various social fields. However, there is much disagreement about which leadership style is more appropriate in different organizations and social arenas. In the present study, we compared the two styles of ethical and charismatic leadership among employees of public and private organizations in Tehran and showed that although, in theory, charismatic leadership style may be more appropriate or attractive for Iranian organizations, ethical leadership style from the perspective of employees. These organizations are more appropriate and are considered a way for more social development. The results show that not only are employees' evaluations of their performance in both the public and private sectors positive, but they also consider ethical management style to be more effective in increasing and improving their performance than charismatic leadership style. Overall, government employees are more positive about this style of leadership than private sector employees. Manuscript profile

Open Access Article

7 - The mediating role of participation and emotional well-being in the effect of organizational virtue on employee performance
soheila zarin jouy alvar Donya Bavi

Background & Purpose: The purpose of this study was to investigate the mediating role of participation and emotional well-being in the effect of organizational virtue on employee performance.Methodology: The present study is applied in terms of purpose and descripti More

Background & Purpose: The purpose of this study was to investigate the mediating role of participation and emotional well-being in the effect of organizational virtue on employee performance.Methodology: The present study is applied in terms of purpose and descriptive-survey in terms of method. Data collection was done by a standard questionnaire of 25 questions. The content validity of the questionnaire was confirmed by Cronbach's alpha using expert opinions and its reliability. The statistical population of the study consisted of 130 employees of Abadan Azad University and the sample size was calculated to be 97 people using Morgan table. To select the sample, stratified random sampling method was used. Data analysis was performed using structural equation modeling and LISREL software.Finding: The university, as a leading organization in societies and its central importance in life, should be more sensitive to improving its quality, which requires the endogenous development of evaluation culture, and the observance of ethics and the institutionalization of moral virtues in this regard is an issue that can be Implement it in other organizations as well. It is suggested that behavior in the shadow of respect, ethics and love be at the forefront of organizational behavior, in other words, regardless of the role and position of employees, treat them with respect and maintaining their personality. Manuscript profile

Open Access Article

8 - A Model for Factors Involved in Human Resource Productivity in the Affiliated Offices of a Government Organization
Mehdi Sadeghi Fard Saeed Sayadi Masoud Pourkiani Sanjar Salajegheh Hojat Babaei

Manuscript profile

Open Access Article

9 - Investigating the relationship between management excellence and the performance of employees of Islamic Azad University, Zahedan branch
نواب سپاهیان علیرضا سرگلزایی

10.30495/qrm.2023.705439

AbstractIn terms of method, this research is descriptive and survey type. Based on the purpose, this research is an applied research and in terms of time, it is part of applied research. In terms of the type of data collection, this research is among library and field r More

AbstractIn terms of method, this research is descriptive and survey type. Based on the purpose, this research is an applied research and in terms of time, it is part of applied research. In terms of the type of data collection, this research is among library and field research. The statistical population in this research, the employees of Islamic Azad University, Zahedan branch, includes 300 people, and a statistical sample was made from this population based on the Morgan table and by the simple random sampling method, which includes 169 employees. The tool for collecting information in this research is a researcher-made questionnaire containing questions on the effectiveness of staff performance and the excellence of university management. In order to check the validity of the questionnaire, the content validity method was used in this research. The CVR method was used to calculate the reliability coefficient of the judges, and the obtained coefficient was 0.89, which indicates the appropriateness of the tool. Also, to determine the reliability of the test, Cronbach's alpha method was used, in which 20 questionnaires were initially measured and the results obtained (0.91) showed the reliability of the tool. In this research, SPSS 24 and Amos software were used for data analysis. The research findings have shown that there is a significant relationship between management excellence and each of the components of employee performance. Manuscript profile

Open Access Article

10 - Evaluation of the impact of performance evaluation indicators on the performance of accountants
Hassan khosravi Adel Azar Morteza Mosakhani Mehdi Mortazavi

Evaluate the performance of the employees of the human resource management tasks is proper assessment and provide appropriate feedback arising from the Ann improves the performance of the employees will, in the research ahead that such research is a quantitative method More

Evaluate the performance of the employees of the human resource management tasks is proper assessment and provide appropriate feedback arising from the Ann improves the performance of the employees will, in the research ahead that such research is a quantitative method scrolling to examine the influence of variables anchors the system, assess performance, environmental factors, etc. bureaucracy system, administrative, policy, stakeholder on the performance of the calculus in system performance evaluation is presented, the research in the Ministry of Economic Affairs and finance is done, etc.Examples of activists and experts knowledgeable in the arena of the system of arithmetic country. the number of 137 people to the census have been selected for collecting the information from the questionnaire Is used. The study of causal relations between variables in the study used structural equation model .SPSS and SmartPLS software are used to implement minimal squares partial technique. By examining the coefficients of the path between the variables characterized anchors the greatest impact, and stakeholder highest impact on the performance of the system, accounting have. Manuscript profile

Open Access Article

11 - Investigation about Impression and Being Impressed Relation of Job Attitudes and Their Connection with Employee Performance
Akbar Hassanpour Gholamreza Memarzadeh Mona Anbarlooi

The job attitude is a concept that indicates positive and negative perception of individual about work and various aspect of workplace. A positive and good attitude is important for individual and organizational success. Research about employee, s attitude makes manager More

The job attitude is a concept that indicates positive and negative perception of individual about work and various aspect of workplace. A positive and good attitude is important for individual and organizational success. Research about employee, s attitude makes managers aware of their subordinates, attitude about himself and find out whether policies and procedures that are implemented is fair or not? Managers should have more attention to employee, s attitude because it affects on individual, s behavior in organization and they could predict it. For that aim, this study examined the impression and being impressed relation of job attitudes (job involvement, organizational commitment, and job satisfaction) and their connection with employee performance. This research has been done with descriptive-correlation method. Its statistical population involved all employees of Imam khomeini international university in qazvin. Of which 121 people were selected by simple random sampling. Findings reveal that each of job attitudes has a significant and direct impact on employee performance. Job involvement has much influence on employee performance than others. Furthermore, job involvement has a significant and direct impact on organizational commitment and job satisfaction. Organizational commitment has significant impact on job satisfaction.                                                                                                                                                  Manuscript profile

Open Access Article

12 - The Role of Style of Service Leadership on Creativity and Staff Performance in Creating the Reputation of Hotels
Davood Kiakojori Farnak Paydar Alireza Banagar Fatemeh Saghari

The purpose of this study was to investigate the role of service leadership styles in creating hotel reputation by virtue of peer-to-peer mediation and employee performance. The research method was descriptive-correlational. The study population consisted of 300 leaders More

The purpose of this study was to investigate the role of service leadership styles in creating hotel reputation by virtue of peer-to-peer mediation and employee performance. The research method was descriptive-correlational. The study population consisted of 300 leaders and staff members of Narenjestan hotel in Noor city. Finally, based on Morgan table, a sample of 169 people was selected randomly for the study. The research tool consists of three questionnaires: Hazratat service leadership style with 86% reliability of Archive’s performance evaluation questionnaire with 86% reliability and organizational reputation of Found bran and Venereal with a reliability of 85%. Their reliability has been calculated based on Cronbach's alpha coefficient. In order to investigate the research hypothesis, structural equation method and LISREL software have been used for analyzing data. The findings of the research showed that: 1. the service leadership style affects employees 'creativity. 2. People's employees influence employees' performance. 3. The performance of employees affects the creation of hotel reputation. The people's creativity affects the creation of the hotel's reputation. 5. Service leadership styles affect the creativity of hotels. The results of this study can be used to formulate leadership strategies and human resources, and similar organizations, especially service organizations, can be influenced by the style of service leadership and it’s strengthening on the behavior and performance of its employees. Finally, the behavior of employees as a brand to identify the organization and therefore the reputation of the organization is considered. Manuscript profile

Open Access Article

13 - Surveying the Assessment System of the Performance and Effect of the Motivational-cultural Factors on the Improvement of Personnel Performance (case study: Iran's District 12 Grain Company)
Hedayat allah Soltani Mojtaba Parsa nasab mohammad mehdi Rashidi

In this study, which was conducted using descriptive survey method, five questions and two hypotheses were proposed. Research data which was extracted from 90 employees of Iran’s District 12 Grain Company using questionnaires was analyzed by T, ANOVA, Tukey, Chi-S More

In this study, which was conducted using descriptive survey method, five questions and two hypotheses were proposed. Research data which was extracted from 90 employees of Iran’s District 12 Grain Company using questionnaires was analyzed by T, ANOVA, Tukey, Chi-Square, and Jonckheere Tests. Motivational factors affecting the employees’ performance in Iran’s District 12 Grain Company were selected based on Herzberg's theory, and include fame, growth and advancement, the job nature, responsibility and success. Cultural factors affecting the employees’ performance in this company were selected based on Robbins’ theory, and include attention to details, challenging spirit, attention to the employees, attention to the results, attention to the team, innovation, and stability. Moreover, the research results show that performance evaluation has affected the performance of the employees in Iran’s District 12 Grain Company, and the current evaluation system is acceptable by the employees. In addition, the order of importance for the factors affecting the employees’ performance in Iran’s District 12 Grain Company are as follows: 1)the job nature; 2)fame; 3)responsibility; 4)growth and advancement; and 5)success. The order of importance for cultural factors affecting the employees’ performance are as follows: 1)innovation; 2)stability; 3)attention to the employees; 4)attention to the results; 5)attention to the team; 6)attention to details; and 7) challenging spirit. Manuscript profile

Open Access Article

14 - Investigating the role of office automation in improving employee performance
shahram bandpey ebrahim niknaghsh

Manuscript profile

Open Access Article

15 - The relationship between meritocracy, job pressure, job control, and perceived organizational support with employee performance
Abdoljavad khalili sayyed rohallah Hossaini mahboub

Employee performance is an issue that is closely related to the organization's achievement of its set goals, so that employee performance is considered equivalent to the organization's performance. The aim of this study was to investigate the relationship between merito More

Employee performance is an issue that is closely related to the organization's achievement of its set goals, so that employee performance is considered equivalent to the organization's performance. The aim of this study was to investigate the relationship between meritocracy, job pressure, job control and perceived organizational support with employee performance, which in terms of purpose, was practical and correlational. The statistical population of this study was all employees of Saderat Bank branches in Bushehr province. Using Cochran's formula, a sample of 242 people was selected and examined by random sampling method. The method of collecting field information and tools was to collect the questionnaires of Moher et al. (2006), Lee and Babco (1998), Chiang and Hesiyeh (2012), Hosseini et al. (1392) and Moghimi (1390). The validity of the questionnaires was confirmed by the validity of the content and the review of the professors, and the reliability of the questionnaires was obtained by Cronbach's alpha, all research variables above 0.7. Finally, the data were measured and analyzed using structural equations. The results showed that at a significance level of 0.05 there is a negative and significant relationship between job pressure and employee performance. But the relationship between job control, perceived organizational support, and meritocracy has been positive and significant on employee performance Manuscript profile

Open Access Article

16 - The effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace (Case study: Islamic Azad University, Isfahan Branch (Khorasgan))
Abbas Ghaedamini Harouni reza Ebrahimzadeh Dastjerdi Mehrdad Sadeghi de cheshmeh

The purpose of this study is to determine the effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace. The present study is applied in terms of purpose and correlational in terms of More

The purpose of this study is to determine the effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in the Islamic Azad University of Isfahan (Khorasgan) of 660 people, of which 244 people were selected through Cochran's sampling formula as a sample through stratified sampling method appropriate to the volume. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace of Appleham et al. (2007), Standard Questionnaire of Employee Performance of Gibson et al. (2010) and Standard Questionnaire of Organizational Culture Robbins and Jaj (2017) and Standard Questionnaire of Victor and Cullen (1988) The validity of the questionnaires was examined based on content, face and structural validity, and after the necessary terms, the validity was confirmed. 0 and 0.92 were estimated and data analysis was performed at the inferential level including structural equation modeling. The results showed that this study shows that organizational culture and ethical atmosphere have a positive and significant effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior, and deviant behavior has a significant negative effect on employee performance. Manuscript profile

Open Access Article

17 - Design and Explain the Performance Management Model of the Employees of the Country's Tax Affairs Organization
afshin hashemi Dariush Gholamzadeh ahmad vedadi

The purpose of this research was to design and explain the performance management model of the employees of the country's tax affairs organization. This present research was conducted in a qualitative (systematic review and theme analysis) and quantitative (structural e More

The purpose of this research was to design and explain the performance management model of the employees of the country's tax affairs organization. This present research was conducted in a qualitative (systematic review and theme analysis) and quantitative (structural equations) in terms of its purpose and developmental nature . The statistical population of the qualitative section included people with opinions related to the country's tax affairs organization, including high-ranking employees of the country's tax affairs organization with competency indicators. 12 people were selected as a sample by purposeful and snowball method and at the limit of theoretical saturation.in quantitative part ; 360 employees of the tax affairs organization of Tehran were selected as samples . in the qualitative part of tesis ;a semi-structured interview was used، in the quantitative part; a researcher-made questionnaire was used. Based on the results of a model and framework for managing the performance of employees of the country's tax affairs organization in the form of three dimensions, the basic requirements of employee management, which included the elements of individual factors, general competence and individual competence, the dimension of the background and context of the management of the organization's employees, which includes elements such as organizational values, goals and It has organizational strategies and professional performance standards, and finally, the dimension of organizational growth and development of employee management, which includes the factors of guidance and supervision, performance development, training, monitoring and observation, strengthening motivation and attraction, recruitment and adjustment, with a total of 101 components. Manuscript profile

Open Access Article

18 - Determining the impact of transformational leadership style and in-service training on the jihadist performance of employees in Saipa Automotive Group
mahmood soheilnejadma Maryam Adibzadeh Mojtaba Moazzami

The purpose of this research is to investigate the effect of transformational leadership style and in-service training on the jihadi performance of employees in Saipa Automobile Group. The current research is applied in terms of purpose and descriptive in terms of the n More

The purpose of this research is to investigate the effect of transformational leadership style and in-service training on the jihadi performance of employees in Saipa Automobile Group. The current research is applied in terms of purpose and descriptive in terms of the nature and method of data collection. The statistical population in this research includes the line and staff of Saipa Automotive Group in Tehran. The simple random sampling method and the quantitative research data were in the form of an interval scale. In order to perform inferential analysis, SPSS and Amos 22 statistical software were used. The results showed that the root mean square index value was obtained as 0.072; The model has a good fit. Also, goodness of fit index equal to 0.93, adjusted goodness of fit index equal to 0.90, incremental fit index equal to 0.94, normalized fit index equal to 0.93, and unnormalized fit index equal to 0.90 have been obtained. ; According to these cases, it can be said that the model in question has good explanatory power. which is based on the effect of transformational leadership style and in-service training on the jihadi performance of Saipa Automotive Group employees. Manuscript profile

Open Access Article

19 - A proposed model for establishing the establishment of the performance management process of employees of the Tax Administration of the country with the approach of Islamic values
afshin hashemi Dariush Gholamzadeh Ahmad Vedadi

research is to present a model for the foundation of the process of managing the performance of the employees of the country's tax affairs organization with the approach of Islamic values. This research was conducted in terms of purpose and developmental nature using a More

research is to present a model for the foundation of the process of managing the performance of the employees of the country's tax affairs organization with the approach of Islamic values. This research was conducted in terms of purpose and developmental nature using a mixed qualitative and quantitative method. The statistical population of the qualitative section includes people with opinions related to the Tax Affairs Organization of the country, and in the quantitative section, a sample of 360 people were selected from experts and employees of the Tax Affairs Organization of Tehran. A semi-structured in-depth interview was used in the qualitative part and a researcher's questionnaire was used in the quantitative part. The result of the research is a combination of interview data and literature study, and in the form of a suitable platform for updating the performance management process of employees of the country's tax affairs organization, it has three themes: Islamic and organizational values, goals and strategies of the organization, and professional performance standards. The results showed that this model has sufficient validity and desirability (good fit).. Manuscript profile

Open Access Article

20 - The effect of personality traits, morale and generational dependence on employee performance
محمد کاظم زاده هوچقان رضا نجف بیگی ناصر میرسپاسی کرم الله دانش فرد

Objective: The aim of this study was to investigate the effect of correlation between personality, morale and generational dependence of employees on performance in the workplace.Methodology: Quantitative research method and analysis of results have been done using mult More

Objective: The aim of this study was to investigate the effect of correlation between personality, morale and generational dependence of employees on performance in the workplace.Methodology: Quantitative research method and analysis of results have been done using multiple regression. The study sample includes 120 human resources experts from a government organization. To measure employee morale from the standard staff morale scale (EMS) questionnaire, to measure personality from the standard questionnaire (HEXACO), to measure employee performance from the standard questionnaire (JOBS) and to show the generation dependence of each year of birth One of the participants was used.Results: The results of the analysis of 8 research hypotheses showed that 4 hypotheses were confirmed and 4 were rejected: three dimensions of extraversion, adaptation and acceptance of new experiences of personality traits and employee morale with a significant relationship with job performance and three dimensions of honesty There is no significant relationship between humility, emotionality, conscientiousness and generational dependence on task performance.Discussion: According to these findings and conclusions of the research, it is suggested that further study on variables, especially mood and its effect on task performance, be considered in the workplace. Manuscript profile

Open Access Article

21 - Providing a conceptual model for performance development of human resource with a futurology approach (case Study of Mostazafan Foundation)
tahereh eyn haddadi mahtab salimi ramezan jahanian

The aim of this research was providing a conceptual model for performance development of human resource with a futurology approach in Mostazafan Foundation. Research Methods was selectedQualitative type with systematic exploratory approach.The statistical population con More

The aim of this research was providing a conceptual model for performance development of human resource with a futurology approach in Mostazafan Foundation. Research Methods was selectedQualitative type with systematic exploratory approach.The statistical population consisted of two parts: experts (professors, managers, etc.) and information resources (books, articles, documents, media, etc.).Sampling was performed in sufficient numbers (theoretical saturation) and by judging method (19 people and 74 documents).The research tools included systematic library study and structured exploratory interviews.The validity of the instrument was evaluated and approved based on the legal validity of the sample, the opinion of the experts and the agreement between the proofreaders.To analyze the findings, multi-stage conceptual coding method with system analysis approach was used.The extracted conceptual framework included 4 levels, 13 perspectives (main variable), 31 dimensions and 92 key components (repetition of themes).The four levels of the conceptual model are sequentially influential processes Was Included levels; Organization foresight,OrganizationalPerformance System Efficiency,Functional maturity of human resources and a functional consequence. Based on the results, it can be said that prospective employee performance development is a systematic, strategic and multidimensional process.In this process, the elements of futurology, structure, performance, and outcomes must be integrated as a new system.The proposed model can be used by the Mostazafan Foundation for analysis and planning in the strategic performance management of employees. Manuscript profile

Open Access Article

22 - The relationship between characteristics needed by managers in successful change management based on employees' performance in education Gato Kashan
Ali Yazdkhasti Rahman Arabloonereh

  Abstract The aim of this study was to determine the relationship between the characteristics of successful change management needed by managers in the performance of the staff. This study, in terms of the purpose of research, descriptive - survey. The population More

  Abstract The aim of this study was to determine the relationship between the characteristics of successful change management needed by managers in the performance of the staff. This study, in terms of the purpose of research, descriptive - survey. The population of all the managers and employees of the education department of the city of Kashan. The sample using Morgan table and cluster random sampling, 198 subjects were selected. The measuring instrument in this study was questionnaire. Stephen Conder questionnaire and a questionnaire about the relationship between the characteristics of successful change management require managers with employee performance based on the Gato. Cronbach's Alpha coefficients for the variables of the features expected of managers in successful change management and employee performance 0/713 and 820/0 respectively was. The results of the study showed that, among the necessary functionality and performance of managers in managing successful change there is a significant relationship. Also the views of managers and employees, between risk managers, the determination results are expected by the management, the managers have a good understanding between general knowledge and expert analysis by managers, the need to know, before the change of the research and development the managers of motion with emphasis on the strengths of the features needed by managers and managers in successful change management and employee performance there is a significant relationship. Manuscript profile

Open Access Article

23 - Considering the relationship between paternalistic leadership and employee performance and organizational citizenship behavior emphasizing the mediating role of trust among Kalale teachers of boy first high school
Samereh Shojaei Mansoure Sadeghi Saleh Salehi Rad

Although paternalistic leadership is an important concept in public policy but utilizing it in leadership literature is so challenging so The chief goal of the present study is to shed light on the relationship between paternalistic leadership and employee performance a More

Although paternalistic leadership is an important concept in public policy but utilizing it in leadership literature is so challenging so The chief goal of the present study is to shed light on the relationship between paternalistic leadership and employee performance and organizational citizenship behavior emphasizing the mediating role of trust. Methodology of this research project is survey- descriptive. The participants of this research project were all 320 teachers of Kalale boy first high school. The sample of the study were 175 teachers were chosen through random stratified sampling. Data were collected through 4 questionnaires such as paternalistic leadership of Cheng et al(2000),citizenship behaviors of William Anderson (1991), trust McAlister (1995) and performance Moghimi and Ramezan(2011).The measured Cronbach's alpha in these questionnaires was (0.7). The employed methodology was descriptive- correlation and data were analyzed utilizing structural equitation modeling (SEM). The results show that hypothesis were confirmed.The employed methodology was descriptive- correlation and data were analyzed utilizing structural equitation modeling (SEM). The results show that hypothesis were confirmed. Manuscript profile

Open Access Article

24 - Explain the relationship between intellectual capital, organizational learning and employee performance of Parsian Bank branches in Guilan province
Asghar Ghadamzan Jalali hassan habibi machiani Mohammad Taghipour sara moshtaghi

ntellectual capital is an intangible asset of the organization. The emergence of a new economy based on knowledge and information has led to an increase in researchers' interest in studying in the field of intellectual capital. The purpose of this study is to investigat More

ntellectual capital is an intangible asset of the organization. The emergence of a new economy based on knowledge and information has led to an increase in researchers' interest in studying in the field of intellectual capital. The purpose of this study is to investigate the relationship between organizational intellectual capital and employee performance and organizational learning. The research is applied in terms of purpose and descriptive-survey type. The statistical population of the study includes all branches of Parsian Bank in Gilan province with a population of 400 people. The research method is classified and systematic random sampling method. The sample size was calculated based on Cochran's formula of 196 people. Data collection tool is a standard questionnaire of intellectual capital, employee performance and organizational learning. The reliability of the questionnaire questions was calculated by Cronbach's alpha method of 0.83 and the validity of the questions was confirmed by content validity method. Data were analyzed using SPSS21 software using Pearson correlation test and multiple regression. Findings and results showed that there is a positive and significant relationship between intellectual capital and organizational learning and also there is a positive and significant relationship between organizational learning and employee performance. There is also a positive and significant relationship between intellectual capital and organizational learning with employee performance. Manuscript profile

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