List of Articles Telecommunication Company

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  1 - The Effect of Psychological Capital on Job Performance with Due to the Mediating Role of Job Satisfaction and Organizational Commitment among Telecommunication Employees
  Zinat Mirzaie Mohsen Golparvar
  10.30486/jsrp.2019.663536
  This research was conducted with the aim of investigating the effect of psychological capital on job performance with considering the mediating role of job satisfaction and organizational commitment. The research method was correlation and the research statistical popul More

  This research was conducted with the aim of investigating the effect of psychological capital on job performance with considering the mediating role of job satisfaction and organizational commitment. The research method was correlation and the research statistical population was the male and female employees of Telecommunication Company in Isfahan city, among them two hundreds and eighty five employees were selected using convenience sampling. Research instruments were Psychological Capital Questionnaire (Nguyen et al, 2012), Job Performance Questionnaire (Nguyen et al, 2012), Job Satisfaction Questionnaire (Spector, 1985) and Organizational Commitment Questionnaire (Speier & Venkatesh, 2002). Data were analyzed using structural equation modeling (SEM). The results of structural equation modeling (SEM) indicated that, psychological capital has a direct effect on job satisfaction (β=0.21) and organizational commitment (β=0.26), job satisfaction has a direct effect on organizational commitment (β=0.48) and organizational commitment has a direct effect on job performance (β=1.18). Also psychological capital has an indirect effect on job performance through job satisfaction and organizational commitment (β=0.56). Overall, the results of this study show that job satisfaction and organizational commitment are mediator variables in the relationship between psychological capital and job performance. Manuscript profile
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  2 - Effect of Total Quality Management (TQM)on Organization Culture and Behavioral Patterns of Telecommunication Employees in Chahar Mahal Bakhtiyari
  Daruosh Jalali Asghar Aghaei
    Abstract   Today, attaining Total Quality Management (TQM) for viability and sustained competitveness on national and international areas is must. Continued training of employees is a major tool in achieving TQM. The principal aim of this study is to analyze the effec More

    Abstract   Today, attaining Total Quality Management (TQM) for viability and sustained competitveness on national and international areas is must. Continued training of employees is a major tool in achieving TQM. The principal aim of this study is to analyze the effect of TQM training on bringing a change in the organizational culture and behavioral patterns of Telecommunication employees in chaharmahal and Bakhtiyari. The design of this study was quasi experimental. For this purpose, using a randomized simple technique, some 25 and treatment of the experimental goup with 22 three-hour long sessions on TQM and another non-registered group of 25 specialists matched with the first group were selected as the control group. Then were measured for behavioral pstterns by Soosman and Depe's(1989) Organizational Culture lnventory and the researcher developed inventory, both the experimental and control groups were measured using the same inventories. Upon initial administration, the reliability of the inventories using Cronbach's Alpha coefficient was 0.81 for organizational culture and 0.84 . Professors confirmed the validity of the inventories. The results of analysis of covariance showed that treatment with TQM training for the experimental group in the post-test scores of organizational culture and behavioral patterns were improved (P < 0.01 ). In a repeated follow-up within six months, it was established that there still a significant difference between the mean score for the experimental group and that for the contro group. Thus, a significant leve yielded both for the organizational culture and the employee's behavioral patterns (P < 0.01 ). Thus, it can be concluded that the effect of training on organizational culture and behavioral patterns in the experimental group was positive. Manuscript profile
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  3 - Discovering and explaining the pattern of service motivation with a spirituality-oriented approach at work using data foundation theory
  Saeid Pardeh shenas Azar kafash poor Mosayeb samanian
  Background and Aim: The present study aims to provide a model of service motivation with a spirituality-oriented approach at work.Method: The philosophy of this interpretive research is inductive approach, qualitative method and strategy of data foundation theory with e More

  Background and Aim: The present study aims to provide a model of service motivation with a spirituality-oriented approach at work.Method: The philosophy of this interpretive research is inductive approach, qualitative method and strategy of data foundation theory with emerging approach. The study population was the employees of Khorasan Razavi Telecommunication Company, whose sample members were selected by snowball method, and the data were saturated from in-depth semi-structured interviews with 19 experts. In order to present the model, according to the analysis, the "6C" glazer family was used.Results: The results showed that the components of service motivation with a spirituality approach in the workplace include: normative, emotional, semantic, social, compassionate and self-sacrificing. Analyzes using the "6C" Glazer family showed :. The main causes include: job characteristics, knowledge characteristics, social capital and personality traits, correlated factors including: social participation in the organization and consolidation of social capital; Requirements include: organizational climate, organizational culture, organizational justice, job satisfaction, proper management of human resources and the philosophy of existence and mission of the organization; Mediating conditions include: social responsibility, loyalty to the organization, and organizational ethics and values. Outcomes include: organizational citizenship behavior, increasing organizational productivity, increasing service quality, job attachment, quality of work life and maintaining organizational capabilities, and the environmental context includes: family socialization, religious characteristics, demographic characteristics and organizational motivational environment.Conclusion: The results of this study help organizations to recognize the motivation to serve with a spiritual approach to work and spread it in the organization. Manuscript profile
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  4 - The Effect of Knowledge Management on Organizational Creativity (Case Study: Telecommunication Company of Hamedan)
  Mehdi Mortazavi Farzaneh Moniriyan
  Organizations to face and deal with uncertainty, maintaining the situation and create creativity in the competitive arena to expand their know ledge management and organizational mutually creativity employees as a strategic needs and necessary for leadership at the comp More

  Organizations to face and deal with uncertainty, maintaining the situation and create creativity in the competitive arena to expand their know ledge management and organizational mutually creativity employees as a strategic needs and necessary for leadership at the competitiveness, among the priority programmers. As the present study examined the impact of innovation on organizational knowledge management staff Telecom Hamedan Province has been done. in this study the impact of knowledge management aspects, including production and knowledge acquisition, storage and organize knowledge, sharing knowledge, assessing knowledge, applying knowledge, as an independent variable on organizational creativity employees as a dependent variable .The demographic research, telecommunications company employees are Hamedan Province and this research in terms of the target of an applied research and descriptive survey method of data collection and after approval and indicators associated with the independent and dependent variable by the Assembly of Experts, questionnaires stability using Cronbach&rsquo;s coefficient ./938 is measured in statistical model consists of 250 people who all a number of sampling method is distributed and analyze the data collected using the software Lisrel to assess the pattern of structural equations and SPSS to the regression analysis. The findings of the study showed the dimensions of knowledge management, including production and knowledge acquisition, storage and organize knowledge, sharing knowledge, assessing knowledge, applying knowledge and institutional creativity. Manuscript profile
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  5 - عارضه یابی و رتبه بندی عوامل مؤثر در شکست مدیریت استراتژیک در شرکت مخابرات ایران
  رضا خضردوست نرگس دل افروز
  هدف از انجام پژوهش حاضر، عارضهیابی و رتبهبندی عوامل مؤثر در شکست مدیریت استراتژیک در شرکتهای سایز بزرگ است. پژوهش از حیث هدف کاربردی و از نوع توصیفی &ndash; پیمایشی میباشد. جامعه آماری پژوهش شامل کلیه متخصصان و خبرگان شرکت مخابرات هستند که تعدادشان 191 نفربوده و به روش More

  هدف از انجام پژوهش حاضر، عارضهیابی و رتبهبندی عوامل مؤثر در شکست مدیریت استراتژیک در شرکتهای سایز بزرگ است. پژوهش از حیث هدف کاربردی و از نوع توصیفی &ndash; پیمایشی میباشد. جامعه آماری پژوهش شامل کلیه متخصصان و خبرگان شرکت مخابرات هستند که تعدادشان 191 نفربوده و به روش تمام شماری، تعداد 191 نفر نیز به عنوان نمونه انتخاب شدند. ابزار گردآوری اطلاعات پرسشنامه محقق ساخته میباشد که پایایی آن به روش آلفای کرونباخ و روایی آن به روش روایی صوری مورد تایید قرار گرفت. به منظور تجزیه و تحلیل داده ها در بخش آمار توصیفی از نرم افزار آماری SPSS23 و در بخش آمار استنباطی از روش مدلسازی معادلات ساختاری با استفاده از نرم افزار آماری Lisrel8.80 اقدام شده است. یافتههای تحقیق نشان داد که عواملی از قبیل: تغییر سریع شرایط و عدم توانائی در مدیریت تغییر، عدم توازن بین کسبوکار جاری و استراتژی گروههای غیررسمی، عدمتشخیص صحیح گلوگاه، فقدان شایستگیهای کلیدی، دلبستگی به استراتژی گذشته، ارتباط نامناسب برنامه با چشم انداز، عدم وجود قوانین و سازکارهای شناسایی و حل مشکلات اجرایی و آموزش و هدایت ناکافی از مهمترین عوامل موثر بر شکست مدیریت استراتژیک در شرکت مخابرات هستند و در بین عوامل شناخته شده بیشترین میزان تاثیر مربوط به عدم تشخیص صحیح گلوگاه به میزان 0/47 میباشد. بر این اساس تقویت مهارتهای مدیران و برنامه ریزان استراتژیک سازمان در تشخیص گلوگاه ها و موانع سازمان ضروری میباشد. Manuscript profile