Abbas Ghaedamini Harouni; Reza Ebrahimzadeh Dastjerdi; Mehrdad Sadeghi; Majed Maharani Barzani
Abstract
The aim of this study was to determine the effect of Islamic leadership on deviant behaviors in the workplace through Islamic work ethic and social capital (case study of Islamic Azad University, Isfahan Branch (Khorasgan)). The present study was applied in terms of purpose and in terms of how to collect ...
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The aim of this study was to determine the effect of Islamic leadership on deviant behaviors in the workplace through Islamic work ethic and social capital (case study of Islamic Azad University, Isfahan Branch (Khorasgan)). The present study was applied in terms of purpose and in terms of how to collect descriptive information of the correlation type. The statistical population of the present study consisted of all employees working in Islamic Azad University, Isfahan Branch, 1000, and 287 people were selected through Cochran's sampling formula as a sample. Ugansula (2011), Bennett and Robinson (2000) Standard Deviation Behavior Questionnaire and Nahapitogoshal Social Capital Questionnaire, (1998), and Ali's (1988) standard work-ethics standard questionnaire validated questionnaires based on content validity., Formal and structural were examined and after the necessary narrative terms, the validity of the questionnaires was estimated and analyzed by Cronbach's alpha method of 0.93, 0.91, 0.91 and 0.92, respectively. Data analysis at the inferential level consisted of structural equation modeling. The results showed that Islamic leadership has a negative and significant effect on deviant behaviors in the workplace through Islamic work ethic, which has a coefficient of -0.78, and through social capital has a negative and significant effect on deviant behaviors in the workplace. The coefficient of this effect is -0.67 and also the direct effect of Islamic leadership on deviant behaviors in the work environment is significantly negative. The coefficient of this effect is -0.77.
Reza Ebrahimzadeh Dastjerdi; Abbas Ghaedamini Harouni; Ali Reza Ebrahimpour
Abstract
The purpose of this study was to investigate the impact of organizational cynicism on deviant behaviors in the workplace through organizational silence and destructive leadership. The purpose of this study was applied and descriptive correlational in terms of data collection. The statistical population ...
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The purpose of this study was to investigate the impact of organizational cynicism on deviant behaviors in the workplace through organizational silence and destructive leadership. The purpose of this study was applied and descriptive correlational in terms of data collection. The statistical population of this study consisted of 1000 employees of Islamic Azad University, Isfahan, Iran. The sample consisted of 287 individuals selected through Cochran sampling formula by proportional stratified sampling method. (And standard deviant behaviors questionnaire at workplace (Bennett & Robinson (2000)) and the Vakula & Brados Organizational Silence Questionnaire (2005) and Golparvar's malicious leadership standard questionnaire (2014). Experts, a formality based on the views of a number of statistical population and constructs were evaluated by factor analysis method and after validity of the necessary terms were confirmed. On the other hand, the reliability of the questionnaires with Cronbach's alpha method were (0.88), (0.85), (0.89), respectively were estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational cynicism has a positive and significant effect on deviant behaviors in the workplace through organizational silence, which has a coefficient of 0.55, and through destructive leadership, it has a positive and significant effect on deviant behaviors in the workplace. It is 0.44 and also organizational cynicism has a positive and significant effect on deviant behaviors in the workplace which has a coefficient of 0.88.
Abbas Ghaedamini Harouni; Reza Ebrahimzadeh Dastjerdi; Majed Maharani Barzani; Mehrdad Sadeghi de cheshmeh
Abstract
The purpose of this study was to determine the impact of knowledge management on human resource productivity through cultural capital and social capital (Case study: Islamic Azad University, Isfahan Branch). The purpose of the present study is to determine the purpose of the study and to collect the ...
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The purpose of this study was to determine the impact of knowledge management on human resource productivity through cultural capital and social capital (Case study: Islamic Azad University, Isfahan Branch). The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical population of this study consisted of all the staff of Islamic Azad University of Isfahan with 1000 students who were selected through Cochran sampling formula 287 as sample size by stratified sampling method. (Hershey & Goldsmith (1980) and Narapitoguchal Social Capital questionnaire, 1980), and Bourdieu Cultural Capital standard questionnaire (1999). The validity of the questionnaires was assessed based on content, formal and construct validity. And after the necessary terms, the validity of the case The reliability of the questionnaires was estimated 0.90, 0.91, 0.88, and 0.89, respectively, and the data were analyzed at the inferential level including structural equation modeling. The results showed that knowledge management through cultural capital has a positive and significant effect on human resource productivity which has a coefficient of 0.25 and social capital has a significant and positive effect on human resource productivity. It is 0.66 and also the direct impact of knowledge management on human resource productivity has a positive significant coefficient of 0.88.
Mehrdad Sadeghi decheshme; Reza Ebrahimzadeh Dastjerdi; Abbas Ghaedamini Harouni; Majed Maharani Barzani
Abstract
The aim of this study was to investigate the effect of knowledge management on commitment to change through the quality of communication perceived from change and readiness for change. The present study was applied in terms of purpose and in terms of how to collect descriptive information of the correlation ...
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The aim of this study was to investigate the effect of knowledge management on commitment to change through the quality of communication perceived from change and readiness for change. The present study was applied in terms of purpose and in terms of how to collect descriptive information of the correlation type. The statistical population of the present study consisted of all 1000 employees of the Islamic Azad University of Isfahan (Khorasgan) who were selected through Cochran's sampling formula. For example, 287 people were selected through a class sampling method appropriate to the volume. 2003 (Standard Questionnaire Commitment to Changing Fedor et al. (2009), Standard Communication Questionnaire Understanding Changing Miller and Mang (1985), and Standard Standard Questionnaire on Challenging et al. (2007). Content validity was analyzed using expert opinion based on the views of a number of statistical and structural communities using factor analysis and after the necessary terminology, validity was confirmed. The sequence of knowledge management (0.93) and commitment commitment to change (0.81) and the perceived communication from change (0.85) and readiness readiness questionnaire (0.92) were estimated, respectively. Data were used at the inferential level to model structural equations Given that knowledge management has a positive and significant effect on the commitment to change through readiness to change, the coefficient of this effect is 0.55, but through the quality of the relationship on commitment to change does not have a significant effect on direct commitment to change has a positive and significant effect. The coefficient of this effect is 0.66.
Abbas Ghaedamini Harouni; Reza Ebrahimzadeh Dastjerdi; homera aebdi; Mehrdad Sadeghi de cheshmeh
Abstract
The purpose of this study was to investigate the effect of quantum leadership on changes in quality through perceived communication quality and changeability. The present research was applied in terms of purpose and in terms of collecting descriptive information of correlation type. The statistical population ...
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The purpose of this study was to investigate the effect of quantum leadership on changes in quality through perceived communication quality and changeability. The present research was applied in terms of purpose and in terms of collecting descriptive information of correlation type. The statistical population of this study was all of the staff employed in the Islamic Azad University of Sefahan in Sefahan to be 1,000. Using the Cochran sampling formula, 287 individuals were selected through simple random sampling method. The research tool was Shleton Quantum Leadership Standards Questionnaire (2003) and questionnaire. The standard of commitment to change was Fedour et al. (2009) and perceived standard communication questionnaire of change proposed by Miller and Mang (1985) and the Readiness Change Standard questionnaire provided by Holt et al. (2007). On the other hand, Cronbach's alpha method was used to quantify the quantum leadership questionnaire (93/0) and The Change Commitment Questionnaire (0.81) and Perceived Communication from Change (0.85) and Readiness for Change (0.92) questionnaire were estimated. Data analysis was carried out at the inferential level including structural equation modeling. The results of the research showed that quantum leadership through its readiness for change has a positive and significant impact on the commitment to change, which has a coefficient of 0.39, but does not have a significant effect through the quality of the relationship on commitment to change. Also, the direct impact on the commitment to change is also Not meaningful.
Abbas Ghaedamini Harouni; nazanin sadeqzadeh; Reza Ebrahimzadeh Dastjerdi; Mehrdad Sadeghi de cheshmeh
Abstract
The purpose of this study was to investigate the structural pattern of the relationship between organizational bullying and resistance to change in faculty members of Islamic Azad University, North Tehran Branch. The research method was applied in terms of purpose and in terms of collecting data, a descriptive ...
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The purpose of this study was to investigate the structural pattern of the relationship between organizational bullying and resistance to change in faculty members of Islamic Azad University, North Tehran Branch. The research method was applied in terms of purpose and in terms of collecting data, a descriptive correlation was used. The statistical population of this study was all faculty members of Islamic Azad University, North Tehran Branch. 536 of them were selected by using random sampling method. A sample of 240 individuals was selected through stratified random sampling method. The instrument of this research was bullying standard questionnaire. The Illinois organization (2001) was the Standard Correction Resistance Questionnaire (2000). The validity of the questionnaires based on the content validity was evaluated by faculty members on the basis of the views of some of the statistical population and the structure by factor analysis method. After the necessary terms, validity was confirmed and, on the other hand, the questionnaires Cronbach's alpha method was 0.88 for organizational bullying and 0.88 for organization's corrosion, respectively. Data analysis was done on descriptive and inferential levels including Pearson correlation coefficient and structural equation modeling (SEM). The results of this study showed that organizational bullying with resistance to change among faculty members of Islamic Azad University, North Tehran Branch had a meaningful relationship (p <0.05)
