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.
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)
