Fatemeh Atatalab; Leili Niakan
Abstract
Abstract
The correct training of human resources, while at the level of insurance companies, improves the performance of employees and the insurance company, it also provides the grounds for proper interaction between employees and customers. The present study was conducted with the aim of investigating ...
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Abstract
The correct training of human resources, while at the level of insurance companies, improves the performance of employees and the insurance company, it also provides the grounds for proper interaction between employees and customers. The present study was conducted with the aim of investigating the current situation of the education system of the insurance industry. This research is descriptive and retrospective in terms of time and practical in terms of purpose. The research method is among the qualitative methods in terms of the type of data. The statistical population of this research is the employees of the training department of insurance companies. The data collection tool is a questionnaire with 26 open items. The findings of this research include identifying the weaknesses in the education system of the insurance industry in Iran. The main methods of education in the insurance industry, with an emphasis on the experience and knowledge of retired people, shows the high contribution of the teacher-apprentice education method, which explains the influence and role of the main managers and senior managers of a company in the culture of education and its accountability methods. The results of the research show that in order to integrate the training processes and develop the quality of the educational system at the level of the Iranian insurance industry, as well as to design the improvement and competence system of human resources, it is necessary to organize the training.
ali khaleghkhah; habibeh najafi; zahra shahi
Abstract
The purpose of this study was investigating the role of moral leadership in predicting the development of job behavior and breaking the organizational silence. The research method chosen in this research is descriptive and survey method.The statistical population of the study consisted of employees of ...
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The purpose of this study was investigating the role of moral leadership in predicting the development of job behavior and breaking the organizational silence. The research method chosen in this research is descriptive and survey method.The statistical population of the study consisted of employees of Islamic Azad university, Ardabil branch. Based on the Morgan table data,76 individuals were selected as statistical sample and collected from them by stratified random sampling. The data gathering tool in this research is of Organizational Clarity Questionnaire Van Dine etal(2003);Harry and Colleagues' Career Behavior(2004), and Moral Leadership at Carlson and colleagues (2011).to analyze the data, one-sample t-test, Pearson correlation coefficient and linear regression were used.the results of the research hypothesis test showed that the mean of ethical leadership and occupational behavior in the sample group was significantly higher than the average level(P<0.05)while the mean of organizational silence was moderate and There is no significant difference with the mean of the statistical population(P<0.05).Also,the research showed that there was a significant positive correlation between ethical leadership and job behavior (P<0.05)and organizational and organizational silence(P<0.05). Finally, the results of regression analysis showed that the components of ethical leadership dimensions of fairness, power sharing and transparency can significantly predict occupational behavior(P<0.05).among the components of ethical leadership, only subscription Power can predict organizational silence(P<0.05).the management of Islamic Azad university, Ardabil branch should pay attention to the style of leadership and the strengthening of its components in its organization to defeat the silence of human resources and positive job behavior.
Abstract
This research aimed to investigate the relationship between job characteristics and cultural the productivity of human resources in staff education was Torbat city. To this end a group consisting of 130 employees of the education between torbat advert staff and the simple random sampling as rock samples ...
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This research aimed to investigate the relationship between job characteristics and cultural the productivity of human resources in staff education was Torbat city. To this end a group consisting of 130 employees of the education between torbat advert staff and the simple random sampling as rock samples were selected and participated in this research. Research data using questionnaires and job characteristics Hackman Oldham, by a factor of 78/0 reliability and productivity of human resources and organizational culture questionnaire Taylor and Brent, with 73/0 reliability coefficient was obtained. The research data were collected using the Pearson correlation test, linear regression analysis and follow-up tests were analyzed. Job characteristics and organizational culture results showed a significant positive correlation with labor productivity and According to the characteristics of the job 40/0 and 31/0 cultural features, the productivity of human resources staff in the Department of Education predict. The officers and directors of departments and agencies, particularly the Department of Education as a society need to helm education It is necessary to enrich the community with more and better features such as a variety of tasks, important work, the autonomy of the individual and feedback, as well as strong organizational culture, human resources to increase productivity.
