رفتار تعلل ورزی و عزت نفس سازمانی

Organizational-based self-esteem is the degree to which organizational members believe that they can
satisfy their needs by participating in roles within the context of an organization. Organizational-based
self-esteem is influenced by organizational factors: self-perceived competency and self-evaluation may be
assumed to be a function of social learning experience and the value a person has come to place on himself
as a function of his interaction with others. Employees with high organization-based self-esteem have come

نگهداری نیروی انسانی

Employee commitment is as the degree to which an employee identifies with the organization and wants to continue actively participating in it. Commitment is one of the important consequences of HR maintenance. Employees’ maintenance has wider dimensions than wage, welfare and safety plans in workplace. Meanwhile, it doesn’t imagine the employees’ expectations are the same in every organization, and it seems to recognize these expectations is not easily.

خلاقیت کارکنان

Creativity research has a long history in psychology, focusing on individual differences in personality, cognitive abilities, and problem-solving styles. Creativity is considered to be a personal characteristic with features that include broad areas of interest and high energy levels. Considerable evidence indicates that employee creativity can fundamentally contribute to organizational innovation, effectiveness, and survival.

معنویت در محیط کار و عملکرد

Scholars report a steady increase of interest in spirituality at work issues among management researchers and practitioners. Although the concept of spirituality in the workplace has increasingly gained popularity in the past few years nevertheless, this literature review recognizes that the term spirituality means different things to many people. Spirituality defines as expressing our desires to find meaning and purpose in our lives and is a process of living out one’s set of deeply held personal values.

هوش اجتماعی و رهبری سازمانی

Interest in social intelligence has known a renaissance under the general term of social
effectiveness constructs. The abilities of emotional intelligence are the basis for the
construction of human relation, communication ability, and sensitivity to errors which
are described as social intelligence. Social intelligence defines in terms of behavioral
outcomes as one’s ability to accomplish relevant objectives in specific social settings. It
may be regarded as an overall construct for understanding how successfully people

خودپنداره در سازمان ها

Self-concept refers to the totality of a complex, organized, and dynamic system of learned
beliefs, attitudes and opinions that each person holds to be true about his or her personal
existence. Self-concepts represent knowledge structures that consist of beliefs about the
self, including one’s attributes, social roles, and goals. The main factors determining the
formation of the self-concept of an individual are the environment as well as people with
whom the individual lives. Notion of self-concept is developing around people’s work and

هوش اخلاقی در رهبری

Intelligence is considered a general unified concept, largely related to cognitive ability.
Moral intelligence is newer and less studied than the more established cognitive, emotional
and social intelligences, but has great potential to improve our understanding of learning
and behavior. Moral intelligence is the ability to differentiate right from wrong as defined
by universal principles. This kind of intelligence is a compass for leaders in our modern
global business environment. It not only sets out strong principles to follow but it gives

قابلیت های مسیرشغلی

Organizations should be aware of their employees’ skills, talents, and abilities to move
toward a satisfactory job. To attain it, career competencies are introduced. Many studies
conform to adaptation between career and individual skills and capabilities as a successful
factor. It is important to employees choose the right career and their career competencies
should be considered. Career competencies define as personal competencies that an
individual puts at the disposal of the employing organization. Career competencies include

مدل های قابلیت های در جانشین پروری

Competency Model (CM) is a framework that identifies a combination of the skills,
knowledge and behaviors and in order to be considered useful, these models must be in
close connection with the occupational activities of individuals. In the latest CM of today's
organizations, job-related or behavior-related capabilities are being considered. But there is
no unique CM that could be useful for all organizations. Through these models, the main
organization competencies can be related to job features; talented people can be identified;

مدیریت استعداد

Nowadays, talent management has become an essential priority for modern organizations, and organizational success is directly related to talent that is used. Talent management refers to the process by which the organization identifies employees who are capable to play leadership role in future. For talent management initiatives to be effective, organizations need formal processes, with many people involved and with strong links between leadership and talent to translate into specific organizational value-based behaviors.

سکوت کارکنان

Employees are regarded as major sources of change, creativity, learning, and innovation, which are critical factors to the success of organizations. However, many employees choose not to voice their opinions and concerns about matters in their organizations. Silence can convey approval and sharing or disfavor and opposition, thus becoming a pressure mechanism for both individuals and organizations. Through silence, organizational members suppress concerns about difficult or troubling personal as well as organizational issues.

قابلیت مسیرشغلی و موفقیت سازمانی

Career competencies that human resource management examines it to realize job identity via career issues are a vital key to success. Career competencies are those behavioral competencies that are common to the all jobs, and combined with the organization wide competencies, make up the suite of behavioral competencies necessary for success. The aim of this study is relationship between competencies career and organizational success in universities of Iran. The statistical population consisted of all employees of Islamic Azad University in Rafsanjan and Kerman Branches.

رفتار شهروندی سازمانی و تعارض سازمانی

Organizational conflict is a disagreement between or within groups in an organization. The groups may be workers, workers‟ unions or management. Organizational conflict is common in the workplace because people always have divergent views on various issues, interests, ideologies, goals, and aspirations. Organizational conflict can take on any of several different forms, including intrapersonal, interpersonal, intergroup and inter-organizational conflicts. Conflict has not favorite outcomes; so it is needed to identify the factors to decrease it.

دلایل فرسودگی شغلی

Burnout is an unpleasant and dysfunctional condition that both individuals and organizations would like to change. Job burnout is a consequence of the perceived disparity between the demands of the job and the resources (both material and emotional) that an employee has available to him or her. The factors influential on burnout have been indicated in many studies over the years. Burnout has many negative effects on organization as well as on individual.

سرمایه اجتماعی و یادگیری سازمانی

The concept of organizational learning has expanded greatly over the last few years, both in the field of research and among practitioners.The importance and usefulness of organizational learning as a concept in the study of organizations have been established by a large body of research. So, it is needed to identify the factors to influence on it. Studies show that social capital is a main one.

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