Hasil untuk "Employee participation in management. Employee ownership. Industrial democracy. Works councils"

Renu Singh

Evaluating the efficient and effective techniques of Workers Participation In Management is the challenges of the organization to cope up with the changing environment. Organization support provides accountability and responsibility to each employee of the organization. As the communication channel develops the workers involvement and trust towards management and the employees to continue with the satisfaction and cooperation in the system. As the whole productivity of the employee depend on the involvement and organization support with the smooth communication channel regulated in the organization. The trust and loyalty between management and employee creates environment of satisfaction and belongingness. The efficient relationship of management and employees deliver productivity and growth of the organization. Workers Participation at all level in the organization provide open culture and climate. Industrial democracy leads to the satisfaction with upward movement towards efficiency and productivity of the Learning organization. Workers Participation In Management Tools as works committee, Joint Management Council, Board representative, Shop Floor Etc is the way of creating j9b as well as physical security to each employee. How each variable as Management committee, Organization Support, communication Effectiveness, Trust between worker and management, workers involvement effect the workers Participation in management is the focus of the research analysis. WPM will provide social justice and economic prosperity to each employee.

Felix Gnisa, Philipp Frey

The ecological and digital transformation presents companies with the challenge of changing business models and innovation paths. The dual system of industrial relations in Germany has so far offered few opportunities for trade unions and works councils to have a say in these processes of corporate strategic change. In recent years, however, approaches to strategic co-determination have developed that enable works councils to influence business models and production strategies. This article examines the potential of these approaches to steer the ecological and digital transformation in the interest of workers. Based on 15 interviews with 25 experts in 7 companies, it uses three cases in the automotive supply industry and the retail sector to reconstruct the organisation of strategic co-determination and the conflicts surrounding its direction in the companies. The article concludes that the cases analysed indicate a local reconfiguration of industrial relations, because ecological and digital upheaval situations are used by works councils to expand economic democratic participation. The orientation of these institutions is contested above all along the lines of whether they are bodies of corporatist co-management or employee-driven interest politics.

Hajar Mohammadi, Ismaeel Mazrooi Nasrabadi, Zahra Sadeqi Aranni

Purpose: The purpose of this research was to identify, modeling and scenario analysis of the acceptance factors of the Internet of Things in the supply chain of Iranian businesses. Methodology: To conduct this research, we used both qualitative and quantitative strategies combined. The statistical population in both stages consisted of experts; besides, judgmental and snowball sampling methods were used. In the first stage, acceptance factors were identified through semi-structured interviews. In the second stage, using fuzzy cognitive mapping approach, the acceptance factors were modeled, and the scenario was analyzed. Findings: The results of the first phase show 58 factors of Internet of Things acceptance, which are categorized into 17 sub-themes and 5 main themes. The second-stage results show that the theme of expertise enjoys the highest degree of influence, then the theme of technology readiness comes next. Also, the overlapping of forward and backward scenarios indicates the importance of expertise and technological readiness. Originality: Since there is little understanding of the factors affecting the acceptance of the Internet of Things at the supply chain level of Iranian businesses, this research has been able to add to the literature of this field and to fill the gap by identifying, modeling, and analyzing the scenario of these factors. Implications: Changing recruitment and hiring policies to find and hire qualified personnel, using in-service training tools, and having access to a technological roadmap are the most important strategies of the supply chain, which can lead to organizational expertise and readiness.

Alireza Nafissi, Seyed Hossein Akhavan Alavi, Ali Maleki

Purpose: Authors intended to identify the main bases of local development and present a framework for better understanding of its theoretical process from the perspective of the activists in the community-based development process in Iran.            Methodology: This qualitative research used the Grounded Theory method. Data were collected from deep interviews with community-based development activists in five successful case studies in Iran and then were analyzed. Findings: The results, validated by respondent validation and triangulation methods, demonstrate that local development with a community-based approach is appreciated by Iranian activists more of a human and social phenomenon than an economic, political, and environmental issue. Results also show that human capital is identified by concepts like accountability, proactiveness, and psychological empowerment rather than the common indicators emphasized by international organizations. Moreover, social capital and participation are evaluated by such concepts as positive relations, collective actions, positive norms, bridging social capital, and by institutionalization and mobilization of national resources. The final theoretical framework of the article shows that both human capital and social capital not only enhance local participation which can improve economic, political, and environmental indicators, but also are themselves promoted through the reinforcing loops and consequently can enable the ongoing running of the development engine. Originality: Despite the considerable literature existing on community-based development, the authors could not reach any published article involving relations among fundamental concepts of community-based development in Iran, nor did they come across a general understanding of its process by the relevant activists. The suggested framework in this paper well supports the understanding of the process.

Ali Ghafari, Gholam Reza Hashem Zadeh Khorasghani

Background & Purpose: Organizational ambidexterity refers to the ability of organizations to perform conflicting and contradictory activities. This concept is important in innovative technology-based organizations, because these organizations need to combine creativity and innovation with efficiency and productivity. As a technology-based organization, ACECR needs a duality to commercialize its innovative products and services. The aim of the current research is to design an ambidexterity development model of technology-oriented organizations to commercialize innovative products. Methodology: The research strategy is based on foundational data theorizing, and the data analysis method of the current research is the Strauss and Corbin’s systematic method (systematic model), and the data collection was done with the interview tool. In the qualitative phase, 16 interviews were conducted with the experts of technological organizations of ACECR and four additional interviews were also conducted to achieve theoretical saturation. In the quantitative phase, the descriptive-survey research method was used, and in this phase, the data collection tool was a questionnaire. Findings: Organizational ambidexterity management has been identified as a central category in this research, and its subcategory concepts include ambidexterity structure management, innovative culture management, and ambidexterity process management, which constitute the central category. The causal conditions in this research include ambidexterity management and leadership, ambidextrous human resources are multifaceted structures. On the other hand, the bases include organizational ambidextrous culture, upstream documents, and Jihadi culture. Also, the strategies resulting from the foundation's data theorizing model include designing two-way human resources processes, designing a technology commercialization model, designing an organizational two-way evaluation system, and designing a resource allocation system. On the other hand, institutional communication in the field of science and technology and the environment of organizational ambivalence as intervening and ultimately value-creating factors, completing the technology chain, organizational development, and management of organizational contradictions, the consequences of identifying and explaining the factors affecting organizational ambidexterity in the direction of commercialization which have been in technology-based organizations. Conclusion: The management of organizational ambidexterity plays a significant role in the success of commercialization of technology-based organizations. Management of structure, culture, and dual processes are key factors affecting organizational duality. Also, conditions such as ambidextrous management and leadership, ambidextrous human resources and multifaceted structures affect this process. Consequently, it is suggested that organizations focus on strategies such as the design of dual commercialization processes and models to provide the necessary ground to achieve duality and successful commercialization. It is necessary to conduct more studies in this area.

Javad Madani, Kamran Myhami, Reza Najjari

Background & Purpose: While there are currently many discussions about the impact of Covid-19 and its consequences on work practices and human resource management (HRM), no research has been conducted to explore the effective and efficient management of human resources and big theoretical gaps exist. By knowing the main categories of effective and efficient management of human resources in responsible and decision-making organizations, strategies can be adopted while avoiding its disadvantages. Therefore, the main goal of this research is to identify and prioritize the factors influencing the effective and efficient management of human resources in the Corona Pandemic.Methodology: This research in the point of the purpose is applied, and has used mixed method. In this research, thematic analysis and survey methods were used respectively. In the qualitative part, the participants includes the influential actors of Administrative and Recruitment Affairs Organization in the field of human resources. 13 experts were selected and interviewed using the purposeful sampling method, which is one of the qualitative sampling methods. In the quantitative part, the probability sampling method was used in a systematic way. Finally, 31 people answered the questionnaires. Structural equation modeling method and Smart PLS4 software were used for data analysis.Findings: After examining the interviews, 80 codes were identified, from which 80 primary codes, 15 basic themes, 7 organizing themes, and 3 global themes were extracted. In the quantitative part, all the themes have obtained values higher than the acceptable limit, and the appropriateness of the themes (indices) of the model indicates the appropriateness of the measurement model.Conclusion: In uncertain conditions caused by Covid-19, for the effective and efficient management of human resources in the organization, it is necessary to focus on the three principles: “intelligence and flexibility of organizational processes”, environmental and psychological empowerment of the organization and preparation of the necessary infrastructure”, and “management, improvement, promotion, ability and capabilities of human resources.”

Esmaeil Mazroui Nasrabadi

Purpose: Fourth-generation technologies with their wide range of applications and benefits have been employed in various fields. This development has also occurred in the field of healthcare. The development of 4th generation healthcare requires prominent competencies in managers of the field, which has not yet been investigated. The present study tried to identify these competencies and provide a model in this regard. Methodology: The research was conducted in both qualitative and quantitative stages. The statistical population of the research was comprised of academicians and healthcare sector experts. The sampling method was judgmental and snowball, and the sample size was 18 in the first stage and 10 in the second. The data collection tools were semi-structured interviews and researcher-made questionnaires. Thematic analysis and fuzzy total interpretive structural modelling were applied to analyse the data. Findings: The results of the first stage included 36 competencies among which 10 were main competencies. However, the results of the second stage show that ‘technological skills’, ‘updated general knowledge’, ‘personality traits’, and ‘technical skills’ are the most fundamental competencies. Originality: The competencies of healthcare 4.0 managers were investigated for the first time in this research. From among 36 competencies, 15 were identified and were presented for the first time. Also, it is the first time the interpretive structural model of the competencies has been applied for healthcare 4.0 managers. Implications: To enhance managerial competencies, in-service training, knowledge management system to acquire and disseminate knowledge, field trips and visiting top hospitals in the world, problem-solving and decision-making courses for managers, and upgrading the human resources management system to improve recruitment and coaching processes are recommended for healthcare managers.

Mohammadali Ahmadi Shapourabadi, Seyedeh Leyla Mottaghi

Purpose: The purpose of this study is to evaluate the actions and results of the rural development policies and their effects on the efficiency and effectiveness of the rural development policy in the Sixth Development Plan and to apply the lessons learned in the Seventh Development Plan. Methodology As to the purpose, the present research was applied and in terms of methodology, it was descriptive. In the general methodological framework of the research, to study the goals, outputs and consequences of sustainable rural development policies, policy monitoring method was used in order to monitor and evaluate the rural development policy in accordance with the Five-Year Sixth Development Plan. The statistical population of the research included the bills and laws of budgets and programs as well as reports on the performance of government and parliament in the field of rural development on the one hand, and critical and evaluation researches on rural development programs, on the other hand. In this regard, directional content analysis based on the above documents was used in the framework of policy monitoring method. Findings: Evaluation of rural development policy's performance in development programs focusing on the Sixth Development Plan shows that despite the success in the outputs, in terms of their consequences, they do not correspond to the predetermined goals. Besides, the evaluation of actions and outputs of rural development policies indicate a serious imbalance between the ratio of employment and production credits to physical, service and infrastructure credits, as well as incompatibility of objectives and elements of rural development policy with bills and laws. In addition, findings of the experiences in the field of critique and evaluation of rural development programs, the lack of a comprehensive approach in designing a model for rural development and finally, the lack of a specialized and efficient agent for supporting rural development policy are all the main sources of failure in reaching the desired objectives and tasks of the rural development policies in the Sixth Development Plan. Originality/Value: In addition to exposing a theoretical gap in the investigated area, this research has also explained the evaluation framework of the rural development policy based on the components of sustainable rural development. From a practical point of view, using the policy analysis method, it has provided the possibility for evaluating the performance of the rural development policy based on the latest implementation measures in the development plans.

Hamed Mokhtarpour Asl, Mohammad-Javad Kameli

Purpose: This research tries to reach an evaluation model for   sustainable performance of employees in Mostazafeen Foundation Properties and Lands Organization. Methodology: The research method was both quantitative and qualitative. The statistical population in the qualitative section included texts and themes, as well as organizational and academic experts. By applying snowball method as a sampling technique for in-depth interviews, seven organizational experts and seven academic experts were selected. The statistical population in the quantitative part included all employees and managers of this organization, from among of whom 152 individuals were selected as the statistical sample using Krejcie and Morgan table. Also, using Fuzzy Delphi technique, the statistical sample in the validation section of the identified components consisted of 10 academic experts who were selected by purposive judgment method. Then by using confirmatory factor analysis, prioritization of dimensions, components and indicators of the model were tested. Findings: The proposed model contains three dimensions, eight components and twenty one indicators, which can be used as a proper framework for evaluating the sustainable performance of human resources. Besides, the model shows that the highest to the lowest ranks among the dimensions are respectively job quality, success, and sustainable behavior. Originality: The presented model can help develop the existing literature and to identify the characteristics of employees' sustainable performance. Implications: Testing the model showed that among the three main dimensions, sustainable behaviors including citizenship behavior and green behavior of employees have the lowest ranking. Therefore, it is suggested that the managers of the organization make plans to solve this problem.

Mehri Maleki, Gholamreza Memarzadeh tehran,, Parham Azimi

Background & Purpose: The purpose of this study is to design a model to measure employee engagement in the Qazvin Civil Registration Organization. Methodology: This research is applied in terms of purpose and quantitative in terms of the nature of the data. First, by studying the theoretical literature, the factors affecting employee engagement were identified, and based on that, a conceptual model of the research was designed. Then, in order to measure the level of employee engagement, a hierarchical fuzzy inference system was designed. Findings: Factors affecting employee engagement including motivations of social, emotional, and intellectual engagement were identified. The proposed model was used to evaluate the level of employee engagement in the Qazvin Civil Registration Organization and the results show the performance consistent with the reality of the fuzzy inference system. The results showed that in the first level, emotional engagements are the most important factors, and among the following parameters, quality of work life has the greatest impact on the system output. Conclusion: This research provided a multilevel model for measuring the level of employee participation in the organization, which dynamically traces the output variable according to the values of input variables. This template can be used in various organizations to increase employee participation.

Jafar Beikzad, Ghasem Jalilinezhad

Purpose: The aim of this study was to present a model for the impact of e-government’s readiness and trust on quality of services with regard to the mediating role of e-government acceptance from the view point of IT managers and experts of West Azerbaijan agencies. Methodology: The present study was applied in terms of type and descriptive-correlational in terms of method. The statistical population consisted of 314 IT managers and experts of West Azerbaijan Province agencies. Applying stratified random sampling method and Cochran’s formula, 173 individuals were selected. Data were collected by administering questionnaires and were tested using SMART PLS software as well as structural equation modeling to reach the casual model.   Findings: The results of the study show that the following impacts are positive and significant: e-government readiness on e-government acceptance, e-government trust on e-government acceptance, e-government acceptance on quality of e-services, e-government readiness on quality of e-services, and e-government trust on quality of e-services. In addition, e-government acceptance plays a mediating role in the relation between e-government readiness and trust, on the one hand, and quality of e-services, on the other.

F. Tros

In this article, thirteen case studies are analysed which study the innovation processes renewing structures and forms of employee participation in companies in private and public sectors of industry in the Netherlands. In the majority of the case studies, new hybrid forms between representative and direct participation have been launched, in which elected members of works councils co-operate with non-member employees, mostly in temporary projects. These initiatives show successful results in mobilizing employee involvement in representative as well as in direct workers’ participation, and in improving efficiency and effectiveness in consultations with management in the workplace, as well as with company directors. At the same time, however, works councils have compromised on lowering the number of seats on their councils, leading to dilemmas around questions of democracy, formal powers and coordination. Furthermore, these experiments show limitations in their scope. Firstly, they hardly address more effective inclusion of the many (younger) workers with flexible contracts in employee participation schemes, nor the broader potential impacts on companies’ strategic decision-making. It can be concluded that practices aimed at renewing employee participation develop within the confines of the traditional characteristics of Dutch industrial relations, such as cooperative relationships between works councils and management, a low level of interventions from trade unions and a focus on the field of operational management (rather than on conflictual workers interests and strategic issues).

P. Ligthart, E. Poutsma, C. Brewster

In this paper, we assess the development of financial participation schemes, employee share ownership and profit-sharing in selected European countries and the degree to which they are correlated with strategic human resource management, and industrial relations, that is collective bargaining, unionization and works councils, and national context. This study adds a more dynamic perspective to the literature on the incidence of financial participation by using a longitudinal approach rarely found before. Our hypotheses are based on the theoretical frameworks of strategic human resource management (HRM), industrial relations and institutional approach. We use data drawn from the waves of the Cranet surveys on Human Resource Management: 1999/2000, 2005/06, 2010/11 and 2015/16. We find that both time and national location are important. The national context matters in particularly for profit-sharing and less for employee share ownership. For both forms of financial participation, the country regulative context is also more important than industrial relations factors and HRM strategies. In general, industrial relation factors gain importance over time and become more important than the HRM strategy for employee share ownership (ESO) but not for profit-sharing (PS). In general, over the whole period, commitment HRM is more important for the incidence of ESO and PS than control HRM, but the relative importance of these strategies varies per year.

Alireza Moradi, Shahamat Hosseinian, Seyed Kamal Vaezi

Background & Purpose: A requirement for the success of knowledge workers’ competence development plans is to take their thinking preferences into account. This research proposed a nature-based model of strategies of developing skills building and competencies of knowledge workers according to their preferred thinking style. Methodology: This was an applied, inductive, interpretative, and qualitative research conducted through the grounded theory. The participants of the research included 21 experts of Human Resource Management, selected by theoretical sampling. Data were analyzed using Corbin and Strauss’ Grounded Theory, through three stages of open, axial, and selective coding. Findings: Aprocess modelhas introduced in which Skill building and competence development of knowledge workers is the central phenomena of this model. The causal factors includ the three categories of individual, social-environmental, and organizational-legal. The strategies consist of three categories of competence development, skill building, and personal development based on A, B, C, and D’s preferences. The intervening factors are three categories of cultural-organizational, personal attitude, and senior managers’ attitude. Moreover, considerations of development facilitating factors comprise the contextual factors of the model. Finally, the outcomes of the model include the three categories of personal, organizational, and social development. Conclusion: Preparing and implementing plans for the development of competencies and skills of Knowledge workers based on their fourfold thinking preferences enhance the success and efficiency of these plans. For this purpose, competencies and skills related to each of these thinking preferences are identified and the actions necessary for their development are determined in this research.

Ebrahim Rajabpour

Mindfulness, as a multi-dimensional construct, plays a phenomenal role in employees’ career and organizations’ future. The present study intends to investigate the impact of mindfulness on career success, job adaptability and job burnout among the employees of public banks of Bushehr City. A sample size of 242 answered the questionnaires and structural equations modeling was applied. Results show that mindfulness has a positive significant impact on the variables of job adaptability and career success; whereas, it has a negative significant impact on job burnout. Moreover, job adaptability positively affects career success but it has a negative significant impact on job burnout. Career success, too, has a negatively significant impact on job burnout of the banks’ employees.

Nigeria., Nwaugbor, J. Morris et al.

R. Markey, P. Gollan, Ann Hodkinson et al.

Mehdi Hasankhani, Farajollah Rahnavard, Habibollah Taherpour et al.

Employee commitment, sometimes called work involvement/ belongingness/ engagement, materializes when people have interest in their job, enjoy doing it and try harder to accomplish it. This study aims to investigate the effective factors which can enhance the commitment of employees at individual, group and organizational levels. It also intends to identify and reach a model for the relations among variables. Using structural equations model, data were collected from 65 Iranian state organizations. Findings show that at an organizational level such factors as organizational structure, organizational support,organizational culture, compensation; at group level such factors as effective leadership, pleasant work environment, employee participation, organizational trust, constructive feedback, role transparency; and at individual level such factors as job security, work autonomy, internal motivation, organizational commitment, perceived organizational justice, religious commitment, and extraversion have an impact on employee commitment.

P. Ackers