This study presented the effects of employee participation on job performance, and employee motivation on job performance through job satisfaction. The objective of this study was to investigate the influence of factors such as employee participation, and employee motivation on job satisfaction and job performance. This study included 234 employees working in Hanoi offices who completed a survey about their job performance at the company. The results showed that employee participation, and employee motivation had a positive impact on job satisfaction, and job satisfaction had a positive impact on job performance. Job satisfaction mediated the relationship among employee participation, employee motivation, and job performance. The results shown that a company should establish a good working environment, allow employees to participate in decisions, and motivate employees to make employees happy at work, thereby improving and increasing working performance. Thence, it can be considered a reference document for more specific studies and broader later.
Le statut professionnel des travailleurs de plateformes fait couler beaucoup d’encre en Chine et dans le reste du monde. Les auteurs retiennent des seuils appliqués dans certains pays développés et des indicateurs statistiques d’Eurofound et Eurostat pour construire des outils adaptés au contexte chinois. À partir de réponses à un questionnaire complété entre décembre 2021 et janvier 2022 par 7 680 livreurs à vélo, ils établissent plusieurs catégories de travailleurs en fonction de deux dimensions: la dépendance économique et la subordination personnelle. Ils constatent que le modèle binaire opposant salariat et travail indépendant n’est adapté qu’à 19 pour cent des livreurs, d’où la nécessité de créer une troisième catégorie, celle des travailleurs en situation de quasi-subordination. L’analyse statistique révèle des différences de conditions de travail significatives entre les groupes et montre qu’une forte dépendance économique est associée à une durée de travail plus longue, à une intensité de travail plus élevée et à un sentiment plus fort de travailler sous pression. Le pourcentage de travailleurs bénéficiant d’une couverture sociale est particulièrement faible dans les groupes où la subordination est forte.
Purpose: Competency traps are a set of old methods, procedures, values and beliefs where managers believe the only way to achieve success and excellence is to adhere to the basic and learned old principles and consider any path outside of it to be incorrect. Competency traps are inhibiting factors that create stagnation and inertia in managers, putting them in traps and taking them away from competency. Therefore, given the importance of the subject, the current research aimed to analyze the phenomenological traps a public organization mangers competence and to identify the dimensions and consequences of competency traps in a public organization.
Methodology: The current research was applied in terms of its practical purpose, and it was descriptive-exploratory in terms of data collection method. Besides, it was of a qualitative study using the phenomenological method and Dickelman's approach. Since the research was qualitative, we collected data through in-depth interviews with the participants. Using purposeful sampling method and based on the principle of theoretical adequacy, twenty managers were selected as sample members. Researchers applied qualitative content analysis method and Maxqda software to analyze the data obtained from the interviews.
Findings: In addition to a better understanding of the phenomenon studied in this paper, findings include fifteen dimensions and fifteen consequences as the outcomes of the competency traps of public organization managers. The dimensions of competency trap include misunderstanding of changes in the organizational environment, officers’ acting based on fixed limitations, and finding paths relevant to former knowledge and experience. The consequences of competency trap include mismatch of organizational values with current effective defense technology, weaknesses in the individual development of army personnel, and the emergence of Early aging syndrome.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: the present research was conducted with the aim of identifying the effective factors and consequences of using strategic management dashboards with the FCM method.
Methodology: The current research has been done quantitatively and qualitatively. This research is practical in terms of purpose and survey and exploratory in terms of data collection method. The statistical population of the research is the managers of government organizations and university professors, whose sample members were selected by the purposeful sampling method and based on the principle of theoretical saturation. In this research, content analysis and coding method was used in qualitative part and fuzzy cognitive map method in quantitative part for data analysis.
Findings: The research results show that improving organizational efficiency and effectiveness is the most important factor affecting in using strategic management dashboards. Also, increasing decision speed and reducing the cost of decision mistakes is its most important consequence.
Originality: This research has studied one of the newest organizational phenomena under the title of strategic management dashboards. Other researches in this field have either focused on the design of management dashboards or have measured strategic management dashboards with other factors. However, by identifying the effective factors and the consequences of using strategic management dashboards, the current research provides solutions that make managers aware of how to use it.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: The purpose of this research is to create a deep understanding of the way tasks are performed in organizational structures (except for the existing formal structure).
Methodology: By using interpretive-structural modeling and using the opinions of 6 senior employees of Northern Khorasan Industrial Estates Company, the 12 active components in the activity structure of this company were deeply analyzed and hidden relationships between these components (as research variables) were identified.
Findings: Based on this, it was found that the set of activities in this organization can be categorized into 4 levels according to its distance from the main mission of the organization. These levels revealed the differentiation of "dominant" interactions and effects between different organizational departments regardless of the levels defined in the formal structure of the organization. At the lowest level of the model, "Human Resources Development" and "Security" are the most effective departments of the organization. Also, in this analysis, it was found that "public relations" and "financing and market development" are considered the most effective parts of the organization.
Originality/ value: The researchers' investigations showed that the use of this research method to analyze the organizational structure and hierarchy has never been done before.
Recommendations: The structural scheme of an organization, regardless of what is defined as the official structure of the organization, can be influenced by various factors, including the organization's environment. With the help of this method, it is possible to achieve this true schema of the structure of an organization through deep analysis.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: The generational diversity in the human force that today's organizations are facing is one of the factors of the spread of conflict in organizations. The purpose of this study is to design a model for intergenerational conflict management in Iran's government organizations.Methodology: Thematic analysis method has been used to conduct this research. The statistical population of this research was formed by academic and organizational experts. In order to collect data, a semi-structured interview was used.Findings: The research resulted in 119 basic themes, 35 organizing themes, as well as 12 comprehensive themes (i.e., civility gap in events of meaningfulness and perceptualization, the gap in the regularization of communication general rules, self-determination framework of job value-driven, environmental-organizational divergences in generational culturalization, authenticity semantic collapse in intergenerational interactions, organizational withdrawal in intergenerational dissimilarity management, intergenerational conflicts in job ideologies, intergenerational uncertainty in job accomplishment quality, task and relational conflict bilinear orientations, selective criteria in choosing conflict management style, functionalist conflict management strategies, and interpretive conflict management strategies).Conclusion: Based on the findings, it can be claimed that in order to better understand intergenerational conflicts, it is essential to find the root of the disputed areas in the structure of perceptions of generational differences, and in formulating the types of strategies, it is necessary to consider both areas of discord and conflict in the reactional way.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: This study intended to compare the effects of internet access on unemployment rates in the two time periods before and after COVID-19.
Methodology: The research method was causal-disability-analysis. By estimating two regression models and using panel data method for the period of the coronavirus pandemic and the years before it, the impact of internet accessibility index on unemployment rate in these two periods in EU and MENA countries was estimated.
Findings: A 10 percent increase in internet access during the COVID-19 pandemic has led to a 0.1 percent decline and in the period before the coronavirus it only led to a 0.04 percent decrease in the unemployment rate.
Originality: The contribution of the current study is investigating the impact of internet access on unemployment rate in terms of providing remote working conditions in public quarantines caused by the coronavirus epidemic.
Implications: To better manage any future pandemic crisis, policy makers in the field of information and communication technology need to consider the importance of the impact of internet access on the unemployment rate. To realize this, we have suggested the following administrative approaches: internet accessibility, managing the process of supporting enterprises, strengthening export capacity, and expanding e-government services.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: Employer brand as one of the organization's brand dimensions and an important factor of differentiating from competitors has an important role in the field of maintaining and increasing the intangible assets of the organization. The present study sought to identify ranking the predictors of development employer brand based on the viewpoints of professors and faculty members of the University of Defense Departments.Methodology: This research is applied in orientation and positivist philosophically which was done using Q method. In this research, first, by reviewing the literature and the semi-structured interview, entrepreneurial brand development predictors were extracted and the final factors were determined by the help of experts. These factors, in the form of Q cards, were delivered to 23 professors of the Defense University, who were purposefully selected as the participants of the study. Finally, their perspectives were analyzed using exploratory factor analysis through SPSS Software.Findings: The results suggest that participants possess seven mental models including functionalist, functionalist, public relations, non-bureaucratic, employee oriented, multi-dimensional, and human resources maintenance.Conclusion: Improving identified employer brand predictors in the studied universities may cause employer brand development and help to upgrade the intangible resources (especially human resources) of these universities. Besides, focusing on the identified employer brand predictors can augment the efficiency of these attempts.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: Today, human resources is one of the most important assets in the organization, and many solutions are made to use its practices optimally and effectively. Blockchain technology has the potential to fundamentally change the perspective of human resources. Thus, in order to better understand the efficiency of this technology in human resource management, the present study reviews the results of studies conducted on this subject.Methodology: This research is qualitative, applied, and descriptive. Sources of information from articles published on blockchain technology in human resource management were searched three two scientific databases: Scopus (Elsevier), Web of Science and Google Scholar.Findings: After reviewing the extracted studies, their results were described generally in three separate sections of applications, opportunities and challenges of blockchain technology in human resource management. The highest function was in employment-related practices by creating opportunities such as preventing fraud, maintaining a secure record, and reducing costs.Conclusion: These findings can provide an overview of the blockchain for human resource management that provides the opportunities and applications it creates. More attention should be paid to its establishment to have optimal and effective practices in human resource management.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Fatemeh Sadat Vahabzadeh Moghadam, Ahmad Ali Khaefelahi, Jalil Delkhah
Background & Purpose: Today, procrastination is one of the most important manifestations of deviant work behavior that has a significant role in reducing the output of the organization. One of the factors influencing employees' procrastination is their temperament. The aim of this study is to discover the effect of Bank Mellat employees' temperament on procrastination. Methodology: The present study is "applied" in terms of purpose and "descriptive survey" in terms of how to obtain data. To select the research samples, the researchers first used stratified random sampling method and in the second step, they adopted the available sampling method. To collect data, first, temperament indicators were extracted based on the teachings of traditional medicine and in consultation with experts, and then a temperament questionnaire was designed. To measure the dimensions of procrastination, the standard steel questionnaire (2002) was used. The effect of temperament on procrastination was studied by regression, analysis of variance and Bonferroni post hoc test. Findings: The type of temperament affects the procrastination of bank employees. The average of the four temperaments differs in the dimensions of procrastination. Post hoc test showed that "black bile temperament" has a higher average procrastination than "blood" and "yellow bile" temperaments. Also, "blood temperament" has a higher average of procrastination than "yellow bile temperament". "Phlegm temperament" has a more average sluggishness than "yellow bile temperament". Conclusion: The most procrastinator temperament is "black bile" and "yellow bile" temperament has the least procrastination. The least energetic temperament is "blood" and the most distracting temperament is "black bile". "Yellow bile temperament" also has the highest emotional perseverance and the lowest emotional perseverance belongs to "phlegm temperament". Managers in the field of banking can use people with a "yellow bile" temperament for positions that are more managerial. Also, employing people with "black bile" temperament in hot and humid regions (such as the southern regions of the country), people with "yellow bile" temperament in cold and humid regions and people with "blood" temperament in cold regions can reduce their procrastination.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Roshanak Kazemzadeh, Ahmad Vedadi, Kaveh Teymournejad
Purpose: Organizational behavior is of great importance regarding the state organizations personnel, particularly the hospital staff, who play a significant role in rendering service to people. Due to the stressful workload they have had during Covid-19 pandemic, this research is implemented to present a model of the antecedents and consequences of various organizational anti-citizenship behaviors against female managers in Tehran University of Medical Sciences.
Methodology: With regard to the purpose, this research was applied; its approach was both qualitative and exploratory, while it used thematic analysis method. The Data collection tool was semi-structured interviews with a sample of 14 female managers of Tehran University of Medical Sciences, who were selected through snowball sampling method.
Findings: The network of themes developed in this research contains 226 basic items, 9 comprehensive items and 3 organizing items. The precedents of the organization's anti-citizenship behaviors against female managers include themes such as job factors, behaviors and mindset of managers; together with managerial levels, structural-organizational and socio-cultural-economic factors. Also, the consequences of the organization's anti-citizenship behaviors against female managers are the themes which include reduction in human-social capital, performance and organization's credibility.
Originality: The enriching value of this research lies in presenting a completely new model including antecedents and consequences of organizational anti-citizenship behaviors in medical organizations. On the one hand, such a model has not been presented in domestic research so far, and on the other, the directional approach of this model is based on the experiences of female managers in the medical field.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Naser Asgari, Hamed Heidari, Seyed Mostafa Shakerian
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Background & Purpose: The ability to interact with customers effectively requires the identification of mental states and persuasion skill that can improve sales performance. This study aimed to explain the relationships between salesperson emotional intelligence and customer loyalty through the mediation of salesperson performance and customer value co-creation behavior. Methodology: This is an applied descriptive-correlational study, in which the statistical population included the salespersons working at 10 shopping centers in Tehran. The convenience sampling method was employed to select the statistical sample, whereas a questionnaire was used as the data collection tool. The path analysis model was then used through structural equation modeling (SEM) for hypothesis testing in AMOS. Findings: There were significant relationships between salesperson emotional intelligence and salesperson performance, between salesperson performance and customer loyalty, between salesperson emotional intelligence and customer value co-creation behavior, between customer value co-creation behavior and customer loyalty, and between salesperson emotional intelligence and customer loyalty through the mediation of salesperson performance and customer value co-creation behavior. Conclusion: Managers of shopping centers can enhance their salespeople’s emotional intelligence to improve customer loyalty by increasing salesperson performance and customer value co-creation behavior so that they can compete successfully with other shopping centers.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background and Aim: The purpose of this study is to identify behaviors of manager as a coach and the rate of behavior in the Ministry of Roads and Urban DevelopmentMaterials and Methods: This research is an applied research based on descriptive-survey method. Qualitative method was used to identify the components of manager as instructor and quantitative method (descriptive-survey) was used to measure the components of manager's behavior as instructor. Two questionnaires were used for data collection. A questionnaire was used to validate the components of managerial behavior as a coach (first step) and a researcher-made questionnaire was used to measure the use of these components in the Ministry of Roads and Urban Development. The statistical population in the second step was the employees of the Ministry of Roads and Urban Development (500) who analyzed 491 questionnaires after distributing the questionnaire by simple random sampling. The content validity ratio was used for data analysis in the first step and the T-test and Friedman test were used in the second step.
Results: The findings showed that the manager as a coach has behavioral characteristics such as developer, guide and supporter, problem-solver, facilitator of learning, responsive, team-building, participatory, and pragmatic and Emotion management. The results also showed that the level of implementation and application of coaching behaviors in the Ministry of Roads and Urban Development is not at a desirable level and pragmatism is ranked first among other components of manager as a coach.
Conclusion: Ministry of Roads and Urban Development managers show coaching behavior in practice but it is not satisfactory.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
In the vast theoretical literature, a number of arguments have been put forward in favor of employee financial participation schemes. Although traditionally the main arguments were spurred by objectives such as greater equality in the distribution of income and wealth and improving relations between workers and capitalist owners, today employee financial participation schemes are considered as part of industrial relations based on innovative managerial strategies and more flexible remuneration policies, which should ultimately result in increased enterprise efficiency. Because share ownership and profit sharing schemes are undoubtedly the most popular schemes, emphasis has been put on showing the multidimensional relationships between employee financial ownership and economic results, as well as on proving that the relationship between employee ownership and productivity involves an inherently complex interaction. The purpose of this paper is to present selected views and attitudes toward the relationship between employee participation and company results. The theoretical view and empirical research both indicate that after many years of conducting empirical research on the benefits resulting from the implementation of financial participation plans, the information provided, almost entirely by reports, is not yet sufficient to make any unequivocal conclusions concerning the influence on the results (productivity) achieved by companies. Obtaining such a consensus is additionally hindered because of the lack of clear-cut data concerning the extent to which implemented participation schemes contribute to changes in financial results. In conclusion, both the previous theory as well as the research conducted so far do not convincingly explain the relationship between financial participation schemes and the results achieved owing to their implementation, which demonstrates that there is a need to conduct further research in this field. In this case any empirical approach should concentrate on qualitative, not quantitative research, the latter of which, although broad based, does not identify the above mentioned relationships precisely enough. Another conclusion that can be drawn is the necessity to conduct further research based on larger samples of companies, taking into account the specificity of their business and working environment. It seems that some other aspects should be also taken into consideration, such as the type of the financial participation scheme introduced, because this decision may also have an influence on future results. Research should begin a long time prior to the introduction of a scheme in the company, which would allow for making future comparisons and evaluations of the influence of a given scheme on productivity.