Peter Boxall, Gordon W. Cheung, Md Shamirul Islam
et al.
Work intensification and job insecurity undermine the quality of working life. To what extent can different types of employee involvement in decision-making ameliorate their impacts on employee well-being? Deploying job demands–resources theory and interrogating the European Working Conditions Survey 2021, this study shows that work intensification and job insecurity reduce well-being via lower work engagement and higher exhaustion. While each enhances job quality, individual organizational influence has a greater effect than task discretion in suppressing the negative effects of work intensification. The largest gains for employee and societal well-being will come through greater worker involvement at this level of participation.
Les auteurs mobilisent le moyennage bayésien de modèles et la régression quantile pour analyser les déterminants des flux migratoires dans l’Union européenne (UE) à partir de données relatives à 23 pays de l’UE. Ils constatent que l’influence de l’écart de revenu d’activité est deux fois plus forte que celle du différentiel de taux de chômage et que ce lien est robuste, mais que les facteurs économiques jouent un rôle secondaire par rapport à la proximité culturelle et à la présence d’un réseau amical et familial dans le pays d’accueil. Ils estiment que la mobilité du travail joue un rôle limité en tant que mécanisme d’ajustement au sein de l’UE.
Fatemeh sharifi, Reza Sourani Yancheshmeh, Saeed Alizadeh
et al.
Purpose: In this research, we investigated the factors that affect the productivity of academic staff members in educational, research and administrative scopes.
Methodology: For this purpose, a questionnaire was designed and then was distributed among 167 academic staff members of five national universities in Tehran. Based on the data obtained from the questionnaires, we identified the factors that affect the productivity of the academic staff members by using the exploratory factor analysis method. Subsequently, by applying the linear regression method, we estimated the impact rate of each factor.
Findings: According to the result, the six key factors affecting the productivity of the academic staff members are education and the educational system, accountability and professional ethics, political behavior, motivational factors, the availability of facilities and opportunities for growth, and the university presidents’ high expectations.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Purpose: Development planning in Iran has a history, but still not much progress has been made in terms of balanced development in the country. The aim of the current research was to examine the country's centralized planning system, to analyze it by taking its weaknesses and challenges into account, and finally, to provide a solution.
Methodology: This research examined how programs and other high-level documents dealt with the issue of centralized planning. Using the descriptive-analytical method, this research aimed to evaluate, combine, and provide a solution for centralized planning based on a systematic review of sources.
Findings: The results of the research show that changing the existing path and moving towards reducing the existing gaps requires serious changes in the mindset of centralized planning and should take a course of decentralized planning, regionalism, and multiplicity of factors. Also identifying the challenges of centralized planning in Iran can help the policy makers and policy implementers to pay attention to the mentioned challenges in formulating and implementing development plans so that they may face fewer problems during the implementation phase.
Originality: The use of the qualitative method and a wide range of data sources provides a new classification of the challenges of centralized programs in Iran, which covers different dimensions of policy implementation. The present research has been able to propose a defensible theoretical basis for planning in the administrative system in the development program in Iran and to help improve and promote development policy and planning.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Mohammad Rezaei, Manouchehr Ansari, Aydin Salamzadeh
et al.
Background & Purpose: The leadership development (LD) is one of the main issues in organizations, and without having the necessary skills and trying to strengthen them in the long term, one cannot expect to progress and achieve goals. In pioneering organizations, LD is considered as an enabling and important capacity. Thus, the aim of this research is to present the LD framework in Melli Bank.
Methodology: This research is practical and qualitative. In this research, the collected data are analyzed using multi grounded theory approach. Research participants include 20 experts and senior managers of Melli Bank, and university professors who were selected through theoretical sampling method.
Findings: The main phenomenon of LD has two categories: individual LD (human capital) and collective LD (social capital). Also, factors affecting the LD include external and internal organizational factors as well as individual and collective strategies. The context of LD includes political, social, economic, environmental factors, instability and risk, and management systems. LD enablers include the categories of macro-policy, management development, coordination and coherence, provision of resources and management of service operations. The functions of LD include individual, organizational, and extra-organizational growth.
Conclusion: Leadership development is considered as a multidimensional process that requires a person's knowledge and the environment, development of communication skills, and effective interactions with group members. The development of collective leadership is the main result of this research and it means strengthening and expanding the skills, characteristics, and strengths related to a team.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
PurposeThis study examines Pateman's “spillover thesis” that democratic participation in the workplace will “spill over” into political participation. It applies a latent class analysis (LCA) to identify patterns of political behavior and uses workplace participation and political efficacy as predicting variables of political behavior patterns.Design/methodology/approachThis study analyzed the International Social Survey Programme (ISSP) in 2014 General Social Survey (GSS) data. This study applied a LCA to identify distinct patterns in people's political behaviors and did a multinomial regression analysis to predict the patterns with workplace participation and political efficacy.FindingsThe study found partial support for the spillover thesis. Among three distinct political behavior patterns, two active patterns were associated with political efficacy. However, the mediation from workplace participation to political participation through political efficacy was not supported. Respondents involved in workplace units that collectively make work-related decisions were more likely to be active in political behaviors, but only one set of political activities. Higher political efficacy was found to lead to more active overall political participation of both patterns.Originality/valueUnlike the previous studies of democratic spillover, which treated political behaviors either as independent types of behaviors or as a summative index of such binary coded variables, this study addressed such shortcomings of the previous studies by providing a more complex picture of political behavior patterns and their relationship with workplace participation. Future research can build on this unique methodological endeavor to explore a holistic picture of how workplace practices can influence politics and democracy through individual workers.
Mahdi Rizvandi, Farajollah Rahnavard, Kamal Sakhdari
Purpose: Urban entrepreneurship can deal with urbanization challenges by identifying, assessing and utilizing urban opportunities. This study aims to develop a model for urban entrepreneurship in Iran by identifying the effective factors, considering the contextual effects and role of the mediating variables.
Methodology: Regarding the nature of the data, it was a mixed research. In the qualitative section, the statistical population was comprised of 50 mega and big cities with a population of over 200,000 each. Data were collected through theoretical foundations and a focus group made up of experts with whom qualitative interviews were administered. In the quantitative section, the statistical population included managers, deputies, and employees of the selected government, private and non-governmental organizations. The approach of the research was deductive and the time span of data gathering was cross-sectional from 2017 to 2018. Data were collected through questionnaires and Fazzi conclusion system was employed to design the quantitative model.
Findings: Creative city, entrepreneurial eco-system and entrepreneurial production/services conditions affect urban entrepreneurship. Moreover, the negative moderating role of urban population density variable and that of the positive environmental complexity variable in the relation between independent variables and urban entrepreneurship is explained. It is worth mentioning that the variables of urban competition and urban entrepreneurial reactionism do not play any mediating role in the environmental conditions of the Iranian mega and big cities.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Nowadays, innovation is the basis of development and survival of social systems; however, materializing it calls for innovative work behavior. The present study intends to investigate into this issue. In order to collect data, 123 employees were selected from among the personnel of Golestan Province Civil Registration Organization. Results of structural equations modeling show that work spirituality and perceived organizational support have positive and significant effect both on member-organization Compatibility and innovative work Behavior. Besides, member-organization compatibility positively and significantly affects innovative work behavior. Moreover, the mediating role of member-organization compatibility in the relation between work spirituality and perceived organizational support, on the one side, and innovative work behavior, on the other, is confirmed. A number of applied suggestions are finally presented.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: Human capital productivity is one of the most important drivers of sustainable productivity in the organization and productivity must be developed in accordance with the requirements of strategies and macro-orientations of the organization. Therefore, this study has identified and classified the requirements for improving the productivity of human capital of defense organizations according to Imam Khamenei. Methodology: This research is an applied research in terms of purpose and has been done with an interpretive-inductive approach.The sources of information for the study are Ayatollah Khamenei's speeches on improving human resources and capital in meetings with officials of defense and government organizations. Findings of the research have been analyzed using qualitative content analysis and cognitive mapping with the help of MaxQDA software. Findings: From the analysis of lectures, 201 open codes were identified regarding the factors affecting the productivity of defense human capital, which were classified into four main categories, which are: mental, spiritual, scientific and technical readiness as well as managerial requirements. Conclusion: The development and implementation of human capital development plans in defense organizations should be done in accordance with the nature of the mission of these organizations, expectations and measures and with a comprehensive approach to strengthen human capital readiness to advance organizational strategies and effectively perform expected tasks and plans.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
mahdi molaeeghara, firooze raznahan, seyed mohammad zahedi
et al.
shows how a government approaches the running of the country. Administrative governance behavior shows the type of administrative culture which dominates the country. Administrative culture at its fundamental analytical level looks at the behavioral pattern embracing the country’s administrative system. Taking into account the modern institutional approach, this article intends to define and evaluate the administrative culture as one of the three main components of Iranian administration system. This study used an outsider’s perspective/approach (ETIC) to administrative culture and evaluated nine indexes: institutional collectivism, uncertainty avoidance, future orientation, performance orientation, power distance, in-group collectivism, humane orientation, assertiveness, and gender egalitarianism. Using random sampling method, data was collected from 166 managers, experts, and scholars of management. Findings show that power distance and in-group collectivism are perceived at a higher level, while there is a vital need to improve and develop institutional collectivism, future orientation, performance orientation, uncertainty avoidance and assertiveness. Finally, based on the findings, recommendations are presented to managers and researchers.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Maryam Rajabi, Amir Mohammad Fakoor Saghih, Alireza Khorakian
Background & Purpose: Developed on the basis of trust, social networks can facilitate knowledge sharing to help individual learning. This study aimed to analyze the effect of emotional and cognitive trust on the use of social networks and knowledge sharing in learning. Methodology: This is an applied survey, in which the statistical population includes the high school teachers of Mashhad who are the users of social networks, and the statistical sample consisted of 375 teachers. The structural equation modeling (SEM) method was used for data analysis in AMOS and SPSS. Findings: Emotional and cognitive trust had positive effects on the use of social networks. It was also confirmed that the use of social networks had a positive effect on knowledge sharing; likewise, knowledge sharing affected individual learning positively. Conclusion: Increasing interpersonal trust can provide proper foundations for promoting the use of social networks to share knowledge among teachers, a process which will improve the quality of education system at schools.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
This study attempts to extract the related material regarding social justice theory from religious texts and Islamic elites' reflections. The concern of a great number of philosophers and economists regarding social justice is that imperfect accounts of the social justice concept have obstructed the growth and development of societies. In particular, those that believe in market economy theory try to decelerate development by providing specific interpretations of the social justice phenomenon. But in practice, the reason lies in associating the social justice concept with populist intentions and providing imperfect
interpretations of the so-called concept. Based on inherent rights and Islamic texts, this paper aims to show that social justice not only facilitates growth and development but it also motivates competition in various political, cultural, economic and academic arenas.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background and Objective: In an organization, the presence of favoritism instead of meritocracy can leave many psychological outcomes among employees. This study analyzed the effects of favoritism on employee mental health by considering the mediating roles of oral negativism, occupational stress, and willingness to leave jobs.
Methodology: This is an applied-descriptive survey, in which the statistical population included 152 employees working at the Organization of Industry, Mine, and Trade in Hamadan Province. The data collection tool was a questionnaire; the path analysis was employed to analyze data through structural equation modeling in LISREL.
Findings: Favoritism had positive, significant effects on occupational stress, oral negativism, and willingness to leave jobs. Moreover, occupational stress had positive effects on oral negativism and willingness to leave jobs but negative, significant effects on mental health of employees. In addition, oral negativism and willingness to leave jobs had negative effects on mental health of employees.
Conclusion: Considering the outcomes of favoritism, it is necessary to take essential actions to reduce favoritism and improve meritocracy and justice in organizations in order to maintain mental health of employees.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
حسین گنجینیا, سجاد جلالجباری, محمدعلی فلاح
et al.
Background and Objective: The ability to play an effective and balanced role in work and life lays the proper foundations for maintaining physical and mental health and improving individual and organizational performance. This study aimed to identify and prioritize individual and organizational obstacles to the work-life balance.
Methodology: This is an applied-descriptive survey, in which the statistical population included 705 employees working at a public organization in Tehran. The random sampling method was employed to selected 248 employees as the statistical sample, and a research-made questionnaire was used for data collection. The statistical tests of confirmatory factor analysis and population mean were conducted to analyze data in LISREL and SPSS.
Findings: A literature review resulted in the identification of 15 individual and familial obstacles and 15 organizational obstacles, the explanatory roles of which were confirmed and classified as individual and organizational classes to analyze their status in the statistical population and rank their obstacles. Out of the identified factors, 5 individual and 8 organizational factors classified as the work-life balance obstacles, the most important of which were insufficient income and occupational stress.
Conclusion: Providing the proper foundations for the work-life balance in the lives of employees can result in many individual and organizational achievements.
Employee participation in management. Employee ownership. Industrial democracy. Works councils