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

Phela Townsend, Douglas Kruse, Joseph Blasi

PurposeThis paper offers a new perspective on the potential motivation for the adoption of employee ownership based on market power. Employee ownership may be linked to market power, either through contributing to firm growth that leads to market power or through industry leaders adopting employee ownership as part of rent sharing or a broader consolidation of market position. Both employee stock ownership plan (ESOP) coverage and product market concentration (PMC) have been increasing in the past two decades, providing a good opportunity to see if and how these are related.Design/methodology/approachThe authors predict ESOP adoption and termination using multilevel regressions based on 2002–2012 firm- and industry-level data from the Census Bureau, Compustat and Form 5500 pension datasets.FindingsThe authors find that the top four firms in concentrated industries are more likely to adopt Employee Stock Ownership Plans (ESOPs), while having an ESOP does not predict entering the top four, apart from firm-level predictors. Tests indicate the first result does not reflect simple rent sharing with employees but instead appears to reflect an effort by firms to consolidate market power through the attraction and retention (or “locking in”) of industry talent. Other positive predictors of ESOPs include company size, being in a high-wage industry and having a defined benefit (DB) pension.Research limitations/implicationsTo better distinguish among hypotheses, it would be helpful to have firm-level data on managerial attitudes, strategies, networks and monopsony measures. Therefore, future research using such data would be highly useful and encouraged.Practical implicationsThe paper includes implications for the potential usefulness of ESOPs in attracting and retaining talent and for the design of nuanced policy to encourage more broadly based sharing of economic rewards.Originality/valueWhile prior research focuses on firm-level predictors of employee ownership, this study uses market concentration and other industry-level variables to predict the use of ESOPs. This study makes a unique contribution, broadening the current thinking on firm motives and environmental conditions predictive of firm ESOP adoption.

Niels Mygind

PurposeThe purpose of this paper is to give an updated overview over the development of employee-ownership in Italy, France, Spain including Mondragon, the UK and the US with relatively many employee-owned firms. How have the barriers for employee-ownership been overcome in these countries?Design/methodology/approachThe overview is based on updated descriptions of the development of employee-ownership included in this special issue. The analysis follows the structure of overcoming five barriers: the organization problem; the problem of entry and exit of employee-owners; the startup and takeover problem; the capital- and the risk problem.FindingsItaly, France and Spain have overcome the barriers by specific legislation for worker cooperatives, this includes rules for entry and exit of employee members. Cooperative support organizations play an important role for monitoring and managing the startup problem and for access to capital. The Mondragon model includes individual ownership elements and a group structure of cooperatives. The EOT and ESOP models are well suited for employee takeovers, financing are eased by tax advantages and they are all-employee schemes. While the EOT has no individual risks, the ESOP model has the possibility for capital gains for employees but also the risk of losing these gains.Originality/valueComprehensive and updated overview of the development in employee-ownership in the five countries to identify successful formats of employee-ownership for implementation in countries with few employee-owned firms.

Saeed Yarmohammadi Monfared, Abbas Naghizadeh Baghi, Mehrdad Moharramzadeh et al.

Purpose: This study aimes to investigate the effects of emotional intelligence on the occurrence of positive work behaviors such as organizational citizenship behavior and the reduction of destructive behaviors such as unproductive work behavior in the organization. Methodology: This research was of applied and survey type. The statistical population consisted of all 315 employees of the Sports and Youth Departments of Zanjan Province. Using the Morgan table, the sample size was determined to be 172 and finally, 160 completed standardized questionnaires were analyzed. Data analysis was performed through path analysis method and structural equation model, using the  Lisrel software. Findings: According to the research findings, there is significant inverse relationship between emotional intelligence and unproductive work behavior, a positive and significant relationship exists between emotional intelligence and organizational citizenship behavior, and finally, organizational citizenship behavior and unproductive work behavior have inverse and significant relationship. Originality: The findings of this research can play a significant role in the better and voluntary implementation of organizational citizenship behaviors and the decline of non-productive behaviors, thus increasing productivity in the organization. Implications: By increasing the emotional intelligence of employees, organizations can adopt arrangements in order to strengthen the behavior of organizational citizenship, sense of sacrifice, and work commitment and as a result, can lower tendency to commit violations in the work environment.

Hajar Abedini, Farajollah Rahnavard, Ali Akbar Ghahremani Gelozan

Background & Purpose: Knowledge-based organizations emphasize certain competencies to achieve goals because the competency model of employees is different for the levels of occupations. Accordingly, the present study was conducted with the aim of designing a professional competencies model for knowledge workers in knowledge-based organizations.Methodology: This research is applied in terms of purpose and exploratory mixed research in terms of data type. Participants of the qualitative section consist of 12 experts of knowledge-based organizations that were selected by non-probabilistic purposeful sampling method. The data of this section were collected through semi-structured interviews and analyzed by thematic analysis. The statistical population of the quantitative part was 330 knowledge workers of knowledge-based organizations, among which 178 persons were selected by simple random sampling method. The data of this section was collected through a researcher-made questionnaire and analyzed using structural equation modeling.Findings: The professional competencies model was structured in five main categories and 20 categories and 78 sub-categories including: 1. Knowledge (knowledge update, professional knowledge, environmental awareness, and knowledge management); 2. Skill (social, managerial, problem solving, negotiation, and marketing skills); 3. Ability (educational, intellectual, modeling, business counseling, and new product development ability); 4. Characteristics (self-efficacy, commitment, work ethics, and research spirit); 5. Attitude (entrepreneurship and foresight). The second-order confirmatory factor analysis indicates the significant relationship between indicators, components, and dimensions of competency model.Conclusion: The professional competencies development of knowledge workers can prevent waste of time, energy, and resources of knowledge-based organizations. It also can make deep reviewing in employment criteria, staff selection, and composition of development and reform programs.

Yousef Vakili, َAkbar Hassanpoor, Saeed Jafrinia et al.

Background & Purpose: Today, the activity scope of organizations is constantly changing, therefore, to overcome these changing conditions, managers must constantly increase their competencies and skills. Managers in Mostazafan Foundation are not exempt from this rule, and to overcome the shortcomings and upcoming developments, they must have new knowledge and skills. Accordingly, personal development is vital for managers. The purpose of this research is to provide a model of individual development of strategic managers of the Mostazafan Foundation. Methodology: This research is developmental in terms of purpose and is a qualitative research. The present research was conducted using the theme analysis method. For this purpose, a semi-structured interview was conducted with 30 senior managers of the Mostazafan Foundation who were selected purposefully. The interviews continued until theoretical saturation was reached. Findings: Based on the findings, six dimensions for personal development including knowledge, attitude, communication, professional matter, leadership, and spiritual competence were identified. Additionally, two categories of actions for personal development of strategic managers including knowledge-oriented and skill-oriented methods were found. Besides, a set of individual, organizational, and environmental drivers as well as individual and organizational consequences for the individual development of strategic managers were identified. Then, the set of these variables was presented in the form of a pattern. Conclusion: The results of the research suggested that the strategic managers of the Mostazafan Foundation can improve their competencies and achieve desirable results at the individual and organizational level by using knowledge-based and skill-based measures of individual development.

Ali Shariatnejad Asl

Purpose: This study was conducted to present a model for the emergence of leadership hubris and how this syndrome is formed. Methodology: In terms of purpose, the research was applied and to collect data, survey method was used. The statistical population consisted of experts who were selected through snowball sampling method and the sample was based on the principle of theoretical adequacy. The present study combined both qualitative and quantitative approaches. In the qualitative part, the data collection tool was semi-structured interview. Coding method, together with Atlas.ti software, was used to analyze the data. Besides, in the quantitative part, questionnaires were administered and interpretive structural modeling was applied for data analysis. Findings: Results indicate that the formation of hubris model involving leaders includes four factors and stages as follow: predisposing factors, behavioral factors, the occurrence of hubris syndrome and the consequences arising from hubristic leaders. At the first level are the underlying factors that cause the shaping of hubristic behaviors which later emerge at the second level. Then, in the third level, they form the main characteristics of hubristic leaders. Eventually, at the final level of the model, the consequences of hubris in leaders occur. They include focus on decision-making, arrogant leadership, authoritarian management, irrational dominance, and weakening of their intellectual capacity. Originality: This research studies a recent organizational phenomenon called hubristic leadership and provides a model showing how it is formed. Thus, it gives some insight to managers as to the nature and function syndrome. Implications: the model of hubristic leadership, as described in the present study, provides suggestions for state organizations to try to prevent its formation as well as the complication and the harmful effects that this phenomenon may bring about.

Davoud Hoseinpour, MohammadAli Rasulzadeh Darbandi Ghadim, Ali Asghar Pourezzat et al.

Purpose: Given the importance of how to provide services to meet the public needs, and besides explaining the issue from the Western theories’ perspective; this article has tried to rely on Islamic principles regarding the excellence of public services, and make the requirenments available to develop an appropriate pattern using this approach. Design/ Methodology/ Approach: First, by reviewing the paradigms of public administration in different school of thoughts, public values management, became the basis for comparative analysis. Then based on Islamic values, and in order to discover the dimensions of excellence in servicing citizens, the Qur'anic Al-Mizan exegesis was used. Therefore, a qualitative method has been selected, which in accordance with subject matter would be thematic analysis on the textual source of data. Findings:  The components affecting the excellence of public service in the Islamic approach can be formulated in a framework composed of two core dimensions as "virtuous actions" and "agent goodness". The obtained themes for each of these dimensions are presented in the form of 13 categories of research comprehensive codes. Finally, the distinction between the excellence of public services in the Islamic value system and the scientific approach in Western philosophy has been discussed. Originality/ Value: Due to lack of a featured model in this field, the present study seeks to outline the components for Islamic pattern of public service excellence through which governors are able to identify the criteria for an excellent service delivery and the indicators of excellence within their executive unit.

Habibollah Taherpour Kalantari, Mohsen Aslani

Purpose: The purpose of this study is to investigate the impact of strategic fit, organizational structure and environmental turbulence on organizational performance in parent companies in Tehran.  Methodology: This research was causal in terms of nature. Regarding objectives, it was an applied study and its approach was qualitative. Survey method was used to collect data through 82 questionnaires from 41 parent companies. Both convergent and divergent content validities, as well as reliability of the questionnaires were confirmed. To analyze data, one-shot T-test, hierarchical regression and structural equation modeling (path analysis) were used in smart PLS software.  Findings: The results of the structural equation modeling indicate that the performance of parent companies is at a relatively good level. Path Analysis, based on variance analysis, shows that organizational structure and strategic fit have a positive and significant effect on organizational performance. The results also show that organizational structure mediates within the relationship between strategic fit and organizational performance in a positive and significant way and environmental turbulence has a positive and significant effect on organizational performance through strategic fit. One of the innovations of this research is the use of the ‘Ashrigde Matrix’ in the analysis of management strategies that has not been used in Iran previously.  Originality/ Value: According to the research findings, it can be concluded that performance improvement depends on strategic fit, which affects performance both directly and through organizational structure; therefore, it is suggested that parent companies follow appropriate strategies to establish it.

Ali Ghavamifar, Hossein Hassanpoor

Background & Purpose: Cognitive performance includes a set of capacities that enable the individuals to recognize, process, and respond to information. Cognitive performance, mental structures, and cognitive functions of strategic organizations’ managers are very critical factors in the success of organizations and achieving their strategic goals. Therefore, this study aims to identify and prioritize the cognitive functions affecting the cognitive performance of strategic managers. Methodology: The method used in this research is a qualitative-quantitative sequential mixed research method in which a combination of quantitative and qualitative methods is used sequentially. In this research, first using qualitative methods, the cognitive functions affecting managers' cognitive performance are identified and then in a quantitative phase, using statistical analysis, a novel methods of multi-criteria decision making the identified factors are prioritized. Findings: In the qualitative section, after reviewing the literature, 14 cognitive functions affecting the cognitive performance of managers were extracted and the conceptual model of the research is presented. In the quantitative part, using the implementation of statistical methods and a multi-criteria decision making method, cognitive functions were prioritized and the weight of each of these functions is calculated. "Planning function" and "performing several tasks simultaneously" have been selected as the most important functions among the prioritized cognitive functions, which have obtained the highest average final weight. Conclusion: It is concluded that avoiding managerial errors due to low levels of managerial performance in any of the cognitive functions can cause irreparable problems that subconsciously reduce the efficiency of relevant organizations. In this research, by identifying and prioritizing cognitive functions affecting the cognitive performance of strategic managers, it is possible to prevent cognitive errors, reduce the accuracy factor, and increase the accuracy of decisions.

Abbas Toosi, Abbas Ahmadi, Mohammad Reza SeyyedSeyed Hashemi Touloun

An analysis of the international environment of oil industry and its developments shows that the oil industry sector will remain as an essential component of both energy and world economy. However, it will be a quite different environment with different characteristics; meaning, it will be an industry with different technologies, challenges, requirements, opportunities, and players all calling for a change in the business model and corporate-based leading of players on the basis of the environmental changes. One fundamental reform which the National Iranian Oil Company needs to adopt is internationalization in order to adapt to the upcoming environment. A primary step in this regard will be changing the framework of corporate leadership compatible to the market and oil industry domain. The purpose of this article is to present an optimal internationalized model of corporate leadership for the N.I.O.C. based on the grounded theory. Having analyzed the interviews, the final framework was developed. Findings show that the optimal model includes fundamental changes along the macro-corporate leadership and provids a balance between business and non-business goals so that in the long run the best performance can be materialized. To reach this end, internal and external mechanisms of corporate leadership at the N.I.O.C. must be changed. The most important changes in the internal mechanisms will cover ownership pattern, structure of board of directors and its committees, internal and external controls, and the business conduct bylaw. The most significant changes in the external mechanisms must occur in the statute law of the N.I.O.C., legal supervisions independent of this company and independent auditing. The optimal framework will bring about such outcomes as raising foreign capital, access to international capabilities and technology transfer, ability to impact international political-economic relations and developing various capabilities arising from international activities.

Yusef Zarnegarian

Background & Purpose: In an organization, innovation promotion is considered one of the main prerequisites to sustainable development. This study analyzed the effects of human resources actions and psychological capital on innovative work behavior through the mediating role of human resources flexibility. Methodology: This is an applied descriptive-correlational study, in which the statistical population included 115 managers of Bazar Gostar Pegah Company in District 3 of Shiraz. The convenience sampling method was employed to select 86 managers as the statistical sample. The data collection tool was a questionnaire, and the structural equation modeling (SEM) method was used for data analysis in SmartPLS. Findings: Human resources actions and psychological capital have positive, significant effects on innovative work behavior both directly and through human resources flexibility. Conclusion: Improving employees’ skills, attitudes, behavior, and psychological capital can help enhance their flexibility and increase their ability and willingness to actively participate in organizational innovations.

Ehsan Rajabian, Seyed Mahdi Alvani

The purpose of this study is to present a model for teachers’ productivity with positive organizational behavior approach. The research method was mixed. In the qualitative strategy, meta-synthesis method and fuzzy Delphi were employed, and in the quantitative strategy, descriptive-survey method was used. At the fuzzy Delphi stage, 12 education and management faculty members of some state universities, Payame Noor University and Islamic Azad University and at the quantity side, a statistical sample of 384 primary and secondary school teachers were selected. Using the meta-synthesis method, 3 categories, 4 subcategories, 22 concepts and 79 indicators were identified. The model we obtained is founded on three main constructs: a. input construct, including cognitive an behavioral factors, b. process construct, including planning and deploying, creating appropriate learning environment, and c. output construct, including effectiveness and efficiency. In terms of confirmatory factor analysis, the second order has a good fit.

Abbas Bagheri, Reza Saboonci, Hamid Foroughipour

Background & Purpose: Outsourcing services is a growing strategy that can help increase the productivity and competitive advantage of organizations. The aim of this study was to identify the requirements and achievements of the outsourcing strategy of recruitment and training and its effect on employee empowerment. Methodology: This research is applied in terms of purpose and has been done with a consecutive mixed approach (qualitative-quantitative). The participants of the qualitative stage were managers and experts of the Ministry of Sports and Youth in the field of outsourcing. The required data were collected through semi-structured interviews and analyzed by content analysis method. In the quantitative stage, 202 persons of managers and employees of this ministry were selected by simple random sampling method. The data collected using a questionnaire were analyzed by structural equation modeling. Findings: The requirements and achievements of the strategy are presented in the form of 27 basic themes, 7 organizing themes and 2 comprehensive themes. In addition, the validity of the model presented and the effect of this strategy on employee empowerment is confirmed quantitatively. Coclusion: Outsourcing employee recruitment and training can help reduce costs, facilitate the hiring process, and create entrepreneurial opportunities. Furthermore, It can facilitate employee empowerment by enhancing the effectiveness of these functions.

Richard B. Freeman, Takao Kato

منوچهر جفره, راضیه سادات سجادی نژاد

امروزه بخش مهمی از زندگی انسان‌ها در  سازمان‌ها سپری می‌شود. رعایت عدالت در  سازمان‌ها می‌تواند تأثیری تعیین کننده بر رفتارهای فردی کارکنان داشته باشد. هدف اصلی از انجام این پژوهش تعیین میزان تأثیر عدالت سازمانی بر رفتار شهروندی سازمانی می‌باشد. جامعه آماری این پژوهش را کلیه کارکنان اداره کل مخابرات منطقه 6 تهران به تعداد 140 نفر تشکیل می‌دهند که از آن میان با استفاده از فرمول کوکران حجم نمونه به تعداد 103 نفر تعیین و با استفاده از روش نمونه گیری تصادفی، نمونه آماری انتخاب گردید. روش تحقیق در پژوهش حاضر توصیفی از نوع پیمایشی است. برای گردآوری داده‌ها از پرسشنامه استاندارد رفتار شهروندی سازمانی و عدالت سازمانی استفاده شده است. تجزیه و تحلیل داده و آزمون فرضیه­ها با استفاده از آزمون کولموگروف-اسمیرنوف، آزمون تی تک نمونه‌ای، رگرسیون دو متغیره انجام شده است. نتایج تحلیل داده­ها نشان می­دهد عدالت سازمانی تاثیر مثبت و معناداری بر رفتار شهروندی سازمانی داشته است. افزون بر این، وضعیت موجود عدالت سازمانی و رفتار شهروندی سازمانی در سازمان مورد مطالعه به ترتیب در حد متوسط و نسبتاً مناسب بوده است. بر این اساس پیشنهادهایی کاربردی به منظور ارتقای رفتار شهروندی سازمانی در این شرکت ارائه شده است.