The Impact of Exchange Variables on Employees Dissatisfaction

Transcription

1 1 The Impact of Exchange Variables on Employees Dissatisfaction Saeed Mortazavi *, Nemat-Al-Allah Soudi *** Employees' dissatisfaction in organizations is inevitable. Therefore, various forms appear. In a division, dissatisfaction to four forms of exit, voice, loyalty and neglect are shown. Hence the present study has examined the effect of exchange (overall satisfaction, investment size & quality of alternatives) on employees' responses to dissatisfaction. This study is conducted among the employees of treatment division in private hospitals of Golestan province. The sample being studied is comprised of 161 employees in treatment division that are selected using stratified-random sampling method. The tool for this study is a questionnaire, and content validity and Cronbach s alpha are used for measuring validity and reliability, respectively. Hierarchical regression is used for exploring the effect of exchange variables and control variables (sex & age) on exit, voice, loyalty and neglect. The results showed that job satisfaction has a negative effect on exit and neglect and a positive effect on voice and loyalty; also quality of other options has a positive effect on exit and neglect. While women were less likely than men to leave their organization and with age, tend to stay also increased. Keywords: Dissatisfaction; Exit; Voice; Loyalty; Neglect. * Associate Professor, Ferdowsi University of Mashhad (Corresponding author). Mortazavi@um.ac.ir ** M.S, Ferdowsi University of Mashhad.

2 2 An Investigation on the Legal System for Grounding and Development of Knowledge and Knowledge Management in Iranian Administration System, Focusing on the National Services Management Law Ali Hossein Keshavari *, Mohammad Vazin Karimian *** This article investigates the literature of knowledge management at the world level, focusing on the necessity and importance of knowledge management in developing cuntries; introduces the most important problems of implementing knowledge management at national level. It also introduces policies and methods which are used for supporting knowledge management at national and regional levels. Based on the mentioned exploration, the National Services Management Law is examined and practical suggestins are made for implementation of its rules in the field of information technology and knowledge management at national level. These suggestins include: design and implementation of national comprehensive electronic information system, assessment and review of websites of all organizations involved in the mentioned law, designing Iranians expert database, networking inside and outside the administrative system, introducing positions for knowledge management in organizations, designing knowledge sharing systems inside and between organizations, creating national computerized suggestion system, identifying retired experts and documentation of their expertise and experiences to be used in organizations. Keywords: Knowledge Management; Information Technology; Developing Countries; Iran; the National Services Management Law. * Associate Professor, Shahed University (Corresponding author). alihossien@yahoo.com ** Associate Professor, Shahed University.

3 3 Comparing Knowledge Extraction Techniques and Developing a Structured Methodology for Documentation of Knowledge Navid Nezafati *, Mahsa Rashidi **, Mohammad taghi Taghavifard **** Many of the knowledge assets created by experts and managers of companies, mainly remain in their minds. This knowledge is lost with the separation of individuals from the organization and its recovery is not possible. Therefore acquisition and retrieval of this knowledge is a serious need and it is valuable for reuse by other employees. On this basis, this study seeks to provide a structured approach to knowledge acquisition (KA) and comparison of these techniques. So far about 34 different KA techniques have been introduced, but none of them have the necessary efficiency and effectiveness in the field of knowledge management. We ve used a combination of KA techniques including semi structured interview, revised teach-back, commentary, laddering, repertory grid techniques in order to elicit both tacit and explicit knowledge of experts. Also among the 21 criteria identified to compare the KA techniques, 16 criteria were accepted by the experts of knowledge management and these criteria were used in the form of paired comparisons and the hierarchical model based on AHP technique. The results was promising and presented the combined KA techniques has the highest rank among the others. Therefore the Iranian industrial organizations can widely use the combined KA technique in expert s experiences documentation. Keywords: Knowledge Management; Knowledge Acquisition; Knowledge Acquisition Techniques; Analytic Hierarchy Process. * Asistant professor, Shhid Beheshti University (Corresponding author). n-nezafati@sbu.ac.ir. ** M.S. Allameh Tabatabee University *** Asistant professor, Allameh Tabatabee University

4 4 Servant Leadership and Employee s Job Satisfaction Seyed Kamal Kharrazi *, Seyed Mohammad Mirkamali **, Ali Torki ***** This study aimed at "Investigation of employee s perception of servant leadership of the organization and it s relationship with the job satisfaction of the employees in Bank Melli Arak branch". For this purpose, 91 employees were selected from the Bank Melli Arak branch by stratified random sampling. The data were collected using OLA instrument and a job satisfaction questionnaire validated for bank employees. The data were analyzed using Pearson correlation, t- test, stepwise multi-regression and one-way ANOVA. The findings showed that servant leadership in Bank Melli Arak branch and the employee s job satisfaction were both above the mean and satisfactory. there was significant positive correlation between servant leadership of the organization and employee s job satisfaction(r = 0.58, p < 0.01). Stepwise regression analysis indicated that among the factors of servant leadership, provision of leadership was the strongest predictor of employees job satisfaction and could predict %35 of the variance related to employee s job satisfaction (F=49.31, p<0.01). Also, in assessing the characteristics of servant leadership and employee s job satisfaction, there was no significant difference in age and academic level. Keywords: Organization Servant Leadership; OLA Instrument; Job Satisfaction; Bank Melli. * Professor,Tehran University. ** Professor,Tehran University. *** M.S,Tehran University (Corresponding Author). torki.ali@gmail.com

5 5 Persistent External Coordination in Crisis Management and Its Role on Improvement of Organizational Performance Mohammad Javad Kameli *, Jalil Lajavardi **, Rahman Nemati ***, Ali Mollajan ***** This Paper studies the influence of interaction and coordination between police and stakeholder organizations on the management of instability crisis in urban peace and order. This is an analyticaldescriptive study. Population is Tehran Police Commander, Tehran Municipality, Tehran Fire, the Home of Press and Emergency of Tehran. Sampling is done based on two-phase class sampling. Data was gathered through library studies, non-attendance interviews, and questionnaires. The results show that coordination and interaction between police and Tehran Municipality, Tehran Fire, the Home of Press and Emergency of Tehran can improve the performance of police in the management of instability crisis in urban peace and order. Keywords: System Engineering; System Stakeholders; Instability in System; Crisis; Crisis Management. * Assistant Professor, Police Science University. ** Assistant Professor, Shahid Beheshti University (Corresponding Author). E- mail: J_lajavardi@sbu.ac.ir *** M.S. Police Science University. **** M.S. Sharif University of Technology

6 6 Role Clarity and Psychological Empowerment Abdolmajid Hassanzadeh *, Saeed Rajaeipour **, Abolghasem Nouri **** The purpose of this study was to determine the relationship between role clarity and psychological empowerment among Golestan Gas Company Personnel. The method of study was descriptive correlational. Statistical population consisted all company formal personnel that were 185 persons. Statistical sample was 128 persons that were selected through proportional stratified sampling method. The data gathering instruments included: a researcher constructed questionnaire based on Spreitzer theory (1995) that measures psychological empowerment and its reliability was 0.92, and a researcher constructed questionnaire based on Sawyer theory (1992) that measures role clarity and its reliability was To analyze the data used Pearson Correlation Coefficient,and regression and analyze of variance were utilized. Results indicated that relationship between role clarity and psychological empowerment was significant (p<0.05). Furthermore, the relationships between the subscales of role clarity (goal clarity and process clarity) and competency, It was also observed that process clarity with impact, and both role clarity subscales with self- determination had significant and positive relationship. Keywords: Psychological Empowerment; Role Clarity; Role Process; Role Goal. * M.S., Isfahan University (Corresponding Author). E mail: saeedrajaeepour@yahoo.com ** Associate professor, Isafahan University. *** Associate professor, Isafahan University.

7 7 Designing a Model for Measuring Win-Win Approach as a Base for Team Working Vahid Haghanian Najafabadi Development the spirit of collective work between different sectors that are responsible for attaining a macro objective, is one of the requirements of making synergy at macro level. Team work is the ability for doing works through collaborative efforts that has special requirements. The win-win approach is based on this believe that parts of collaboration in a team should benefit from results as their share in results. If in a working team, only one group of people benefit from the results, the team will fall apart. This paper presents a model for measuring the win-win approach in team working based on the views of managerial experts and structural equation modeling. Keywords: Win - Win Approach; Team; Collaboration; Competition.