Maryam Rajabi
Volume 10, Issue 7 , December 2014, , Pages 912-920
Abstract
Introduction: Undoubted present age organizations are in-face with evolutions and widespread national, local and international threats. So guaranty and life running and organizational survival are needed solutions that related so much to invention, innovator creation of products or services and modern ...
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Introduction: Undoubted present age organizations are in-face with evolutions and widespread national, local and international threats. So guaranty and life running and organizational survival are needed solutions that related so much to invention, innovator creation of products or services and modern methods. So present age organizations had special notice to job-making because it plays a basic role in organizational competition situation. Following research will show the job-making behavior barriers in health insurance system and comparative studies in both governmental and private insurances organizations. Method: This study is a survey that searched in two Parsian Insurance Organization and Social Security Insurance Organization and it's done by quesstionair that has been confirmed by 94% of Cronbach Alpha and justifiability has been confirmed by 96%. The society of this study has 470 persons in governmental part and 466 persons in private part. Data analysis has done by SPSS software and used of binominal analysis, statistical test, Friedman's test and factor analysis. The studied behavior barriers are inclusive of managers’ characteristic traits and personal characteristic traits, organizational paradox and tensions, organizational culture and leader method. Results: According to the binominals test, results shown that possibilities of the Social Security Insurance Organization are 79% for organizational culture, 76% for managers’ characteristic traits and 75% for personnel characteristic traits with assumption of being similar factors and possibilities of Parsian Insurance Organization are 64% for organizational culture, 68% for managers’ characteristic traits and 71% for personnel’s characteristic traits with same assumption. According to the gain ranks, organizational culture has highest ranking with rank of 4.48, managers’ characteristic traits with rank of 3.99 and personnel’s characteristic traits with rank of 3.44 have next rankings in Health Insurance Part of Social Security Insurance Organization And managers’ characteristic traits with rank of 4.01 has highest ranking, personnel’s characteristic traits with rank of 3.3 and organizational culture with rank of 3.27 have next rankings in Parsian Insurance Organization. Conclusion: Organizational culture, managers’ characteristic traits and then personnel’s characteristic traits regularity are effective in governmental organizations, managers’ characteristic traits, personnel’s characteristic traits and organizational culture regularity are effective on behavior barriers in private organizations. Keywords: Entrepreneurship; Organizational Culture; Insurance Carriers
Ali Shaemi Barzaki; Susan Bahrami; Fatemeh Hatampoor Azarkhavarani; Reza Radmehr
Volume 10, Issue 7 , December 2014, , Pages 997-1006
Abstract
Introduction: Organizational culture as a source and a source of organizational processes, affected management practices and organizational members' attitudes toward their jobs. Thus, job satisfaction or dissatisfaction can not be divorced from organizational culture. The aim of this research was to ...
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Introduction: Organizational culture as a source and a source of organizational processes, affected management practices and organizational members' attitudes toward their jobs. Thus, job satisfaction or dissatisfaction can not be divorced from organizational culture. The aim of this research was to analyze the relationship between staff perception of organizational culture and their job satisfaction in the faculties of Isfahan University of Medical Sciences. Methods: The study was descriptive- survey. The statistical population consists of staff of faculties of Isfahan University of Medical Sciences in 1390 and 273 participants were categorized randomly as the study sample. To collect the respondents’ opinions, Standard Denison Questionnaire for measurement organizational culture and a questionnaire which was made by the researcher for measurement job satisfaction was used. The questionnaire’s validity was confirmed by confirmatory factor analysis. The estimated Cranach’s alpha for organizational culture, job satisfaction and the whole questionnaire was estimated as 0.90, 0.80 and 0.92 respectively. The statistical analysis for the present study was done by statistical tests such as one sample t-test, Anowa and Tukey. Furthermore, the research hypotheses were tested by the structural equation modeling technique and SPSS, Amos Software. Results: The results indicated that the organizational culture had a meaningful positive relationship with the job satisfaction in staff of faculties of Isfahan University of Medical Sciences. Moreover, the factors of “consistency” and “mission” had the most relationship with staff job satisfaction 0.19, 0.47 respectively. However, no meaningful relationship was found between the factor of “involvement”, “adaptability” and job satisfaction. Conclusion: Findings showed that professional perceptions and attitudes are factors of the various organizational and. if the organizational culture promotes employee empowerment, people are more motivated and eager to do the job. Keywords: Organizational Culture; Job Satisfaction; Personnel
Mohammad Reza Amiresmaili; Mahmood Nekooi Moghadam; Nadia Oroomiei; Sajad Khosravi; Saeed Mirzaei
Volume 11, Issue 6 , November 2014, , Pages 770-778
Abstract
Introduction: Knowledge is regarded as a major resource of organizations and as an asset. Transmission, creation and applying knowledge require an organizational culture which encourages this process. Universities as knowledge-producing organizations should benefit from this. The purpose of this study ...
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Introduction: Knowledge is regarded as a major resource of organizations and as an asset. Transmission, creation and applying knowledge require an organizational culture which encourages this process. Universities as knowledge-producing organizations should benefit from this. The purpose of this study was to determine the relationship between organizational culture and knowledge management at Kerman University of Medical Science. Methods: Present analytical study was done with cross sectional in Kerman University of Medical Sciences in 2012. Statistical population consisted of all staff working at deputies of Kerman University of Medical sciences (844) of which a sample of 200 was selected using quota sampling. In order to collect data, questionnaires on organizational culture and knowledge management were used whose validity was confirmed in previous studies and their reliability was calculated. Descriptive and inferential statistical methods (Pearson correlation, ANOVA and linear regression) were used for data analysis through spss18. Results: Organizational culture was evaluated good by the majority of the studied subjects. Highest and lowest scores was obtained by adaptability (2/9) and participatory (2/6) dimensions respectively. Knowledge management status was evaluated at moderate and good level by studied subjects. Finally, there was a significant relationship between organizational culture and knowledge management (P-value=0/000). Conclusions: Organizational culture and knowledge management were in good condition in this study. Organization must first consider the organizational culture in order to improve the knowledge system and to spread it throughout organization effectively. The more strong the organizational culture is, the more successful the implementation of knowledge management would be. Keywords: Organizational Culture; Knowledge Management; Universities.
Zohre Raisi; Farhad Salimian; Reza Najari; Amir Amirkhani
Volume 8, Issue 8 , January 2012, , Pages 1104-1111
Abstract
Introduction: One of the significant processes concerning human resources is the organizationalsocialization of the recruited people through which new members get acquainted with values, norms and behavioral models and adapt themselves with the organizational culture. The present study evaluated the ...
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Introduction: One of the significant processes concerning human resources is the organizationalsocialization of the recruited people through which new members get acquainted with values, norms and behavioral models and adapt themselves with the organizational culture. The present study evaluated the relationship between organizational socialization and commitment among nurses in Shariati Hospital, Isfahan, Iran.Methods: In 2010, a descriptive-correlational study was conducted to assess employed nurses (209 subjects) in Shariati Hospital. Due to the limited number of participants, the questionnaires were distributed among all subjects. However, 206 questionnaires were finally returned. In this research, Jones's standard socialization and Allen and Meyer's organizational commitment questionnaires were used. The 6 hypotheses of the research (significant relationships exist between collective, formal, sequential, fixed, serial and investiture socialization methods and organizational commitment among nurses in Shariati Hospital) were investigated by Pearson's correlation test and regression analysis. Furthermore, in order to complete the research results, multivariate analysis of variance (MANOVA), independent t-test, and the least significant difference (LSD) test were used.Results: The correlation coefficient between socialization and commitment was calculated as 0.573 at P ≤ 0.05. Therefore, there was a significant relationship between socialization and organizational commitment. Regression analysis results revealed that socialization, and sequential and formal methods are more powerful predictors for organizational commitment.Conclusion: When appropriately fulfilled, organizational socialization can increaseorganizational commitment which is one of the major factors in the efficacy of organizations.
