Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family B...harpreetdusanjh
This study makes an attempt to analyse the determinants of ‘work-family’ balance related factor for Women Corporate Governance professionals in India. ‘Maslow Pyramid’ was utilized to assess the motivation of women joining Corporate Governance profession in India. The job satisfaction of the respondents and its association with ‘Family domain’ and ‘Work domain’ related variables was also assessed. The sample of the study was collected through a structured questionnaire from 200 women professionals having membership of Institute of Company Secretaries of India during the period November, 2017 – January, 2018. An empirical analysis was made on the data using statistical techniques of the Friedman Rank Test and Kendall's Tau Coefficient. The findings of the study reveal that need for ‘Achievement’ and ‘Affiliation’ are the key determinants for choosing Corporate Governance profession by women Company Secretaries in India. Furthermore, the level of job satisfaction was found associated with ‘family domain’ related and ‘work domain’ related variables. The study finds its relevance as this is ‘one of its kind’ study for exploring motivational factors of women Corporate Governance professionals in India and forms the base for further research in the area.
Ranking Motivational Factors of Teachers in Urmia Using SAW Method (2011) ijmvsc
The aim of this study is to rank the motivational factors of teachers that work as private sector employees in schools district 1 in Urmia. This research was done in 2011.
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family B...harpreetdusanjh
This study makes an attempt to analyse the determinants of ‘work-family’ balance related factor for Women Corporate Governance professionals in India. ‘Maslow Pyramid’ was utilized to assess the motivation of women joining Corporate Governance profession in India. The job satisfaction of the respondents and its association with ‘Family domain’ and ‘Work domain’ related variables was also assessed. The sample of the study was collected through a structured questionnaire from 200 women professionals having membership of Institute of Company Secretaries of India during the period November, 2017 – January, 2018. An empirical analysis was made on the data using statistical techniques of the Friedman Rank Test and Kendall's Tau Coefficient. The findings of the study reveal that need for ‘Achievement’ and ‘Affiliation’ are the key determinants for choosing Corporate Governance profession by women Company Secretaries in India. Furthermore, the level of job satisfaction was found associated with ‘family domain’ related and ‘work domain’ related variables. The study finds its relevance as this is ‘one of its kind’ study for exploring motivational factors of women Corporate Governance professionals in India and forms the base for further research in the area.
Ranking Motivational Factors of Teachers in Urmia Using SAW Method (2011) ijmvsc
The aim of this study is to rank the motivational factors of teachers that work as private sector employees in schools district 1 in Urmia. This research was done in 2011.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
: Stress is an individual’s response to a disturbing factor in the environment, and the consequence of
such reaction. Stress obviously involves interaction of the person and environment. Teaching profession was
once viewed as the low stressed occupation in the world. Teachers were enjoying their profession due to the
freedom they had to implement their plans in their profession. They had enough time to prepare themselves to
handle the lessons
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Analyzing Correlation of Leadership Style with Organizational Maturity a Mili...inventionjournals
Management and leadership are the pillars of every organization and society. Advancement of technology, complexity and size of today’s organizations, and organizations’ continuous effort to gradually evolve their processes and achieve organizational maturity to gain competitive advantage and greater sustainability have highlighted the role of organizational leadership more than ever. Conducted in 2016, the present research is an attempt to determine the Correlation between Leadership Style and Organizational Maturity in a Military Organization .This research is an applied study in terms of objective, and a descriptivesurvey study with respect to data collection method. The statistical population included 150 personnel of a military organization. The data is collected using two questionnaires: the leadership style questionnaire and the organizational maturity questionnaire. The questionnaire's reliability is 0.98 using the Cronbach’s alpha for all dimensions of the questionnaire. A construct validity assessment is conducted to calculate the questionnaire’s validity, and results reflected validity of the research instrument (AVE>0.5). Data analysis is carried out through structural equations modeling in Smart PLS. Results revealed that the variance and path coefficients have significantly adequate values. Findings were also reflective of a significant Correlation between leadership style and organizational maturity of employees. However, a significant negative Correlation is observed between organization’s leadership goal setting and organizational maturity on the one hand, and leadership style and organizational maturity on the other. As a result, the research hypotheses were rejected. In addition, there is no Correlation between organizational maturity and leadership style, and thus the related hypothesis is rejected in studied organization.
Perception of Organizational Power in Textile Industryinventionjournals
Power is the ability to influence others. One of the most influential theories of power comes from the work of French and Raven, who attempted to determine the sources of power leaders use to influence others. French and Raven identified five sources of power that can be grouped into two categories: organizational power (legitimate, reward, coercive) and personal power (expert, referent and information). Organizations require a control system and use power to reach their goals. In the organizations, relationships between administrators and employees are so critical aspect. Employees’ perception of organizational power play a crucial role to reach organizational goals. There are studies on organizational power although the number of the studies is low. The aim of this research is to evaluate the perception of organizational power of the textile employees. Data were gathered from 171 employees who are working at textile companies in Denizli. SPSS was used for the data analysis.
Week 5 WorksheetDirections For this assignment complete the work sh.docxhelzerpatrina
Week 5 WorksheetDirections: For this assignment complete the work sheet below. Please type out your answers on a separate Word document and then upload it . Don’t forget to number your answers so they can be matched up to the correct question.
1. People were asked how many miles they lived from work. The responses were
22, 20, 1, 25, 35, 23, 18, 5, 22, 22, 15, 7, 14, 21, 5, 9 and 13. The national average distance from work is 20 miles. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
2. At a pet store, a survey was taken asking how many pets each person had. The results were: 2, 5, 3, 1, 0, 4, 2, 7, 0, 2, 5, 1, 2, 6, 2, 10, 7, 3. The population average is 2. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
3. A sample of eight students were randomly selected and asked, "How many times did you check your email yesterday?" The numbers were: 3, 0, 8, 7, 10, 2, 6, 12, 45, 82, 1, 23, 11, 4, 55, 0. The average number of email checks in the population is 16.
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
Running Head: ORGANZIATIONAL CULTURE AND PRODUCTION 1
ORGANIZATIONAL CULTURE AND PRODUCTION 2
Organizational Culture and production
Name
Institutional Affiliation
Maamari, B., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 630–651.
Organization Culture and Production
Summary
The topic of the source is how organizational culture and leadership affect employees’ performance of gender. The authors sought to research on how the leaders’ choice and corporate culture influence employees. The study aimed to investigate if there is statistical evidence of the significant effects of organizational culture on the performance of the various genders and whether the leadership style in such an organization has an impact on the relationships. The study used observational method to conduct quantitative research and observation to identify organizational behavior and regularities. The study uses past literature on organizational culture, leadership, and performance in validating and carrying out the research (Maamari & Saheb, 2018). The authors concluded that the leadership style chosen by the organization and the organization culture has an effect on employee performance and gender implication.
Analysis
The authors have clearly outlined the research question, which was to identify the effects of leadership ...
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
: Stress is an individual’s response to a disturbing factor in the environment, and the consequence of
such reaction. Stress obviously involves interaction of the person and environment. Teaching profession was
once viewed as the low stressed occupation in the world. Teachers were enjoying their profession due to the
freedom they had to implement their plans in their profession. They had enough time to prepare themselves to
handle the lessons
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Analyzing Correlation of Leadership Style with Organizational Maturity a Mili...inventionjournals
Management and leadership are the pillars of every organization and society. Advancement of technology, complexity and size of today’s organizations, and organizations’ continuous effort to gradually evolve their processes and achieve organizational maturity to gain competitive advantage and greater sustainability have highlighted the role of organizational leadership more than ever. Conducted in 2016, the present research is an attempt to determine the Correlation between Leadership Style and Organizational Maturity in a Military Organization .This research is an applied study in terms of objective, and a descriptivesurvey study with respect to data collection method. The statistical population included 150 personnel of a military organization. The data is collected using two questionnaires: the leadership style questionnaire and the organizational maturity questionnaire. The questionnaire's reliability is 0.98 using the Cronbach’s alpha for all dimensions of the questionnaire. A construct validity assessment is conducted to calculate the questionnaire’s validity, and results reflected validity of the research instrument (AVE>0.5). Data analysis is carried out through structural equations modeling in Smart PLS. Results revealed that the variance and path coefficients have significantly adequate values. Findings were also reflective of a significant Correlation between leadership style and organizational maturity of employees. However, a significant negative Correlation is observed between organization’s leadership goal setting and organizational maturity on the one hand, and leadership style and organizational maturity on the other. As a result, the research hypotheses were rejected. In addition, there is no Correlation between organizational maturity and leadership style, and thus the related hypothesis is rejected in studied organization.
Perception of Organizational Power in Textile Industryinventionjournals
Power is the ability to influence others. One of the most influential theories of power comes from the work of French and Raven, who attempted to determine the sources of power leaders use to influence others. French and Raven identified five sources of power that can be grouped into two categories: organizational power (legitimate, reward, coercive) and personal power (expert, referent and information). Organizations require a control system and use power to reach their goals. In the organizations, relationships between administrators and employees are so critical aspect. Employees’ perception of organizational power play a crucial role to reach organizational goals. There are studies on organizational power although the number of the studies is low. The aim of this research is to evaluate the perception of organizational power of the textile employees. Data were gathered from 171 employees who are working at textile companies in Denizli. SPSS was used for the data analysis.
Week 5 WorksheetDirections For this assignment complete the work sh.docxhelzerpatrina
Week 5 WorksheetDirections: For this assignment complete the work sheet below. Please type out your answers on a separate Word document and then upload it . Don’t forget to number your answers so they can be matched up to the correct question.
1. People were asked how many miles they lived from work. The responses were
22, 20, 1, 25, 35, 23, 18, 5, 22, 22, 15, 7, 14, 21, 5, 9 and 13. The national average distance from work is 20 miles. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
2. At a pet store, a survey was taken asking how many pets each person had. The results were: 2, 5, 3, 1, 0, 4, 2, 7, 0, 2, 5, 1, 2, 6, 2, 10, 7, 3. The population average is 2. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
3. A sample of eight students were randomly selected and asked, "How many times did you check your email yesterday?" The numbers were: 3, 0, 8, 7, 10, 2, 6, 12, 45, 82, 1, 23, 11, 4, 55, 0. The average number of email checks in the population is 16.
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
Running Head: ORGANZIATIONAL CULTURE AND PRODUCTION 1
ORGANIZATIONAL CULTURE AND PRODUCTION 2
Organizational Culture and production
Name
Institutional Affiliation
Maamari, B., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 630–651.
Organization Culture and Production
Summary
The topic of the source is how organizational culture and leadership affect employees’ performance of gender. The authors sought to research on how the leaders’ choice and corporate culture influence employees. The study aimed to investigate if there is statistical evidence of the significant effects of organizational culture on the performance of the various genders and whether the leadership style in such an organization has an impact on the relationships. The study used observational method to conduct quantitative research and observation to identify organizational behavior and regularities. The study uses past literature on organizational culture, leadership, and performance in validating and carrying out the research (Maamari & Saheb, 2018). The authors concluded that the leadership style chosen by the organization and the organization culture has an effect on employee performance and gender implication.
Analysis
The authors have clearly outlined the research question, which was to identify the effects of leadership ...
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
Running Head Employee Selection and Training2Employee S.docxjeanettehully
Running Head: Employee Selection and Training 2
Employee Selection and Training 2
Employee Selection and Training
Shauna Davis
I/O Psychology/ Personnel psychology
Walden University
10/20/19
ABSTRACT
Introduction
Employers are facing several risks when it comes to employment selection as well as training and development programs. An organization must, therefore, ensure that statements, overtures as well as advertisements are not suspect as well as ensuring that there is no form of discrimination in its selection process. There should be no references to age as well as gender but instead, be based on the description of the job. Selection is entailing all the activities aimed at choosing a suitable candidate from the applicants to fill a given post while training is consisting of the processes aimed at ensuring that the job holders have the right skills, attitudes as well as knowledge towards achieving the objectives of the organization. New employees should be given an induction program where they are capable of meeting other employees as well as showing the skills they must learn. Organizations thus must have a detailed training scheme which can either be on the job where skills are acquired through experience at work or off the job where learning is via attending courses (Larsen, 2017, p. 114).
Organizational, as well as industrial psychologists, usually use a different process in selecting new employees regarding what the organization needs. The selection is enabling the organization to screen out individuals who are not suited for the role. The goal of industrial or organizational psychology is to give answers to a specified role such as how to select the best employees, choosing the best training, mechanisms for the employees as well as the way of determining the turnover cases alongside ways of reducing it. The industrial psychology is dealing with training, selection as well as placement while organizational psychology is dealing with issues such as increasing job satisfaction as well as determining how employees can be motivated (Larsen, 2017, p. 110).
Literature Review
In Employee Selection and training, there seems to be a gap in the selection part and the fact that, organizations need psychologists to recruit the correct persons for the vacant position. This is not a topic that is not discussed frequently as it is not considered that Important; the only requirement is that the employee needs to be qualified. There are specific factors that contribute to organizations not focusing on employee well-being in terms of industrial psychology. But it is crucial to remember that the purpose of Employee Selection and Training is recruiting the most suitable candidate who meets the requirements of the organization, for better organizational performance. Basically, determining the job applicants that will be successful if they are hired. Which is true according to Gelfand et al. 2017 looking at Cros ...
The role of psychology in human resources management by Dr.Mahboob Khan PhdHealthcare consultant
HRM can be considered to be responsibility of all those who manage people as well as a description of persons who are employed as specialists. It is that part of management that involves planning for human resource needs, including recruitment and selection, training and development. It also includes welfare and safety, wage and salary administration, collective bargaining and dealing with most aspects of industrial relations. The integration between the management of human resources and psychology is arguably the prime factor delineating HRM theory and practice from its more traditional personnel management origins. Selection of the personnel has long been recognized as a key activity within HR and this article seeks to explore the extent to which its practice provides evidence of such strategic alignment.
Examining the Relationship of Emotional Intelligence and Organizational Effec...Waqas Tariq
the leader of an organization needs special features to correspond by changes in order to survive and grow in new environments, that almost all manager have problems to answer it. One of the important features that can help the leaders and the managers to respond to these changes is emotional intelligence. The goal of this research is to survey the relation between the spiritual structure of an organization (called emotional intelligence) and the organizational effectiveness. They used both, drawing modeled and statistical modeled as a guide in the research, and also used the standard questions for issue, emotional intelligence and organizational effectiveness. The statistical society of this research was the managers, assistants and the executive region's manager of the Rasht municipality, which they choose 240 people as a sample from them. Over 80% of the respondents, have BA education and higher education and the most respondents (80%) have the job background less than 12 years. the analyze and gathering the main and minor hypo thesis outcomes was done by statistical software like: STATISTICA, SPSS and EXCEL. The outcomes showed the meaningful relation between the emotional intelligence and the organizational effectiveness and also, it is recognized, in this research that the motivation component has the most effect on the organizational effectiveness.
Managerial psychology is a sub-discipline of industrial and organizational psychology, which focuses on the efficacy of individuals, groups and organizations in the workplace. It's purpose is to specifically aid managers in gaining a better understanding of the psychological patterns common among individuals and groups within any given organisation. Managerial psychology can be used to predict and prevent harmful psychological patterns within the workplace and can also be implemented to control psychological patterns among individuals and groups in a way that will benefit the organisation long term.
Annotated Bibliography – Part 1 1
September 4, 2016
Annotated Bibliography – Part 1 2
Scandura, T. A., & Pellegrini, E. K. (2008). Trust and leader-member exchange: A closer
look at relational vulnerability. Journal of Leadership & Organizational Studies,
15(2), 101–110. doi: 10.1177/1548051808320986
The study by Scandura and Pellegrini examined the effect of trust in a leader-member
exchange (LMX) quality, which they conducted amongst 228 full-time employed professionals
enrolled in an Executive MBA program at a large Southeastern University. The authors achieved
this by espousing Lewicki, Bunker, and Stevenson’s 11-item scaling method, which explored the
Calculus-Based Trust (CBT), and Identification-Based Trust (IBT) scales. The scales are rated
on the Cronbach alpha index to show their proportionality and linearity with LMX. Scandura and
Pellegrini’s study revealed that a third-order “S-shaped” polynomial relationship existed between
the CBT and LMX. They also found out that a linear relationship existed between the IBT and
LMX, thereby providing support for their Hypothesis number 2.
The authors’ work draws strength from some four decades of available leadership
researches and their opposition with leadership styles. Their main proposition is connected to the
fact that leaders differentiate in their dyadic relationship with followers rather than espousing a
particular leadership style with other members of the team or group. According to them, recent
studies has resulted to the LMX research development, which in their view, asserts that the
supervisor–subordinate dyad exist between two different possibilities ranging from “low-quality”
relationship to “high-quality” relationships.
Scandura & Pellegrini’s finding reveals the significance of trust in the leader as a
valuable tool between LMX and performance. This is affirmative, as the LMX concept is
analyzed as a “trust-building” process. The implications of this study of the social exchange
theory (SET) are that it will help in providing strategies on how ethical leaders affect
Annotated Bibliography – Part 1 3
organizational goals and outcomes. Some researchers posit that the SET suggests that team
members and employees requite the leaders' behavior on them on a mutual ground. Relationship
in social exchange can eventually evolve which is characterized by good levels of trust and
diminished levels of control. The important concern is that it is pertinent to note that some of the
LMX parameters have measures that are directly correlated with the concept of trust. I contend
that power distance, which is an important cultural factor in any social exchange, may have an
influence in an LMX relationship. Consequently, further research should be conducted in order
to investigate the different perspectives of trust, and other non-linear results.
Wu, J. B., Tsui, A. S., & Kinicki, A. .
Work-related Stress assessment : an organizational approachStefano Fiaschi
Some issues on practical application of WrS assessment in italian enterprises are pointed out, from the specific point of view of a private-held company dealing with consulting and training on safety at work.
Results from statistical analysis (conducted on a sample of 1.274 workers from 10 companies in Services; Health Care; and Industry sector) are also discussed.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
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The relationship between organizational space of offices and corporate identity (case study general offices in azerbaijan)
1. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
DOI : 10.5121/ijsptm.2014.3101 1
THE RELATIONSHIP BETWEEN
ORGANIZATIONAL SPACE OF OFFICES AND
CORPORATE IDENTITY (CASE STUDY:
GENERAL OFFICES IN AZERBAIJAN)
Mehran Moulavi1
, Parivash Mohammadi2
, Hassan Zirak3
and Fariba Azizzadeh4
1 & 2
Islamic Azad University, Department of Management, Mahabad, Iran
3
M.A of Public Administration, Islamic Azad University, Department of Management,
Mahabad, Iran
4
Islamic Azad University, Department of Management, Science and Research Branch,
Isfahan, Iran (Corresponding author)
ABSTRACT
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
KEYWORDS
Organizational Space, Organizational Structure, Corporate Responsibility, Corporate Identity, Corporate
Support
1. INTRODUCTION
No doubt today's world is the world of humans and custodians of human organizations. Without
human organizations, not only would it mean it would not be possible to run them. The social life
of mankind requires cooperation, collaboration and mutual needs. These led to division of labor
and the development of skills and expertise and are added to the development of quantitative and
qualitative effects and the results.
2. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
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Institutional space refers to a set of property substantial size making in the workplace. This
property, directly or indirectly, will be affect by the people who live and work in that
environment, perception and motivation and their behavior. In fact, institutional environment is
the atmosphere in which people pay for their work, so this space can affect motivation,
performance and job satisfaction. Four dimensions of organizational climate are organizational
structure, management efficiency, accountability, and support organizations. This study examined
the relationship between these four dimensions with organizational identity.
Corporate identity means the individual feeling attachment to the company and being a valued
member of a working group. In corporate responsibility people feel they are in charge, not all of
their decisions should be reviewed by supervisors. There is assistance and cooperation feeling
between managers and staff supported and emphasize the face in organizational support .In this
study, the organizational structure means the employees feel about organizational pressure,
legislation, line meshes, administrative procedures and regulations. Productivity is defined as
maximizing the use of resources, manpower and through scientific measures to reduce costs and
employee satisfaction, managers and consumers. The organizations need programming and tools
to increase the motivation of their employees which this study determines whether there is a gap
between organizational space and identity in West Azerbaijan General Offices or not.
2. LITERATURE REVIEW
The organizational productivity increase when the organizational culture enterprise purpose to
organizational priorities and sometimes changes shape. Studies show that organizational culture is
a key factor for improving the performance of productivity and organization plays a vital role in
the success or failure (Kazemi, 2010). Productivity and organizational culture are closely related
to each other (Kashani and Khanyfar, 2011).
According to French (1986), based on existing theories and studies, the best organizational space
cannot be introduced. Litwin and Stringer (1986) and colleagues in this regard say that it is
meaningless to tell managers how to manage. The Manager determines the space which requires
high performance.
Organizational space has a major role in the organization (Boulden, 1992). Litwin and Stringer
(1968) also after doing lots of research argue that leadership style is an important factor that
affects the organizational space. They suggest that organizational space refers to the perceptions
of members of the formal system, the informal methods of management and also other
environmental important factors. In this perception, attitudes, beliefs, values and motivations
particularly affects people in a work environment. So the following nine-part indicator has
identified for organizational areas:
1. Organizational structure: employees feel about stress, organizational climate, laws,
policies, procedures, regulations and administrative.
2. Responsibility: people feel responsible for their own decisions, they're not all be
reviewed by the supervisors.
3. Bonus: people feel about rewarding of good practice, pay equity, and prosperity policies.
4. Risk: feel challenged at work and in the organization, is it encouraged by the risks
account or safest way to do?
3. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
3
5. Friendship: Feel the love and kindness in the workplace and expanding informal and
friendly group.
6. Support: Feel the assistance and cooperation between managers and employees
emphasizing support.
7. Criteria: Count of targets and performance measures, emphasis on doing the right job, the
challenges of individual and group goals.
8. Conflict: managers and employees tend to listen to opposing opinions and theories, the
emphasis on conflict resolution instead of turning off or ignoring them.
9. Identity: An individual's sense of attachment to the company and a valuable member of a
working group.
French (1986) argues that organizational survival depends on managers due to external
environmental factors, internal environmental and output (result). These factors are influenced by
each other. For example, remote management by supporting educational programs (internal
factors) influences on employment legal issues (which is an external factor). Taheri (2006), in his
book highlights several cases such as the concept of productivity, the necessity of comprehensive
utilization management, utilization management concept and philosophy encompassing new
ideas, measuring productivity and improve efficiency, the most important factor affecting the
productivity such as labor, management indicators, productivity management inclusive principles
and benefits and comprehensive productivity management model.
3. RESEARCH METHOD
This research is applied research. It is also a correlation research. This research also is considered
to be descriptive in terms of data gathering (research project). In general it can be said that the
research methods is descriptive - survey and correlation. In this study, all organizational
managers are used to achieve the research objectives and the population is selected from
administrations of West Azerbaijan. Since statistical societies usually have a lot of volume, and
geographic extent and cannot go to all of them, we are forced to choose some examples and
generalize the results to the research community (Farhangi & Safarzadeh, 2008, pp. 243). Due to
the protective reasons, there was not access to the membership population base and central
administration of West Azerbaijan managers. We estimated the sample size according to the
following formula.
=
α ×
The most important parameter is S ² that this formula requires the variance first sample. 25
questionnaires were distributed between the prototype to calculate S ² and its variance was
calculated and its value is equal to 0.0729. In this study, the error level of is assumed as 5%, so
the confidence level would be95%. So z (α / 2) given by Table 1.96, and the value of d equal to
0.05 was considered on the same level of error.
So according to the numeric value that is obtained from the formula, the sample size would be
100, but 150 questionnaires were distributed of which 100 questionnaires were completed.
According to the General Offices of Azerbaijan, a major community-based sample of middle and
base managers were selected randomly. In this study we have used a standard questionnaire
4. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
4
consisting of 54 questions, which are in line with the questionnaire designed by Moghimi (2011)
and Saatchi et al (2011). The order scale is used due to the qualitative nature of variables of this
study.
Questions from 1 till 24 are related with dimensions of organizational structure that include
questions about: job titles, level of education, level of management, job description, rules,
hierarchy, and etc. Questions of 25 until 30 are related with organizational responsibility and also
31 till 38 are about corporate identity. Questions about organizational support being raised in 39
till 46 and questions of 47 until 54 examine the productivity of managers.
Likert scale was used to determine the variables in each of the five. Accountability measures are
enclosed as agreed between the two ultimate limit of love - hate and acceptance - rejection, and
based on weakness of attitude. Cronbach's alpha was used to calculate the reliability of the
method, which was calculated using SPSS software. To this end, a prototype consisting of 35
questions, including basic and middle managers and departments, have been collected. Using data
obtained from the questionnaire and analyzed using SPSS statistical software reliability
coefficient was calculated by using Cronbach's alpha than was calculated as 0.88. Based on the
Minimum reliability coefficient for research questionnaires as 0/7 it is to be noted that Cronbach's
alpha coefficient obtained is higher than this value. To describe the data, descriptive statistics and
inferential statistics were used for data analysis and hypothesis testing. Finally, correlation
coefficient was used for analysis and better decision about whether or not there is a significant
relationship. Pearson or Spearman correlation will be used to determine the type and extent of
relationship between variables according to normal or abnormal data.
The survey data using Excel and SPSS software was performed in two parts of descriptive
statistics and inferential statistics used in the analysis. The research model is shown below:
Independent variable Dependent variable
Figure 1. Theoretical model of research
4. DATA ANALYSIS
Data normality investigated by using the central limit theorem. Here, based on the central limit
theorem and given that the sample size was estimated to be more than 30 people, normality of the
data is accepted and parametric methods and Pearson correlation will be used to examine the
hypothesis.
Dimensions of Organizational Structure
Corporate responsibility
Productivity of managers
Corporate identity
Organizational Support
5. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
5
Test Hypotheses
H0: there is no significant relationship between International dimensions of organizational
structure and corporate identity in the administration of West Azerbaijan.
H1: there is a significant relationship between International dimensions of organizational
structure and corporate identity in the administration of West Azerbaijan,
In Table 1, it is seen that the correlation between the variables is 0.119, which shows almost no
correlation. However, since a significant level of correlation (0.237) higher than the coefficient of
error (0.01), so the null hypothesis (assuming no relation) is not rejected and therefore we can
rule out that there is no significant relationship between the dimensions of organizational
structure and corporate identity in the administration of West Azerbaijan.
Table 1. The correlation between the dimensions of organizational structure and corporate identity
Organizational
structure
Corporate identity
Organizational
structure
Pearson Correlation 1 .119
Sig. (2-tailed) .237
N 100 100
Corporate identity
Pearson Correlation .119 1
Sig. (2-tailed) .237
N 100 100
H0: there is no significant relationship between corporate responsibility and corporate identity in
the administration of West Azerbaijan.
H1: there is a significant relationship between corporate responsibility and corporate identity in
the administration of West Azerbaijan.
In Table 2, it is seen that the correlation between the variables is 0.549, which indicates relatively
poor correlation. However, since a significant level of correlation (0.000) is less than the
coefficient of error (0.01), so the null hypothesis (assuming no relation) has rejected the
hypothesis of a 99% safety factor accept and there is a significant relationship between the index
between corporate responsibility and corporate identity in the administration of West Azerbaijan.
6. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
6
Table 2. The correlation between the dimensions of corporate responsibility and corporate identity
corporate
responsibility
corporate
identity
corporate
responsibility
Pearson
Correlation
1 .549**
Sig. (2-tailed) .000
N 100 100
corporate
identity
Pearson
Correlation
.549** 1
Sig. (2-tailed) .000
N 100 100
**. Correlation is significant at the 0. 01 level (2-tailed) .
H0: there is a significant relationship between the productivity of office managers and corporate
identity in Western Azerbaijan province
H1: there is a significant relationship between the productivity of office managers and corporate
identity in Western Azerbaijan province.
Table 3 shows the correlation between the amounts of variables equal to 0.623, which indicates a
relatively strong positive correlation. However, since a significant level of correlation (0.000) is
less than the coefficient of error (0.01), so we accept a 99% safety factor of hypothesis and can
conclude that there is a significant relationship between the productivity of managers and
corporate identity in the administration of West Azerbaijan.
Table 3. The correlation between the dimensions of productivity of office managers and corporate identity
productivity of
office managers
corporate identity
productivity of
office managers
Pearson
Correlation
1 .623**
Sig. (2-tailed) .000
N 100 100
corporate identity
Pearson
Correlation
.623**
1
Sig. (2-tailed) .000
N 100 100
**. Correlation is significant at the 0. 01 level (2-tailed) .
H0: there is no significant relationship between organizational support and corporate identity in
the administration of West Azerbaijan,
7. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
7
H1: there is a significant relationship between organizational Support and Organizational Identity
in the administration of West Azerbaijan.
According to SPSS software output in Table 4, it is seen that the correlation between the variables
equal to 0.623, which indicates a relatively strong positive correlation. Since a significant level of
correlation (0.000) is less than the coefficient of error (0.01), so we reject the null hypothesis and
accept the research hypothesis with a 99% safety factor and there is a significant relationship
between organizational support and corporate identity in the administration of West Azerbaijan.
Table 4. The correlation between the dimensions of organizational support and corporate identity
organizational
support
corporate
identity
organizational
support
Pearson
Correlation
1 .623**
Sig. (2-tailed) .000
N 100 100
corporate identity
Pearson
Correlation
.623** 1
Sig. (2-tailed) .000
N 100 100
**. Correlation is significant at the 0. 01 level (2-tailed) .
Finally, Table 5 summarizes the results of testing hypotheses as follows:
Table 5 - Summary of test hypotheses
hypothesesSignificanceFinal result
1st hypothesis: there is a significant relationship between
the dimensions of organizational structure and corporate
identity in the administration of the province of West
Azerbaijan.
Without
significant
rejected
2nd hypothesis: there is a significant relationship
between corporate responsibility and corporate identity
in the administration of the province of West Azerbaijan.
significantaccepted
3rd hypothesis: there is a significant relationship
between corporate identity and corporate identity in the
administration of the province of West Azerbaijan.
significantaccepted
4th hypothesis: there is a significant relationship
between organizational support and corporate identity in
the administration of the province of West Azerbaijan.
significantaccepted
8. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
8
5. CONCLUSION
The study of "organizational space survey of corporate identity in the administration of the
province of West Azerbaijan," will examine the relationship between organizational space and
organizational identity. In this regard, the relationship between the three criteria proposed by
Litwin and Stringer indicators (1968) such as the dimensions of organizational structure;
corporate responsibility, corporate identity and organizational support were examined. The
relationship between labor productivity managers of corporate identity was also examined.
In this study, four indicators of organizational space and productivity of corporate identity
management attention have been addressed. The main question is whether there is a significant
relationship between the institutional environment and corporate identity in the administration of
the province of West Azerbaijan? Correct answer can be strengthened and enhanced corporate
identity in organizations.
Creating an appropriate organizational climate can be very effective in increasing the efficiency.
The findings of this study alignment, and coordinate with the results of those investigations such
as canvas, Gardner (1988); Litwin and Stringer (1968), Wuhan (1983), Abdullah (1992) and
Nazem (1999, 2001, 2004). There is a significant relationship between the dimensions of
organizational structure and corporate identity in the administration of the province of West
Azerbaijan. There is also a significant relationship between corporate responsibility and corporate
identity in the administration of the province of West Azerbaijan.
There is a significant relationship between the productivity of office managers and corporate
identity in Western Azerbaijan. There is a significant relationship between organizational support
and corporate identity in the administration of the province of West Azerbaijan. Limitation of the
study is that there was a lack of proper co-director of research by the researcher in completed
questionnaires. In this study, four indicators were considered among indicators of institutional
space, which can be found due to other factors in the other results.
It is suggested that support the organizational identity by applying efficient management
mechanisms and the creation of appropriate institutional environment, particularly given the
responsibility of operating efficiency, in order to betterment the organizational identity in West
Azerbaijan. Competent manager and head professional in this field are expected to use effective
variables, such as organizational health, organizational climate, culture, position control, etc to
achieve the near and far objectives of agencies. They should use the principles of management
and human relations, organizational, creative and productive workforce efficiency and
effectiveness of the organization and attempt to reinforce human resources and enhance the
organization.
9. International Journal of Security, Privacy and Trust Management (IJSPTM) Vol 3, No 1, February 2014
9
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