Job Performance

This study is aimed to investigate the relationship between organizational silence and occupational burnout with job performance among teachers of Yasouj Organization of Education in 2015. Survey–Descriptive research is as correlation. So among 2100 teachers, 325 teachers were randomly selected as sample size due to Morgan Table. Some questionnaires were distributed and include the Burdas’s Organizational Silence , Maslach’s Occupational Burnout and Paterson’s Job Performance with stability of 0.90, 0.86 and 0.94 respectively on testing idea. Results showed that there is inversely significant relationship between organizational silence and occupational burnout. A direct relationship was observed between occupational burnout and job performance. Totally, the more the organizational silence among teachers, the more the occupational burnout and the less job performance and vice versa.

Background: This research intended to explore the effect of teacherschr('39') job satisfaction on their performance with focus on ethical consideration in some the high schools of Keman. More specifically, the present paper explored Iranian EFL teachers’ attitudes towards job satisfaction and ethical issues. It also assessed their performance and ethical matters in the EFL classes. Moreover, the study investigated relationship between teacherschr('39') job satisfaction and their performance with regard to ethical consideration. Method: To do this, 30 Iranian EFL teachers from both genders were selected as the participants of the study that were chosen based on available sampling. Two related questionnaires, Teacher Job Satisfaction Questionnaire (TJSQ) and Characteristics of Successful EFL Teachers Questionnaire (CSETQ) were employed for gathering data. The questionnaires were published among the EFL teachers of three high schools, and they had to answer them without time limitation. After that, the questionnaires were collected by the researcher and the data were analyzed using SPSS software. Results: The obtained results indicated that the teachers had positive attitude on job satisfaction and their performance in the EFL classes. Also, the findings of the study revealed that there was a significant relationship between the mentioned variables. Conclusion: It can be said that teacherschr('39') job satisfaction had impact on their performance in the EFL classes.

Purpose: The aim of the present study was to identify and explain dimensions, components and indices of human resource development in Sama organization. Methodology: The study method was applied in terms of purpose, mixed (quantitative-qualitative) exploratory in terms of data type, and descriptive-correlational survey in terms of data collection time. The statistical population in the qualitative part included the academic experts and officials from the Sama organization (chairmen and assistants, human resources department, human resources experts, assistants in the units, human resource officials in the units), among them, 15 people was selected as the sample size using judgmental sampling method based on the theoretical saturation principle. The statistical population in the quantitative part included all staff of Sama organization, whose number was 2898 (2223 permanent employees and 675 temporary employees). Out of this number, 391 persons were selected as the sample size using multistage random cluster sampling method. Findings: In this research, the data obtained from the qualitative part were analyzed through content analysis, and the collected data in the quantitative part, according to the research questions, were analyzed through descriptive (mean, standard deviation, tables, etc.) and inferential statistics (structural equation modeling, exploratory factor analysis and one-sample T test) using Spss and Lisrel software. Conclusion: The results showed that empowerment, job performance and improvement are the elements of human resource development in Sama organization. Also, given to the proposed mechanisms, facilitators and barriers, a model with appropriate fit was designed

Purpose: The purpose of this study was to investigate the mediator role of the capital business path in the relationship between hope, resiliency and self-efficacy as the three components of positive organizational behavior and job performance. Methodology: The statistical population of the research is all employees in the organizations located in Isfahan city. The sample consisted of 217 people who were randomly selected from the staff in three companies. Five Self-evaluation questionnaires were used for collecting data. Findings: The results of statistical analysis showed that three variables of hope, resilience and self-efficacy had a positive and significant effect on the job performance indirectly through capital business path. The results also showed that direct effect of hope on job performance was not significant, but direct effect of self-efficacy and resilience was positive and significant. Discussion: These findings indicated the role of the capital business path in directing the common motivational factor of three constructs of positive organizational behavior of hope, resilience and self-efficacy.

این پژوهش با هدف بررسی نقش نگرش کارآفرینانه در عملکرد شغلی مدارس شهرستان دماوند انجام شد. روش تحقیق کاربردی و توصیفی بود. جامعه آماری این پژوهش را کلیه مدیران و معاونان مدارس (دولتی) شهرستان دماوند در سال تحصیلی 97-97 تشکیل می دهند که معادل 218 نفر می باشد. حجم نمونه آماری با استفاده از فرمول کوکران حدود 139 نفر به روش نمونه گیری تصادفی طبقه انتخاب شدند. برای جمع آوری داده ها از پرسشنامه ابزار استفاده شد. داده ها با استفاده از نرم افزار SPSS تجزیه و تحلیل و تحلیل قرار گرفت. برای ارزیابی روایی پرسشنامه تحقیق از روایی سازه و برای تحلیل پایایی آن از ضریب آلفای کرونباخ استفاده شد. یافته ها نشان داد که بین نگرش کارآفرینانه و عملکرد شغلی مدیران مدارس رابطه معناداری وجود دارد و بین چهار بعد از نگرش و عملکرد شغلی رابطه معناداری وجود دارد. همچنین وضعیت فعلی نگرش کارآفرینانه و عملکردی مدیران شهرستان دماوند مطلوب است. نتایج به دست آمده از هدف اولیه پژوهش نشان داد که بین نگرش کارآفرینانه و عملکرد حرفه ای مدیران شهرستان دماوند رابطه مثبت و معناداری وجود دارد. این بدان معناست که هر چه نگرش کارآفرینانه مدیران مدارس بالاتر باشد، عملکرد حرفه ای آنها نیز بالاتر خواهد بود. همچنین تحلیل رگرسیون پژوهش نشان داد که از بین چهار بعد از نگرش کارآفرینانه، بعد از نفس قوی ترین بود. و بعد از موفقیت مداری ضعیف ترین پیش بینی کننده عملکرد شغلی در بین مدیران و معاونان مدارس (دولتی) شهرستان دماوند بود. در نهایت می توان گفت که با طراحی دوره های آموزشی مناسب در زمینه مسائل کارآفرینی و نگرش کارآفرینانه می توان عملکرد حرفه ای به ویژه موفقیت مدیران را ارتقا داد.

Background: Teachers are the most effective factor known in school and their job performance is one of the basic indicators of success and continuity of goals of educational organizations. The aim of this study is to investigate the effect of organizational culture and team work on job performance with emphasis on the mediating role of professional ethics among teachers. Method: This research is correlation using descriptive methods for applied goals. Structural equation modeling was used for data collection. The statistical population of the study included all teachers working in schools in the city of Galehdar with 600 people. The sample size was 234 according to the statistical population and using stratified random sampling method and Morgan table. Data were collected by the questionnaires of organizational culture (Denison), teamwork (Lanchioni), job performance (Patterson) and professional ethics (Gregory & Petty). Data were analyzed by Pearson correlation and structural equation modeling in SPSS 25 and LISREL 8.8 software. Results: There is a positive and significant relationship between the variables organizational culture and job performance (β=.40), teamwork and job performance (β=1.04), organizational culture and professional ethics (β=.41), teamwork and professional ethics (β=.33) and job performance and professional ethics (β=.64). At the same time, through the mediation of professional ethics, the variables of organizational culture and teamwork can anticipate job performance. Conclusion: This study showed that organizational culture, teamwork and professional ethics have an effective role on teachers 'job performance and in order to improve and improve teachers' job performance, these factors should also be considered. Article number: 28

INTRODUCTION: Today, the importance of paying attention to human resources for the growth and development of relief organizations, such as the Red Crescent, emergency services, and fire stations, has been considered a key priority at the decisions and activities of the managers of these organizations. Therefore, the present study was conducted to investigate the effect of participation in relay sports on the quality of work life and job performance of relief forces with the mediating role of professional ethics in Mazandaran Province, Iran. METHODS: The present applied study was conducted based on a descriptive-survey approach. The statistical population of the study consisted of all relief forces, including firefighters, Red Crescent rescuers, and emergency service staff, (with unknown sample size) who participated in the Hogam relay sport. The research sample included 168 members of the above-mentioned forces who participated in an event related to the Hogam sport in Mazandaran Province, 2018. The samples were selected using the non-random convenience sampling method; regarding this, all participants in the mentioned event were entered into the research. The required data were collected using questionnaires, namely the Walton Quality of Work Life Questionnaire, Paterson Job Performance Questionnaire, Sports Questionnaire (developed by Taji et al., 2010), and Standard Professional Ethics Questionnaire (designed by Kadozir, 2002). FINDINGS: The results showed that participation in Hogam sport had a significant effect on job performance and quality of work life of relief workers with the mediating role of professional ethics. Therefore, it can be said that addressing this sport, which has its specific nature compared to other sports, can have a significant impact on the quality of work life and job performance of employees, which will be doubled by the observance of professional ethics. CONCLUSION: It can be concluded that the managers of these organizations can take steps to implicitly and explicitly institutionalize professional ethics by addressing ethical complaints of employees and implementing programs of strengthening ethics in employees to improve the quality of employees' work life.

این پژوهش با هدف پیش بینی عملکرد شغلی بر اساس سبک های تصمیم گیری و سبک های مقابله ای در معلمان مقطع ابتدایی شهرستان بوکان انجام شد. طرح پژوهش حاضر توصیفی از نوع همبستگی بود. جامعه آماری پژوهش را کلیه معلمان مقطع ابتدایی شهرستان بوکان در سال تحصیلی 98-1397 (840) تشکیل می دادند. برای تعیین حجم نمونه از جدول مورگان استفاده شد و 265 نفر به عنوان نمونه انتخاب شدند که به روش نمونه گیری در دسترس انتخاب شدند. داده ها بر اساس سه پرسشنامه پترسون (1989)، عملکرد شغلی، سبک های تصمیم گیری عمومی اسکات و بروس (1995) و سبک های مقابله ای راجر و همکاران جمع آوری شد. (1993) با ضریب آلفای کرونباخ 0.89، برای تجزیه و تحلیل آماری داده ها به ترتیب از آمار توصیفی و آمار استنباطی (ضریب همبستگی پیرسون و تحلیل رگرسیون چند متغیره) و نرم افزار SPSS استفاده شد. یافته ها نشان داد که بین عملکرد شغلی با سبک های تصمیم گیری منطقی و شهودی، بین عملکرد شغلی با سبک های اجتنابی و آنی و بین سبک تصمیم گیری وابسته و عملکرد شغلی رابطه منفی و معنادار وجود دارد. بین عملکرد شغلی و سبک های مقابله ای عقلانی، عاطفی و اجتنابی به ترتیب رابطه مثبت و معنی دار، منفی و معنادار و بدون رابطه وجود داشت. همچنین یافته ها نشان داد که منطقی، شهودی، اجتنابی،

The present study analyses the link between self-development and job performance of secondary school principals in Isfahan. The study is applied in terms of purpose and done by a qualitative-quantitative combined method. In the qualitative section, we use the thematic analysis strategy and in the quantitative section, we test the proposed research model through structural equation modelling. The statistical population included all secondary school principals in Isfahan, Iran (n = 323), of whom 175 were selected via stratified sampling method. The data were collected via interviews and a validated researcher-made self-development questionnaire with a reliability coefficient of 0.85. Moreover, Paterson’s (1989) standard job performance questionnaire was applied. The qualitative findings show 3 main categories with 16 sub-categories for the self-development variable and the quantitative findings indicate that school principals’ self-development correlates with their job performance (correlation coefficient = 0.68). The structural equations modeling of principals’ self-development and job performance with approved fit indices revealed that self-development affects job performance (impact coefficient = 0.749). The results of stepwise regression indicated that individual and organizational components can predict 40% of principal’s job performance. The present study shows that self-improvement through individual and organizational components affect the job performance of school principals. So school principals will definitely have better job performance if they can evaluate themselves, control their behaviors, gain self-awareness, and stay motivated by setting goals and planning.

Purpose: The objective of this study was to rank municipality efficiency by stimulating job performance of employees and managers of municipalities of north Khuzestan Province through cultural intelligence based on data envelopment analysis (DEA) linear programming model. Methodology: The present study was applied in terms of objective and descriptive survey in terms of data collection method. The statistical population of this study included experts and managers of municipalities of north Khuzestan Province. The statistical sample was selected by convenience sampling. Data collection tools were cultural intelligence questionnaire by Ang et al. (2004), occupational performance questionnaire by Alirezaei et al. (2012). Findings: Finally, it was concluded that, in order of priority, Dezful, Lali, Shush, Izeh, and Masjed Soleiman were the most efficient municipalities. Conclusion: According to the present study, it was found that the cultural intelligence of employees and managers has a positive effect on their job performance

Applying supportive policies by the organization towards human resources can provide a suitable basis for creating mutual benefits. On one hand, this issue will affect their behavioral and functional approaches, and on the other hand, it will determine the type of their perceptions towards the job. Accordingly, in this research, the impact of social support on the job performance of employees by considering the role of job enrichment and innovative work behaviors has been investigated. The statistical population of this research included physical education managers of Iranian universities which 333 people participated in it according to the rule of at least five times the number of statements and with the convenience sampling method. The data collection tool was a standard questionnaire taken from reliable sources including innovative work behaviors scale by De Jong & Den Hartog, (2010), job performance scale by Chirumbolo & Areni, (2010), perceived social support by scale Mack & Rhineberger-Dunn, (2019) and job enrichment scale by Vijay & Indradevi, (2015) and data analysis and hypothesis testing has been done by using the structural equation modeling technique with the partial least squares approach in the PLS software. The research findings indicate that social support has a significant and positive effect on innovative work behaviors, job enrichment and job performance. There is a positive and significant relationship between innovative work behaviors and job enrichment with job performance. Job enrichment and innovative work behaviors play a mediating role in the relationship between social support and job performance.

INTRODUCTION: The present study was conducted with the aim of answering the question of whether emotional intelligence has an effect on the working attitude of hospital nurses. METHODS: By reviewing the background of the studies conducted on the three attitudes of job satisfaction, organizational commitment and the turnover intention, and to examine the effect of the research variables on each other by using the descriptive-analytical research method and collecting data through a survey, 175 nurses were selected and examined by random sampling method. Data analysis was done by structural equation modeling method using Smart PLS3 software. FINDINGS: The findings showed that adding emotional intelligence criteria can improve job satisfaction, improve performance, reduce the turnover intention and increase organizational commitment by helping nurses to reduce negative emotions and increase positive emotions. CONCLUSION: In this research, the mediating role of emotions and job performance was examined, and according to the results, state positive affect had a significant moderating role in the relationship between job satisfaction and all dimensions of emotional intelligence among nurses.

High school teachers play an important role due to the specific age range of students. The present study was conducted to determine the effect of professional development and job values on job performance of Babol high school teachers. This study is applied in terms of objective. In this study, quantitative approach, survey strategy, descriptive method, correlation, multiple linear regression and path analysis were used. The statistical population of the research consists of 1438 Babol high school teachers who were working in the academic year of 2022-2023. Using Cochran's formula, 364 teachers were selected as a sample by simple random method. The data collection tools are three questionnaires of professional development, job values and job performance. The data was analyzed by Pearson correlation coefficient and multiple linear regression by SPSS 25 and path analysis model by AMOS 22. The results showed that professional development had a significant effect on job performance both directly and indirectly through job values as a mediating variable and can predict it. It is suggested that the education officials use scientific and practical methods to provide the conditions for the professional development of teachers in order to promote their job values and improve their job performance

The aim of this study is to investigate the relationship between social capital among employees with their job performance in Tehran's Forensic Medicine Organization. The study population consisted of all the employees of Tehran's Forensic Medicine Organization in 2015 that based on available statistics are 120 employees that because of limited statistical population, sampling has not been done. To collect data, two instruments were used to measure including social capital questionnaire of Nahapiet and Ghoshal (1998), with average reliability coefficient of 93% and job performance questionnaire of Hersey and Goldsmith Achiu model with average reliability coefficient of 88%. Descriptive statistics were used to describe the data and to analyze and evaluate the research hypotheses; test of inferential statistics including univariate regression analysis was used. While confirming the research hypotheses, results showed: Structural, cognitive and communicative dimensions of social capital of employees have an increasing and positive impact on their job performance and this effect is statistically significant.