Management
Razieh Aghababaei
Abstract
The lack of career advancement of women in organizations can lead to several negative consequences such as organizational obstruction, organizational silence, and so on. This lack of career advancement of women in organizations is known as the glass cliff phenomenon. The purpose of this research was ...
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The lack of career advancement of women in organizations can lead to several negative consequences such as organizational obstruction, organizational silence, and so on. This lack of career advancement of women in organizations is known as the glass cliff phenomenon. The purpose of this research was to investigate the effect of the glass cliff phenomenon on the formation of organizational obstruction and organizational silence with the moderating role of perceived organizational support. The type of research was descriptive, correlational, and the statistical population consisted of 412 female employees in University of Tehran that 204 one were selected as a sample. In order to collect data, four questionnaires of glass cliff, organizational silence, organizational obstruction and perceived organizational support were used. The validity of questionnaires was checked in form face, construction, convergent and divergent. Through Cronbach's alpha coefficient, the reliability of the glass cliff questionnaire was estimated 0.89, organizational silence 0.85, organizational obstruction 0.72, and perceived organizational support 0.77. The results showed that the mean of glass cliff, organizational obstruction and organizational silence was higher than average and the mean of perceived organizational support was lower than average. According to the results, the glass cliff has a positive and significant effect on organizational obstruction and organizational silence. Also, perceived organizational support has a negative & significant effect on organizational silence and organizational obstruction. In addition, the moderating role of perceived organizational support in the effect of the glass cliff on organizational obstruction and organizational silence was confirmed.
Management
Majid Alavi Manesh; Zohre Sharei
Abstract
Understanding the characteristics probably related to an individual's exceptional role performance is important for creating a cohesive and successful workforce. Investigating the relationships between workaholism, organizational citizenship behaviors, and gender role beliefs are necessary and can benefit ...
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Understanding the characteristics probably related to an individual's exceptional role performance is important for creating a cohesive and successful workforce. Investigating the relationships between workaholism, organizational citizenship behaviors, and gender role beliefs are necessary and can benefit employers and employees. The effects of workaholism and gender role beliefs on the organizational citizenship behavior are examined in the employees of branches of Bank Mellat in Alborz Province.The research is a descriptive/analytical study conducted as a survey, which is an applied work in terms of its purpose. A questionnaire containing 33 questions was used to collect data (user addiction measurements following Spence and Robbins, 1992; gender role beliefs following Dicke et al., 2019; and organizational citizenship behavior following Williams and Anderson, 1991). The study population consisted of all the employees at the branches of Bank Mellat in Alborz Province (n=500). After confirming the content validity and reliability of the questionnaire, 220 questionnaires (according to Cochran's formula) were randomly distributed, and based on the analysis, the research model was implemented in SMART PLS3 twice (with moderator and without moderator).According to the frequency observed in the sample members, 56.8% of the respondents were men, 50% of the respondents had between 5 and 10 years of service experience in Bank Mellat, which contributed the most in answering the questions of this research. 61.4% of respondents were between 40 and 50 years old, 89.1% of respondents had bachelor's education, 10.9% had postgraduate education. According to the obtained results, the factor loadings of all the questions were greater than 0.7 and the reliability indices (Cronbach's alpha, composite alpha, RHO_A index, and AVE) were acceptable. Therefore, the construct reliability and convergent and divergent validity of the research were confirmed. The implemented model showed that Workaholism had a significant and positive relationship with organizational citizenship behavior (T: 2.095, β: 0.225). Gender role beliefs had a significant and positive relationship with organizational citizenship behavior (T: 359.16, β: 0.615). In addition, the positive effects of gender adjustment on the relationship between gender role beliefs and organizational citizenship behavior was confirmed (T: 159.2, β: 0.292). The GOF index was equal to 0.701, which is a strong value, and the SRMR index was equal to 0.04 <0.05; thus, the structural model of the study was confirmed. According to the obtained results, the GOF fit index is equal to 0.701, which is a strong value, and the SRMR index is equal to 0.04, which is lower than the value of 0.05, so the structural model of this research has a good fit.As society continues to change, gender role beliefs expand beyond the limits of biological gender. Understanding how these beliefs relate to work behavior (such as organizational citizenship behaviors) is essential for organizations. Considering that both genders have an equal share in organizational excellence in today's society, many suggested not to consider gender in assigning organizational roles and instead pay attention to employees' competencies. If employees are convinced that their gender has no impact on their promotion, they will certainly show positive behaviors toward better organizational performance and performing the assigned tasks. They will also have a greater tendency to adhere to the rules and regulations of the organization. At the same time, bank managers should take into account the existence of gender role beliefs, because women and men play different social roles in their personal lives. Different genders have different roles at home and when these differences are taken into account by the organization, employees will experience less stress and discomfort at work. Through this, employees will find enough time and energy for additional role behaviors at work, such as organizational citizenship behavior. Working in a bank is very stressful for bank employees due to the financial nature of the duties. In addition, workaholism leads to stress at work, which leads to a lack of energy to demonstrate different work behaviors such as organizational citizenship behavior. Specifically, workaholism damages mental health and disrupts relationships with colleagues. In the long term, it neutralizes the positive effects on citizenship behavior, if any. Finally, it leads to job frustration and reduction of job commitment and even job effectiveness in employees. Therefore, the managers should try to continue and improve work conditions to make sure that the employees always enjoy their work and have an inner desire to work (i.e. keeping the employees interested in their job).
Management
Amir khanlari; Masoud Keimasi; Mohammad Saleh Torkestani; Iman Yaghoubian
Abstract
The purpose of this study can be divided into two parts. In the first part, the factors are identified that affect the consumer behavior and of cosmetics luxury goods in Iran's market. In the second part, these identified factors are turned into the model of the consumer behavior of luxury cosmetics ...
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The purpose of this study can be divided into two parts. In the first part, the factors are identified that affect the consumer behavior and of cosmetics luxury goods in Iran's market. In the second part, these identified factors are turned into the model of the consumer behavior of luxury cosmetics goods. This study has been conducted using combined method (qualitative and then quantitative method). In the first phase, the data were collected qualitatively through semi-structured deep interviews with consumer focus groups and studied using the theme analysis method. The data were obtained from interviews with 23 subjects. Then, in the second phase using the quantitative method, the questionnaires have been completed by 12 experts of cosmetics industry and turned into a final consumer behavior model using Interpretative Structural Modeling (ISM). In this study, after identifying 12 main categories from the first phase of the study, we achieved four-level model of the consumer behavior using Interpretative Structural Modeling Method (ISM) in the second phase.
Management
Ali Imanzadeh; Sorayeh Alipour
Abstract
The purpose of this study is to represent the experiences of the students referring to the consulting center of Tabriz University in terms of their sense of existential loneliness. The present study is conducted using a qualitative and phenomenological methodology and purposeful sampling and through ...
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The purpose of this study is to represent the experiences of the students referring to the consulting center of Tabriz University in terms of their sense of existential loneliness. The present study is conducted using a qualitative and phenomenological methodology and purposeful sampling and through deep interview with 18 students who referred to the consulting center. The interviews were recorded and analyzed by the method of Sterbent and the Carpenter. The findings of the experiences of existential loneliness of students were identified in the 4 main themes including perceived feelings, positive loneliness, negative loneliness and a way to reduce negative loneliness. The female students of Tabriz University from existential loneliness had a feeling of thrownness, anxiety and separation, which had both positive and negative consequences. The establishment approaches can explain the existential situation of students in existence and excellence about this type of sense of loneliness in the students.
Management
Asef Karimi; Rezvan Velayati Shokouhi; Esmail Shabani Nejad; Elham Gilani
Abstract
The survival of each organization depends on its attempts to improve its performance in various fields. To do this, organizations apply numerous procedures, one of which is internal marketing. Therefore, this study aims at exploring the impact of internal marketing on the organizational performance of ...
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The survival of each organization depends on its attempts to improve its performance in various fields. To do this, organizations apply numerous procedures, one of which is internal marketing. Therefore, this study aims at exploring the impact of internal marketing on the organizational performance of professors in the University of Applied Science and Technology (UAST) with special consideration of the mediating effect of gender. The study was a survey research and the sample consisted of 384 of male and female professors in UAST in the city of Tehran. To collect data, a standard questionnaire was distributed among the respondents. The content validity of the questionnaire was confirmed by the experts. Also, to ensure the reliability of the questionnaire, pre-test tools were used showing that the Cronbach's alpha was at an acceptable level for the main variables in the questionnaire. The data was analyzed using Multiple Variable Structural Modelling Equations. The results showed that internal marketing has a positive impact on organizational performance. Also, it was revealed that gender has a mediating effect on the relationship between internal marketing and organizational performance. To be more specific, while the relationship proved to be statistically non-significant for male professors, it was statistically significant and positive for female professors.
Management
Saeed Farahbakhsh; Iraj Nikpey; Razieh Ghanbari
Abstract
The aim of this study was to evaluate the effect of the glass ceiling on women creative ideas working in administrative province units of Lorestan state with moderating of their self-concept variable. The population of this cross-correlation study included all women employees of administrative province ...
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The aim of this study was to evaluate the effect of the glass ceiling on women creative ideas working in administrative province units of Lorestan state with moderating of their self-concept variable. The population of this cross-correlation study included all women employees of administrative province units of Lorestan state. Using stratified sampling, and based on Morgan table, 306 persons were selected as samples. Instruments used in this study include a questionnaire of glass ceiling of Babaie Zklyky (1385), creativity questionnaire of Moghimi and Ramezan (1390) and Self-Concept Questionnaire of California (1986). For data analysis, structural equation test was utilized with benefit of PLS Software. The results showed that the glass ceiling is effective on women creative ideas and there is negative correlation between these two variables. Also the results of structural equation test showed that self-concept variable in correlation with glass ceiling plays moderating role in women creative ideas working in administrative province units of Lorestan state.
Women's Studies
Behjat Yazdkhasti; Sayed Ali mohammad Azarbakhsh; Raziyeh Mortazavi Ab Alvan
Abstract
Gender factor can have a significant impact on the organization or even an individual with certain gender characteristics can be different from organization to organization, the degree of acceptance of the models and assumptions underlying the organization. The purpose of this study was to investigate ...
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Gender factor can have a significant impact on the organization or even an individual with certain gender characteristics can be different from organization to organization, the degree of acceptance of the models and assumptions underlying the organization. The purpose of this study was to investigate the relationship between gender and culture at the National Library of the Islamic Republic. This study applied a descriptive- survey. For collecting the survey data, standard questionnaire used. Denison with 60 questions and four sections were collected. Statistical analysis, both descriptive and inferential statistics using SPSS 20 software has been made. The results showed that the average overall score of "corporate culture based on the National Library of Dennison" Less than average level is. Most points after engaging in work (participatory) (mean 01.3) and lowest points in the mission rocker (Mission) (mean 83.2) have been obtained in the field theory has been achieved. The results showed that among the four dimensions of organizational culture that includes gender and conflict at work (participatory), adaptability (stability and integrity), adaptability (flexibility) and taking the mission (mission) are not statistically significant and researcher's claim was not confirmed and the observed difference between the mean scores based on gender, according to the twelve indicators of organizational culture, empowerment, team building, development potential, intrinsic value, consistency and coherence, flexibility, customer orientation, organizational learning and landscape variables, gender was not significant, but Indicators such agreements, strategic direction and goals and this difference was significant.
Management
Maryam Nakhoda; Samane Rahimian; Mohammadreza Esmaieli Givi
Abstract
The purpose of this paper is to identify and explain the factors affecting female’s psychological empowerment in the information and knowledge services. This paper is based on applied research and mixed method including descriptive and survey. First by using qualitative approach, for expanding ...
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The purpose of this paper is to identify and explain the factors affecting female’s psychological empowerment in the information and knowledge services. This paper is based on applied research and mixed method including descriptive and survey. First by using qualitative approach, for expanding and explaining effective factors of pycholigical empowerment of women librarians and informationist, nine interviews with female managers were done. Results showed that eight factors were effeted on psychological empowerment. Professional knowledge, modeling and motivation were added to the conceptual model. Finally, assimilation of qualitive results and sprietzer’s model made conceptual model. In the quantitative approach, the population of study was 137 female employees of Tehran’s public libraries as an information and knowledge centers. The researchers designed the questionnaire including factors for data collection. Cronbach‘s alpha for this questionnaire was 90%. PLS software and structural equation modeling was used for data analysis. The findings indicated that the most effective factor on the female’s psychological empowerment in the information and knowledge services were individual factors including motivation, modeling, knowledge/job skills and self-esteem. Then organizational factors including importance of the team trust among team, perceived team effectiveness, participative decision-making and finally group factors such as role resolution, span of control, access to information, participative climate, access to resources and organizational support were effective on female employees’ psychological empowerment in information and knowledge services.
Women's Studies
Seyed Reza Seyyedjavadin; Mojgan Roshannejad; Parvaneh Gelard
Abstract
Recently, women’s participation has increased in the workplaces. Therefore it is a challenge for contemporary managers to help employees to balance their work and family responsibilities. This paper aims to identify factors affecting the work-family balance. Sample included 261 women employed at ...
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Recently, women’s participation has increased in the workplaces. Therefore it is a challenge for contemporary managers to help employees to balance their work and family responsibilities. This paper aims to identify factors affecting the work-family balance. Sample included 261 women employed at a number of universities in Tehran. Data is collected from the questionnaire. Correlation and multiple regression tests were used to analyze the data. Research variables are: family support, organizational support, work flexibility, and individual recourses. We suggested four hypotheses to exam the impact of family support, organizational support, work flexibility, and individual recourses on the work-family balance. The results show that family support and individual resources have positive impact on work-family balance, but organizational support and work flexibility have not significant impact on this variable. It is suggested to managers to encourage work-family supportive culture, and try to provide time and place flexibility of the work.
Psychology
Mohammad Hassani; Maryam Sameri; Mirmohammad Seyedabbaszadeh; Mirnajaf Mousavi
Abstract
This study examines educational inequalities between boys and girls in secondary schools by using context, space, human resources, education coverage, education process, outputs and outcomes as comparative indicators. The research study is a descriptive - analytical survey. The required data have been ...
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This study examines educational inequalities between boys and girls in secondary schools by using context, space, human resources, education coverage, education process, outputs and outcomes as comparative indicators. The research study is a descriptive - analytical survey. The required data have been collected through both using documents and questionnaires. Using stratified random sampling, the questionnaires were distributed among a sample of 815 high school students (419 boys and 396 girls) in province of Western Azerbaijan. Validity of questionnaires has been confirmed by using factor analysis and reliability by using Cronbach’s Alfa. The findings suggest that in the context of inequality, except for educational sensitivity of parents no other variable showed a significant difference between boys and girls. Given the disparity in the space, human resources and educational coverage indicators,, a significant inequality is evident between boys and girls. As to the question of inequality in educational processes, apart from inequality in the justice treatment, there is no significant difference between boys and girls. For the question of inequality in outputs and outcomes, the educational success of female students as well as their higher percentage of passing the university entrance and developed motivation toward school, shows higher status of girls.
Women's Studies
Reza Ahmadi Kahnali; Mohammad Reza Behboudi; Tahere Jamjoor
Abstract
The recent increasing number of women in organizations has not been associated with their appropriate positions. Therefore, potential capacity of half of active workforce is not utilized fully in managerial positions for organizational success. This study investigates why women are less likely to achieve ...
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The recent increasing number of women in organizations has not been associated with their appropriate positions. Therefore, potential capacity of half of active workforce is not utilized fully in managerial positions for organizational success. This study investigates why women are less likely to achieve higher positions in organizations .The study identifies barriers of women's access to managerial positions through a qualitative research methods. The data are collected through in-depth and semi-structured interviews with female executives of governmental organizations located in Bandar Abbas. Qualitative data have been analyzed according to Colaizzi’s seven stages process with MAX QDA software. The results show that four categories of barriers including personal barriers (14 items including marriage and children, lack of support from family and husband, etc.), organizational barriers (19 items including negative mindset and viewpoint of decisions makers and managers, preference of men to women in equal conditions, etc.), social barriers (4 items including social culture and men-dominant culture, lack of believing the competency of women, etc.), and Legal barriers (5 items including pregnancy-leave law, obedience of wife from husband, etc.), are the main obstacles of women for achieving higher managerial positions in Iranian organizations. At the end, the study proposed some practical solutions such as identifying and introducing successful women mangers to overcome the obstacles.
Management
Aliyeh Kazemi; Afsaneh Dehghanpour
Abstract
In recent years, women’s presence has increased in society and in work spaces. Nevertheless,the rate of their promotion to high ranking managerial positions does not correspond to theireducational developments in most of countries, especially in Iran due to some barriers whichare different in different ...
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In recent years, women’s presence has increased in society and in work spaces. Nevertheless,the rate of their promotion to high ranking managerial positions does not correspond to theireducational developments in most of countries, especially in Iran due to some barriers whichare different in different societies and companies and at different times. The aim of thissurvey is to identify and prioritize the barriers keeping women away from managerialpositions (in oil industry). In this research the barriers of women’s presence in managerialpositions identified using a qualitative method and interview with 47 experts and mangers ofoil industry in Tehran. Then the barriers prioritized from the viewpoint of women and menusing Analytic Hierarchy Process. The results show men consider the individual barriers moreimportant and have a negative attitude towards women's capabilities and capacities, whilewomen consider the individual barriers less important.
