nasim khajepour
Abstract
The purpose of this study was to investigate the causal relationship of workplace ostracism with job performance, organizational citizenship behavior and turnover intention, with mediating role of job satisfaction. The statistical population included all of the personnel of Water and Energy Company in ...
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The purpose of this study was to investigate the causal relationship of workplace ostracism with job performance, organizational citizenship behavior and turnover intention, with mediating role of job satisfaction. The statistical population included all of the personnel of Water and Energy Company in Gotvand City and the partner firms, that among them 182 persons were selected by simple random sampling. The instruments used in the present study consist of Workplace Ostracism Questionnaire (Ferris, Brown, Berry & Lian, 2008) Job Satisfaction Questionnaire (Judge & Bono, 2000), Job Performance Questionnaire (Paterson, 1970), Organizational Citizenship Behavior Questionnaire (Smith, Organ & Near, 1983) and Turnover Intention Questionnaire (Camman, Fichman, Jenkins & Klesh, 1979). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-21 and AMOS-21 software packages. The results supported the effect of workplace ostracism on job satisfaction, job performance, organizational citizenship behavior, turnover intention, and the effect of job satisfaction on organizational citizenship behavior and turnover intention. The indirect effect of workplace ostracism on organizational citizenship behavior and turnover intention, through job satisfaction, were also significant. So organizations could reduce job satisfaction, job performance and organizational citizenship behavior by strengthening social relationships in the workplace and also prevent an increase in turnover intention.
S. Piryaei; N. Arshadi; A. Neisi
Abstract
The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), ...
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The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), Ahvaz region, who were selected by stratified random sampling method. The instruments included organizational justice, trust in organization, trust in top management, trust in supervisor, trust in coworker, job performance, organizational commitment and turnover intention questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM), using SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data. Better fit and more meaningful results obtained by omitting 7 non- significant paths (distributional, procedural and interactional justice→ job performance, interactional justice → organizational commitment and turnover intention; and interpersonal trust → organizational commitment and turnover intention) and using AMOS modification indices. Results related to indirect effects showed that except 4 indirect paths (procedural justice → organizational commitment through interpersonal trust, interactional justice → organizational commitment through interpersonal trust, procedural justice → turnover intention through interpersonal trust, and interactional justice→ turnover intention through interpersonal trust), the rest were significant.
S.E. Hashemi Sheykhshabani
Volume 18, Issue 1 , June 2011, , Pages 153-168
Abstract
The purpose of the present study was to explore the relationships between personality characteristics including neuroticism, extroversion, and agreeableness, openness to experience and conscientiousness and job performance of police officers. One hundred forty eight police officers participated in the ...
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The purpose of the present study was to explore the relationships between personality characteristics including neuroticism, extroversion, and agreeableness, openness to experience and conscientiousness and job performance of police officers. One hundred forty eight police officers participated in the study and completed research questionnaires. Correlation coefficients indicated that neuroticism was negatively correlated with job performance; conscientiousness, agreeableness, and extraversion were positively correlated with job performance; and no correlation was found between openness and job performance. Regression analysis revealed that among five personality characteristics, conscientiousness and extroversion predicted job performance significantly. Finally, findings based on five factor model of personality have been discussed.
H. Shokrkon; H.R. Oreizi; M.A. Naeli; M. MehrabizadelEi Honarmand; I. Soltani
Abstract
The present paper reports the application of Flanagan Industrial Tests to predict the job performance of the technical personnel of Mobarekeh Steel Firm. Flanagan Industrial Tests have been prepared to be used in Iran, with satisfactory reliabitliy and validity by Shokrkon and Oreizi (1998). These tests ...
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The present paper reports the application of Flanagan Industrial Tests to predict the job performance of the technical personnel of Mobarekeh Steel Firm. Flanagan Industrial Tests have been prepared to be used in Iran, with satisfactory reliabitliy and validity by Shokrkon and Oreizi (1998). These tests have been designed to measure various aptitudes and abilities. The job performance of the technical personnel of Mobarekeh Steel Firm was assessed by their immediate supervisors, their co-workers, themselves and the organization. First, the tests were completed and returned by 159 technical employees. Then, data were collected about the employees’ performance. The obtained simple and multiple correlation coefficients indicate that the Flanagan Industrial Tests predict and are related to the different assessments of job performance. These relationships are higher when job performance is, assessed by employees themselve, their co-worker and the organization. It is suggested that self and co-worker assessments of job performance are employed in addition to the supervisor assessment.
