Knowledge Management
Alireza Aghighi; Pegah kiani kiani
Abstract
Background and Objectives: The present study aims at investigating the effect of communication and task conflict on the employees’ knowledge sharing with the mediating role of trust and psychological empowerment in the Hamadan Education Organization.Methodology: This is an applied study, and a ...
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Background and Objectives: The present study aims at investigating the effect of communication and task conflict on the employees’ knowledge sharing with the mediating role of trust and psychological empowerment in the Hamadan Education Organization.Methodology: This is an applied study, and a data collection form was used to conduct a survey. The statistical population includes the authorities and employees of the Hamadan Education Organization. Since the population is infinite, 384 people were selected out of the employees, experts, and authorities of this organization by simple random sampling. The variables were measured by a standard questionnaire. The data were analyzed by descriptive and inferential statistics. The hypotheses were tested by structural equation modeling (SEM).Findings: According to the results, task conflict can explain the variance of the employee’s communication conflicts by 64.3% and the psychological empowerment of the employees by 29.8%. Communication conflicts can explain the differences in psychological empowerment of 71.1% of employees, trust of 6.9% of employees, and knowledge sharing of 19.9% of employees. Psychological empowerment can explain 28.8% of employee trust fluctuations and 23.4% of employee knowledge sharing. The employees’ trust can explain 37.5% of the variance of the employees’ knowledge sharing in Hamadan Education Organization.Discussion: In the first hypothesis, the effect of task conflict on communication conflict was approved by 0.643. The results of the present study are consistent with the findings reported by Wei-Tsong Wang et al. (2019). In the second hypothesis, the effect of task conflict on the psychological empowerment of the employees was approved by -0.298. The standardized coefficient of correlation between these two variables is negative. So, this further strongly suggests that an increase in task conflict leads to a decrease in psychological empowerment of the employees, and vice versa. The results of this research are consistent with the findings reported by Mohammad et al. (2013). In the third hypothesis, the effect of communication conflict on the psychological empowerment of the employees was approved by 0.071. The results are consistent with the findings reported by Wei-Tsong Wang et al. (2019). So also, another hypothesis has approved the effect of communication conflict on the employees’ trust by 0.288. The results are consistent with the findings reported by Wei-Tsong Wang et al. (2019). In the fifth hypothesis, the effect of psychological empowerment on the employees’ trust was approved by 0.069. The results are consistent with the findings reported by Alajmi (2017). In the sixth hypothesis, the effect of psychological empowerment on the employees’ knowledge sharing in the Education Department was approved by 0.158. This finding is consistent with the results of studies performed by Helmy et al. (2019) and Ghalavandi et al. (2017). In the seventh hypothesis, the effect of trust on employees’ knowledge sharing in the Hamadan Education Department was approved by 0.375. This finding is consistent with the results of studies performed by Hasanzadeh and Alizadeh (2017) and Ebrahimi et al. (2012). This hypothesis suggests that there is a significant positive relationship between the components of organizational trust and all the dimensions of knowledge management. Furthermore, trust components including the employees’ trust in each other, trust with the manager, and institutional trust can also play a significantly positive predictive role in explaining knowledge creation, knowledge sharing, knowledge application, and knowledge preservation. In other words, it can be concluded from this hypothesis that higher trust leads to participation in knowledge sharing and management that can eventually be effective in capability and performance. In the eighth hypothesis, the effect of communication conflict on the employees’ knowledge sharing was approved by 0.199. This finding is consistent with the results reported by Wei-Tsong Wang et al. (2019). Finally, the ninth hypothesis approved the effect of task conflict on the employees’ knowledge sharing in the Hamadan Education Department by -0.23. As the standardized coefficient of correlation between these two variables is negative, an increase in task conflict leads to a decrease in the employees’ knowledge sharing, and vice versa. Therefore, the research hypotheses show that the lower the conflict between the employees, the higher their trust in the organization will be. Thus, they will be more motivated to participate in group and systemic activities such as knowledge sharing and information exchange between different sectors. As shown in current and previous surveys, the factors mentioned can promote and improve employee performance and thus organizational performance.
Public Libraries
Alireza Aghighi; Hanieeh Manteghi
Abstract
Abstract ...
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Abstract Background and Objectives: As a bottom-up leadership style, leader humility has received considerable attention from researchers. The purpose of this study is to investigate the relationship between humble leadership and employee innovation behavior with the emphasis on the mediating role of positive psychological capital among the employees of public libraries in Hamadan province, Iran.Methodology: The present study was descriptive and correlational. The total statistical population of this research involved 187 employees of public libraries in Hamadan province, from which a sample size of 123 people was selected using the simple random sampling based on the Morgan table. For collecting data, three standard questionnaires of innovation behavior, positive psychological capital and humble leadership were used. Besides, the proposed model was analyzed using structural equation modeling with Smart PLS2 software.Findings: The results showed that our theoretical model can properly be used in the process of employee innovation behavior formation, and all the direct relations between variables in the model are significant. Furthermore, the results of modeling the structural equations showed that, in a humble leadership explaining 83 percent of positive psychological capital, humble leadership accounts for 78 percent of the employee innovation behavior; positive psychological capital clarifies 17 percent of employee innovation behavior; and humble leadership explains 15 percent of employee innovation behavior through positive psychological capital.Discussion: This study provided some insights for organizations in implementing humble leadership and motivating employee innovation behavior. Humility has been understood as the core trait of servant leadership, level-five leadership and participative leadership. However, humble leadership as a new type of independent leadership style has yet to be thoroughly investigated. By confirming the mediating role of PsyCap, the research further uncovers why followers under humble leader behaviors are more likely to engage in employee innovation behavior. Moreover, this study offers additional insight into the fact that followers may differ in the degree to which they are receptive to leader’s effect.
Public Libraries
Alireza Aghighi; Narges Zamani
Abstract
Abstract
Background and Objectives: Mental disorders associated with insomnia, depression and anxiety are common in the community and the workplace. Many studies have found a close link between mental health and job satisfaction. Many organizations emphasize importance of personnel as their most important ...
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Abstract
Background and Objectives: Mental disorders associated with insomnia, depression and anxiety are common in the community and the workplace. Many studies have found a close link between mental health and job satisfaction. Many organizations emphasize importance of personnel as their most important asset. Advances and development of psychology science in recent decades, especially in health and job satisfaction among personnel of organizations, have had an important and effective contribution. of course, the satisfaction of the organization's stakeholders is of particular importance. The aim of this study was to investigate the relationship between job satisfaction and mental health of female employees of public libraries in Hamadan province.
Methodology:The present study was descriptive-survey, in which the researcher tried to identify predictors related to mental health in employees of public libraries of Hamadan province by correlation method. This study was performed on 187 employees of public libraries in Hamadan province by census method. Data collection tools included Job Satisfaction Questionnaire by War et al. (1979) and Goldberg et al. (1979) Psychological Health Questionnaire. Their validity was tested through convergent validity testing, while their reliability was confirmed by calculating Cronbach’s alpha. Data were analyzed using SPSS software version 21, and research hypotheses were examined step by step using Pearson correlation matrix and regression tests.
Findings: The results showed that all relationships were significant. Based on the results, between the two variables of job satisfaction and mental health (r = -0.44) at the level of 0.01 is significant, it can be concluded that there is a relationship between these two variables in employees of public libraries in Hamadan province. There is a significant inverse, and this inverse relationship is significant between its subscales (payroll system, job type, development opportunities, organizational climate, leadership style, and physical condition) and employee mental health. In other words, the higher these variables in the staff of public libraries in Hamadan province, the less their psychological problems (physical symptoms, anxiety, social dysfunction and depression) will be, and vice versa. Therefore, the hypothesis is confirmed. Among the six subscales of job satisfaction (payroll system, job type, career opportunities, organizational climate, leadership style and physical condition), two variables of payroll system and leadership style were more able to predict employee mental health changes, i.e., with more power. Based on these variables, the mental health of employees of public libraries in Hamadan province can be predicted. Therefore, by emphasizing job satisfaction and individual differences in the work environment, employees can improve their mental health and help the growth and development of society.
Discussion: Based on the findings, the level of job satisfaction of employees from their work environment can be related to their mental health. Job satisfaction refers to a person's overall attitude toward his or her job, whether it is a situation in which people are satisfied with their job or other related circumstances, or a level of positive feelings and attitudes that people have about their job. Job satisfaction is a set of feelings and beliefs that people have about their current jobs. In this study, it was found that variables such as payment system and leadership style of managers in departments and organizations can greatly predict the mental health of employees. It seems that material problems and concerns and managers' attention to meeting these needs in their employees can reduce their psychological damage and create the ground for the growth and development of the organization and increase productivity. Also, leadership style based on respect, acceptance and value can greatly improve the mental health of employees in the workplace. Therefore, considering that job satisfaction has an important role in employees 'mental health, and without a doubt, employees' satisfaction with their job will increase their efficiency, customer satisfaction with the organization and increase production and productivity of the organization, which will undoubtedly result in organizational success. And the satisfaction of the employees of this department has an important role in attracting people to libraries and promoting the culture of reading and promoting the literacy of individuals. The prevalence of psychiatric morbidity in the workplace is high. The severity of psychological distress is negatively associated with job satisfaction. Early detection of psychiatric morbidity through self-administered screening questionnaires, as well as implementation of organizational mental-health promotion programs, is recommended to improve employees’ mental health and job satisfaction.
