Human capital in urban management
Y. Vakil Alroaia
Abstract
BACKGROUND AND OBJECTIVES: While innovation in some circumstances is detrimental to a number of urban civil development cooperatives many have benefited from the use of innovation strategies around the world. Therefore, this study sought to analyze the effective factors of organizational innovation on ...
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BACKGROUND AND OBJECTIVES: While innovation in some circumstances is detrimental to a number of urban civil development cooperatives many have benefited from the use of innovation strategies around the world. Therefore, this study sought to analyze the effective factors of organizational innovation on the performance of members in urban development cooperatives. METHODS: The statistical population of this study is all urban civil development cooperatives and the sample size consisted of 384 members of these civil cooperatives who were selected using stratified-random sampling method. The data gathering tool was a questionnaire which validity using content validity and construct validity and reliability using Cronbach's alpha coefficient has been reviewed and approved. In order to analyze the data, inferential statistical tests including Kolmogorov-Smirnov test, Student t-test, correlation test and structural equation modeling technique were used. FINDING: The results of data analysis showed that the research variables including organizational innovation and members performance in urban development cooperatives are in good condition (β= 0.76 and φ=0.68).Also, according to the research findings, organizational innovation and its four dimensions, including production (ρ=0.72), administrative (ρ=0.75), process (ρ=0.68) and technological innovation (ρ=0.76), has a positive and significant effect on the performance of members in urban civil development cooperatives. CONCLUSION: The results indicated that the development of innovations requires specific organizational resources and capabilities so that the organization can benefit from innovation and its benefits.
Human capital in urban management
N.N. Yuliarmi; N.P. Martini Dewi; S.D. Rustariyuni; A.A.I.N. Marhaeni; G. Andika
Abstract
BACKGROUND AND OBJECTIVES: Small and medium enterprises still exhibit dominant contribution to the economy. Small and medium enterprises manage to absorb greater labor force and to survive the economic crisis. Various efforts to empower small and medium enterprises have been less successful. Financing ...
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BACKGROUND AND OBJECTIVES: Small and medium enterprises still exhibit dominant contribution to the economy. Small and medium enterprises manage to absorb greater labor force and to survive the economic crisis. Various efforts to empower small and medium enterprises have been less successful. Financing constraint, low quality of human resources, and limited marketing competence have been the typical problems of small and medium enterprises that harm small and medium enterprises performance. Despite these problems, SMEs still manage to survive. METHODS: Using the sampling method of stratified random sampling with area strata, this study generates 203 small business units as the sample. The research was conducted by using accidental sampling. The quantitative and qualitative data are from primary and secondary sources. The data was collected by using observation, interview, and in-depth interview. The variables in this research was analyzed by using path analysis. FINDING: Social capital positively affect small and medium enterprises ’ financing as indicated by the significance value of 0.000 (< α= 5%). The stronger social capital of small and medium enterprises implied greater access of external financing sources. Social capital, and small and medium enterprises financing positively affect small and medium enterprises performance with 1% confidence level, and human resources positively affect small and medium enterprises performance with 6% confidence level. The finding shown the stronger social capital and human resources increases SMEs performance. CONCLUSION: The results show that social capital and SMEs’ financing positively affect SMEs’ performance, and human resources positively affect small and medium enterprises performance. The results imply that stronger social capital and human resources increases small and medium enterprises performance. Social capital facilitates access to finance, marketing, production, and information. The results shows that human resources affect SMEs’ performance. Social capital and human resources positively affect small and medium enterprises financing. Similarly, social capital, human resources, and financing positively affect SMEs’ performance.
Human capital in urban management
A.A. Pilehvar
Abstract
BACKGROUND AND OBJECTIVES: People usually welcome the spirit of cooperation to meet their needs using different methods and goals. In cities, the formation of non-governmental councils and organizations reflects this trend with the aim of creating equal social opportunities and positions (power, dignity). ...
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BACKGROUND AND OBJECTIVES: People usually welcome the spirit of cooperation to meet their needs using different methods and goals. In cities, the formation of non-governmental councils and organizations reflects this trend with the aim of creating equal social opportunities and positions (power, dignity). Participation and e-participation offers an intellectual and doctrinal framework with major applications in social, economic, cultural, and political dimensions of a country. This article aims to explore the association between participation and moral, religious, political, and psychological variables in Iranian urban management as a model. METHODS: This is a qualitative research and a descriptive-analytical method has been adopted for modeling. FINDING: The results suggest a positive correlation between participation and four variables studied along with their applications in the Iranian urban management. Another finding of the research is the modeling of moral, religious-Islamic, political, and psychological variables related to Iranian participation and urban management toward urban governance. CONCLUSION: The elevated social and political awareness of citizens has also led to social solidarity and the strengthening of democracy based on participation. Efforts to redistribute power in the urban system management represent another effect of social participation in urban management and urban governance in Iran. It is also experiencing the transition from urban government to urban governance with participatory, law-abiding, transparency, justice, efficiency, accountability, and decentralization approaches.
Human capital in urban management
M. Valibeigi; M. Afsharirad; M. Valibeigi; E. Sarhangi
Abstract
BACKGROUND AND OBJECTIVES: The main objective of this paper is to propose a performance measurement framework for Iranian municipalities as a public institution. METHODS: By selecting Karaj Municipality and referring to Balanced Score-Card Methodology, an attempt has been made to provide a framework ...
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BACKGROUND AND OBJECTIVES: The main objective of this paper is to propose a performance measurement framework for Iranian municipalities as a public institution. METHODS: By selecting Karaj Municipality and referring to Balanced Score-Card Methodology, an attempt has been made to provide a framework that can be used in public institutions as an efficient tool for measuring performance. The research used analytical methods and stand-alone questionnaire survey techniques, a case study approach by cross-sectional method. The research environment was the central municipality of Karaj and the relevant deputies. Content validity was used to determine the validity of the questionnaire. The reliability of the questionnaire was determined based on Cronbach's alpha. Also, the Balanced Score-Card framework is integrated with an Analytic Hierarchy Process. FINDING: The results show that through the citizenship viewpoint, the satisfaction level of personal investors and makers is almost 7 times more important than citizens’ satisfaction. The Municipality of Karaj pays more attention to the interests of the private sector than the public interests which comes from the municipality money making target. The improved implemented projects index was, through the internal processes of business, about 3 times more important than the number of new projects index. It seems more logical to focus on the process improvement plan and project management improvement. Completion of the current projects can increase the added value to Karaj municipality. Also proper performance of Information Technology unit shows the growing importance of e-government to improve the performance of municipalities and process improvement plan. CONCLUSION: Finally, it seems a continuous process of such framework has the ability to bring together all key internal and external shareholders and rulemakings can be shaped during time and this process can be accepted by Iran’s municipal management with methodologies that compare relative importance in performance criteria.
Human capital in urban management
E. Hosseini; M. Tajpour; M. Lashkarbooluki
Abstract
BACKGROUND AND OBJECTIVES: Entrepreneurship has become mandatory for different societies because not only does entrepreneurship make it possible for individuals to access the financial resources generated by the idea but it also facilitates the development of a country by solving problems in a new way. ...
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BACKGROUND AND OBJECTIVES: Entrepreneurship has become mandatory for different societies because not only does entrepreneurship make it possible for individuals to access the financial resources generated by the idea but it also facilitates the development of a country by solving problems in a new way. Accordingly, the purpose of this study is to explore and determine the relationship between entrepreneurial skills on job performance of managers and deputies working in the municipalities of Hormozgan province located in the south of Iran. METHODS: The present study is a descriptive-practical correlation in terms of how data was collected. The collected data were based on the quantitative research method used to measure job performance by means of the Standard 15 Questionnaire. For evaluating the entrepreneurship skills, the 20 researcher-made questionnaire with 20 statements was used based on the research literature. The statistical population of the study consisted of 350 managers and deputy mayors of Hormozgan province. By applying the Cochran's formula, 182 people were selected as the statistical sample. Data analysis was performed by means of SmartPLS3 software. FINDINGS:The results of the research indicate positive relationships among entrepreneurial (3.695), managerial (5.680) and technical (7.369) skills concerning job performance. Therefore, these hypotheses were confirmed and, on the contrary, the hypothesis related to the relationship between personal skills and job performance (1.774) was rejected. CONCLUSION: According to the findings, the development of the relationship between entrepreneurial skills on job performance of managers and deputy mayors of Hormozgan province improves the competitive performance of organizations.
Human capital in urban management
S.H. Mesaeli; Y. Vakil Alroaia
Abstract
BACKGROUND AND OBJECTIVES: Over recent years the employment creation discussion was massively raised especially about university graduates and demands from Iran's government increased. The prediction of the youth unemployment rate during the period from 2015 to 2021 showed that with an annual growth ...
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BACKGROUND AND OBJECTIVES: Over recent years the employment creation discussion was massively raised especially about university graduates and demands from Iran's government increased. The prediction of the youth unemployment rate during the period from 2015 to 2021 showed that with an annual growth rate of 5%, in the last year of the period, the unemployment rate for youth would be equal to 9.36%, and for university graduates will be 36%. Therefore, the main purpose of this research is to provide an applied model for small and medium-sized enterprise (SME) development and university graduates’ employment in Iran. METHODS: In this regard, an appropriate model was defined by studying the literature about small and medium enterprises development models and extracting effective factors according to Iran’s situation. In the second stage, after selecting a sample of 60 small and medium enterprises in Iran, in order to quantitatively testing the model, the data were collected by a questionnaire and were analyzed with the help of PLS software. In the third stage, the relative importance of factors were tested from the perspective of 10 experts in the field of entrepreneurship with more than 15 years of work experience with the help of ANP and PROMETHEE methods. FINDING: The results shows the preference value (Φ) of these factors respectively include the parameters of: Technology, innovation, and competitiveness (Φ=0.72); Financial support programs (Φ=0.63); Education and consultancy services (Φ=-0.38); Cooperative relationships (Φ=-0.41); and Export development (Φ=-0.55). CONCLUSION: Changing market conditions enable SMEs to respond more agile and faster to customer needs, improve the quality of their products, reduce the cost of their production, and their tendency to recruit university graduates.
Human capital in urban management
S. Mohammadi
Abstract
BACKGROUND AND OBJECTIVES: Organizational culture is a topic that has recently emerged in management knowledge and in the domain of organizational behavior. Following new theories and research in management, organizational culture has become increasingly important and has become one of the central focus ...
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BACKGROUND AND OBJECTIVES: Organizational culture is a topic that has recently emerged in management knowledge and in the domain of organizational behavior. Following new theories and research in management, organizational culture has become increasingly important and has become one of the central focus of management. The purpose of this study was to investigate the dimensions and indicators affecting organizational culture in order to improve organizational culture and productivity based on the Denison Model in District 19 of the Municipality of Tehran, Iran. METHODS: The research method was descriptive-correlational and Denison's organizational culture questionnaire which assesses organizational culture based on four dimensions of involvement in work, compatibility, adaptability and, mission were used. Each of these four dimensions has three defined indicators. The statistical population of the study consisted of all employees of District 19 of Tehran Municipality, 148 of whom completed the questionnaire. After analyzing the data, the frame of the organizational culture of the district was formed. FINDING: The results showed that the mission and involvement in work have the mean scores of 3.14 and 3.01, respectively while adaptability and compatibility showed the mean score of 3.12 and 3.07. CONCLUSION: The municipality of District 19 in terms of its organizational missions and strategic goals needs a well-constructed plan
Human capital in urban management
Y. Jehan; D. Hussain; M. Batool; M. Imran
Abstract
In today’s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management ...
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In today’s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management practices. The present study is examining the impact of different Green human resource practices on environmental behavior directly or indirectly via Pro-environmental behavior. The data is collected through questionnaire from the educational institutions in Baltistan region. The sample size is 300 employees of public universities. A Structure Equation Modeling is utilized to obtain the relationships between the variables. The results show that green human resource management practices have a strong direct impact on Environmental sustainability while the indirect relationship between green environmental training and sustainable environment through a mediator “pro-environmental behavior”. The results illustrate that Green Performance Management and Appraisal has a positive (β=0.27), Green Reward and Compensation and environmental sustainability which again shows a positive (β=0.14) and significant impact of Green Reward and Compensation on environmental sustainability. Green Training and Development also shows a positive (β=0.29) and Green Training and Development has a positive and significant relationship. The results suggest that the mediator does not sensitize environmental sustainability. The study suggests that Public Sector universities need to train and compensate their employee to reduce environmental degradation and make their contribution to the sustainability of the environment.
Human capital in urban management
M. Mamaghaniyeh; M. Sadeghi; S. Amani
Abstract
Human resources play a crucial role in the evolution of the organizations, and huge organizational developments caused by unlimited intellectual capacity of human resources. Therefore, of the priorities of any organization is to preserve these valuable resources. In this regard, an appropriate alternative ...
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Human resources play a crucial role in the evolution of the organizations, and huge organizational developments caused by unlimited intellectual capacity of human resources. Therefore, of the priorities of any organization is to preserve these valuable resources. In this regard, an appropriate alternative is to improve the quality of work life in organizations. To this aim, the quality of work life was investigated among the staff employed in General Department of Human Resources of Municipality of Tehran (the study population was included of 3 types of employments one official and two contractual employments), during 2017- 2019. The research method is descriptive-survey and the data were collected using the Walton work quality of life questionnaire (1973) and a researcher-made questionnaire on demographic characteristics. Data were analyzed using SPSS software and statistical Tests including frequency, mean and standard deviation, and inferential statistical test including one-way T, Pearson correlation and analysis of F variance. The results indicated that the status of quality of work life in the studied area is 3.03 and above mean from the staff point of view. Also, the mean scores of life quality amongst Hadianshahr (one of the tow contractual employments) were lower than official (fixed) staffs and Khadamate Edearie Shahr (one of the two contractual type of employments). In terms of demographic variables, an adverse relationship was observed between quality of work life and age.
Human capital in urban management
H. Aramesh; M. Dehghani
Abstract
Today, most countries in the world are gearing up by innovation, seeking to increase productivity and improve their economic situation, and one of the important centers for innovative activities is the incubator centered companies. The majority of companies based in incubator centers are startups companies. ...
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Today, most countries in the world are gearing up by innovation, seeking to increase productivity and improve their economic situation, and one of the important centers for innovative activities is the incubator centered companies. The majority of companies based in incubator centers are startups companies. Considering that the failure rate of new firms in the early years of formation is greater, research should be conducted on the success factors of these companies. Therefore, the present study aims to identify the key factors for the success of knowledge-based companies Relied on academic incubator centers and it was carried out with the Meta synthesis method. Meta synthesis requires that the researcher carry out a thorough and in-depth review, combining the findings of relevant qualitative research. Using the Meta synthesis method, evaluated over 38 articles in the field of knowledge-based companies. Content mining was used to extract the dimensions and codes, and the significance and priority of each was determined by the use of the quantitative Shannon entropy method. 13 codes, 4 general concepts and 2 categories were identified by reviewing 38 articles. Shannon’s entropy was determined based on the results of the quantitative analysis. To evaluate the quality, the results are presented to one of the experts to be examined by the Kappa index Using SPSS software; a significant number of 0.000 and an index value of 0.706 were calculated. So it can be claimed that the extraction of the codes had a good reliability. The most important factor for the success of the companies located in the incubator centers of Sistan and Baluchistan University is the marketing and sales capabilities that have the highest coefficient and have the highest rankings in total. Based on the findings, it was found that the factors of marketing and sales capabilities, the presence of specialized staff and information technology related infrastructure (software, hardware, network, and brain ware), respectively, have the most impact on the success of knowledge-based companies Relied on university incubator centers.
Human capital in urban management
T. Nikraftar; M. Jalali
Abstract
Many studies have found that the perceived authenticity of cultural and religious events affects event satisfaction and loyalty. Little is currently known about how perceived authenticity is affected by the facilities, such as food and the availability of information, which are independent determinants ...
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Many studies have found that the perceived authenticity of cultural and religious events affects event satisfaction and loyalty. Little is currently known about how perceived authenticity is affected by the facilities, such as food and the availability of information, which are independent determinants of satisfaction and loyalty. This study aims to examine the antecedents of event loyalty. Questionnaire data were collected from 315 tourists participated in Ashoura event. This article explores this complex relationship using empirical data collected through a survey conducted during 2017 Ashoura event. The results indicate 53% of the variance of the event loyalty followed by event satisfaction and 35% of it belongs to event perceived authenticity. In addition, the results show that the greater the perceived authenticity with the event leads to the higher the degree of satisfaction with the event as indicated by a parameter estimated as 0.56 (p < 0.01). However, the relationship between facilities and event loyalty is no significant (0.006; p > 0.01). Based on the findings, the study concluded that facilities influence tourists’ loyalty through event satisfaction and perceived existential authenticity.
Human capital in urban management
M. Baoosh; Gh.R. Memarzadeh
Abstract
Human resources are the most valuable capital of an organization, and managers are trying to provide motivation and productivity along with preserving the workforce. One way to motivate and increase productivity is to provide welfare services to employees. Using Adams' theory of equality, the current ...
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Human resources are the most valuable capital of an organization, and managers are trying to provide motivation and productivity along with preserving the workforce. One way to motivate and increase productivity is to provide welfare services to employees. Using Adams' theory of equality, the current research attempts to design a desirable model for providing welfare services in the organization. It is an applied, descriptive and survey type research. The statistical population includes the staff of District 22 of Municipality of Tehran. Using the principles of sampling size in multivariate regression analysis, 357 questionnaires were completed by cluster sampling method. The process of data analysis was carried out in two stages: determining the relationships between variables and the dynamics of the systems. The results showed that the improvement of financial services was recognized as an attractive scenario of this research because of a 30% increase in productivity. Meanwhile, 38% increase motivation and 27% reduce dissatisfaction. Improvement in entertainment services has been identified as a desirable research scenario due to the optimal and simultaneous increase in motivation and quality of work life. Improving health services has been identified as a weak scenario for not having a significant impact on state variables due to the lack of influence on state variables.
Human capital in urban management
M. Mirzapour; S.S. Toutian; A. Mehrara; S. Khorrampour
Abstract
The main objective of this study is to investigate the role of strategic human resource management in crisis management with regard to the role of mediating organizational culture and intellectual capital. This study is based on the purpose of the applied type and in terms of data collection is a descriptive ...
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The main objective of this study is to investigate the role of strategic human resource management in crisis management with regard to the role of mediating organizational culture and intellectual capital. This study is based on the purpose of the applied type and in terms of data collection is a descriptive research type. The statistical population includes all 257 staff of the Governorate of Thran. The sample size is set to 225 people using Cochran equation. Simple random sampling is used as the sampling method. The data was gathered through distribution and collection of the questionnaire and the analysis has been performed using Statistical Package for the Social Sciences and Lisrel software. Confirmatory factor analysis and structural equation modeling have been used to investigate study hypotheses. The results of the study hypotheses indicate a positive and significant impact of strategic management of human resources with the value of 0.21, organizational culture with a value of 0.43 and intellectual capital with a value of 0.55 on crisis management. The mediating role of organizational culture and intellectual capital variables has also been confirmed in the model.
Human capital in urban management
L. Vasudevan; A. Iqbal
Abstract
In a new era, the organizational climate has built as the norms, values, beliefs, traditions, and ceremonies where people work together to solve problems and face challenges. This study was to determine whether there is a relationship between each of the three dimensions of organizational climate (supervisory ...
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In a new era, the organizational climate has built as the norms, values, beliefs, traditions, and ceremonies where people work together to solve problems and face challenges. This study was to determine whether there is a relationship between each of the three dimensions of organizational climate (supervisory support, autonomy, and goal direction) and Organizational Citizenship Behavior-Individual and Organizational Citizenship Behavior-Organizational on a non-supervisory staff of Bank Simpanan National in Malaysia. Nevertheless, the framework of this study was discussed based on the suitable underpinning theory of organizational climate and how the organizational climate theory relates to organizational citizenship behavior. The population of employees in Bank Simpanan National was 7,000. Samples taken amounted to 99 (Male=52; Female=47) of the non-supervisory staff, respondents of the total population of 7,000, through sampling techniques, namely purposive sampling. Respondents' were selected among non-supervisory employees in this study. This study was examined using the quantitative method. In this study data analysis is done by IBM Statistical Product and Service Solution (SPSS) program for windows version 22. Data collection techniques used the form of a 7-Likert scale of organizational climate and organizational citizenship behavior. It was examined using correlation analysis. This study revealed a significant association between organizational climate and organizational citizenship behavior on non-supervisory employees of Bank Simpanan National in Malaysia. The hypotheses further showed a significant positive relationship between 2nd order construct of organizational climate and organizational citizenship behavior and organizational citizenship behavior-Organizational. This research recommended that all banks' need to demonstrate a positive organizational climate among employee's to increase organizational citizenship behavior.
Human capital in urban management
S.R. Torbatjoo
Abstract
Dealing with the tension between explorative and exploitative activities is a key issue for firms. Literature suggests that ambidexterity allows firms to manage this issue properly and provides firms with specific competitive advantages. This study was conducted aiming at investigating the ...
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Dealing with the tension between explorative and exploitative activities is a key issue for firms. Literature suggests that ambidexterity allows firms to manage this issue properly and provides firms with specific competitive advantages. This study was conducted aiming at investigating the impact of Human Resources measures on organizational ambidexterity in smart city projects. Method used is descriptive - survey. The statistical society of the study consisted of 460 employees of District 13 of Municipality of Tehran, out of them 210 subjects were identified as the sample volume and were selected by simple random sampling method. The tool used for measurement was a standard questionnaire whose reliability was estimated as Alpha 0.924. In order to analyze the data, descriptive and inferential statistical indicators especially structural equation modeling by Amus software, K-S test and Bartlett were used. The results of structural equation modeling showed that the explorative Human Resources have significant effect on exploration (Cr=14.533, B=0.95) of smart city projects, and exploitative Human Resources have significant effect on exploitation (Cr=12.204, B=0.81) of smart city projects In the other words, strengthening the measures of Human Resources and its various dimensions increases the ambidexterity of smart city projects.
Human capital in urban management
C.E. Akumu; S. Dennis; C. Reddy
Abstract
Land cover/land use categories are relevant components in land management. Understanding how land cover/land use change over time is necessary to assess the consequences of humans and natural stressors on the earth’s environment and resources. The aim of the study was to map and monitor the spatial ...
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Land cover/land use categories are relevant components in land management. Understanding how land cover/land use change over time is necessary to assess the consequences of humans and natural stressors on the earth’s environment and resources. The aim of the study was to map and monitor the spatial and temporal change in land cover/land use for the periods of 1977, 1991 and 2016 and to predict change detection areas in Davidson County, Tennessee. The land cover/land use categories were classified using maximum likelihood algorithm and post classification comparison change detection analysis was performed. Classified image differencing technique was also used to predict change detection areas in Geographic Information System. The land cover/land use categories were successfully classified with a kappa value of about 78%. The land cover/land use classes changed significantly from 1977 to 2016 in Davidson County, Tennessee. Wetlands and bare land had a net decrease on average of about 97% between 1977 and 2016 whereas; developed areas and forest had a net increase on average of around 40% between 1977 and 2016. Urbanization appeared to be one of the main drivers of the change in land cover/land use. This information could be used in land management and planning by environmental managers, policy makers and other stakeholders.
Human capital in urban management
A. Mohammadzadeh; M. Moayedi; M. Hosseini Todeshki
Abstract
Tehran Municipality has had two five-year plans so far and the third one is being formulated these days. However, investigating the sector relating to the human resources shows that there is a gap between present condition and the optimal situation in several domains. This article is an attempt to investigate ...
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Tehran Municipality has had two five-year plans so far and the third one is being formulated these days. However, investigating the sector relating to the human resources shows that there is a gap between present condition and the optimal situation in several domains. This article is an attempt to investigate the five-year plans in the domain of human resources via a practical model of forecasting and retrospection analysis. It is an applied research, in which the necessary data is gathered through interview, documents and library information from formal resources. The results indicate that what is happening currently based on the policies is not optimal at all. Moreover, through explaining the normative and acceptable future, some advices are provided in order to eliminate gaps and strengthen policies along with enhancing productivity in the human resource domain of Tehran Municipality. These recommendations are about recruitment, training, management and promotion of administrative health and other areas of human resources management.
Human capital in urban management
M. Mirzapour; M. Baoosh
Abstract
Today, organizations are witnessing a destructive phenomenon called enterprise silence. The refusal of employees to provide their ideas and about organizational issues, ultimately leads to organizational degration and recession. This research intends to identify the factors that affect silence in organizations ...
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Today, organizations are witnessing a destructive phenomenon called enterprise silence. The refusal of employees to provide their ideas and about organizational issues, ultimately leads to organizational degration and recession. This research intends to identify the factors that affect silence in organizations in order to come up with the best solutions to resolve this problem. This is an applied research which is performed by using field method through distributing 81 questionnaire at the Office of Welfare, Co-operation and Social Services of Tehran Municipality - Iran. The reliability of the questionnaire was evaluated 0.78 using Cronbach's alpha coefficient. Data were analyzed using SPSS software and Kolmogorov-Smirnov, Wilcoxon and Spearman correlation tests. The results reviled that at the significant level of 0.05, there is a meaningful difference among the organizational silence dimensions and defensive silence with the hypothesized mean. There is no significant difference in submissive and kindred silence. Respectively, there is a correlation with values of 0.634 and 0.356 between managerial and individual factors with defensive silence. Management, organizational and social factors have been effective in silent subjugation and there is solidarity between the social, organizational and individual factors in altruistic silence. Findings show that there is a considerable defensive silence in the population under investigation and management factors have the greatest impact on its occurrence in the organization.
Human capital in urban management
M. Kumar; P. Pandey
Abstract
This paper presents a theoretical and empirical analysis of this decision and how it relates to wage setting and the provision of general training. The theoretical framework is a promotion tournament involving M competing firms with heterogeneous productivities, two-level job hierarchies, and a fixed ...
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This paper presents a theoretical and empirical analysis of this decision and how it relates to wage setting and the provision of general training. The theoretical framework is a promotion tournament involving M competing firms with heterogeneous productivities, two-level job hierarchies, and a fixed number of managerial positions. This paper also considers an alternative model based on variation in the quality of the worker-employer match. Both models predict the following results: As the number of workers at the lower level of the hierarchy increases, holding fixed the number of managers at the top, 1) internal promotion increases relative to external recruitment, 2) employers provide more general training, 3) the percentage of employees in the upper tail of the wage distribution decreases, 4) profitability increases. This paper tests these predictions using data from the 2017 wave of the WERS, a nationally-representative cross section of Indian establishments. The empirical results are supportive and contribute to the literature some new stylized facts concerning how key employer decisions vary with both the size and shape of the organizational hierarchy.
Human capital in urban management
M. Sabokro; M. Tajpour; E. Hosseini
Abstract
Knowledge is a key factor and strategic resource for gaining assets and non-functional organizational capabilities. Knowledge Management is the knowledgeable process of creating, validating, presenting, distributing and using the knowledge in an organization. Successful organizations consider human resource ...
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Knowledge is a key factor and strategic resource for gaining assets and non-functional organizational capabilities. Knowledge Management is the knowledgeable process of creating, validating, presenting, distributing and using the knowledge in an organization. Successful organizations consider human resource development as a fundamental principle. This study aims to investigate the Knowledge Management Effect on Managers Skills Improvement. The present study is practical and the data collection method is descriptive. The statistical population includes 200 managers in Shiraz Municipality, out of whom 128 people were selected as the statistics sample by simple random sampling and Morgan’s table. The standard questionnaire of knowledge management variables and managers skills were used as the instruments for data collection. And Cronbach’s Alpha Coefficient confirmed the questionnaire validity to be 0.92. The data analysis of the study was investigated by Partial Least Squares and Statistical Package for Social Science software. The results show that knowledge management has a positive and significant effect on human, operational and perceptual skills of Shiraz Municipality managers.
Human capital in urban management
P. Bakhtiari; I. Jalilian
Abstract
An entrepreneurial organization is always ready and able to adapt too many essential changes in the external environment, and plan their programs for changing environmental needs.This research has been done to identify the effect of job satisfaction on organizational entrepreneurship in the municipality. ...
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An entrepreneurial organization is always ready and able to adapt too many essential changes in the external environment, and plan their programs for changing environmental needs.This research has been done to identify the effect of job satisfaction on organizational entrepreneurship in the municipality. The methodology of the research in terms of the main strategy is a quantitative method. From the point of view of applied purpose, it is a descriptive and correlational method for executive, field, and library methods. The statistical population of this study is all 325 staff members in March 2018. The sampling method is a simple random method. The sample size was 175 people based on the Morgan table. Measurement tool in this research was a standard five-point Likert scale questionnaire and for analyzing data the Partial least squares regression (Smart PLS software) was used. Findings showed that job satisfaction (General Working Conditions, Contact with Colleagues, Salary and Benefits and Staff Loyalty) has a positive and significant effect on organizational entrepreneurship. Considering that the Cronbach's alpha value in this research is more than 0.7, it indicates the appropriate reliability of the research. The results showed that general conditions of work with severity (4.701), relationship with colleagues with severity (5.385), Salaries and benefits with severity (3.906) and loyalty of staff with severity (5.97) have a positive and significant effect on organizational entrepreneurship.
Human capital in urban management
A. Gholipour; E. Ebrahimi
Abstract
People in every organization could be considered as the most important resource which contributes to the development of that organization. In fact, human capital is the most important dimension of organization’s intellectual capital especially in service-oriented organizations like municipality. ...
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People in every organization could be considered as the most important resource which contributes to the development of that organization. In fact, human capital is the most important dimension of organization’s intellectual capital especially in service-oriented organizations like municipality. Therefore, the main purpose of this paper is to introduce a suitable framework for human capital evaluation of different municipal districts. This framework consists of three steps. First, the main human capital components and their related indicators are determined through literature survey. Then the relative importance of these components is calculated based on experts’ judgments. Finally, organizations are ranked in terms of human capital components and their relevant indicators. TOPSIS, A well-known multi-criteria decision-making method was used for ranking alternative municipal districts based on the weighted HC criteria. A fuzzy approach was integrated with this method to make up the vagueness of decision-makers’ judgments. The applicability of the proposed framework was demonstrated by a numerical example.
Human capital in urban management
M. Tajpour; F. Moradi; S. E. Jalali
Abstract
In the last decades, large organizations have paid more attention to the topics such as creativity and innovation in organizational level because of changes and evolutions in the increasing competition field and unreliable environmental conditions. This research investigates the influence of emotional ...
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In the last decades, large organizations have paid more attention to the topics such as creativity and innovation in organizational level because of changes and evolutions in the increasing competition field and unreliable environmental conditions. This research investigates the influence of emotional intelligence on the organizational innovation. This research is considered application-oriented and descriptive regarding the objectives and data collection method, respectively. Statistical population of the research included 300 employees from whom 169 employees were selected as statistical sample applying simple random sampling method and Cochran`s formula. Data collection was performed on the basis of standard questionnaires of emotional intelligence and organizational innovation. Questionnaire`s stability was calculated as 0.88 applying a Cronbach`s alpha coefficient. The obtained data were analyzed by applying regression and correlation coefficients in software SPSS. Research results showed that emotional intelligence and it`sdimensions had a significant positive influence on the organizational innovation in the employees
Human capital in urban management
L. Vasudevan; N. Mahadi; F. A. Robert
Abstract
Research on managers' emotional intelligence and citizenship behavior in today's workplace outlined the importance of the manager and employees' challenges, contribution and how to solve it. The aim of this paper is to determine the managers’ proficiency using ability model (emotional intelligence) ...
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Research on managers' emotional intelligence and citizenship behavior in today's workplace outlined the importance of the manager and employees' challenges, contribution and how to solve it. The aim of this paper is to determine the managers’ proficiency using ability model (emotional intelligence) that benefits for manager to be responsive towards employees while expressing the information for career development and countries’ growth. Data and past findings were gathered from several industries by researchers to determine the central idea of the rationality of this paper. As evidence, an empirical result was provided to ensure managers might be beneficial into this significant finding that associated with managers' assessments toward subordinates. Thus, this review also highlighted managers' emotional intelligence that plays a key role towards stimulating good relationships between managers and employees. This gap is to illustrate how the ability model of emotional intelligence can acquire managers' EI skill set and citizenship behavior in order to influence directly the followers' contribution, benefit and challenges in the workplace. In this review, bringing a challenge and contribution among employees in the workplace contributed to the emotional intelligence and citizenship behavior in order to find out the intent of this review paper.
Human capital in urban management
S.A. Vedra; M.J.O Baclayon; J.L. Labalan; D.D. Gonzales; H.E. Dejarme; J.P. Juario; P.G. Roxas
Abstract
Declining fish catch, conversion of mangroves into fish ponds and overexploitation of coastal resources were rampant among the coastal areas of Philippines. Hence, the national government initiated the implementation of Philippine National Aquasilviculture Program aimed to achieve food security, promote ...
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Declining fish catch, conversion of mangroves into fish ponds and overexploitation of coastal resources were rampant among the coastal areas of Philippines. Hence, the national government initiated the implementation of Philippine National Aquasilviculture Program aimed to achieve food security, promote sustainable development of fisheries resources, and reduce poverty incidence among fisherfolk and other disadvantaged groups. To this, the Mindanao State University at Naawan served as the academic partner of the Bureau of Fisheries and Aquatic Resources Region 10 in implementing three major projects namely, mangrove plantation, aquasilviculture and king crab hatchery in the community. Several people’s organizations in Misamis Oriental, Misamis Occidental and Lanao del Norte served as the project beneficiaries and implementors, particularly on mangrove plantation and aquasilviculture projects. After a year of mangrove planting, 621,852 living propagules survived (48.47%) from 1,282,770 propagules planted. In terms of aquasilviculture project, bangus cultured had a harvest of 3,513 from 4,500 juveniles reared, while only 50 individuals matured crabs were harvested out of 8,700 crablets raised simultaneously with the bangus in the same aquasilviculture pens. Hatchery of king crab attained ~1% zoeas that turned to megalopa stage. Only few reached to crablet stage due to severe cannibalism and microbial contamination. Major challenges of the project included the lack of support from local governments, internal issues of the organizations and natural disturbances like storm occurrences. All issues and concerns were brought to the partners people’s organizations and Regional Steering Committee for further deliberations and appropriate actions should similar projects be undertaken in the future.
