Sedigheh Tootian; Asadollah Mehrara; Mehri Bigdeli
Volume 12, Special Issue , June 2018, , Pages 749-766
Abstract
The present study was aimed to examine the relationship between personality traits and creativity with the organizational performance of educational managers' human resources in Tehran's fifth region. Research method was practical in terms of objective; and in terms of data collection method, it was ...
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The present study was aimed to examine the relationship between personality traits and creativity with the organizational performance of educational managers' human resources in Tehran's fifth region. Research method was practical in terms of objective; and in terms of data collection method, it was descriptive-correlational. The statistical population of the research consisted of all educational managers of schools in Tehran's fifth region. Using a Morgan Table and a simple random sampling method, 188 individuals were selected as sample size. In order to collect data, certain questionnaires were used. The present research used content and construct validity to determine the validity of the questionnaires. In addition, to measure reliability, Cronbach's alpha coefficient and composite reliability was used. Findings showed that the measurement tool was reliable and valid. The data collected from distributing the questionnaires were analyzed using SPSS and Smart PLS software in two sections: descriptive and inferential (structural equations). Findings showed that there was a significant relationship between flexibility and creativity with the performance of human resources in the education system of the fifth region. There was a significant relationship between adaptability and creativity with the performance of human resources in the education system of the fifth region. There was a significant relationship between responsibility and creativity with the performance of human resources in the education system of the fifth region.
Asadollah Mehrara; Sedigheh Tootian esfahani; Mojtaba Shahrian
Volume 12, Special Issue , June 2018, , Pages 927-949
Abstract
The present study was aimed to examine the effect of organizational culture on organizational atmosphere, considering organizational evolution. Research method was descriptive-survey in terms of data collection; and in terms of objective, it was practical. The statistical population of the present study ...
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The present study was aimed to examine the effect of organizational culture on organizational atmosphere, considering organizational evolution. Research method was descriptive-survey in terms of data collection; and in terms of objective, it was practical. The statistical population of the present study consisted of all employees in the education system of Tehran (2000 individuals). Sample size included 322 individuals who were selected using a Morgan Table and a stratified random sampling method. Data collection tools included Robins' standard organizational culture questionnaire, Holpin and Croft's organizational atmosphere questionnaire, and John Gutter and Peter Draker's integrated organizational evolution questionnaire, which were designed using a 5-point Liker scale. Face validity and content validity of the questionnaire were approved; and by calculating Cronbach's alpha coefficient, its reliability was calculated to be 0.89 for organizational culture, 0.70 for organizational atmosphere, and 0.87 for organizational development. In order to analyze data, a regression test was used. The obtained results showed that organizational culture affects organizational atmosphere, considering the fact that organizational evolution has a positive significant effect. Based on Sobel's test, the direct effect of organizational culture on organizational atmosphere is 0.39 in a 5% level. And its confidence distance is considerably greater than zero, which indicates that the effect of the intermediary variable, i.e. organizational evolution, is effective and significant in a regression model.
