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مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 16 صفحه
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منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله A New Look at the Relationship Between Job Stress and Organizational Commitment: a Three-Wave Longitudinal Study
ترجمه عنوان مقاله نگاهی نو به رابطه میان استرس شغلی و تعهد سازمانی: یک مطالعه طولی سه موجی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت، روانشناسی
گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد، روانشناسی صنعتی و سازمانی
مجله مجله کسب و کار و روانشناسی – Journal of Business and Psychology
دانشگاه  College of Business Administration – King Saud University – Saudi Arabia
کلمات کلیدی استرس شغلی، تعهد سازمانی، رضایتمندی شغلی، بررسی طولی
کلمات کلیدی انگلیسی Job stress, Organizational commitment, Job satisfaction, Longitudinal study
شناسه دیجیتال – doi
https://doi.org/10.1007/s10869-018-9543-z
کد محصول E8559
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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بخشی از متن مقاله:
Job stress, i.e., the adverse reactions employees experience in response to job stressors (Spector, Chen, & O’Connell, 2000a), is thought to be one of the antecedents of organizational commitment. Although organizational commitment is a multidimensional construct that consists of multiple forms (Allen & Meyer, 1990; Johnson, Chang, & Yang, 2010), in this study, organizational commitment indicates “identification with, involvement in, and emotional attachment to the organization^ (Allen & Meyer, 1996, p. 253), or affective organizational commitment. The understanding of the relationship between job stress and organizational commitment has been both inconsistent and incomplete. Although a large number of studies have reported a negative impact of job stress indices on organizational commitment (e.g., Cropanzano, Rupp, & Byrne, 2003; Jamal, 1990, 2005; Tourigny, Baba, Han, & Wang, 2013), other studies have not supported this link (Majchrzak & Cotton, 1988; Parasuraman & Alutto, 1984). Elangovan (2001) found that job stress did not have a direct relationship with organizational commitment; instead, job satisfaction, i.e., the extent to which individuals have positive affective emotions and attitudes toward their jobs (Cramer, 1996), mediated this relationship. However, most prior studies on the relationship between stress and commitment have used a cross-sectional design, and their ability to identify the direction of this relationship has thus been problematic. This issue is particularly relevant to the proposed mediating role of job satisfaction. Although the causal relationships implied by mediation take time to unfold, the cross-sectional approach assumes that these relationships are instantaneous (Selig & Preacher, 2009). Accordingly, the application of a mediation model to cross-sectional data may lead to severe bias (Maxwell & Cole, 2007; Selig & Preacher, 2009), ultimately suggesting a substantial indirect effect between two constructs through a mediator even when there is no real mediation effect (Maxwell, Cole, & Mitchell, 2011). Surprisingly, however, the majority of field studies on mediation have been based on cross-sectional data (Maxwell et al., 2011). Even the few cross-lagged studies in the literature have used only two time points and thus have not been sufficiently informative with regard to the direction of influence among the study variables. The use of two waves is insufficient because this type of design cannot determine the form of change over time (i.e., steady, delayed, or consistent) (Gottman & Rushe, 1993; Singer & Willett, 2003). Furthermore, a twowave design cannot distinguish true change from measurement error, which may lead to the erroneous conclusion that true change is occurring, although a longer temporal view would suggest the opposite. Therefore, Singer and Willett (2003) insisted that two-wave panel studies are only marginally better than cross-sectional studies. Accordingly, Ployhart and Vandenberg (2010) limited longitudinal research to studies of change that contain a minimum of three repeated measurements.

نوشته مقاله انگلیسی رایگان در مورد رابطه میان استرس شغلی و تعهد سازمانی – اسپرینگر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 8 صفحه
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نوع مقاله ISI
عنوان انگلیسی مقاله Predictors of organizational commitment among university nursing Faculty of Kathmandu Valley, Nepal
ترجمه عنوان مقاله پیش بینی کننده تعهد سازمانی در دانشکده پرستاری دانشگاه Kathmandu Valley، نپال
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت، پرستاری
گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد
مجله پرستاری بی ام سی – BMC Nursing
دانشگاه Patan Academy of Health Sciences – Lalitpur Nursing Campus – Nepal
کلمات کلیدی دانشکده پرستاری، تعهد سازمانی، پیش بینی کنندگان
کلمات کلیدی انگلیسی Nursing faculty, organizational commitment, Predictors
شناسه دیجیتال – doi
https://doi.org/10.1186/s12912-018-0298-7
کد محصول E8560
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بخشی از متن مقاله:
Background

Organizational commitment refers to employee commitment to an organization regarding desire-based (affective commitment), obligation based (normative commitment) and cost-based (continuance commitment) [1]. These form an ecosystem that encourage an employee to voluntarily continue working in an organization [2]. Organizations often try to foster commitment in their employees, which provides an impetus to work harder and be more enterprising to achieve organizational objectives. A combination of these factors ensures that an organization attains stability and reduces costly employee turnover [1]. Therefore, the faculty’s commitment to their organization, students, teaching activities, occupation, and colleagues has a positive influence on the effectiveness of an academic institution [3]. Universities worldwide are aiming to retain committed faculty in their system [4]. Job satisfaction is the most dominant factor in organizational commitment [5] and a previous study on predictors of nursing faculty members’ organizational commitment in governmental universities in Jordan showed that age, job satisfaction, and perceived organizational support were significantly related to faculty members’ commitment [6]. Similarly, ex post-facto type descriptive study of private universities’ faculty and staff in Nigeria highlighted that marital status, job type, and job tenure significantly predicted organizational commitment and turnover intention [7]. A comparative study on qualification and organizational commitment among the faculty of private universities in Pakistan revealed that faculty members with a master’s degree were more dedicated than those with either an MPhil or PhD degree [8]. In Nepal’s context, based on available literature, there has been only one study on factors associated with organizational commitment among nurses. This study revealed that 34% of nurses had a high level of organizational commitment, and perceived organizational support was associated with organizational commitment [9]. A qualified and committed nursing faculty is essential to sustain a nursing institution and deliver high quality education. However, there is no rigorous academic inquiry into organizational commitment among nursing faculty and its associated factors. This study was aimed to determine the predictors of organizational commitment among university nursing faculty within Kathmandu Valley, Nepal so that it can help the nursing administrators and managers of various universities to find ways to improve organizational commitment.

نوشته مقاله انگلیسی رایگان در مورد پیش بینی کننده تعهد سازمانی در دانشکده پرستاری – اسپرینگر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 17 صفحه
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منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors
ترجمه عنوان مقاله بررسی روابط بین رهبری خدمتگزارانه، تعهد سازمانی، رفتارهای اجتماع ستیز
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت اجرایی، مدیریت منابع انسانی، مدیریت عملکرد
مجله مجله اخلاق تجاری – Journal of Business Ethics
دانشگاه Nottingham University Business School China – The University of Nottingham Ningbo China – China
کلمات کلیدی رفتارهای اجتماع ستیز، تعهد سازمانی، رهبری خدمتگزارانه، رفتارهای صوتی
کلمات کلیدی انگلیسی Antisocial behaviors, Organizational commitment, Servant leadership, Voice behaviors
شناسه دیجیتال – doi
https://doi.org/10.1007/s10551-015-3002-9
کد محصول E8561
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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بخشی از متن مقاله:
Introduction

Following highly mediatized corporate scandals (e.g., Kirchner 2010; McLean and Elkind 2003), recent research has emphasized the importance for leaders to behave ethically (Dinh et al. 2014) and for organizations to give back to the community in which they operate (Sun 2013). Researchers and practitioners alike have also shown increased interest in the development of leaders who put the interests of their followers and organizations ahead of their own (e.g., Arkin 2009; Boyatzis and McKee 2005; George 2003; Liden et al. 2008; van Dierendonck 2011). In the same vein, followers are increasingly seeking leaders who take care of their relationship with them, demonstrate trustworthiness, build loyalty in their teams, and focus on followers’ growth (e.g., Carter and Baghurst 2014; Nichols and Cottrell 2014). As a response to these emerging trends and expectations, scholars (e.g., Liden et al. 2008, 2014; Parris and Peachey 2013; van Dierendonck 2011) have recently rediscovered and turned to servant leadership (Greenleaf 1970, 1977), a model of leadership that concentrates on the development of employees’ full potential, as an approach to leadership that has the capacity to meet the above challenges. Servant leadership depicts leaders’ first purpose as serving more than leading, stresses the importance of personal integrity, and acknowledges that organizations’ responsibilities should extend to the community and the society (Carter and Baghurst 2014; Graham 1991; Greenleaf 1977, 1998; Liden et al. 2008, Parris and Peachey 2013). Servant leadership also focuses on the development of strong, long-term relationships between leaders and employees (Liden et al. 2008). Because leaders personify the organization (Eisenberger et al. 2002; Liden et al. 2004), servant leaders also contribute to strengthen the relationship between employees and the organization (e.g., van Dierendonck et al. 2014). Yet, as employee–organization relationships are multifaceted (Coyle-Shapiro and Shore 2007; Meyer and Allen 1991; Shore et al. 2009; Tsui et al. 1997), the nature and strength of the relationship with the organization that servant leaders come to develop among their followers remains unclear. Furthermore, the fact that servant leaders aim to influence followers’ attitudes and behaviors without relying on positional or authoritative power (Carter and Baghurst 2014) raises questions regarding how they ‘‘lead’’ employees to positively contribute to the organization and refrain from engaging in negative behavior (Neubert et al. 2008; van Dierendonck et al. 2014). Accordingly, this paper aims to explore the relationships between servant leadership and organizational commitment components, which capture different bases for employees’ relationship with the organization (i.e., affective, normative, and continuance, the latter including ‘‘perceived sacrifice’’ and ‘‘few alternatives’’ dimensions; Bentein et al. 2005; Meyer and Allen 1991), voice behaviors, which refer to the expression of constructive ideas to improve work procedures (Van Dyne and LePine 1998), and antisocial behaviors, which represent behaviors that cause harm to others or the organization (Robinson and O’Leary-Kelly 1998).

نوشته مقاله انگلیسی رایگان در مورد رهبری خدمتگزارانه، تعهد سازمانی، رفتارهای اجتماع ستیز – اسپرینگر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


مشخصات مقاله انتشار مقاله سال 2018 تعداد صفحات مقاله انگلیسی 9 صفحه هزینه دانلود مقاله انگلیسی رایگان میباشد. منتشر شده در نشریه اسپرینگر نوع مقاله ISI عنوان انگلیسی مقاله Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals ترجمه عنوان مقاله تأثیر جو سازماني بر تعهد سازمانی و عملکرد سازمانی درک شده: شواهد تجربی از بیمارستان های عمومی فرمت مقاله انگلیسی  PDF رشته های مرتبط مدیریت گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد مجله تحقیقات خدمات بهداشتی – BMC Health Services Research دانشگاه Cyprus International University – Nicosia – Cyprus کلمات کلیدی بیمارستان های عمومی، عملکرد سازمانی، جو، تعهد، مدیریت، شمال قبرس کلمات کلیدی انگلیسی Public hospitals, Organizational performance, Climate, Commitment, Management, North Cyprus شناسه دیجیتال – doi
https://doi.org/10.1186/s12913-018-3149-z کد محصول E8556 وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید. دانلود رایگان مقاله دانلود رایگان مقاله انگلیسی سفارش ترجمه این مقاله سفارش ترجمه این مقاله


 

مشخصات مقاله
انتشار مقاله سال 2017
تعداد صفحات مقاله انگلیسی 8 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله Scientific association knowledge improvement activities in Construction Technology Management field
ترجمه عنوان مقاله فعالیت های بهبود انجمن دانش در زمینه مدیریت فناوری ساخت و ساز
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت تکنولوژی، مدیریت دانش
مجله پروسه مهندسی – Procedia Engineering
دانشگاه Poznań University of Technology – Plac Marii Skłodowskiej-Curie – Poland
کلمات کلیدی انجمن علمی ConInno؛ مدیریت و فناوری ساخت و ساز؛ CTM؛ دانشگاه صنعتی پوزنان
کلمات کلیدی انگلیسی Scientific association; ConInno; construction technology and management; CTM; Poznan University of Technology
شناسه دیجیتال – doi
https://doi.org/10.1016/j.proeng.2017.11.027
کد محصول E8557
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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بخشی از متن مقاله:
1. Introduction

The scientific association is an organization of students working in a higher education institution, whose purpose is the scientific and self-education of its members. Scientific circles can function as informal groups and as registered structures. The official condition of the existence of a circle at many universities is its enrollment in the special register of student organizations. Some circles gain a lot of independence by registering in court – but then they should be treated as non-governmental organizations [1]. Association activities have a very positive impact on raising the awareness and knowledge of members of the organization in the field of interests and has influence on the future career of the students. Such organizations are very much needed in higher education institutions and they raise the quality of education and open the horizons for new solutions. The aim of the article is to present the student associations role in the university life with brief description of the most important ones actively working at the Faculty of Civil and Environmental Engineering at Poznan University of Technology with the focus on actions related to Construction Technology and Management field. What is more authors present the scientific work that is associated with the actions taken by Construction Innovations Associationswhich is directly related to construction sector and civil engineering and since 2011 is growing steadily.

2. Role of students organizations

Students organization plays important role in education process and most universities accepted the role of student organizations as beneficial to both students and the university itself [2]. For the students they can provide an informal support structure, guidance and friendship while studying at the universities [3]. Participation in a student group for young people is a good way to ignore position and power hierarchy, which are replaced by collegiality and dedication to achieve both academic and professional success. This is especially important since for many students, education does not simply mean obtaining a university degree and, consequently, a good job. There is also a need to attain personal satisfaction and a sense of responsibility for the community in which one lives [4]. Recent studies showed [5] that attending the additional meeting where students who were engaged in extracurricular student organizations rated themselves higher on both leadership traits and behaviors than those who were not involved in student organizations. Other studies presented [6] greater academic and social support, greater confidence in the institutional environment, and increased contact with faculty that influence directly not only the student but the university.

نوشته مقاله انگلیسی رایگان در مورد فعالیت های انجمن دانش در مدیریت فناوری ساخت – الزویر 2017 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 13 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه اسپرینگر
نوع مقاله ISI
عنوان انگلیسی مقاله Exploring the differential impact of individual and organizational factors on organizational commitment of physicians and nurses
ترجمه عنوان مقاله بررسی تاثیر دیفرانسیلی عوامل فردی و سازمانی بر تعهد سازمانی پزشکان و پرستاران
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد
مجله تحقیقات خدمات بهداشتی – BMC Health Services Research
دانشگاه Department of Business Administration and Health Care Management – University of Cologne – Germany
کلمات کلیدی تعهد سازمانی، تجارب کار، ساختار سازمانی، گروه حرفه ای، مراقبت های ویژه
کلمات کلیدی انگلیسی Organizational commitment, Work experiences, Organizational structures, Occupational group, Critical care
شناسه دیجیتال – doi
https://doi.org/10.1186/s12913-018-2977-1
کد محصول E8558
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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بخشی از متن مقاله:
Background

Over the last few decades, a comprehensive body of knowledge has emerged, which addresses the positive influence that an employee’s organizational commitment, i.e., his or her psychological attachment to the organization, can have on an organization’s performance [1–8]. In particular, employees with low commitment to their organization have, e.g., higher turnover [9] or absenteeism [10] rates. In hospitals, there is strong consensus that nurses’ organizational commitment can hamper turnover intentions and stress [11–14], a relationship that is of great importance in times of severe workforce shortages within hospitals, especially in the nurses, but also the physicians ’ ’ occupational group [15]. In addition, a recent study with physicians showed that organizational commitment was found to be positively related to improving patient safety culture [16]. As such, this enhances the need to identify and foster factors that may strengthen employee commitment. To date, a variety of factors that influence an employee’s commitment to his or her organization have been examined. According to Meyer and Allen [17], these can be broken down into three categories: Demographic characteristics or personal dispositions of an employee (personal characteristics), work-related factors an employee experiences during his or her work (work experiences), and characteristics of the organization in which he or she is working (organizational structures). The latter two can be differentiated by whether the factor influences one particular employee (work experiences) or all employees (organizational structure) within an organization [18]. However, studies examining antecedents of organizational commitment in hospitals tend to focus on only one level of analysis, rather than explaining the effect through variables at both the individual and the organizational level. This could reveal the extent to which an employee’s individual commitment can be explained by each level of analysis. In addition, the research on commitment in healthcare settings tends to focus solely on one particular occupational group, namely nurses, rather than considering all participating professionals who provide healthcare. Surprisingly little has been done to investigate the differential effect of antecedents on organizational commitment for employees from different professions, even though Cohen [19] emphasized early on the fundamental disparities of antecedent-commitment relationships by comparing occupational groups with low and high status. Using hierarchical multilevel modeling, our study aims to examine factors that influence an employee’s commitment to his or her hospital by differing between individual-level and organizational-level predictors.

نوشته مقاله انگلیسی رایگان در مورد تاثیر عوامل فردی و سازمانی بر تعهد سازمانی – اسپرینگر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 15 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله Experimental and numerical investigations on seismic responses of reinforced concrete structures considering strain rate effect
ترجمه عنوان مقاله بررسی تجربی و عددی در پاسخ های لرزه ای سازه های بتنی با توجه به تاثیر میزان فشار
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مهندسی عمران
گرایش های مرتبط زلزله، سازه
مجله ساخت و ساز و مصالح ساختمانی – Construction and Building Materials
دانشگاه School of Civil Engineering – Shenyang Jianzhu University – China
کلمات کلیدی سازه های RC، اثر نرخ کرنش، آزمایش میز لرزان، عنصر پرتو ستون فیبری، پاسخ لرزه ای
کلمات کلیدی انگلیسی RC structures, Strain rate effect, Shaking table test, Fiber beam-column element, Seismic response
شناسه دیجیتال – doi
https://doi.org/10.1016/j.conbuildmat.2018.04.085
کد محصول E8536
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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بخشی از متن مقاله:
1. Introduction

Reinforced concrete (RC) structures have been extensively used in multistory and high-rise buildings due to their advantages of excellent structural integrity, durability and high economic efficiency. During their service periods, RC structures may be subjected to strong earthquake ground motions. The strain rates of reinforcing steel and concrete materials at critical sections of RC structural members may reach as high as 1 s1 . Fu et al. [1] and Bischoff and Perry [2] systematically reviewed the compressive behavior of concrete at high strain rates, while the strain rate effect on the tensile strength of concrete was reviewed by Malvar and Rose [3] and Thomas and Sorensen [4]. It was reported that the compressive and tensile strength of concrete can be obviously increased at the strain rates induced by seismic loading. Moreover, the tensile strength of concrete is more susceptible to increase than the compressive strength. In addition, the mechanical properties of reinforcing steels under seismic strain rates were also examined by many researchers through dynamic loading tests [5–12]. The experimental findings indicated that the yield strength and ultimate tensile strength of reinforcing steels increase linearly with the logarithmical increase of strain rate, and the effect of strain rate on the lower strength reinforcing steels is more significant as compared with that on the higher strength reinforcing steels. In current literature, many investigations are focused on the effects of loading rates on the seismic behavior of RC members. The dynamic tests of simply supported and doubly reinforced beams were performed by Bertero et al. [13] to assess the influence of loading rate on the behavior of RC beams. It was found that the stiffness before the first yielding of reinforcing steel for the beams under the higher loading rate increases about 10% as compared with that for the beams under the lower loading rate. Significantly increases in the initial yield strength were also observed, but the effect of loading rate on the ultimate strength, flexural failure mode, measured strain, curvature and deflection ductility factors of the beams is not evident. The similar conclusions were obtained by Kulkarni and Shah [14], who carried out the experimental tests of seven pairs of RC beams subjected to static and high loading rates. It was also reported in the aforementioned studies that the failure mode of the RC beams may shift from brittle shear failure at the lower strain rate to the ductile flexural failure at higher strain rates. Otani et al. [15] performed a series of tests on four pairs of cantilever RC beams under static and dynamic loads to study the potential effects of strain rate. The specimens were tested in the vertical position and loaded horizontally using a dynamic actuator. The results showed that the seismic strain rate increased the flexural resistance of RC beams by 7%–20%. Li and Li [16] studied the dynamic behavior of simply supported RC beams with different shear spans through dynamic tests, in which the influence of loading rate on the bearing capacity, ductility, stiffness, failure mode and energy absorbing of beam specimens were systematically analyzed.

نوشته مقاله انگلیسی رایگان در مورد پاسخ های لرزه ای سازه های بتنی با توجه به میزان فشار – الزویر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 10 صفحه
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منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله Collective psychological capital: Linking shared leadership, organizational commitment, and creativity
ترجمه عنوان مقاله سرمایه روان شناختی جمعی: پیوند رهبری مشترک، تعهد سازمانی و خلاقیت
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت اجرایی، مدیریت عملکرد، مدیریت منابع انسانی، مدیریت هتلداری
مجله مجله بین المللی مدیریت مهمان نوازی – International Journal of Hospitality Management
دانشگاه Chia Nan University of Pharmacy & Science – Taiwan
کلمات کلیدی صنعت هتل تایوان، رهبری مشترک، سرمایه روانشناسی، تعهد سازمانی، خلاقیت
کلمات کلیدی انگلیسی Taiwan’s hotel industry, Shared leadership, Psychological capital, Organizational commitment, Creativity
شناسه دیجیتال – doi
https://doi.org/10.1016/j.ijhm.2018.02.003
کد محصول E8537
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1. Introduction

In response to the trend toward a more dynamic hospitality business environment and rapid changes in market needs (Chiang and Hsieh, 2012), we have recognized that employee creativity and innovation are key sources of a hospitality organization’s competitive advantage that help the organization to deliver superior service quality and satisfy the customers’ diverse needs (Chang and Teng, 2017; Hon, 2012; Hon and Lui, 2016; Li and Hsu, 2016). However, employee creativity and organizational innovation are destined to stagnate without the supervisors’ positive support. Recent empirical studies have shown that leadership has been confirmed to have a significant and positive effect on employee attitudes and behaviors in a hotel workplace (Chen and Wu, 2017; Patiar and Wang, 2016; Wu and Chen, 2015). Thus, the leadership styles of hotel managers seem to have a subtle and creative influence in this competitive business context. Positive leadership from supervisors can boost morale, encourage employees to work harder for the organization and develop higher quality services (Testa and Sipe, 2012; Uen et al., 2012). In contrast, supervisors who fail to demonstrate charisma can dissipate their employees’ positive mental energies, resulting in decreased work performance. Several studies have addressed the positive correlation between the various types of leadership, including transformational, transactional, and empowering leadership, and employee psychology and behavior (Bass et al., 2003; Wu and Chen, 2015). However, the issue of how hotel leaders can motivate frontline employees – who have autonomy, a desire for self-achievement, and innovative thinking on how to encourage the employees’ creativity in the workplace – is critical to hotels in maintaining sustainable competitive advantage. According to the social exchange theory developed by Blau (1964), the social exchange process is based on the result of mutual reciprocation and trust. In addition, commitment and creativity are produced when exchange partners find a solution that results in maximum benefits for both partners. Katz and Kahn (1978) believed that when group members willingly and naturally support shared goals and influence others to do the same through shared leadership, their commitment to the organization increases, leading to enhanced organizational competitive advantages. Based on these statements, Carson et al. (2007) named this type of leadership, shared leadership. Even though a few prior studies have explored the relationship between shared leadership and its consequences, such as team performance, job satisfaction, and organizational commitment (e.g., Carson et al., 2007; Mathieu and Kukenberger, 2016; Mathieu and Kukenberger, 2015; Hoch and Kozlowski, 2014; Hoch, 2013; Liu et al., 2014), research on shared leadership and its potential effects on behavior and performance in the hotel workplace are rare.

نوشته مقاله انگلیسی رایگان در مورد سرمایه روان شناختی جمعی – الزویر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی  46 صفحه
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منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله What happened to the employed during the Great Recession? A U.S. population study of net change in employee insecurity, health, and organizational commitment
ترجمه عنوان مقاله کارگران در طول رکود بزرگ: مطالعه جمعیت ایالات متحده در مورد تغییر اساسی در ناامنی کارکنان، سلامت و تعهد سازمانی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت، اقتصاد
گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد، اقتصاد مالی
مجله مجله رفتار حرفه ای – Journal of Vocational Behavior
دانشگاه University at Buffalo – The State University of New York – United States
کلمات کلیدی رکود اقتصادی؛ عدم اطمینان شغلی؛ ناامنی کاری؛ سلامت جسمانی؛ سلامت روان؛ تعهد سازمانی
کلمات کلیدی انگلیسی recession; job insecurity; employment insecurity; physical health; mental health; organizational commitment
شناسه دیجیتال – doi
https://doi.org/10.1016/j.jvb.2018.05.001
کد محصول E8538
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A recession represents a complex macroeconomic event that creates considerable stress in a population and is an inescapable feature of the economic landscape (Vlasenko, 2014). Moreover, beginning with the recession of 1990, the U.S. entered a new era of the modern (or structural) recession (Vlasenko, 2014). Modern recessions differ from earlier traditional (or simple) recessions in that permanent job loss is more prevalent (Vlasenko, 2014). They also differ from traditional recessions in the speed of job recovery. During traditional U.S. recessions before 1990, job recovery typically occurred quickly (within one year) after a recession ended. In contrast, modern recessions are characterized by jobless recoveries. Jobs recover very slowly, often taking many years after a recession ends, with correspondingly more long-term unemployment (Vlasenko, 2014). These changes result in more deleterious outcomes for workers. The most obvious impact is the more severe and prolonged involuntary unemployment. Decades of mico-level research show that involuntary unemployment results in poor physical and mental health (Brand, 2015; McKee-Ryan, Song, Wanberg, & Kinicki, 2005; Paul & Moser, 2009), as well as scarring effects after reemployment, such as wage penalties and continuing poor mental health (e.g., Brand, 2015; Strandh, Winefield, Nilsson, & Hammarstrom, 2014). However, we know much less about what happens to the employed during recessions. Downsizing, permanent layoffs, and jobless recoveries that occur during modern recessions may have a broad influence on work environments and place high demands on the employed because productivity gains result from more output from fewer workers (Vlasenko, 2014). Moreover, the dynamics of modern recessions may broadly affect perceptions of insecurity regarding continuity of employment. Several models of stress suggest that a recession represents a primary macroeconomic stressor that increases exposure to secondary stressors at work, which then undermine employee health and work attitudes (Burgard & Kalousova, 2015; Pearlin & Bierman, 2013; Probst, 2005; Shoss, 2017; Tausig, 2013). In other words, a modern recession may create a perfect storm of secondary stressors that undermine the health and work attitudes of the employed when employers need to navigate the challenges of the major economic downturn. Despite a paucity of research on the effects of recessions among the employed, several studies have partially addressed this issue. First, using a national repeated cross-sectional study of the U.S. workforce, Frone (2016) reported that the Great Recession was associated with net increases in binge drinking and intoxication. Further, although the recession was associated with a net reduction in alcohol use during the workday, it was associated with a net increase in alcohol use after work. Second, using a repeated cross-sectional study of civil servants in Northern Ireland, Houdmont, Kerr, and Addley (2012) found that the Great Recession was associated with net increases in work demands, role ambiguity, coworker interpersonal conflict, and with net decreases in job control, coworker support, and participation in change at work.

نوشته مقاله انگلیسی رایگان در مورد تغییر اساسی در ناامنی کارکنان، سلامت و تعهد سازمانی- الزویر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.


 

مشخصات مقاله
انتشار مقاله سال 2018
تعداد صفحات مقاله انگلیسی 18 صفحه
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منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله A framework to overcome barriers to green innovation in SMEs using BWM and Fuzzy TOPSIS
ترجمه عنوان مقاله یک چارچوب برای غلبه بر موانع نوآوری سبز در شرکتهای کوچک و متوسط با استفاده از BWM و TOPSIS فازی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مهندسی صنایع، مدیریت
گرایش های مرتبط مدیریت کسب و کار، نوآوری تکنولوژی، مدیریت استراتژیک
مجله علم محیط زیست – Science of the Total Environment
دانشگاه Department of Management Studies – Indian Institute of Technology – India
کلمات کلیدی موانع، BWM، نوآوری سبز، تاپسیس فازی، شرکت های کوچک و متوسط
کلمات کلیدی انگلیسی Barriers, BWM, Green innovation, Fuzzy TOPSIS, SMEs
شناسه دیجیتال – doi
https://doi.org/10.1016/j.scitotenv.2018.03.173
کد محصول E8506
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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1. Introduction

Today, customers are more conscious about their environment than ever before (Mumtaz et al., 2018). Also, the government is making stricter regulations to control the environmental pollution caused by these organizations than ever before (Mathiyazhagan et al., 2014). Organizations irrespective of their size or structure are essential for growth of a country and also contribute substantially towards the degradation of the environment. Similarly, SMEs are the driving force behind the dynamic growth of any economy. But, being smaller in size their impact on environment goes unnoticed both at regional and national levels. It is often quoted that they accord to around 70% of the total industrial waste and pollution (Hillary, 1995; 2004). Consequently, due to surmounting customer awareness, calls by various stakeholders and pressure from the government, eventually has increased the responsibility of these organizations especially SMEs; towards minimizing the impact of industrial activities on the environment (Walker et al., 2008). Various conventions at international level have highlighted the need to protect environmental resources and also eliminate the challenges of climate change through reductions in environment pollution by industries. Most of the countries of the world; at the 2015 Paris convention took a collective pledge in order to reduce environmental pollution and save the mother earth. As mentioned above SMEs are one of the largest producers of industrial pollution, so the government and stakeholders focus is shifting towards this cluster of SMEs in order to help them reduce pollution and maintain ecological balance. But SMEs being resource constrained are not able to act responsively as per growing market needs. Thus, the need of innovation arises; so as to survive this cut-throat competition and sustain competitiveness (Cordeiro and Vieira, 2012). Green innovation involves the usage of new products, methods, materials etc. that reduce the use of natural resources and also limit the discharge of toxic substances in the environment (Ghisetti et al., 2017); it can act as a probable solution to address the growing problem of SMEs. SMEs are trying tirelessly to implement green practices since effective implementation will lead to gaining a competitive advantage over other and sustain in long run (Zhu and Sarkis, 2004; Mathiyazhagan et al., 2014). But, SMEs face a lot of barriers in implementing and adopting green innovation practices at their end. Thus, there is growing need for SMEs to address and overcome these barriers.

نوشته مقاله انگلیسی رایگان در مورد غلبه بر موانع نوآوری سبز در شرکتها – الزویر 2018 اولین بار در سایت آی اس آی دانلود ISIDL. پدیدار شد.

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