Monika Motaghi, Ali Asghar Heidary, Lida Gholizadeh,
Volume 6, Issue 1 (5-2022)
Abstract
Background: The capacity to absorb knowledge and manage organizational talent and performance is important to the survival of organizations. The aim of this study was to investigate the relationship between knowledge absorptive capacity and talent management with the performance of the organization.
Methods: This applied research used the causal design. The statistical population and sample size were 500 and 217 nurses, respectively. Three standard questionnaires were used to collect data. The knowledge absorption capacity questionnaire had Cronbach's alpha 0.705 and included 19 items. Moreover, the organizational innovation variable of the Atlay and Akif questionnaire with Cronbach's alpha 0.795 and 18 items, Hersi and Goldsmith with Cronbach's alpha of 0.762 with 42 items, and Phillips and Rapper with 28 items were used for the talent management component. Data were imported to SPSS20 and analyzed using PLS Descriptive and inferential statistics.
Results: The mean age of participants was 24.3±4.5.3 years, 52.54% of nurses were male and 42.46% were female. Also, 61.75% of nurses had a bachelor's degree and 38.15% had an MSc degree. Mean±SD of knowledge acquisition capacity was 17.56±4.63, that of talent management was 17397±4.87, that of organizational innovation was 18.22±4.65. and that of organizational performance was 18.39±4.95. Knowledge acquisition capacity, and talent management had a significant relationship with innovation and organizational performance (1.96<2.57, 3.8, 5.41 and 2.63), and organizational innovation was also correlated with organizational performance (1.96<2.94). According to the results of the Sobel test, the capacity to absorb knowledge and talent management was related to organizational performance with the mediating role of organizational innovation (1.96<2.45 and 3.21).
Conclusion: Given the relationship between knowledge absorptive capacity and talent management with organizational performance, managers should be able to effectively improve the capacity to absorb knowledge and spread it throughout the organization.
Yousef Heidary, Azam Alavi,
Volume 7, Issue 2 (11-2023)
Abstract
Background: Glass ceiling is introduced as an obstacle to the progress of competent individuals, especially women within organizations. The purpose of this study is to determine the relationship between the glass ceiling and job promotion of in Women Employees of Health Centers.
Methods: This was a correlation-descriptive study. 142 female employees working in the health centers of Shahrekord were studied through census. Data were collected using two Smith Glass Ceiling Questionnaires (2012) and a job promotion questionnaire in Chow organizations. Data analysis was performed with descriptive and inferential statistics tests (Pearson correlation) using SPSS software Ver.24.
Results: Pearson correlation test results showed that there was a negative and significant relationship between the mean score of the glass ceiling and the job promotion of women working in health centers (r = 0.73and p < 0.001).
Conclusion: According to the findings of the study, glass ceiling can prevent women's progress in health centers. Therefore, it is suggested that the Ministry of Health and health centers officials emphasize the meritocratic system and ask for support from the women who have shown the necessary capabilities in managerial positions.
