Maryam Salami; Mahnaz Mohseni Taromsari
Abstract
The purpose of this study was to investigate the effect of knowledge acquisition and organizational behavior on the job performance of public librarians in Rasht. The present study is practical and correlational. The statistical population included librarians of public libraries in Rasht who were working ...
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The purpose of this study was to investigate the effect of knowledge acquisition and organizational behavior on the job performance of public librarians in Rasht. The present study is practical and correlational. The statistical population included librarians of public libraries in Rasht who were working in 1398. Subjects of this study were 80 librarians from libraries who were selected using available sampling method. The research instruments consisted of researcher-made questionnaires of organizational behavior, knowledge acquisition questionnaire and employees' job performance questionnaire whose validity was confirmed through content validity method and its reliability was confirmed by Cronbach's alpha coefficient. Pearson correlation coefficient was used to investigate the relationship between variables and regression method was used to predict the librarians' job performance through knowledge acquisition and organizational behavior. The results of data analysis showed that there is a significant and positive correlation between knowledge acquisition and job performance (r=0.29, P <0.01). There was also a significant and positive correlation between organizational behavior and job performance (r=0.30, P <0.01). The results of multiple regression analysis show that knowledge acquisition and organizational variables account for 9% of job performance changes. Given the findings, designing and holding librarians' training programs and workshops is essential to informthem about the training of all kinds of knowledge, as well as to create a favorable work and work environment and its impact on job performance. In this way, by improving the librarians' knowledge of libraries, their job performance will improve.
Maryam Salami; Sara Bahrami nia; Zahra Azizkhani
Abstract
Abstract
Objective: The aim of this study was to determine the relationship between the ability to acquire knowledge of librarians in Kermanshah Academic libraries and their organizational growth and development.
Methodology: The present study is a descriptive-correlational and has been conducted through ...
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Abstract
Objective: The aim of this study was to determine the relationship between the ability to acquire knowledge of librarians in Kermanshah Academic libraries and their organizational growth and development.
Methodology: The present study is a descriptive-correlational and has been conducted through a survey method. The statistical population of all librarians of Kermanshah Academic libraries was 58 people. Since the research community was limited and available, census method was used to collect data, then 55 questionnaires were completed and analyzed. A standard organizational development questionnaire and a researcher-made Knowledge Acquisition Knowledge Questionnaire were used for collecting data in five options based on Likert spectrum.
Findings: The findings showed that the ability to acquire knowledge and its components (knowledge extraction, knowledge conversion and transfer of knowledge) among librarians of Academic libraries of Kermanshah is relatively favorable. The highest mean belonged to “knowledge extraction ability” (3.68) and the least frequency were related to the “ability to transfer knowledge” (3.25). Also, the average growth and organizational development and its components (rewards, relationships, structure, management, beneficial mechanisms, attitude toward change and goal) in Kermanshah Academic libraries were at the optimal level. In this section, the most frequency was related to “relationship” component and the lowest one was on “reward” item.
Conclusion: The level of knowledge transfer ability among librarians was lower than other components of knowledge acquisition. The need to train and provide conditions for improving this skill and the spirit of knowledge sharing among librarians seems to be necessary. Because the ability to transfer and share knowledge, which is one of the main attributes of the knowledge acquisition cycle, is inevitable and necessary for librarians as disseminators of information. Therefore, the more employees improve their skills and thus have better performance, the most they will play effective role in improving the status, progress and development of their organization.
Negar Alsadt Mesbahi Jahromi; Marziyeh Adibzade
Abstract
The present study was aimed at examining the effect of knowledge management on organizational innovation due to the mediating role of organizational learning with using structural equation modeling software SmartPLS2.0. Methodology: The population of research is managers, deputies and heads of Eghtesad ...
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The present study was aimed at examining the effect of knowledge management on organizational innovation due to the mediating role of organizational learning with using structural equation modeling software SmartPLS2.0. Methodology: The population of research is managers, deputies and heads of Eghtesad Novin, Melli, Mellat ,Saderat and Meher Eghtesad banks in Hormozgan province in 1394 . The sample size used by Cochran formula and selected by random sampling. To analyze the data, descriptive and inferential statistics used and data gathered using a standardized questionnaire that its validity was confirmed with view point of professors and after completion of the initial sample, with Cronbach's alpha reliability of the tool's reliability showed. findings: all indices have acceptable load factor. Knowledge management has positive and significant effect on organizational learning (0.81) and on Organizational Innovation (0.39). organizational innovation has significant positive effect on organizational learning and impact of knowledge management on organizational innovation enhancement through organizational learning. Results: The results show that organizational learning can be seen as a mediator between knowledge management and organizational innovation contribute. Knowledge management, as well as a system, as an important input, organizational learning as a key process, therefore, as an organizational innovation output is critical for today's organizations. Banks can use the system to improve knowledge management and organizational learning in the organization innovation.
