Information and Knowledge Management
saleh rahimi; Hasti Sedighi; Mahmoud Moradi
Abstract
he purpose of this study was to investigate the relationship between information literacy with organizational creativity and job performance of public librarians in Kermanshah province.This research has been done by descriptive-correlation method. The statistical population of this study consists of ...
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he purpose of this study was to investigate the relationship between information literacy with organizational creativity and job performance of public librarians in Kermanshah province.This research has been done by descriptive-correlation method. The statistical population of this study consists of all librarians of public libraries in Kermanshah province (170 persons). Based on Cochran formula, 118 individuals were selected as sample. The sampling method used was stratified random sampling. Three standard questionnaires were used to collect data: Qasemi Information Literacy (2007), Dorabaji et al (1998) and Paterson Job Performance (1970). The reliability of the questionnaires was calculated using Cronbach's alpha coefficient and was 0.81, 0.93 and 0.97, respectively, indicating that the questionnaires have a good reliability. Descriptive indices, Pearson correlation coefficient and Sobel test were used to analyze the data and test the research hypotheses.The results showed that librarians who are more creative and high performing, have more information literacy, and can achieve higher goals. Therefore, it can be said that increasing information literacy among librarians makes them more creative and enhances their job performance and consequently improves the performance of public libraries.Based on the results,it can be said that increasing information literacy among librarians makes them more creative and enhances their job performance and consequently improves the performance of public libraries. As a result, Kermanshah Public Library Managers can improve the information literacy of librarians, Enhance their organizational creativity and career performance and improve the performance of their public libraries under their management.
Abdollah Jahanipour; Hamid Rahimi
Abstract
Organizational creativity has always been influenced by various variables and factors. One of the affecting components on organizational creativity is the various processes of knowledge management and the phenomenon of organizational citizenship behavior. Thus the purpose of this research was study of ...
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Organizational creativity has always been influenced by various variables and factors. One of the affecting components on organizational creativity is the various processes of knowledge management and the phenomenon of organizational citizenship behavior. Thus the purpose of this research was study of relationship between knowledge sharing and organizational citizenship behavior with organizational creativity in Higher Education Institutions. Research type was descriptive correlative and statistical population consisted all of staff employees in University of Qom (N=344) that by using Cochran Formula and stratified randomized sampling, 260 ones were chosen as sample. To collect data, three standard questionnaires of knowledge sharing, standard questionnaire of organizational citizenship behavior and researcher-made questionnaire of organizational creativity were used. Content validity was used to measure questionnaires validity. Questionnaires reliability obtained through Cronbach alpha coefficient was equal to 0.91 for knowledge sharing, 0.82 for citizenship behavior and 0.85 for organizational creativity. Data analysis was performed at two descriptive levels (frequency, percentage, mean and standard deviation) and at the inferential level (sample t-test, regression coefficient and structural equation model) using SPSS software version 22 and Amos graphic. Finding showed mean of organizational citizenship behavior in different components was higher than average, and mean of knowledge sharing and organizational creativity was lower than average. Regression coefficient showed that both knowledge sharing and organizational citizenship behavior can predict employees' organizational creativity.
Fateme Zandian; Maryam Janm Mohammady; Mohammad Hassanzadeh
Abstract
The purpose of this study was to investigate the management style of Tehran University libraries from the viewpoint of managers and staff and also to explain the relationship between the leadership style of managers and their creativity. A survey research was used to evaluate the mentioned components. ...
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The purpose of this study was to investigate the management style of Tehran University libraries from the viewpoint of managers and staff and also to explain the relationship between the leadership style of managers and their creativity. A survey research was used to evaluate the mentioned components. The statistical population included all the staff and directors of affiliated libraries of University of Tehran located in Tehran with 110 staff and 18 managers from 23 libraries. The required data was collected using questionnaires. The Leadership Style Questionnaire of Likert was used to determine the leadership style of the managers and the organizational creativity questionnaire was used to determine the managers' creativity. The Likert leadership style questionnaire was used to examine eight organizational indicators. The results of the analysis showed that there was a significant difference between the views of managers and staff about the leadership style of the Tehran University libraries. Managers rated their leadership style, according to the four Likert styles, as the third style and very close to the fourth (collaborative) style, while the staff assessed their managers’ leadership as the third Likert style, namely, advisory and leaning towards the second (Dedicative-Benevolent) style. Conducting the Kruskal-Wallis test confirmed a significant difference between the leadership styles of managers in different libraries. Also, the Pearson correlation coefficient showed that there was no significant relationship between the leadership style of managers and their creativity. The latest finding of the research shows that there is no significant difference between the level of creativity in library managers with a faculty member position and library managers with a librarian's position.
Fatemeh helaliyan motlagh; Mohammad Hassanzadeh
Volume 2, Issue 4 , October 2015, , Pages 51-66
Abstract
Aim: The aim of this study was to investigate the role of knowledge management and organizational innovation in human resources productivity. Methods: A descriptive survey research has been applied. Is applied. The study population comprised 300 employees of the South Pars Gas Complex. To collect the ...
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Aim: The aim of this study was to investigate the role of knowledge management and organizational innovation in human resources productivity. Methods: A descriptive survey research has been applied. Is applied. The study population comprised 300 employees of the South Pars Gas Complex. To collect the data in this study, questionnaires were used. The content validity of questionnaires was reckoned based on the views of some experts (managers and professors) were calculated and used to calculate the reliability of Cronbach's alpha coefficient was calculated for the entire questionnaire was calculated 098/0. Finally, to evaluate and compare the data, descriptive and inferential descriptive and inferential Kolmogorov-Smirnov test, correlation, regression analysis and Friedman test were used. Findings: there is a positive significant relationship between the aspects of knowledge management and organizational creativity with human resources productivity. The aspect of knowledge creation and innovation mechanisms interact most with human resources productivity. Moreover the aspects of knowledge, convictions and organizational atmosphere or ambience influence human resources productivity most. Finally, based on the ratings scale, the application of knowledge and qualification of human resources is of the utmost importance in human resources productivity. Conclusion: Organizations need to improve human resources in order to boost productivity and use manpower, mental abilities, Staff’s faculties for the production of goods and Rendering high quality services.
