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Register a new userدور الثقافة التنظيمية في التنبؤ بقوة الهوية التنظيمية: (دراسة ميدانية على أعضاء هيئة التدريس في الجامعات الأردنية الخاصة)
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هدفت الدراسة إلى تحديد دور الثقافة التنظيمية في التنبؤ بقوة الهوية التنظيمية. و لتحقيق هذا الهدف اختيرت عينة من أربع جامعات أردنية خاصة بصفة عشوائية، و وزعت 280 استبانة على أعضاء هيئة التدريس فيها حيث استرجع منها 226 استبانة أُخضِعت للتحليل التمييزي. و قد استطاعت الدراسة بناء نموذج يتكون من الأبعاد الداخلة في التحليل كلها (التعاون، و الابتكار، و الالتزام، و الفاعلية) و قد تمكن النموذج من تصنيف المبحوثين إلى مجموعتين: من لديهم شعور ضعيف بالهوية التنظيمية، و من لديهم شعور قوي بها بدقة وصلت إلى 83.2%.
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References used
حريم، حسين ( 2004 ) السلوك التنظيمي: سلوك الأفراد والجماعات في منظمات الأعمال، عمان، دار الحامد للنشر والتوزيع.
Abu Hallaweh, Suzan Issa (2008), “Exploring Organizational Identity: Irbid District Electricity Company as a Case Study”, MBA Dissertation, Yarmouk University, Jordan
Albert, Stuart and David A. Whetten (1985), “Organizational Identity”, In L.L. Cummings and B.M. Staw (Eds), Research in Organizational Behavior, Vol. 7 : 263- 295, Greenwich, CT: JAI Press
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This study aims at investigating the organizational commitment to
job satisfaction of the teaching staff at Jordanian private Universities. It
attempts to answer the following questions:
1. What is the level of the organizational commitment with i
ts:
(continuous, affective and normative) dimensions?
2. Is there any statistical significant difference (α =0.05) between the
affective, continuous and normative dimensions and job satisfaction of
teaching staff at Jordanian private Universities?
This study aims to evaluate the faculty members’ satisfaction’s (270
faculty members) on the campus climate at academic and applied
universities in Jordan as perceived by faculty members. Also, it aims to
investigate the effect of gender, academic
rank, and experience factors in
evaluating campus climate.
By using an arithmetic mean, standard deviation, ANOVA, and t-test
to investigate the indication of the study sample response, the study
concludes that evaluation of campus climate at academic and applied
universities as perceived by faculty members is, in general, medium.
Faculty members were more satisfied in applied campus climate than
academic climate.
Based on the t-test analysis, differences in campus climate were
found for academic rank, experience in higher education. But there were
no differences for gender. Finally implications for practice are provided
for higher education institutions to improve campus climate.
The purpose of this study was to examine the relationship between the degree of practicing transformational leadership by principals of Zarqa Governorate and their teachers' organizational citizenship behavior. Two hundreds and fifty six basic and hi
gh school teachers participated in this study. The results of the study revealed that transformational leadership overall and its dimensions were being moderately correlated to teachers organizational citizenship behavior and its four dimensions: altruism, conscientiousness, civic virtue, and courtesy respectively. On the other hand, transformational leadership overall and its dimensions were weakly correlated to teachers sportsmanship behavior. Furthermore, the results indicated that transformational leadership predicted (0.37) of teachers' organizational citizenship behavior variance and the best predictor was idealized influence (0.47), followed by inspirational motivation (0.36). More over, individualized consideration and intellectual stimulation were found to be insignificant predictor of teachers organizational citizenship behavior. Finally, the study ended by offering a number of recommendations for practice and research.
The research aims to identify the level of organizational culture prevailing in
Tishreen University, and the level of management innovation at the administrative staff,
the study of the relationship between organizational culture and achieve the pr
evailing
management innovation at the administrative staff at the university. Adopted Find
descriptive approach and included the research community all administrative staff in
Tishreen University's (1119) administratively, and the sample was determined using the
statistical sample law amounted to (286) administrative distributed the questionnaire to
them and returned them (231) the identification of, and response rate ( 80.77%). And the
adoption of appropriate statistical methods was the most important results that have been
reached:
*The level of organizational culture prevailing in Tishreen University is the high
level and the relative importance (75.16%).
*The administrative creativity level of the administrative staff at Tishreen University
is a high level with respect to problem-solving and decision-making, and the ability to
change, and encourage creativity.
*Contribute to organizational culture prevailing at Tishreen University in achieving
administrative creativity, where (67.2%) of the developments in the achievement of
administrative creativity interpreted by the prevailing organizational culture changes.
This study aims to explore the attitudes of university professors to the determining factors of employment satisfaction as regards salary, functional security, empowerment, relationships and social value.
To achieve the objectives of this study, the
researchers constructed a questionnaire consisting of 28 questions in order to collect primary data from the study sample, which consisted of 150 university professors at private and governmental universities.
The researcher distributed 150 questionnaires, of which 120 were returned.
These questionnaires were validated for statistical analysis.
The most important results were as follows:
- There are no significant differences between the members of the academic staff who work in the private or governmental universities in Syria concerning: salary and remunerations; relationships with colleagues; relationship with management, and empowerment.
- There are significant differences between them concerning: their
relationship with students; job security and social value.
- This study had also proved that the priorities of the academic staff about factors causative of satisfaction vary relating to the university sector (governmental or private). . .
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