درخت حوزه‌های تخصصی

Research on the psychological drivers affecting employees’ work engagement is insignificant and scare. Psychological capital and ethical work climate are two important of those drivers that their impact on work engagement haven’t been investigated yet. The aim of this study is to investigate psychological capital and ethical work climate effect on employees’ service behavior by the mediating role of employees’ work engagement. The statistical population of this study includes 7000 employees of National Iranian Oil Product Distribution Company. 394 employees were the minimum sample which their data were collected from 397 employees by questionnaires. Confirmatory factor analysis and structural equation modeling were used to data analysis. Results showed that psychological capital and ethical work climate have direct and significant effect on employees’ work engagement. Also results showed their effects on service behavior. Finally, work engagement effect on employees’ service behavior was confirmed. Managers by improving employees’ work engagement can have significant effect on employees’ service performance and employees by providing high quality services can quarantine customers satisfaction, benefit for stakeholders and business survive. Managers and business owners especially in service sector can improve work engagement through creating and developing ethical climate in business and through emphasizing on workers psychological derivers by education.

People capability maturity model (PCMM) is a framework to help develop the level of maturity and improve the field of human resources of organizations. The present study is conducted with the aim of designing and validating an indigenous PCMM for managers among faculty members of the Islamic Azad University of Fars Province. First, the initial indicators are extracted through literature review, then the interview questions are designed and approved by 3 experts. After that, semi-structured interviews are conducted with 17 faculty members who, in addition to having executive records over 5 years, also are assistant professors and above. The sampling method is purposeful snowball. Data analysis is done based on Strauss and Corbin grounded theory model in 6 paradigms of causal conditions, main phenomenon, intervening conditions, context, strategies and consequences. The results of data analysis obtained during 3 open, axial and selective coding processes lead to the extraction of 29 indicators and 98 components. Then, using the obtained variables, a questionnaire is designed and distributed among faculty members, and data are collected and indicators are ranked using confirmatory factor analysis, based on which an indigenous model is presented. Validity and fitting of the model is measured through structural equations using PLS software. The results of validation show that the model has a high validity. According to the discussions and conclusions, one of the research suggestions in increasing the maturity and capability of faculty members can be holding perpetual training courses for managers, which should be implemented by teachers who have a brilliant record in human resource management.