The role of organizational communication in enhancing organizational loyalty: دور الاتصال التنظيمي في تعزيز الولاء التنظيمي – دراسة تطبيقية على الشركات المساهمة بمدينة أبها –

This study aimed at learn about the role of organizational communication in enhancing the organizational loyalty of employees of the joint stock companies in Abha. In order to achieve these objectives, the study adopted descriptive analytical method, and the researcher designed a questionnaire as a main tool for collecting the necessary data, which were applied to a sample of workers in the companies contributing to the father (59) individuals. The results of the study reached several results, the most important of which is that there is a role for organizational communication in enhancing the organizational loyalty of the employees of the joint stock companies in Abha. The results of the arithmetic averages showed that the sub-hypothesis is not accepted, which states that: "There is an average level of organizational communication between presidents and subordinates In the companies participating in the city of Abha, "and the sub-hypothesis that states:" There is an average level of organizational loyalty among the employees of the companies in the city of Abha, "and the sub-hypothesis that states:" There are statistically significant differences in the relationship between organizational communication and loyalty Organization Due to demographic characteristics (sex - age - education level - the nature of the job - years of experience)". The study recommended a number of recommendations, the most important of which is that every company of any kind and size must work on developing its communications methods and surround everything that might impede this process, whether in terms of the worker's psychological or regulatory environment, in order to strengthen the organizational loyalty of the employees of these companies , And to increase the awareness of officials of the joint stock companies of the importance of the role of communication in enhancing the organizational loyalty of employees and the reflection on the completion and development of these companies.

Impact Using of Continuous Improvement on Functional Plateau Strategies :Evidence From Iraq

The rapid developments taking place in the world in the technological sphere led to the emergence of competition between organizations, which requires the use of modern management methods and tools to keep up with these developments and changes and that these developments came to meet the needs of management and customer satisfaction at the same time. These methods of continuous improvement of processes and equipment, materials and work methods and devices provide services that can only be done through the support of senior management. At the same time appeared a problem experienced by most Iraqi organizations namely the career plateau and its negative effects on performance. So the aim of research to answer the questions: Is there a moral connotation, positive impact of continuous improvement strategies on the plateau in the sample of the Iraqi Government and private banks? Is there a discrepancy in the views of employees in Government and private banks in determining the impact of continuous improvement on career plateau strategies?The research community may be of (100), (50) employees in State banks) and (50) employees of private banks, And statistical analysis adopted the use of discriminatory analytical test the impact of each variable of the independent variables is represented by continuous improvement in the approved functional plateau strategies variables. As well as the analysis of variance and regression and path analysis and the researched has reached to a group of the most important conclusions need banks to design career paths and identify those that benefit within the organizational structure. And among the most important recommendations: using strategies and policies that help people overcome their problems and attention to positive evaluations and reduce the desire to quit work and strengthening organizational loyalty to employees and use the transition strategy banks can reduce the negative effects of the plateau.

Applied mathematical analysis of organizational learning culture and new media technology acceptance based on regression statistical software and a moderated mediator model

In the hypercompetitive environment of the digital age, new media technologies are regarded as useful methods for improving organizational effectiveness and innovation. Using hierarchical regression equation and statistical software SPSS 22.0, this paper aims to explore the relationship between organizational learning culture and new media technology acceptance (NMTA), as well as the roles of organizational loyalty and personal innovativeness in state-owned companies. A total of 20161 valid questionnaires were collected for the final analysis. Based on a moderated mediator model and the bootstrapping method, the research indicates that there is a positive relationship between perceived organizational learning culture and NMTA. In addition, the effect of perceived organizational learning culture on NMTA is partially mediated by organizational loyalty. And personal innovativeness moderates the direct effect of perceived organizational learning culture on NMTA and indirect effect via organizational loyalty. The study offers implications for managers to promote the widespread use of new media technology in companies. Besides, this study provides new insights into the mechanism of new media technology adoption in state-owned companies by combining the perceived organizational level factors and personal trait.

Factors of involvement, in the activity in the structure of service loyalty of cadets in educational institutions of the Ministry of Internal Affairs of Russia

The article discusses theoretical and practical issues of personnel involvement research and defines the role of involvement factors in the structure of service loyalty of persons studying in an educational organization of the Russian Ministry of Internal Affairs. The significance of service loyalty in providing moral and psychological training for law enforcement agencies is discussed. On the basis of analysis of different theoretical statements it is found out that involvement and loyalty provide positive results of professional activity and increase its efficiency. The essence characteristics of involvement, which is a stable attribute that implies long-lasting concentration of an employee on the tasks and contributes to increase the professional dedication of an employee, are discussed. The empirical research using comparative and longitudinal methods has revealed reliable changes of involvement and loyalty indices of cadets during the whole period of training in a higher educational institution. The most significant changes are noted in the adaptation period of training, which is manifested in low values of professional and organizational loyalty, affective and normative loyalty. The study establishes an inverse proportional relationship between training time and cadets' involvement in activities. The results of the study suggest that the indicators of involvement and loyalty factors serve as predictive markers in managerial activity, when assessing the level of service loyalty of internal affairs officers. The empirical data obtained can be recommended for the organization of moral and psychological training of internal affairs officers.

Exploring Implicit and Explicit Attitudes of Employees’ Authentic Organizational Loyalty

The purpose of this study was to develop the OL-IAT (Organizational Loyalty – Implicit Association Test), an IAT tool that measures implicit attitudes toward organizational loyalty, and to verify its predictive validity. In total, 15 respondents were randomly selected from among the employees of P Company. The respondents were then asked open questions about the image they held of the target company. Based on their responses, a list of words was compiled for use on the OL-IAT. Evaluation categories, either like-dislike or positive-negative, were developed for this test based on the approach-avoidance words proposed by Ostafin and Palfai (2006). The OL-IAT was then administered to 127 employees of Company P, and self-reporting measures were also devised to measure explicit attitudes. A survey of whether the implicit attitude toward organizational loyalty was consistent with the explicit attitude showed that there was no significant correlation, and the attitude inconsistency was evident in the responses. When differences in rank were accounted for, organizational loyalty attitudes were consistent at the manager level, and organizational participation attitudes were consistent at the manager and general staff levels. This study will aid in the development of effective measures of organizational loyalty and accelerate interventions to increase it, which in turn will positively impact long-term organizational growth.

أثر ممارسات تقييم الأداء في تعزيز الولاء التنظيمي دراسة استطلاعية لآراء العاملين في الشركة العامة لتصنيع الحبوب/ فرع صلاح الدين

The research aimed to test the effect of performance evaluation practices in enhancing organizational loyalty. It sought to demonstrate the extent of interest in the performance evaluation practices of the General Company for Grain Processing. The research used descriptive statistics and some other statistical measures to measure variables. The research community included workers in the General Company for Grain Processing / Salah El-Din Branch, whose number is (63) employees. The research started from two hypotheses, namely the existence of a relationship and influence between performance evaluation practices and organizational loyalty. The data was analyzed using the SPSS program, through the use of a number of statistical methods to test the research hypotheses. The most important conclusions, which state the validity of the hypothesis, that there is a relationship and effect between the study variables, and the research recommended a set of recommendations, the most important of which is to work on the need to keep pace with recent developments in the field of performance evaluation practices and ways to enhance organizational loyalty.

Organizational Loyalty as a Basic Component of Effective Professional Activity of an Employee in the Organization

The article deals with the organizational loyalty of employees as one of the main components of effective professional activity. The emphasis is made on the interrelation of organizational loyalty and such individual characteristics of an employee as motivation to professional activity, subjective job satisfaction and locus of control. Psychological features of the subject of activity influence the content of organizational loyalty: increased responsibility for the effectiveness of professional work of subjects of professional interaction; creative approach to organization and management when solving professional tasks; peculiarities of communication in the process of solving production tasks. Because of empirical research, the conclusion is made that the majority of employees are satisfied with their professional activity in the given organization. Such components of UT as satisfaction with achievements in work, satisfaction with relations with employees, level of pretensions, and also preference of carried out work to high earnings are expressed in them to the greatest degree.