چکیده:
Achieving the organizational objectives needs employees’ behavior and their collaboration with management. Strategic behavior-driven is depend on different factors. The aim of this article is to determine the impact of factors on strategic behavior-driven. A conceptual model was developed and tested on a survey in Social Insurance Company of Tehran which employees’ participated. Data collected by questionnaire from managers and stuffs and structure equation model (SEM) was used for data analysis by LISREL software. The findings show that employees’ engagement impact on strategic behavior-driven and perceptions of job autonomy, and organizational status were significantly impact on greater employees’ engagement.
خلاصه ماشینی:
A model for illustrating the effective factors of strategic behavior (Case study: Social insurance company of Tehran) Habibolah Javanmard Faculty of Management, Islamic Azad University, Arak Branch, Arak, Iran (Received: 2 August 2014; Revised: 1 March 2015; Accepted: 3 March 2015) Abstract Achieving the organizational objectives needs employees’ behavior and their collaboration with management.
Given that firms in the healthcare industry are currently facing problems, such as incompatibility of structure, mission and organizational culture with scientific findings as well as goals and strategies which are not in line with the employees’ needs, in order to achieve strategic planning for enriching the organization and improving profitability (Lashley, 2008; Onsoyen, 2009), so it is necessary for employees to adjust their behavior to the organization’s needs.
Next, in this study there is a discussion of the antecedents and effects of job autonomy, role benefits and organizational status on employee engagement and organizational objects, and also impact of employee engagement and organizational objects on strategic behavior under examination.
Previous research has found that job autonomy is linked to certain factors related to employee engagement, such as the willingness to dedicate one’s efforts and abilities to a work task (Gagne and Deci, 2005), intrinsic job motivation (Hackman and Oldham, 1980), and individual development (Deci and Ryan, 1985).
Job Autonomy Perceived Organization al Status Perceived Organization al Objects Employee Engagement Strategic Behavior Role Benefit Fig. 1.
Job Autonomy Perceived Organizational Role Benefit Employee Engagement Strategic Behavior Fig. 3.
In this study Perceived organizational objects has impact on employee engagement and strategic behavior-driven, these results have been supported by literature (Deci and Ryan, 1985; Owen et al.