concurrently, organizations must respond effectively to social expectations and moral law and to achieve success in all areas and by respecting professional ethics adopt an appropriate procedure to achieve these expectations align with organizational goals to facilitates promotion of social accountability and realization of higher goals. in this study, we have formulated a framework by reviewin...

Visionary Leadership Your organization’s senior leaders should set a vision for the organization, create a customer focus, demonstrate clear and visible organizational values and ethics, and set high expectations for the workforce. The vision, values, and expectations should balance the needs of all your stakeholders. Your leaders should also ensure the creation of strategies, systems, and meth...

this study examines the quality of services at iran’s central library of management and planning organization (mpo) from the viewpoint of its users. the research was conducted in two phases: first, the library and its services were compared to the standards for special libraries published by the national library of iran (nli). the library was found to meet most of the standards. second, the qua...

A psychological contract is an agreement between the employer and an employee that covers the parties’ informal and frequently non-verbalized obligations and expectations towards each other. The contract is a cognitive pattern-governing employee’s behaviour in the organization. A gap between employee’s expectations and the organizational reality may lead to difficult-tosolve conflicts or cause ...

An organizationally adept agent (OAA) is not only aware that it is part of an agent organization and about its role(s) in that organization, but it can also assess how well it is fulfilling its organizational responsibilities and can proactively adapt its behaviors to meet organizational needs better. OAAs evaluate their behaviors based not only on their (agent-centric) self-interests, but also...

We discuss six different models of expectation confirmation: assimilation, contrast, generalized negativity, assimilation-contrast, experiences only, and expectations only. We identified four shortcomings of prior empirical research on expectation confirmation in IS and other fields: reliance on a single model, assumption of linearity, use of difference scores, and direct measures. Using constr...

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers’ characteristics and insecurity shape their employees’ job insecurity...