farooghi, N., Sanjari, A. (2016). The effects of Job Training and Organizational culture on Globalization
(Company of Kayson). , 14(3), 865-882. doi: 10.22059/jomc.2016.58882
nejhla farooghi; Ahmad Reza Sanjari. "The effects of Job Training and Organizational culture on Globalization
(Company of Kayson)". , 14, 3, 2016, 865-882. doi: 10.22059/jomc.2016.58882
farooghi, N., Sanjari, A. (2016). 'The effects of Job Training and Organizational culture on Globalization
(Company of Kayson)', , 14(3), pp. 865-882. doi: 10.22059/jomc.2016.58882
farooghi, N., Sanjari, A. The effects of Job Training and Organizational culture on Globalization
(Company of Kayson). , 2016; 14(3): 865-882. doi: 10.22059/jomc.2016.58882
The effects of Job Training and Organizational culture on Globalization
(Company of Kayson)
1MSc. University of Allameh Tabatabaee, Tehran, Iran
2Associate Professor, University of Allameh Tabatabaee, Tehran, Iran
Abstract
In the current era, almost all companies have stepped further from the local or regional step toward more international or universal one. In these companies, humanitarian properties which derive from different cultures and countries receive the most conspicuous attention. Training and instructing all staff of organizations in today's productive environment especially in international ones is highly considerable. This research which is applied descriptive one is implemented which the purpose of its effect on career training and organizational culture in globalization of Kayson company. A sample statistical information as many as 156 people were selected by categorized random sampling method and Cochran sampling technique from 262 people of chief experts, supervisors and managers. The tools for gathering data included Questionnaire and Interview. For Data analysis, first using the Pearson correlation method and Multiple Regression, the relationship between job training and organizational culture and its globalization was examined. Then applying Confirmatory Factor Analysis and Structural equation modeling the (present) model was confirmed. To test validity and questionnaires’ reliability we used interview and coefficient Alpha. Coefficient alpha estimated 0.951.
گیدنز، آنتونی (1384). چشم‌انداز‌های جهانی. ترجمة محمدرضا جلایی‌پور، تهران: طرح نو.
لواسانی، احمد (1372). کنفرانس بین‌المللی محیط زیست در ریو . تهران : انتشارات وزارت امور خارجه.
داوری، علی و رضازاده، آرش (1393). مدل‌سازی معادلات ساختاری با نرم‌افزار PLS. چاپ دوم، تهران: انتشارات جهاد دانشگاهی.
Albrow, M. (1996). The Global Age. Cambridge: Polity Press.
Appelbaum, S.H., Roy, M. & Gilliland, T. (2011). Globalization of performance appraisals: theory and applications. Management Decision, 49(4), 570-585.
Blunch, N. & Castro, P. (2005). Multinational enterprises and training revisited: do international standard matter?. Social Protection Discussion Series, NO.0504
Conner, D.R. (1993). Managing at the speed of change. New York: Random House.
Graf, A. & Mertesacker, M. (2009). Intercultural training: six measures assessing training. Journal of European Industrial Training, 33(6), 539-558.
Low, L. (1998). Human resource development in Asia-pacific. Asian pacific Economic Literature, 12(1), 27-40.
Lubin, J.S. (1992). Companies use cross-cultural training help their employees adjust abroad. the Wall Street Journal
Schultz, T. (1961). Investment in human capital. American Economic Review, march, pp.1-17
Shen, J. & Darby, R. (2006). Training and management development in Chinese multinational enterprises. ٍEmployee Relations, 25(4), 342-362.
Zakaria, N. (2000). The effects of cross-cultural training on the acculturation process of the global workforce. International of Journal of Manpower, 21(6), 492-510.
Zheng , C., Hyland, P. & Soosay, C. (2007). Training practices of multinational companies in Asia. Journal of European Industrial Training,31(6), 472-494.
