چکیده:
Retirement is inevitable fate that will emerge on period of employment stage of
each employee. In addition, that is a process that requires acceptance of the
changes and new requirements and has psychological implications for individuals.
General aim of this research is investigate the affecting factors on premature
retirement of employees in Relief Committee of Kohgiluyeh and Boyerahmad
province. The population of the study consisted of all employees of Relief
Committee of Kohgiluyeh and Boyerahmad province which 700 persons were
estimated as the subjects of the study. With using the sample table of Jersey
Morgan, 250 persons were selected as the sample size. The sampling method was
simple random. In order to collect the required data was used researcher made
questionnaire. Collected data were analyzed by using SPSS 22 software. Data
analysis is composed of two parts. Descriptive part that were used mean, standard
deviation, frequency and percentage of frequency in this part; inferential part that
were used Pearson correlation. Research findings are as follows: There is not a
significant relationship between age and premature retirement of employees. There
is a reverse and significant relationship between justice and premature retirement
of employees; there is a significant relationship between organizational
communication and premature retirement of employees; there is a significant
relationship between motivation and premature retirement of employees; there is a
significant relationship between job satisfaction and premature retirement of
employees.
خلاصه ماشینی:
The researchers is looking to have a clese look at individual aspects in the organizational performance and knowledge management capacities and also identify the weakness and strength points of the organization to reach to a better knowledge performance and finally have a more suitable planning after being established this knowledge management.
This point of view shows that the knowledge sub structures consist: technology, structure and culture a long with a process to achieve, convert, utilize, and preserve of the needful organizational capacities or is as pre condition to have a better knowledge management .
To investigate relationship between variables and first theory based on a relation between knowledge management and organizational performance would be executed by Goal; and traction coefficient to find a data normality.
Knowledge Performance 0742(**) 0000 59 Ability 0489 (**) 0000 59 transprancy 0669(**) Pearson correlation 0000 59 help 0600(**) 0000 59 stimulant 0578(**) Significance 0000 Evaluation 0676(**) 0000 59 Validity 0702(**) 0000 59 Place-environment 0629(**) 0000 59 Correlation coefficient of organizational performance and knowledge management parameters.
Knowledge management Technology Culture Process policies Perform ance Pearson correlation coefficient 0745(**) 0645(**) 0754(**) 0506(**) 0517(**) Significance 0000 0000 0000 0000 0000 Number 59 59 59 59 59 Based on the second theory that there is a difference between point of view of the men and women about the organizational performance and knowledge management, so we have measured the descriptive indexes for the both (women-men) parameters.
F-Test for parameters of organizational performance and knowledge management (personnel with different degree) Total squares Freedom Average square T Meaning fullne Function Intra-groups 5.