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Open Access Article
1 - Identifying the Indicators and Components of Human Resource Management Based on Knowledge Management and Prioritizing Them in the Executive Organs of the City of Sari
Mahsa Shah Moradi Sanjar Salajegheh Aflatoon Amiri Masoud Pourkiani Ayob SheykhiAccurate implementation of human resource management and the development of the organizational knowledge of individuals and its management can be useful for organizational problems in the country. Therefore, the purpose of the present article is to identify the indicato MoreAccurate implementation of human resource management and the development of the organizational knowledge of individuals and its management can be useful for organizational problems in the country. Therefore, the purpose of the present article is to identify the indicators and components of human resource management based on knowledge management and ranking them in the executive organs of the city of Sari. This research was developmental in terms of purpose and based on integrated method (qualitative and quantitative), and was descriptive in terms of nature. The statistical population includes 1) 15 experts familiar with the field of human resource management, 2) 400 employees working in the executive organs of Sari. Based on the research literature, 18 indicators in human resource management topic and 8 indicators regarding knowledge management were identified and based on the Delphi technique they were provided to the experts in the field under study for evaluation. Data analysis was performed using Friedman's test, applying SPSS software. Based on the results, human resource management components were identified in 6 general categories (recruitment and selection of employees, the appointment of employees, development, and maintenance of employees, training, and improvement of employees, performance evaluation of employees, service compensation of employees) and 18 sub-components and components of knowledge management in 4 general categories (knowledge creation, knowledge sharing, knowledge application, knowledge storing) and 8 sub-components. "Appointment of employees" was also located in the first rank. Based on the results, it can be said that managers should be very careful in selecting and employing, appointing and job promotion, developing and maintaining, training and improving, developing performance and service compensation of employees because it is by paying attention to these affairs that they can minimally develop their organization, and overcome competitors in the current critical conditions. Manuscript profile -
Open Access Article
2 - Providing a Lean Leadership Model (A Comparative Study of Islamic Azad Universities and State Universities of Fars Province)
Nasir Akbari Masoud Pourkiani Saeed Sayadi Sanjar Salajegheh Ayob SheykhiThe purpose of the present research is to design a lean leadership model. Lean leadership components were identified through exploratory studies and polling the experts' opinions using Delphi technique; then these factors were tested in the form of a model designed in t MoreThe purpose of the present research is to design a lean leadership model. Lean leadership components were identified through exploratory studies and polling the experts' opinions using Delphi technique; then these factors were tested in the form of a model designed in the target population. The statistical population of the research consists of three groups. The first group consisted of experts; 31 comments were used to design the template. The second group consisted of the staff of the Azad University out of which 240 were selected and the third group consisted of the staff of the State University of which 282 were selected as sample. This research is descriptive that has been done as a survey. The method of data collection in this research is a combination of library and field studies. Confirmatory factor analysis, structural equation modeling, and one-sample t-test were used to analyze the data. The research findings, while confirming the proposed model, showed that lean leadership includes commitment to self-development, development of others, persistency in lean thinking, daily support of continuous improvement, effective listening, creating outlook, aligning goals with outlook, defining effective propelling organizational values components. Manuscript profile -
Open Access Article
3 - Presenting A Model of the Social Factors Effective in the Service Quality of the Municipalities of Mazandaran
Hamed Enshaei Hamdollah Manzari Tavakoli Sanjar Salajegheh Masoud Pourkiani Hojat BabaeiAs urban management, municipalities have a key role in the process of city management and organization. Certainly, to reach this performance, municipalities must have a proper management structure based on attracting the institutional participation of the people. Thus, MoreAs urban management, municipalities have a key role in the process of city management and organization. Certainly, to reach this performance, municipalities must have a proper management structure based on attracting the institutional participation of the people. Thus, the purpose of the study was to provide a model of social factors affecting the quality of services in the municipalities of Mazandaran. The study was applied in terms of purpose and survey concerning the method. The population was the experts familiar with the field of service quality (n = 15), employees working in the municipalities of Mazandaran (n = 356) and all clients of municipalities in Mazandaran (n = 712). The study used model design and approval questionnaire, the questionnaire of social factors affecting service quality with 75 questions and the service quality questionnaire with 22 questions to collect data. Content Validity Ratio (CVR) of the social factors affecting service quality and service quality questionnaire was calculated as 94.9% and 93.8%, respectively. Cronbach's alpha coefficient of variables was estimated to be higher than 0.7 and the reliability was confirmed. Structural equation modeling (SEM) was used with the help of LISREL software to analyze the data. According to the results, the power of the relationship between social factors and service quality was 0.51, showing that the correlation is strong and desirable. The t-test was larger than 5% error level that is 1.96 and showed a significant correlation. Moreover, the fit indices of the model showed that the proposed model was appropriate. According to the results, the managers of municipalities in Mazandaran are recommended to pay attention to employee behavior, employee competence and skills, innovation in service delivery, organizational coordination and accountability, organizational trust, organizational performance, social responsibility, employee work values to enhance service quality. Manuscript profile -
Open Access Article
4 - Explaining the Relationship Between the Personality Traits of Policymakers and job Motivation Based on Jihadi Management in Revolutionary Institutions with a Structural Equation Modeling Approach
Ali Raesi Hamdollah Manzari Tavakoli Mohammad Jalal Kamali Sanjar Salajegheh Mahdi Mohammad BagheriThe aim of this study was to explain the relationship between personality traits of policymakers and their job motivation based on jihadi management in revolutionary institutions (to provide an appropriate model). This research is correlational-descriptive in terms of n MoreThe aim of this study was to explain the relationship between personality traits of policymakers and their job motivation based on jihadi management in revolutionary institutions (to provide an appropriate model). This research is correlational-descriptive in terms of nature and applied in terms of objective and survey in terms of method. The statistical population of the present study includes 152 managers and deputies of revolutionary institutions, selected by a census method. In the present study, using library studies and experts' opinions, the personality traits of policymakers based on jihadi management, 17 components were identified and 52 questions were designed. To measure job motivation, Hukman & Oldham model, including five components of skill diversity, task identity, task importance, independence, and feedback was used. Cronbach's alpha coefficient of the questionnaire was estimated to be higher than 0.7, which indicated that the reliability was confirmed. Structural equation modeling (SEM) was used to analyze the data in Smart PLS software. Confirming the proposed research model, the results showed that there is a positive and significant relationship between the personality traits of policymakers and their job motivation based on jihadi management. Also, among personality traits, trust in God, commitment, being revolutionary, belief in guardianship of the Islamic Jurist, self-confidence, innovation and creativity, courage and determination, success-seeking, sincerity, generosity, perseverance and double effort, awareness and knowledge seeking, responsibility, kindness, risk-taking, independence-seeking, consultability have a positive and significant relationship with their job motivation based on jihadi management in revolutionary institutions. Manuscript profile -
Open Access Article
5 - Investigating the Factors Related to Measuring the Public Services Quality in the Public Sector with Service Delivery Processes
Ali Javidi Sanjar Salajegheh Masoud Pourkiani Saeed SayadiProviding high quality services to customer is among the strategic issues of this course for the private and public sectors. Therefore, the present research was conducted to investigate the factors related to measuring the public services quality in the public sector wi MoreProviding high quality services to customer is among the strategic issues of this course for the private and public sectors. Therefore, the present research was conducted to investigate the factors related to measuring the public services quality in the public sector with service delivery processes.The method of doing research was descriptive-survey. The population includes; the first group: experts familiar with theories of service quality, and the second group: the employees of the Jihad-e-Agriculture Organization in the provinces of Iran (29,687 people), that according to the Cochran's formula 380 people of them were selected as samples. In the field of data collection, the questionnaire of factors related to measuring service delivery processes and the questionnaire of public service quality were used, that their validity are 0.91.5 and 0.94.9 and have the reliability of 0.95 and 0.97.1, respectively. Data analysis was performed using confirmatory factor analysis by applying LISREL software version 8. The strength of the relationship between the factors related to measuring the public services quality in the public sector with service delivery processes was calculated equal to 0.37, which showed a desirable correlation. The t-statistical test was also obtained 3.21 which is higher than the critical value of t at the error level of 5%, that is 1.96 and showed that the observed correlation is significant. One of the characteristics of service affairs is the inseparability of the service from its provider, and this characteristic indicates that in most cases the consumer cannot and does not want to separate the service from its provider, the status and conditions of receiving services. On this basis, it can be said that the public services quality in the public sector has a consistent relationship with the service delivery processes that leads the customer to receive better services from the desired organization. Manuscript profile -
Open Access Article
6 - Identification and Investigation of the Status of the Cultural Policy-Making Pattern’s Indicators Based on Islamic Management Philosophy in District Eight’s Payam-e-Noor Universities
Fatemeh Shahabi Nejad Hamdollah Manzari Tavakoli Mohammad Jalal Kamali Sanjar Salajegheh Hamid Reza MolaeiThe discussion on the position of the religion and the quality of its Effect on the cultural policy-making is one of the subjects posited in the area of the cultural policy-making. The present study aims at the identification and investigation of the status of the cultu MoreThe discussion on the position of the religion and the quality of its Effect on the cultural policy-making is one of the subjects posited in the area of the cultural policy-making. The present study aims at the identification and investigation of the status of the cultural policy-making pattern’s indicators based on the Islamic management philosophy. the present study is a descriptive research of the developmental-applied type in terms of the study objectives. The study population included 1) the university professors and experts in the area of the management and Islamic management out of whom 30 individuals were selected based on a judgmental method and 2) the officials of the university’s cultural affairs and the clergymen and the professors in the area of the Islamic teachings from the district eight’s Payam-e-Noor university out of whom 102 individuals were selected based on a census method. In order to gather the information, library research and interview with the corresponding experts (including the professors and specialists informed of the management and Islamic management) were the methods of choice. Next and for assessing the identified indicators, use was made of questionnaire. The content validities of the questionnaire pertinent to the human veneration factors (0.578), the questionnaire related to piety and virtuousness (0.592) and the questionnaire pertaining to cultural policy-making (0.563) were confirmed with a high percentage. The Cronbach’s alpha coefficients of the questionnaires were estimated above 0.7. In order to analyze the data, one-sample t-test was employed and SPSS software was utilized. based on the results and according to Islamic management (conduct way of Imam Ali (PBUH)), the policy-making indicators were identified in two dimensions of 1) human veneration (individual indicators (growth and excellence, faith and piety, intellectuality and tranquility) and group indicators (network-based interest and sympathy) and organizational indicators (productivity and participation)) and 2) piety and virtuousness (God-orientation and exercising Unitarianism, promotion of the necessity of obeying the divine governance, prudence in Islamic culture and meritocracy) and the policy-making process’s indicators included 1) problem-finding (recognition), 2) codification of the policy, 3) legitimization, 4) implementation of the policy and 5) evaluation and valuation; all of them were found in an optimal level. according to the results, cultural policy-makers are required to pay attention to the identified indicators for the growth and excellence of the students in line with the Islamic management philosophy based on conduct way of His Highness Imam Ali (PBUH). Manuscript profile -
Open Access Article
7 - Explaining and Designing the Model of Internal Factors of Strategic Human Resource Planning Based on the Recruitment and Adjustment of Knowledge-Based Employees (Case Study: National Development Fund)
Haniyeh Fardmanesh Saeed Sayadi Sanjar Salajegheh Ayob Sheykhi Mohammad Jalal KamaliThe purpose of the present research is to explain and design the model of internal factors of strategic human resource planning based on the recruitment and adjustment of knowledge-based employees in the National Development Fund. The research method is descriptive-surv MoreThe purpose of the present research is to explain and design the model of internal factors of strategic human resource planning based on the recruitment and adjustment of knowledge-based employees in the National Development Fund. The research method is descriptive-survey. The statistical population consists of two groups, the first group includes experts familiar with the theories of strategic human resource planning and the recruitment and adjustment of knowledge-based employees, whose number is unspecified and have been scattered throughout the country and their selection method is selective and in this research their opinions have been used in the section of compiling and designing the model, and the second group includes knowledge-based employees (having university education) of the National Development Fund (2,115 people) that 325 people were selected as sample based on Cochran's formula. In the field of data collection, the questionnaires of internal factors of strategic human resource planning, knowledge-based employees, recruitment of knowledge-based employees and adjustment of knowledge-based employees were used whose validity were 0.91.5, 0.94.9, 0.93.8, 0.92.1, and their reliability were 0.86, 0.99.1, 0.94.6, 0.90.2 respectively. Data analysis was performed using structural equation modeling by applying LISREL software version 8.8. The results showed that there was a significant relationship between the internal factors of strategic human resource planning including (organizational goals, skill level, employees' efficiency, organizational structure, job satisfaction, organizational culture, organizational value, and organizational mission) and the recruitment of knowledge-based employees in the National Development Fund. There was a significant relationship between the internal factors of strategic human resource planning including (organizational goals, skill level, employees' efficiency, organizational structure, job satisfaction, organizational culture, organizational value, and organizational mission) and the adjustment of knowledge-based employees in the National Development Fund. Manuscript profile -
Open Access Article
8 - Identifying the Components of Organizational - commercial health and Examining their Status in Fars University
Mohsen Jabolghah Sanjar Salajegheh Saeed Sayadi Ayob SheykhiThe present study aims to identify the components of organizational-commercial health and their status in Fars University of Medical Sciences. This study is applied and developmental in terms of purpose, descriptive in terms of nature, and a field study in terms of the MoreThe present study aims to identify the components of organizational-commercial health and their status in Fars University of Medical Sciences. This study is applied and developmental in terms of purpose, descriptive in terms of nature, and a field study in terms of the data collection method. The statistical population of the present study includes two groups: 1) Experts in the field of organizational health among whom 15 people were selected, and 2) All employees of Fars University of Medical Sciences (1780 people) among whom 315 were selected according to Cochran’s formula by proportional stratified random sampling method. The organizational health questionnaire based on the study literature consists of 10 main components and 29 sub-indicators, that using the Delphi technique, the number of main items was changed to 8 and sub-indicators to 26 items. The content validity of the organizational health questionnaire was estimated to be 0.91,5 and the Cronbach’s alpha coefficient was higher than 0.7. The mean and one-sample t-test, using SPSS software, were used in order to analyze the data. According to the results, the components of organizational health based on the criteria proposed by experts include responsiveness to the environment, cohesion, effectiveness, leadership, professional ethics, performance appraisal, communication style, and organizational atmosphere. The mean of all components was between 4 and 5 (between “appropriate” and “perfectly appropriate”). So, according to the experts, there is a fit between all dimensions of organizational health based on the proposed criteria. Also, considering that the P-value of the test (0.000) was lower than the significance level of 0.05, so given the obtained mean higher than the base mean (3) for the variables, it can be said that the organizational-commercial health variable status is favorable. Manuscript profile -
Open Access Article
9 - Designing the Pattern of Administering Reform Policies in the Islamic Republic of Iran`s Administrative System
Shabnam Vaziri Sanjar Salajegheh Farzaneh Beigzadeh Masoud PourkianiThe policy making of the Reform of the administrative system, which can be considered as effective in the efforts of the government to rule, is one of the major areas of political science and public administration. The purpose of this research is to design a native mode MoreThe policy making of the Reform of the administrative system, which can be considered as effective in the efforts of the government to rule, is one of the major areas of political science and public administration. The purpose of this research is to design a native model for the implementation of the policy of Reform in the administrative system of the Islamic Republic of Iran.The present research is based on the quantitative and qualitative research methodology, in terms of purpose, applied development, and a descriptive survey type-correlation method. A questionnaire was designed for this purpose and designed for questionnaire design using 19 identification variables In the literature and the background of research and opinion of experts. A 400-person questionnaire was selected among managers in three levels of excellent, middle and lower levels in government departments of Golestan province using a disproportionate strain sampling method.The results showed that 19 variables were identified in three components: content, structure and Ground. The results of path analysis indicated that structural factors are related to the implementation of the policy of evolution in the administrative system, but the content and ground factors are not related to the implementation of the policy of evolution. The development of each country is closely linked to its administrative system and its effectiveness and, in essence, the model of development that its administrative system is subordinated to. Therefore, suggestions were made to create a suitable platform for implementation of the future reform policy. Manuscript profile -
Open Access Article
10 - Identifying the Indicators of Managers' Competency and Investigating Their Status in Iran Insurance Branches
Hamid Nemati Hamdollah Manzari Tavakoli Sanjar Salajegheh Masoud Pourkiani Ayob SheykhiThe role of human resources in the organization is very important because of its scarcity, worth, succession and inimitability. In this respect, the competencies of managers as the most important human resource are more important. Therefore, determining the competencies MoreThe role of human resources in the organization is very important because of its scarcity, worth, succession and inimitability. In this respect, the competencies of managers as the most important human resource are more important. Therefore, determining the competencies required by management in order to promote efficiency and improve the quality of services seems necessary. Due to the importance of the subject, the aim of the present research is to identify the indicators of managers' competency and investigating their status in Iran insurance branches. The research method was descriptive-survey. The statistical population consisted of three groups: 1) Experts familiar with the theories of managers' competence that 15 people were selected selectively. 2) Senior, basic and middle managers of Iran insurance branches (582 people) selected based on Cochran's formula, 232 people selected based on stratified random method proportion with the volume. 3) All employees of Iran insurance branches (2,067 people) that to determine and select the sample size, the paired data method, that is for each manager (two subordinate employees of the same manager) were considered that their number was determined equal to 464 people. Based on previous studies, research literature and surveying experts by Delphi technique approach totally 18 indicators and 54 questions were identified to assess managers' competence. The content validity of the questionnaires was 0.91.5, and its Cronbach's alpha coefficient was estimated 0.86 and confirmed. Data analysis was performed using one-sample t-test by applying SPP software. The results indicate that according to the base mean 3.00 and the significance level of less than 0.05, the status of the variables of individual competence (3,510), technical competence (3,596), managerial and interactive competence (3.682), general competence (3.504) and duty competence (3.616) in the Iran insurance branches were in desirable situation. But this ratio is not high enough that can be said the indicators are doing well in this organization, so they need to be strengthened. Manuscript profile -
Open Access Article
11 - Explaining Human Resource Strategies and Talent Management of Government Organizations in Iran and Presenting a Desirable Model
Sedigheh Hasani Ahmadiyeh Alireza Manzari Tavakoli Sanjar SalajeghehThis research has been conducted with the aim of explaining the relationship between human resource strategies and talent management with regard to the mediating role of basic knowledge employees in government organizations in Kerman province. The existing research is a MoreThis research has been conducted with the aim of explaining the relationship between human resource strategies and talent management with regard to the mediating role of basic knowledge employees in government organizations in Kerman province. The existing research is applied and developmental in terms of practical purpose and descriptive-correlational research method. The statistical population of the study includes all employees of Kerman government organizations in 1398 with 8675 people and sample size using Cochran's formula is 367 people. Which have been selected by stratified sampling method in proportion to volume. The information collection includes three researcher-made and standardized questionnaires. Structural equation modeling using amos22 software has been used to analyze the data. The results showed that the relationship between human resource strategies and talent management has been appropriate. Manuscript profile -
Open Access Article
12 - Studying the Status Organizational Health in Medical Universities of Kerman
Jamileh Rayani Hamdollah Manzari Tavakoli Sanjar Salajegheh Zahra Shokooh Samaneh MehdizadehThis paper aimed to design an organizational health model based on job motivation and emotional intelligence in medical universities of Kerman. The research method is mixed research and in terms of purpose is developmental-applied research that has collected data throug MoreThis paper aimed to design an organizational health model based on job motivation and emotional intelligence in medical universities of Kerman. The research method is mixed research and in terms of purpose is developmental-applied research that has collected data through field research. First, the components were identified using Delphi method and the relationship between the variables was investigated using a designed questionnaire whose validity and reliability were confirmed. The statistical population of the present study is about 17928 people which are all the employees of medical universities of Kerman. Through Cochran's formula, 1524 people were selected as the sample size by stratified random sampling method. Data collection tools were researcher-made questionnaires of organizational health, job motivation and emotional intelligence whose validity was confirmed by university professors and experts and their reliability was calculated by Cronbach's alpha coefficient. The results of the questionnaires were analyzed through descriptive and inferential statistical methods using 2013 Microsoft Excel software, IBM Sps 22, and IBM Amos 24. Findings indicate the research hypotheses confirmations and the existence of a direct and significant relationship between organizational health and its dimensions with job motivation and emotional intelligence and that attention to organizational health is very important in the organization. Furthermore, the results of structural equations showed that the structural model has a good fit and according to the desired limit of each statistic for a good fit, it can be concluded that the final research model is at the desired level and is approved. Manuscript profile -
Open Access Article
13 - Identifying the Components of Professional Ethics and Examining Their Status in the Social Security Organization
Abdolreza Soltani Nezhad Alireza Manzari Tavakoli Sanjar Salajegheh Masoud PourkianiOrganizational development is a consistent, coherent and well-planned effort to improve and modernize the system. Given the importance of professional ethics in the development of the organization, the purpose of this article is to identify the components of professiona MoreOrganizational development is a consistent, coherent and well-planned effort to improve and modernize the system. Given the importance of professional ethics in the development of the organization, the purpose of this article is to identify the components of professional ethics and examine their status in the social security organization. This research is fundamental-applied in terms of purpose and of correlation descriptive nature; it is a survey. The statistical population of the present research includes 1) experts familiar with the subject from among whom we selected 15 people. 2) Employees of the Social Security Organization (3474 people) whose 346 people were selected according to Cochran's formula by multi-stage cluster sampling method. In order to collect data, we prepared a questionnaire based on previous studies, research literature and a survey of experts using the Delphi technique. The content validity or CVR of the questionnaire was higher than 0.8 and acceptable. Cronbach's alpha coefficient was greater than 0.7 with a confirmed reliability. In order to analyze the data, we benefited from the mean and single-sample t using SPSS software. Based on the results, we identified components (responsibility, honesty, justice and fairness, loyalty, superiority and competitiveness, respect for others, empathy with others, observance of and respect for social values and norms). Considering that the means were higher than moderate (3) and the level of significance was less than (0.05), so we can say that the variable of professional ethics and its components are in good condition. Manuscript profile -
Open Access Article
14 - A Model for Factors Involved in Human Resource Productivity in the Affiliated Offices of a Government Organization
Mehdi Sadeghi Fard Saeed Sayadi Masoud Pourkiani Sanjar Salajegheh Hojat BabaeiThe purpose of this study was to identify and explain the factors related to human resource productivity in the affiliated offices of one of the government organizations in South Khorasan province. The present study is applied in terms of purpose which employs mixed des MoreThe purpose of this study was to identify and explain the factors related to human resource productivity in the affiliated offices of one of the government organizations in South Khorasan province. The present study is applied in terms of purpose which employs mixed design. The statistical population in the qualitative part of the study consists of 30 scientific and executive experts who had valuable experiences and information in the field of human resource management and productivity, while the statistical population in the quantitative part is all the employees of the affiliated branches of a government agency in South Khorasan province. Findings from the qualitative part of the research indicated that several factors are involved in human resource productivity, namely organizational culture, motivational factors, leadership style, training and empowerment of human resources, compensation of staff services, quality of human resources, information technology, organizational structure, and work environment. The validity of the research was confirmed by experts in the field of human resource management as well as factor analysis. Cronbach's alpha coefficient was used to measure the reliability of the questionnaires and the internal consistency of all dimensions was confirmed. The results of the quantitative part of the research also revealed that the effect of Compensation of Staff Services (p = 0.059, β = 0.077) and Organizational Structure (p = 0.052, β = 0.079) on Human Resource Productivity is significant at the level of 1%. While, the impact of variables of Organizational Culture (p = 0.001, β = 0.340), Motivational Factors (p = 0.035, β = 0.086), Leadership Style (p = 0.001, β = 0.391), Staff Training and Empowerment (p = 0.001, β = 0.281), Quality of Human Resources (p = 0.001, β = 0.201), Information Technology (p = 0.001, β = 0.224) and Work Environment (p = 0.001, β = 0.273) is significant on Human Resource Productivity at the level of 5%. The positive path coefficients show indicate that these structures have a positive (direct) effect on human resource productivity. Manuscript profile -
Open Access Article
15 - Identifying the Components of Organizational Culture in the - Commercial Refah Bank
Hossein Shabani Masoud Pourkiani Sanjar Salajegheh Saeed Sayadi Hojat BabaeiOrganizational culture is a kind of collective thought planning that has emerged in recent years as dominant thinking in organizations. Since in the process of organizational culture management, first, it is necessary to know the existing organizational culture and then MoreOrganizational culture is a kind of collective thought planning that has emerged in recent years as dominant thinking in organizations. Since in the process of organizational culture management, first, it is necessary to know the existing organizational culture and then to achieve the desired culture, the reforms are implemented gradually and step by step, the purpose of this research is to identify organizational culture indicators and examine the current situation in the Welfare Bank of Iran. This research is applied in terms of purpose, a descriptive correlational in terms of nature, and a survey in terms of method. Its statistical population is the employees of the Welfare Bank of Iran. The sample size was 344 people who were selected by stratified random sampling. We used a researcher-made questionnaire to collect information. We set up the organizational culture questionnaire in 9 factors and 42 sub-dimensions (indicators). The experts confirmed the formal and content validity of the questions. Cronbach's alpha coefficient was calculated to be higher than (0.7), which indicates the internal consistency of the items and the confirmation of reliability. In order to analyze the data, we used structural equation modeling using Amos software. The results showed that the organizational culture measurement model including components (development of capabilities, ideals and goals, communication, coordination and cohesion, risk-taking, customer orientation, leadership style, employee rewards, and promise) had a suitable goodness-of-fit. According to the calculated factor loads, the three questions had a factor load of less than 0.5; therefore, they were excluded from the analysis process. According to the results, we can say that in the population under study, the mean of organizational culture variable is above average (3) and is at the desired level (p-value <0.05). Manuscript profile
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