نقش فرهنگ سازمانی در رشد و توسعه صنایع کوچک و متوسط
الموضوعات :
سلیمان ایرانزاده
1
(عضو هیأت علمی (دانشیار) گروه مدیریت،واحد تبریز، دانشگاه آزاد اسلامی،تبریز،ایران)
داود نوروزی
2
(کارشناس ارشد مدیریت صنعتی و عضو باشگاه پژوهشگران جوان دانشگاه آزاد اسلامی واحد تبریز)
صادق بابائی هروی
3
(کارشناس ارشد مدیریت صنعتی و عضو باشگاه پژوهشگران جوان دانشگاه آزاد اسلامی واحد تبریز)
الکلمات المفتاحية: فرهنگ سازمانی- رشد اقتصادی-توسعه اقتصادی-صنایع کوچک و متوسط,
ملخص المقالة :
صنایع کوچک و متوسط[1](SMEها) امروزه به عنوان قلب تپنده اقتصاد و بازوی توانای صادرات در کشورهای مختلف محسوب می‌شود. به همین دلیل این صنایع از اهمیت بسیاری برخوردار می‌باشد که در صورت شکوفایی و توسعه آن شاهد افزایش صادرات غیر نفتی و رفاه عمومی جامعه خواهیم بود. تحقیق حاضر تلاشی در جهت مطالعه فرهنگ سازمانی غالب و تاثیرگذار در صنایع کوچک و متوسط و بررسی تفاوت بین شاخص‌های فرهنگ سازمانی در این صنایع می باشد. جامعه آماری این تحقیق کلیه مدیران صنایع کوچک و متوسط است که با استفاده از روش نمونه گیری تصادفی طبقه بندی شده، نمونه گیری بعمل آمده است. در این تحقیق به منظور جمع آوری اطلاعات از پرسشنامه استفاده شده است که روایی و پایایی آن نیز از طریق بررسی های مقدماتی، نظر کارشناسان و اساتید تائید شده است. پس از جمع آوری اطلاعات، با استفاده از نرم افزار SPSS میانگین نمره صنایع کوچک و متوسط در هر یک از شاخص‌های فرهنگ سازمانی محاسبه شده است. با استفاده از آزمون t به بررسی تفاوت بین نمره فرهنگ سازمانی صنایع کوچک و متوسط پرداخته شده است. در پایان به بررسی ارتباط بین ابعاد فرهنگ سازمانی در صنایع کوچک و متوسط پرداخته شده است. [1]- Small and Medium Enterprises (SMEs)
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Yamani Dozi Sarabi, M., Pardakhtchi, M. H., & Torabi Kia, H. (2001). Research on the Relationship between Organizational Culture and Job Satisfaction of the Faculty Members of Tehran University. Journal of Humanities, Alzahra University, 39, 277-306, (In Persian).
Yilmaz, C. & Ergan, E. (2008), “Organizational culture and firm effectiveness: An examination of relative effects of culture traits and the balanced culture hypothesis in an emerging economy”, Journal of World
_||_Abe, M. & Motohiko, K., (1997), “A Distributive Comparison of Enterprise Size in Korea and Taiwan”, Developing Economies, Institute of developing economies, Japan, December.
Ardalan, M. R., Salimi, Gh., Rajaipour, S., & Molavi, H. (2008). Investigating the Relationship between Individual Organization and Organizational Culture in Governmental Universities of the West (Hamedan, Kermanshah, and Kurdistan). Quarterly Journal of Research And Planning in Higher Education, 47, 97-131, (In Persian).
Audretsch, D.B. ; Santarelli, E. & Vivarelli, M. (1999), “Start-up size and Industrial Dynamics: some evidence from Italian manufacturing”, International Journal of Industrial Organization, Vol. 17, P: 965-83.
B.Lund, D. (2003), “Organizational culture and job satisfaction”, Business and industrial marketing, 219-236.
Barbosa, I. & Cardoso, C.C. (2007), “Managing diversity in academic organization: challenge to organizational culture”, Journal of Woman in management Review, 22 (4), pp.274-288.
Brown, Andrew (1995), “Organizational culture, London”, Pitman pulishing. P.14-21.
Bielschowsky, R. (1995), “The Taiwanese Experience with Small and Medium- Sized Enterprises (SMEs): Possible Lessons for Latin American and the Caribbean”, Desarollo Productive, No. 28, ECLAC, Santiago.
Cameron, K. (1985), “Cultural congruence, srength and type: relationship to effectiveness” National institute of education, p. 50, Michigan: ASHE.
Cunha, R. & Cooper, C. (2002), “Does privatization affect corporate culture and employee wellbeing?” Journal of Managerial Psychology, 17(1),p. 21-49.
Denison, D.; Cho, H.J. & Young, J. (2000), “Diagnosing Organizational Culture: a model and method”, working paper, International for management development, p.20.
Denison, R. D. & Mishra, K. A. (1995), “Toward a theory of organisational culture and effectiveness”, Organisation Science, 6(2): p.205-223.
Fani, A. A., & Hossein Nejad, H. (2002). Organizational Culture of the Ministry of Agricultural Jihad. Tedbir Magazine, 13, 38-42, (In Persian).
Fey, F. C. & Denison, R. D. (2003), “Organisational culture and effectiveness: Can American theory be applied in Russia?”, Organisation Science, 14(6): p.686-706.
Francois, H. (2006), “Organizational culture and performance measurement systems”, Journal of Accounting, Organizations and Society, 31, 77-103.
Glisson, C. (2007), “Assessing and changing organisational culture and climate for effective services”, Research on Social Work Practice, 17(6), p.736-747.
Goffee, R. & Jones, G. (2001), “Organizational Culture: a sociological perspective”, Handbook of organizational culture and climate, John Wiley, First Edition.
Guner, B.D. (2001), “Can organizational behavior explain the export intention of firms? The effects of organizational culture and ownership type”, International business review, p.71-89.
Haji Karimi, A. (2004). Development of Human Resources and Its Role in Promoting Organizational Responsibility, Culture, Values and Ethics. Management Message, 9(10), 97-115, (In Persian).
Hedayati, H. (2006). The Role of Culture in Selecting a Strategy Model. First Strategic Management Conference, (In Persian).
Hofstede, G. (1980), “Cultures Consequences”, Sago Beverly hills.
Holmes, p.; Stone, I. & Braid ford, P. (1999), “An Analysis of New Firm Survival Using a Hazard Function”.
Kinicki, A. & Kreitner, R. (2007), “Organizational Behavior”, McGraw-Hill, Third Edition, New York: NY.
Korte, R. & Chermack, T. (2007), “Changing organizational culture with scenario planning”, Journal of Futures,39,pp.645- 656.
Kumcu, E.; Harcar, T. & Kumcu, M. E. (1995), “Managerial perceptions of the adequacy of export incentive programs”, Implications for export-led economic development policy, Journal of Business Research, 32, pp. 163–174.
Kuofie, M.; Khan, I.; Usoro, A. & Majewski, G. (2010), “An Organisational Culture Model for Comparative Studies: A Conceptual View”, International Journal of Global Business, 3 (1), pp. 53-82.
Kwantes, C.T. & Boglarsky, C.A. (2007), “Perception of organizational culture leadership effectiveness and personal effectiveness across six countries”, Journal of International Management, 13, pp. 204-230.
Luo, Y. D. (2000), “Dynamic Capabilities in International Expansion”, Journal of World Business, 35: pp.355–378.
Mathew, J. (2007), “The relationship of organisational culture with productivity and quality”, Employee relations, 29 (6), pp. 677-695.
Moghimi, S. M. Kh., & Ghaderi, I. (2007). Investigating Entrepreneurship Skills of Managers and Organizational Effectiveness in Small and Medium Enterprises (SMEs). Management Knowledge, 79, 93-110, (In Persian).
Mueller, D.C. (1990), “The Dynamics of Company Profits: International Comparators”, Cambridge University Press, Cambridge.
O’Laoire D. (1996), “Wider applications of the systems based approach The EMS in the SME. In: Welford R”, editor. Corporate environmental management: systems and strategies. London: EarthScan.
Park, H.; Ribiere, V. & Schulte, W.D. (2004), “Critical attributes of organisational culture that promote knowledge management technology implementation success”, Journal of Knowledge Management, 8(3), pp. 106-117.
Raynard, P. & Forstater, M. (2002), “Corporate Social Responsibility”, Implications for Small and Medium Enterprises in Developing Countries, United Nations Industrial Development Organization, Vienna, Austria, p.67.
Quinn, R. & Cameron, K. (2006), “Diagnosing and changing organizational culture”, The Jossey-Bass publishing, Revised Edition.
Schien, E. (1996), “Defining organizational culture” The Manchester Review. P.7-8.
Schermerhorn, J.; Hunt, J. & Osborn, R. (2005), “Organizational Behavior”, New York: John Wiley & Sons Inc, Ninth Edition.
Shaghaghi, A. & Shafii, M. (2008), “strategies for increasing the SME’S effective participation in economic and industrial development of Iran”, UNIDO Organization, Tehran, Rasa Press, second edition, p.49-121.
Shim, M. (2010), “Factors influencing child welfare employees turnover: focusing on organisational culture and climate”, Children and Youth Services Review, 32, 847-856.
UNIDO, (2003), “Strategy to increase the effective participation of small and medium industries sector competitive in the industrial economy of the Islamic Republic of Iran”, Translator: A. Shaghaghi and Massoud Shafiee, First Edition, Tehran: Rasa Cultural Institute. P.121.
Wilderom, M.; Berg, V. & Peter, T. (2004), “Defining, Measuring, and Comparing Organizational Cultures”, Internal Association for Applied Psychology. 53 (4),pp. 570-582.
Van Muijen, J.; Koopman, P.; Cock, G.; Witte, K.; Lemoine, C.; Susanj, Z.; Papalexandris, N.; Bourantas, D.; Spaltro, E.; Branyicski, I.; Neves, J.; Jesunio, J.; Konrad, E.; Pitariu, H.; Gonzalez-Roma, V.; Peiro, J. & Turnipseed, D. (1999), “Organisational culture: The Focus Questionnaire”, European Journal of Work and Organisational Psychology,8 (4), pp.551-568.
Yamani Dozi Sarabi, M., Pardakhtchi, M. H., & Torabi Kia, H. (2001). Research on the Relationship between Organizational Culture and Job Satisfaction of the Faculty Members of Tehran University. Journal of Humanities, Alzahra University, 39, 277-306, (In Persian).
Yilmaz, C. & Ergan, E. (2008), “Organizational culture and firm effectiveness: An examination of relative effects of culture traits and the balanced culture hypothesis in an emerging economy”, Journal of World
