The purpose of this study is to design a model of organizational culture in Bandar Imam Petrochemical. This research is applied in terms of purpose and descriptive-exploratory in terms of data collection method and with the help of a questionnaire. . The statistical population of this study includes all 3622 employees of Bandar Imam Petrochemical Company. In order to conduct this research, the sample size was considered between 5 and 10 times the number of questionnaire questions (Tolmats, 2003). This number is between 425 according to the said amount. It is changeable up to 850. Taking into account the probabilities related to the unusability of a number of completed questionnaires, a total of 620 questionnaires were randomly distributed in the desired area at different hours of the day, and finally 595 questionnaires were used as a basis for statistical analysis. (Organizational Culture Questionnaire and Personnel Values ​​Questionnaire) was used. In this study, in order to determine the validity of the questionnaires through communication with elites (management professors) and the second-order confirmatory factor analysis model, all the proposed dimensions in this section (15 dimensions) were approved. Experts were located and the research model was approved. Cronbach's alpha coefficient was used for reliability of variables and questionnaires. To analyze the research data, factor analysis and confirmation of structural equation modeling and to fit the research model, SPSS and AMOS software were used. The results show that the research model has the necessary validity and there is a positive and significant relationship between organizational culture and personnel values ​​in Bandar Imam Petrochemical. Finally, based on the importance and purpose, suggestions are presented. تفاصيل المقالة

This investigation was done with the goal of presenting a successful model of knowledge processing style in Islamic Azad University of Tehran. The current research study is a developmental research in terms of purpose and a descriptive survey research in terms of data collection method. The statistical population of this study includes two groups of experts familiar with the knowledge processing style, and managers and staff of the Islamic Azad University of Tehran. A sample of 30 experts and a sample of 301 managers and staff of the Islamic Azad University of Tehran were chosen, and a questionnaire whose validity and reliability were confirmed was used to collect data. The collected data were analyzed through using factor analysis and analysis of variance. The obtained results demonstrated that task, organizational culture, information technology, organizational structure are the key determinants of knowledge processing style in Islamic Azad University of Tehran. تفاصيل المقالة

The present study aims to investigate and compare the status of knowledge management and intellectual capital in Islamic Azad and Payame Noor universities in Kerman province. The present study is based on descriptive assumptions and is a survey study in terms of method. The statistical population of the study includes all professors and faculty members of Payame Noor University and the Islamic Azad University of Kerman Branch. Sampling was by the stratified method. To analyze data, Statistical formulas of t and the mean difference of t and Levene's test were performed using SPSS software. To collect the required data, two researcher-made questionnaires were used. To determine the validity, the content validity method was used, so that the validity of the questionnaire of factors related to intellectual capital was 88% and the knowledge management questionnaire was 88% and to measure reliability using Cronbach's alpha, the reliability value for intellectual capital questionnaires was 96% and knowledge management was 95%. Findings from the t-test showed that there is no difference between knowledge management and intellectual capital in Islamic Azad and Payame Noor universities in Kerman province. تفاصيل المقالة

Accurate 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. تفاصيل المقالة

The 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. تفاصيل المقالة

As 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. تفاصيل المقالة

Providing 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. تفاصيل المقالة

The purpose of the present research is to explain public trust as a consequence of modern public management (participation, accountability and citizen's satisfaction) in implementing the policies of the health and medical education system. The statistical population of the research in the process of implementing the model consists of two groups. The statistical sample were estimated to be 262 people using Cochran's formula based on the quota stratified sampling method, which was upgraded to 400 people due to the reversibility rate of the questionnaires and more confidence of the sample. Data was collected by questionnaire whose content and structure validity as well as their internal consistency were investigated and confirmed and collected, using structural equation modeling at 95% confidence level. The results showed that there is a significant relationship between participatory public management and citizen's satisfaction and the mediating role of accountability in the health and medical education system. Also, participatory public management, accountability and citizen's satisfaction had a significant relationship with public trust in the health and medical education system. In addition, public trust as a consequence of modern public management had a significant relationship with the implementation of the policy of the health and medical education system. Finally, there was a significant relationship between the implementation of the policy of health and medical education system and the effectiveness of health and medical education system. While confirming the theoretical results and empirical consistency of the designed model, there was a perfect alignment between the modern public management and public trust with the implementation of the policy of health system and its effectiveness. تفاصيل المقالة

The 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. تفاصيل المقالة

The 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. تفاصيل المقالة

Organizational 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. تفاصيل المقالة

The purpose of this study was to determine the relationship between personality type and two-factor theory with work motivation (a case study) among the staff of Islamic Azad University of Khuzestan province through using a descriptive-analytical method. With a statistical population of 2428 non-faculty members from among 15 university units, 332 persons were estimated and chosen based on the Cochran relation by stratified random sampling method. The applied tools included three questionnaires. The research questions consisted of 9 questions, of which questions 1 to 5 were in fact descriptive and explanatory, and questions 6 to 9 were the main research questions; The first question was related to measuring the components of motivation at work, the second question was related to measuring the component of introverted personality, the third question was related to measuring the component of extroverted personality, and the fourth question was related to measuring the factors of motivation, and the fifth question was related to retaining factors that all five questions were accepted with a high value based on the results of factor load and t and descriptive statistics. The sixth and seventh questions were about the relationship between introverted and extroverted personalities with motivation at work. The results of Pearson correlation coefficient indicated that there is a direct and significant relationship between them. The eighth and ninth questions were about the relationship between motivating and retaining factors and motivation at work. The results of Pearson correlation coefficient presented that there is a direct and significant relationship between them. In the last part of the research, some suggestions were presented to be used in the field and by other people. تفاصيل المقالة

The 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. تفاصيل المقالة

Organizational 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). تفاصيل المقالة

مدیریت منابع انسانی اسلامی یکی از مهم‌ترین دوایر سازمانی است که بر عملکرد سازمانی تاثیر دارد و با تمرکز درست و بهره‌برداری بهینه از این مهم، می‌توان توازنی بین ثبات و تغییر ایجاد نمود؛ از طرفی توجه به مفهوم دوسوتوانی در حال رشد است. در نتیجه در پژوهش حاضر نیز دایره مدیریت منابع‌انسانی در نیروی انتظامی جمهوری اسلامی ایران به عنوان کارآمدترین دایره برای تحقق دوسوتوانی سازمانی در نظر گرفته شده است و در این پژوهش به ارائه الگوی دوسوتوانی سازمانی بر اساس وظایف مدیریت منابع انسانی اسلامی در ناجا پرداخته و به‌منظور گردآوری داده‌ها از نظرات خبرگان و کارشناسان ناجا با بکارگیری مصاحبه نیمه‌ساختاریافته و پرسشنامه استفاده شد. برای انجام تحلیل تم از نرم‌افزار اکسل و تحلیل عاملی اکتشافی از نرم-افزار اس‌پی‌اس‌اس استفاده گردید. با استفاده از تحلیل تم 120 کد محوری در 8 دسته کد گزینشی (برنامه‌ریزی، ارزیابی عملکرد، الزامات، روابط کاری اسلامی، نگهداشت، قدرت نفوذ، استخدام بر اساس معیارهای اسلامی و آموزش اسلامی) شناسایی شد. تحلیل عاملی اکتشافی نیز کدهای گزینشی را در دو بعد اکتشاف و بهره‌برداری دوسوتوان طبقه‌بندی نمود. تفاصيل المقالة

هدف از پژوهش حاضر طراحی الگوی مدیریت منابع انسانی سبز (مطالعه موردی دستگاه‌های اجرایی شهرستان شیراز) می‌باشد. مولفه‌های مدیریت منابع انسانی سبز از طریق مطالعات اکتشافی و نظرسنجی از خبرگان آگاه به موضوع با استفاده از تکنیک دلفی، مورد شناسایی قرار گرفت و سپس این عوامل در قالب الگوی طراحی شده در جامعه آماری مورد نظر به آزمون گذاشته شد. جامعه آماری پژوهش شامل دو گروه است. گروه اول شامل خبرگان است که برای طراحی الگو از نظرات 26 نفر استفاده شد. گروه دوم شامل کارکنان دستگاه‌های اجرایی شهرستان شیراز است که 732 نفر از آنها به عنوان نمونه انتخاب گردیدند. پژوهش حاضر از نوع پژوهش‌های توصیفی است که به روش پیمایشی انجام شده است. روش گردآوری اطلاعات در این پژوهش، ترکیبی از مطالعات کتابخانه‌ای و میدانی است. در این پژوهش برای تجزیه و تحلیل داده‌ها، از نرم‌افزارهای SPSS و AMOS استفاده شده است. یافته‌های پژوهش ضمن تأیید الگوی پیشنهادی، نشان داد که: مولفه‌های مدیریت منابع انسانی سبز عبارتند از: چشم انداز مدیریت منابع انسانی سبز، تجزیه و تحلیل و طراحی سبز شغل، برنامه‌ریزی منابع انسانی سبز، جذب و استخدام سبز، جامعه پذیری و روابط سبز، آموزش و توسعة توانایی های سبز، مشارکت و همکاری سبز، نگهداشت سبز منابع انسانی، جبران خدمات سبز، ارزیابی عملکرد سبز، نظم، توانمندسازی، انگیزش سبز، قدرت و اختیار سبز، مدیریت استعداد، حمایت و تعهد مدیران ارشد، کار تیمی، روابط کار، توسعه سبز، فرایند اداری سبز، ارتباطات و همکاری سبز کارکنان. تفاصيل المقالة

چکیده: مدیریت جهادی از جمله مفاهیمی است که به واسطه ضرورت های انقلاب اسلامی شکل گرفته و آثار و برکات فراوانی را در سالیان گذشته نصیب کشور کرده است. با گسترده شدن عرصه دشمنی استکبار و جهت گیری رو به پیشرفت جمهوری اسلامی ایران، احساس نیاز به بهره گیری از الگوهای شکل گرفته در این مسیر افزایش یافته است؛ از این رو هدف این پژوهش، شناسایی مولفه‌های مدیریت جهادی با تحلیلی کیفی و کمی در سازمان ثبت‌احوال کشور است. مولفه‌های مدیریت جهادی از طریق مطالعات اکتشافی و نظرسنجی از خبرگان آگاه به موضوع و با استفاده از تکنیک دلفی، مورد شناسایی و در قالب الگوی طراحی شده در جامعه آماری مورد نظر به آزمون گذاشته شد. جامعه آماری پژوهش شامل دو گروه خبرگان شامل 25 نفر و از مدیران، معاونین و مدیران و رئیس ادارت سازمان ثبت احوال ایران است که 148 بودند. پژوهش حاضر از نوع پژوهش‌های توصیفی است که به روش پیمایشی انجام شده است. به منظور تجزیه و تحلیل داده‌ها از روش‌های آماری تحلیل عاملی تأییدی، مدل‌سازی معادلات ساختاری و آزمون t تک نمونه‌ای استفاده شد. یافته‌های پژوهش ضمن تأیید الگوی پیشنهادی، نشان داد که: مدیریت جهادی شامل دو بعد: اعتقادی و مولفه‌های آن (نگرش اعتقادی، رفتار اعتقادی، نقش‌های اعتقادی و وظایف اعتقادی) و بُعد عملکردی و مولفه‌های آن (نگرش عملکردی، رفتار عملکردی، نقش‌های عملکردی و وظایف عملکردی) است. پیشنهاد می‌گردد تا مولفه‌های اعتقادی تقویت گردد تا عملکرد مدیران با حسن نیت محقق شود. تفاصيل المقالة