• Home
  • Designing a market-oriented and relationship-oriented organizational culture model using the Delphi method to evaluate the performance of financial management in the National Iranian Gas Company.

Share To

Article Url


Manuscript ID : JIK-2106-3606 (R1) Visit : 348 Page: 147 - 187

Article Type: Original Research

Designing a market-oriented and relationship-oriented organizational culture model using the Delphi method to evaluate the performance of financial management in the National Iranian Gas Company.

Subject Areas : Journal of Investment Knowledge

Mohammad Hossein Mehrarad 1 , Karim Hamdi 2 , maryam khaliliaraghi 3

1 - 1. Department of Business Management, Science and Research Branch, College of Management and Economics, Islamic Azad University, Tehran, Iran
2 - Business Management, Faculty of Management and Economics, Research Sciences Branch, Islamic Azad University, Tehran, Iran.
3 - 3. Department of Business Management, Science and Research Branch, College of Management and Economics, Islamic Azad University, Tehran, Iran

Received: 2021-06-29 Accepted : 2021-08-14 Published : 2024-12-21

Keywords: market-oriented culture, National Iranian Gas Company, Financial Performance, organizational culture, relationship-oriented culture,

Abstract :

This paper designs a market-oriented and relationship-oriented organizational-cultural model using the Delphi method to evaluate the performance of financial management in the National Iranian Gas Company. In a mixed approach, the criteria and sub-criteria were first extracted by the Delphi method. The statistical population of this study is in the qualitative part of the managers and experts of the headquarters of the National Iranian Gas Company and the quantitative part of the population includes employees (350 people). To determine the sample size in the quantitative part, Cochran's formula was used and 184 questionnaires were randomly distributed. In the qualitative section, by interviewing 10 experts, theoretical saturation and performing 3 stages of Delphi technique resulted in presenting the model. The final model of organizational culture including 4 dimensions, 14 components and 41 indicators was designed, which is briefly presented in the culture of relationship in the sector (leadership, financial performance of the organization, commitment, human resource development), market-oriented culture (collectivism, mission, competitiveness) in this article. Benefiting from a relationship-oriented culture, the National Iranian Gas Company strives to maintain structured relationships in the areas of financial management, human resource management and competitiveness, and by innovating and emphasizing ideation, puts knowledge-based culture at the top of its business. Its dimensions consider financial management as the heart of the organization and strive for a market-oriented presence with a human resources and human relations approach.

References:


  1. افجۀ، سید علی اکبر؛ یزدان شناس، مهدی؛ زرگران خوزانی، فاطمه. (1398). الگوی اثرگذاری حمایت سازمانی ادراک‌شده. مطالعات مدیریت (بهبود و تحول)، 28(91)، 87-118.
    2.
  2. جعفری، مصطفی، اخوان، پیمان (1385) طراحی مدل مفهومی مدیریت دانش با تاکید بر عوامل کلیدی موفقیت، فصلنامه اطلاع رسانی- آموزشی و پژوهشی مدیریت فردا، سال سوم، شماره 13 و 14، ص 32-23.
    3.
  3. حجازی، شهلا؛ مکی نژاد اصفهانی، احمدرضا (1394). بررسی رابطه بین فرهنگ‌سازمانی و تعلق سازمانی شرکت گاز استان خوزستان، کنفرانس بین‌المللی علوم و مهندسی.
    4.
  4. حسن زاده، محمد (1388). بررسی عوامل زیرساختی مدیریت دانش در دولت جمهوری اسلامی ایران، دوماهنامه علمی – پژوهشی دانشور رفتار، سال شانزدهم، شماره 35، ص 11-28.
    5.
  5. رابینز، استیفن؛ جاج، تیموتی (1389). رفتار سازمانی (ترجمه مهدی زارع). تهران: نشر نص. چاپ اول.
    6.
  6. روشن، سید علیقلی؛ شهریاری، ملیحه (1398). طراحی الگوی فرهنگ‌سازمانی کارآفرینانه مبتنی بر نظریه‌پردازی داده بنیاد؛ مطالعه‌ای در شرکت گاز استان سیستان و بلوچستان. فصلنامه علمی پژوهشی مدیریت منابع انسانی در صنعت نفت. سال دهم، شماره 40، 120-65.
    7.
  7. سیرتی، زینب و قهرمانی، محمد و اسبری، سلیمان (1396). بررسی فرهنگ‌سازمانی شرکت انتقال گاز ایران بر اساس مدل دنیسون، اولین کنفرانس بین‌المللی الگوهای مدیریت در عصر پیشرفت، تهران.
    8.
  8. شجاعی برجوئی، پروین؛ غیاثی، مجید (1395). بررسی تأثیر فرهنگ‌سازمانی بر مدیریت دانش در شرکت بهره‌برداری نفت و گاز مسجدسلیمان. همایش بین‌المللی افق‌های نوین در علوم مدیریت و حسابداری، اقتصاد و کارآفرینی.
    9.
  9. طاهری، زکیه؛ رهگذر، حسن (1397). بررسی رابطه نوع فرهنگ‌سازمانی با تعهد سازمانی و توانمندسازی کارکنان پالایشگاه گاز پارسیان در سال 1391. مدیریت فرهنگی. دوره 12. شماره 2. 116-103.
    10.
  10. فرهادی محلی، علی؛ موسی خانی، مرتضی؛ طبری، مجتبی. (1395). طراحی مدل استراتژی های مدیریت منابع انسانی بر اساس چارچوب ارزش های رقابتی (مورد مطالعه: شرکت ملی گاز ایران). پژوهشنامه مدیریت اجرایی, 8(16), 13-37.
    11.
  11. فرهی، علی؛ ابراهیمی، الهام؛ سلطانی، محمدرضا؛ هوشنگی، مهدی (1396). سنجش وضعیت موجود فرهنگ سازمانی با توجه به الگوی فرهنگ مطلوب: کاربرد رویکرد آمیخته. فصلنامه مطالعات رفتار سازمانی، سال ششم، شماره 2، 1-25.
    12.
  12. قاسمپور، حامد؛ ویسه، صید مهدی (1399). تاثیر فرهنگ جهادی و اخلاق کار اسلامی بر بهره‌وری نیروی انسانی (مورد مطالعه: کارکنان دانشگاه ایلام). فصلنامه علمی فرهنگ ایلام، دوره بیست و یکم، شماره 66 و 67.
    13.
  13. کاووسی، اسماعیل؛ عبدلی، محمدرضا،غ ولیان، حسن. (1399). تأثیر مضمون‌های فرهنگ اخلاق‌مداری بر بی‌طرفی حسابرس: تحلیلی بر ادراک رهبری تحول‌گرا. مجله علمی مدیریت فرهنگ سازمانی, 18(4), 635-659.
    14.
  14. کوچکی سیاه خاله سر، مروارید؛ قیومی، عباسعلی؛ حسن مرادی، نرگس (1391). بررسی فرهنگ سازمانی (مدل کویین) با امکان پذیری استقرار مدیریت دانش در شرکت انتقال گاز ایران. مشاوره شغلی و سازمانی، دوره چهارم، شماره 12.
    15.
  15. لینچ، ریچارد (1397). مدیریت استراتژیک. ترجمه وحید خاشعی و فاطمه زرگران. تهران: نشر فوژان. چاپ اول.
    16.
  16. تاجدینی، کیهان؛ معطوفی، علیرضا؛ ریاحی، عبداله؛ بهنام پور، ناصر (1388). تاثیر رویکردهای بازارمحوری و کارآفرینی بر نوآوری: مورد قطعه سازان خودرو، مجله مدیریت بازاریابی. سال چهارم، شماره 6، 113-91.
    17.

 

  1. Afedzie, R. H. (2015). Examining the influence of organizational culture on employees' ethical behavior in public sector organizations, Human Resource Development Theses & Dissertations.
    2.
  2. Afjei, S. A. A., Yazdanshenas, M., & Zargaran Khouzani, F. (2019). Explaining the Pattern For Perceived Organizational Support Impact. Management Studies in Development and Evolution, 28(91), 87-118. (in Persian).
    3.
  3. Al Dari, T., Jabeen, F., Hussain, M., & Al Khawaja, D. (2020). How types of organizational culture and technological capabilities contribute to organizational learning. Management Research Review, ahead-of-print(ahead-of-print). doi:10.1108/mrr-02-2020-0090.
    4.
  4. Al Mansoori, F. T., Abdul Rahman, I., & Kasim, R. (2020). Structural Relationship of Factors Affecting the Performance of Oil & Gas Company: Case Study of Adnoc. International Journal of Sustainable Construction Engineering and Technology, 11(2), 140-149. Retrieved from https://publisher.uthm.edu.my/ojs/index.php/IJSCET/article/view/7392.
    5.
  5. Azizollah, A., Abolghasem, F., & Mohammad Amin, D. (2015). The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences. Global journal of health science, 8(7), 195–202. https://doi.org/10.5539/gjhs.v8n7p195
    6.
  6. Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and Changing Organizational Culture. Addison Wesley. Reading, MA.
    7.
  7. Choo,C.W.(2013).Information culturetional Journal and organizational effectiveness .Interna –of Information Management,33, 775–779.
    8.
  8. Dadzie, C. A., Winston, E. M., Dadzie K. Q., (2012). “Organizational Culture, Competitive Strategy, and Performance in Ghana” Journal of African Business, Vol. 13, No. 3, pp. 172-182.
    9.
  9. Davenport,T.H., Delong,D.W and Beers,M.C.(1998) , ”Successful Knowledge Management Projects”,Sloan Management Review,vol.39 ,No.2,pp.43-57
    10.
  10. Denison, D. R. (2000). Organizational culture: can it be a key lever for driving organizational change? The International Handbook of Organizational Culture and Climate, pp: 346-376.
    11.
  11. Denison, D. Janivics, J. Young, J. & Cho, H. (2006), "Diagnosing Organizational Cultures: Validating a Model and Method", White paper: International Institute for Management Development, Lausanne Switzerland.
    12.
  12. Eskiler, E. Geri, S. Sertbas, K. & Calik, F. (2016). The effects of organizational culture on organizational creativity and innovativeness in the sports businesses, Anthropologist, 23 (3): 590-597.
    13.
  13. Ghasempour, H., Veiseh, S. (2020). Impact of the Model of Jihadist Culture and Islamic Labor Ethics on Human Resource Efficiency (the case of University of Ilam Employees). Ilam Culture, 21(66,67), 7-33. (in Persian).
    14.
  14. Farahi, A., ebrahimi, E., soltani, M., hooshanghi, M. (2017). Measuring Organizational Culture According to its Desired Model: Mixed Approach Application. Organizational Behaviour Studies Quarterly, 6(2), 1-25. (in Persian).
    15.
  15. Farhadi Mahalli, A., mosakhani, M., tabari, M. (2017). Designing a Model of Human Resource Management Strategies Based on Competing Values Framework Case of Study: Iranian National Gas Company)). Journal of Executive Management, 8(16), 13-37. doi: 10.22080/jem.2017.1399. (in Persian).
    16.
  16. Filabi, A. (2018). Organizational culture drives ethical behavior: evidence from pilot studies, Anti-Corruption & Integrity Forum.
    17.
  17. Goula, A (2020). The Present and the Desired Organizational Culture Model of Greek Public Hospitals. Journal of Human Resource and Sustainability Studies Vol.08 No.03, Article ID:101783,16 pages 10.4236/jhrss.2020.83012.
    18.
  18. Hassanzadeh, Mohammad (2009). Investigating the Infrastructural Factors of Knowledge Management in the Government of the Islamic Republic of Iran, Daneshvar Raftar Scientific-Research Bimonthly, Year 16, No. 35, pp. 11-28. (in Persian).
    19.
  19. Hejazi, Shahla and Makinejad Esfahani, Ahmad Reza (2015). Investigating the Relationship between Organizational Culture and Organizational Belonging of Khuzestan Gas Company, International Conference on Science and Engineering. (in Persian).
    20.
  20. Jacobs, R, Mannion, R, Davies, H, Harrison, S, Konteh, F, Walshe, K (2013), The relationship between organizational culture and performance in acute hospitals, Social Science & Medicine, Vol. 76, 115-125.
    21.
  21. Jafari, Mostafa, Akhavan, Peyman (2006) Designing a Conceptual Model of Knowledge Management with Emphasis on Key Success Factors, Farda Management Information-Educational and Research Quarterly, Third Year, No. 13 and 14, pp. 32-23. (in Persian).
    22.
  22. Jha, J. K., and B. Varkkey. (2018). Are you a Cistern or a Channel? Exploring Factors Triggering Knowledge-hiding Behavior at the Workplace: Evidence from the Indian R&D Professionals. Journal of Knowledge Management 22 (4): 824–849.
    23.
  23. Jianan, C; Shuang, C, Rui. C (2020). An Empirical Study on Achievement Motivation and Consistent Culture as Dual Core Drivers of Self-oriented Job-Crafting Behavior: Based on Self-regulatory Theory[J]. Management Review, 32(11): 170-183.
    24.
  24. Kancharla, R. and Dadhich, A. (2020), Perceived ethics training and workplace behavior: the mediating role of perceived ethical culture, European Journal of Training and Development, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/EJTD-03-2020-0045.
    25.
  25. Kavousi, E., Abdoli, M., Valiyan, H. (2020). The Effect of Ethicality Culture Themes on the Auditor’s Impartiality: An Analysis of Transformational Leadership Perception. Organizational Culture Management, 18(4), 635-659. doi: 10.22059/jomc.2020.286360.1007855. (in Persian).
    26.
  26. Khashei, V., Zargaran Khouzani, F., (2018). Strategic Management of Lynch, Fozhanpub, Tehran. (in Persian).
    27.
  27. Koay, K. Y., Sandhu, M. S., Tjiptono, F., & Watabe, M. (2020). Understanding employees’ knowledge hiding behaviour: the moderating role of market culture. Behaviour & Information Technology, 1–18. doi:10.1080/0144929x.2020.1831073.
    28.
  28. Kouchaki Siahkhalesar, Morvarid; Qayyumi, Abbas Ali; Hassan Moradi, Narges (1391). Investigation of organizational culture (Queen model) with the possibility of establishing knowledge management in Iran Gas Transmission Company. Job and Organizational Counseling, Volume 4, Number 12. (in Persian).
    29.
  29. Labafi, F. (2017). Knowledge Hiding as an Obstacle of Innovation in Organizations a Qualitative Study of Software Industry. AD-Minister 30: 131–148.
    30.
  30. Liao, Z. (2018). Corporate culture, environmental innovation and financial performance. Business Strategy and the Environment. doi:10.1002/bse.2186
    31.
  31. Litwin, G. H., & Stringer, R. A. (1968). Motivation and organizational climate. Cambridge, MA: Harvard Business School, Division of Research.
    32.
  32. Ouchi, William G. (1981).Theory Z: How American Business Can Meet the Japanese Challenge. Boston: Addison-Wesley.
    33.
  33. Panagiotis, T., & Zoe, A. (2015). The Impact of Knowledge Sharing Culture on Job Satisfaction in Accounting Firms. The Mediating Effect of General Competencies. Procedia Economics and Finance, 19: 238-247.
    34.
  34. Park, HS, & Kim, JA (2020). The effect of the type of organizational culture perceived by the cabin crew on job stress: focusing on the mediating effect of empowerment. Journal of the Korean Industrial-Academic Technology Society, 21 (11), 715–727. https://doi.org/10.5762/KAIS.2020.21.11.715.
    35.
  35. Richards, G., Yeoh, W., Chong, A. Y. L., & Popovi, A. (2019). Business intelligence effectiveness and corporate performance management: an empirical analysis. Journal of Computer Information Systems, 59 (2), 188-196.
    36.
  36. Rohim, A. and Budhiasa, I.G.S. (2019), Organizational culture as moderator in the relationship between organizational reward on knowledge sharing and employee performance, Journal of Management Development, Vol. 38 No. 7, pp. 538-560. https://doi.org/10.1108/JMD-07-2018-0190.
    37.
  37. Rowshan S A, Shahriari M. (2019). Designing Entrepreneurial organizational culture model based on Grounded Theory; A Case in Gas Company of Sistan and Baloochestan Province. Human Resource Management in Oil Industry; 10 (40) :65-96. (in Persian).
    38.
  38. Sakhrekar, S, Deshmukh, R (2014), Impact of Organizational Culture on Employees: Concise Study of Literature, International Journal of OrganizationalBehaviour & Management Perspectives, Vol. 3, No, 4.
    39.
  39. Sarwar, H., Ishaq, M. I., Amin, A., & Ahmed, R. (2020). Ethical leadership, work engagement, employees’ well-being, and performance: a cross-cultural comparison. Journal of Sustainable Tourism, 1–19. doi:10.1080/09669582.2020.1788039.
    40.
  40. Shojaei Borjoui, Parvin; Ghiasi, Majid (2016). Investigating the effect of organizational culture on knowledge management in Masjed Soleiman Oil and Gas Exploitation Company. International Conference on New Horizons in Management and Accounting, Economics and Entrepreneurship. (in Persian).
    41.
  41. Sirti, Zeinab and Ghahremani, Mohammad and Asbari, Soleiman (2017). A Study of Organizational Culture of Iran Gas Transmission Company Based on Denison Model, The First International Conference on Management Models in the Age of Progress, Tehran. (in Persian).
    42.
  42. Srour, C, Kheir-El-Din, A and Samir, Y (2020), The Effect of Organisational Ethical Culture on Organisational Citizenship Behaviour of Information Technology Organisations in Egypt, MERC Global’s International Journal of Management, Vol. 8, Issue 4, 145-157.
    43.
  43. Schein, E. (2017). Organizational culture and leadership (5th ed.). Hoboken, NJ: Wiley.
    44.
  44. Shkunova, A., Yashkova, E., Sineva, N., Egorova, A. & Kuznetsova, S. (2018). General trends in the development of the organizational culture of Russian companies. Economic Sciences,12(8), 2472-2480.
    45.
  45. Taheri, Z., rahgozar, H. (2018). Examining the relationship organizational culture type with organizational commitment and employee empowerment in Parsian Gaz Refinery in 2012.. Journal of Cultural Management, 12(40), 103-116. (in Persian).
    46.
  46. Tajeddini, K., Maatoofi, A., Riahi, A., Behnampour, N. (2009). The Effect of Market Orientation and Entrepreneurship Orientation on Innovation: the Case of Auto Parts Manufacturers. Jounal of Marketing Management, 4(6), 91-112. (in Persian).
    47.
  47. Tarba, S. Y., Ahammad, M. F., Junni, P., Stokes, P., & Morag, O. (2019). The impact of organizational culture differences, synergy potential, and autonomy granted to the acquired high-tech firms on the M&A performance. Group & Organization Management, 44 (3), 483-520.
    48.
  48. Tong, C, Tak, W, Wong, A (2015), The impact of knowledge sharing on the relationship between organizational culture and job satisfaction: The perception of information communication and technology practitioners in Hong Kong, International Journal of Human Resource Studies, Vol. 5, No.1, Pp. 19-47.
    49.
  49. Wahlow, w.; Abdul-Rahman, H. & Zakaria, N. (2015). The impact of organizational culture on international bidding decisions: Malaysia context, International Journal of Project Management, Vol. 33, No. 4, pp. 917–931.
    50.
  50. Wiewiora, A, Trigunarsyah, B, Murphy, G, Coffey, V (2013), Organizational culture and willingness to share knowledge: A competing values perspective in Australian context, International Journal of Project Management, Vol. 31. No. 8, Pp. 1163–1174.
    51.
_||_

Sanad

Sanad is a platform for managing Azad University publications

Links

Related Centers

Technical Support

Official pages

The rights to this website are owned by the Raimag Press Management System.
Copyright © 2021-2024

Home| Login| About Us| Contact Us|
[فارسی] [العربية] [fa] [ar]