Today, management professionals use fault finding techniques for developing organization. Therefore, this paper has considered using a fault finding model of Vayzboard to identify strengths and weaknesses of the University of Isfahan. The methodology of research is Surv More
Today, management professionals use fault finding techniques for developing organization. Therefore, this paper has considered using a fault finding model of Vayzboard to identify strengths and weaknesses of the University of Isfahan. The methodology of research is Survey and the research tool is a questionnaire. The study sample included all administrative and teaching staff of Isfahan University (445) among which, 118 cases with Cochran formula and a stratified random sampling size selected. The results showed that among the dimensions of organizational fault finding of Vayzboard, the target dimension is in the low and the other dimensions are in the middle.
Also among the variables, the “relationships and reward “, are the most effective in comparison to the other variables on the employees’ change. Finally, all the used independent variables could explain 50% of the changes of the dependent variables.
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The aim of this study was to determine the effect between "transformational leadership" and "tendency to change" through the mediating role of "commitment to change" staff of the Islamic Azad University, Shahrekord Branch, with a descriptive correlational method. The st More
The aim of this study was to determine the effect between "transformational leadership" and "tendency to change" through the mediating role of "commitment to change" staff of the Islamic Azad University, Shahrekord Branch, with a descriptive correlational method. The statistical population of the study was 390 employees of Shahrekord Islamic Azad University, of which 138 people were selected using Tapakhnik and Fidel formula and random sampling method to participate in the research. Three questionnaires were "Transformational Leadership of Bass and Allio 1995," "Tendency to Change Dunham et al. 1989" and "Commitment to Change Herskovich and Meyer 2002" to measure variables. Formal process by a number of respondents and narrative Content was approved by a number of experts. The reliability of the questionnaire was estimated to be 0.84 using the Cronbach's alpha coefficient for the "transformational leadership" questionnaire, 0.77 for "change orientation" and 0.76 for "commitment to change". Descriptive and inferential statistics (Pearson correlation coefficient tests, structural equation model test, multiple regression, etc.) were used to analyze the data. The results showed that there is a significant and positive relationship between the tendency to change and change and leadership (r = 0.298) and there is a significant and positive relationship between the tendency to change and commitment to change (r = 0.167). There is also a significant and positive relationship between transformational leadership and commitment to change (r = 0.246)
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This study was conducted to study the analysis of cultural-identity factors affecting the tendency to change the name of individuals in clients of the Civil Registry Office (Case study of 6 cities in Khuzestan province). Name and choice of naming is a means to identify More
This study was conducted to study the analysis of cultural-identity factors affecting the tendency to change the name of individuals in clients of the Civil Registry Office (Case study of 6 cities in Khuzestan province). Name and choice of naming is a means to identify human identity and is part of the culture of a society. This phenomenon has existed among human societies, both primitive and modern societies. The main idea of the research is derived from Anthony Giddens's theory and cultural and identity factors are considered to be effective in changing the name. In this study, the statistical population of name change applicants in Khuzestan province this year, whose number was 9035 people, among this number, 396 people were selected using the Cochran's formula as the sample population. The sampling method is randomly selected cluster. The method of this research was based on survey and the data collection technique was based on a questionnaire. The results show that the stronger the identity and cultural factors, the more effective they will be in the tendency to change the name. The index of mass media, individual identity, beliefs and ethnic identity has
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