List of Articles Innovative Organizational Climate

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  1 - A Model for Identifying and Ranking the Barriers to Innovative Organizational Climate in the University (Case Study: Central Organization of Islamic Azad University)
  abolfazl samadian fattah nazem afsaneh sabergarakani
  Introduction & Objective: The aim of this study was to present a model to identify and rank the barriers to innovative organizational climate in Islamic Azad University with a case study of the Central Organization.Research Method: In this study, the combined resear More

  Introduction & Objective: The aim of this study was to present a model to identify and rank the barriers to innovative organizational climate in Islamic Azad University with a case study of the Central Organization.Research Method: In this study, the combined research method has been used. In the qualitative part, the method of content analysis (theme) and interviews with 20 experts and informants have been used. In the comics section, Friedman test and interpretive structural modeling are used to rank the barriers to the organization's innovative organizational climate and model design. Because the interpretive structural modeling method is based on the opinion of experts, the opinions of 320 experts in the academic field have been used.Findings: The results showed that lack of solidarity and agreement, lack of trust-building role, lack of culture and innovative thinking, respectively (first to third ranks) are the most important barriers to innovative academic atmosphere and fear of ridicule (13th) is the last rank. dedicated.Conclusion: The results of this study led to the leveling of barriers to innovative academic climate. According to the resulting model, the most important level that forms the basis of the model is the lack of managerial stability. Manuscript profile
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  2 - The Relationship of Organization justice, Organizational Health, Job Engagement and Climate With Psychological Empowerment a Organizational Citizenship Behavior
  سحر صفرزاده فرح نادری Parviz Askari Mirsalahaldin Anayati Alireza Heydari
    The aim of this study was to investigate the relationship of organizational justice, organizational health, job engagement and innovative organizational climate with psychological empowerment and organizational citizenship behavior in an industrial company employ More

    The aim of this study was to investigate the relationship of organizational justice, organizational health, job engagement and innovative organizational climate with psychological empowerment and organizational citizenship behavior in an industrial company employees in the city of Ahvaz. The sample included 400 persones who were selected randomly by stratified sampling procedure based on Krejie & Morgan sampling table. The research tools were Organizational Justice (Niehoff and Moorman, 1993), Organizational Health (Tamiminejad, 1386s.c. /2007), Job Engagement (Salanova and Schaufeli, 2001), Innovative Organizational Climate (Cigel and Kaumer, 1978), Psychological Empowerment (Spreitzer, 1995) and Organizational Citizenship Behavior (Lee and Allen, 2002). Canonical correlation analysis was applied as statistical procedure. The results showed that the two sets of criterion and predictive variables were significantly correlated in two dimensions (0.84 and 0 . 19, respectively). Job engagement had the strongest relationship with the first dimension (0 . 99). Then were organization health (0.77), organization justice (0.71) and innovative organizational climate (0.51). In the second dimension, organization health (-0.46), innovative organizational climate (0.30), organization justice (-0.24) and job engagement (0.08) had the strongest relationships. The analysis outputs also showed that canonical variable had the strongest relationship with psychological empowerment (0.98) then with organizational citizenship behavior (0.78), while the second canonical variable had the strongest correlation with organizational citizenship behavior (0.63) and followed by psychological empowerment (-0.20). Manuscript profile
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  3 - The Relationship between Innovative Organizational Climates, Job Engagement with Organizational Citizenship Behavior in Women Employees
  Sahar Safarzadeh Farah Naderi پرویز Asgari M. S. Enayaty A. R. Heidariei
  The aim of the present study was to investigate the relationship between innovative organizational climates, job engagement and organizational citizenship behavior in women employees in Ahwaz city. The sample of the research included 159 subjects who were selected rando More

  The aim of the present study was to investigate the relationship between innovative organizational climates, job engagement and organizational citizenship behavior in women employees in Ahwaz city. The sample of the research included 159 subjects who were selected randomly via simple sampling procedure based on Morgan table. For the measurement of the variable, Cigel and Kaumer’s Innovative Organizational Climate Questionnaire, Selando and Schoufeli’s Job Engagement Questionnaire and Lee and Allen’s Organizational Citizenship Behavior Questionnaire were used. The research was correlation study, and the data analysis was performed using Pearson correlation coefficient and multi-variables regression. The results at the p≤0.0001 level showed that there were a significant relationship between innovative organizational climate and job engagement with organizational citizenship behavior. The regression analysis results also indicated that innovative organizational climate and job engagement were more proper predictive variables in concern with organizational citizenship behavior. Manuscript profile
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  4 - Investigating the Impact of Perception of Innovative Organizational Climate on Job Performance with the Variable Role of Mediation in Enhancing Entrepreneurial Marketing (Case Study: Isfahan Wood Industries)
  Mahmud Rafiei Majid Shadmand Maryam Ghiasabadi Farahani
   This study seeks to investigate the effect of perception of innovative organizational climate on job performancewith the variable role of mediator in strengthening entrepreneurial marketing. In fact, the purpose of this studywas to investigate the effect of percep More

   This study seeks to investigate the effect of perception of innovative organizational climate on job performancewith the variable role of mediator in strengthening entrepreneurial marketing. In fact, the purpose of this studywas to investigate the effect of perception of innovative organizational climate on job performance with thevariable role of mediator in strengthening entrepreneurial marketing. This study is applied and descriptivesurvey in terms of purpose and nature of data collection. The statistical population of the study is managersand entrepreneurs in Isfahan wood industry (23 companies). 219 questionnaires were collected by clustersampling. Data analysis was performed using structural equation modeling and Sobel test. The results showthe positive and significant effect of innovative organization on strengthening entrepreneurial marketing,strengthening entrepreneurial marketing on job performance and innovative organization on job performanceand also the positive and significant effect of perception of innovative organizational climate on jobperformance with the mediating variable role of strengthening entrepreneurial marketing. Finally, somesolutions have been proposed to managers and entrepreneurs in the wood industry for an innovativeorganization to strengthen entrepreneurial marketing and job performance. Manuscript profile
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  5 - Explain the Relationship between the Psychological Empowerment of Employees and the Innovative Organizational Climate of the Siegel and Kymer Models
  Seyedvahid Hosseinipour seyedreza seyedjavadin balal nazaryan
  The innovation of state sector and their attitude towards corporatization and decentralization because of lack of flexibility in traditional structures has made a movement that the role of staff and the need for their empowerment have been approved as the center of grav More

  The innovation of state sector and their attitude towards corporatization and decentralization because of lack of flexibility in traditional structures has made a movement that the role of staff and the need for their empowerment have been approved as the center of gravity of any attempt to reduce the size of the organization and improving the service to the people. The purpose of this research is study the relationship between innovative organizational climate and its components with psychological empowerment among the government organizations staff in counties Roudsar and Amlash. 168 individuals from the government organizations staff of counties Roudsar and Amlash in the 2015 year were selected based on random sampling method and completed the siegel and kymer innovative organizational climate questionnaire and scale of psychological empowerment Spritzer. The data were analyzed using mean, standard deviation, correlation and Regression analysis. Results showed that the innovative organizational climate with psychological empowerment have positive and significant correlation. Also at a significance level P<0/001, support of creativity and trust as well as the resource provisioning to innovate with the effectiveness and trust have a significant relationship. And at a significance level P<0/005, there was a significant positive correlation with the resource provisioning of innovation and autonomy. Manuscript profile