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. پرونده مقاله

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. پرونده مقاله

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. پرونده مقاله

The purpose of the present research is to explain and design the model of internal factors of strategic human resource planning based on the recruitment and adjustment of knowledge-based employees in the National Development Fund. The research method is descriptive-survey. The statistical population consists of two groups, the first group includes experts familiar with the theories of strategic human resource planning and the recruitment and adjustment of knowledge-based employees, whose number is unspecified and have been scattered throughout the country and their selection method is selective and in this research their opinions have been used in the section of compiling and designing the model, and the second group includes knowledge-based employees (having university education) of the National Development Fund (2,115 people) that 325 people were selected as sample based on Cochran's formula. In the field of data collection, the questionnaires of internal factors of strategic human resource planning, knowledge-based employees, recruitment of knowledge-based employees and adjustment of knowledge-based employees were used whose validity were 0.91.5, 0.94.9, 0.93.8, 0.92.1, and their reliability were 0.86, 0.99.1, 0.94.6, 0.90.2 respectively. Data analysis was performed using structural equation modeling by applying LISREL software version 8.8. The results showed that there was a significant relationship between the internal factors of strategic human resource planning including (organizational goals, skill level, employees' efficiency, organizational structure, job satisfaction, organizational culture, organizational value, and organizational mission) and the recruitment of knowledge-based employees in the National Development Fund. There was a significant relationship between the internal factors of strategic human resource planning including (organizational goals, skill level, employees' efficiency, organizational structure, job satisfaction, organizational culture, organizational value, and organizational mission) and the adjustment of knowledge-based employees in the National Development Fund. پرونده مقاله

The present study aims to identify the components of organizational-commercial health and their status in Fars University of Medical Sciences. This study is applied and developmental in terms of purpose, descriptive in terms of nature, and a field study in terms of the data collection method. The statistical population of the present study includes two groups: 1) Experts in the field of organizational health among whom 15 people were selected, and 2) All employees of Fars University of Medical Sciences (1780 people) among whom 315 were selected according to Cochran’s formula by proportional stratified random sampling method. The organizational health questionnaire based on the study literature consists of 10 main components and 29 sub-indicators, that using the Delphi technique, the number of main items was changed to 8 and sub-indicators to 26 items. The content validity of the organizational health questionnaire was estimated to be 0.91,5 and the Cronbach’s alpha coefficient was higher than 0.7. The mean and one-sample t-test, using SPSS software, were used in order to analyze the data. According to the results, the components of organizational health based on the criteria proposed by experts include responsiveness to the environment, cohesion, effectiveness, leadership, professional ethics, performance appraisal, communication style, and organizational atmosphere. The mean of all components was between 4 and 5 (between “appropriate” and “perfectly appropriate”). So, according to the experts, there is a fit between all dimensions of organizational health based on the proposed criteria. Also, considering that the P-value of the test (0.000) was lower than the significance level of 0.05, so given the obtained mean higher than the base mean (3) for the variables, it can be said that the organizational-commercial health variable status is favorable. پرونده مقاله

The role of education and retraining in organizations is important; in a way that education affair composes one of the most important concerns of the managers and policy makers of effective organizations. The purpose of this research is to design an educational effectiveness model for the governance organizations employees with a structural equation modeling approach in Iran. In order to achieve the research goal, a sequential mixed method has been used, which includes two qualitative and quantitative parts. In the qualitative part of the research, interview has been used. Necessary information and data were collected from experts and senior managers of the governance organization and then the design of the educational effectiveness model for the governance organization employees has been validated by structural equations. To investigate the expertise validity of the research model, the fuzzy Delphi method was used, for which the identified indicators were sent to the experts over several periods, and after the performed adjustments, 56 indicators were confirmed. Confirmatory factor analysis was used to evaluate the validity of the research variables construct. The research results showed that the educational effectiveness model for the governance organization employees has two parts: the main factors and their indicators. This model has been composed of indicators that are the core and heart of this model and are the basis for evaluating the educational effectiveness, which are called effective factors. The educational effectiveness model for the governance organization employees has 7 main factors: learner's readiness, training need assessment, training targeting, training program design, resources and equipment allocation, course monitoring and evaluation, and training course management, which include 56 indicators composing them. پرونده مقاله

Internal factors can be both considered as an opportunity and as a constraint for the talent management process in organizations. The purpose of this article is to investigate the status of the components of intra-organizational factors and their relationship with strategic talent management by structural equation modeling approach. This research is descriptive of correlation type in terms of nature, and applied in terms of purpose, and survey in terms of method. The statistical population of the research is the managers and employees of Islamic Azad Universities of Sistan and Baluchestan province that 194 people were selected using stratified sampling method. In order to collect data, researcher-made questionnaires based on the study of literature and articles were prepared. The face and content validity of the questionnaires were confirmed based on the opinion of the subject experts. Cronbach's alpha coefficient of the variables was also estimated to be higher than 0.7 which indicates the internal coordination of items and the confirmation of reliability. In order to analyze the data, one-sample t-test was used by applying SPSS software and structural equations modeling using PLS software. The results showed that the components of organizational structure, leadership style, organizational culture, individual abilities and motivators are at the desired level (higher than the measured average limit). There is a positive and significant relationship between the dimensions of intra-organizational factors and strategic talent management at a significance level of less than 0.05. پرونده مقاله

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. پرونده مقاله

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. پرونده مقاله

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). پرونده مقاله

هدف از این پژوهش، بررسی تأثیر سرمایه های فکری و رضایت شغلی کارکنان بر بهره‌وری نیروی انسانی در بانک تجارت منطقه شمال غرب شهر تهران می باشد. پژوهش حاضر از نوع پژوهش های توصیفی- همبستگی است که به روش پیمایشی انجام شده است. همچنین این پژوهش از نظر هدف، کاربردی می‌باشد. جامعه آماری پژوهش، شامل کلیه کارکنان شعب بانک تجارت منطقه شمال غرب شهر تهران بوده و تعداد 260 نفر مطابق با جدول مورگان به عنوان حجم نمونه انتخاب شدند. ابزار گردآوری اطلاعات، پرسش نامه های سرمایه فکری، رضایت شغلی و بهره‌وری نیروی انسانی می باشد. برای تجزیه و تحلیل داده ها از روش آمار توصیفی و استنباطی (مدل یابی معادلات ساختاری مبتنی بر تحلیل مسیر) استفاده شد و داده ها از طریق نرم افزارهای SPSS و LISREL مورد تجزیه و تحلیل قرار گرفتند. یافته های پژوهش نشان داد که سرمایه فکری علاوه بر تأثیر مستقیم، به صورت غیرمستقیم و از طریق رضایت شغلی نیز بر بهره‌وری نیروی انسانی تأثیر می‌گذارد و شدت تأثیر غیرمستقم از مستقیم بیشتر است. پرونده مقاله

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. پرونده مقاله

هدف این پژوهش، اولویت‌بندی معیارهای امکان پذیری استقرار نقشه راه سازمانی در راستای کارآفرینی سازمانی برای شهرداری‌ها است. نخست در بخش کیفی با استفاده از تکنیک دلفی نظر خبرگان را در مورد پرسشنامه طراحی شده جهت شناسایی شاخص‌ها اخذ، و سپس با استفاده از روش اکتشافی به طراحی و تدوین الگو بر اساس معیارهای مورد طراحی مدل پرداخته شده است. جامعه آماری گروه اول شامل خبرگان و اساتید دانشگاهی منتخب بودند، که تعداد خبرگانی که به پرسشنامه پاسخ دادند 21 نفر بود. جامعه آماری گروه دوم شامل مدیران شهرداری‌ها و معاونین شان در 15 منطقه مختلف شهرداری اصفهان که در مجموع 240 نفر معرفی شدند. بر اساس روش نمونه گیری تعداد مورد بررسی 144 نفر می باشد که در این تحقیق به تعداد همان جامعه آماری پرسشنامه پخش گردید که در مجموع 203 پرسشنامه جمع‌آوری گردید. در این تحقیق پس از ویرایش داده‌ها، کدگذاری و ورود داده ها جهت تجزیه و تحلیل داده‌ها از دو روش آمار توصیفی و استنباطی و نرم‌افزارهای نظیر Excel2013، SPSS21، LISREL8.5 استفاده شده است. نتایج نشان می‌دهد که شاخص‌های کارآفرینی سازمانی: چابک سازی، انعطاف پذیری، نوآوری، فرصت‌گرایی، کم‌هزینه‌بودن معرفی گردید، از نظر خبرگان مورد تایید می‌باشند. همچنین نشان می‌دهد که تحلیل عاملی تائیدی سازه‌های پرسشنامه دارای برازش مناسب بوده و سازه‌های پرسشنامه به خوبی متغیرهای مربوطه را نشان می‌دهند و مدل نهایی ارائه شده مطلوب می‌باشد. در اولویت بندی زیرمعیارهای کارآفرینی سازمانی‌، ‌نتایج نشان می‌دهد که عامل نوآوری بیشترین اهمیت را دارد. همینطور در زیرمعیارهای طراحی نقشه راه، زیرمعیار اقتصادی بیشترین اولویت را دارد. پرونده مقاله