مجله مدیریت فرهنگ سازمانی
پیاپی 17 (بهار و تابستان 1387)

Deviant workplace behavior is referred to voluntary behavior that violates significant organizational norms and therefor threatens the well-being of the organization and its members. Various kinds of these behaviors are recognized. In addition, many researches have been done regarding the relevant factors to these behaviors such as individual factors, group factors, leadership, managerial and organizational factors, etc. that among them, managerial and organizational factors have been focused in this research. In this respect, a sample 40-person population has been chosen and their opinions about three major factors of organizational factors have been appraised. In this evaluation, cultural weakness, unfair rules and improper structure of compensation and reward was stated as major factors in tendency toward deviant behaviors. Finally, some solutions have been suggested to overcome these difficulties and decrease deviant behaviors.

This article presents the ideas of scholars about factors of motivation and then introduces motivation theory in Islam under the title of " the intertwine loops model ". This model has been derived from Imam Ali's words, in which human beings according to their actions and worships, are categorized in three classes including traders, slaves and nobles. Combination of these three classes makes seven types of personalities are affected by the Environmental and Internal factors and therefore, it change their states in different times. Flexibility, intertwine loops instead of hierarchy, emphasis on human intention, accepting human complexity and having chaotic behavior, comprehensiveness and inclusion are some characteristics of this model. Generalizing of this anecdote to managerial issues, Feasibility study of grading factors, levels of model applications and clarification of model characteristics according to the main concepts of chaos theory, have been argued briefly.

In this article, we had attempted to analyze one of the most important organizational issues, which has scientific and religious significance. Creation and maintainance of ethical organizational culture is an unenaible necessity for today organizations. In this kind of organizational culture, the values, environmental ethical beliefs, and philosophical methods, in which the organization is established based upon them; influence the entire organization’s structural and behavioral processes and is crytalized into organizational operations various definitions of organizational ethics, sorts of ethics, organizational ethic model, surrey of the relationship between organizational ethics with organizational culture, understanding ethical organization culture in public organizations, evaluating ethical culture levels in organizations and studying different organizational ethical cultures, are among issues which will be explained in detail in this article. At the end, with regard to scientific nessecities in clarifying ethical culture, an Islamic ethical culture model is presented.

One of the most important factors that affects on Job Producitivity refers to personnel. Motivation and job satisfaction (J.S) explain the reason and cause of human behavior in organization. Then the study of this topic will be very important. In this paper Causal model of efficient factors of job satisfaction developed by path analysis model. In this paper path analysis model have explained direct and indirect effects of variables on independent variable (J.S). In addition the standardized Coefficient model used to compare the tension effects of variable on job Satisfaction. The result shows that job security with total standardized Coefficient of 0.389 has the most effects on J.S and Social needs with total standardized Coefficient of 0.036 has leat effects on personnel J.S in General Custom Office of Islamic Republic of Iran.

From the view of social science scholars, entrepreneurship is a process that has been located in a volatile network of social relationships and these relations can facilitate or limit ties between entrepreneur with resources and opportunities. Already most of researches on organizational entrepreneurship have been about personality characteristics of entrepreneurs and these researches have neglected the social relationships network or Social Capital. Moreover, industrial organizations today do not pay serious attention to entrepreneurship because of different causes including weak communication networks inside organizations. Therefore this research considers relationship among social capital Intrapreneurship. For accomplishing this objective, main hypothesis of this research is: “There is significant relationship among social capital and Intrapreneurship”. This hypothesis analyzed with sampling and data collecting from statistical society by Pearson Correlation Test. Results of this research in Sadid Industrial Group indicate that there are significant and positive relationships among social capital (and its dimensions) with Intrapreneurship.

The opinion of many of economists, experts and futurists is that in the resent years has been happened the big change like as the industrial revolution. This revolution entered the world in to the "knowledge era". The positive and negative effects of this change that can be make the organizations have been succeeded or failured, are important issue in front of organizations and their desecion makers. Moving toward applying knowledge in the all of organizational processes and operations is one of the important issues of this change. In this paper is the conclusion of the research project, I tried to discuss about organizational knowledge. The first step was literature review of knowledge management include of definitions, organizational knowledge assessment models and knowledge creation barriers identification models. The second step was identifying of knowledge creation barriers in the research organization through delphi technic and. ..

The history of science has witness a good number of revolutions where a “new way of seeing “has superseded “an old one “, what Thomas Kuhn has called it paradigm shift. So, in public adminstration, there is not paradigm, because baseod on definition of paradigm (a paradigm is a way of seeing the world which is widely accepted in a certain era by the majority of scholars in a scientific community), various states and societies have not consensus in a certain era on sets of theories as dominant and unique model as, so better use quasi paradigm to paradigm. In this artcle, are described and compared quasi paradigm of public adminstration and branching quasi paradigms and theories of new public adminstration is produced minnowbrok vision.