مجله مدیریت فرهنگ سازمانی
پیاپی 28 (تابستان 1392)

Always، accountability has been a key concept in public administration; but accountability in street-level bureaucracies where people have a daily contact with bureaucrats is of particular importance. The police are among these organizations which their accountability plays a pivotal role in obtaining public trust. The purpose of this study، which was carried out in the police stations of the Semnan province، is to design an appropriate model for the police accountability. The experts participated in this research were specialists from NAJA (Islamic Republic Police Force) and Iranian university professors who filled out two rounds of Delphi questionnaires and reached a proximal consensus. The results indicate that the final model which was accepted and confirmed by the experts، assigned accountability priority - in a descending order - to moral، legal، professional، organizational and social?

The purpose of this study is to survey ethical organization and its influence on social responsibility of organization in Ministry of agriculture jehad. Mediator factor in this research is organizational culture. Five hypotheses were explored. 313 statistical samples were selected from the staff of Ministry of agriculture jehad through multistage sampling. The method of research is descriptive and survey- correlational method. Two different questionnaires used to collect Data about ethical organization and social responsibility، and for analyzing the data، descriptive statistical method، structural equations model (SEM) and testing the hypotheses have been applied. The search results indicate that ethical organization has positive and significant effect on social responsibility.

If crisis defined as time of danger or concern، and regard it as a situation which getting out of it is difficult، without a doubt، the most critical juncture of the history is the decade of the 60 AH. The model of crisis management demanded a comprehensive plan that would be observed the best insights and techniques to manage the crisis. We call this program، strategelogy of crisis management. Obviously، in this program، first must be identified the critical points and then map the goals، methods and approaches to be taken as appropriate. The most important crisis of that era can be named 1) the knowledge and belief crisis; 2) the behavioral and moral crisis and 3) the psychological and mental crisis. On the other hand، there are three strategic approaches in sirah Zainab Kubra (A. S) which goal the crisis earlier: 1) The destructive and humiliating approach in order to disgrace of Bani-omayyah and Yazydiyan. 2) The punitive and warning approach in order to awakening the people and consolidating and clarifying the nature of the uprising of Imam Hussain (A. S). 3) The soothing and defensive approach in order to reduce the psychological and mental pains and protection of the caravan of Imam Hossein.

Nearly two decades، organizational failures are considered as an effective source of promoting organizational learning. Error management culture in the organization is established as a mechanism to facilitate organizational learning from errors that improves long-term and sustainable innovation and organizational performance. The main objective of this study is to investigate the relation between error management culture and organizational innovation، and to explain the role of organizational learning in this regard. Pharmaceutical and insurance companies in Tehran Stock Exchange were selected to data collection. More than 200 questionnaires distributed in 16 pharmaceutical companies and 3 insurance companies، 151 questionnaires were returned. Using a one-sample T-test and correlation analysis proved that error management culture has good position in these companies. Furthermore، its relationship with organizational learning and innovation was confirmed. Hierarchical regression results suggest that organizational learning plays as mediator in the relationship between organizational innovation and error management culture.

The purpose of this study is to recognize the effective factores on agility of organization and to determine the rank of agility factors in broadcasting organization.. 210 statistical samples were selected from the executive and middle management of broadcasting organization through random sampling. The method of research is survey- descriptive method. Questionnaires used to collect Data، and for analyzing the data، descriptive statistical method and testing the hypotheses have been applied. The search results indicate that the all of factors in IRIB are agile and IRIB is an agile organization.

The aim of this study is to identify factors influencing the turnover of knowledge workers at the Iranian National Company of Oil Refining and Distribution. The main question of this research is that view of KW is different from their managers. Therefore، after a thorough literature review، the researcher has chosen thefactors that effect on turnover. The personal، environmental and structural factors and job satisfaction، organizational commitment is consider to survey. The statistical sample of this study were the managers and employees of Iranian National Company of Oil Refining and Distribution، therefore، based on a random sampling method، we have survey 120 respondents. Instrument for measurement is questionnaire. Based on the proposed research model، we have examined the research questions، which consisted of one main question and five sub questions. Conclusion demonstrate the differences between the views of KWs and their mangers about the factors that effect on their turnover. Knowledge workers’ preferences are the general training، autonomy، social support and pay. Managers’ preferences are job satisfaction، pay، social support and justice.

Organizational Spirituality is a new paradigm that has emerged in organizational behavior district and finds very advocates. Spirituality in workplace is referred to an individual attempts for seeking purpose in working life، sense of solidarity with coworkers and alignment with organization''s mission and values. Spirituality could involve religion viewpoint or not، however، historically intentions to spirituality have been rooted in traditional religions. Organizational Citizenship Behaviors (OCB) includes a set of discretionary and voluntary behavior which contributes to organizational productivity. In this study we spot organizational spirituality as a factor enhancing organizational citizenship behavior. This faith is found that spirituality in the workplace improves employees OCBs in an indirectly way through affecting on their job attitudes. The aim of this study is to survey significantly of relationship between workplace spirituality and organizational citizenship behavior in target society. Findings suggest that there is significant relationship between organizational spirituality and organizational citizenship behaviors by 99% level of significance.

Present study is conducted to measure the effect of obligation to religious functions on pedagogy employees’ organizational commitment in Shahriar. For this purpose، the variables of two aspects namely “worship” and “ethics” are considered as the constituents of obligation to religious functions and their impact on employees’ organizational commitment is studied. Two questionnaires were used to measure obligation to religious functions and organizational commitment. To analyze data، Pearson correlation، regression analysis، structural equation modeling and Freedman ranking were used. In the meantime، SPSS and LISREL software were also applied. Research findings reveal that obligation to religious functions and organizational commitment have a significant relationship with confidence level of 99% and in such confidence level، religious functions impacts on pedagogy employees’ organizational commitment positively and directly. Finally، the results show that pedagogy employees pay more attention to “ethics of interaction with nature” & “individual worship” than other aspects.