مجله مدیریت فرهنگ سازمانی
پیاپی 43 (بهار 1396)

Despite increasing attention to human resource area of research as a value generating asset, managing its risks have not been studied systematically. In this study a quantitative approach for analyzing and assessing the human resources risks has been adopted. First, the multiple dimensions of human resource risks and their components were identified through semi-structured interviews with experts of human resources field in one of the major organizations in the power industry. In the next step, five criteria were presented to analyze the risks and causal interaction between the human resources risks as one of the criteria of analysis were identified using fuzzy DEMATEL technique. In the final step, the estimated level of risks were compared according to analysis criteria and human resources risks were ranked based on the five given indicators using fuzzy Similarity technique. The results showed that human resource operational risks have the greatest total effect both given and received in the network of interrelationships among risks and have the highest priority based on analyzing criteria compared to other four main areas of human resource risks.

Proper management of modern organizations, managers who in addition to having high technical skills and personal, cultural and emotional intelligence as well have. This study aimed to study the relationship between cultural intelligence and achievement motivation is to executives. The purpose of investigating the correlation functional and the implementation method research - descriptive analysis. The population of managers and heads and deputies, Khorasan Razavi, Iran Mokhaberat Company. Due to the limited research using Cochran formula samples, 60 were selected. Two questionnaires to measure cultural intelligence gathering quest for success is specificity. Using correlation and multiple regression research hypotheses are tested. Our findings indicate a strong relationship between cultural intelligence and achievement motivation tetra model managers there. Also among the four dimensions of cultural intelligence, behavioral and motivational dimensions of 0. 05 showed a causal relationship with the ambition to succeed.

The present study aims to analyze the effects of diversity management (DM) and its approaches on behavioral outcomes (job satisfaction, job involvement, OCB, turnover intention, and talented worker attraction), with an emphasis on the moderating role of organizational. According to the Cochran’s formula, this study sample comprises 383 employees of four Steel companies in Yazd province; which have been selected randomly. Data were collected through questionnaires such as diversity management, organizational culture and behavioral outcomes, with values of reliability (and validity) 0.91 (0.81), 0.96 (0.53) and 0.83 (0.54), respectively. Data analysis was conducted using PLS-based SEM by Smart-PLS2. The results showed that DM and its strategies has a positive effect on behavioral outcomes such as job satisfaction, job involvement, OCB, and talented worker attraction, and have a negative effect on employees turnover intention. Unlike the Reactive and Compliance DM, Proactive DM has had a significant effect on all behavioral outcomes. The moderating role of the team and rational culture has also been verified.

The main goal of this study was investigating the effect of employee empowerment and organizational development mediated by the organizational support.
The statistical method is correlative descriptive. Statistical population was all personnel of university and the method of Simple random sampling. The instrument to collect data consisted of three questionnaire of researcher made questionnaire of organizational development, organizational support questionnaire and an employee empowerment questionnaire, which after computing validity and reliability distributed between the samples and gathered. Data were analyzed using methods of inferential statistics and the results indicated:
From the viewpoint of personnel, employee empowerment has significant impact of organizational development. 2) From the viewpoint of personnel, employee empowerment has significant impact of organizational support. 3) From the viewpoint of personnel, employee empowerment has significant impact of organizational development with mediator's organizational support.
employee empowerment can directly affect organizational development. But the employee empowerment indirectly and by organizational support can affect organizational development. Practical implications of the findings were discussed.

After years of reforms in public sector, so many questions regarding the effects of leadership behaviors in public sectors have been posed. The chief goal of the present study is to shed light on the relationship between transformational leadership and organizational citizenship behaviors with emphasizing on the role of public service motivation and goal clarity. The participants of this research project were nurses of eastern public hospitals of Golestan province. The sample of the study were 250 nurses were chosen through random stratified sampling. Data were collected through 4 questionnaires such as citizenship bahaviors of Organ (1988), transformational leadership behaviors of Boss and Ovlio(2000), public service motivation and goal clarity of Ritz et al(2014). The measured Cronbach's alpha in these questionnaires was (0.7). The employed methodology was descriptive- correlation and data were analyzed utilizing structural equitation modeling (SEM). The results show that there is a significant relationship between transformational leadership and organizational citizenship behaviors.

The main purpose of this descriptive- correlative research was to study the effect of organizational culture dimensions on organizational innovation in the Agricultural Commercial Ventures. The statistical population of the research consisted of 280 experts of the ventures in Zanjan province. According to the Krejcie and Morgan (1970) Table, a sample size of 200 was selected using a proportionate stratified sampling method. The standard questionnaires were used to collect the data. The content validity of the questionnaire was confirmed by a panel of experts. The construct validity and the composite reliability of the research instrument were tested by estimating the measurement model and they were satisfied after making necessary corrections. The data were collected and analyzed using Structural Equation Modeling (SEM) multivariate technique. The results showed that the research hypotheses were confirmed and the four dimensions of organizational culture including engagement, compatibility, mission and versatility had a positive and significant effect on the dependent variable of organizational innovation in the ventures. Based on the findings, it can be concluded that improving organizational culture and its dimensions directly result in reinforcement and development of organizational innovation in the Agricultural Commercial Ventures.

This study aims at designing and validating educational centers’organizational culture.
Methodology and Instrument: Primary 66 questionnaire statements were designed according to theoretical studies of educational centers’ organizational culture pattern obtained qualitatively by the researcher. In experimental step, five statements were omitted because of lacking correlational coefficient (0.2). Finally, the questionnaire consisting of 66 statements was administered among population including 189 personnel of South Khorasan Education Center. Factorial Analysis wasjustified by KMO=0.798 and Bartlet Test’s significant results (P=0.0001). Questionnaire reliability was tested through internal homogeneity and Crounbach Alfaestimationthrough SPSS software. Good fitness of questionnaire structure and its sub-components were carried through estimating verifying factorial analysis coefficients through AMOUS software (18th version). Finally, statements’ correlational coefficient of overall questionnaire and factorial coefficients were taken as the omission criteria of inappropriate statements. Moreover, five statements with correlational coefficient less than 0.4 and two related to time index were also omitted because of the decrease in the number of indexstatements and lack of factorial analysisappropriacy. As indicated by the results, a questionnaire consisting of 54 statements and Crounbach Alfa of 0.977 is appropriately reliable. Verifying factorial analysis represents good questionnaire structure fitness and final pattern (GFI=0.895, RMSEA=0.098).

Servant leadership is a kind of leadership which the leader ignore his personal benefits and seeks achieving others’ physical, emotional and spiritual needs. Regarding to this definition, it would be expected servant leadership creates positive outcomes. The main aim of this article is studing the organizational effect of servant leadership at University of Zanjan. In this research, 8 organizational variables have been experimented as servant leadership impacts on the faculty members and employees of University of Zanjan. For this purpose, a questionnaire for measuring the variables is designed, after ensuring its validity and reliability using factor analysis then were distributed among a sample include around 200 faculty members and employees. The research method is descriptive-correlational and significantly based on structural equations model. The result shows that servant leadership has significant and positive effects on job engagement, hope, organizational self-esteem, organizational commitment and organizational citizenship behavior variables and has negative and significant impacts on intent to quit of the faculty members and employees of University of Zanjan.

The present paper was conducted with the aim of identifying and prioritizing the obstacles to organizational entrepreneurship in the Ministry of Sport and Youth (MSY). In terms of method, the paper uses the mixed methodology (qualitative and quantitative). The population consists of the present and former managers of the MSY and academic experts. In the qualitative section, the purposeful sampling method was considered. Accordingly, following interviews with 13 individuals from the population, a theoretical saturation level was achieved. In order to identify the barriers to organizational entrepreneurship, in the qualitative section, the qualitative content analysis and open and axial coding interviews were used. Additionally, in the quantitative section, AHP was used for prioritizing the identified obstacles. An analysis of the qualitative data revealed the three main behavioral, structural and environmental obstacles to organizational entrepreneurship in MSY. Furthermore, prioritization of the obstacles in the quantitative section showed, in an order of importance, the behavioral (0.526), structural (0.289) and environmental (0.185) obstacles to organizational entrepreneurship in MSY.

The organizational culture as an infrastructure, a key role in the implementation of knowledge management in organizations. In this regard, been done the present study we culture partnership organizational knowledge sharing as the independent variable and the dependent variable in Azad university of science and investigation of Tehran.
The population of this study is the administrative employees of Azad university of science and investigation of Tehran consisting of 700 people and the sample volume was considered 248 according to the Cocran model .We used a questionnaire which was measured in the sustainability and validity by the Cronbach alpha and reporter’s ideas to gather data .We used the cohesion method and regression model and spss software to analyze data. According to the analysis ,there is a positive and meaningful relationship between the organizational culture empowerment and the knowledge sharing.
The impact of organizational culture on a level of collaborative sharing On the other hand College variable number of employees at the organizational level using multilevel modeling and software HLM was approved.

One of our society’s legitimate demands, after the victory of Islamic revolution in Iran, is establishment of a pure Islamic values in quit all issues, especially in the field of business and economical decision making. However, by reviewing the academic contexts in marketing mix decisions, which is product, price, promotion, place, indicating that these sources are replete with numerous Western contents and in all cases prioritized businesses managers actions in practice. Main purpose in this paradigm is to maximize benefit and market share. This research is based on qualitative approach, and content analysis is used. As a result, by reviewing Quran’s verses and prophet Mohammad and Imams’ life and behavior and Islamic scientists’ ideas, values arises in marketing mix are based on Islamic principles, containing monotheism, justice, honesty and patience are extracted; in a way that introducing them, provides assistances in marketing mix policies.