فهرست مطالب

پژوهش های مدیریت عمومی - پیاپی 35 (بهار 1396)

مجله پژوهش های مدیریت عمومی
پیاپی 35 (بهار 1396)

  • تاریخ انتشار: 1396/03/21
  • تعداد عناوین: 12
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  • محمد سنگی، عادل آذر*، محسن شفیعی نیک آبادی، علیرضا مقدم صفحات 5-34
    تناسب میان شغل و شاغل به منظور استفاده بهتر از استعداد، توانایی و مهارت های نیروی انسانی بسیار حائز اهمیت است. هدف اصلی این مقاله ارائه مدل سنجش تناسب شغل و شاغل مبتنی بر استعدادها و سپس اجرای آن در 3 سطح عملیاتی، میانی و ارشد مرکز آمار ایران می باشد. در این پژوهش، مفهوم استعداد مورد مطالعه قرار گرفت و استعداد از 4 منظر الگوهای تکرار شونده افکار، رفتار و احساسات، دانش، تجربه و ویژگی های فردی، جهت بررسی، اولویت بندی و سنجش انتخاب شدند. به منظور اولویت بندی معیارها از 22 نفر خبرگان مرکز آمار ایران، نظر سنجی شد و اوزان معیارها با روش آنتروپی شانون محاسبه گردید. نتایج اولویت بندی معیارها نشان دادند که اوزان معیارها در سطوح سازمانی مختلف، متفاوت است. همچنین به منظور سنجش تناسب میان شغل و شاغل، با مدیران مرکز آمار ایران مصاحبه های متعددی انجام شد. با توجه به پیچیدگی فرآیند محاسبه درجه تناسب شغل و شاغل برای 193 نفر از کارمندان مرکز آمار ایران در 139 شغل منحصربفرد و در 3 سطح سازمانی مختلف، یک سیستم نرم افزاری توسعه یافت که نتایج از آن استخراج می‏گردند. نتایج نشان دادند که دانش و تجربه کارمندان مرکز آمار ایران در هر 3 سطح، تناسب بیشتری با شغل آنها دارد و با بالا رفتن سطح سازمانی، متوسط درجه تناسب، افزایش می یابد. نتایج همچنین نشان دادند که به طور کلی تناسب شغل و شاغل در مرکز آمار ایران متوسط ارزیابی می‏گردد.
    کلیدواژگان: تناسب شغل و شاغل، استعداد، دانش، تجربه، ویژگی های فردی
  • علی نوری، حسن دانایی فرد*، احمد خائف الهی، لطف الله فروزنده صفحات 35-59
    هدف این پژوهش، واکاوی افتخار سازمانی و طراحی سنجه ای پژوهشی برای آن است. در گام اول، با مرور ادبیات پژوهش، انجام مصاحبه های عمیق میدانی با 30 نفر از صاحبنظران و استفاده از روش کدگذاری و مقوله بندی، سازه افتخار واکاوی گردید. در گام دوم، با طراحی پرسشنامه محقق ساخته و توزیع 130عدد از آن در بین نمونه آماری، اعتبار سنجه افتخار از طریق بررسی ارتباط آن با تعهد سازمانی، بی تفاوتی سازمانی، رضایت شغلی و هویت سازمانی ارزیابی شد. این متغیرها به این دلیل انتخاب شده اند که در مطالعات مشابه خارجی بیشتر مورد استفاده قرار گرفته و ارتباط قویتری با مفهوم افتخار داشته و این سازه را بهتر تبیین می کنند. نتایج فرایند کدگذاری، مقوله بندی و تطبیق مستمر مصاحبه های بدست آمده نشان داد که افتخار سازمانی شامل شش بعد افتخار به سازمان، افتخار به واحد سازمانی، افتخار به شغل، افتخار به مدیر، افتخار به همکاران و افتخار به مشتریان است. نتایج آزمون همبستگی برای اعتبارسنجی سازه افتخار نشان داد که افتخار با تعهد سازمانی (با ضریب همبستگی 311/0)، رضایت شغلی (با ضریب همبستگی 353/0) و هویت سازمانی (با ضریب همبستگی 446/0) رابطه مثبت معنادار و با بی تفاوتی سازمانی (با ضریب همبستگی 279/0-) رابطه منفی معناداری دارد. با توجه به نتایج آزمون تحلیل مسیر، افتخار بیشترین تاثیر را به ترتیب بر هویت سازمانی، رضایت شغلی، تعهد سازمانی و بی تفاوتی سازمانی داشته است.
    کلیدواژگان: افتخار، افتخار سازمانی، روانشناسی مثبت گرا، افتخار سازمانی هیجانی، افتخار سازمانی نگرشی
  • عالمه کیخا، رضا هویدا، نورمحمد یعقوبی * صفحات 61-83
    هدف پژوهش حاضر تعیین تاثیر رهبری هوشمند بر عملکرد آموزشیاعضای هیات علمی دانشگاه های دولتی شهر زاهدان با نقش میانجی تفکر انتقادی است. روش پژوهش از نوع توصیفی – پیمایشی، مبتنی بر معادلات ساختاری است و جامعه آماری شامل کلیه اعضای هیات علمی دانشگاه های دولتی شهر زاهدان می‏باشد، حجم نمونه از بین 666 نفر طبق فرمول کوکران و با استفاده از واریانس جامعه برابر با 120 نفر به روش نمونه گیری تصادفی طبقه‏ای برآورد شده است. برای جمع آوری داده ها از پرسشنامه های رهبری هوشمند (محقق ساخته )، تفکر انتقادی و عملکرد آموزشی (استاندارد) استفاده شده که روایی محتوایی به تایید متخصصان و روایی سازه از طریق تحلیل عاملی تایید گردید و پایایی نیز با استفاده از ضریب آلفای کرونباخ برابر با 97/0، 93/0و 99/0 محاسبه شد. برای تجزیه و تحلیل داده ها از نرم افزارهای آماری spss23 و PLS استفاده شده است. یافته های پژوهش نشان داد، رهبری هوشمند با ضریب مسیر ( 33/0) بر عملکرد آموزشی؛ و رهبری هوشمند با ضریب مسیر (58/0) بر تفکر انتقادی؛ و تفکر انتقادی با ضریب مسیر (28/0) بر عملکرد آموزشی تاثیر گذار بوده است.بنابراین،رهبری هوشمند با تاکید بر مدیریت هدف، عواطف و احساسا؛ معنا و هدفمندی و توسعه روحیه کار تیمی و گروهی و پرورش و تقویت حس جستجوگری می‏تواند بر عملکرد اعضای هیات علمی تاثیرگذار باشد و بر توسعه روز افزون و همه جانبه دانشگاه ها بیفزاید.
    کلیدواژگان: رهبری هوشمند، تفکر انتقادی، عملکرد آموزشی، اعضای هیات علمی
  • ناصر ناستی زایی*، رضا نوروزی کوهدشت صفحات 85-104
    تسهیم دانش مکانیزمی است که با انتشار و کمک به کاربرد دانش، کارکنان را در تحقق وظایف شغلی خود یاری می‏کند. این مکانیزم می تواند تحت تاثیر عوامل مختلف فردی و سازمانی باشد. از این رو مطالعه حاضر با هدف بررسی رابطه بین آوای کارکنان با تسهیم دانش انجام گرفت. روش پژوهش توصیفی از نوع همبستگی بوده و روش جمع آوری داده ها شامل بررسی پیمایشی می باشد. جامعه آماری شامل تمامی اعضای هیات علمی دانشگاه سیستان و بلوچستان بوده که با استفاده از روش نمونه گیری تصادفی طبقه ای (بر حسب جنسیت، مرتبه علمی و رشته آموزشی) تعداد 183 نفر انتخاب و مورد مطالعه قرار گرفتند. به منظور بررسی متغیرهای پژوهش از پرسشنامه های آوای کارکنان و تسهیم دانشاستفاده شد. برای تعیین پایایی از آزمون آلفا کرونباخ استفاده شد که مقدار ضریب برای آوای مطیع 85/0، آوای تدافعی 81/0 و آوای نوع دوستانه 79/0 و برای تسهیم دانش 87/0 به دست آمد . برای تجزیه و تحلیل داده ها از ضریب همبستگی و رگرسیون چندگانه همزمان با کمک نرم افزارSPSS21 استفاده شد. نتایج نشان داد مقدار ضریب همبستگی آواهای: مطیع، تدافعی و نوع دوستانه با تسهیم دانش به ترتیب 577/0-، 409/0- و 671/0 بود (001/0p<). نتایج تحلیل رگرسیون چندگانه نیز نشان داد که آوای کارکنان 3/52 درصد از واریانس تسهیم دانش را تبیین می کند (001/0p<) که از بین آوای کارکنان، آوای نوع دوستانه با مقدار β (516/0) اثر مثبت و آوای مطیع با مقدار β (329/0-) اثر منفی بر تسهیم دانش دارد (001/0p<). بنابراین با افزایش آواهای مطیع و تدافعی از میزان تسهیم دانش کاسته می شود اما با افزایش آوای نوع دوستانه بر میزان تسهیم دانش افزوده می گردد.
    کلیدواژگان: آوای مطیع، آوای تدافعی، آوای نوع دوستانه، تسهیم دانش
  • داود وحدت*، فریدون شمس، اسلام ناظمی صفحات 105-129
    با بکارگیری همزمان هم سویی راهبردی و حاکمیت فناوری اطلاعات می توان یک ابتکار عمل راهبردی موثری بدست آورد تا به سازمان ها اجازه دهد به بهره برداری کارآمد از فناوری اطلاعات و مزیت رقابتی دست یابند. در مقاله حاضر به بررسی ارتباط میان هم سویی راهبردی و سطح بلوغ حاکمیت فناوری اطلاعات در حوزه سرویس های آموزش مجازی دانشگاه ها پرداخته می شود. در این پژوهش با استفاده از ابزار پرسشنامه به جمع آوری اطلاعات و نظرات کارشناسان ارشد و خبره در این حوزه در 63 فاکتور مختلف به صورت یک مدل تلفیقی از کوبیت و لوفتمن پرداخته و نتیجه ارزیابی میزان هم سویی راهبردی فناوری اطلاعات و کسب وکار حوزه سرویس های آموزش مجازی را در دانشگاه شهیدبهشتی به‏عنوان مورد مطالعه به صورت جداولی ارائه نموده ایم. بررسی نتایج نشان می دهد بکارگیری مناسب و سهم فناوری اطلاعات برای موفقیت در رسیدن به اهداف با میانگین 3.33 و همچنین طراحی و پیاده سازی مناسب سیستم های پایه ای در دانشگاه با میانگین 3.16 از دید پاسخ دهندگان مهمترین تاثیر را داشته و در مقابل فاکتورهای عدم بکارگیری معماری سازمانی یکپارچه برای کلیه فرآیندهای آموزش مجازی با میانگین 1.27 و عدم توجه به خطرپذیری فناوری اطلاعات و نبود یک چارچوب نظارت داخلی با میانگین 1.38، جزو نقاط ضعف بوده است و برای ارتقاء هم سویی راهبردی و حاکمیت فناوری اطلاعات در آموزش مجازی، نیاز به تلاش بیشتر در این زمینه هاوسایر زمینه هایی که نمره پایینی بدست آورده اند، بیش از پیش روشن می گردد.
    کلیدواژگان: چارچوب کوبیت، حاکمیت فناوری اطلاعات، سطح بلوغ هم سویی، مدل هم سویی راهبردی لوفتمن، هم سویی راهبردی
  • نجمه مهدی بیگی * صفحات 131-158
    در دنیای پر از تحول امروزی و با توجه به رقابت فزاینده و نیازهای متغیر سازمان ها، ضمن اینکه مبحث متعهد بودن کارکنان بیشتر از گذشته ضرورت پیداکرده است، حمایت سازمانی و قدردانی هایی که کارکنان از سوی سازمان احساس می کنند و همچنین اقداماتی که سازمان در اعتلای بهداشت روانی کارکنان به عمل می آورد، موردتوجه قرارگرفته است. ازاین رو پژوهش حاضر با هدف بررسی نقش حمایت سازمانی ادراک شده در تعهد سازمانی کارکنان شهرداری زاهدان با میانجی گری بهداشت روانی شکل گرفت. این پژوهش به لحاظ هدف کاربردی و از نظر ماهیت و روش، توصیفی - همبستگی بوده و با در نظر گرفتن تمامی افراد شاغل در شهرداری مرکزی زاهدان، مناطق سه گانه و سازمان های وابسته به عنوان جامعه آماری، انجام شد. به منظور تعیین حجم نمونه از روش نمونه گیری خوشه ای– طبقه ای استفاده شد و 324 نفر به عنوان اعضای نمونه آماری انتخاب شدند. داده های موردنیاز با استفاده از پرسشنامه حمایت سازمانی ادراک شده برگرفته شده از پژوهش آلن و همکاران (2008) و پرسشنامه استاندارد تعهد سازمانی آلن و مایر (1991) جمع آوری گردید؛ بهداشت روانی نیز با استفاده از استاندارد 34000 تعالی منابع انسانی (قلی پور و اسماعیلی،1393) موردسنجش قرار گرفت. روایی پرسشنامه ها با استفاده از روایی محتوا، مورد تایید قرار گرفت و پایایی آن ها نیز به کمک آلفای کرونباخ به دست آمد که برای پرسشنامه حمایت سازمانی ادراک شده 90/0، برای پرسشنامه بهداشت روانی 94/0 و برای پرسشنامه تعهد سازمانی 93/0 بود. تحلیل داده ها در محیط نرم افزاری SmartPLS 3 و با استفاده از روش الگویابی معادلات ساختاری انجام شد. نتایج نشان داد حمایت سازمانی ادراک شده از طریق بهداشت روانی در تعهد سازمانی کارکنان نقش دارد؛ همچنین حمایت سازمانی ادراک شده بیشترین نقش را در تعهد عاطفی و بعدازآن در تعهد هنجاری و تعهد مستمر کارکنان دارد.
    کلیدواژگان: حمایت سازمانی ادراک شده، تعهد سازمانی، بهداشت روانی
  • داود فیض*، علیرضا موتمنی، اسدالله کرد ناییچ، عظیم زارعی، مهدی دهقانی سلطانی صفحات 159-182
    موضوع رقابت پذیری برند از آن دسته مباحثی است که طی سال های اخیر به شدت مورد توجه پژوهشگران و محققان اقتصادی قرار گرفته است. پژوهش حاضر با هدف مطالعه و بررسی تاثیر عملکرد برند بر رقابت پذیری برند از طریق نقش میانجی فرصت طلبی فناورانه در میان مدیران و کارشناسان بازاریابی 36 شرکت صادرکننده برتر محصولات صنایع غذایی انجام پذیرفته است. ابزار گرد آوری اطلاعات پرسشنامه استاندارد سنتوز ویجانده و همکاران (2013)، وولا و همکاران(2012) و ایکسیانگمینگ و هایمی (2011) بوده که برای روایی آن از روایی صوری و همچنین برای پایایی آن از ضریب آلفای کرونباخ استفاده شده است که مقدار کلی آن برابر با 856/0 می باشد. تحقیق حاضر از نظر هدف، کاربردی و از نظر نحوه گردآوری داده ها، از نوع توصیفی- پیمایشی می باشد. از رویکرد مدلسازی معادلات ساختاری برای بررسی فرضیه ها و تایید مدل مفهومی تحقیق استفاده شده است. نتایج مدل آماری نشان می دهد، مدل پیشنهادی برازنده داده ها می باشد و عملکرد برند تاثیر مثبت معناداری بر رقابت پذیری برند دارد، این در حالی است که فرصت طلبی فناورانه در رابطه فوق نقش میانجی دارد.
    کلیدواژگان: عملکرد برند، رقابت پذیری برند، فرصت طلبی فناورانه، صنعت غذایی
  • محمد عثمان حسین بر *، مهدی جان احمدی گل صفحات 183-208
    پژوهش حاضر سازمان های آموزشی را به عنوان یکی از انواع مهم سازمان‏ها از نظر فعالیت مورد مطالعه قرار داده است. در این تحقیق به بررسی رابطه جو اخلاقی و ابعاد آن با خلق دانش پرداخته شده است. تحقیق مورد نظر از جهت ارتباط بین متغیرهای تحقیق، از نوع همبستگی است. روش انجام تحقیق نیز به صورت پیمایشی می‏باشد. جامعه آماری تحقیق شامل تمامی کارمندان شاغل در حوزه ستاد مرکزی و معاونت‏های دانشگاه علوم پزشکی بیرجند در اردیبهشت ماه 1393 به تعداد 290 نفر بوده و حجم نمونه برمبنای جدول مورگان 165 نفر تعیین گردید که به روش نمونه گیری تصادفی ساده انتخاب شدند. ابزار جمع آوری داده ها شامل پرسشنامه های استاندارد جو اخلاقی سازمانی ویکتور و کالن مشتمل بر 26 گویه و خلق دانش همتی مشتمل بر 7 گویه و با مقیاس پنج گزینه‏ای لیکرت بوده است. برای اطمینان از روایی پرسشنامه ها، آنها به روش اعتبار صوری مورد تایید 3 نفر از اساتید قرار گرفت و پایایی آنها با ضریب آلفای کرونباخ بررسی شد که این مقدار برای پرسشنامه جو اخلاقی سازمانی 809/0 و برای پرسشنامه خلق دانش 821/0 بدست آمد. تجزیه و تحلیل داده ها به طور عمده با استفاده از آزمون‏های همبستگی اسپیرمن و رگرسیون چندگانه و به کمک نرم افزار spss 19 انجام شد. نتایج تحقیق نشان می‏دهد که در سازمان مورد مطالعه بین جو اخلاقی سازمانی و خلق دانش رابطه مثبت و معناداری وجود دارد. همچنین شش بعد جو اخلاقی(ابزاری، مراقبتی، استقلال اخلاقی، قوانین اخلاقی، ضوابط اخلاقی و کارایی اخلاقی) با خلق دانش رابطه مثبت و معناداری دارند. بنابراین برمبنای نتایج این تحقیق جو اخلاقی به عنوان یک عامل در ایجاد و ارتقاء دانش در سازمان، نقش ایفا می‏کند. بر این اساس پیشنهاد می‏گردد با مدیریت مناسب و ارتقای جو اخلاقی در سازمان ها، شرایط مساعدی برای فرآیندهای خلق دانش در آنها فراهم شود.
    کلیدواژگان: جو اخلاقی، خلق دانش، دانشگاه علوم پزشکی، بیرجند
  • مهران اصلانیان، باقر کرد* صفحات 209-239
    دستیابی به استراتژی های مرتبط با برنامه ریزی منابع انسانی بر مبنای فرایند برنامه ریزی استراتژیک منابع انسانی آینده پژوهانه، نیازمند طی شدن مراحل مختلفی است. در سازمان فنی و حرفه ای استان اصفهان، با استفاده از رویکرد ترکیبی تغییر یافته رولند برگر-لایپزیک، پس از تهیه چک لیست آماده سازی و فرایند بازخورد ذینفعان 360 درجه و شناسایی عواملی که دارای پتانسیل تاثیرگذاری و عدم قطعیت می باشند و همچنین انجام تحلیل‏های لازم برای شناسایی نقاط کور و سیگنال‏های ضعیف، آنها را به ماتریس تاثیر/عدم قطعیت وارد نمودیم تا روندها، عوامل کم اهمیت و عدم قطعیت‏های بحرانی را مشخص کنیم، سپس با بهره گیری از عدم قطعیت های بحرانی ایجاد شده، دو دسته بندی کلی برای شناسایی عدم قطعیت های کلیدی ایجاد نمودیم و با توسعه های مثبت و منفی آنها بر روی محورهای ماتریس سناریو و برگزاری جلسه بارش فکری، چهار سناریو قلعه مستحکم سازمان، سازمان در محاصره، سازمان در محیط امن، سازمان در آستانه سقوط ایجاد نمودیم و نهایتا با بهره گیری از روندها و عدم قطعیت ها و با استفاده از تکنیک دیمتل فازی، زنجیره ی روابط علت و معلولی و اهرم راهبردی که در پس هر سناریو وجود دارد را مشخص نمودیم تا نهایتا با استفاده از نمودار تاثیر، توسعه هایی را نشان دهیم که چنانچه تا سال 1400 اتفاق بیفتند می توانند عدم قطعیت های کلیدی برنامه ریزی منابع انسانی سازمان فنی و حرفه ای استان اصفهان را در جهت های مثبت یا منفی توسعه دهند.
    کلیدواژگان: برنامه ریزی استراتژیک منابع انسانی آینده پژوهانه، نمودار تاثیر، ماتریس تاثیر-عدم قطعیت، دیمتل فازی، رویکرد ترکیبی تغییر یافته رولندبرگر و لایپزیک
  • علی سامانی، حسن درویش *، سعید عابسی، حسین صفرزاده صفحات 241-265
    طفره روی سازمانی، به تمایل فرد برای کاهش عامدانه تلاش ذهنی و جسمی خود، درحین فعالیت سازمانی اشاره دارد. لذا مدیریت این پدیده می تواند موجب بهبود سطح عملکرد سازمان گردد. بر این اساس تحقیق حاضر، بدنبال طراحی مدلی است که چگونگی تاثیر طفره روی سازمانی را بر عملکرد سازمان نشان دهد، بدین منظور ابتدا، نظر 15 نفر از نخبگان حوزه منابع انسانی از طریق فن دلفی، در خصوص شاخص های تاثیرگذار بر طفره روی سازمانی، حول محورهای پنجگانه سازمان اخذ گردیده و پس از جمع بندی و طراحی مدل پیشنهادی، برازش آن با تدوین پرسشنامه و توزیع آن در بین 180 تن از کارکنان وزارت ارتباطات مورد پیمایش قرار گرفته است. تجزیه و تحلیل آماری داده های تحقیق در بخش کیفی با کمک فن دلفی، در بخش طراحی مدل، باکمک معادلات ساختاری و نرم افزار Smart PLS و در بخش استنباطی با کمک نرم افزار SPSS صورت پذیرفته است. بدین منظور ابتدا روایی و پایایی پرسشنامه های تحقیق مورد آزمون قرار گرفته و پس از اثبات نرمال بودن توزیع داده ها، با کمک آزمون تحلیل عاملی تاییدی، مدل ترسیم شده با 5 مولفه و 25 شاخص، تایید گردید. پس از آن توسط پرسشنامه‏ای ترکیبی، تاثیر این مدل بر عملکرد سازمان مورد سنجش قرار گرفت. داده های این بخش از تحقیق توسط نرم افزار spss (با کمک آزمون t تک نمونه ای) بررسی شده و تاثیر همه ابعاد طفره روی سازمانی بر عملکرد سازمان توسط 5 فرضیه سنجیده شده و تایید گردید. لذا در پایان به مدیران پیشنهاداتی ارائه گردیده است تا با مدیریت بهینه طفره روی سازمانی، بتوانند عملکرد سازمان را بهبود بخشند.
    کلیدواژگان: طفره روی سازمانی، فرهنگ سازمانی، رضایت
  • محمد علی داداشی، محمود محمدیان*، زهره دهدشتی شاهرخ، وحید خاشعی صفحات 267-297
    کشاورزی ارگانیک هم در تامین مواد غذایی و هم در رعایت استانداردهای زیست محیطی نقش عمده ای دارد. با توجه به خلاء تحقیقات استراتژی بازارگرایی در صنعت غذایی محصولات کشاورزی، استراتژی جامعی جهت توسعه بازارگرایی محصولات ارگانیک ایران وجود ندارد. لذا هدف اصلی از پژوهش حاضر، بررسی و شناسایی ابعاد و مولفه های بازارگرایی محصولات ارگانیک و یافتن راه حلی جهت توسعه بازارگرایی محصولات ارگانیک، با توجه به محیط و بافت بومی ایران وپوشش خلاهای موجود در این زمینه است. روش تحقیق از لحاظ هدف تحقیق، توسعه ای و از لحاظ استراتژی های تحقیق، ترکیبی است. جامعه آماری در مرحله روش تحقیق کیفی شامل مدیران شرکتهای تولید کننده محصولات ارگانیک، متخصصین صاحب تجربه و خبرگان حوزه بازاریابی و سیاستگذاری بودند که به روش نمونه گیری هدفمند، حجم نمونه گیری آن تا حد کفایت یا اشباع نظری ادامه یافت و نهایتا 15 نفر مورد مصاحبه قرار گرفتند و در مرحله روش تحقیق کمی نیز جامعه آماری شامل مدیران و کارشناسان واحد فروش و بازاریابی شرکت های تولید محصولات غذائی با برند ارگانیک کشور به تعداد 180نفر بودند که تعداد نمونه طبق جدول مورگان، 118 نفر محاسبه و به روش نمونه گیری تصادفی طبقه بندی شده انتخاب شدند. اطلاعات جمع آوری شده در مرحله کیفی به روش تحلیل محتوا و در مرحله کمی از مدلسازی معادلات ساختاری و روش تحلیل عاملی با نرم افزار Spss و Pls مورد تحیل قرارگرفت. نتایج نشان داد که ارتباط معناداری بین عوامل محیط درونی و بیرونی و بازارگرایی وجود دارد. از طرفی، بازارگرایی تاثیر مثبت و معناداری بر عملکرد بنگاه های تولید کننده محصولات ارگانیک دارد. همچنین، بازارگرایی به عنوان متغیر میانجی نقش مثبت و معناداری در میان عوامل درون سازمانی و عملکرد بنگاه ها ایفاء می کند.
    کلیدواژگان: بازارگرایی، محصولات ارگانیک، عملکرد، عوامل درون سازمانی، عوامل برون سازمان، ایران
  • عبدالمجید ایمانی*، منیره صالح نیا، فاطمه محمدی صفحات 299-324
    عدالت زبانی یکی از مفاهیم نو ظهور در حوزه ی عدالت اجتماعی و سازمانی است. این مفهوم بر ضرورت رعایت عدالت در کلیه ی ابرازات کلامی و زبانی تاکید می نماید. وقتی که شهروندان حضور عدالت را در گفتار و کردار مدیران دولتی جامعه خویش درک نکنند، اعتماد آن ها نسبت به مدیران دولتی کاهش پیدا می کند و بتع آن سرمایه اجتماعی کاهش می یابد. براین اساس، این تحقیق به بررسی تاثیر عدالت زبانی مدیران سازمان های دولتی بر سرمایه اجتماعی با میانجی گری اعتماد عمومی می پردازد. جامعه آماری تحقیق شامل 26 اداره کل استان خراسان جنوبی، که در مجموع شامل 2750 نفر از کارکنان رسمی و پیمانی است، می باشد. بر اساس جدول مورگان و روش نمونه گیری تصادفی طبقه ای، 338 نفر به عنوان نمونه انتخاب شدند. روایی محتوای پرسشنامه ها براساس نظر خبرگان تایید و پایایی پرسشنامه های عدالت زبانی، سرمایه اجتماعی و اعتماد عمومی بر اساس ضریب آلفای کرونباخ به ترتیب 929/0، 950/0 و 9/0 بدست آمد. نتایج تحلیل داده ها نشان داد تاثیر مستقیم عدالت زبانی بر سرمایه اجتماعی برابر با 917/0 و تاثیر غیرمستقیم آن به واسطه ی متغیر میانجی اعتماد عمومی برابر با 120/0 است. با توجه به این نتایج، مدیران سازمان های دولتی می توانند با رعایت عدالت زبانی در سازمان و تقویت اعتماد عمومی، سرمایه اجتماعی سازمانی را ارتقا دهند.
    کلیدواژگان: عدالت زبانی، سرمایه اجتماعی، اعتماد عمومی
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  • Mohammad Sangi, Adel Azar *, Mohsen Shafiee Nikabadi, Ali Reza Moghadam Pages 5-34
    The main objective of this paper is to ýintroduce person-job fitness model according to the talents and then ýimplicating in three organizational levels; operational, middle and senior ýlevel of statistic center of Iran. In the first step, concept of talent has ýsurveyed and depending on the literature, talent defined and selected ýfrom four perspectives: recurring patterns of thoughts, behaviors and ýfeelings, knowledge, experience and personal characteristics. In order to ýprioritize criteria, 22þý experts of statistic center of Iran have surveyed and ýweights have measured using Shannon entropy method. Results of ýprioritizing showed that weights of criteria in organizational levels are ýdifferent. Given the complexity of calculation process of person-job ýdegree for ýþ193þý employees of statistic center of Iran, in ýþ139þý unique jobs, in ýthree organizational levels, a software system developed, in which results ýare minded from. Results showed that knowledge and experience of ýemployees in each level have more fitness with their jobs and by climbing ýthe organizational level, the average of fitness degree is growing.
    Keywords: Person-job fit, Talent, Knowledge, Experience, Personal ?characteristics
  • Ali Nouri, Hassan Danaeefard *, Ahmad Khaef-Elahi, Lotfolla Forouzandeh Pages 35-59
    When it comes to motivating social behavior, pride may be the most important human emotion (Tracy & Robin, 2007). Pride in organization exhibits that employees are competence and positive from other people’s viewpoints. Organizational pride shows the specific employee’s perceptions and their experiences of organization. The concept of pride is the new & emergent construction in organizational behavior especially in employee attitude. When researchers want to study employee behavior via positive psychology (especially POB), must to consider organizational pride as a main factor in employee motivation and positive and prosocial behaviors. Employee pride positively influences the decision to stay with a particular company and negatively affects turnover intention (Appleberg, 2005). Within the business community, organizational leaders have been claiming that pride improves employee commitment and morale, and can drive business performance. In fact, in a book by Jon Katzenbach (2000) entitled, Peak Performance: Aligning the Hearts and Minds of Your Employees, pride was identified as a primary source of energy and emotional commitment in organizations.
    Keywords: pride, organizational pride, positive psychology, emotional organizational pride, attitudinal organizational pride
  • Aleme Keykha, Reza Hoveyda, Noor Mohammad Yghoubi * Pages 61-83
    The purpose of the present research is to determine the effect of intelligent leadership on the educational performance of the faculty members of the public universities of Zahedan city, Iran, with the mediating role of critical thinking. This is a descriptive-correlational study based on structural equation and the statistical population consists of all the faculty members of the public universities of Zahedan city. The sample size out of 666 people was calculated to be 120 based on Cochran's formula via stratified random sampling. For data collection, a (researcher made) intelligent leadership questionnaire, critical thinking questionnaire, and (standard) educational performance questionnaire were used. The content validity of the questionnaires was confirmed by experts and the construct validity was confirmed using factor analysis. The reliability values of the questionnaires were calculated to be 0.97, 0.93 and 0.99, respectively using Cronbach's alpha coefficient. For data analysis, the SPSS23 and PLS statistical software were used. Research findings showed that intelligent leadership with a path coefficient of (0.33) was effective on educational performance; and intelligent leadership with a path coefficient of (0.58) was effective on critical thinking; and critical thinking with a path coefficient of (0.28) was effective on educational performance.
    Keywords: intelligent leadership, critical thinking, educational performance, faculty members
  • Naser Nastizaee *, Reza Norouzi Kohdasht Pages 85-104
    Sharing knowledge is considered a voluntary and optional work in which a person's knowledge is transferred to others in a comprehensive and efficient way. Accordingly, knowledge will be reachable to everyone and people can share their common experiences and targets, and also exchange their ideas and information (Ipe, 2003). Organizations need to consider how elitism and knowledge are transferred from elites to naive employees who are, in fact, in need of the knowledge. Therefore, it's not sufficient to have the knowledge in an organization, but to exchange I to others to provide them with the possibility of learning from elites which, finally, leads to a useful function (Cross & Sproull, 2004).
    Organization voice means the whole tendency of an organization members to present their ideas and thoughts in the job process (Detert & Burris, 2007). Recently, it's been especially important for organizations to pay more attention to employee voice. That's because employee's ideas and thoughts, in one hand, can solve many organization problems, and on the other, it would reflect their interests and expectations to the management (Van Dyne & Le Pine, 1998).
    If people are not able to talk about their ideas and information, and prefer silence, they gradually become stressed, nervous, uninterested, and disappointed which results in lack of job satisfaction and commitment. When employees find their ideas and opinions fruitful to primary changes in their job environment, they would work to benefit their organization. However, the concept of organization voice does not necessarily mean positive ideas by employees. Some aspects of this reflection might be considered as destructive and harmful. Thus, the variables to reinforce the positive aspects of organization voice and to ruin the negative ones must be taken into account (Doustar & Esmaeelzadeh, 2013).
    If sharing knowledge correctly occurs in the education system, it will lead to many advantages and helpful results. Sharing knowledge among teachers in a true way guarantees the development of best teaching methods in education centers and enables them to easily solve their educational problems and difficulties (Zeinabadi & Mahmoudi, 2016). Therefore, the principals of education centers must search for identifying useful factors in sharing knowledge. In fact, the present study focuses on the employee voice. Thus, the main aim of this study is to determine a relationship between employee voice and sharing knowledge the faculty of Sistan and Balouchestan University.
    Case study : faculty members of university of Sistana and Baluchestan.
    Materials and Methods . Research method was descriptive-correlational and the data was collected through a survey. A sample of 183 faculty members were stratified random selected out of a population all faculty members of university of Sistana and Baluchestan. Research instruments included standard questionnaires employee voice and knowledge sharing. To analyze the obtained data, Pearson correlation coefficient and simultaneous regression analysis were used with SPSS21
    Conclusion This study with the aim of determining the relationship between employee voice and sharing knowledge amongst the faculty members of Sistan and Balouchestan University. The results of the study showed that there is a negative and significant relationship between obedient and defendant voices and sharing knowledge among faculty members, while there is a positive and significant relationship between altruistic voice and sharing knowledge among faculty members (p
    Keywords: Acquiescent Voice, Defensive Voice, Prosocial Voice, Knowledge Sharing
  • Davoud Vahdat *, Fereydoun Shams, Eslam Nazemi Pages 105-129
    Nowadays, using strategic alignment and IT governance can be an effective strategy to gain the initiative to help organizations allow efficient utilization of information technology and gain competitive advantage. The present article examines the gap between strategic alignment and IT governance maturity level of services in the field of virtual learning. To collect information and views of experts and thus to evaluate the alignment of IT and business on the field of virtual learning services, a questionnaire with 63 questions has been designed by integrating some expert-selected factors of Luftman and Cobit models.
    Introduction While the study of strategic IT alignment has made significant progress in the last quarter century since the work of Henderson, Venkatraman, and others first emerged, there remains several important research questions that are still relatively unexplored. A lot can happen in 25 years. The fact that IT alignment is a perpetual priority for CIOs confirms that alignment is difficult but it also shows that alignment is a moving target. We see a continuing need for researchers to adapt and extend our knowledge of what it means for IT to be aligned with business. This will require fresh thinking as the extant IT alignment paradigms are a product of a simpler time when IT was less complicated and business strategy was more stable. To reflect the reality of IT and business strategy in modern society, a new approach is needed to account for the ways that businesses are increasingly attempting to exploit synergies between corporate, strategic business unit, and functional-level activity (Coltman et al., 2015).
    Further investigation into IT governance structural relationship to IT strategic alignment may contribute to existing knowledge as well as add practical know-how to managers and executives planning and developing IT governance is an effort to achieve IT strategic alignment (Hosseinbeik et al., 2011).
    In summary, the present research is aimed to find the answer for the following questions: What is the relationship between strategic alignment and IT governance structures in E-learning services? What are the effects of IT governance structures on e-learning services based on a combined selective strategic alignment model?
    Case study Since the field of research is very large, and since the objective of this study is to provide a way to assess the relationship between alignment of IT and IT governance in the field of e-learning services, we selected virtual leaning department of Shahid Beheshti University as a case study in a specified range with similar characteristics with other universities.
    E-learning domain has three key elements: Teacher, Student and expert personnel, so we asked our questions from these selected experts. The sample of 28 professors, experts, assistants, professors and graduate students (PhD) were asked to answer our questions as expert panel.
    Materials and Methods This study is quantitatively trying to explore IT/business alignment and the gap between as-is status with to-be status of e-learning services at universities.
    Conclusion Survey results indicate that proper use of information technology to successfully reach the goals with mean of 3.33 and design and implementation of appropriate basic systems with the mean of 3.16 show the most important influence, and in contrast failure to use an integrated enterprise architecture for virtual learning processes with the mean of 1.27, and lack of attention to risk factors of IT and non-implementation of a framework of internal control with the mean of 1.38, has been the most weakness factors. Thus, it is clear over and over that to promote strategic alignment and IT governance in virtual learning, require more effort in enterprise architecture and other areas that have low scores.
    Keywords: Strategic alignment, IT-governance, Luftman Strategic Alignment Model, Cobit Framework, Alignment maturity model
  • Najmeh Mehdibeigi * Pages 131-158
    According to social exchange theory, when people benefit from the other’s activities and actions, they committed themselves to compensate and show the interaction. According to the reciprocal give and take norm in social exchanges, when employees perceive a high level of organizational support, were more likely to compensate the organizational support with positive attitudes and favorite work behaviors (Doaei and Borjalipoor, 2010). Research results have shown that the most important consequence of organizational support is an increase of employee commitment; and at the same regard, Riegel (2009) also suggests that organizations are investing considerable resources in the area of perceived organizational support. Organizational commitment is considered as emotional and psychological dependence to the organization (Mousavi, 2013). In general, organizational commitment has led to the desired results, such as higher performance, lower turnover and absenteeism. On the other hand, mental health of staff is a decisive factor in increasing the productivity of workforce and provides better and more effective service by any organization. High mental health in people increases their life expectancy and to perform the functions delegated, it creates a positive incentive in them. Municipalities are considered as the most important and prolific public organizations which formed with the main objective of providing urban facilities and welfare of citizens. Municipal employees who are main organizational capital and have direct communication with clients and citizens have a vital role in determining the quality of organization's performance. Loyalty and organizational commitment, perceived organizational support and mental health are among the components that play a role in organizational performance evaluation. So, this research aimed to answer this question “Does mental health have the mediator role in relationship between perceived organizational support and employees’ organizational commitment?”
    Keywords: Mental health, Organizational commitment, Perceived organizational support
  • Davoud Feiz *, Alireza Motameni, Asadollah Kordnaeij, Azime Zarei, Mehdi Dehghani Soltani Pages 159-182
    Introduction Competitiveness currently is a main in issue all over the world and is used as a means for achieving desired economic growth and sustained development. Considering the importance of these industries in high job creation (0/015 occupation in industry) and direct and indirect participation in the production of national income (almost 0/03/5 of the gross domestic production (GDP) and more than 0/015 of the value added in industry), one of the priorities and work programs in industry, mining, and business must be paying special attention to these industries. Iran has exported more than one billion and 575 million dollars foodstuffs in 1394 (Trade Promotion Organization of Iran, 1395). However, food industry in Iran doesn’t enjoy strong brands in the international markets. So, to reinforce this strategy in international markets, at first, brand competitiveness power should rise (food industry strategic plan, 1395). Having desired brand performance and increasing brand competitiveness power for food industry are issues that can create export boom for the country. No doubt, since foreign countries are seeking for known brand goods with high quality, enhancing brand performance for Iranian food industry improves exports. Thus, the main aim of the present study, with regard to branding and brand performance in today’s competitive economic conditions is examining the effect of brand performance on brand competitiveness with clarifying the role of technological opportunism among top exporter food industry companies.
    Case study Research population includes managers and marketing experts in top exporter food industry companies. Population size is 36 based on Iran’s trade promotion organization list.
    Materials and Methods The standard questionnaire (Santos-Vijande et al (2013), Voola et al (2012) and Xiangming & Haimei (2011)) was used as a data gathering tool and its validity and reliability was approved by nominal validity and Cronbach's alpha coefficient, respectivelyThe present study, in terms of purpose and data collection was functional and descriptive, respectively. Structural equation modeling approach was used to examine the hypothesis and conceptual model confirming.
    Discussion and Results Results show that the conceptual model has overall validity and all key paths are statistically significant in the model. The model provides a good description of the brand performance and brand competitiveness. The obtained significant results show that branding has a vital role in the overall model and brand performance, is a suitable measure for the final performance.
    The results also show that brand performance has a significant positive effect on brand competitiveness (α= 2/39) and technological opportunism has α= 4/00; technological opportunism with the Alpha Coefficient of 2/39 has also a significant positive effect on brand competitiveness among these firms; brand performance via technological opportunism (α=15/2) has more effect on brand competiveness. The reason is that opportunism in technology is a company potential, in which special and complex processes are involved and imitating them is difficult for other firms. Consequently, they are advantageous resources for competition and cause brand competitiveness improvement in these companies in comparison with competitors. The results confirm the vital role of branding in the international marketing. The first result was that one of the main factors in brand competitiveness is brand performance which represents branding role in overall performance evaluation of an international company.
    Moreover, it is very important that companies complement information gathered from identifying and reacting to customers’ needs (brand market performance) with information obtained from identifying and reacting to technology (opportunism in technology) with developing appropriate processes. The reason is that being complementary; these variables will affect strategic decisions related to adopting new technologies in international business.
    Conclusion The results show that brand performance has a significant positive effect on brand competitiveness and technological opportunism; technological opportunism has also a significant positive effect on brand competitiveness of these companies. Brand performance via technological opportunism has more effect on brand competitiveness.
    Keywords: Brand Performance, Brand Competitiveness, Technological Opportunism, Food Industry
  • Mohammadosmsn Hosseinbor *‭ Mehdi Jan Ahmadi Gol Pages 183-208
    Introduction Present research has studied a training organization as one of the most important organizations in case of its activities. . This study investigated the relationship between ethical climate and its subscales with organizational knowledge creation and the relationship between these two variables that evaluated in the process to better adapt to the environment and community service organizations. In today's world full of change, organizational knowledge is becoming the competitive advantage of organizations. Knowledge creation supports organization in today's complex environment, make it able to dominate other organizations, and is a pioneer in various fields of activity. There are different organizational ethical climate that affect employee behavior and their participation in the activities of Knowledge Management. This research tries to study same relationship.
    Case study Birjand University of Medical Sciences is one of the most important medical universities in east of Iran. In this study, the researcher is trying to answer this question in this university that whether the ethical climate and organizational knowledge creation among the staff of the university have a relationship together.
    Materials and Methods This study according its goal is an applicable research. According to the data collection methods, this study is a descriptive and correlational research. This research is a survey. The statistical population of the study includes deputy and headquarters staff of Birjand University of Medical Sciences consist of 290 people. A sample of 165 participants was determined according to Morgan table. The standard questionnaires used to collect data of organizational ethical climate and organizational knowledge creation. The data analysis performed through appropriate statistical methods such as Spearman's Correlation coefficient and Multiple Regression Analysis by the software of SPSS 19.
    Discussion and Results The results showed that there is a significant and positive relationship between the ethical climate of the organization and knowledge creation. Moreover, the six dimensions of ethical climate (instrumental, caring, independence, moral, ethical codes, codes of ethics and ethical performance) had positive and significant relationship with knowledge creation.
    Conclusion The results suggested that improving the organization ethics; provide the basis for improving knowledge creation in organizations.
    Keywords: Ethical climate, knowledge Creation, University of Medical Sciences, Birjand
  • Mehran Aslaniyan, Bagher Kord * Pages 209-239
    So far, the changes have been done in human resources planning practices (Van Buren et al, 2011: 211). In the process of strategic planning, fast performance is required. But the complexity and extreme environmental uncertainty and the need to solve them, is equal to use some methods in which the weaknesses of strategic planning as much as possible would cover (Chatfields, 2005: 19; Porter, 2004: 288; Frechtling, 2001: 21). In conditions of extreme uncertainty, using the methods and models of strategic planning is fraught with many problems (Glenn & Gordon, 2003: 2). Futures studies should be one of our key defenses against the challenges of uncertainty and it should make it possible to predict dangerous trends and recognize desirable futures and respond to it properly (Hejazi, 2011:84).
    Case of the study The research was conducted amongst the internal and external stakeholders of Esfahan Technical and Vocational Training Organization. The study population included seventeen participants of the organization stakeholders who were identified during the futures studies workshop in the preparation step of our model.
    Materials and Methods In this study, in order to answer the research questions, the fuzzy DEMATEL technique and customized hybrid Roland Berger - HHL Leipzig approach have been used. In this approach, the modified Framing checklist, 360° stakeholder feedback, the two-step questionnaire of impact/uncertainty identification, Impact/Uncertainty Grid, scenario matrix, Fuzzy DEMATEL technique and Influence Diagram were used. In this study, futuristic preparation step includes the steps of determining the purpose, methods, participants, stakeholders, resource requirements, time horizon, level of analysis and communication. Also the meaning-making future step includes enviroment review, analysis, interpretation and prospection. The study population included seventeen participants of the vocational Isfahan stakeholders who were identified during the futures studies workshop in the preparation step of our model. According to the features that each participant should have, these members were selected purposefully and judgmentally. The study aims to design Influence Diagram of strategic human resource planning considering futures studies approach in Esfahan Technical and Vocational Training Organization.
    Main question
    Q1: how is the Influence Diagram of strategic human resource planning considering futures studies approach in Esfahan Technical and Vocational Training Organization?
    Secondary questions: Q1a: What are the weak signals and blind spots related to influence factors and uncertainties of the model of strategic human resource planning considering futures studies approach?
    Q1b: How much is the importance level of influnce diagram factors?
    in Esfahan Technical and Vocational Training Organization by using of customized hybrid Roland Berger - HHL Leipzig approach, after preparation of Framing checklist and 360° stakeholder feedback and identification of influence factors and uncertainties and weak signals and blind spots, we used the Impact/Uncertainty grid to identify the trends, less important factors and critical uncertainties. Then, by using of the critical uncertainties, two general classifications to identify key uncertainties have created and through positive and negative development of them on the matrix axes and during a brain storming session, we have developed four differenet scenarios titled “organization fortress”, “organization under siege”, “safe environment” and “organization decline”. Finally, while making use of trends and uncertainties and by using of fuzzy DEMATEL technique, causal relations chain and strategic leverage that exists behind every scenario clarified. Eventually by using the influence diagram, some developments are shown that if they happen untill the year 1400 (2021), it can develop the key uncertainties of human resource planning of Esfahan Technical and Vocational Training Organization in positive or negative direction.
    Discussion and Conclusion The employment rate, increasing organization budget, policies to attract competitive human resources, the realization of the 1404 Development Plan particularly in the field of human resources, different rules of insurance and pension, equal employment opportunity programs, job promotion programs were identified as influence factors. Blind spots related to influence factors include Barjam change (Joint Comprehensive Plan of Action), increasing organization budget, employment and unemployment rates, stable political situation and etc. Blind spots related to unsectainty include Brjam change (Joint Comprehensive Plan of Action), removing the sanctions, professional trainings, jobs specialization and etc. Absence of weak signals shows that all participants have a common understanding of influencing factors and uncertainties. Then, by using of impact/uncertainty grid, it became clear that the development of small businesses, governmental strict rules on human resource planning, different insurance and pension laws are the less important factors that even can be negleted during the scenarios development. Different trends were recognized in which employment and unemployment, professional trainings, equal employment opportunity programs, global developments have high influence potential and unsertainty. Five critical uncertainties such as budget increasing, Brjam change (Joint Comprehensive Plan of Action), the realization of the 1404 development plan, new approaches of public administration and new combinations of stackholders groups that have the highest impact and uncertainty were identified. By putting these factors in two different groups in titled organization related laws and economical look of organization, four dimentions of scenario matrix were developed and finally four scenarios were developed and by using of influence diagram, the details of the relations and their importance level were recognized. The results of the fuzzy DEMATEL technique clarified that some factors affect the others and also their level of importance. Realization or failure to achieve the goals of the 1404 document has highest rank. Realization of it could lead to increased funding and support the organizations to increase the recruitment and use of new approaches of public administration that has been mentioned in Iran 1404 document. Changes in budget especially budget increasing, has second position because it can directly provide the prerequisites and requirements on the one hand, and the implementation process of strategic planning of human resources considering the futures studies concepts. The organization should try to influence the governors through lobbying and working closely with them to increase the organization's budget. New approaches in public administration, such as outsourcing, downsizing, privatization, merger, partnership or joint management are in next places in terms of importance. Respectively the next places in terms of importance belong to political support for increasing employment, new combination of internal and external stakeholders, Brjam change (Joint Comprehensive Plan of Action), new directions of organizational strategies, professional training, changes in inflation, employment and unemployment rates, changing in number and scope of activities of institutions, management changing especially senior managers, the diverse organization's objectives.
    Keywords: Strategic human resource planning considering futures studies concepts_Influence diagram_impact- uncertainty grid_fuzzy DEMATEL_customized hybrid Roland Berger - HHL Leipzig approach
  • Ali Samani, Hasan Darvish *, Saeed Abesi, Hossen Safarzadeh Pages 241-265
    Introduction
    Certainly organizational life without the participation and collective action, being completely meaningless. Today's organizations live in a dynamic, competitive and risky atmosphere; And in such an environment can not succeed without the help of employees. So one of the big concerns that organizations face is Achieve maximum participation of workers to achieve common visions and goals. Today, researchers have found that Without relying on concepts such as job satisfaction, justice, commitment and motivation, can not create a New and efficient model to increase the participation of employees.Obviously, the participation of employees, is a strategic action that At the individual level leads to personal wealth, At the organizational level leads to improves and Development and At the national level, leading to increased productivity; so one of the underlying causes organizational efficiency is Creatting favorable conditions that Where employees with job satisfaction, motivation and commitment Strive to achieve the organization's goals. Organizational loafing In human resource management, is the phenomenon of Employees exerting less effort to achieve a goal when they work in a group than when they work alone.This issue is a serious problem in today's organizations. The research seeks to explain the comprehensive model for managing organizational loafing and it s impact on the performance of organization.
    Case study : The sample consisted of 180 employees of the Ministry of Communications and Information Technology.
    Materials And Methods
    the approach of This research is both quantitative and qualitative. Various methods were used through the data collection that is firstly an interview was carried out and then by using a questionnaire data were collected. Also a deep research was carried out via universites, digital libraries and databases.
    The data collection tool consisted of three parts. First part of the tool included the demographical questions determining employee's profile that is age, gender, position, salary, marital status and how long they are experiencing this proficiency. In the second section, 95 questions which were designed to measure the organizational loafing tendency were used. Participants were instructed to indicate how characteristic each of the items was. The answers were placed with a rating scale system ranging from 1, "not at all characteristic," to 5, "very characteristic" and responses to these items were summed. Statistical analysis of research data, with the help of software Smart PLS and confirmatory factor analysis was performed.
    Discussion and Results The results showed that The most important factor influencing the management of organizational loafing is, organizational environment and Among the environmental aspects of the organization, internal factors (with dimensions of organizational culture, style of supervision, the behavior of colleagues) was recognized as the most important aspect of the organization's environment.
    On the other hand,The results emphasized on the impact of the five aspects of organization and 29 related indicators on organizational loafing management.
    Conclusion The results showed that the most influential factors affecting organization loafing management is organization environment. Furthermore The most important factors affecting Organizational loafing and Organizational performance, are satisfaction, commitment and organizational culture.
    Keywords: Organizational loafing, organizational culture, satisfaction
  • Mohammad Ali Dadashi, Mahmoud Mohammadian *, Zohre Dehdashti Shahrokh, Vahid Khasheie Pages 267-297
    Introduction Organic farming has a crucial role to play in food supply and the satisfaction of environmental standards. The issues of marketing and sales, one of the main challenges facing organic products (especially in the transition phase), has been expressed in the world (Burton et al., 1997 and 2003, Ferguson 2004, Ferguson et al., 2005, Mac Ins, 2004). On the other hand, market-orientation is the basis of planning and implementation of the strategy, which aims to provide customer satisfaction, achieve and maintain competitive advantage (Day, 1999; Martin and Gerbeck, 2003, Zhao and Kavesjil, 2006). Among the main challenges in marketing organic products, it can be noted to low performance products, the lack of national and regional standards in producing organic products and finding sale markets, which requires government support and macro investment in the marketing research sector of these products. Due to the lack of investigation into the market-orientation strategy in the food industry of agricultural products, in particular, organic food products in the country of Iran, there isn’t a comprehensive strategy for developing the market-orientation of organic products in the country of Iran and a comprehensive and empirical research has not been done in this regard.
    Case Study Due to the lack of investigation into the market-orientation strategy in the food industry of agricultural products, there isn’t a comprehensive strategy for developing the market-orientation of organic products in the country of Iran. So the aim of this study is to investigate and determine the dimensions and components of the market-orientation of organic products and find solutions to develop the market-orientation of organic products, according to the environment and native context of Iran and cover the gaps in this field.
    Materials and methods Research method is developmental in terms of the purpose of the research and is combinational in terms of research strategies. The statistical population in the qualitative research method included the managers of companies producing organic products, experienced professional and experts in the field of marketing and policy making that by purposive sampling, its sampling was continued to adequate extent or theoretical saturation and eventually 15 people were interviewed and in the process of quantitative research methods also statistical population consisted of 180 managers and experts of sales and marketing departments of companies producing food products with the brand of “organic” in the country that the sample size was calculated 118 people by Morgan table and the members of sample were chosen by random classified sampling. The variables examined in the study include: environmental factors (independent variables) and performance (the dependent variable) and market orientation is also the mediator variable. In this study, SPSS and PLS soft wares are used to analyze the data. In this study confirmatory factor analysis and the method of structural equation modeling was used to test the hypotheses of the research.
    Discussion and results In this study, descriptive and inferential statistics were used to analyze the data. 15 of total respondents in the qualitative phase, 13.3 percent of respondents have a master's degree and doctorate degree holders who were Assistant Professor and Associate Professor were 46.7, 13.3 and 26.7%, respectively. Of this number, frequency percent of men was 86.7 and that of women was 13.3 percent. In the quantitative phase, of the 119 total respondents, 12.8 percent of respondents had a diploma degree and the holders of undergraduate, graduate, doctoral degree and higher were 2.5, 47.9 and 37%, respectively, that only three of them were women. According to the results, 2.5 percent of respondents were under age 30 and 39.4, 37, and 31.1 percent of respondents were between 31 to 40, 41 to 50 and above 50 years of age, respectively.
    Conclusion The results of the factor analysis calculations show a significant impact of external organizational factors on the market orientation. These results are in line with previous studies (Kohli and Jaworski, 1999; Narver and Slater, 1990 Andorta and Goyata, 2016; aziz & Yassin, 2010). In this study, effective external organizational factors include the intensity of changes in technology, in the market and in the regulations.
    The sub-hypothesis 1 of the study, the impact of external organizational factors on the cultural attitude of market-orientation, was rejected. These results are not consistent with other past research findings (Narver and Slater, 1990 Benito Gonzalez et al., 2014; Andorta and Goyata, 2016; Aziz & Yasin, 2010). Maybe it can be said that because trust building hasn’t been done for organic product well, therefore, by brand trust building and suitable culture building of the product, other dimensions of market-orientation, such as customer orientation and attention to competitors and inter-sectoral coordination will have effective communication with performance.
    The sub-hypothesis 2 of the research, the effect of external organizational factors on the behavioral attitude of the market-orientation, was confirmed that is in line with past research (Kohli and Jaworski, 1990 ,Benito Gonzalez et al., 2014). Thus, it can be argued that firms producing organic products once have understood environmental disturbances are more likely to strengthen market intelligence, gather and interpret market information and distribute it across the firm. In this way they can achieve a competitive advantage and superior performance.
    The first sub-hypothesis of the second hypothesis, the impact of internal organizational factors on the cultural attitude of market orientation also was confirmed. This indicates that organizations that their strategy, structure, culture and other internal organizational factors are strong are more likely to have higher capability to analyze competitors and customers and are more prepared for cross-functional coordination. Also, confirming the sub-hypothesis 2 of the second hypothesis indicates that the firm producing organic products that pay great attention to internal organizational factors are more market-oriented than their competitors.
    The results confirm the mediating role of market orientation in the relationship of external organizational factors and firm performance. Also, the results indicate that between the two market-orientation approaches (the cultural and behavioral attitudes of market-orientation) only behavioral attitude plays mediating role but since the relationship between external organizational factors and cultural attitudes has not been verified, this dimension of market- orientation can’t play a mediating role between external organizational factors and performance. It can be argued that external organizational factors result to the improved firm performance by improving market-orientation in the firm producing organic products. Therefore, companies can contribute to their competitiveness and improved performance by strengthening market intelligence.
    In this study, also the mediating role of market-orientation (and its cultural and behavioral attitudes) in the relationship between internal organizational factors and performance was confirmed to show that internal organizational factors, including organizational structure, organizational culture, organizational size and marketing capability, leads to improved financial and non-financial performance of the organization through strengthening the organization's market orientation (the ability to understand the needs of customers, the ability to understand the strategy of competitors, creating cross-functional coordination, market intelligence capabilities, and timely distribution of information). Therefore, companies can achieve superior performance by institutionalizing market-oriented culture and strengthening market intelligence.
    Keywords: marketing, organic products, performance, internal organizational factors, external organizational factors, Iran
  • Abdolmajid Imani *, Monire Saleh Nia, Fateme Mohammadi Pages 299-324
    Linguistic Justice is one of the emerging concepts in the field of social justice and organization justice. This concept emphasized on the necessity of having justice on in all Verbal and Linguistic tools. When the citizens do not understand the existence of justice in the words and manners of governmental managers of their own societies, They trust of the public managers will reduce and that social capital will reduce too. Accordingly, this research studies on the effect of linguistic justice of managers of governmental agencies on social capital brokered deals with public trust. Statistical Society of research includes the 26 Directorate of General of South Khorasan province, with a total of 2750 employees is the official contract that according to Morgan and disproportionate stratified random sampling, 338 samples were selected. Content validity of Questionnaires According to The experts confirmed the reliability of the questionnaire of linguistic justice, social capital and public trust based on Cronbach's alpha coefficient, respectively were 0.929, 0.950 and 0.9; The results showed a direct impact on social capital of linguistic justice was equal to 0.917 and in indirect impact due to public confidence mediator is equal to 0.120. Based on these results, managers of governmental organizations can improve the social capital of organizations by having linguistic justice in organizations and strengthen public confidence in the organization.
    Keywords: Linguistic Justice, Social Capital, public trust