نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال دوم شماره 8 (تابستان 1390)

Regarding to the fact that organizations are nowadays functioning in obsured, complicated and turbulent environments, and also to attain a certain degree of permanence and development, it seems that they need some kind of leadership which can establish some concepts such as social capital to improve reliance and relations among organization members as well as those out of organization. The aim of this research is to examine the effect of organizational justice in explaining the role of transformational leadership in development of social capital. The population of this research included all staffs of Pars Oil & Gas Company. Class random sampling was used to choose the sample, and data were collected on the basis of a questionnaire including 3 variables in 5- grade Likert scale.

One of the most important featues of organizations is notice to physical presence of staff in the work environments, which it can be used as an important index to estimate productivity. Rather than ergonomy, managers must notice spiritual and mental features of staff, which this is the base of biorhythm. Biorhythm in one of the newest topics in mental ergonomy, which, by recognition of intellectual, corporal, and spiritual features of a person, it can affect maximizing job satisfaction. This is more important in complex and sensitive jobs, because having a work plan propotional to biorhythm of staff, rather than job satisfaction, can prevent many accidents in a work place. In this paper, we study the relation between biorhythm and it effect on job satisfaction. The goal of this research is clarification of importance of notice to different conditions and features of staff in work place, which can significantly affect development of organizations activities. This is a case study research in Nargan Engineering and Constuction Co., which works in area of oil, gas, and petrochemistry. The statistical society includes three concurrent projects of this company. Data was gathered through questionnaires. Finally, relation between the two variables was proved by statistical relations. The results showed that study of periodical cycles of each staff (biorhythm) has an undeniable effect on increament of job satisfaction. Also, it can be used to find a suitable pattern for job program, which this can be generalized to the other affiliated organizations to Ministry of Oil.

This research studies cancellation causes of final accepted persons in recruitment test of National Iranian Oil Company in 2006. In this regard, 274 questionnaires were gathered and analyzed. To analyze the data, SPSS software was used. Also, correlation coefficient, T test of independent groups, and factors analysis method were used. By applying the factors analysis on 26 variables, 6 factors were obtained as the main causes of cancellations, which they, by importance, are: “kind of job” that includes 6 variables with 23.6% of importance; “limitation of facilities of the work place for individuals and their families” that includes 6 variables with 10.3% of importance; “salary and benefits” that includes 4 variables with 7.9% of importance; “official and managerial problems” that includes 5 variables with 6.6% of importance; “recruitment opportunities in other organizations” that includes 3 variables with 5.5% of importance; and “training problems” that includes 2 variables with 4.8% of importance. It is necessary to note that the 6 above-mentioned factors generally explain 56 percentage of the variance (percentage of dispersion) of cancellations, which maximum variance is for “job kind” (23.6%) and minimum variance is for “training matters” (4.8%).

According to the vision plan of Islamic republic of Iran for 2025, Iran should get the superior position in economic, scientific and technology potent in the area. While this ideal is in accompany with foresight, initiative and reception of future challenges, it requires managers with correct comprehension and outlook, with management competencies with international standards to provide its continuous growth and sustained success. Given the importance of Pars Special Economic Zone in sustainable development, the main goal of this research is identification of required competencies of regional management to increase its efficiency. The implementation method of this research is measurement and from the objective point is applicationaldevelopmental. Statistical society of this research is university experts and managers of special energy and economic zones. For this research, at first, list of required competencies was extracted via investigation and study of domestic and foreign documents. Then it was completed and classified through the interview with the expert. Then significance of each competency was evaluated for Pars Special Economic Zone. In the next step, importance of competencies was identified and prioritized by Friedman Test. Outcome of this research can be used by senior managers for attraction, screening, promotion, performance evaluation, training and management development system based on the strategies and sustainable objectives development.

In this research, a model is presented for pre-implementation of Enterprise Resource Planning (ERP) system. Implementation of an ERP system is timeconsuming and costly, and deeply affects an organization. Therefore, in the proposed model, first, a technical, economical and operational feasibility study will be performed based on a hierarchical model. Then, if the result is appropriate, readiness assessment will be done. In order to do readiness assessment of an organization, different factors affecting system implementation are determined and weighted by Analytic Network Process (ANP) method. The result of this assessment identifies the areas in which the organization must be improved prior to implementation stage. The proposed model implemented in Bandar-abbas Oil Refining Company and the result showed a positive condition for technical, economical, and operational aspects; however, the organization readiness level for implementation of an ERP system is a little lower than the average.

Knowledge, as power and a resource, is a significant asset both for individuals and organizations. Thus, knowledge management has become one of the important issues for enterprises. When facing problems, people generally resort to their prior knowledge and experience for solutions. Such routine problem-solving strategy is termed ‘‘knowledge inertia’’. This paper has investigated the relationships between knowledge inertia, organizational learning and organizational innovation among West Oil and Gas Company’ high educated employees. In this study three assumptions were tested. The number of statistic population was 140 persons that a number of 99 persons were selected as sample and data was collected through retuned questionnaires. To show knowledge inertia effect on organizational learning and organizational innovation, according to the research literature, a model was designed and tested by Lisrel Software. Data analysis of questionnaires showed that knowledge inertia and organizational learning directly affected organizational learning and organizational innovation, respectively. And indirectly knowledge inertia was affected organizational innovation through organizational learning. In the examined model the amount of the propriety indexes (GFI= 0.96 and AGFI= 0.96) indicate the appropriateness of the model.

Today, human resources are emphasized as the most principle organizational wealth, and organizations try to attract, absorb, and upbring qualitative and creative human forces to be able to compete. This research was done in four gas companies of East and West Azarbaijan, Ardabil and Zanjan provinces in 2011 to identify the most important effective factors on organizational creativity. This is a survey and type research and is done in application style. The statistical population was all the company's employees and sample size consisted of 672 employees. Questionnaires were used to gather data and SPSS was used to analyze date. The main goal of this research was the study of factors increasing of organizational creativity in these companies. Generally, the results showed that there are three main factors: individual, group, and organizational variables influencing organizational creativity. But, the organizational variables affect more than group and individual factors, and group variables affect on organizational creativity more than individual variables.