فصلنامه مدیریت دولتی
پیاپی 13 (بهار 1392)

The main purpose of this research was to study of relation between organizational health and organizational entrepreneurship in the University of Tehran. The main research instrument was an electronic questionnaire، which consisted of two parts: organizational health and organizational entrepreneurship. The statistical population of the research consisted of all staffs of in the University of Tehran. Using Cochran’s sampling formula، 230 staffs were selected as research sample. SPSS win 18 were used for data analyzing. Findings showed a positive and significant relationship (in level 1%) was between all of the organizational health components with organizational entrepreneurship. The results of multiple regressions also showed that among eight components of organizational health، four components included efficiency، unity and adaptability، innovation and participation in decision-making could explained 69% of total variance of organizational entrepreneurship

In the last decade، with the entry of spirituality in the organizational and management research، Spirituality leadership، also، has attracted a considerable amount of attention. The new realm of spiritual leadership، similar to both areas of spirituality and leadership، suffers from a lack of consensus and from variety in definition and impression. Proposed models of spiritual leadership have been quite narrow، leader-centered and universal. They ignored the role of followers and context in leadership equation. In this paper، with a developmental approach، and after using experts'' opinions and surveying in some public organization، we aim to define new construct of spiritual followers and spiritual context، and explore the role of them in leadership effectiveness. The results of this study show that new defined constructs have a significance contribution in the prediction of leadership effectiveness and with simultaneous considering all constructs of spiritual leader، spiritual followers and spiritual context، better than pervious approaches، we can explain spiritual leadership complexities and dynamics

Garmeh village (located in Khour and Biabanak County in Isfahan province) is a desert village and given the deprived condition of this area and difficulty of finding a job in this village، it is necessary to take required steps for elimination of deprivation، improvement of employment and income and enhancement of its infrastructures using all available opportunities، capabilities and capacities. Development of tourism industry as an industry which is in interaction with different fields such as economy، culture، environment، agriculture and services can be considered as one of the main tools for development in Garmeh village. The purpose of present study is identification of effective factors impacting rural regions tourism development and investigating the situation of each effective factor impacting rural regions tourism development (cultural، social، economic، managerial and environmental factors). The method used in this study in terms of data collection is descriptive- survey method and in terms of research purposes، it is an applied research. Also، for analyzing the obtained data، we used descriptive statistics as well as inferential statistics methods. The tool by which the data were collected was questionnaire completed by three statistical populations: experts، village people، domestic and foreign tourists

One of the most important issues about nowadays organizations، especially which work on information technology is hidden in currency of human resources'' knowledge and skills that their maintenance in organization has particular complexities. According to past researches، human resource turnover is influenced by several individual، organizational and environmental factors. One of the most important of this factors is human resource`s attitudes toward their job and partially it`s believed that justice is considered as one of the most important effective factors in social development of organizations and it is attracted by researches in a way that various studies certify on importance of justice and it`s dimensions on attraction، participation and loyalty of human resources. This research is trying to compare and study over the importance of various dimensions of justice and organizational climate in human resources loyalty. According to the results، informational and observational justice has the most influence and distributive and lingual justice has the least influence on organizational loyalty.

This research has been performed with the purpose of investigating the interactive role of accountability and job self-efficacy on organizational citizenship behavior and political behavior of the faculty members. In this research the statistical society included all faculty members of Urmia University، among whom 206 persons was selected through straticulate random samplery methods. The way research done was a description of the cohesion type and was used for gathering information from standard questionnaires. The results of modifier regression signified interactive role of accountability and job self-efficacy on citizenship behavior. In this case، for individuals of high sense of self-efficacy، replication growth is accompanied with increase of citizenship behaviors، and conversely for individuals of low self-efficacy، replication growth is accompanied with decrease of citizenship behaviors. At the same time، data analysis signified insusception of second hypothesis of the research، meaning، the interactive role of accountability and self-efficacy on political behavior was not confirmed. Thus، in both groups of faculty members with low and high self-efficacy، replication growth causes increase of political behaviors.

The business environment changes caused to change in managers and researchers approach about leadership principles. They have to revise leadership traditional theories and developed new theory for leadership as “transformational leadership theory”. Transformational leader with charisma; idealized influence; inspirational motivation; intellectual stimulation; and individualized consideration، emphasis on performance improvement، i. e. achieving and establishing market share، rate of sales، attract totally new customers، customer satisfaction. This article surveys the ‎relationship between transformational leadership and business performance in TPGC. The ‎method used is applied-description survey. The population comprised 67 managers. Data analysis was ‎conducted by frequency distribution، percentage، spearman ‎correlation and Multiple Regression test. According to ‎the research findings، there is signification a ‎relationship between transformational leadership ‎and business performances. Finally، ‎the article has presented ‎solutions to promote transformational leadership and business performance.

This study investigated the role of emotional intelligence Bank Mellat branch managers in Tehran to communicate effectively started in February 2010 and lasted for one year and a half. In the present research Bar-On model of emotional intelligence was used. In order to test hypothesis 165 persons were selected as sample. The required data was collected through distributing questionnaire and then by using inferential statistics the relationship among each of the dimensions with effective communication of managers was studied. Results of research indicated that all dimensions of emotional intelligence have significance relationship with effective communication of managers and in relation to main hypothesis، the regression test indicated that emotional intelligence influences on effective communication of managers.

This paper aims to examine the fun concept and age differences in attitudes toward workplace fun. The authors review the literature on workplace fun and generational theory. The fun in workplace was measured with Karl et al. ’s (2005) and Generational cohort was measured by the respondents’ birth year using a sample of 296 workers at a industrial company in South west of Tehran. According to results it is recognized that games، trust in managers، and، trust in co-workers were most important issue of fun in the workplace. However there are no differences between the two generations in attitudes toward workplace fun. Implications، limitations، and suggestions discussed