فصلنامه مدیریت توسعه و تحول
پیاپی 5 (پاییز 1389)

The purpose of this study is to design an entrepreneurship development model for small and medium organizations in the Technical and Professional Organization using a three dimensional model; Breeding Characteristics, Stimulates Motivation and Entrepreneurship Skills and Knowledge. The sample comprised 260 entrepreneurs at small and medium companies of Technical and Professional Organization of Mazandaran province. Instrumentation included a questionnaire with standard components and the reliability coefficient of 0.91. Data analysis comprised both descriptive and inferential statistics using Wilcoxon test under SPSS software. The results showed that technical and professional training in small and medium organizations influenced entrepreneurship development. Factor analysis was run and the results confirmed the seven factors and supported the whole model of development. Finally, after detailed analysis and interpretation of the results, practical suggestions and recommendations for upcoming research are presented.

Cost of Quality is a process-based method of finding costs. The main objective of this method is to make an equilibrium between preventive costs, quality assurance cost and cost of poor quality. EFQM is known as a well-known method of organization excellence models. Using its nine criteria, EFQM is a perfect tool for organizations. In this paper, we will consider EFQM criteria and cost of quality and the relationship between them. We will consider a case study (Mirab Company) and illustrate that there is a relationship between EFQM and COQ. Then, the results of the questionnaire administered to 1300 EFQM evaluators will be presented. The respondents were asked whether they agree with the relationship between EFQM and COQ or not. The findings confirmed that there is a relationship between all EFQM criteria and EFQM.

Public employee's trust in organizations in many countries is declining and one of mechanisms that may improve trust in these organizations is using servant leadership. Accordingly, the present paper aimed to include servant leadership measurement and prioritize its dimensions in terms of impact on trust, and measurement of trust in Tax Affairs Offices of Guilan province. To achieve these goals, the question is raised whether there is any significant relationship between servant leadership style and establishing trust in the organization under study. To answer this question, the researchers designed a model, and using a correlation-descriptive model, probed the corresponding hypotheses. Each of the concepts were operationalized and the data were collected using a questionnaire. Data analysis confirmed the hypotheses and showed a significant relationship between servant leadership dimensions and establishing trust in Tax Affairs Offices of Guilan province. The desirability of the dimensions and components of research were ranked and based on the ranking recommendations are presented.

Quality function deployment (QFD) is an important tool available to organizations for efficient product design and development. Traditionally, QFD rates the design requirements (DRs) with respect to customer needs, and aggregates the ratings to get relative importance scores of DRs. An increasing number of studies have stressed the need to incorporate additional factors, such as cost and environmental impact, while calculating the relative importance of DRs. However, there is a paucity of methodologies for deriving the relative importance of DRs when several additional factors are considered. In this paper, data envelopment analysis (DEA) is suggested for the purposes. DEA provides a general framework facilitating QFD computations when more factors need to be considered. The calculations are explained using a step-by-step procedure and illustrations. The proposed QFD–DEA methodology is applied to the design of TV in Pars Electric Company.

This research was conducted to study the effects of organizational stressful factors on employees’ performance at Social Security Organization (SSO) of Khoi city, Iran. To this end, organizational stressful factors were identified using the relevant literature and the required information was collected using questionnaires and field work at SSO. The relationship between stressful factors and performance was measured using simple linear regression and second order regression. Also, the optimal extent of each stressful factor for employees’ performance was determined for this organization.The organizational stressful factors studied in this research included: physical factors,work factors,work group factors, and career factors. According to the findings of this research, there are non-linear relationships between physical factors, work factors and work group factors and employees’ performance at SSO of Khoi city. However, no relationship was found between career factors and employees’ performance.

Management information system is an official system in organizations which provides the necessary reports for management decisions at different levels. Today, the success of any organization depends on organizing and utilizing its information assets in the most desirable manner. In order to use this asset in the most efficient way, utilization of tools such as office automation systems can increase the precision and speed of transferring the information and can also have an effective role in reducing organizational expenses. In this research in Mazandaran wood and Paper industries, we described the project of establishing the office automation and its results as a suitable approach for increasing the speed of transferring correspondences and reducing the related expenses. Exploitation of the desired decisions had significant results which can be extended in other industries and used as a valuable piece of verified experience. By analyzing the break-even point method, the returns and profitability of this technology are clarified. Our analyses confirmed its value.

This research is an attempt to investigate the effect of manager's competencies on the efficiency of management in Communication Company of Qazvin province based on the model combining the models presented by Boyatzis & Shroder (1982) and Luthans (1988). The study aims to identify the possible relationship between manager's competencies and management effectiveness. Manager's competencies have been investigated according to two aspects: personal aspect, referring to their occupational knowledge and skills, personal characteristics, and attitudes, and social aspect referring to their occupational credit and their credit in the eyes of the public. Effectiveness has been assessed using Luthans’ model based on job satisfaction and personnel's commitment. This study sought answer to the question: Is there any effect of manager's competencies on management effectiveness? The population comprised of all personnel of the communication company of Qazvin province including 267 employees. A stratified sampling method was adopted and 60 employees were selected as the sample of this research. The findings revealed a significant correlation between manager's social and personal competencies and management effectiveness. Moreover, we found a significant correlation between the variables of manager's competency in both personal and social aspects and their effectiveness. Personal characteristics and attitudes of managers did not prove to have a significant correlation with effectiveness. The priorities of the effect of each sub variable are illustrated.

Currently, the decrease of loyalty among the companies’ employees has posed a complex problem to the managers and they seek helplessly to find a permanent way to settle the problem. Nevertheless, these companies have some useful advantages that can help them to achieve this goal. One such advantage is their brand image. In this study, attempts were made to examine the impact of brand image on employee loyalty. To this end, a survey was done on 160 employees of the three companies in food industry. The test of conceptual model shows the indirect relationship between brand image and employee loyalty. In fact, we found no reason to contradict the direct relationship between brand image and employee satisfaction and between employee satisfaction and employee loyalty. Further, we found no direct relationship between brand image and employee loyalty. In other words, the results indicate that brand image increases the employee satisfaction and the employee satisfaction, in turn, has a positive effect on employee loyalty.