نشریه مدیریت بر آموزش سازمان ها
سال هفتم شماره 1 (بهار و تابستان 1397)

The aim of the present study is investigating the affecting factors on organizational knowledge, sharing among employees of Shiraz educational organization districts. The statistical population consisted of all the employees of Shiraz Educational Organization, among them 200 were selected by relative stratified random sampling method as the sample. Research instrument consisted of several questionnaires including perceived usefulness questionnaire (Moun and Kim, 2001), Attitude toward knowledge sharing questionnaire (2006), Subjective norms (Buck et al, 2005), Control of the perceived behavior (Moun and Kim, 2001), Knowledge sharing behavior (Cobra et al, 2006), Intention to share knowledge (2006), Trust (Shockley-Zalabak et al, 2000), The pleasure of helping others (2006), which distributed and cumulated after calculating their validity and reliability. Results analyzed using path analysis and Lisrel software. Results of the study indicated that, subjective norm, pleasure of helping others and trust have a direct and positive effect on perceived usefulness and perceived behavior control. Regarding the direct effect of perceived usefulness, perceived behavior control on the attitude of knowledge sharing, the desire to share knowledge and knowledge sharing, there was a direct and positive effect. also, results showed that fitting of the factors affecting organizational knowledge sharing among the employees of Shiraz educational organization, is confirmed.

This study aimed to investigate the role of quantum management in human resource productivity with respect to the mediation of organizational voice in the Education Department staff of Birjand city. The research method is descriptive-correlational methodologically, naturally quantitative, and operational in target. Statistical population of the study consisted of all the Education Department staff of Birjand city (250 people) in 2017; that according to Krejci and Morgan table 160 subjects were selected by simple random sampling. Data gathering tool was the modified standard productivity questionnaire of Goldsmith and Hersey, Mir Safian Quantum Management, and Hames Organizational Voice. Data were analyzed using the statistical software SPSS18 and AMOS16 and the statistical tests of Pearson correlation, multivariate synchronous regression and Structural Equation Modeling. The questionnaire validity was confirmed and its gained reliability by Cronbach alpha coefficient was 0.94% for human forces efficiency, 0.96% for quantum management, and 0.96% for the organizational voice. The results showed that quantum management indirectly predicts the productivity of human resources through the organizational Voice variable. In other words, an organizational voice plays a mediating role in the relationship between quantum management and human resource productivity. On this results its suggested that the Education Organization attends significantly the quantum management matter in its strategic approaches and also in operational programs and goals so that through which the ground for the human forces efficiency will be prepared.

The purpose of this study was to investigate the status of school principals in the face of social networks. This research relied on qualitative research methods and was done based content analysis with the evaluation approach. Research participants included 20 principals and 10 experts from instructional and administrative units. hat were selected by utilizing objective and snowball sampling. In this research type, data are generated through semi structured interviews. The status of principals in the face of social networks was regarded in internal and external dimensions and in relation with domains of principals functions. In external dimension, opportunities and threats of schools in relation with social networks was studied generally for schools and specially for principals. In internal dimension, strength and weaknesses of schools was studied in relation with social networks .After collecting and analyzing the responses using open and axial coding level, 44 opportunities and 44 threats of social networks were identified for principals and also strengths and weaknesses of schools were identified. Then the necessary strategies for use of the opportunities and strength of social networks as well as resolve and overcome the weaknesses and threats of social networks was mentioned.

The aim of this study was to determine mediating role of organizational ethical climate in the relationship between Organizational justice, Organizational silence and Indifference. The research also aims to evaluate the mediating role of organizational ethical climate among male teachers in Azarshahr city during the year 2016. The research method was descriptive and of the correlational type. The total experimental population was comprised of 480 people, , Sample include of 220 teachers were chosen Stratified. In order to gather information, four questionnaires were used, namely the Organizational Justice Questionnaire by Niehoff and Moorman (1993), the Organizational Indifference Questionnaire by Salariyeh et al (2004), the Organizational Silence Questionnaire by Dimitris (2005, and the Organizational Ethical Climate Questionnaire by Victor and Cullen (1988). To assess the validity of the used tools, the confirmatory factor analysis was used. The collected data were analyzed by the software Spss and Lisrel. The results showed that. SEM analysis results showed that the path analysis to organizational justice organizational silence before and after the removal of the track, respectively, 0.26 and 32/0 is the significant, organizational indifference path analysis to Justice organizational respectively, -0.18, -0.44 path analysis is the organizational ethical climate to predict organizational silence, respectively, 0.66 and 0.66 is significant. Results also showed that organizational ethical climate to predict organizational indifference was non-significant.

Employees with qualified and valued services are one of the important factors in quality improvement of organization. If the provided service is with pleasure that satisfies the employee, not only leads to better organizational functionality, but follows better personal functionality. While examining the serving experience of school staffs, this study investigated their perception from sense of pleasure from serving at school. Based on a qualitative approach and using descriptive phenomenological method, from 12 participants among successful male and female administrators and assistants of Tabriz schools, this study is done using targeted criteria-oriented sampling and semi-structured interviews. Data analysis is based on seven step Collaizzi strategy. Deep analysis of participant’s narratives lead to detection and classification of four main contents (the structure of serving environment, serving motivation, personal characteristics, and the relationship between the type of job and serving pleasure), and 9 sub-content (interaction between employees and co-workers, the role of administrator, quiet and low tension environment, satisfaction of customers, financial and livelihood problems, internal resources of serving pleasure, external resources of serving pleasure, students as innocent and lovely people, and teaching and their development capacity). Results of the study indicated the administrators and executive staffs of schools enjoy serving the students because of unique characteristics of school, regardless of problems related to livelihood issues and criticism about management of Iran educational system.

Knowledge management is one of the key issues in higher education, which had a significant role in scientific progress and promotion of the scientific level of universities. In this study, due to the role and importance of knowledge management in universities, the obstacles to sharing information and knowledge at the Farhangian University have been identified.This research was applied in terms of its purpose and descriptive - survey method. The statistical population consisted of the staff and faculty members of selected campus of Farhangian University. The data were analyzed using descriptive statistics and inferential statistics and SPSS software. The research instrument was a researcher-made questionnaire of 38 items using Knowakaha Knowledge Management Questionnaire. The results of the surveys showed that four main barriers to structural, managerial, human resources and technology are preventing the successful implementation of knowledge management at the Farhangian University. Based on the results obtained, human resources are an obstacle to the successful implementation of knowledge management at the Farhangian University, as well as the infrastructure of information and communication technology, management, and organizational structure are obstacles to the successful implementation of knowledge management at the Farhangian University. The observed average of the existing knowledge management status at the University of Cultural Studies (2.42) is less than the expected average (3), and the difference between the average status quo and the expected status of knowledge management in quadratic dimensions is significant. The results of this study can open new holes for core attention to Knowledge management. Planning the Farhangian University to raise the barriers identified in this research can lead to successful implementation of knowledge management.

The purpose of this study was to analyze the relationship between organizational transparency and organizational silence among staff of education departments in Hamadan. The research method was descriptive-correlational and the statistical population included 512 staff members of educational departments in Hamedan city who were selected by stratified random sampling method. Two questionnaires were used to collect data: Rawlins organizational transparency (2008) and organizational silence of Vakula and Borada (2005). To determine the validity of the questionnaires, content validity was used by experts. The reliability of the questionnaires with Cronbach's alpha coefficient was 0.91 and 0.84 estimated. Data were analyzed using SPSS software. The results of the study showed that the mean of organizational transparency and organizational silence was lower than the average level (3). There was a negative and significant relationship between organizational transparency and organizational silence at the level of 0.0001. The results of regression analysis indicate that overall transparency and participation have the most predictive effect on the reduction of employees' organizational silence. Therefore, managers of educational organizations can minimize employees' organizational silence by providing organizational transparency and creating the right environment for employee participation in organizational matters.