sajad gharloghi

Researchers have considered the category of entrepreneurial tendency a serious and coherent study for several decades. The entrepreneurial tendency is a situation in which a person shows his tendencies in relation to entrepreneurial behavior in an independent organization. Organizational culture is very important in introducing information systems in an organization. The concept of culture is related to attitude, values, goals, and organizational, professional, and national methods. In the 1960s, "Management Information Systems (MIS)" were first proposed as a concept. A function of MISs is to collect, process, and analyze organizational data. Today, large technology companies, such as Facebook, Twitter, and Snap, have achieved success by using MISs. Much research has been conducted on MISs, organizational culture, and entrepreneurial tendency, but so far, no research has examined all three variables. Therefore, the current research is an effort to answer the basic question as to whether organizational culture can play a mediating role in the relationship between MISs and entrepreneurial tendency.

The research is an applied study in goal and a descriptive correlational study in methodology, which used Structural Equation Modeling (SEM). The statistical population consisted of all staff of Shahid Beheshti University (N = 1127). The Cochran formula was used to determine the sample size as 288 individuals, who were selected by the stratified sampling method. The main tool for data collection was a standard questionnaire, whose face and content validity were confirmed by experts. Cronbach's alpha coefficient was used to determine the reliability of the questionnaires on MISs, organizational culture, and tendency to entrepreneurship, which were obtained as 0.88, 0.82, and 0.85, respectively, showing that all three questionnaires were reliable. Data were analyzed at both descriptive and inferential levels using SPSS and LISREL software.

Based on the results, MISs have a positive and significant effect on organizational culture and entrepreneurial tendency, and organizational culture has a positive and significant impact on entrepreneurial tendency. In addition, the mediating role of organizational culture was confirmed in the relationship between MISs and entrepreneurial tendency.

Conclusion/ Implications:

 According to the results of the data analysis based on the relationship between organizational culture and entrepreneurial tendency, it is suggested that the relevant managers and officials consider organizational culture and its components in the organization. It is necessary to strive for knowledge sharing, open communication, benefit systems, guidance and leadership, work meaningfulness, and risk-taking, pay attention to human resources as the most valuable resource in the organization, and promote the level of entrepreneurship in the organization. Also, it is suggested that managers use information systems to spread culture, promote entrepreneurship among employees, and use the maximum facilities and material resources to achieve specific goals.

The present study was conducted with the aim of a comparative study of national and international experiences of the Retirement Health Promotion and Improvement Program and the presentation of the Retirement Health Promotion Program of the Armed Forces. The research method was qualitative and was performed using the method of continuous documentary analysis. The study population was 857 documents, 47 of which were selected as a sample using purposive sampling method according to the acceptance criteria. The data obtained from the analysis were analyzed using two-step coding method (open and axial codes). The reliability of the codings was confirmed using the simulation method and to check the validity of the research, the findings were provided to 3 qualitative research experts who, after reviewing the study process, confirmed the qualitative results. Based on the coding results, 223 open codes were obtained in 14 general categories (core codes) including education, research, information provision, primary prevention, secondary prevention, nutrition and lifestyle; Behavior and lifestyle modification, rehabilitation, empowerment, organizational and social support, treatment measures, screening, counseling for cultural activities and culture building were categorized.

The aim of this study was to design and explanation a model of executive coaching competencies. The research method was qualitative and was performed using the meta-synthesis method with a seven-step approach by Sandolowski and Barso (2009) and a semi-structured interview was used to confirm the model. The study population was 857 documents in the document analysis section, 22 of which were selected as a sample using purposive sampling method according to the acceptance criteria. The study population in the interview section were academic experts in the field of coaching who Six people were selected as the sample using targeted snowball sampling method. Data obtained from document analysis and interviews were analyzed using a three-step coding method (open, axial, selective). The reliability of the codings was confirmed using the kappa agreement coefficient in SPSS software with a value of 0.77. Regarding the study of research validity, while paying attention to the audit strategies of research and pluralism of data, the findings were provided to 3 qualitative research experts and after reviewing the study process, they confirmed the qualitative results. Based on the combined results, 150 open codes were obtained in 6 general categories (including skills, intercultural and ethical competencies, credibility, intellectual abilities, knowledge and information, attitude and motivation) and 22 subcategories (core codes) Were categorized. Based on the results of the interview, the results were confirmed and 34 open codes were added to it, and finally, the model of professional coaching professional competencies was designed.

The present study was done with survey aim mediating effect of professional commitment on the relationship between professional competency and job performance. Research method was descriptive- correlation with an emphasis on structural equations. Statistical population of the research consists of all education expert of Tehran University (N=340). Cochran formula was used to determine the sample size And 180 individuals were selected as the sample that their selection was done by proportional stratified method. Data collection based on the three questionnaire of Researcher made professional competency, Meyer, Allen and Smith’ s Professional commitment (1993) and Hersey and Goldsmith’ s job performance (1981) was performed which their Cronbach's alpha coefficient was Obtain respectively 0.92, 0.91 & 0.95 and face and content validity of the questionnaire was confirmed by experts. The method results showed that professional competency on professional commitment and job performance has a positive and significant impact and professional commitment has a positive and significant impact on job performance. As well as the role of mediator of professional commitment was confirmed in the relationship between professional competency and job performance.

The aim of the present research is to study the relationship between quality of work life and productivity of staff. Research methods were made by descriptive- correlation and statistical population consists of all staff of Tehran University (N=2025). The sample size of 323 subjects were selected randomly according to Cochran formula were selected using a stratified selection.In order to collect the data, Walton’s quality of work life and heresy & goldsmith productivity scale were used which their reliability were calculated through Cronbach's alpha coefficient & were roundabout 0.87 & 0.84 respectively. Moreover face and content validity of the questionnaire was confirmed by experts. And construct validity confirmed by Confirmatory Factor Analysis. The results showed that there are significant positive correlation between the quality of work life and all its components withe employee productivity. The results of stepwise regression showed that Among components of quality of life components Safe and healthy working environment, Social dependence of work life and Integration and social cohesion in the organization of work The ability to predict the productivity of employees.