جستجوی مقالات مرتبط با کلیدواژه "organizational maturity" در نشریات گروه "علوم انسانی"

The current research seeks to identify and prioritize factors affecting the maturity of knowledge-based companies in the food industry, focusing on the approach of the fourth-generation industry.

The current research is applied in terms of orientation and it is a quantitative study from the point of view of methodology. The theoretical population of the research is the specialists of organizational maturity and the fourth-generation industry in the food industry. Sampling in this research was done based on the expertise of experts in the field of research. In this research, the fuzzy Delphi method was used to screen the factors and Copras and Mabac techniques were used to prioritize the screened factors. Interviews with focus groups were also used to provide practical suggestions.

The present research was carried out in several stages. In the first step, factors affecting the maturity of knowledge-based companies in the food industry were extracted through literature review and interviews with experts. To screen the factors, expert questionnaires were distributed among the experts, and the experts expressed their opinions about each of the factors in the form of a five-degree fuzzy spectrum. 10 factors had a favorable defuzzified number and were selected for final prioritization. Screened factors were evaluated by distributing priority questionnaires and Copras and Mabac techniques. The experts expressed their opinions in the form of a spectrum of 10 point on four indicators. The priority factors were: governance of data-driven decision-making culture, the use of new learning methods in the organization, the use of cloud platforms in the organization, the use of smart machines and equipment in the company, and innovation policies in the organization.

Originality/Value: 

Practical research proposals were developed based on the most important factors. Some suggestions were: the use of data-driven technologies such as business intelligence and big data to strengthen data-driven decision-making, the use of a hybrid approach in training and the application of new technologies in the field of training such as Metaverse, the use of Internet of Things and blockchain technologies to automate and intelligentize processes and finally Moving towards an open innovation policy.

The food industry is one of the vital industries for the health and well-being of society. The aim of the current research is to provide a model of factors affecting organizational maturity in knowledge-based companies of the food industry in Iran with the approach of the fourth-generation industry. The research consists of two qualitative and quantitative parts, in the first part, the main and secondary factors of the model were obtained through metacomposition. In the second part, the relationships between the main factors were determined through cross impact analysis.

The current research is applied in terms of orientation and is a mixed study in terms of methodology. Also, the current research is a pragmatic study in terms of philosophical foundations and exploratory research in terms of the goal. The theoretical population of the research is the experts of the food industry and the sampling was mainly done in a judgmental and purposeful way. In the judgmental sampling method, cases and samples are selected based on the expertise of experts. In this research, the meta-synthesis method was used to extract factors and the cross-impact analysis was used to determine the relationships between the main factors. Validation of articles was done by CASP tool. The extracted articles were screened step by step to identify the most qualitative articles for study.In this research, meta-synthesis method was used to extract factors and cross impact analysis technique was used to determine the relationships between the main factors. In order to get experts' opinions about the relationships between the research factors, influence evaluation questionnaires were used. The experts were asked to express their opinions on a scale of 0 to 3. Also, to measure the validity of the meta-synthesis part, the Lawshe content coefficient was used, and the Kappa coefficient was used to measure the reliability of the codings. Validity and reliability values in this research were appropriate.

This research was done in two steps. In the first step, factors affecting organizational maturity were extracted using a systematic background review and meta-combination method. The output was 6 main factors and 27 secondary factors. The main factors affecting organizational maturity were: structural factors, training and learning, technological factors, factors related to the nature of governance, factors related to innovation, and factors related to decision-making. In the following, these factors were evaluated with the approach of structural analysis of cross impact analysis. The results of this technique showed that decision-making, structural and governance factors are effeinfluential variables. Also, technological and innovative factors were evaluated as impressionable variables.

Practical suggestions of the research were developed based on the influencing factors. Some suggestions were: the use of data-driven technologies such as business intelligence and big data to strengthen data-driven decision-making, paying attention to the compatibility and integration of technologies and information systems in knowledge-based companies in the food industry, and the use of technologies such as blockchain to improve governance and improve the transparency of knowledge-based companies in the food industry. By using technologies such as big data, a large amount of data can be collected and analyzed, and based on that, many risks and threats can be identified and managed. Business intelligence can be used to classify and predict key variables. Blockchain is also a key technology to enhance transparency and develop smart contracts. It should not be forgotten that the fourth-generation technologies are mainly integrated and systemic, so before the introduction of new technology, attention should be paid to system adaptation.

This research aims to design a model for ranking organizational maturity. According to its purpose and nature, this research is qualitative and content analysis type. The study's statistical population includes 30 experts and specialists of the Tavanir organization and its subsidiaries, and the sampling continued until theoretical saturation. The scope of this research is the Ministry of Energy in the electricity sector, that is, Tavanir Company and 16 regional electricity companies in the country, and the sample of this research was conducted using a qualitative method with content analysis. The unit of analysis, which was collected by studying scientific texts, was the theme or concept found in the texts that have elements of maturity in them. To analyze the data, the content analysis method and the Delphi technique were used. The findings showed that the maturity model of human resources in Tavanir company has 7 levels of stairs that determine the level of maturity of human resources of the organization and each level of this maturity has 9 indicators, which have a total of 63 main components and 1273 sub components. These ladder levels include general job skills, communication, technical skills, management, leadership, qualities, and productivity. The findings also show that the maturity level of the organization is ranked into 4 levels: 1: the organization needs improvement, 2: the organization is within the expected range, 3: the organization exceeds the expectation, and 4: the organization is outstanding.

Investigating the factors affecting organizational maturity with emphasis on knowledge management and stakeholder ethics can play an effective role in the excellence of the education system. Understanding this important study, the present study was conducted with the aim of the relationship of knowledge management on the organizational maturity of education with emphasis on the mediating role of stakeholder ethics.               

The research method is descriptive-correlation. The statistical population of the study includes all managers, Deputies and heads of departments of education and managers of the school deputies of Mazandaran province, 338 people were selected for the study using random cluster sampling method. Three researcher-made questionnaires of knowledge management, organizational maturity and stakeholder ethics were used to collect research data. Research data were analyzed using Pearson correlation coefficient and structural equation model in SSPS22 and Pls statistical software.

The results showed that the relationship of knowledge management and stakeholder ethics with organizational maturity is positive and significant.

As a result, to develop the organizational maturity of education, we can pay attention to the dimensions of knowledge management and ethics of stakeholders.

The purpose of this study was to examine the conceptual model of perceived organizational bullying and burnout with the role of mediating organizational maturity and freedom of expression in the staff of the Ministry of Sports and Youth. in terms of nature and method, this research is applied research with descriptive-correlation method that data collection was done in the field. The statistical population of this study is all staff of the Ministry of Sports and Youth (N = 800). Measuring instruments were organizational maturity, burnout, organizational bullying, and freedom of expression questionnaires. The face and content validity of the questionnaires was confirmed by 11 faculty members. The reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. One-sample t-test, and structural equation modeling were performed for statistical analysis. The results showed that freedom of expression (2.45) in inappropriate status, organizational maturity (3.11) at a moderate level, burnout (3.30), and perceived organizational bullying (3.51) in the Ministry of Sport and Youth are significantly above average. Moreover, there is a positive and significant correlation between perceived organizational bullying and burnout (r = 0.57), a reverse and significant relationship between perceived organizational bullying and expression (r = -0.42) and organizational maturation (r=-0.30) among the staff of the Ministry of Sports and Youth (sig = 0/01). As a result, two variables of organizational maturity and freedom of expression have reciprocal and significant effects on the relationship between perceived organizational bullying and burnout.

The aim of this study was to investigate the relationship between the components of effective organizational growth and Islamic justice in Farhangian University of Mazandaran province.

The research was a mixed method that was exploratory in the qualitative part and survey in the quantitative part. The statistical population of the study was experts, specialists and members of the faculty of Farhangian University of Mazandaran province, 20 of whom were selected by convenience sampling method. To formulate a conceptual model of the research, first the predictors and consequences of organizational growth have been identified. For this purpose, the relationship between Islamic justice and organizational maturity was studied and Islamic justice (procedural, distributive, transactional, exchange and information justice) was studied as an effective variable on organizational maturity. Then, using the structural equation model, the conceptual model of the research was studied and analyzed. The conceptual model of the research was evaluated by analysis of variance and heuristic factor analysis and using SPSS software version 24 and LISREL.

The results showed that distributive justice had the highest impact on organizational growth and procedural justice in the second rank and reciprocal justice in the third rank and transactional justice in the fourth rank and finally information justice had the least impact; In other words, the most example of justice for the respondents is distributive justice, which leads to the growth of the organization as much as possible, and managers and the payment system should pay more attention to the distribution of facilities, resources and students. By strengthening individual and organizational interest and also observing organizational justice, we can improve the formation of respectful behavior and civic virtue in employees in terms of organizational citizenship behavior. Also, by creating organizational growth based on justice and also paying attention to these two categories in drawing goals and organizational policy, the sense of participation and the spirit of altruism and the role of commitment and belonging of employees in higher education institutions can be promoted. Finally, by implementing the proposed model, the coordination and coherence between the functions, activities and goals of the organization will increase.

The sustainability and development of organizations depends on aligning with rapid changes, development and growth, because rapid changes and environmental changes make organizational improvement and growth inevitable in various situations.

The purpose of this study is to design a whistling policy model for organizational growth in the Social Security Organization.

This research is developmental in terms of purpose. In terms of descriptive-exploratory and qualitative methods and in terms of information collection, it is field and library. The sampling method is purposeful (non-random) and includes 15 experts in the field of management.

In the present study, in the first step, the final indicators of the research were screened and identified. A total of 76 factors have been identified based on the research literature and specialized interviews. Fuzzy Delphi approach was used to screen the indicators and identify the final indicators, and after performing two rounds of Delphi, 66 indicators were extracted.

Dimensions of whistling included moral considerations, personal characteristics, external whistling, formal whistling. Dimensions of organizational growth in the Social Security Organization include health and well-being, organizational structure, assurance of progress, partnership with others, openness and transparency, nurture and authority, feedback, readiness for change, organizational trust.

Abstract
The purpose of this study was to investigate the effect of job security on organizational maturity through knowledge sharing mediation. The research method was descriptive-correlative. The statistical population of the study was all faculty members of University of Kurdistan in the academic year of 2020-2021 that 190 faculty members were studied by stratified random sampling through questionnaires of job security (Neysi, 2002), organizational maturity (Spides, 2007) and knowledge sharing (Bohlool, 2013). For data analysis the Pearson correlation coefficient and structural equation modeling were used with SPSS21 and Smart PLS softwares. Results showed that job security has a positive and significant effect on organizational maturity; job security has a positive and significant effect on knowledge sharing; knowledge sharing has a positive and significant effect on organizational maturity; and job security has a positive and significant effect on organizational maturity mediated by knowledge sharing. Therefore, it can be concluded that when faculty members feel a good job security, they share their knowledge with others, which results in the desired organizational maturity of the university.
Extended Abstract

Organizational growth in universities and institutions of higher education under the influence of changes and developments, such as the introduction of advanced information and communication technologies in higher education, rapid growth of knowledge and the resulting changes, the need for universities to be accountable to society, financial constraints of higher education systems, public and global Higher education, the competition of higher education institutions, has become particularly important. Senior managers of higher education have found that if universities and institutions of higher education and their faculty members have a good level of growth and development, then we can expect that the other university resources will be used well, and continuous quality improvement in various activities will take place. In fact, addressing the issue of organizational maturity has evolved from a choice to an obligation for universities, because in this way, the professional growth of faculty members happens better and faster, and organizational growth has increasingly become a key mechanism for the improvement and development of the university (Gharouneh, Mirkamali, Bazargan Kharazi, 2014). Therefore, proper management of organizational growth is a vital and mandatory issue for all universities and institutions of higher education, including the University of Kurdistan, and identifying the factors affecting its organizational growth will be very important. According to the mission of Kurdistan University, its faculty members are considered as the expert force and the core of the university in performing professional responsibilities. Considering the competitive environment of domestic universities in attracting students and introducing their capabilities, the relatively new organizational structure of Kurdistan University, and the composition of young people in the organizational structure of that university, it is necessary to study the factors affecting organizational growth. Job security of faculty members of Kurdistan University can be related to the organizational growth of that university, but since this relationship is not completely linear and direct, other factors may play a mediating role in this regard. In this study, the mediating role of knowledge sharing is discussed. Therefore, the main issue of the research is whether job security has a positive and significant effect on the organizational growth of Kurdistan University with the mediating role of knowledge sharing?
Theoretical framework
The term organizational maturity was first used in 1957 by Robert Blake and Jane Mouton in the group's Psychoanalysis Magazine, and today many organizations have used organizational maturity to increase the efficiency, productivity, and health of their organization (Seyedi & Latifi, 2016). Organizational growth is a process in which the performance of employee's organization is improved and is basically based on the process of training and changing the values and attitudes of managers and employees of the organization (Jukić, Pluchinotta, Hržica & Vrbek, 2022). Organizational maturity can be considered at the micro and macro levels: At the micro level, organizational maturity contains information about people and personal interactions within the organization; at the macro level, it focuses on productivity information about strategy development, workforce coordination, and external factors (Karakaya & Yilmaz, 2013). In 2007, Spiders identified the dimensions of organizational maturity, including openness and transparency of the system, trust in others, feedback from within and without, partnership with others, cultivating and adopting, and a low level of organizational structure (Nikpour, 2019).
The issue of job security as one of the necessities of work dates back to the early 19th century, which became binding after the efforts of trade unions and finally with the passage of government laws employing employees with regard to job security and pre-determined criteria regarding the amount of work of individuals. During the 1970s and early 1980s, concerns were raised about the devaluation of labor. In the early 1990s, the trade union applied the idea of employment security in its reports, and finally the Security Flexibility Act was adopted with the aim of providing a higher level of employment security, especially for temporary agency workers. Also, from the beginning of the twentieth century, a new thinking about the nature of work was formed by considering the concept of job security, which was more emphasis on empowering employees in organizations (Keikha, Shahraki & Keykha, 2018). In the new concept of job security, organizations must become dependent on individuals; That is, organizations must provide the necessary conditions for empowering their employees in the professional dimensions, practical courage, experience, job satisfaction, behavioral, communication, thinking and work conscience so that employees can meet the professional and social expectations of the organization and have job stability in this regard (Babaei, Rasuli & Tagizadeh, 2015).
Although knowledge is a key capability and a vital resource, it is not enough to just have knowledge in the organization, but knowledge must be exchangeable. Attempting to share knowledge with others is a voluntary behavior (Hosseini Sarkhosh et al., 2016). Knowledge sharing is a process that involves both bringing and receiving knowledge (Entezari et al., 2016). In early studies, knowledge sharing was seen as a process of knowledge management. The benefits of knowledge sharing are achieved at both individual and organizational levels. At the individual level, knowledge sharing enables employees to improve their skills and experiences by working with others and sharing their knowledge and learning from each other, and to achieve professional growth. At the organizational level, it also has benefits such as creating a competitive advantage, optimal communication with customers, improving the performance of the organization by increasing efficiency, productivity, quality and innovation (Tavakoli et al., 2013).
 

The research method is descriptive-correlative. The statistical population of the study includes all faculty members of Kurdistan University in the academic year 1401-1400 with a volume of 373 people (342 males and 31 females) by random-stratified sampling (by gender), and 190 Scientific faculty members (174 men and 16 women) were selected as the sample, based on Cochran's sampling formula. Three questionnaires of job security (Neysi, 2002), organizational maturity, and knowledge sharing (Bohlool, 2013) were used to collect information. Descriptive statistics (mean, standard deviation) and inferential statistics of structural equation model were used to analyze the data using Smart PLS software.
Discussion and

Based on the descriptive findings, the mean and standard deviation of the research variables were as follows: Job security 3.76 ± 0.41, organizational maturity 3.45 ± 0.59 and knowledge sharing 3.89 ± 0.39. In examining the research hypotheses, it was found that: Hypothesis 1: Job security has a positive and significant effect on organizational growth. According to the findings, the value of job security β coefficient on organizational maturity is 0.47. Given that the value of T obtained is 13.57 and is greater than the standard value of 1.96, the research hypothesis is confirmed.
Hypothesis 2: Job security has a positive and significant effect on knowledge sharing. According to the findings, the value of job security β coefficient on knowledge sharing is 0.63.Given that the value of T obtained is 21.02 and is greater than the standard value of 1.96, the research hypothesis is confirmed.
Hypothesis 3: Knowledge sharing has a positive and significant effect on organizational growth. According to the findings, the value of knowledge sharing coefficient β on organizational maturity is 0.41. Given that the value of T obtained is equal to 11.57 and is greater than the standard value of 1.96, the research hypothesis is confirmed.
Hypothesis 4: Job security has a positive and significant effect on organizational growth with the mediating role of knowledge sharing. The Sobel test was used to test the hypothesis. According to the value of the indicators a) the value of the path coefficient of the independent variable on the mediator variable a = 0.63, b) the value of the path coefficient of the mediator variable on the dependent variable b = 0.41, c) the standard error of the path of the independent variable and the mediator Sa = 0.056, D) The standard error of the mediator and dependent variable path is Sb = 0.080, the value of z was equal to 4.66. Since this value of z was greater than the value of 2.58, the indirect effect of job security on organizational maturity mediated by knowledge sharing (β = 0.25) at a level less than 0.01 is significant.

Overall, the findings of this study showed that job security of faculty members, both directly and indirectly and through the mediation of knowledge sharing has a positive and significant effect on organizational growth. Considering the positive effect of job security, it is suggested to the top managers of the university that by delegating authority and maintaining the job independence of faculty members, observing justice and non-discrimination, providing appropriate facilities for preventing occupational accidents, providing appropriate facilities for using insurance, retirement Empowering them through in-service training, using their constructive opinions, suggestions and beliefs in organizational decision-making, and accelerating the process of transforming formal-definitive employment status can enhance faculty members' sense of job security. Also, considering the positive effect of knowledge sharing on organizational growth, the following suggestions are made to university senior managers: Introducing individual and organizational benefits of knowledge sharing, expressing the need to promote the university and not lag behind other universities to faculty members through regular knowledge management meetings and Knowledge sharing, creating an atmosphere of trust in the university for the exchange of knowledge and personal information.

The present study is an analysis of the relationship between managers' self-knowledge and organizational health and maturity in the education department of district one of Sari. The research could be considered a descriptive correlation in terms of data collection method and practical in purpose. The statistical population( 190 people), includes all the managers of the three education levels in Sari, District 1, and the statistical sample size according to Krejcie and Morgan table was 127 people. In this study, stratified random sampling method considering the gender was used. For data collection,  two methods were used: library method and field method. Three standard questionnaires of self-knowledge were used by David Watten and Kim Cameron (1991), Organizational Health (OHI), Hui et al. (1996) and Spiders (2007) organizational maturity were applied for the research tool. The validity of the tools was confirmed by experts and specialists. Based on Cronbach's alpha test of self-knowledge, the reliability of the questionnaires was estimated 0.87; organizational health was 0.91 and organizational maturity was 0.65. To analyze the data, descriptive statistics (mean, variance, standard deviation) and inferential statistics (Pearson correlation test and multiple regression test) were used using SPSS software. The results showed that there is a significant relationship between managers' self-knowledge and the components of organizational health (institutional unity, manager influence, consideration, constructiveness, resource support, morale, scientific emphasis) and organizational maturity in the education department of District One.

Today, one of the main factors in reducing efficiency and loss of manpower is burnout. In addition to the adverse physical effects, this problem also has adverse psychological effects. Burnout is affected by many factors such as organizational maturity, self-esteem of employees, etc. in the organization, each of which in turn can play an effective role in reducing and improving burnout. . Existence of organizational maturity reduces the ambiguity of the role of job and job adjustment, which in turn reduces job burnout. Self-esteem is also one of the important predictors of burnout. If the need for self-esteem is not met, broader needs such as the need for progress and understanding remain limited, and symptoms such as depression, anorexia nervosa, anxiety, violence, belligerent behaviors, and psychosocial withdrawal develop. . Therefore, considering the importance of reducing the rate of burnout through organizational maturity and raising self-esteem in employees, the purpose of this study is to investigate the relationship between organizational maturity and employee self-esteem and its effect on reducing burnout.

The purpose of this research is to design a system for measuring corporate maturity for Video game companies . Designing this measurement system requires identifying key indicators of success in Video game companies. For this purpose, after reviewing various models, experts approved identified key indicators. In the following, the suggested indicators of the experts were added to the original model, Based on the final hierarchical model that has 4 main indicators and 31 components, a questionnaire was designed. The statistical population of this research is all managers and specialists of digital gaming industry in Iran. In this research, 70 people were selected using purposeful sampling method, and the return rate of the questionnaire was 45. In this study, the Capability Maturity Model (CMM) has been used to , the capability maturity model (CMM) was used to rate organization maturity. Based on the Organizational Maturity Measurement of video game companies The indicator of management and technology infrastructure is at the managed level, and there are indicators of game development, capabilities, and usability of the game and business performance at the defined level.

The present study aims to “develop a model for measuring the maturity of IT governance with emphasis on strategic alignment and operational coordination.” The innovation of this model is adding “operational coordination” of business and information technology, in addition to strategic alignment in order to meet the maturity of IT governance, under which the time it takes for strategies to be implemented is lied. Loftman’s Strategic Alignment Maturity Model has been used to measure strategic alignment and business process management methodology has been used to evaluate operational coordination. This is a fundamental research uses descriptive-survey data collection method with the model presentation approach. The data have been collected from library resources, interviews, and researcher-made questionnaire whose content validity is verified by experts and its convergent and divergent validity have been verified using confirmatory factor analysis and path analysis by SmartPLS partial least squares structural equation modeling. The research hypotheses were also tested. Combined reliability and Cronbach’s alpha for all variables were greater than 0.7. The results showed that the effects of both strategic alignment and operational coordination on the maturity of IT governance were positive and significant. The GOF index was 0.443, which confirms the goodness of fit of the model, i.e. the main research hypothesis

IT governance is the ability to direct and organize information technology and identify the responsibilities between IT and business align with the organizational goals. This research intends to "survey the mediating role of operational coordination in the effect of strategy alignment on IT governance maturity”. The statistical population in the qualitative sector includes the IT experts and in the quantitative part is the senior managers of the IT and business departments of TCI. This study is an applied-developmental purpose and it is descriptive-survey in nature as well. The data collection tools are library resources, interviews, and a researcher-made questionnaire whose content validity has been verified by experts. The innovation of this study is to introduce the variable "Operational coordination" that leads to objectification of the "IT-Business strategy alignment” in order to realize the IT governance maturity. The research model was designed in two dimensions as a combination of Loftman's strategy alignment and business process management methodology (including 10 key components and 55 indicators). Its content validity and reliability were confirmed by experts using Cronbach's alpha coefficient (0.936). Structural validity, structure and fit of the model were investigated by using structural equation modeling with SmartPLS software and the research hypotheses were tested. The results showed that the effects of both strategy alignment and operational coordination variables on the IT governance maturity were positive and significant. The Sobel test results also confirmed the mediating role of variable operational coordination in the effect of strategy alignment on IT governance maturity.

Measuring the maturity of knowledge management enables the organizations to know how their knowledge management is carried out. The maturity model of knowledge management delivers objective evaluation regarding the level of KM activities and provides valuable information about the library's performance to reach the next level of maturity in terms of KM development. In other words, the maturity of the knowledge management creates an infrastructure for organization's knowledge management plan. Accordingly, this research is intended to assess the level of knowledge management maturity in public libraries in Kermanshah. This is an applied descriptive research. Data collection tool entails a standard questionnaire of Asian Productivity Organization. The reliability of the questionnaire was calculated on the basis of mean value of Cronbach's alpha coefficient (0.9). The research population contained 87 managers and employees of the public libraries of Kermanshah. Based on Krejci and Morgan's table, the sample size of the research was 70. Of these, 59 people (80% of the sample size) filled in the questionnaire. SPSS23 was employed to analyze the data and one-sample T-test was used for measuring the mean of the seven-group criteria. The Kolmogorov-Smirnov test was used to normalize the distribution of data. Non-parametric Friedman test was used for rating groups of criteria and the standard tables of the Asian Productivity Organization were applied to determine the maturity level. Findings indicated that the maturity level and readiness of the public libraries of Kermanshah to deploy KM was at an early stage (understanding the need for KM). The t-statistic value was negative for all criteria. Accordingly, the mean of leadership, process, employees, technology, knowledge processes, learning and innovation, and knowledge management scores were lower than the average knowledge maturity model of the Asian Productivity Organization. The results of ranking of knowledge management maturity criteria also showed that information technology score was the highest and leadership, learning and innovation criteria of knowledge management were at the lowest level. Ranking of other knowledge management maturity criteria are: the process, achievements, employees, and knowledge management processes respectively. The present study is based on the applied purpose and is a descriptive study based on the data collection method. The data gathering tool was a standard questionnaire of Asian productivity organization. Reliability of the questionnaire was calculated according to the mean value of Cronbach's alpha coefficient 0.9. The research community was composed of 87 managers and staff of the public libraries of Kermanshah. The sample size of the research was 70 (based on Krejcie and Morgan's tables). 59 people (80% of the sample size) answered to the questionnaire. We used SPSS23 to analyze the data. One sample T-test was used in order to measure the mean of the seven groups of criteria. The Kolmogorov-Smirnov test was used to normalize the distribution of data. The nonparametric Friedman test was used for rating groups of criteria and the standard tables of the Asian productivity organization were applied to determine the puberty level and to calculate the total score of the seven criteria. The results of this study showed that information technology and process of knowledge management in public libraries of Kermanshah were higher and the leadership, staff, knowledge processes, learning and innovation, and knowledge management results were lower than the mean of knowledge management maturity model of APO. The level of puberty and the level of readiness of public libraries for implementing knowledge management at the initializing level (understanding the need for knowledge management) were evaluated. The results of the ranking of knowledge management maturity also showed that information technology was at the highest level and leadership and learning and innovation were at the lowest. Other knowledge management maturity criteria in order of importance were: process, achievements, staff, and knowledge management processes. Considering that public libraries of Kermanshah in terms of maturity of knowledge management are in the second phase (understanding the need for knowledge management) and information technology has a better status than other knowledge management criteria, it seems that these centers should identify the areas that require knowledge management initiatives and develop other knowledge management criteria in the form of a program based on the suggested solutions in this research, in order to achieving higher levels of knowledge management like: development, refinement and eventually encompassing it.

The present study was conducted to investigate the relationship between personality characteristics and organizational culture of organizationally mature personnel of Dr Shariati Vocational School of Tehran using descriptive correlational methodology. The population of this study included all the 291 personnel of Dr Shariati Vocational School of Tehran in 2015-2016 academic year. The sample size was determined using Morgan Table. Then, using simple random sampling, a total of 165 participants were selected as the sample of this study. The instruments of this study included two standard questionnaires and a researcher-made questionnaire. In order to measure the organizational maturity of the personnel, the researcher-made questionnaire with 20 items, Mac Carrey and Costa Questionnaire of Personality Characteristics (1992) with 60 items, and Robins Questionnaire of Organizational Culture (1999) with 56 items were used. The reliability of the questionnaires were determined using Cronbach's Alpha Formula. The collected data were analyzed using indices of Coefficient of Correlation, Multivariate Regression Analysis and ANOVA Table. The results showed that: 1) There is a high correlation between organizational maturity and organizational culture.The more the organizational culture, the more the organizational maturity. 2) Extroversion has the strongest effect on organizational maturity among personality characteristics, its dimensions and organizational maturity. 3) Creativity and innovation have the strongest effect on organizational maturity among organizational culture, its components and organizational maturity.

The human resources domain has interactions and communications with different functional and operational areas in organizations and can therefore have a significant impact on the performance of organizations and the achievement of organizational goals. Therefore, organizations need effective and efficient managers and employees in order to achieve their goals for comprehensive growth and development. In this research, we intend to investigate the mediating role of organizational maturity on the impact of leadership styles on employee's organizational commitment in Assaluyeh Petrochemical Complex. By studying the related literature in the areas of research, we considered the Avolio and Bass (2004) model (Transformational and Transactional Leadership Styles) in order to determine the leadership style of managers ; and the Allen & Meyer (1990) organizational commitment pattern (emotional commitment, continuous commitment, normative commitment) as a basis for assessing the status of Organizational commitment of staff ; and we applied the human resource capability model (P-CMM) to determine the level of employee's organizational maturity. Data was analyzed using Smart-PLS software. The results showed that there is a significant relationship between leadership style of managers with organizational commitment of employees in Assaluyeh petrochemical complex. Also, organizational maturity has a mediator role in the impact of leadership styles on organizational commitment of employees in Assaluyeh Petrochemical Complex.

The study consisted of all employees Vocational School in Tehran Shariati doctor 95-1394 that their number is (291) persons. According to Morgan sample size table and then simple random sampling (165) people were identified. its reliability through Cronbach's alpha, respectively, 0/879, 0/938 and0/907, respectively, the data collected using indicators and multiple regression analysis and correlation analysis were ANOVA table. The results show that: 1) the employee creativity and organizational maturity and there is a significant positive correlation with intellectual capital. 2) between employee creativity and its dimensions and there is a significant positive correlation with intellectual capital, and the correlation dimension greater flexibility. 3) between the dimensions of organizational maturity and intellectual capital there is a significant positive relationship, and this correlation is greater in the individual maturity.