جستجوی مقالات مرتبط با کلیدواژه « Organizational Culture » در نشریات گروه « علوم سیاسی »

Organizational resource planning is one of the achievements of information and communication technology that integrates management processes, internal and external business. The organization's resource planning systems are mainly complex and expensive systems, and their implementation brings a high risk to organizations. Therefore, it is very important to know and pay attention to the effective factors in reducing the risk of implementation. The present study, by examining organizational factors such as organizational learning culture, organization management support, employee training, and knowledge sharing, has explained the impact of these factors on the implementation of the organization's resource planning system. The current research is applied in terms of purpose and survey in terms of descriptive data collection. In this research, using the technology acceptance model, firstly, the conceptual model of the research is presented using theoretical foundations and then hypotheses, and in the next step, the measurement is done through the design and completion of the questionnaire, and after that, the data analysis is done through the least partial squares and Smart Pls2 software were performed. The statistical population was selected from university employees, professors and students. Based on the findings of the research, apart from knowledge sharing, the impact of training, senior manager's support and organizational culture in the implementation of the organization's resource planning system was confirmed. The result of this research shows the positive effect of organizational factors on the implementation of the organization's resource planning system.

Organizational culture as the spirit and identity of the organization is one of the most important drivers of success, performance and excellence of the organization and its relevance to the requirements of the mission and expectations of key stakeholders makes it a valuable asset. Therefore, the present study evaluates the current situation of organizational culture in a defensive organization in comparison with the cultural model expected by the Supreme Command of the Armed Forces and offers solutions for cultural improvement. This research is descriptive, survey and applied. The statistical population consists of the personnel of the studied organization. Sampling was done by stratified random sampling. The required data were collected using a questionnaire and analyzed by confirmatory factor analysis and mean difference tests. Data analysis showed that there was a significant difference between its current and expected situation of the dimensions and components of the organizational culture of the organization. There were the most and the least gaps in the dimensions of environmentalism and structuralism, respectively. There was also the largest gap in the components of human resource maintenance and development, knowledge-based, identity, human relations, and strategic orientation, and the least gap in the components of mission-oriented and discipline. Accordingly, Managing and improving organizational culture requires extensive cultural plans and activities to reduce these identified gaps. Implementing the proposed solutions by considering the priority of dimensions and components can help improve the effectiveness of these efforts.

The Baath regime of Iraq planned a lightning attack by making detailed calculations for a one-week occupation of Iran, but it faced the persistence and resistance of the people and the IRI Army , and it caused the formation of a special organizational culture in the IRI Army , which destroyed all the calculations of the enemy. It was the existence of this culture that even after eight years, the enemy could not capture even a single part of Iran's soil.The purpose of this research is Identifying and prioritizing organizational culture of the IRI Army in the defense power, first, identified organizational culture were by studying documents and libraries and research background.Then a questionnaire was developed by Delphi method with a range of 5 Likert options and was distributed in 3 stages among 10 commanders of the Holy Defense era who were familiar with organizational culture issues and organizational culture were identified using SPSS software.Then, in order to prioritize the organizational culture, a hierarchical analysis questionnaire was prepared and distributed among the commanders .The results of the questionnaires were analyzed in Expert Choice software and the Edgarshine's model were prioritized in three dimensions: fundamental assumptions, values and norms, and behavioral patterns and symbols.Finally, according to the research results, applicable solutions were presented based on research results.

Organizational culture is known as the pattern of common and constant beliefs and values of the organization's employees, which has grown and developed over time and is considered the distinguishing feature of each organization from similar organizations. The purpose of the article is to design a model for organizational culture based on organizational values.  The "applied-developmental" type of research was carried out with the "analytical-descriptive" method. The statistical population is 66 experts and experts of the armed forces. The total sample size, and the data were collected with library and field methods and with the tools of research sheet, interview and questionnaire. The data was analyzed with descriptive statistics using SPSS software and confirmatory factor analysis using Smart PLS software. The content and face validity of the questionnaire was measured and confirmed by referring to experts and applying their corrective and supplementary comments in the initial version, and its convergent and divergent validity with Smart PLS software. The reliability of the questionnaire was also calculated and confirmed by Cronbach's alpha and composite reliability methods.After validating the data, the number of 167 organizational values in the form of 31 components and 136 indicators in the 5 dimensions of "behavioral values", "structural values", "semantic values", "environmental values", and "School and revolutionary values" were organized. The findings of the research show that the dimensions of "behavioral values", "semantic values" and "scholastic and revolutionary values" are the most important and the next components of "scholastic values" have the highest coefficients of factor loadings.

The fundamental principles and values of any organization constitute its essence and identity, and any tampering with these principles and foundations also causes fall and deviation; Therefore, this research tries to design and extract a model based on the statements of Supreme Commander-in-Chief Imam Khamenei regarding organizational culture, so by reviewing documents and selecting related texts, coding these texts using the data-based theorizing method. It was done and finally, the model of transformation and excellence of the organizational culture in the armed forces was designed based on the thought of His Holiness, that in this model, the causal conditions of concepts such as the spirit of service and philanthropy; increasing spirituality; discipline; Trust in God's promise; Inspiring and creating hope; responsibility; self-confidence and self-belief; provincial governorship; Jihadi and justice-oriented management and the conditions leading concepts including revolutionary spirit; monitoring, evaluation and continuous improvement; book culture and reading; Ashura culture, sacrifice and martyrdom; Thrifty culture and conditions inhibiting concepts including luxury and aristocracy; pride; pouring and splashing; fear and sadness; impatience and despair; Indiscipline and negligence; Injustice, discrimination, and budget perspective are there. The strategies also include: Great Jihad; creativity and innovation; unity and empathy; comprehensive deterrence; Using the experiences and achievements of the holy defense period; Strengthening the religious, value and knowledge foundations, which have consequences such as educating young believers, revolutionary and hard-working; powerful and honorable; Pioneer, advancement and leadership; Realizing the goals and ideals of the Islamic Revolution; It includes the training of the armed forces at the level of the Islamic revolution and the protection of the values of the revolution.

the administrative system of any society is the executive arm of the political system of that society, and its correct or incorrect performance can perpetuate or delegitimize the political system; Therefore, fundamental attention to the administrative system of each society and its detailed pathology, especially the prevention of financial corruption, can be a great help to the policy makers of that society, who can think of the necessary solutions with timely diagnosis. Organizational culture is one of the best ways to recognize people, and due to its effective and strong nature, it plays an important role in restraining the internal behavior of employees and preventing financial corruption by them.

The current research is practical in terms of its purpose and descriptive-survey in terms of its nature and method, which was conducted with a researcher-made questionnaire tool. In this way, two separate questionnaires were designed. After its reliability and validity were checked and confirmed, it was distributed among 35 employees and managers of financial and accounting affairs of FARAJA as a statistical population of the research. The findings obtained from the questionnaire were analyzed with SPSS software. In order to analyze statistical data, descriptive and inferential methods, Pearson's correlation coefficient and linear regression were used.

Our main hypothesis in this research was "there is a significant relationship between organizational culture and prevention and corruption among employees" and the correlation coefficient between organizational culture and prevention and corruption among employees is 0.977 and the significance level is 000 It is 0.05 percent which is acceptable. In order to check the effect of the regression model, it was analyzed and confirmed. Eight hypotheses were also confirmed.

The aim of this study was to investigate the relationship between organizational culture and its relationship with organizational agility and the mediating role of distributive justice.

This research is applied in terms of purpose and survey in terms of method and nature. The statistical population of the study includes managers, employees and supervisors of different units of the health network of Khash city. The total size of the statistical population is equal to 318 people and the statistical sample size was 222 people using Cochran's formula. Three questionnaires were used to collect data. Microsoft Excel software was used for data preparation (data entry) and some descriptive charts were used, and Spss and 24IBM Amos statistical software were used for data analysis and statistical inferences.

The results showed that there is a positive and significant relationship between organizational culture and organizational agility; There is also a direct and significant relationship between organizational and distributive culture. It was also found that distributive justice and organizational agility are directly related.Limitations and Consequences: Due to the multiplicity of research variables and the specific complexities of the research, also due to the lack of sufficient resources for some components, in future research, these components should be addressed more and more clearly.

Today, the most important concern of human resource development managers is the preservation and development of organizational talents, and talent management has had an amazing impact on the reputation of organizations. Talent management shows a change in approach from traditional human resources management to modern human resources management, which includes attention to the elites of the organization; the purpose of this research is to provide a model of talent management in intelligence organizations.

The present research is in terms of practical purpose, in terms of descriptive-survey data collection method, and in terms of nature, it is a combination of qualitative and quantitative type. The statistical population in the qualitative section includes managers and experienced experts, 14 experts were selected as a sample for the interview; also, in the quantitative part, the statistical population includes middle managers of intelligence organizations in the number of 350 people, the sample size of which was determined to be 183 people. Research data has been collected by library and field method and using interview and questionnaire tools. For data analysis, the qualitative part of the database approach and the quantitative part of the structural equation method have been used.

The findings of structural equation modeling indicate that talent management includes five elements such as internal talent search, external talent search, socialization, talent development and maintenance; also, three factors such as employer brand, organizational culture and transformational leadership were also identified as effective factors on talent management. Among them, the transformational leadership style is the most important in terms of influencing talent management, and the employer brand and organizational culture are the next most important in terms of influencing talent management

The main goal of the current research is to investigate the impact of human resource policies and procedures on employee job satisfaction with regard to the intervening roles of goals and organizational culture. The research community in this research is all the employees of the Islamic Revolution Housing Foundation, numbering 200 people. For sampling, simple random sampling method was used and the number of samples was considered to be 200 people through Cochran's formula. Cronbach's alpha coefficient was used to measure the reliability of the research tool and content validity was used to measure the validity of the questionnaire. Cronbach's alpha and composite reliability of all variables are greater than 0.7, so all variables are confirmed in terms of reliability. The average value of extracted variance is also greater than 0.5, so convergent validity is suitable for all variables. In this research, data has been analyzed using structural equations and Smart PLS 3 software. The findings show that human resource policies and procedures have had a positive effect on employee job satisfaction due to the intervening roles of goals and organizational culture.

Organizational culture seems to be a part of separation from a company. Organizational culture can be configured based on its dimensions. Organizational culture configuration helps to increase the activity of the companies under study and ultimately have higher benefits. Accordingly, this study seeks to provide a configuration model based on organizational culture (market and club) for companies operating in the Tehran Stock Exchange. The method of this research is PLS structural equations. The statistical population of the present study includes stock market employees. The research sampling method is systematic random sampling method. The sample size of this research is 220 experts in the Tehran Stock Exchange. The present research was applied research in terms of purpose and descriptive-analytical method in terms of method with correlation and estimation approach in structural equations of partial least squares (PLS). The findings of the study showed that the factor load values of all items are greater than 0.4 and therefore the measurement model is a homogeneous model and the factor load values are acceptable values. The results of significant analysis of t-statistic values for all items were more than 2.58. This means that the relationship between the items and their corresponding latent variable is accepted at the 99% confidence level.

This study aims to investigate the sociology of the problem of corruption and mechanisms to reduce the social harm caused by it in Iran. In this regard, an attempt has been made to play the role of effective causes and factors in creating and spreading the phenomenon of corruption, systematic political-economic and social relationship with the phenomenon of corruption, existential results and continuity of the phenomenon of corruption and finally providing appropriate methods. To combat this reprehensible phenomenon to be scientifically analyzed. The research method used in the article is a descriptive-analytical method. In order to write the theoretical framework of the research subject, the library method has been used, which has been explained based on the study and study of existing sources and works related to the present subject. . The results obtained from this paper show that corruption is the result of many causes and factors, so that political, economic, social and cultural factors and finally administrative factors were considered as important cases of this phenomenon. On the other hand, using preventive methods instead of punishing and punishing violators, targeting anti-corruption programs, systematizing the practice of organizational culture and its development and expansion as part of the general culture of society, and finally addressing issues Organizational, administrative structure and organization and its analysis based on sociological approaches with the aim of reducing corruption have been presented as basic strategies.

AbstractAccordingly, the present study was written with the aim of evaluating the impact of news management on organizational culture in news agencies under the auspices of the Ministry of Culture and Islamic Guidance. The statistical population included all employees of news agencies owned by the Ministry of Culture and Islamic Guidance, whose number was estimated to be 500 people. Using the Cochran's formula, 217 people were selected as a statistical sample through simple random sampling. A questionnaire was used to collect information and the data were analyzed using SPSS software. The descriptive results of the research showed that the average percentage of organizational culture is 74.6% and news management is 78.3%. The inferential results of the research also showed that the relationship between news management and its seven dimensions (main function of news reporting, people's needs, facilities and limitations, news management plans, desirability, speed of news and feedback and monitoring) with organizational culture in a statistically positive direction It is meaningful. Also, among the variables included in the regulatory model of organizational culture, the variables of good management maps, the main function of benevolence, desirability and feedback and monitoring remained in the model, which could explain 45% of changes in organizational culture that the variable of news management maps They had a higher relative impact and after this variable, the variables of main function of news, feedback, monitoring and desirability were in the next categories, respectively.

This research has been compiled with the aim of identifying the dimensions, components and influential indicators of organizational culture on the effectiveness of the performance of the ideological and political organization of the Army of the Islamic Republic of Iran. The main issue of the present research is the uncertainty of the dimensions, components and effective indicators of organizational culture on the effectiveness of the performance of the ideological and political organization of the Islamic Republic of Iran Army. Conducting this research has led to the identification of indicators in the field of effectiveness of the organization's performance and provides the possibility of increasing the effectiveness of the performance of the political ideological organization of the Army of the Islamic Republic of Iran. The under study organization is the ideological political organization of the army and the statistical community is composed of 150 experts and specialists in the field of internal and external management, ideological political organization who have graduation and above degree and have at least twenty-five years of managerial experience. The sample population is 107 people. The present research is applied and uses correlation methods and has case-context with a mixed (quantitative-qualitative) approach. The research data gathered by field and library data with the tools of documents, interviews and questionnaires and were analyzed by descriptive, inferential and content analysis statistics. The results indicate the confirmation of the research hypothesis, i.e. the effective indicators of organizational culture on the effectiveness of the performance of the ideological and political organization of the Army of the Islamic Republic of Iran in two dimensions of attitude and behavior, identification and components and indicators of each dimension are identified and presented.

Although Iranian society is a society of religious and national tendencies, both have perceived corruption as an ugly phenomenon and have always emphasized on fight with it, yet we see that the prevalence of corruption in society has impeded the path of many social and national developments and has incurred enormous costs on the country and ultimately the people that one most important is increasing the class distinction and social gap between rich and poor social classes. Administrative corruption is one the organizational phenomena that significantly encounter a difficulty the development process of countries and causes major difficulties and problems and crises throughout the society. Investigation of administrative corruption and ways to fight in Khatami and Ahmadinejad governments can help solving it worthy, thus in this research based on content analysis method, comparative study the Khatami and Ahmadinejad government policies in fight against administrative corruption based on the systems model (organizations) is considered.

The purpose of this study is to investigate the cultural factors affecting organizational health in public sector. The study is important due to the significance of the public sector's organizational health, and its breadth and inclusion for individuals in the community. Therefore, first, by reviewing the literature and obtaining the opinion of experts, a questionnaire was made and through Cronbach's alpha test, the number 0.76 was calculated for its reliability. Then, in each of the categories of the Civil Service Management Law that have defined the public sector, an organization was selected and the questionnaire was distributed. This study showed that cultural factors with a coefficient of 0.78 affect organizational health in public sector organizations. This article suggests that the first step toward organizational health should be taking organizational culture into account by even enforcing current or changing it into a more suitable one.

Social capital is one of the important organizational concepts that its existence is necessary to create solidarity and trust and achieve organizational goals. It is also a source of knowledge that facilitates the achievement of organizational innovation. The purpose of this study is to investigate the effect of social capital on organizational innovation with the mediating role of knowledge accumulation and the moderating role of organizational culture that has been done in the IRA army. The research method is descriptive-applied and in terms of data collection, is in the category of correlational research. 90-item questionnaire through random sampling among 120 statistical samples in AJA headquarters The city of Tehran was distributed. The results of data analysis in SMARTPLS software showed that social capital has a positive and significant effect on the accumulation of knowledge and innovation of the organization. The effect of social capital on the mediation of knowledge accumulation on organizational innovation was also confirmed. Finally, the moderating role of organizational culture in the relationship between knowledge accumulation and organizational innovation was not confirmed.

The ability of an organization to establish the desired organizational culture is a great advantage that can play a major role in facilitating the achievement of organizational goals. On the other hand, pathology and understanding the challenges and obstacles to implementing the desired organizational culture is also very important for an organization. In the present study, with the aim of modeling the challenges and behavioral barriers of employees in establishing the desired organizational culture with the focus on government organizations with a mixed approach, first available resources and interviews with 210 experts in 15 government organizations (production-service-military security) method Directional qualitative content analysis was coded and analyzed, which finally included 109 subcategories, 26 categories and 10 themes. In the next step, in order to model the multi-level themes and determine their effectiveness and effectiveness by interpretive structural modeling, interpretive structural questionnaires completed by experts were collected and analyzed. Finally, the themes of instrumental religion, perception of general reason, weakness of rationality And the originality of hierarchy as the most influential themes were in the third level and the themes of appearance, partisanship and defective individualism were in the second level. The themes of indifference, lack of trust and credit were the most effective themes in the first level of the model. In the final part of the research, suggestions were made to remove these barriers and challenges.

Political behaviors are undeniable in today's organizations, which due to the positive and negative effects on the performance and productivity of organizations, has been increasingly considered by experts and researchers. The aim of this study was to identify and explain the formation and occurrence of political behaviors of employees in government organizations in a qualitative manner using the Delphi technique. First, based on the literature, studies and results of previous research and conversations with experts, an initial arrangement based on the proposed factors, components and indicators is designed and based on it, a questionnaire (open and closed) is prepared and using Delphi method in three rounds for opinion polls. It was provided to 20 scientific experts (Delphi panel). The results at the end of the Delphi three cycles and using Kendall coordination coefficient showed that four factors including organizational characteristics with 10 components and 30 indicators, individual characteristics with 7 components and 22 indicators, environmental characteristics with 4 components and 12 indicators And the characteristics of organizational culture and relationship with 5 components and 15 indicators have a significant relationship with the formation and occurrence of political behaviors. The results showed that organizational characteristics have the most important role in the occurrence of political behaviors and individual characteristics, environment and organizational culture are important in the next categories, respectively.

The purpose of this study is to present a model of manpower talent management with emphasis on organizational culture in the Martyr and Veterans Affairs Foundation. In this research, a combined method (qualitative-quantitative) has been used. In the qualitative part, using the data theorizing method of the foundation, 13 experts of the Martyr and Veterans Affairs Foundation were interviewed. The results were categorized. In 136 basic codes, 40 concepts and 5 categories were categorized, which include, talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational culture factors. Also, in the quantitative part, a questionnaire was designed from the model designed in the qualitative part, and 124 questionnaires were filled out by random sampling from the staff of the Martyr and Veterans Affairs Foundation, and the model was validated using the structural equation method.The results showed that the factors of talent acquisition include: hiring, trying to use the facilities, discovering resources, discovering talented talents, authentication, professional interviews, reviewing scientific and executive records, willingness and interest in work, knowledge of organizational levels and It is the preparation of working conditions.

Constant changes in technologies and business models have led organizations to take new strategies to quickly seize opportunities and avoid future destructive risks. Open foresight is one of the new strategies that emphasize both internal and external skills and capabilities, enables organizations to identify new ideas for innovative products and services and overcome the environmental complexities of businesses. The objective of this research is to consider the impact of open futures on open innovation with emphasis on the framework of competitive values. The research methodology in this paper is based on the Delphi method of experts and panelists and Delphi experts have been used to evaluate the impact of future research knowledge on planning and policy making patterns in planning and development knowledge. This paper is descriptive-explorative and correlational as to the purpose and the processing of data collection and analysis. The main achievement of this paper has been to identify priority areas for achieving scientific excellence in the textile industry with the participation of all stakeholders. This article has been able to illustrate the impact of different cultures on futurism and open innovation. Structural model path analysis indicates that open foresight with a factor of 0.43 has a positive effect on open innovation and that humanistic and developmental cultures are strong drivers for open foresight and open innovation and bureaucratic culture is an obstacle to the success of projects. Open futures and the promotion of open innovation are considered.