جستجوی مقالات مرتبط با کلیدواژه "organizational culture" در نشریات گروه "علوم اجتماعی"

This research was conducted to analyze the dimensions of the perceived justice model of human resources in the organization with the approach of organizational cultures in the government organizations of the Tehran metropolis. The method is grounded theory. Three hundred thirteen articles were analyzed, 90 of which were Persian (from 1398 to 1401), and the rest were written in English (from 2018 to 2022). Interviews were semi-structured. The population was the relevant managers and assistants in government organizations in the Tehran metropolis, and 20 of them took part in this research. The results identified eight selective codes, 16 central codes, and 285 open codes. The main indexes included market organizational culture, developmental organizational culture, hierarchical organizational culture, tribal organizational culture, distributive justice, procedural justice, transactional justice, and informational justice. In the second round, we sent a questionnaire to 20 experts to determine the intensity of the effect of each component. In this research, the agreement level of each component and sub-component in the proposed model is determined using Kendall's coefficient of agreement test. The research findings indicate that the dimensions of the perceived justice model include (distributive justice, procedural justice, transactional justice, and informational justice), organizational cultures (market organizational culture, developmental, organizational culture, hierarchical organizational culture; it was a tribal organizational culture.

The current research has been carried out with the aim of analyzing the dimensions of the model of religious spirituality culture and professional ethics of human capital with the approach of developing a spiritual organizational culture in the organization (the case study of Tehran Municipality Organization). The qualitative research method is based on the data theory of the foundation. 160 articles were collected in the content analysis section of which 80 domestic (from 1398 to 1401) and foreign (2018 to 2022) articles were categorized, the data analysis method in the section Qualitative using open coding, axial coding and selective coding, basic indicators were extracted. The interview questions were designed under the supervision of the scientific committee and designed as a semi-structured interview. Targeted sampling method by snowball method, 30 of them were selected as a sample until theoretical saturation. The results of the current research led to the identification of 6 codes and 18 codes out of 275 were open codes. The main index includes the identity of individual religious spirituality, including sub-components, establishment of organizational spirituality, individual professional ethics, establishment of organizational professional ethics, organization's human resources management and leadership style. It was an organization. In the second round, a Likert questionnaire was sent to 30 experts to determine the intensity of the effect of each component. The components and sub-components in the proposed model were specified

The present research is conducted with the aim of determining the impact of organizational policy and organizational culture on organizational attachment with the mediating role of organizational happiness of employees of Amin University of Police Sciences.  

In terms of method, this research is descriptive-correlational with survey collection method and in terms of purpose, it is an applied research. The statistical population of the research is all the employees of Amin University of Police Sciences, based on the Cochran formula, 248 people were selected by simple random sampling. The field method has been used to collect information in the theoretical foundations of library studies and to collect the data needed to test the research hypotheses. The main tool for data collection was the 11-question organizational policy questionnaire by Lao et al. (2018), 38 organizational culture questions by Denison (2001), 9 organizational happiness questions by Zarei Metin et al. (2019), and 10 organizational attachment questions by Kongo (1982), which are reliable and valid. It has been approved in form, content and structure.  

The resulting data is analyzed using the structural equation model and Smart PLS version 3 software. The findings showed that the organizational policy and organizational culture had an impact on organizational attachment with the mediating role of organizational happiness of the employees of Amin University of Police Sciences.

The results of the research showed that the organizational policy had an impact on organizational happiness, organizational culture and organizational attachment of the employees of Amin University of Police Sciences. Also, organizational happiness has an effect on the organizational commitment of the employees of Amin University of Police Sciences. Finally, the authors of the survey concluded that the organizational culture has an effect on the organizational happiness and attachment of the employees of Amin University of Police Sciences. Based on this, in order to improve organizational culture, it is necessary to pay attention to organizational policies along with creating attachment among employees and providing the necessary platforms for employee happiness.

The main purpose of this study is to investigate the impact of organizational culture on deviant behaviors in the workplace through work-family conflict and personality traits.

The current research is applied in terms of its purpose and descriptive in terms of correlational data collection.The statistical population of the present study was made up of all the employees of the Isfahan Islamic Azad University (Khorasgan) in the number of 660 people, 244 people were selected as a sample through the Cochran sampling formula through the stratified sampling method proportional to the size, the research tool was the Hofstede standard organizational culture questionnaire (2001). and the standard questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and the questionnaire of work-family conflict by Carlson (2002) and the standard questionnaire of personality characteristics by McCrae and Costa (1992) that the validity of the questionnaires was based on content validity using the opinion The experts were formally examined based on the views of a number of the statistical community and the structure was examined by factor analysis method and after the necessary terms, validity was confirmed and on the other hand, the reliability of the questionnaires was determined by Cronbach's alpha method, respectively (0.88), (85) (0.0), (0.89) and (0.81) were estimated.Data analysis was done at an inferential level including structural equation modeling.

The results of the research showed that organizational culture has a positive and significant effect on deviant behaviors in the workplace through work-family conflict, and the coefficient of this effect was 0.170, and it has a positive and significant effect on deviant behaviors in the workplace through personality traits. The coefficient of this effect was 0.130 and also organizational culture has a positive and significant effect on deviant behaviors in the work environment, which the coefficient of this effect was 0.200.

Deviant behaviors in the workplace are an important issue for universities because of their impact, because they weaken organizational citizenship behaviors, reduce productivity, and increase phenomena such as absenteeism and employee withdrawal.Therefore, these behaviors must be properly managed by organizations and managers, and organizational culture, work-family conflict, and personality traits have been among the factors influencing these behaviors.

In the present era, public management, like other institutions, faces many challenges in promoting effectiveness, which is due to changes that have occurred in the cultural, social, economic and political fields. When the vital role of religious culture is ignored in the organization, it will probably lead to a decrease in the effectiveness of the organization.The current research is applied from the point of view and descriptive objective, and in terms of the direction of alignment and compatibility between the variables, regression analysis has been used. Also, the way to collect information in the field is by using a questionnaire, the statistical population includes all managers, experts and employees of police electronic service offices (10+ police) at the level of Gilan province.Probability sampling method with a sample size of 392 people. Findings, positive results were obtained for all hypothetical links (direct and indirect relationships). Results Among the main variables, human-centered religious culture with a coefficient of r = 0.862 has the highest and environment-oriented religious culture with a coefficient of r = 0.421 has the lowest impact on effectiveness.The results of this study provide insights about the influence of religious culture on the behavior of organization members and the effectiveness of the organization in the form of Islamic Iranian organizational culture in government organizations in the form of a framework of competitive values and states that understanding and improving Religious culture can lead to the creation of a suitable interpersonal environment that helps to improve organizational effectiveness,

Gen Alpha, as the most materially endowed generation ever, have completely different beliefs and expectations due to their varied lived experiences and emerging trends in society. Born between 2010 and 2024, this is known as the youngest generation. In the near future, they will enter the workplace and create a different world, and therefore it is necessary to know their characteristics and perceptions of future jobs and workplaces. In this regard, the aim of this research is to examine the job concept from the perspective of Gen Alpha, which can be a useful source for managerial decisions in various fields, including educational institutions, as well as human resource management and organizational culture in the future. The research data was collected using the WDST (write, draw, show and tell) method and finally analyzed using the thematic analysis. The results showed that Gen Alpha have personality and behavioral characteristics such as creativity, adherence to human and moral values, transsexual perspective, adventure, leadership and a strong connection with technology. This generation has little desire for fixed salary jobs and will be more inclined towards entrepreneurship, leading to work teams and technology-related professions such as metaverse, robotics and artificial intelligence. Here, its implications for educational institutions and future work environments are discussed and strategies are proposed.

The current research is to identify the influencing factors of organizational culture on the knowledge management process in Payame Noor Khoy University.

qualitative research of foundation data type. The data collection tool was a semi-structured interview, which four criteria of trustworthiness, transferability, reliability and verifiability were used to measure its validity and reliability. In order to answer the research questions, the method of deduction based on the concept of conceptualization and refocusing was used.

Based on the findings creating opportunities and capacities, supporting atmosphere, incentives, teamwork, empowerment, flexibility, encouragement of creativity and innovation, autonomy of action, motivation, documentation, coherence and coordination, trust, right communication, intimacy, empathy, risk, freedom of expression and thought, management support and placement for the application of knowledge as factors of organizational culture affecting the knowledge management process and one-on-one, conservatism, lack of management support, lack of innovation in methods of absorbing knowledge, lack of capacity building, emphasis on solitary confinement, lack of confidence in IT security, lack of futurism, reliance on fiction, fear of knowledge sharing due to loss of power, lack of coordination, lack of trust in knowledge accuracy, monopoly spirit, lack of proper knowledge of knowledge and lack of capacity and ability to apply knowledge as barriers to organizational culture affecting the knowledge management process.

The results of the research showed that "supportive atmosphere" as an effective factor and "lack of coherence and coordination" as an effective obstacle to knowledge management were common in the four stages of the knowledge management process.

 The research is an applied research and is done by mixed method. The statistical community is the experts and specialists in the field of management and organizational behavior and employees of OERP. The method of qualitative part is snowball and quantitative part of research is simple random. 12 experts were selected for qualitative and 187 people were selected for the quantitative sections. Both interview and questionnaire were used for the research. Based on the qualitative results, it was found that 122 concepts were extracted from the analysis of the themes of interview with experts and specialists, focusing on the concepts related to the research topic. These concepts were categorized in 10 themes under organizing themes (three concepts for organizational integrity, three concepts for organizational justice, two concepts for quality of work life and two components for organizational learning as the basic themes. These variables were classified into 5 comprehensive concepts such as organizational cohesion, organizational culture, organizational learning, quality of work life and organizational justice. The variables of organizational learning, organizational culture, quality of work life and organizational justice have a positive and significant effect on organizational cohesion. The variable of organizational justice has been measured through the three components of distributive, procedural and interactive justice and the variable of organizational cohesion has been assessed through the three parts of emotional, social and instrumental cohesion in organizational cohesion. Moreover,The quality of work life variable has been measured through the two components of material needs and self-actualization and security and job promotion, and the organizational learning variable has also been measured through the two sections of human resource empowerment and knowledge management, and the organizational culture variable has been measured through 7 indicators.

The present study aimed to investigate the relationship between technological literacy and organizational culture mediated by media literacy among the employees of Isfahan Municipality. The study was an applied one in terms of goals and implemented a descriptive-correlational methodology. The population of the study consisted of all employees in the central office of Isfahan Municipality (N=250). Using Cochran’s formula, 151 employees were selected as the sample of the study based on the convenience sampling technique. The data were collected using three questionnaires, including the Technological Literacy Scale by Radovan and Katz (2010), Hofstede’s Model of Organizational Culture, and Falsafi’s Media Literacy Questionnaire (2014). The reliability of the questionnaires was investigated and corroborated using Cronbach’s Alpha coefficient. Moreover, the convergent validity of the instruments was investigated using the average variance extracted (AVE) index. The data were analyzed using structural equation modeling and path analysis in SmartPLS. Moreover, the relationships between the variables were investigated using Pearson’s correlation test in SPSS. The findings of the study showed that media literacy had no mediatory role in the relationship between technological literacy and organizational culture, and only the direct relationship between technological literacy and organizational culture was confirmed. It was shown that there was a significant relationship between technological literacy and organizational culture, between technological literacy and media literacy, and between organizational culture and media literacy among the employees of Isfahan Municipality. Consequently, it can be concluded that higher levels of technological and media literacy will result in convenient organizational culture.

The main purpose of the research is to model the structural equations of the relationship between psychological capital and the professional competence of educational managers with the mediation of organizational culture in Damavand schools.

This research was applied in terms of purpose and structural equation modeling in terms of descriptive method. The statistical population was all the educational managers of schools in Damavand city in the academic year 2019-2020, and 240 people were selected by stratified random sampling as the sample size with the method suggested by Schumacher and Lomax (2004). The research tools of Loutans (2007) 24-question psychological capital questionnaire, Denison's (2000) 60-question organizational culture questionnaire, and Melainejad's 39-question professional qualifications questionnaire (2013) were used and their validity and reliability were retested, and Cronbach's alpha coefficients were all The components were close to or higher than 0.7. The data were analyzed with correlation coefficients, mean, standard deviation, Pearson correlation test and structural equation modeling method in SPSS-25 and AMOS-24 software.

The findings showed that the direct paths of psychological capital to professional competence in educational managers and the indirect path of psychological capital to professional competence with the mediation of organizational culture were significant. Regarding the mediation of organizational culture components, organizational culture participation factor 54%, organizational culture integrity 49%, organizational culture compatibility 48%, and organizational culture mission factor, psychological capital and social capital explain a total of 46% of the variance of professional competence in educational managers.

The findings of this research emphasize the importance of the mediating role of organizational culture in the relationship between psychological capital and the professional competence of educational managers.

 Research topic: 

The topic of this study is the impact that organizational culture and organizational justice have on organizational cohesion in the research and educational planning organization as the heart of the Ministry of Education. Organizational cohesion and culture and organizational justice are three important and key variables of organizational management and behavior, which the realization of organizational cohesion leads to the realization of the goals and mission of that organization.The aim and topic of the research: The aim of the present study is to identify the measurement indicators of culture, justice and organizational cohesion and to determine the impact of organizational culture and justice variables on organizational cohesion.

This research is a mixture of different types of research in terms of practical purpose and approach. The statistical population is the experts and specialists in the field of management and organizational behavior and the employees of the research and educational planning organization. The method of sampling experts (qualitative part of research), snowball method and sampling method of employees (quantitative part of research) was simple random. 12 people were selected in the qualitative section and 187 people were selected in the quantitative section. The tool was the qualitative part of the interview and the quantitative part of the questionnaire.

Organizational justice and organizational culture have a positive and significant effect on organizational cohesion. The three components of distributive, procedural and interactive justice have a positive and significant effect on organizational justice and the three components of emotional, social and instrumental cohesion have a positive and significant effect on organizational cohesion.

The present study aims to investigate the effect of behavioral ambivalence through organizational culture and ethical climate on the innovative behaviors of Ilam University employees. This research is a survey study and has a practical developmental purpose. The statistical population includes all employees of Ilam University, which was selected using the Cochran formula, a sample of 213 people for the study. The data collection tools were Mam et al.'s (2009) standard questionnaires for behavioral ambivalence, Dennison (2000) for organizational culture, Victor and Cullen (1998) for the ethical climate variable, and De Jong and Den Hartog (2010) for innovative behaviors,  whose validity have been verified by experts and the reliability of all research variables was confirmed using Cronbach's alpha coefficient (Cronbach's alpha of all variables was calculated higher than 0.7). To analyze the data, structural equation modeling and confirmatory factor analysis were used using SPSS21 and LISREL8.8 software. The results obtained from the research hypotheses show that the behavioral ambivalence directly and through the organizational culture and ethical atmosphere had an impact on the innovative behaviors of the employees.

In today's competitive environment, organizations are forced to change due to the pressures of the external environment as well as its core. A process can be seen in any change in the organization. Change can be made through individuals, groups and organizations. If the goal is to bring about a successful change, the key factors in the culture of individuals / organizations must be considered. The purpose of this study is to explain the executive strategies of organizational improvement in the light of culture. The importance and innovation of this research is in using the views of Islamic thinkers along with other Western thinkers and also to show the key determinants of success in order to compare methods of improving the organization based on culture. The statistical population of the study includes the NAJA law enforcement personnel, which is 384. The present study is field, survey and applied in terms of nature and purpose. For analysis and relationship between data, Pearson correlation coefficient, regression, Friedman, Skewness and Cronbach's alpha and CVR and CVI coefficients have been used. The correlation coefficient and regression tests show that the conceptual model of the research is 95% reliable and based on the available data, this model is able to express changes. Introduces rational culture as the dominant organizational culture. Also, the maximum and minimum effectiveness are related to the variables of e-government and power distribution.

The community-oriented approach of the police seeks to create a role for all members of society, government agencies and non-governmental organizations in social prevention, which is part of disciplinary prevention. In this direction, the use of organizational knowledge in the context of organizational culture in line with this approach, is a necessary thing and guarantees movement in the mentioned path. The purpose of this study is to identify the impact of organizational knowledge on social crime prevention through organizational culture.

This research is descriptive in terms of practical purpose and descriptive and correlational in terms of data collection, which has been done by structural equation modeling and factor analysis with LISREL software version 8.8. The research tool is a questionnaire and the statistical population of the present study is 380 employees of Bushehr police command, of which 217 are statistical sample.

The findings showed that organizational knowledge is not directly related to social prevention of crime, but organizational knowledge is directly related to the mediating variable of organizational culture with a correlation coefficient of 0.51. Also, organizational culture has a direct relationship with social prevention with a correlation coefficient of 0.42. By conducting path analysis, it was found that the variable of organizational knowledge is indirectly related to social prevention of crime by 0.21.

Strengthening the components and indicators of organizational knowledge and culture of employees can help social crime prevention as a positive approach.

The purpose of this article is to review and critique the book entitled “Measuring and Managing Organizational Culture Tools and Methods for Improvement” the Work of Mahdi Ebrahimi Blani, Vida Rashidi and Saeed Shahbazmoradi. This work has been written in the field of management and organizational culture and has been set up in four chapters and a preface. In the process of critique and evaluation of this book, the criteria and indicators of critique are used in accordance with the model provided by the Iranian council for reviewing books and text on human sciences. In this regard, this book is evaluated in terms of method and then in terms of content and structure. Also, book improvements are charged to enrich the book and opening the other fields of research. The result of studying this work showed that the authors of the book can increase the credibility of the work by observing the principles of reference in the expression of texts and tables and also by combining the work with Islamic texts and by structural and content review of the work can add to the richness of the work.

Organizational culture is one of the most important elements of any organization that is intertwined with the thoughts, feelings and actions of members and every speech, thought and behavior is colored and directed by it. In the present study, the aim is to design a model of organizational culture from the perspective of core values ​​in Amin University.

This research is of a developmental type and its implementation method is mixed and of the Follow-up Explanations Model (quantitative-qualitative). Quantitative content analysis method has been used in the quantitative part and Delphi method has been used in the qualitative part. The data collection method was field and library and in-depth interview and documentary review tools were used. Interviews were conducted with university experts. The sample selection was non-random-purpose with 10 experts in the university.

Findings show that based on the typology, the core values ​​of universities are more than network and Communal cultures. The core values ​​of Amin University include the five values ​​of God-centeredness, orbital province, central ethics, promotion of Iranian-Islamic-revolutionary identity and respect for human status.

  The results show that the context, context and national-organizational culture differentiate the core values ​​of the university from other universities in the world.