جستجوی مقالات مرتبط با کلیدواژه « فرهنگ‌سازمانی » در نشریات گروه « کتابداری و مدیریت اطلاعات »

The issue of performance evaluation has long been considered as one of the important success factors in various organizations. Therefore, in the current research, the relationship between organizational factors and organizational performance in public libraries of Gilan province has been investigated. The current research is of an applied type with a quantitative approach and in terms of how to collect data, a survey was conducted using a Likert scale questionnaire. The statistical population was the personnel working in the public libraries of Gilan (195 people), according to Cochran's formula, a questionnaire was distributed among 130 people by available sampling method. The instrument used is Machi's standard questionnaire (2019). SPSS and other statistical software were used for data analysis. The findings showed that all the factors of strategy, structure, cultre and organizational policy have a significant effect on organizational performance in public libraries of Gilan province, and these factors have the ability to predict the variable of organizational performance to a large extent, and culture was the strongest predictive variable.In order to improve the performance of public libraries in Gilan province, it is necessary for managers and professors to have a long-term perspective and pay due attention to various organizational issues in order to improve the performance of the organizaton. Also coordinate organizational operational plans and organize the actions of different units in one direction.

Information centers in universities need to enhance their position and align them with the interests and demands of stakeholders. Therefore, they must develop their adaptive capacity by promotion of knowledge management. This research aimed to identify desirable dimensions of organizational culture and their impact on knowledge management, considering the mediating role of HR flexibility in information centers of Payame Noor University nationwide.

This study was conducted as applied research based on its objective. The data collection method was mixed (qualitative and quantitative), and from a philosophical perspective, it was based on the positivist philosophy, using a comparative-inductive approach. The research participants in the qualitative section included 15 professors and experts who were selected randomly and purposefully, and in the quantitative section, society included all employees of the information centers of Payame Noor University nationwide in the academic year 1400-1401, totaling 1300 individuals. According to Cochran's formula, a sample size of 297 individuals was selected using convenience sampling at a confidence level of 95% and a margin of error of 5%. The required data were collected using the standard Lawson Knowledge Management questionnaire (2003), Bhattacharya's standard HR flexibility questionnaire (2005), and an investigator-developed questionnaire. Cronbach's alpha coefficient was used to assess the reliability of the questionnaires. A Cronbach's alpha coefficient greater than 0.70 confirmed the reliability of all the questionnaires. Data analysis in the qualitative section was carried out using interpretive content analysis, and in the quantitative section, descriptive data analysis (frequency, percentage, mean, standard deviation) was performed using SPSS 26 software. Structural equation modeling (SEM) with the SmartPLS software was used to answer the research questions.

 The research findings showed that the dimensions of organizational culture include interactive culture, law-oriented culture, human-oriented culture, and aesthetic culture. The aesthetics-oriented factor had the highest impact with a coefficient of 0.959 and ranked first in priority, followed by the law-oriented, interactive, and human-centered factors in subsequent priorities. Organizational culture positively and significantly influenced knowledge management and HR flexibility, and HR flexibility mediated the relationship between organizational culture and knowledge management (p < 0.05).

 Considering the obtained results, attention to organizational culture in the workplace can be an influential component for enhancing knowledge management and HR flexibility in the perception of employees. Therefore, it is recommended that managers of information centers at Payame Noor University nationwide utilize human resource flexibility as a gateway to knowledge management by providing a suitable cultural environment to create organizational adaptability.

 This study aimed to examine the relationship between organizational culture and change management in public libraries of Tehran City using the components of the Denison Model. Achieving this goal, the study seeked to identify the relationship between the mission, adaptability, and alignment components. Ultimately, the research investigated the connection between the involvement in the participatory work component and change management in Tehran Public Libraries Foundation.

 This research was a quantitative and correlational one. The entire population included all employees of public libraries in the Tehran City institution, totaling about 360 individuals. The sample size, based on Morgan's table, is 186 individuals who were randomly selected using cluster sampling. The data collection tool was a researcher-made questionnaire consisting of 28 questions designed to assess the relationship between organizational culture components and change management in Iran Public Libraries Foundation.

 The organizational culture dimention, based on the Denison Model components, is deemed acceptable with an average of 3.84. Additionally, there is a significant relationship between the Denison model components (mission, adaptability, alignment, involvement in participatory work) and change management in public library institutions. According to Friedman's ranking test, engage in work has the highest impact on change management with 2.69, surpassing other model components, while mission has the minimal impact on change management with 2.40.

 The components of involvement in work, adaptability, alignment, and mission of organizational culture, according to the Denison model, have scored higher than average and demonstrated a desirable status in employee change management. So it seems the dominant organizational culture in the studied libraries aligns with Denison's components. Considering the average scores of organizational culture components and change management, and their direct correlation, the results shows organizational culture is a crucial factor in the change process in the studied libraries. To enhance readiness for change in these libraries, it is recommended that organizational culture be prepared for acceptance and alignment with changes through training and the support of senior managers.

Knowledge sharing and scholarly communications do not happen in a vacuum. It appears that knowledge sharing and scholarly communication are influenced by individual and organizational factors, which play an important role in the survival of the university. The present study analyzes major factors such as trust, mental norms, organizational culture, and reward system on the attitude and intention of knowledge sharing and on scholarly communication. The researcher investigated how these factors can affect scholarly communication widely by using the mediating role of knowledge sharing. The review of previous studies indicates that the effect of some individual and organizational factors on scholarly communication has been of limited interest to researchers. In addition, no study was found in Iran regarding the mediating role of knowledge sharing on scholarly communication. Furthermore, few studies have been conducted outside of Iran regarding knowledge sharing and scholarly communication. Considering, the importance of individual and organizational factors and the important role that these two variables have in knowledge sharing (attitude and intention to share knowledge), and scholarly communication, this research aims to display the importance of some individual and organizational factors among universities in the west of the country with this approach, the aim of the present study is to investigate the effect of individual and organizational factors on the attitude and intention to share knowledge and its role in scholarly communication among faculty members of universities in the west of the country.

The research method adopted in the study was survey-analytical. The statistical population of the study who were recruited based on simple random sampling method were faculty members of the western universities (in the provinces Kermanshah, Ilam, and Kurdistan) including 270 faculty members. The data collection tool was a questionnaire. In order to ensure the content validity of the study, five experts were asked to pass their judgments on the draft. Cronbach's test was used to determine the reliability of the questionnaire. The results of Cronbach's test showed that the trust component (.75), subjective norms (.84), organizational culture (.80), reward system (.74), knowledge sharing attitude (.91), knowledge sharing intention (.73) and scholarly communication (.87) and a total of 41 questions equal to.74 were obtained, which indicated the appropriate reliability of the scale. According to the quantitative approach in this research, data analysis was done using descriptive statistics (frequency, frequency percentage, skewness, and kurtosis) and inferential statistics, multiple regression test, and structural equation modeling using SPSS and Amos software

The research findings showed that the variable of trust through the attitude of knowledge sharing and the mental variable through the intention to share knowledge affected scholarly communication. The variables of organizational culture and reward system affected scholarly communication only through the attitude of knowledge sharing, and organizational culture only through the intention of knowledge sharing. The variable of mental norms, not only indirectly affected scholarly communication, directly affected scholarly communication. Also, the findings showed that the greatest regression effect related to the trust variable (.394) was on the knowledge sharing attitude. Furthermore, knowledge sharing attitude (.114) had the least regression effect on scholarly communication. The results of structural equations showed that although the CMIN/DF index and RMSEA (Root mean square error of approximation) were not satisfactory, but the other model fit indices, including absolute fit indices, comparative fit indices, and parsimonious fit indices, had a favorable and acceptable status, which shows that the presented model has relatively acceptable.

In general, the results of the research showed that trust, organizational culture, and reward system have an effect on scholarly communication through the mediation of knowledge sharing attitude and knowledge sharing intention. Furthermore, these factors are important elements that determine Knowledge sharing behaviors in higher education. Therefore, the role of these factors in the development of scholarly communication by maintaining the mediating role of knowledge sharing is undeniable, and this can be justified considering that most of the activities of academic staff are individual-oriented and organization-oriented. According to the findings, it is suggested that universities provide an environment that facilitates the knowledge sharing process in order to strengthen the scholarly communication of faculty members. It is also necessary for universities to focus more on people's trust and mental norms in order to create trust, collective cooperation, and social interactions between faculty members in the university. This will have an important effect on scientific development and scientific production.

When it comes to information security (IS), human behavior is a factor that should not be underestimated. Information Security Awareness (ISA) programs are in place as a preventative measure; But data security breaches still exist, and banks hold valuable personal and financial information that makes them a target for cybercriminals. Based on this, the aim of the present study is to investigate the effect of moral disengagement and organizational culture on behaviors related to information security awareness, taking into account the mediating role of cognitive- effective variables of ISA (knowledge and attitude) and security culture of employees of Saderat and Mellat banks. The current research is applied in terms of its purpose, and in terms of data collection, it is descriptive and correlational and is based on the structural equation model. The statistical population of the research was the employees of Mellat and Saderat Bank branches in Tehran; In this regard, the sample size was estimated to be 430 people. In this study, descriptive analysis method with SPSS software and partial least squares (PLS) approach with Smart PLS software were used for data analysis; Because the use of the partial least squares approach as a method of evaluating relationships between variables related to human behavior in the field of information security has been the most common approach in quantitative studies. The findings of the research confirmed the relationships of the model and the path analysis results showed the influence of the variable "moral disengagement" on the variables of "information security awareness behaviors" (first hypothesis), "information security awareness knowledge" (second hypothesis) and "information security awareness attitude" (third hypothesis) is significantly negative. Also, the effect of the variable "information security awareness knowledge" on "information security awareness behaviors" (fourth hypothesis), the effect of the "information security awareness attitude" variable on "information security awareness behaviors" (fifth hypothesis), the effect of the "organizational culture" variable "on the variables of "information security awareness behaviors" and "organizational security culture" (sixth and seventh hypotheses) and the effect of the "organizational security culture" variable on "information security awareness behaviors" (eighth hypothesis) is positive and significant.

Due to the increase in competitive pressure and the development and advancement of technology, manufacturing companies today consider Industry 4.0 a fundamental and crucial issue for enhancing performance, as well as for maintaining and improving their competitive position. The purpose of this research is to investigate how knowledge management and its influencing factors affect the implementation of Industry 4.0 in the home appliance industry.
This research is applied in terms of purpose and utilizes a survey for data collection. In order to conduct the current research, 13 factors were initially identified by reviewing the research background. Using the interpretative structural modeling technique, the relationship between the identified factors was determined. Based on this analysis, the conceptual model of this research was presented. In the following study, the fit of the conceptual model was measured and investigated using the structural equation modeling approach and Smart PLS software. In this research, a questionnaire was used to collect data. In order to align with the developed conceptual model, a questionnaire comprising 42 questions was designed based on the research background. It was then distributed to experts, managers, and employees in the household appliances industry using a sampling method. According to the structural equation modeling approach, the required sample size in this research is determined by the relationship 5q<n<15q. In this formula, q represents the number of questionnaire questions, and n represents the sample size. According to the 42 designed questions, 250 questionnaires were distributed, out of which 217 were returned.
The results of this research showed that organizational culture, leadership, organizational innovation, organizational structure, absorption capacity, teamwork, financial resources, compatibility of information systems, flexibility of employees, vision and strategy, performance evaluation, and providing feedback. Education and Industry 4.0 technologies have been identified as effective factors in knowledge management for the implementation of Industry 4.0 in the home appliance industry of the country. The results of this research indicate that the factors influencing knowledge management in the implementation of Industry 4.0 are categorized into eight levels. Organizational culture and leadership are identified as crucial variables and form the basis of the conceptual model essential for establishing Industry 4.0 in the home appliance industry. The results of this research revealed that the variables of financial resources are at the seventh level, teamwork, organizational structure, and training at the sixth level, absorption capacity and vision and strategy at the fifth level, Industry 4.0 technologies at the fourth level, performance evaluation and providing feedback at the third level, flexibility of employees at the second level, and innovation and adaptability of information systems are placed at the first level.
The results of this study can facilitate the implementation of Industry 4.0 in the home appliance industries of the country and encourage home appliance industry managers to utilize knowledge management in Industry 4.0 more effectively.

Creating an information security culture helps to minimize threats, especially threats caused by humans, in order to protect information, and as a result, it leads to the reduction of data breaches or incidents in organizations. No study has been conducted to identify the components of information security culture in the country so far. Information security culture has been investigated and analyzed using different approaches and based on different theories. The purpose of this article is to review the existing researches in the field of information security culture in order to investigate the knowledge resulted and identify the dimensions and components of the information security culture and integrate the literature in this field.
In order to carry out this systematic review, all the studies conducted in the field of information security culture were extracted from reliable databases using relevant keywords. Finally, 310 related articles from 2000 to 2022 were reviewed. Based on the results of this study and according to the purpose of the research, the components and dimensions of information security culture with different approaches and perspectives were identified and compiled.
The research findings indicate that there is no widely accepted set of dimensions and components. Different researchers have considered different dimensions and components for the information security culture. They have used 3 theories and concepts in their studies. The frequency of theories used in different researches was determined and the most commonly used one is Schein’s organizational culture model. Also the mentioned researches have been carried out in various organizations and industries. There is no industry-specific model or framework provided. Also, most of the proposed models or frameworks are descriptive and have not been evaluated, and in terms of geographical division, the researches were also examined and it was found that most of the researches belong to developing countries

One of the main challenges facing today's management is the development of organizational culture and leadership styles in which knowledge management is valued. Therefore, it is important to know the factors affecting knowledge management. Undoubtedly, knowledge management will have a great impact on the organization and employees. Knowledge management tries to introduce or strengthen knowledge as a high value in organizational culture, and knowledge management tries to introduce and strengthen knowledge in management styles, and the knowledge of managers and employees creates efficiency, effectiveness and productivity in On the other hand, the cultural dimensions of Hofstede's model have been used in various researches in the field of management and culture, and considering the role that cultural differences at the national and organizational level have on the capacity to absorb knowledge, the importance of Cultural factors affect the processes of knowledge absorption and transfer, and despite the research done, two theoretical deficiencies can be seen in this section, firstly, the role of organizational culture and leadership styles on knowledge management in Iran has not been thoroughly investigated, and secondly, in Most of the conducted researches, the organizational culture factor of Hofstede's model has not been investigated in detail, and thirdly, the subject of this research has not been done in cultural organizations, therefore, the main goal of this research is to investigate the effect of leadership style (Hersey and Blanchard's model) and organizational culture. Hofstede's model) is based on knowledge management. As the statistics show, 50% of the problems of implementing knowledge management are related to culture and human resources (Jalali et al., 2014) and in order to change and share knowledge among their members, organizations must have a capable leader to change the culture. (Heidari et al., 2013). Many researchers have examined knowledge management in organizations from different perspectives. For example, the influence of organizational culture (Park et al., 2010. Kumar, 2011. Voivora, 2013) and leadership style (Birouznoff, 2013, Bryant, 2003. Crawford, 2005) (knowledge management) has been investigated, but little research on organizational culture (Hofstede's model) and leadership style (Hersey and Blanchard model) has been conducted on knowledge management and in addition, most of the researches have been conducted in western countries and none of them have been conducted among the faculty members of universities, which doubles the necessity of conducting this research. Therefore, this research is conducted with the aim of determining the relationship between organizational culture (Hofstede's model) and leadership styles (Hersey and Blanchard's model) with knowledge management among the faculty members of Isfahan Islamic Azad University (Khorasgan).

Literature Review:

Torabi and Alden (2017) in a research called the effect of knowledge management on the productivity of the organization: a case study they conducted in Kausar Bank of Iran concluded that the willingness of employees to share knowledge and, accordingly, the sharing of implicit knowledge had a direct effect on productivity. Shujahat et al. (2016) in a research entitled the effect of knowledge management on innovation with the mediating role of knowledge workers' productivity reached the conclusion that knowledge management had a positive effect on innovation with the mediating role of knowledge workers' productivity. Mohammad Zaki et al. (2016) in a research entitled The relationship between the leadership style of managers and the level of organizational learning among the employees of the National Accounts Court and with a descriptive method of correlation, they concluded that there was a significant relationship between the leadership style of managers and the level of organizational learning among the employees of the National Accounts Court and also The results showed that the amount of organizational learning of employees increases the closer they get from the authoritarian-exploitative leadership style to the collaborative style. The study conducted in America concluded that the leadership style and knowledge management had an effect on the acceptance of technology. Qurbani Azar et al. They made a correlation and concluded that there was a significant relationship between organizational culture and knowledge management. And among the components of organizational culture, individual creativity was more related to knowledge management. Crawford (2010) in a research entitled the relationship between knowledge management and transformational leadership, which he conducted with a correlational descriptive method, concluded that in this research, there was a meaningful relationship between transformational leadership, functional leadership, and freedom leadership with knowledge management.

The current research is practical in terms of its purpose, because it deals with the application of the proposed variables to help knowledge management. On the other hand, the mentioned research is descriptive in terms of the method of collecting information, because it examines the effects of organizational culture and leadership styles on deals with knowledge management and examines the relationships between the mentioned variables in the form of structural equation modeling. The statistical population in the present study includes all the employees working in the faculty members of Islamic Azad University, Isfahan branch (Khorasgan) numbering 380 people. Including the sample size from Cochran's formula, 180 people have been estimated. In this research, a stratified sampling method proportional to the volume has been used.

That the research hypothesis is confirmed at 95% confidence level. In the explanation of the hypothesis test, it should be said that according to the critical value of CR, which is more than 1.96 for the hypothesis, and the P value, which is less than the error level of 0.05, the research hypothesis is confirmed at the 95% confidence level. Therefore, organizational culture has a positive and significant effect on leadership styles, and organizational culture has a positive and significant effect on knowledge management, and leadership styles have a positive and significant effect on knowledge management.

This research, which was conducted with the aim of investigating the relationship between organizational culture (Hofstede's model) and leadership styles (Hersey and Blanchard's model) with knowledge management among the academic staff members of Isfahan Islamic Azad University (Khorasgan), provides evidence of the role of organizational culture (model Hofstede's) and leadership styles (Hersey and Blanchard's model) were obtained by knowledge management among the academic staff members of Islamic Azad University, Isfahan branch (Khorasgan). Hersi and Blanchard) it was confirmed that there is a relationship with knowledge management among the academic staff members of Isfahan branch of Islamic Azad University (Khorasgan).

Findings from the present study are aligned with Hoshangi et al.'s research (2014) that organizational culture and leadership styles had an effect on knowledge management, and also with Mashbaki et al.'s research (2015) that leadership styles had an effect on knowledge management. It is direct and also with the research of Crawford (2010) that there was a meaningful relationship between transformational leadership, functional leadership and freedom leadership with knowledge management, and Boersox (2012) that leadership style and knowledge management had an impact on technology acceptance, and Mohammad Zaki et al. (2016) stating that there is an indirect alignment between the leadership style of managers and the level of organizational learning among the employees of the National Audit Office, and to explain this finding, it can be said that by strengthening and strengthening the organizational culture On the one hand, employees accept knowledge management more easily, and on the other hand, knowledge creation, knowledge sharing, knowledge application and knowledge storage are done more effectively in organizations. And on the other hand, they expressed leadership styles as agents of change. Because the organization must have a capable leader to change the culture in order to be able to change and to be able to accept and share knowledge in the organization among the members.

The importance of culture in knowledge creation is because a great deal of knowledge has been learned as a culture from previous generations. Therefore, organizations need to examine organizational culture before undertaking knowledge management. If an organization understands its type of culture, it can consider the degree of appropriateness between its knowledge management practices and the culture for a specific business environment. the purpose of this article is to investigate the impact of different organizational cultures based on Cameroon and Queen's Competitive Values Framework on knowledge creation process in Kermanshah Public Libraries.

This study is descriptive based on the purpose of data collection and on the way of data collection. The study population was 87 managers and staff of Kermanshah General Department and Public Libraries. Based on the Krejcie and Morgan table, the sample size was 70 people. 51% (73%) answered the questionnaire. Data collection was done by library and field methods.

the results of regression analysis and t-test show that organizational culture has a significant impact on the development of knowledge creation process in Kermanshah public libraries. Also, organizational culture has a positive and significant effect on the process of socialization, externalization, composition and internalization of knowledge in these centers. Market culture the dominant culture in these centers is that it has a positive and meaningful impact on the composition of knowledge. The study of the status of knowledge conversion showed that it is oriented towards the socialization and externalization of knowledge. Path analysis results showed that market culture had a direct effect and indigenous culture, adhocrasi culture and hierarchical culture had an indirect effect on the knowledge creation process. Based on the results of path analysis, an experimental framework was presented.

Market culture is the dominant culture in public libraries. This is the kind of competitive and resultant culture. Leadership style is based on productive competition and strategic emphasis on competitive advantage and market superiority, so library compliance with the environment and adaptation to the needs of the organization are essential. On the other hand, it is about the process of creating knowledge to pay attention to the socialization and externalization of knowledge. This situation is consistent with Nonaka's and Tacuchi's theory, which emphasizes the importance of hidden knowledge in the process of knowledge creation, and that outsourcing is the main process of knowledge creation.

Today, addressing environmental issues by different organizations can affect the performance and longevity of organizations. On the other hand, due to the high conflict with the amount and amount of waste production and collection, municipalities have a good understanding of structural plans and the establishment of green knowledge. The purpose of this study is to design a plan for the establishment of green knowledge in the municipality to be able to use it to plan different scenarios of improvement for proper settlement.

This research is a survey in terms of practical purpose, and in terms of how to collect data. The research population consists of 50 specialists, experts, and employees of Isfahan Municipality. To conduct research, first, the effective factors in establishing and implementing green knowledge in an organization were examined. Then, by designing a Likert scale questionnaire, the current status of each factor in the system was tested. Then the obtained factors were studied and analyzed using the fuzzy cognitive mapping technique. To explain why the system was moving, one forward scenario and one backward scenario were tested using FCMAPPER software. To draw a fuzzy cognitive map in this study, Pajek software was used.

The results indicate the identification of 9 factors of green learning orientation, environmental organizational culture, learning green knowledge, green innovation, green knowledge production, green knowledge integration, green knowledge sharing, stakeholder pressure, and green brand attitude as effective factors on knowledge establishment It has green. Findings obtained through the implementation of the fuzzy cognitive mapping technique show the identification of the green knowledge production factor as the factor with the highest degree of centrality in the model. Also, the factors of green knowledge production and environmental organizational culture were identified as the factors with the highest degree of input and output in the map, respectively. Based on the findings of the backward scenario implementation in this study, the environmental organizational culture factor as the initiator of the scenario was examined and analyzed. On the other hand, the findings of the forward-looking scenario in this study show that if the green knowledge production factor improves within the municipality of Isfahan, the system structure will improve towards various structural factors and ultimately lead to an improvement in attitude. Turns to the green brand.

The results of this study can facilitate the proper establishment of green knowledge within different municipalities of the country and encourage city managers to use green knowledge more effectively.

Organizational culture is considered of outmost importance in bringing change into an organization. It has a special influence on knowledge organization and organizational behavior. It helps organizations in enhancing integrated services, resource sharing, organizational learning and organizational creativity. Thus, this study aims at analyzing the status of the organizational culture from the knowledge sharing perspective among university staff and faculty members as an important capital.

This study is categorized as an applied study which has been carried out using two questionnaires. One of these questionnaires dealt with organizational culture and the other dealt with the barriers to knowledge sharing. These questionnaires were distributed among 63 staff and faculty members of the Faculty of Education and Psychology at Ferdowsi University of Mashhad. Descriptive and inferential statistics were conducted in analyzing data.

The results show that there is a significant difference among subcultures of the population. It is also evident that bureaucratic, corporate, and flexibility are dominant among the population, respectively. Furthermore, human factors and the leadership are considered among the most important barriers of knowledge sharing.

Since the bureaucratic subculture is predominant among the population and according to the relationships identified between faculty members' subcultures and different barriers to the knowledge sharing, it is imperative to rely more often on leadership potentials and executive agents.

Components affecting organizations should always be evaluated and measured so that organizations can advance their development model. The purpose of this study was to investigate the relationship between organizational culture and knowledge management with efficient performance management of the staff of the Administration of Sports and Youth of Alborz Province. The method of this applied research was descriptive-correlation. According to Morgan's sample size table, 127 employees of the general administration of sports and youth of Alborz province completed standard questionnaires of Denison Organizational Culture (2000), Lawson Knowledge Management (2004), Moghimi and Ramazan (2011) randomly. Data analysis was performed by Pearson correlation coefficient method and regression analysis. By calculating the Pearson correlation coefficient, a positive and significant relationship between organizational culture and knowledge management with efficient performance management was shown. Also, regression analysis showed that organizational culture and knowledge management predict 0.28 and 0.47% of effective performance management of staff, respectively. Based on the findings of the research, it can be said that the correct application of the components of knowledge management and organizational culture in efficient performance management is very smart and it paves the way for advancing goals and provides the tool of growth, success and promotion of the organization to the management.

The aim of this study was to investigate the mediating role of organizational trust in the relationship between organizational culture and knowledge management in university libraries in Ahvaz (Shahid Chamran University of Ahvaz and Jondishapur University of Medical Sciences).

The present study is a correlational application that has studied all librarians of Shahid Chamran University Libraries of Ahvaz and Jundishapur Medical Sciences. Data collection tools were Cameron and Quinn (1999) Organizational Culture Questionnaire, Payne Organizational Trust (2003) and Lawson Knowledge Management (2003). SPSS and AMOS software version 23 were used to analyze the data.

The values of fitness indices related to the proposed research model showed that fitness indices are desirable. Regarding the hypotheses related to direct effect, the research findings showed that there is a direct and significant relationship between organizational culture and knowledge management )p<0/005; β=0/87), organizational culture with organizational trust )p<0/005; β=0/55) and organizational trust with knowledge management )p<0/005; β=0/72). The results of Sobel test on indirect hypothesis showed that organizational culture has an indirect and significant effect on knowledge management through organizational trust  )p<0/005; β=0/396).

According to the research results, creating a suitable platform for creating a proper organizational culture leads to increasing the sense of organizational trust among librarians of university libraries and a sense of organizational trust in sharing knowledge and experiences, creating new knowledge and applying knowledge.

The aim of this study was to determine the effect of culture, justice and organizational intelligence on the creativity of the staff of university libraries of Islamic Azad universities in Tehran.  

In terms of practical purpose and in terms of how to collect survey information and in terms of type, it is descriptive. The statistical population includes all staff of university libraries of Islamic Azad universities in Tehran, due to the fact that the size of the statistical population is limited, so the number of population is equal to the sample and the counting method was used and 114 people were selected as the sample size. Data collection is library and field method. The research tool is three prefabricated questionnaires from each of the three variables of organizational culture, organizational justice and organizational intelligence. Cronbach's alpha values ​​of culture, justice and organizational intelligence were calculated to be 0.79, 0.84, 0.81, 0.78, respectively, which indicates the acceptable reliability of the questionnaires. SPSS 25 statistical analysis software was used for data analysis and LISREL was used for structural equation modeling.

Based on the research findings, the researchers showed that the effect of culture, justice and organizational intelligence on creativity is 0.69, 0.67 and 0.74, respectively. 

The results show the direct and positive effect of all three variables of culture, justice and organizational intelligence on creativity; therefore, all the hypotheses of this research, based on the effect of culture, justice and organizational intelligence on creativity, are confirmed.

In current research, the role of organizational leadership and culture factors on tacit knowledge sharing among library staff in Iranian government universities has been examined.

The research is practical regarding the purpose, and scanning in terms of data collection method. The statistical population of this research includes all librarians (600 person), working in the libraries of state first level universities in Iran. The sample population of the study consists of 230 person who were selected by simple random sampling. Required data were collected by three questionnaires according to the organizational leadership, organizational culture and tacit knowledge sharing with 63 questions. Analysis of obtained results was performed using Spearman test and structural modalities applying SPSS and PLS software .

The analysis of the results have shown that these is a positive and significant relationship between organizational leadership and dimensions (group empowerment, team building, coaching, continuous self-assessment and continual performance improvement), and organizational culture with dimensions (coherence and coordination, customer orientation, Organizational learning, strategic direction and intention, and vision) with the sharing of tacit knowledge. Based on the research findings, the factors of organizational leadership and culture can affect tacit knowledge sharing. Moreover, it has an essential role on staff empowerment in conducting institutional affairs, achieving necessary skills, innovation and creativity, foresight, increasing the efficiency, constitutional unity, gaining a stable competitive advantage and belonging sense to the organization

The purpose is investigate the relationship between job security and knowledge sharing behavior with the mediation of organizational culture among library librarians of governmental universities in West Azarbaijan and East Azarbaijan.

The research method is analytical survey method. The study population consisted of all librarians working in the libraries of public universities in West Azerbaijan and East Azerbaijan Province (155 persons) who were surveyed by census method. Questionnaire was used for data collection. Data were analyzed using descriptive and inferential statistics (by SPSS and LISREL) in the form of charts and graphs.

The results showed that there is a significant positive relationship between job security and knowledge sharing behavior (path coefficient 0.73). There is also a positive and significant relationship between job security and organizational culture (path coefficient 0.88). There is a positive significant relationship between knowledge sharing behavior and organizational culture (path coefficient 0.80). Also, considering the direct effect of job security on knowledge sharing behavior through the presence of organizational culture variable (path coefficient 0.79), it can be concluded that there is a significant relationship between job security, knowledge sharing and organizational culture. After modeling and estimating its parameters, the first fundamental question that arises is whether the measurement model is a suitable measurement model. Model fit is to what extent a model is consistent with the relevant data. When a model is precisely identified and has similar properties, it can be estimated and tested. Finally, structural equation indices (RMSEA, NFI, PGFI, etc.) were used to estimate the model fit.

Managing organizations must rely on superior knowledge to make more reasonable decisions on important issues and improve knowledge-based practices. Knowledge management is therefore more important than knowledge itself in organizations that seek to explain how to transform individual and organizational information and knowledge into individual and group knowledge and skills. The most important feature in a competitive world is change, and what will not change is change itself, relying on the people of the organization as the most important asset of the organization, giving them new insights, insights and ideas. And to encourage the scientific use of them in advancing the goals of the organization, this requires the creation of organizational culture as a constituent of the personality of the organization and the orientation of employee behavior. Therefore, it is only by exploring, changing, and creating an appropriate and flexible organizational culture that one can gradually change the pattern of interaction between individuals in the organization and use knowledge management as a competitive advantage and enhance the performance of organizations.

The aim of the present study was to investigate the factors of knowledge management establishment in Doroud city education and training using data mining techniques.

The statistical population included all administrative staff of education and training management of Dorud city, whose number was 155 people. The reliability coefficient of the questionnaire used through Cronbach's alpha of 0.90; and by the method of halving 0.69 It was found to be approved in both ways. Data analysis methods and Weka, Rosseta and Excel software were used to analyze the data.

Prediction accuracy was obtained using 0.73535 Rough set, 0.92525 decision tree, 0.985 base theory, 0.983535 artificial neural networks. The rules were provided by the genetic algorithm, Johnson, Holtz, and the decision tree. Under these laws, knowledge transfer, retaining knowledgeable employees, and managers 'use of employees' opinions and suggestions play a significant role in establishing knowledge management in education. Innovation: This research is innovative because it uses data mining techniques to analyze the data. In the present study, the subject matter has been studied without focusing on a specific factor and considering a hypothesis. .

Preserving knowledgeable employees prevents the experiences, skills and knowledge of these people from leaving the organization, and the use of knowledge and opinions of these people and other employees causes the emergence of knowledge in the organization, which in turn leads to knowledge transfer. In the organization.

This study was conducted for the purpose of assessing the relationship between organizational culture and knowledge management based from the Undersecretary for Research and Technology, Ministry of Health and Education staffs’ point of view.

This study was a survey. Main data of this research has been collected with using close ended questionnaire (standard researcher made) and the Likert scale was used for each variable. Study population includes 76 personnel from the Undersecretary for Research and Technology, Ministry of Health and Medical Education having Bachelor’s degree, Master’s, PhD and Doctor of Medicine. After the inclusion and exclusion criteria, a total of 64 participants were finally selected. Data analysis was done by SPSS18.The Kolmogorov-Smirnov test has done in order to normality measuring data and the hypotheses were examed by the Spearman correlation coefficient test, also the Friedman test was used to ranking variables.

Results showed that in order to attain a successful knowledge management, organization’s culture should be recognized. There is a significant relationship between organizational culture and knowledge management. By Friedman test, we came to the conclusion that an organization’s identity has been given the highest priority and has gained the best status among the organization’s cultural components while the Innovation variable has obtained the lowest rank and this point to the fact that in the current situation, Innovation within the organization is considered not desirable.

The benefits of using knowledge management have led many organizations, including public libraries, to make efforts to implement this process; but initial efforts in most libraries face the major challenge that, despite the investment in knowledge management, the expansion of the use of its applications is slowly occurring. The main reason for this problem is the low level of library's readiness for the adoption and use of knowledge management. Therefore, it is necessary to understand the extent of this readiness to find ways to help the successful establishment of knowledge management in the organization. The successful implementation of knowledge management in various organizations, including public libraries, requires factors that can regulate all library activities. Success in implementing KM requires that by assessing the status quo in terms of culture and human factor, information technology, structure and processes, we should be aware of the readiness of the library for the successful use of knowledge management. The research focuses on two cultural and human factors, namely social capital and organizational culture, because of the limited scope of research. Therefore, in designing the proposed research, social capital variables as independent variable; Organizational Culture variable as intermediary variable and knowledge management are dependent on variables. The purpose of this study was to investigate the effect of social capital of librarians of public libraries in Khuzestan Province through the mediation of organizational culture on knowledge management.

The research method is survey. Structural equation modeling (SEM) and partial least squares method were used to test the hypotheses and model fitness. The population of the study is 380 librarians of general libraries in Khuzestan province. According to Morgan table, 181 people participated as a sample in research. T test, independent t, confirmatory factor analysis, and structural equation analysis was used.

All coefficients of factor loads are higher than 0.4, so the model has acceptable reliability measurement. Cronbach's alpha and CR are above 0.7 and all AVE values are higher than 0.5. Therefore, it can be said that the model has a desirable reliability. The statistical significance of the variables of social capital and organizational culture is equal to 68.84 and greater than (2.58), indicating that the relationship between these variables is significant at the level of confidence (99%). Also, the path coefficient between these two variables is equal to (0.867) which shows the effect of the social capital variable on organizational culture and indicates the significance of the first hypothesis of research based on the impact of social capital on organizational culture. Regarding the second hypothesis, the path coefficient between social capital and knowledge management variables is equal to 145.1 and its significance is 2.755, which indicates the significance of the effect of this variable at 95% level, and the third hypothesis of the research is confirmed on this basis. The path coefficient between the organizational culture and knowledge management variables is 0.783, which confirms the significance statistic of 15.86 (greater than 2.58) of the third hypothesis of the research that influences the organizational culture on knowledge management. Also, the results of the t-sobel test show that organizational culture has a mediating role in the relationship between social capital and knowledge management.

The results of this study showed that social capital has a positive and direct effect on the establishment of knowledge management in public libraries of Khuzestan province. As we expected, there was a positive relationship between social capital and the degree of organizational readiness for the establishment of knowledge management, since, as Nahapit and Ghoshal (1998) state, social capital for the development and distribution of knowledge in Organizations are essential. The results showed that organizational culture has a direct positive effect on knowledge management. Culture is an essential element in both the establishment and continuation of the establishment of knowledge management systems. Therefore, organizational culture as the main personality and basic structure of the organization plays an effective role in establishing a knowledge management system, and the organization must first focus on organizational culture in order to effectively manage the knowledge of the employees and promote it throughout the organization. The result of testing the research hypotheses shows that there is a significant positive relationship between the two main concepts of research: organizational culture and social capital, which means as one increases, so does the other. Regarding the effect of the variables that make up social capital in organizational culture, it seems that if the managers of public libraries of Khuzestan Province are to increase the abovementioned factors, While strengthening the organizational culture in the mentioned centers, they can build a suitable platform for creating a common agreement that this factor can help establishing better knowledge management.

Since Isfahan University of Medical Sciences is an educational and therapeutic organization and so far no study has been done on the status of the necessary infrastructures for the establishment of knowledge management, this study aims to investigate the status of the components of organizational culture, information technology, Human Resources and Organizational Structure to Establish Knowledge Management in Isfahan University of Medical Sciences.

This research was a descriptive survey and the statistical population consisted of all experts working in the staff of Isfahan University of Medical Sciences. Morgan table was used to determine the sample size and the sample size was 313 people. The data gathering tool was a researcher-made questionnaire consisting of 4 domains and 35 questions which was used in the Likert scale. The reliability of the questionnaire was also obtained using Cronbach's alpha 0.9. For data analysis, SPSS statistical software was used.

Data analysis showed that total mean component of organizational culture (2.69±0.80) with an average assumptions (3) showed that the components of the corporate culture at the University of Medical Sciences to establish knowledge management is not in good condition. Based on the average of the hypothetical 3 and the average total organizational structure components (2.85± 0.75) Isfahan University of Medical Sciences status of this component is to establish the right knowledge management. The total mean component of human resources (2.82 ± 0.79) with an average assumptions (3) that is not desirable component of human resources for implementing knowledge management in Isfahan University of Medical Sciences. Investigating the relationship between age and the components of organizational culture, human resources and information technology also showed that none of the components except organizational culture (p <0.05) have any relation with age. In addition, Spearman test showed that this variable was not correlated with any of the studied components (p <0.05).

According to the research objectives, Isfahan University of Medical Sciences does not have the appropriate infrastructure for knowledge management deployment and organizational culture is less favorable than other infrastructures. Given that these infrastructures are the foundation, the backbone, and indeed the driving forces behind the success of deploying knowledge management in organizations, there are significant improvements to be made to the myriad of knowledge management benefits such as opportunities for substantial savings. Focusing on the performance of individuals, enhancing collaboration, improving staff skills, making better decisions, enhancing innovation and improving the quality of service delivery by streamlining knowledge and distributing it appropriately across different sectors of the organization, managers and programs need to be strengthened. University of Medical Sciences spillovers special attention Findings and strategies to be adopted for this purpose because of the conditions of implementation of knowledge management projects will be faced with a high probability of failure.