جستجوی مقالات مرتبط با کلیدواژه « خلاقیت سازمانی » در نشریات گروه « مدیریت »

The Purpose of this Research is to Investigate the Role of Managers' Creativity on Increasing the Productivity of the Organization's Human Resources. This Research is Applied and Correlation Research. The Statistical Population of the Research Included Managers of Export Companies Based in Tehran, 35 Companies were Randomly Selected as a Sample. The Data Collection tool Includes a Researcher-Made Questionnaire, the Validity of Which is Measured by the Professors and the Reliability of the tool Through Cronbach's Alpha. Data Analysis has Been done Through Descriptive and Inferential Statistical Methods. The Results of the Research Show that There is a Positive and Significant Relationship Between Managers' Creativity (Including Concentration Skills, Scientific Reasoning, Risk-Taking, and Criticism) and Increasing the Productivity of the Organization's Human Resources.Today, Researchers have Realized that Qualified and Skilled Human Resources are a Valuable Factor and an Endless Capital for the Growth and Development of Organizations. In the Last Half Century, a Significant Part of the Progress of Developed Countries has been Due to the Transformation in the Productivity of their Human Resources

The purpose of this study was to investigate the relationship between transformational leadership style and organizational creativity with the mediating role of organizational structure. The present research was based on the purpose of the applied type and in terms of quantitative method is of the descriptive-correlation type, which has been studied in a survey using standard tools in the field of research variables using the structural equation model. The study population included all primary school teachers in District 1 of Shiraz. Using Morgan table and regular random sampling method, 134 people were selected as the sample. The research tool consisted of three standardized questionnaires; ‌ Transformational leadership style, which includes four dimensions of mental motivation, ideal influence, inspirational motivation and personal consideration and the reliability of this tool with Cronbach's alpha method, is equal to 0. 95 and its face and content validity has been confirmed by experts; Organizational structure questionnaire which includes two dimensions of complexity and formality and the reliability of this method by Cronbach's alpha is equal to 0. 92 and its face and content validity has been confirmed by experts and the organizational creativity questionnaire includes two dimensions of sensitivity and self-confidence and the reliability of this test by Cronbach's alpha method is equal to 0. 88 and its face and content validity has been confirmed by experts. These tools were distributed among the sample of teachers and principals and finally 134 questionnaires were collected. The results showed that: There is a significant relationship between transformational leadership style, organizational structure and organizational creativity of teachers. Path analysis to determine the mediating role of organizational structure showed that organizational structure plays a negative mediating role for transformational leadership style in the sense that organizational structure is a competing mediating role between transformational leadership style and organizational creativity of employees. The general fit indices also showed the fit of the implemented model. In general, it can be said that the transformational leadership style of managers is a positive and meaningful predictor of the organizational structure of teachers' work environment and the transformational leadership style is a direct predictor of positive and indirectly mediated by the organizational structure.

The aim of this study was to determine the relationship between organizational creativity and employees’ productivity of Medical Sciences University in Mazandaran province.

This applied research was descriptive and correlational in terms of method. Out of 360 staff members of human resource development of the university in year 1395, 140 participants were selected through stratified random sampling and based on Cochran formula as well as considering their degrees of education. Data were gathered by using two standard questionnaires of organizational creativity and productivity. The content and face validity of the instruments were confirmed by experts and their reliabilities were 0.95 and 0.85 respectively by the use of Cronbach Alpha. Descriptive statistics and inferential statistics including Pearson correlation coefficient and regression were used to analyze the data.

The results indicated that there is a positive and significant correlation between employees' organizational creativity and productivity. Besides, the findings revealed that the contribution of each aspect of organizational creativity in predicting productivity employees is different.

There is a meaningful relationship between organizational creativity and employees' productivity. Therefore, increasing organizational creativity in the staff of the University of Medical Sciences can increase their productivity. Also, the dimensions of organizational creativity can predict employees' productivity.

The present study aims at investigating the relationship between knowledge management and organizational creativity with the mediating role of organizational behavior in the staff of Shahid Salimi Marine Power Plant in Neka.

The present study is a descriptive-correlational study in terms of method and applied in terms of purpose. The statistical population of the study includes all employees of Shahid Salimi Neka Marine Power Plant, whose number was 400 during the study period. Using Cochran's sampling formula, 169 people were selected as the statistical sample. Research data collection tools were standard questionnaires, including those of Delshab et al. (2019) to measure knowledge management, Darvishmutoli et al. (2020) to measure organizational creativity and Kim et al. (2019) to measure organizational behavior, which had adequate validities. Cronbach's alpha coefficient was above 0.7 which indicates the collection tool was reliable. Data analysis was performed using SPSS and LISREL software.

Findings of the study show that knowledge management has a significant effect on creativity and organizational behavior of employees. Also, knowledge management has a significant effect on organizational creativity and the mediating hypothesis of organizational behavior on employee creativity was confirmed through knowledge management.

By promoting knowledge management in the organization, the organizational behavior also improves and the focus of knowledge management leads to improved employee creativity. Employee behavior can play a key role in organizational creativity and company managers can use these results to increase employees' creativity and good behavior.

Crises are inevitable and organizations must be strategically prepared to deal with them. In this regard, the learning ability and creativity of the organization's employees are positive factors in controlling the crisis. Of course, organizations can be effective in crises when their human resources also feel psychologically better. So, this study aimed to investigate the effect of mental health on strategic preparation for crisis regarding the mediating role of organizational learning ability and creativity of firefighters in Guilan province.

The present study is an applied and descriptive study that was conducted as a survey in terms of data collection. The statistical population of the study consisted of 1111 employees of fire stations in Guilan. Due to the dispersion of the population, first through the cluster sampling method, a number of these organizations were identified in clusters of the province. Then, according to Cochran's formula, 286 of them were considered as the sample through a simple random sampling method. The present study was used these questionnaires; the general health of Goldberg (1979), the strategic preparation for crisis of Reilly (1987), the organizational learning ability of Jerez-Gomez et al. (2005), and the organizational creativity of Rhee & Choi (2017). Cronbach's alpha of each questionnaire was 0.88, 0.84, 0.94, and 0.78, respectively. To analyze the data, the structural equation modeling method of Smart PLS software was used.

The results showed that mental health has a positive and significant effect on the organizational learning ability and creativity of firefighters. It was also found that organizational learning ability has a positive and significant effect on organizational creativity and firefighters’ strategic preparation for crisis. However, the effect of mental health and organizational creativity on firefighters’ strategic preparation for crisis in Guilan was rejected. The positive and significant mediating role of organizational learning ability was accepted in the relationship between mental health and strategic preparation for crisis and in the relationship between mental health and organizational creativity. But the mediating role of organizational creativity was rejected in the research model.

The crises faced by a firefighter are emergencies that one may not be able to respond to at the moment, but learning makes one more prepared and has a positive effect on one's creativity. Also, the desired level of employees’ mental health can positively affect their learning ability.

The existence of an organization depends on communication, and each manager usually spends most of his time communicating. In order to create coordination between the material and human elements of the organization as an efficient and effective network, it is necessary to establish good communication, because when communication is not established, the organization stops working and in fact it can be said that effective management depends on effective communication. On the other hand, today's organizations are facing rapidly changing environments and must be constantly innovating in order to remain competitive, and this is possible only by creating strong ideas and responses from the process of organizational creativity. . Everything that managers and organizations need to maintain organizational integrity, management, creativity, meeting expectations, empathy and fulfilling commitments depends on creating an effective and appropriate organizational relationship. Therefore, understanding organizational communication and the elements and factors affecting its improvement is a category that is of particular importance in the organization and management, so that gaining knowledge about the types of organizational communication and its components and elements and gaining knowledge in the field. Factors affecting the strengthening and improvement of communication as well as its barriers in the organization can help the organization to improve organizational creativity and create a lively environment full of empathy and cooperation, and thus facilitate the achievement of organizational goals.

The main purpose of this study was to determine the effect of job nature on employees’ creativity with regard to the role of gender modulation in the Hope Entrepreneurship Fund of Mazandaran province.

This research is an applied and descriptive survey in terms of purpose and nature. The data were collected using three standard questionnaires including Job Nature Questionnaire (Baker, 1978), Individual Creativity Questionnaire (Coelho et al., 2011) and Organizational Creativity Questionnaire (Fathi, 2013). The statistical population of this study consisted of managers and employees of Omid Entrepreneurship Fund of Mazandaran province (93 persons). Using Cochran formula, 75 individuals were selected and a questionnaire was administered among them. The regression, Pearson and Kolmogorov-Smirnov tests were used to test the hypotheses and determine the normality of the research variables.

The different dimensions of job nature had a significant effect on staff creativity in Mazandaran Hope Entrepreneurship Fund and individual creativity had a significant effect on organizational creativity. Besides, the findings indicated that gender moderated the effect of self-independence and job challenges. That is, while the staff personal creativity and job challenges had greater impact on women, the effect of job value, job feedback, job tools, and job opportunities on men’s personal creativity were greater among men.

If all aspects of job nature including job value, self-esteem, feedback, job tools, job opportunities and job satisfaction are improved, we will see increased personal creativity among employees and these factors have different effects on men and women.

This research is intended to investigate the mediating effect of organizational creativity on the relationship between transformational leadership and organizational innovation. The research follows a descriptive-correlation method with emphasis on structural equation model. The statistical population of the study includes all employees of the Ministry of Science, Research and Technology (800 people). Cochran's formula has been used to decide on the sample size, thrugh which 260 people are selected as the sample designated by stratified sampling method fitting the size of the population. Data are collected through three questionnaires of transformational leadership, organizational creativity and organizational innovation, whose Cronbach's alpha coefficient were 0.92, 0.78 and 0.82, respectively. The content validity of the questionnaires was confirmed by experts’ views. Data analysis was conducted through SPSS and LISREL software. The results revealed that the current situation of all three variables are above the hypothetical average. The interrelationships among all three variables, transformational leadership, organizational creativity and organizational innovation were positive and significant. The mediating role of organizational creativity in the relationship between transformational leadership and organizational innovation was confirmed.

Since increasing organizational creativity leads to improving the quantity and quality of services, reducing costs, preventing waste of resources, reducing bureaucracy, increasing competition, increasing efficiency and productivity, providing motivation and job satisfaction among employees, this study aimed to determine and Identifying the factors affecting organizational creativity has been done from the viewpoint of University od Tehran academics. This is a descriptive correlational study (covariance-variance matrix in structural equations). The population of the study consisted of 898 faculty members and postgraduate students of the two faculties of management as well as Psychology and Educational Sciences of University of Tehran. The sample size was estimated to be 300 based on the number of questionnaire questions (30 questions) and finally the findings were calculated based on 287 individuals. Data gathering tool was a researcher-made questionnaire which was used to determine the reliability of Cronbach's alpha coefficient of 0.8 and the content validity of the questionnaire was approved by 5 experts and faculty members of Tehran University. Model fit was analyzed using Smart PLS software by structural equation test. The findings indicated that the conceptual model included four main dimensions of organizational creativity, individual, group and organizational factors. The results showed that individual, organizational and group factors directly affect organizational creativity, which finally confirmed the research model.

In today's era, the most important investments of an organization are the knowledge, creativity and organizational performance of its employees. Power plants, also similar to other organizations, need knowledge-oriented, creative and innovative staff to survive and progress. The purpose of the present study was to investigate the relationship between knowledge management and organizational creativity with staff productivity at the Iranshahr steam power plant. The statistical population of this study involves all employees of Iranshahr steam power plant. The sample size was estimated to be 183 people, according to Morgan table with maintaining safety margin, and it was selected by using random sampling method. Finally, data taken from a number of 183 questionnaires have been used. In order to collecting data, the questionnaires of Conrad and Neumann Knowledge Management, Helalian Motlagh & Hasan Zadeh’s Creativity questionnaire, and Hershey and Gold Smith’s Productivity questionnaire, this had acceptable validity and reliability. SPSS software was used for statistical analysis. The results obtained from data analysis showed that there is a positive and significant relationship between knowledge management variables and organizational creativity with employee productivity. Among the dimensions of knowledge management, the knowledge save dimension, and among the dimensions of organizational creativity, the Competence of human resources dimensions have the most relationship with employee productivity. We propose that managers create a culture of knowledge-based learning and apply organizational learning techniques.

The purpose of this study was to explain the relationship between knowledge management Enablers and organizational performance in Nouri Petrochemical Company. This research is considered an applied research which was done by a descriptive-survey method. The statistical population has been consisted of 340 official employees of Nouri Petrochemical Company. By using random sampling method, 181 people were selected. Data analysis was done using descriptive and inferential statistics by SPSS and LISREL software. The results showed that in the field of knowledge management Enablers in the Nouri Petrochemical Company including information technology, culture and staff with Beta Coefficient of 0.405, 0.373 and 0.135, had the highest amount of relevance and impact on the process of creating knowledge, respectively. But organizational structure was not effective. Also, among the dimensions of creating knowledge process in this company, internalization, externalization and socialization with Beta Coefficient of 0.325, 0.268 and 0.176 have shown the highest degree of relevance and impact on organizational creativity. But the composition dimension was not effective. Ultimately, the results also showed that organizational creativity has a meaningful effect on organizational performance (Beta=0.610), supporting the main hypothesis of this research.

Sustainable competitive advantage is the essential way for organizations to survive in the modern competitive environment. Since competitive advantage based on creativity is one of the most crucial factors for the survival of current organisations, the factors that influence organizational creativity processes should be considered at organizational decision-making level. As many people and factors are involved in organizational creativity, decision-making becomes complex and unstructured real world issues with chaotic systems behavior and, consequently, hard operation research methods will not able to represent and solve it properly. Soft system methodology is one operation research’s methods applied to represent, structure and solve complex problems. Therefore, in this study, which is part of a PhD thesis, in addition to explaining the soft system methodology’s steps we describe in detail how the first four stages of the Checkland soft system methodology were applied to represent and structure the sustainable organizational creativity problem. The conceptual model was created based on information gathered from experts and specialists in organised meetings and in-depth interviews who were exposed to data previously collected in reviewing individual, group and organizational creativity existing research results. At the end of these meetings and interviews we designed and developed a rich picture, root definitions, CATWOE analyzes and the conceptual model for organizational creativity.

Survival and development of any organization depends on good infrastructure for to create creativity in employees. However, in some organizations, employees believe their organization paid little attention to communication within the organization, use of creativity and organizational innovation. Through social capital can increase the commitment and efficiency of our employees and encourage them to creative and innovate. The aim of this study is to investigate the role of social capital dimensions in factors of affecting organizational creativity with emphasis on organizational commitment. This is an applied research and descriptive-correlation method has been implemented. The population of the study is to include all employees of the West Regional Electricity. Data was collected by questionnaires that its validity was confirmed by professors and experts and average variance extracted. To investigate the reliability Cronbach's alpha and composite reliability was used. In order to analyze the questionnaire data using structural equation modeling was performed. The results show that the dimensions of social capital, Social trust, networks and shared norms, mutual cooperation and harmony, had a significant positive relationship with organizational commitment and organizational commitment with two dimensions of factors of affecting organizational creativity (organizational climate and structure for innovation) had a significant positive relationship.

Abstract
Today, organizational managers and leaders understand to look at learning as something valuable anddevelop an organization to succeed in creating a better future, and effectively and sustainably seek to learn and be consistent with the changesto survive.The study aimed to investigate the relationship between organizational learning and organizational creativity among personnel of the anti-narcotics police in West Azerbaijan. This was a descriptive-survey and applied research. The population included 115managers and employees of the Anti-Narcotics Police of West Azarbaijan. 89 subjects were included as statistical samplesusing simple random sampling andcompleted the organizational learning and organizational creativitystandard questionnaires with reliability coefficients of 0.798 and 0.822, respectively.To analyze the data, SPSS and correlation and regression were used. The results of testing hypotheses and Pearson correlation coefficient showed that organizational learning and organizational creativity were significant at a significant level P < 0.05. So it can be said that with 95% confidence there is a relation between organizational learning and organizational creativity. The results showed that by increasing the level of learning and strengthening its dimensions among anti-narcotics police personnel, the creativity of employees will also increase.

Today’s organizations especially University and other educational institutes face a rapidly changing environment where they must continuously innovate in order to remain competitive. However, this cannot occur unless a plentiful supply of rich ideas and solutions from an organizational creativity’s process. This study was conducted with purpose of identifying organizational creativity’s stimulator factors in Persian Gulf University. In order to achieving this purpose, investigational subject has been researched under the subject of creativity literature investigation in organization. This study can be classified as an “applied research” while as for data gathering, it can be classified as a “descriptive” study with “correlation” strategy. For data acquisition, scholar made questionnaire was used that filled in by students and teachers at Persian Gulf University. The reliability of it was calculated by using of Cronbach’s alpha. Gathering data has been analyzed by using the path and linear regression analysis. The result of this study is achievement to a conceptual model that includes four main organizational creativity dimensions as dependent variable, and individual factors, group factors and organizational factor as independent dimensions. The results also indicate that the individual and organizational factors directly and the group factors both directly and indirectly influence the organizational creativity.

Today, the ethical leadership has important effect on performance of knowledge-based organizations. On the other hand, organizational identification and organizational trust as mediator variables, facilitate the relationship between ethical leadership and performance of organizations. Therefore, the purpose of this study was to investigate the impact of ethical leadership on task performance and organizational creativity with mediating role of organizational identification and organizational trust. The participants consisted of 204 employees of Jahad Agricultural Organization of Khuzestan that were selected by stratified random sampling method. The instruments that were used in this study include: Ethical leadership questionnaire of Brown, Treviño, & Harrison (2005), job performance scale of Williams & Anderson (1991), organizational identification scale of Kreiner & Ashforth (2004), organizational trust Questionnaire of Schoorman & Ballinger (2006), and organizational creativity scale of Ganesan and Weitz (2004). Fitness of the proposed model and indirect effects was examined through structural equation modeling and bootstrap procedure. Findings indicated that the proposed model fit the data properly. The results also indicated that ethical leadership directly and with mediating role of organizational identification and organizational trust had impact on task performance, and also with mediating role of organizational identification had impact on organizational creativity. This research suggests that there need to provide conditions to promote ethical leadership, organizational identification and organizational trust to increase task performance and organizational creativity.

The aim of the present study is to present a model for promoting creativity and organizational learning through using the key indicators of knowledge management success in the automotive and propulsion industries of East Azerbaijan Province. The study is an applied research in terms of the nature of the problem and the research objective. The data collection was performed using a standard questionnaire. The statistical population consisted of the managers of East Azerbaijan Automative and Propulsion Industries, tolalling 500 units.The research sample was 217 based on Morgan’s Table. In order to analyze and evaluate the normality of the data, one-dimentional Kolmogorov – Smirnov test was used, and to test the hypotheses, the researcher used structural equation modeling. The results of the regression model showed that the critical factors of Knowledge management success affect the increase in organizational innovation in East Azerbaijan Automative and Propulsion Industries; thus, the first main hypothesis is confirmed. Also, the results showed that the key factors of knowladge management success have a significant positive effect on the increase in organizational learning in East Azerbaijan Automative and Propulsion Industries; therefor, the second main hypothesis is confirmed. The results of the subsidiary hypotheses have also been presented at length.