جستجوی مقالات مرتبط با کلیدواژه "شرکت ملی پخش فرآورده های نفتی ایران" در نشریات گروه "مدیریت"

The purpose of this study was to identify the causal conditions of glass roofs, intervening conditions and contexts affecting the creation and application of glass roofs, strategies for applying and the consequences of the glass roof phenomenon of the National Iranian Petroleum Products Distribution Company in a paradigm model and then presenting its conceptual model. Structural, external, descriptive and interpretive validity were used to evaluate the validity of qualitative data and Flint (2002) approach was used to evaluate the reliability. The results of qualitative research were classified into 5 groups: causal conditions, contextual conditions, intervening conditions, strategies and consequences. After compiling the model, the quantitative part of the research was reviewed and content validity and structure validity were used to evaluate the validity. Findings showed that hegemony of patriarchal values ​​with impact factor (0.263), male organizational policies with impact factor (0.186), management and patriarchal organizations with impact factor (0.181), acceptance and submission with impact factor ( 0.80), the pressure of expectations due to the role with the impact factor (0.171), respectively, has the greatest impact on causal factors and family with the impact factor (0.841) has the greatest impact on underlying factors and the moderating role of personality Entering organizational lobbying with an impact factor of 0.921 is the most influential factor the interventionist conditions. In addition, justification with an impact factor (0.917) was the most effective strategy in applying the glass phenomenon and the most important consequence of the glass ceiling was organizational consequences with an impact factor (0.946).

The main pupose of this research is to survey of effective factors on Strategic human resource planning Implementation in National Iranian Oil Products Distribution Company (N.I.O.P.D.C). In order to this survey, lee & Gough & Moses & Sinelane theories and for survey of effective factors on HR, Stainer and Christopher theories have been used with ten phrases as theorical framework.Statistical society of this research is the employees of NIOPDC whom are 301 persons. The volume of statistical sample calculated with Cockran’s equation of 173 ones and with categorized random sampling has been chosen. The instrument of data gathering is the questionnaire which arranged whith mentioned theories as operational definitions of of effective factors on Strategic human resource planning Implementation in National Iranian Oil Products Distribution Company (N.I.O.P.D.C) which delivered to statistical society after justifiability and reliability tests. Then questionnaires collected, summarized, categorized and analyzed with descriptional and deductive statistics.Results expresses that six factors such as CEO cooperation on strategic planning of HR in NIOPDC, team cooperation of HR strategic planning of employees, employees and management’s obligations in HR strategic planning, change management in HRM strategic planning and attention to cultural dimentions in HR strategic planning are effective in HR strategic planning at NIOPDC.

Successful advent to knowledge era requires that different structural, cultural, technological and human perquisites; the subject that has been neglected by many. Hence, this research deals with identifying the needed cultural factors in according with knowledge management success in organization. The main question is: what are cultural factors in according to knowledge management success in organization? How is the organization situation according to these dimensions and component. And which relation is there between mentioned components and knowledge management. The population of the research consists of staffs of the NIOPDC. Classified accidental method is used to determine the sample of this research. Data collection is done by in-person questionnaire and survey. The method research is field- descriptive. Finding results by using statistical methods indicate that the participation, sharing knowledge, trust, learning and knowledge productive leadership are the components of knowledge culture and there isa meaningful difference between present and appropriate situation of foregoing factors and these elements have positive effect on knowledge management. Finally, according to society research findings, some suggestions are presented to scientific and organizational.

With advent of knowledge era, the evolution of organizational dimensions has found new aspects. The effectiveness of knowledge management requires special structural, cultural, technological and human perquisites. The primary purpose of the research is to investigate the appropriate structural factors corresponding with knowledge management approach in organization. The current situation of the statistical population will be studied regarding these factors and components. The population of the research consists of managers and senior experts of the NIOPDC. Classified accidental method is used to determine the sample of this research. Data collection is done by in-person questionnaire and Survey. The research method is descriptive. Results indicate that the identified structural factors have significant effects on knowledge management. There are meaningful difference between the existing and the appropriate situation of foregoing factors. Finally, according to research findings, some suggestions are presented to scientific society and organizations.

The goal of the current research is the explanation of the structural equation model of relationship between two variables of organizational culture and employee’s job satisfaction in National Iranian Oil Production and Distribution Company in west of Mazandaran province. Therefore, after comprehensive literature review related to organizational culture and job satisfaction, in statistical society involving 140 peoples, required data were gathered using an appropriate questionnaire with reliability of 88%. The measure of indirect and direct impact of every variables of organizational culture on employee’s job satisfaction have been determined and shown in structural equation using Lisrel software. Based on structural equation model six variables of identity, relation model, interactivity, control, reward system and leadership from organizational culture had more affected on organizational culture, respectively. But the variables of individual creativity, risk, management support and agreement with conflict had not any effect on depend variable. The firms’ managers can use the results of this study to accretion employee’s job satisfaction and human resources productivity.