جستجوی مقالات مرتبط با کلیدواژه « هوش » در نشریات گروه « مدیریت »

The aim of the present study was to investigate the relationship between spiritual intelligence and conflict management strategies among administrators. This research was a correlation study and the research community consisted of all principals of public high schools for girls in Ahwaz (4 educational districts) who were busy in 1401.

The statistical population of this research was the entire educational districts of Ahwaz, including 4 districts. Since the sample size is less than 100 schools, the entire statistical population was considered as a sample. In order to collect information, King's spiritual intelligence questionnaire (2008) and Putnam and Wilson's (1987) conflict management strategies questionnaire were used. The research method in this study is "descriptive" and of the "correlation" type. Descriptive statistics (mean, standard deviation, etc.) and inferential statistics (Pearson's correlation coefficient, one-way variance, etc.) were used to analyze the statistical data of the research.

The results of the research data are as follows: There is a positive and meaningful relationship between spiritual intelligence and conflict management strategies. A positive and meaningful relationship has been obtained between spiritual intelligence and conflict management.

The human resources architecture model has designed the structure of human capital based on the two components of strategic value and the uniqueness of skills, considering the wide scope of providing government services and the central role of the intelligence component in determining the performance of human resources as the most valuable resource of the organization, the link between 3 The component of value, skill and intelligence, identifying relevant indicators and determining the importance of each of these indicators at different administrative levels of the Ministry of Energy's headquarters has led to the design of a new model. The type of research method of the current research is mixed. In the first phase, after a library study using the quantitative content analysis and the fuzzy Delphi techniques, the primary indicators were summarized and in the statistical part, the relationships were examined using the fuzzy DANP technique, the weight of each specific index and the equation of each organizational level were discovered. The results indicate that the indicators can be classified into three general, common and specific sections. Among the general indicators that have been repeated in all three levels of the organization, there is the reliability index, and among the specific indicators at the expert level, the problem focus index, at the group head level, the consultation index, and at the deputy director general level, the willingness to reform and the improvement of systems index have been allocated the most weight. Also, the results confirm that the weight of the value component at the level of the deputy general manager is more than the 2 components of intelligence and skill at the same level. Also, the weight of the skill component in this level is higher compared to the previous levels. At the end, the research model was approved by the experts.

Spiritual intelligence refers to a special intelligence that refers to different human capacities and experiences that can be used to climb upwards. Spiritual intelligence is one of the types of multiple intelligences that can grow and develop independently. For this purpose, this research tries to investigate the effect of spiritual intelligence on organizational learning. The present research is descriptive-survey type and the scope of the study population is the master's degree students of Amin University of Police Sciences. The standard questionnaire of Chiva et al. was used to collect organizational learning data, and the researcher-made questionnaire was used for spiritual intelligence. The random sampling method is simple and the statistical sample number is estimated to be 87 people, and 100 questionnaires were distributed to increase the generalizability. To determine the validity of the questionnaires, the content validity was used, which was given to several expert professors. Then, to measure the reliability of the questionnaires, Cronbach's alpha coefficient was calculated by SPSS software, which was found to be 0.915, which was a suitable value. Also, in order to analyze the data, the structural equation model was used using AMOS software. The obtained results show that by changing the components of spiritual intelligence, it is possible to measure the change in the components of organizational learning, in other words, it can be said that strengthening spiritual intelligence can be effective and helpful in the learning of students of Police University.

The purpose of this study was to investigate the effect of intelligence on entrepreneurship profile emphasizing on Gardner’s Multiple Intelligence Theory. The statistical population consisted of all 300 students in Art Faculty of Sistan and Baluchestan University and 169 students were selected as research sample by systematic method using Morgan table. This is an applied research. Gardner’s Multiple Intelligences and entrepreneurial characteristics questionnaires were used to collect data. Cronbach's alpha test was applied to determine the reliability of the questionnaires. The reliability of both questionnaires was greatly confirmed by the coefficients of 0.956 and 0.958 for multiple intelligence and entrepreneurship profile questionnaires, respectively. In order to confirm the research model, Structural Equation Modeling was used; research data were analyzed using AMOS 20 and SPSS 20. The results showed that intelligence had positive effect on entrepreneurship profile. Also, all types of Gardner’s intelligences had positive effect on entrepreneurship profiles of research sample.

This study was done to investigate the effect of competitive intelligence on the ethical behavior of university staff. The present study is considered as an applied research in terms of purpose. The method of theoretical studies is mainly used to study the theoretical foundations of the research and to review the research background, as well as to study the studies and views that are related to the research topic. In addition, the field study method (questionnaire) is used to collect research variables by collecting questionnaire information. The variables studied in this study are competitive intelligence, ethical behavior in this study, competitive intelligence variable and its dimensions, which are knowledge of market opportunities, knowledge of competitors 'risks, knowledge of competitors' threats, knowledge of key vulnerability of the organization, hypothesis-based The title of the independent variable from Nowokah et al. (2014) and Sun and Wang (2015) and the ethical behavior variable from the research of Richmond et al. (2007) and Kim et al. (2014) have been analyzed as dependent variables. Findings show that competitive intelligence (knowledge of market opportunities, knowledge of competitors 'risks, knowledge of competitors' threats, knowledge of key university vulnerabilities and knowledge of core assumptions) affects the ethical behavior of university staff.

In the third millennium, the competitive advantage of organizations depends on the level of intelligence and competence of their human resource. As the management of the educational system plays a critical role in reaching the educational goals, investing in the training of managers is the most profitable one. Hence, the concept of managerial intelligence can be regarded as an effective factor in the success of managers. This research is aimed at designing and explaining a model of managerial intelligence in the Central Office of Education in Qom province. This is an exploratory research whose population consists of published articles in the field of intelligence. Accordingly, 363 articles were carefully studied. Meta-synthesis method was used to review and analyze previous research. Exploratory factor analysis and expert opinions were employed to verify the validity and measurement of the research model, and path analysis techniques and SEM using SmartPLS software were used for verifying the validity and reliability of the model. The study of documents and secondary data related to the subject of managerial intelligence led to 45 categories classified into five groups of knowledge, skills, values, attitudes, capability and personality traits. The numerical values of the component were different among the managers. The most emphasis was given to the component of skills, and the least emphasis was on capability.

The issue of intelligence as a fundamental feature that makes individual differences between human beings has long been considered. The field of attention to the intelligence factor can be seen in various sciences. Emotions and emotions play a role in all aspects of our behavior. Because the set of information we receive through sensory receptors is first converted into electrical signals, they enter the brain through the shock spinal cord and pass through the lateral or limbic apparatus to reach the cerebral cortex.This sensory information is produced in the peripheral apparatus of experience and emotional response. Emotional intelligence is the ability to understand the concept of emotions and the relationship between them and reasoningand problem solving based on these relationships, the ability to understand emotions, analyze emotions related to emotions and understand emotions and manage them. For this reason, in this article, we tried to study the theoretical foundations of intelligence and types of intelligence, as well as theories of intelligence, and the relationship between emotional intelligence and models of emotional intelligence.

The purpose of this study was to investigate the relationship between ethical intelligence and organizational intelligence with the job performance of staff members of the special police unit of Mazandaran province.

According to Morjgan and Morjgan (1970), 217 students were selected by random-stratified sampling in terms of educational qualification. To collect data, 40 questionnaires of ethical intelligence link and Kiel questionnaire (2008), Karl Al-Barakht questionnaire on 49 organizational intelligence questionnaires (2002) and Paterson questionnaire on 15 questions of job performance (2005) were used. To analyze the data, descriptive statistics (charts, abundance, percentage of frequency), inferential statistics (one sample T-test and Kolmogrov-Smirnov test, Pearson correlation matrix and regression test) were used.

The results of this study showed that there is a significant relationship between ethical intelligence and organizational intelligence with employees' job performance. There is a relationship between the components of moral intelligence (honesty, responsibility, compassion, forgiveness), and employees' job performance. Among the components of organizational intelligence (strategic insight, shared destiny, willingness to change, courage and agreement, unity and agreement, knowledge use, and Performance pressure) and employees' job performance.

The relationship between moral intelligence and organizational intelligence with the job performance of logical employees seems to be reasonable, as well as the audacity to strive to go beyond the standards and behaviors of organizational contracts. Job duties increase employee job performance.

The aim of this study is to investigate the structural model of factors affecting survival and growth of startups in Iran. The method of this research is descriptive survey. The research population was Managing Directors and Board Members of the Startups in Tehran that includes 129 startups and 370 members. 182 people were selected as samples based on Cochran's formula. A researcher-made questionnaire was used to collect data. The reliability of the questionnaire was confirmed by Cronbach alpha coefficient and the composite reliability. Validity of the questionnaire was verified using confirmatory factor analysis, convergent validity and divergent validity. The structural equation modeling was used for data analyzing with SMARTPLS software. The results showed that financial resources, market opportunities, customer recognition, business intelligence, innovation, investment on research and development, marketing capabilities and technological capabilities had a positive and significant effect on survival and growth of startups but the effect of market knowledge and networking capabilities on survival and growth of startups was not confirmed. The final achievement of the paper is to provide guidelines for the survival and growth of startups.

this study is about Intelligence as an attractive and curious concept that has been considered in many disciplines. The purpose of the study was to identify the impact of organizational intelligence on organizational citizenship behavior of managers of QAWAMIN Bank of Tehran City. The population consisted of all the managers of the QAWAMIN Bank in Tehran, numbering 260 people. Sampling was simple random sampling. The sample size was determined 150 persons using the COCHRAN formula.  The research method was descriptive-survey and in order to collect the required data, standard organizational intelligence questionnaires were used. The collected data were analyzed by SPSS software using descriptive and inferential statistics. Findings of the research linear regression test indicated that the dimensions of organizational intelligence (Strategic insight, shared vision, desire for change, passion, performance pressure, unity and agreement, and knowledge use) affect organizational citizenship behavior. In this regard, the directors of the QAWAMIN Bank Tehran Branch can arrange a regular and formalized process to address the problems ahead andrevise the Strategic Plan and take into account the organization's commitment to the referrals.

Iran's talent-related policies have been formulated and implemented to solve the public problems of the country by taking advantage of the talents. In fact, these policies are associated with the theoretical domain of talent research studies that examines the nature of the talent and how to use those talents. Therefore, this paper sets out to identify the prevailing talent research approaches in I. R. Iran's talent policies and to identify the nature of the relationship between these two issues.
This paper is conducted based on the archival research approach using comparative method for identifying talent research approaches as a coding framework for the qualitative content analysis strategy using meta-synthesis approach.
We have identified seven approaches in talent research studies: "philosophical", "single factorial", "multi factorial", "subjective", "objective", "generalistic" and "domain-based". Then, we analyzed the content of talent policies and related policy research studies accordingly. This paper reveals that the dominant approaches are the "generalistic" and the "subjective" approaches.
Surprisingly, we found out that the lack of a comprehensive talent management theory in designing talent policies has led to a combination of opposing approaches.

Effective and efficient use of knowledge capitals is one of the the most important challenges facing modern organizations, and an attempt to create a new generation of organizations that called "smart organizations", is considered as mandatory requirements of the knowledge age. The main objective of the present study was to present an organizational intelligence model in the Nar&kangan gas exploitation area. The rsearch method in terms of purpose was applied and in terms of data collection was descriptive-survey. The main instrument for collecting data was a researcher-made questionnaire based on Organizational Intelligence Models Raj and Santi (2001), Matsuda (1992), Halal (2000) and Albrecht (2003) and interviewed. The statistical population of the study consisted of 57 managers and supervisors familiar with the management issues and theoretical foundations of the research in the operational zone of Nar&Kangan gas exploitation. Among them, 35 people who had more familiarity with the subject of this research were selected through a targeted sampling method. The research findings indicated that final model of organizational intelligence in the Nar&kangan gas exploitation area includes components of the importance and use of knowledge, focusing on self-managed teams, organizational structure, focusing on information technology, organizational communication and unity and agreement in the form of structural intelligence variable, and the components of belonging and belief in employee’s progress, organizational memory, individual capabilities, social capabilities, organizational cognition, and the behavior of leaders and managers in terms of human intelligence variable.

Organizations are faced with a variety of changes as they have to operate in a dynamic, changing, and ambiguous environment. Therefore, they have no choice but accepting such changes because of the pressure they impose on organizations. Besides, organizations are not able to survive unless they accept changes and adapt themselves to internal and external changes. The ability to respond to changes is called agility. In fact, agility can be defined as the ability to adapt changes and effective use of the opportunities that are caused by such changes. However, it should be noted that today's organizations face challenges that somehow affect their ability to respond and adapt with changes. Despite the fact that today's organizations are faced with challenges, the focus on organizational intelligence for enhancing performance and growth is a necessary step. Organizational intelligence is the intellectual ability of the organization to solve organizational problems and emphasize the combination of human and its technical capabilities to solve problems. In addition, due to the cultural diversity within organizations, there is a wide range of emotions, so that differences in language, ethnicity, politics, and many other characteristics can emerge as potential conflictual resources, and if there is a sound understanding of the situation and the availability of cultural intelligence, organizational performance and adaptability will improve through changes. Theoretical Framework:
Several definitions of organizational agility have been presented. The term agile refers to the speed and responsiveness of an organization when faced with internal and external events, successful identification of the basics of competition, and taking appropriate actions in a knowledge-based environment with rapid changes. Agility is a focus on interests, and can be defined as the ability to touch the long-term changes that utilize the power of innovation and innovation in the organization. Agile organizations are ready to learn and can optimize their performance through optimal use of opportunities. Cultural intelligence is the ability to grow through continuous learning and the sound understanding of cultural variations, values, and understanding of human beings in the context of culture and their behavioral differences. The concept of cultural intelligence was first introduced by Barley and Ang (2003) who defined cultural intelligence as the ability to learn new patterns in cultural interactions and to provide correct answers to these patterns. They presented it as an individual ability to understand, interpret, and act effectively in situations with cultural diversity. Organizational intelligence is a new concept in the organization and management literature, which was proposed by Karl Albrecht (2002). In defining organizational intelligence, Albrecht writes: “Organizational intelligence is the talent and capacity of an organization to move the mental capability of the organization and focus on this ability to achieve the mission of the organization. The present study is an applied research in terms of its purpose and is descriptive-survey in terms of its nature and method. It is also considered as a quantitative research with regard to the type of data used. The research population included 202 employees working in the Social Security Organization of Fars province, from which 115 employees were selected through simple random sampling as the respondents in the research sample. The instrument used to collect data were Albrecht’s (2002) Organizational Intelligence Questionnaire, Cultural Intelligence Questionnaire (Ang, Van Dyne, Klaus & Koh, 2004), and Goldman and Nagel’s (1991) Organizational Agility Questionnaire. Discussion and Conclusion: The main objective of this study was to review the theoretical foundations of organizational intelligence and cultural intelligence as multidimensional constructs and their relationship with organizational agility in the Social Security Organization of Fars province. The results showed cultural intelligence and organizational intelligence are correlated with organizational agility, in the way that all components of cultural intelligence and organizational intelligence, with the exception of performance pressure (as a component of organizational intelligence), were found to be associated with organizational agility. In addition, metacognitive aspect of cultural intelligence was found to have a weaker correlation with organizational agility. The conceptual model has been discussed in two cases of significant numbers and standard estimate. Findings also showed that the conceptual model is an acceptable fit model. Therefore, it can be concluded that managers of the organization through paying attention to components of organizational intelligence and cultural intelligence can help organizational agility growth.
Considering the role of organizational agility in creating competitive advantage for organizations, the following suggestions are offered:  Fostering the spirit of change among employees and making optimal use of environmental opportunities resulting from changes.
 If the cultural diversity is not properly managed among employees, it can lead to conflicts and inconsistencies in the organization. Therefore, paying attention to cultural intelligence as an individual ability to understand, interpret and act effectively in situations of cultural diversity can be an effective measure in this regard.

The purpose of this study is to determine the model of electronic services quality in Mellat Bank based on competitive intelligence. For this purpose, competitive intelligence is defined based on the theory of the French School of Management including four dimensions a; marketing awareness, awareness of competitor's status, technical awareness of technology, strategic and social awareness. Also for improving the quality of electronic services of the bank the theory based on Zatehmal, Parasuraman and Molatra have been identified in seven dimensions such as efficiency, reliability, ordering, personal secrecy, accountability, compensation and contact. The statistical population of the present study is divided into two groups: the first group were directors and deputies of the Mellat Bank of East Azarbaijan Province, whose number were 142, and the sample size estimated as 104 people, and the second group were clients of the bank estimated as 380 people using Cochran's formula. The data gathering tool is a researcher-made questionnaire, which distributed after its validity and reliability evaluated. Descriptive and inferential statistical methods were used to analyze the data using SPSS software. To test the research hypotheses, the structural equation modeling (SEM) method specifically partial least squares (Smart-PLS) applied. The results of the data from the heads of bank branches and customers indicated that competitive intelligence and its four dimensions have positive and meaningful effect on quality of electronic services.

To be able to find a valuable meaning in life and all its aspects, one needs a new construct of intelligence named as spiritual intelligence. From all creatures, only humans possess spiritual intelligence. Spiritual intelligence is one of the main and essential ingredients of effective leadership, particularly the transformational leadership, which influences the strategic decisions of the organization. The purpose of this study is to examine the role of the spiritual intelligence in the success of a transformational leader. The research method in the study at hand is descriptive in purpose and application, and survey in data collection. The data of the study is collected from 180 office workers and managers of Ministry of Economic Affairs and Finance with stratified random sampling, and the propositions and conceptual model are put to test using Pearson Correlation Coefficient and Structural Equation Modeling, respectively. Findings of the study show that the conceptual model of the study has a good fitting, and the relationship between the role of the spiritual leadership and the transformational leadership is positive and significant. Considering the findings of this study, it can be concluded that the increase of spiritual intelligence brings about the increase of transformational leadership, and leaders, using the features of spiritual intelligence, can influence the thoughts and beliefs of the office workers and guide their followers towards transcendental goals. Leaders can change their behavior and management fundamentally and, by this, cause transformation in the organization and fundamental changes in the behavior of office workers.

This study aimed at identifying the effect of manager's competitive intelligence on modernization of small industries in East Azerbaijan province. In this study the competitive intelligence dimensions based on French management Faculty theory which included (trade, technical, social, strategic awareness and competitors situation)on modernization of small industries indices have been studied. The research population included small industries managers which added up to 2713 people. Using Cochran's formula the sample size was 337 people. The sampling method was stratified random sampling. To gather the data a researcher made questionnaire was used. The presented model, using structural equation modeling (SEM) with partial least square the research hypotheses were tested. The results showed that the competitive intelligence and its four dimensions have positive and meaningful effect on the modernization of the small industries.