جستجوی مقالات مرتبط با کلیدواژه « توسعه سازمان » در نشریات گروه « مدیریت »

The purpose of the current research is to design and explain the political behavior model of managers in government organizations. The research method is applicable in terms of purpose, qualitative in terms of execution method, and inductive-deductive in terms of the logic of data collection. The statistical population includes 30 experts (professors and managers of government organizations), selected by purposeful sampling. Data collection tools include semi-structured interviews. In the data analysis, thematic analysis and the MICMAC software were used, and to prioritize the factors affecting political behavior, for the interpretative structural approach, the ism method was used. The results of the findings showed that 11 main categories were identified in 6 levels. Also, the findings showed that in the sixth level, social cultural gap and personality traits of people had the most effect compared to other factors, although cultural weakness was the most effective factor. Public belief is placed at the fifth level of the model. At the fourth level, there are political will of people and image management and organizational evaluation. At the third level, there is the individual power of people. Organizational processes and organizational elections and appointments are at the second level, and at the last level are the model of laws and regulations and the structure of government organizations.

This study was conducted with the aim of providing a value creation model of human resources in the National Gas Company of Iran. The research method was mixed (qualitative-quantitative). The target population of the research was the experts who were aware of the research topic, and according to the purposeful selection, 14 people were identified as the research sample. The data collection tools were in-depth interviews and researcher-made questionnaires, qualitative data to identify value-creating indicators of human resources with thematic analysis method based on the Brown and Clark model. Quantitative data was analyzed using Dimetal technique and Maxqda10 and Excel2016 software were used for this purpose. After analyzing the data, 94 primary concepts were categorized into 18 sub-themes and 9 main ones affecting the value creation of human resources. The results showed that the motivation index has the greatest impact on other indices, while the organizational development index has the lowest value, which is strongly influenced by other indices of the model. Also, attitude change index has the most interactions with other indices and is placed in the center of the model. According to the findings, strategic planning and attention to the motivation and communication network of the employees under the support management in Iran National Gas Company is very important in the direction of value creation of human resources and should be taken into the attention of the managers.

Today, the preventive approach to the occurrence of crime in the civil and environmental dimensions has found a special place, and the existence of appropriate strategies for the implementation of preventive programs has become very important. The police are always known as the guardian of crime prevention and is responsible for protecting citizens, public places and public awareness. By increasing its ability to reduce criminal opportunities, the police organization provides the basis for establishing and sustaining public order as much as possible. The current research was conducted to provide crime prevention strategies, with a focus on developing the capacity of the police organization.

The purpose of this research is to find a coherent and purposeful conceptual structure, and it is also qualitative in terms of the method of data collection and the type of analysis. The participants in the research included experts and experts in the field of crime prevention, including 14 people who were selected by the chain referral method. To collect data, a semi-structured (in-depth) interview with the Delphi method was used in two stages.

In the analysis of the text of the interviews, 3 main categories including state, criminal and social prevention were identified and 39 propositions were extracted accordingly. Based on these propositions, the impact of internal and external factors on police crime prevention was identified through the SWOT matrix and it was found that today the police are in a competitive situation in this area, and subsequently, 11 strategies were formulated to empower the police organization in the prevention issue. It was prioritized.

The most important result of this research is the extraction of measures in the form of 11 strategies, the use of which can lead to the development of the police organization and the reduction of the crime rate through police prevention.

The present study aimed to investigate the strategic impact on organizational development and entrepreneurial behavior with respect to the mediating role of transformational leadership. The present study is of the purpose type, applied research, also in terms of data collection, survey and cross-sectional type and correlational type. The statistical population of the study consisted of all employees of Iranian Industries Development and Renovation Construction (Mana) Company, in which 203 people were selected as a sample using Cochran's formula. The results of structural inhibition model showed that strategic intelligence has a positive and significant effect on organizational development, entrepreneurial behavior and transformational leadership. Transformational leadership also has a positive and significant effect on entrepreneurial behavior. But the impact of transformational leadership on organizational development was not confirmed. Also, strategic intelligence has a significant effect on entrepreneurial behavior and organizational development due to the mediating role of transformational leadership.

In order to retain their knowledge-based, valuable and talented employees, organizations should pay special attention to the important component of job motivation; Therefore, the purpose of this study was to identify and analyze the factors affecting the job motivation of employees in Golestan governorate.

This research, in terms of implementation method, is a descriptive-survey that has been done by exploratory mixed method. In the qualitative stage, the research group consisted of ten academic and organizational experts who were selected by judgment and snowball. In the quantitative stage of the statistical population, all employees of Golestan Governorate were four hundred people. The sample size was determined according to Krejcie and Morgan table one hundred and two hundred people and for sampling, a simple random method was used. To identify the factors, the content analysis method was used and to analyze the relationships of the variables, the structural equation method was used with "Smart Payals" software.

The results showed that leadership (0.496), work environment (0.355), employment (0.372), human resource systems (0.381), personality traits (0.340), job significance (0.308) 0) Perception of organizational justice (0.512), organizational capital (0.469), psychological capital (0.373) and organizational commitment (0.325) have a positive and significant effect on employees' job motivation.

In general, it can be concluded that paying attention to the effective factors is important on job motivation and employees with high job enthusiasm have a correct understanding of the organization's vision and tasks and are accompanied and assisted by their managers with perseverance and perseverance.

The present study was conducted to provide a conceptual model to investigate and explain the effect of strategic intelligence on organizational development and entrepreneurial behavior with respect to the mediating role of transformational leadership. Various studies have shown that strategic intelligence has a positive and significant effect on organizational development, entrepreneurial behavior and transformational leadership. In the studies that have been done in this field (Ahmadi et al. (2020), Abu Zaid (2018) and Ma and Jiang (2018)) in addition to the effect of strategic intelligence (as a ability to analyze information inside and outside the organization in order to Decision-making by employees and managers) on the development of the organization and entrepreneurial behavior (including activities such as starting a business and introducing a new product or creating a strategic structure in the organization), the positive and meaningful effects of transformational leadership on entrepreneurial behavior and organizational development Has also been observed.

In the field of management knowledge, succession breeding is one of the most important and at the same time key points. The purpose of this study is to develop a model of succession for commanders of Amin Police University.

The present study is applied in terms of purpose and mixed in terms of data nature. The community participating in the quality department included experts in the field of human resources of Amin Police University. Based on purposive sampling methods based on the principle of theoretical saturation, 30 people participated in the qualitative study stage. In the quantitative section, all the administrators and professors of the mentioned university were selected as the statistical population, and 150 people were selected as the sample by random sampling method. The findings of the qualitative study were validated during three stages of coding, one focus session and expertise, and based on this, a researcher-made questionnaire was designed and distributed among the sample. The collected data were analyzed using descriptive and inferential statistical tests.

The identified model includes three dimensions of organization, organizational processes and organizational development in the framework of 17 components and 126 indicators.

According to the prioritization of the components of the model, Amin Police University should take serious and effective measures in the fields of "identifying and evaluating successor candidates as well as monitoring their performance and behavior." Another important point is to scientifically extract and criterion the structures and methods of selection and training of the successor and to organize the necessary culture-building in this field.

maturity individually, procedurally and organizationally. Based on the studies conducted on organizational maturity at individual, procedural and organizational levels, a brief reference can be made to the following eight components taken as their signs and 1. Sustainable Organizational Development, 2. Increased Productivity 3. Organizational Excellence and Development, 4. Employees Excellence, 5. Customer-Related Excellence, 6. Competitive Advantage, 7. Organizational Agility and 8. Increased Organizational Adaptability. The present work was conducted with the aim to measure the effect of organizational maturity on each of the above eight components at Mobarakeh Steel Company in 2010. In this study a statistical population comprising Mobarakeh Steel Company managers and professionals, 95 in number and a sample of 76 people were selected randomly based on the Morgan table. An inventory was developed to measure the effect of organizational maturity on maturity components. Having collected the data, the researcher analyzed the data using SPSS, Minitab, T-test and Tukey Posttest. The results indicated that the effect of individual maturity on organizational excellence was 47.86 %, the effect of procedural maturity 49.36 % and the effect of organization maturity was 49.44 %. A study of reliability and internal validity of the test revealed that the reliability of the inventory was 0.921.

 Today, the organizational culture is one of the significant encouraging organizational learning factors which leads to the generalization of the new behaviors in order to conform with external environment and internal integration of the organization in the competitive situation.
This article in addition to the theoretical bases of the learning organizational culture and theoretical and operational experiences of the successful organizations in this field, this article is to study the organizational culture of Iran Khodro as an integration factor. Considering the characteristics of learning organizational culture in the unstable and competitive conditions, it is to study the constraints of the organizational culture to achieve the