جستجوی مقالات مرتبط با کلیدواژه « Organization culture » در نشریات گروه « مدیریت »

Due to the increasing attention to the leadership factor in creating organizational changes at the world level and since this factor is considered one of the key components in the organization's success, as well as the influence of this factor on the organization's culture and employees' performance, the purpose of this research is to investigate the effect of servant leadership. Organizational culture and employees' performance, taking into account the mediating variable of the organizational commitment of the employees of the welfare department of Tehran province. The statistical population of this study consists of all managers and employees based in the office. The analysis was descriptive and were selected using simple random sampling, 314 people based on Cochran formula. In order to collect data, four questionnaires of Bar Barbuto & Wheeler's servant leadership, Quinn and Cameron's organizational culture, Meyer and Allen's employee performance and organizational commitment questionnaires were used. The results showed that all dimensions of servant leadership have a positive and significant effect on organizational culture and employee performance. There is also a positive and significant relationship between servant leadership and organizational commitment

Todays, the success of organizations, is directly related to the knowledge that they can generate and distribute, the speed of producing, the amount of accumulation and usage of this knowledge. On the other hand, environmental concerns about manufacturing industries induce organizations to use green practices in various supply chain processes. The successful implementation of knowledge management in the green supply chain improves the efficiency, effectiveness, profitability and competitive advantage of organizations. Since the implementation of knowledge management requires a lot of time and cost, the present study examines the success rate of knowledge management in the green supply chain based on fuzzy decision making. In this paper, after reviewing the literature, five main dimensions including employee attributes, organizational strategy, organizational culture, technological factors and management factors and 25 indicators for assessing the success of knowledge management in the green supply chain are determined. Using the opinions of 10 experts of Farasanat company, 21 indicators of knowledge management success in the green supply chain have been identified and the weight of each index is calculated by using the FDEMATEL method. In the next step, the rank of each index is calculated with by FSAW. Finally, by using the calculated weight and index rank, the success rate of knowledge management implementation in the green supply chain is determined. The results show that Farasanat company has a success rate of 0.72 in implementing knowledge management in the green supply chain.

Codification and presentation of conceptual framework with the aim of human resource strategy alignment in Iranian national gas company is the aims of this paper. the interviews and modeling using purposive sampling and available, a number of experts with backgrounds executive and management training to identify and in the 209 samples tested according to Morgan table with the questionnaire in the survey and was described.
the validity and reliability of Cronbach's alpha for the experts to help software SPSS (0.79), respectively. Information obtained by using Fuzzy Inference System and MATLAB software and modeling to help explain the fuzzy inference process in the 5 round by drawing a tree rules with two inputs and one output and 9 took the base. The results showed, strategy and human resource management practices in full alignment with organizational culture is National Iranian Gas Company. Therefore, to create a consistent conceptual framework developed and proposed.

Iran police martyr Beheshti specilized and scientific institution as one of Iran police specilized and scientific institution in the country which has an effective role in training, personnel creation and increasing knowledge of Iran police required innovation to improve and increase the level of its quality. To transform an organization into an innovative organization requires suitable field and preparation of this field involves the determination and understanding organization factors that have influenced the innovation in an organization. Therefore this research is done to study and recognize effective organization factors in creation of innovation in Iran police personnel and managers. It is a metric descriptive and applicatory research. Statistics population includes Iran police martyr beheshti specilized and scientific institution personnel and managers (123) in year 1392.Questionaire was used for data collection. The questionnaire has 45 questions and is based on likert five scales. Reliability coefficient of the questionnaire was. /978 using cronbach alpha coefficient and the data were analyzed using SPSS 21.The results of research indicated that each four factors of participatory management, organic structure, and organization culture and reward system have influence on innovation in organization. Furthermore the factors of reward system, organization culture, and participatory management style and organic structure have received more preferences respectively.

Measuring organization atmosphere is very important for managers to understand and to adjust organization internal factors. One of the suitable models suggested for pathology of organization atmosphere is Weisbord Six-Box Model. In this model، six constituents such as structure، leadership، communication، rewards and useful mechanisms are defined. Positive attitude to change is added to present model so that the model can be more comprehensive in identification of organization atmosphere. This is an applied and descriptive research and focuses on pathology of the perception of vicegerents of Iran police PPB about organization atmosphere. Statistical populations consisted of all vicegerents of provinces PPB and branches of Iran police central district. Totally 43 completed questionnaires were gathered and analyzed. The results of research indicated that in sum the organization atmosphere of Iran police PPB appraised more than normal. Based on the results of freedman variance analysis، constituents of target، leadership، communication in comparison with constituents of rewards، usefull mechanisms and positive attitude to change enjoy better condition. Based on the results of spearman correlation coefficients، between constituents of leadership-communication، structure-communication and structure –target there is much correlation and between constituents of useful mechanisms with structure and rewards there is less correlation. Also organization in introduction of organization priorities، working units structures design، resolving unsolved conflicts، fairness and suitability of payments criteria in comparison to work done and availability of useful mechanisms are not in good condition and required attention and more planning.

Fast changes and knowledge increasingly growth and current information in Iran police organization as its most important and most valuable capitals have forced this large organization and its outnumber subsidiaries to search for recognition of background factors and providing the field for deployment of knowledge management so that at suitable time the organization knowledge and the knowledge of its environment can be utilized. This research presuppose that the most important bases of knowledge management deployment in any organization are information technology system, knowledge processes and organization culture therefore using these bases lead to comprehensive usage of current knowledge in organization and try to clarify and measure the condition of each of these factors in deployment of knowledge management. The results of this research indicated that the condition of knowledge processes and information technology system in this command is suitable but the condition of organization culture is unsuitable. The statistical sampling is carried out among 325 personnel of sistan and baluchestan province frontier staff.

This study examines the effects of organizational culture (OC) on corporate entrepreneurship (CE) among small and medium enterprises (SMEs). First, some models were developed to measure organizational culture and corporate entrepreneurial activities. These models measure the key factors of OC that influence personnel to initiate CE and different entrepreneurial activities that SMEs applied for success. For this purpose, the stratified data sampling method was used and samples were selected from middle managers of SMEs in Yazd Province. Based on factors loading scores and components loading distribution, latent factors were extracted and named. The study concluded the existence of twelve different factors for OC and four factors for CE. These results were confirmed by other relevant studies. Validity of conceptual models derived in respect of OC and CE was assessed through path analysis and confirmatory factor analysis. The results indicated the causality between indicators and latent factors. Then, a structural model was developed based on the relationship between latent factors of OC and corporate entrepreneurship. Result confirms the effects of all cultural factors except for strategic motives on SME's innovational actions. coordination factor has negative effect and tendency to change has the most effect on innovation and organizational self renewal. Developing the culture to be open to changes is the best solution in order to succeed in the small and medium enterprises. The climate of harmony has more effect on Risky investments in business.