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

The current research aim is to identifying the requirements and outcomes of improving technological capability in the defense field. For this purpose, the Supreme Leader's statements from From Esfand 1400 to the end of 1401 that published in the KHAMENEI.IR are considered as research community and have been analyzed. The data has been analyzed using thematic analysis and MAXQDA software. The research findings include identification of two overarching themes, 18 organizing themes and 53 basic themes. According to the research findings Constructive interactions of the armed forces with academic and seminary centers; Focusing on useful sciences, youthism, focusing on applied sciences, scientificall jihad, reforming processes and Science-oriented in the defense field and talent management, creating think tanks, pathology of past actions, adapting the structure and strengthening hope for the future in Armed forces are finding as the requirements for improving the technological capability; and improving the level of defense sciences and defense capabilities, preserving Iranian Islamic identity, creating endogenous security and national authority and improving public satisfaction are finding as outcomes of improving the technological capability in the defense field.

This article is aimed to investigate the conceptual scope and essence of inter-organizational learning. Interorganizational learning pave the way for organizations to perform their plans and missions in scale above organizational limits. We performed this study in between 1398 to 1400 using semi-structured and in-depth interviews. The participants were selected through purposeful sampling and standard strategy. we used, data saturation index to determine the sample size.. To analyze the conceptual scope and essence of the phenomenon, we draw a framework characterizing the meaning, specifications, influential variables, outputs and outcomes. The meaning of the phenomenon was perceived when factors such as 1) sharing, optimizing, and localizing, 2) the perception of succession, 3) feedback getting, monitoring, and modifying would take place. Specifications included pathology, planning, and shared organizing; collective will and motivational collaboration; influential factors included usage of training, and usage of outdoor experiences; outcomes included emergence of hidden knowledge; accumulation of experimental property, defections included the need for controlling and accountability, the need for determination and pragmatic approach, and the need for removing bureaucratic congestion and deterrent factors.

The rapid development of intelligence technologies has expanded the technological capabilities of the government, but the application of these technologies in various fields of special government functions has accelerated tremendously. Undoubtedly, the process of statesmanship (governance, management, and operations) based on artificial intelligence technologies is the inevitable necessity of the current era and will be the most important mechanism for the leading and administration of the country and society in the not-so-distant future. Artificial intelligence and related technologies can greatly affect the quality, speed and timeliness of governance, management, and executive operations and bring huge outcomes to the country. In this article, I want to review some of these outcomes.

In the present study, an attempt has been made to examine and explain the factors and outcomes of establishing big data governance in governmental organizations.

A mixed-methods study was chosen as the design for this research and the two main types of analysis typically used were quantitative (deductive) and qualitative (inductive). In the qualitative stage, the method of thematic analysis, based on analysis, description, and composition of texts was discussed, and then in-depth interviews were conducted to extract and categorize the topics. The software used in the quality phase was Nvivo 12. Kappa-Cohen analysis and CVR coefficient were also applied to evaluate the validity and reliability of the qualitative part of the study. In the quantitative part, the fuzzy Delphi method was used to examine the verifiability of the factors and the outcomes of establishing big data governance. The statistical population of the present study in the qualitative stage included 12 organizational and academic experts while the quantitative stage included 21 affiliated experts.

After analysing the texts and conducting the interview, 48 basic themes were identified. Then, by applying the opinions and modifications expressed by the experts, 36 final themes (24 factors and 12 outcomes) were grouped. To check the verifiability of the identified themes, the fuzzy Delphi method was employed in two stages. Examining the values of the fuzzy-deactivated mean of the first and second stages, the aforementioned preconditions and consequences were confirmed.

The performance of public organizations in making informed decisions, planning and strategic analysis, expanding good governance, and administrative transparency highly relies on the large amount of data they collect, process, and secure from within and outside the organizational environment. The issue has not received proper attention in Iranian public organizations and institutions. Accordingly, it is vital to establish big data governance in these organizations, which depends on recognizing the capacities and capabilities of the organization, drivers, and governance mechanisms and highlights the significance of the obtained results of establishing big data governance.

This study aims to propose a model of quality outcomes of work life with a meta-analysis approach and interpretive structural modeling (ISM).

This is an applied descriptive-quantitative study, in which the quality outcomes of work life were first identified and extracted from 41 papers, published in scientific research papers from 2011 to fall 2019, with a meta-analysis approach. In the next step, the ISM technique was employed to rank these outcomes based on the opinions of 12 faculty members of the Shahid Sattari University of Aeronautical Engineering by determining the model of their relationships.

According to the meta-analysis results, the greatest effect sizes came from organizational performance (0.745), human resources productivity (0.707), occupational attachment (0.683), psychological empowerment (0.614), organizational entrepreneurship (0.608), and employee self-efficacy (0.586), respectively, out of the quality outcomes of work life.

Based on the ISM results, the quality outcomes of work life were ranked at four levels. In fact, psychological empowerment had the greatest effectiveness, whereas organizational performance was affected the most.

Extracting decent responses from Islamic scriptures and thoughts for questions arisen from management act and knowledge have led to production of works recognized as Islamic Management among academic and Howza societies. Although the values of the Islamic Revolution of Iran have not been fully elucidated in managerial system of the country, the growing trend of published works in Islamic management has been prominent since the beginning of the revolution, a claim which should be scrutinized. This study follows the research already done titled "Islamic Management in Iran: Contexts and Emergence" and is the second ring of its chain. The aim of this research is to represent the efforts made in the second decade of the Islamic Revolution of Iran (from 1989 to 1999) and examines and classifies all studies of Islamic management during that era in the country, utilizing a model of meta-analysis. The statistical population of this research is all sources of Islamic management. Cumulative studies are one of the common approaches for scientific research. Enumerating and analyzing related researches, this study concludes that the content of majority of works focused on basic and promulgating aspects of Islamic management rather than resolving new issues based on Islamic management and rigorous methodologies. Hence, this era of Islamic management studies is considered the stabilization period and academicians gradually undertook the responsibility of explanation.

Human forces is training is a beneficial investment while its effects have a leading role on optimized development and nourishment of related enterprises and community general improvement. Research main goal is studying and evaluating OEM model dimensions in zones in-service training of Qom pedagogy. So, research model changed according to our population features, then data was gathered and got to ready to be analyzed via survey research methodology. Research hypotheses were tested using inferential statistics. Questionnaires tool was used for gathering data. The sample consists of participant teachers (n = 296) in in-service training completed the questionnaire, that a 0.972 Cranach α approved questionnaire validity. Demographic features were examined in descriptive statistical part, frequency distribution graphs were drawn. One- sample T–test was used to evaluate usefulness of in-service training in inferential statistical part, that results showed in-service training popularity hypothesis was rejected, based on OEM model dimensions. Furthermore, model dimensions were ranked based on Friedman test during which it turned output dimension was more undesirable than the other dimensions. Totally, findings demonstrated that zones in-service training of Qom pedagogy does not have desirability. Getting favorite status needs training courses to be considered by education authorities.

The success of change depends on the appropriate context for it because organizational context and features prepares organization for change and make commitment to change. Hence, The aim of current research is to determine contextual and organizational factors affecting on reaction to change and its outcomes and also investigation of mediator variables affecting on this relation in Bandare-Emam Petrochemical Company employees. The sample research consisted of 383 employees of this company who were selected by stratified random sampling method. Then, they responded to research instruments. For data analyzing, path analysis and mediator analysis were used. The results showed that the informational justice(β=0.42), innovative climate(β=0.34) and organizational policy(β=0.31),predict change effectiveness and change effectiveness(β=0.80) predicts reaction to change and is mediator variable. Also, reaction to change predict change support(β=0.89), and change resistance(β=-0.30). According to findings, Organizations should introduce the change as effective and in this way increasing positive reaction to change until more change support and less change resistance be achieved.

Because human resource is one of the most important factors in the effectiveness and efficiency changes, Identifying the factors affecting the performance and reactions staff including their readiness for change and commitment to change is important. The purpose of this study was to determine the individual and psychological variables that influence employee reactions to organizational change in Bandare-Emam Petrochemical Company. The sample research consisted of 383 employees of this company who were selected by stratified random sampling method. Then, they responded to research instruments. For data analyzing, factor analysis and path analysis were used to Amuse software. The results showed that the locus of control(β=0.19), five-factor personality(β=0.32) and agency(β=0.62), predict change effectiveness and agency (β=0.24)and change effectiveness(β=0.80) predict reaction to change. Also, reaction to change predict change support(β=0.89), change–oriented organizational citizenship behaviors(β=0.44) and change resistance(β=-0.30). According to findings, Organizations should introduce the change as effective and in this way increasing positive reaction to change until more change support and change –oriented organizational citizenship behaviors and less change resistance be achieved.

Although the issue of leadership and its various styles are emphasized greatly in management studies، some styles have not been considered properly and have remained as blindspots of leadership. One of these ignored styles is called toxic leadership. This research is aimed at identifying the effects of this type of leadership on human resource results and outcomes. Research method is qualitative and data collection is performed by interview. The research community involves all management professors at universities located in Tehran، from whom 15 subjects were selected through snowball method. Content analysis was performed to analyze the data. The results indicated that this type of leadership caused decrease in job satisfaction، reduction of long-term organizational commitment،increase in turnover rate، increase in job stress and job exhaustion، no change in absence level، decrease in job security، decrease in productivity، limitation in group working، decrease in actual organizational citizenship، and disinclination of leaders for empowering employees.