فصلنامه فرایند مدیریت و توسعه
سال سی و سوم شماره 3 (پیاپی 113، پاییز 1399)

One of the most challenging issues in corporate governance is the reduction of managers’ agency costs in state-owned companies. The purpose of this study is to find out if the three board’s incentives (financial services compensation, the board’s dependency on the CEO and the board’s dependency on the government) play a moderating role in the relation between the boardchr('39')s intellectual capital and performance of the board’s roles (strategic, control, providing resources and services) in state-owned enterprises. To collect data, 127 state-owned companies were selected and questionnaires, together with structural equation modeling (SEM), were applied. Findings show that the boardchr('39')s intellectual capital has a significant and positive impact on the performance of the board’s roles. Furthermore, financial service compensation has not moderated the impact of the board members’ intellectual capital on performance of their roles. On the other hand, the findings of this study show that the level of the board’s dependency on the CEO has moderated the impact of the boardchr('39')s intellectual capital on strategic role performance in a positive and significant way. Also, results confirm that the level of the board’s dependency on government has negatively moderated the impact of their intellectual capital on the control role performance.

Job destructive reflections impose heavy costs on organizations and employees. Considering these negative consequences and their effects on employee performance and organizations’ productivity, the purpose of this study is to investigate the role of administrative trading in the destructive reflections of job with the mediating role of political behavior among Zahedan Municipality employees. Data were collected from 300 employees and structural equations modeling approach was applied for data analysis. Results show that administrative trading, consisting of indexes such as acquiring higher status, work processes and financial resources have positive and significant impact on job destructive reflections, consisting of such indexes as job disinterest, job stress and organizational cynicism. Moreover, political behavior consisting of social awareness, interpersonal influence, network capability and honesty has positive and significant impact on job destructive reflections, and in the relation between administrative trading and job destructive reflections, it has negative mediating effect.

Mindfulness, as a multi-dimensional construct, plays a phenomenal role in employees’ career and organizations’ future. The present study intends to investigate the impact of mindfulness on career success, job adaptability and job burnout among the employees of public banks of Bushehr City. A sample size of 242 answered the questionnaires and structural equations modeling was applied. Results show that mindfulness has a positive significant impact on the variables of job adaptability and career success; whereas, it has a negative significant impact on job burnout. Moreover, job adaptability positively affects career success but it has a negative significant impact on job burnout. Career success, too, has a negatively significant impact on job burnout of the banks’ employees.

Capable human resources are highly important because they are rare and irreplaceable. Hence, organizations do their best to maintain the skillful members and to improve their commitment. The purpose of this article is to study the impact of perceived social responsibility on emotional commitment on the basis of mediating role of employee-organization compatibility, organizational identity and perceived organizational support. Data were collected from a sample size of 177 employees of Anzali Port Free Zone Organization and the structural equations method was applied to analyze the acquired data. Results show that the impact of perceived social responsibility on perceived employee-organization compatibility is positively significant. The same is true with the impact of employee-organization compatibility on organizational identity and perceived organizational support. Moreover, findings show that organizational identity and perceived organizational support have positive and significant impact on employees’ emotional commitment. Finally, the impact of organizational identity and perceived organizational support as a mediating variable between employee-organization compatibility and employees’ emotional commitment is positively significant.

The complexity and extent of sustainable development concept calls for the capability to apply planning tools to introduce optimal relationship among all aspects of development and to materialize all principles of sustainability. Related literature and sustainable development processes in some countries, as well as 30 companies affiliated to the Iranian Oil Industry, which were all practicing sustainable development approach, were studied to reach a model for sustainable development. Results show that the outcomes of the six main steps or processes (starting with the stage of planning, stakeholders’ participation, preparing planning draft, formulating the vision, preparing outcomes framework, and planning for implementation), as well as fourteen secondary steps and processes (creating the core of planning, preparing the schedule, preparing instructions, assigning planning stakeholders, identifying problems on the basis of geographical regions, identifying problems related to sustainable development, assigning sustainable development stakeholders, identifying problem solving resources, formulating the vision, setting objectives, determining outcomes, formulating indexes, determining implementation resources, and designating responsibilities) are at a favorable level. However, only the two secondary processes of formulating indexes and designating administrative responsibilities need improvement.

Intellectual capital is considered necessary for todaychr('39')s organizations. This paper examines and identifies the dimensions, antecedents and processes of intellectual capital by using meta-analysis approach. The statistical population included 18 Farsi articles, masters’ theses and doctoral dissertations in the field of intellectual capital, all of which had applied quantitative research method and were defended and published between 2008 and 2019. Using non-targeted sampling method, articles were selected and analyzed through meta-analysis process. Results show that the variables of organizational agility, knowledge storage, knowledge acquisition, competitive advantage, knowledge sharing, knowledge application, knowledge management and knowledge learning have the highest impact size and the variables of profitability, human capital, return on equity, structural capital, productivity and relationship capital have the least effect on intellectual capital. The findings of this research can work as a milestone for more investigations in intellectual capital.

Disruption theory intends to explain how start-ups and newcomers can appear out of an unnoticed point in the market, find their ways into the main market and put the interests of long-standing companies in danger drastically. Regarding the originality and conceptual ambiguity of disruption, this study first tries to explain the two concepts of disruption and disruptive innovation. Subsequently, focusing on the literature related to the evaluation of disruption, it applied meta-analysis approach and probed 13 selected researches in order to find the effective factors founding this phenomenon. In the following step, the acquired factors and indicators were refined through sharing them with innovation and technology experts, based on the Fuzzy screening method. Finally, a framework containing disruption steps, the innate characteristics of innovation and the contextual conditions for evaluating the potential of an innovation at the industry level is presented.