mohammad ali khatami firouz abadi
Volume 5, Issue 17.18 , September 1995, , Pages 187-207
behrooz rezaeimanesh
Volume 6, Issue 21.22 , September 1999, , Pages 187-198
shams-o- sadat zahedi; ali alipanah
Volume 19, Issue 58 , March 2008, , Pages 191-209
Abstract
In recent years, the place of spirituality in organizations has been increasingly considered by managers, excecutives, employees, and researchers to be essential to the organization, s interactions with employees, customers, and the community. However, little attention has been paid in the literature ...
Read More
In recent years, the place of spirituality in organizations has been increasingly considered by managers, excecutives, employees, and researchers to be essential to the organization, s interactions with employees, customers, and the community. However, little attention has been paid in the literature to the investigation of spirituality as a cultural phenomenon that might influence organizational behavior It seems clear from the spirituality literature that people with higher levels of spirituality are healthier, happier, and more productive at work. The purpose of this thosis is considering the relationship between spirituality and efficiency of banking industry.
hamid safaei
Volume 6, Issue 23.24 , March 1999, , Pages 195-211
faraj - o laah rahnavard; bagher abbaspour
Volume 11, Issue 41.42 , September 2004, , Pages 209-222
Abstract
QFD is a comprehensive quality tool specifically aimed at translating customers ‘voices into operations requirement .This technique is applied not only in production operations , but also in service operations including education services.
In ...
Read More
QFD is a comprehensive quality tool specifically aimed at translating customers ‘voices into operations requirement .This technique is applied not only in production operations , but also in service operations including education services.
In this article service -based quality function development
(QFD)methodology was applied in higher education at the State Management Training Center (SMTC).The first step was to gather the voices of customers (students). The voices of customers were then translated into service characteristics known as service elements . Findings of this research reveals that the most training requirements must be searched in course content , course structure , and professors of management training courses.
mohammed mohammedi
Volume 8, Issue 32.31 , March 2002, , Pages 211-232
manijeh bahrainizadeh
Volume 11, Issue 43.44 , August 2004, , Pages 217-242
Abstract
The international and transnational organizations are the most complex organizations that need especial mechanism of control and management. In these organizations regarding the international structure and global environment, communication ...
Read More
The international and transnational organizations are the most complex organizations that need especial mechanism of control and management. In these organizations regarding the international structure and global environment, communication between units that are speard around the world, require different informational processing methods. Control in these organization are very complex because of cultural diversity in global environment. Thay need to create competitive innovation for theire survival in the global competitive environment and thay must be learning organizations. Through learning, the units and subsiders exchange science and knowledge and result in synergy and the speared of new science. In resent decades the study of these organizations has obtained a special position in organization study and every scholar regard to his interest and experience uses different social and economical theories to explain functional and structural dimensions of this organizations. In this article communication, control, learning and information .process in these organizations are discussed. To analyzing, the following theories are uses: The institutional theory. The economic organization theory
Hamidreza Oreyzi; Behrooz Dorry; Hajar Barati
Volume 24, Issue 77 , July 2015, , Pages 221-240
Abstract
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 todetermine contextual and organizational factors affecting on reaction to change ...
Read More
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 todetermine 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.Fordata 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, Organizationsshouldintroducethe change as effective and in this way increasing positive reaction to change until more change support and less change resistance be achieved
mohsen khoshtinat; rafic baghumian
Volume 10, Issue 37.38 , August 2003, , Pages 221-252
Ali mollahosseini; Bahram jabbarzadeh karbasi; Mohammad Hassan abdolzahraei
Volume 21, Issue 67 , April 2012, , Pages 227-244
Abstract
Having a common and comprehensive vision will lead to a series of units or parts of a whole industry to form coherent and integrated. In this study the authors tried to achieve the shared vision for different parts of factory. To achieve this goal the model presented by Collins and Porras (1996) is used. ...
Read More
Having a common and comprehensive vision will lead to a series of units or parts of a whole industry to form coherent and integrated. In this study the authors tried to achieve the shared vision for different parts of factory. To achieve this goal the model presented by Collins and Porras (1996) is used. ALMAS KAVIR RAFSANJAN CO was selected as case study and the sample of study is consist of all managers and experts of factory. This study was conducted in three stages. Firstly by distributing open questionnaire, model’s component were identified and categorized within the factory by managers. In the second stage, to determine the importance and priority of model’s components the (AHP) method was used. In the third phase those components of the landscape model that had importance according to high executives were selected and located on vision statement of factory. Finally, becoming the best industry in the Middle East, achieving First or second place in the market, adherence to the principles and creating jobs, selected as the most important strategies.
Seyyed Ali Akbar Afjei; Neda Rezaee Abyaneh
Volume 22, Issue 70 , July 2013, , Pages 231-247
Abstract
Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for ...
Read More
Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for this study is private insurance companies in Iran. 110 managers of these companies were selected as the case study. To collect data, Watkins`s and Marsick`s DLOQ (dimensions of the learning organization questionnaires), and also Dunham`s et al questionnaire were used. To test hypothesis with regard to the questionnaire data, Test Kolmogorov-Smirnov, T-test student, structural equations test were used. Findings suggest that there is organizational learning culture in insurance companies, so that different dimensions of organizational learning in insurance companies are above average. Considering the total results of hypothesis tests and also with regard to the standard regression coefficient, it can be argued that the relationship between organizational learning and readiness for change in private insurance companies is not in good condition, particularly in relation to the dimension of promote inquiry and dialogue, which is one of the important dimensions of the model
salam toloui
Volume 10, Issue 39.40 , March 2004, , Pages 231-244
jahanyar bamdad sofi
Volume 7, Issue 25.26 , March 2000, , Pages 1-19
Saeed Ghiasi Nodoushan; Ehsan Aminalroaya
Abstract
Nowadays, the new types of organizational capitals are developed, such as social and intellectual capital; that physical capitals cause the promotion of organization through them. The purpose of this paper is to investigate the simultaneously effect of social and intellectual capital on Productivity ...
Read More
Nowadays, the new types of organizational capitals are developed, such as social and intellectual capital; that physical capitals cause the promotion of organization through them. The purpose of this paper is to investigate the simultaneously effect of social and intellectual capital on Productivity of human resources in the Melli Bank branches at Yazd province. Based on the literature review and theoretical literature, a conceptual model and research hypotheses were presented. Then the required data through questionnaires distributed among 265 employees of the Melli Bank branches in Yazd were collected. Finally, assumptions and conceptual model was tested by the stepwise regression method on the basis of the data. Results of the analysis showed that all research hypotheses individually accredited. However, when the effect of all dimensions of social and intellectual capital on productivity of human resources was tested, effects of human and communicational capital in Intellectual capital and communicational and organizational capital in social capital on Productivity of human resources were accredited.
abas samadi
Volume 7, Issue 27.28 , March 2000, , Pages 185-198
mohsen chashm beraah; akbar soleimani fard
Volume 9, Issue 35.36 , March 2002, , Pages 201-218
Abstract
At the present time, unemployment (presence or insufficiency of appropriate employment opportunities for the job seekers, and unbalanced work force supply and demand) is one of our country's basic problems. As an approach, based on information technology (telephone, fax, electronic mail, voice ...
Read More
At the present time, unemployment (presence or insufficiency of appropriate employment opportunities for the job seekers, and unbalanced work force supply and demand) is one of our country's basic problems. As an approach, based on information technology (telephone, fax, electronic mail, voice mail, LAN, WAN, MAN, such as internet) and assuring special fundamentals, concepts, frameworks, laws and particular necessities, teleworking can be considered as an effective approach for creating new employment opportunities (especially for the educated community). In this paper, while scanning the role of technology revolution, especially the information revolution, on the jobs and their infrastructures, teleworking and the subjects concerned (social and economic effects, advantages and disadvantages, and the jobs having the capability of teleworking, and... ) are thoroughly viewed, and a suggestive pattern of initiating the system of teleworking in Iran is presented, evidently, creating and putting in use the system of teleworking in our country, requires some presuppositions like the related technology training (computer, scan, internet, fax, and ... ), English language learning and maintaining the system of teleworking in the country, and providing the related frameworks, laws, instructions, and legislative concerns.
seyed mohammad zahedi
Volume 11, Issue 41.42 , September 2004, , Pages 223-246
gholamreza asili
Volume 8, Issue 32.31 , March 2002, , Pages 233-248
asghar sarafizadeh
Volume 11, Issue 43.44 , August 2004, , Pages 243-266
saeed jafari moghadam
Volume 10, Issue 39.40 , March 2004, , Pages 245-272
parviz golestani
Volume 7, Issue 25.26 , March 2000, , Pages 21-34
hasan javanshir
Volume 7, Issue 27.28 , March 2000, , Pages 199-206
mohammad mohammadi
Volume 11, Issue 41.42 , September 2004, , Pages 247-263
mohsen sohrabi
Volume 8, Issue 32.31 , March 2002, , Pages 249-254
seyed mehrab arabi; ahmad akrami
Volume 10, Issue 39.40 , March 2004, , Pages 273-292
Abstract
Adding value (Profit) depends on the satisfaction of the customers. Satisfaction of the customers depends on the quality received by the employees. This research tries to identify the internal factors which might affect the satisfaction of the customers. These factors are called " The eight internal ...
Read More
Adding value (Profit) depends on the satisfaction of the customers. Satisfaction of the customers depends on the quality received by the employees. This research tries to identify the internal factors which might affect the satisfaction of the customers. These factors are called " The eight internal quality factors". Measuring these qualities is necessary to determine the activities needed for improving the internal services of the organizatam. In short the quantity and quality of the services of the Organization depends on the satisfactory of the employees. Research shows there is direct relationship between the quality of the internal services, and ability to deliver services to the customers (by the employees). Therefore. in order to identify the current situation. It iS necessary to know the views of the employees.