Meisam Sotouneh; Mojtaba Tabari; Yousof Gholipour-Kanani; Mohammadreza Bbagherzadeh
Abstract
The issue of career path development is important for employees in many organizations such as social security, according to the knowledge management pattern, so this study was conducted to design a career development model based on the knowledge management pattern in Mazandaran Social Security Organization. ...
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The issue of career path development is important for employees in many organizations such as social security, according to the knowledge management pattern, so this study was conducted to design a career development model based on the knowledge management pattern in Mazandaran Social Security Organization. The statistical population studied in this study consisted of all employees of the Social Security Organization of Mazandaran Province. Statistical sample size of 269 people was selected through random sampling method by Krejcie Morgan table. In this research, Shine career development path and Hemmati knowledge management questionnaire were used. The reliability of these two questionnaires using Cronbach's alpha was 0.75 and 0.78, respectively. For statistical analysis, SPSS software version 20 and pls3 were used and the alpha level was considered 0.05. The results showed that the value of t in all paths among the research factors are equal to and greater than 2.58. As a result, there is a significant relationship between the main factors and their sub-factors in the conceptual-analytical model of the research and also the results show that the fit of the general research model is appropriate and strong. In general, there is a direct and significant relationship between the first step of the career path with the second step of the career path, between the second step of the career path with the third step of the career path and between the third step of the career path with the fourth step of the career path of employees, in the conceptual-analytical model of the career path.
Hadi Teimouri; Ali Shaemi; Maryam Zarei
Abstract
According to increase the intensity of competition in the banking sector, retaining existing customers and attracting new customers are very important. Therefore, organizations must have entrepreneurial spirit in the organizational structure and encounter with unstable and dynamic external environment. ...
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According to increase the intensity of competition in the banking sector, retaining existing customers and attracting new customers are very important. Therefore, organizations must have entrepreneurial spirit in the organizational structure and encounter with unstable and dynamic external environment. Intelligent human resources could generate creativity in the turbulent environment and leads to promotion of entrepreneurship in organizations. This study examines the relationship between organizational intelligence and organizational entrepreneurship in branches of Saderat Bank in Isfahan city. To achieve this purpose, the relationship between dimensions of organizational intelligence and organizational entrepreneurship is examined. The study aim is applied and its nature is descriptive. A self-made questionnaire for collecting data to test the hypothesis questionnaire with acceptable reliability and validity have been used. The research population includes experts and managers of different levels of branches in Saderat Bank in Isfahan city. For sampling, the method of stratified cluster sampling volume concluding the five areas of Saderat Bank in the city is used, Therefor, by random sampling, experts and managers of different levels of bank Isfahan. The sample size, based on Morgan table, is equal to 216 cases and 214 completed questionnaires are analyzed. The results of this study show that there is a significant positive relationship between dimensions of organizational intelligence and organizational entrepreneurship in branches of Saderat Bank in Isfahan city.
Sanjar Salajeghe; Rostam Pour Rashidi; Mahmoud Mousaei
Volume 22, Issue 72 , March 2014, , Pages 99-118
Abstract
Today, knowledge is considered a valuable and strategic resource as well as an asset and organizations need to do knowledge management in its best in order to succeed. One factor that can help organizations in successful implementation of knowledge management is the use of powerful forces in the organization. ...
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Today, knowledge is considered a valuable and strategic resource as well as an asset and organizations need to do knowledge management in its best in order to succeed. One factor that can help organizations in successful implementation of knowledge management is the use of powerful forces in the organization. The purpose of this study is analysis of psychological empowerment and its relationship with knowledge management in Jam Petrochemical Company selected as a sample.This study is a combination of correlation and description studies. The population includes employees of Jam Petrochemical Company (818 people), from which 263 people were selected by simple random sampling. To collect data, two questionnaires of psychological empowerment and knowledge management were used. Reliability was calculate through Cronbach's alpha coefficient and the data were analyzed by SPSS software.Test results of correlation test show a significant relationship between psychological empowerment and its components with knowledge management. The results of multiple regression test imply that apart from the impact (excluded from the regression model), autonomy had the most significant effect and meaning had the least effect on knowledge management.
Shamsosadat Zahedi; Amin Asadpoor; Khatereh Hajinouri
Volume 20, Issue 63 , January 2011, , Pages 1-25
Abstract
Nowadays, organizations have concluded that no other resource than knowledge can situate them most desirably in this competitive world. Therefore, more than any other factor, the spotlight has turnedupon employees as the owners of knowledge. Also ‘knowledge management’ as a ...
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Nowadays, organizations have concluded that no other resource than knowledge can situate them most desirably in this competitive world. Therefore, more than any other factor, the spotlight has turnedupon employees as the owners of knowledge. Also ‘knowledge management’ as a tool which can accumulate the existing knowledge, organize it, make it dynamic, and disseminate it in the wholeorganization, has taken on a new significance. But, what matters is the way other dimensions interact, in terms of influence, with the knowledge management. This article studied the effect as well as the relationship between cybernetics – which includes six main dimensions of ‘variety and constraint,’ ‘entropy and nformation,’ ‘thelaw of requisite variety and the decision rule,’ ‘goal-directedness and control’, ‘feedback and distinctions and relations’ – and knowledge management process – which is comprised of four main dimensions of ‘knowledge creation,’ ‘conversion and transfer,’ ‘preservation,’ and ‘application’. Our statistical population included the staff of Farassan Company, and questionnaires were deployed for gathering the data . According to the analysis, dimensions of ‘variety and constraint’ as well as ‘knowledge transfer and conversion’ were excluded on account of having poor indicators. In addition, research results confirmed the conceptual model with the data collected and the fact that a significant relationship between knowledge management process and cybernetics existed.
Abbas Afrazeh; Saviz Mohammadnabi; Sina Mohammadnabi
Volume 20, Issue 61 , April 2010, , Pages 37-63
Abstract
or develop its performance in the long-term period and it is the resultof stakeholder’s satisfaction during the time. Sustainability is relatedto the ability of organizations to monitor the opportunities, changes,trends and risks in their external environments and to make a balancebetween financial, ...
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or develop its performance in the long-term period and it is the resultof stakeholder’s satisfaction during the time. Sustainability is relatedto the ability of organizations to monitor the opportunities, changes,trends and risks in their external environments and to make a balancebetween financial, economic, social and environmental goals of theorganization in the long term. In this article, initially, the last model oforganizational sustainability management proposed by InternationalOrganization for Standardization (ISO) has been introduced, thenusing a problem solving algorithm, and through a knowledgemanagement approach, a model for assessment and improvement ofthe organizational sustainability is suggested. This model is based onthe knowledge management of organizations’ environmental changes.To validate and prove the proposed model, the degree of sustainabilityin 52 governmental companies along with their holding structure andproduction nature were evaluated. The results revealed a highcorrelation between the ability of an organization to manageknowledge of its environmental changes and its degree ofsustainability.
mohammadreza gholamian; somayeh faghih mirzaee
Volume 19, Issue 59 , September 2009, , Pages 127-150
Abstract
In this century, something that cause benefit of competition in organizations is human resources with quality, creativity and activity. Trough knowledge workers as important capability for organization to gain benefit competition and also main invisible asset. Nowadays old capital substitute with knowledge. ...
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In this century, something that cause benefit of competition in organizations is human resources with quality, creativity and activity. Trough knowledge workers as important capability for organization to gain benefit competition and also main invisible asset. Nowadays old capital substitute with knowledge. Therefore, knowledge is not just a benefit competitive resource. But the only source and asset competitive. If an organization cannot use the correct form of knowledge as personal or organizational, tacit or explicit, in correct position then in competitive field will encounter with problems. Unfortunately, organization has some parts of internal knowledge and other sections depends on individuals. This duality between individual knowledge and organizational knowledge wants different strategies knowledge
seyed hoseyn abtahi; mohammad montazeri
Volume 19, Issue 57 , May 2008, , Pages 1-16
Abstract
Successful accomplishing of HR tasks and responsibilities in organizations depends on different factors such as their knowledge, abilities, skills and competencies. Some of management theorists belibe that competitive advantages in future will be shown in form of organization's abilities to managing ...
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Successful accomplishing of HR tasks and responsibilities in organizations depends on different factors such as their knowledge, abilities, skills and competencies. Some of management theorists belibe that competitive advantages in future will be shown in form of organization's abilities to managing information and knowledge. In this way, Competency Management (CM) is an important issue in the scope of knowledge management and knowledge management, also, is subordination of Human Resources Management (HRM). In this paper, we try to review the concept of competency- standard, competency profile, competency life cycle and etc, and to state the stages of the process of designing a competency model. Also, by emphasizing on the important tole of competency- based management in HRM, some advantages of using subsystems of HRM that are based upon competency have explained, and finally, some recommendations have offered for human resources managemers in organizations in our country.
ebrahim mahmudzadeh; farnaz nekui; shahram jalali nia
Volume 19, Issue 58 , March 2008, , Pages 23-54
Abstract
Globalization of economy is posing unprecedented opportunities and challenges for firms especially in developing countries. How does a firm best structure itself to thrive in current dynamic environment with high degree of uncertainty and go about entering global markets is one of the most risk")' issues ...
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Globalization of economy is posing unprecedented opportunities and challenges for firms especially in developing countries. How does a firm best structure itself to thrive in current dynamic environment with high degree of uncertainty and go about entering global markets is one of the most risk")' issues in this era. Technology development strategy in alignment with business strategy is of increasing importance to achieve sustaining development. In this paper we introduce global balance approach as a potent driver for crafting technology development strategy. This paper provides an overview to technology development framework and methodology in SAIRAN, composed of technology selection, acquisition strategy, and timing, at the core of which lies capability assessment, attractiveness and roadmapping. A case study on technology development in the field of medical equipments and entering global market verifies the introduced methodology and how it can support global balance approach in order to deliver successful products in fast response to market, with higher quality, service levels, scalablity, flexibility and lower price
seyed mehdi alvaani; keyvan shahgholian
Volume 13, Issue 52 , February 2007, , Pages 1-16
Abstract
In today's world, the only way to creating wealth in organizations and societies is gathering capitals of knowledge. The natural and human capitals turn into wealth when they are with the knowledge capital. Organization power today resets upon possession of knowledge-wealth as well as on taking all-out ...
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In today's world, the only way to creating wealth in organizations and societies is gathering capitals of knowledge. The natural and human capitals turn into wealth when they are with the knowledge capital. Organization power today resets upon possession of knowledge-wealth as well as on taking all-out advantage of the collection of creative competencies of mind which in tum pave the ground for further development and progress. organizations and corporations have come to a conclusion that nothing but knowledge can enable them to gain an advantageous stance in today's world competition. Consequently, the employees of an organization, as the genuine possessors of knowledge as well as vitally important investments of the organization, have attracted immense consideration. The knowledge management, as an instrument can gather the existing knowledge and expands it, and distributes through organization. But, experiences of many of companies regarding knowledge management have failed. This means that not pertinent pattern has been adopted for assessing knowledge management which has been taken into account as a temporary and transitory process.
In this research, influencing factors of knowledge management have elaborated and a model for assessing knowledge management in industrial organizations of Iran has been presented on the basis of these factors. Besides, the level of knowledge management can, too, be identified through the said model. The factors include knowledge exploration, knowledge creation, knowledge exporting, knowledge distribution, knowledge expansion, and knowledge maintenance. Each of these factors further subdivides into other elements.
The research method is surveying and case study. Two large manufactures of automobile industry of Iran, which has credited the highest achievements in the field of knowledge management, have been singled out as the subject of research. By ascertaining relevant information from experts of the two large manufactures as well as through carrying statistical viewing of the data thus the final analysis and scrutiny conducted and subsequently necessary conclusions and suggestions submitted so as the aforementioned model could be able to demonstrate its practicality.
ebrahim mahmoodzadeh
Volume 13, Issue 49 , August 2006, , Pages 39-55
Abstract
Speed of change in marketplace has become so rapid that the time available for organizations to plan and then implement strategy has diminished. The challenge of strategy execution is more relevant today than ever before. Most management systems were designed to meet the needs of a stable, incrementally ...
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Speed of change in marketplace has become so rapid that the time available for organizations to plan and then implement strategy has diminished. The challenge of strategy execution is more relevant today than ever before. Most management systems were designed to meet the needs of a stable, incrementally changing world, fail to meet the needs of today's dynamic economy. Strategic management is to continually manage change, risk, and knowledge sharing. The hard side of strategic management, i.e. how formulating strategy is well studied in last few decades. Now it is the soft aspects that needs more focus. Leadership,culture and team work would be more effective in successful implementation of strategy. Cascading strategy
saeed jafari moghadam
Volume 10, Issue 39.40 , March 2004, , Pages 209-230
