Seyed Majid Elahi,; Safar Fazli; Roya yaghoobi
Volume 22, Issue 70 , July 2013, , Pages 151-171
Abstract
Production and development process of high technology products has never been so turbulent. The rapid growth of technology and risk in global markets and growing Changes in customers' needs has encountered new product development teams with increasing pressures to reduce costs and production time cycle ...
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Production and development process of high technology products has never been so turbulent. The rapid growth of technology and risk in global markets and growing Changes in customers' needs has encountered new product development teams with increasing pressures to reduce costs and production time cycle maintaining the quality and reliability. As a result, it is important for producers to produce high-technology products that meet customer needs. In this paper, we study the impact of high-technology products attributes on consumers' approach/avoidance behavior. The statistical population of this study was the students of management faculties of state universities in Tehran. 391 questionnaires consist of multiple choice questions was distributed among individual sample. The data set was collected to evaluate the relationship between variables and their influence on each other using SPSS and Lisrel software. The results suggest that the high-technology products attributes have had the greatest impact on the pleasure. Consumers’ attitudes have the greatest impact on approach behavior, while arousal doesn't have significant relationship with approach behavior.
Seddigheh Khorshid; Atehfeh Pashazadeh
Volume 21, Issue 69 , January 2013, , Pages 25-58
Abstract
The aim of this research was to investigate the impact of organizational intelligence on organizational Emotional, and learning capabilities. In addition, it purpose to explore and test the mediated effect of organizational emotional capability on the relationship between organizational intelligence ...
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The aim of this research was to investigate the impact of organizational intelligence on organizational Emotional, and learning capabilities. In addition, it purpose to explore and test the mediated effect of organizational emotional capability on the relationship between organizational intelligence and organizational learning capability. The research method was descriptive-correlation one. The statistic Population of research is comprised of Telecommunications Infrastructure Company's personnel, that 472 persons of them are participated as statistic sample. The data was collected by using a questionnaire and was analyzed by Pearson correlation test and Structural Equations Modeling. The research results showed that: A) Organizational intelligence have significant, positive and direct impacts on organizational emotional, and learning capabilities. B) Organizational emotional capability has a significant, positive and direct impact on organizational learning capability. C) Organizational emotional capability is partially mediated the relationship between organizational intelligence and organizational learning capability. D) Organizational intelligence has a significant and indirect impact on organizational capability (0/56*0/92=0/51) through organizational emotional capability as well as its significant and direct impact (0/39). In sum, organizational intelligence has a total impact of 0/90 0n organizational learning capability. According of these results, It can argue that the studied organization's managers should manage their employees emotions, develop organizational emotional capability, and as a result, encourage learning in their organization and develop organizational learning capability through developing, explaining and sharing organizational strategic vision, creating shared fate sense, creating appetite for change in employees, supporting from employees materially and spiritually, defining and explaining structures, rules and routines for creating Alignment & congruence in throughout organization, managing knowledge by fostering and developing a culture for creating, sharing and using knowledge in organization, and eventually, defining, explaining and communicating performance standards and committing their employees towards to attain them.