مقالات
رحمان سرشت رحمان سرشت؛ هانیه آرزمجو
چکیده
Crisis is inevitable in every organization. Improvisation is a solution for the containment of crisis and it is a supplement for predefined systems. This research is about the management perception of the situation from the perspective that organizational decisions affected by managers' perception of external and internal situations. The population of this study is the managers of Internet service provider firms having to deal with the crisis of extensive costumers' dissatisfaction due to Internet disconnections. The empirical analysis began with the elaboration of a questionnaire and closed interviews ...
بیشتر
Crisis is inevitable in every organization. Improvisation is a solution for the containment of crisis and it is a supplement for predefined systems. This research is about the management perception of the situation from the perspective that organizational decisions affected by managers' perception of external and internal situations. The population of this study is the managers of Internet service provider firms having to deal with the crisis of extensive costumers' dissatisfaction due to Internet disconnections. The empirical analysis began with the elaboration of a questionnaire and closed interviews with CEOs. To analyze continuous data, Pearson coefficient and for nominal variables, agreement tables and Fisher test was used. The results of this research have highlighted that improvised decisions can cause acceptable containment of crisis. At the same time, it reveals when the manager senses the situation as complicated and out of control, his/her tendency to improvised decisions and the number of the successful decisions would increase. It also suggests when the manager senses the firm's structure and strategy more flexible and be optimist about information flow in the organization, his/her tendency to improvised decisions and the number of the successful decisions would increase.
Keywords: Managers' perception, Decision, Improvisation, Organizational crisis
مقالات
ابزری ابزری؛ اعتباریان اعتباریان؛ Azam خانی
چکیده
Today's environment creates a thriving way for organizations to do their functions through teams and groups. Organizations seek to employ individuals who can perform better in groups, frequently enable to adjust with people from varied cultures, and handle intercultural communications. Therefore, group members need to know about other cultures and should be able to interact with people from different cultural background. Consequently, people need cultural intelligence. The purpose of this study is to investigate the relationship between cultural intelligence and group effectiveness in Mobarakeh ...
بیشتر
Today's environment creates a thriving way for organizations to do their functions through teams and groups. Organizations seek to employ individuals who can perform better in groups, frequently enable to adjust with people from varied cultures, and handle intercultural communications. Therefore, group members need to know about other cultures and should be able to interact with people from different cultural background. Consequently, people need cultural intelligence. The purpose of this study is to investigate the relationship between cultural intelligence and group effectiveness in Mobarakeh Steel Company. 47 teams participated in this study. According to the results, cultural intelligence and its components (metacognition, cognition, motivation and behavior) have straightforward relationship with group effectiveness. Also motivation and behavior are good predictors of group effectiveness.
Keywords: Group, Group effectiveness, Cultural differences, Cultural intelligence
مقالات
مصطفی کاظمی؛ فیاضی فیاضی؛ کاوه کاوه
چکیده
Abstract
The objective of this study is to measure procrastination prevalence and investigate its likely causes. For this purpose, a sample of 133 managers and employees of a large Iranian university was randomly selected. Appropriate statistical analysis including One-sample T-test, ANOVA, and Friedman were utilized to analyze research data that was gathered by Tuchman questionnaire as well as relative cause factors questionnaire. The result of our research shows that the prevalence of procrastination among managers and employees under study account for 17.6%. However, no significant differences ...
بیشتر
Abstract
The objective of this study is to measure procrastination prevalence and investigate its likely causes. For this purpose, a sample of 133 managers and employees of a large Iranian university was randomly selected. Appropriate statistical analysis including One-sample T-test, ANOVA, and Friedman were utilized to analyze research data that was gathered by Tuchman questionnaire as well as relative cause factors questionnaire. The result of our research shows that the prevalence of procrastination among managers and employees under study account for 17.6%. However, no significant differences exist among managers and employees of different ages, educational background, job position and tenure. It was also noticed that there is a significant difference of procrastination prevalence between different genders. Furthermore, the findings of this research show that among 20 factors classified as personal, organizational and environmental, personal factors appear to be the main cause of procrastination prevalence. According to the findings, lack of work preference (personal factors), weakness of organizational performance appraisal (organizational factors), and family problems (environmental factors), are the most important factors that cause procrastination.
Key words: Procrastination, Prevalence of procrastination, Personal factors, Organizational factors, Environmental factors, Managers and employees
مقالات
نورمحمد یعقوبی؛ مقدمی مقدمی
چکیده
رهبری تحول آفرین یکی از پارادایم های رهبری در روانشناسی سازمانی است که مورد تحقیق گسترده ای قرار گرفته است. رهبری تحول آفرین رضایت زیردستان و اعتماد آنان به رهبری و به علاوه تعهد عاطفی آنان را افزایش می دهد. رهبرانی که رفتارهای تحول آفرین را از خود نشان می دهند مجموعه ای از نتایج مثبت را در سازمان ایجاد می کنند. از سوی عملکرد سازمانی ...
بیشتر
رهبری تحول آفرین یکی از پارادایم های رهبری در روانشناسی سازمانی است که مورد تحقیق گسترده ای قرار گرفته است. رهبری تحول آفرین رضایت زیردستان و اعتماد آنان به رهبری و به علاوه تعهد عاطفی آنان را افزایش می دهد. رهبرانی که رفتارهای تحول آفرین را از خود نشان می دهند مجموعه ای از نتایج مثبت را در سازمان ایجاد می کنند. از سوی عملکرد سازمانی برجسته از طریق تلاش های کارکنان معمولی حاصل نمیشود. یکی از دلایلی که باعث موفقیت سازمان های بزرگ میشود این است که آنها دارای کارکنانی هستند که فراتر از وظایف رسمی خود تلاش می نمایند، یعنی آنها دارای کارکنانی هستندکه رفتارهای شهروندی سازمانی را از خود بروز می دهند. تحقیقات نشان داده که بین رهبری تحول آفرین و رفتار شهروندی سازمانی ارتباط مثبتی وجود دارد. پژوهش حاضر با هدف بررسی ارتباط بین رهبری تحول آفرین و رفتار شهروندی سازمانی صورت گرفته است. در این راستا داده های مورد نیاز برای تحلیل این ادعا با استفاده از پرسشنامه های چند عاملی رهبری و رفتار شهروندی سازمانی از جامعه آماری پژوهش (سازمان مدیریت و برنامه ریزی و اداره امور مالیاتی استان قم) جمع آوری گردید. تحلیل اطلاعات با استفاده از ضریب همبستگی پیرسون حاکی از این است که رابطه بین سبک رهبری تحول آفرین و رفتار شهروندی سازمانی معنادار است. بعلاوه تمامی مؤلفه های رهبری تحول آفرین با رفتار شهروندی سازمانی رابطه معناداری دارند. همچنین تحلیل رگرسیون چند عاملی بیانگر این است که از میان مؤلفه های رهبری تحول آفرین، رفتار های آرمانی و ملاحظات فردی بیشترین تأثیر را در رفتار شهروندی سازمانی دارند.
واژگان کلیدی: رهبری تحول آفرین، رهبری مبادله ای، رهبری عدم مداخله گر، رفتار شهروندی سازمانی
مقالات
حسینی حسینی؛ جلالی جلالی؛ خسروانی خسروانی
چکیده
Abstract
To improve organizations competitive positions, managers need to utilize knowledge management in order to maintain existing knowledge, and acquire new knowledge. Efforts made in organizations in terms of knowledge management may be divided into two main parts. First, the organizational capability in learning new knowledge known as Organizational Learning. Second, is the need for putting away existing knowledge known as Organization Forgetting in order to acquire fresh knowledge? This paper aimed to identify Organization Forgetting. In this paper, after a wide literature review, three ...
بیشتر
Abstract
To improve organizations competitive positions, managers need to utilize knowledge management in order to maintain existing knowledge, and acquire new knowledge. Efforts made in organizations in terms of knowledge management may be divided into two main parts. First, the organizational capability in learning new knowledge known as Organizational Learning. Second, is the need for putting away existing knowledge known as Organization Forgetting in order to acquire fresh knowledge? This paper aimed to identify Organization Forgetting. In this paper, after a wide literature review, three dimensions of Organizational Forgetting (the type, the outcome, and the method) have been identified. In order to measure these dimensions, a questionnaire containing 25 questions was designed. Simple random sampling was used for data gathering. Using Structural Equation Modeling, the three dimensions of Organizational Forgetting were measured. Pearson correlation coefficient was applied to test three hypotheses. Our findings showed that there are significant relationships between the type, the outcome and the method of Organizational Forgetting.
Keywords: Organizational forgetting, Organizational learning, Knowledge, Structural equation modeling, Challenge.
مقالات
آقاجانی آقاجانی؛ گنجه خور گنجه خور
چکیده
Abstract
Entrepreneurship is known as the source of creating wealth through innovation, technology development, and job creation. It is believed that a revolution is needed for entrepreneurship to take place in societies nowadays. Thus the present study is aimed at determining and explaining the impacts of six psychological variables on the Independent entrepreneurship process throughout Mazandaran province. According to the definition provided by the Global Entrepreneurship Monitoring, 1511 entrepreneurs are recognized throughout Mazandaran province from which 291 were selected as the sample ...
بیشتر
Abstract
Entrepreneurship is known as the source of creating wealth through innovation, technology development, and job creation. It is believed that a revolution is needed for entrepreneurship to take place in societies nowadays. Thus the present study is aimed at determining and explaining the impacts of six psychological variables on the Independent entrepreneurship process throughout Mazandaran province. According to the definition provided by the Global Entrepreneurship Monitoring, 1511 entrepreneurs are recognized throughout Mazandaran province from which 291 were selected as the sample subjects of the present study. The data collection instrument was a relevant standard questionnaire with the reliability level of 0.84. The collected data related to the six understudy variables were analyzed using a Path Analysis Regression Model. The results explained and determined the Independent entrepreneurship process, and also showed that the above-mentioned variables affected the Independent entrepreneurship process directly, indirectly, as well as interactively. The finding showed that the most affecting variable was Working Independently (-2.65). Other variables affecting the Independent entrepreneurship process in order of importance were; Creativity and Innovation (-2.09), Risk Taking (1.22), perseverance (1.085), Internal Control (1.04), and Learning spirit (-0.2) respectively. Finally, based on these results, some suggestions were made on how the managers and authorities of Mazandaran Province can improve the Independent entrepreneurship process by attending to these six psychological variables.
Keywords: Psychological characteristics, Process, Entrepreneurship, Mazandaran.
مقالات
روح اله سهرابی؛ سهرابی سهرابی
چکیده
Abstract
Although importance of Agility in supply chain in various industries is clear due to the need to have a responsive, customer oriented, and flexible organization, Iran large oil companies do not pay enough attention to agility in their supply chains. In this article, following literature review of agile supply chain and its importance in oil industry, significant criteria and attributes for Supply Chain Agility are introduced and a conceptual model of Evaluation and measurement have been presented for National Iranian Oil Company and NISOC in particular. Research data was analyzed using ...
بیشتر
Abstract
Although importance of Agility in supply chain in various industries is clear due to the need to have a responsive, customer oriented, and flexible organization, Iran large oil companies do not pay enough attention to agility in their supply chains. In this article, following literature review of agile supply chain and its importance in oil industry, significant criteria and attributes for Supply Chain Agility are introduced and a conceptual model of Evaluation and measurement have been presented for National Iranian Oil Company and NISOC in particular. Research data was analyzed using qualitative research methods such as Delphi and quantitative methods such as factor analysis and structural equation modeling (SEM). The article presents main criteria and indexes for evaluating agility in supply chain in oil companies. According to the findings of our research, main attributes are agility derivers, enablers and capabilities while main processes in supply chain appear to be procurement, EDP and delivering oil and gas.
Keywords: Supply chain agility, Evaluation and measurement, (NISOC)*, Main processes.
مقالات
حقیقی حقیقی؛ قارلقی قارلقی؛ میراسدی میراسدی؛ نیکبخت نیکبخت
چکیده
Abstract
The aim of this paper is to investigate the relationship between characteristics of mission statement and organizational performance in Food industries. Data for this study have been collected from 300 firms. The research method is correlation and descriptive. Correlation and Regression analyses and SPSS software have been used to test the relationship between the characteristics of mission statement and organizational performance. In order to investigate the given relationship, we used the characteristics of mission statement which included: the completeness, practicality, reality, distinctness ...
بیشتر
Abstract
The aim of this paper is to investigate the relationship between characteristics of mission statement and organizational performance in Food industries. Data for this study have been collected from 300 firms. The research method is correlation and descriptive. Correlation and Regression analyses and SPSS software have been used to test the relationship between the characteristics of mission statement and organizational performance. In order to investigate the given relationship, we used the characteristics of mission statement which included: the completeness, practicality, reality, distinctness and flexibility of the mission statement. Data have been analyzed by SPSS. It is concluded that there is a direct and positive relationship between the mission statement and organizational performance. Also, the regression test reveals that, from the viewpoint of the managers and experts, the flexibility of the mission statement has the most impact on organizational performance while the perfectness of the mission statement has the least effect.
Keywords: Mission statement, Organizational performance, Food industries.
مقالات
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