مقالات
seyed ali akbar afjahi; ebrahim mahmodzade; Jamshid Salehi Sadaqyani; mohsen adabi firozjayi
Abstract
According to research, over seventy percent of change efforts have been failed to achieve the expected goals. There are many reasons for the failure of change implementation, however, at the strategic and macro level, the non-alignment between business strategy and change variations may lead to the failure ...
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According to research, over seventy percent of change efforts have been failed to achieve the expected goals. There are many reasons for the failure of change implementation, however, at the strategic and macro level, the non-alignment between business strategy and change variations may lead to the failure of change efforts. In this paper, the alignment between business strategy and change variations and its effect on the performance improvement were investigated in 18 commercial companies of Defense Ministry active in trading (non-military) market. The present research is applied in terms of goal, descriptive in terms of method and mixed (qualitative-quantitative) in terms of data. In quantitative research, 105 questionnaires were collected from the managers and researchers familiar with the strategic affairs of the companies. To verify the validity of model, confirmatory factor analysis was utilized, whereas independent T test and Leven test were used to verify research questions. Also, the qualitative data from the structured interviews made with 36 senior managers was analyzed by content analysis, and the criterion for comparing the performance of the companies was determined by Delphi technique. The results of variance analysis test indicated that the companies, where change variations and business strategy are more aligned, have a higher performance. Also, the results from Delphi technique showed the ratio of profit to income as a performance criterion.
مقالات
Noor Mohamad Yaghobi; javad shukuhy; hafaseh raiisi; farzaneh sayydi
Abstract
Development of innovation and organizational learning in order to gain a sustainable competitive advantage and improve organizational performance needs appropriate circumstances under which management leadership styles remain an important factor. Therefore, this study aimed to analyze the impact of leadership ...
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Development of innovation and organizational learning in order to gain a sustainable competitive advantage and improve organizational performance needs appropriate circumstances under which management leadership styles remain an important factor. Therefore, this study aimed to analyze the impact of leadership styles on organizational performance through innovation and learning that was conducted with a descriptive- survey method. While previous studies have focused on the impact of transformational leadership style, our research incorporated both transactional and transformational leadership style simultaneously. The Statistical Population consists of the employees of Sistan and Baluchestan University, from which a sample of 242 was selected. In order to collect research data, existing as well as designed questionnaires were used. Collected data were analyzed using Structural Equation Modeling to verify the hypothesis. The results of the study showed that (1) transformational leadership influences organizational performance positively through organizational learning and innovation; (2) organizational learning influences organizational performance positively, both directly and indirectly through organizational innovation; (3) organizational innovation influences organizational performance positively. However, the relationship between transactional leadership style and learning, innovation and organizational performance was not confirmed. Moreover, the result of the study indicated that; use of transformational leadership style leads to move organizations towards innovation and creating a learning organization and ultimately improved performance.
مقالات
mohammad Mahmoudi Maymand; Amene Kiarazm
Abstract
Intellectual capital is known as a key strategic asset for organizational performance and innovative solutions; and its management is critical for maintaining competitive advantage. This paper analyzes the relationship between intellectual capital, competitive advantage and innovation drivers in 8 factories ...
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Intellectual capital is known as a key strategic asset for organizational performance and innovative solutions; and its management is critical for maintaining competitive advantage. This paper analyzes the relationship between intellectual capital, competitive advantage and innovation drivers in 8 factories in rubber and plastics industry. To assess these factors, the views of 246 managers and employees of surveyed companies were obtained by using statistical census. Questionnaire was used as the tool for collecting research data. Data were analyzed with descriptive and inferential statistical tests. Reliability was measured by determining cronbach’s alpha coefficient and confirmed with obtained acceptable figure, while construct validity was measured by KMO & Bartlett test. In order to measure content validity, conceptual-superficial method was utilized from which experts' views indicated its validity. To analyze the data, the LISREL 8.8 software was used for testing the research hypotheses. The findings showed a direct relationship between components of intellectual capital (human capital, structural capital, and relational capital) and innovation drivers. Also, a direct relationship between components of intellectual capital (human capital, structural capital, and relational capital) and competitive advantage was observed. Moreover, a direct relationship between competitive advantages with innovation drivers was revealed indicating that the components of intellectual capital have an indirect relationship with innovation drivers through competitive advantage.
مقالات
azam pahlevan sadegh; Bijan Abdollahi; Abdolrahim Navehebrahim; Hassanreza Zeinabadi
Abstract
The main objective of this study is identification and validation of symptoms and dimensions of organizational mindfulness in higher education. This study is a mixed research, of explanatory sequential design, and in the area of applied research. Research population of qualitative part includes scholars ...
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The main objective of this study is identification and validation of symptoms and dimensions of organizational mindfulness in higher education. This study is a mixed research, of explanatory sequential design, and in the area of applied research. Research population of qualitative part includes scholars and academics of faculties of management from public universities located in Tehran from which a sample of 14 was interviewed using semi-structured interviews. In quantitative part, a sample of 226 academics from management faculties operating in Tehran were selected and organizational mindfulness instrument was used to collect research data in years 2014-2015. The sampling method in the qualitative part was based on snowball, whereas two-stage cluster sampling method was employed at the quantitative part of the research. Analysis confirmed reliability and validity of the instrument. In qualitative part, to collect mindfulness indicators, content analysis and open coding method were used for purpose of data analysis. Due to the nature of the study in quantitative part, the statistical methods used were exploratory and confirmatory factor analysis. Findings showed that organizational mindfulness consist of rapidity and agility, flexibility, accountability, conditional learning and development of recognition, trust and openness dimensions. Results showed the need to encourage members for innovation and creativity, new skills and knowledge learning, acceptance of changes, attention to flexibility, encourage of risk-taking, improvement of education and services, and attention to very important consequences of mindfulness creation in organization.
مقالات
Leila Mortazavi; Mohammad Hosein Shojaee
Abstract
The purpose of this study is to determine the relationship between employees’ perception of authentic leadership and their Promotive Psychological Ownership and Preventive Psychological Ownership. For this purpose, the survey-analytical method of research was used. Population of this research consists ...
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The purpose of this study is to determine the relationship between employees’ perception of authentic leadership and their Promotive Psychological Ownership and Preventive Psychological Ownership. For this purpose, the survey-analytical method of research was used. Population of this research consists of line staff of Iran Insurance Company in Tehran. A sample of 129 employees was selected randomly based on Morgan table to endow research data. Research instrument included psychological ownership questionnaire (Olckers, 2011) and Authentic Leadership questionnaire (Avilio, 2007). Reliability and validity of aforementioned questionnaires were confirmed on the basis of content validity and construct validity as well as calculated acceptable Cronbach's Alpha coefficient. In addition, for data analyzing and research hypothesis test, Structural Equation Modeling and Friedman test were used, by means of SPSS and Amos software. Research findings indicated that there is a significant positive relationship between authentic leadership and promotive psychological ownership. However, this study did not provide enough evidence for meaningful relationship between preventive psychological ownership and territoriality with authentic leadership. Furthermore, there is a positive relationship between components/factorials of self-awareness, internalized moral perspective, relational transparency and balanced processing of information and self-efficacy, belongingness, self-identity and accountability factorials. However, there is no semantic relationship between internalized moral perspective and territoriality.
مقالات
Morteza Moradi; sanaz rostaee
Abstract
The purpose of this study was to investigate the relationships among organizational socialization (OS), organizational citizenship behavior (OCB), and three other variables known as ethical climate (EC), organizational identification (OI) and organizational commitment (OC). Research population consisted ...
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The purpose of this study was to investigate the relationships among organizational socialization (OS), organizational citizenship behavior (OCB), and three other variables known as ethical climate (EC), organizational identification (OI) and organizational commitment (OC). Research population consisted of nearly750 employees at Imam Ali (AS) hospital in the city of Arak from which a sample of 315 was selected using simple random sampling plan. To collect research data, questionnaires were used. With the aim of Structural Equation Modeling (SEM), validity and reliability of the instrument were confirmed using construct validity and appropriate Cronbach’s Alpha, respectively. In order to test the hypothesis, LISREL software and Structural Equation Modeling were utilized. The findings indicated that; organizational socialization has a significant positive relationship with organizational citizenship, behavior ethical climate, organizational identification and organizational commitment. It was also revealed that, this positive relationship also exists between behavior ethical climate and three other variables namely; organizational identification, organizational commitment, and organizational citizenship behavior. Moreover, relationship between identification and commitment with organizational citizenship behavior was confirmed.
مقالات
Nikta Kazemi Moghadasy; Mohammadreza Zabihi; Gholam abbas Shekari
Abstract
Like humans, Organizations may be healthy or sick. Among the psychological disorders in organizations, organizational paranoia may arise from employees’ negative attitudes. Employees’ sense of justice or injustice and also their perception of organizational support can motivate formation of positive ...
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Like humans, Organizations may be healthy or sick. Among the psychological disorders in organizations, organizational paranoia may arise from employees’ negative attitudes. Employees’ sense of justice or injustice and also their perception of organizational support can motivate formation of positive or negative attitude that in turn affects the level of organization’s cynicism and sickness. Therefore, this study examines the relationship between organizational justice and organizational paranoia incorporating moderating role of perceived organizational support of the employees. Statistical population of this study includes all employees in Islamic Azad University of Mashhad from which a sample of 235 were selected for data analysis using stratified proportional sampling method. Research data was collected using a questionnaire that its face and content validity were confirmed by the university academic members. Appropriate Cronbach’s alpha coefficient indicated the research tools’ reliability. In order to analyze the research data, Pearson’s correlation test and Structural Equation Modeling were utilized. Our findings confirmed the moderating role of perceived organizational support in the relationship between organizational justice and organizational paranoia.