Univrsity Of Tehran PressJournal of Public Administration2008-58773720111122To Determine Organizational Culture of Ministry of Energy Subsidiary Companies of ZahedanTownship and Its Relationship With Dimensions of All-embracing Quality's ManagementTo Determine Organizational Culture of Ministry of Energy Subsidiary Companies of ZahedanTownship and Its Relationship With Dimensions of All-embracing Quality's Management12223705FAAmirhosseinAmirkhaniMohammad RezaKeikhaMohammad JavadDadrasAshrafMirshekariJournal Article19700101Following recent theories and studies on management, organizational spirit has gained a growing significance and has been a central and fundamental topic in management. Anthropologists, sociologists and recently psychologists and even economists, have paid due attention to these new topics and have made lots of research and hypotheses in order to comprehend them and have used their findings in solving management issues. The study aims at perceiving the relation between organizational spirit and aspects of qualitative comprehensive management. The data was celestial through two questioners, the team work spirit question are specially prepared for the staff, consisted of two main sections, the first part included personal credentials asking for the person's age, education, sex, work experience, employment status, and the second part consisted of 28 questions, administered based on the objectives of the study and the question are to the aspects of comprehensive qualitative management consisting of 49 questions filled out by people in change of different department statistic analysis was carried out using Spearman and freedman’s correlation tests and SPSS software, the findings showed there was a relation between organizational spirit and aspects of qualitative comprehensive management.Following recent theories and studies on management, organizational spirit has gained a growing significance and has been a central and fundamental topic in management. Anthropologists, sociologists and recently psychologists and even economists, have paid due attention to these new topics and have made lots of research and hypotheses in order to comprehend them and have used their findings in solving management issues. The study aims at perceiving the relation between organizational spirit and aspects of qualitative comprehensive management. The data was celestial through two questioners, the team work spirit question are specially prepared for the staff, consisted of two main sections, the first part included personal credentials asking for the person's age, education, sex, work experience, employment status, and the second part consisted of 28 questions, administered based on the objectives of the study and the question are to the aspects of comprehensive qualitative management consisting of 49 questions filled out by people in change of different department statistic analysis was carried out using Spearman and freedman’s correlation tests and SPSS software, the findings showed there was a relation between organizational spirit and aspects of qualitative comprehensive management.https://jipa.ut.ac.ir/article_23705_4fac2dae45615b759d857e608a46de58.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122Identifying the Factors and Developing the Human Resource Empowerment Conceptual Model in ICT Ministry (Case StudyIdentifying the Factors and Developing the Human Resource Empowerment Conceptual Model in ICT Ministry (Case Study234023706FAManouchehrAnsariHosseinRahmany YoushanloueiVahidOskueiAhadHosseiniJournal Article19700101In recent years empowerment of human resource has become a tool which can be employed to efficiently manage of modern organizations which have features such as variety of diffusion channels, an increased reliance on horizontal and network structures, reduction in communication gap between managers and staff and reduction of organizational bias The ami of This Paper is to identify and measure factors affecting empowerment of ICT Ministry personnel, and develop a conceptual model for the empowerment of this organization. For introduction the effective factors, we applied Factor Analysis method, and for relationship intensity between those factors and empowerment of human resource, we used Path Analysis method. The results show there is a significant relationship between empowerment of human resource and job enrichment factors, team work, challenging situation, feedback, control locus, organizational commitment and role ambiguity.In recent years empowerment of human resource has become a tool which can be employed to efficiently manage of modern organizations which have features such as variety of diffusion channels, an increased reliance on horizontal and network structures, reduction in communication gap between managers and staff and reduction of organizational bias The ami of This Paper is to identify and measure factors affecting empowerment of ICT Ministry personnel, and develop a conceptual model for the empowerment of this organization. For introduction the effective factors, we applied Factor Analysis method, and for relationship intensity between those factors and empowerment of human resource, we used Path Analysis method. The results show there is a significant relationship between empowerment of human resource and job enrichment factors, team work, challenging situation, feedback, control locus, organizational commitment and role ambiguity.https://jipa.ut.ac.ir/article_23706_7bf860e3ad7ccfaf1c5cf219c9c6cd51.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122Organizational Structure Pathology
Of Islamic republicOf Iranian central insuranceOrganizational Structure Pathology
Of Islamic republicOf Iranian central insurance416923707FAHamidrezaHassanzadehHosseinKhanifarHasanKoolivandNaserAsgariJournal Article19700101The basic goal of this research is recognition of losses of organizational structure of Iranian central insurance and secondary importance are recognition of losses of organizationalcomplexity, organizational formalization and organizational centralization. For data collecting is designed aquestionnaire that is measuring organizational structure situation in robin’s structural dimension’s model. After data analysis with spss software, losses is recognized and then with attention to obtained is presented essential proposes for organizational structure reform. Statistical Population of this research is all of Iranian central insurance employee that between of them is selected 75 people for Statistical Sample. find of this research show that with attention of theoretic literature and out put’s research exam’s, Iranian central insurance’s organizational Structure of Islamic republic of Iran must be organic and flexible but it’s mechanical with high degree of organizational complexity, organizational formalization and organizational centralization. Finally, with test in confidence level 0/095 , sig <0/05 is obtained, Therefore important supposition is confirmated, it means being deference between existence Iranian central insurance structure anddesired pattern.The basic goal of this research is recognition of losses of organizational structure of Iranian central insurance and secondary importance are recognition of losses of organizationalcomplexity, organizational formalization and organizational centralization. For data collecting is designed aquestionnaire that is measuring organizational structure situation in robin’s structural dimension’s model. After data analysis with spss software, losses is recognized and then with attention to obtained is presented essential proposes for organizational structure reform. Statistical Population of this research is all of Iranian central insurance employee that between of them is selected 75 people for Statistical Sample. find of this research show that with attention of theoretic literature and out put’s research exam’s, Iranian central insurance’s organizational Structure of Islamic republic of Iran must be organic and flexible but it’s mechanical with high degree of organizational complexity, organizational formalization and organizational centralization. Finally, with test in confidence level 0/095 , sig <0/05 is obtained, Therefore important supposition is confirmated, it means being deference between existence Iranian central insurance structure anddesired pattern.https://jipa.ut.ac.ir/article_23707_1206bf12891f9331cca185fb47acf0cb.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122Transformational leadership and organizational citizenship behavior in school: Retesting and changing a tested model in industryTransformational leadership and organizational citizenship behavior in school: Retesting and changing a tested model in industry638023708FAHassanZeinabadiJournal Article19700101One of the high citation researches surrounding model of transformational leadership's impact on organizational citizenship behavior has been conducted by Podsakoff, MacKenzie, Moorman and Fetter (1990). Using structural equation modeling, current study aims at testing this model and also 4 other models in schools on a sample including 652 teachers and 131 principals. Results showed that Podsakoff and colleagues model doesn’t have good fit with observed data. Results of testing of other models demonstrate that only one model (final model) has best fit with observed data. In this model transformational leadership affected organizational citizenship behavior indirectly through intrinsic job satisfaction and trust in principal. In general, the results indicate that attention to the role of principal's transformational leadership, teacher trust in principal and intrinsic job satisfaction in organizational citizenship behavior of teachers is crucial. Implications of the study are discussed in relation to principals, as well as to policy makers and further research.One of the high citation researches surrounding model of transformational leadership's impact on organizational citizenship behavior has been conducted by Podsakoff, MacKenzie, Moorman and Fetter (1990). Using structural equation modeling, current study aims at testing this model and also 4 other models in schools on a sample including 652 teachers and 131 principals. Results showed that Podsakoff and colleagues model doesn’t have good fit with observed data. Results of testing of other models demonstrate that only one model (final model) has best fit with observed data. In this model transformational leadership affected organizational citizenship behavior indirectly through intrinsic job satisfaction and trust in principal. In general, the results indicate that attention to the role of principal's transformational leadership, teacher trust in principal and intrinsic job satisfaction in organizational citizenship behavior of teachers is crucial. Implications of the study are discussed in relation to principals, as well as to policy makers and further research.https://jipa.ut.ac.ir/article_23708_2cf70bb2899c03ccefde0eb0f7043912.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122Structural Model of Developing Workers' ProductivityStructural Model of Developing Workers' Productivity819423709FAFarahollahRahnavardMajidKhodabakshJournal Article19700101In general, productivity is gaining maximum profit from manpower, equipments, time, place, and son on in order to enhance social welfare. Without doubt, promoting productivity at individual, group, and organizational levels depends on different factors. This research is about to find a model to recognize influencing factors on workers’ productivity in the MST Group, and to show relationships among relevant variables at individual level. A finding of this research is indicative of following influencing factors on worker’s productivity:
1) perceived organizational justice; 6) individual ability;
2) perceived organizational trust; 7) organizational citizen behavior;
3) Motivation; 8) personality;
4) Organizational commitment; 9)Maritalstatus
5) perceived organizational support;
support;
The structural model of variables relationships illustrates key for following factors roles in development of human resource productivity: 1) organizational support; 2) individual ability; and 3) organizational trust.In general, productivity is gaining maximum profit from manpower, equipments, time, place, and son on in order to enhance social welfare. Without doubt, promoting productivity at individual, group, and organizational levels depends on different factors. This research is about to find a model to recognize influencing factors on workers’ productivity in the MST Group, and to show relationships among relevant variables at individual level. A finding of this research is indicative of following influencing factors on worker’s productivity:
1) perceived organizational justice; 6) individual ability;
2) perceived organizational trust; 7) organizational citizen behavior;
3) Motivation; 8) personality;
4) Organizational commitment; 9)Maritalstatus
5) perceived organizational support;
support;
The structural model of variables relationships illustrates key for following factors roles in development of human resource productivity: 1) organizational support; 2) individual ability; and 3) organizational trust.https://jipa.ut.ac.ir/article_23709_372736d4ab935668af8d324654c6aa86.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122A Comprehensive Model for evaluating the knowledge sharing in governmental project-based organizations according to the human, organizational and technical aspectsA Comprehensive Model for evaluating the knowledge sharing in governmental project-based organizations according to the human, organizational and technical aspects9511423710FABabakSohrabiSakinehForouzandehImanRaeesi VananiJournal Article19700101Nowadays, the utilization of organizational knowledge and sharing it with other employees in governmental project-based organizations, have become a strategic source of gaining and preserving competitive advantage. Acquiring competitive advantage requires means and approaches that make the governmental project-based organizations capable of improving their knowledge sharing performance and gaining a better position. The initial goal of this paper is to comprehensively review the international literature on knowledge sharing and to present an applied model for measuring the knowledge sharing capability through the identification of the most approved and practical measurement indicators including human, organizational and technical factors. According to the statistical analysis and subsequent results, these factors are all influential on knowledge sharing in the governmental projects. Afterwards, the final approved model has been evaluated in one of the branches of the ministry of commerce as one of the most project-based governmental organizations. The statistical results have shown some weaknesses in the performance of knowledge sharing for which a comprehensive set of guidelines and recommendations have been provided. Finally, a set of guidelines for improving the knowledge sharing performance in project-based organization have been addressed and some suggestions for the future endeavors have also been provided for the interested audience.Nowadays, the utilization of organizational knowledge and sharing it with other employees in governmental project-based organizations, have become a strategic source of gaining and preserving competitive advantage. Acquiring competitive advantage requires means and approaches that make the governmental project-based organizations capable of improving their knowledge sharing performance and gaining a better position. The initial goal of this paper is to comprehensively review the international literature on knowledge sharing and to present an applied model for measuring the knowledge sharing capability through the identification of the most approved and practical measurement indicators including human, organizational and technical factors. According to the statistical analysis and subsequent results, these factors are all influential on knowledge sharing in the governmental projects. Afterwards, the final approved model has been evaluated in one of the branches of the ministry of commerce as one of the most project-based governmental organizations. The statistical results have shown some weaknesses in the performance of knowledge sharing for which a comprehensive set of guidelines and recommendations have been provided. Finally, a set of guidelines for improving the knowledge sharing performance in project-based organization have been addressed and some suggestions for the future endeavors have also been provided for the interested audience.https://jipa.ut.ac.ir/article_23710_0e94064626f2407f49d71de413a761e2.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122studying factors affect on increase of productivity (case study:Saman bank).studying factors affect on increase of productivity (case study:Saman bank).11513023711FAGholam RezaTaleghaniMohammad MahdiTanaomiAliakbarFarhangiMohammad JafarZarrinnegarJournal Article19700101: Recently, productivity discussion has been considered in social and scientific discussions. In the extreme world of competition and growth of technology, policy makers and management consider increase of productivity as tool or as a goal occasionally (3) in this research it is intended to recognize effects factor on increase of productivity particularly factors such as providing essential needs of personnel , participation of personnel in decision making and leadership style of ,anger and some guidelines will be presented to increase productivity. This research studies three effective factors on productivity by correlation analysis. Statistical community includes staff personnel occupied in central building of Saman bank which have been selected randomly using by questionnaire based on their opinions.
The results of research proved that considering essential needs of personnel, staff participation in decision making and leader ship style of manager can increase productivity of personnel in the workplace.: Recently, productivity discussion has been considered in social and scientific discussions. In the extreme world of competition and growth of technology, policy makers and management consider increase of productivity as tool or as a goal occasionally (3) in this research it is intended to recognize effects factor on increase of productivity particularly factors such as providing essential needs of personnel , participation of personnel in decision making and leadership style of ,anger and some guidelines will be presented to increase productivity. This research studies three effective factors on productivity by correlation analysis. Statistical community includes staff personnel occupied in central building of Saman bank which have been selected randomly using by questionnaire based on their opinions.
The results of research proved that considering essential needs of personnel, staff participation in decision making and leader ship style of manager can increase productivity of personnel in the workplace.https://jipa.ut.ac.ir/article_23711_ab53f462f5f38c3b32ec878bf7354830.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122Mapping “Urban Management Science”
Based on ISI Subject AreasMapping “Urban Management Science”
Based on ISI Subject Areas13113823712FAHasan AbediJafariMohammadAbooyee ArdakanFattahAghazadehJournal Article19700101The goal of this article is mapping urban management Science. The main question of the research is “what are the subject areas of urban management science and how is the relation between these subject areas?” The map of urban management science can help to recognize urban management and its subject areas and can help policy makers to get familiar with the priorities in this subject area. For this purpose the ISI’s data-base was selected as a resource of data extraction. To achieve a science base for urban management five steps were done: 1-designing the search strategy, 2-searching, 3-analyzing search results, and 4-designing matrix of relationships, 5-clustering.
Research results shows that the map of urban management includes 36 subject areas and 18 districts.The goal of this article is mapping urban management Science. The main question of the research is “what are the subject areas of urban management science and how is the relation between these subject areas?” The map of urban management science can help to recognize urban management and its subject areas and can help policy makers to get familiar with the priorities in this subject area. For this purpose the ISI’s data-base was selected as a resource of data extraction. To achieve a science base for urban management five steps were done: 1-designing the search strategy, 2-searching, 3-analyzing search results, and 4-designing matrix of relationships, 5-clustering.
Research results shows that the map of urban management includes 36 subject areas and 18 districts.https://jipa.ut.ac.ir/article_23712_a069f937ddb283a4d9ee2664e7788172.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122Explanation of Intra organizational and Extra organizational Construction of Organizational Identity in Public OrganizationsExplanation of Intra organizational and Extra organizational Construction of Organizational Identity in Public Organizations14916623713FAAryanGholipourAli AsgharPourezzatFereshteMohammadiJournal Article19700101One of the most hot topic in recent years in management is Organizational identity and more important than it, is identity Construction which ignored in researches. Nowadays in most of the public organizations, the increase of turnover rate, reducing employees` job satisfaction, increasing the amount of job absent, developing job alienation, and lack of accepting responsibility sense and generally lack of identifying of the members with their organization, are noticed. The need for promoting the awareness of managers and directors of these organizations are among the effective factors on constructing the organizational identity and potential interests resulted from the strong and tenacious organizational identity more than ever. The present research is going to study internal and external factors effective on the constructing the organizational identity and the relationship between each of these factors with the organizational identity and present some guidelines for improving and strengthening it in the organizations. The mutual relationship of each of these factors with the organizational identity has been studied through correlation research method. The results show that there is positive and significant relationship between the positive media attentions to the organizations, external recognition, internal communication, top management team, human resources management and internal communication with organizational identity.One of the most hot topic in recent years in management is Organizational identity and more important than it, is identity Construction which ignored in researches. Nowadays in most of the public organizations, the increase of turnover rate, reducing employees` job satisfaction, increasing the amount of job absent, developing job alienation, and lack of accepting responsibility sense and generally lack of identifying of the members with their organization, are noticed. The need for promoting the awareness of managers and directors of these organizations are among the effective factors on constructing the organizational identity and potential interests resulted from the strong and tenacious organizational identity more than ever. The present research is going to study internal and external factors effective on the constructing the organizational identity and the relationship between each of these factors with the organizational identity and present some guidelines for improving and strengthening it in the organizations. The mutual relationship of each of these factors with the organizational identity has been studied through correlation research method. The results show that there is positive and significant relationship between the positive media attentions to the organizations, external recognition, internal communication, top management team, human resources management and internal communication with organizational identity.https://jipa.ut.ac.ir/article_23713_cafecb61272fb1e21597171f5fc5f942.pdfUnivrsity Of Tehran PressJournal of Public Administration2008-58773720111122The comparison study for customer’s satisfaction in the Iranian banking system by using Mishra modelThe comparison study for customer’s satisfaction in the Iranian banking system by using Mishra model16718423714FAMehdiMostafaviJournal Article19700101مقاله حاضر بهمنظور بررسی عوامل مؤثر بر رضایتمندی ودرنتیجه توسعه وتعمق در ابعاد رضایتمندی بانکهای دولتی و خصوصی تنظیم شده است.تجزیه و تحلیل دو مرحلهای عوامل رضایتمندی میتواند به مقایسهی سطح رضایتمندی مشتریان منجر شود.این مقاله پنج بعد رضایتمندی را برای مشتریان بانکها با استفاده از مدل میشرابهدست آورده است. آن ابعاد عبارتند از:خدمت محوری، سعی و کوشش، هواداری مشتری، تعهد و خوش برخوردی.در شهر مشهد سطح رضایتمندی برای هر دو سیستم بانکی دولتی و خصوصی از متوسط 50% بالاتر است. در میان ابعاد رضایتمندی در بانکهای خصوصی بالاترین و پایینترین نرخ بهترتیب به رفتار کارکنان بانک با مشتریان و توجه بانکها به نیازهای مشتریان (80% و 8/54%) اختصاص دارد. در حالیکه نرخهای مشابه برای بانکهای دولتی بهترتیب 80% و 59% برای رفتار کارکنان بانکها با مشتریان و اطلاعرسانی کارکنان به مشتریان است. در مجموع سطوح رضایتمندی مشتریان برای بانکهای دولتی و خصوصی بهترتیب 22/25 و 14/24 محاسبه شده است.مقاله حاضر بهمنظور بررسی عوامل مؤثر بر رضایتمندی ودرنتیجه توسعه وتعمق در ابعاد رضایتمندی بانکهای دولتی و خصوصی تنظیم شده است.تجزیه و تحلیل دو مرحلهای عوامل رضایتمندی میتواند به مقایسهی سطح رضایتمندی مشتریان منجر شود.این مقاله پنج بعد رضایتمندی را برای مشتریان بانکها با استفاده از مدل میشرابهدست آورده است. آن ابعاد عبارتند از:خدمت محوری، سعی و کوشش، هواداری مشتری، تعهد و خوش برخوردی.در شهر مشهد سطح رضایتمندی برای هر دو سیستم بانکی دولتی و خصوصی از متوسط 50% بالاتر است. در میان ابعاد رضایتمندی در بانکهای خصوصی بالاترین و پایینترین نرخ بهترتیب به رفتار کارکنان بانک با مشتریان و توجه بانکها به نیازهای مشتریان (80% و 8/54%) اختصاص دارد. در حالیکه نرخهای مشابه برای بانکهای دولتی بهترتیب 80% و 59% برای رفتار کارکنان بانکها با مشتریان و اطلاعرسانی کارکنان به مشتریان است. در مجموع سطوح رضایتمندی مشتریان برای بانکهای دولتی و خصوصی بهترتیب 22/25 و 14/24 محاسبه شده است.https://jipa.ut.ac.ir/article_23714_fd9ca9e8ac669658a53377858f052ac7.pdf