فصلنامه فرایند مدیریت و توسعه
سال سی و یکم شماره 1 (پیاپی 103، بهار 1397)

The purpose of this study is to design and explain the fifth-level leadership model in knowledge-based organizations. This applied and descriptive survey combined quantitative and qualitative methods. The statistical population of the research was knowledge-based companies in Lorestan Province, from which 30 experts were selected according to purposive sampling method. In the qualitative section of the research, data were collected through semi-structured interviews. Atlas.ti software and the coding method were applied to analyze the data obtained from the interviews and as a result, the fifth
level leadership components were identified. In the quantitative section, data were collected by questionnaires, and were analyzed by Matlab software and Interpretative Structural Modeling (ISM). Consequently, the final model of the research was developed. The results of the study include the components and dimensions of the fifth level leadership and present the five-level leadership model in knowledge-based organizations. Findings also indicate the main
dimensions, situational properties, type of the leader-member exchange, skills and personality and behavioral characteristics of the fifth-level leadership.

This research is conducted to introduce a model for the interaction of the holding companies and their subsidiaries based on the maturity level of the human resource management processes of subsidiaries. Data were collected through interviews with university professors and experts, as well as questionnaires. The first oral questionnaire was given to 5 experts. The second one, developed based on Philips’PST model and interaction styles of Goold and Campbell, was administered to 30 professors, HRM spacialists in holding companies and other related experts. To reach statistical conclusion, the results acquired by the two questionnaires were compared. To analyze the data collected, SPSS16 software was used. Both descriptive and inferential statistics were used for the ten HRM processes. Findings show that the maturity level of the subsidiaries affect the interaction between the parent companies and their subsidiaries. With any increase in the maturity level of the subsidiaries, more authority is granted to them by their parent companies.

The purpose of this study is to investigate the effects of Islamic work ethics on individual’s job performance, taking into account the mediating roles of organizational commitment and job satisfaction among employees of the Civil Registration Organization of Hamedan Province. Regarding the aim, the research was applied and in terms of the methodology, it was a survey and in particular, it was of a correlational type. The statistical population consisted of all the employees of the C.R.O. of the province. Using Cochran's formula, the sample size amounted to 241, and simple random sampling method was used to distribute the questionnaires among them and finally 235 fully completed questionnaires were collected and analyzed. In order to test the research hypotheses, structural equation modeling and Amoss22 software were used. Findings show that Islamic work ethics has an impact on job performance and job satisfaction of employees. Job satisfaction affects organizational commitment and both of them have an impact on job performance. Also, Islamic work ethics affects job performance through the mediation of job satisfaction. This means that the institutionalization of the Islamic work ethics in organizations and aligning ethical principles with organizational strategies can help to improve job performance of the employees. The results of other hypotheses and levels of fit of the research model, along with detailed conclusions, limitations and executive suggestions are also presented.

Although some economic theories, including comparative and absolute advantage theories, support the liberalization of trade among countries, different types of dependency and various cultural, political and security dangers have led countries not only to utilize their own domestic products but to enhance their export. Consumers are in the center of the chain that leads to the purchase of domestic products because as long as consumers refrain from purchasing domestic products, no increase in domestic production can be a solution to diminish imports. In different countries, researches have been conducted on factors that can encourage customers to buy domestic products, but in some cases the factors obtained have been too numerous and the results have been contradictory. To collect data for this study, a comprehensive review of 35 different published studies in 25 articles was carried out using meta-analysis method and CMA2 software. Results show that quality and attitude have the highest effect (0.493 and 0.297, respectively) and the ethnocentrism and norm have the least effect on the domestic products purchase intention (0.294 and 0.226, respectively). But product judgments does not have any significant effect on the intention to purchase domestic products.

A review of organizational improvisation concept, which entered from jazz music into organizational studies and was well-accepted, reveals that there are strong roots and rich records of this concept in Persian poetry. Indigenous improvisation concept not only facilitates the introduction of organizational improvisation to Iranian managers, but also is an opportunity to develop its conceptual frameworks. In order to generalize results to organizational settings, this interdisciplinary, qualitative research was conducted based on the grounded theory method and interviews with Persian literature professors as well as a focal group of Ph.D. management students. Results suggest that in order to strengthen organizational improvisation, which leads to responsive, agile and balanced organizations, development of some organizational resources should be taken into consideration, such as: general knowledge and diverse skills, promotion of tools for quicker interpretation of environmental changes, internal and external organizational memory, infrastructures needed for rapid analysis of existing options, coherence and trust among employees, flexibility of provision and supply systems, improvement of organizational information flow, and finally, improvement of change acceptance skills in human resources. In addition to these capabilities, the emergence of organizational improvisation requires creation of exploratory culture and a minimal organizational structure with an external environment which encourages innovation, breaks habitual boundaries and fosters organizational improvisation.

Professional development of faculty members as a part of human resources development at universities is of special importance. One of the common strategies for the professional development of these members is sabbatical leave. The present study was carried out with narrative-based research methodology as well as interpretive approach to assess the experiences of faculty members from sabbatical leaves. Episodic interviews were used to collect data. Research potential contributors were university faculty members who had experienced at least one sabbatical leave. Sampling technique is purposeful and criterion-based. After interviewing 25 members, the data were categorized and analyzed inductively and according to thematic analysis, using Nvivo10 software. Findings show that sabbatical leaves have changed the academic and personal values of faculty members regarding professional development and personal life style, that the participants have highlighted the challenges of sabbatical leaves in the framework of internal and external organizational challenges, and that by using the experiences provided by sabbatical leaves, the faculty members have been able to bring about changes in their own personal lifestyle and in such attitudes as having a long-term plan for themselves and their families and having a sense of social responsibility and more positive relationship with colleagues. Results also show that in the area of professional and academic work, sabbatical leaves have developed a tendency among members toward group work and supporting students and colleagues by establishing scientific links as an interface with foreign universities and by giving priority to quality rather than quantity. It is recommended by the research that, because managerial positions suffer from high rate of mobility, simple and long standing administrative regulations should be considered to support faculty members willing to apply for sabbatical leave.