مجله مدیریت فرهنگ سازمانی
پیاپی 46 (زمستان 1396)

Due to correction of the official system which have been informed to governmental organizations in 1392, all the organizations should benefit from a coherent plan due to their organizational behavior which is based on human munificence and also to put value on human capitals and this is whilst in the current population of this research there were some ambiguous and unclear matters. This research is applied regarding the objective and is considered as a survey research according to data collection method. The statistical community of this research consists of 341 employees of University of Sistan and Baluchestan and among them, 132 employees are chosen randomly. In order to collecting data, researcher-made questionnaire is used. the results of factor analysis confirmed all indentified factors in the model (except one factor) and this indicated that the mentioned factors can play a role in institutionalizing organizational cultural based on human munificence. Finally, these factors were prioritized using Friedman test. The results indicated that Meritocracy in structural dimension, accountability in behavioral dimension, Value-oriented in semantic dimension and piety in background dimension have the most priorities for institutionalizing human munificence-oriented organizational culture.

The aim of this research is to study the relationship between Authentic Leadership and Organizational Transparency. The research method was descriptive – correlation. Statistical population was Roads and Urban Development General Directorate staff of Kerman (n: 270) and 118 subjects were selected using random sampling. The data collection tools were questionnaire. Validity of questionnaires was confirmed by specialist's opinion and its reliability was confirmed by Cronbach's alpha coefficient. Data analysis was performed by Pearson correlation test and Multiple Regression ( Stepwise). Results showed that there was a significant relationship between Authentic Leadership and its dimensions with Organizational Transparency. Results also showed that balanced processing dimension of authentic leadership is a significant predictor of organizational transparency but effect of other dimensions was not significant.

This study investigate the impact of social information process on organizational misbehaviour of employees Individualwith respect to the role of emotions and cohesion as moderators among universitie's employees. The descriptive statistics techniques have been used in this research .Using simple distribution sampling , the sample size of 162 have been selected from the population of 280 university employees.In performing the survey several questionnaire's such as Ferguson (2007), Beneeth and Robinson (2000), Watson Clark and Telgen (1998), Dobbins and Zakaro (1968) and Robins (1998) have been used to evaluate the list of variables including misbehaviour, emotions, cooperation respectively. Also to evaluate the model "Structural Equation Modeling"(SEM) method and Smart PLS application have been used.Results suggest that there is a positive correlation between social information factors and misbehaviour. In addition, the co-operation and emotion moderate the relation between social information and organizational misbehaviour.

This research performed to investigation of organizational citizen behavior effect on social loafing in organization of road and city planning in Karaj. The organizational citizen behavior concept has 5 dimensions consist of: royalty, affection, magnanimity, altruism and virtue that evaluated by questionnaire. The questionnaires of this research distributed between 139 persons of statistical universe to all staff of General Office of road and planning in Karaj. Structural equations model and analyzing of Partial Least Square (PLS) methods were used to examine the hypotheses. The results indicated that among all organizational citizen behavior dimensions, four dimensions have negative and meaningful effect on social loafing.. The results of the research also indicated that among all organizational citizen behavior dimensions, altruism dimension has most effect on decrease social loafing.

The present study was done with survey aim mediating effect of professional commitment on the relationship between professional competency and job performance. Research method was descriptive- correlation with an emphasis on structural equations. Statistical population of the research consists of all education expert of Tehran University (N=340). Cochran formula was used to determine the sample size And 180 individuals were selected as the sample that their selection was done by proportional stratified method. Data collection based on the three questionnaire of Researcher made professional competency, Meyer, Allen and Smith’ s Professional commitment (1993) and Hersey and Goldsmith’ s job performance (1981) was performed which their Cronbach's alpha coefficient was Obtain respectively 0.92, 0.91 & 0.95 and face and content validity of the questionnaire was confirmed by experts. The method results showed that professional competency on professional commitment and job performance has a positive and significant impact and professional commitment has a positive and significant impact on job performance. As well as the role of mediator of professional commitment was confirmed in the relationship between professional competency and job performance.

Because of increasing importance of dealing with organizational cynicism and reducing its harmful consequences for enterprises, this study attempts to analyze impacts of positive organizational behavior factors on the reduction of organizational cynicism. Psychological capital and psychological empowerment have been considered as the main variables of positive organizational behavior. Therefore, efforts have been made to examine the relationships between positive psychological capital and psychological empowerment and organizational cynicism. Importantly, in the meantime, the role of ethical leadership has been considered as a mediator. This research is a descriptive survey which its statistical population consists of employees of Social Security Branches of Qom province and required data have been gathered through questionnaires. These data have been analyzed via SPSS 22 and AMOS 22 software. Results of regression analyses and structural equations tests show that psychological capital, psychological empowerment and ethical leadership can affect organizational cynicism negatively. While, ethical leadership has a mediating role in these relations.

Financial crisis of big companies during this decade led to introduce bankruptcy prediction models. The main objective of this study was to assess the information content of the cash flow of the companies listed in Tehran Stock Exchange bankruptcy detection using artificial neural networks. The population of this research firms listed in Tehran Stock Exchange for the period from 2005 to 2013 is the year. For this purpose, 84 companies including 42 companies’ bankrupt and 42 healthy firms were selected. This three-layer perceptron neural network is trained using back-propagation algorithm. According to the results, the neural network model to current liabilities ratio of operating cash flow, operating cash flow to interest coverage ratio, cash return on assets ratio, the ratio of earnings quality expected instantaneous power in Iran is capable to bankruptcy. The findings also show that the model accurately predicted 99 percent of the total for the year of bankruptcy, insolvency procedures in two or three years before bankruptcy 91 and 85 and 70%, respectively, accurately predicts.

Nowadays, along with development of information technology and knowledge-oriented global economy, the organizations should consider their intangible properties in order to survive and success in the current knowledge-based competitive world. Organizational memory as one of the instruments of knowledge management implementation has an important role in collecting and maintaining the organization's produced knowledge. In this regard, the nature of organizational memory including the procedural and declarative memory has attracted many attentions as an attractive research topic in management literature. However, emotional aspect of organizational memory and its effect on organizational innovation is such issue in management literature that few studies have focused on. Thus, this study is to investigate the effect of emotional memory on organizational innovation. On this basis, a questionnaire distributed between 246 companies of Mashhad industrial state. The face and content validity of questionnaire were evaluated by obtaining the expert's opinions and its construct validity through conducting a confirmatory factor analysis. Research results indicated that emotional memory affects the organizational innovation through declarative memory and procedural memory in addition to the direct effect.

The purpose of present study was to investigate the mediator role of professional ethics in organizational culture effects on staff social responsibility and organizational commitment. Subjects were all staff of sport and youth departments of Esfahan province. The number of statistical sample was determined by Krejcie and Morgan table to be 201. Sampling was done by classified random method according to geographical distribution of service location. For data collection about organizational culture variable, Denison questionnaire (2000), about social responsibility variable, Heidarzadeh and Rahpeima questionnaire (2013), about organizational commitment variable, Allen and Meyer questionnaire (1990), and about professional ethics variable, Kadvezier questionnaire (2004) were used. Their face and content validity was confirmed based on professors’ comments and their reliability was confirmed by Cronbach’s alpha. For data analysis, structural equation modeling by Lisrel software was used. Results showed that organizational culture has a positive and significant effect on organizational commitment, by coefficient of 0.36, indirectly according to professional ethics mediator variable and on social responsibility by coefficient of 0.37. Thus, the mediator role of professional ethics variable and research conceptual model was confirmed.

One of the effective factors in establishing communication with other people, in addition to the differences in personality, perception and values is the differences generations in workplace. The primary purpose of the current study is identification of current generations in organizations.According to the purpose, the present study is an applied research and due to the methodology this is a descriptive – survey research. The statistical population of the present study consists of all governmental organizations. A number of 1353 employees from 5 provinces were selected as a sample via cluster sampling. Then after data collection throughresearcher-made questionnaire, the research hypotheses were analyzed with the using of SPSS. Findings obtained from data analysis, indicates that there are 4 generations in Iran’s workplace. The present study reveals that there are differences among generations including organizational hierarchy, computer using, etc. These differences can make problems in coordination, coherence, and communication among different generations. thanrequires understanding and improving communication skills in dealing with multi-generational forces in workplace.

Human resource management has seen a significant change by emergent of information systems. The purpose of this paper is finding the relations of words, recognizing the most frequent words, also study the trends of information systems in the field of human resources management through text mining approach. Among text analytic methods, words-weighting, words-correlation, text clustering algorithms, have been applied to the dataset of high-ranked information systems journals and our data set is obtained from Scopus database between the year of 2013 and 2017, then, this study utilizes text mining algorithm on the titles, abstract and keywords of the papers tries to find the relations of the words and general trends of information systems in the field of human resources management. The results present practical information which can help students and scholars to understand a useful overview and provides them with the opportunity to focus on new topics of new trends of information systems in the field human resources. Some results of this paper are: the importance of knowledge management and especially knowledge-sharing process, virtual teams, use of human resources information systems, and also the key role of social networks in organizations.