پژوهشنامه علوم انسانی و اجتماعی
پیاپی 23 (زمستان 1385)

This study investigates the usefulness of accounting and financial data in assessment of security risk in Tehran Stock Exchange (TSE). We use six accounting and financial data including Size, Growth, Variability of Earning, Financial Leverage, Dividend Policy, and Liquidity to assess risk premium. Also, we compare ability of accounting and financial data-based models with market data-based models in assessment of risk premium. Our findings indicate that Size and Variability of Earning are significantly related with risk premium. Also, this study indicates that models based on accounting and financial data assessment risk premium better than models based on market data.

Organizational performance has a crucial effect on other activities in organizations. Therefore, the methods and techniques of real performance evaluation is always one of the key issues in organizational and academic researches. On the other hand, because of the responsibility of DEA models-especially in performance evaluation and productivity measurement- many research methods have been developed around this topic in different scientific areas. Also, the key role of insurance industry in development of countries indicates the importance of performance evaluation in branches of insurance companies. Therefore, if a major step is to be taken in the direction of continuous performance improvement, the quality and quantity of performance have to be evaluated and compared. In this research the main question is how we can do performance evaluation in branches of insurance companies. To answer this question we chose the entire data from insurance branches, except the branches in Tehran (year 1382).DEA is a property technique for performance evaluation in branches of insurance companies which identifies the efficient and non-efficient branches. After introducing DEA, we describe the use of this technique for performance evaluation in branches of DANA insurance company (for example).

One of the main strategies of service organizations to achieve competitive advantage is improving service quality. Today, service quality has become a significant differentiator and indeed the most competitive weapon for pioneer service organizations. In general, organizations through Human resource management practices can create an environment that encourages positive employee behaviors, thereby enhancing service quality. This study aims to empirically explore the relationship among human resource management practices, service behaviors and service quality in the restaurants and fast food shops. The results indicate human resource management practices had a partially direct effect on customer perceptions of service quality and an indirect effect through employees’ service behaviors. This means that service behaviors partially mediates the relationship between human resource management practices and service quality.

The job satisfaction of faculty members is the most important factor in higher education. If effectiveness and productivity of the higher education system and academic community are to be enhanced, then we must examine what factors influences the job satisfaction of faculty members. The purpose of this descriptive-correlational study was to examine factors affecting job satisfaction of faculty members of Bu-Ali Sina University as explained by Herzberg job motivator and hygiene factors. A group of 85 faculty member of Bu-Ali Sina University, was randomly selected as sample. Employing a descriptive-correlative survey method, data were collected through questionnaire. The faculty members were generally satisfied with their jobs. However, male faculty members were less satisfied than female faculty members. The factor “work itself” was the most motivating aspect for faculty. The least motivating aspect was “working conditions.” The demographic characteristics were negligibly related to overall job satisfaction. The factors “work itself,” and “advancement” explained 60 per cent of the variance among faculty members’ overall level of job satisfaction. The demographic characteristics (age, years of experience, academic rank, degree) were negligibly related to overall job satisfaction.

In today's volatile environment, performance evaluation is a critical problem. In recent decades, various models evaluating performance have been proposed but the model standing out is Data Envelopment Analysis (DEA) with its own advantages and disadvantages. One of the most considerable problems that limit DEA performance is the small number of Decision Making Units (DMUs) in proportion the number of inputs and outputs. When the aforementioned problem exists, basic DEA models can not efficiently differentiate units and have difficulties tackling it Hence, the differentiability power of the model is low. In this paper Artificial Neural Networks (ANNs) are used to measure technical efficiency and a combinational model of ANNs and DEA (Neuro-DEA) is proposed. Also the topology of the proposed model which is a two layer perception with back propagation algorithm is analyzed. Furthermore in a case study related to the evaluation of oil refineries technical efficiency, results of Neuro-DEA are discussed and compared with input oriented CCR model.

This research which is a analytical descriptive study was done in order to assess organizational factors condition and its relationship with personnel's job burnout in BandareAnzali Ports and Shipping Organization (PSO). In this research, 135 persons who are working in this organization were participated by random selection method. The Instrument collect data in this research is job burnout Questionnaire (Maslach) and Questionnaire which researcher built for organizational factors. Results of research, show that more than 1/3 personnel according to job burnout are in high range in all dimensions consist of emotional exhaustion, lack of personal successful and depersonalization. Also, Pearson statistical test results show that there is a relationship between organizational factors such as structure, salary and wage, leadership style, job security, culture, work environment health, technology and organization strategy with job burnout.