مجله پژوهش های مدیریت عمومی
پیاپی 27 (بهار 1394)

Spirituality in the workplace، particularly in the areas of leadership، both from a theoretical and practical perspective، has allocated substantial growth to itself. In this regard، this paper investigates and quantifies the impact of spiritual leadership on organizational justice، considering the mediating role of spiritual wellbeing. The sample consisted of 234 employees of the Electric Khodro Shargh Company by random sampling. A questionnaire was used to collect data، and P. L. S. software was used to test structural equation modeling. The results of the structural model fitting showed that the effect of spiritual leadership on organizational justice is influenced by the spiritual well-being variable، so that changes in organizational justice cannot be significantly predicted without spiritual well-being as a mediating variable.

Although findings of the researches indicataes that human resource management practices have significant effects on organizational innovation, the prior researches didi not apply system approach. Moreover, the process through which HRM practices affect innovation is not known well. This study aims at investigating the relation between high commitment work system and organizational innovation. This study is an applied research based on its aim and descriptive-correlative one based on the method of gathering data. Knowledge employees of Simaran company constituted the statistical population of this study. Using census sampling, 220 persons were selected as the research sample. Questionnaire was used to gather the data. Cronbach's alpha was applied for assessing the reliability of the measures.Construct validity was evaluated by confirmatory factor analysis. The hypotheses were tested by structural model. According to the results of this study, HCWS has positively significant effect on knowledge sharing both directly and through the mediating role of perceived organizational trust. Also, knowledge sharing has significantly positive effect on organizational innovation.

Commercialization is one of the essential element for development in The biotechnology industry. Nowadays Successful Commercialization is critical for surviving in the competitive markets. Commercialization is delivering of technical inventions to the market for profits, and includes the processes and activities that bridge the gap between the economic value and the realization that the true economic value. establishing strategic alliances between pharmaceutical companies and biopharmaceutical companies in biomedical industry has become the dominant mode of innovation commercialization. Establishing strategic alliances between firms is one of the important issues that have been addressed in this paper. The survey of 30 experts on the pharmaceutical industry, seven hypotheses using t- student test results - and 8 hypothesis testing by factor analysis within cases led to the eight hypothesis supported and five of the seven hypotheses confirmed the drivers of strategic alliance capability in priority order are: access to complementary assets, the dynamic capability of alliance management, organizational learning, social capital, and mechanisms that reduce the choice uncertainty of coalition partners.

Open innovation is targeted from flow of knowledge for accelerate internal innovation and market expansion using external innovation. Todays, the necessity of applying open innovation to enhance competitiveness of companies in domestic and foreign markets is as a new topic. Science and technology Parks plays large role in the creation of a national innovation to cover knowledge based companies. Because Necessity of innovation in this type of companies, Parks have to provide a platform for innovation in the use of their Sections. One method to achieve success is the implementation of open innovation. Accordingly, this research seeks to develop a model of open innovation in Science and technology parks. For design of the model, firstly. By investigating the research literature and surveys of 126 researchers and experts in universities and Science and technology parks, Dimension of open innovation were identified. Then, through the validation by 45 people of Directors, Officers and Staff in companies of science and technology park the development model of open innovation was Confirmed. The model presented in this study includes four the role of facilitating: Facilitation role, Supportive role, regulation role and Cognitive-normative role for open innovation in science and technology parks and 19 sub role. finally In this study, mining models was confirmed using confirmatory factor analysis. It should be mentioned Calculations were performed using the software spss18 and lisrel8.8.

Current research studies the influence of Knowledge-centered culture on knowledge sharing. Regarding trust propensity, as a fixed personal trait changed in communication between Knowledge-centered culture and knowledge sharing. The moderator role of this structure has also been studied. To do this, questionnaires that had valid reliability and validity were completed by 240 employees of Ferdowsi University of Mashhad, Iran. Relationship patterns among mentioned structures through structural equations and PLS computer application have been assessed. Results show that suggested pattern has a good fitness. Also research hypotheses based on positive and meaningful relationships based on knowledge on knowledge sharing and positive and meaningful relationship and trust as a moderator have been proved. Results mind university policy makers and researchers to create and improve trust as a personal trait in individuals providing growth for knowledge and sharing that through Knowledge-centered culture.

Organizational citizenship behavior is a set of behaviors that accounts beyond confined individuals’ obligatory behaviors within work setting, but plays a basic and pedestal role for creating desirable social and psychological space within it. Among it, employees’ perception of justly payments and equity in organizational procedures and so justly interpersonal behaviors within organization play a significant role in encouraging and development of organizational citizenship behavior. The main purpose of present research is investigation of relationship between employee’s organizational citizenship behavior and organizational justice of Red Crescent Society’s Textile Industries of Islamic Republic of Iran. Statistical population of present study includes 180 persons of Red Crescent Society’s Textile Industries of Islamic Republic of Iran and its equal sample includes 106 employees. Data is collected by using standard questionnaires, and analyzed by SPSS and LISREL. Results show that the relationship between employee’s organizational citizenship behavior and organizational justice is positive and significant. This positive and significant relationship so found between organizational citizenship behavior dimensions and organizational justice dimensions. Nowadays, for progression and effectiveness, organizations need to effective and undertaker employees that go beyond their duties and achieve to growth and maturity. Thus, organizations should pay more attention to improvement their employee's justice and commitment.

The purpose of this research was determining the roles of work engagement, job control, innovative behavior, and transformational leadership in prediction of job crafting. The research design was correlation and The sample consisted of 150 employees of Ahwaz Rolling and Pipe Mills Company who were selected by convenience sampling method. The instruments which used in this study were work engagement scale (Schaufeli, et al., 2002), job control scale (Jackson, et al., 1993), innovative work behavior questionnaire (Krause, 2004), multifactor leadership questionnaire (Bass, 1985), and job crafting questionnaire (Laurence, 2010). The collected data were analyzed using descriptive statistics tests (mean and standard deviation) and inferential statistics (pearson correlation coefficient and multiple regression analysis). The results showed that there are positive and significance relationship between work engagement, job control, innovative behavior, and transformational leadership and job crafting. In addition, the results of multiple regression showed that among the investigated variables, work engagement, innovative behavior and transformational leadership had a significant role in explaining the variance in job crafting.