مجله پژوهش های مدیریت عمومی
پیاپی 8 (تابستان 1389)

The purpose of this study is implementing Oldham-Rosenbaum hybrid employee motivation model in Tehran Regional Electric Company (TREC). According to this model, motivation level of employees is a dependent variable and Promotion, Wage & Salary, and factors which are related to Job Identity are independent variables. For conducting this research, the questionnaire approach is applied and selected samples include 350 people from TREC employees. Research results present that the independent variables affect motivation level of employees but the effect of promotion and factors which are related to Job Identity variables on the motivation level of employees are direct but wage & salary effect on the motivation level of employees is indirect and occurs via factors which are related to Job Identity variable. For describing these relations, the special jobs careers in the Iranian organizations and agency problem in these organizations are introduced as main causes of the problem.

Realizing 20 years national vision requires expert, educated and empowered manpower in all fields. On the other hand our expert human resources migrate to developed countries in recent decades and nowadays brain drain has been a national crisis in Iran. In this article we are going to explain mass media’s effects on brain drain especially national mass media. Inspiring from push-pull model and cultivation theory we introduce a theoretical framework to recognize effects of mass media on brain drain. We apply semi-structured deep interview as an information gathering tool to identify brain drain causes and to recognize mass media’s effect in brain drain. We choose our sample from Sharif University of technology and our subjects were senior in engineering disciplines who wanted and applied to migrate to developed countries. According to research results, internet is the main determinant media and satellite and television are the later ones. Subjects believe that television programs low quality, incongruence between expert’s needs and television programs, inappropriate representations of experts in mass media, low opportunity of youths in television programs, no diffusion of scientific ethos and deinstitutionalization of science in society are the main factors in brain drain as a dysfunctions of mass media. They think that national mass media in Iran are the hobby and entertainment tools of illiterate people rather than expert persuasion mean.

The aim of this article is to investigation on the effecting models of emotional intelligence on organizational commitment and organizational citizenship behavior. Research Population included all staffs of lorestan tax administration. The size of this study sample was 97 people according to Cochrane equation. Regression analysis showed that emotional intelligence influence on organizational commitment and organizational citizenship behavior, and organizational commitment influence on organizational citizenship behavior. Between dimensions of emotional intelligence, Social skills and self-control respectively had the highest effect on organizational citizenship Behavior and organizational commitment. Between organizational commitment dimensions, continues commitment had the highest effect on organizational citizenship Behavior, but normative commitment didn’t have effect on the organizational citizenship behavior. The result of data analysis indicated that there is a significant relationship between education level and emotional intelligence, organizational citizenship behavior, emotional intelligence. And there was no significant difference between emotional intelligence, organizational citizenship behavior and organizational commitment of females and males.

Observations of the research scholar and existing statistical data indicates that market share of Iran made products in Afghanistan as compared to the imported products of the countries in similar conditions lies at a lower level. In this research we have endeavored to introduce the factors having impact on exporting goods in international markets. So that we may answer the following questions by counting and categorizing these factors as living effective on export level of Iran made products to Afghanistan. How is the gradation of these preferences? Then by surveying economic, political and socio- cultural conditions of Afghanistan, market and prevailing atmosphere has been studied multidimensionality.As the present research pertains to the factors having impact on exports to a foreign country, effective factors in international marketing atmosphere have been analyzed. It includes six ingredient factors of population, economy, environment, technology, legal-political and socio-cultural conditions having test awn particular indicators. To know these factors all together is the requisite of successful marketing and market representative most pay attention to it.To testing the hypothesis, the research articles have been examined through a field study and questionnaire. Analysis of the research combing out of the field study affirms the research hypothesis at a higher level.

Currently It industry noted mostly beside five other factors of industrial development such as (capital, herman, resource, material, management and economy). The experts evaluate the rake of IT not only as method but also assigned it as the contes of development) in progress. So today determining IT impact on industries is a must. The objective of this paper is comparing sedative efficacy in eighteen companies (food and biotechnology) in mashhad, based on IT indexes by AHP/DAEA approach. The outcomes ramked and coded completely result show that company which coded with No(3) is first and code 12 can on ended in rating.

The present study aimed to compare the effects of short-term presence and non-presence training courses on staff’s organizational commitment. this study is a pseudo-experimental research in which 6o managers and deputies of different educational grades of Zabol township participated in a three-day leadership training course in march 2010 which was held in that township. They were studied as a statistical sample in two groups: control group (non-presence training) and examination group (presence training). Data collection tool in this study was Allen and Meyer organizational commitment standard questionnaire which dealt with 3 dimensions including the Affective, Continuance and Normative commitment. Questionnaires were completed in two groups by all samples in two phases, before and 2 weeks after training. In addition, for data analysis, a T test for independent groups with the help of SPSS software (version 14) has been used. Findings showed that short-term presence training course is more effective in organizational commitment with 3 dimensions (Affective, Continuance and Normative commitment) than non-presence training course. although in this study it was proved that the short-term presence training course is superior to the short-term non-presence training course on staff’s organizational commitment, but we cannot neglect the fact that one important strategy to create and develop staff’s organizational commitment is training (in both presence and non-presence) and the inefficiency of short-term non-presence training requires pathology.

During recent years evaluating the performance has changed to one of the important concepts of management and has been a main part of leading organizations cultural that while improving responsiveness; define goals and programs of each organization. Currently managers of organizations to achieve organizational goals and programs and also organizations growth and survive in today's turbulent environment requires special features organizational intelligence is one of those factors, that managers must have to be able by obtaining deep knowledge about all environmental factors cause intelligent organizations and consequently can manage organization better. The goal of this research is the survey of relationship between manager’s organizational intelligence, and their performance in state organizations of Tabriz. For this purpose, based on the theory of Carl Albrecht’s, organizational intelligence has been defined in seven dimensions: Strategic, vision, same destiny, Appetite for change, spirit, unity and consensus, application of knowledge and performance pressure. in this research, 1 main hypothesis 7 sub hypotheses has been defined. Statistical Society of research is employee of state organization of Tabriz that its number is 3545 people. The number of Sample society by using kokran formula is estimated 337 people. And sample society is selected by categorized random sampling method. The devices for collecting Data are two questionnaires, organizational intelligence questionnaire included 49 questions, and manager’s performance questionnaire included 20 questions. After evaluating the validity and reliability of questioners distributed among sample society. For statistical analysis of data descriptive and deductive statistical methods were used. Thus, for classification, summarization and interpretation of data, descriptive statistics method and to test research hypothesis Pearson’s correlation test was used. The result indicates that there is meaningful relationship between Managers Organizational Intelligence and Theirs Performance in State Organizations of Azerbaijan Shargy Province.