فهرست مطالب

پژوهش های مدیریت عمومی - پیاپی 36 (تابستان 1396)

مجله پژوهش های مدیریت عمومی
پیاپی 36 (تابستان 1396)

  • تاریخ انتشار: 1396/06/11
  • تعداد عناوین: 10
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  • صمد بارانی، ابوالحسن فقیهی*، رضا نجف بیگی صفحات 5-30
    فرهنگ اداری مطلوب یکی از الزامات اساسی برای اجرای برنامه های تحول اداری است. اغلب رویکردهای مدیریت دولتی در یک بستر فرهنگی خاصی مطرح شده اند به طوری که مسیر اجرای برنامه های تغییر را هموار سازند. در حالی که اغلب مطالعات در برنامه های تحول اداری بر تغییرات ساختاری تمرکز دارند. این تحقیق بر فرهنگ اداری به عنوان بستر تحولات توجه دارد. هدف اصلی این تحقیق شناسایی موانع تحول اداری از منظر فرهنگ اداری است. جامعه آماری پژوهش را تعدادی از خبرگان اجرایی و دانشگاهی تشکیل داده اند که تعداد 14 نفر در بخش کیفی و 30 نفر در بخش کمی به روش نمونه گیری غیر احتمالی (روش گلوله برفی) انتخاب و در تحقیق مشارکت داده شدند. نوع تحقیق از جنبه هدف آن، اکتشافی و از نظر مخاطب، پژوهشی بنیادی است. ابزار گردآوری داده ها در بخش کیفی، مصاحبه نیمه ساختاریافته و در بخش کمی پرسشنامه محقق ساخته بوده است که روایی آنها به روش محتوایی و پایایی شان به ترتیب با روش بازآزمون و آلفای کرونباخ بررسی و تایید شده است. به منظور تحلیل داده های بدست آمده از مصاحبه ها از روش تحلیل تم و برای تحلیل داده های حاصل از پرسشنامه از تحلیل عاملی تاییدی با نرم افزار SmartPLS استفاده شده است. براساس یافته های تحقیق 100 مانع در قالب یازده دسته از موانع در سه سطح فردی، سازمانی و فراسازمانی شناسایی شدند.
    کلیدواژگان: نظام اداری، تحول اداری، فرهنگ سازمانی
  • سید رضاسیدجوادین*، طهمورث حسنقلی پور، آرین قلی پور، عباسعلی حاجی کریمی، فاطمه کریمی جعفری صفحات 31-62
    انطباق پذیری مسیر شغلی ریشه در تغییرات دنیای کاری دارد. دنیای جدید کار در حال حاضر شرایط متغیری را پیش روی کارکنان قرار داده است، به گونه ای که افراد ناگزیر از ایجاد تغییر در خویش یا محیط هستند تا بتوانند به نتایج مطلوب دست پیدا کنند. پژوهش حاضر با هدف طراحی مدل انطباق پذیری مسیر شغلی کارکنان شرکت پتروشیمی شازند و شناسایی عوامل فردی موثر بر آن انجام پذیرفته است. پژوهش از لحاظ هدف، توسعه ای کاربردی و از لحاظ نحوه گردآوری داده ها، توصیفی- همبستگی و ابزار گردآوری داده ها پرسشنامه است. جامعه آماری در این پژوهش شامل کلیه کارکنان و مدیران صفی شرکت پتروشیمی شازند در سال 95 می باشد که تعداد آن ها 2320 نفر است. برای نمونه گیری از روش نمونه گیری تصادفی متناسب با حجم استفاده شد. تعداد نمونه های پژوهش با استفاده از فرمول کوکران 329 نفر انتخاب گردید. به منظور پاسخ به فرضیات پژوهش از تکنیک های تحلیل عاملی تاییدی (CFA) و مدل سازی معادلات ساختاری (SEM) با استفاده از روش حداقل مربعات جزیی (PLS) استفاده شده است. نتایج حاصل از معادلات ساختاری نشان می دهد تمامی عوامل فردی بر انطباق پذیری مسیر شغلی کارکنان تاثیر مثبت و معنادار داشته اند. مقدار ضریب تعیین (R2) نشان می دهد هر پنج متغیر شخصیت، خودکارآمدی شغلی، هوش هیجانی، معنویت، سرسختی شغلی روی هم رفته 9/69% از تغییرات متغیر انطباق پذیری مسیر شغلی را توضیح داده اند. با توجه به مقدار بتا بیشترین سهم را شخصیت و کمترین تاثیر را سرسختی شغلی داشته است.
    کلیدواژگان: انطباق پذیری مسیر شغلی، شخصیت، خودکارآمدی شغلی، هوش هیجانی، معنویت، سرسختی شغلی
  • فریبرز رحیم نیا *، سیده منصوره حسینی رباط صفحات 63-88
    نیروی کار احساسی، مدیریت احساسات به منظور ابراز احساسات مورد انتظار سازمانی است که دارای دو بعد بازیگری ظاهری و بازیگری عمیق می باشد. حرفه پرستاری به شدت با مفهوم احساسات عجین شده است. از این رو، هدف اصلی این پژوهش، شناسایی مولفه های ابعاد نیروی کار احساسی پرستاران نمونه کشوری در تعامل با همراهان بیمار است. این مطالعه به صورت کیفی و بر مبنای استراتژی پدیدارشناسی انجام شد. جهت جمع آوری داده ها از مصاحبه های نیمه ساختاریافته و عمیق و جهت تجزیه و تحلیل آن از رویکرد کلایزی استفاده گردید. جامعه مورد مطالعه پژوهش را کلیه پرستاران نمونه کشوری بیمارستان های دولتی مشهد تشکیل دادند که با توجه به نمونه گیری هدفمند و کفایت آن مورد مصاحبه قرار گرفتند. از یافته های حاصل از تجزیه و تحلیل مصاحبه ها، در بعد بازیگری ظاهری، 2 زیرمولفه ”خاموشی احساسی“ و ”نمای احساسی“ برای مولفه «سرکوب احساسی » و در بعد بازیگری عمیق، 8 زیرمولفه ”درک وضعیت احساسی همراهان بیمار“، ”توجه به نظرات همراهان بیمار“، ”خود را جای همراهان بیمار گذاشتن“، ” تصویرسازی“، ” توجیه سازی“، ” تلقین سازی“،” اجتناب از برخورد احساسی“ و ” خلوت کردن احساسی“ برای 3 مولفه «حمایت احساسی، تلاش احساسی، فاصله احساسی» پدیدار گردید. یافته های این پژوهش بینش ارزشمندی را در مورد نیروی کار احساسی انجام شده توسط پرستاران نمونه کشوری فراهم می کند که به ارتقاء کیفیت ارائه خدمات و در نتیجه بهبود کیفیت زندگی بیماران کمک می کند.
    کلیدواژگان: احساسات، نیروی کار احساسی، بازیگری ظاهری، بازیگری عمیق
  • سمانه محمدپور *، امین رضا کمالیان صفحات 89-115
    در طی دهه گذشته، شرکت ها به شکل فزاینده ای به ارزش مدیریت دانش جهت کسب مزیت رقابتی پی برده اند. دو بعد عمده مدیریت دانش عبارتند از یادگیری سازمانی و فراموشی سازمانی. علی رغم تحقیقات بسیار زیادی که در زمینه مدیریت دانش و یادگیری سازمانی انجام گرفته است، تاکنون در زمینه فراموشی سازمانی و مدیریت آن مطالعه و بررسی زیادی انجام نشده است. هدف از پژوهش حاضر بررسی نقش رهبری اصیل در فراموشی سازمانی هدفمند با توجه به نقش میانجی توانمندسازی روانشناختی می باشد. روش تحقیق توصیفی- همبستگی و از حیث هدف کاربردی است. جامعه آماری، شامل کلیه کارکنان شرکت ملی پخش فراورده های نفتی استان سیستان و بلوچستان است که از میان آن ها تعداد 165 نفر به روش نمونه گیری تصادفی به عنوان نمونه انتخاب شدند. ابزار گردآوری داده ها شامل پرسشنامه های رهبری اصیل آولیو و همکاران (2007)، فراموشی سازمانی دی هالن و همکاران (2004) و توانمندسازی روانشناختی وتن و کمرون (1995) می باشد. در این پژوهش از آزمون های همبستگی، رگرسیون و مدل معادلات ساختاری استفاده شده و داده ها از طریق نرم افزار لیزرل مورد تحلیل قرارگرفته است. نتایج حاکی از آن است که رهبری اصیل هم به طور مستقیم و هم به طور غیرمستقیم از طریق توانمندسازی روانشناختی بر فراموشی سازمانی هدفمند تاثیرگذار است و توانمندسازی روانشناختی به عنوان متغیر میانجی در رابطه بین رهبری اصیل و فراموشی سازمانی هدفمند به طور نسبی اثرگذار است. هم چنین نتایج تاثیر مثبت توانمندسازی روانشناختی بر فراموشی سازمانی هدفمند را نشان داد.
    کلیدواژگان: رهبری اصیل، فراموشی سازمانی، توانمندسازی روانشناختی
  • حسن غفاری، مسعود پورکیانی*، غلام عباس شکاری، ایوب شیخی صفحات 117-142
    مفهوم مدیریت استعداد را باید یکی از مهم ترین موضوعات در مدیریت منابع انسانی اکنون و آینده دانست. امروزه سازمان ها دریافته اند که اگر خواهان کسب برتری در مقایسه با رقبا هستند، به طورقطع نیاز به طراحی مدلی جامع از مدیریت استعدادها دارند که می تواند به عنوان یک ابزار برای فعالیت های مدیریت منابع انسانی درنظرگرفته شود. هدف از این پژوهش اکتشاف و تبیین مولفه ها و شاخص های مدیریت استعداد منابع انسانی در سازمان ها بود. این پژوهش به لحاظ هدف، کاربردی و ازنظر روش تحقیق، توصیفی از نوع همبستگی واز نظر شیوه‏ی جمع آوری داده ها پیمایشی بود. در ابتدا، ابعاد، مولفه ها و شاخص های مدیریت استعداد از مبانی نظری و مطالعات صورت گرفته در ارتباط با موضوع تحقیق شناسایی و احصاء شدند و بر اساس آن ها پرسشنامه محقق ساخته ای طراحی شد. روایی این پرسشنامه با استفاده از دیدگاه ها و نظرات اساتید، خبرگان و صاحب نظران دانشگاهی تایید شد. پایایی آن نیز با روش آلفای کرونباخ 808/0 مورد تایید قرار گرفت. جامعه آماری پژوهش شامل اساتید و خبرگان حوزه مدیریت و برخی افراد آگاه به موضوع پژوهش بودند که بر اساس روش نمونه گیری تصادفی ساده (نظر خبرگان) 30 نفر به عنوان نمونه آماری پژوهش انتخاب شدند. مهم ترین نتایج تحقیق نشان داد که در شناسایی و اولویت بندی کلی در رابطه با مولفه های مدیریت استعداد، شناسایی کارکنان کلیدی و سیستم پرداخت پولی و مالی به ترتیب بالاترین و پایین ترین رتبه بندی را به خود اختصاص دادند. با شناختی که از تحلیل و ارزیابی در خصوص رتبه‏بندی ابعاد و مولفه های مدیریت استعداد حاصل شد، می توان با بهبود در این وضعیت به مدیران و مسئولان سازمان ها در جهت شناسایی، جذب و به کارگیری استعدادهای برتر کمک شایانی نمود.
    کلیدواژگان: استعداد، مدیریت استعداد، مخزن استعداد، مولفه های مدیریت استعداد
  • ثریا غلامحسین پورانوری، عبدالرحیم نوه ابراهیم *، حمیدرضا آراسته، حسن زین آبادی صفحات 143-160
    این پژوهش با هدف اصلی بررسی اهمیت مدیریت استعداد در دانشگاه ها و تاثیر آن بر روی جامعه و سازمان اجرا گردیده است. پژوهش حاضر از نظر هدف کاربردی و از نظر چگونگی گردآوری داده های مورد نیاز در گروه پژوهش های آمیخته ی اکتشافی طبقه بندی می شود و با استفاده از مدل آمیخته در دو بعد کیفی و کمی اجرا شده است. جامعه ی مورد مطالعه‏ی پژوهش شامل تمام اعضای هیئت علمی دانشگاه های آزاد اسلامی استان آذربایجان شرقی بوده است. به منظور گردآوری اطلاعات از شیوه ی شناسایی عوامل بر اساس تجزیه و تحلیل ادبیات موضوع، و استفاده از مصاحبه نیمه ساخت مند با الهام از روش دلفی، استفاده گردید. سپس با استفاده از داده های جمع آوری شده از طریق مصاحبه، پرسشنامه ای در زمینه ی پی آمد به کارگیری مدیریت استعداد در دانشگاه به منظور سنجش تاثیر آن بر جامعه و سازمان تهیه و در اختیار گروه نمونه آماری قرار داده شد. نتایج پژوهش حاکی از آن بود که مدیریت استعدادها می تواند عامل کلیدی در توسعه ی فردی، سازمانی، اقتصادی، اجتماعی جوامع در هزاره‏ی سوم و کسب مزیت رقابتی جهانی برای جامعه ی مذکور باشد.
    کلیدواژگان: مدیریت استعداد، آموزش عالی، پی آمد و رویکرد سیستمی
  • سید حسین جلالی، نادر مظلومی* صفحات 161-180
    محققان عرصه‏ی استراتژی، مولفه‏ی رهبری را یکی از مهم ترین عوامل تاثیرگذار در جهت توفیق یا شکست برنامه های استراتژیک دانسته اند. با این حال، تعداد اندکی از پژوهش ها به واکاوی عمیق یک الگوی مشخص رهبری در اداره‏ی فرایند پیاده سازی استراتژی پرداخته اند. پژوهش پیمایشی و کاربردی حاضر با هدف بررسی عمیق مولفه‏ی رهبری، سبک رهبری تحول گرا را در تسهیل فرایند پیاده سازی استراتژی مورد مطالعه قرار داده است و نقش چهار متغیر قابلیت نوآوری، تعهد سازمانی، یادگیری سازمانی و انگیزش کارکنان را در رابطه میان سبک رهبری تحول گرا و پیاده سازی استراتژی ارزیابی کرده است. داده های موردنیاز به وسیله پرسش نامه از نمونه ای بالغ بر 250 نفر از مدیران ارشد شرکت های پیمانکاری تاسیسات و تجهیزات صنعتی گردآوری شده اند و تحلیل داده ها توسط مدل های رگرسیونی انجام شده است. یافته های پژوهش ضمن تایید رابطه میان رهبری تحول گرا و پیاده سازی استراتژی، نشان می دهد ایجاد تعهد سازمانی و انگیزش کارکنان مهم ترین کارکرد رهبری تحول گرا در هنگام اجرای استراتژی است و این سبک از رهبری می تواند با به همراه آوردن نوآوری، یادگیری، تعهد و انگیزش، فضای سازمان را برای دستیابی به اهداف استراتژیک و تسهیل فرایند پیاده سازی استراتژی آماده سازد.
    کلیدواژگان: پیاده سازی استراتژی، سبک رهبری، رهبری تحول گرا، یادگیری سازمانی
  • مهیم شیهکی*، لقمان منصوری صفحات 181-210
    امروزه در اقتصادهای دانش محور، دانشگاه، صنعت و دولت به عنوان سه رکن اساسی نظام ملی نوآوری شناخته شده اند که هر کدام نقش و وظیفه ای خاص بر عهده دارند، دانشگاه و صنعت با هم نقش مهمی در ایجاد و حفظ مزیت های رقابتی دارند، ایجاد و برقراری ارتباط بین دانشگاه و نهادهای صنعتی باعث خلق ارزش برای ذینفعان می گردد. در این مطالعه با استفاده از نظریه «بازاریابی رابطه مند» ارتباط و همکاری میان شرکت ها و نهادهای صنعتی مرتبط با دانشگاه سیستان و بلوچستان به منظور بررسی عوامل ایجاد ارتباط بین دانشگاه و سازمان هایی که در برنامه های کارآموزی فارغ التحصیلان همکاری دارند، مورد بررسی و تجزیه وتحلیل قرار گرفت، جامعه مورد مطالعه شرکت هایی هستند که با دانشگاه سیستان و بلوچستان همکاری داشته اند، در این مجموعه تعداد 175 نفر از مدیران و معاونین و کارکنان بخش های مرتبط شناسایی شدند، حجم نمونه با استفاده از فرمول کوکران 120 عضو برآورد شد، داده ها توسط پرسشنامه محقق ساخته گردآوری و به کمک تحلیل PLS مورد تجزیه وتحلیل قرار گرفت. درنهایت مدلی از معادلات ساختاری ایجاد و آزمایش شد و یافته های پژوهش نشان داد که ارتباطات، اساس برقراری روابط است و تاثیر مثبتی بر میزان رضایت از رابطه، اعتماد و تعارضات کارکردی دارد همچنین مشخص گردید که اعتماد و تعهد، سطح همکاری شرکت ها با دانشگاه را افزایش می دهند.
    کلیدواژگان: بازاریابی رابطه مند، روابط دانشگاه-صنعت، نظام ملی نوآوری
  • مرتضی نیکوفر*، مهرداد مظاهری صفحات 211-232
    هدف پژوهش حاضر بررسی نقش ابعاد بالندگی سازمانی در تعهد سازمانی اعضای هیات علمی دانشکده های تربیت بدنی کشور بود. پژوهش حاضر از نوع همبستگی و به روش میدانی انجام گرفته است. جامعه آماری تحقیق برابر 215 نفر، شامل کلیه اعضاء هیات علمی دانشکده های تربیت بدنی دانشگاه های سراسری کشور بود. حجم نمونه برابر 138 نفر، با استفاده از فرمول کوکران محاسبه و به روش طبقه ای _ تصادفی انتخاب شده است. در این تحقیق از پرسش نامه بالندگی سازمانی و پرسش نامه تعهد سازمانی استفاده شده، که روایی محتوی آنها توسط متخصصان تائید و پایایی آنها از طریق آلفای کرونباخ به ترتیب برابر 78/0 و 86/0 محاسبه گردید. برای تجزیه و تحلیل داده ها علاوه بر شاخص های آمار توصیفی، از روش های آماری ضریب همبستگی پیرسون، تحلیل رگرسیون چندگانه به روش گام به گام و t تک نمونه ای و همچنین آزمون کالموگراف اسمیرنف استفاده شد. نتایج پژوهش نشان داد که بین بالندگی سازمانی و تمامی ابعاد آن، و تعهد سازمانی اعضای هیات علمی در سطح اعتماد 99 درصد ( 01/0P<) رابطه مستقیم و معنی دار وجود دارد. همچنین نتایج تحلیل رگرسیون گام به گام نشان داد که ابعاد بالندگی سازمانی در بعد ارتباطات بین فردی، خودکارآمدی و رهبری قادر به پیش بینی معنی دار تعهد سازمانی هستند.
    کلیدواژگان: بالندگی، بالندگی سازمانی، تعهد سازمانی
  • عبدالعلی کشته گر *، محمد قاسمی، محمد رضایی اول زهان صفحات 233-256
    وجود دادگاه الکترونیکی با توجه به این که بخشی از پروژه دولت الکترونیک است و از منظر برخی صاحب نظران پیش زمینه وجود دولت الکترونیک موفق است، بسیار مهم و یکی از ارکان اصلی دولت الکترونیک است؛ لذا این پژوهش با هدف شناسایی و اولویت بندی عوامل بازدارنده ی استقرار خدمات الکترونیک در دادگستری شهرستان بیرجند و ارائه راهکار جهت استقرار موفق آن صورت پذیرفته است. جامعه آماری این تحقیق کارمندان و مدیران دادگستری شهرستان بیرجند و ادارات زیرمجموعه می باشد که از بین آنان با استفاده از جدول مورگان و فرمول کوکران به روش نمونه گیری تصادفی ساده، تعداد 122 نفر به عنوان نمونه آماری انتخاب شدند. روش پژوهش از نوع توصیفی – پیمایشی بود؛ پرسشنامه های پژوهش به صورت محقق ساخته و در کل با 30 گویه در قالب طیف پنچ گزینه ای لیکرت بود که پایایی و روایی آن ها تائید شد. جهت تجزیه وتحلیل داده های پرسش نامه از نرم افزار SPSS و آزمون های آماری t و فریدمن استفاده شد. نتایج پژوهش نشان داد که عوامل بازدارنده شش گانه به ترتیب اولویت محیطی، انسانی، سازمانی، مدیریتی، فنی و مالی بر استقرار خدمات الکترونیک در دادگستری شهرستان بیرجند تاثیرگذار هستند.
    کلیدواژگان: دولت الکترونیک، خدمات الکترونیک، دادگستری، استقرار خدمات الکترونیک، دادگاه الکترونیکی
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  • Samad Barani, Abolhasan Faghih *, Reza Najafbagy Pages 5-30
    The favorable administrative culture is one of the basic requirements for the implementation of the administrative reform programs. Often, the public administration approaches in a certain cultural context have been fitted so that the path to change the programs smoothly. While most studies have a focus on structural changes on the administrative reform programs, this research focus on the administrative culture as a platform reforms. The main objective of this research identifying barriers to the administrative reform based on organizational culture. Statistical research community include a number of administrative and academic experts. The research method was exploratory – explanatory and in terms of audience research that’s fundamental. For data gathering was used semi-structural interviews and researcher made questionnaire. In order to analyze interviews data was used thematic analysis method and factor analysis for questionnaire data confirm with the software Smart PLS. According to findings 100 barriers identified in the form of eleven categories on the three levels of the individual, organizational and infra-organizational.
    Introduction Developing plans in developed countries indicates that one of the primary actions in these countries has been their administrative system development. In many developed countries administrative reform is the process of change in official structure, in public service era, and its reason is the lack of removing social and political expectations(killian and Eklund, 2008).
    Administrative system in Iran suffers many challenges and problems including more dependence on political system to reach the goals, low efficiency of personal and managers crisis of identity in public sector, disorientation of public organizations ,and paying little attention to values like meritocracy.
    Despite of numerous planning and legal requirements to administrative reform in Iran, not significant action or change have been done in practice and because of numerous reasons, the expected success has not been achieved in reforming administrative system.
    Therefore it seems that administrative system and public organizations in Iran needs a stimuli to accelerate the administrative reform and provide a suitable conditions for successfully implementing reform plans and revolutionize administrative system. Organization culture is a context in which any kind of reform plan is along whit it. A compatible culture for change can guarantee to some extent the successfully implementation of reform plans in administrative system. Organizational culture is the basic of any planned attempt to successfully reform the structures, systems , and bureaucratic processes.
    Case study This research has been done in administrative system of Iran ,and includes all the public organizations and offices of the state that work under the supervision of government.
    Materials and Methods In terms of goal research that's exploratory-explanatory ,and in terms of audience is fundamental research and also whit regard to the kind of data is mixed method. The statistical population of qualitative phase includes 14 expert and executive managers that completely familiar with administrative reform plans. Statistical population in quantitative phase includes a group of 30 university elites and executive expert managers. Sampling method in this phase is theoretical sampling and choosing sample has been snowball method. For data gathering was used semi-structural interviews and researcher made questionnaire. In order to analyze interviews data was used thematic analysis method and factor analysis for questionnaire data confirm with the software Smart PLS.
    Discussion and Results In order to answer the main research question that is: what are the challenges and barriers of administrative reform in Iran at organizational perspective?, we used thematic analysis and based on this method identified 111 primary codes, 11 subtheme and 3 main theme that with regard to the factor analysis 11 primary codes was eliminated and finally, the model of research was designed with 100 primary codes. Identified main theme are: individual factors(micro level), organizational factors(meso level) and infra-organizational factors(macro level).Individual factors include 2 barriers category: attitudinal-motivational barriers and cognitive-perceptional barriers.
    Organizational factors include 6 barriers category :barriers deal with learning culture, barriers related to flexibility culture, barriers related to participative culture, barriers related to mission-oriented culture, barriers related to bureaucratic culture and managerial barriers. Infra-organizational factors consist of 3 category barriers: barriers related to political culture, barriers related to public society culture and behavioral and contextual barriers of administrative system.
    Conclusion This research was done in order to identify the administrative reform barriers in perspective of organizational culture. The little success of reform plans in administrative system in various governments at the past, made researcher to identify these barriers in Iran. According to the findings, attitudinal-motivational barriers in micro level, managerial barriers In meso level ,and behavioral and contextual barriers of administrative system in macro level are the most important and currently are considered serious barriers to the administrative reform. The results showed that there have not been a political willingness to the administrative reform and governments suffer formalism.
    Generally, the success of administrative reform depends on the management and leadership who are open-minded enough about the future change and reform. Desirable administrative culture and structure provides suitable conditions for any kind of reform plan.
    Keywords: Administration System, Administrative Reform, Organizational Culture
  • Seyed Reza Seyed Javadin *, Tahmours Hasan Gholipour, Aryan Gholipour, Abbas Ali Haji Karimi, Fateme Karimi Jafari Pages 31-62
    In the era of global economy and technology enabled disruptions, career adaptability to the new demands of work i.e. cultural diversity of work groups, rapid changes in the work environments, and the nature of work, is significantly important. Career adaptability has significant and positive impacts on job satisfaction, career success, organizational commitment, and ultimately decreasing employee turnover. The present study intends to identify individual factors affecting the career adaptability of the employees of Shazand Petrochemical Company and in conclusion design a career adaptability model.
    Case Study The statistical population consists of all employees and line managers of Shazand petrochemical companies in 1395 contains 2320 member. For sampling, stratified random sampling method was used. The number of sample is determined by 329 member using Cochran formula.
    Materials and Methods This research is a developmental applied study. Research method is descriptive. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used. Alpha coefficient of questionnaire was 0.921. To respond to hypotheses, Confirmatory factor analysis and structural equation modeling techniques using partial least square method was used with the SMARTPLS VERSION 2 software.
    Discussion and Results The results of structural equation shows that all individual factors have a significant positive impact on employee's career adaptability. Also, the results show the sum of the four factors of Personality, Career self-Efficacy, Emotional Intelligence, Spirituality and Occupational Hardiness explain 69.9% of changes in the career adaptability. emong these factors the personality with the 41% and Occupational Hardiness with 22% had the highest and lowest effect.
    Conclusion Using the proposed model by this research, Shazand Petrochemical Company could improve their selection model for recruiting people who are most adaptable. This model could help maintaining and retaining key and strategic company employees.
    Keywords: Career Adaptability, Personality, Career Self-Efficacy, Emotional Intelligence, Spirituality, Occupational Hardiness
  • Fariborz Rahimnia*, Seyede Mansoure Hosseini Robat Pages 63-88
    Emotional labor is managing feelings in order to express expected organizational emotion which has two dimensions: surface acting and deep acting. nursing profession is deeply rooted in the concept of emotions. Therefore, the goal of current study is to identify components of emotional labor dimensions for samplar nurses in relation to companions of patients. The current paper was a descriptive research drawing upon the strategy of phenomenology. Semi-structured and deep interviews were used for data collection and Colaizzi approach was used for analysis. All national exemplar nurses of public hospitals of Mashhad made the research population; they were interviewed considering purposeful sampling and its adequacy. Based on the analysis of interviews, 2 sub-categories (emotional silence and emotional visage) for “emotional suppression” in surface acting dimension and 8 sub-categories (understanding emotional mood of patient companion, considering opinions of patient companion, placing self instead of patient companion, portrayal, justification, suggestion, avoiding emotional conflict, and emotional seclusion) for “emotional support, emotional effort, & emotional distance” in deep acting dimension were obtained. Findings of the current research has provided valuable insight regarding the emotional labor performed by national exemplar nurses in the research population promoting the quality of patient care and improving life quality as a result.
    Introduction The concept of emotions at workplace have increasingly become more important with overall development of services and competition among service providers. Created emotions among service agents and customers affect quality evaluations of services, customer retention, and his or her overall view toward the organization. Hence, employees are expected not only to become involved in physical and intellectual labor but also in emotional labor.
    Case study The organization being studied in this research is public hospitals of Mashhad (Imam Reza (PBUH) Hospital, Omolbanin Hospital, Omid Hospital, Dr. Sheikh Hospital, Dr. Ali Shariati Hospital, Taleghani Hospital, Shahid Hasheminezhad Hospital, Kamiab Hospital, Montaserieh Hospital, Ghaem Hospital, Khatemolanbia (PBUH) Hospital, and Ebnesina Hospital). The sample population is elected country nurses of public hospitals of Mashhad who are annually nominated and introduced.
    Materials and Methods In this research, phenomenology method is applied to identify components of emotional labor dimensions. Research tool is questions discussed within the interview. The first two questions common for interviewees based on surface and deep acting dimensions, as two aspects of emotional labor, were open ended. For surface action dimension, the open ended question was that “express the experience in which your true feelings were different from the expected ones in your career; and you suppressed them and showed the expected emotions”. For deep acting dimension, the open ended question was that “express an experience in which your true feelings were different from expected ones and you could manage your true emotions in a way to become compatible with the expected emotions”.
    Discussion and Results Based on the analysis of interviews, 2 sub-categories (emotional silence and emotional visage) for “emotional suppression” in surface acting dimension and 8 sub-categories (understanding emotional mood of patient companion, considering opinions of patient companion, placing self instead of patient companion, portrayal, justification, suggestion, avoiding emotional conflict, and emotional seclusion) for “emotional support, emotional effort, & emotional distance” in deep acting dimension were obtained.
    Conclusion Health domain, as an emotional area, is a potential field for surveying emotions in workplace. Emotional labor can be placed as the main part of nursing ability, leading nurses as emotional wizards to be strong enough in communication with patients’ companions and to support patients in that they feel comfortable.
    Keywords: Emotions, Emotional labor, Surface acting, Deep acting
  • Samane Mohammadpour *, Amin Reza Kamalian Pages 89-115
    Much research has been done about authentic leadership, which indicates its effect on organizational factors such as performance, organizational citizenship behaviour, human resource empowerment, trust to management, organizational commitment, emotional intelligence, organizational learning, etc. (Wong & Laschinger, 2012; Kara, Uysal, Sirgy& Lee, 2013). Of course, further research and study shows lack of research about its effect on organizational forgetting. On the other hand, despite much research that has been done about knowledge management and organizational learning, organizational forgetting and its management have not been comprehensively studied so far. The novelty of this research is that it has been formulated based on this theoretical gap. The purpose of this
    paper is to consider the relationship between authentic leadership and intentional organizational forgetting and psychological Empowerment in the National Oil Products Distribution Company of Sistan and Baluchestan Province. In this paper, after having a brief look upon the theoretical fundamentals and the literature according to the conceptual model and research hypotheses, methodology and data analysis are considered using structural equations model.
    Case study Statistical population of the research includes the staffs of National Oil Products Distribution Company of Sistan and Baluchestan Province, who were 294 individuals at the time of conducting this research. In this paper, Morgan’s table is used to determine the sample size and it was estimated as 165 individuals.
    Materials and methods In terms of purpose, this is an applied study and in terms of data collection, it is a descriptive-survey research. The main measurement tool is questionnaire which includes standard questionnaires of Avolio et al.’s Authentic Leadership (2007), De Holan’s Organizational Forgetting (2004) and Spreitzer’s Empowerment (1995). After making some changes in them in order to make them proportionate with the statistical population and asking the experts’ opinions, these questionnaires were used to measure the validity of questions. In order to analyze the research data, in the first stage, reliability of questions was calculated using Cronbach’s alpha test and it was obtained as 0.86 for authentic leadership items, 0.81 for organizational forgetting and 0.93 for psychological Empowerment. This shows a suitable and acceptable reliability for the questionnaire. Data normality was considered using Kolmogorov-Smirnov test. In the next stage, the relationship between the variables was considered using the correlation test, and finally the research hypotheses were tested using structural equations modeling.
    Results and discussion As can be seen in structural function pattern, the model is in a desirable status, so that authentic leadership and psychological Empowerment with coefficients 0.57 and 0.43 have direct, positive and significant effect on organizational forgetting (the first and second hypotheses). Also, the coefficient 0.52 indicates the direct, positive and significant effect of authentic leadership on staffs’ psychological capital (the third hypothesis). Given the T-value, authentic leadership has a significant relationship with intentional organizational forgetting (T=6.01) and psychological Empowerment (T=5.55). Moreover, the model shows a significant relationship between psychological Empowerment and intentional organizational forgetting (T=4.88). Therefore, hypotheses 1, 2 and 3 are confirmed. According to second model (indirect measurement of the effect of the independent variable on dependent variable) it is observed that, according to the role of the mediator variable, the path coefficient value between the independent and dependent variables has decreased from 0.61 to 0.57. Therefore, the variable of psychological Empowerment has a relative effect on the relationship between authentic leadership and intentional organizational forgetting; hence the fourth hypothesis is confirmed.
    Conclusion Findings of the research indicate that fitting indices are in a desirablestatus for confirmatory factor analysis models for all the latent variables. The results of testing the hypotheses show that authentic leadership has positive, direct and significant effect on intentional organizational forgetting (the first hypothesis). The review of literature of the research indicates that previous studies which were based on experimental data have not tested the effects of authentic leadership on intentional organizational forgetting; hence we cannot directly compare the results of those studies with other ones. So far no research has dealt with the effects of authentic leadership on intentional organizational forgetting; however, in some studies, the relationship between other leadership styles such as transformational leadership, transactional leadership, pragmatic leadership and intentional organizational forgetting has been studied and the positive relationships among them have been approved. According to this, it can be said that the results of this research are indirectly consistent with the studies by TaghvaiYazdi (2015), Azizinejadet al. (2014), Moshabaki et al. (2011) Moshabaki and Rabieh (2007).The results of testing the second hypothesis show that psychological Empowerment has a positive, direct and significant effect on intentional organizational forgetting. The results and findings of this hypothesis conform to the findings of Kamarehei & Safari (2015).
    The results of testing the third hypothesis indicate that authentic leadership has a positive, direct and significant effect on psychological Empowerment of the staffs. results of this research are indirectly consistent with the studies by Walumbwa et al (2010), Emuwa (2013), Laschinger et al (2013). Also, the results of testing hypothesis four show that psychological Empowerment as a mediator variable is partly effective on the relationship between authentic leadership and intentional organizational forgetting.
    Keywords: Authentic leadership, organizational forgetting, psychological empowerment
  • Hasan Ghaffari, Masoud Purkiyani *, Gholam Abbas Shkari, Ayoub Shaykhi Pages 117-142
    The concept of talent management should be considered as one of the most important issues in the management of human resources now and in the future. Nowadays, organizations have found that if they want to be superior to competitors, they definitely need to design a comprehensive talent management system that can be considered as a tool for HRM activities. The purpose of this study was to explore and explain the components and indicators of talent management of human resources in organizations. This research in terms of target applied and in terms of research method, Descriptive of type Correlation and in terms of collecting data, it was survey. Initially, the dimensions, components and indicators of talent management,from theoretical foundations and studies carried out in relation to the research topic were identified and counted and based on them a researcher-made questionnaire was devised based on the extensive studies conducted in this field. The questionnaire validity was confirmed according to the views of professors, experts and academic experts. its reliabilitywas.808, using Cronbach's alpha (α) coefficient. The study population consisted of 30 instructors and experts in the field of management and some knowledgeable people who were selected based on a simple random sampling method (experts’ referrals).The important results showed that in order to generally identify and prioritize the variables of talent management, the Identification of key personnel and The system of monetary and financial payments play the highest and the lowest roles, respectively. Based on the analysis and evaluation obtained in prioritization of aspects and variables related to talent management, the results can be beneficial to managers and directors of organizations in identification and employment of proficient talented people.
    Introduction The term “talent” is defined with different aspects by theoreticians and experts in organizations. In act each organization identifies the characteristics of talented people according to its culture and structure. Employing and attracting talented people is not an easy case, and each organization must define its specific talent profile on order to get the best result. In some cases good opportunities are provided for capable people with high potentials and good internal talent to improve their talents, and if this individuals recognize their optimum talent well, both the society and themselves would benefit. Recognition of these talents also includes creating opportunities, supporting and having commitment. Talent recognition is generally being carried out as a stereotype process, and is limited in the cultural and social structure (Paula and Victoria, 2017). The resource of talented people is considered as a driving force for innovation and also the economic growth. Although scientific talent in people such as students, professors and researchers is considered to be a small part, but it has an increasing importance in the development of human resources and creation of knowledge based economy (Christian Reiner ,c, , Susanne Meyer b, Sascha Sardadva, 2017). Talent management means the integration of resources, processes and designed values to attract and engage key talents for moving toward the business goals (Hajimir and Arabghalam, 2010).Many organizations today are facing the talent crisis, due to reasons such as loss of available talents, several difficulties to keep the outstanding talent, high expenses of staff`s shifting, and human resources strategies (Philip and Roper,2009). Recent investigations of 40 worldwide companies, have shown all of them have the problem of lacking talent management strategies , which causes loss of suitable staff to fit the strategic organizational positions, and this would limit the company`s capability to grow( Collings and Mellahi, 2009). Generally the talent management is of high importance according to different theoreticians that we would introduce them briefly. First of all the effective implementation of talent management leads to successful obtaining and retaining talents. Secondly these people would be chosen and prepared for the future key positions (Hughes & Rog, 2008). Thirdly, talent management guarantees that organizations would successfully obtain and keep their required talents. Fourth, talent management helps the nomination and introduction of staffs (Collings, D. & Mellahi, 2009). Thus according to the above mentioned issues, this study aims to find answers to the following questions: 1) what are the components and indicators related to each of the talent management of human resources? 2) what are the appropriate model for talent management with approach to integrating human resources activities? 3) How are the priorities in relation to each other?
    Case studyThe population of the Case study included university professors and experts in the field of management in the universities of Kerman, Khorasan Razavi, north and south of Khorasan.
    Materials and MethodsThis research is In terms of target applied and according method of the research is combination (qualitative-quantitative) with an exploratory approach.This research the semi open questionnaire prepared by the researcher. Since the available questionnaires about the subject of this study were not comprehensive enough and addressed only the some parts of the components and indicators of talent management, the questionnaire used in this research is based on the literature, theoretical studies and other studies in this filed which concludes most of the components and indicators of talent management. The questionnaire was given to the professors and experts to be checked for the appropriateness of the aspects, components and designed indicators. The research period was 1395. The population of the study included university professors and experts in the field of management in the universities of Kerman, Khorasan Razavi, north and south of Khorasan. The sampling method of this study was based on the simple random.
    Discussion and Results Four aspects of talent management were analyzed in this study: A)Discovering, recognizing, and attracting the talent B) Evaluation, implementation, and using the talent C) Training, development and improving the talent D) Maintaining and keeping the talentAlso the components related to each aspect, which were actually a subset of the aspects were specified. The relevant indicators of each component was also identified based on the literature. Finally 124 indicators and 27 primary components were identified and classified after collecting the data and data analysis. After a review, by omitting the parallel, duplicate and similar concepts, integrating them and conducting the analysis test in 3 steps, finally 20 components and 98 indicators were recognized and confirmed, each of them formed the talent managements aspects. The results of the third factor analysis indicates the common points of these four aspects of talent management.
    Conclusion The final results of this study show that the organizations need to design and set a new and comprehensive system for all of the talent management`s aspects, such as attracting and identifying, evaluating, training, improving, and keeping the premier talents. Today having the talented and genius human resources is considered as a competitive advantage for the organization, and most of the organizations invest a lot on this issue. Thus the findings of this study help the organization`s managers and decision makers to plan more comprehensive and proficient programs for talent management, associated with each of the talent management`s accomplishment steps.
  • Soraya Gholam Hossein Pooranvari, Abdolrahim Naveh Ebrahim *, Hamid Reza Arasteh, Hassan Zeinabadi Pages 143-160
    This research was conducted with the main purpose of examining the importance of talent management in universities and its impact on society and organization within the framework of PhD thesis. In order to collect information,used a method of identifying factors based on the analysis of the subject literature, and semi-structured interviews and a questionnaire. The results of the research indicated that talent management could be a key factor in the individual, organizational, economic, and social development of societies in the third millennium and gaining global competitive advantage for the society.
    Introduction When decision makers only managed staff in their HR department and assessed their competencies, the idea of ​​talent management was emerged (Auckland,2015). Todays, talent management system has failed in maintaining organizational competitive advantage due to the lack of planning and implementation of management policies in processes and programs that have a positive impact on the process of gaining, developing and retaining talents in many organizations. (Kinda,2012). It seems that for growth and organizational sustainability, in terms of management issues such as: "The surplus of talent across the globe against local shortages, shortages of people and increased demand for innovative skills and an increase in the budget deficit in basic skills, work and time settings, diverse workforce distribution," change in the quality of work is necessary (Iqbal et al., 2013) (quoted by Anokova, 2015). On the other hand, productive employment is also important in achieving a proper standard of living, social and economic development, and personal satisfaction. Experience has shown that higher education institutions with well-qualified faculty fail to support their faculty members in developing the skills they need to succeed in the world of work (Lavania, Sharma, Gupta, 2011). So, researcher in this study seeks to investigate the implications of applying talent management in universities and studying its impact on organization and society.
    Case study The statistical community in the qualitative section of the study included all the heads and managers and management specialists in the Islamic Azad universities of East Azarbaijan. The statistical community in the quantitative part of the study included all faculty members of Islamic Azad University of East Azarbaijan, which included about 1177 faculties. For statistical sample, 4 large and comprehensive universities including Islamic Azad University of Tabriz, Maragheh, Marand and Bonab were selected, among the Islamic Azad universities of East Azarbaijan.
    Materials and Methods The research in terms of purpose, is based on application , And in terms of how to collect the required data in the exploratory blended research group, it is categorized using a mixed model in two qualitative and quantitative dimensions. According to the views of 37 experts, in the qualitative part of the research, the outcome of talent management implement in universities and its effects on society and organization were determined in desirable conditions. Then, 210 people among the faculty members of sample universities were selected by random sampling method, to determine outcomes of Islamic Azad universities in the existing conditions.
    Data gathering tool The tool for collecting information in the qualitative section was the use of semi-structured interviews. In the quantitative section, using the data collected through the interview, a questionnaire was designed in outcomes of using talent management in the university to evaluate the outcomes of universities and measure its impact on society and organization in favorable conditions and existing conditions. This includes 12 items based on Likert scale.
    Data analysis method In the descriptive statistics section, first, the central indexes of variables and then the normality of the data were investigated through Skewness and kurtosis tests. Then, the effect degree of each factors were determined using single-sample T test. In the next step, the measurement model was run.
    Discussion and Results All of the implications used in talent management with regard to the t-value, is outside of 1.96 and 1.96 range, So all are possible with a probability of 0.99. on the other hand R2 in all factors are more than 0.5. With regard to the R2 values, the most success in university missions is the highest contribution and political independence of the university is the lowest contribution. All questions of the Talent Management, and their effectiveness were examined Based on a single-sample t-test. In desirable conditions the viewpoint of 37 experts, and in the present situation the viewpoint of 210 faculty members. According to the test, all the factors mentioned in the group are the implications of using talent management in universities from the view point of the experts. But, according to faculty members, none of the factors listed at the moment are important in universities.
    Conclusion The implications of using talent management in universities are influenced on individuals, communities and universities. The capabilities of the organization's external environment with the concepts of the political situation of the society (such as the state's view of higher education system), the economic conditions of the society (such as the environment potential) and the cultural conditions (such as the culture of talent appreciation), and the capabilities of competitors (such as the performance of other universities) is directly effect the phenomenon of talent management. talent management phenomenon effects external environment of the organization, directly and indirectly. Also the attitudes of government officials and colleges and outcomes of the university, including knowledge generated in university or university graduates, have an impact on the use of university research and service education. On the other hand, given the potential of the university's outsourcing, Absorb Different knowledge of the university, will be potential for various sectors of society to benefit from it. In this way, it manages the needs of its customers and, through feedback to the university, generates knowledge appropriate to the needs of the community and its institutions, as well as the development of rules related to the use of talent and their intellectual property rights , with the support of quality education and research and services, can be the foundation of intellectual and talent-friendly culture in the context of talent driven society.
    Keywords: Talent Management, higher education, result, community, Organization
  • Seyed Hosien Jalali, Nader Mazloomi * Pages 161-180
    Scholars of strategy refer to the leadership as one of the most important parameters in success or failure of strategic plans. However, there are just a few studies that so far have deeply investigated the role of the specific leadership style in the strategy implementation process. To fill this gap, the current empirical surveys the role of , and evaluates four factors namely innovation capability, organizational commitment, organizational learning and employee motivation in this relationship. Data gathered from a sample of 250 senior level managers of the industrial equipment and utilities contractors and analysis were done by regression models. Findings acknowledged the relationship between transformational leadership and strategy implementation and showed that the most important functionality of transformational leadership in strategy implementation is in developing commitment and motivation; and this leadership style could prepare the organization for successful attainment of the strategic goals and facilitation of the strategy implementation with innovation, commitment, learning and motivation.
    Introduction From the last few years it has been witnessed that transformational leadership is very important aspect of leadership that is highly associated with organizational performance (Ahmed et.al, 2014). Effectiveness of transformational leadership measures the ability of leaders to provoke the followers towards the strategic goals and provide facilitation in the process of strategy implementation.
    Early researches of transformational leadership were about the features of leaders and their relationship with followers (e.g. Carter et.al, 2014; Li, Mitchell & Boyle, 2016). Further researches needed to deeply investigate the relationship between different leadership styles such as transformational ones and organizational outcomes, such as strategy implementation (OReilly et.al, 2010). The literature of strategy implementation is also needed to researches which go beyond identification of implementation obstacles and provide clearer explanation of how to implement strategies more effectively. Such deep pathologies could help academics and practitioners to comprehensive understanding of a complex, obscure strategy implementation nature.
    Case Study This investigation has been conducted on a sample of senior level managers of industrial equipment and utilities contractor companies. The contracting industry was chosen for two important reasons. First, contractor companies have had a good record of strategic planning, and so, strategy implementation is meaningful for most of them. Second, numerous projects in different fields were defined in Iran during the last decade (e.g. Energy, Building, Power & Infrastructures). Contractor companies play a key role to do these projects on time and with a low cost, and so, theirs strategy implementation is a core parameters to get to these capabilities.
    Materials and Methods This study objective is in the context of applied science. The main goal of the current study is to provide an explanation about the role of transformational leadership and its outcomes on strategy implementation. Data for this empirical analysis was gathered through a questionnaire and the research instrument comprised of questions on transformational leadership (Bass et.al, 2003), strategy implementation (Mazloomi & Jalali, 2014), organizational learning (García-Morales, Jiménez-Barrionuevo & Gutiérrez-Gutiérrez, 2012), organizational commitment (Walumbwa et.al, 2005), innovation capability (García-Morales, Jiménez-Barrionuevo & Gutiérrez-Gutiérrez, 2012), and employee motivation (Ahmed et.al, 2014). Questionnaire validity and reliability was approved by nominal validity and Cronbach's alpha coefficient. Then, the required data were gathered from a sample of 250 senior level managers of industrial equipment and utilities contractor companies.
    Discussion and Results Results showed that all proposed hypothesis are statistically significant. By conducting correlation analysis, researchers found that all of independent variables have a positive and strong correlation with the dependent variable, namely strategy implementation. Then, the hypothesis and the interaction between variables were tested by conducting regression analysis in 7 distinctive models. Regression analysis showed that transformational leadership has a positive, direct relationship with strategy implementation. In addition, outcomes of transformational leadership including organizational commitment, organizational learning, innovation capability, and employee motivation have a positive relationship with strategy implementation and also directly influence the relationship between transformational leadership and strategy implementation.
    Conclusion As many scholars posited, inefficient leadership is a very important obstacle of strategy implementation (Okumus, 2003; Dobni 2003; Miller, Hickson & Wilson, 2008; OReilly et.al, 2010). However, there is a key question, which leadership style could help organizations to implement strategies more effectively? To answer this question, we need numerous researches to analyze the effect of different leadership styles on strategy implementation and then, comparative studies to find out more effective leadership styles in different situations. This research is a novel piece of the puzzle of leadership style-strategy implementation since there is no systematic research on the relationship between transformational leadership and strategy implementation. By recognizing the facilitator role of transformational leadership in implementation of strategies, the managers can use this leadership style to strengthen the commitment toward strategies, fostering innovation capability, creating positive motivation among employees and building a more learning organization which share and disseminate experiences about strategy implementation among internal and external stakeholders.
    Keywords: Strategy Implementation, Leadership Style, Transformational Leadership, Organizational Learning
  • Mohim Sheihakitash*, Loghman Mansouri Pages 181-210
    Creating and maintaining a relationship between university and industrial organizations leads to the creation of some values for beneficiaries. In this study, the relationship and cooperation of industrial companies and institutions with University of Sistan and Baluchistan is investigated using "relation-oriented marketing" to investigate the affective factors on establishing a relationship between university and the organizations that work on graduate student's internship. The statistical population includes the companies that have been working with the University of Sistan and Balochistan. In this company, 175 managers and associates and employees of related sections were identified. The sample size was calculated as 120 subjects using Cochran formula. The data were collected via researcher-made questionnaire and analyzed through PLS analysis. Eventually, a model of structural equation was developed and examined. The findings of the study suggest that communications is the basis of establishing a relationship and has a positive effect on the level of satisfaction of the relationship, trust and functional oppositions. Also, it was determined that trust and commitment, the level of cooperation with companies and universities; increase the level of companie's cooperation's with universities.
    Introduction The purpose of doing this study is to deepen the perspective about the factors that constitute the relationship and cooperation between university (here, the University of Sistan and Baluchistan) and organizations that work on graduate's internship programs. Therefore, the following six factors will be investigated in this study: communications, trust, satisfaction, functional oppositions, commitment and cooperation.
    Specifically, research goals are as follows: First phase; the analysis of the role of communications as the basis of relationships and its effect on trust, satisfaction and functional oppositions, and in the second phase; the role of those variables in establishing higher commitment and cooperation between an organization and university is investigated.
    Case study This research is performed to investigate and analyze the level of cooperation between industrial companies of Zahedan which is one of the cities of Sistan and Baluchistan and the Academic section of this province.
    Materials and methods In this study, the data are gathered through questionnaires and research population includes all the companies which have been cooperating with the University of Sistan and Baluchistan. The research sample includes all the managers and associates and employees of research section and planning units and sections of these companies and sample size includes 120 subjects. Factor analysis, content validity and Cronbach's alpha were used for measuring the validity and reliability of variables. Overall, the overall reliability was calculated as 0/991 and it was calculated as 0/7 for each dimension. The applied scale in this study is the Lickert scale. In the present study, the divergent validity of the measured model has been assessed through utilizing Fornel and Locker (1981) criterion. The analysis has been done based on a two-staged method. SPSS 17.1 software was used for data analysis and the following six latent variables were considered: trust, satisfaction, commitment, functional oppositions, communications and cooperation which were measured by 23 manifest indicators.
    Discussion and Results A two-staged approach is followed to evaluate the reference to structural model (Hair & et al, 2010) .In the first phase, index repetition approach was used for calculating the latent variable for lower-level constitutes and in the second phase, observed variables are used in higher-level measurement model. A pls algorithm was ran in Smart PLS software for this matter. After that, the score for the latent variable was saved in an Excel file and then it is used as an index for higher-level constitute in the second phase. Using the boot-strap method along with a second measurement calculates the path and measures the t-test for the relationships. Given the regression coefficients, the variables of communications and satisfaction, taken together, explain 59.3 per cent of the changes of trust variable, the variables of communications and functional oppositions, together, explain 48 per cent of the changes of the satisfaction variable and 32.3 per cent in the variable of functional oppositions. The variables of trust and satisfaction together determine 33.6 per cent of the changes of commitment variable. On the other hand, the commitment variable only expressed 13.1 per cent of changes in cooperation variable which is very weak. Eventually, of all the research hypotheses, hypothesis 1, 2, 3, 4, 5, 6 and 9 were confirmed and the hypotheses 7 and 8 were rejected.
    Conclusion
    This study can have a considerable effect on investigating the relationships between university and industry and it could be considered as a factor that leads to increased cooperation and commitment between university and industry for implementing programs related to graduate student's internship. The weak interaction of these two institutions is goes back to their contradictory goals and procedures. The results suggested that oppositions are considered as functional when the relationship between these two organizations are improving, and not only is this opposition not harmful, but it's also beneficial. The results emphasize that satisfaction is a preamble to establishing commitment and trust in the relationships between university and industry. The research hypothesis based on the assumption that there is a positive relationship between functional oppositions and increased cooperation level was rejected. The existence of a direct relationship between satisfaction and cooperation was rejected in this study. It also confirms the results of the existence of a positive relationship between commitment and increased cooperation level. In addition to this, the existence of a direct relationship between satisfaction and cooperation has not been confirmed in this study. Satisfaction of the relationship between university and industry might not lead to increased cooperation in the aforementioned relationships.
    Keywords: the relationships of university-industry, relation-oriented marketing, national innovation system
  • Morteza Nikoofar *, Mehrdad Mazaheri Pages 211-232
    Employee commitment can have positive outcomes for the organization and preventing displacement, absenteeism and leaving the organization. A retirement plan should be drawn up to maintain and increase the organizational commitment of the staff. Therefore, it is necessary to investigate factors affecting organizational commitment. The purpose of this study was to Identification the role of Dimensions of organizational development in the organizational commitment of faculty of physical education in the country. The present research is of correlation and performed in Field method. The study of 215 people, including all members of the faculty of physical education across the country.
    Introduction The development and qualitative growth of the faculty members is one of the goals of today's universities, For this reason, Developing and implementing programs for the growth of these specialists is necessary, The development of faculty members includes activities that help them grow and Promoting Professional capabilities. Improve the development of faculty could have a positive impact on their organizational behaviors without hesitation. Organizational commitment of members can be one of these. Organizational commitment of employees is the positive and negative attitudes of individuals toward the organization. Organizational commitment has three dimensions that are: - Strong belief in accepting the goals of the organization
    - A lot of passion for more effort in the organization
    - The desire to continue membership in the organization.
    Gall (2015), showed a positive and significant correlation between organizational commitment and employee organizational development in their research at Preston University. Very little research has been done on this subject. It is necessary to do more research in this field . The present research wants to answer these questions: Is there a relationship between organizational development and its dimensions, and the degree of organizational commitment of the faculty members of the country's physical education colleges?
    Do dimensions of organizational development can predict the organizational commitment of the faculty members of the country's physical education colleges?
    Case study The purpose of this study was to Identification the role of Dimensions of organizational development in the organizational commitment of faculty of physical education in the country.
    Materials and methods The present research is of correlation and performed in Field method. The study of 215 people, including all members of the faculty of physical education across the country. The sample size has been calculated against 138 people, using the Cochrane formula and is selected by stratified random sampling. In this research, organizational development questionnaire (Jamshidi, 1388) and questionnaire of organizational commitment (Allen and Meyer, 1997), which validity by experts and reliability through Cronbach's alpha, respectively, 0.78 and 0.86 respectively. To analyze the data, descriptive statistics, statistical methods, Pearson correlation coefficient, and stepwise multiple regression analysis to single-sample t-test and Kolmogorov-Smirnov was used.
    Discussion and results The results showed that between organizational development and all its aspects, and organizational commitment of faculty members in the PConclusion Organizational development and its various dimensions have features that Can change the expectations of faculty members of physical education and Allowing them to perform beyond the individual's interests and beyond what is expected and Also ultimately lead to a greater commitment to organizational goals. Therefore, it is suggested that University directors help to expand interpersonal, inter-group, and work-based communication, focusing on the impact of faculty members on the country's growth, and the use of organizational development plans as one of the factors contributing to growth and Development of organizations.
    Keywords: development, organizational development, organizational commitment
  • Abdolali Keshtegar *, Mohammad Ghasemi, Mohammad Rezaie Zohan Pages 233-256
    Information and communication technology contributes to increasing the efficiency and effectiveness of the business. One of the most basic applications of information and communication technology is to use it to create a transformation in the functional structure of governments. Creating e-government is the first step in developing technology and publicizing it. The e-government is a way for governments to use information technology and other new technologies that provide individuals with the necessary facilities to access government information and services appropriately, improve their quality and provide broad opportunities for participation in democratic processes and symbols. Undoubtedly, the role of electronic communication in Judicial system is uncontrollable for controlling legal costs, saving time, improving judicial administration and planning in determining strategies through surveying, monitoring and transparency of performance. The electronic court is the court in which the association with the witnesses and the reader and the requesting yes can be virtual. The existence of an electronic court, as part of an e-government project, is, from the point of view of some experts, the starting point and the background of the existence of a successful e-government, a very important and an essential element of e-government; the electronic court is a court in which even one paper It is not used and it has a workflow management system that automatically refers to the employee after the work is done. The electronic court has features such as time and cost saving, transparency, and legal information for citizens, which include legal advice, citizen forms through the network, electronic complaints, citizen electronic guidance through the Internet and electronic services. It also mitigates corruption as it does with the electronic city through transparency.
    Case Study The statistical community of this research has formed by staffs and administrators of justice of Birjand and subsidiary offices that have university education. The number of the community is equal to 188 individuals. In the present research, in order to determine the size of the sample, it has used the table of Morgan and Cochrane formula with the error coefficient of 0.05 and by the simple random sampling method, the number of 122 individuals were in the process of the research as sample.
    Materials and Methods The research has done as survey-descriptive method and it is kind of applied research. In order to calculate the validity, it has used Cronbach alpha test by using SPSS software. The value of Cronbach alpha for all of the components as well as the total of the questionnaire, the desirable amount is (above 0.7), where it confirms the validity of the questionnaire for variables and the general questionnaire. In order to assess the validity of the questionnaire of managers and certified staff's experiences and ultimately with the help of the relevant teachers in terms of formal and content, the number of 30 questions were confirmed. In order to identify the factors and preventive indicators in the deployment of e-services in judicial justice of Birjand after studying the history and the research in this respect, the list of provided factors and indicators in previous research has extracted. Then, with consideration the comment of managers and experts in the field of studying and the supervisor, the extracted indicators have classified into six overall areas. In order to achieve the ultimate factors and indicators in this case study, which means the Justice of Birjand, the extractive factors and indicators in the form of the questionnaire have given to the staffs and administrators of justice of Birjand. With the completion of the questionnaires, the comments of 122 individuals have obtained as the members of the research community in relation to the extent of the importance of influencing factors and preventive indicators establishment of e-services in the judicial justice of Birjand. To this purpose, it has used five Likert Spectra. In order to achieve the ultimate factors and indicators, it has used single sample t-test.
    Discussion and Results Based on the results, prioritizing the preventive factors and effective indicators of learning and the establishment of the e-services in judicial justice of Birjand are as follows: environmental preventive factors, human preventive factors, organizational preventive factors, managerial preventive factors, technical preventive factors, financial preventive factors. The results of the research show that the most important preventive factors in the deployment of e-services in judicial justice of Birjand is environmental preventive factors, which is essential to be removed these preventive factors for the successful deployment of e-services of the judicial. These preventive factors due to the nature of their underlying need to collaborate and coordinate the various government departments for elimination.
    Conclusion In order to resolve the problem of low speed of Internet and bandwidth capacity as well as the creation of an integrated network, it requires the custodians of these tasks to increase the speed and the quality of the Internet for better utilization of the judicial e-services. By providing high capacity of Internet bandwidth and increasing the speed as well as updating the telecommunication equipment and removing the current constraints and providing the field of successful deployment. Qualitative and quantitative expansion of Internet service's centers and relationship networks will help in this regard increasingly.
    Keywords: E-government, Learning of E-services, Judiciary, E-service Deployment, E-court