فصلنامه علوم مدیریت ایران
پیاپی 34 (تابستان 1393)

Although in job performance literature، some variable such as age، sex، personality، work experience and interpersonal relationship has been broadly considered in indicating employees، performance but cognitive emotion regulation strategies and it effect on job performance has not gained enough attention. In addition، emotion and emotion regulation are challenging subject in organizational studies. Individuals constantly regulate their emotions in the workplace and emotion regulation strategies have positive and negative effects on organizations and employees، performance. The Current study demonstrated that how adjusted cognitive emotion regulation strategies have an impact on job performance. This survey was conducted by staff employees of a public organization in Iran. Questionnaires were distributed to collect data. The results indicate that there is no relationship between put into perspective strategy and job performance، meanwhile positive reappraisal strategy and acceptance strategy، are positively associated with job performance. Moreover، there is positive relationship between positive refocused and planning strategy and job performance.

Evaluating board of directors task performance is one of the most important subject recommended by policy making institutions. Nevertheless، literature lacks a practical model to answer questions around content and process of board of directors task performance evaluation. When it comes to subsidiaries board، lack of such evaluating model is obviously seen. This article aims at proposing an evaluation model to determine how evaluate subsidiaries'' board of directors task performance. In this regard، a framework of subsidiaries board of directors tasks has been developed. Then، prevalent EFQM evaluation methods and procedures are used to propose a practical procedure to evaluate board of directors task performance. Finally، the suggested framework and proposed process have been tested in 24 subsidiaries board of directors of an Iranian corporate. At the end، validity and reliability of the suggested model are precisely examined، and practical implications، research limitations and suggestions for future research are discussed.

Enterprise resource planning (ERP) systems are considered by many organizations due to their conspicuous advantages. However، the high cost of implementation of these systems enforces small and medium enterprises (SMEs) to be less inclined to use them. Enterprise resource planning systems based on cloud computing bring new opportunities for small and medium organizations and using these systems cause improvements in performance and their management. On the other hand، the adoption of technology has always been faced with many challenges that make it necessary to study adoption of new technologies. Hence، this research aims to study factors that impact on cloud-ERP adoption in SME in the geographic area of Iran. This research is based on the theoretical framework of technological، organizational and environmental (TOE). Statistical society of this research is 200 SME IT managers in Iran. According to the results، organizational factors have the greatest impact of cloud ERP adoption among the SME''s.

The purpose of this article is studying the impact of human resource activities on organizational performance. In this regard، the impact of social capital and psychological capital on organizational performance، have been studied; thus one time considered as a independent variables and again considered as mediating variables in the relationship between human resource activities and organizational performance. This is an applied research. The population of research is all of the staff of the university of Lorestan. Random sampling is used. Questionnaire was the main tool for gathering primary data. Data analysis is done based on Structural Equation Modeling. The results show that human resource practices are extremely important in organizations، so that human resource practices with the regression coefficient of 0. 84 affect on organizational performance and with the regression coefficient of 0. 56 and 0. 61 affect on social capital and psychological capital. In addition، social capital and psychological capital with regression coefficient of 0. 66 and 0. 75 affect on organizational performance. It should be noted that social capital and psychological capital، play the mediating role in the relationship between human resource practices and organizational performance.

This article discusses about drawing scenario (scenarios) of the desired e-government services in the year 1404 Solar Hijri and determining strategies for access to these scenarios. The theoretical framework of this research is the normative backcasting approach which In order to develop the main scenarios، we used the critical uncertainty factor with determining 3 high uncertainty factors including: trust، interoperability and entrance to the global trade market as the main point of scripting which finally 8 scenarios were constructed facing e-government services and desired scenarios for better service e-government from the main scenarios can be determined by using experts view. At the end of the paper in order to do the backcasting، strategies to achieve the desired scenario is determined using the documents in Iran. At the end of the paper in order to do backcasting، sustainable strategies to achieve optimal scenarios were determined through sustainable planning. In this study، questionnaire was used to collect the data and to assess the Justifiability، the Panel of Experts and to assess the validity، the Cronbach''s alpha coefficient was used.