فصلنامه مدیریت دولتی
پیاپی 1 (پاییز و زمستان 1387)

The present article has it's roots in a survey research aiming at investigating the role and position of Iranian National Media(IRIB) in Sustainability Governance Model. In such a model different section of the society should have the necessary balance. The population of the research consists of managers and senior experts of organizations connected with sustainable development of the country. A sample of 573 subjects was selected through Stratified Sampling. Questionnaire instruments and Delphi Method was applied to test the conceptual model. The results show that the Government interferes in society more than any other section and the media section Private Sector and Public Sector are next respectively. Between them the Media interests more with the government and less with Public Sector. Finally the article proposes a sustainability governance model in which all the sectors are balanced and the national media has a key role in the interaction between the sectors. Some solutions are also proposed for the sake of sustainability governance with an emphasis on the role of National Media.

The relationship between individual s perception of organizational justice and their social capital has been studied in this research. Social capital analyzes with trust, involvement and civil leadership, giving and volunteering, informal social ties, diversity in friends. organizational justice divided in three dimensions: they are distributive justice, procedural justice and interactional justice. There are positive and significant relationship between these variables, so it can be said that perception of organizational justice increase social capital in organizations.

In discussion relating to management, motivational factors are one of the major indicators and effective variables in organizational strategy and achieving job success. This study with the aim of cognition of the relation of some studied variables and the motive of achievement and success in cooperatives managers and determining the contribution of each factor by use of correlation and expost facto research method has been done. According to these research findings, the cooperatives managers can be supported through motivational and success factors in their job environment for more production, entrepreneurship and boasting in cooperative associations. Data analysis indicates that the state financial aid, moderate terms of getting loan, low rate of conventional gain, affective and internal relation of the members, suitable marketing, latest facilities and equipment, the youth of cooperatives members and adjustment in the terms of payment of installment loan have significant relation with the motive of achievement and success in cooperatives mangers.

Up to now, most of the discussions about success and progress have been based on this issue that what could organization do for employee improvement. But according to environmental changes, career development literature has changed and the employee’s efforts for improving themselves became important. Indeed, human capital as a major factor for success and career advancement and social and emotional capital as other factors have been recognized lately. So, This paper investigated to identify the effect of human, social and emotional capital on managers’ career success. This study was guided to measure the mentioned variables through survey and correlation research method. For this reason a sample of 219 first-line manager of melat bank was examined. The research is based on structural equation modeling. The findings of this research indicated the effect of two capital(human and social capital) on managers’ career success. The authors interpreted the findings from the viewpoint of improving managers’ career success through increasing competency level of each capital.

With entrance spirituality and God to management and Organization field, as 21st century challenge, organization’s managers and leaders especially educational institutions must confront with new phenomena. Spiritual leader’s role to incite and encourage human resource with use of spiritual vision and establishment of cultural context based on human values, to foster empowered, high productivity, committed, and motivated human resource. This paper explains spiritual leadership role on human resource empowerment. Population is included human resource that work in University of Tehran. The results of the research exhibit that there is a significant correlation between spiritual leadership in University of Tehran and human resource empowerment. Results indicate the significant and positive causal relationship between vision, altruistic love, faith, calling, membership, and negative causal relationship organizational commitment and significant and reverse causal relationship performance feedback with empowerment.

"Situational approach" in leadership indicates some influential interactive factors in organizational effectiveness. These factors include traits and behaviors of leaders, subordinate's characteristics and interactions between mangers and subordinates. In this research, our focus is on the effects of manager's personality traits on their effectiveness. Today, one of the aspects should be considered in employing human resources and, more important, managers is to adopt mental and personal traits of job applicant with relevant position/ job which is clarified in article 9, Managerial Systems Reforms of Administrative System. Therefore, among personality models, four problem-solving styles of Carl G. Jung (1875-1961) were elected which include practical, rational, friendly and innovative styles. The management effectiveness indicators are based on Kritner's and Crinsky's items. In this research, we are studying the relationship between certain type(s) of personality styles and manager's effectiveness. Research findings support major hypothesis namely the existence of a relation between certain types of personality styles and management effectiveness. Other results show that the most effective personality style is affective-intuitional (friendly) style in senior managers and rational- intuitional (practical) style in operational mangers.

At the present time, knowing about personality characteristics of people is a must in may opportunities of life. People’s efficiency on their job, their educational success, efficiency of treatment methods and generally speaking human adaptation in all opportunities of life has relations with his personality characteristics. Studies show one of the causes and element of creating conflict in organizations is existence of individual and personal differences among people. In other words, conflict becomes evident because people always do not agree on goals, subjects, beliefs and similar ones. This research has been conducted by making use of profile study and correlation method in the year 2007. There was a positive statistical relations between personality characteristics of locus of control and authoritarianism as well as organizational conflict. There was a negative meaningful relation among the personality characteristics, self-esteem, self–monitoring with organizational conflict. Result of this research and its findings indicate that there is a relation between personality characteristics of staff and interpersonal organizational conflict. Thus, knowing about approach differences and perceptions, mantal and physical abilities and personality properties with each other make outstanding contribution towards understanding the different levels of staff performance which leads to decreasing the organizational conflict.

Decision making is the essence of managers activities and is of great importance in all of their responsibilities. The main purpose of this study is to investigate General Decision Making Styles of N.I.O.P.D.C ‘s managers in order to study the construction validity of G.D.M.S questionnaire. A collection of 55 managers were selected as statistical sample and rational, intuitive, dependant, spontaneous and avoidant decision making styles were tested among them. A decision making style questionnaire was used for measuring decision making styles of managers. Regarding to the result of Kolmogorov–Smirnov test all the variables are in normal form. Therefore pearson correlation was taken to test the relationships of general decision making styles. Analyzing data results revealed that the rational style is significantly negatively correlated with the intuitive style and there are significant positive correlations between the rational and the avoidant styles and between intuitive and spontaneous styles. Also there are significant negative correlation between the avoidant and each of the dependant and the spontaneous styles. There are’nt any correlations between gender or level of studies and each of the decision making styles.