فصلنامه مدیریت دولتی
پیاپی 2 (بهار و تابستان 1388)

This research is about analysis of relation between trust and organizational commitment of personnel. Statistic Social in this research is the personnel of social welfare organization of Qom state and education organization of Qom state and statical sample is consist of 35 employees from social welfare organization and 54 employees from education organization of Qom state. in analysis of organizational commitment is used from Allen & Meyer model and in analysis of trust is used from conclusion of a research. Name of this research is identify factors effect on trust between employees and managers and analysis the situation in executive organization of country (Hasanzadeh, 1383, p.18). for analysis datas and test the hypothesis of research, is used from spearman correlation Test. in attention to the conclusions of the basic hypothesis of research is determinated that in both of organizations is not a meaningful relation between trust and organizational commitment of personnel and the conclusions of subsidiary hypothesis indicate that in education organization is meaningful relation between attention and affective commitment, attention and normative commitment.

Different approaches are presented regarding how to react to the changing world. All these approaches are me meaningful if cover the alignment principle in the organization as a fundamental and more important principle. Surveys and research on the successful organizations are indicative of considering alignment as a determinant axis in the organization. This article is the result of a research on the key role of alignment in enhancing organizational performance. In this research, organizational performance is measured based on secondary data of Martyr Rajaee Model. By the way, theory of Strategic Reference Points (SRP) was used to measure alignment among four organizational elements including organizational strategy, culture, structure, and human resource strategy. First, the results of findings show a high alignment among above mentioned elements. Second, a positive correlation was found between alignment and organizational performance.

Considering the challenges that modern organizations face, creating a happy organization in the number one strategic imperative and the only way to long-term success. we studied research literature and background in this article, then we identified ten factors of happiness at work. considering this factors, we design questionnaire in order to measure of happiness at work. Validity of factors and this questionnaire was examined by opinion of scholars. In order to measurement of questionnaire reliability, this questionnaire performed among 30 employees and its reliability verified. This questionnaire performed in sample that include 134 employees of chosen organizations in Qom province. Achieved results of information analysis indicated that factors of organizational learning, openness, participation, equity, Be-positive and flexibility were unfavorable. Factors of meaning at work, love, security and interaction with coworkers were average level in chosen organization.

Hospital Waste material generation is an undesired process in a hospital service rendering system. Infectious Wastes due to their hazardous nature which containing Pathogenic Micro Organisms could harm and contaminate human environment in comparison to other waste materials. For this reason, it is necessary to adopt relevant alternatives and mechanisms to curb and disinfect them. The research Purpose is to measure the quality of effectiveness of Tehran's hospitals environment management based on ISO 14000. To conduct the research, applied, descriptive and field methods are used. A total of 75 Tehran's hospital are selected from among them 60 hospitals are chosen based on Krejciey and Morgan tables as a sample by random. Date collected through questionnaires and by using likert's six-option spectrum based on the said standard and data are analyzed by SPSS software and by using descriptive and inferential statistics (T test). The average scores of researched variables (are the same components of standard) are, Policies3/48, identification of environmental aspects3/15, formulation of Micro and Macro objectives3/15, Planning for achieving objectives3/15, development of duties and responsibilities3/18, staff training3/23, communication system3/37, documentation of ٍٍٍٍEnvironment Management System3/22, monitoring operations3/24, reaction readiness in emergencies3/25, periodic appraisal3/09, corrective actions as well as revision of environment management system3/02. The average of all variables are lower than test value (3/5) and undesirable. Thus, it requires further consideration and improvement.

Operating urban and rural councils in Iran put some new hopes to improve the local situation and correct some authorized procedures in urban management affairs. The third period of local councils started in 2007. At present many councilors and officials aware about the importance of training some necessary skills and knowledge for the councilors. This article tries to adopt a relevant educational system for urban councilors. The city council of Mashhad has been studied as a case study. Several methods such as job analysis, problem analysis, organization analysis and survey are used to adopting the educational system. Suggested educational system has 4 types of courses: fundamental courses, general courses, specific courses and continuous education. We try to enhance the efficiency of courses by considering various type of training method beside speech; these methods include field trip, group discussion and watching movies. The presented educational system offers necessary attitudes and skills, and not limited to few knowledge.

It is dawn clear that empowered employees in public sector perform a critical role in their organizational service quality. By the same token, currently competitive advantages stem from employees’ high self-confidence and their commitment toward the goals rather than application of high technologies. This study summarizes twenty influencing factors on employees empowerment including information, authority, teamwork, leadership style, training, involvement, experience opportunity, goals and policy clarity, decentralization, resources availability, responsibility, rewards, job enrichment, coaching, job significance, self-confidence, role ambiguity and employees recognition. These factors were recognized through factor analysis in five different factor group called attention to personal growth and job design, attention to employees issues and team work, leadership style, attention to formality and clarity and attention to environment and decentralization. These factors justified %64.533 of the variance and the first factor attention to personal growth and job design enjoying %38.72 share of the variance ranked the first in influencing the empowerment.

A recent occurrence in the world of work is the phenomenon of women being stuck at lower levels, also referred to as the glass ceiling effect. Different studies and sources in several countries show that the increase of women in managerial positions is still lopsided, especially when compared to the total number of female in the workforce. This research, try to identify the effective factors on decrease of women empowerment, especially survey on disable sociability and helplessness of women. This research is based on a descriptive-experimental method through a correlation analysis for the examination of two factors eventuate of glass ceiling is effect directly on decrease of women empowerment. Statistical population encompasses whole employee in IPDC. Sample Statistical selected by random sampling and their opinion gathered through a questionnaire. The result show that between disable sociability and helplessness of women with decrease of women empowerment is a direct relationship and glass ceiling indirect affect on decrease of women empowerment with those two factors.

Public interests justify the existence of public administration and public administrator must obligate it in any policies and decisions. Reduction of public trust and organizational trust in recent years and necessity of power distribution and empowerment in democratization trend, intensify the emergence of servant leadership. Denhart´s idea of new public service in recent decades, increases the importance of servant leadership. This article, therefore, investigates effects of servant leadership on trust and empowerment. We took advantage of correlation coefficient and used questionnaire to collect the data. The results exhibit the significant correlation between servant leadership, trust and empowerment. There are, also, significant differences between perception of leaders and employees in servant leadership.

Nowadays organizations should be conducted in a completely challenging environment with extraordinary changes. In such situations, managers don,t have enough time to control employees and should delegate most of their tasks to their subordinates. The employees could do the tasks delegated right only when they have enough ability and knowledge and related skiles. The empowerment process is a tool which can ensure managers to delegate these tasks. This research is a survey research based on correlation method using sampling. The volume of sample is district 9 regard to clustering sampling method with the volume of 240 people. In this article the first assumption is about the relation between the employee,s empowerment and their organizational commitment. In the next assumptions, the relation between the empowerment dimentions (Competence, Meaningful, Trust in others, Impact and Choice) and organizational commitment are considered. The results of the research show that there is no relation between empowering and the organizational commitment and it,s subsidiary hypothesis excep the meaningful and trust in others. Also, the rate of employee empowerment is more than average and that of organizational commitment is less than average.