پژوهش نامه مدیریت تحول
سال پنجم شماره 1 (پیاپی 9، بهار و تابستان 1392)

Current research examines the impact of perceived justice (including distributivejustice, procedural justice and interactional justice) on perceived service quality andcustomer behavioral intentions (including word of mouth, trust and revisitintention).Statistical sample comprises 120 customers of Iran Insurance Company in Shirazholding automobile insurance and have record of visiting the company to receivecompensation. We have used correlation coefficient and linear regression analysis (bymeans of SPSS) to evaluate results of conceptual model. The results indicate thatprocedural justice and distributive justice can affect perceived quality. Since distributivejustice and procedural justice have significant effects on trust, word of mouth (WOM), andrevisit intention through perceived quality, perceived quality was found to be an important mediating variable. The effect of procedural justice on customer perceived quality wasstronger than that of distributive justice. In addition, the mediate role of trust between perceived service quality and WOM/revisit intention is substantial.

This study examines employee's attitudes toward the phenomenon of the organizational misbehavior among personnel in the University of Kurdistan. The study consists of two parts: qualitative and quantitative research. In the qualitative phase, semiorganized interviews were used to examine attitudes of the staff about organizational misbehavior. In the quantitative phase, a researcher-made questionnaire was used to examine the indexes of organizational-oriented and staff-oriented misbehavior. The research population included all 202 staff of Kurdistan University. The results of the interviews showed that the employees identified behaviors such as keeping the customers waiting for a long time and abusing the facilities of the organization for private and personal use as cases of organizational misbehavior. Quantitative analysis administered by statistical techniques such as; t-test, ANOVA, and Friedman tests showed that behaviors such as administrative and financial lack of discipline, keeping the customers waiting and justifying their activities had higher rates than other instances. Also the average of male employees’ opinions regarding organizational misbehavior was higher than the average of the opinions of female employees, which showed that male employees convict more such attitudes than female staff. The results showed that there was a significant correlation between the attitudes of employees and their educational backgrounds/degrees towards the phenomenon of the misbehavior.

This study aims to investigate the role of organizational identity and calling orientation in predicting the affective commitment. Since, the effect of both organizational identity and calling orientation on organizational attitudes have been examined in other research works, the present study comes to study the impact of these construct on affective commitment as an organizational approach. For this purpose, a sample of 115 from 450 employees in a public organization was subject to distribute the questionnaire reaffirming the validity and reliability. Based on the research data, the proposed conceptual model was evaluated by conducting structural equation modeling using Lisrel v.8.8. Research results suggested a good fit to data for modified model (RMSEA=0.08) and provided empirical evidence for one of the two hypothesized paths. The results of a more detailed is that the positive impact of organizational identity on affective commitment was statistically significant (γ=0.47) but, the other hypothesis which considers a positive impact for calling orientation on affective commitment was not verified (γ=0.53). These findings recommend that the organization's policy-makers need to facilitate the employee's commitment as a competitive advantage by considering and strengthening the factors affecting organizational identity.

Breakthrough Management (BM) is a kind of an essential organizational creativity emphasized on change and transformation with relying on the theory of transformational leadership. Rather than being step by step process, changes in BM seems like a move ahead rapidly. This quality is expected to cause an essential and rapid transformation in business settings. The existing research aimed to investigate the relationship between BM and effective organization. The sample of the study which conducted by a descriptive research method, was conducted among educational managers by surveying the whole population. To measure the variables two questionnaires were applied, one for BM and the other for sustainable effective organization. The results showed that organizational effectiveness can be predicted by BM and there is a direct and meaningful relationship between the degree of organizational effectiveness and manager's attitude in terms of BM. Moreover, two of four of MB indicators had a direct and meaningful correlation with organizational effectiveness. According to the findings, applying Breakthrough Management (BM) can help organizations to make optimum use of their resources when they encounter with any unpredicted problems and also help personnel to achieve new values considering their past experiences in order to improve organizational effectiveness.

The purpose of this paper is to investigate the relationship between the Walton’s quality of work life (QWL) factors and job satisfaction (JS). The statistical population consisted of top and middle managers and experts of Gas Company of Razavi Khorasan province. A sample of 146 was selected based on proportional sampling method. A standard questionnaire as well as Walton’s WLQ factors for job satisfaction was used to collect research data. In order to test research hypothesis, Spearman and Pearson correlation statistics were utilized. The results indicated a medium figure for WLQ and JS and significant relationship between these constructs. It was further noticed that there is a positive relationship between individual components of WLQ indicating fair compensation, safe and healthy work, environment opportunity for continued growth and security, constitutionalism, social relevance of work life, total life space, social integration, capacity for human development, and job satisfaction.

Design and implement of a strategy to improve employee's attitude, emotions and performance is an important task of managers. Because of the lack of enough latitude and diversity in certain jobs, it causes mental fatigue, stress, dissatisfaction, low level of organizational commitment, emotional harms; lose self-confidence and ultimately reduction in job performance. This study is designed to identify the root causes of the above and to suggest participative decision making as a resolving strategy to cope with resulting problems. Thus, we developed and tested a conceptual model of relationships among key variables of the participative decision making, employee' attitude, employee's emotions and job performance. To collect research data, a designed questionnaire was employed and distributed among 151 employees in 15 branches of Rasht Maskan bank. The questionnaire's validity was confirmed by content validity and factor analysis and reliability was confirmed by Cronbach's alpha (88.7%) using SPSS software. The structural equation model and research hypotheses were tested using AMOS software. The result showed a satisfactory overall fit of the model. Out of 5 hypotheses tested, only one was rejected, that is a good indication of sufficient validity of the model. Findings indicate that participation in decision making improves the job performance by mediating role of emotions and employee's attitude.

In era of service economy, organization's success depends significantly on providingquality services. Therefore, organizations are in the idea of employing tools such asknowledge management to survive. Human activities such as knowledge sharing amongorganizational members are the foundation of knowledge management in organizations.Recent studies have shown that the relational psychological contract and social capitalmotivate the individual's propensity to share and create the new knowledge inorganizations. This study investigates the mediating role of interpersonal trust andcollaboration as important components of relational social capital, in the relationshipbetween relational psychological contract and knowledge sharing amongst employees ofFerdowsi University of Mashhad. Data was gathered through questionnaires used inprevious studies reaffirming the validity and reliability and by conducting randomsampling. From collected questionnaires, 210 were confirmed to be valid for analysis.Research type was survey-analytical and based on structural equation modeling. Findingsillustrated full mediation of collaboration in the relationship between relationalpsychological contract and knowledge sharing, while the mediation of interpersonal trustwas not verified in this research.

Inter organizational collaboration has been considered as a novel concepts in supplychain management by many researchers. In this paper two groups of internal and externalfactors were examined in relationship with inter-organizational collaboration in IranKhodro supply chain. Internal factors consist of organizational strategy and technology andinter-organizational factors refers to trust and shared input resources. SPSS and lisrel softwares were used to analyze and examine research data. Finally structural equation modelwas designed for research variable. Results showed that except technology all other factorshave positive relationship with inter- Organizational collaboration.

Trust is an important element in human relations and cooperation between members of the organization. Trust can be the interpersonal or inter-group, in special mode; or be generalized and related to the whole organization in general mode. Special-generalized trust as a complex interactive process is influenced by various personal and social factors and variables. Some of the most important factors include personality characteristics (system preferences), social relations and economic-social base. In the present study, generalized trust and its effective factors in public organizations in Kashan city are investigated. Results of this research in which data was collected from a sample of 363 respondents, shows that there is a significant relationship between the generalized trust in one hand, and job satisfaction, sense of security, optimism, participation, trust in management and population relationship in other hand. The result further revealed that, there is not a significant relationship between accessibility variables of information, reference groups and organizational base. In general, the relationship between social workers and the general trust does not appear to be a significant.