فصلنامه چشم انداز مدیریت دولتی
پیاپی 3 (پاییز 1389)

In this research we have examined the relationship between organizational knowledge management and success of companies in food industry. The model of knowledge circular process (including creation, sharing, internalization, collecting and function of knowledge) is used to evaluate the knowledge management of organizations. Also the Rate of Return on Investment (ROI) was used to evaluate the success of companies. Admittedly our purpose was the evaluation of knowledge based competitive advantage theory and the relationship between knowledge management and attaining sustainable competitive advantage. The results of this research imply that creation and use of knowledge have the strongest relationship with acquisition and maintenance of competitive advantage.

This research has studied the relationship between two variables of knowledge management and indices of organizational culture from Robin’s point of view. The statistic universe of the research was assistants, managers and experts of central organization of Mash had municipality (N=190) which was appointed as 77 person regarding to sample volume. The data was gathered from August 2007 till July 2008 by using questionnaire. For description of data and analyzing them, a descriptive analysis including frequency, mean and median have been applied. For considering normal distribution, Kolmogorov_smirnov test was used and for considering statistical significance of research hypothesis, the person and Spearman’s correlation tests were respectively applied normal and non-normal distributions. Main hypothesis testing showed that there is a statistical significance (r = %66and p =%0), between knowledge management and indices of organizational culture in central organizational in Mash had municipality.

Jobs such as medicine and nursing because of heavy responsibility have much risk for incumbent of these jobs. In this paper we try to explain strange commitment of nurses to their work and engaging voluntary and altruistic behaviors in the form of job involvement. Research findings based on structural equation modeling portend that there is meaningful relationship between nurse’s job involvement and promoting of organizational commitment. On other hands, there is a positive and meaningful relationship between job involvement and engaging organizational citizenship behaviors. Statistical population of this research include nurses of Tehran city that work in clinic, policlinic, faculties and hospitals simultaneously.

The purpose of this study is investigation of relationship between Perceived Organizational support and Organizational Commitment & Turnover intention in general and examination of relationship between dimensions of Organizational Commitment(Affective Commitment, Normative Commitment, Continuance Commitment) and those two constructs in particular. For this purpose, a conceptual model based on the literature review of the context and its constructs was developed. To examine the relationship between constructs of the model, appropriate sampling method was utilized to select employees from a regional public organization. From the respondents, 98 questionnaires were found to be valid for data analysis. The results showed that there is positive and strong relationship between Perceived Organizational support and Organizational Commitment and there is negative relationship between Perceived Organizational support and turnover intention. among 3 dimensions of Organizational Commitment, continuance Commitment appeared to have the least positive relationship with Perceived Organizational support. It was also revealed that, affective commitment had stronger negative relationship with turnover intention.

This research has been performed to determine the effect of cognitive empowering of employees on strengthening factors in human force productivity -Khoozestan No.1 workshop. Mishra and Spritzer questionnaire was used to assess aspects of cognitive empowering of employees (meaningfulness sense, having selection right, being effective and confidence sense) and a researcher made questionnaire was used to assess strengthening factors of human force productivity (organizational commitment, job satisfaction, organizational participation and job innovation).The data was analyzed by SPSS software. Research hypothesis was tested by Spearman's correlation coefficient and multi step by step variable regression. Results showed that there was a powerful correlation (0.817) between cognitive empowering of employees and strengthening factors of human force productivity. Cognitive empowering of employees had the most correlation (0.756) with "organizational participation" and this variable had the least correlation (0.530) with" job innovation". Meanwhile the results of step by step multi variable regression indicated that the most effect coefficient(0.530) of "confidence sense" was related to anticipating" job satisfaction" and the least effect coefficient(0.276) was related to " being effectiveness sense" in anticipating" job innovation".

The completely altered situations dominating organizations, the ever increasing competition among organizations, and their necessity to be as effective as possible in those situations, has revealed the organizations’ needs to a valuable and worthy generation of employees more than ever before, a generation mostly regarded as ‘Organizational Soldiers’. these employees mark the difference between effective and ineffective organizations, for, with no expectancy, they work extra hours and spare no effort in fulfilling their duties. Nowadays, these efforts, made in a voluntarily and beneficial fashion, are called ‘Organizational Citizenship Behavior’. Most managers also favor the employment of these organizational soldiers. In the present paper, the OCB will be analyzed by using a factor analysis technique, and all the facets of this phenomenon will be categorized into two main components of organizational dependency and personal characteristics each component will be further subcategorized into three dimensions, all consisting of Graham and Podsakoff models. The data was gathered through an administration of a self-devised questionnaire by the researcher and was later analyzed through a structural equation model, the ‘Factor Analysis Technique’. The results of the study indicated that organizational obedience, unlike other aspects of OCB, is not a necessary factor in stabilizing organizational citizenship behavior and those components of organizational dependency and personal characteristics are considered to be determining factors in the establishment of OCB.

Organizational excellence models are considered as effective tools in performance assessment of organizations, and many organizations, all over the world, have benefited from them. In recent years, Iranian organizations have also been using one of the common excellence models, offered by EFQM. Since comparative study of the results of such assessments can play a crucial role in better understanding and improving the Process of performance assessment, a comparison of the performance of organizations with different structures and contents (small/large, state/private, service/product offering, etc) gains importance. The current paper surveys a comparison of assessment results based on the EFQM Business Excellence Model with regard to the variable of size (small/large). This survey-descriptive study is done on the population of IDRO affiliated companies. Due to the type of data distribution, Levene test and t-test have been used to check for any significant difference in the nine criteria of organizational excellence between small and large organizations. The results indicate that there is no significant difference between small and large organizations in the Enabler criteria of EFQM Business Excellence Model; however, some differences were found in the results criteria.