فصلنامه چشم انداز مدیریت دولتی
پیاپی 7 (پاییز 1390)

This study, explains the current and desireable situation of the technology development in Iran. This is a qualitative study based on the national innovation systems approach seeking to investigate on the current condition of technology and its development in Iran. The second objective of this study was to find out the desired conditions for technology development in Iran with special focus on the country,s long-term planning program. To achieve the study objectives, existing information in national and international databases were reviewed. In addition a number of key informants were interviewed using in-depth interviews and a semi-structured questionnaire. This paper summarizes the findings and discusses the implications of the study results.

One of the main duties of managers, is creating a proper ground for doing things by the employees. Some of the managers refuse and afraid of to delegate some of its authority. They think that because they accepted responsibility, delegation of responsibility to others, may not work correctly and their power is reduced. They stay open many of the fundamental tasks organization, including thinking about the future of the organization, staff development and education, policy formulation of organizations and like it.In this article, these types of managers entitle "Octopus Manager" and the charecteristics of them are studied. This article presented a tool to measure octopus manager. factor analysis method is used to extract factors.

This study has suggested a model on HR professional needs to E-HRM tools, HR competencies and roles; on the relationship between the competencies and the effective performance of the roles; on the impact of HR professional needs to E-HRM tools as a moderator variable on the relationship between the other two variables- i.e., HR competencies and roles. A random sample of 140 HR professionals at different organizational levels in Saipa, Parskhodro and Zamyad automotive companies were taken and the data gathered through questionnaires were analyzed via SPSS and LISREL softwares.The findings show a clear image of each variable and their relationships. There is a significant and positive relationship between business-related competencies and the effective performance of the strategic HR management and change and transformation management roles; also there is a significant and positive, but weaker, relationship between professional-related competencies and the effective performance of the firm infrastructure management and the employee contribution management roles. Furthermore, the results indicate the role of the moderator variable is more effective in former relationship than the latter.

We were concerned as to why many organizations that use the Information Systems of successful corporations do not achieve the same level of success as their counterparts. Is it possible that the Information System managers should take the specific culture of their organization into account and reshape the system to match that culture before implementing it so that the abilities of the new system can be employed towards growth and leadership of the corporation? In this research, we used Weiling Ke & Kwok Kee Wei's cultural model with 5 variables (Group Decision Making, Learning Culture, Power Sharing, Collaboration and Tolerance for Risk). For the purposes of conducting this study, 115 personnel from the Tehran Head Office of Saman Bank were used as our statistical sample. Due to the fact that all the research variables followed a normal distribution, the T test was conducted in order to investigate the relationship between the 5 cultural variables noted above and the implementation of Information Systems. Also, the Freedman test was used to rank each of the 5 cultural variables. The analysis of the raw data showed all 5 hypotheses to be true.

One of the new theories which have been propounded in response of the shortcoming of the traditional and modern theories of management and a means to meet theever – increasing and changing needs of the organizations and the society, is the post – modern management theory. In this research the extent of application of the factors of the post – modern management have been studied in the management of the universities of Isfahan and Isfahan Medical Science University, in both desirable and current situations. In many of the related literature, these factors have been propounded as the expressions like " innovation", "co – creating", "self – controlling", "persuading" and "proactive organizing". A descriptive – survey research method was utilized. The statistical population included all full time faculty members of Isfahan university and Isfahan Medical Science university from which a sample size of 130 was selected through proportional classified random sampling the data gathering instrument was administration researcher – made questionnaire which included 46 items based on Likre„s five degree scale and its reliability was estimated 0. 92 based on Cronbach„s Alpha coefficient. In order to analyse the data, descriptive statistics (mean percentage variance) and inferential statistic (one variable t test one way analysis of variance and Hotelling„s t²) were employed. The findings indicated that based on the observed t the application of all Post – modern indices in the present situation is less than average while the examinees assessment the of those concerning indices the desirable situation is above the average. Also Hotelling„s t² analysis indicated that in the current situation the application of «innovation» is less and «self – controlling» more than all other indices while the examinees most preference is related to «innovation».

The paper is the result of a survey on the impact of staff behavior on customer satisfaction in state-run organizations which studies four behavioral variables among the staff: politeness and etiquette; speed of providing services; exactness in work; and positive willingness to do their job. The research studies middle and lower levels of behavior and reaction of the staff and organizations according to James and Mono Fitzsimmons model and the American Customer Satisfaction Index. Data has been collected and analyzed through mental measurement and context finding methods on a population of 8,352 customer of 51 state-run organizations in Kermanshah Province. The findings show that there are differences between performance and expectations among the four variables studied here. The most difference was seen for “speed of providing services” variable with the least difference observed for “politeness and etiquette” variable. On the other hand, statistical tests confirm the relationship between staff behavior, as an independent variable, and customer satisfaction, as a dependent variable. Correlation between these two variables has been 87.2 percent. Therefore, it is certain that changing behavior of the staff will have a great effect on customer satisfaction.

Teams‟ extensiveusage and reaching for team effectiveness counts as one of the most important goals of today organizations. Thus, describing levers for making work teams more effective is essential to reach this goal. In this research we try to introduce transformational leadership and social capital concepts as strong levers in team effectiveness development and improvement. Statistic population of this research consists of the companies that reside in Tehran University Science and Technology Park, and “SPSS” and “Visual PLS” software has been used in order to analyze the data which is collected through questionnaire. Obtained results confirm the suggested visionary theorem and describes the strong relationship between transformational leadership and social capitol (0.50), and social capitol and team effectiveness (0.61) directly and also the relationship between transformational leadership and team effectiveness indirectly.