فصلنامه چشم انداز مدیریت دولتی
پیاپی 9 (بهار 1391)

Affective commitment has always been of interest to behavioral sciences researchers because of its important behavioral outcomes. In this study, adopting multilevel approach, a cross - level model composed of perceived distributive justice, perceived procedural justice, affective commitment and consideration has been proposed and tested. Data obtained from 461 faculty members in Tehran Universities and analyzed using LISREL 8/50, SPSS 16 and HLM6.08. Results indicate that faculty member's both perceived distributive justice and perceived procedural justice influences their affective commitment positively. In addition, faculty manager's consideration both influence faculty member's affective commitment directly and moderate the relationship between their perceived distributive justice and affective commitment positively. The moderating Influence of faculty manager's consideration on the relationship between faculty member's perceived procedural justice and affective commitment was not confirmed.

This study aims to test Burk-Litwin's Organizational Change Model at the Al-Zahra University and investigate 1. The reliability of this model among study samples 2. Relationship between Burk-Litwin's models components and performance, and 3: predictor variables of performance variable in Burk-Litwin's model. The population is the staff of Alzahra university (218). Based on Morgan Sample Table, 160 people are selected. Data were collected and analyzed using the questionnaire which its reliability and validity was approved. Results of correlation coefficient (r) at the α=0.05 significance level showed that all Burk-Litwin's model components has a direct and significant relationship with organizational performance. Performance regression based on Burk-Litwin's model components is statistically significant, and these components indicate a part of performance variance. According to the rate of R2, three components namely leadership, construction and system have the most explication on performance.

Positive organizational behavior emphasize on tiny aspects of organizational behavior and positive states of human personality that they are malleable. In reality, it studies human's malleable psychological positive capacities and strength points that they are manageable effectively for promoting employee productivity. For these discussion, a new capital have been brought into management that it's renewed psychological capital (hope, efficiency, resiliency and Optimisms). This study aims to study the impact of psychological capital on socialization cased by service years. Therefore, it is examined among a sample from country northeast gas transfer company with 115 person (managers & employee). The findings support the impact of psychological capital on socialization but service years doesnt influence on relation between psychological capital and socialization. With attention to declared results, managers should notice to employee's psychological capital level (hope, efficiency, resiliency and optimisms) because it can accelerate employee socialization.

The purpose of this study is recognizing the impact of job burnout on organizational commitment, job satisfaction and intention to leave among the employees of an Iranian public sector company. From the viewpoint of aim, the research is applied, and from the viewpoint of quality of data collecting is a descriptive study. It is based on a correlation analysis through structural equation modeling (SEM). In the analytical model of research, job burnout is independent variable and organizational commitment, intention to leave and the employees’ job satisfaction are dependent variables. Between job burnout and its dimensions, include emotional exhaustion, depersonalization and diminished Personal accomplishment, there is positive correlation of 0.98, 0.92 and 0.95. The model specific results show that job burnout has negative effect of -0.88 and -0.85 on organizational commitment and job satisfaction and has positive effect of 0.58 on intention to leave. The results of the research also show that through decreasing the level of burnout among employees in the organization it is possible to control the variables of organizational commitment, job satisfaction and intention to leave.

The purpose of this study is to identify barriers to HR functional strategy development in Saipa through surveying subjectivity and opinions of participants. Q-methodology has been applied as a mixed method in this study. The participants of this study (n = 31) constitutes managers and specialists of Saipa. Given the appraisal and summarization of concourse, a variety of concourse were discovered and obtained from various sources, then 170 short statements were selected as Q-phrases. After a survey of experts, 47 Q-sample were chosen. After Q-sorting, the information was analyzed using factor analysis. Distribution analysis showed that 12 distinct subjective perspectives about the barriers to HR functional strategy development in Saipa can be identified among participants which explained 77.3 percent of total variance. These 12 subjective perspectives were sequently called as: "Hopeful experts", "Realists", "Despairs", "Frustrated experts", "Risk aversives", "Environmentists", "Status quo advocates" "Complex", "Traditionalists", "Low motivated", "Political analysts", and finally "Align advocates". The importance and prioritization of barriers were identified based on subjective perspectives. Finally some strategies were identified and proposed for overcoming barriers in order to implement HR strategic management effectively in particular in HR functional strategies development of Saipa.

The research conducted to find influential factors on innovation adoption based on Rogers model. Population included 351 distributors of Sadaf Plastic Sima Company. According to Cochran formulation and based on stratified classification sampling method, 140 people were selected as research samples. Gathering primarily data was done by a manipulated questionnaire. Secondary data was gathered by field study. Cronbach’s Alpha was found as 0.949 that showed an acceptable reliability of questionnaire. The validity was found by debating with scholars. The results which have been found from Spearman coefficient show the positive and direct relationships between innovation adoption with relative advantage, compatibility, complexity, trial ability and observability. Based on Friedman test, it was found that compatibility with a ranking average of 3.71 has the most impact and complexity with a ranking average of 2.60 has the least impact on innovation adoption.

In this article, considering importance of performance assessment, have been tried to assessing efficiency of agricultural research part in area of knowledge management(KM) with application of quantitative & qualitative approach (CAF & DEA). First, we studied literature in KM & team working. Explored component of literature were being confirmed to enables & results of CAF. Then these confirmed component were transformed for agricultural part. So, a questionnaire contained to KM & team performance measurement scale were distributed among 163 persons of researchers in 22 agricultural research institutes (return rate:80%). Mean of statements in KM measurement scale as inputs & team performance measurement scale as outputs of DEA model were put in DEA OS software in method of output oriented. Agricultural research & natural resources institute (ARNRI) & Abarkoh jahad office in people result, ARNRI, Agricultural & natural resources college of Yazd university & Payame noor Mehriz in society result, ARNRI, NSRC, Yazd & Tabas & Khatam jahad office in key performance results & finally in farmers results, Yazd & Tabas jahad office had 100% efficiency.

Study of the relationships between different levels of organizational readiness from the Hersy and Blanchard’s points of view and various styles of leaderships related to them, is the main theme of this research. Statistical population is the work-force of the production companies of Ghazvin provence, in which a sample of 384 person are selected by kochran formula through a random sampling. Validity of the questioinnaires from the contents aspect and reliability of them are also checked through the kronbach alfa, Technique which are 0.84 for the organizational readnees and 0.89 for leadership styles questionnaires. Two statistical techniques of two mean test with x2 statistics and hypothesis testing by spss software are analysed on the bases of the 370 retured complited questionnaires. The results are showed an unreadiness of the work-force as well as the domination of authocrative- benevolentive leadership style in the production companies, therefore accepting the hypothesis number 2 “the work-force of the production companies are not organizationally readiness and utilizying an authoritative leadership style”.