فصلنامه مطالعات منابع انسانی
پیاپی 25 (پاییز 1396)

The present study investigates the effect of organizational structure on knowledge creation in Army officer's colleges.Islamic Republic of Iran. The present study was applied in a descriptive way.Information is used to collect information. Statistical population of the research, professors and faculty members.The Ministry of Civil Servants 'Officer's Schools is about 052 people. Specimen according to Morgan table 841 people are estimated. To collect the data, the questionnaire was used by Kheirandish Organizational Factors (8131 (Knowledge Creation Questionnaire Knowakah and Takuchi (8335) have been used to assess and ensure.The accuracy of the questionnaire, its validity and reliability, 12 questionnaires were distributed as a test.The validity of it was obtained through SPSS 2 software 81 and using the Cronbach's alpha formula 31. It was a sign of the high credibility of this questionnaire. To analyze the research questions, use statistical Inferential multivariate regression analysis was used and in the analyzes, statistical software was SPSS-81.it has been used. A general review of the research hypotheses shows that 33% of the different dimensions.The organizational structure affects the creation of knowledge. Also, the. results of one-to-one study on the effect of variables.Independent on the dependent variable shows that the formation of networks and scientific associations has the greatest impact.Equal to 11 percent on the creation of knowledge. The results indicate that team-building and bonus to the team with 02 percent.Has a great influence on the creation of knowledge. It was also observed in this study that other structural variables.Including formal knowledge and flexibility posts also have a direct impact on the creation of knowledge. About.The recognition and concentration variables also indicate the high and reciprocal impact of these two variables on the creation of knowledge. In other words, by reducing the degree of formalism and concentration, the amount of knowledge creation increases and vice versa.

Nowadays, organizations, to gain competitive advantage and improve their performance, require more valuable human resources; Employees who do not withhold any effort in the direction of organizational success via doing voluntary behaviors. The concept of organizational citizenship behavior implies these behaviors and internal marketing is one of the factors that can lead to the appearance of employees’ organizational citizenship behaviors. Therefore, the objective of the present survey is to study the relationship between internal marketing and organizational citizenship behaviors by considering the role of organizational commitment. Employees of Isfahan Melli Bank constitute the statistical population and two-hundred ten (210) persons have been selected as statistical sample. Data in the field section was collected by distribution of standard questionnaires among the members of statistical sample and structural equations model was used to test research hypotheses. After factorial analysis of measurement models research hypotheses were tested. Results illustrate that all four hypotheses have been confirmed. Based on the results of the first to third hypotheses, significant effect of both the internal marketing on organizational citizenship behavior and commitment and organizational commitment on organizational citizenship behavior were confirmed. Also, according to the results of fourth hypothesis, the mediation effects of organizational commitment in the relationship between internal marketing and organizational behavior was confirmed.

Today, due to increased health care costs, the comparison of performance and efficiency of units has It is important. The purpose of this study was to measure the relative efficiency of public and private hospitals in the city Mashhad is to investigate the effect of ownership on performance. Research in terms of purpose and mode Collection of field descriptive information. In this study, the efficiency of 12 public hospitals and not - Private hospital has been calculated. For this purpose, the modified input BCC input method is analyzed "The number of nursing staff", "The number of medical personnel", data coverage has been used. Factors The number of actions - "," the bed of the total employment day "as agents of the institutions and agents" number of active beds "and They are selected as output factors. To analyze "Outpatient Number" and "Surgery" The data are used by DEA-Solver and DEA-Frontier software. Twelve hospitals at the border 0/0 and efficiency of scale 575/0, allocation efficiency 498 / efficiency, average technical efficiency 57 Were determined. The results showed that state hospitals had higher efficacy and hospitals Private can increase efficiency by modeling government hospitals.

One of the most important concerns, is the proper functioning and sustainable. The role of leaders is important in this context. The present study has been carried out to investigate the relationship between transformational leadership and team performance with emphasis on cognitive trust.The research method was descriptive correlation, and the statistical population(N=294) and the statistical sample(n=161) involved all educative department of Qazvin Islamic Azad University. The questionnaire was used for collecting the data(52questions). In order to evaluate the questionnaire reliability, the academic experts and for stability, the Cronbach's alpha method, was employed. The validity of the questionnaire was considered as content validity and was investigated by collecting specialists’ comments. The results showed that there was transformational leadership has positive effective on team performance. Cognitive trust to leadership, specially, cognitive trust among team members, has positive effective on team performance and can mediate the impact of transformational leadership on team performance.The effectiveness of cognitive trust is important to improving leadership, team performance and organizational groups.Without the trust of followers to leadership, it will be little lasting impact on team performance.

Studies show that lack of commitment to change one of the important factors is creating inefficiency changes. Commitment to change is the force that causes a person to become involved in processes necessary for successful change. It seems that the leadership role in making the commitment to be altered. The aim of this study is an applied research and in terms of the nature and methods of data collection survey. Communications and infrastructure, which is the study population stratified random sampling method is used for sampling. In this study, a questionnaire was used to collect data. In order to ensure the validity of the measure, two measures (1) talk with professors and experts, according to research and exploit their ideas and (2) provide the necessary explanations to the questionnaire respondents were associated with delivery. In addition, in this study, Cronbach's alpha coefficient was used to estimate the reliability of the questionnaire; the Cronbach's alpha was calculated to indicate the reliability the questionnaire. 864/0. The population of 420 people201, according to Morgan was selected as sample. The results showed that the leadership change has a significant positive impact on various aspects of commitment to change.

The present research is the effect of knowledge sharing on organizational entrepreneurship by studying the role of moderating ethics Work at the Credit Institute of Development. In the early stages, theoretical literature and studies and research are carried out It was studied in relation to the subject of research and the chapter on research literature using information Collected, written. Then, to measure the variables of the research, the field method and the tool Questionnaire was used. Then, questionnaires were gathered among the sample population including 012 people From employees of different areas of the organization, were distributed. Investigating the main hypothesis of the research The moderating variable of work ethic was also introduced into the model. This variable can be moderator.The relationship between the two variables of organizational entrepreneurship and knowledge sharing in this organization is considered. So that.The correlation between the above variables is 298.0 in the second model and is at a high level. Also The coefficient of determination indicates that 298% of the variations of the dependent variable of organizational entrepreneurship component by The independent variable of knowledge sharing is covered.

The correct use and use of any instrument will be based on philosophical knowledge and the culture of application on that instrument. According to
Definition of the correct critique is a scrupulous assessment of something or someone, since it is criticized. On This basis, in philosophical critique, defines the definition not to the truth and false balance, but to the merit and insolvency and expressive scale.Completeness will be measured. The present article seeks to provide a comprehensive framework for philosophical critique Management theories. Therefore, it has tried to critique after presenting a modern, comprehensive and systemic approach One of the most commonly recognized theories in organization and management science, chaos theory. On this The basis of the theory is based on a comprehensive three-dimensional model, from three perspectives: the perspective, the ruling paradigm, and the level of parsing-And analysis has been taken into consideration. In the field of view, the three factors of society, organization, and man are criticized, In the area of paradigm, three aspects of ontology, epistemology, methodology and value are criticized and Finally, the level of theoretical analysis has been criticized. Finally, the results and outputs are applied in The theory and methodology of research has been mentioned.

Ethics along with knowledge and skills are the most important capabilities of any manager in the organization. Organizational environments The ethical development of individuals plays a fundamental role, and the ethics and behavior of these organization's managers are heavily influenced by others and their outcomes Organizational performance is influential in the future. In an Islamic system, organizational leaders are expected to adhere to Islamic and ethical principles in their profession and lead to the development of Islamic ethics not only in the organization but also in general Dimensions of society.This research aims to explain the Islamic ethics in organizations from the point of view of religious teachings. Research The present is an applied and descriptive-analytical method. The statistical society of the research is Quran, Nahj al-Balaghah and authentic books of narrative. Also, the statistical sample is a collection of verses and narrations that are Directly and indirectly linked to the purpose of research. The sampling method was as follows.It is possible to refer to verses and narrations and to select a particular item. Method of data collection, studies. A library has been used and has been used as a snap-in vector. Findings indicate that organizational ethics in Islam Including: obtaining God's grace, sincerity in work, order, the principle of working in the work, maintaining human dignity, conscientiousness, Observe the limits of moderation, goodness and good fortune, secrecy, trust, wasting of time, compassion, care To work, to do anything in your time, to be serious in employment, doing anything, perseverance and disappointment, selling and Bribery. To apply human resources to the principles of ethics, practical training Ethics to managers and employees and, ultimately, the drafting of a corporate charter for organizations, including suggestions and solutions Institutionalizing Islamic ethics in organizations.

He present study investigated the its relationship social undermining and staff silence.This study is one of the two variable are correlated.In study include all employees of air force Esfahan in 1394 the number was 1,800. Using Krejcie and Morgan table, 317 people were sampled by random sampling method. Lot size was selected according to the sample size. Data were collected by questionnaires. The results of this study showed that there is a significant relationship between social wear and silence behavior of employees (r = 0.415, p = 0.01). This relationship was accepted with caution in the component of social wear at the partner level, but was accepted with certainty in the social wearing component at the level of the supervisor. Also, there is a meaningful relationship between the dimensions of wear and tear and the dimensions of employee silence, and the dimensions of social wear can predict the dimensions of employee's silence behavior. The findings of the research also showed that there was no significant difference between respondent's opinions according to demographic variables.

The current study aims to provide guidelines to administrate ethics in the field of commanding the army forces. The statistical society consists of 208 Iranian army employees whose job is either commanding or management army forces. This research is conducted using a combinational methods based on quality and quantity where interviews and coding is used for caliber part and also the methods of KMORNGOF-SMRINOF, simple-T, and FRIEDMAN are used for quantity. Data is acquired by polling method. To make sure of the reliability of which, the point of views of authorities and experts are asked, as is for where the Kronbakh Alpha is 0.952 implying so. Research 1- maintaining the three main parameters of commanding; the basis of ethnical commanding, the principles of ethnical commanding, and the performance of ethnical commanding. 2- Noticing the current situation of main parameters of commanding among disparate employee, commanders. and managers. 3- the results of Friedman test revealed that priority of three main parameters and their sub categories. In could be concluded that, considering the results and application of strategies as well as the quid lines we could perceive a huge advancement in army forces and the related systems in the several fields of practical and theoretical.

One of the important organizational challenges is the gap between engagement in the workplace and the motivation to create the motivation for the employees who have the least engagement and motivation inherently in their work activities. According to a survey conducted by the Entertainment Software Association in 2014, nearly %71 of the players are over 18. According to these statistics, organizations can use more specific types of games, called behavioral game or gamification. This technology is a real activity, determined through a skill-centered gaming system. gamification is the most prominent advancement of game and entertainment developments, which believes in increasing convergence. This mechanism often refers to the process of improving services and the system, which increases internal motivation, delivers enjoyment, and supports changing behavior through the use of specific game elements. This tool is a new concept that uses digital game elements in a non-gaming application and provides a solution for employees to engage in persistent personal and social behaviors, behavioral consequences associated with employee behavior change, skills development, and innovation. The results show that behavioral play motivates employees and increases personal participation. The results show that gamification cause make motivates employees and strengthens their personal engagement; And if designed purposefully, it results in a consistent behavioral outcomes for employees.