فصلنامه مطالعات رفتار سازمانی
سال چهارم شماره 4 (پیاپی 15، زمستان 1394)

The paper studies the impact of emotions control and tolerance for ambiguity on wise decision making. The population of the research was employees of Isfahan university, which 150 employees were selected as samples. To collect data from the field, 30-item questionnaire was used. According to basic conceptual model 7 hypotheses were developed to examine the relationship between variables mutually. In order to test the hypotheses, LISREL program and Path Analysis Model (PAM) were used. Nevertheless results using LISREL program indicated that emotions control and tolerance for ambiguity had a significant and positive effect on wise decision making. Emotions control there was no significant effect on tolerance for ambiguity. Results indicated that neuroticism had a significant and negative effect on emotions control and tolerance for ambiguity, and conscientiousness had a significant and positive effect on emotions control and tolerance for ambiguity. On this basis, we can say that if people manage their own emotions and can handle ambiguous situations, is expected to take wise decisions that the interests of all parties are taken into account.

Organizational culture creates the personality of an organization. As recognizing a person's character helps us in analyzing his behavior, understanding organizational culture could be effective in guiding, leading and organizational changes. In addition, moving to the desired organizational culture is a key to organizational excellence and development. Accordingly, in order to explain the desirable organizational culture of Day bank, emphasized beliefs and values of bank’s leaders were identified. After studying the literature and organizational culture models, five components of destination and route, structure and working mechanisms, human resources, environmental and ethical factors were considered as the main components of the research theoretical framework. In other words, elements and indicators of the multiple dimensions of desired organizational culture were identified through semi-structured interviews with managers. Using convenient judgmental and snowball sampling, interviews were continued to the level of theoretical saturation. Data extracted from the interviews were analyzed using theme analysis qualitative method and Nvivo software. As a result of data analysis, 23 sub-themes and 124 concepts were identified according to the five main themes of the desired organizational culture of Day bank.

In the present article the main goal is assessing the municipality of Tehran’s organizational corruption and integrity degree. Municipality of Tehran is an organization with very bold social aspect and it offers a variety range of services in Tehran as a metropolis. Corruption and integrity are two important phenomena that they have very important consequences in a country. Having a integrated picture from the current situation of organizational corruption and integrity in different level have a great role in achieving to the ideal position in organizational corruption and integrity degree. The methodology in this research is descriptive survey by questionnaire. Gathered data also was analyzed through innovative method which it was introduced by a research group in Iran.
Survey groups including municipality's special department personnel, Expertise, Clients and Tehran's citizen which are questioned about their experiment and perception of corruption and integrity in municipality by the indexes that model define for two different dimensions of integrity and corruption.
Findings show the comprehensive integrity score in specific department of Tehran municipality is around 0.5 from 1

In this study attempted to determine the effect of the explicit and implicit institutionalization of ethics on the happiness of employees in SAIPAGAM Company. For this, it has been used descriptive-causal method and the data has been collected by questionnaire. The population used is SAIPA Company. In order to analyze the data using PLS software. The results confirmed the theoretical framework and are consistent with the results of previous researches. Also the findings show that implicit institutionalization of ethics has more impact than explicit institutionalization of ethics. According to the findings of the research, organizational managers for increase the employee's happiness should emphasize on institutionalization of ethical culture (explicit and implicit institutionalization). As well as the findings of the research shows that importance of implicit institutionalization of ethics is more than explicit institutionalization of ethics. Therefore it is necessary that managers pay more attention to his or her behaviors and actions because personal's happiness is very affected by these than ethical codes and so on.

The purpose of this study was analysis of the relationship between organizational culture Based on Denison model and technology acceptance. The study involved all the Directorate General of Education Employees in the academic year of 2013-2014. According to Morgan Table and by using stratified sampling, 190 people were sampled. In order to collect data, the Denison organizational culture and Technology acceptance questionnaires were used. The validity of questionnaires according to the expert's ideas and its reliability according to the Cronbach's Alpha coefficient were considered and approved (Technology acceptance questionnaire 0/838, organizational culture 0/837). In order to analyze data, Structural equation modeling techniques were used. Results showed that organizational culture Based on Denison model as an external variable is effective on the acceptance technology by employees. Based on the data analysis, the proposed conceptual model in this population is appropriate based on the goodness of fit. Consequently it is applicable to the population under study.

The effect of corporate social responsibility on corporate culture and emotional commitment of employees is examined in this study. Data obtained from 250 employees of a public hospital in Mazandaran Province that the information was collected through random sampling in 1394. In collecting information related to the variables of a standard questionnaire was used. The reliability and validity was assessed by Cronbach's alpha and confirmatory factor analysis. The conceptual model was measured by using structural equation modeling and path analysis. Results indicate that corporate social responsibility on corporate culture (β=0.57; t =4.30) and emotional commitment of employees (β=0.60; t =5.00) has a positive and significant impact. Organizational culture has a positive and significant impact on employee's emotional commitment (β=0.42; t =3.09). The effect of corporate social responsibility on employee's emotional commitment through organizational culture (β=0.84; t=7.62) was approved.Finally, recommendations were provided for managers to decision making.

Recently, organizations perceived that human resources is the most important resource for access competitive advantages.organizations compete for human resources employment and maintain .according to competition on human resource , organizations invest on implement and development of supportive programs for employees and trying to provide proper welfare programs. In this conditions , traditional management is not responsible and organization most get a new behavioral face and be a supportive. This study is aimed to recognize the factors having related to supportive organization in red crescent society .The current study is a descriptive study in which 945 personnel are selected as the sample. Data was gathered by use of structural equations model and then it was analyzed using Lisrel software. Due to the results, the supportive organization is related to some variables including perceived organizational support, organizational justice , superior support , suitable pay , promotion , job security , autonomy , training , Islamic belief , organizational empathy and participative management . supportive organization, also related to individual and organizational outcome including: job satisfaction , commitment , organizational citizenship behavior and performance.