نشریه مدیریت بهره وری
پیاپی 22 (پاییز 1391)

Nowadays, in order to achieve sustainable development regarding management and human resources, such considerations as increasing efficiency, reducing waste material, winning the competitions and the like, proper and successful contribution of the staff in the organization’s affairs and decision-makings seem necessary. The purpose of the present research is to study the rate of participation index and its relationship with organizational commitment in Islamic Azad University. The main hypothesis of the research is that there is a significant relationship between the rate of participation and organizational commitment. The statistical population includes all the staff and faculty members of Izeh Branch, Islamic Azad University. The research sample consists of 114 subjects, chosen by stratified random sampling. For data collection, a researcher-made questionnaire of total quality management with the reliability of 0.955 and Alen–Mayer questionnaire of organizational commitment with the reliability of 0.91 have been used. For data analysis, T-test of independent groups, One-sample T-test, and correlation coefficient have been applied. The results indicated that regarding the rate of contribution, the Izeh Branch of Islamic Azad University is in a favorable state. Also, the results showed a significant relationship between the rate of participation and emotional commitment, between the rate of participation and rational commitment, and the rate of participation and norm commitment of the staff and faculty members in the university under study.

This study aims at investigating the relationship between work ethics and perception of equality among the faculty members and staff of Islamic Azad Universities. The research methodology was descriptive-correlational and the data was collected via field procedure. The statistical population consisted of all the faculty members and staff of Islamic Azad Universities (N=60000). The participants of the study were 800 faculty members and staff who were selected from among the population based on cluster random sampling. The sample size was determined using Morgan table. Out of the posted questionnaires, 569 were completed and returned by the participants. To assess work ethics and the ratio of perception of equality, a summarized version of Ali's questionnaire (1998) and Starvan's employee's perception of equality questionnaire (1996) were used, respectively. In order to confirm the validity of the questionnaires, the researchers submitted them to some professors in the department of Theology and Islamic Thoughts as well as to some other experts. Subsequently, the expert's opinions regarding all the questionnaire items were applied in modifying the scales. The reliability of the scales in a sample group, using Cronbach's alpha coefficient, was calculated 0.83 and using test-retest method, it was 0.76. Both descriptive and inferential statistics were used to analyze the data. Qualitative data was described using percentage and frequency counts and quantitative data was illustrated using indices of central tendency and variance. Besides, based on the objectives of the study and data type, Pearson's correlation coefficient was used as inferential statistics. The results showed that, out of the maximum mean score of 5 for work ethics, the participant's mean score was 4.09 with the standard deviation of 0.48. The participant's mean score of perception of equality was 2.80 with the standard deviation of 0.70, out of maximum mean score of 5. The results of hypothesis tests revealed a positive correlation (r=0.280) between work ethics and perception of equality among the faculty members and staff of (all participants) Islamic Azad University.

Corruption is a global phenomenon and is as old as human and government. Today, there is no society or country that can claim to have a healthy administrative and social system. Solutions to the problem of corruption are diverse and are based on the formulation of social and political systems; measures such as raising the accountability in government institutions, transparency of rules, government downsizing, and executing the comprehensive projects of establishing e-government in the country can be posed. In the present study, the results of 400 respondents’ views on corruption have been pointed. The subjects were chosen by simple cluster sampling, and the questionnaire used in the study was adopted from the questionnaire designed by Naz (2005). The research examined three factors, the time of receiving services, cost of services, and bureaucratic red tape, and then, the hypotheses were put forward. One of the important results of this study is that e-government can not only help to reduce corruption but also be very effective on creating a strong relationship between the government and citizens.

Management based on competency is a coherent and coordinated approach to managing human capitalsin the long run which is devised on the basis of a common set of competencies associated with the large-scale strategies of the country. The present study seeks to assess the merit-based management in the public and private organizations and institutions of East and West Azerbaijan Provinces. The statistical population includes the top and middle managers, and the staff of public and private institutions, from among whom a sample of 426 was chosen. In order to analyze the data, the researchers used T-test with independent samples. The results of data analysis and the study of merit-based management layers revealed that at the significance level of 5%, the layers of merit-based management (core competencies, performance competencies, and tasks competencies) are of higher rate inprivate organizations than in public organizations. Therefore, the difference of the means of the two groups was significant. In all the hypotheses, H0 was rejected and H1, the difference in the mean of the two groups was accepted. Thus, it can be concluded that there is a significant difference between merit-based management in public and private organizations, and that meritocracy, awareness of the goals, organizational mission, organizational commitment, and expertise are greater in private organizations than in public organizations.

The economic structure of today’s world is different from that of the past. Hardware indices and tangible assets that had a key determining role as an enterprise in the past are now being replaced with innovation, creation of new products and software assets. Creating knowledge, making use of knowledge and expanding it all over the society in all fields create capability and power. Universities and research centers, as the basic foundation in the comprehensive development of the country, should be able to train the young and knowledge seeking individuals to become thoughtful, insightful, innovative, and creative. The greatest capitals of an enterprise in today’s world are those interested in thinking, learning and creating; and these are the entrepreneurs. The present study tries to survey and evaluate the average scores of entrepreneurship and the five dimensions affecting it among the industrial managers of East Azarbaijan industrial complexes. The statistical population includes 335 people from among the highly educated managers of the industrial complexes of East Azarbaijan. The study aims, by pinpointing the weak and strong points of the different dimensions of entrepreneurship, to give some suggestions in order to focus on and improve the weak points of entrepreneurship in universities and higher education centers.

The present article studies and evaluates the status of Iran and forty selected countries in the field of knowledge-based economy. The research method is to calculate their efficiency through the use of data envelopment analysis. Data envelopment analysis is one of the methods to calculate the efficiency of decision-making units by using linear mathematical programming with multiple inputs and outputs. Accordingly, the efficiency of the selected countries was evaluated based on the input-oriented CCR model and by using the 13 Components of knowledge-based economy, with total labor force, GDP, gross capital formation, total expenditure spent on ICT, and value added services in GDP as the inputs, and high-tech exports, number of researchers in research and development, number of Internet users, fixed line and mobile telephones, labor productivity, and international relations as the outputs. According to the results of the present article, Iran is placed 29 among the selected countries. It seems that by following the policies of the USA and China, Iran can be promoted in this regard.

The aim of the present research is to study the obstacles in the way of implementing the general policies of article 44 of the Constitution in the public organizations of Zanjan Province. The statistical population of this research consists of the executives and employees of the general departments of Zanjan Province in 2010. By employing Cochran’s formula, 300 have been selected as sample. The research methodology is of survey and descriptive type. In order to gather the required information, 2 questionnaires with 44 closed items in Likert’s 5-degree spectrum and 2 open questions have been used. The reliability of this tool has been confirmed by Cronbach’s Alpha coefficient as %92, and its content validity has been approved by experts. From among 300 questionnairs, 275 have been returned. So the return data is %91.6. For data analysis, t-student test and Friedman priority test have been used. The findings indicate that the most important obstacles in the way of implementing the general policies of Constitution (privatization) are laws and regulations, policies, reaction of employees to privatization, economic and social problems resulting from the privatization process, and programming the privatization process.

The purpose of the present research is to investigate the execution obstacles of management performance auditing in the executives organizations of East Azarbaijan Province and to rank the effect of each obstacle on the execution of management performance auditing. The statistical population consists of the auditors and accountants of the executive organizations of East Azarbaijan. The research is an applied investigation and from the viewpoint of the topic, the research question, objectives, and hypotheses, it is of survey type. The data collection is carried out through library and field study. The research has 6 hypotheses. For the testing of the hypotheses by inferential statistics, we have used single group T-test. In order to attain the research objectives, the researchers drew up a questionnaire consisting of 33 questions on Likert Scales. The results showed that lack of transparency in the goals of the organizations, lack of a suitable strategy, weakness of performance assessment system, weakness of accountability culture, and weakness of laws and regulations in the organizations are the obstacles of executing management performance auditing. In other words, from the viewpoint of their effect on executing management performance auditing, weakness of laws and regulations, weakness of performance assessment system, lack of a suitable strategy, lack of transparency in the goals, and weakness of accountability culture were ranked first to fifth, respectively.

In most of the international conferences about productivity, it has been stated that the level of productivity, particularly that of human resources, is low in various economic parts of the developing countries. The issue of increasing population is also another factor. Almost all of the connoisseurs and top managers of the world’s industries, in justifying the importance of the role of the people compared with capital and technology, claim that there are three important factors in increasing productivity, and human being is the most important factor, so in top-industrialized communities, the purpose and the kind of culture are based upon QWL and human relationships, respectively. They believe that capital and technology can be provided as a loan and by purchase, but we can neither borrow human beings nor buy them. Human beings should be trained as the main capitals of the developing countries, and they should be motivated. Therefore, in this paper, the authors have tried to survey the mutual relationship between productivity and the quality of work life in human resources. They have concluded that by increasing the quality of work life, the productivity also increases.