وحید سلطانزاده

Aim of the current research was to investigate reliability and validity of Job Embeddedness Questionnaire. The research method was descriptive type of survey. The statistical population is all employee Bu Ali Sina university which by random sampling 265 person were selected. As for date collection Job Embeddedness Questionnaire was used. In this study, after reviewing the content validity, to investigate the structural validity of exploratory factor analysis and for reliability, Cronbach's alpha and to analyze the data SPSS16 software was used. Based on the exploratory factor analysis, Job Embeddedness Questionnaire was developed in six factors under the titles of Fit-organization, Sacrifice-organization, Links-organization, Fit-community, Sacrifice-community and Links-community. The reliability of the questionnaire also with using a Cronbach Alpha Correlation Coefficient for Fit-organization (0.76), Sacrifice-organization (0.72), Links-organization (0.82), Fit-community (0.73), Sacrifice-community (0.75) and Links-community (0.70) was calculated. The results of this study showed that the 18 item questionnaire is a good measure for the measurement of Job Embeddedness.

One Issues of necessity Consider it in the higher education system Feels Educational Entrepreneurship Is, Universities because Be able as a key element In order to take the comprehensive development of the country need to develop entrepreneurship education and to identify factors affecting for it.

Current study with the aim of identification Factors affecting Educational Entrepreneurship at public universities in the country it is done.

The research method was mixed (qualitative - quantitative), in the qualitative part of qualitative content analysis with inductive approach and in the quantitative part the descriptive-survey method was used. Statistical population of research in the qualitative part experts he was an expert in entrepreneurship, educational management, educational planning and curriculum planning and higher education management in the country, and Sampling method in qualitative section purposeful and In a little cluster section It was multi-stage a total of 225 individuals were selected for the study. The quantitative section included all students in the educational sciences department of state universities. To determine the sample size Intended cochran formula was used. Research data collection tool in the qualitative part of the semi-structured interview and in a little part questionnaire It was made by a researcher. Formal validity The content of the questionnaire was approved by experts and professors. The value of content validity ratio or CVR indexes was 0.79 and content validity index or CVI was 0.61 The reliability of the questionnaire was calculated through Cronbach's alpha coefficient of 0.90. Data analysis through exploratory factor analysis in SPSS21 software.

The results showed that six factors economic structure (3 sub factors), cultural structure (3 sub factors), social structure (2 sub factors), educational structure (4 sub factors), external environment structure (2 sub factors) and individual characteristics (2 sub factors) on development of educational entrepreneurship in public universities were effective.

The results showed that educational entrepreneurship is influenced by several factors these factors are spread across six macroeconomic, social, cultural, educational, external and individual environments.

To survive in today's ever-changing environment that technology and communication networks are constantly evolving, organizations are faced with challenges such as competition, development, stability, merger and acquisition, and reengineering of work processes. These factors cause organizations to reconsider their strategy, structure, policies, operations, processes, and culture. In this situation, organizational change is inevitable. To perceive employees readiness for change can serve as a guideline for the organization’s leaders to determine the best way of implementing needed changes. Since organizations and especially universities are fields for human activities, their destiny is tied up with change. Change plans at different levels of universities usually fail because they neglect success factors such as employees’ readiness for change and its affecting variables. Considering the above, this research seeks to answer the question that whether organizational commitment, job commitment, and social relations in the workplace affect employees’ readiness for change.

Organizational change is of the most important factors for organizations to survive by optimizing organizational performance. Change may worry employees about ambiguous and unknown situations and consequently lead to threat feelings, uncertainty, alienation, and anxiety. On the one hand, change is a human phenomenon and it is necessary for organizations to be aware of employees' perceptions of change before implementing it. Employees are the human capital that has the most impact on the organization’s survival on the other. A key aspect of organizational change is the readiness of organization members for change. Readiness for change is a construct that creates positive behaviors and attitudes in employees toward new ideas. Therefore, scholars are required to identify affecting factors of employees’ readiness for change in line with understanding their attitudes and beliefs toward the organizational change. Reviewing the change management literature indicates the association of organizational commitment, social relations in place of work, and job commitment with employees’ readiness for change. If employees are committed to their job and organization, they will have a positive attitude toward change and establish positive social relations that lead to their readiness to accept changes.

This is a descriptive-correlational study and its statistical population is comprised of 744 employees in Bu-Ali Sina University of Hamadan. By conducting proportional stratified random sampling based on Cochran’s formula, 184 employees were selected as the research sample. Needed data was gathered using a questionnaire encompassing three standard measures of attitude toward change, job stress, and organizational commitment. The opinions of management and education experts confirmed the questionnaire’s validity, and its reliability was investigated by using Cronbach’s alpha coefficient. Gathered data was analyzed in SPSS and LISREL software.

Research results indicated that the effects of organizational commitment, job commitment, and social relations on employees’ readiness for change are positive and significant. Therefore, organizational commitment, job commitment, and social relations are of the factors that university managers should consider to increase the employees’ readiness for change.

Organizational change has become an inclusive phenomenon in organizations due to pressures of the external and internal environments. University is an essential institution for development process of any country that facilitates the economic, social, political, and cultural development of society. The higher education system is faced with factors such as reduced rate of graduates' employment, increased number of students, demand for more effective training, globalization, increased competitiveness, and market orientation. For this reason, it is necessary for a higher education system to be ready for changes and consider their affecting factors. Organizational commitment is of the factors that are significantly associated with readiness for change. If an employee is committed to the organization, they devote themselves to the organization and establish a strong belief on and commitment to change plans. Job commitment can create positive emotions and thoughts toward change. If an employee is satisfied with their job, they may exert positive feelings and attitudes toward organizational changes. Social relations in the workplace are focused on employees’ feelings, attitudes, and perceptions and affect their readiness for change. Accordingly, when deciding to implement organizational changes in the university, managers should pay more attention to employees’ readiness for change and its affecting factors such as organizational commitment, job commitment, and social relations in the workplace.

 

Human capital as the main factor of organizational growth can effectively be developed in light of the characteristics of good managers, with understanding this important the present study aimed to investigate the relationship between ethical characters of managers and the development of human capital.
This study is a descriptive-correlation research. Statistical population includes all staff of Bu Ali Sina University of Hamadan, 172 staff by using stratified random sampling method fits with classified were selected as sample. For collect the research data, two standard questionnaires were used: Ethical character of managers and human capital. Data were analyzed by using LISREL and SPSS statistical software.
The results showed that the relationship of adherence to the covenant, implementation of justice and truth, broadmindedness and good mood on the development of human capital, is positive and significant; but the relationship between compassion and availability on human capital development was not significant.
Findings show that for developing human capital in universities, managers should attention to ethical character of managers.

The purpose ofthis studywas toinvestigate thesecure-based leadership in reducing retaliatory behaviors with mediatorrole ofworking conscience. The current research method is descriptive and the research project used was based on structural equations model. The statistical populationis229 employees ofRazi University which they were selected by stratified random sampling method. Data were gathered through three questionnaires,the safety leader, working conscience and retaliatory behaviors. The dataafter collecting were analyzed by SPSSand LISREL.Results ofstructural equation modeling showed that: Direct effectthe secure based leadership in reducing retaliatory behaviors (0/63) is positive and significant. Direct effectthe secure-base leadership on working conscience 0/74) is positive and significant. Also, direct effectthe working conscience in reducing retaliatory behaviors (0/16) is positive and significant. But indirect effect theSecure-Base leadershipin reducing retaliatory behaviors with mediatorrole ofworking conscience (0/10) isnot positive and significant.

The study at hand has been done with the goal of examining the effect of managers’ amiability on the promotion of positive organizational behaviors of office workers. The research method is descriptive and correlational. Through stratified sampling, 172 office workers of Bu-Ali Sina University were selected randomly for the study. To collect data for the research, two standard questionnaires of managers’ amiability and positive organizational behaviors were used. After being collected, the research data was analyzed using the statistical softwares of Lisrel and SPSS. The results showed that pledge fulfillment, sympathy, engagement and good disposition have a positive significant relationship with the positive organizational behaviors; however, observing the right and justice, and mind expansion did not have a significant relationship with the positive organizational behaviors. As a result, of the effective factors on the promotion of positive organizational behaviors of office workers is the consideration of managers’ amiability in the universities.

The purpose of this study is investigate the relationship between organizational health and human capital mediating role of career anchor. The current research method regarding to the intrinsic, is descriptive and survey and research projects used, was based on structural equations model. The statistical population is all employees Urmia University 221 which they selected by Multi-stage cluster for study data were gathered through three standard questionnaire: organizational health ,career anchor and human capital, the data after collecting were analyzed by SPSS and Amos. results of structural equation modeling showed that: Direct effect the organizational health on career anchor is positive and significant. Direct effect the career anchor on human capital is positive and significant. Indirect effect of organizational health on human capital with intermediary of career anchor is positive and significant. As a result, it can be concluded that due to the internal components of organizational health and career anchor can be seen by the human capital development.

This study aimed to investigate the relationship between self-efficacyof research and academic achievement motivation with the mediating role of emotional intelligence. The research method is descriptive and correlational. The statistical population consisted of all Bu Ali Sina University graduate students with the size of 3340 people. Using stratified sampling method, 246 students (182 graduate students and 64 PhD students) were randomly selected for the study. Data collection tools were questionnaires and the content reliability was tested by the educational sciences experts and the reliability obtained based on Cronbach's alpha coefficient was 0/76 for self-efficacy questionnaire, 0/92 for the emotional intelligence questionnaire and 0/81 for the academic achievement questionnaire. The collected data were analyzed by using the statistical software, SPSS and Lisrel. The results showed that the direct and indirect effect of self-efficacy of research with the mediating role of emotional intelligence on academic achievement motivation is positive and significant. To increase the academic achievement motivation of students, the self-efficacy of research and emotional intelligence of students should be taken into consideration much more.

The purpose of this study was investigating the effect possibility of establishment of fast response organizations (FRO) based on components of organizational learning. The current research method regarding to the intrinsic, was descriptive and survey and Research projects used, was based on Structural equations model. The study population included all employees of Industry, Mine and Trade organization of Kermanshah province that by using simple random sampling method, 155 persons according to Cochran formula were selected as sample. Research data collection tools were standard questionnaire. Research data after gathering were analyzed by SPSS and LISREL. Results showed that effect of organizational learning on fast response organizations is positive and significant; as well as, component of shared vision among dimensions of organizational learning had of the greatest effective on fast response organizations.as well as, component of shared vision among dimensions of organizational learning had of the greatest effective on fast response organizations.s well as, component of shared vision among dimensions of organizational learning had of the greatest effective on fast response organizations.as well as, component of shared vision among dimensions of organizational learning had of the greatest effective on fast response organizations.

This research aimed at analyzing the relationship of career anchors, organizational socialization and organizational commitment among the faculty members in University of Urmia. The research method was descriptive-correlational. The population included the whole faculty members of University of Urmia, out of which a sample of 185 individuals was selected randomly according to the faculty at which they were teaching. The data was collected by the use of three standard questionnaires including career anchors questionnaire according to Schein model of organizational culture, the Organizational Socialization Inventory according to Taormina model and organizational commitment questionnaire according to Baulfour & Wechsler model. The collected data was then analyzed by LISREL and SPSS software. The result of structural equations showed that the direct effect on career anchors and organizational commitment (0/05) was positive and significant, and direct effect of organizational socialization on organizational commitment (96/0) was positive and significant. Indirect effect of career anchors on organizational commitment mediated by organizational socialization (0/57) was positive and significant and the total effect of career anchors on organizational commitment (0/52) was positive and significant.

The purpose of this study is to seek Effectiveness for psychological needs of workplace through In-service training, test for role of mediator in employees’ socialization. The current research method is descriptive and the research project used was based on Structural equations model. The statistical population is all employees of Urmia University in which 260 were selected by stratified random sampling method. Data were gathered through three questionnaires, In-service training, organizational socialization and needs of workplace. Results of structural equation modeling showed that: The relationship between in-service training with psychological needs of workplace and organizational socialization is positive and significant. Relationships between organizational socialization and psychological needs of workplace are positive and significant. Also the relationship between inservice training and psychological needs of workplace with role of mediator in organizational socialization is positive and significant.

Current study with the aim of Effect intelligent leadership Social Entrepreneurship With the role of mediator organizational learning is done. Research methodology Of applied purpose of data collection is descriptive and correlation. The population consisted of all Bu Ali Sina University in Hamedan is staff with Cochran formula 185 as the sample through stratified random sampling method were selected. The data to gather were used from three questionnaires intelligent leadership, organizational learning and social entrepreneurship. The data after collecting were analyzed by using SPSS statistical software and Lisrel. The results showed that the direct effect of intelligent leadership on social entrepreneurship and organizational learning is positive and significant. Direct effect of direct effect of on social entrepreneurship is positive and significant. Indirect effect of intelligent leadership on social entrepreneurship with role of mediator organizational learning is positive and significant. As a result of the factors affecting the development of social entrepreneurship in higher education are intelligent leadership and organizational learning.

The observance of professional standards and ethics by the university staff members affects the process and products of higher education. Hence, the present study aims to analysis of the student’s perspectives about the professor's professional ethics and standards and its relation with the higher education quality assurance. The research method was descriptive-correlation. 252 students were chosen through stratified random selection procedure out of the whole population of higher education students of Bu-Ali Sina University. Two questionnaires of professional ethics and quality assurance were applied in this study, and the obtained data were analyzed using SPSS and LISREL software. The analyses show that students approved the professor's professional ethics as "Relatively desirable". However, a significant gap was found between the optimum level and the current existing level of the professor's professional ethics. Structural equation modeling analyses revealed that the direct effect of professional ethics on quality assurance is positive and significant. Attention to staff member's professional ethics can be one of the basic strategies for quality assurance in higher education system.

Human resources could be considered as one of the main investment organizations. The effectiveness of this capital is based on providing an appropriate working environment and communication and cooperation with other members of the organization and participation in the affairs of the organization. The purpose of this study is to investigate the effect of social capital in anticipation Extra-Role behavior and organizational commitment considering mediating role of social responsibility. The current research method is descriptive and uses survey based on structural equations model. The statistical population includes the employees of Urmia University. 275 cases are selected by Multi-stage cluster for study. Data were gathered through four standard questionnaires: social capital, social responsibility, Extra-Role Behavior and organizational commitment. The data after collecting was analyzed using the SPSS and Amos. Results of structural equation modeling showed that: Direct effect of the social capital on the social responsibility (0/26) is positive and significant. Direct effect of the social responsibility on the Extra-Role behaviors (0/24) and organizational commitment (0/62) is positive and significant. But direct effect of social capital on Extra-Role behavior and organizational commitment is not significant. Indirect effect of the social capitl on Extra-Role behavior (0/06) and organizational commitment (0/16) with intermediary of social responsibility is positive and significant. Regarding to these results 0/06 percent of the variance in extra-role behaviors, 0/07 percent of the variance of social responsibility and 0/39 percent of the variance in organizational commitment can be explained. So the factors should be considered in any organization in terms of organizational commitment and extra-role behaviors of staff are social responsibility and social capital.

The aim of this explanation is to relationship between organizational socialization and social responsibility among staff of the Urmia University. A sample of 200 staff were chosen randomly according to their faculty. Two questionnaires were used for data collection. the first one is questionnaire of organizational socialization based on Taormina model and one questionnaire of social responsibility based on Carroll model. The data analyzed based on research hypothesis with using of Pearson and Multi Regression. The results showed that:1- There is a positive and significant relationship between organizational socialization with social responsibility. 2- training, understanding and prospects is significant predictors economical responsibility, legal responsibility, moral responsibility and social responsibility. The result can be expressed with respect to the socialization of employees can be improved and increased control of their social responsibility.

Abstract: This study aimed to Evaluate the role of organizational culture on entrepreneurship among Faculty Members of the Urmia University. This is a descriptive correlation study. A stratified sample of 91 faculty members of the university was selected according to the faculty where they were working in proportion to the size of each faculty. Two questionnaires were used for data collection. The first one is questionnaire of organizational culture based on Denison & Spreitzer model. The results showed that: 1- There is a positive and significant relationship between organizational cultures with organizational entrepreneurship.2- development culture is significant predictors organizational entrepreneurship.3- There is not positive and significant relationship between Hierarchical culture and organizational entrepreneurship. So it can represent that, there is requirement development culture, group culture, rational culture and rating for development of organizational entrepreneurship in high education, and in this position of Hierarchical and instruction cultural of development entrepreneurship, there are interferes for develop.

Recognition of the effective factors on policy formulation is effective on the policy-making and their administration processes، therefore، this study aimed to recognize the effective factors on educational and technological policies in the uniuversities. The present descriptive survey was done in 2012-13 at the University of Tehran as the biggest University of Iran and as a reference and mother university as well. 112 persons who were the deputy of school or dean of faculties in last 10 years to the time of study were selected using simple random sampling. Designing the researcher-made questionnaire was done in three phases. Data were analyzed by factor analysis method using LISERL 8. 8 Software and one-sample T test. RMR، CFI، NFI، NNFI، IFI، RMSEA، GFI، RFI and Chi-square were used to assess the fitness of the model. All components were confirmed regarding factor analysis results. The 6 introduced domains in this study and all of their components had appropriate and acceptable fitness. Based on the appropriate fitness of conceptual model of the study، consistency of the study method was approved with obtained data. Factors affecting the educational and technological policies can be classified in six economic، political، institutional، educational، technological and legal domains.

The present study is aimed at career anchors of faculty members of University of Urmia and its relationship with organizational commitment. This is a descriptive correlation study. The sample was 86 faculty members randomly selected according to the faculty. Two questionnaires on career anchors and organizational commitment were used for data collection.. The data was analyzed making use of MANOVA and Regression. The results showed that: 1-University faculty members have all aspects of career anchor. 2There is a positive significant relationship between all aspects of career anchor satisfaction and organizational commitment components. 3-general managerial competence, Service and dedication, pure challenges and Security / stability are significant predictors of organizational commitment (identification, affiliation and exchange).

this study was carried out with the aim of Studying the where about of professional ethics of university teachers from the perspective of nursing students of Urmia Medical Sciences University. The method in the present Study is a scaling among 382 nursing students of Medical Sciences Branch in Urmia University. The data were Collected by a Standard questionnaire on professional ethics. Analysis and study of data was done by SPSS 16 Statistical software and One sample T Test and Paired-samples T Test. Statistical results one sample T test for test professional ethics based (t=-37/08, p=0/000), for professional abilities was (t=-27/97,p=0/000), for respect and commitment to student was (t=-34/82, p=0/000), for colleagues was (t=-15/23, p=0/000)for organization(t=-21/21, p=0/000)was Negative and meaning full. Statistical results Paired Samples T Test for professional ethics based (t=-14/56, p=0/000), for professional abilities was (t=-14/11,p=0/000), for respect and commitment to student was (t=-10/19, p=0/000), for colleagues was (t=-12/59, p=0/000)for organization(t= -11/36, p=0/000)was Negative and meaning full. The whereabouts Studying the where about of professional ethics of university teachers from the perspective of nursing students of Urmia Medical Sciences University was observed in a viewed unfavorably. These results suggest the need to consider in Standards of professional ethics among University Faculty Members.

As a complex organization, universities are important in achieving national goals and developing human capital, which is one of the main capitals of all organizations. The effectiveness of this capital depends on providing an appropriate working environment and teamwork, in which communication and collaboration with other members of the organization and participation in the affairs of the organization can take place. Nowadays, methods and practices of teamwork in various forms is the issue of interest in organizations. In the present century, teamwork is considered as one of the basic necessities of organizations to succeed. As a strategy to align employees’ goals with the organization, social responsibility is essential in implementation and effectiveness of teamwork. Therefore the present study examined the relationship between social responsibility and teamwork among the staff of Urmia University. The method of research in this study is correlational-descriptive. Research population is consisted of all the staff working in Urmia University who were permanently employed by the University. They were about 1040 individuals. Sample size included 204 employees, who were selected by means of stratified sampling method. The research instrument was an standardized questionnaire, collecting data for two variables of social responsibility (based on Carroll's model) and teamwork (based on Lnchyvny model). To guaranty the validity of the questionnaires, experts’ opinions in the field of management and education were used. Also, to guaranty the reliability of the questionnaires, Alpha Cronbach test was conducted in a pilot study including a sample of 40 individuals. The Alpha for variable social responsibility was 813/0, and for variable teamwork 861/0, both of which are acceptable. The collected data was analyzed through Pearson correlation and multiple regression. Discussion of Results & The results showed that There is a positive and significant relationship between social responsibility (r =0.49), economic responsibility (r =0.57), legal responsibility (r =0.46), moral responsibility (r =0.50) and teamwork. Also, economic responsibility (β = 0.13) and legal responsibility (β = 0.53) are significant predictors of the variance of teamwork. In conclusion, we can say that social responsibility in its several dimensions such as legal responsibility, economic responsibility, and moral responsibility can enhance teamwork among employees. Therefore, it is suggested that specific attention will be paid to these dimensions of social responsibility in order to create and enhance teamwork among employees of any organization.

This present research has been done to analyze the causal model of the relationship between servant leadership, spirituality in the workplace and social capital. The method of the research is descriptive corelational. The population includes the whole national oil products distribution company in Iran, Urmia, district staff, a sample of 153 staff was chosen randomly. The data has been collected using three standard questionnaires i.e. the servant leadership according to Organ models, the spirituality in the workplace questionnaire according to Milliman et al. model and the social capital dimensions questionnaire according to Ghoshal & Nhabiet models. The research data have been analyzed by LISREL and SPSS softwares. The result of structural equations showed that the direct effect of servant leadership on social capital (0/39) is positive and significant, the direct effect of spirituality in the workplace on social capital (0/58) is positive and significant, the indirect effect of servant leadership on social capital mediated by spirituality in the workplace (0/27) is positive and significant and the total effect of servant leadership on social capital (0/76) is positive and significant.

This research is intended to review the relationship between quality of work life and job satisfaction among the faculty members of Shiraz University. The researchers followed a descriptive correlative method. The following instruments were used in the research: quality of work life questionnaire based on Walton's method, and researcher made questionnaire for testing job satisfaction. The results for the quality of work life questionnaire was 0.92 (a=0.92), and for job satisfaction was 0.88 (a=0.88). The acquired data was analyzed through Pierson Correlation Method, independent t-test, and stepwise regression. The results indicated that there is a significant and positive relationship between quality of work life and job satisfaction. Organizational legalism and social integrity are the most predictive factors of job satisfaction. Hence, the findings indicated that the faculty members who are more satisfied with the quality of work life, have more job satisfaction.