shiraz university

The purpose of this research is to investigate employees' perception of organizational justice and its relationship with organizational commitment in Shiraz University. Research methods can be divided according to the two criteria of the research objective and the method of data collection. Based on the purpose of the research, this research is of the type of applied research and based on the method of data collection, it is of the type of survey research. The method of carrying out this research is descriptive and because the relationship between variables is studied in it, it is of the correlation type, which is implemented among the employees of Shiraz State University. In this research, structural equation modeling has been used to analyze the collected information. The results of the analysis showed that the relationship between organizational justice variables and commitment was confirmed. According to the results obtained in the main hypothesis of the research and the confirmation of this hypothesis that there is a significant relationship between employees' perception of organizational justice and organizational commitment, it is suggested that the greater the organizational commitment, the better the business performance, the increase in profitability, the improvement of productivity, It leads to employee retention, customer satisfaction metrics, increased customer enthusiasm, and most importantly, improved workplace culture.

Globalization process and the rapid development of information technologies have not only led to obvious competition between organizations, but this phenomenon can also be observed among universities. In this context, business intelligence (BI) is understood as a process that collects, analyzes, interprets, and disseminates high-value data and information at the appropriate time for use in the decision-making process. The purpose of this research is to provide a model suitable for higher education organizations and finally to measure the readiness of Shiraz University to implement the BI system. For this purpose, this study was conducted in four stages. At first, the factors affecting the readiness of the organization to implement the business intelligence system have been identified using the systematic review method, then the factors have been refined with the opinion of experts using the fuzzy screening method, and as a result, eight dimensions of management hardware infrastructure, project management, BI team, software infrastructure, BI users, organization and organization culture, and 44 indicators were identified and confirmed. After going through the mentioned steps, the identified factors have been weighted by the fuzzy best-worst method. Finally, the readiness of Shiraz University was measured using the obtained model and the opinions of 60 managers, experts and professors of Shiraz University, who were selected in a purposeful judgment, through a questionnaire. The results showed that Shiraz University has the most preparation in terms of business intelligence users, management, business intelligence team, organization culture, hardware infrastructure, project management, organization and business intelligence software infrastructure.

The goal of this study was to investigate the relationship between Psychological empowerment of human resources and organizational agility from the viewpoint of Shiraz university staff. Statistical population of this study was all Shiraz university staff that by multistage cluster sampling, 303 staff selected. The instruments of this study included Psychological Empowerment Questionnaire (spritzer,1995) and Organizational Agility Questionnaire (nikpoor and salajegheh,1388) that after calculating validity and reliability and distribution them, data analyzed by one sample t-test, Pearson correlation coefficient and the multivariate regression. One-sample t-test results showed that psychological empowerment of employees and organizational agility of university are higher than average level. The correlation results showed that there is a positive and significant relationship between the psychological empowerment and its’ dimensions and organizational agility in P≤01 level. The regression results showed that psychological empowerment is a significant anticipant of organizational agility and through its dimensions, three dimensions of meaningfulness, choice, being efficiency anticipate 51 percent of the variance of organizational agility.

In recent years, government organizations, especially universities, based on laws and regulations, outsource their activities. The aim of this study is to provide decision-making model for outsourcing activities in universities by using exploratory mixed method research (Using the qualitative meta-synthesis method for extracting effective criteria on the decision Making to outsourcing and then use quantitative methods to confirm model and Determin the degree of importance of the criteria). Society of this research are professors, experts and practitioners of Shiraz university who are familiar with the outsourcing. For sampling 17 persons selected using purposive sampling Method. The model presented in this study has 3 dimensions, 7 Component and 39 criteria. Based on the results of analytic hierarchy process, strategic importance of the organization's overall activities, the relative importance of activities, dependence activity with other activities, acquisition activities in various sectors, income of activity and cost of activity are most effective factors in identifying the activities could be outsourced at the University of Shiraz.

One important question in the field of workplace spirituality concerns the relationship of this construct with employee work attitudes. Thus, to examine direct and indirect impact of spirituality at work on organizational citizenship behavior of employees of Shiraz University with emphasis on organizational commitment, four hypotheses were suggested. SEM, partial least square method employing Smart PLS software was used to analyze data collected from 155 employees in order to examine structural and measurement models and verify the hypotheses. The results showed that the proposed theoretical model can predict the employees’ behavior consequences, since the statistical test confirmed the significant direct relationships between the variables in the model were significant. The findings revealed that spirituality at work has a significant effect on employees’ helping behaviors, voice behaviors and the organizational commitment. Therefore, making the managers aware of this valuable factor and its proper use in advancing the organizational goals could have a significant impact on improving the organization’s performance.