فصلنامه مطالعات رفتار سازمانی
سال چهارم شماره 1 (پیاپی 12، بهار 1394)

Increasing complexity and competitive pressure is character of today''s organizations. Lack of appropriate and timely response to environmental changes، will threat a survival of any company. The best response to this challenge is a smart practice. This study aims to focus on the internal processes & to find out which internal dimensions should be fostered in case a company would like to follow intelligent practices. This study in terms of purpose is development – applied survey and in terms of data collection is descriptive. The statistical population of research is staff of the manufacturing companies in Kermanshah Province (N=3531)، and Statistical sample with 89 persons was selected. Data was gathered using a questionnaire approved by Delphi technique. Validity of questionnaire through convergent validity and the reliability is confirmed by functional loadings and composite reliability (Dillon- Goldstein Rho). To analyze the data، Smart PLS software was used with partial least squares method. The results of the structural analysis model showed that 14 percent of the smart organization was determined through group work، and 18 percent with system thinking، 21 percent with organizational openness، 16 percent with، 18 percent with organizational open-mind، 33 percent with organizational insight.

Professional Ethics is one of the social and human capital dimensions. It is hard for managers to find the right equilibrium between the Social and Economic capitals. This research tries to identify the influencing Factors on Professional Ethics of Industrial Managers in Golestan province and what and how these factors can effect professional ethics. Main influencing variables on professional ethics were extracted by dedication approach and with literature review. And then hypothesizes were formed. Fortesting the above hypothesizes by means of the Kocran method، 150 individuals was estimated as samples and by use of the simple accidental method distributed the 180 research questionnaire. Totally 163 questionnaires was returned and analyzed. Information were analyzed by means of the Visual PLS software for hypothesizes test 1 to 4 and the Hierarchical Multiplex Regression for hypothesizes test 5 and 6. Hypothesizes test indicates corporate social responsibility and spirituality have a direct affect with the Professional Ethics of industrial Managers while narcissism and role conflict had negative on the Professional Ethics of Managers. Results also shows that organizational culture and stakeholder values are moderators in relationship between independent and depend variables.

The purpose of this study was to investigate the relationship between Workplace Spirituality and its three dimensions (Meaningful Work; Sense of Community; Alignment with Organization Values) and employees Organization-Based Self-esteem. This research aim terms is practical، in terms of data collection is descriptive and in terms of relationship between variables is correlation. A sample of 154 employees drawn from Guilan Agriculture of Jahad organization in the year 2014. Cluster sampling method was used in this study. The instrument used to measure Self Esteem in this study was developed by Pierce، Gardner، Cummings and Dunham (1989). Workplace Spirituality measured by Milliman & et. al (2003) scale. After measuring the validity and reliability of scales، the two questionnaires distributed among the subject group. All the data were analyzed by using descriptive and inferential statistics (Pearson correlation، regression and variance analyses). Finally، the results indicate Workplace Spirituality as a significant predictor of Organization-Based Self-Esteem. Hence، one of the ways to boost employees Organization-based Self-Esteem is through Workplace Spirituality.

The following research is aimed to assess the impact of leadership empowerment behavior on behavioral intentions and attitude of staff considering the mediating role of psychological empowerment among nurses The University of Medical Sciences Of Kashan Hospitals. The research method was applied-descriptive and statistical society consists of 460 nurses. The sample size was is 210 which was picked up randomly. The data sampling tools was questionnaire and its reliability (To Alpha Cronbach''s test 0. 91 rate) and validity has been confirmed. The descriptive statistics correlation matrix، structural equation، path analysis and OLS were used to analyze the data. The results showed that the leadership empowerment behavior has a positive and significant impact on the intention and attitude of staff. Also، the positive and significant impact of the leadership empowerment behavior was observed on the psychological empowerment of nurses. Following the approval of psychological empowerment impact on the attitudes of nurses، sort of mediating role of psychological empowerment was confirmed in relationship between the leadership empowerment behavior and the attitudes of nurses.

Among the factors which make up the employees suffer from disorders، stress and job burnout and have a low motivation، lack of satisfying and happy work environment and as well as employees reluctance to share information and ideas and finally prevalence of silence culture in organization. So the purpose of this study is identifying the dimensions of organizational silence and happiness at work and explains those impacts on the employee''s job burnouts. This study is a descriptive-survey research which implemented in field method. Research population consists of all personnel of Qazvin Tele-communication with 500 personnel، which 141 employees by random sampling method are select as research sample. A questionnaire is used to gather data and Chronbach’s alpha is used to compute it reliability. Research data by using of structural equation modeling and Amos software has been analysis. Research findings show that organizational silence has a significant positive effect on the job burnout and has a significant negative effect on the happiness at work. Moreover، happiness at work has a mediated role in relationship between organizational silence and job burnout’s and can redound of reduce employee''s Job Burnouts.

Job involvement or participation in the work is one of the important constructs in organizational literature and researches. The aim of present article is to investigate the role of organizational trust and negotiation approaches on job involvement. The research method was descriptive and correlational. Through cluster random sampling selected 293 workers from medial industries in section of basic metals in Hamadan Province. Research tools included Mintu- Wismatt and Calantone (2000) negotiations approaches questionnaire with α= 0. 78، Megginson & Clutterbuck (2006) job involvement questionnaire with α= 0. 86 and Shockley-Zalabak، Ellis and Winograd (2000) organizational trust questionnaire with α= 0. 87، multiple regression method was applied for analyzing data. The results showed that from approaches of negotiation، trust، comfort، and group decision making and from the factor of organizational trust، dependability، anxiety and openness had a significant and positive relationship with job involvement.

Organizations should enhance adaptive capacity to be able to provide flexibility to deal with shocks within the organization and its environment through the promotion of knowledge management. Creating such adaptive capacity is not possible without existence of innovation contexts and proper corporate culture. The main objective of this study is to evaluate the impact of knowledge management on organizational flexibility while considering the role of mediator variables، Consist of innovation and corporate culture. The sample of this Sectional survey is the employees of one of government agencies in Bushehr Province. The sample was selected by simple random sampling method. The study was a cross-sectional study. The data has been collected in the first half of 1393. To analyze the collected data، the method of structural equation modeling by AMOS software was used. Research findings indicate that organizational culture and organizational innovation has a major impact on knowledge management، in promoting organizational flexibility. Testing of the hypothesis showed that knowledge management both directly and indirectly have impact on organizational flexibility. Finally، it is suggested، managers should provide the appropriate cultural context، use of organizational innovation as a gateway to knowledge management in order to create corporate consistency.