پژوهش نامه مدیریت تحول
سال هفتم شماره 1 (پیاپی 13، بهار و تابستان 1394)

The phenomenon of organizational silence, is an unfamiliar subject and less likely to be found in the context of organizational research in Iran. Despite the fact that silence of employees has known to be a common phenomenon in enterprises, it is a concept that is little known and limited scientific research has been carried out around the world to deepen our knowledge on how to deal with the phenomenon. This study examined the influence of transformational leadership style and organizational learning on reducing the organizational silence in branches of Sepal Bank in Tehran in 2014. 251 employees were selected through clustering method using Cochran formula. Data was collected based on Leadership Styles Questionnaire developed by bass and Olive, learning organization by Watkins & Marsick, and organizational silence questionnaire by Vakola & Bouradas. In our study, confirmatory factor analysis (CFA) and structural equation modeling (SEM) were used to analyze research data and perform hypotheses testing. The results indicate that variables of transformational leadership style and organizational learning had a meaningful impact on organizational silence of the studied sample (%73/5). Also, according to the obtained path coefficients, it is concluded that the organizational learning has more impact on organizational silence than transformational leadership. Moreover, among characteristics of the two main variables, learning at the organizational level, considerations of individual, team learning, intellectual stimulation, personal learning, inspirational motivation, and idealized influence appear to have the greatest impact on reducing the organizational silence.

Pioneering in a dynamic environment is among the issues that many organizations, particularly knowledge-based institutions, pursue. To exploit the opportunities and react to environmental threats accordingly, innovations in the modern technologies domain are vital for success. Therefore, organizations are required to monitor inside and outside environments of the organization to track the emergence of a phenomenon called Competitive Intelligence and its attributes. This study aims at examining the impact of competitive intelligence dimensions on the types of innovation. The population of the study consists of all 50 knowledge-based Institutes of Science and Technology Park of Shiraz. A sample size of 44 was decided based on Morgan Tables from knowledge- based firms operating in the Technology Park. Due to possibility of not cooperating by some institutions, finally 42 institutions were chosen and total of number of 99 questionnaires were distributed. Structural equation modeling was used for analyzing the data. In this study, two dimensions of market intelligence and Competitor intelligence for measuring competitive intelligence and also three types of innovation (technological, market, and administrative innovations) have been used. Based on the research results, Market intelligence has a positive and significant impact on all three types of innovations. Competitive intelligence has a significant positive impact on innovation. Moreover, it was revealed that Competitor intelligence has a positive and significant impact on administrative innovation, while the impact of technological innovation and market intelligence on competitors has not been verified.

This study aims to investigate the mediating role of "Valence of Suggestion System" in relationship between "Interactional Justice" and "Motivation to Submit Suggestion". Importance of research on suggestion system has been admitted and investigated by many scholars in previous studies. Therefore, the aims of this study are to investigate factors contributing to participation enhancement in suggestion system considering interactional justice and valence of suggestion system variables. Statistical population of this research consists of employees of Ferdowsi University of Mashhad. A questionnaire consisting of 10 questions with Licker’s 5 scale spectrum was used to collect research data. The questionnaire was distributed among 240 employees. Findings showed that valence of suggestion system mediate the effect of interactional justice on motivation to submit suggestion. Moreover, the direct effect of the interactional justice on motivation to submit suggestion was confirmed.

This research paper is to delve into the employee-organization relationships as an effective factor on organizational citizenship behavior. The employee-organization relationships involve two dimensions: perceived organizational support and organizational identity. Job autonomy is considered in our research as moderating variable between the employee-organization relationships and organizational citizenship behaviors. To achieve research objectives, a correlation approach and linear regression using SPSS software was incorporated to examine employees of Central Library of a governmental university through census. Organizational identification questionnaire, perceived organizational support questionnaire, and organizational-citizenship behavior questionnaire were used to collect research data. Reliability and validity of the questionnaires have been confirmed by the use of Cronbach's alpha and opinions of scholars and researchers in the context. Results indicate that organizational support and organizational identity have a meaningful relationship and each of which has a meaningful relationship with organizational citizenship behavior. However, job autonomy does not regulate the relationships of perceived organizational support and organizational identity with organizational citizenship behavior.

The aim of the research is to determine the concept of conflict, conflict management scope and approaches in managerial approaches based on Islamic view. To achieve the goal, content analysis has been used. Research data was collected from the books and articles in the context of management, human relations and organizational behavior reflecting Islamic view. A number of 19 books and articles that have been written after Islamic Revolution of Iran by both Iranian and international scholars were used for analysis. According to the findings of the study, in the managerial works which were based on Islamic view, the conflict scope had a wide range of concepts including three fields: conflict in thinking, conflict in speech, and conflict in behavior. The scope of conflict can also be categorized into four based on the people who are involved: interpersonal conflict, conflict within the group, conflict among groups and cross-cultural conflict. The methods of conflict management also include three general preventing conflict, solving conflict and creating and using conflict.

This article looks into the relationship between perceptions of organizational virtuousness (OV), affective well–being (AWB), and affective commitment (AC), in insurance companies operating in Tehran. Using Cochran formula, number of samples required to collect research data was estimated to be 196. To access this amount of sample, 20 insurance companies in Tehran were selected using random cluster sampling method and about 20 questionnaires were distributed to each company. Finally 212 questionnaires were returned and used to test research hypotheses. Findings from Structural Equation Modeling method that was analyzed with the aim of LISREL software imply that perceptions of OV predict AC both directly and through the mediating role of AWB while the most relationship in this research model exists between OV and AC, and the least relationship is between OV and AC. The study suggests that fostering organizational virtuousness (e.g. interpersonal respect, and creating a context in which combining high standards of performance with a culture of forgiveness and learning from mistakes) improves employee's AWB and promotes a more committed workforce.

In today’s global economy, the fundamental attribute of competitiveness have been driven from pecuniary capital to knowledge capital so that knowledge is known as the unique strategic resource to acquire competitive advantage. Therefore, businesses that efficiently utilize existing knowledge within their organizations are expected to gain comparative advantage over their competitors. This research has included the effects of knowledge management enablers on knowledge creation process employing multiple linear regression technique. The outcome of the research, that was conducted based on data collected from cooperative companies of Yazd province, reflects a positive impact of trust, collaboration, learning, T-shaped skills, and IT on knowledge creation process. It also indicates the negative impact of formalization on knowledge creation process. The result can be applied to strengthen the knowledge management system of studied knowledge-based companies through the focus on those specific criteria which have a higher adjusted R square in the regression models and accordingly, have a more power in explanation of dependent variable variances.