فصلنامه مدیریت سازمان های دولتی
پیاپی 4 (پاییز 1392)

Social entrepreneurship is critical to "facilitate change" in the public sector and understand the particular social issues.However, due to the domination of public understanding of economic theories of entrepreneurship is difficult. This Study was to explore and describe the lived experiences of 3 grassroots social entrepreneurs Until to achieved by describing the phenomenological essence of 3 grassroots social entrepreneurs. For this purpose, after emerging experiences created by the researcher, the common thread with text descriptions of specific experiences entrepreneurs in the study were cited. Clustered in eight narrative themes (entrepreneurial competencies, entrepreneurial spirit, structural factors, environmental factors, narrative relating to the detection, evaluation and exploitation of entrepreneurial opportunities, and ultimately the narrative effects) was formed. Finally, to achieve the essence of the phenomenon of entrepreneurship, text descriptions of coherent structures in general were combined with a total of eight classes of horizons within the context of the three concepts are organized. This is the essence of public speaking entrepreneur entrepreneurs entrepreneurship phenomenon of people as human factors, actions, activities and behaviors (the first: entrepreneurial actions) in order to target a specific outcome (the third and the consequences of Activities) and by a set of competencies and activities sponsored by the spirit of enterprise, the environment does nothing (the second entrepreneurial enablers) to fulfill. This could potentially lead to the creation of the research field of social entrepreneurship is to reduce the non-cumulative nature of recent research in the field of social entrepreneurship, lead.

Present study has engaged in investigatinf effective factors on establishment of team-orientation in the country's insurance industry. The subject of team-orientation is one of the major and the last topic in the area of organizational behavior studies. The response obligations in new era caused organizations to deal with their future requirements by creating and presenting modern, creative and superior methods with minimum expenses and maximum benefits. One of the ways of reducing organization's expenses is to rely on team capabilities and new subject of achieving team-orientation.strong belief in creativeness and nnovation is tangible in a team-based atmosphere. Team environments are like as greenhouses for educating creative thoughts. Establishing team-based atmosphere means radical changes in structure and processes, support systems and organizational culture and at the end, its appearance in behaviors of organization's members. It is an applied-basic research in viewpoint of research orientation, positivity one in viewpoint of research philosophy, inductive-deductive one in viewpoint of research approach and it looks for basic conceptualization in terms of research strategies.

Present paper aims to increase employees’ job satisfaction by using emotional intelligence and organizational agility. The research is in descriptive- survey type that is executed by field method. The research's statistical universe included all 500 ones of administrative employees in Qazvin Telecommunication Company and 123 employees of them were selected as research sample. For gathering data, questionnaires were used. To examine the reliability and validity of the research tool, Cronbach’s Alpha coefficient and content and construct validity has been used in a row. Factor analysis technique and structural equation model were used to test research hypotheses. Research findings confirmed all research hypotheses including positive and significant impact of emotional intelligence on organizational agility (0.55), impact of emotional intelligence on job satisfaction (0.46) and impact of organizational agility on job satisfaction (0.43).

Rapid and impressive developments in technology and scientific area in a short-time lead the employees’ job skills and knowledge to be old. Organizations are always faced increasing pressure for reducing financial expenses along with the necessity of the employees’ educational programs. This causes many attentions to self-development programs. This study aims to Design and Explain self-development Human Resource model. The current study is a descriptive-survey study in which 949 nurses are selected as the sample. Data was analyzed by path analysis technique. Due to the results, the nurses’ self – development behavior is influenced by some variables including Islamic attitude toward work, self – efficacy, job motivation, age, gender and educational degree while organizational factors influences the intensity of the relationship. It seems that managers and supervisors can play a main role in the employees’ learning and self- developing through clear and obvious support of employees, preparing time, information, accompaniment, resource and rewards.

Nowadays, organization's emphasis on customer-orientation and the effort to internalize this kind of view in organizations has causes forming a new face of organizations titles as customer-oriented organizations. Customer-oriented organization is an organization that intends to maximize customer's satisfaction through presenting appropriate products and services and improving the relationship with them. The main problem in present research is to specify factors and components in which active stock agencies should rely on to show customer-oriented face. In order to solve the mentioned problem, the aim of this research is to design a model for promoting customer-orientation in active stock agencies in Tehran stock exchanges agencies by enjoying research literature and referring to expert's ideas. To achieve the mentioned goal Delphi technique was used four times. Findings indicated that active stock agencies should rely on seven factors for being able to show a customer-oriented face including beneficiarie's values, advanced technology, flexible structure, deserving human resource, Islamic values, specified goals and supportive organizational culture.

The aim of the present study is to investigate the relationship Among Job Engagement, Job satisfaction, and Turnover intentions of 210 Employees of 20 branches of Mellat Bank in two cities of Babol and Babolsar. According to Krejcie & Morgan’s table, the minimum number of sample size was determined as 136 people. Cluster Sampling was employed for collecting data; after distribution of 150 questionnaires among respondents, 139 usable questionnaires were returned. This study uses a descriptive-correlation, and Structural Equation Modeling was used to analyze gathered data. Findings of the study show that both Job Engagement and Job satisfaction have significant negative relationship with Turnover intentions of Employees. Further, there is a significant positive relationship between Job Engagement and Job satisfaction.

Using strategic planning, organizations nowadays are intended to come over environmental turbulences and changes and stabilize and fortify their direction towards long-term goals. KhatamAlanbia Hospital is one of the organizations that utilizes strategic planning model in order to response environmental changes. The main problem in present research is to specify the compatibility of the hospital's activities and the mentioned model. N order to ponder over strategic planning model in KhatamAlanbia Hospital, survey research method has been used. O, based on Morgan table, a sample of 103 managers and supervisors of the hospital were chosen and the questionnaires, which were designed according to the eleven hypotheses, were distributed among them. Analyzing the obtained responses by PLS method showed that strategic planning conceptual model in KhatamAlanbia Hospital enjoys high ability for anticipating system's behavior according to forecasted goals. At the end, since three hypotheses were rejected among total research hypotheses, it was suggested to director of KhatamAlanbia Hospital to pay more attention to factors such as external environment analysis, explaining underscored values by hospital's managers and controlling employee's performances and giving feedback to them.