فصلنامه فرایند مدیریت و توسعه
سال بیست و هشتم شماره 2 (پیاپی 92، تابستان 1394)

The purpose of this study was to examine the possibility of the emergence of toxic leadership style in each of the five stages of the organizational life-cycle. The research methods used for data gathering were qualitative and library documentation together with interviews. Statistical population of this research consisted of professors of management (in organizational behavior and human resource) of selected universities in Tehran. From among them, 15 were selected, using Snowball Method. Theme analysis method was used for data analysis. The findings show that existence of such factors as toxic leader acting as savior and crisis solver, undermining the legal mechanisms and granting too much power to the savior to make changes in order to ensure the survival of organization in times of crisis and, finally, dominance of emotion rather than logic when acute problems come up will increase the likelihood of the emergence of toxic leadership in the waning stages of organizational life cycle.

The main objective of this research was to identify the preemptive factors of tendency toward financial corruption in Iranian National Tax Administration (Tehran Branch). The research method was descriptive, exploratory, and applied. Statistical population of the research was composed of employees of Iranian National Tax Administration (Tehran Branch). 300 people made up the sample size and the sampling method was quota. Based on literature review, a questionnaire including 88 questions was used to collect data. Cronbach’s Alfa for the questionnaire was 0.93. On the basis of factor analysis, 5 factors were determined: 1. meritocracy, 2. transparency, 3. observing religious values and the law, 4. punishment system, 5. Nepotism. Multiple linear regression show that the factors of meritocracy, transparency, punishment system, and nepotism have the highest effect to prevent tendency toward financial corruption.

Previously, based on the principles of classical management, there was precise and detailed work division among various units of organizations so that each unit, including human resource department, acted on itself as a deserted island. Nowadays, neither can human resources department evade the company’s strategy, nor can line units shirk responsibility for the matters of human resources. The aim of this study was to present a model for partnership of various units of any organization in human resources functions. To design this model, Grounded Theory was used. In the process of conducting the research, first data were collected through participant observation. Then, the data were adjusted to the new literature on human resources management (HRM). Finally, a model was developed, on the basis of which the operations of human resource management must be handled by the partnership of line managers, top management, human resources professionals and the staff themselves. This type of handling HRM is called human resources governance (HRG). The use of this approach is inevitable for the survival of organizations to adapt to today’s uncertain and dynamic work environment.

The factors of the effect of knowledge management activities on innovation can be categorized into two groups: organizational-human factors including knowledge-centered organizational culture, knowledge-oriented leadership and knowledge-based human resources management; and information technology factors. The purpose of this study was to determine the moderating role of human- organizational and information technology factors in the impact of knowledge management activities on innovation. This study was an applied survey which used a questionnaire to gather data. The sample of this study consisted of knowledge-based companies of Mashhad, located in the Science and Technology Park and Incubator of Ferdowsi University. Out of 125 active knowledge-based companies, 89 were selected through random sampling. To test the hypotheses, multiple regression method was used. The results indicate that although knowledge management activities influence innovation positively, when moderating variables such as human-organizational factors are available to overcome human barriers of innovation and knowledge management, and when technological factors are present to empower knowledge management and innovation, the organization can reach some higher levels of innovation.

What, in today’s world, distinguishes the knowledge-based organizations from their world of a few decades ago, are a highly volatile environment, global competition and increasing development of communication and rapid exchange of information. To remain safe from frightening environmental surges and compatibility with competitive commitments, knowledge-based organizations need to get environmental information through strategic intelligence. The purpose of this study is to prioritize the factors affecting strategic intelligence in knowledge-based organizations, on which basis the affecting factors are identified and ranked in two parts: ‘inner’ and ‘outer’ organizational. This is an applied research and the method of research is a descriptive survey. The data was collected through a questionnaire that includes paired comparisons between the main criteria and options. The weight of indicators are achieved, after obtaining the weights using seven triangular fuzzy numbers and converting triangular fuzzy numbers into definitive fuzzy numbers, and at the end, the final prioritization is reached using fuzzy techniques. The results suggest that in the knowledge-based organizations, smartness of human resources is of utmost importance for internal strategic intelligence and the smartness of customers is of utmost importance for external strategic intelligence. In addition, the efforts of staff for the smartness of human resources, and to identify innovative opportunities in connection with the smartness of customers has the highest importance in the knowledge-based organization.

This research intended to study the causal model of relationship between cultural intelligence, organizational citizenship behavior and organizational commitment among the high-schools teachers of Naghadeh city. The research method was descriptive-correlational. The population consisted of all high-school teachers of Naghadeh and the sample size was 202, selected by stratified random sampling. Data was collected by the use of three standardized questionnaires: Cultural Intelligence Questionnaire (Ang, et al.), Organizational Citizenship Behavior Questionnaire (Podsakoff, et al.) and Organizational Commitment Questionnaire (Allen and Meyer). Research data was analyzed by LISREL 8.5 and SPSS 18 softwares. The results of structural equations show that the direct effect of cultural intelligence on organizational commitment (0.39) is positive and significant, the direct effect of cultural intelligence on organizational citizenship behavior (0.61) is positive and significant, and the direct effect of organizational citizenship behavior on organizational commitment (0.34) is positive and significant. The indirect effect of cultural intelligence on organizational commitment, with the mediating role of organizational citizenship behavior (0.43), is positive and significant and finally, the total effect of cultural intelligence on organizational commitment (0.38) is positive and significant.

The aim of this study is to identify and evaluate the variables influencing consumer perceived value (CPV) in chain stores. Due to this purpose, the research uses combined methods, a qualitative method was conducted to identify variables affecting consumer perceived value and quantitative one was used to determine the relationship between variables. The statistical population of this study was customers of the branches of Shahrvand chain stores in Tehran, and the sample in the quantitative study consisted of 360 customers. For data analysis, SPSS-18 and Amos-18 software were used. To determine the variables influencing consumer perceived value, based on means-end theory, identifying customer expectations and desires related to store properties were taken into account; as a result, 10 factors were identified as the variables affecting consumer perceived value: 1. diversity, reliability and high quality; 2. the welfare of customers; 3. appropriateness of the physical environment; 4. the appropriate conduct of employees; 5. retail environment order and easy access; 6. comfort and security; 7. reasonable prices; 8. price transparency; 9. physical and temporal extent and 10. pleasurable music.
Investigation of the relationship between variables in final model showed that customer expectancies and desires related to the store characteristic had significant effects on customer perceived value (β=.91, p

The purpose of this study was to analyze validity and reliability of Utrecht Nine-item Work Engagement Scale (UWES-9). Concerning its purpose, the study was applied and regarding data collection method, it was a descriptive study. The population of the study consisted of all Kurdistan Education Organization staff (200 subjects) with a sample size of 127, selected through simple random sampling procedure. The instruments used were the Version 9-item and 17-item of Utrecht Work Engagement Scale (UWES) and Work engagement Questionnaire (Kanungov, 1982). The validity and reliability of the questionnaires were verified using expert judgment and Cronbach’s alpha coefficient. Data were analyzed using Pearson correlation coefficient, confirmatory factor analysis, Cronbach’s alpha coefficient and one sample t- test. Results show that the content validity, criterion-related validity, construct validity and reliability of Utrecht 9-item Work Engagement Scale are confirmed. Also, results reveal that the level of work engagement of the staff is higher than the average.