نشریه مدیریت بهره وری
پیاپی 36 (بهار 1395)

The aim of this research is to study the socio-economic factors affecting happiness and its relationship with individual labor force productivity. The statistical population includes all of the employees who are working in the Kermanshah manufacturing establishments with 50 employees or more. Each establishment was assigned as a layer, and the simple random sampling method was used. The data were gathered through the Oxford Happiness, individual and demographic produativity questionnaires and were analyzed using the software SPSS and Eviews. The results showed that the variables productivity, the number of children, psychological health, optimism, and ‘interest in work’ have a positive and significant relationship with happiness, but the variable monthly income has a negative relationship with happiness. Furthermore, it has been recognized that factors such as happiness, attending training classes, job satisfaction, job security, accepting job among family members, and faith in God have a positive and significant relationship with productivity. Finally, the hypothesis of equality of the means for the variables happiness and productivity has been accepted with regard to gender difference (male/female).

The present study aimed to explain the role of human resources excellence strategies on staff organizational commitment in saipa Aotomotive Manufacturing Company. The research method was descriptive- correlation of SEM. Based on Cochran sampling formula and by using multiple- stage cluster sampling method, 155 employees were selected as the reaserch sample. For data collection, the reaserchers used human resource excellence stralegies questionnaire with the reliability of α=0.94 and Allen and Meyer’s organizational commitment questionnaire (1991) with reliability of α=0.81. The data were analyzed through Kolmogorov- Smirnov test, one- sample t-test, Pearson correlation, Stepwise regression, SEM, analysis of variance, and post hoc tests. The results showed that human resource excellence strategies were significantly lower than average and employees’ organizational commitment was significantly higher than average. The structural equation modeling indicated that the research model is relatively well fitted with the data; thus, human resources excellence strategies with path coefficient of γ=0.58 have an impact on organizational commitment, but human resource leadership does not affect organizational commitment. Finally, one-way variance analysis and Dunnett t3 post hoc test showed that the state of human resource excellenence strategies was not different in different parts of the company, but there was a difference between the organizational commitment of the personnel of health and safety management department and human resoueces management department.

Today job training is regarded as an important factor in improving the business environment. Performing the job training activities as well as selecting the proper subject of training courses could have mutual benefits for both employers and employees. In addition, due to the growth of competition among the companies, each organization needs to improve its competitive capabilities. For improving the competitive capabilities of companies, many scholars try to introduce job training as one of the main parameters. Nevertheless, some companies do not have any job training programs for their employees because they believe that it will not affect their profit. Top companies in Kerman Province of Iran have similar issue that some of the mangers do not believe in the relationship between job training costs and their profitability. In addition, some of these companies do not have any R&D costs which may be one of the reasons that they do not invest on job training. Therefore, this research has two main objectives by focusing on the top companies in Kerman Province of Iran. First, the relationship between job training costs and the profitability of organizations is studied as the main objective. Then it is investigated if there is a significant difference in job training costs between companies that have R&D cost and the companies with no R&D cost. The results show that there is a meaningful relationship between the job training costs and the profitability of organizations. Moreover, the results show that the companies with zero costs on R&D have less investment on job training.

Productivity has always been proposed as one of the fundamental aspirations of governments and an indicator to assess their performance. Achieving productivity, more than anything else, depends on the correct understanding of potential routes and the factors affecting it. In this paper was studied the effect of physical and mental health (government health-sanitary spending, the number of physicians and life expectancy) and entrepreneurship (registration of new companies) on the labor force productivity in 8 selected developing countries (including Iran) during the period of 2004-2012. To estimate the effects of the variables, the researchers used panel cointegration technique through Dynamic Ordinary Least Squares (DOLS) approach. The regression results indicate that all the examined variables have positive and significant effects on the labor force productivity.

To achieve higher performance is the goal which organizations implement different approaches to reach. Capabilities play a great role in gaining competitive advantages for organizations, namely capabilities of marketing, innovation and learning. While most of the studies on the effect of every one of these on performance has been examined separately, in this study effort has been made to introduce an integrated model to examine the simultaneous effect of all three complementary integrated elements on organization performance. In order to do so, to measure the effect of capability of marketing, innovation and learning on the performance of Tabriz Petrochemical Company, 265 questionnaires were distributed among the employees holding B.S. and higher degrees, out of which 255 were eligible to analyze. In this study we used SPSS and LISREL softwares to analyze the data .The results of the study indicate that there is a meaningful relation between marketing capability and organization's performance. It also shows that there is a meaningful relation between innovation capability and learning capability with the performance of the organization. It also suggests that there is a meaningful relation between marketing, innovation and learning capabilities as a complementary bundle with the performance of organization.

The purpose of the present study is to examine the relationship between social capital and knowledge management with entrepreneurial orientations of Isfahan Tile company staff. The research method was descriptive- correlational. The statistical population included 420 staff members of Isfahan Tile Company, from among whom 200 employees were selected as the research sample by simple random sampling based on kerjsi and Morgan (1970) Table. For data collection, Nahapiet and Ghoshal's social capital questionnaire (1998), Fung and Choii's knowledge management questionnaire (2009), and Samad Aqaei's entrepreneurship questionnaire (1998) were used. The data were analyzed through the use of Pearson correlation coefficient and structural equation modeling. The results showed that there is a significant positive relationship between social capital and its dimensions (cognitive, structural, and communication) with entrepreneurial orientations. Also, there is a meaningful positive relationship between knowledge management and some of its dimensions such as acquisition, creation, saving, and distribution of knowledge with entrepreneurial orientations. The result of the structural equation modeling showed that social capital directly affects entrepreneurial orientations by 0.52 and knowledge management indirectly affects them by 0.19.

Investors seek to maximize their wealth. Growth opportunities are the driving force that give motivation and are considered bonus for investors. What in the current situation will lead to success is the optimum use of the available investment opportunities in order to identify the factors affecting the firm's performance. Timely and rational use of investment opportunities by business units has a significant effect on performance improvement. Firm growth, from the perspective of capital market and management is an important variable and can be effective on firm performance. Therefore, in this research, the effect of investment opportunities and growth on firm performance of listed companies in Tehran Stock Exchange has been studied. The statistical population includes the companies listed in Tehran Stock Exchange, out of each a statistical sample of 134 corporates was selected by systematic elimination sampling method. The period under review was a 5-year period (2007-2011) and the hypotheses in this research were tested by using combined data (panel). The results show that investment opportunities do not affect firm performance, and firm growth has a positive and significant effect on return on asset but does not affect market value added. Also, capital productivity has a positive and significant effect on firm performance.

Evaluation is one of the most extensive discussions influenced by a wide range of disciplines and experts, and numerous models and frameworks have been proposed in this field. This study, by using balanced scorecard model and MADM fuzzy techniques, evaluates private banks listed in the stock exchange. The analysis is in a way that first by using the balanced scorecard the full functioning of the banks in four perspectives is estimated and through the matrix of paired comparisons the weight of each criterion and sub criterion is determined. Finally, by using these criteria and techniques of MADM, Fuzzy Topsis has been used to prioritize the banks. The results show that in the final ranking of the banks using Breda method, Which results from the merger of the three methods TOPSIS, SAW, and VIKOR, Parsian Bank ranked first, Sina Bank second ..., and Tourism Bank ranked tenth. In the evaluation of the financial criteria, the fiscal prospect (0.375) and client prospect (0.338) had the highest weights. Also, the internal processes prospect (0.165) and growth and learning prospect (0.122) gained the lowest weights.

This study aims at investigating the relationship between A and B personality types and attitude to change in Islamic Azad Universities, physical education administrators. The research methodology was descriptive-correlational. The population of the study consisted of all the physical education administrators of Islamic Azad Universities (N=210). The sample size was determined by using Morgan table. 136 posted questionnaires were completed and returned by the participants. To assess A and B personality types and attitude to change, Spencer Rathus questionnaire (1998) and Donham questionnaire (1996) were used, respectively. In order to confirm the validity of the questionnaires, the researchers submitted them to some professors in the department of physical education and management as well as some other experts. Subsequently, the expert's opinions regarding all the questionnaire items were applied in moderating the scales. The internal reliability of the scales in a sample group using Cronbach's alpha coefficient was calculated to be (0.76 for A and B personality types and 0.79 for attitude to change) and their temporal reliability method was (0.86 for A and B personality types and 0.81 for attitude to change) by test-retest method.The results showed that, out of the maximum mean score of 5 for attitude to change, the participant's mean score was 3.66 with the standard deviation of 0.59. The results of hypothesis tests revealed a meaningful relationship between A and B personality types and attitude to change in Islamic Azad Universities physical education administrators (P

The aim of this study was to evaluate the impact of organizational identity and organizational culture on organizational citizenship behavior. The statistical population included all directors, deputies, heads and experts of Tehran Education Administration during the years 2014-15, totaling 500 people, from among whom 217 were selected as the research sample, based on Morgan table and through the use of random stratified sampling technique. For data collection, Cheney standard questionnaire of corporate identity, Robins’ organizational culture questionnaire, and Podsakoff’s questionnaire of organizational citizenship behavior were used. For descriptive statistics and frequency, SPSS software was used, and for inferential statistics, Smart PLS was applied. In the present study, the confidence coefficient was 95%. The findings showed that organizational identity and organizational culture have a significant positive effect on creating organizational citizenship behavior. The results indicated that organizational identity organizational culture have the greatest impact on "conscientiousness" dimension and the least impact on "respect" dimension of organizational citizenship behavior. Obtaining the value of 0.735 for GOF shows that the overall fitness of the model is acceptable and on the continuum ranging from weak to average to strong, it is on the strong side.