نشریه مدیریت بهره وری
پیاپی 28 (بهار 1393)

The main objective of the current study was studying the relationship betweenThe quality of work life, psychological empowerment and the interactive effect of demographic variables on staff productivity of Zahedan Municipality. The research population was 257 staff members of the central municipality of Districts 1, 2 and 3 of Zahedan. By using Krejcie and Morgan (1971) sample size determining tables, a sample size of 155 people was calculated. The sampling method was random stratified sampling. For collecting data, Walton (1973) quality of work life, Spreitzer (1996) psychological empowerment and Hersey and Goldsmith (1980) productivity questionnaires were used. The data of the questionnaires were analyzed in descriptive and inferential statistics level comprising Pearson correlation coefficient test, step by step regression, simultaneous regression, multivariate analysis of variance and through Spss 16.5 software. The findings indicate that there is a positive and significant correlation among all aspects of quality of work life and psychological empowerment with staff productivity. In the step by step regression, the dimension of growth opportunity and continuous security as well as the dimension of influence had the best capacity to predict productivity. Among the demographic variables, only gender interaction × work experience and age interaction × gender have led to the difference in the average scores of the staff in productivity.

There is a more serious danger of bankruptcy and leaving the market in many industries because right now the size and times of the changes ahead of them is increasing. These alterations are rapidly changing the platform and the context in which the strategies are being designed and performed as well as the information and tools that managers have at their disposal. With regard to the fact that the successful implementation of the firms’ strategies in the world markets requires the adaptation of Mixed Marketing elements with its strategies. the main goal of the present research is to study the relationship between strategic inertia and export performance. In this regard, 300 exporting enterprises in Tehran were selected as the research sample, the data were collected through the use of questionnaires and interviews, and data analysis was carried out by using Spss software. The findings of the research show that most of the Iranian exporting enterprises are faced with some sort of Inertia in the marketing strategy and this is one of the causes of the instability of these enterprises in exporting performance. Other findings of this research show that there is a meaningful relationship between the adaptation of Mixed Marketing elements and the exporting strategies and performance of the enterprise. Also the results of the research reveal that those enterprises which have compatibility between their marketing and main strategies have more stability in their exporting performance.

We aimed to determine the role of knowledge management implementation in labor productivity in Islamic Azad University, Tabriz. The research method was descriptive and its objectives were practical. The study population consisted of 680 employees of Islamic Azad University of Tabriz. Through the use of stratified random sampling, the sample was calculated 245 by Morgan sampling table. Data collection included two questionnaires: knowledge management and employee productivity. Knowledge management model was based on Probest et al model and had seven components including knowledge identification, knowledge acquisition, knowledge development, knowledge sharing, knowledge storage, knowledge usage and finally evaluation of knowledge management. Employee productivity model was based on Achive model and contained indicators such as credit of decisions, job knowledge, performance feedback, environmental compatibility, workplace satisfaction and motivation. After testing for normality using the Kolmogorov - Smirnov test, we used double and multiple regressions to analyze the data. The results of the data analysis show that each of the seven factors of implementing knowledge management (knowledge identification, knowledge acquisition, knowledge development, knowledge sharing, knowledge storage, knowledge usage and finally evaluation of knowledge management) is efficient to improve the productivity of the employees in Islamic Azad University of Tabriz. According to the results, knowledge storage maintains the highest level (0.33) and provides the strongest contribution to explaining the criterion variable and can predict 33 percent of the changes in labor productivity. Then the order of preference is as follows: knowledge usage (0.31), the evaluation of knowledge management (0.27), knowledge acquisition (0.17), knowledge identification (0.10), knowledge sharing (0.08) and knowledge development (0.06). It is confirmed that the significance of the model is F=13.25 and by Watson cameras (2.06) significance level is (Sig= 0.000).

Supposing that senior management has formulated an appropriate organizational strategy in the light of environmental analysis and strategic direction of an organization, there is still a key question regarding its successful implementation. East Azerbaijan Broadcasting has spent a lot of money and time to formulate its organization strategies, but at the implementation stage has faced serious barriers, and its strategies have not been put into practice yet. A literature review and a number of interviews were used to identify twenty three key contingency factors that influence successful implementation of strategy among public sector organizations. A survey was administered to 223 employees in East Azerbaijan Broadcasting. The data were analyzed using factor analysis. The study only explores the perceptions of employees regarding critical success factors for strategy implementation. The results indicate that organizational structure, organizational culture, managerial control, empowered human resource, adequate financial resource, rewarding system, and vertical alignment of strategic levels are the key factors to address factors influencing strategy implementation. The model explains 59 percent of the variance in strategy implementation, which is a suitable model in this regard.

Organizational citizenship behavior is the tendency and motivation of employees to go beyond the formal obligations of the job in order to help each other, to align individual interests with organizational interests, and to have real interest in the organization’s overall missions and activities. The main purpose of the present research is identification and evaluation of organizational citizenship behavior of Bahnamir Education and Training Administration staff and teachers. The statistical population of the study includes 387 persons of Bahnamir City Education and Training Administration staff and teachers, and the sample size includes 172 staff members and teachers. The data were collected by using Neihoff and Moorman’s (1993) standard questionnaire. We analyzed the data by SPSS and LISREL software. The results showed that organizational citizenship behavior and all of the evaluated dimensions, namely altruism, courtesy, generosity, consciousness, and civic virtue are in desirable status and there is a significant relationship among them. Consideing the stated results, enhancement of this set of behaviors within organizations causes the increase in organizational performance and effectiveness level, by encouraging effective and efficient organizational performance.

The purpose of this study is to examine the relationship between social responsibility and the performance of the companies listed in Tehran Stock Exchange. EVA, MVA, Q-Tobin index, KZ index, ROA and ROE are considered as performance indicators. The study was carried out from 2006 to 2010. Corporate Social Responsibility (CSR) variable has been scored using a questionnaire, and sample size includes 79 participants. Hypothesis testing has been performed at two steps: the first phase, using the data of 2010 and the second phase, using the mean of the data of 2006-2010. Multiple regression analysis (OLS) and Eviews 7 software have been used to test the hypotheses. The results show that after controlling firm size, leverage and systematic risk, there is a positive relationship between CSR and the firms’ performance.

The purpose of the present study is studying the implementation rate of succession planning system and determining its relationship with employees’ job satisfaction in Economic and Financial Affairs Organization of Kerman. The research is of correlation and descriptive type that has been done by survey method. The statistical population included all the employees of the Economic and Financial Affairs Organization of Kerman and according to Morgan table, a sample of 240 persons has been chosen. The inferential and descriptive statistics method (correlation test of Pearson) has been used in order to analyze the data and the data collection instruments were the questionnaires of the implementation of succession planning system and job satisfaction. The findings of the research show that there is a meaningful relationship between the implementation of succession planning system and its components (employing talented people, existing resource assessment, training and promoting talented people) and job satisfaction.