نشریه مدیریت بهره وری
پیاپی 15 (زمستان 1389)

One of the key factors that lead organizations and high education centers to deficieney is that their processes and obtained results are not evaluted well. In the case that high education centers realize their positions well and become aware of their weaknesses, they will no doubt attempt to eliminate those deficiencies. The purpose of this research, whose implementation scope is one of the technical-engineering complexes, is to present a method for the evalution of the performance of management in engineer training centers based on the European Foundation for Quality Management (EFQM) excellence model. Since the existing decision – making environment of high education centers, like many other organizations, is generally fuzzy and vague, for a further adjustment of the mentioned method with the existing situations of high education centers the proposed model is designed in fuzzy environments so that we would be able to evaluate the management performance of high engineering education centers in a more accurate way.

The present paper studies the necessity of creating an electronic city in the sustainable development of the 6th zone of Tabriz.The main research question is whether creating e-cities is necessary for sustainable development. The research method is descriptive and applied. The statistical population includes all the employees of Tabriz Municipality. The research sample was obtained using Morgan's Chart. In order to collect data, Likert's spectrum technique was used. This research aims, by providing the theoretical and conceptual framework and by clarifying the relationship between the e-city and sustainable development, to justify scientifically the necessity of creating e-cities in the world of sustainable development. The findings show that creating e-cities is necessary for sustainable development.

Denison organization culture survey functions as a device for Collecting information and enables managers firstly to compare different sections and workgroups with each other, secondly, to prioritize problems, and thirdly, to identify employee's perceptions and expectations in order to bridge the gap between the present condition and the optimal condition. In this research, in order to get familiar with the organizational culture of Polynar Company, Denison Model, which is relatively newer and more complete, has been used. This model, which has been designed by Daniel Denison following his voluminous studies, evaluates organizational culture based on four dimensions, i.e., involvement, consistency, adaptability, and mission. In order to assess each of the four mentioned dimensions, three indices have been defined. In order to collect data, a questionnaire was used. After specifying the statistical population and selecting the sample, the questionnaire was distributed among three departments- administrative, operation, and quality control. Finally, after collecting and analyzing the obtained data, the profile of the organizational culture of Polynar Company was drawn based on Denison Model, which illustrates the cultural situation of the company. According to the model, Polynar Company stands at an average or higher than average level in all the four dimensions. However, it requires improvement regarding some indices such as coordination and integrity, objectives and goals, customer orientation and expansion of capabilities.

Nowadays the importance of Human Capital Management arises from the fact that improved or deteriorated organizational performance can be directly linked to the way human resources is managed. Accordingly, in recent years, the concept of Human Capital Management reflecting the ultimate attention to and concentration on human has come into focus. In this study, the outcome of an applied survey study, the researcher have sought to measure the maturity of human capital management in the public sector organizations of the city of Esfahan. This study is a survey in nature conducted on the basis of Basis and McMurrer's Model. The hypotheses were based on motives arising from human capital including leadership styles, access to knowledge, staff participation, and manpower optimization and learning capacity. Analysis of the findings from the components comprising the maturity of human capital management in the public sector organizations revealed that the mean score of leadership styles was 2.70, degree of participation 1.94, access to knowledge 2.17, and manpower optimization 2.81 and that of capacity for learning 2.70. Comparison of the mean scores for components of the maturity of human capital management in the organization under study revealed that the maturity of human capital management in the above organizations was below average. The mean scores for the maturity of human capital management ranged from 41.51 to 53.38 for 16 organizations. Based on Basis and McMurrer's Model, all the organizations under study had a low maturity level. Finally, recommendations were made to raise the maturity of human capital management.

The main purpose of this study is to investigating the factors related to job satisfaction and the relationship between job satisfaction and organizational climate among the staff of Islamic Azad University, The study is a descriptive survey. The statistical population imcludes 132 individuals of the staff of the Islamic Azad University, Damavand Branch. Because of the the limited number of the subjects all of them were selected as the research sample. The library method and a questionnaire were used to collects data. In order toanalyze the data and to measure the correlation we used spearman's correlation test and multi-variable regression test. For the statistical calculations spss Software was used. The results of data analysis showed that there is a correlation between the nature of the work, the manager's characteristics, salaries and benefits, the colleague's characteristics, promotion conditions, and job satisfaction. Also, according to results, there is a significant relationship between satisfaction with the above variables and organizational climate. Finally based on research findinge some suggestions have been presented to increase the job satisfaction of the university saff. The research was carried out using the Islamic Azad University's research funds.

Organizational Work environment management (OWEM) is based on the process of planning management, organizing, directing and controlling of the organizational workers, and utilizing all the available resources in order to achieve the organization's defined goals. For this reason, the organization's success in realizing the goals of effective work environment management has been the main concern of this study. Thus, with regard to the importance and necessity of the fact that organizational work environment management is a key factor in increasing productivity, the main goal of the present study has been to determine it (OWEM) to improve the staff performance with a focus on satisfaction, emotional cooperation and motivation of the staff. The statistical population includes the managers, experts and personnel of official organizations of Tabriz. Regarding certain limitations, 5 official organizations were selected in order to collect data, and the different management studes were studied. Finally, according to the obtained results, the principles of management which can be effective on the performance improvement of managers, experts and employees of the organization with a focus on satisfaction, emotional cooperation and motivation of the staff were determined for each organization separately taking priorities into account and considering the type of activities.

This study aims to investigate the relationship between corporate governance dimensions and earnings management in Tehran Stock Eechange over 2002-2007. We have selected 40 companies as the research sample after applying samplying techniques and deleting some companies. The results of the mean difference test showed that discretionary accruals are lower for the firms that had good performance in the past regardless of whether the corporate governance levels were strong or weak .We also found that discretionary accruals are lower for such firms after controlling the strength of corporate governance. Furthermore, we found that firms with weak governance may not necessarily have low discretionary accruals compared to the firms with strong governance. On the whole, the results support the conclusion that it is the adequacy rather than the strength of corporate governance that is associated with discretionary accruals. Thus, the results show that the adequacy of corporcete governance has a significant correlation with earnings management.

This article explores the moral characteristics of managers in the context and content of Quranicverses and religious traditions.To achieve this aim, we have contemplated the apparent and internal content of verses and traditions from the viewpoint of subject analysis. Accordingly, the manager's morals and their internal/external organizational behaviors and also the quality of applying management methods and techniques such as consultation, modesty, loyalty and the appreciation of the past traditions as well as the impact of these behaviors on organizational factors have been explored.