نشریه نوآوری و ارزش آفرینی
پیاپی 10 (پائیز و زمستان 1395)

National innovation system(NIS) includes a series of organizations and institutions at the national level which aims to incorporate in developing and diffusion of science and technology and creates innovation climate. Governments in this system develop and implement their innovation policy. In systemic approach besides problems of each elements of this system ,there is another failure which related to interactions of the system elements, that is called systemic failure. In this research , at first by reviewing the literature conceptual framework of national innovation system of Iran is presented. Then, in a field study by distribution of 350 questionnaires among Iranian innovation experts and specialists and using structural equation modeling technique , analyzing of interactions and their impacts on each other and effectiveness of national innovation system has been done. In this research, the elements of NIS of Iran consists of strategies of transfer and diffusion of technology, structural elements, innovation drivers and legislations frameworks. Findings of this research show that the most important systemic failure of NIS of Iran is lack of effectiveness of legislations frameworks’ impacts on innovation drivers. Identification and analysis of systemic failures can lead to appropriate policies for each elements and at last upgrade the performance of national innovation system.

Since organizarional aspects and specifications directly influence the productivity of academic technology transfer centers, this study investigates organizational factors influencing the productivity of academic technology transfer centers. The statistical population of this study includes professors at University of Tehran's Faculty of Engineering with a scientific and executive experience in technology transfer. This sudy applies forcastive assessment approach. In this regard, a number of experts were requested to discover the factors influencing productivity of academic technology transfer centers based on factors investigated in literature. Of all the questionnaires distributed, 126 questionnaires were collected. Data analysis was performed applying One-tailed Mean Test and Friedman Test using SPSS 22. The results show that technology transfer center's organizational structure, number of employees, age and previous experience, reward systems, office space and available resources are all the factors influencing the productivity of academic technology transfer centers.

The aim of this study was the impact of knowledge sharing on team innovation Ferdowsi University of Mashhad faculty. Methods of the present study, the correlation (path analysis) and sampling is stratified sampling. This research using the questionnaire on the faculty of Ferdowsi Consisting of 261 patients was conducted. The results showed that attitude to share knowledge and motivation through the sharing of knowledge on innovation team are faculty members of Ferdowsi University of Mashhad indirect effect. But the desire to share knowledge through the sharing of knowledge on innovation team Ferdowsi University of Mashhad faculty had no effect. As well as the sharing of knowledge and innovation team of faculty members of Mashhad were satisfactory.

This study addresses two objectives. First, it examines the effect of knowledge integration capability (KIC) on technological innovation capabilities (TIC), namely process innovation and product innovation, and firm’s strategic performance (SP). Second to investigate the mediating role of product innovation capability in process innovation capability- SP relationship. In terms of objective, the current research is applied. This study was conducted using descriptive – correlation methodology. Simple random sampling (SRS) method was employed to the selection of the samples. The study population consisted of all active pharmaceutical firms in Islamic Republic of Iran. The sample size was 86 pharmaceutical firms. Correlation analysis and Structural Equation Modeling (SEM) technique were employed to test of the research model and hypotheses. Data analysis showed that knowledge integration capability has a direct and significant effect on technological innovation capabilities and firm’s strategic performance. Finding also revealed that product innovation capability significantly affects the relationship between process innovation capability and firm’s strategic performance.

The purpose of this research was study of relationships between the talent management and social capital in NIOC. Research type was descriptive correlative. Statistical population of research included all personnels who were 220. Statistical sample was 110 who were selected by random simple sampling method. To gather data, two questionnaires were used: talent management questionnaire with 24 items and social capital questionnaire with 24 items in terms of 5 scales likert. Questionnaires content validity confirmed by experts.The reliability coefficients of questionnaires were obtained through Cronbach alpha as 0.81 for social capital and 0.87 for talent management. Collected data was analyzed at level of inferential statistics (Pearson correlation coefficient, one sample t-test and regression) by spss software. Research findings revealed that mean of talent management components and social capital was higher than average. The biggest mean in talent management related to talent Recruitment (3/93). There is a significant and positive relation between talent management components and social capital.

This paper aims to identify and assess HPWS practices in the Iranian banking industry. This study used a combination of quantitative and qualitative data of this approach in banking industry's efforts to review and evaluate.
In order to answer the study questions, this study was conducted in two stages. In the first phase, Using Banking Human resource management expert’s opinions, HPWS practices in Iranian banking industry recognized. In the second phase, based on a quantitative survey, the impact of high performance work systems in the research case study (Mellat Bank) has been asses. The results show that the high performance work systems, includes: training, recruitment selection, performance-based pay, career development, performance appraisal, teamwork and decentralized decision-making, quality jobs and effective supervision. Indeed, other results revealed that the impact of these practices are classified in three areas: Ability, Motivation, and Opportunity to participate of employees.