نشریه مدیریت بهره وری
پیاپی 44 (بهار 1397)

The most important advantage of competitive global businesses is now considered to be quick responsiveness in meeting the diverse needs of customers. Therefore, many experts in Management consider agility as the key to the success of organizations in the dynamic and unpredictable era. Numerous definitions of agility have been proposed through close scrutiny of various factors. In this study, we aimed to identify major agility-related factors based on a comprehensive theoretical and empirical literature review. Having integrated the opinions of experts and local agents based on the Interpretive Structural Modeling (ISM) technique, we scrutinized the extent of the driving and dependence power of these factors in knowledge-based companies that are rapidly gaining ground. The results obtained from the analysis of nineteen identified major agility-related factors showed that structural flexibility of organizations and data analysis are the most penetrating drivers and environmental accountability and the capacity to modify business goals are the most dependent factors.

Research findings have indicated that the crisis management capacity of social organizations significantly influences the extent to which various communities can adequately which has been defined as an organization's capacity in anticipating crises, minimizing their impacts, resisting resultant damages and effectively responding to and tackling challenging situations, has become a major concern in organizational research. Hence, the purpose of the present study was to identify various facets and indicators of organizational resilience, design a Resilience Model, and thereby, to help organizations to promote their resilience. The Resilient Model was designed employing a qualitative research methodology and using systematic review and interviewing experts as data collection instruments. The Model was validated via confirmatory factor analysis and was employed in evaluating resilience of three leather industrial firms. Results revealed that the firms were not resilient and significantly needed further investigation of organizational resilience indicators and reform planning. This Model can vividly identify strengths and weaknesses of organizational resilience and offer implications for overcoming weaknesses. Encounter crises and rise to challenges. Social organizations play a key role in accelerating the process of restoring social order by offering efficient emergency services. Therefore, organizational resilience.

Based the results of previous research studies, four types of teleworking were proposed that were assumed to be compatible with the four organizational cultures. Via a rich literature review, the factors involved in the formation of teleworking were added to the conceptual model and their congruence with the Iranian organizations were measured through two stages of pragmatic and scientific talent via the Delphi technique. The telework industry indicators were determined via a questionnaire that was administered to a snowball sample selected from the population of experienced teleworkers, teleworker managers, and the scientific community that is normally associated with teleworking. Comparison of the similarity of each aspect of the factors with types of organizational cultures supported the similarity among them. The research data were analyzed using SPSS software and the Multidimensional Scaling Technology rendering four types of teleworking based on the distance matrix and determining the coordinates of each of the indicators on the dimensions of the model of competitive values ​​model (control dimension - flexibility and focus on intraocularization outside the organization). The results showed that organizational culture significantly influences the way teleworking works, and that teleworking is a multi-dimensional structure whose precise execution depends on the context. This implies the necessity of telecommunication modalities to be implemented in order to take advantage of the organization from an ecological point of view.

Employee talent management is of strategic importance for all organizations worldwide. Organizations are facing with numerous problems related to attraction and maintenance of the talented personnel needed to support their operations. Organizations that experience high rates of personnel quit need to enhance their methods of recruiting, professionally developing, motivating, retaining and transferring their talented employees within the organization. This applied descriptive ex-post-facto study examined the factors affecting talent management with a focus on internal reward in Barfab Company, Shahr-e-Kord in 2017. The research population consisted of 1347 employees 300 of whom were selected randomly. The data collection instrument used was a piloted questionnaire which was proved valid and reliable. The collected research data were analyzed using Lisrel, structural equation modeling and factor analysis. The results revealed that the four facets of social responsibility, management support, performance management and internal rewards had significant effects on talent management and that talent management had significant impacts on job satisfaction, organizational success and reduction of tendency to quit.

Management systems assessment is one of the fundamental issues that has recently been of concern for decision makers particularly for managers. Utilizing the Sustainable Development Approach, the present study introduces a new model of Sustainability Balance Score Card (SBSC) plus Multi Attribute Decision Making to assess the management system operations in energy consumption in gas companies in Fars. The study integrated the concept of Sustainable Development to the parallel Balance Score Card in order find out the structural network of relations using DEMATEL approach and finally prioritize management system selection employing a FAHP analysis. The results of DEMATEL approach showed that various aspects of Sustainability and Internal Processes were of higher priority compared to Stockholders’ Training and Growth. The results of FAHP analysis indicated that among all attributes under scrutiny, four sets of SBSC were of paramount importance: Average Workforce Training (Training and Growth facet), Customer Satisfaction (Stockholders facet), Responsibility Retention (Social branch of Sustainability facet), Productivity (Economical branch of Sustainability facet), Employee Safety and Health (Environmental branch of Sustainability facet) and Energy Consumption (internal processes facet). Research findings also indicated that Energy Management System (50001) was of higher priority compared to other systems.

Market-orientation culture represents a form of creative flexibility the purpose of which is to boost values for market stake holders by prioritizing the role of costumer in all business activities. Productivity, along with efficiency as an inherent economic factor accompanying it, is the ultimate goal for numerous business organizations. The purpose of the present enquiry was to find out the extent to which market-orientation culture and productivity of human resources may influence each other. The study is based on the mixed findings regarding the nature of the relationship and the orientation of causality. To serve the purpose, the Granger Causality Test and the Hausman Test in simultaneous equation system were employed. Employing Market-orientation Culture Model of Denison and Human Resource Productivity Model of Hersi and Blanchard, the research data were obtained via direct observation of behavioral attitudes of the personnel working at Yaas Chain Stores in Tehran up to saturation point. The findings indicated significant positive relationship between the two research variables with enhanced human resource productivity boosting market-orientation culture and vice-versa.

This mixed method study aims to compare the effect of EC and RQ on customer attitude in Islamic context in three stages. In first and second stages, The Islamic environment consciousness (IEC) and Islamic Relationship Quality (IRQ) were operantionalized based on the grounded theory. In third stage, the impact of IEC and IRQ on consumer attitude were examined using a quasi-experimental design. The findings from the first two stages indicated that IRQ comprised three components and twelve constituent subcomponents and that IEC included two components with seven constituent subcomponents. In the third phase of the study, the conjoint analysis technique was initially employed to select three scenarios from nine possible scenarios. Further, statistical analyses of the research data revealed significant effects of IEC and IRQ on consumer attitude: significantly more positive consumer attitudes were found in firms with higher IEC and higher IRQ compared to firms with lower or no IEC and IRQ. It was also found that the two public relation tools were not significantly different from the consumer perspective. The study is significant because it operationalized IEC and IRQ and offers implications for academicians and managers who intend to investigate their business relationship performance in terms of such Islamic context-specific constructs. Moreover, the innovative use of scenarios in measuring the consumers’ attitudes offers upstream research as an alternative to downstream studies of EC which render redundant information about environmental behavior of companies.

Research findings have supported the effectiveness of Spiritual Leadership Model at both individual and team levels in the raising production rate, organizational commitment, employee satisfaction and sales growth. The purpose of this study was, thus, to evaluate the effect of Spiritual Leadership based on the achievement of organizational citizenship behavior and productivity of employees. To serve the purpose, six null hypotheses were formulated in this correlational research study. The participants included all the employees working at Tabriz municipality. We gleaned the research data using five questionnaires measuring the research variables. The questionnaires were all validated in a pilot study. The collected data were analyzed based on modeling route - a structure in the form of partial least squares approach. The results showed that Spiritual Leadership both had positive effects on organizational citizenship behavior and employee productivity.