نشریه مدیریت بهره وری
پیاپی 47 (زمستان 1397)

One of the models used to evaluate organizations is the EFQM organizational excellence model which is an adequate tool for institutionalizing organizational concepts and values and identifying the best processes. Although attempts are made in organizations to design and operationalize models of excellence, the causal relationship among empowerment indicators (like leadership, staff, policies and strategies, resources, processes) and results achieved by the employee, customer, society and key performance are rarely addressed. Hence, the purpose of this descriptive applied survey is to identify the effective and influenceable indicators of the model via the Coefficient of Determination, the Linear Structural Equation Modeling and Dematel Technique. The research population comprised the head of departments and senior executives of Education in Tabriz. The research data were gleaned using the EFQM Self-Assessment Questionnaire. Based on the findings emerging from the study, the index of community outcomes and the index of resources and participation were identified as the most effective and the most influenceable indicators, respectively.

Successful companies have realized that investment on intellectual capital to create valuable products and services is essential. Moreover, in unsafe situations for new investment, enterprise has no choice except optimal use of available resources, Productivity is defined as an efficient and effective use of resources for production. The importance of this research is in highlighting the role of intellectual capital in the productivity of materials and chemical products industry. Firstly, in this study the value of intellectual capital investment companies based on the method applied and also the value of productivity based on productivity indicators presented by national Iranian productivity organization for a period of 10 years from 1379 to 1388 calculated and next the relationship between intellectual capital and the productivity of investment companies in Tehran stock exchange of material and chemical products has been assessed. The statistical method used to analyze data is GLS. General purpose of this study is to examine the relationship between intellectual capital and company productivity. The important finding of this research is a positive relation between human capital efficiency and labor productivity.

The increase in complexification of business competition, especially in pharmaceutical knowledge-based industries and organizations, has highlighted the role of invisible capital. In fact, the growth in the intensity of competition is accompanied by a parallel increase in the significance of invisible assets and a drastic reduction in the importance of physical capital. The aim of this study was to investigate the effects of social, human and organizational assets on knowledge productivity in Iranian drug companies. The research population consisted of the nation-wide pharmaceutical industry and the research sample comprised sub-holding Drug Supply Companies (TPICO). The research data were collected using Human Capital Questionnaire (Sabramanyam & Yandt, 2005), Organizational Capital Questionnaire (Davenport & Prusak, 1998), Social Capital Questionnaire (Burt, 1992) and Knowledge Productivity Questionnaire (Gupta & Govindarajan, 2000). The findings verified the significant and positive impact of the three dimensions of invisible assets on the knowledge productivity in the pharmaceutical companies in Iran.

The worldwide development of Maintenance Management Models (MMM) underscores the need of various organizations to take into account contextual and organizational differences and to design a model that is congruent with their context-based requirements. The purpose of the current study was to design an executive Maintenance Management Mode based on the Interpretive Structural Modelling Approach. To serve the purpose, the constituent components of the MMM were initially identified through literature review and interviews with experts which specified 14 components and 56 subcomponents in the form of 6 essential factors. Next, Interpretative Structural Modelling was employed to establish the relationship among the components and subcomponents ant to sequence them accordingly. Eventually, the overall structure of the MMM was proposed based on expert views and the statistical analyses. The findings indicated that six fundamental components including leadership, infrastructure, fundamental principles, support, improvement and Excellency constitute the very basis of the maintenance management in each technological organization. And that other components and sub-components emanate from these six components leading to ultimate improvement and Excellency of the organization.

Human resource branding is a relatively new approach taken from the field of "marketing" which is regarded as the essence of human resource marketing. This emerging arena provides a tremendous opportunity for enhancing human resource assumptions and stabilizing estate organizations as brands. This mixed-method study was undertaken to design an optimal model of human resource brand in estate organizations based on the Fuzzy Inference Method. The first phase of the study, thus, employed a qualitative method to propose a comprehensive model of human resource branding. Further, the initial conceptual model of the research was formed after the categories, concepts and codes of the human resource brand were identified.In the second phase, the mathematical model of Fuzzy Expert System was employed to provide a desirable combination of the components of the model that could optimize the human resource brand. The findings emerging from the study revealed that human resource brand of the organization employees can be optimized by 49.5 if they concentrate on organizational values (13.3%), cultural values (17.7%), social values (44.2%), Iranian-Islamic cultural values (76.3%), Individual competencies (29.9%), professional competencies (88.6%), and employer's brand (29.3%).

The current descriptive study aimed to explore the impact of social trust on strategic performance in manufacturing companies in Sanandaj with a focus on the mediating role of innovation using the Structural Equation Modeling. The random sample of 111 comprising three groups of CEO, production managers and marketing and sales managers were selected from the population of the staff working at all manufacturing companies in Sandandaj with at least three years of active production experience. The research data were collected through administering three standardized questionnaires including the Innovation Questionnaire, Social Trust, and Strategic Performance Questionnaires, each with respective reliability estimates of 0.79, 0.81 and 0.77. The results obtained from the Structural Equation Modeling revealed a significant relationship between innovation and social trust. Also, the findings indicated that social trust had significant and positive impact of on strategic performance through innovation. That is, trust and innovations are among prerequisite conditions of strategic performance whose increase will bring about a subsequence growth in strategic performance.

Human resources, which are considered as the most valuable asset in any organization, have long been proven as the most significant factor in the organizational chain of command. Therefore, the purpose of the current descriptive and correlational study was to investigate the impact of organizational identity on human resource productivity with a focus on the mediating role of employee voice among the staff at physical education department Islamic azad universities. The participants in this study were all the research population who formed the staff physical education at Azad universities of Iran in 1395 (N=300). The research data were collected via administration of the Organizational Identity Questionnaire (Miles & Ashforth, 1992), the Organizational Voice Questionnaire (Esmaeilzadeh, 1392) and a revised version of Employee Productivity Questionnaire (ACHIEVE Model Hersey & Goldsmith, cited in Shahsavari, 1991). 217 of the questionnaires that had been sent out to the participants were out of which 206 were complete. The research data obtained from the 206 questionnaires were analyzed via the Pearson Correlation, Multiple Linear Regression and Variance-Based Structural Equation Modeling. The findings showed significant relationship among organizational identity, employee voice and employee productivity. A significant relationship was also found between employee voice and its subscales with employee productivity. Employee voice seems to mediate the relationship organizational identity can have with employee productivity.

Capital productivity concerns the measurement of managerial capacity to make optimal use of capital as one of the company's most important and restricted resources and accounting conservatism is one of the qualitative characteristics of accounting information. More conservative companies are expected to have lower cost of capital and the increase in capital productivity is assumed to intensify this relationship. The present study explored the interactive effect of capital productivity and accounting conservatism on cost of capital in Tehran and Istanbul stock exchange markets. Accounting conservatism was measured as the chronological asymmetry between the profit and relative market value of stock to book value while capital productivity was operationalized in terms of the ratio of operating profit to the difference between total equity and debt in cash and short-term investment. The research sample comprised 118 companies listed in Tehran and 194 companies listed in Istanbul stock exchange markets over a period of 10 years from 2006 to 2015. The findings revealed that accounting conservatism, as the ratio of market to book value, was negatively correlated with cost of capital both in Tehran and Istanbul stock exchange markets; capital productivity was found to have a synergistic effect on this relationship. Additionally, accounting conservatism, as chronological asymmetry, was found to be negatively correlated with cost of capital in Istanbul stock exchange market.

The current research examined the effect of strategic human capital value creation on labor productivity of the staff working at West Azarbaijan National Bank with a focus on career prosperity. The research population in this descriptive applied survey were the 606 staff at West Azarbaijan National Bank from whom a sample of 235 was randomly selected. The research data were collected using standardized questionnaires that were validated prior to the study. Descriptive and inferential statistical tests like Kolmogorov-Smirnov test, R-Pearson and Constructive Equations were run on the research data. The findings regarding the extent to which various features of career prosperity can boost the effect of strategic human capital value creation on labor productivity revealed the effect of organizational relations (0.60), professional self-acceptance (0.51), career autonomy (0.13), career purposefulness (0.27), relation of environment dominance (0.25) and progress in career (0.40).