مجله مدیریت فرهنگ سازمانی
پیاپی 71 (بهار 1403)

Historical research of management in Iran has not been studied or has not been methodical. Oral history of management in Iran has not been considered a common method in historiography by researchers.

The purpose of this study was to record the memories and observations of professors and veterans aware of the evolution of management knowledge in Iran to record and preserve the oral history of management in Iran. The main purpose of oral history is to record and preserve the memories and information of those who are aware of historical events in a particular field.

Design / Methodology / Approach: 

In this article, the oral narratives of several professors and veterans of management knowledge in Iran are studied and recorded using the oral history method. The interviewees were the main actors in different periods of management development in Iran who were aware of the process of formation and development of management knowledge in Iran.

From interviews and conversations with professors and veterans, memories, observations, hearings, and information were obtained that were narrated raw and without manipulation and the intervention of historians, and have shaped the oral history of management knowledge in Iran.

This study has resulted in a reliable and citationable historical compilation by the principles and stages of one of the scientific and accepted methods of historical studies, namely oral history which can be studied by other management researchers and historians.

Job dissatisfaction among medical staff slows down the recovery process, prolongs the patient's stay in the hospital, increases costs, and ultimately dissatisfaction among users of these services. One of the most important factors affecting job satisfaction is effective leadership. Therefore, the purpose of this study is to provide an effective leadership model to increase the job satisfaction of medical staff. The research is developmental in terms of purpose and descriptive-exploratory in terms of the type of method. The research strategy of data foundation theory is based on Glaser's apparent approach. Participants in the study included managers, supervisors, and supervisors of public and private hospitals, which was conducted with semi-structured interviews with 13 people with theoretical saturation logic. The method of data analysis was open, selective, and theoretical coding. Findings indicate that 6 main categories: personal characteristics, interpersonal characteristics, follower growth, proper use of tools, organizational factors, and environmental factors are the components of effective leadership in selected hospitals of Iran University of Medical Sciences and Health Services.

This study was conducted to know and understand the phenomenon of human resources communication avoidance and analyzing its antecedent and background factors. The statistical population of this research is experts who consist of university professors in the fields of organizational behavior management, human resource management and psychology, along with managers of government organizations in the research which uses the snowball sampling method and based on the principle of theoretical adequacy, the sample members were selected. The data collection tool is a semi-structured interview in the qualitative part and a questionnaire in the quantitative part. In this research, the coding method and Atlas. ti software were used in the qualitative part of the data analysis, and the Fuzzy Dymetal method was used in the quantitative part. The findings of the research include the identification of antecedent and consequential factors of human resources communication apprehension and their prioritization. Based on this, the conclusion of the research, separated into two parts, the antecedents and the consequences of communication apprehension, indicates that the most important antecedent and influencing factors on the phenomenon of communication apprehension are the lack of social skills and collectability, cognitive biases. negative self-evaluation and self-depreciation, lack of self-confidence disorder, and shy personality and emotional intelligence. Also, the second part of the results shows that the most important factors and consequences of communication apprehension are lack of promotion of social status, job and emotional burnout, reduction of individual's learning ability and problems in information exchange, and weakening of individual social skills.

between the components and dimensions of social capital and organizational entrepreneurial culture.
The research method is quantitative meta-analysis. In this study, the researcher has identified and categorized the studies related to the relationship between the components and dimensions of social capital and organizational entrepreneurship culture from 2010-2014. The statistical population of the research was 68 research documents;, 40 documents were selected after checking in terms of method, validity, validity, and scientific findings. Method, sample size, correlation coefficient, significance level, statistical population, and year were the selection criteria of these researches.
The research findings show that social capital has a significant effect on organizational entrepreneurial culture and its effect value is equal to 0.651. According to Cohen's model (effect size level), organizational commitment (0.380); organizational belonging (0.412); religious affiliation (0.358); Organizational participation (0.340) have a greater effect; organizational cohesion (0.262); organizational trust (0.278); has a medium effect and Islamic work ethics (0.187); corporate culture (0.197), has a little effect.
According to the research, strong social capital will lead to a strong organizational entrepreneurial culture. The organizational entrepreneurship culture will be guaranteed with the expansion of social relations, inter-departmental cooperation, development of social networks, and growth of information sharing, organizational reputation, and trust.
The purpose of the current research is to examine the relationship

The present research was conducted to provide a compensation model for faculty members in public universities of Lorestan province using a mixed approach.

The present research is a combination of qualitative and quantitative researches from the perspective of philosophical assumptions in the field of pragmatism paradigm and in terms of purpose it is applied- developmental researchers. The statistical population of the research includes public universities of Lorestan provinces. Based on the principle of theoretical adequacy, the research sample consists of 30 experts from the public universities of Lorestan province, who were selected using the purposeful sampling method. In the qualitative part of the research, data was collected and extracted using the thematic analysis method and then through coding. Then, in the quantitative part of the research, the data is presented using the distribution of the questionnaire and using the method of structural-interpretive modeling, aggregation, and the final model.

The research findings in the qualitative section include identifying the themes of compensation such as situational characteristics of compensation, dimensions of compensation, indicators of compensation, and consequences of compensation. Also, the findings of the research in the quantitative part show the leveling of the themes and the presentation of the compensation model. 

Based on the discovered model of job satisfaction, organizational justice, job belonging and organizational commitment with high effectiveness, individual and environmental indicators with high impact, talent attraction and retention, job environment, geographic factors, job sensitivity, outstanding performance, competent performance, organizational index, job index, basic pay, performance pay, and indirect pay are highly effective. Also, the result of the research can be theoreticallytheoretically added to the existing knowledge in the field of compensation.

This research was conducted to investigate the effect of causal, contextual, and intervening factors on the welfare-oriented human resources management of Sepah Bank. The research method was a descriptive-survey. The statistical population of the research was 43,500 Sepah Bank employees, of which 361 were selected by multi-stage cluster sampling. The tool of this research is a researcher-made questionnaire. Data analysis was done using a confirmatory factor analysis test using SmartPLS3 software. The results showed that the causal conditions (motivation of employees; attention to the needs of employees; training; meritocracy; empowerment) were effective on welfare-oriented human resource management in Sepah Bank, but participatory management did not have a significant effect on welfare-oriented human resource management. Also, background conditions (regulations, organizational culture, and organizational structure) had an impact on welfare-oriented human resource management in Sepah Bank. The results also showed that the intervening conditions (salaries, injustice, traditional management styles, lack of attention to expertise, and lack of attention to motivational issues) had an impact on welfare-oriented human resources management in Sepah Bank. It was also found that background conditions (laws and regulations, organizational culture, and organizational structure) had an impact on welfare-oriented human resource management strategies in Sepah Bank. Regarding the intervening conditions, the results showed that salaries, injustice, and lack of attention to motivational issues had a negative and significant effect on welfare-oriented human resource management in Sepah Bank, but traditional management styles, and lack of attention to expertise had no significant effect. The results also showed that welfare-oriented human resource management in Sepah Bank had an impact on strategies. Finally, the current research showed that the strategies had an impact on the results (productivity, profitability, organizational commitment, and organizational excellence).