پژوهش نامه مدیریت تحول
سال دوم شماره 2 (پیاپی 4، پاییز و زمستان 1389)

Crisis is inevitable in every organization. Improvisation is a solution for the containment of crisis and it is a supplement for predefined systems. This research is about the management perception of the situation from the perspective that organizational decisions affected by manager's perception of external and internal situations. The population of this study is the managers of Internet service provider firms having to deal with the crisis of extensive costumer's dissatisfaction due to Internet disconnections. The empirical analysis began with the elaboration of a questionnaire and closed interviews with CEOs. To analyze continuous data, Pearson coefficient and for nominal variables, agreement tables and Fisher test was used. The results of this research have highlighted that improvised decisions can cause acceptable containment of crisis. At the same time, it reveals when the manager senses the situation as complicated and out of control, his/her tendency to improvised decisions and the number of the successful decisions would increase. It also suggests when the manager senses the firm's structure and strategy more flexible and be optimist about information flow in the organization, his/her tendency to improvised decisions and the number of the successful decisions would increase.

Today's environment creates a thriving way for organizations to do their functions through teams and groups. Organizations seek to employ individuals who can perform better in groups, frequently enable to adjust with people from varied cultures, and handle intercultural communications. Therefore, group members need to know about other cultures and should be able to interact with people from different cultural background. Consequently, people need cultural intelligence. The purpose of this study is to investigate the relationship between cultural intelligence and group effectiveness in Mobarakeh Steel Company. 47 teams participated in this study. According to the results, cultural intelligence and its components (metacognition, cognition, motivation and behavior) have straightforward relationship with group effectiveness. Also motivation and behavior are good predictors of group effectiveness.

The objective of this study is to measure procrastination prevalence and investigate its likely causes. For this purpose, a sample of 133 managers and employees of a large Iranian university was randomly selected. Appropriate statistical analysis including One-sample T-test, ANOVA, and Friedman were utilized to analyze research data that was gathered by Tuchman questionnaire as well as relative cause factors questionnaire. The result of our research shows that the prevalence of procrastination among managers and employees under study account for 17.6%. However, no significant differences exist among managers and employees of different ages, educational background, job position and tenure. It was also noticed that there is a significant difference of procrastination prevalence between different genders. Furthermore, the findings of this research show that among 20 factors classified as personal, organizational and environmental, personal factors appear to be the main cause of procrastination prevalence. According to the findings, lack of work preference (personal factors), weakness of organizational performance appraisal (organizational factors), and family problems (environmental factors), are the most important factors that cause procrastination.

A paradigm of leadership in organizational psychology is transformational leadership that has been the subject of extensive research throughout the world. In addition to emotional obligation, transformational leadership raises subordinates satisfaction and their trust in leadership. Those Leaders who demonstrate transformational behaviors create a series of positive effects in the organization. On the other hand, outstanding organizational performance can not be obtained merely from ordinary staff efforts. One of the reasons underling successes in large organizations is the fact that their staff performance is beyond their formal tasks. By the Meaning of that they show Organizational citizenship behavior (OCB). Researches indicate that there's a positive relationship between transformational leadership and Organizational citizenship behavior. The purpose of this study was to investigate the relationship between transformational leadership and Organizational citizenship behavior. Therefore, required data for the analysis of this claim has been obtained by the Multifactor Leadership Questionnaire (MLQ) and Organizational Citizenship Behavior questionnaires from the statistical sample (Qom Management & Planning Organization and State Tax Organization). The findings of our research based on Pearson correlation Co-efficiency show that there is not only a meaningful relationship between transformational leadership and Organizational citizenship behavior, but also this relation is broken down into mutual sub factor of sides. Among the transformational leadership attributes, idealized behaviors and individual considerations are ranked as the most effective attributes on Organizational Citizenship Behavior.

To improve organizations competitive positions, managers need to utilize knowledge management in order to maintain existing knowledge, and acquire new knowledge. Efforts made in organizations in terms of knowledge management may be divided into two main parts. First, the organizational capability in learning new knowledge known as Organizational Learning. Second, is the need for putting away existing knowledge known as Organization Forgetting in order to acquire fresh knowledge? This paper aimed to identify Organization Forgetting. In this paper, after a wide literature review, three dimensions of Organizational Forgetting (the type, the outcome, and the method) have been identified. In order to measure these dimensions, a questionnaire containing 25 questions was designed. Simple random sampling was used for data gathering. Using Structural Equation Modeling, the three dimensions of Organizational Forgetting were measured. Pearson correlation coefficient was applied to test three hypotheses. Our findings showed that there are significant relationships between the type, the outcome and the method of Organizational Forgetting.

Entrepreneurship is known as the source of creating wealth through innovation, technology development, and job creation. It is believed that a revolution is needed for entrepreneurship to take place in societies nowadays. Thus the present study is aimed at determining and explaining the impacts of six psychological variables on the Independent entrepreneurship process throughout Mazandaran province. According to the definition provided by the Global Entrepreneurship Monitoring, 1511 entrepreneurs are recognized throughout Mazandaran province from which 291 were selected as the sample subjects of the present study. The data collection instrument was a relevant standard questionnaire with the reliability level of 0.84. The collected data related to the six understudy variables were analyzed using a Path Analysis Regression Model. The results explained and determined the Independent entrepreneurship process, and also showed that the above-mentioned variables affected the Independent entrepreneurship process directly, indirectly, as well as interactively. The finding showed that the most affecting variable was Working Independently (-2.65). Other variables affecting the Independent entrepreneurship process in order of importance were; Creativity and Innovation (-2.09), Risk Taking (1.22), perseverance (1.085), Internal Control (1.04), and Learning spirit (-0.2) respectively. Finally, based on these results, some suggestions were made on how the managers and authorities of Mazandaran Province can improve the Independent entrepreneurship process by attending to these six psychological variables.

Although importance of Agility in supply chain in various industries is clear due to the need to have a responsive, customer oriented, and flexible organization, Iran large oil companies do not pay enough attention to agility in their supply chains. In this article, following literature review of agile supply chain and its importance in oil industry, significant criteria and attributes for Supply Chain Agility are introduced and a conceptual model of Evaluation and measurement have been presented for National Iranian Oil Company and NISOC in particular. Research data was analyzed using qualitative research methods such as Delphi and quantitative methods such as factor analysis and structural equation modeling (SEM). The article presents main criteria and indexes for evaluating agility in supply chain in oil companies. According to the findings of our research, main attributes are agility derivers, enablers and capabilities while main processes in supply chain appear to be procurement, EDP and delivering oil and gas.

The aim of this paper is to investigate the relationship between characteristics of mission statement and organizational performance in Food industries. Data for this study have been collected from 300 firms. The research method is correlation and descriptive. Correlation and Regression analyses and SPSS software have been used to test the relationship between the characteristics of mission statement and organizational performance. In order to investigate the given relationship, we used the characteristics of mission statement which included: the completeness, practicality, reality, distinctness and flexibility of the mission statement. Data have been analyzed by SPSS. It is concluded that there is a direct and positive relationship between the mission statement and organizational performance. Also, the regression test reveals that, from the viewpoint of the managers and experts, the flexibility of the mission statement has the most impact on organizational performance while the perfectness of the mission statement has the least effect.