فصلنامه فرایند مدیریت و توسعه
سال بیست و پنجم شماره 2 (پیاپی 80، تابستان 1391)

This article studies the role of environmental factors in reforming the administrative structure of Iran’s governmental sector. Firstly, the effective factors are categorized in three areas, i.e. public opinion, socio-economic and political area, and finally the non-governmental organizations (NGOs) before examining their role in the development of administrative change. The results of the analysis indicate that NGOs as an influential factor in the “special environment” of governmental organizations exert determining impacts on Iran’s administrative change than the “general environment”, i.e. socio-economic and political factors. Therefore it is advised that the development and strengthening of NGOs should be emphasized as the institutions that organize beneficiaries, customers and organizational service-receivers. In this way, the model of gradual development and strengthening procedure of NGOs, devised in this research, was presented as the most outstanding administrative change strategy based on exogenous factors.

Following Kuhn's seminal work, "the structure of scientific revolution", challenging linear and accumulative approaches to science, paradigm concept has been widely used in social science, and became popularized in organization studies with Burrell and Morgan's "Sociological paradigm in organization theory". In this article, possibility of multi/meta paradigm approach in organization studies is examined. Having reviewed the concept of paradigm and the different perspectives on paradigms including paradigm incommensurability, the possibility of dialogue between different paradigms, i.e. multi/meta paradigm approach, is studied. The enquiry is comparative-descriptive and critically scrutinizes previous writings in the area. Eventually, it would be illustrated that a major problem in the literature on paradigm is the loose application of the term as far as its concept is concerned. Taking into account the context of application, the vagueness of the concept can be reduced. Furthermore, multi/meta paradigm approach is paradoxical and ignores the essential characteristic of paradigm. Accordingly, organizational phenomena cannot be analyzed through multiple paradigms simultaneously.

Entrepreneurship has become undeniably important in today’s economy. In ever-increasing researches undertaken in entrepreneurial area, more and more emphasis is being put on injecting entrepreneurial spirit in organizational infrastructures and harmonizing the organizations to business environment. Entrepreneurial orientation is a much ignored sub-field of entrepreneurship. This research mainly tries to study the effect of organizational culture as a series of beliefs, ideas and values in common among the members of organizations on the entrepreneurial orientation in Bank Karafarin. This article claims that organizational culture influences entrepreneurial orientation in the Bank Karafarin. Denison model was used to measure the organizational culture of the bank. The elements of the independent variable were work involvement, adaptation, conformability and mission. Meanwhile Dess & Lumpkin model was employed to measure the dependent variable, i.e. entrepreneurial orientation. The latter model evaluated seeking independence, innovation, initiation, challenge, and risk-taking as the indicators of entrepreneurial orientation. The results of the investigations demonstrated that the main hypothesis of the research, i.e. the effectiveness of organizational culture on entrepreneurial orientation, was proved to be right. In the mean time, the minor hypotheses of the study, i.e. work involvement, adaptation, conformability and mission were proved to be effective on entrepreneurial orientation as well. Finally, the study indicates that the ruling culture in Bank Karafrin is a mission culture.

This article tries to study the relationship between social security law and civil law. it explains that although their theoretical fundamentals contrast one another, these two fields of law complement each other in a way that social security law has turned into a helping hand for civil law in the cases that the former had already lost its social functions. On the other hand, civil law is considered the mother field of law; therefore, social security law refers to civil law and is subject to it.

The expansion of international business in cultural products opens up an opportunity to present the cinematic works to the international markets and gain economic interests and cultural power. Nevertheless, most countries, including Iran, so far have not yet actively participated in global movie markets. Seizing such an opportunity requires pinpointing the factors influencing the readiness of Iranian cinema institutions to take part in international era in the framework of an overall model. Therefore, this study seeks to formulate a model on the affecting variables of such a readiness for globalization in four levels of analysis, namely firm: industry, national and international levels. This research is an applied one from the purpose point of view, and is considered a descriptive – survey type research as far as its data collection method is concerned. Iranian movie producers are selected as the statistical population to provide the field data of the research. The model is tested through the techniques of factor analysis as well as structural equation modeling. The results of the study demonstrated that the capacity of the cinematic institutions to enter the global market is a function of four variables, i.e. the capability of cinema institutions, the capability of the film industry structural components in a harmoniously synergic relationship, national support characteristics, and the readiness of international ties. It is to be noted that cinema industry needs the adjustment and improvement of the national support more than any other element in order to enter the global market. Yet, international ties, film industry structure and the capability of cinema institutions come later in the order of priority.

Talent management is defined as a system to identify, employ, develop, promote and maintain talented individuals with the aim of improving organizational capacity to meet the business ends. In view of such a definition and considering employees’ career as a model for integrating the most critical processes of human resources development, it is understandable that issues related to talent management could be extendable to the whole processes of the career. Yet, a majority of experts of human resources take weak management as the main cause of job dissatisfaction among the employees. This article tries to study is find out the relationship between talent management and job satisfaction among the employees of the central staff of Social Security Fund. This is a descriptive-correlation research and makes use of the survey method. The statistical population of the research includes 1034 persons from among the employees of the central staff of Social Security Fund. Later, a number of 278 individuals were selected through ordered stratified sampling. Questionnaires of job satisfaction and talent management were employed to collect the related data which were later analyzed by descriptive-inferential data analysis method. The findings of research indicate that there is a significant relationship between talent management (and its sub-variables) and job satisfaction.

The purpose of this research is to recognize and study the factors affecting the readiness of an organization to take on the business process management. To this end, firstly a wide range of available library resources, articles, scientific journals and web sites reviewed in search of the right approach as well as vital elements for a successful implementation of the business process management. Yet, since none of the reference models were so comprehensive to fully meet the requirements of this research, it was decided to categorize the factors according to the reviewed literature to fulfill the goals of the study as a whole. Later a questionnaire was worked out on the basis of the resulted theoretical framework and handed out among the experts, senior experts, directors and top mangers of the Petrochemical Commerce Corporation. The filled out questionnaire were then recollected and statistically analyzed, using SPSS software. The results of the study indicated that from amongst the pinpointed factors in this research, i.e. methodology selection, project management, information technology, organizational ambience, change management, and finally senior management, merely two factors, namely information technology and senior management were effective in organizational readiness of for the successful implementation of business process management in the Petrochemical Commerce Corporation.