فصلنامه چشم انداز مدیریت دولتی
پیاپی 12 (زمستان 1391)

Contemporary organizations need employees who are psychologically connected to their work; who are proactive and committed to high quality performance standards. They need employees who feel energetic and dedicated, i.e., who are engaged with their work. The aim of this study is to investigate the relationship of authentic leadership and job engagement regarding themoderating role of trust. The population is consisting of 120 expertsof Islamic research institute for culture and thought. Based on random sampling 83 experts were selected and data were collected through questionnaire. The result extracted by Spss and lisrel. Construct and content validity were examined by checking experts’ idea and confirmatory factor analysis. Cronbach’s alpha was used for measuring reliability of 3 variables. The results showed that interpersonal trust, as a moderator variable, has a complete effect on the relationship between authentic leadership and job engagement. On the other words, authentic leadership changes followers’ job engagement by interpersonal trust.Practical implications are discussed in the end.

The purpose of this paper is to validate conceptual frameworks for strategic and contingencies management development (MD). Based on The mixed (quantitative and qualitative) method, this research explains the relationship between MD programs and organization strategies, functional unit's structures and technology of services. To explain the model, we applied strategic reference points (SRP) theory. Sample of 180 senior managers from the top Iranian organizations (base on EFQM reward in Iran) contributes to this research. Path analysis approved the research model. Results identify four types of MD programs based on goals and methods of MD: Skill base MD, Knowledge base MD, Motivation base MD and Intuition base MD. Findings show the significant relation between types of MD programs and organization strategies, functional unit's structures and technology of services. But manager’s performance only affected by the alignment of strategy and structure with MD programs base on (strategic reference points) SRP.

The purpose of this study is to identify and rank the indicators of Good Governance throughAnalytical Hierarchy Process (AHP) technique. All members of faculties of Law and Political Science, Management and Economics in Tehranpublic universities, are regarded as population. Using the formula of limited sampling of society (N=560), sample of this study (n=84) is determined.Data were collected from the self- built questionnaire. Since the questionnaire of this research has hierarchical design, all factors are weighed together, so the questionnaire has high validity. Reliability of these questionnaires is obtained through the calculated rate of conflict. Analysis method was used in the research is analysis hierarchical process (AHP). The results show that“independence of the Judiciary” is most important elements in achieving good governanceamong twenty-four indexes listed. Then the indexes of participation in decision making, strengthening political parties,decentralization, development of NGOs and other indexes are listed.

The purpose of this study is to investigate the influence of personality traits on the expanded model of organizational identification; so that the following question isaddressed empirically: “can personality traits explain why somepeople identify strongly with their organization more than others?” The population of this survey included employees of the Iranian Ministryof Science, Research and Technology. The research method adopted in this study was survey and the main tool for data collection was questionnaire. The results indicated that there were significant positive relationship between personality and organizational identification, significant negative relationship among personality, disidentification and neutral identification, and no relationship between personality and ambivalent identification. It was also found that highly extrovert employees with agreeableness traits, identified with their organization more than those with neuroticism trait, and neurotic employees felt more disidentification, neutral, or ambivalent identification.

The purpose of this article is to survey the relationship between spiritual intelligence and organizational commitment. In the recent years, the concept of spiritual intelligence have considered as one of the newest concepts in human science field, so that this concept can answer most of our questions regarding institutional behavior. The concept ofspiritualintelligence may be confusing with spirituality. Whereas this concept attended to spirituality from intelligence viewpoint. In this research, for the first time, the influence of spiritual intelligence on organizational commitment has studied. So KhorasanRazavi Gas company employees were chosen as population and to gathering information, questionnaire was used. Then data gathered was analyzed with SPSS software. The findings showed that there is a positive and significant relationship between spiritual intelligence and affective commitment. This finding can leads us in decision making regarding organizational commitment considering spiritual intelligence.

The purpose of this paper is to introduce a model based on principles of multi-criteria decision making, and also analyze the interaction of government, personnel (work force) and employers (investors) to each other in the ninth government. The main point is that, all of the sections above take strategies into consideration. Government considers higher growth rate, lower inflation rate, higher taxes and more employment, better business conditions for employers, using inexpensive and convenient labors, access to low-priced financial resources and paying lower taxes and also higher salary for workers, employment maintenance, better and safe social security and welfare facilities and distribution of income. In doing so, First, the priority of the strategies determined separatelyby using the network and hierarchy analysis and experts opinions, and then their optimum strategies specified. For instance, the first priority of ninth government included reaching higher growth, better business conditions for employers and higher salary for workers, Although, their optimum strategies included lower unemployment rate, better business conditions and employment maintenance respectively.

Uiversities as other organizations,In order to effective performance,need the employees who behaveover the formal role duties. These behaviors in organizational behavior literature have conceptualized asorganizational citizenship Behavior. One of the essential factors in emerging and improvingtheorganizational citizenship behavior is transformational leadership. In this respect, this study was conducted with purpose of studying the status of transformationalleadership in University of Shahid Beheshtiand exploring the its role in improving organizational citizenship behavior of employees. To this end, all staff of faculties and departments of the ShahidBeheshti University are considered as populationand 103 members were selected as sample trough stratified randomly.For data collection, the quetionnaires of organizational citizenship behavior (Bass &Avolio, 1997) andtransformational leadership (Organ & Konovsky,1996)were used. Findings indicate that the status of transformationalleadership and organizational citizenship behavior in University is above average. Also, correlation coefficients showed significant relationship between transformational leadership and its dimensions with organizational citizenship behavior of employees. Multiple regression analysis indicates that “intellectual stimulation” component had predictive power the organizational citizenship behavior of employees.