فصلنامه فرایند مدیریت و توسعه
سال بیست و سوم شماره 1 (پیاپی 73، بهار و تابستان 1389)

The relationship between economic growth and income distribution is one of the most important issues for all countries especially developing economies. There are different and sometimes contradictory views about such relationship. This research tries to analytically study the relationship between economic growth and income distribution in Latin American countries. Two indicators، namely، ‘Gini Coefficient’ and ‘Income Deciles Desperation Ratio’ are used for this research. The results show that the relationship between the two mentioned phenomena was positive in some countries and negative in some others. Economic growth and income distribution were concurring in the same direction in some countries such as Brazil and Argentina in a country while in a country like Chile، the economic growth affected the income distribution under the government''s supportive measures. In short، since 2003، income distribution has stared a recovery trend in Latin American economies. A remarkable feature of this period is simultaneity of economic growth and the development of the government''s social protection measures.

Developmental approaches to human resources management clearly discuss the importance and crucial status of human resources in the organization as pivotal assets. These assets would perform more efficiently if appropriate conditions are met for fulfilling their potentials. One of the most effective factors of improving the organization''s personnel performance is the growth of employees'' empowerment. This paper tries to analyze the factors that are effective and influential in employees'' empowerment in South Pars Gas Complex Corporation. The related literature of the research is reviewed before the various effective variables of employees'' empowerment are determined. Later، factorial analysis is used and the variables are grouped in two factors، as follows: 1. making sure the employees'' individual qualifications growth are taken care of، along with the organizational development، and 2. paying due attention to the human resources management and leadership styles. In the end، multivariable regression was used and the findings indicated that both factors were effective in employees'' empowerment.

Today، entrepreneurship is one of the remarkable socio-economic indicators in achieving excellence and sustainable development goals. Hence، it is necessary to make use of all opportunities and untapped financial and human and capacities، especially the potentials among university-graduated women (as one of the effective and efficient factors of entrepreneurship development) with the aim of devising strategies of growing entrepreneurship and empowering entrepreneur women in this area. This paper uses a comprehensive strategy-devising framework in order to strategize university-graduated women entrepreneurs'' empowerment. At the starting stage، the mission statement is defined and then the Internal Factors Evaluation (IFE) matrix and the External Factors Evaluation (EFE) matrix are prepared. Later، considering the data gathered during the comparison and contrast stage، the Strengths-Weakness-Opportunities-Threats (SWOT) matrix and the Internal–External (IE) matrix are worked out. Finally، at the decision making stage، Quantitative Strategic Planning Matrix (QSPM) is used to evaluate the usefulness of the determined strategies. Therefore the best strategy، ''socio-cultural backgrounds creation and development''، is selected.

This paper tries to study the relationship between organizational structure (structural dimensions) and employee’s empowerment. The study is a descriptive survey using ordered random sampling method. The statistical population is consisted if 600 people who are all employees of Finance Deputy of the Ministry of Finance and Economic Affairs. Data collection method handing out questionnaires، devised in accordance to the Spreitzer psychological empowerment questionnaire as well as Robbins organizational structure questionnaire. The independent variable of the research is ‘organizational structure’ and the dependant one is ‘empowerment’. The ‘organizational structure’ variable is composed of three minor variables، i. e. ‘formality، complexity and concentration’ while، at the same time، the ‘empowerment’ variable is studied in the framework of four elements، namely، autonomy، effectiveness، selection and meaningfulness. Spearman correlation test، T-test and ANOVA test are used in order to analyze the data and test the hypotheses. The findings indicate that the average psychological empowerment (3. 84) was relatively high. In the mean time، the correlation coefficient showed that there was a meaningful relationship between the organizational structure (structural dimensions) and employees’ empowerment in the Finance Deputy of the Ministry of Finance and Economic Affairs.

Changes among our country’s senior managers are followed by hierarchal changes in the regional and provincial levels. Some statesmen consider such changes as necessary and inevitable while others believe that they impose harmful effects on the regional development trend. Seemingly، a significant barrier in the path of regional growth and development is instability and short life time of the management in our country compared to those of other countries. This paper tries to study the tenure rate of east Azarbaijan province’s regional development senior managers within 1979-2005. Meanwhile the management tenure is categorized in accordance to the government’s macro-level changes and the hypotheses are tested on the basis of different periods. Inferential statistical techniques including Chi-square and Somers’ statistic were used to test the hypothesis. The results indicate that there is a significant difference between managers’ tenure rate and their education level، social tendencies، political periods، management tenure and managerial experiences. Average management period in East Azarbaijan province is 3. 8 years، which is more than that of other provinces.