فصلنامه پژوهش های مدیریت منابع سازمانی
سال دوم شماره 3 (پیاپی 7، پاییز 1391)

The methods and techniques of performance evaluation are the key issues in organizational and academic researches. One of the problems of performance evaluation in working groups is dealing with group performance evaluation and individual performance evaluation. A comprehensive performance evaluation system not only assesses performance at different levels (individual and group) but also considers the dependence and relations between them. Existing systems cannot consider the effect of different levels on each other. In this paper، we use Data Envelopment Analysis method for studying performance as a multi level phenomenon. For this purpose we use a multi-level Data Envelopment Analysis Model for evaluating performance of working groups in a governmental organization in Iran. The model views the groups at the highest level in the hierarchy as the decision-making units whose performance are optimized. Part of the output from the optimization is a set of performance measures for the components of those top level decision-making units. The result shows that the multi-level DEA model is an appropriate model for measuring groups and their members’ performance at simultaneity.

Certainly the fair rewarding between personnel based on their productivity and performance which could motivate the employee and increase productivity of organization is one of the most important matters for managers. Obviously، allocating rewards and bonuses that result from productivity or other which has been defined from management should be justly and based on people effectiveness and efficiency. The purpose of this research is designing a productivity model for allocating bonuses through determining the productivity and performance indexes and then measuring and also analyzing، as well as allocating rewards and bonuses among employees based on their own productivity and performance. This is an applied research، uses descriptive statistics and the data are collected from random stratified sampling in Niro Mohareke Company. Finally، the model which is confirmed and validated by experts and managers of Niro Mohareke Company، is used as a practical example in the Strategic dep.

There are several approaches for increasing the competitive power of an organization. However، in some cases، some of the approaches are contradictory. Improving efficiency and productivity is one of the best approaches to solve these conflicts. In this research، we have measured the efficiency of five active iron mines during 2008 - 2011، using Data Envelopment Analysis (DEA) method and the efficient and inefficient units were determined. Due to the limited number of studied mines compared with the total amount of inputs and outputs، the discrimination could happen. Thus، we have used Anderson-Peterson (AP) approaches as a complementary method for DEA classic models، in order to determine productive units'' final ranking. Based on the results obtained، Mishduvan mine has the highest rank and the highest amount of efficiency during 2009 - 2011.

The purpose of this paper is to examine the dimensions، antecedents، and consequences of organizational citizenship behavior (OCB) in Supplying Automotive Carts Company (SAPCO). By conceptualizing and operationalizing OCB as extra-role and voluntarily discretionary performance directed to individual (OCBI) and organization (OCBO)، empirical results showed that Leader-member Exchange (LMX)، Perceived Organizational Support (POS)، Psychological Contract Violation (PCV)، and Job Involvement (JI) can somehow be viewed as an antecedents of OCB. Only PCV and JI didn’t support OCBI. Also، OCBO had significantly positive impact On Intention to Leave (OtL)، but OCBI not. General implication of results is that social exchange theory، especially reciprocity norm can be a good framework for explaining OCB antecedents. However، this is modified regarding some part of PCV. Also، doing or not doing OCBI cannot be a good symbol for turnover intention.

Data envelopment analysis (DEA) has proven to be very useful in evaluating relative efficiencies of decision-making units (DMUs) with multiple outputs and multiple inputs. The conventional form of data envelopment analysis evaluates performances of decision-making units only from the optimistic point of view. In other words، it chooses a set of the most favorable weights for each decision-making unit. There is another approach that measures the efficiency of a decision-making unit from the pessimistic point of view. This approach chooses a set of the most unfavorable weights for evaluation of each decision-making unit. In this paper، we propose to integrate both efficiencies in the form of an interval in order to measure the overall performance of a decision-making unit. The proposed Data Envelopment Analysis Models for evaluation of efficiencies are called bounded data envelopment analysis models. The proposed approach will be compared using a numerical example. Another example about assessment of burden-sharing among members of the North Atlantic Treaty Organization (NATO) will be presented to illustrate the advantages، simplicity، and utility of this approach in real-life situations.

Nowadays، knowledge is one of the most important organizational assets; therefore effective management and employing of this asset has vital role in the organizational success. The present research identifies knowledge sharing barriers in the Isfahan Oil Refining Company and analyzes these barriers to create a suitable context for the implementation of knowledge management and to facilitate movement of the organization into the learning organization. This study is applied and qualitative-phenomenology. The research population includes official employees of Isfahan Oil Refining Company’s operational unit with at least one year of work experience. The data are collected by semi-structured Interview with 24 of the employees who have been selected by purposeful sampling. Also، the Colizzi’s seven- step method for information analysis is employed. Results indicate that the knowledge sharing barriers include individual، organizational، cultural and technologic barriers. Finally solutions for removing these barriers to the managers of the organization are presented.

Problems such as less working and aggression in organizations force organizations to reduce these behaviors and increase behaviors that are beneficial such as productivity for organization. One of the elements that create benefits like productivity in organization is Organizational Citizenship Behavior. The purpose of this research is Organizational Citizenship Behavior factor linkage appointment with human resources productivity among selected Hospitals of Tehran Medical Sciences University and Shahid Beheshti Medical Sciences University. Method and material: This research is done in six selected Hospitals of Tehran Medical Sciences University and Shahid Beheshti Medical Sciences University. The data are collected by distributing questionnaires among 429 staff of the hospitals via random 2-stage Sampling method. The research methodology is cross-sectional- descriptive and the type of research is a field study. In order to confirm or reject research hypotheses، we use Spearman Correlations and regression in SPSS software [version 16]. The findings show that in personnels’ point of view، there is a significant correlation between Organizational Citizenship Behavior and staff''s productivity