نشریه مطالعات دین، معنویت و مدیریت
پیاپی 2 (پاییز و زمستان 1391)

Since human beings are social, they are influenced by the atmosphere of their society,typically motivated by it and meet their needs and realize their beliefs and goals. Thus, it can be said that a person trapped in the western thought often meets only material needs, while based on the Islamic teachings, a human being is not only a material phenomenon, also as the most respected creature, he/she has an excellent spiritual aspect that should be realized. Regarding that, the paper first discusses briefly the role of motivation in the individual and social behavior of the human beings and then investigates it from the viewpoints of western and Islamic theories. So after describing the principles of motivation based on the current western theories, it is summarized the most important equivalents of motivation in Koranic Ayats. In addition, the early and contemporary Islamic scholar's views on motivation are brought up and because of that, an Islamic theoretical framework is formed. This framework can be a basis of better understanding of Islamic and Muslim scholar's views on motivation and it leads us to conclude that although unfortunately there arent some specific theories due to existing a discontinuity of happened scientific flow in some Islamic scientific areas, like forward issue, there is a capability to develop the Islamic theories on motivation.

An enormous number of researches related to Islamic management have studied differentapproaches and issues and it seems that there is no research on how to develop Islamic management. The aim of this study is to describe how Islamic management has been developed in the Islamic Republic of Iran. Therefore, this development is divided into fourparticular periods or decades that every period will be discussed in a certain paper. In the first part of these papers, the contexts and emergence of Islamic management are described. The purpose of this paper is to trace the contexts and process of emergence of Islamic management. The paper applies the meta-analysis method and the scope of study is the first decade of revolution. The population is all existing resources related to Islamic management in that decade. Findings show that in the first decade of revolution, Islamic management was born in Iran and then it has passed the neonatal stage. In addition, studies show that although there have been some initial achievements during that decade specifically in practice and in the military field, there are still some challenges particularly in theory.

Nowadays in the very competitive market, the organizations need to maintain the expertmanpower much more than before and so offering the rewards is a strategy to achieve that, because the employees as the knowledge sources and valuable capitals, in terms of today's rapid changes, are the most important competitive advantage for the organizations. So, it should be considered both the material needs and immaterial needs. The Holy Koran first depicts a clean life and then shows us how to reach it using different ways for creating the motivation in humans. Encouraging by offering the rewards is one of the most important ways for creating the motivation in humans to reach the clean life and favorable goal. In this research some definitions of spiritual and intangible are given through studying of theoretical background. But because the related researches have been done in accordance with western literature, this study also investigates the attributes and criteria of spiritual rewards from Islamic view. Thus, the qualitative content analysis has been conducted on all Ayats of the Holy Koran based on the book Tafsir Nemouneh by Ayatollah Makarem Shirazi et al. and the letters, lectures and sayings of the book Nahjol Balagheh translated by Feizol Islam. As a result, two main attributes of worldly and hereafter spiritual rewards are determined and some criteria are presented to evaluate the organizations. In the end, there are some solutions to implement the spiritual rewards in the organizations like education and to conduct and appreciate the employees by applying the effective role of motivation in the growth and excellence of them in connection with the Islamic teachings.

It is so much obvious that the religious beliefs and values effect on the behavior of each person as well as organizational managers. Although among religious values and beliefs, the concept of reliance on God plays an important functional role in manager's behavior and management processes, especially decision-making process, management scientists have taken it into consideration less. Thus, the aim of this research is to provide the behavioral and observational indicators of reliance. These indicators were identified through interviewing ten Islamic management experts selected by snowball sampling. Delphi method was applied to ensure the findings of interviews and the behavioral - observational nature of indicators. Finally, thirteen behavioral and nineteen observational indicators related to reliance were identified.

Moral philosophy consists of normative ethics and meta-ethics. Also normative ethics theories are divided into teleological and deontological. One of the most rooted teleological theories is utilitarianism developed by Bentham and Mill in the nineteenth century. According to utilitarianism, a moral action is an action that creates the most good for the most people. In this paper, after describing Bentham and Mill's views, the standard of utility and how to calculate it and also the most criticisms on utilitarianism are discussed. This approach has effected on management and organization knowledge through the management philosophy and theories. From the viewpoint of philosophy, the organizations that work in a competitive environment and aim to maximum their shareholder values, in contrast with public organizations, cant be utilitarian. Also in the management theories, decision-making as the main part of management can adapt itself to the characteristics of utilitarianism and leadership as an informal and effective process among people can be morally utilitarian by adopting the participative approach.

The objective of this research is to study the impact of human resource management on promoting the professional ethics in the research and religious centers of Qom province. The main question is: how much does the human resource management effect on promoting the professional ethics in the research and religious centers of Qom province? The methodology of this research is descriptive-survey. The population of present study consists of 420 researchers and faculty members of eight research and religious centers of Qom province. The sample size is 200 and collecting data is done by analyzing questionnaires which their reliability is 90%. Based on Pearson correlation test, there is a meaningful relationship between the independent variables of the human resource management and the quality of professional ethics and there isnt a meaningful relationship between the variables of the social status and the quality of professional ethics. By regression results, it is found that the variable of the human resource management with ratio of 18% has a direct effect on the quality of professional ethics.This study presents a general model for analyzing the professional ethics pattern in theresearch and religious centers of Qom province. Some suggestions are given: elite selecting, focusing on job competency, considering both specialty and moral competency in recruitment and selection, applying competency evaluations, measuring spirituality and IQ in selection, considering self-sufficiency, competency and self-actualization in evaluating and promoting the employees, formulating professional ethics regulation, ranking the religious centers based on the professional ethics, revising research regulations based on professional ethics and researcher's spiritual rights.

Ethics is defined by the Muslim scholars as some sustainable traits and characteristics in one's self that cause things to be done in accordance with those traits by one's without any thinking and spontaneously. The Islamic Ethics determines if these characteristics are true or false according to the framework of Islamic concepts, while the concepts of Islamic work ethics determine the function of the framework of Islamic concepts within human work activities in various organizations. Studies show that there is a meaningful relationship between Islamic work ethics and different individual, professional and organizational factors. This study aims to investigate the relationship between Islamic work ethics and organizational commitment with its aspects including continuous commitment, emotional commitment, and normative commitment and also the relationship between Islamic work ethics and organizational culture with its aspectsincluding integration, organizational leadership, dominant characteristics, management ofemployees, strategic emphases, and success criterion. The population of this study includes 600 employees of the research and higher education centers in Qom. Using Krejcie and Morgan's table for determining sample size, 234 people were selected as the sample. The study variables are measured through three questionnaires: organizational commitment of Labtmediene et al., organizational culture of Cameron and Quinn and Islamic work ethics of Darwish. The results of correlation test and regression show that there is a meaningful and positive relationship between Islamic work ethics and organizational commitment with its aspects and also a meaningful and positive relationship between Islamic work ethics and organizational culture with its aspects.