مجله پژوهش های مدیریت عمومی
پیاپی 23 (بهار 1393)

Grey relational analysis (GRA) method has been widely applied in solving multiple attribute decision making (MADM) problems. We extend the existing GRA literature by proposing a generalized methodology which provides normalization functions for the benefit، optimum and cost-type attributes and enables decision makers to consider both deterministic and non-deterministic attributes simultaneously. Also، a numerical example was solved in order to obtain illustrative results

The purpose of this study is investigate the effect of knowledge management processes and infrastructure on organizational agility. The current research method regarding to the intrinsic، is descriptive and survey and Research projects used، was based on Structural equations model. The sample was 204 All faculty members which they selected by randomly according to faculty. Data were gathered through questionnaires، After gathering the research data، data were analyzed by SPSS and LISREL Soft wars. The attained results revealed that: The direct effect of processes knowledge management on organizational agility (0. 35) Level 0. 01 positive and significant. The direct effect of infrastructure knowledge management on organizational agility (0. 29) Level 0. 05 is positive and significant. Also، the results showed that the greatest influence Agility elements of knowledge management infrastructure elements (merit، organizational culture، Classification tasks) and of knowledge management processes elements the transfer and application of knowledge.

The purpose of this paper is to examine the four stage loyalty model and investigate crucial factors that lead to customer loyalty in banking sector. The present study produced useful findings which can be utilized by Refah bank managers in their effort to develop and implement successful customer loyalty strategies. The questionnaire was formed by a synthesis of existing constructs in relevant literature. The research target sample consisted of Refah bank customers in Tehran. Reliability tests and statistical analyses were performed to confirm scale validity and reliability and to answer the research questions. Structural equation model was applied for this purpose. Statistical analyses revealed that، as Oliver (1997) believed، the hypothesized “cognitive-affective-conative-action loyalty sequence” is statistically significant. Also corporate image and customer satisfaction directly affected customer loyalty but no significant relationship between corporate image and trust and between trust and loyalty were observed. It is of great importance for managers to recognize the loyalty procedure and the factors affecting the way that loyalty is formed. This is the first time that loyalty stages are examined in Iran and previous studies have not considered loyalty as a process.

The aim of the research is to identify technological and knowledge factors effective in designing and absorbing technology in knowledge-based centers and so manufacturing industries، in addition to survey the effect of knowledge management on each factor، via successful technology transfer. The research method is descriptive of correlation type. In this research، using a simple stochastic method،151 active people in technology transfer were selected from among 28 scientific and research group from among 4 university and 277 were selected from among 16 large production industries in industrial towns in Isfahan Province. The data for the research were collected through questionnaires. Confirmed construct and factorial analysis were used to determine the validity، and for reliability، Chronbach alpha was employed. In order to study the relationship between research variables and to study hypotheses، the modeling of structural equations has been used with the help of SPSS and AMOS software. Findings indicate that there is a positive and significant relationship between knowledge management and successful technology transfer. However، knowledge management directly affects successful technology transfer only in knowledge-based centers. Likewise، Knowledge management has the most effect on successful absorbing and transfer of technology in manufacturing industries under study through mediating variable of knowledge capability (72%) and technological capability (42%)، respectively، but as a mediating variable، knowledge management has the highest impact on successful technology transfer in knowledge-based centers only through knowledge capability (31%).

The purpose of this research is to study the relationship between cultural intelligence and entrepreneurial orientation among employees in refrigerator factory in Khorramabad، Lorestan. This is an applied research in term of purpose with correlation method. Research data were obtained by two questionnaires of culture intelligence and entrepreneurial orientation which were distributed among employees in refrigerator factory in Khorramabad. The main results can be stated as follows: There is a relationship between cultural intelligence and entrepreneurial orientation. Among four aspects of cultural intelligence، metacognitive and behavioral aspects have a significant positive relationship with entrepreneurial orientation; however، motivational and cognitive aspects do not have a significant relationship with entrepreneurial orientation. Also، there is a causal relationship between metacognitive aspect of cultural intelligence and entrepreneurial orientation. Thus، enhancing the metacognitive cultural intelligence can directly influence the increase in entrepreneurial orientation.

The aim of this article is evaluate the effective factors on knowledge sharing in virtual communities. The variables which affect on knowledge sharing in virtual communities include; norm of reciprocity، interpersonal trust، knowledge sharing self- efficacy، perceived relative advantage، perceived compatibillity. The data were collected from 400members of P30 world froum. Chronbach`s alpha is used to determine the reliability of scales. The findings show that there is a positive relationship between independent variables and dependent variable of this research.

The purpose of this research is studying the Effectiveness of job rotation and it''s relationship with organizational justice and organizational trust among the nurses Of social security hospital of Zahedan. statistical society of this research includes all the nurses of social security hospital of Zahedan which job rotation system has been performed about them since several years age and there has been 96 nurses in 2012. Sampling was performed by use of head count، so all the people of statistical society have been chose as sample. In order to collect data form effectiveness of job rotation questionnaire which is made based on research literature، organizational justice questionnaire and organizational trust questionnaire. content validity of all the three questionnaire has been validated by masters and specialists of educational sciences and cronbach Alfa coefficient is calculated 0. 90،0. 94،0. 96 for job rotation effectiveness questionnaire، organizational justice questionnaire and organizational trust questionnaire respectively. In order to analyze the obtained information، one-group t statistical methods were used for study of variables status، pierson correlation coefficient was used for study of relationship between variables and their various dimensions. The results of research indicated that the average of effectiveness of job rotation is relatively optimum among the nurses of social security hospital of zahedan. The average of organizational justice and trust is average. There is a direct and meaningful relationship between job rotation effectiveness variable whit organizational justice and it''s dimensions (0. 292). There is a direct and meaningful relationship between job rotation effectiveness and organizational trust and it''s vertical trust and institutional trust dimensions (0. 305). But there is no meaningful relationship between job relation effectiveness and organizational trust and it is horizontal dimension (0. 05). There is a direct and meaningful relationship between organizational justice and organization confidence and their dimensions (0. 805).