فصلنامه مدیریت توسعه و تحول
پیاپی 14 (پاییز 1392)

Responsiveness is a mechanism through which the improvement of the activities will be possible. It is also a justification for the impacts of the implementation of activities. Public organizations must not create new problems by solving one problem. Because it causes the concept of corporate social responsibility (CSR1) become considerable. Along with this concept, the concepts such as corporate social responsiveness (CSR2) have formed. This concept is more strategic and more organizational than the other concepts. Research goal is developmental – application and the method is correlation, using factor analysis. The sampling was performed randomly and the data were collected using Delphi technique. This research provides a model for Iranian organizations in order to have an operational system in our country. This model has 5 dimensions, 11components.

Nowadays, one of the most important strategic resources in automotive companies is knowledge management and organizational factors, which researchers and experts are seeking to understand how to effectively use so that the companies become more effective and gain a competitive advantage.In this paper, (Case: Saipa car company) knowledge management plays a mediation role in the relationship between organizational factors (structure, culture, strategy) and the effectiveness of the organization. The method of this paper is descriptive- correlation, drawing on structural equation model. The results indicate that there were a significant relationship between organizational structure and culture (except strategy) and knowledge management. Also, there was significant relationship between organizational factors (structure, culture, strategy) and organizational effectiveness and between knowledge management organizational effectiveness.

Paying attention to the quality of training and its productivity is essential and evaluating it correctly will prepare useful information on how to plan and implement training programs properly. The aim of this paper is to evaluate the effectiveness of on-job trainings courses in Islamic Azad University, Firoozkouh Branch during 2007-2008. This research is a descriptive and causal-comparative study. The data were collected through all documents and books available in different libraries, Internet searching as well as a questionnaire. The population contains all trained and untrained employees out of them 88 people are selected by Simple Random Sampling as the sample under examination. Then, the effectiveness of training programs and its criteria were studied. After verifying the validity and reliability of the questionnaire devised by the researcher, a statistical sample was used and the results obtained was analyzed via the software SPSS. The findings of the research show t that training programs must be based on scientific studies and organizational needs to cover the costs and resources applied as well as to promote and progress the employees and organization

In recent years, special attention has been paid to the concept and models of service quality. Considering different influence of contextual factors on the number of indices or the number and concept of service quality, many researchers emphasize on designing localized and service-specific quality assessment models. This research tries to design a model for evaluating customers’ perceived service quality in Iranian banks by doing quantitative and qualitative research. To this end, using exploratory and confirmatory factor analysis we designed a model which includes 24 indices and 4 quality dimensions such as: technical quality of output, functional quality of process, behavioral quality, and services context quality. This model has unique characteristics which reflect Iranian banking industry specific conditions and circumstances.

Today business world is a dynamic environment under the influence of enormous development and changes. Thus the organizations enjoying the capability of flexibility and adapting with the changes will manage to survive such changing tides. This requires the organization to take on a dynamic role with regard to all its areas of activity in particular that of social capital. This study aims to investigate the relationship between organizational entrepreneurship and social capital, using a surveying method and serving an applied purpose. The Morgan Table was used to select a sample of 137 bank staff out of the population of all bank staff in Qazvin province. The results show there is a significant and positive relationship between social capital and organizational entrepreneurship.

One of the significant capabilities of any organization that can contribute to performance improvement and productivity is social capital. The current study, therefore, aims to investigate the effects of social capital on performance improvement in manufacturing industries. In this study the model of Nahapit and Goshal was applied to measure the social capital. To collect data Anidro Krishna standard questionnaire, which is published by the World Bank, was employed, and revised to adapt to cultural and organizational structure of Iran institutions. In addition its validity was confirmed by some experts. The output was confirmed by Cranach's coefficient alpha. To measure social capital, 1100 questionnaires were distributed among 1668 workers in 11 factories producing Detergent, Hygienic and Cosmetic products, from which 647 were collected. To investigate performance, 7 financial and non-financial indexes were selected and then homogenized. The research method was descriptive and analytical. In addition, interviewees were middle-level managers, office workers and factory workers. Spearman correlation coefficient was employed to conduct statistical analysis of the data as the design of the study was correlation. The results show that in these eleven companies, there is a significant relationship between social capital and some indexes of their performance. In other words, some indicators of performance are improved through increasing social capital.

The current study aims to highlight the managerial roles of managers in sports organization of Iran. This is a comparative-analytical study based on the data collected from field surveys. The findings of current research show that development in managerial roles could provide ground for change and movement toward advancement. In sum, it can be said that the research outcome could form a basis for managers to evaluate their roles as well as to make the required modifications. Increasing coordination and cooperation between managers help develop technical and administrative innovation in the organization because this coordination indirectly contributes to learning and memorizing process. These provide them an opportunity to adapt and evolve the organization and plan a suitable framework for country’s sports by removing the weaknesses and reinforcing the strengths as well as applying organization’s human resources in order to accomplish the anticipated objectives. On the other side, a manager who is not satisfied with his job due to ambiguity in his role can acquire useful information with respect to expertise and special through which administrative transformation and development of manager and employees’ performance would be ascertained.

Trust is an important aspect of human relations, paving the way for the participation and cooperation among society members. Trust is the master key in management and a challenging issue facing today and tomorrow‘s managers. Drawing on Robbins perspective, this study elaborates on t trust and dimensions of trust and to show the impact on the performance of trust Kreitner model was used. The staff and managers in Qazvin Azad University participated as research population in this study. Research type is applied research and research method is correlation and associational research method. Data collection method has been surveying method (Using questionnaire with questionnaire validity being evaluated and confirmed by type Likert and questionnaire reliability being n evaluated and confirmed by Coronbach‘ alpha) and scientific and specialized library method. For information analysis, statistical descriptive and inferential methods were used. It was concluded that there are significant relationship between dimensions of trust and employees performance.