فصلنامه پژوهش های مدیریت منابع سازمانی
سال پنجم شماره 1 (پیاپی 17، بهار 1394)

Today organizations increasingly are faced with dynamic and ever-changing environments and so In order to survive and have their own dynamics have to consistent with environmental changes. since scholars and intellectuals knows human resources as one of the most important element of change in the organization، leadership is a key element.. . On the other hand، today more than ever، an organization''s competitive advantage depends on the organization knowledge، method of use of the knowledge، speed of adaptation to changing environments and pace of access to new knowledge. Organizations that are oriented towards learning and more effective use of taught، are achieved opportunities to gain greater efficiency، speed and profitability. According to importance of this topic، Researchers in this study provide a conceptual framework to assess the impact of transformational leadership on empowerment in Semnan University. This research from the aspect of aim is an applied research and from the aspect of the manner of data collection is a descriptive research and of the correlation type، and 133 questionnaires has been collected from the personnel of the Semnan University. For data analysis، was used of lisrel software. Finally، the results indicated a significant and positive effect of transformational leadership on learning orientation and employee empowerment. and has reject learning orientation impact on the empowerment and the results also showed that transformational leadership and learning orientation account for 61% of empowerment.

The general aim of this research is to determine the relationship between transactional-transformational leadership style of principals and organizational silence of teachers at middle school of Shahr-e-Rey in academic year of 2012-2013. The descriptive and correlation methodswere applied. Statistical universe consisted of all teachers (1374people) of Guidance schools in Shahr-e-Rey including 468 men and 906 women، and finally 312 teachers including 198 women and 114 men، were selected by Stratified Random Sampling. The applied tools in this research for measurement are two questionnaires including multifactor questionnaire of leadership by Bass and Avilio (2000) and the researcher-made questionnaire for organizational silence. Stability of leadership questionnaire was 0. 91 and it was 0. 93 for organizational silence which were determined by Cronbach''s Alpha. The research data was studied and analyzed by inter and stepwise regression. The most important results of this research are as follows: The organizational silence is predicted 0/10 by transactional and transformational leadership styles respectively. A mong transformational leadership style dimensions، intellectul stimulation dimension is a negatively and significantly relationship by organizational silence. A mong transactional leadership style dimensions، management-by-exception passive dimension is a positively and significantly relationship by organizational silence.

The main goal of this study was designing and fiting a model of relationships among the components of intellectual capital and innovative behavior، with the Intervention role of knowledge sharing. So، the study was descriptive-applicant that followed correlation method. The populations for this study were line employees of Tehran’s hospitals; and due to the wide dispersion، hospitals of Peyambar، Lolagar، Sajjad، Pars، Hazrate Rasoul، Hashemi Nezhad، and Apadana were chosen as key clusters. The research data were collected using standard questionnaires. The data were analyzed by using structural equations. The finds of research shows that intellectual capital doesn’t affect directly innovative behavior، but with interventioan of knowledge sharing، increases the correlation coefficient between them. On the other hand، the findings show، intellectual capital in the hospitals hasn’t direct relations with knowledge sharing، but the attitudes and subjective norms of employees affect the intention of them to knowledge sharing; and this help to improvement of relationship amonge intellectual capital and innovative behavior.

The Competitive Intelligence is the energy resulting from the systematic process of collection، review، and analysis of the information of environment، competitors، customers، suppliers، and market trends. It should be mentioned that Iran includes multiple subcultures. Now the major question that arises is whether we can try to promote competitive intelligence in an environment consisting of subcultures، without benefiting from cultural intelligence and compatibility with different cultures، or not? The current research seeks to design a developed & organized framework in regards to the concepts of “Cultural Intelligence” and “Competitive Intelligence” in connection with each other and in Iranian knowledge based corporations; this research also tries to take action towards development of borders of the knowledge available in this area. This research is of an applied type، with surveying nature. The data required for this Research has been collected through a random sampling، from Iranian knowledge-based corporations، being active in Information Technology. Meanwhile، the method and software which were used for data analysis named “Structural Equation” and “Smart PLS”، respectively. The results indicate that the Cultural Intelligence affect the Competitive Intelligence of Iranian Knowledge-Based Corporations.

In recent years، Transmit and distribute organizational knowledge among employees that leads to functional synergistic in organizations، has found particular importance. Managers also have shown interest in this subject further، so more research has been leaning to the field. In this study، researchers with study literature found that most research has been done on the subject of knowledge-sharing in organizations and with approach of knowledge hiding no research has been done in Iran. So the main issues of this study are factors behind the phenomenon of knowledge hidingin in organizations based on solutions. Hence the software companies and professionals، in this research collected as population. The method is grounded theory that based on، 17 categories were formed and as A conceptual model is presented in the paper. The method is grounded theory that based on، 17 categories were formed and as A conceptual model is presented in the paper.

Use the Correct Pattern of Consumption to achieve stable and optimal patterns of consumption and use of resources, can not only increase productivity but also increasing possibility of a successful crossing of probable future economic downturns. Productivity can most effectively use the least resources to achieve growth and prosperity in all aspects of human life. The Main Objective of This Study was to Investigate the Factors Influencing the Productivity of Employees with Regard to the Role of Mediator Variable of Correct Pattern of Consumption. The statistical population includes all government employees in Kermanshah that among a sample of 371 individuals was selected by The Stratified approach Using the Cochran formula. For Collecting Data questionnaire was used. Based on the research literature, A model showing influence of selected variables has been tested using LISREL software. The results showed that all factors have significant positive effects on the productivity considering this relationship with taking indirect correct pattern of consumption Mediator variable into account is significant and substantial. Amount of the model fit indexes (GFI=1, AGFI=0/98) Demonstrate the suitability of the research model.

Transition from the industrial age to the knowledge era has led to a paradigm shift in the relationship of employer and employee. According to supply and demand diagram for talent led to more focus of organizations on talented personnel. Winning the war for talent، organizations need to recruit more business for themselves through the creation of an attractive and distinctive brand. Since organizations have problem in creating a distinctive brand would result in the employer''s interest. The present study is an attempt to answer the question that how an attractive employer based on the employer''s distinctive branding will be created. Based on the existing literature the conceptual model design and test in order to answer the above question. statistical analysis of the results shows that when an employer brand create based upon the needs of the target group، differentiated EVP، people strategies، brand consistency، employer brand communication and metrics of employer branding led to the employer attractiveness in all aspects.