ORGANIZATIONAL CULTURE MANAGEMENT
Year:2010 | Volume:7 | Issue:20|Papers Count:8

The purpose of this research is measuring and comparing service quality and ranking its dimensions in Melli bank branches of Esfahan city. For attaining this purpose SYSTR-SQ scale is used. This scale is special for measuring bank service quality. Questionnaire drive from this scale is contained four dimensions and 21 question. Dimensions are service system quality, behavioral system quality, service transactional accuracy and machine service quality. Population is branches of Melli bank of Esfahan city. 14 branches has been selected from them with cluster sampling and then sampling of customers was accomplished. In sum 534 customers answered to questions. With analyzing data collected results indicates that service quality and its dimensions have favorite status. Also branches with different quality degree, have no difference in service quality. Finally results in ranking dimensions indicates that dimensions service transactional accuracy and behavioral system quality are in first and second rank and service system quality and machine service quality are in the next rank.

This study aimed to identify and prioritize the factors affecting Adaray reduce corruption in the system, the review examines these factors and to provide appropriate solutions and strategies to reduce corruption. This research follows the question whether the quality of work life factors, individual Drvnsazmany, Brvnsazmany and cultural level of corruption has an impact or not. Thus, this factor in the form of twelve sub-hypotheses in the form elements such as proportion of employed job, transparency, performance evaluation, discipline mechanism, reducing conflict between individual and organization goals, public participation, community building process, strengthening the role and status of press and free media, ethics in the organization, powers and responsibilities, workplace safety and mental health staff and participation in decision making, has been studied.The research method applied and descriptive survey was used. Statistical Society staff and experts in the State Department and deputy administrative and financial areas of Tehran form. Research sampling, simple random sample and it is 108 employees.In order to analyze the statistical data from various statistical tests: from the point Likert spectrum is used. Test Kolmogrov - Smirnov, Wilcoxon test, T - Student and Friedman test, was used.Tests results show that all these factors in reducing and preventing corruption in the system of administrative staff is effective.

Paying attention to the relative alignment of individual and organization goals requires that this fact be considered sometimes happens struggle between these two phenomena for several reasons. these two can be in conflict with one another. hence, one of the primary problem that managers are encountered, is that they attempt to combine and reconcile two somewhat contradictory issues, and they attempt to achieve some tools to help them to align and compromise these goals. in this article, we effort to examine factors which are effective on the relative alignment of individual and organization goals. to do so all factors are discussed in seven indicators: management by value, workplace spirituality, transparency, incentive compensation system, control, environmental uncertainty, participative management. the statistical community is composed of the working staff in the Mind and Design Corporate Behsaz Melat.

The present study has been examined the effect of organizational justice on employee’s performance. after examinating revealed that organizational justice have three dimentions(Distributional Justice, Procedural Justice, Transactional Justice).then with providing a questionnaire concerning the three dimentions of organizational justice and the gathering the performance scores of the Employee's of Tehran state agricultural organization , the impact of the three dimentions on employee’s performance in Tehran state agricultural organization was examined.The research findings indicate that Employee perceptions of the scale of respecting to Distributional and Procedural Justice in this organization will have a longer impact on employee’s performance, but was not found significant relationship between employee perceptions from Transactional Justice in this organization.

The purpose of this inquiry is analysis of proportion between personal futures and occupational necessities and its influence on organizational commitment. Information collection tools for measurement of organizational commitment was Allen and Myer questionnaire including 15 question, and for measurement of proportion between personal futures and occupational necessities, O*NET questionnaires used. Stability of organizational commitment questionnaire was 0/89 and stability of questionnaire of proportion between personal futures and occupational necessities was0/87and because Kronbakh Alfa in both is over 0/70; therefore both of the questionnaires had enough stability. Statistical community was 150 people. According to the accidental sampling method 80 people as a statistical sample was chosen and finally 78questionnaire was collected.Kolmogorov-Smirnov Test was used, and accepted the normality rate of the data. the hypothesis using independent T-test was tested and its positive and negative of it was proved, so that some staff that were appropriate in personal futures and occupational necessities had more organizational commitment, the other result reveal the fact that only 40 present of staff in this company were appropriate in personal futures and occupational necessities and this company is very week in this respect.

The purpose of this study was to investigate the relationship between organizational culture and job satisfaction among the professorates and employees in Tabriz university. The research sample consisted of 209 subjects who was chosen through the stratified random sampling. All participants completed the Hofsted Organizational Culture Questionnaire (HOCQ) and Job Descriptive Index (JDI). Results indicated that the kind of Organizational Culture in Tabriz university was rational culture, in addition the job satisfaction was different between three kind of organizational culture. The results of Analysis of variance (ANOVA) indicated that there was different between job satisfaction among the kinds of scientific ranks, but that was not significant. The results of T-Test showed which there was significant difference between the job satisfaction of professorates and employees. Related to gender, results showed that scores mean of male were meaningfully more than female. Results also illustrated that there was positive relationship between organizational culture and job satisfaction.

The purpose of this study, is to describe Visionary leadership, a new approach in leadership. So the vision, core concept of visionary leadership, have been studied and investigated its relation with visionary leadership. Methodology was literature review, and content analysis. Analyzing of collected data shows the relationship between visionary leadership and vision. At last, The relationship between visionary leadership and charismatic leadership and transformative leadership approach analyzed and differentiations of these approaches is presented.

People always notice to other’s ideas and judgments about themselves. Personnel also use different tactics of impression management in different situations, to reach their purposes in organization. One of the personnel's purposes is the improvement of the organization performance. Performance measurement of an organization is the process of quantifying the efficiency and effectiveness of its actions. In this research the balance scorecard model has been selected among various presented models for performance measurement. This model provides requisite criterion and indices for organization evaluation with emphasizing on four key aspects: “financial perspective, customer perspective, learning process and growth and internal business process”. The purpose of this research is to evaluate the impact of impression management on the performance of Esfahan's telecommunication company base on balance scorecard model. This study is a descriptive-measurement research. The research statistical society is the personnel of Telecommunication Company of Esfahan and including 1450 employees. So, a simple randomly sampling with a number of 203 persons. Data collecting was with questionnaire, the researcher's questionnaire including 39 questions. The analysis of data is fulfilled using spss software and in two levels: descriptive and inferential. Findings from the research hypothesis show that mean obtained for impact of impression management on financial perspective, customer perspective, learning process and growth and internal business process are 3.63, 4.06, 3.99 and 4.05 respectively. Based on the means the secondary hypothesis “impact of triple tactics of impression management on four aspects of performance” proved and confirmed too. Also, the personnel viewpoint differs in second hypothesis “impact of impression management on customer perspective” according to gender and level of education, but in the other cases no meaningful differences were observed.