JOURNAL OF MANAGEMENT STUDIES IN DEVELOPMENT & EVALUATION
Year:2010 | Volume:20 | Issue:62|Papers Count:7

This paper presents a multi-objective zero-one linear programming model with fuzzy parameters to select a proper portfolio of processes for reengineering in the manufacturing companies. Based on a new set of qualitative and quantitative indicators, an evaluation method is presented to measure and estimate the reengineering effect of processes on the improvement of company performance. Fuzzy sets theory is used because some variables are verbal and we have some uncertain data. So, analytic hierarchy process, multi-criteria group decision making, fuzzy theory and portfolio theory all were used together to develop a process portfolio selection model. In this model, processes which make maximum value for company and cause the least staff resistance are selected for reengineering. Also considering the membership degree of fuzzy numbers, a novel method is developed to solve multi-objective zero-one linear programming problems with fuzzy parameters. Finally, an illustrative case study is included to demonstrate the efficiency and practicality of the proposed model.

As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this century and clear and cryptic competition in the world, the importance of organizational learning and psychological empowerment is felt increasingly. Therefore, in this research the effect of organizational learning on psychological rehabilitation of employees of the Deputy for the State Treasury and Expense of the Ministry of Economic and Property Affairs was surveyed. To evaluate organizational learning factors, Nife Model Standard questionnaire, and to survey Psychological empowerment Mirsha and Sprinter Model Standard questionnaire were applied.The statistical methods used in this research are Kolmogruf- Smirnoff Test, correlation Coefficient on sample t test, liner regression and Friedman Test.The results achieved indicate that organizational learning has influence on psychological empowerment of the employees (competency sense, self-organizational sense, effective sense, meaningful sense of occupation and trust sense).This results can act as a basis for organizations to compose the suitable human resource management strategies regarding organizational learning and psychological empowerment of employees, in this ever-changing world.

The objective of this study is to investigate the impact of industry concentration on the average stock returns prediction, and propose a model to explain this relationship. Explanatory variables are the past one-year's Herfindahl-Hirschman Index of the industry concentration, industry size (market equity), book-to-market ratio, leverage, and systematic risk (beta); also the industry average return is as the dependent variable. The study covers the years 1381 to 1387 and uses 31 manufacturing industry-year observations. With respect to the fact that concentration index is industry specific, all of the dependent and independent variables in this research are evaluated at the industry level. To examine the research hypotheses, the Panel Data technique with Fixed Effect (weighted) and Generalized Least Squares (GLS) methods were employed. Results indicate that in Tehran Securities Exchange, there exists a significant relationship between industry concentration and the size and average stock returns. On the other hand, book-to-market ratio, leverage and systematic risk are not associated with annual industry stock returns.

Chaordic organizations are the systems that maintain their activities between stability and instability, or chaos and order. A perceptive management of these organizations can lead them to the optimal dynamical balance state. These organizations are combinations of many heterogeneous factors continually interacting with each other and their management is only possible through generative learning. Chaordic organizations have certain characteristics such as Organizational Consciousness, Connectivity, Indetermination, Unpredictability, Flexibility and Continuous Transformation. The aim of this article is to identify the concepts and variables relating to the Chaordic organizations’ characteristics. Hence, initially the literature was reviewed, and then Chaordic attributes were examined in the instance organization. EFA analysis shows that Chaordic organizations in IRAN have seven main attributes including: acceptance of innovations, connectivity, indeterminacy, nonlinearity, unpredictability, formless structure, and hiring of empowered employees.

This paper aims to investigate the Consumer Ethnocentrism and its effect on the consumers’ Attitude Toward Importing and consequently on the Purchase Intention of products. The methodology used in this research is descriptive of study type. Our statistical population incorporated all of the faculty members and personnel of Allameh Tabataba’i University. The sampling method was random and relative stratified, from which 284 people were chosen. After collecting the questionnaires and doing statistical analysis such as simple and multivariable Linear Regression, it was concluded that our statistical population has rather low ethnocentrism. Also, it is verified that Perceived Product Necessity moderates the effect of Consumers Ethnocentrism on the Attitude Toward Importing and Attitude Toward Importing affects Imports Purchase Intention.

Rapid changes and the dynamics of competitive markets now more than ever necessitate the urge to achieve flexibility in organizations. Flexibility is not a spontaneous phenomenon, so organizations should identify the factors generating flexibility and develop them. This study focuses on the identification and declaration of these factors, and explains the influence of flexibility on organizational performance. In this study, first the present models and frameworks of flexibility are reviewed. Then the necessary organizational and managerial capabilities for organizational flexibility are identified and different types of flexibility in the organizations are classified. As a result a pattern for organizational flexibility is presented in which the relationship between organizational flexibility and organizational performance is declared. It is believed that according to this pattern, flexibility can be measured and promoted. In conclusion, the influence of five organizational capabilities, including specifications of management team, the pattern of decision making, organizational culture, environmental scanning, and organizational identity, is approved, and also the effect of organizational flexibility on organizational performance, including the two dimensions of operational flexibility and strategic flexibility is clarified.

maturity individually, procedurally and organizationally. Based on the studies conducted on organizational maturity at individual, procedural and organizational levels, a brief reference can be made to the following eight components taken as their signs and finding:1. Sustainable Organizational Development, 2. Increased Productivity 3. Organizational Excellence and Development, 4. Employees Excellence, 5. Customer-Related Excellence, 6. Competitive Advantage, 7.Organizational Agility and 8. Increased Organizational Adaptability.The present work was conducted with the aim to measure the effect of organizational maturity on each of the above eight components at Mobarakeh Steel Company in 2010. In this study a statistical population comprising Mobarakeh Steel Company managers and professionals, 95 in number and a sample of 76 people were selected randomly based on the Morgan table. An inventory was developed to measure the effect of organizational maturity on maturity components.Having collected the data, the researcher analyzed the data using SPSS, Minitab, T-test and Tukey Posttest. The results indicated that the effect of individual maturity on organizational excellence was 47.86 %, the effect of procedural maturity 49.36 % and the effect of organization maturity was 49.44 %. A study of reliability and internal validity of the test revealed that the reliability of the inventory was 0.921.