JOURNAL OF MANAGEMENT STUDIES IN DEVELOPMENT & EVALUATION
Year:2013 | Volume:23 | Issue:70|Papers Count:10

One of the Desirable mechanisms for organizations in order to respond the ever-increasing environmental changes in the business environment both in a quick and appropriate way is building entrepreneur organizations. Entrepreneurial organizations provide the implementation of dimensions corporate entrepreneurship through institutionalizing entrepreneurship. The purpose of this study is identifying and prioritizing the Organizational Factors affecting the Implementation of Corporate Entrepreneurship Dimensions in Iranian Organizations, due to the fact that these days providing the required conditions aiming to implement entrepreneurship dimensions has increasingly attracted the attention of many researchers and additionally the significant role of organizational factors in this area has been remarkably considered. The first statistical population consists of 714 samples such as: executives, professionals and experts in some Iranian industrial food companies such as Bahrouz, Zamzam, pak, Golestan and Mohsen. Then 250 of them are randomly selected as our sample according to Cochran Formula. The second statistical population is selected within 16 experts and professors of Entrepreneurship management Universities to prioritizing the factors. So that the second statistical sample is determined by applying the census. The research is based on applied and conducted in the manner described - correlation. To analyze information, the Structural Equation Modeling and fuzzy analytic hierarchy process techniques is used. The results shows that components of organizational factors have a positive impact on institutionalize entrepreneurship in entrepreneurial companies in the food industries and institutionalize entrepreneurship in organizations have a positive impact on the implementation of corporate entrepreneurship dimensions.

Excellence model is a suitable method to assess the performance of organizations. By exerting these models, the organization can compare its function with those of competitors in national and international levels. These models show that the superiority of organization is not a theoretical understanding but it is attaining the results of function which based on evidence and measurable. The European Foundation for Quality Management has formulated the EFQM model to determine the rate of growth and excellence of organization and to delineate the way of reaching the organizational excellence. This present study has been conducted in order to assess the organizational excellence of National Iranian Gas Company based on EFQM edited in 2010. The statistical population and sample of study include the managers and experts of mentioned company. The standard questionnaire of organizational excellence was used to collect needed data and also Cronbach's Coefficient Alpha was used for estimation of reliability which was approved by 0.983.Having distributed and collected the questionnaire, information derived by statistical analyses was analyzed through descriptive and inferential methods. After summarizing and classification of information and exerting Student t-test, all nine criteria of organizational excellence of National Iranian Gas Company had a little progress.Also there was a significant difference between the ideas of managers and experts concerning the assessment criteria of leadership and strategy of National Iranian Gas Company.

Nowadays, Talent Management Development is one of the most important business factors and a key component of sustaining competitive advantage of organizations. Implementing talent management strategy is one of the important factors affecting on Emotional Intelligence. The present study has examined the relation of talent management strategy and Emotional Intelligence in Isfahan municipality's staff. Sweem's model is used for measuring Talent Management strategy and, the proposed model of the researcher have been used for measuring Emotional Intelligence. The research Population has included all of the municipality's staff with diploma degree and upper. The sample number was 217 employees. Analyzing Structural Equation Modeling (SEM) has been applied for the test of hypotheses. The results of the research indicate the positive and significant relation of talent management strategy with emotional intelligence. Furthermore, "Open climate and culture", "Communications", "Performance management", "Employee development" and "Reward and recognition" have shown the positive and significant relation with emotional intelligence.

Development of information technology and communication networks greatly increased the share of information and knowledge deployment at the global level. In this regard, one of the most important resources of a company is intellectual capital. Today, intellectual capital is becoming an important source of economic growth. Therefore, managers are required to measure intellectual capital as an important criterion to enhance the business performance of the organization. The main objective of this study is The Effects of Intellectual Capital on Knowledge-Based Companies’ Performance in Persian Gulf Science and Technology Park located in Bushehr City. As for the research objectives, the present study can be classified as an “applied research” while as for data gathering, it is descriptive as a “correlation” research. Data collection tool was questionnaire and where its reliability tested by Cronbach's Alpha, Which shows the validity of the questionnaire. Data analysis performed by SPSS19 software. To test the research hypotheses, structural equation modeling and Amos software are used.The results show that intellectual capital has positively and significant affects on the enablers and it affects the performance of knowledge-based companies in Persian Gulf Science and Technology Park located in Bushehr City.

Present research has been conducted with the aim to investigate behavioral patterns of Copper Industries National Company of Iran employees against organizational changes. From among triple behavior patterns, resistance to change, acceptance of change and indifference to change (dependent variables) and from the changes also three types of change developmental, transitional and transformational (independent variables) have been studied. Statistical population of the research includes employees and managers Copper National Company (4825 employees, males and females) is that using the formula determination sample size of society finite of 356 persons has been studied. Research method of the viewpoint purpose is applied and of viewpoint is descriptive-survey and correlational .data harvested of the implementation of research using researcher constructed questionnaire are pluralization and validity it’s also with professors comment and experts and test Average Variance and also reliability it’s through the tests coefficient of Convergence and Cronbach’s alpha about exam and confirm has been located and using tests Kolmogorov–Smirnov, t-student, Pearson correlation, Partial Least Square and structural equation model and using SPSS and LISREL Software have been analyzed. reviews the results of the test nine hypotheses suggests that staff developmental and transitional changes accepted and are not indifferent towards it and do not show resistance against them but transformational changes not accepted and show resistance to they. Finally, suggestions are given on the acceptance of transformational changes.

In modern economy, one of the most essential mechanism is creation of competitive advantage from systems of improvement and innovation in products achievement of which is made possible through paying attention to organizational entrepreneurship. According to this point of view, intellectual capital too, as one of knowledge assets of organization must be effective on organizational entrepreneurship. Intellectual capital like organizational entrepreneurship is one of essential factors in creation of competitive advantage and success of organizations in the field of modern days competition depends on correct management and leadership of these concepts. For this purpose, use of a new paradigm in leadership suitable for new conditions is necessary. Grin Liff call this new paradigm servant leadership. Hence, the goal of this research is study of the role of intellectual capital and leadership style in organizational entrepreneurship. Research’s method in this study is of descriptive-correlation type and the statistical society is comprised of employees of the Province Cooperation Office. The research’s results showed that consistent with new viewpoint, intellectual capital affects organizational entrepreneurship. In addition, given the positive relationship between concepts of intellectual capital and servant leadership, this result is obtained that service leadership style both directly and indirectly through positive relationship with intellectual capital and directly leads to promotion of organizational entrepreneurship.

Production and development process of high technology products has never been so turbulent. The rapid growth of technology and risk in global markets and growing Changes in customers' needs has encountered new product development teams with increasing pressures to reduce costs and production time cycle maintaining the quality and reliability. As a result, it is important for producers to produce high-technology products that meet customer needs. In this paper, we study the impact of high-technology products attributes on consumers' approach/avoidance behavior. The statistical population of this study was the students of management faculties of state universities in Tehran. 391 questionnaires consist of multiple choice questions was distributed among individual sample. The data set was collected to evaluate the relationship between variables and their influence on each other using SPSS and Lisrel software. The results suggest that the high-technology products attributes have had the greatest impact on the pleasure. Consumers’ attitudes have the greatest impact on approach behavior, while arousal doesn't have significant relationship with approach behavior.

One of the issues is always a challenge in the field of organizational behavior to managers that created, is duality in behavior. hence, the present paper, nature and the why duality in organizational behavior, in a research organization, has been studied. the main objective of this paper is to find an answer to this question that in the organization was studied, “what is the duality types of behavior that can be identified and how is their situation”. also according to research conditions, the research method used is case study method that one of the strategies of qualitative research is.The results of this research showed that: (1) in the duality behaviors of individual interests and group interests, behaviors related to personal interests is the dominant behavior in the organization; (2) in the duality behaviors of organizational control and individual freedom, dominant behavior towards other preferences that can’t be observed; (3) in the duality behaviors of organizational norms and standards of human, behaviors with human criteria, dominant behavior is observed in the organization; (4) in the duality behaviors of individual preferences and group norms, group norms is the dominant behavior is observed and (5) in the duality behaviors of stability and change, dominant behavior is observed in the organization is change behaviors

As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support implies the employees' perception of the value of their attempts, health, and well-being for the organization.Accordingly, with respect to the importance of these factors in the organizations, the present study examines the effect of the relationship between organizational support and psychological empowerment on job performance with respect to the mediating role of organizational citizenship behavior. . The population of this research, finance and treasury staff supervision department of the Ministry of Economy and Finance, which have a total of 168 cases, the random method used and the population sample through Cochran formula, 117 were obtained. In order to collect survey data, standardized questionnaire and Tsvng Hai (2012) was used. Also, to increase the validity of the opinions of experts and specialists in this field has benefited from the Ministry of Economy and Finance. Using Cronbach's alpha (0.86) was used to determine reliability.In this analysis, the correlation matrix, regression, path analysis and structural equation modeling was performed using the statistical software LISREL. The findings indicate that perceived organizational support (0.11). And empowerment (0.12) alone does not affect job performance. However, OCB as an effective mediator between perceived organizational support (0.38) and psychological empowerment (0.59) with job performance. Organizations benefiting from the results, in the modern world that is constantly changing will be able to outdo the competition.

Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for this study is private insurance companies in Iran. 110 managers of these companies were selected as the case study. To collect data, Watkins’s and Marsick’s DLOQ (dimensions of the learning organization questionnaires), and also Dunham’s et al questionnaire were used. To test hypothesis with regard to the questionnaire data, Test Kolmogorov-Smirnov, T-test student, structural equations test were used. Findings suggest that there is organizational learning culture in insurance companies, so that different dimensions of organizational learning in insurance companies are above average. Considering the total results of hypothesis tests and also with regard to the standard regression coefficient, it can be argued that the relationship between organizational learning and readiness for change in private insurance companies is not in good condition, particularly in relation to the dimension of promote inquiry and dialogue, which is one of the important dimensions of the model.