Pathology
Mohammad Amin Zarei; Maryam Razmjou
Abstract
This research has been carried out to design a culture model of organizational responsibility avoidance in Iran's administrative system. The research method is qualitative and based on grounded theory. The statistical population included executive managers and experts in public administration and human ...
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This research has been carried out to design a culture model of organizational responsibility avoidance in Iran's administrative system. The research method is qualitative and based on grounded theory. The statistical population included executive managers and experts in public administration and human resource management. In this research, targeted and snowball sampling was used to select the sample based on the saturation rule by conducting 19 interviews. Data were analyzed using Strauss and Corbin's (1990) coding method and MAXQDA 2020 software. According to the research findings, in this research, there are a total of 79 concepts in the form of 17 sub-categories and six main categories, including lack of feedback, inappropriate targeting and lack of planning (causal conditions), work avoidance, job loafing, and organizational apathy (phenomenon). Central), the monotony of work and occupation, cultural anomie and incorrect assessment of talent and individual performance (strategies/actions), insufficient attention to organizational socialization and inappropriate system of encouragement and punishment (intervening conditions), non-institutionalization of Islamic work culture and ethics, lack of support from the organization From the employees and the atmosphere of uncertainty and indecisiveness (background conditions) and the weakening of cooperation and organizational cohesion, the weakness in developing coordination and integration tools in the administrative system and the weakening of accountability and learning in the administrative system (consequences) have been obtained. Therefore, the findings provide a suitable insight into the emergence of organizational culture evasion of responsibility and provide the context to prevent it for planners and policymakers of the administrative system.
Modeling
Ensieh Razavi; Reza Rasouli; Hadi Moazen Jamshidi; Zahra Rajaei
Abstract
To overcome environmental changes and challenges, today's organizations need the ability to leapfrog through seven quantum skills (quantum vision, quantum thinking, quantum feeling, quantum knowledge, quantum action, quantum presence, and quantum trust). to be Because organizational culture is an engine ...
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To overcome environmental changes and challenges, today's organizations need the ability to leapfrog through seven quantum skills (quantum vision, quantum thinking, quantum feeling, quantum knowledge, quantum action, quantum presence, and quantum trust). to be Because organizational culture is an engine and driving force that supports a certain type of activity and skills of employees. To promote and support these skills, an appropriate organizational culture should be identified and formulated. The current research is based on the pragmatism paradigm in terms of its developmental goal and research approach. Considering that the design of complex models, such as the culture model of organizational change, requires a deep understanding of the cultural and organizational context, the qualitative method and narrative research strategy have been used. 47 narratives were compiled by purposeful sampling methodThe results showed that there are five subcultures including: 1- the culture of observation and monitoring that improves performance in the light of quantum vision 2- the culture of thinking about the future of Kavaneh in line with quantum thinking 3- the culture of self-improvement and self-improvement (self-creation) Along with the knowledge and feeling of quantum 4- the culture of meritocracy and selection in the light of quantum action 5- the culture of empathy and well-being in the shadow of existence and trust of quantum, supports the organizational leap.To strengthen the constructive culture of organizational leap, these five subcultures should be strengthened.
Gholamreza Tavakoli
Abstract
Cameron and Quinn's organizational culture assessment tool has been used as one of the most valid models of organizational culture to identify the prevailing organizational culture in many organizations. The purpose of this study is to critique, analyze the weaknesses and identify the main discourses ...
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Cameron and Quinn's organizational culture assessment tool has been used as one of the most valid models of organizational culture to identify the prevailing organizational culture in many organizations. The purpose of this study is to critique, analyze the weaknesses and identify the main discourses towards this model in Iranian government organizations. For this purpose, the Cameron and Quinn organizational culture assessment tool presented in 1999 was carefully studied and the required data were collected through a library study of available resources and a two-stage semi-structured interview (20 people, 15 people). The statistical population in the present study was all managers and organizational experts in government organizations. In the first part of the research, 20 interviews were conducted with experts who were purposefully selected and 94 meaningful units, 33 codes, 12 categories, and 4 themes of data were counted using directional qualitative content analysis. The reliability of the findings of the first part using the method P. Scott was approved. In the second part of the study, to analyze the discourses and enumerate the main discourses about this model, 15 experts were interviewed and three main functional, contingent and non-functional discourses were counted by the critical discourse analysis method. Then, using the opinion of experts with the Vasspas ranking method, the main discourses were ranked with non-functional, contingent, and non-functional priority. This means that from the point of view of experts in government organizations, the tool for assessing the organizational culture of Cameron and Quinn is not suitable for implementation in Iranian government organizations. Finally, suggestions were provided to improve the model.
Seyed Reza Pourghafari; Alireza Manzari Tavakoli; Sanjar Salajeghe; Mahdi Dehghani Soltani
Abstract
The main purpose of this study was to design and explain the employees' voice patterns with an emphasis on organizational culture in state-owned banks in Iran to provide the desired model. The case study was the headquarters of the Agricultural Bank and its branches in Tehran. The research was a mixed ...
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The main purpose of this study was to design and explain the employees' voice patterns with an emphasis on organizational culture in state-owned banks in Iran to provide the desired model. The case study was the headquarters of the Agricultural Bank and its branches in Tehran. The research was a mixed modes model in the category of applied research with descriptive design in the quantitative part and content analysis in the qualitative part applying structural equations modeling by the use of SPSS and PLS software. To do analysis, in the first step, the specialized texts of organizational culture variables and employees' voices in the internal and external articles, books, and valid publications were studied, and in the next step, their dimensions were identified by conducting interviews with Agricultural Bank experts. In this study, 16 experts from the target population were selected through the snowball sampling method and were interviewed in a deep semi-structural interview. According to the result, four dimensions of organizational culture, including customer orientation, discipline, specialization, and ethics, and four dimensions for the employee’s voice, including usefulness, beneficiary, warning, and compatibility were identified. According to the results, organizational culture positively and significantly affects employees' voices. The results also showed that with the promotion of organizational culture, the voice of usefulness, beneficiaries, and warnings increased but the compatible voice decreased.
AmirHossein Shaddel; Mohammadsaeed Taslimi; Mohammadali Lessani
Abstract
Commanding and forbidding in the organization is a tool to be led by managers and leaders, and determining its mechanism requires sensitivity. The present study sought to extract the prerequisites of an efficient and effective commanding and forbidding system in the organization by examining verses from ...
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Commanding and forbidding in the organization is a tool to be led by managers and leaders, and determining its mechanism requires sensitivity. The present study sought to extract the prerequisites of an efficient and effective commanding and forbidding system in the organization by examining verses from the Holy Quran in which the keyword commandment or related derivatives has been used. In this regard, the thematic research method was used in the Holy Quran to explain the role of commanding and forbidding in organizational culture in the light of the verses of the Holy Quran. Hadith, interpretive, translation, and lexical sources were also used to enrich the research. Using the obtained concepts, the thematic axes of the research were prepared and the research findings were placed under them. The role of commanding and forbidding in an organizational culture based on the holy Quran can be summarized in three categories: 1) Command preparations, 2) Command symmetries, and 3) Command pursuits, each of which has its conditions for the successful implementation of the commanding and forbidding system in the organization that in this research, the prerequisites for it have been stated.
siavash rezaei; Masoud Pourkiani; mojgan derakhshan; farzaneh Bigzadeh
Abstract
This research is conducted Aim of thefactors related knowledge processing model design in Universities. The present research is a fundamental research in terms of purpose, and in terms of data collection method, a descriptive survey study. The statistical population of this research is two groups: experts ...
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This research is conducted Aim of thefactors related knowledge processing model design in Universities. The present research is a fundamental research in terms of purpose, and in terms of data collection method, a descriptive survey study. The statistical population of this research is two groups: experts familiar with the knowledge processing style, directors and staff of Tehran public Universities.A sample of 30 experts, a sample of 311 directors and staff of Tehran's public universities, were selected, and a questionnaire with validity and reliability was approved for collecting data, distribution Became The collected data were analyzed using factor analysis and variance analysis. The results show that the task, organizational culture, information technology,organizational structure organization size, learning strategy, and individual characteristics are The main determinants of the knowledge processing style in public universities of Tehran.
Pathology
Volume 6, Issue 3 , July 2018, , Pages 33-48
Abstract
The proverb has a great role in the field of literature, so that its scientific and historical value is less than inscriptions and stones. In the life of all the strata of the society, whether it is a general, educated, the function of the proverb is like the mirror, which sees the cultural and social ...
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The proverb has a great role in the field of literature, so that its scientific and historical value is less than inscriptions and stones. In the life of all the strata of the society, whether it is a general, educated, the function of the proverb is like the mirror, which sees the cultural and social features of a society and organization. Probably the proverbial work has done hours of speaking, reasoning and reasoning. Proverbs are a window towards culture. This research examines the components of organizational culture in Iran from the perspectives of Persian proverbs. Qualitative research method. The statistical society consists of 12,000 Persian pronouns, of which 1200 proverbs were randomly considered as examples. Data analysis was used to analyze the data. The results showed that Persian proverbs can explain the components of organizational culture in Iran. This means that proverbs show that Iranian organizational culture has characteristics such as personality, power distance, distance from conflict, masculinity.
Modeling
Mohammad Bakhtazmay; Ali Akbar Farhangi
Volume 5, Issue 2 , April 2017, , Pages 107-124
Abstract
The aim of this study was to investigate the role of culture in promoting critical thinking to analyze the relationship between these variables could be the right model to promote critical thinking faculty members presented. The method used in this study is a combination of qualitative as well as quantitative ...
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The aim of this study was to investigate the role of culture in promoting critical thinking to analyze the relationship between these variables could be the right model to promote critical thinking faculty members presented. The method used in this study is a combination of qualitative as well as quantitative method is used, the type of descriptive data and data gathered by Delphi / survey respectively. The current population of 320 people comprised of experts in universities and faculty members North West province, took place. Based on the results using theoretical foundations of research and expert opinions, organizational culture to promote critical thinking 9, 42 components and 75 items is formed. The results show that the planning culture in the promotion of critical thinking is the opposite effect, The results also show that scientific culture is the dominant culture but the culture within the organization, the current situation has an adverse effect on the promotion of critical thinking The result of the above, taking into account the fact that the critical thinking faculty is lower than the state average, is a match.
Causation
Mojtaba Rafiei; Abbasali Ghadirian; seyyed Ali Akbar Ahmadi; Abolhasan Faghihi
Volume 4, Issue 3 , July 2016, , Pages 119-132
Abstract
In a situation that business environment is becoming more dynamic and complex, creating and sustaining competitive advantage depend on innovativeness and continuous current technological improvement. The research and development of the companies are playing a very important role in this respect. Their ...
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In a situation that business environment is becoming more dynamic and complex, creating and sustaining competitive advantage depend on innovativeness and continuous current technological improvement. The research and development of the companies are playing a very important role in this respect. Their leaders always have been facing with the challenges of how to enhance these organizations performance. Considering that, management scholars and practitioner believe that leadership, organizational culture and innovative climate are the most important factors affecting performance. A very limited study has been carried out on the combination effects of these factors on performance. So, the purpose of this paper is to fill this gap. This research is applied-developmental, and the research method is combinative. The research purpose in the first phase is survey and explorative oriented, and in the second phase is descriptive and explanative. The structural equation models are used for data analysis and approval of hypotheses. The result shows that the leadership does not have direct and meaningful impact on R&D organizational performance, because they are mediated and moderated by organizational culture and innovative climate. Therefore, leadership should avoid to directly interfering in research affaires, and they have to shape and strengthen innovative organizational culture and climate. So, they will be able to continuously improve performance and productivity of their organizations.
Fattah Sharif Zadeh; Amin Bazyar; Akhtar Tirjoo
Volume 2, Issue 1 , January 2015, , Pages 7-28
Abstract
The present study aimed to evaluate the impact of organizational culture on organizational effectiveness in the intervention of professional ethics Guarantee Fund of Iran's exports. This article purpose is practical, given the nature of the description, and the method is survey.Statistical society includes ...
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The present study aimed to evaluate the impact of organizational culture on organizational effectiveness in the intervention of professional ethics Guarantee Fund of Iran's exports. This article purpose is practical, given the nature of the description, and the method is survey.Statistical society includes all employees of the Export Guarantee Fund of Iran, Tehran (140) people. A questionnaire was used to collect data.The questionnaire has 37 questions and answers package, has been the whole five-item Likert. Cronbach's alpha coefficient was used to validate the questionnaire (96%) was obtained as a result of this calculation. And for analysis of structural equation modeling techniques were used. The results show that there is a significant positive relationship between organizational culture and professional ethics and effectiveness of the organization. The results show that there is no significant positive relationship between cultural-ideological (as one of the dimensions of organizational culture), and the effectiveness of the organization. The dominant culture, culture is hierarchical. In relation to professional ethics as a moderating variable, it can be concluded that all the factors affecting professional ethics, but compliance with laws and scientific standards, the rate of roughly the same relationship between organizational culture and organizational effectiveness modulate.
