Managers‘ Obligation to Ethics and Rumors Management in Public Organizations
Seyed Mohammad
Moghimi
Professor, Faculty of Management, University of Tehran,Iran
author
Rahman
Ghafari
Doctor of Business Administration and Ph. D Student of Management (Policy Making), Faculty of Management, University of Tehran, Iran
author
text
article
2016
per
Rumors regarding the nature and influence of social anxiety that can increase productivity and reduce production and social validity Employees, managers, agencies and organizations impair the. In this regard, we expect people who are ethics obligation, understand, analyze and manage rumors, have distinct behaviors. This study aimed to describe concepts such as gossip and review of management practices and control in organizations is moral. Two standard questionnaire (alpha = .82 manage rumors, and .91 to adhere to ethics) among managers, deputies and four senior ministers have been distributed. Results show that the overall correlation between adherence to the Code of Conduct by directors and managing their organizations rumored to exist. Additionally, the findings suggest that education, gender, experience and position in the management and adherence to ethical principles affect rumor.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
1
26
https://jomc.ut.ac.ir/article_56504_581811ee1afca0d2e4c151055e683c81.pdf
dx.doi.org/10.22059/jomc.2016.56504
The Desired Pattern of Organizational Culture, the Jihadi Approach
Case: Holy Defense
Hossein
Khassaf
Ph.D.student, Faculty of Management, Shahid Beheshti University, Tehran, Iran
author
Mohsen
Bagheri Nasrabadi
Ph.D.student, Faculty of Management, Imam Sadiq University, Tehran, Iran
author
text
article
2016
per
The phenomenon of war has always caused redefining new scientific horizons and areas in societies, which next generations can use them too. Because of threatening the entity of a nation, it causes implementing all mental, intellectual and practical strengths of a community, to be used. One of the most used knowledge's in the war, has been management. On the other hand, the dominant organizational culture is the key criteria for success or failure of an organization. In this paper, by studding and analyzing the dominant culture of Iranian forces during the 8 year of imposed war, we try to reach to a desired organizational culture for Iranian institutions. The conceptual framework for this analysis is the three level model of Edgar Shein. The methodology of this research is a thematic analysis of numerous documents and different interviews. Results show that Jihadi organizational culture, in the most basic levels (beliefs, assumptions and intrinsic values) in different times is a driving force toward change and excellence although in the level of artifacts and instrumental values can vary according to the goal and mission of the organization.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
27
46
https://jomc.ut.ac.ir/article_56505_e49960636bde55956b24b8ea517eb7dd.pdf
dx.doi.org/10.22059/jomc.2016.56505
An Examination of Culture Role in Managers "Belief and Commitment of Governmental Organizations toward Strategic Management (A Study of Distribution Department of Electrical Industry, The Manager of Electrical Distribution Companies: Qom, Zanjan, Yazd, & Kohkiluye va Boyer Ahmad)
Yousef
Sadeghi
MSc., Farabi Campus University of Tehran, Iran
author
Hossein
Khanifar
Professor, Farabi Campus University of Tehran, Iran
author
text
article
2016
per
There is no doubt that Iranian organizations need efficient methods of management especially strategic management to gain excellence. However most of management‘s concepts and methods are based on western culture values. Basic assumption and values of Iranian community would have a great effect on the mind and efficiency of those managers whose awareness, belief, and commitment to scientific methods of management is not clear. What is intended in this survey is to examine the relation of national culture ,industry culture ,and senior managers' competence( organizational culture in managers 'level)with managers 'belief and commitment to strategy. In this survey, two quantitative and qualitative methods have been used. Firstly, quantitative out comes (correlate method) show that industry culture has a great effect on senior managers’ commitment toward strategy. Furthermore, both of these factors affect managers' commitment toward strategy greatly. Secondly, qualitative out comes (librarian study) examine cultural and comportment factors which are effective in managers "belief and their commitment toward strategy.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
47
72
https://jomc.ut.ac.ir/article_56506_d4dd42b2652c70242d7652eeee30a15b.pdf
dx.doi.org/10.22059/jomc.2016.56506
Effect of Humor on Organizational Culture and Group Cohesion
Hossein
Heidari
Ph.D. student in Business Administration, Allameh Tabataba'i University, Tehran, Iran
author
Vahid
Khashei
Assistant Professor, Faculty of Management & Accounting, Allameh Tabataba'i University, Tehran, Iran
author
Morteza
Maroufani Asl
Ph.D. student in Industrial Management, Islamic Azad University North of Tehran, Tehran, Iran
author
text
article
2016
per
It study examined the relationship between Humor on organizational culture and group cohesion Using factor analysis deals. The population of this studies all technical and professional staff, Kermanshah University has established who relative advantage of using random sampling of 181 individuals was selected Morgan and using questionnaire data collected, Amos and software tests. Results indicate that between humor and organizational culture (the culture of collaborative, flexible, mission and consistency) there is a significant positive relationship. Between humor and group cohesion (task cohesion and social cohesion) there is a significant relationship. Finally it can be said that executives accept humor as a form of communication, and should try to make a logical relationship between organizational goals and common standards - to establish social work.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
73
96
https://jomc.ut.ac.ir/article_56507_ba2e5ed9fcb4607798dde7744017ad10.pdf
dx.doi.org/10.22059/jomc.2016.56507
Examining the Moderator Role of Social support in Relation of Work-family Conflict and Job Satisfaction
Mehdi Afkhami
Afkhami
Instructor, Research Institute of Petroleum Industry, Tehran, Iran
author
Seyed Ghader Radmard
Radmard
Instructor, Research Institute of Petroleum Industry, Tehran, Iran
author
Ebrahim
Rajabpoor
Ph.D Student, Human Resource Management, Farabi Campus, University of Tehran, Iran
author
text
article
2016
per
One of the major concerns of any organization, espically the knowledge based organizations, Is intention to leave. Turnover, in additionnaly, Direct and indirect costs, Causes Transfering Capabilities to Rival Company and finally loss of competitive advantage. Job satisfaction is one of the important factors for career success. It cause to staff more effort and personal satisfaction and higher productivity for the organization. Based on studies work-family conflict is an important factor in employee dissatisfaction. The present study examined the role of social support as a moderator in relationships between work–family conflict and job satisfaction of employees in RIPI. We address this issue by developing and testing a model that integrates role conflict theory. The present study in view of the method of data collection is the descriptive and correlational. The research population is ripi and Methods of data collection is questionnaire. Collected data analysis was performed by using SPSS and Smart PLS software. and the results show that time-, strain- and behavior-based conflict are negatively related to job satisfaction. In addition, social support moderates the relationship between conflict and job satisfaction.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
97
116
https://jomc.ut.ac.ir/article_57462_bd321f05a8a5122653755451e045e340.pdf
dx.doi.org/10.22059/jomc.2016.57462
Prediction of Organizational Citizenship Behavior Prevalence Based on the Staff Perception of Type of Organizational Structure (A case Study of Fars Regional Electricity and Power Distribution Companies)
Jafar
Torkzadeh
Associate Professor, Faculty of Education and Psychology, University of Shiraz, Iran
author
Mehdi
Mohammadi
Associate Professor, Faculty of Education and Psychology, University of Shiraz, Iran
author
Elahe
Alagheband
Graduated of Educational Administration, Faculty of Education and Psychology, University of Shiraz, Iran
author
text
article
2016
per
The aim of this study was predict organizational citizenship behavior prevalence based on the staff perception of type of organizational structure in Fars Regional Electric and Power Distribution Companies (FREPDC). Statistical population consisted of the entire staff of Fars regional electric and power distribution Companies amongst 232 participants selected using random classification method. Research instruments consisted of Organizational Structure Scale Torkzadeh and Mohtaram and Organizational Citizenship Behavior scale Podsakov (2000) that reliability and validity of scales was approved. Results showed: 1) the dominant organizational structure type turned to be hindering 2) the prevalence of the organizational citizenship behavior was higher than the medium level 3) there is a positive significant relationship between organizational structure dimensions and organizational citizenship behavior. 4) Hindering and enabling structures are the positive significant predictors of the organizational citizenship behavior but enabling structure is further explanatory.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
117
136
https://jomc.ut.ac.ir/article_56509_c5d0be9d3676aadb13962ba12eee863a.pdf
dx.doi.org/10.22059/jomc.2016.56509
Investigate of the Relationship between Ethical Leadership and Workplace Deviance Behaviors: Mediating Role of Affective Commitment and Ethical Climate
محمد
منتخب یگانه
دانشجوی کارشناسی ارشد/ دانشگاه شهید چمران اهواز
author
کیومرث
بشلیده
مدیر گروه روانشناسی صنعتی و سازمانی / دانشگاه شهید چمران اهواز
author
Marjan
Shamsi
MSc,Faculty of Education & Psychology, Shahid Chamran University, Ahvaz, Iran
author
Solmaz
Hazarian
MSc, Faculty of Education & Psychology, Shahid Chamran University, Ahvaz, Iran
author
text
article
2016
per
The aim of this research was to investigated or the relationship between ethical leadership and workplace deviance behaviors with mediating role of affective commitment and ethical climate. The statistical community was the employees of Jahad Agricultural Organization of Khozestan. The participants of this study included 220 employees who were selected by random sampling method. The instruments used in this study were questionnaires of Ethical Leadership, Workplace Deviance Behaviors, Affective Commitment and Ethical Climate. Structural equation modeling (SEM) through AMOS-18 and SPSS-18 was used for data analysis. Structural equation modeling analyses indicated that the proposed model fit the data properly. The results also supported the direct relationship of ethical leadership and workplace deviance behaviors and indirect relationship of ethical leadership and workplace deviance behaviors through affective commitment and ethical climate. Applying ethical leadership style is in relation with the deviance behaviors of employees in workplace. Therefore, with the use of this kind of leadership, the organization can outbreak this kind of behaviors in their employees and consequently increase the efficiency of their organization.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
137
153
https://jomc.ut.ac.ir/article_56510_d7f32a73d7ac11f32a1fd55344c7285e.pdf
dx.doi.org/10.22059/jomc.2016.56510
Counterproductive Work Behavior and Organizational Citizenship Behavior:
An Individual Differences Approach
Asal
Aghaz
Assistant Professor, Department of Management, Science and Technology, Amirkabir University of Technology,Tehran, Iran
author
Mahyar
Ziaie
MBA Graduate Student, Department of Management, Science and Technology, Amirkabir University of Technology,Tehran, Iran
author
Golnaz
Farzad
MBA Graduate Student, Department of Management, Science and Technology, Amirkabir University of Technology,Tehran, Iran
author
text
article
2016
per
The purpose of this study was to investigate the individual differences of employees (personality traits and demographic characteristics) as predictors of counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). The population of this study included employees of Tehran Urban and Suburban Railway Operation Co. The research method adopted in this study was survey and the main tool for data collection was questionnaire. Data were analyzed using SPSS and Smart PLS. Results indicated that demographic characteristics (except educational level) as well as Personality traits impact on both CWB and OCB. We also found no relationship between CWB, extraversion and openness to experience but positive relationship between CWB and neuroticism, and negative relationship between CWB and conscientiousness. The results of this study also indicated positive relationship between OCB, extraversion and conscientiousness but no relationship between OCB and other personality traits. According to this study, since the covert CWBs and those who express such behaviors are hard to known, an examination of the antecedents of such behaviors was proposed.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
155
179
https://jomc.ut.ac.ir/article_56511_78be52175cf9e5792ff98a5282d46df6.pdf
dx.doi.org/10.22059/jomc.2016.56511
Examining the Relationship of Perceived Islamic Teachings with Ad Effectiveness Variables in Advertising of Consumer Pproducts
Seyed Mahmoud
Hosseini Amiri
Assistant professor, Department of Management, Economics and Accounting, Payam-e-Noor University, Tehran, Iran
author
Mirza Hassan
Hosseini
Professor, Department of Management, Economics and Accounting, Payam-e-Noor University, Tehran, Iran
author
Ozhan
Karimi
Assistant professor, Department of Management, Economics and Accounting, Payam-e-Noor University, Tehran, Iran
author
Zeinolabedin
Rahmani
Assistant professor, Department of Management, Economics and Accounting, Payam-e-Noor University, Tehran, Iran
author
text
article
2016
per
The strategies of message attractiveness of Ad reflect the customers' responses and ad effectiveness which in turn, potentially increase the audiences' attitudes and purchase intentions. On the other hand, the holy Quran does not inhibit advertising and indeed ad should be applied in promoting Islamic teachings. In this research, applying perceived Islamic teachings in the content of ad message of consumer products and their effects on ad audiences is examined on the viewpoint of ad experts. A questionnaire is designed and distributed to 305 managers of ad agencies in all over the country by using a random systematic sampling. According to the results of structural education modeling, perceived Islamic teachings have positive and meaningful effect on positive emotions. Also perceived Islamic teachings also have indirect effect on purchase intention. Also attitude to ad has been considered as the most important mediator on the casual relations of exogenous and endogenous variables in the research structural equation modeling.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
181
201
https://jomc.ut.ac.ir/article_56512_a774fc5f5d39eb81cf975bebf698ab31.pdf
dx.doi.org/10.22059/jomc.2016.56512
Divine Rationality Approach to Selection of Managers and Staff from the Viewpoint of Islam as a Maco Index Meritocracy
Vali Allah
Naqipurfar
Assistant Professor, University of Qom, Iran
author
Seyed Mohammad
Musavi Moqaddam
Assistant Professor, Farabi Campus, University of Tehran, Iran
author
text
article
2016
per
In Islam, all worldly and otherworldly competencies are defined on the basis of Divine Rationality. "Reason" in its universality is the origin of science, power, spirituality, and use of will by permission of God that it is called "Compassionate Reason". In contrast, it is rebellious "Evil Reason".
"Divine Rationality" is divided into two sections: 1. Valuable Rationality, 2. Professional and Practical Rationality. Valuable Rationality consists of three portions: 1. Theoretical Reason; knowledge of religious and practical values, 2. Tendentious Reason: tendency to religious and practical values, 3. Practical Reason: commitment to practical values. Professional and Practical Rationality also includes three products: expertise, experience and wisdom. In Islamic culture, based on Quran and Sunnah, basis of competency is in these three characteristics: reason, ethics, and religion. Subject of Practical Rationality deals with degrees of religiosity from the viewpoint of Islam. In the Holy Quran, three degrees for religious requirements are defined: 1. Religiosity of Muslims, that it remembers commitment to jurisprudential-legal requirements. 2. Religiosity of Believers, that it concerns ethical requirements together with Muslim requirements. 3. Religiosity of Benefactors, that it regards theosophical requirements in addition to Muslim and Believer requirements.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
203
226
https://jomc.ut.ac.ir/article_56513_df588fa121891cc109f11e63229161a5.pdf
dx.doi.org/10.22059/jomc.2016.56513
Identifying and Explaining the Islamic Principles of urban Management based on the Teachings of the Qur'an: Principle of Security
علیرضا
سیاف زاده
عضو هیات علمی دانشگاه پیام نور
author
Mohammad
Mirehei
Assistant Professor, Farabi Campus, University of Tehran, Iran
author
Seyed Ali
Mousavi
Ph.D Candidate, Faculty of Theology, Payame Noor University, Iran
author
text
article
2016
per
More than half of the world population are living in the cities, and the measure of urbanization will been increasing daily, especially in developing countries, including Islamic countries. Many of Islamic countries often referred the West to solve urban problems in theory and imitative patterns, and they have failed to resolve their issues. While, according to the Muslim’s beliefs, God commands in the Holy Quran present solutions for human problems. According to this, the current research efforts to researching the Islamic solutions and patterns of urban management in the Quran. The purpose of this study is theoretical research and its nature is analytical - exploratory research based on data collecting documents. The results of this study show the security is one of the main important properties of the desirable city, so that in the Quran has been repeated this word 67 times. Also in this paper were mentioned types, dimensions, results and reasons of the security in the community, and finally it has presented the fulfillment of its preconditions.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
227
248
https://jomc.ut.ac.ir/article_56514_276f98ef54113e651827edc5aa854afe.pdf
dx.doi.org/10.22059/jomc.2016.56514
Hypocrisy in Organization Unveiled Through Phenomenography: An Understanding of Triangulated Understandings
Mostafa
Hadavinejad
Associate Professor, Vali-e-Asr University, Rafsanjan, Iran
author
Maryam
Amirkhanloue
M.Sc. Vali-e-Asr University, Rafsanjan, Iran
author
text
article
2016
per
The purpose of this study is to explore and classify the perceptions of the phenomenon of hypocrisy in organization from viewpoint of employees in a university using phenomenography, so that achieving to a deeper understanding of this phenomenon. Sampling was done by maximum variation method and sample size was determined 30 people using theoretical saturation. Some open semi-structural interviews were done among participants; then data was coded using Maxqda. After analyzing interviews, five perspectives were created: concepts based on impression management techniques (ingratiation and blasting), the person’s hidden benefit-seeking continuous intention (protecting post, promoting post, and attracting benefits), person’s active hypocritical properties (self-monitoring and learning dysfunctional political behaviors), managerial flattering-culture, and political voice and silence culture. Thereafter, those mentioned classes were located on a triple-level hierarchy (behavioral techniques, individual and organization). Findings were validated through credibility, transferability, dependability, and conformability indexes.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
249
278
https://jomc.ut.ac.ir/article_56515_4e6677bfcd9b54c2870f6b7ad99012e0.pdf
dx.doi.org/10.22059/jomc.2016.56515
Analysis of the Position and Validity of Written Communication in View of Islam
Abolhassan Soltani
Soltani
Instructor, Islamic Azad University, Mashhad Branch, Mashhad, Iran
author
text
article
2016
per
Today the most common formal communication tool in social systems is writing so that formalization as one of the main structural dimensions of organization is measured in terms of the written rules level. Confidence-building of writing in administrative relationships is so that lawyers consider written documents as one of evidences in courts. As far as the validity of written documents exceeded spoken words. However, in Shiite jurisprudence, there is disagreement on the validity of Writing in making administrative decisions and contracts. In this study, taking a qualitative content analysis approach, we examined the position of writing in the Holy Quran and the traditions of Imams (as), and discussed the reasons for writing validity in administrative relations. Findings show that writing and written communication has juridical validity because of trust and confidence building in interrelationships. Besides, traditions of Imams (as) confirm it. Analysis of contrary evidences shows that writing may not be essentially valid but since it is a means of intention discovery, receive validity. Compared with spoken words, even higher validity of writing can be inferred from some juridical reasons.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
279
299
https://jomc.ut.ac.ir/article_56516_7c4dfeec33a892e29d2ed2f8ca169e2c.pdf
dx.doi.org/10.22059/jomc.2016.56516
Identification, Validate and Prioritize "Employer Brand Attractiveness" (Case: Job Seekers in the City of Qom)
Ali
Hamidizadeh
Assistant Professor, Farabi Campus, University of Tehran, Iran
author
Jabbar
Babashahi
Assistant Professor, Farabi Campus, University of Tehran, Iran
author
Mansoure
Mohamadnezhad Fadardi
MSc. Student, Farabi Campus, University of Tehran, Iran
author
text
article
2016
per
A large part of the proposed values by employers in the labor market are provided through a special kind of brand called "Employer Brand" which leads to the creation of an attractive image of the employer and appliance for a job by job seekers. This research intends to prioritize the employer brand attractiveness to offer suggestions on employer branding. This is a survey descriptive research of which its data has been collected from a random sample of 273 job seekers in the city of Qom. The survey instrument is a questionnaire including the 'employer attractiveness' scale developed by Breton et al. (2005). Data has been analyzed by exploratory factor analysis in SPSS software. The results show that 21 items of the employer brand attractiveness are included six dimensions. These dimensions are innovation values, educational values, personal development values, human-oriented values, social values and economical values. These dimensions are ranked in terms of the Friedman test. Analyses results shows significant differences between the perceived importance levels of employer attractiveness dimensions. Respondents attribute the highest importance to economical values and the least importance to human-oriented values.
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
301
321
https://jomc.ut.ac.ir/article_56517_e4f6d1c27192d85029a34e44f8ca66b8.pdf
dx.doi.org/10.22059/jomc.2016.56517
English Abatracts
text
article
2016
per
Organizational Culture Management
University of Tehran
2423-6942
14
v.
1
no.
2016
1
14
https://jomc.ut.ac.ir/article_57791_06b667645cff8e6d9851c6aecdd9511a.pdf