ORIGINAL_ARTICLE
Introducing the WikiOrg Framework: A New Typological Framework of Organizational Problems and Their Solutions in Complex Situations
So far, limited studies have been done on identifying and solving problems in complex organizational situations. Hence, the purpose of this article is to provide a new typological framework of organizational problems and their solutions in complex situations. This framework is called WikiOrg, whose designation reveals that this framework, like the Wikipedia website, provides information on complex organizational problems and their proposed solutions and can also be revised and developed by its users (i.e. managers and organizational specialists). The purpose of this framework is to help managers identify and solve problems in complex situations in organizations. This framework is an important part of the methodology of DOP (Directing of Organizational Problems), which is a methodology for dealing with problems in complex situations. In this paper, we both introduce the WikiOrg framework and describe its formulation as well as its validity.
https://jomc.ut.ac.ir/article_73771_1afc284e991cfe85dcf5ace619033f59.pdf
2020-06-21
187
216
10.22059/jomc.2019.261537.1007566
Complex problems situations
Directing of Organizational Problems (DOP)
WikiOrg
Fatemeh
Haghighat
f.haghighat@ut.ac.ir
1
Ph.D., Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
Mohammad Reza
Mehregan
fa_haghighat_1@yahoo.com
2
Professor, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
Mohammad
Abooyee Ardakan
abooyee@ut.ac.ir
3
Associate Professor, Faculty of Management, University of Tehran, Tehran, Iran
LEAD_AUTHOR
Hossein
Safari
hsafari@ut.ac.ir
4
Professor, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
جکسون، مایکل. سی. (1391). تفکّر سیستمی: کلگرایی خلاق برای مدیران، ترجمة تقیناصر شریعتی، تهران، انتشارات سازمان مدیریت صنعتی.
1
حقیقت، فاطمه (1397). تکوین یک متدولوژی جدید به منظور شناسایی و حل مسائل در موقعیتهای پیچیدة اجباری، رسالة دکترا، رشتة مدیریت تحقیق در عملیات، دانشگاه تهران.
2
دوران، دانیل (1370). نظریة سیستمها، مترجم: محمد یمنیدوزی سرخابی، تهران، شرکت انتشارات و آموزش انقلاب اسلامی.
3
زاهدی، شمسالسادات (1389). تجزیه، تحلیل، و طراحی سیستمها، تهران، انتشارات دانشگاه علامه طباطبایی.
4
ساعتچی، محمود (1377). روانشناسی بهرهوری (ابعاد کاربردی روانشناسی کار و روانشناسی صنعتیـ سازمانی)، تهران، ویرایش.
5
کریپندورف، ک. (1378). تحلیل محتوا مبانی روششناسی، ترجمة هوشنگ نائبی، تهران، روش.
6
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39
ORIGINAL_ARTICLE
A Meta-analysis of the Relationship between the Use of Management Information Systems and the Improvement of Managerial Decision-Making
The purpose of this study was to combine quantitative studies on the relationship between the use of management information systems and manager's decision-making from April 1991 to the end of March 2018 in Iran. To this end, the meta-analysis method was used. The statistical population consisted of all studies done on the relationship between information systems and manager's decision-making. To select a sample, a series of criteria for the inclusion or exclusion of the studies was considered. Finally, 23 studies were selected as final sample for the inclusion in the meta-analysis. Part of the process of the meta-analysis operations was done manually and other part was done using the effect size combination method in the second version of Comprehensive Meta-Analysis software (CMA-2). Duval and Tweedie’s Trim fit test was applied to both random and fixed effects model. The Average effect size was 0.524 for the fixed model and 0.373 for the random model. Thus, according to Cohen's criteria, the effect size of the relationship between management information systems and managers’ decision-making in the random and fixed effects model is medium to high. In the end, some strategic suggestions are provided for managers.
https://jomc.ut.ac.ir/article_74768_095f327059def9db347d6e9561903350.pdf
2020-06-21
217
247
10.22059/jomc.2019.271143.1007663
decision-making
information systems
Meta-analysis
Managers
Asad
Hejazi
azer1383@yahoo.com
1
Assistant Professor, Department of Educational Administration, Farhangian University, Tehran, Iran
LEAD_AUTHOR
Yaser
Sayadi
yaser.sayadi@yahoo.com
2
PhD holder in Educational Administration, Department of Education, Faculty of Education and Psychology, University of Isfahan, Isfahan, Iran
AUTHOR
ابراهیمزاده، یحیی؛ رضا باباپور؛ حدیث جواهری (1394). «بررسی تأثیر سیستمهای اطلاعاتی مدیریت بر بهبود فرایند تصمیمگیری از دیدگاه مدیران دستگاههای اجرایی شهرستان ارومیه»، کنفرانس بینالمللی پژوهش در علوم و تکنولوژی، تهران، مؤسسة سرآمد همایش کارین.
1
استفان، اگ؛ ماوی کامینگز (1390). سیستمهای اطلاعات مدیریت برای دانشجویان مدیریت و MBA، ترجمة محمد ولیپور و ابراهیم نوروزی و احمد نوروزی، آذرخش.
2
اسکندری، مجتبی؛ حجتالله باقری (۱۳۹۰). «بهکارگیری سیستمهای اطلاعاتی مدیریت در تصمیمگیری کاربران»، پاسداری فرهنگی انقلاب اسلامی، 1 (4): صص 1ـ 28.
3
اسکندری، مجتبی؛ حجتالله باقری (۱۳۹۱). «تأثیر سیستمهای اطلاعاتی مدیریت در تصمیمگیری مدیران و فرماندهان (نمونهپژوهی یکی از دانشگاههای نظامی)»، توسعة سازمانی پلیس، ش 43: صص 11ـ 30.
4
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5
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6
ال جواد، وسام (1397). «سیستمهای مدیریت اطلاعات و نقش آن در تصمیمگیری استراتژیک برای مدیران بررسی تحقیقی در شبکة ماهوارهای کربلا وابسته به آستان مقدس حسینی»، پایاننامة کارشناسیارشد، رشتة مدیریت سیاستگذاری بخش عمومی، جامعة المصطفی العالمیه، مؤسسة آموزش عالی علوم انسانی.
7
آقایی، الهام؛ سمیه جمالی پاقلعه؛ احمد عابدی؛ مهناز مرتضوی (1391). «فراتحلیل مقایسة اثربخشی درمانهای دارویی و مداخلات روانشناختی بر میزان نشانههای افسردگی». فرهنگ مشاوره و رواندرمانی، س 3، ش 10.
8
بابایی، شهریار (1394). «بررسی تأثیر فناوری اطلاعات بر بهبود فرایند تصمیمگیری مدیران شرکت خودروسازی سایپا»، پایاننامة کارشناسی ارشد مدیریت، دانشگاه پیام نور استان البرز، مرکز پیام نور کرج.
9
بزرگمهر، هادی (1395). «بررسی سیستمهای اطلاعات مدیریت بر فرایند تصمیمگیری مدیران سازمان بیمة تأمین اجتماعی استان مازندران»، پایاننامة کارشناسیارشد رشتة مدیریت بازرگانی، دانشکدة علوم انسانی مؤسسة آموزش عالی آمل.
10
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12
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13
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14
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15
حلوایی، میثم (1395). «رابطة سیستمهای اطلاعات مدیریت با اثربخشی تصمیمات مدیران (مورد مطالعه: شرکت تولید لولة چدن هامون نایزه»، پایاننامة کارشناسیارشد دانشگاه آزاد اسلامی واحد نراق، دانشکدة مدیریت.
16
خیرآبادی، مریم (1394). «ارزیابی تأثیر استفادة مدیران بخش دولتی از سیستمهای اطلاعات مدیریت در فرایند تصمیمگیری بر پایة شبکههای عصبی مصنوعی (مورد مطالعه: سازمانهای دولتی مرکز استان خراسان جنوبی)»، پایاننامة کارشناسیارشد دانشگاه پیام نور استان تهران، مرکز پیام نور تهران.
17
دلاور، علی (1388). مبانی نظری و عملی پژوهش در علوم انسانی و اجتماعی، تهران، رشد.
18
دیواندری، علی (1373). «نقش سیستمهای اطلاعاتی پژوهشی در تصمیمگیری مدیران جهاد دانشگاهی تهران»، پایاننامة کارشناسیارشد رشتة مدیریت دانشگاه تربیت مدرس.
19
رنجی جیفرودی، نیما (1388). «بررسی تأثیر اتوماسیون اداری بر بهبود تصمیمگیری مدیران استانداری و حوزة ستادی»، پایاننامة کارشناسیارشد رشتة مدیریت بازرگانی، دانشگاه آزاد واحد رشت.
20
زاهدی، محمدهادی؛ عباسعلی رضایی؛ ولیمحمد درینی؛ احسان نامدار جویمی (1397). «طراحی مدل انتخاب و پیادهسازی سیستمهای برنامهریزی منابع سازمانی در سازمانهای دولتی و تابع دولتی»، مدیریت سازمانهای دولتی، 6 (شمارة 3 (پیاپی 23))، صص 131ـ 144.
21
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22
سرودی، سیاوش؛ یاسر گلدوست جویباری (1388). جایگاه سیستم اطلاعات مدیریت، انتشارات کتاب پدیدة کلک زرین.
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سلطانی، مجید (1392). «بررسی تأثیر استفاده از سیستمهای اطلاعاتی نوین بر مؤلفههای تصمیمگیری در پروژههای معدنی»، پایاننامة کارشناسیارشد رشتة مدیریت دانشکدة ادبیات و علوم انسانی دانشگاه گیلان.
24
شایان، بتول (1392). «بررسی نقش سیستمهای اطلاعاتی مدیریت در بهبود کیفیت تصمیمگیری مدیران ادارة کل تعاون، کار، و رفاه اجتماعی استان سیستان و بلوچستان»، پایاننامة کارشناسیارشد، دانشکدة مدیریت و حسابداری، دانشگاه سیستان و بلوچستان.
25
شوکت، جمشید (1387). «ارزیابی اثربخشی سامانههای اطلاعاتی حسابداری شرکت توسعة نیشکر و صنایع جانبی بر تصمیمات مدیران»، پایاننامة کارشناسیارشد رشتة حسابداری، دانشگاه آزاد اسلامی اراک.
26
صرافیزاده، اصغر؛ علی علیپناهی (1383). سیستمهای اطلاعات مدیریت: نظریهها، مفاهیم، و کاربردها، تهران، میر.
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صفانیا، علیمحمد؛ مرتضی دوستی؛ افسانه رحیمپور (1388). آغازهها و اختصارات در مدیریت با تأکید بر مدیریت ورزشی، نشر ورزش.
28
صفری، هاجر (۱۳۹۲). «بررسی تأثیر پیادهسازی اتوماسیون اداری بر نوآوری، تصمیمگیری و عملکرد (با رویکرد کارت امتیازی متوازن) در ادارات و مدارس منتخب آموزشوپرورش استان اصفهان»، پایاننامة کارشناسیارشد دانشگاه اصفهان.
29
صمدی، اسماعیل (1378). «بررسی تأثیر سیستمهای اطلاعاتی مدیریت در بهبود تصمیمگیری مدیران عالی دانشگاه تهران»، پایاننامة کارشناسیارشد دانشگاه تهران.
30
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31
طیبی، زهرا (1397). «تأثیر سیستم اطلاعات مدیریت بر چابکی سازمان و فرایند تصمیمگیری در سازمانهای دولتی (مطالعة موردی: شهر آمل)»، پایاننامة کارشناسیارشد علوم تربیتیـ آموزش و بهسازی منابع انسانی، مؤسسة آموزش عالی آمل، دانشکدة علوم انسانی.
32
عبداللهیپور، رضا (1390). «بررسی میزان آگاهی و استفادة مدیران از سیستمهای اطلاعات مدیریت در فرایند تصمیمگیری در سازمانهای دولتی استان ایلام و عوامل مؤثر بر آن»، پایاننامة کارشناسیارشد رشتة مدیریت اجرایی، دانشگاه آزاد اسلامی واحد سنندج.
33
عرفانطلب، مجید (1395). «بررسی نقش سیستمهای اطلاعات مدیریت در فرایند تصمیمگیری مدیران (مورد مطالعه: کارکنان استانداری مرکزی و واحدهای تابعه)»، پایاننامة کارشناسیارشد دانشگاه پیام نور استان مرکزی، مرکز پیام نور دلیجان.
34
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ORIGINAL_ARTICLE
The Application of the Coaching Culture Model in the Science and Technology Parks of Iran
The purpose of this study was to develop a model for the application of coaching culture in the Iranian science and technology parks. This study is qualitative in terms of approach and has been done using Strauss and Corbin’s systematic paradigmatic model of Grounded Theory Method (GTM).In this regard, in-depth interviews were conducted using theoretical snowball sampling with the managers of some science and technology parks as well as the, experts of the coaching domain. The interviews continued to a point where responses reached saturation (23 interviews).The data analysis was performed in three stages of open coding, axial coding, and selective coding. Then the model was explained based on the paradigmatic model of grounded theory. The following conditions were identified by the participants of study: "Organization and procedures, the selection and recruitment system, the performance management process, the process of education and learning, the identification of career progression path, and the conditions of the maintenance system" as the causal conditions of the coaching culture , "the coaching culture" as the main phenomenon of research, "bureaucracy and high-end policies, politicization, and national culture "as intervening conditions, and "organizational structure, organizational culture, staff maturity, leadership practices, and organizational environment" as the contextual conditions. Strategies were identified in seven dimensions, including "Organizational development, competency-based recruitment, coaching and performance management, education-based learning, maintenance based on coaching, leadership, and organizational communication development," while outcomes involved “organizational, individual, and trans-organization” directions.
https://jomc.ut.ac.ir/article_73765_f03f564533cd914290d90b027b18117b.pdf
2020-06-21
249
272
10.22059/jomc.2019.275206.1007720
Coaching culture, Grounded theory
science and technology park
Masoumeh
Dastani
m.dastani@gmail.com
1
PhD holder, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, Iran
AUTHOR
Mehraban
Hadi Paykani
paykani2323@gmail.com
2
Assistant Professor, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, Iran
LEAD_AUTHOR
Dariush
Gholamzadeh
golamzadeh33@yahoo.com
3
Assistant Professor, Faculty of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran
AUTHOR
Azar
Gholizadeh
azargholizadeh@yahoo.com
4
Associate Professor, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, Iran
AUTHOR
استراوس، انسلم؛ جولیت کوربین (1396). مبانی پژوهش کیفی، فنون و مراحل تولید نظریة زمینهای، ترجمة ابراهیم افشار، چ 6، نی.
1
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داناییفرد، حسن؛ سید مجتبی امامی (1386). «استراتژی پژوهشهای کیفی: تأملی بر نظریهپردازی دادهبنیاد»، اندیشة مدیریت، س 1، ش 2.
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25
Grespan, A. R. & Souza, C. L. de .(2008). Aprendizagem organizacional: O coaching como processo facilitador. In: M.A.M. Lima, & T de JP. Maciel. Avaliação, gestão e estratégias organizacionais: Projetos e processos inovadores em organizações. Fortaleza: Edições UFC.
26
Hart, W. (2005). Getting culture: Imbuing your organization with coaching behavior, Leadership in Action, 25(4): pp. 7-10.
27
Hunt, J. M. & Weintraub, J. R. (2011). The coaching manager (2nd ed.). Thousand Oaks, CA:Sage. International Coach Federation (ICF). 2009. From:https://www.coachfederation.org/need/landing.cfm?ItemNumber=747.
28
Jones, G. & Gorell, R. (2014). How to create a Coaching Culture, Kogan: 264.
29
Kalkavan, S. & Katrinli, A. (2014). The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry in Turkey. Procedia- Social and Behavioral Sciences, 150: pp. 1137-1147.
30
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31
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33
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58
ORIGINAL_ARTICLE
An Analysis of the Effect of Bureaucratic Culture on the Invisibility of Employees with the Mediating Role of Passive Leadership: A Case Study of Lorestan Province Governmental Organizations
Although Iranian government organizations suffer from excessive manpower, they are not adequately effective and are not capable of fulfilling their essential missions. In other words, invisible employees have become the dominant phenomenon of today's governmental organizations. Many factors have contributed to the ineffective use of manpower, including bureaucratic culture and passive leadership. This research project studied the effect of bureaucratic culture on the invisibility of employees with the mediating role of passive leadership in governmental organizations of Lorestan province. This cross-sectional, descriptive–correlational study is applied in terms of purpose. The statistical population of the study was comprised of 1317 employees of different governmental organizations of Lorestan province. Based on the Morgan table, a sample of 297 employees was selected using stratified random sampling. In order to measure the variables of the research, Denison’s bureaucratic culture questionnaire (1990), Brian and Holtz’s passive leadership questionnaire (2017), and the invisible employee questionnaire by Mohammad Yari et al. (2018) were used. The reliability of the questionnaires was confirmed by Cronbach's alpha, and then the structural equation modeling in PLS software was used for data analysis. The results of the study showed that bureaucratic culture, both directly and through passive leadership, leads to the invisibility of employees in government organizations of the Lorestan province.
https://jomc.ut.ac.ir/article_73764_15cf6e277cdcaa3c27c328e1e4c291ff.pdf
2020-06-21
273
296
10.22059/jomc.2019.278243.1007755
Bureaucratic culture
Invisible employees
passive leadership
Governmental organizations
Seyed Najmoddin
Mousavi
mousavi.na@lu.ac.ir
1
Associate Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
AUTHOR
Mohsen
Aref Negad
arefmohsen2@gmail.com
2
Assistant Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
AUTHOR
Fariborz
Fathi Chegeni
farifth@gmail.com
3
Ph.D. Student, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
LEAD_AUTHOR
Masood
Sepahvand
masoodsepahvand@yahoo.com
4
Ph.D. Student, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
AUTHOR
آشنا، مصطفی؛ ناصر عسگری؛ علیرضا مرادی صالح؛ داوود غفوری (1392). «نقش فرهنگ سازمانی در تسهیل اقدامات مدیریت دانش»، مدیریت فناوری اطلاعات، 5(4)، صص 1ـ 22.
1
حسینی، فرشید؛ حمزه رایج؛ مهرداد استیری؛ سید مهدی شریفی (1389). «بررسی ارتباط میان فرهنگ سازمانی و سبکهای رهبری تحولآفرین و مبادلة رهبرـ پیرو»، مدیریت دولتی، 2 (4)، صص 55ـ 72.
2
خزاعی، علی؛ محمود یقینی(1395). «بررسی تاثیر فرهنگ سازمانی بر چابکی سازمانی با نقش میانجی تسهیم دانش در آموزش و پرورش خراسان جنوبی»، فصلنامۀ مطالعات آینده پژوهی و سیاستگذاری، 2 (3)، صص 31ـ42.
3
خلیلی، کرم (1397). «تأثیر سبک رهبری زهرآگین (سمی) بر بطالت اجتماعی با نقش میانجی زیرکاردرروی کارکنان (مورد مطالعه: شرکت پتروشیمی ایلام)»، مدیریت منابع انسانی در صنعت نفت، 9 (36)، صص 137ـ 158.
4
ساکیزاده، عصمتالله (1393). «بررسی علل و عوامل ترک کار نامرئی کارکنان»، نگاه توسعه، ش 45، صص 19ـ 20.
5
غفاری، رحمان؛ یحیی رستمنیا (1396). «اینرسی سازمانی و تنبلی اجتماعی؛ کژکارکردهای فرهنگ سازمانی بوروکراتیک»، مدیریت دولتی، 9(2)، صص 307ـ 332.
6
فرهی بوزنجانی، برزو؛ محمدابراهیم سنجقی؛ محمد بازرگانی؛ محمدرضا سلطانی (1392). «طراحی و تبیین مدل شناخت، سنجش، و مدیریت فرهنگ سازمانی»، راهبرد فرهنگ، 6(21)، صص 113ـ 138.
7
فقیهآرام، بتول؛ بلال میرزایی (1396). «رابطة توانمندسازی و اخلاق سازمانی با عملکرد شغلی کارکنان»، مدیریت منابع در نیروی انتظامی، س 5، ش 3، صص 129ـ 146.
8
کرمانی، بهناز (1388). «نقش کارکنان نامرئی در استفادة مناسب از منابع بخش سلامت»، هفتمین همایش سالانة دانشجویان مدیریت خدمات بهداشتی و درمانی سراسر کشور علوم پزشکی کرمان، صص 112ـ 127.
9
محمدیاری، زهره؛ رضا سپهوند؛ حجت وحدتی؛ سید نجمالدین موسوی (1397). «نقش کارکنان نامرئی بر تنبلی سازمانی در سازمانهای دولتی»، پژوهشهای مدیریت منابع انسانی، 10(1)، صص 51ـ 76.
10
مظفری، محمدمهدی؛ آزادهسادات فتحینژاد (1396). «بررسی اهمیت مدیریت تنوع و نقش آن در فعالیتهای منابع انسانی»، دومین کنفرانس بینالمللی انسجام مدیریت و اقتصاد در توسعه.
11
معایر حقیقیفرد، علی؛ سجاد یوسفی؛ اکبر میرزاده (1389). «سبک رهبری و پیامدهای آن در چارچوب الگوی رهبری تمامعیار»، توسعة انسانی پلیس، س 7، ش 28، صص 11ـ 27.
12
مقیمی، سید محمد؛ علیرضا امینی (1395). «استعارهپردازی رفتاری کارکنان در سازمانهای دولتی ایران»، مدیریت سازمانهای دولتی، د 5، ش 1، صص 13ـ 32.
13
منوریان، عباس؛ محمد حسین قربانی؛ مسلم شریفی؛ زینب دهقانی (1389). فرهنگ سازمانی با تکیه بر مدل دنیسون، انتشارات دانشگاه شیراز.
14
موغلی، علیرضا (1383). «رهبری تحولآفرین و ابزار سنجش آن (MLQ)»، مطالعات مدیریت بهبود و تحول، د 11، ش 43 و 44، صص 95ـ 112.
15
نبوی، سید عبدالحسین؛ علیحسین حسینزاده؛ ساجده علامه (1391). «مطالعة تأثیر ویژگیهای بوروکراتیک سازمان بر بیگانگی از کار کارمندان سازمانهای اداری (مطالعة کارمندان سازمانهای دولتی شهرستان اهواز)»، مسائل اجتماعی ایران، س 4، ش 2، صص 131ـ 154.
16
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Denison, D.R. (1990). Corporate Culture and Organizational Effectiveness. New York: John Wiley & Sons, 2(8), 78-92.
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DeRue, D. S., Nahrgang, J. D., Wellman, N. E. D., & Humphrey, S. E. (2011). Trait and behavioral theories of leadership: An integration and meta‐analytic test of their relative validity. Personnel Psychology, 64(1), pp. 7-52.
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51
ORIGINAL_ARTICLE
The Effect of Auditors' Self-Efficacy and Audit Quality: An Analysis of the Understanding of the Individuality Culture
An Auditor's self-efficacy is a feature derived from social cognition theories that enhances the quality of auditing as a factor affected by the professional performance of audit. In addition to reducing financial transparency, this attracts investment in the capital market because of the enhancement of transparency that results from the improvement of information symmetry. The purpose of this study is to investigate the relationship between auditors' self-efficacy and audit quality based on the mediating role of the individualist culture. In this study, 294 auditors working in the Audit Organization and private audit institutions participated. The study was conducted during the second six months of 2018. The data collection instrument was a questionnaire, and the collected data was analyzed using partial least squares analysis in order to test the research hypotheses. The results of the study showed that the auditors’ self-efficiency improves the quality of the audit. It was also found that the individualist culture positively affects the quality of audit work and improves this relationship.
https://jomc.ut.ac.ir/article_73772_e5f2940f43716059e554de292bc06257.pdf
2020-06-21
297
324
10.22059/jomc.2019.280223.1007780
Individualist Culture
Auditors' Self-Efficacy
Audit Quality
Ali Akbar
Salimi
vali.asr2015@yahoo.com
1
MSc. Student, Department of Accounting, Bandargaz Branch, Islamic Azad University, Bandargaz, Iran
AUTHOR
Mehdi
Safari Gerayli
mehdi.safari83@yahoo.com
2
Associate Professor, Department of Accounting, Islamic Azad University, Bandargaz Branch, Bandargaz, Iran
LEAD_AUTHOR
Hasan
Valiyan
hasan.valiyan@yahoo.com
3
Assistant Professor, Department of Accounting, Islamic Azad University, Shahroud Branch, Shahroud, Iran
AUTHOR
احدیانپورپروین، دنیا؛ پروین نوروزی (1397). «اثرات متقابل اطلاعات حسابداری مدیریت و تکنولوژی تولید بر عملکرد تولید در سازمانهایی با ارزشهای فرهنگی جمعگرا و فردگرا»، مدیریت فرهنگی، ۱۲(۳۹)، صص 81ـ 102.
1
اکبری، محسن؛ غلامرضا محفوظی؛ رضوان هوشمند (1395). «بررسی عوامل مؤثر بر رفتار ناکارآمد و تأثیر آن بر تغییر شغل حسابرسان»، پژوهشهای تجربی حسابداری، 5(3)، صص 103ـ 126.
2
باقری، حدیث؛ دامون رزمجویی؛ الهام ساعی (۱۳۹۷). «رابطة هوش هیجانی و خودکارآمدی مبتنی بر عملکرد شغلی کارکنان»، روانشناسی، ۲۲(۱)، صص 50ـ ۵۶.
3
بنیمهد، بهمن؛ مهدی عربی؛ شیوا حسنپور (1395). پژوهشهای تجربی و روششناسی در حسابداری، تهران، ترمه.
4
حاتمیان، وحید؛ مریم بابازاده، نوید خاتمنژاد (۱۳۹۷). «بررسی تأثیر قابلیت مقایسة صورتهای مالی بر ضریب واکنش سود حسابداری با تأکید بر کیفیت حسابرسی در شرکتهای پذیرفتهشده در بورس اوراق بهادار تهران»، چشمانداز حسابداری مدیریت، ۱۰۴(۴)، صص 87ـ ۱۰۱.
5
حاجیها، زهره؛ الهه خدامرادی (1394). «نقش فرهنگ اخلاقی در عملکرد حسابرسان»، اخلاقدرعلوموفناوری، ۱۱(۳)، صص 125ـ 130.
6
حاجیها، زهره؛ زهرا تقیزاده (۱۳۹۵). «بررسی رابطة فرهنگ سازمانی و میزان اعمال روشهای حسابداری مدیریت در شرکتهای پذیرفتهشده در بورس اوراق بهادار تهران»، مدیریت فرهنگ سازمانی، (۴): صص 1067ـ ۱۰۸۹.
7
داوری، علی؛ آرش رضازاده (1392). مدلسازی معادلات ساختاری با نرمافزار PLS، چ 2، تهران، انتشارات جهاد دانشگاهی.
8
رضایی، نرگس؛ بهمن بنیمهد؛ سید حسین حسینی (۱۳۹۷). «تأثیر هویت سازمانی و حرفهای بر تردید حرفهای حسابرس مستقل»، دانش حسابرسی، ۷۱(۲)، صص 175ـ ۱۹۹.
9
مشعشعی، سید محمد؛ سید عباس هاشمی؛ داریوش فروغی (1397). «تأثیر تفاوتهای فردی حسابرسان بر تعهد حرفهای آنها: بررسی نقش میانجی سازگاری جوّ اخلاقی»، بررسیهای حسابداری و حسابرسی، 25(3)، صص 415ـ 432.
10
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11
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Marc, S. (2016). Individualism/Collectivism Effects on Auditors Estimating Budgeted Audit Hours, Journal of Social & Behavioural Research in Business, 17(2), pp. 19-37.
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55
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56
ORIGINAL_ARTICLE
Explaining the Employees Bullying towards Managers in the Public Sector
Providing appropriate working conditions along with supporting and protecting employees from possible workplace harms are among the main concerns of organizations. Hence, it is necessary to investigate destructive phenomena such as organizational bullying and identify their instances in order to address them via appropriate actions. In the present study, phenomenology was used to identify the phenomenon of employee bullying of the managers or, in other words, the upward bullying. For this purpose, 14 people who had at least 3 years of experience in management in governmental organizations were selected through non-random purposive sampling and were interviewed using semi-structured interviews. Their experiences in this regard were obtained and the data analysis was performed using Collaizzi method. The findings of the study led to the identification of four main dimensions, namely personal bullying, bullying through threats to defame the manager’s professional performance, bullying in terms of threats against the manager’s position, and gender-oriented bullying, along with 21 components of upward bullying. The results of the study showed that the upward bullying in the public sector is a serious challenge for some managers and requires more attention.
https://jomc.ut.ac.ir/article_75980_da18ad4cbf73bce6cb4d7e7022b0d581.pdf
2020-06-21
325
349
10.22059/jomc.2020.285771.1007846
bullying
Upward bullying
Public Sector
phenomenology
Fariborz
Rahimnia
r-nia@um.ac.ir
1
Professor, Faculty of Economics and Administrative sciences, Ferdowsi University of Mashhad, Mashhad, Iran
LEAD_AUTHOR
Hasan
yoosefifar
hyfar.ie84.em91@gmail.com
2
Ph.D. Student, Faculty of Management, Kharazmi University, Tehran, Iran
AUTHOR
انصاری، مریم؛ علیرضا یوسفی؛ محمدحسین یارمحمدیان؛ نیکو یمانی (1386). مقدمات روش تحقیق کیفی: راه و روش نظریهپردازی در علوم انسانی و بهداشت و درمان، اصفهان: انتشارات دانشگاه علوم پزشکی و خدمات بهداشتی و درمانی، صص 86ـ 90.
1
سهرابی، آرزو؛ کاظم حسنزاده؛ زینب مولوی (1397). «نقش قلدری سازمانی در ویژگیهای روانشناختی شغل (درگیری شغل، استرس، و عدم امنیت شغلی (مورد مطالعه: شعب یکی از بانکهای منتخب در استان قم)»، پژوهشهای مدیریت در ایران، 22(3)، صص 159ـ 179.
2
شجاعی، رضا؛ ناصر خانی (1395). «قلدری سازمانی»، تدبیر، 291، صص 21ـ 25.
3
قلیپور، آرین؛ مهدیه بد؛ سمیرا فاخری کوزهکنان؛ حوریه باغستانی برزکی (1388). «رابطة قلدری سازمانی ادراکشده با فشار روانی زنان»، رفاه اجتماعی، 9(34)، صص 187ـ 206.
4
همایونی، عاطفه؛ سید اسماعیل هاشمی؛ عبدالزهرا نعامی؛ کیومرث بشلیده (1394). «رابطة اوباشگری سازمانی با خستگی مزمن و نارساییهای شناختی شغلی»، سلامت کار ایران، 12(2)، صص 1ـ 12.
5
یعقوبی، نورمحمد؛ محمد کوهیخور؛ امینرضا کمالیان؛ مهدی تاجپور (1397). «بررسی تأثیر رفتارهای قلدری سازمانی بر نگرش شغلی و سازمانی»، مدیریت سازمانهای دولتی، 6(2)، صص 117ـ 136.
6
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36
ORIGINAL_ARTICLE
Desiging a Model of the Islamic-Iranian Citizenshp Culture Based on the Metasynthesis Method along with Suggestions for its Development
Two decades into the third millennium, citizenship culture has emerged as a new and controversial subject among sociologists and the scholars of other related areas. Hence, in the past few years scholars have presented several models of the citizenship culture for Western civil society which don’t fit well into the Islamic-Iranian principles of our society. Therefore, the present study aims to provide a model of citizenship culture based on Islamic-Iranian principles using a descriptive-exploratory study via a developmental-applied approach. The statistical population of the study – which is used to assess the content validity of the model - regarded the experts of the field of culture and civil rights practicing within Iran. Fifteen people were selected as the study sample through purposive sampling method. The data collection instrument was the deep library research and an expert questionnaire. Finally, in this study, which was based on a seven-step meta-synthesis approach, a model of citizenship culture based on Islamic-Iranian principles is presented which includes three dimensionsregarding legal issues, duties, and values of citizenship, with 13 main components. Finally, the strategies for the development and enhancement of the culture of Islamic-Iranian citizenship in Iran are presented.
https://jomc.ut.ac.ir/article_73774_b6eb38a65a47b6b2de4bcff8175f4f3d.pdf
2020-06-21
351
377
10.22059/jomc.2019.207184.1007586
Citizenship culture
Citizenship rights
Citizenship duties
Citizenship values
Meta-synthesis
Hamidreza
Khanmohammadi Hezave
dr.h.khanmohammadi@gmail.com
1
Ph.D. holder, College of Farabi , University of Tehran, Qom, Iran
AUTHOR
Hassan
Zarei Matin
matin@ut.ac.ir
2
Professor, College oF Farabi , University of Tehran, Qom, Iran
LEAD_AUTHOR
Mohammad
Mirehei
mirehei@ut.ac.ir
3
Assistant Professor, College oF Farabi , University of Tehran, Qom, Iran
AUTHOR
Seyed Hossein
Akhavan Alavi
akhavan_alavi@ut.ac.ir
4
Assistant Professor, College oF Farabi , University of Tehran, Qom, Iran
AUTHOR
Amin
Faraji
a.faraji@ut.ac.ir
5
Assistant Professor, College oF Farabi , University of Tehran, Qom, Iran
AUTHOR
آﺷﺘﻴﺎﻧﻲ، ملیحه؛ کوروش ﻓﺘﺤﻲ واجارگاه؛ محمد ﻳﻤﻨﻲدوزی سرخابی (1385). «ﻟﺤﺎظ ﻛﺮدن ارزشﻫﺎی ﺷﻬﺮوﻧﺪی در ﺑﺮﻧﺎمة درﺳﻲ ﺑﺮای ﺗﺪرﻳﺲ در دورة دﺑﺴﺘﺎن». ﻧﻮآوری آﻣﻮزﺷﻲ، س 5، 17: صص 67ـ 92.
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ORIGINAL_ARTICLE
An Examination of the Consequences of Employee Engagement in the Iranian Gas Refining Industry through an Ethnographic Approach
This study was carried out with the aim of explaining the employee engagement and its consequences for the Iranian gas refining industry.. The study is an ethnographic endeavor situated within a mixed method research design (qualitative and quantitative). The data obtained through interviews with 16 managers and employees of Parsian Gas Refining Company and the researchers’ own observations in the field of research has been analyzed through thematic analysis. Based on the exploratory analysis of the research data in the qualitative section, the employee engagement was divided into organizational and occupational engagements, and the implications of employee engagement were divided into individual outcomes and organizational consequences. In order to test the fitness of the model, the quantitative part of the study was conducted, in which a researcher-made questionnaire was prepared based on the model developed in the qualitative section. After confirming the validity and reliability of the questionnaire, it was distributed among a sample of 120 managers and experts of Parsian Gas Refining Company who had been selected using stratified random sampling. After collecting the data, the developed model was tested for fitness through structural equation modeling in SMART PLS3 software. The results showed the suitability of the proposed model.
https://jomc.ut.ac.ir/article_73725_6a8c7a53ade6e3c1ab09e98edadc516a.pdf
2020-06-21
379
401
10.22059/jomc.2019.289730.1007906
Employee Engagement
Enthusiastic Employees
Ethnography
Gas Refining Industry
Parsian Gas Refining Company
Ghasem
Bahramikia
g_bahramikia@yahoo.com
1
Ph.D. Student, Mirdamad Campus, University of Isfahan, Isfahan, Iran
AUTHOR
Ali
Safari
a.safari@ase.ui.ac.ir
2
Associate Professor, Faculty of Administrative Sciences and Economics, University of Isfahan, Isfahan, Iran
LEAD_AUTHOR
Ali
Nasr Isfahani
alin@ase.ui.ac.ir
3
Associate Professor, Faculty of Administrative Sciences and Economics, University of Isfahan, Isfahan, Iran
AUTHOR
Omid
Rahmani
omid_rahmani48@yahoo.com
4
Master’s holder in Industrial Management and Head of the Supplying, Planning and Human Resources Planning of Parsian Gas Refining Company, Mohr, Iran
AUTHOR
رستگار، عباسعلی؛ جواد فقیهیپور؛ جواد قلیچلی (1394). تعلقخاطرکارکنان، تهران، دارالفنون.
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