University of TehranOrganizational Culture Management2423-694219220210622Islamic management inspired by the religious science approach Allame Javadi AmoliIslamic management inspired by the religious science approach Allame Javadi Amoli2012267904310.22059/jomc.2020.284707.1007891FAAlinaghiAmiriProfessor, Faculty of Management and Accoundting, College of Farabi, University of Tehran, Qom, Iran0000-0001-6366-0039Journal Article20200516Islamic Management is a mixture of management (as an instance of science) and Islam (as an instance of religion) whose explanation requires a proper understanding of science, religion, and religious science. Efforts have been made in this regard, which have resulted in the formation of religious science approaches in general, and Islamic management in particular. One of the most important of these approaches is Ayatollah Javadi Amoli's religious science viewpoint, which provides a special representation of Islamic sciences (and especially Islamic management) in the scientific world. The purpose of this research is to study the Islamic management and its characteristics based on Ayatollah Javadi Amoli’s religious science theory and its various dimensions, as well as inspirations from the concepts of religion, science, reason, and narrations. The present study is a qualitative, descriptive, and analytical research project. The results of this study include the definition and explanation of Islamic management in four main dimensions: first, in the light of theology and the generalization of the concept of religion, general principles and Islamic teachings, secondly, in the light of science and its scope based on the development of the concept of reason, Thirdly, in the light of philosophy and the relationship between absolute philosophy and complementary philosophy, and fourthly, in the light of the methodology and the relationship between various experimental, rational, mystical, and narrative methods.Islamic Management is a mixture of management (as an instance of science) and Islam (as an instance of religion) whose explanation requires a proper understanding of science, religion, and religious science. Efforts have been made in this regard, which have resulted in the formation of religious science approaches in general, and Islamic management in particular. One of the most important of these approaches is Ayatollah Javadi Amoli's religious science viewpoint, which provides a special representation of Islamic sciences (and especially Islamic management) in the scientific world. The purpose of this research is to study the Islamic management and its characteristics based on Ayatollah Javadi Amoli’s religious science theory and its various dimensions, as well as inspirations from the concepts of religion, science, reason, and narrations. The present study is a qualitative, descriptive, and analytical research project. The results of this study include the definition and explanation of Islamic management in four main dimensions: first, in the light of theology and the generalization of the concept of religion, general principles and Islamic teachings, secondly, in the light of science and its scope based on the development of the concept of reason, Thirdly, in the light of philosophy and the relationship between absolute philosophy and complementary philosophy, and fourthly, in the light of the methodology and the relationship between various experimental, rational, mystical, and narrative methods.University of TehranOrganizational Culture Management2423-694219220210622The Model of the Impact of Organizational Socialization on Responsibility and Ethical Behavior Through the Mediation of Organizational Identity: A Case Study of Faculty MembersThe Model of the Impact of Organizational Socialization on Responsibility and Ethical Behavior Through the Mediation of Organizational Identity: A Case Study of Faculty Members2272507693710.22059/jomc.2020.301461.1008027FAGholamrezaJabbari MaraghoushPhD Student, Department of Educational Sciences, Tabriz Branch, Islamic Azad University, Tabriz, IranJahangirYari Haj AtalouAssistant Professor, Department of Educational Sciences, Tabriz Branch, Islamic Azad University, Tabriz, IranSadeghMaleki AvarsinAssociate Professor, Department of Educational Sciences, Tabriz Branch, Islamic Azad University, Tabriz, IranJournal Article20200422Faculty members play an essential role in university and society and cannot be ignored. The purpose of this study was to assess the causal relationships between organizational socialization and ethical behavior and responsibility with the mediating role of organizational identity among faculty members of Islamic Azad University branches in the West Azarbaijan. The study is applied in terms of purpose and descriptive-correlational in terms of nature and method. The statistical population was comprised of all 695 full-time faculty members in 13 university branches. The Krejcie-Morgan table was used to select 263 people for data collection through proportional stratified random sampling. Four standard questioners were used to gather data, including Taormina’s organizational socialization, Ashforth and Mail’s organizational identity, Swanson and Hill's ethical behavior, and Hatchwar’s Responsibility questionnaires. The content and construct validity of the questionnaires were confirmed and their reliability was found to be at an adequate level using Cronbach's alpha. The results showed a significant and positive relationship between organizational socialization and responsibility and ethical behavior through the mediating role of organizational identity. As a result, organizational socialization, both directly and indirectly through the mediation of organizational identity, can affect the responsibility and ethical behavior of faculty members. Faculty members play an essential role in university and society and cannot be ignored. The purpose of this study was to assess the causal relationships between organizational socialization and ethical behavior and responsibility with the mediating role of organizational identity among faculty members of Islamic Azad University branches in the West Azarbaijan. The study is applied in terms of purpose and descriptive-correlational in terms of nature and method. The statistical population was comprised of all 695 full-time faculty members in 13 university branches. The Krejcie-Morgan table was used to select 263 people for data collection through proportional stratified random sampling. Four standard questioners were used to gather data, including Taormina’s organizational socialization, Ashforth and Mail’s organizational identity, Swanson and Hill's ethical behavior, and Hatchwar’s Responsibility questionnaires. The content and construct validity of the questionnaires were confirmed and their reliability was found to be at an adequate level using Cronbach's alpha. The results showed a significant and positive relationship between organizational socialization and responsibility and ethical behavior through the mediating role of organizational identity. As a result, organizational socialization, both directly and indirectly through the mediation of organizational identity, can affect the responsibility and ethical behavior of faculty members. University of TehranOrganizational Culture Management2423-694219220210622Organizational Inertia as a Barrier to Change: The Application of Grounded Theory to Understand Organizational InertiaOrganizational Inertia as a Barrier to Change: The Application of Grounded Theory to Understand Organizational Inertia2512807912610.22059/jomc.2020.298205.1007993FAMir AliSeyed NaghaviAssociate Professor, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, IranAliPoorbehroozanPhD Student of Human Resource Management, Faculty of Management and Accounting , Allameh Tabataba'i University, Tehran, IranRasoulGhorbanAlizadehMSc. in Industrial Management, Faculty of Management, Arak Branch, Islamic Azad University, Arak, IranJournal Article20200222Purpose: As an open system, the organization must always be ready for change, but there are usually obstacles to change. Therefore, the purpose of this study is to identify and overcome the process of inertia formation. Methodology: The present study is based on an interpretive philosophy, fundamental orientation, qualitative method, and the grounded theory strategy. The statistical population of the study is comprised of managers and employees of small and medium-sized companies active in the office and network equipment industry in Tehran, with 22 participants selected out of these. Results: The research showed that conflicting commitments are the cause of inertia formation. It is characterized by inactivity and channelized thinking that directly influence the formation of strategies. The question of the quality of communication can influence the success or failure of strategies as an intervening factor. If strategies succeed, the inertia of the organization will turn into flexibility. Conclusion: The individuals’ commitment and attachment to phenomena other than change is the reason for resistance to change. Therefore, instead of trying to cope with change, they try to oppose it, and so, attempts to change are thwarted. Such a behavior is a form of personal immunity and security against change, and suchlike conflicting commitments play a central role in the formation of inertia.Purpose: As an open system, the organization must always be ready for change, but there are usually obstacles to change. Therefore, the purpose of this study is to identify and overcome the process of inertia formation. Methodology: The present study is based on an interpretive philosophy, fundamental orientation, qualitative method, and the grounded theory strategy. The statistical population of the study is comprised of managers and employees of small and medium-sized companies active in the office and network equipment industry in Tehran, with 22 participants selected out of these. Results: The research showed that conflicting commitments are the cause of inertia formation. It is characterized by inactivity and channelized thinking that directly influence the formation of strategies. The question of the quality of communication can influence the success or failure of strategies as an intervening factor. If strategies succeed, the inertia of the organization will turn into flexibility. Conclusion: The individuals’ commitment and attachment to phenomena other than change is the reason for resistance to change. Therefore, instead of trying to cope with change, they try to oppose it, and so, attempts to change are thwarted. Such a behavior is a form of personal immunity and security against change, and suchlike conflicting commitments play a central role in the formation of inertia.University of TehranOrganizational Culture Management2423-694219220210622Promoting the Emotional Culture and Quality of Employee-Organization Relationships Through Internal Communication and its Impact on Employee Advocacy in the Hotel IndustryPromoting the Emotional Culture and Quality of Employee-Organization Relationships Through Internal Communication and its Impact on Employee Advocacy in the Hotel Industry2813017644710.22059/jomc.2020.302011.1008038FADavoodGhorbanzadehPhD Student, Faculty of Management, Tehran North Branch, Islamic Azad University, Tehran, Iran0000-0003-3238-8241MohammadTaleghaniAssociate Professor, Faculty of Management and Accounting, Rasht Branch, Islamic Azad University, Rasht, IranAtenaRahehaghPhD Student, Faculty of Management, Tehran North Branch, Islamic Azad University, Tehran, IranJournal Article20200501This study examines how the symmetrical internal communication system and responsive leadership contribute to promoting a positive emotional culture and the quality of employee-organization relationships and its effects on employees' advocacy among hotel frontline staff.The present research is an applied project in terms of purpose, a survey in terms of data collection method, and a correlational study based on structural equation modeling in terms of data analysis method. In order to achieve the aim of the research, the data were collected from 210 frontline employees of Espinas Hotel in Tehran through simple random sampling method. The results of testing hypotheses using SPSS and SmartPLS software indicate that internal communication (i.e., symmetrical communication and responsive leadership) has a positive effect on promoting positive emotional culture and the quality of employee-organization relationships. The positive emotional culture and the quality of employee-organization relationships in turn have a positive effect on employee advocacy.This study examines how the symmetrical internal communication system and responsive leadership contribute to promoting a positive emotional culture and the quality of employee-organization relationships and its effects on employees' advocacy among hotel frontline staff.The present research is an applied project in terms of purpose, a survey in terms of data collection method, and a correlational study based on structural equation modeling in terms of data analysis method. In order to achieve the aim of the research, the data were collected from 210 frontline employees of Espinas Hotel in Tehran through simple random sampling method. The results of testing hypotheses using SPSS and SmartPLS software indicate that internal communication (i.e., symmetrical communication and responsive leadership) has a positive effect on promoting positive emotional culture and the quality of employee-organization relationships. The positive emotional culture and the quality of employee-organization relationships in turn have a positive effect on employee advocacy.University of TehranOrganizational Culture Management2423-694219220210622A Meta-Analysis of the Impact of Employees’ Work Engagement on Their Organizational CommitmentA Meta-Analysis of the Impact of Employees’ Work Engagement on Their Organizational Commitment3033237676510.22059/jomc.2020.302171.1008041FAEnsiyehTorabianPhD Student, Department of Educational Management, Qom Branch, Islamic Azad University, Qom, IranJafarRahmaniAssociate Professor, Department of Educational Management, Qom Branch, Islamic Azad University, Qom, IranSaifullahFazl Elahi GhomshiAssistant Professor, Department of Educational Management, Qom Branch, Islamic Azad University, Qom, IranJournal Article20200505The growth of research in the humanities is clear to everyone. According to many scientists, it is not possible to master all aspects of a subject, so it is important to do research that provides an extract of research on a particular subject in a systematic way. The aim of this study was to provide a quantitative meta-analysis of the results of research conducted in the field of employees’ work engagement and their organizational commitment in Iran. The research method is meta-analysis. After reviewing a large number of related articles and researches on information databases such as SID, Magiran, Irandoc, Civilica, Ricest, Noormags, and Ensani.ir, 20 articles published between 2009 and 2019 were selected. Moreover, a checklist was used to comply with the criteria for feeding and extracting information related to each study. CMA 2analytical software was used to analyze the data. The results showed that the employees’ work engagement has a moderate to high relationship with organizational commitment (with an average effect size of 0.558).The growth of research in the humanities is clear to everyone. According to many scientists, it is not possible to master all aspects of a subject, so it is important to do research that provides an extract of research on a particular subject in a systematic way. The aim of this study was to provide a quantitative meta-analysis of the results of research conducted in the field of employees’ work engagement and their organizational commitment in Iran. The research method is meta-analysis. After reviewing a large number of related articles and researches on information databases such as SID, Magiran, Irandoc, Civilica, Ricest, Noormags, and Ensani.ir, 20 articles published between 2009 and 2019 were selected. Moreover, a checklist was used to comply with the criteria for feeding and extracting information related to each study. CMA 2analytical software was used to analyze the data. The results showed that the employees’ work engagement has a moderate to high relationship with organizational commitment (with an average effect size of 0.558).University of TehranOrganizational Culture Management2423-694219220210622The Relationship Between School Culture and School Effectiveness with the Moderating Role of School Size: A Case Study of Ardabil Province Junior High SchoolsThe Relationship Between School Culture and School Effectiveness with the Moderating Role of School Size: A Case Study of Ardabil Province Junior High Schools3253517693810.22059/jomc.2020.302364.1008045FAAliYousefiPhD Student of Educational Administration, Faculty of Educational Sciences and Psychology, University of Mohaghegh Ardabili, Ardabil, IranAdelZahed BablanProfessor of Educational Administration, Faculty of Educational Sciences and Psychology, University of Mohaghegh Ardabili, Ardabil, Iran0000-0003-3811-2860MehdiMoeinikiaAssociate Professor of Distance Education Planning, Faculty of Educational Sciences and Psychology, University of Mohaghegh Ardabili, Ardabil, IranJournal Article20200509The purpose of the present study was to investigate the relationship between school culture and school effectiveness through the moderating role of school size. The research method was descriptive-correlation and based on structural equation model. The statistical population of the study consisted of all 3064 teachers from 422 schools in Ardebil province's public junior high school teachers in the academic year 2018-19. A statistical sample of 418 people was selected from 202 schools using proportional stratified sampling. Data were collected by school culture questionnaire of Gruenert and Valentine (1998) and school effectiveness questionnaire of Hoy (2009). Their Cronbach's alpha coefficients were 0.94 and 0.90, respectively. The results of correlation coefficient test showed that there is a positive significant relationship between all dimensions of school culture and school effectiveness. Moreover, by applying the structural equation model, it was first shown that the assumed model had an acceptable fit, and secondly, the direct effect and the significant relationship between school culture and school effectiveness were confirmed. Finally, the moderating role of school size on the relationship between school culture and school effectiveness was not confirmed by neither structural equation modeling nor hierarchical regression. According to the results of this study, we might conclude that effectiveness – as a basic goal for schools – is uniformly affected by school culture, regardless of small, medium, and large school sizes.The purpose of the present study was to investigate the relationship between school culture and school effectiveness through the moderating role of school size. The research method was descriptive-correlation and based on structural equation model. The statistical population of the study consisted of all 3064 teachers from 422 schools in Ardebil province's public junior high school teachers in the academic year 2018-19. A statistical sample of 418 people was selected from 202 schools using proportional stratified sampling. Data were collected by school culture questionnaire of Gruenert and Valentine (1998) and school effectiveness questionnaire of Hoy (2009). Their Cronbach's alpha coefficients were 0.94 and 0.90, respectively. The results of correlation coefficient test showed that there is a positive significant relationship between all dimensions of school culture and school effectiveness. Moreover, by applying the structural equation model, it was first shown that the assumed model had an acceptable fit, and secondly, the direct effect and the significant relationship between school culture and school effectiveness were confirmed. Finally, the moderating role of school size on the relationship between school culture and school effectiveness was not confirmed by neither structural equation modeling nor hierarchical regression. According to the results of this study, we might conclude that effectiveness – as a basic goal for schools – is uniformly affected by school culture, regardless of small, medium, and large school sizes.University of TehranOrganizational Culture Management2423-694219220210622Identifying the Factors Influencing the Success of Crowdfunding Behavior: A Case Study Of Investment HouseIdentifying the Factors Influencing the Success of Crowdfunding Behavior: A Case Study Of Investment House3533757624810.22059/jomc.2020.302912.1008050FAElhamAznabMSc. Student, Faculty of Management & Accounting, College of Farabi, University of Tehran, Qom, IranAsefKarimiAssistant Professor, Faculty of Management & Accounting, College of Farabi, University of Tehran, Qom, IranMinaMehrnoshAssistant Professor, Faculty of Management & Accounting, College of Farabi, University of Tehran, Qom, IranJournal Article20200516Crowdfunding is a public call on the Internet to a large population that is accompanied by material and spiritual rewards. The goal of raising micro-capital in the community is to finance a variety of projects. In line with the previous related studies, this study first addressed the factors that affect crowdfunding. Then, in order to identify new factors and endorse results that had been identified in the past, a semi-structured interview with 15 fundraising experts and practitioners working in the Investment House was done (who were selected using purposive sampling). To achieve this goal, qualitative content analysis has been used. According to the results of the analysis of the previous studies and the conducted interview, the factors that influence the successfulness of crowdfunding behavior were identified, including demographic factors, environmental factors, and factors affecting the project. In content analysis, new concepts were extracted from these factors based on interviews that ultimately led to the development of a model that shows factors influencing crowdfunding behavior.Crowdfunding is a public call on the Internet to a large population that is accompanied by material and spiritual rewards. The goal of raising micro-capital in the community is to finance a variety of projects. In line with the previous related studies, this study first addressed the factors that affect crowdfunding. Then, in order to identify new factors and endorse results that had been identified in the past, a semi-structured interview with 15 fundraising experts and practitioners working in the Investment House was done (who were selected using purposive sampling). To achieve this goal, qualitative content analysis has been used. According to the results of the analysis of the previous studies and the conducted interview, the factors that influence the successfulness of crowdfunding behavior were identified, including demographic factors, environmental factors, and factors affecting the project. In content analysis, new concepts were extracted from these factors based on interviews that ultimately led to the development of a model that shows factors influencing crowdfunding behavior.University of TehranOrganizational Culture Management2423-694219220210622Provide a Model to Evaluate the Productivity of knowledge Workers Using the Fuzzy Delphi Method and the Best-Worst Fuzzy Method: A Case Study of Knowledge-Based Companies)Provide a Model to Evaluate the Productivity of knowledge Workers Using the Fuzzy Delphi Method and the Best-Worst Fuzzy Method: A Case Study of Knowledge-Based Companies)3774047972210.22059/jomc.2021.311287.1008153FAMahdiMohammadrezaiPhD Student of Human Resource Management, Science and Research Branch, Islamic Azad University, Tehran, IranMohammad AliSarlakProfessor, Management Department, Payame Noor University, Tehran, IranAbollhassanFaghihiProfessor, Department of Public Administration, Allameh Tabataba'i University, Tehran, IranJournal Article20200516Nowadays, the importance of knowledge management and its impact on various aspects of the organization, including the position of the organization among competitors and gaining a competitive advantage, is increasing. In today's competitive environment, employees who create knowledge and use it to develop the organization and provide better products and services have a significant impact on the productivity of organizations and the organization's position among competitors. Therefore, efforts to increase the productivity of knowledge workers and identify the factors affecting it can have a significant impact on the success of organizations. Although uncertainty in global markets has made it difficult to evaluate accurately the productivity of knowledge workers, an attempt is made in this research to respond to the existing uncertainty by using multi-criteria decision-making methods in a fuzzy environment. To this end, the Delphi method is used to determine the key criteria as viewed by 12 experts of knowledge-based companies and the best-worst fuzzy method is used to evaluate the weight of the Knowledge workers’ productivity criteria. The results show that among the criteria of knowledge workers productivity, the “work conscience, commitment, and responsibility” is the most important criteria for the evaluation of knowledge workers’ productivity. This means that if an organization wants to improve its productivity through its knowledge workers, it must have employees in its organization who are committed to organizational issues to be able to improve the organization's productivity and increase the organization's ability to compete in global markets by solving problems on time.Nowadays, the importance of knowledge management and its impact on various aspects of the organization, including the position of the organization among competitors and gaining a competitive advantage, is increasing. In today's competitive environment, employees who create knowledge and use it to develop the organization and provide better products and services have a significant impact on the productivity of organizations and the organization's position among competitors. Therefore, efforts to increase the productivity of knowledge workers and identify the factors affecting it can have a significant impact on the success of organizations. Although uncertainty in global markets has made it difficult to evaluate accurately the productivity of knowledge workers, an attempt is made in this research to respond to the existing uncertainty by using multi-criteria decision-making methods in a fuzzy environment. To this end, the Delphi method is used to determine the key criteria as viewed by 12 experts of knowledge-based companies and the best-worst fuzzy method is used to evaluate the weight of the Knowledge workers’ productivity criteria. The results show that among the criteria of knowledge workers productivity, the “work conscience, commitment, and responsibility” is the most important criteria for the evaluation of knowledge workers’ productivity. This means that if an organization wants to improve its productivity through its knowledge workers, it must have employees in its organization who are committed to organizational issues to be able to improve the organization's productivity and increase the organization's ability to compete in global markets by solving problems on time.