University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 Analysis of Relationship Between Entrepreneurial Culture and Emotional Intelligence Analysis of Relationship Between Entrepreneurial Culture and Emotional Intelligence 5 31 36638 10.22059/jomc.2014.36638 FA Hassan Zarei Matin Professor, Faculty of Management & Accounting , Farabi Campus University of Tehran Seyed Mohammad Moghimi Professor, Faculty of Management,University of Tehran 0000000298662170 Hadi Ghafoorian PhD candidate, Universiti Teknologi Malaysia (UTM) Journal Article 2011 05 16 The aim of this study is to present a theoretical framework in order to understand the relationship between emotional intelligence constructs and organizational culture. In this research, in addition to the study of emotional intelligence and organizational culture, entrepreneurial culture theoretical basis and its relationship with the emotional intelligence are analyzed. Therefore, the confirmed questionnaire are distributed among 84 number of Qom College University of University of Tehran (N=5) and the data are being analyzed using descriptive and inferential statistical tests. The results show a significant correlation between emotional intelligence and organizational culture(0_/77). Self awareness(0_/82) and self motivation(0_/57) had the most correlation with entrepreneurial culture which complies with the theoretical basis. The aim of this study is to present a theoretical framework in order to understand the relationship between emotional intelligence constructs and organizational culture. In this research, in addition to the study of emotional intelligence and organizational culture, entrepreneurial culture theoretical basis and its relationship with the emotional intelligence are analyzed. Therefore, the confirmed questionnaire are distributed among 84 number of Qom College University of University of Tehran (N=5) and the data are being analyzed using descriptive and inferential statistical tests. The results show a significant correlation between emotional intelligence and organizational culture(0_/77). Self awareness(0_/82) and self motivation(0_/57) had the most correlation with entrepreneurial culture which complies with the theoretical basis.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 An Introduction to Designing and Explaining of Strategic Management Decision Support Model Using DEA and Entropy in Business Organizations An Introduction to Designing and Explaining of Strategic Management Decision Support Model Using DEA and Entropy in Business Organizations 33 61 36639 10.22059/jomc.2014.36639 FA Seyed Hossein Akhavan Alavi Assistant professo,r Faculty of Management and Accounting, Farabi Campus, University of Tehran Masuod Abasi Assistant professor, Faculty of Industrial Engineering, University of Yazd Journal Article 2013 06 01 Strategic control can provide performance support from decision and strategy. Now, appropriate and role of operations research (OR) for strategic support is proved and model is useful tool for fulfill this role. New field of performance and strategy linkage have suitable capacity for this type of modeling. <br />This paper is tried with using case study Research method in the fields of performance measurement (productivity / financial approach) and relation between performance and strategy and also using DEA and entropy and particular heir combination method (Developed by j. Michael Velayas,1992) and modification of that method, explain theoretical basics of designing S.D.S.M process-functional model that results of its implementation provide ability for top managers of business organizations to support from strategies and strategic decisions. Strategic control can provide performance support from decision and strategy. Now, appropriate and role of operations research (OR) for strategic support is proved and model is useful tool for fulfill this role. New field of performance and strategy linkage have suitable capacity for this type of modeling. <br />This paper is tried with using case study Research method in the fields of performance measurement (productivity / financial approach) and relation between performance and strategy and also using DEA and entropy and particular heir combination method (Developed by j. Michael Velayas,1992) and modification of that method, explain theoretical basics of designing S.D.S.M process-functional model that results of its implementation provide ability for top managers of business organizations to support from strategies and strategic decisions.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 The impact of team reflexivity on team performance in project teams The impact of team reflexivity on team performance in project teams 63 84 36640 10.22059/jomc.2014.36640 FA Banafsheh Nadimi Master of Public Admiration, university of Tehran Aryan Gholipour Associate Professor of public Admiration, university of Tehran Shiva Ebneyamini Master of Public Admiration, Allameh Tabatabaei University Journal Article 2013 02 19 Team reflexivity as a conscious reflection on team functioning, is a key factor of team effectiveness. Because reflexivity (including some of the behaviors that) is caused of learning from past mistakes and errors (team learning) improve the performance of the team. The present study attempts to demonstrate the key role of the team reflexivity on team performance (especially in a project team with complex tasks in an environment with high uncertainty). In this regard, impact of team reflexivity on team  performance (considering the intervention role of team learning) in 44 five-member project team (including 220) were studied in Tehran. The findings supported a significant positive impact of team reflexivity on team performance through team learning. Furthermore, the findings also showed feedback seeking has a moderating impact on the effect of team reflexivity on team performance. Team reflexivity as a conscious reflection on team functioning, is a key factor of team effectiveness. Because reflexivity (including some of the behaviors that) is caused of learning from past mistakes and errors (team learning) improve the performance of the team. The present study attempts to demonstrate the key role of the team reflexivity on team performance (especially in a project team with complex tasks in an environment with high uncertainty). In this regard, impact of team reflexivity on team  performance (considering the intervention role of team learning) in 44 five-member project team (including 220) were studied in Tehran. The findings supported a significant positive impact of team reflexivity on team performance through team learning. Furthermore, the findings also showed feedback seeking has a moderating impact on the effect of team reflexivity on team performance.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 Managing product variety in the apparel supply chain; A concurrent engineering approach Managing product variety in the apparel supply chain; A concurrent engineering approach 85 109 36641 10.22059/jomc.2014.36641 FA Meisam Shahbazi PhD candidate in production and operations management, AllamehTabataba’iUniversity Ali Khatami Firouzabadi Associate Professor in AllamehTabataba&#039;i University management School,Department of industrial management Jahaniar BamdadSoofi Assistant Professor in AllamehTabataba&#039;i University management School, Department of industrial management Abolfazl Kazazi Associate Professor in AllamehTabataba&#039;i University management School, Department of industrial management Journal Article 2013 04 28 Providing wider variety of products often leads to higher complexity in the manufacturing and business system. Finding appropriate methods and techniques to manage these difficulties is going to be an attractive topic for researchers in operations management. By adopting a qualitative approach we have investigated the product variety management in the apparel supply chain. The main contributions of this research are as follow: (1) identification and assortment of dimensions of product variety in the apparel products, (2) developing variety reduction model along the apparel supply chain, and (3) introducing a descriptive framework to fill the variety gaps, in different levels of decision making. Providing wider variety of products often leads to higher complexity in the manufacturing and business system. Finding appropriate methods and techniques to manage these difficulties is going to be an attractive topic for researchers in operations management. By adopting a qualitative approach we have investigated the product variety management in the apparel supply chain. The main contributions of this research are as follow: (1) identification and assortment of dimensions of product variety in the apparel products, (2) developing variety reduction model along the apparel supply chain, and (3) introducing a descriptive framework to fill the variety gaps, in different levels of decision making.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 Identifying the Challenges of Organizational Culture and Practical Solutions to Change Case: Governmental Organizations of Tehran Identifying the Challenges of Organizational Culture and Practical Solutions to Change Case: Governmental Organizations of Tehran 111 135 36642 10.22059/jomc.2014.36642 FA Arash Rastehmoghadam PhD Student in Educational Administration, Department of Education and psychology, Allameh Tabatabaee University Hamid Rahimian Assistant Professor, Department of Education and Psychology, Allameh Tabatabaee University Abbas Abbaspoor Assistant Professor, Department of Education and Psychology, Allameh Tabatabaee University Journal Article 2013 04 09 Culture is one of the basic concepts of organizational behavior in macro level which has been borrowed from anthropology and organizational sociology. This concept is the result of interpretative paradigm in organization and management studies and is one of the Morgan’s organization metaphors. The purpose of this research is to identify the challenges of organizational culture in governmental sections of the Tehran city. The research strategy is survey and the research tool is a questionnaire developed by investigators based on “Robbins” model. The face validity and reliability of the model is confirmed (alpha=0.92). The level of analyze is organizational values. The statistical population is the employees of governmental organizations of the Tehran city. The sample size is 1008 which is selected by stratified sampling. Descriptive statistics and inferential statistics (dependent t-test) are used for data analysis. The results of research show challenges in all organizational culture components. This article ends with the explanation of research results and solutions for change regarding the new models of organizational change. Culture is one of the basic concepts of organizational behavior in macro level which has been borrowed from anthropology and organizational sociology. This concept is the result of interpretative paradigm in organization and management studies and is one of the Morgan’s organization metaphors. The purpose of this research is to identify the challenges of organizational culture in governmental sections of the Tehran city. The research strategy is survey and the research tool is a questionnaire developed by investigators based on “Robbins” model. The face validity and reliability of the model is confirmed (alpha=0.92). The level of analyze is organizational values. The statistical population is the employees of governmental organizations of the Tehran city. The sample size is 1008 which is selected by stratified sampling. Descriptive statistics and inferential statistics (dependent t-test) are used for data analysis. The results of research show challenges in all organizational culture components. This article ends with the explanation of research results and solutions for change regarding the new models of organizational change.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 The Study of Current State of Entrepreneurial Organizational Culture in Iran`s Public Sector and Recommendations to Improve It The Study of Current State of Entrepreneurial Organizational Culture in Iran`s Public Sector and Recommendations to Improve It 137 158 36643 10.22059/jomc.2014.36643 FA Mehdi Yazdanshenas Assistant Professor, Faculty of Human Sciences, Department of Management, Hazrate Masoumeh University Journal Article 2013 03 10 Today, governments are looking for efficient and innovative mechanisms in different departments of administrative system. It seems that old approaches are not effective anymore and public bureaucracies have faced with necessities of change, transformation, creativity, initiation, and, innovation. In this regard, introducing entrepreneurship theories within public sector is a relative new approach. It seems that many factors affect the effective use of entrepreneurial approach in public sector organizations and culture can play a vital role in this effective application. This paper tries to provide guidelines for improving current state of Iranian public sector organizations through descriptive survey of organizational entrepreneurship and entrepreneurial culture within these organizations. Statistical population consists of top executives of 27 Iranian public organizations and data were gathered through questionnaire and also through interviewing with these executives and were analyzed by inferential statistical techniques. Findings show that studied organizations are not in favorable situation regarding entrepreneurship and entrepreneurial culture. This organizational entrepreneurship should be promoted in the base of entrepreneurial culture characteristics. The results of structural equations modeling comfirm the effects of dimensions of entrepreneurial culture on organizational entrepreneurship. Today, governments are looking for efficient and innovative mechanisms in different departments of administrative system. It seems that old approaches are not effective anymore and public bureaucracies have faced with necessities of change, transformation, creativity, initiation, and, innovation. In this regard, introducing entrepreneurship theories within public sector is a relative new approach. It seems that many factors affect the effective use of entrepreneurial approach in public sector organizations and culture can play a vital role in this effective application. This paper tries to provide guidelines for improving current state of Iranian public sector organizations through descriptive survey of organizational entrepreneurship and entrepreneurial culture within these organizations. Statistical population consists of top executives of 27 Iranian public organizations and data were gathered through questionnaire and also through interviewing with these executives and were analyzed by inferential statistical techniques. Findings show that studied organizations are not in favorable situation regarding entrepreneurship and entrepreneurial culture. This organizational entrepreneurship should be promoted in the base of entrepreneurial culture characteristics. The results of structural equations modeling comfirm the effects of dimensions of entrepreneurial culture on organizational entrepreneurship.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 Identifying the Affecting Factors on Organizational Cynicism and Measuring Them in Qom Universities Identifying the Affecting Factors on Organizational Cynicism and Measuring Them in Qom Universities 159 180 36644 10.22059/jomc.2014.36644 FA Hamid Zare Assistant Professor, Farabi Campus, University of Tehran Zolfa Haghgooyan PH.D Student in Management, Farabi Campus University of Tehran Zahra Karimi Asl Training Expert, Farabi Campus University of Tehran Journal Article 2012 11 19 Organizational cynicism is one of the issues that attract the interest of behavioral scholars and scientists because of its impact on the Organizational performance. The goal of this research is measuring the level of organizational cynicism in employees of Qom universities. In terms of goal, this is an applied research while it is a descriptive survey-type in terms of data collection method. To measure the affecting factors on organizational cynicism in employees of Qom universities a questionnaire is used. To analyze data and examine the constituents and indices, T- test is applied. Research findings indicate that the organizational factors in terms of importance are in average status, the effect of individual and Environmental factors on organizational cynicism is lower than job factors. Likewise, the findings indicate that the extent of organizational cynicism in employees of Qom universities is not higher. Organizational cynicism is one of the issues that attract the interest of behavioral scholars and scientists because of its impact on the Organizational performance. The goal of this research is measuring the level of organizational cynicism in employees of Qom universities. In terms of goal, this is an applied research while it is a descriptive survey-type in terms of data collection method. To measure the affecting factors on organizational cynicism in employees of Qom universities a questionnaire is used. To analyze data and examine the constituents and indices, T- test is applied. Research findings indicate that the organizational factors in terms of importance are in average status, the effect of individual and Environmental factors on organizational cynicism is lower than job factors. Likewise, the findings indicate that the extent of organizational cynicism in employees of Qom universities is not higher.

University of Tehran Organizational Culture Management 2423-6942 11 4 2014 02 20 The effect of Organizational Justice and Organizational Climate on Counterproductive Behaviors The effect of Organizational Justice and Organizational Climate on Counterproductive Behaviors 181 197 36645 10.22059/jomc.2014.36645 FA Hajar Barati Ph.D of Psychology, Educational Science and Psychology College, Department of Psychology, University of Isfahan. Hamidreza Oreyzi Assistance professor, Educational Science and Psychology College, Department of Psychology, University of Isfahan Azar Barati MSc Student of Industrial Management, Management College, Department of Management, University of Isfahan Kamran Sarhangi Department of Management,Urmia Branch, Islamic Azad University, Urmia. Hamidreza Ranjbar Master of Public Administrator, Farabi Campus, University of Tehran. Journal Article 2013 04 22 The behaviors of employees in organizations must be in product direct. But sometimes this behaviors not only isn`t in product way, but also disrupt product process. In spite, some factors like suitable organizational climate and existence of organizational justice can buffer these disruptive behaviors. The aim of current study was to investigate the effect of organizational climate and organizational justice on counterproductive behaviors in one of the companies of Isfahan City. Method: The sample consisted of 132 personnel of this company that were selected randomly. The instruments used in this research consisted of Organizational Climate Questionnaire, Organizational Justice Questionnaire and Counterproductive Behaviors Checklist. Finding: The result showed that there were negative relationships between counterproductive behaviors with organization and innovative climate, cooperative climate, distributional justice, and procedural justice. Also there were negative relationships between counterproductive behaviors with individual and cooperative climate and, procedural Justice. Also innovative climate, cooperative climate and distributional justice have direct and procedural justice has indirect effect on counterproductive behaviors. Conclusion: Based on finding, organizations can buffer disruptive and counterproductive behaviors by encouraging innovation and cooperation and developing fair procedures and distributions. The behaviors of employees in organizations must be in product direct. But sometimes this behaviors not only isn`t in product way, but also disrupt product process. In spite, some factors like suitable organizational climate and existence of organizational justice can buffer these disruptive behaviors. The aim of current study was to investigate the effect of organizational climate and organizational justice on counterproductive behaviors in one of the companies of Isfahan City. Method: The sample consisted of 132 personnel of this company that were selected randomly. The instruments used in this research consisted of Organizational Climate Questionnaire, Organizational Justice Questionnaire and Counterproductive Behaviors Checklist. Finding: The result showed that there were negative relationships between counterproductive behaviors with organization and innovative climate, cooperative climate, distributional justice, and procedural justice. Also there were negative relationships between counterproductive behaviors with individual and cooperative climate and, procedural Justice. Also innovative climate, cooperative climate and distributional justice have direct and procedural justice has indirect effect on counterproductive behaviors. Conclusion: Based on finding, organizations can buffer disruptive and counterproductive behaviors by encouraging innovation and cooperation and developing fair procedures and distributions.