University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 The Typology of Generosity in Organization The Typology of Generosity in Organization 589 612 53082 10.22059/jomc.2014.53082 FA Seyed Mahdi Alvani Professor of Allameh Tabatabai University, Tehran, Iran Gholammreza Jandaghi Professor of Farabi Campus University of Tehran, Iran Hassan Zarei Matin Professor of Farabi Campus University of Tehran, Iran Hamidreza Irani Lecthrer, Farabi Campus University of Tehran, Iran 0000-0003-4103-9975 Journal Article 2014 02 20 Generosity is one of the most admirable values in the world. Values have significant effects on the individual and organizational life. The aim of this paper is to introduce the concept of generosity in organization and give answer to 6 important questions (what, why, who, where, when & how) plus consequences of generosity in organization. The most important contribution of this paper is the typology of generosity based on different kind of giver/taker of generosity. To enrich the discussion both Islamic and scientific perspective is described. Because this is a pioneer work in Iran we hope those other scholars develop this new area of research in the future. Generosity is one of the most admirable values in the world. Values have significant effects on the individual and organizational life. The aim of this paper is to introduce the concept of generosity in organization and give answer to 6 important questions (what, why, who, where, when & how) plus consequences of generosity in organization. The most important contribution of this paper is the typology of generosity based on different kind of giver/taker of generosity. To enrich the discussion both Islamic and scientific perspective is described. Because this is a pioneer work in Iran we hope those other scholars develop this new area of research in the future.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 The Effect of Islamic Work Ethics on Organizational Justice, Job Satisfaction and Work Absence of Power Staff Urmia City The Effect of Islamic Work Ethics on Organizational Justice, Job Satisfaction and Work Absence of Power Staff Urmia City 613 633 53083 10.22059/jomc.2014.53083 FA Mohammad Hassani Associate Professor, Faculty of Literature and Humanities, University of Urmia, Urmia, Iranrature and Humanities, Urmia University Marzieh Rahimi MSc, Faculty of Literature and Humanities, University of Urmia, Urmia, Iran Maryam Sameri Assistant Professor, Faculty of Humanities, Islamic Azad University, Urmia Branch. Urmia, Iran Journal Article 2013 11 02 This study was conducted with the aim of examining the impact of Islamic work ethics on organizational justice, job satisfaction and absence from work in the staffs of department of Electrical of Urmia. The population consisted of all staffs of department of Electrical of Urmia that among them, 205 people were selected as samples. Research methods is descriptive correlational and three standardized questionnaire to collect data was used. For data analysis, descriptive statistics (includes mean, standard deviation etc) and inferential statistics includes Pearson correlation coefficient, confirmatory factor analysis and structural equation modeling methods were used. Findings from the study show that between employee's Islamic morality and organizational justice variables, Islamic ethics and job satisfaction, and also between organizational justice and job satisfaction there is a significant positive relationship, and between organizational justice and absence from work there is a negative and significant relationship. However, the results suggest that between Islamic ethics and absence from work there was no significant and negative relationship. In this study, the role of mediator of organizational justice in relationship between Islamic ethics and job satisfaction and the role of mediator of organizational in the relationship between Islamic ethics and absence from work is confirmed. This study was conducted with the aim of examining the impact of Islamic work ethics on organizational justice, job satisfaction and absence from work in the staffs of department of Electrical of Urmia. The population consisted of all staffs of department of Electrical of Urmia that among them, 205 people were selected as samples. Research methods is descriptive correlational and three standardized questionnaire to collect data was used. For data analysis, descriptive statistics (includes mean, standard deviation etc) and inferential statistics includes Pearson correlation coefficient, confirmatory factor analysis and structural equation modeling methods were used. Findings from the study show that between employee's Islamic morality and organizational justice variables, Islamic ethics and job satisfaction, and also between organizational justice and job satisfaction there is a significant positive relationship, and between organizational justice and absence from work there is a negative and significant relationship. However, the results suggest that between Islamic ethics and absence from work there was no significant and negative relationship. In this study, the role of mediator of organizational justice in relationship between Islamic ethics and job satisfaction and the role of mediator of organizational in the relationship between Islamic ethics and absence from work is confirmed.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Relationship between Job Satisfaction, Organizational Entrepreneurship and Organizational Growth in Insurance Companies Relationship between Job Satisfaction, Organizational Entrepreneurship and Organizational Growth in Insurance Companies 635 653 53085 10.22059/jomc.2014.53085 FA Mahmoud Zamani Ph.D. Student, Faculty of Management, University of Tehran, Tehran, Iran Mohammad Haghighi Associate Professor, Faculty of Management, University of Tehran, Tehran, Iran Sharareh Razmjou MSc of Business Management, Allameh Tabatabai University, Tehran, Iran Journal Article 2014 02 18 The purpose of this study is to examine the relationship among job satisfaction, organizational entrepreneurship and organizational growth. The study was a descriptive-co relational, survey research. Insurance Experts of Tehran province was included in this study. A questionnaire was designed and employed to gather the required data. Instrument was given to the faculty of the department of insurance to test for face validity. The findings revel that there is positive relationship among job satisfaction, organizational entrepreneurship and organizational growth. Likewise, as results display implementing staff with high job satisfaction is an effective factor on developing organizational entrepreneurship. The purpose of this study is to examine the relationship among job satisfaction, organizational entrepreneurship and organizational growth. The study was a descriptive-co relational, survey research. Insurance Experts of Tehran province was included in this study. A questionnaire was designed and employed to gather the required data. Instrument was given to the faculty of the department of insurance to test for face validity. The findings revel that there is positive relationship among job satisfaction, organizational entrepreneurship and organizational growth. Likewise, as results display implementing staff with high job satisfaction is an effective factor on developing organizational entrepreneurship.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Investigating the Effect of Organizational Justice and Organizational Citizenship Behavior Mediahe Quality of Work Life Investigating the Effect of Organizational Justice and Organizational Citizenship Behavior Mediahe Quality of Work Life 655 679 53088 10.22059/jomc.2014.53088 FA Hossein Damghanian Assistant Professor, Faculty of Economic, University of Semnan, Semnan,Iran 0000-0002-7576-1862 Sakineh Jafari Ph.D. Student, Faculty of Education and Psychology, University of Semnan, Semnan, Iran Hossein Zabetpoor Ph.D. Student, Faculty of Education and Psychology, University of Semnan, Semnan, Iranon and Psychology, University of Semnan Journal Article 2014 02 22 The purpose of this study was to investigating the effect of organizational justice and organizational citizenship behavior mediated by the quality of work life. Population of the study was all male and female staffs' Mazandaran University (N=419). Research sample was included 156 persons who were selected with random sampling method across staffs' Mazandaran University. For data gathering, the organizational justice, organizational citizenship behavior and quality of work life scale were used and their validity and reliability were calculated and verified. Data analyzed by spss16 and lisrel8.54 software. Results showed that: there is positive and significant relationship between distributive justice and procedural justice and organizational citizenship behavior. There is positive and significant relationship between distributive justice and procedural justice and quality of work Life. There is positive and significant relationship between distributive justice and procedural justice due to the quality of working life and organizational citizenship behavior. The purpose of this study was to investigating the effect of organizational justice and organizational citizenship behavior mediated by the quality of work life. Population of the study was all male and female staffs' Mazandaran University (N=419). Research sample was included 156 persons who were selected with random sampling method across staffs' Mazandaran University. For data gathering, the organizational justice, organizational citizenship behavior and quality of work life scale were used and their validity and reliability were calculated and verified. Data analyzed by spss16 and lisrel8.54 software. Results showed that: there is positive and significant relationship between distributive justice and procedural justice and organizational citizenship behavior. There is positive and significant relationship between distributive justice and procedural justice and quality of work Life. There is positive and significant relationship between distributive justice and procedural justice due to the quality of working life and organizational citizenship behavior.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 The Barriers of Energy Insurance Development in Iran Insurance Industry and Providing Proper Solutions The Barriers of Energy Insurance Development in Iran Insurance Industry and Providing Proper Solutions 681 696 53092 10.22059/jomc.2014.53092 FA Masoomeh Shami MSc of Business Administration, Farabi Campus University of Tehran, Iran Hossein Khanifar Professor, Farabi Campus University of Tehran, Iran Hamidreza Hasanzadeh Associate Professor, Farabi Campus University of Tehran, Iran Journal Article 2013 03 30 Oil industry is the largest economic sector in the country. But despite the insurance role in the Energy Insurance Sector, the insurance industry’s share in the Oil and energy presents an inappropriate combination. Latest analysis and surveys show that during the last three years the premium experience a negative growth in each year with respect to its previous year and it also shows the premium of this field of insurance regarding the aggregate premium of the insurance industry is very low. T herefore the main objective of this research is to observe the reasons for low growth of insurance portfolio in the energy insurance market (oil, gas and petrochemical). To fulfill this goal the effects of some variables such as economic, knowledge, technical, Insurer’s capabilities, research and education as independent variables and low growth of energy insurance as the dependent variable have been taken into account. The research methodology is based on the “data based research” and is descriptive and ex-post facto research and data have been collected by questionnaire with 40 relative questions and population consists of experts and directors in insurance and oil sector. Results regarding the five research questions show the effects of the above factors on energy insurance. Oil industry is the largest economic sector in the country. But despite the insurance role in the Energy Insurance Sector, the insurance industry’s share in the Oil and energy presents an inappropriate combination. Latest analysis and surveys show that during the last three years the premium experience a negative growth in each year with respect to its previous year and it also shows the premium of this field of insurance regarding the aggregate premium of the insurance industry is very low. T herefore the main objective of this research is to observe the reasons for low growth of insurance portfolio in the energy insurance market (oil, gas and petrochemical). To fulfill this goal the effects of some variables such as economic, knowledge, technical, Insurer’s capabilities, research and education as independent variables and low growth of energy insurance as the dependent variable have been taken into account. The research methodology is based on the “data based research” and is descriptive and ex-post facto research and data have been collected by questionnaire with 40 relative questions and population consists of experts and directors in insurance and oil sector. Results regarding the five research questions show the effects of the above factors on energy insurance.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Evolution of Human Resource Strategies Model Evolution of Human Resource Strategies Model 697 718 53095 10.22059/jomc.2014.53095 FA Morteza Ghazanfari Ph.D. Student, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran Mir Ali Seyed Naghavi Associate Professor, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran Journal Article 2014 05 11 One of the main areas of human resource strategy, implementing strategic approach to human resource management and human resource strategy. The purpose of the strategic actions of those activities for innovative human resources programs is to create a close relationship between human resources with strategic objectives designed. The purpose of the strategic view of human resource management is management logic requires the use of human resources and strategic matters or activities that are closely related to organizational goals. Should HR strategies with business strategy level to corporate level strategy and organizational structure are coordinated approach. In this paper, after an overview of the basic concepts of human resources and strategy, human resource strategy and patterns of human resource strategies, human resource strategies for organizations to discuss and complete the model presented and finally deals with the issue of whether the model meets the needs of organizations outsourcing approach. One of the main areas of human resource strategy, implementing strategic approach to human resource management and human resource strategy. The purpose of the strategic actions of those activities for innovative human resources programs is to create a close relationship between human resources with strategic objectives designed. The purpose of the strategic view of human resource management is management logic requires the use of human resources and strategic matters or activities that are closely related to organizational goals. Should HR strategies with business strategy level to corporate level strategy and organizational structure are coordinated approach. In this paper, after an overview of the basic concepts of human resources and strategy, human resource strategy and patterns of human resource strategies, human resource strategies for organizations to discuss and complete the model presented and finally deals with the issue of whether the model meets the needs of organizations outsourcing approach.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 The Influence of Motivation Factors (Including Occupational Factors, Organizational Factors and Personal Factors) on Accountant and Financial Managers and Financial Supervisors Improvement Executive System The Influence of Motivation Factors (Including Occupational Factors, Organizational Factors and Personal Factors) on Accountant and Financial Managers and Financial Supervisors Improvement Executive System 719 739 53097 10.22059/jomc.2014.53097 FA Seyed Hossein Akhavan Alavi Assistant Professor, Farabi Campus, University of Tehran, Iran Mohammad Hossein Rahmati Assistant Professor, Farabi Campus, University of Tehran, Iran Ali Akba Ghanbari MSc of Administration Governmental Tendency Financial, Islamic Azad University, Naragh Branch, Iran Journal Article 2014 03 11 This study is sought to investigate the effects of motivational factors on improving financial monitoring of auditors and financial managers of executive devices in Qom. a statistical population includes 95 auditors and financial managers of Qom executive, and Simple random sampling and statistical sample of research is 65 persons. The aim of the present study is applied research and data gathering practices is descriptive and correlational research. The significant point of this study is to measure the research variables, two questionnaires have been used Motivation Questionnaire (Cronbach's Alpha 0.944 ) was completed by auditors, financial management from managers of executive devices and quality at financial Regulatory questionnaire (Cronbach's alpha 0.984) answered by the court of auditors calculations that After spending are responsible for the financial monitoring. To determine the validity Nominal methods have been used. The results of multiple regression analysis indicated the motivational factors associated with the quality of financial supervision with a correlation coefficient of 0.76. Components of occupational factors (correlation coefficient 0.764) and organizational factors (correlation coefficient 0.828) and personal factors (correlation coefficient 0.844) are related to the quality of financial supervision. This study is sought to investigate the effects of motivational factors on improving financial monitoring of auditors and financial managers of executive devices in Qom. a statistical population includes 95 auditors and financial managers of Qom executive, and Simple random sampling and statistical sample of research is 65 persons. The aim of the present study is applied research and data gathering practices is descriptive and correlational research. The significant point of this study is to measure the research variables, two questionnaires have been used Motivation Questionnaire (Cronbach's Alpha 0.944 ) was completed by auditors, financial management from managers of executive devices and quality at financial Regulatory questionnaire (Cronbach's alpha 0.984) answered by the court of auditors calculations that After spending are responsible for the financial monitoring. To determine the validity Nominal methods have been used. The results of multiple regression analysis indicated the motivational factors associated with the quality of financial supervision with a correlation coefficient of 0.76. Components of occupational factors (correlation coefficient 0.764) and organizational factors (correlation coefficient 0.828) and personal factors (correlation coefficient 0.844) are related to the quality of financial supervision.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Recognize Organizational Culture based on Denison Model (Case: Mills Complex of Shiraz Flour and Dudley (Tina)) Recognize Organizational Culture based on Denison Model (Case: Mills Complex of Shiraz Flour and Dudley (Tina)) 741 761 53099 10.22059/jomc.2014.53099 FA Saeed Pakdel MSc of Management, Shahid Beheshti University, Tehran, Iran Mohsen Ebrahimi Ph.D. Student, Faculty of Management, University of Tehran, Iran Iman Arastoo Ph.D. student of media Management, Islamic Azad University, Science and Research Branch, Tehran, Iran Journal Article 2013 12 03 The research was done to “recognize organizational culture based on Denison Model”. This is a practical research in theoretical view and has descriptive-comparative method. The main instrument for data collection is the standard questionnaire of organizational culture by Denison (2000) that measure four variables such as involvement in work, adaptability, mission and consistency. The statistical society includes 60 people from TINA factory employees and the samples were them, totally. Data analyzed by SPSS software and coefficient of variation method. Results showed that all dimensions and components for TINA factory were below average and inappropriate. Although the best state belongs to adaptability culture whereas the mission culture has the worst state. The research was done to “recognize organizational culture based on Denison Model”. This is a practical research in theoretical view and has descriptive-comparative method. The main instrument for data collection is the standard questionnaire of organizational culture by Denison (2000) that measure four variables such as involvement in work, adaptability, mission and consistency. The statistical society includes 60 people from TINA factory employees and the samples were them, totally. Data analyzed by SPSS software and coefficient of variation method. Results showed that all dimensions and components for TINA factory were below average and inappropriate. Although the best state belongs to adaptability culture whereas the mission culture has the worst state.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 The Impact of Envy on Intention to Leave by Mediation Role of Self- esteem and Uncivil Behaviors The Impact of Envy on Intention to Leave by Mediation Role of Self- esteem and Uncivil Behaviors 763 786 53101 10.22059/jomc.2014.53101 FA Hassan Abedi Jafari Assistant Professor, Faculty of Management, University of Tehran, Iran Elahe Shiezade MSc of Bussness Management, Ferdowsi University of Mashhad, Mashhad, Iran Seyede Samira Seyed Hosseini MSc of Bussness Management, Ferdowsi University of Mashhad, Mashhad, Iran Journal Article 2014 02 12 Psychologists suggest that envy is a negative emotion since it can result in negative consequences for the organization. The objective of this research was to determine the effect of envy on intention-to-leave the job via self-esteem and uncivil behaviors. To this End, 110 Ghaem hospital nurses in Mashhad were chosen as the statistical population. A questionnaire made of 26questions was used. Construct validity was investigated by Confirmatory-Factor-Analysis method and Korunbakh-Alpha coefficient certified the reliability. AMOS software based on Structural-Equation-Modelling method was applied to analyze data. The results of the research showed the mediating variables_ self-esteem and uncivil behaviors_ can't predict nurse’s intention-to-leave and also envy doesn't have impact on it. However envy can positively affect uncivil behaviors and self-esteem. Psychologists suggest that envy is a negative emotion since it can result in negative consequences for the organization. The objective of this research was to determine the effect of envy on intention-to-leave the job via self-esteem and uncivil behaviors. To this End, 110 Ghaem hospital nurses in Mashhad were chosen as the statistical population. A questionnaire made of 26questions was used. Construct validity was investigated by Confirmatory-Factor-Analysis method and Korunbakh-Alpha coefficient certified the reliability. AMOS software based on Structural-Equation-Modelling method was applied to analyze data. The results of the research showed the mediating variables_ self-esteem and uncivil behaviors_ can't predict nurse’s intention-to-leave and also envy doesn't have impact on it. However envy can positively affect uncivil behaviors and self-esteem.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Concept Mapping and Verifying Model of Factors Affecting Utilization of Policy Research in Policy Making Concept Mapping and Verifying Model of Factors Affecting Utilization of Policy Research in Policy Making 787 808 53103 10.22059/jomc.2014.53103 FA Ali Hamidizadeh Assistant Professor, Farabi Campus, University of Tehran, Iran Rahmatollah Gholipour Associate Professor, Faculty of Management, University of Tehran,Iran Journal Article 2013 12 25 The main purpose of this research is designing model of factors that affect utilization of policy research with concept mapping technique and verifying it. For this in three stage, Sequential-Exploratory Mixed Methods Design is used. In first stage, literature review, interview and focus group is used for identifying factors. The analysis is used for analyzing data. In second stage for designing model, concept mapping is used and finally in third stage for verifying model, Conformity factor analysis is used.Population is teachers and researchers of public policy making area and policy makers of Supreme Council of the Cultural Revolution. In different level of multi-level sampling, sequential-Purposive way is used. Sample size is in interview 10, focus group 7, and designing model 19 and verifying it 83.As result shown in designing, the model consist of 18 components and 4 dimensions (context, identity features of researcher, researchers, research users). Also in verifying stage, the model that is designed confirms. The main purpose of this research is designing model of factors that affect utilization of policy research with concept mapping technique and verifying it. For this in three stage, Sequential-Exploratory Mixed Methods Design is used. In first stage, literature review, interview and focus group is used for identifying factors. The analysis is used for analyzing data. In second stage for designing model, concept mapping is used and finally in third stage for verifying model, Conformity factor analysis is used.Population is teachers and researchers of public policy making area and policy makers of Supreme Council of the Cultural Revolution. In different level of multi-level sampling, sequential-Purposive way is used. Sample size is in interview 10, focus group 7, and designing model 19 and verifying it 83.As result shown in designing, the model consist of 18 components and 4 dimensions (context, identity features of researcher, researchers, research users). Also in verifying stage, the model that is designed confirms.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 The Role of Job Behavioral Dimensions on Employee Efficiency and Effectiveness The Role of Job Behavioral Dimensions on Employee Efficiency and Effectiveness 809 830 53104 10.22059/jomc.2014.53104 FA Milad Aghaee MSc of industrial Management, Teacher of Police University, Tehran Reza Aghaee Aghaee Executive master of business administration student, Industrial Management Institute, Tehran Asher Aghaee Assistant professor of system Management, Police University, Tehran Journal Article 2013 10 24 Efficiency and Effectiveness are two effective concepts in performance evaluation of each organization toward reaching to goals with minimum resource consumption. So, this research aims consideration of relationships between behavioral dimensions of job or that is called the topic of organizational behavior or psychology including job stress, job satisfaction, and job interest and job rotation with employee’s efficiency and effectiveness by using a mathematical model. The mentioned criteria relationship evaluation is a kind of multi-criteria decision making problem that systematic transactions between criteria causes internal relationship. So, DEMATEL method is a suitable decision technique for excavation of cause-effect relationships between criteria. In addition to, it can uses in determination of relationships between criteria and managing internal dependencies in a set of criteria. Hence, the current research uses ideas of 10 management specialists and experts in Police University for consideration of relationships between employee and customer, satisfaction and organizational learning, culture and commitment. The results showed that job stress, job satisfaction, job interest and job rotation effects on human efficiency and effectiveness. Job stress is the most effective factor and job rotation is the most impressible factor on the employee efficiency and effectiveness. Efficiency and Effectiveness are two effective concepts in performance evaluation of each organization toward reaching to goals with minimum resource consumption. So, this research aims consideration of relationships between behavioral dimensions of job or that is called the topic of organizational behavior or psychology including job stress, job satisfaction, and job interest and job rotation with employee’s efficiency and effectiveness by using a mathematical model. The mentioned criteria relationship evaluation is a kind of multi-criteria decision making problem that systematic transactions between criteria causes internal relationship. So, DEMATEL method is a suitable decision technique for excavation of cause-effect relationships between criteria. In addition to, it can uses in determination of relationships between criteria and managing internal dependencies in a set of criteria. Hence, the current research uses ideas of 10 management specialists and experts in Police University for consideration of relationships between employee and customer, satisfaction and organizational learning, culture and commitment. The results showed that job stress, job satisfaction, job interest and job rotation effects on human efficiency and effectiveness. Job stress is the most effective factor and job rotation is the most impressible factor on the employee efficiency and effectiveness.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Designing a New Model for Creating Future Scenarios of the Organization Using Scenario Planning (Case: Statistical Center of Iran) Designing a New Model for Creating Future Scenarios of the Organization Using Scenario Planning (Case: Statistical Center of Iran) 831 848 53106 10.22059/jomc.2014.53106 FA Adel Azar Professor, Department of Management, Tarbiat Modares University, Tehran, Iran Mostafa Goharifar MSc of Business Administration, Tarbiat Modares University, Tehran, Iran Asghar Moshabaki Professor, Department of Management, Tarbiat Modares University, Tehran, Iran Journal Article 2014 04 26 This study presents a mixed model (qualitative- quantitative) to create future scenarios of the Statistical Center of Iran. In this study, using the combination of analytic hierarchy process (AHP) and the Delphi method based on Schwartz model, which is one of the most commonly used methods in the field of scenario planning and futures study, identify and prioritize the most important drivers that influencing on future of the Statistical Center of Iran and Finally Future scenarios framework is designed. Using an open questionnaire and interview collected 13 experts of research comments and expert consensus is calculated using descriptive statistics. Consensus has been reached on 14 critical drivers that using AHP prioritized and two drivers that they have the most importance and uncertainty are identified and placing them on the range and framework of scenarios were identified. This study presents a mixed model (qualitative- quantitative) to create future scenarios of the Statistical Center of Iran. In this study, using the combination of analytic hierarchy process (AHP) and the Delphi method based on Schwartz model, which is one of the most commonly used methods in the field of scenario planning and futures study, identify and prioritize the most important drivers that influencing on future of the Statistical Center of Iran and Finally Future scenarios framework is designed. Using an open questionnaire and interview collected 13 experts of research comments and expert consensus is calculated using descriptive statistics. Consensus has been reached on 14 critical drivers that using AHP prioritized and two drivers that they have the most importance and uncertainty are identified and placing them on the range and framework of scenarios were identified.

University of Tehran Organizational Culture Management 2423-6942 12 4 2014 12 22 Abstracts Abstracts 1 12 53317 10.22059/jomc.2014.53317 FA Journal Article 2015 04 15