دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Design and Development of Faculty Talent Management Process Model for Talent-driven Universities طراحی و تدوین مدل فرایند مدیریت استعداد اعضای هیات علمی برای دانشگاه های استعداد محور 5 27 3101 10.22111/jmr.2017.3101 FA فرزانه اقبال دانشجوی دکتری مدیریت آموزشی دانشگاه اصفهان رضا هویدا عضو هیات علمی دانشگاه اصفهان سید علی سیادت عضو هیات علمی دانشگاه اصفهان 0000-0002-4714-5093 حسین سماواتیان عضو هیات علمی دانشگاه اصفهان محمد حسین یارمحمدیان عضو هیات علمی دانشگاه علوم پزشکی اصفهان Journal Article 2017 03 12 Extended Abstract The current paper was to design talent management process model for university faculty members of talent-driven universities. This is an applied qualitative-quantitative study in two stages. In the qualitative phase, the components of talent management were identified using semi-structured interviews with 18 managers and faculty members of Isfahan University, Isfahan Medical Sciences University and Isfahan University of Technology through purposive sampling method with regard to data saturation, and analyzed using content analysis method and deductive inductive approach. In the quantitative phase, the pattern was tested in a survey. The target population includes all faculty members hired by the three universities from 2010 to 2015, respectively. Stratified random sampling method proportional to size was used. The sample size of 130 was calculated using Cochran formula. Then validity and reliability of the questionnaire were evaluated using a questionnaire and variance based structural equation modeling approach. The number of 107 Codes of qualitative research data was extracted and classified in 7 categories. The quantitative findings of this talent management process consisted of seven distinct dimensions of “identifying talent needs, discovery of talent sources, talent attraction, talent potential development, strategic use of talent, talent retention, talent assessment and consistency of talent management activities”. In the end, given qualitative and quantitative data a model for talent management process of faculty members in universities was proposed. Introduction Today, technological and financial sources are no more the only merit of talent-driven organizations; rather, it is believed that human resource is the main competitive advantage and organizational capital. Thus, talent-driven organizations focus on the valuable role of talents in organization; in addition, desired management is critically significant. In the current competitive status and the context mostly characterized with consecutive changes and frequent innovations, the organizations may succeed that recognize the strategic role of human resources and afford expertise, knowledge-oriented, competent, elite, and capable human resources (Armestrang, 2006:18). As organizations are ensured qualified individuals at proper occupational positions by talent management (Collings and Mellahi, 2009; 307); therefore, it is critically important to account for universities and higher education performances playing a strategic role in developing and meeting national objectives. Regarding faculty members are important assets of any university (Daigle & Jarmon, 1997) known as main forces of higher education commitments, knowledge development and technology authorities, trainers (educators) of educating community experts, and in general, development-oriented individuals in terms of overall dimensions of higher education and universities (Hosseininasab, 1994), it may be stated that despite permanent changes in higher education and several recruitment opportunities, recruited faculty members are of the largest sources of universities and faculties. Hence, it is necessary to plan and implement talent management process of faculty members at talent-driven universities such that the best are considered and selected. Further, the best who are the academic elites must be identified, and attracted. Thus, this paper initially reviews literature of talent management; then, it discusses features of talent-driven organizations. Research methodology As research objective is to provide a practical model of talent management process of faculty members at talent-oriented universities; hence, the research applied mix methodology. Research statistical population in term of quality included managers and faculty members of University of Isfahan, University of Medical Sciences, and Isfahan University of Technology. 35 individuals were identified through purposive sampling method; then, according to data saturation criterion and repeated information, 18 individuals were provided by semi-structured interviews. In this interview, the researcher asked pre-determined similar questions by theoretical basics. However, more items were raised during interviews respecting to the interview condition in order to get extended and deeper information of the audience. The interviews were recorded, written down, and typed; then, the text data were coded through MAXQDA ver. 2017. Quality analysis led to extracting 224 codes. 107 codes were finally extracted following multiple review and code integration based on similarity in several steps. Thus, research main themes were extracted through seven classifications. Research quantitative statistical population included 562 individuals of all faculty members attracted in University of Isfahan, Medical Sciences University, and University of Technology from 2010-2015 according to regulations of ‘faculty member attraction at universities and higher education institutes by later recommendations approved by Supreme Council of Cultural Revolution in sessions 608 and 623 in 10 July 2007 and 29 April 2008. 130 research samples were selected through stratified random sampling method through using Cochran formula. Data were analyzed using inferential statistics and modeling structural equations. Validity was verified based on library studying and aid of experts. Reliability was examined using Cronbach alpha coefficient; and the questionnaire internal correlation and research standard constructs were investigated by confirmatory factor analysis. As alpha coefficient obtained 0.97-0.99 for all constructs, the results indicated the questionnaire internal consistency and reliability. Discussion and conclusion The objective of this research was to plan a model for faculty members’ talent management process in talent-driven universities. According to research findings, 7 main classes and 22 subclasses were obtained including identification of talent requirement (identifying the existing gaps between current and future talents of the organization, determining staff general competence, determining staff specific competence); discovering talent sources (talent supply chain management, talent discovering approach, evaluation of talent sourcing options); talent attraction (competence level evaluation (screening and selection), effective factors of talent attraction); talent development (increased potential of learning in organization, education programming along high performance, learning evaluation); talent strategic employing (talent alignment with staff expectations and organization objectives, talent integration and reintegration); talent maintenance (university support, research atmosphere at university, occupational conditions, occupational development); consistency and assessment of management activities (assessment focused on competency framework, evaluation plan focused on insight enhancement, evaluation of significant factors of human resource health); and talent management process of faculty members. It is found out that the aforementioned provided by scholars are consistent with faculty members’ talent management process. At quantitative stage, model was tested according to qualitative findings based on modeling structural equations; factor loading values confirmed all components of talent management process variable. مطالعه حاضر، به منظور طراحی مدل فرایند مدیریت استعداد اعضای هیات علمی برای دانشگاههای استعداد محور انجام گردید. نوع پژوهش از نظر هدف، کاربردی و از نظر روش تحقیق، آمیخته (کیفی-کمی) در دو مرحله میباشد. در مرحله کیفی با استفاده از مصاحبه‏های نیمه ساختار یافته در بین 18 نفر از مدیران و اعضای هیات علمی دانشگاههای اصفهان، علوم پزشکی و صنعتی اصفهان به روش نمونهگیری هدفمند و با توجه به معیار اشباع دادهها، مولفههای مدیریت استعداد شناسایی و به روش تحلیل محتوا و با رویکرد قیاسی – استقرایی تحلیل شد. در مرحله کمی، آزمون الگو با رویکرد پیمایشی انجام شد. جامعه آماری در این بخش شامل تمامی اعضای هیات علمی که از سال 89 تا 94 در این سه دانشگاه جذب شدهاند ، بود. برای نمونهگیری از روش نمونهگیری تصادفی طبقهای متناسب با حجم استفاده شد. حجم نمونه 130 نفر با استفاده از فرمول کوکران برآورد شد. سپس از طریق بکارگیری پرسشنامه محقق ساخته و با استفاده از رویکرد مدلسازی معادلات ساختاری واریانسمحور، بعد از آنکه روایی محتوایی پرسشنامه با استفاده از نظر متخصصان و کارشناسان تأیید قرار گرفت، اعتبار همگرا 53/0 و پایایی پرسشنامه بر اساس ضریب آلفای کرونباخ 81/0 وپایایی ترکیبی 83/0بدست آمد. 107 کد از دادههای تحقیق کیفی استخراج شد که در7 طبقه اصلی دستهبندی گردید. یافتههای بخش کمی نیز سازه فرایند مدیریت استعداد را که شامل هفت بعد مجزا، «شناسایی و تعیین نیازهای استعدادی، کشف منابع استعداد، جذب استعدادها، توسعه تواناییهای بالقوه استعدادها، بکارگیری استراتژیک استعدادها، حفظ و نگهداری استعدادها، ارزیابی و همراستایی فعالیتهای مدیریت استعداد» می باشد، را تایید کرد. در نهایت با توجه به دادههای حاصل از تحقیق کیفی و کمی مدلی برای فرایند مدیریت استعداد اعضای هیات علمی در دانشگاهها، پیشنهاد گردید.

https://jmr.usb.ac.ir/article_3101_2ea02b838b006c464041af848f4f436a.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Developing Customer-Oriented Human Resource Management Model in Manufacturing Industry طراحی الگوی مدیریت منابع انسانی مشتری‌مدار در صنایع تولیدی 29 58 3102 10.22111/jmr.2017.3102 FA سعید رضایی دانشجوی دکتری مدیریت منابع انسانی، دانشگاه خوارزمی سید رضا سید جوادین استاد گروه مدیریت منابع انسانی، دانشگاه تهران اسداله گنجعلی استادیار گروه مدیریت بازرگانی، دانشکده معارف اسلامی و مدیریت، دانشگاه امام صادق (ع) بیژن عبداللهی دانشیار گروه مدیریت آموزشی، دانشکده مدیریت، دانشگاه خوارزمی Journal Article 2017 03 12 Extended Abstract Despite the fact that customer orientation as a strategic orientation has significant role in organization success, customer oriented human resources management has not received enough attention. Also the extant HRM models are generic and not appropriate enough for customer oriented organizations. According to the Systems View, all organizational elements and functions must be aligned with the strategic orientation in order to achieve success. This study aims at developing customer oriented HRM model in manufacturing industry. Materials and Methods It is an applied study using explorative strategy and mix methods. The qualitative data was analyzed using thematic analysis. At the first time, data was coded by MAXQDA and at the second time handy coding was used. Using the related keywords, customer orientation resources including books, book chapters, articles, conference papers and etc. were identified and accessed. All the accessed sources were studied thoroughly and the codes related to the research question were extracted. Then, similar codes were bundled into basic themes. Also, the basic themes were bundled into organizing and global themes. At the second stage of the research, a questionnaire was designed based on the results of the qualitative study and distributed among 20 human resources management expert to measure the themes’ relevance to the proposed model. Discussion and Results Applying thematic analysis, 135 basic themes, 29 organizing themes and 7 global themes have been identified. The extracted themes have been presented and described in a model. Results of the thematic analysis indicate that customer oriented HRM model in manufacturing industry has three main dimensions: content, context and results. Organizational orientation, infrastructures, leadership, organizational culture, and relations constitute the contextual factors of customer focused HRM model. HRM content refers to HR strategy, processes, and functions. Results of the model refer to employee, customer, organization, and society results. The context dimension not only directly influence HR strategy, processes and functions but also directly influence HR results, customer results, organization results, and society results. Also, results of the quantitative data analysis show that all the identified themes are relevant to the model and there is consensus among the experts on the importance of the themes. Conclusion This study presents some new and valuable insights to HR managers and researchers. First customer focused HRM is significantly different from generic HRM. The sub-dimensions and components of the model clearly show that HRM needs a substantially different approach in order to add value and be conducive to customer success. In order for HRM to be effective, HR strategy, processes and functions must be aligned with customer needs and developed in a way that exhibit the importance of customers. Second, customer focused HRM is not merely satisfying employees’ needs in order to satisfy customer needs. Customer focused HRM goes beyond this traditional thinking and focuses on customers’ needs, although it does not ignore the necessity of employee satisfaction. Third, customer focused HRM needs a system view from managers. If HR function is going to contribute to organization’s customer success, the contextual factors including organization’s orientation, infrastructures, leadership, organization’s culture and relations must be conducive to customer orientation. علیرغم اینکه مشتری‌مداری به عنوان یکی از گرایش‌های راهبردی نقش چشمگیری در موفقیت سازمان‌ها ایفا می‌کند اما مدیریت منابع انسانی با رویکرد مشتری‌مداری چندان مورد توجه واقع نشده است. مدل‌های موجود در حوزه مدیریت منابع انسانی نیز فاقد هرگونه جهت‌گیری هستند بطوری که برای سازمان‌های مشتری‌مدار مطلوبیت کافی ندارند. پژوهش حاضر با هدف طراحی الگوی مدیریت منابع انسانی در صنایع تولیدی با رویکرد مشتری‌مداری انجام شده است. این پژوهش از نظر هدف از نوع مطالعات کاربردی به شمار می‌رود که با استراتژی اکتشافی و به روش ترکیبی انجام پذیرفت. برای تحلیل داده‌های بخش کیفی از تحلیل مضمون استفاده شد. داده‌های کیفی یک بار توسط نرم‌افزار MAXQDA و یک بار هم بصورت دستی کد‌گذاری شدند. نتیجه تحلیل داده‌های کیفی، شناسایی 135 مضمون پایه، 29 مضمون سازمان‌دهنده و 7 مضمون فراگیر بود که در قالب یک مدل ارائه شده‌اند. الگوی پیشنهادی دارای سه بُعد بافت، محتوا و نتایج است. یافته‌های بخش کیفی در قالب پرسشنامه سنخیت‌سنجی در اختیار 20 نفر از خبرگان مدیریت منابع انسانی کشور قرار گرفت. نتایج تحلیل بخش کمی نشان می‌دهد تمامی مضامین شناسایی شده با مدل مرتبط هستند و درباره اهمیت آنها بین خبرگان اتفاق نظر وجود دارد.

https://jmr.usb.ac.ir/article_3102_1d75f4626d77d325005a4dba022dc997.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Introducing a Talent Management Model based on Grounded theory (Case Study: Telecom Operator) ارائه مدل مدیریت استعداد به روش نظریه مبنایی (مورد مطالعه: اپراتور تلفن همراه) 59 90 3103 10.22111/jmr.2017.3103 FA آرین قلی پور دانشیار گروه مدیریت دولتی/ دانشگاه تهران نیره افتخار دانشجوی دکتری دانشکده مدیریت دانشگاه تهران Journal Article 2017 03 12 Extended Abstract Changing economic and technological paradigms, causes very significant issues in different industries, especially technology-laden ones, like telecom. One of the most important issues is talent management; acquisition, development and retention of talents. This is because after McKinsey’s talent war notion, many companies, adopt focused efforts and investment in this part of human resource management of their companies. Academic researchers also entered the field and tried to explore different aspect of talent management. However, as Tarique and Schuler (2010) mentioned, there is not enough qualitative research in the field and most of the researches are based on North-America culture. On the other hand, most of the introduced models are manifesting an ideal model of talent management and did not notice the current condition of the phenomenon in the organizations. Based on this issues, we tried to develop a talent management model based on grounded theory for a telecom operator Case of the study The research was conducted in the third mobile operator of Iran. This operator has been chose, because it is younger than others and do not have established talent management procedures Method and Measurement 25 in-depth interview was conducted with different stakeholders of talent management in the case. Interviews was conducted with managers in different levels, professional talents and HR experts. The Research Method was grounded theory, based on Corbin and Strauss (2015) version. The evaluation of the rigor and validity of our results based on this version validity indexes Discussion and Results The final Finding was a comprehensive model of current condition of talent management in the telecom operator. The process model was based on conditions, action-interaction, and consequence parts that is mentioned in Corbin and Strauss (2015) as the ideal type of a process. The talent management procedures, were different in different department based on their managers’ viewpoint. Three category of condition was found: talent characteristics (what is known as talent in organization), management and Organization maturity level. In Action-Interaction, three main procedures of talent management system is introduced (Talen acquisition, talent development and talent retention). The consequence of these action-interaction was employer brand, talents’ self-actualization and organization success. All of this has a cultural background that impact all of the aspects of the model. Conclusion Notice this important point that talent management is not a rigid process in organization and cultural factors affect all of its aspect, is the main conclusion of this paper. The quality of talent management is in direct relation with what organization and departments’ manager think about the subject. So for establishing a talent management system in the organization, the first and the most important aspect is to make a common language on the issue. هدف از این پژوهش با توجه به اهمیت‌یافتن بحث جذب، پرورش و نگهداشت استعدادها در حوزه صنایع فناوری‌محور و نیز فقر نظری حوزه مدیریت استعداد، ارائه مدلی از مدیریت استعداد مبتنی بر وضعیت موجود آن در کشور است. برای انجام این مطالعه، یکی از اپراتورهای تلفن همراه در داخل کشور، به عنوان مورد مطالعه انتخاب شده‌است و با توجه به کمبود تحقیقات کیفی در حوزه مدیریت استعداد با استفاده از روش نظریه مبنایی نسخه 2015 کوربین و اشتراوس، مدل جاری مدیریت استعداد در این شرکت بر اساس مصاحبه با 25 نفر از ذینفعان سیستم مدیریت استعداد (استعدادها، مدیران و کارشناسان منابع انسانی) صورت پذیرفته‌است. مهمترین یافته ‌این پژوهش پویایی فرایندهای متعدد مدیریت استعداد و قرارگیری آنها روی یک طیف، از نامطلوب‌ترین تا مطلوب‌ترین حالت می‌باشد. طراحی این مدل می‌تواند با نمایش وضعیت جاری مدیریت استعداد در سازمان، مسیر را برای حرکت به سمت وضعیت مطلوب مدیریت استعداد هموار نماید و بعلاوه، با توجه به ابعاد فردی، سازمانی و فرهنگی مدیریت استعداد، ادبیات این حوزه را غنا بخشد.

https://jmr.usb.ac.ir/article_3103_de8652cca30289853874bfdb4dd4e5fd.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Develop a model to investigate how the dynamic infrastructure knowledge-based enterprise knowledge management to enhance productivity تدوین الگویی برای بررسی نقش زیرساخت‏های پویای مدیریت دانش بر ارتقاء بهره‏وری شرکت‏های دانش بنیان 91 114 3104 10.22111/jmr.2017.3104 FA سلیمان ایران زاده دانشیار گروه مدیریت صنعتی، دانشگاه آزاد اسلامی واحد تبریز یوسف محمد کریمی عضو هیأت علمی دانشکده مدیریت و حسابداری، دانشگاه پیام نور تهران 0000-0002-0405-7632 Journal Article 2017 03 12 Extended Abstract This study was to examine the direct effects of dynamic capabilities on increasing the productivity of the company's knowledge management due to the effects of other functionality is faced with new results. So, their influence on corporate information systems through complementary relationships with other assets, capacities and capabilities of the company in some capacity. Following this concept, this study is based on a dynamic vision of the capabilities of the underlying mechanisms of effective knowledge management capabilities are examined. In this study, using stratified sampling people were chosen between managers and senior corporate investigated the distribution and using confirmatory factor analysis was assessed validity. Also, structural equation modeling was used to test the hypothesis. The results showed that knowledge management capabilities through the mediating variable absorption capacity and agile supply chain impact on improving company productivity. The results showed that knowledge management capabilities involved in the development of absorptive capacity, however, the results of this study support the hypothesis that a direct link between knowledge management capabilities and supply chain agility is not approved. In other words, the effects of knowledge management capabilities in agile supply chain is fully mediated uptake capacity. The results mediating role of absorptive capacity in the relationship between knowledge management capabilities and supply chain agility shows. This view is consistent with previous research, which assumes that the effects of knowledge management capabilities, as lower-order capabilities to enhance productivity by dynamic capabilities and operational capabilities, the higher the impact. Case study Subject: Develop a model to investigate how the dynamic infrastructure knowledge-based enterprise knowledge management to enhance productivity Researched it in: The study involved 724 managers and experts working in companies active in the field of knowledge management systems that are present in the collection Science and Technology Park of Tehran, Iran. Materials and Methods Using SPSS software by Alpha Test total credit and collection questionnaire was independent and dependent variables. Cronbach's alpha ranging from 81/0 to 90/0, which is higher than the value of the standard 70/0 is a value in the range of 88/0 to 93/0 reliability combined and higher than the standard 7/0. AVE values in the range of 55/0 to 77/0 and more than standard 50/0. The results showed that the measurement model reliability satisfactory. To assess the validity of the method used exploratory factor analysis and confirmatory. Analysis and confirmatory factor analysis showed a correlation between the measurement and data collection was satisfactory. Discussion and Results Based on the results of the structural model can be concluded that there is a fit between the model and data set. Results showed that the structural model of the research hypotheses, (except H4b and H5b) in the relationship between knowledge management capabilities and supply chain agility are confirmed. The results showed that flexible knowledge management infrastructure (36 / 0β =, p <.01) and matched KM (32 / 0β =, p <0.01) had a positive effect on absorption capacity, therefore, hypotheses H4a and H5a are confirmed. In addition, higher supply chain agility (74 / 0β =, p <0.01) and higher absorption capacity (27 / 0β =, p <0.01) had positive effect on improving the company's productivity, thus hypotheses H1 and H2 confirmed are. In addition, the adsorption capacity was positively associated with supply chain agility (61 / 0β =, p <0.01), then it can be concluded that the hypothesis H3 is confirmed. Conclusion The study suggests three roles: First, the study of separate studies on knowledge management, dynamic capabilities, supply chain efficiency and promote the communications company has created and to empirically test their relationships in the context of the supply chain. Second, although knowledge management capabilities have a direct impact on improving the company's productivity, but they indirectly by attracting capacity and agility in their supply chain on it. Third, this study examined how the absorption capacity of the company can be directly and indirectly affected through the formation of supply chain agility. هدف از این پژوهش تدوین الگویی برای بررسی چگونگی تاثیر زیرساختهای پویای مدیریت دانش بر ارتقاء بهرهوری شرکتهای دانش بنیان که در حوزههای مدیریت دانش فعال هستند، میباشد. روش تحقیق در این مقاله از نوع توصیفی-همبستگی است. جامعه آماری تحقیق تعداد 724 نفر از مدیران و کارشناسان شاغل در شرکتهای فعال در حوزه مدیریت دانش و سیستمهای مدیریت دانش می باشد که در مجموعه پارک علم و فناوری تهران حضور دارند. در این تحقیق، با استفاده از روش نمونه گیری طبقه ای-نسبتی با در نظر گرفتن سطح خطای05/0 تعداد 293 نفر انتخاب گردیدند، که در نهایت، اطلاعات 286پرسشنامه صحیح بین مدیران و کارشناسان ارشد شرکت‏های مورد تحقیق توزیع و با استفاده از روش تجزیه و تحلیل عاملی تأییدی روایی پرسشنامهها بررسی شد. مقدارپایایی ترکییی درمحدوده 88/0تا93/0و بالاتر از مقدار استاندارد 7/0 است مقادیرave در بازه 55/0 تا 77/0 و بالاتر از مقدار استاندارد 50/0 است این نتایج نشان می‏دهدکه مدل اندازهگیری دارای پایایی رضایت بخش است. همچنین، برای آزمون فرضیههای تحقیق از مدل معادلات ساختاری استفاده گردید. نتایج تحقیق نشان داد که قابلیتهای مدیریت دانش از طریق دو متغیر میانجی ظرفیت جذب و زنجیره تأمین چابک بر ارتقاء بهرهوری شرکت تأثیر دارند.

https://jmr.usb.ac.ir/article_3104_2b32f04ac09fb8a1d7ee2f279f87941f.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Investigating the Relationship between Quality of work life(QWL) and Professional Ethical Culture Among Managers of Technical and Vocational training Organization of Kerman بررسی رابطه ی بین کیفیت زندگی کاری و فرهنگ اخلاقی در فنی و حرفه ای استان کرمان 115 134 3105 10.22111/jmr.2017.3105 FA مهدی ابراهیمی نژاد دانشیار گروه مدیریت دانشکده مدیریت و اقتصاد، دانشگاه شهید باهنر کرمان فرجام زارع کارشناس ارشد مدیریت دولتی و استاد مدعو دانشگاه پیام نور زهرا رضایی دانشجوی کارشناسی ارشد مدیریت ، دانشگاه شهید باهنر کرمان سید سجاد حسینی دانشجوی کارشناسی ارشد مدیریت ، دانشگاه شهید باهنر کرمان Journal Article 2017 03 12 Extended Abstract Most of people learn ethical norms at home, at school, in Mosqe, or in other social settings. Although people acquire their sense of right and wrong during childhood, moral development occurs throughout the life. human being pass through different stages of growth as they mature. Ethical norms are so ubiquitous that one might be tempted to regard them as simple commonsense. When most people think of ethics (or morals), they think of rules for distinguishing between right and wrong. Organizational culture is a system of shared assumptions, values and beliefs that governs the way people behave in organizations. An organization with a positive culture helps employees learn and grow in their jobs and careers. An organization with an ethical culture promotes ethical behavior among members of the organization. Unethical behavior is any activity by which a member of an organization does not conform to the standards set by the culture of that organization. Ethical Culture is premised on the idea that honoring and living in accordance with ethical principles is central to what it takes to live meaningful and fulfilling lives, and to create a world that is good for all. Practitioners of Ethical Culture focus on supporting one another in becoming better people, and on doing good in the world. Members are committed to personal ethical development in their relationship with others and in activities involving social justice and environmental stewardship. How can Organizations improve ethical culture? Answering to this question is our goal in this research. In this research, we introduce quality of work life as factor that can facilitate conditions in relation to ethical culture. Quality of Work Life is not a unitary concept, but has been seen as incorporating a hierarchy of perspectives that not only include work-based factors such as job satisfaction, paying and wages satisfaction and relationship with work colleagues, but also factors that broadly reflect life satisfaction and general feelings of well-being. Today, improvement of quality of work life play an important role in job satisfaction and organizational commitment . Quality of work life, through providing conditions such as participation in decision making, causes employee's good morale. Managers of organizations who can create a balance between work life and family life lead to appropriate organizational performance. Case study The population of research includes administrative department managers of Technical and Vocational training Organization of Kerman in east of iran (28 members). Because of limitation of population of statistical society, all of them (managers) selected as statistical sample. Materials and Methods Research method is descriptive and correlation. In this research, cross-correlation method was used. Sergei and et al quality of work life questionnaire (2001) and Syngpakdy and Whittle (2008) ethical culture questionnaire have been used to collect the data. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used with the emphasis to internal consistency of data. Alpha coefficient of quality of work life and ethical culture questionnaire was 78% and 82% respectively. Collected data analyzed through Lizrel software. Discussion and Conclusion Findings of the research by lizrel software showed that there is a significant positive relationship between the components of quality of work, salary fairness, justice, cooperation and participation in organizational decisions with ethical culture but no relationship was found between the safety component and job security with ethical culture. Then, the conceptual model has been discussed in two cases of significant numbers and standard estimate. Findings also showed that the conceptual model is an acceptable fit model. Therefore, it can be concluded that managers of the organization through paying attention to components of quality of work life can help ethical culture growth. توجه ویژه به کارکنان سازمانها به عنوان بزرگترین و مهمترین سرمایه و دارایی، طی چند دهه اخیر رشد فراوانی داشته است. بسیاری از تحولات سالهای اخیر که در قالب عدم تمرکز نظام مدیریت، مشارکت کارکنان در فرآیند تصمیم‏گیری و اموری مشابه پدید آمدهاند، همه در جهت افزایش سطح رضایتمندی کارکنان در محیط کار میباشد. این تحقیق روابط بین ابعاد کیفیت زندگی کاری و فرهنگ اخلاقی را مورد بررسی قرار داده است. جامعه آماری این پژوهش مدیران بخشهای اداری اداره کل آموزش فنی و حرفهای استان کرمان میباشد. به علت محدودیت جامعه آماری، از روش سرشماری استفاده شد. در این پژوهش از روش توصیفی- همبستگی استفاده گردید. ابزار جمع آوری دادهها پرسشنامه کیفیت زندگیکاری سرجی و همکاران و پرسشنامه فرهنگ اخلاقی سینگپاکدی و ویتل میباشد. یافته های پژوهش از طریق نرمافزار آماری لیزرل نشان داد که بین مؤلفه های کیفیت کاری، منصفانه بودن حقوق و دستمزد، عدالت، همکاری و مشارکت داشتن در تصمیمات سازمانی با فرهنگ اخلاقی رابطه مثبت و معناداری وجود دارد؛ اما بین مؤلفه ایمنی و امنیت شغلی با فرهنگ اخلاقی رابطهای یافت نشد. در ادامه، مدل مفهومی پژوهش در دو حالت اعداد معناداری و تخمین استاندارد مورد بحث قرار گرفتند و نتایج نشان داد که مدل مفهومی تحقیق از برازش قابل قبولی مدل برخوردار میباشد.

https://jmr.usb.ac.ir/article_3105_b8ab0ae835524604e915765abb75d85f.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 The Mediating Role of Organizational Learning Capability on the Relationship between Knowledge Sharing and Organizational Innovation Capability بررسی نقش میانجی قابلیت یادگیری سازمانی در رابطه بین تسهیم دانش و قابلیت نوآوری سازمانی 135 168 3106 10.22111/jmr.2017.3106 FA محمود قربانی دانشیار گروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران وحید رضا نیشابوری کارشناس ارشد مدیریت، گروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران حمید عرفانیان خانزاده استادیار گروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران محسن یعقوبی دانشجوی دکتری مدیریت منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران 0000-0002-7162-3892 Journal Article 2017 03 12 Extended Abstract Innovation plays an important role in the economic development of individuals, organizations and societies and those who do not keep pace with the rapid changes would probably fail to prosper (Liao, Fei & Liu, 2008: 185). Knowledge sharing is one of the most important factors that leads to innovation. When employees share their knowledge with coworkers, learning opportunities’ possibility increases (Zhou & Li, 2012: 1904). Organizational learning capability is recognized as another important influential factor in organizational innovation (Sheng & Chien, 2016: 2302) and have a significant part in improving organizational performance (Chung, Yang & Huang, 2015, 1217). This study investigates the mediating role of organizational learning capability between knowledge sharing and organizational innovation capability. Case study The cases of study are all employees Agriculture Jihad of Torbat-e-Heydariyeh, Zaveh and Mahvelat. Materials and Methods The population of study included all employees of Agriculture Jihad of Torbat-e-Heydariyeh, Zaveh and Mahvelat and stratified sampling method was applied. The sample of study was determined 107 by Morgan table. The data was collected by three standard questionnaires developed by Chung et al (2015), Sheng and Chien (2016) and Hau, Kim, Lee, and Kim, (2013). Face validity of questionnaire was approved by several specialists. Construct validity was confirmed by average variance extracted (AVE) and transverse loads test. The reliability of questionnaire was approved by Cronbach's alpha and combination coefficient (Dillon- Goldstein). To investigate the reliability of items in partial least squares method, loading test was applied. Most items had loading factor higher than the minimum level 7/0. Normality of variables were analyzed using the Kolmogorov-Smirnov test. Factor analysis and structural equation modeling with partial least squares approach was performed using SMART-PLS. Conclusion The results of H1 indicated that there is a positive significant relationship between knowledge sharing and organizational innovation capability. Therefore, managers of these organizations are recommended to take steps to strengthen knowledge sharing. According to the results of H2, organizational learning capability mediated the relationship between knowledge sharing and innovation capability. It demonstrates Agriculture Jihad of Torbat-e-Heydariyeh, Zaveh and Mahvelat has considered organizational learning capability. Therefore, to improve the organization innovation capability, it is recommended to managers to define some plans for knowledge sharing between employees and use high organizational learning capability to increase innovation capability. هدف اصلی این پژوهش شناسایی رابطه بین تسهیم دانش و قابلیت نوآوری سازمانی با نقش میانجیگر قابلیت یادگیری سازمانی در رابطه بین این دو متغیر است. جامعه آماری این پژوهش شامل کارکنان جهاد کشاورزی سه شهر از خراسان رضوی است. تعداد حداقل حجم نمونه با استفاده از جدول مورگان برابر 107 نفر در نظر گرفته شده و برای نمونهگیری از روش طبقهای متناسب استفاده شده است. ابزار جمعآوری اطلاعات در این پژوهش، پرسشنامه است که از مقالات چانگ و همکاران ، شنگ و چن ، و هایو و همکاران استخراج شده است. روایی صوری، روایی سازه و پایایی سازه پرسشنامهها مورد تایید قرار گرفت. نتایج حاکی از آن هست که بین تسهیم دانش و قابلیت نوآوری سازمانی رابطه معنادار وجود دارد و قابلیت یادگیری سازمانی این رابطه را میانجی می‌کند. بنابراین، پیشنهاد میشود مدیران سازمانی برای ارتقا میزان قابلیت نوآوری سازمانی، برنامههایی برای تسهیم دانش بین کارکنان تعریف نمایند تا به این صورت از میزان یادگیری بالای سازمان در جهت افزایش قابلیت نوآوری استفاده شود.

https://jmr.usb.ac.ir/article_3106_edcdeec16c60a43cb9c778d5a0b980d2.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 The Role of Export Entrepreneurship-oriented Behavior in Firms' Export Performance Promoting by Clarifying Mediator role of Competitive Advantage نقش رفتار کارآفرینی گرایی صادراتی در ارتقای عملکرد صادراتی بنگاه ها با تبیین نقش میانجی کسب مزیت رقابتی 169 193 3107 10.22111/jmr.2017.3107 FA عظیم زارعی دانشیار دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان علیرضا موتمنی دانشیار دانشکده حسابداری و مدیریت دانشگاه شهید بهشتی داود فیض دانشیار دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان اسداله کردنائیچ دانشیار دانشکده اقتصاد و مدیریت دانشگاه تربیت مدرس حسین فارسی زاده دانشجوی دکتری مدیریت بازاریابی بین الملل دانشگاه سمنان Journal Article 2017 03 12 Extended Abstract According to the importance of exporting in today's competitive economic and in to the aim of reaching to the export borders of 105 trillion rials in the vision document in 1404 (Statistical Report Trade Promotion Organization of Iran, 1395), this study aimed at investigating the performance effect of export-oriented entrepreneurial behavior with clarifying the role of competitive advantage among food export companies. Case study This research’s case study population was managers and experts of 36 companies in the food industry. As the population size was limited by the number of people, the population size was equal to population sample. Materials and Methods The present study, in terms of purpose and data collection, was functional and descriptive, respectively. A standard questionnaire was used as a data collecting tool which the Cronbach's alpha was used for examine its reliability. The research model was assessed by structural equation modeling. Discussion and Results The results show that export-oriented entrepreneurial behavior have a significant effect on export performance, and competitive advantage of the firms has a significant impact on export performance; in fact, it can be said, export-oriented entrepreneurial behavior through the competitive advantage of firms exporting compared with the main competitors in the export markets will improve the export performance of these companies. So companies exporting food products in export markets, could provide products / services on the market later than competitors, using the opportunity, more power to respond to new export markets to help improve their export performance. Conclusion The results show that export entrepreneurial oriented behavior has a significant positive influence on export performance, despite the fact that competitive advantage has a mediation role. پژوهش حاضر باهدف مطالعه و بررسی تأثیر رفتار کارآفرینی گرایی صادراتی بر عملکرد صادراتی از طریق نقش میانجی کسب مزیت رقابتی در میان صادرکنندگان محصولات صنایع غذایی انجام پذیرفته است. جامعه آماری در این پژوهش مدیران و کارشناسان 36 شرکت صادرکننده برتر در صنایع غذایی است و با توجه به محدود بودن جامعه، حجم نمونه نیز برابر با حجم جامعه در نظر گرفته‌شده است. ابزار گردآوری اطلاعات پرسشنامه استاندارد بوده که برای طراحی آن از تحقیقات جمبولینگام و همکاران؛ کویوالاینن و همکاران ؛ وانت، برنوشته جی و همکارانش و دیامانتوپولوس و همکاران ، لئونید و لئونید؛ و مگنوسن و همکاران، استفاده‌ شده و برای پایایی آن ضریب آلفای کرونباخ معادل 865/0 به‌دست‌آمده است. تحقیق حاضر از نظر هدف، کاربردی و از نظر نحوه گردآوری داده ها، از نوع توصیفی- پیمایشی است. مدل مورد مطالعه با استفاده از مدل‌سازی معادلات ساختاری و نرم افزار لیزر مورد بررسی قرارگرفته است. نتایج پژوهش نشان می دهد که رفتار کارآفرینی گرایی صادراتی تأثیر مثبت معناداری بر عملکرد صادراتی دارد، این در حالی است که مزیت رقابتی در رابطه فوق نقش میانجی دارد

https://jmr.usb.ac.ir/article_3107_60f2f1aedc5279926cf194bef9f11df5.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 A Performance Evaluation of Mehr Eghtesad Bank Branches Based on the Balanced Score Card (BSC) and Analytic Network Process (ANP) Combined Model ارزیابی عملکرد شعب بانک مهر اقتصاد بر اساس رویکرد BSC وANP (مطالعه شعب بانک مهر اقتصاد استان سیستان و بلوچستان) 195 220 3108 10.22111/jmr.2017.3108 FA الله یار بیگی فیروزی عضو هیات علمی دانشگاه پیام نور Journal Article 2017 03 13 Extended Abstract The Knowledge of the functional status of banks provides the ability to identify the strengths and weaknesses caused the Strategic management act in a more aggressive compared with competitors. In this regard, the present study aimed to evaluate the performance of Mehre Eghtesad’s branches in Sistan and Baloochestan province based on BSC approach and analytic network process (ANP) was done. For this purpose, four performance dimensions, including financial, customer, internal processes and learning and growth were considered. To assess the performance of the branches in terms of financial, internal processes and learning and growth, the actual data contained in the financial statements and documents in 92 were used. And to measure customer dimension a questionnaire based on 5 Likert designed and distributed among each branch separately. In addition to comparing the functional aspects of the BSC and branches in terms of performance, a questionnaire was designed with the scale of 9 by ANP, and distributed among managers, department heads and experts numbered 40. Data analysis by SPSS and Super Decision software showed Iranshahr branch with 0.092 factor won first place. And then Moalemand bazar branches and other branches were the next ranks. Introduction As before, Sistan and Baloochestan Province Mehr Eghtesad Bank only adopts financial index to evaluate its branches’ performance and rate them. A branch with high attraction of resources, appropriate consumption norms, and lower outstanding debts will naturally be more successful. Financial instruments, though, cannot by themselves express customer-oriented policies and employees’ agility in doing their tasks—the facts which refer to a deficit. The present article, thus, is aimed at adoption of the Balanced Score Card (BSC) and Analytic Network Process (ANP) combined model in evaluating the performance of Sistan and Baloochestan Province Mehr Eghtesad Bank Branches in order to present an in-depth evaluation of branches’ performance and rate them by means of four financial, customer, learning and growth, and internal processes Case study Performance of Mehr Eghtesad Bank Branches in Sistan and Baloochestan Province Materials and Methods The present study is descriptive-analytic in its nature, and practical in its purpose. To collect required data and analyze information, library-based investigations, interviews, and questionnaires were employed. Statistical populations of this research include 40 Sistan and Baloochestan Province Mehr Eghtesad Bank managers, branch heads, and employees in order to identify and evaluate relative importance of performance-cantered criteria and sub-criteria. In addition to them, a number of 205 customers were selected to examine their allegiance to and satisfaction form their bank services and products. To select manager and experts, non-probability, purposive judgmental sampling method was adopted. This is taken when collection of technical and accurate data has vital implications, and other probabilistic designs are unable to provide such assistance. Although, due to the fact that we select our sample group from among available technicians, judgmental sampling method may confine generalizability of findings, it is the only method which can be used about the persons who have the information intended by us. In order to distribute questionnaires among our unlimited customers, random stratified sampling method was employed. Here, open and guided interviews based on standard questions were made with a number of bank managers and experts to identify BSC criteria and sub-criteria for evaluation of Mehr Eghtesad Bank branches. Discussion and Results After analyzing the information by the software Super Decision for priorities and performance of Sistan and Baloochestan Province Mehr Eghtesad Bank branches. Conclusion According to the research findings, Iranshahr Branch has obtained the 1st rank at all BSC performance aspects: it is more profit-making, more customer-oriented, and with more motivated, skilled employees. It, moreover, accomplishes its internal processes with the least expenses incurred. آگاهی از وضعیت عملکردی بانک ها امکان ایجاد شناسایی نقاط قوت و ضعف را فراهم آورده و سبب می گردد مدیران استراتژیک به شکل فعالانه تری در مقایسه با رقبا عمل نمایند و سهم بازار بیشتری را به دست آورند. در این راستا تحقیق حاضر با هدف ارزیابی عملکرد شعب بانک مهر اقتصاد استان سیستان و بلوچستان با استفاده از رویکرد BSC و فرآیند تحلیل شبکهای (ANP) انجام گرفت. بدین منظور چهار بعد عملکردی شامل مالی، مشتری، فرآیندهای داخلی و رشد و یادگیری در نظر گرفته شد. جهت سنجش عملکرد شعب به لحاظ ابعاد مالی، فرآیندهای داخلی و رشد و یادگیری از دادههای واقعی موجود در صورتهای مالی و اسناد سال 92 استفاده شد و جهت سنجش بعد مشتری یک پرسشنامه محقق ساخته با طیف 5 تایی لیکرت طراحی، و بین مشتریان هر شعبه به تفکیک توزیع شد. همچنین جهت مقایسه ابعاد عملکردی BSC و مقایسه شعب به لحاظ عملکرد، یک پرسشنامه با مقیاس 9 تایی بر اساس ANP طراحی، و بین مدیران، روسای شعب و کارشناسان به تعداد 40 نفر توزیع شد. تجزیه و تحلیل دادهها بر اساس نرم افزار SPSS و Super Decision نشان داد از دیدگاه مدیران و کارشناسان بانک مهر اقتصاد استان سیستان و بلوچستان بعد مالی با ضریب 52/0 مهمترین معیار جهت ارزیابی عملکرد شعب بانک به شمار میآید و پس از آن ابعاد مشتری، رشد و یادگیری و فرآیندی به ترتیب با 34/0، 10/0 و 05/0 اولویتهای بعدی را دارند. به لحاظ کل ابعاد عملکردی شعبه ایرانشهر با کسب وزن نهایی 092/0 رتبه 1 را به دست آورد. و پس از آن شعب بازار و معلم و سایر شعب قرار گرفتند.

https://jmr.usb.ac.ir/article_3108_2f2d42ca58dc48be4138df5041a7106b.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Evaluation of E-Learning of the virtual learning program from the student's point of view ارزیابی وضعیت یادگیری الکترونیکی واحد آموزش مجازی دانشگاه سیستان و بلوچستان 221 241 3109 10.22111/jmr.2017.3109 FA هادی اسماعیلی مربی و عضو هیئت علمی دانشگاه سیستان و بلوچستان شاهپور رحمانی مربی و عضو هیئت علمی دانشگاه سیستان و بلوچستان احمد کاظمی مربی و عضو هیئت علمی دانشگاه سیستان و بلوچستان مصطفی علی احمدی کارشناس ارشد مدیریت فناوری اطلاعات، دانشگاه سیستان و بلوچستان Journal Article 2017 03 13 Extended Abstract The purpose of this study is to evaluate E-learning of the virtual learning program from the student's point of view in university of Sistan and Baluchestan, It gives a clear picture of the current state of e-learning in the university and provides useful information for the administrators to adopt policies and strategies for improving it. The study has a descriptive-scrolling design and suggests applied objectives. The research population were 108 college students in 2014-2015 academic year. A sample of 84 participants were randomly selected based on Cochran's formula. To collect the data, a researcher- made questionnaire was applied. To determine the validity of the questionnaire, the opinions of professors and experts in the field of study were asked and to estimate the reliability of the questionnaire Cronbach's alpha coefficient was used. The results of the study showed that learners’ individual characteristics and infrastructure factors were desirable, supporting was relatively desirable, and instructional content and evaluation methods were undesirable. Furthermore, investigating the gap between the performance and the importance of each component of electronic learning revealed that all of them had negative gaps. The negative gaps indicate that the students’ expectations are unfulfilled and have to be addressed. Case study: University of Sistan and Baluchestan. Materials and Methods The study has a descriptive-scrolling design and suggests applied objectives. The research population were 108 college students in 2014-2015 academic year. A sample of 84 participants were randomly selected based on Cochran's formula. To collect the data, a researcher- made questionnaire was applied Conclusion The evaluation of e-learning development in universities and educational institutes has always been a concern of educational administrators. The present research aims to study e-learning of virtual learning program from the student's point of view in university of Sistan and Baluchestan. It is hoped to identify the strong and weak points of this program in the university and to suggest some policies the remove the barriers and to improve the present state. To this end, after reviewing the literature and consulting with prominent, professors of the field, five factors of individual characteristics, instructional content, infrastructure, supporting, evaluation and also 33 indexes related to these factors were selected. The results of the study showed that the individual characteristics are desirable which supports salim’s(2007) findings. The results showed that instructional content was undesirable which are in line with findings of Ghaedi(1385), Rastgarpour and Gorgizade(1391) and Noorollahi et al.(1392). It is desirable with respect to infrastructure condition which supports salim’s(2007) findings. With regard to supporting is undesirable which confirms Ghaedi(1385), Noorollahi et al.(1392) and anarinezhad and Mohammadi(1393) findings. Moreover, the study of the gap between performance and importance of each component of e-learning revealed a negative gap. The existence of this negative gap indicates that the student’s expectations are not satisfied and some actions are required from the administrator’s side to fill these gaps. هدف از این پژوهش بررسی وضعیت یادگیری الکترونیکی در واحد آموزش های مجازی دانشگاه سیستان و بلوچستان از دیدگاه دانشجویان این واحد می باشد. پژوهش از نظر هدف کاربردی و از نظر روش توصیفی- پیمایشی می باشد. جامعه آماری تحقیق شامل کلیه دانشجویان واحد آموزش های مجازی دانشگاه سیستان و بلوچستان در سال تحصیلی 93-94 به تعداد 108 نفر می باشد. حجم نمونه آماری مطابق فرمول کوکران، معادل 84 نفر در نظر گرفته شد که به روش نمونه گیری تصادفی، انتخاب شدند. برای اندازهگیری دادهها، از پرسش نامه محقق ساخته استفاده شد. برای تعیین روایی، از نظر اساتید و کارشناسان حوزه مورد مطالعه، و برای تعیین پایایی پرسشنامه از ضریب آلفای کرونباخ (0.921) استفاده شد. نتایج نشان داد که وضعیت یادگیری الکترونیکی از لحاظ ابعاد ویژگی های فردی یادگیرنده و زیرساخت و فناوری مطلوب، از لحاظ پشتیبانی وضعیت نسبتاً مطلوب و از لحاظ محتوای آموزشی و سنجش و ارزیابی از وضعیت نامطلوبی برخوردار می باشد. همچنین بررسی شکاف میان میزان عملکرد و اهمیت هر یک از ابعاد و مؤلفه های یادگیری الکترونیکی، مشخص نمود که تمامی آنها دارای شکاف منفی است.

https://jmr.usb.ac.ir/article_3109_f3e9b24c921e88e44e04d1bb381bb7ac.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 ---Investigating the Effect of Organizational Unlearning on Organizational Performance Given the Mediator Variable of Organizational Agility بررسی تأثیر یادگیری زدایی سازمانی بر عملکرد سازمان با توجه به متغیر میانجی چابکی سازمانی 243 265 3110 10.22111/jmr.2017.3110 FA یوسف محمدی مقدم دانشیار دانشگاه علوم انتظامی امین آذین دادفر کارشناس ارشد مدیریت بازرگانی علیرضا گزمه دانشجوی دکتری مدیریت دانشگاه علوم انتظامی امین Journal Article 2017 03 13 Extended Abstract Today, organizations are faced with rapid changes in the environment which forces them to adapt and select. Rapid technological developments, increasing risks, globalization, and privatization expectations are environmental characteristics that current organizations are faced with them. With these conditions, organizations can survive in a business environment that is more flexible and able to adapt to the environment. The concept of organizational agility is one of the methods that has been taken into consideration by researchers in the last decade. In the past, it was believed that agility was achieved through sophisticated technologies, but recent research findings show that flexible production is dependent on agile people rather than technology dependent (Sherehiy, 2007). Skill and diversity of knowledge are one of the main characteristics of agile organization. Integrating and expanding this knowledge throughout the organization are the challenges which knowledge management is seeking to answer. Especially in environments where the competitive environment is advanced technology and there is also an uncertainty in them. Organizational learning is one of the subsets of knowledge management and is considered as an indicator of survival. The organization will also be faced with a huge amount of useful and useless information which are accumulated in the memory of the organization. in some cases, this additional information has been a barrier to rapid movement and slows down the agility of the organization. So, some of this useless information must be erase intentionally and consciously from the organization's memory or in other word, keep the organization's memory up to learn new knowledge and agility of the organization by unlearning. Unlearning is as important as acquiring new knowledge. So, Lack of ability to unlearning is one of the most important weaknesses of organizations (Hedberg, 1981). Today, Balanced Scorecard Model is one of the approaches used for pathology and performance assessment of organizations, it looks at the performance of the organization with a vast vision. This model evaluates the performance of the organization Based on four financial perspectives, customer, internal processes, and learning and growth. Because it doesn’t focus only on financial perspectives, it can give the results more accurately to the officials of the organization. So that they carry out the necessary measures and adjustments in the direction of the organization's excellence. The current research is aimed at Investigating the Effect of Unlearning on Organizational Performance Through the creation of organizational agility in the branches of Tejarat Bank in Lorestan Province, because the banks in terms of performance gains depend heavily on new technologies and they must respond quickly to environmental changes, in other words, it must be agile and flexible. Case Study The statistical population of this research is all employees (1600 person) of Tejarat Bank in Lorestan Province and 320 persons of them was selected as a statistical sample by using stratified random sampling method. Materials and Methods In terms of purpose, this is an applied research and due to the data collection method, this is a descriptive research. The research method is also a survey research. In addition, the correlation method is used in this research. To collect data, a researcher-made questionnaire was used with three components of organizational unlearning, organizational agility and organizational performance with balanced scorecard approach. The reliability of organizational learning was 0.85, the reliability of organization agility was 0.87 and the reliability of organizational performance was 0.91, which are indicating a desirable reliability. In order to confirm the validity of the questionnaire, in addition to using experts' opinion in this field, Varimax orthogonal was calculated and so the factor loading of all questions was higher than 0.5, the validity of the questionnaire was confirmed. Multivariate regression test and confirmatory factor analysis (software AMOS18) are used to analyze information. Discussion and Results Hypotheses: - Hypothesis 1: Unlearning has a significant effect on organizational performance. - Hypothesis 2: Unlearning has a significant effect on organizational agility. - Hypothesis 3: Organizational agility has a significant effect on organizational performance. The two critical indicators of CR and P are used to test the significance of the hypotheses. Based on the significance level of 0.05, the critical value should be greater than 1.96. Therefore, all hypotheses are confirmed. Conclusion By conducting this research, we concluded that in the studied organization (Tejarat Bank in Lorestan Province), if we achieve organizational agility by unlearning, we will get better performance. Therefore, organizational agility seems to be necessary as a concept to achieve a better functional level. Organizational agility dimensions: the enrichment of the customer, mastering the changes, levering the effect of information and individuals and ultimately cooperation for competitiveness have respectively the most effect on the agility of the organization. Functional dimensions of the balanced scorecard (domestic, customer, financial, growth and learning): Customer, domestic, financial, growth and learning have respectively the most effect on performance. As you can see always the most important factors of performance measurement is not a financial issue. The customer factor has the largest share between the dimensions of agility and performance, because customer satisfaction can be considered very important in the present age, especially in customer-oriented organizations such as banks and also customer satisfaction factor creates a long-term relationship with the organization and as a result, it makes better performance of the organization. Based on the research results, the problem of organizational unlearning is very sensitive, and its correct implementation in the organization's agility path has a positive effect on performance indicators. This means that in unlearning of knowledge useless layers, some knowledge should be remove from the organization which reduces the agility and the competitive advantage of the organization. Therefore, it is suggested that, studying enough about the knowledge that we want to remove in the organization in unlearning in order to remove knowledge layers which undermine the performance of the organization; Helping to increase responsiveness to environmental change and its flexibility with continues research and inspection about obsolete old knowledge and deleting them to the organization; By connecting with the environment, the organization will help attract customers and loyalty in order to get updated information. امروزه تکیه بر دانش قدیمی ضامن دستیابی و حفظ مزیت رقابتی پایدار نبوده و سازمان‏ها باید طرح‏های تازه‏ای را مطرح نمایند. یادگیریزدایی نقطه مقابل یادگیری بوده و سازمان‏ها برای یادگیری دانش جدید باید حافظه‏ی خود را از موارد قدیمی پاک نمایند. یادگیری زدایی یعنی برای حرکت به سوی تطبیق با محیط، نیازمند رها کردن قواعد قدیمی غیر مفید است که عملکرد سازمان را تحت تاثیر قرار می دهند. هدف از پژوهش حاضر بررسی تغییرات عملکردی سازمان ناشی از یادگیری زدایی می باشد، لذا این پژوهش بر حسب هدف از نوع کاربردی و بر اساس روش گردآوری داده‏ها از نوع توصیفی همبستگی است (زیرا هدف بررسی تأثیر و درک الگوهای رفتاری متغیرها می‏باشد.) جامعه آماری این پژوهش کلیه کارکنان بانک تجارت استان لرستان می‏باشد که از طریق روش نمونه‏گیری تصادفی طبقه‏ای، نمونه 320 نفری مورد بررسی قرار گرفتند. برای گردآوری داده‏ها از پرسشنامه با سه گویه یادگیری زدایی سازمانی، چابکی سازمان و عملکرد سازمان با رویکرد کارت امتیازی متوازن با پایایی (90/0=α )استفاده گردید. داده‏ها با استفاده ازSPSS20 AMOS18, از طریق روش تحلیل عاملی تاییدی مورد تجزیه و تحلیل قرار گرفتند. نتایج نشان می‏دهد که یادگیری‏زدایی بر عملکرد سازمان و چابکی تاثیر مثبت و معناداری دارد و یادگیری‏زدایی زمانی بیشترین تاثیر را بر عملکرد سازمان دارد که از آن در راستای چابکی سازمان استفاده گردد.

https://jmr.usb.ac.ir/article_3110_d92198d91789d0ab5be6b85ac9b65c44.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 9 34 2017 02 19 Empirical Test of the Arbitrage Pricing Theory Based on the Downside Risk(D-APT) in the Tehran Stock Exchange آزمون تجربی تئوری قیمت‌گذاری آربیتراژ با رویکرد ریسک نامطلوب (D-APT) در بورس اوراق بهادار تهران 267 292 3111 10.22111/jmr.2017.3111 FA مسلم مرادزاده دانشجوی دکتری مدیریت ، دانشگاه سیستان و بلوچستان محمد نبی شهیکی تاش استادیار دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، محمد اسماعیل اعزازی استادیار دانشکده مدیریت و اقتصاد ، دانشگاه سیستان و بلوچستان Journal Article 2017 03 13 Extended Abstract Arbitrage pricing theory presented by Ross is based on theory of the absence of arbitrage opportunities in financial market and its main condition is the existence of a linear relationship between the actual return and a set of common factors, In this model, asset pricing is based on risk, although the risk source is not just one factor and its not only the market portfolio, But several factors affect the assets which they are called risk factors. In most APT studies, the researchers test the model through using two scales of beta coefficient and variance. But, the experimental evidences indicate the inefficiency of mean-variance framework, which means that stock returns can't be described well by the mean and variance. In this study, in order to identify the inefficiency of variance (standard deviation), for the first time the new standards of semi-variance and downside Beta in form of APT Model called downside arbitrage pricing theory (D-APT) were used. Case study This is an experimental quantitative research based on the regression of composite panels with an efficiency of 97 traded stocks in Tehran Stock Exchange as the dependent variable, and six macro-economic variables as the independent variables from 1384 to 1393; so that these companies are among the major stock industries that their activities have not been interrupted during this period and their fiscal year ends on 29/12 of every year. Materials and methods The dependent variable in the D-APT model is the annual stock return which is calculated in in the form of [min (R_i-R_F, 0)]. To calculate the stock returns derived from RAHAVARD NOVIN 3 software, the required adjustments for dividend, stock awards, priority, and stock splits were conducted. Independent variables are predetermined macro-economic factors involving: exchange rates, stock index, OPEC oil price, the consumer inflation rate and the deposit rate, which are calculated in this way [min (r_i ^ f-R_F, 0)]. To estimate the model, EVIEWS 9 software is used. Results and discussion In the present study, at first, the stability of the variables was examined which the results represented that all variables are stable. Based on the F-LIMER statistic, the model was judged whether it is pool or panel which the findings confirmed the existence of fixed effects in comparison to the least square approximation (to put it simply the findings approved panel data in comparison to the pool ones). After confirming the panel model, the Hausman test was used to determine whether the fixed effects model is more efficient or not. The Hausman test results also indicated that there is no need to use random effects model and fixed effects model should be used. Therefore, the model was estimated based on fixed effects and the final results reflected the negative correlation between the exchange rate and deposit rate variables and the return rate of stock companies, which means that the increase of exchange rate and deposit rate, decreases the return rate and vice versa, as well as the positive relationship between stock index, consumer inflation rate and oil price variables and the rate of return, meaning that with increase of the stock index, consumer inflation rate and oil price, the return rate increases and vice versa. Conclusion Finally, by estimation of D-APT model, it can be concluded that a significance of more than one factor confirms the APT model with a downside risk approach, and this means that more than one factor can explain changes in stock returns. In addition, 27.17 percent of the changes in stock returns is explained by these factors, while 72.83 percent of return changes can indicate the idiosyncratic risk that this amount is the volatility of stock returns in the portfolio of firm that is the specific variance to each firm which has the reasons unrelated to systemic factors, So we can conclude that a large amount of return variance of each portfolio firm has an uncertain cause that for this type of risk, the market does not pay any compensation to investment. Results of determination coefficient indicates lack of adequate performance of APT model based on the Downside Risk in Stock Market. Therefore, it is suggested to the investment companies, investment funds, institutional and real investors to mind both the upside and downside risk dimensions in their analyzes for buying and selling stocks, and also pay attention to the effects of counterproductive economic activities based on downside risk on stock returns. هدف از این پژوهش ارائه یک مدل تعمیم یافته از تئوری قیمت‌گذاری آربیتراژ، تحت عنوان تئوری قیمت‌گذاری آربیتراژ نامطلوب، با استفاده از مفاهیم انحراف معیار نامطلوب و بتای نامطلوب است. این پژوهش با دربرگرفتن بازدهی 97 سهم مورد معامله در بورس اوراق بهادار تهران و متغیرهای کلان اقتصادی، به ارزیابی رابطه بین بازدهی تعدیل‌شده و بتای نامطلوب در دوره 1384 تا 1393 به روش پانل دیتا پرداخته است. یافته‌های پژوهش بیانگر وجود رابطه معنی‌داری متغیرهای نرخ ارز، شاخص بورس، نرخ تورم مصرف‌کننده و نرخ سپرده‌گذاری با بازدهی سهام است و ضرایب هر کدام به ترتیب عبارتاند از 0.45-، 0.20، 1.12 و 2.02- ؛ به‌طوری‌که نرخ ارز و نرخ سپرده‌گذاری رابطه منفی و شاخص بورس و نرخ تورم مصرف‌کننده رابطه مثبتی با بازدهی سهام داشته و مجموعاً 27.17 درصد از تغییرات بازدهی سهام را توضیح می‌دهند. یافتههای تحقیق موید عدم کارایی کافی تئوری قیمت گذاری آربیتراژ در بورس اوراق بهادار تهران میباشد.

https://jmr.usb.ac.ir/article_3111_a3cdc78b4dfae7f58015e1a962b4b205.pdf