This paper aims to provide a fuzzy framework for aligning human resources strategies with busi-ness strategies at The University of Applied Science and Technology. This research is an applied research based on the purpose and the research time horizon is cross sectional. In this research, 15 experts are identified using snowball method. The necessary data are gathered based on 3 questionnaires including Delphi questionnaire, human resources (HR) and business strategic questionnaire. The results show that some couples of HR strategies were aligned with business strategies. Then “if-then” rules are described in FuzzyTech software and the study determines which business strat-egies must be aligned with human resources strategies using the analysis. The paper ends by providing some suggestions based on 16 possible scenarios.

This study examines the relationship between organizational climate and women employees & apos; creativity of Tabriz Red Crescent Organization. The research method is descriptive correlation performed among 120 women employed at the Red Crescent and 100 cases were selected for the proposed study. For data collection, Hoy and Miskel (2005) & apos; s organizational climate and Randsyp creativity questionnaires with 0.78 and 0.82 Cronbach & apos; s alpha coefficients were used. Pearson correlation and multiple regressions were used to analyze research hypotheses. Results showed that there was a significant relationship between two indices of manager and subordinate behaviors and creativity. In addition, in investigating the relationship between climate and creativity components, findings showed that there was a significant relationship only between cooperation and pretending to job dimensions and creativity. This study also has shown that managers & apos; behavior is closed and employees & apos; behavior is more open than managers are.

These days, work is considered as an integral part of the human life and many people spend significant amount of their time in different organizations and departments to earn income. Unlimited organizational pressures and demands facing people have made them allocate much of their time on working. Because of these pressures, people are becoming increasingly subject to workaholism. On the other hand, leaders and managers are trying to improve performance and activities of their respective organizations. Therefore, different concepts such as productivity are turned to the major subject of the management and organizational studies within the same organizations. Note that today changeable and competitive environment and the available limited resources and facilities have turned the concept of productivity into one the most important preoccupations of management within modern organizations. In view of the limited studies and information available in Iran on workaholism and its adverse consequences, the present research intends to investigate and identifies the impacts of workaholism components on human resource productivity. In the present, research the descriptive-survey research method is used and where statistical community includes 130 managers of the East Azerbaijan Water and Waste Company. Using the correlation coefficient and linear regression technique the research tries to investigate the relationships between the concepts of workaholism and human resource productivity and demonstrates how they are applied in above-mentioned community.

For years, the idea of virtue was unfavorable among researchers and virtues were traditionally considered as culture-specific, relativistic and they were supposed to be associated with social conservatism, religious or moral dogmatism, and scientific irrelevance. Virtue and virtuousness have been recently considered seriously among organizational researchers. The proposed study of this paper examines the relationships between leadership, organizational culture, human resource, structure and processes, care for community and virtuous organization. Structural equation modeling is employed to investigate the effects of each variable on other components. The data used in this study consists of questionnaire responses from employees in Payam e Noor University in Yazd province. A total of 250 questionnaires were sent out and a total of 211 valid responses were received. Our results have revealed that all the five variables have positive and significant impacts on virtuous organization. Among the five variables, organizational culture has the most direct impact (0.80) and human resource has the most total impact (0.844) on virtuous organization.

During the past few years, there have been growing interests on intellectual capital due to industrial changes on the market. Thus, identifying different ways to create, manage, and evaluate the impact of intellectual capital has remained an open area of research. One of the most important organizational capabilities, which could help organizations create and share knowledge is to effectively use knowledge to create competitive advantage. The primary objective of this study is to investigate the effects of intellectual capital on other components and their impacts on organizational learning capability. The statistical population includes 500 employees of an Iranian organization. The study uses a sample size including 273 people using Morgan statistical table and Cronbach & apos; s alpha is calculated as 0.838. The results of this survey indicate that human capital, relational capital and learning capabilities have positive impact on organizational performance. In addition, relational capital positively impacts learning capability and human capital influences positively on relational capital.

, , and For years, there has been growing interest on virtues, especially in various organizations and progressive companies are exploring their impacts in generating new, holistic, healthy, and human work environments. Many firms are trying to become more sensitive to the requirements of the community and virtuous concerns such as caring, compassion, integrity and wisdom, and less interested in ideas such as efficiency, profitability and competitive advantage. In other words, most firms are going towards virtuous firms. The primary objective of this work is to detect the drivers and principal components of a virtuous firm to put virtues into practice. The study consists of two parts. In the first part, a Delphi study among the informed individuals is conducted and request them to detect the most effective drivers of virtuous firm, while in the second step, we do an exploratory factor analysis to detect the principal factors influencing virtuous organization. The data implemented in this phase include questionnaire responses. The survey distributes 750 questionnaires and collects 574 valid responses. The factor analysis empirically grouped the drivers of virtuous organization into five factors including Leadership, Human Resource, Organizational Culture, Structure and Processes and Care for Community. These five factors describe approximately 81.305% of the total variance. Finally, we ranked the principal factors extracted from factor analysis.

This research examines contextual, structural and organizational factors, which can facilitate or slow down adoption of innovation in Electronic Banking in the financial Institutions. Three-dimensional model co-structure, co-behavioral, contextual (3C) is used in this research. This schema is a logical model in the categories of models and many of concepts, events and organizational phenomena can be examined. Structural factors including type of the organization of institution, work distribution, preparing mobilization of resources and equipment and risk of decision-making sophistication influence on adoption of Electronic Banking. There are four contextual factors, which contribute in adoption of Electronic Banking including goals, strategies, culture and common norms. The five Behavioral Factors, which affect on electronic banking are connections and relations, skills and personal characters of employees, education, job satisfaction and banking work process. By studying the mentioned factors, we have realized that contextual factors plays important role on adoption of electronic Banking by employee and the behavioral and structural factors have minor impacts. The mentioned proposals are methods, which facilitate the adoption of electronic banking in the country.