Building strong commitment among organizational employees plays an important role in reducing delays and displacement. It can also increase employee efficiency, employees & apos; mental freshness and manifesting both organizational admirable targets and personal goals. The purpose of this study is to detect and to forecast the impact of organizational climate on level of organizational commitment among staff education in city of Kermanshah located in west part Iran. The survey designs questionnaires and collects necessary information using a descriptive survey. The statistical population includes all 921 employees who were either enrolled in administration level or work as teacher in all areas of city of Kermanshah. The study selects 300 individuals from the statistical population randomly. The proposed model of this paper uses factor analysis to determine the most important factors influencing organizational commitment and Cronbach alpha is used to validate the results. The results show that there is a significant relationship between the components of role and paying enough attention to goals, the variable organizational climate, and the whole variable dimensions of organizational commitment. The other observation is that there was a weak relationship with some components of social commitment, and there was not any significant relationship with other aspects. Results of multivariate regression analysis shows that there was a high correlation between organizational climate and social commitment (t-student=6.208).

The purpose of this paper is to study the effect of "emotional intelligence" on "organizational learning" among employees who work for Jihad Agriculture organization of Isfahan. The statistical population includes 500 employees of the organization and a sample of 217 people are selected from these people using Morgan statistical tables for a period of 6 months of second half of 2011. Therefore, the research method is descriptive- survey, the type of correlation. For data collection the Wesinger Emotional Intelligence Questionnaire and organizational learning questionnaire was used. Validity of the questionnaire was confirmed by a number of university professors. The reliability was obtained with Cronbach & apos; s alpha coefficient for the first questionnaire, 0.813 and for the second questionnaire, 0.786. By using Correlation coefficient and multiple Regressions by SPSS software the data were analyzed. Results in a significant level of 99% showed that emotional intelligence had a significant effect on organizational learning.

This paper identifies and analyzes barriers of customer relationship management (CRM) implementation in SMEs. Hence, based on a comprehensive review of the literature and gathering the viewpoint of experts, the influencing barriers are identified. In order to analyze the identified barriers, DEMATEL methodology is applied and a causal model of the relationships between barriers is developed. Furthermore, based on the DEMATEL results the barriers are also categorized into two groups of driver and dependent. The results of study show that inadequate budget, organization culture, obligation of major management to CRM and inadequate access to modern technical knowledge are among effective impediments and play important role in successful establishment of customer relationship management system.