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Abstract:
As we know, nowadays among the enterprise resources, “human resources " are the most important factor and the most valuable asset of any organization. In modern period human is seen as “never-ending capital” that is, manpower is the major root to improve the quality and efficiency of any organization. Therefore, manpower is the organizational strategic resource and it is considered as an important component of strategic planning issues. Considering the importance of human resource and necessity of planning the issue, it is obvious that there must be a certain standard in personnel with institutional standards of practice.
Methodology: This survey studies the condition of personnel and the approved organization in different departments of Mazandaran University of Medical Sciences, compares it with manpower standards in country, then giveS some suggestion on improving the condition of manpower in University of Medical Sciences and Mazandaran Medical Institutions in 2012 with comparison methods. In this study, data from two questionnaires, one from the staff of the University and the other details concerning the number of positions (rows), had been collected and completed directly by the researcher. The aim of this study was to assess and describe the status of University of Medical Sciences with respect to manpower with organizational structure and a comparison of existing situation with favorable situation. This study with adaptive methods investigates manpower and organizational chart then compares them with the existing standards. The method that was chosen for this study, due to its compatibility with the nature of research, is a descriptive one and questionnaires and observation were used to collect data. Information on the situation of manpower and the organization has been collected through partnership working in the Enforcement Unit and University Health Network, and the collected data was inserted into SPSS software then the binomial test was used to analyze data.
Findigs: The results showed that about 59.8 percent of manpower compared to the formal treaty workforce based on organizational and the peak of organizational positions, had a positive attitude. The involvement of manpower in the contract in order to perform the duties of organizational positions with the maximum of ten percent (10%), had a negative attitude toward organizational positions. 65.3 percent of manpower do not know the criterion and standard to measure the manpower according to rules and regulations. 69.6 percent of manpower believe that structures and the peak of approved organizational positions at least after one or at most after two 5-years projects, with respect to policies and new rules was not reviewed or reaccepted.

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This research studies the effect of Organizational structure on: job performance, organizational citizenship behavior, job satisfaction, and job motivation; while the task complexity, growth needs strength and perceived environmental uncertainty are seen as moderator variables. Statistical population includes in employees of Rural and Municipal Organization, and statistical sample of this research included in 102 employees that selected through Stratified Sampling. The variables in this study measured by standard questionnaires and analyzed by Descriptive and Inferential statistics methods. Pearson correlation coefficient, linear and multivariable regression are used as methods to analyze the data. The results indicate that organizational formalization has a significant, negative relationship with job satisfaction; and the organizational complexity has a significant, positive relationship with organizational citizenship behavior and job satisfaction. We can assume that, subject to the effect of moderator variables, when an employee have low growth need there is a significant, positive relationship between organizational complexity and job performance; whereas when the employee have low task complexity there is a significant positive relationship between organizational formalization and organizational behavior citizenship; and when the employee have high task complexity there is a significant positive relationship between organizational complexity and job motivation.

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Background: Patient safety as the primary mission of providing diagnostic and treatment centers are relying on force training formidable seen all their efforts to employ trial and error on the patient's injury does not occur.
Objective: This study examined the impact of education on patient safety culture in hospitals is Sari city.
Methodology: The study of the functional and descriptive - intervention has done. Population and Sample The study, N = 280 employees and the staff nurses in two teaching hospitals (Imam Khomeini & Boali Sinai) Surrey were. Data patient safety culture survey using a questionnaire that included demographic information, domain knowledge, your work supervisor, communication, information exchange, number of incidents reported, the level of patient safety, your hospital, contextual information, background information has been.
Results:The seven dimensions of learning on managerial expectations of management actions and reporting medical errors, patient transfer books of learning from patient safety errors and Culture teamwork situation and different exchange of information between employees is effective roles.
Conclusion: According to the statistical results of management actions and reporting of medical errors in expectations of Imam Khomeini, but after seven managerial assumptions about Avicenna Centre in Surrey due to the impact of effective teaching research and hypotheses all was confirmed. Advice is to Regarding the issue of patient safety in health centers to be responsible for patient safety education materials for patient safety as well as the guidelines for the teaching of medical students and nursing terms.

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Performance evaluation is of special importance for organizations and managers. The goal this study pursues is to evaluate performance based on balanced score card (BSC) model in order to implement the strategies of Sari-based Imam Khominin (p.b.u.h) Therapeutic-Educational Center.
This study is of survey research type where categorized random sampling method has been applied by using assignment appropriate to size technique (Mansourfar, 2006:320).The study statistical community consists of all the personnel working in the mentioned center in the year 2013.The community size is 900 subjects and sample size has been estimated as 270 subjects using Cochran formula. Two documentary and field methods have been employed to collect data. To measure each of the research components, researcher-built questionnaire has been used .The statistical analysis method used has been confirmatory factorial.
Findings: Analyzing the hypotheses indicated that a direct relationship exists between implementing BSC of the factors related to (learning, innovation& competency), (financial aspects), (the internal process S) and organizational performance. But there is no relationship between implementing the factor (customer satisfaction) with performance .The general results suggest that implementing BSC model is directly related to organizational performance.

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The purpose of organization structure is adjustment and harmony of staff action such that the purpose of organization is sensible.
The structure should divide present force work in terms of duties that they should do and divided duties as combination and coordinate that related return are obtained. The differences of structure among organization are due to difference between job divisions and coordinate duties.
In this research regard to the above dealt with comparative survey of organization structure of state and private hospitals in Mazandaran.
In order to do this research focused two dimensions of structural
And contextual in organization structure. These two dimensions were compared in state and private hospitals in Mazandaran.
The method of collecting information has been library and field and instrument of collecting information has been questionnaire, checklist and documents.
The obtained finding s showed that there are not significant differences between organization structure of state and private hospitals in Mazandaran of structural and contextual dimensions.
Finally, presented applied recommendations and suggestions.

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Background and purpose: The purpose of this research is about the effect of human capital on staffs organizational intelligence of Mazandaran Medical Science University that is applied ,with "survey" type according to descriptive concept and purpose.
Materials and methods: The number of statistics population all of staffs of  Mazandaran Medical Science University are 574 persons, according to Morgan Kerjeci table the volume of statistics sample is 234 persons who are chosen randomly-category. two methods are used for gathering the data which are field method(questionnaire as research with the last changes and proportional   teaching advances)and library method (theses, book, site and scientific articles). The tools of data gathering are two organizational intelligence questionnaires and human capital questionnaire. For analyzing data ,both inferential method and descriptive method are used in this research. in descriptive findings ,tables and diagrams are used and in inferential findings Pearson correlation test is used that all calculations and analyzes are done by SPSS software.
 
Results: The components of organizational intelligence (strategic vision (83%), common destiny (75%), desire for change (82%), employee morale (85%), solidarity and consensus (86%) and application of knowledge (79% ), pressure employee performance (74%) was estimated for all components with significantly lower levels (05/0) and were significant.
 
Conclusion:The research results show that the human capital with all components of organizational intelligence (strategic thought , common fate , tendency to change ,staffs spiritual ,alliance and agreement and knowledge application ,staffs operation pressure) was important.

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Background and purpose: Staffs are the most important asset of organizations, Attention to the quality of their work life More than a third of his life for the organization that has tremendous value. The main purpose of this study, "The relationship between organizational structure and quality of life of women working in the universities of the province" is.

Materials and methods: The method used in this study was descriptive. Population consisted of all female staff of Islamic Azad University; Mazandaran province has a total of 377, Based on stratified random sampling using a table krejcie and Morgan, 191 subjects were selected. Organizational structure and quality of work life questionnaire for data collection was used. Data analysis using descriptive statistics (frequency and percentage) and inferential statistics (Pearson correlation coefficient and regression line).

Discussion and Conclusion: The results showed that the organizational structure and the dimensions of quality of work life in a positive and significant relationship exist. The components of the organizational structure (in order of formality, hierarchy, authority, and concentration) were significant predictors of quality work life were. This study is preliminary studies in this area is complementary and have no doubt that future research may reveal remarks in this regard.

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The study with purpose of study of the relationship between organizational health component of feasibility of knowledge management took place in the staff of Iran university of medical sciences. The method of the research are applied, measurement, correlational survey. All of staff of Medical sciences in Iran has formed the population random sample. Method was used to determine sampel and the morgan table was used to determine the volume of the sample that 205 member has  taken part in this study.

Formal questionnaire was used to determine the validity and realibity, and the coronbach’salpha coefficient were calculated for the knowledge management and organizational health 0.79 , 0.89 respectively. Research data  was analysis by using descriptive statisties and nultiple regression. The findings indicate that there is meaningful realationship between organizational health component and the feusibility of knowledge management.The most important recommendation of this study is reinforcement the unit of support and asking the opinion of the staff. That recognize the needs at the staff and provide the resources and divide justly.Also pay attention to health and welfor problems in organization largely.

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Background and purpose: The aim of this study was to examine how knowledge management deployment in the province's social security organization that conducted the survey in 1393. The aim of this study was to assess the significance of the relationship between organizational culture of knowledge management is the Social Security Organization of Mazandaran Province.
Materials and methods: This descriptive and analytical study that in order to achieve this objective measurable indicators of risk factors and their relation to the establishment of knowledge management based on the conceptual model of the method of the present study, based on the used comprehensive overview ofrequires using the questionnaire in field research methods as well as using spss software and T-test, Pearson correlation coefficient to measure organizational culture in knowledge management education has been the province.
Results: Based on the arguments presented in this study can be said that knowledge is an essential source of sustainable competitive advantage. In an era of change and environmental uncertainties, organizations are able to consistently produce knowledge and disseminate it throughout the organization and the technologies, products and services to operate and due to the fact that the basic characteristics of intelligent organizations in the 21st century, emphasizing knowledge and information, so applying knowledge management in organizations is of great importance and organizational culture as an important factor plays a key role in the establishment of knowledge management. The corporate culture is the foundation for knowledge management.
Conclusion: The results clearly showed that the components of the factors affecting the implementation of knowledge management and knowledge management in the organization and there is a significant positive relationship and correlation between two variables 9/52 + percent.

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Background: The aim of this study was to investigate the relationship between individual and organizational skills, time management skills in secondary school principals Babol.

Methods: The study population included all high school principals Babylon and the sample size n = 56 is equal to that of this number, 28 were female and 28 are male. The method used in this research is descriptive and correlational study and study, questionnaires were used to assess specific questions. The content validity was used to determine the validity and reliability of the validity and value of 88% was calculated. For analysis, descriptive and inferential statistics, Pearson correlation coefficient, t test for independent groups and multiple regression analysis were used.

Results: Results of research have shown that between individual skills and organizational skills and time management between personal time management skills and organizational skills (goal setting, prioritizing objectives and activities, operational planning, delegation, meetings management, communication management) there is a significant positive relationship.

Conclusion: time management skills, as well as other management techniques is require education and training. Since no action in this regard would be taken in the current circumstances, it can not be expected to acquire these skills education level, age communications managers.

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The purpose and Background:The aim of this study was to investigate the role of organizational culture in explaining the relationship between emotional intelligence and conflict management strategies in education Mazandaran province.

materials and methods:This study is applied and descriptive method of correlation. The study population included all employees of the province up to the number of 1412 people.Using cluster random sampling method 306 persons were chosen. Data through questionnaires organizational culture Daft (2001), intelligence Bradberry and Greaves (2005) and conflict management strategies Pvntam and Wilson were collected.Face and content validity tool, to confirm receipt management science professionals And their reliability using Cronbach's alpha coefficient, respectively, 0.9 = α, 0.85 = α and 0.87 = α was calculated.To analyze the data, multivariate regression analysis was used.

Conclusion: The results showed that the organizational culture of the Department of Education province, participatory culture. In organizations with participatory culture, entrepreneurship, mission and bureaucratic positive relationship between emotional intelligence and conflict management strategy there is a significant. So that the participatory culture, solution-oriented strategy has the strongest correlation with emotional intelligence and entrepreneurial cultures, missions and bureaucratic, non- confrontational strategy has the strongest correlation with emotional intelligence.

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Background:The aim of study was to investigate the relationship between organizational culture models of decision-making and organizational trust with an emphasis on education in Mazandaran province.

Materials and Methods:The aim of this cross-correlation and it is functional. The study population included all administrative staff education Mazandaran an important loss of 1412 people. With cluster sampling, 306 samples were selected. Data through questionnaires decision model, organizational trust and organizational culture have been collected and face and content validity was confirmed by experts and reliable tool to them using Cronbach's alpha coefficient of 0.83, 0.87 and 0.89 It is calculated. To analyze the data, descriptive statistics, frequency, frequency percentage, mean and standard deviation and inferential statistics, multivariate logistic regression analysis was used.

Results: In  the Offices with corporate culture and mission, there is a significant relationship between the decision-making Carnegie and organizational trust . In offices with an entrepreneurial culture and organizational trust relationship between the decision-making stage there is a significant and bureaucratic office culture and organizational trust between the decision-making trash There is a significant relationship.

Conclusion: Organizational Culture in Education Mazandaran common corporate culture and decision-making model, its directors, Carnegie model and overall organizational trust in it is the favorable level.

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Background: The aim of this study was to investigate the role of The organizational citizenship behavior on the establishment of a comprehensive quality management in hospitals of Medical Sciences, Sari city.

Materials and Methods: This study is applied and descriptive method survey. The statistical population is composed the number of 1180 people included all employees in Mazandaran University of Medical Sciences hospitals (city of Sari) that according to Krejcie & Morgan table (1970) Stratified random sampling method 291 persons samples were selected as based on gender. For data collection from questionnaires Podsakoff et al (1990) with 5 factors (conscientiousness, sportsmanship, civic virtue, respect and courtesy, altruism) consists of 24 questions and the questionnaire as well as total quality management (TQM) with 8 questions were used.The validity ostensible and content was confirmed by specialists and its reliability using Cronbach's alpha coefficient was 0.85 for organizational citizenship behavior and total quality management questionnaire was 0.89. To analyze the data, univariate and multivariate regression analysis were used.         

Results: Univariate regression analysis showed that, The organizational citizenship behavior positive and significant role in the establishment of a comprehensive quality management and total quality management score about 36% of the variance is explained by The organizational citizenship behavior. The results of multivariate regression tests showed that, of loyalty, chivalry and altruism positive and significant role in the establishment of a comprehensive quality management, and the chivalry with beta coefficient β=0.301 plays the most important role in the establishment of a comprehensive quality management.

Conclusion: The organizational citizenship behavior on the establishment of a comprehensive quality management in the hospitals of the city of Sari positive and significant role and chivalry is the most important role.  We suggest that managers and directors of medical sciences pay more attention to this aspect.

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Background: This study aimed to investigate the relationship between employee perceptions of organizational justice with their mental health. This study is applied and descriptive method of correlation.
Methods: The study population included all employees of Mazandaran provincial government in 1393 to form the number 195. Based on Morgan's Table (1970) and using stratified random sampling in 95% confidence level and 5% error of measurement of biomarkers as 145 people were chosen. To collect data questioner organizational justice Kalkouit model (2001) 4 components (distributive, procedural, interpersonal and informational) with 20 questions and Goldberg mental health questionnaire (28 GHQ-) 4 scale (symptoms physical, anxiety, social dysfunction and depression) with 28 questions was used.
Results: The face and content validity of the tool according to the standard, approved by the Supervisor and its reliability using Cronbach's alpha coefficient for organizational justice questioner 811/0 = α and mental health questionnaire Goldberg 840/0 = α is the results that are statistically significant. Descriptive statistics were used to analyze data in the table frequency, percentage, mean, standard deviation, and inferential statistics tables and charts using the Kolmogorov-Smirnov tests, simple linear regression and multiple correlation with Spss16 software is used.
Conclusion: The results showed that organizational justice dimensions (distributive and informational) with mental governor of the province and there is a significant inverse relationship. This means that no matter how employees perceive fairness in the organization increases, signs and symptoms of decreased mental.

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Background and purpose: In the new age organizations wishing to features and objectives of the entire organization in each of their components appear. This leads to crystallization characteristics of holism and the holographic appearance organizations.The aim of this study was to design a holographic organization conceptual framework in Shirvan city's Department of Education.
Materials and methods: The population included in this study include staff education department that the city of Shirvan in 2015 the number 90 is used to determine the sample size according to the sample table, randomly method selected 73 pesonby. Data collection tools, questionnaires that designing by researcher including 27-item that is has face and content validity and reliability through Cronbach's alpha approved with a value of 0/86. For the analysis of the conceptual framework was used of the confirmatory factor analysis.
Results:  Factor analysis showed that the variables of the study variables observed for each of the dimensions of the holographic have been favorable situation and Test Friedman results show in dimensions holistic environment to systems thinking highest and flexibility lowest assigned average rating to self. In dimension intelligence construction of organizational intelligence is the highest and reduce the hierarchy is the lowest average rating assigned to self. In the dynamic capacity dimension allocated double-loop learning of the highest and work teams the ranking lowest by average. In human capital dimension of efficient earn highest creative thought and participation in decision making the lowest average rank on average allocated. And in the dimension self-management growing self-organization rank highest and Utopia lowest on average allocated to self.
Conclusion: Education can adapt to a changing environment and to adopt appropriate strategies, in order to achieve the establishment of a holographic organization move.

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Background and purpose:Many scholars and researchers have studied organizational culture as a source of competitive advantage. Also, the impact of organizational culture on effectiveness has long been one of the most important indicators of organizational performance. Many researchers have been working in this field. Meanwhile, Denison introduced a model named for himself in order to measure the impact of organizational culture on effectiveness. This model is one of the most prestigious patterns of organizational culture.
 
Materials and Methods: In this paper, we will examine the impact of organizational culture on effectiveness in the Laboratory of Abadan Oil Refining Company as a test population. For this purpose, we considered the organizational culture and its characteristics and indicators as independent and effective variables as dependent variables. Then, using the Dennisson organizationl culture model questionnaire, we collected the required data from the statistical community. Data were analyzed by SPSS20 and AMOS software and the relationship between dependent and   independent variables was requested.
 
Findings: The results indicate that some of the organizational culture indicators in Abadan oil  refining laboratory have no meaningful relationship with effectiveness, but all four characteristics of organizational culture (engagement, integration, compatibility, mission) with positive      relationship effectiveness And meaningful.
 
Conclusion: In this research, organizational culture has a positive and significant relationship  with effectiveness. There are also suggestions and solutions to increase organizational culture  and thus increase effectiveness in the laboratory of Abadan Oil Refining Company.

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Background and purpose: the administrative system of each country is important because of its direct relationship with different groups of people. The purpose of this paper is studying the status of the administrative system evolution in Mazandaran university of medical science with emphasizing on root factors.
Materials and methods: In this research, three aspects, organizational structure, job processes and strategy improvement in the administrative system have been noticed. The statistical population of this research  are employees of hospitals affiliated to Mazandaran Medicine Science University in 1391. The library data collection and the field research have been used to gathering the data. data collection tools were questionnaire, checklist and documents.
Results: T-test results showed that the administrative system evolution will reform the structure, modify job process and improve the strategy. structural reform in the organization is significantly different from the viewpoint of the women's group with men group. The Pearson correlation coefficient indicates that three variables, organizational structure reform, job processes and strategy improvement do not have relationship with the age variable.
Conclusion: results indicated that the implementation of the administrative system evolution program will cause organizational structure reform, job processes and strategy improvement.
 

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Background and purpose: The purpose of the study was to examine the dimensions and components of organizational agility to design a framework.
Materials and methods: The methodology is descriptive. The statistical society was selected from employees in the Social Security organization of Bojnourd (N=148). The samples were 132 staff that return the questionaries.  The data collected by a researcher-made questionnaire which has content and face validity and Cronbach’s Alpha was (r = 0.934).
Results: According to factor analysis, 50 item classified into 8 (Management, performance management, total quality management, change management, cultures and values, human resources management, information management and corporate communications, component technology (e-government)) dimensions. Result showed the weight of the regression of the three components of change management; comprehensive quality management and human resources management are 0.89, 0.80, and 0.62. The coefficient of regression impact was 0.37 for organizational component, 0.20 for components of cultures and values, 0.28 for performance management component, 0.25 for information management and 0.20 for component of technology.
Conclusion: The best way to survive and succeed in organizations in the current world is to commit to "organizational agility." According to the findings of the research, the social security organization should consider the implementation of 8 dimensions and their components in order to achieve agility.

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Background and purpose :In today's world, the core capital of many organizations is the brand of that organization. In this research, the effect of integrated marketing communications on brand value has been considered with the mediating role of the reputation of the organization in Iranian insurance
Materials and methods:This study is applied in terms of its objective and it is descriptive in terms of method. The sample size is 384 from all Iranian insurance customers in the 5th district of Tehran. The sample is selected through available non-probabilistic method on the basis of the Cochran formula. Kolmogorov-Smirnov, one-sample t-test, and regression are used to investigate the effect of the hypotheses.
Results:The findings show that managers should pay more attention to the brand value causal order. Managers should first consider brand awareness as a reference tool in the context of brand communication, both from the customer's point of view and perceived brand features. As a way to create more loyalty, managers should focus more on brand communication
Conclusion:The results of this research show that advertising affect the brand value with the mediating role of organization’s reputation in Iranian insurance and Iran's insurance can have an impact on better understanding of users, so that users will be loyal to the brand and become more prominent in the organization.

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