Research Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101From Theoretical Foundation to KM Theories:
Improvement of Conceptual Model of KM Influenced by the Theory of KnowledgeFrom Theoretical Foundation to KM Theories:
Improvement of Conceptual Model of KM Influenced by the Theory of Knowledge733934FAJournal Article20140121This research is aimed to explain how Knowledge Management (KM) theories are affected by theoretical foundation of KM and outlines the route of this influence. The initial goal of this study is to offer a profound conceptual model for the influences of theoretical foundations on the theories and expressing the relationships which devise the route of these effects. The final goal is to create a context for proposing a plan in order to reconstruct the field of KM existing in modern sciences and western civilization. This new theory will be proposed in the next paper entitled “a theory on religion based knowledge management”. However, a few of researches have been done on this topic and more studies are needed. To solve the problem, a primary conceptual model of knowledge management influenced by the theory of knowledge is developed. Moreover, we want to review this scientific field according to rival foundation like religious foundation and religious civilization and provide a context for creating new theories about KM based on religious foundation. Furthermore, the literature related to the theoretical foundation of KM in modern science is reviewed and an initial conceptual model is proposed. The foundation divides into two groups named cognitive and none-cognitive. Additionally, the theoretical foundation is divided into three main layers; near layer, the intermediate and far ones. They are recognized as follows; the philosophical bases as far theoretical foundations, paradigmatic bases of humanities, some other sciences and these sciences as middle theoretical layers and inner paradigms of KM and other related fields as near theoretical layer. Finally, the relations between former components and KM theories are extracted and suggested in a framework of a conceptual model. This model can explain how KM foundation influences on its theories. And it is very applicable for the reconstruction of existing theories and propounding new theories.This research is aimed to explain how Knowledge Management (KM) theories are affected by theoretical foundation of KM and outlines the route of this influence. The initial goal of this study is to offer a profound conceptual model for the influences of theoretical foundations on the theories and expressing the relationships which devise the route of these effects. The final goal is to create a context for proposing a plan in order to reconstruct the field of KM existing in modern sciences and western civilization. This new theory will be proposed in the next paper entitled “a theory on religion based knowledge management”. However, a few of researches have been done on this topic and more studies are needed. To solve the problem, a primary conceptual model of knowledge management influenced by the theory of knowledge is developed. Moreover, we want to review this scientific field according to rival foundation like religious foundation and religious civilization and provide a context for creating new theories about KM based on religious foundation. Furthermore, the literature related to the theoretical foundation of KM in modern science is reviewed and an initial conceptual model is proposed. The foundation divides into two groups named cognitive and none-cognitive. Additionally, the theoretical foundation is divided into three main layers; near layer, the intermediate and far ones. They are recognized as follows; the philosophical bases as far theoretical foundations, paradigmatic bases of humanities, some other sciences and these sciences as middle theoretical layers and inner paradigms of KM and other related fields as near theoretical layer. Finally, the relations between former components and KM theories are extracted and suggested in a framework of a conceptual model. This model can explain how KM foundation influences on its theories. And it is very applicable for the reconstruction of existing theories and propounding new theories.https://rsm.rihu.ac.ir/article_934_148fe61d95a6388bd8699775d93a0bbb.pdfResearch Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101The Explanation of Categories and Concepts of Organizational Citizenship Behaviors with an Islamic-Iranian Approach; Meta–synthesisThe Explanation of Categories and Concepts of Organizational Citizenship Behaviors with an Islamic-Iranian Approach; Meta–synthesis3568928FAJournal Article20140409The efforts for improvement of performance have been recognized as basic element since formation of management field. In contrary to the past which the employees were expected to act in the formal role, more behaviors' of roles are expected in the new psychological contracts. In several sources, these behaviors are considered as organizational citizenship behaviors with various dimensions that mainly are put forward by the scholars of other countries and therefore, there must not be enough regional and national models in this field. <br />The main purpose of this research is to offer categories and concepts of organizational citizenship behaviors according to our Islamic and national culture. This research is a grounded theory in purpose, descriptive in data gathering and qualitative in methodology by using meta-synthesis method. By referring to religious and national references, related codes and data since 60s were driven and finally, 43 concepts and 9 categories were concluded. These categories are: wisdom, critical insight, justice, altruism, good temper, virtue, cooperation, adherence to commitments and willingness to progress.The efforts for improvement of performance have been recognized as basic element since formation of management field. In contrary to the past which the employees were expected to act in the formal role, more behaviors' of roles are expected in the new psychological contracts. In several sources, these behaviors are considered as organizational citizenship behaviors with various dimensions that mainly are put forward by the scholars of other countries and therefore, there must not be enough regional and national models in this field. <br />The main purpose of this research is to offer categories and concepts of organizational citizenship behaviors according to our Islamic and national culture. This research is a grounded theory in purpose, descriptive in data gathering and qualitative in methodology by using meta-synthesis method. By referring to religious and national references, related codes and data since 60s were driven and finally, 43 concepts and 9 categories were concluded. These categories are: wisdom, critical insight, justice, altruism, good temper, virtue, cooperation, adherence to commitments and willingness to progress.https://rsm.rihu.ac.ir/article_928_d22784a9a13438991ea7231f1c0ff239.pdfResearch Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101Investigation of Organizational Silence from the Perspective of Imam Ali (AS)Investigation of Organizational Silence from the Perspective of Imam Ali (AS)6989929FAJournal Article20140404Stressing on the sermons and letters of Imam Ali (AS), this paper was to investigate the concept of organizational silence in a comparative study between Islamic perspective and Western views. Based on the findings of this study two types of silence including positive silence and negative silence can be introduced. In the Western sense of this term, obedient and inactive organizational silence, i.e. employees refrain from expressing opinions and ideas for the sake of organization’s interest, is considered as faulty and implausible. But according to the Islamic definition, refraining from enjoining the good and forbidding the evil, refusing to defend the oppressed, avoiding from advising others, consulting and expressing the truth is abominated. In contrast, there is altruistic silence which insists on refusing to express ideas, Information or comments related to the work with the aim of benefitting others in the organization. But from an Islamic perspective positive silence is to preserve the unity and secrecy of organization’s information as well as silence when someone is not well informed is recommended. Each of these concepts, inferred through this study, are widely used in Organizational Behavior; using them can help to define better relations among employees in relation to each other and between highly ranked managers of an organization and its employees.Stressing on the sermons and letters of Imam Ali (AS), this paper was to investigate the concept of organizational silence in a comparative study between Islamic perspective and Western views. Based on the findings of this study two types of silence including positive silence and negative silence can be introduced. In the Western sense of this term, obedient and inactive organizational silence, i.e. employees refrain from expressing opinions and ideas for the sake of organization’s interest, is considered as faulty and implausible. But according to the Islamic definition, refraining from enjoining the good and forbidding the evil, refusing to defend the oppressed, avoiding from advising others, consulting and expressing the truth is abominated. In contrast, there is altruistic silence which insists on refusing to express ideas, Information or comments related to the work with the aim of benefitting others in the organization. But from an Islamic perspective positive silence is to preserve the unity and secrecy of organization’s information as well as silence when someone is not well informed is recommended. Each of these concepts, inferred through this study, are widely used in Organizational Behavior; using them can help to define better relations among employees in relation to each other and between highly ranked managers of an organization and its employees.https://rsm.rihu.ac.ir/article_929_830c97b81de022da8df98f49d221999c.pdfResearch Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101The analysis and investigation of axiological presuppositions of organizational justiceThe analysis and investigation of axiological presuppositions of organizational justice91121930FAJournal Article20140219This paper aimed at discovering, investigation and analysis of axiological foundations of organizational justice from the perspective of Islamic ethics. The existing disagreement between realists and anti-realists on the values has been known as the most total fundamental controversy. This research paper was firstly to explore the axiological bases of theories concerning organizational justice. Secondly, it was to find answer for this question that whether theories of organizational justice are realistic or anti-realistic according to their axiological bases? Next, it investigated and analyzed these foundations based on Islamic theology. <br />Findings of this study, which are obtained through content analysis method, show that current theories on organizational justice are subjective and anti – realistic in nature. The most underlying means for achieving this approach are relativism, pluralism, fallibility and infallibility and non-rational explanation of what organizational justice is.This paper aimed at discovering, investigation and analysis of axiological foundations of organizational justice from the perspective of Islamic ethics. The existing disagreement between realists and anti-realists on the values has been known as the most total fundamental controversy. This research paper was firstly to explore the axiological bases of theories concerning organizational justice. Secondly, it was to find answer for this question that whether theories of organizational justice are realistic or anti-realistic according to their axiological bases? Next, it investigated and analyzed these foundations based on Islamic theology. <br />Findings of this study, which are obtained through content analysis method, show that current theories on organizational justice are subjective and anti – realistic in nature. The most underlying means for achieving this approach are relativism, pluralism, fallibility and infallibility and non-rational explanation of what organizational justice is.https://rsm.rihu.ac.ir/article_930_cfd3e14d5b175d303d4c9bb50ed50308.pdfResearch Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101Analysis and Critique of the Theory of Transformational LeadershipAnalysis and Critique of the Theory of Transformational Leadership123145931FAJournal Article20140325Transformational leadership occurs when the leader and the follower lead each other to higher levels of values and motivations. This is the product of mutual transformational influence of leaders and followers. Transformational leadership is concerned with the hearts and minds of others. Transformational leadership will help all participants to have higher satisfaction and motivation, and a greater sense of success. Transformational leadership requires trust, respect for others and facilitating needs rather than direct control. Transformational leadership indicators include: long – term discernment, empowering people, coaching, developing others and cultural challenges to generate changes. In transformational leadership, the power of the leader comes from creating mutual understanding and trust. There are three main questions concerning transformational leadership: 1) what is transformational leadership? 2) How to apply it? 3) What are key strengths and weaknesses of the theory of transformational leadership? The first and second questions have been answered by text study method and the literature review of research. To answer the third question two ways were considered: on the first, the views of management researchers were based. On the second, the propositions of the theory were investigated and analyzed by a critique within and outside the structure. On the whole, it was concluded that the theory has strengths and weaknesses and it can be strengthen.Transformational leadership occurs when the leader and the follower lead each other to higher levels of values and motivations. This is the product of mutual transformational influence of leaders and followers. Transformational leadership is concerned with the hearts and minds of others. Transformational leadership will help all participants to have higher satisfaction and motivation, and a greater sense of success. Transformational leadership requires trust, respect for others and facilitating needs rather than direct control. Transformational leadership indicators include: long – term discernment, empowering people, coaching, developing others and cultural challenges to generate changes. In transformational leadership, the power of the leader comes from creating mutual understanding and trust. There are three main questions concerning transformational leadership: 1) what is transformational leadership? 2) How to apply it? 3) What are key strengths and weaknesses of the theory of transformational leadership? The first and second questions have been answered by text study method and the literature review of research. To answer the third question two ways were considered: on the first, the views of management researchers were based. On the second, the propositions of the theory were investigated and analyzed by a critique within and outside the structure. On the whole, it was concluded that the theory has strengths and weaknesses and it can be strengthen.https://rsm.rihu.ac.ir/article_931_c3cca0eac3352c29e925c9dcb3a07302.pdfResearch Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101A Reflection on the Organizational Vision in the Light of Quran’s MetaphorsA Reflection on the Organizational Vision in the Light of Quran’s Metaphors147169932FAJournal Article20140311Today, a large part of human life and human efforts is spent to achieve organization's goals. So organizations should be the context for human eternal happiness. What is the basis of this transformation in organization processes and behaviors? Reviewing management literature guides us to the "vision" of organizations’ leaders and highly ranked managers. This paper is trying to investigate such concept based on a monotheistic perspective and from the viewpoint of Holy Quran. For this purpose, research was conducted in four stages. First, the related concepts were introduced and metaphors and functions of "vision" were identified. Then, referring to "Al-mizan" and "Tasnim", those words and concepts which present the conceptual system of ‘vision’ from the perspective of Quran were recognized. Second, interviews were arranged with 11 industrial managers in Iran and the findings were coded and investigated through theme analyzing method. Third, the findings were offered to research experts in terms of Delphi Questionnaires and were reviewed and revised if necessary. Finally the concept of “vision” and its nature has been reconstructed based on four Quran’s metaphors and the concepts inferred from the experts’ interviews in a framework of a conceptual model.Today, a large part of human life and human efforts is spent to achieve organization's goals. So organizations should be the context for human eternal happiness. What is the basis of this transformation in organization processes and behaviors? Reviewing management literature guides us to the "vision" of organizations’ leaders and highly ranked managers. This paper is trying to investigate such concept based on a monotheistic perspective and from the viewpoint of Holy Quran. For this purpose, research was conducted in four stages. First, the related concepts were introduced and metaphors and functions of "vision" were identified. Then, referring to "Al-mizan" and "Tasnim", those words and concepts which present the conceptual system of ‘vision’ from the perspective of Quran were recognized. Second, interviews were arranged with 11 industrial managers in Iran and the findings were coded and investigated through theme analyzing method. Third, the findings were offered to research experts in terms of Delphi Questionnaires and were reviewed and revised if necessary. Finally the concept of “vision” and its nature has been reconstructed based on four Quran’s metaphors and the concepts inferred from the experts’ interviews in a framework of a conceptual model.https://rsm.rihu.ac.ir/article_932_ab8c0e05b764141a4fdf7c707d3d9fc0.pdfResearch Institute of Hawzah and University; "Hawzah wa Dāneshgāh Research Institute"Journal of Studies in Religion, Spirituality & Management2981-11713513930101A Comparative Study of the Leadership of Imam Khomeini (RA) and the Conceptual Framework of DivinityA Comparative Study of the Leadership of Imam Khomeini (RA) and the Conceptual Framework of Divinity171196933FAJournal Article20140325It is within a value oriented framework grounded in Islamic culture that the relation between management presuppositions and behavior and the leadership of Imam Khomeini (RA) should be clarified. Through generalizing the obtained model, various aspects of Imam Khomeini's model of leadership in Islamic Revolution can be recognized. Indeed, divine based model of management is based on the recognition of human nature and the hierarchy of existence. Such a leadership realizes with the means of management on hearts. This management is unique to the prophets, saints (person of exceptional holiness) and the true followers of them. This study is intended to investigate and understand Imam Khomeini's model of leadership based on the conceptual framework of divinity. For this purpose, using the conceptual framework of the divinity and with a systematic and structured view, the growth of the Muslim community via the leadership of Imam Khomeini is explained through following stages: <br />First, the conceptual framework of the divinity is introduced briefly along with its structure, bases and components. In the next stage, the leadership behavior of Imam Khomeini is investigated based on this divine foundation and his model of leadership is presented. According to the findings of this research, it is clear that his leadership has been based on the growth of the Muslim community. It was to direct people to achieve the final goal of life, i.e. nearness to God, in the context of Islamic government. Also, through this framework, following the model of Imam Khomeini's leadership and management should be possible.It is within a value oriented framework grounded in Islamic culture that the relation between management presuppositions and behavior and the leadership of Imam Khomeini (RA) should be clarified. Through generalizing the obtained model, various aspects of Imam Khomeini's model of leadership in Islamic Revolution can be recognized. Indeed, divine based model of management is based on the recognition of human nature and the hierarchy of existence. Such a leadership realizes with the means of management on hearts. This management is unique to the prophets, saints (person of exceptional holiness) and the true followers of them. This study is intended to investigate and understand Imam Khomeini's model of leadership based on the conceptual framework of divinity. For this purpose, using the conceptual framework of the divinity and with a systematic and structured view, the growth of the Muslim community via the leadership of Imam Khomeini is explained through following stages: <br />First, the conceptual framework of the divinity is introduced briefly along with its structure, bases and components. In the next stage, the leadership behavior of Imam Khomeini is investigated based on this divine foundation and his model of leadership is presented. According to the findings of this research, it is clear that his leadership has been based on the growth of the Muslim community. It was to direct people to achieve the final goal of life, i.e. nearness to God, in the context of Islamic government. Also, through this framework, following the model of Imam Khomeini's leadership and management should be possible.https://rsm.rihu.ac.ir/article_933_91cc6693e53a8b8064cd7dbc827b4601.pdf