Measuring the relative performance of universities play important role on better educational planning. During the past few years, balanced scorecard (BSC) has become popular among researchers as a technique for measuring the performance of business units. This method studies a particular firm in terms of four different perspectives including internal processes, learning and growth, customer and financial figures. One primary concern on using such method is that this method does not consider the relative importance of these components. In this paper, we present a hybrid of BSC with analytical network process to measure the relative performance of an educational unit in Iran.

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The objective of this article is to develop a model of core technology (CT) that would effect on one of the most important inter-organizational variables, the human resource management system (HRMS) in automobile industry in Iran. The statistical population consists of all automobile manufacturing plants in Iran and sample size is 4 plants. The data gathering tools consist of two questionnaires. 269 copies were distributed, only 78% responded that were analyzed in order to test the conceptual model. The structural equations modeling (SEM) and crossover regression analysis have been applied. The major question of this study referring to the effect of CT on HRMS with respect to SEM related indexes and crossover regression analysis had statistical significance when the proposed model evolved.

This study investigates the relationship between organizational culture and productivity in one of Iranian Gas distribution companies. The proposed study designs a questionnaire and distributes it among 78 out of 120 managers who worked for this organization. The study uses correlation ratio to examine the relationship between different components of the survey. The results of our survey indicate that there were positive and meaningful relationship between organizational culture and productivity where Spearman and Pearson correlations between these two components were 0.637 and 0.635 with P<0.01. In addition, the study has found some positive and meaningful relationship between different components of organizational culture and productivity; namely creativity, accepting risk, support, integration, control, identification and reward policy and communication.

The present study aimed to identify and prioritize the effective organizational factors for efficiency in the Organization of recreational and cultural Isfahan municipality. the statistical community this research, all the staff of this organization to number 150 people formed from these by using a formula to determine the sample size number of Cochrane 107 as the sample size selected by simple random sampling, questionnaires were distributed and collected. The questionnaire tool gathering information researcher in cultural factors-social, environmental and administrative. Methods of analysis of information on this research in descriptive level, average, standard deviation and inferential level, single track, analysis of variance t-test, factor analysis. The results showed there was "an explicit description of the tasks of operating a transparent" with the highest load factor 0.918 ' emphasis on reporting was a bit "0.065 the lowest load factor to themselves. Except for the factor of "stressing factors of the reporting enterprise in objective quantification» other higher-than-average level later in the productivity of human resources are impressive. Operating a "pay attention to the family by the Organization of personnel staff» with 0.938 is the highest and " the friendly competition between colleagues operating "with 0.125 the lowest load factor to themselves. As well as all the social factors in the cultural dimension is higher than the average level in the efficiency of manpower are impressive, the findings also showed "the operating safety in the working environment" with 0.927 is the highest and "agent communication organization with similar organizations and partners" with the lowest load factor 0.065 times to. As well as all environmental factors in the higher than average level on the productivity of human resources are impressive. Personal suitability factor "between corporate interests and that he has been given" with the highest load factor of 0.910 "job satisfaction" with times, 0.307 the lowest load factor to themselves. As well as all individual-level factors in human resources at a higher efficiency than the average levels are impressive. The highest impact factors in the efficiency of Samanid manpower to themselves, and have the lowest rate of individual factors, the impact on the productivity of human resources.