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t. 9, #1, 2015
BULL ET IN OF THE GEORGIAN NATIONAL ACADEM Y OF SCIENCE S, vols. 9, no. 1, 2015
Management
Investigation the effect of organizational revolution
receptivity on organizational accomplishment in
education organization of Bonab City of Iran
Farhad Nezhad Irani*, Asghar Asgharzadeh**
*
Assistant Professor, Faculty Member, Department of Management and Human Science ,Islamic Azad University , Bonab Branch
Department of Management and Human Sciences, Islamic Azad University, Bonab Branch, Iran (responsible for correspondence)
**
ABSTRACT. The purpose of this research is to Investigation the effect of organizational
revolution receptivity on organizational accomplishment in education of Bonab County.
Statistical population of this research is 1407 persons. According to Kokran formula, 203
persons were gathered and classified accidental sampling method was used to select statistical
population of the research. Measurement tool of this research consists of two questionnaires:
organizational evolution receptivity includes 28 questions and Kameron organizational
accomplishment includes 15 questions. Expert ideas were applied to approve fluently of these
tools and Kronbakh Alfha exam was use to examine durability of the research. The value for
organizational evolution receptivity is 0.846 and for organizational accomplishment is 0.919.
Data obtained from this research were analyzed via SPSS21 software and suitable statistical
methods such as Pierson correlation coefficient and step-by-step regression test. Results
showed that individual, technological, structural and managerial evolution has influence on
organizational accomplishment of Bonab county education organization and all the
assumptions of the research are approved. According to results obtained from step-by-step
regression, individual, technological, structural and managerial evolution variables are
important variables that have influence on organizational accomplishment of Bonab
education organization. © 2015 Bull. Georg. Natl.Acad. Sci.
Key words: organizational evolution, organizational accomplishment, education organization
INTRODUCTION
Some management connoisseurs consider innovation the same as change and some of them believe that innovation
is something beyond change (NejadIrani, 1381,71).
In management evolution, most of the time human aspect of evolution that means what are the effects of evolution
on people or what is the role of people in evolution process is ignored ( zamosi & Duxbury, 2001). It is important to
know how an organization supports its personal throughout evolution process in the best way and a high volume of
research literature assigns to evolution subject. Over sighting this issue in evolution process results in several
problems such as occupational discontent, high stress, commitment despondent and work give up (Szamosi &
Duxbury, 2001). In fact, when complexity of evolution process became evident for management researchers, using
metaphors became prevalent, because we need a new language to understand complex processes to facilitate them
for us (Sullivan, 2004). Organizational accomplishment is one of the important and new organizational concepts
derived from positivism psychology (Kameron, Bright and Kaza, 2004). Accomplishment means “strength point” or
“prominence”. Accomplishments are habits, desires and actions lead to individual and social profit (Goori, 2007).
Organizational accomplishment is one of the moral properties of organization that can make a good impression on
characteristic attributes of personnel. Therefore, organizational accomplishment is one of the moral properties that
learnt from conceptual accumulation of a kind of behavior in life. Organizational accomplishment should bring into
© 2015 Bull. Georg. Natl. Acad. Sci.
Investigation the effect of organizational revolution receptivity on organizational accomplishment in education organization of Bonab City of Iran
503
operation throughout organization and appears in ideal values of organizations. Organizational accomplishment is
essential in developing motivation for idealistic values. Nowadays, in order to find the answer for this question:
“what kind of organization it should be”, applying organizational accomplishment in organizations is increasing
(Choan, 2005).To be familiar with organizational evolution can help personnel to find out their influence on
organizational accomplishment and develop their strategic policies in solving problems of fulfilling organizational
accomplishment process.
REVIEW OF RESEARCH LITERATURE
organizational evolution
According to “Henson” definition, change in organization is a transformation and evolution process that occurs in
behaviors, structures, policies, intends and outputs of some of the organization’s departments (Naeli, 1370, 330).
In definition of change phenomena it is said that change is the creation of anything that is different from its past
situation but innovation is adapting ideas that are new for organization. Therefore, all the innovations reflect
changes but not all the change process are innovations (Aghaee Fishani, 1377,26). In other words, innovation creates
a kind of change and alternation but, not all the changes can be called innovation. Innovation is a creative and new
change that is brought into being according to a new thought or idea (Alvani, 1371, 298). Also, change means
achieving a new destination accompanied worry and curiosity. While, change management means empowering
organization and its personnel to barohdegereftan new responsibilities for their future careers (Hanifi, 1383, 58).
For a system, a person, a group or an organization, change process is moving from a static state to another state.
Change in individuals includes alternation in attitudes, believes, goals, ideas, behaviors and other properties. Change
in an organization can be known as alternation and evolution in organizational behaviors, policies, outputs,
technology, culture and structure ( Noori, 1368, 66).In order to develop evolution in today’s organizations, using
models and ideas of John Gutter and Piter Draker (1997) seem necessary. We mention some of them in the
following:
 To establish the atmosphere of urgency and need to change
 To establish a powerful union to guide evolution process
 Complicate and presenting a united viewpoint
 To inform a common conception throughout organization
 Empowering personnel to move toward the common conception
 To plan for evolution
 To merge logical progresses and developing more evolutions
 To institutionalize in ovations and gained evolutions
Management is the most important factor in growth and proliferation of the organization (Goodarzi and gaminian,
2002, 19). And managing education is developing basis and providing tools in order to breakout and applying
students’ faculties, strengthening group human relations, adapting methods and determining principal policies in all
affairs to enrich educational goals and intends (Askarian, 1997, 87).In definition of change phenomena it is said that
change is the creation of anything that is different from its past situation but innovation is adapting ideas that are
new for organization. Therefore, all the innovations reflect changes but not all the change process are innovations
(Aghaee Fishani, 1377,26).Considering complexity of world-wide issues and existence of great obstacles against
developing plans of the 3th world countries, it is simplistic to think that serious and strong plans put into operation
in developing countries and it needs careful planning and intervention. The greatest evolution in education is
occurred in the present century and some of its aspects can be observed obviously. These experts express that,
human is about to enter an era of history that is different from its present nature and it seems that via this evolution
at first, education entity will become a dominant entity and also will influence politics and economics entities;
because of the huge number of students, people awareness about education role in their lives, exuding education
from school monopoly and stretching it to lifecycle and also accepting education as a developing factor, education
has become an independent and effective variable and the second, education concept has completely changed and its
structure will be alternated. Therefore, there is a need to consider these fundamental evolutions critically and openeyed and by gradual adaption of these evolutions with educational system, provide next generation with these
changes to make them ready to encounter new conditions (Kadivar and Ebrahimigavam, 1383, 39).Lipit defines
organization’s improvement as rehabilitation of operational processes and human resources in an organization to
improve functional quality of different organs of organizational system (Taheri Lari, 1377, 15).Factors and
capacities of change should concentrate on certain goals in an organization to make necessary changes in order to
Bull. Georg. Natl. Acad. Sci., vols. 9, no. 1, 2015
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A.Asgharzade
filling performance gaps and achieving ideal goals. These capacities that should be the agents’ goals comprise of
individual, technological, structural and managerial changes (Moghimi, 1392, 185).
Organizational accomplishment
Organizational accomplishment is the second criteria of this research. One of the positive performances of
Organizational accomplishment is improving organization’s ability to encounter great challenges and organizational
accomplishment reduces the extension of these negative effects. Positive feelings and social capitals develop by
organizational accomplishment and fulfills simultaneous improvement in performance of individuals and
organizations (Barkley and Markle, Yogo, 2012).
Organizational accomplishments are those accomplishments that have been created in organization’s environment
and the organization values them so much and also consider as identity and honor of organization’s members.
Organizational accomplishment considers three important principals: “human effectiveness”, “moral ideality” and
“social improvement”. According to this, Kameron and et. Al. (2004) presented a five-factor model that included
organizational accomplishment, optimism, forgiveness, reliability, kindness and veracity (Rigo and Ribiro, 2010).
Organizational optimism means that personnel believe that they have the ability to be success in fulfilling their
duties even if face great challenges. Organizational forgiveness means that errors and faults would be ignored soon
and would be used as opportunities to learn something with high performance standards. Organizational reliability
indicates that courtesy, attention, and respect dominant organization and people and their managers trust each other.
In organizational kindness personnel corporate and support each other. They take care of other personnel and have
jointly compassionate activities. Organizational veracity indicates that honesty, veracity and respect are a common
behavior all around the organization and personnel have honest interactions ( Rigo and et. Al., 2010).
According to Peterson and Seligman, from philosophers and religious mindful point of view, accomplishments can
be admired as main properties of an individual that consists of wisdom and knowledge, bravery and courage, love
and affection, justice, sobriety and moderation, and preference. Bright end et.al. specified three accomplishment
properties in their literatures:
 Human impression: attitudes and activities that don’t have any positive impression on people is not an accomplishment.
 Moral goodness: is a behavior that is recognized in society as an admirable, ideal and honestly activity.
 Unconditional social advantage: accomplish passes individual profits and provides social values. In 2012, Kameron and
Vien stated that accomplishments include more key properties:
 Exhilarating assumption: every one, more or less, seeks goodness.
 Inherent value assumption: this assumption is considered as an ideal to seek goodness as the first intend.
Accomplishment is not something that people eager to access as means of achieving final goals because it is a goal by
itself (Bright and et. Al., 2013)
RESEARCH BACKGROUNDS
 One of the first researches in organizational accomplishment was performed by Kameron and et. Al in 2004. In their
research, positive effect of organizational accomplishment on organizational performance was approved.
 In 2011, Rogo and et.al., who are among most well-known researchers in organizational accomplishment performed a
successful study about identifying the relationship between organizational accomplishment and organizational citizen
behavior. They also fulfilled another research in evaluating the relationship between organizational accomplishment
and organizational commitment. Results obtained from this research showed that organizational accomplishment has a
positive and meaningful effect on organizational commitment.
 Noorbakhsh and Mohamadi research findings showed that change process for most of the managers is alternating their
expertise and accepting change because of legal, authority, force and wage factors are placed in next positions
respectively.
 Findings of MohammadJavad Kameli and et. Al. (2013) indicated that personnel accept promotes and rank transfers
and are not unconcerned about it but they don’t accept fundamental changes and resists against them.
 SikiBart (1994) believes that establishing official regulations for rewards to improve innovation process, conducting
educational courses in order to facilitate and spread innovations, effective use of management information systems and
applying management basis and reinforcing them in order to promote organizational changes and innovations are
effective.
 Kostaka and Mooinch (2005) believe that if managers understand stages of change process and act according to these
stages, can govern change process without reducing motivation and commitments of personnel.
 Qumars Niaz Azarinia and et. Al (1389) performed a research titled: investigating evolution-oriented management role
in organizational proficiency improvement in great departments of Islamic Azad University of Mazandaran province.
Results obtained from this research showed that evolution-oriented management influence on organization proficiency,
professors rehabilitations and flourishing their potential talents, professors corporation on achieving organization goals,
educating satisfied and proficient professors and ultimately, spreading corporate ideas in universities.
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Investigation the effect of organizational revolution receptivity on organizational accomplishment in education organization of Bonab City of Iran
CONCEPTUAL MODEL OF THE RESEARCH
Conceptual model is a framework based on theory relations among several factors that are important for the
research. According to what has been mentioned so far, following conceptual model is not out of expectations:
INDEPENDENT VARIABLE
TECHNOLOGY FACTOR
ORGANIZATIONAL
ACCOMPLISHMENT
STRUCTURAL FACTOR
Dependent variable
MANAGERIAL FACTOR
INDIVIDUAL FACTOR
Independent variable
Diagram 1: conceptual model of the research
RESEARCH ASSUMPTIONS
The main assumption states that organizational evolution receptivity has positive and meaningful influence on
organizational accomplishment of Bonab education organization.
 Subsidiary assumption 1 states that individual evolution has positive and meaningful
accomplishment of Bonab education organization.
 Subsidiary assumption 2 states that technology evolution has positive and meaningful
accomplishment of Bonab education organization.
 Subsidiary assumption 3 states that structural evolution has positive and meaningful
accomplishment of Bonab education organization.
 Subsidiary assumption 4 states that managerial evolution has positive and meaningful
accomplishment of Bonab education organization.
influence on organizational
influence on organizational
influence on organizational
influence on organizational
RESEARCH METHODOLOGY
Purpose of the present research is operational and uses descriptive and exploratory method. To gather information in
this research two library and field study has been used. Main data of the research are gathered via interviewing
elementary, guidance and secondary school teachers and distributing questionnaire among 1407 persons. Statistical
population of this research is 1407 persons. To calculate sample volume, Kokran sampling formula was used.
Sampling population is 203 persons. To select statistical sample, classified accidental sampling method was used
that is divided into 12 classes according to educational level, gender and working place.
Table 1: statistical population of the case study
Serial
Class
quantity
1
Urban elementary male
teachers
rural elementary male teachers
Urban elementary female
teachers
rural elementary female
teachers
Urban guidance school male
teachers
rural guidance school male
teachers
Urban guidance school female
teachers
rural guidance school female
teachers
Urban secondary school male
teachers
rural secondary school male
teachers
Urban secondary school
female teachers
rural secondary school female
teachers
Total
117
volume of each class in
statistical sample
25
74
162
16
35
124
27
121
26
87
18
132
28
62
13
213
46
65
14
211
45
39
9
1407
302
2
3
4
5
6
7
8
9
10
11
12
13
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A.Asgharzade
TOOLS OF GATHERING INFORMATION
Theory framework is a conceptual and fundamental pattern that is the basis of the research and the researcher
develops relationship between factors and variables that are important in forming questions of the research and
creates examinable assumptions (NejadIirani, 1391,91).
In the present research, two theory frameworks have been used to investigate the influence of organizational
evolution on organizational accomplishment. To investigate organizational evolution according to change processes
in individuals, technology, structure and management via 28 questions and also to analyze organizational
accomplishment, Kameron and et. Al. (2004) model that includes 15 questions has been used that evaluates different
aspects of organizational accomplishment consist of optimism, reliability, sympathy, solidarity and donation.
Examinees answer to each question that has six answering options from option 1 (completely wrong) to option 6
(completely right). Resulted value obtained from Kronbakh Alfha test for organizational evolution receptivity is
0.846 and for organizational accomplishment is 0.919.
ANALYZING DATA
To investigate research assumptions, Pierson correlation coefficient was used and results obtained from each process
will be explained in the following:
Main assumption: organizational evolution receptivity has positive and meaningful influence on organizational
accomplishment of Bonab education organization.
Table 2: result of Pierson correlation coefficient for the main assumption
Meaningful level
quantity
0.01
302
Correlation coefficient
value
0.529
Value
Organizational
evolution receptivity
Organizational
accomplishment
Independent
dependent
Pierson correlation coefficient between two variables of organizational evolution and organizational
accomplishment is equal to 0.529 that indicates a positive relationship between these two variables. This correlation
shows that increase in organizational evolution receptivity leads to increase in organizational accomplishment in
Bonab education organization. Because calculated correlation coefficient (r=0.529) with 99% of reliability level
(alfa= 0.01) is meaningful, therefore we conclude that there is correlation between organizational evolution
receptivity and organizational accomplishment and it is evident that Increase in organizational evolution receptivity
leads to increase in organizational accomplishment in Bonab education organization.
Subsidiary assumption 1: individual evolution has positive and meaningful influence on organizational
accomplishment of Bonab education organization
Table 3: result of Pierson correlation coefficient for the first assumption
Meaningful level
quantity
0.05
302
Correlation coefficient
value
0.489
Value
individual evolution
Organizational
accomplishment
Independent
dependent
Pierson correlation coefficient between two variables of individual evolution and organizational accomplishment is
equal to 0.489 that indicates a positive relationship between these two variables. This correlation shows that increase
in individual evolution leads to increase in organizational accomplishment in Bonab education organization.
Because calculated correlation coefficient (r=0.489) with 95% of reliability level (alfa= 0.05) is meaningful,
therefore we conclude that there is correlation between individual evolution and organizational accomplishment and
it is evident that Increase in individual evolution leads to increase in organizational accomplishment in Bonab
education organization.
Subsidiary assumption 2: technology evolution has positive and meaningful influence on organizational
accomplishment of Bonab education organization
Bull. Georg. Natl. Acad. Sci., vols. 9, no. 1, 2015
507
Investigation the effect of organizational revolution receptivity on organizational accomplishment in education organization of Bonab City of Iran
Table 4: result of Pierson correlation coefficient for the second assumption
Meaningful level
quantity
0.01
302
Correlation coefficient
value
0.798
Value
Technology evolution
Organizational
accomplishment
Independent
dependent
Pierson correlation coefficient between two variables of technology evolution and organizational accomplishment is
equal to 0.798 that indicates a positive relationship between these two variables. This correlation shows that increase
in technology evolution leads to increase in organizational accomplishment in Bonab education organization.
Because calculated correlation coefficient (r=0.798) with 99% of reliability level (alfa= 0.01) is meaningful,
therefore we conclude that there is correlation between technology evolution and organizational accomplishment
and it is evident that Increase in technology evolution leads to increase in organizational accomplishment in Bonab
education organization.
Subsidiary assumption 3: structural evolution has positive and meaningful influence on organizational
accomplishment of Bonab education organization
Table 5: result of Pierson correlation coefficient for the third assumption
Meaningful level
quantity
0.01
302
Correlation coefficient
value
0.324
Value
Structural
evolution
Organizational
accomplishment
Independent
dependent
Pierson correlation coefficient between two variables of structural evolution and organizational accomplishment is
equal to 0.324 that indicates a positive relationship between these two variables. This correlation shows that increase
in structural evolution leads to increase in organizational accomplishment in Bonab education organization. Because
calculated correlation coefficient (r=0.324) with 99% of reliability level (alfa= 0.01) is meaningful, therefore we
conclude that there is correlation between technology evolution and organizational accomplishment and it is evident
that Increase in technology evolution leads to increase in organizational accomplishment in Bonab education
organization.
Subsidiary assumption 4: managerial evolution has positive and meaningful influence on organizational
accomplishment of Bonab education organization
Table 6: result of Pierson correlation coefficient for the first assumption
Meaningful level
quantity
0.000
302
Correlation coefficient
value
0.544
Value
managerial evolution
Organizational
accomplishment
Independent
dependent
Pierson correlation coefficient between two variables of managerial evolution and organizational accomplishment is
equal to 0.544 that indicates a positive relationship between these two variables. This correlation shows that increase
in managerial evolution leads to increase in organizational accomplishment in Bonab education organization.
Because calculated correlation coefficient (r=0.544) with reliability level (alfa= 0.000) is meaningful, therefore we
conclude that there is correlation between managerial evolution and organizational accomplishment and it is evident
that Increase in managerial evolution leads to increase in organizational accomplishment in Bonab education
organization.
MULTIFOLD REGRESSION ANALYSIS
As it is observed in table number 7, the capacities of organizational evolution are able to predict the organizational
wisdom/knowledge during four steps. At first step, the technology has been secured with a beta coefficient of. /425,
has expressed 32 % of the organizational wisdom variance. At second stage, the individual factor has been added
with a beta coefficient of. /216 to the technology of organizational evolution capacities and has increased the ability
of expressing the organizational wisdom to 46%. At the third step, the structural factor with a beta coefficient of.
/203 have been added to the individual and technology factor and increased the ability of organizational wisdom
expression to 53%. At stage four, the managerial factor with beta coefficient of. /116 have been added to the
individual, technology and structural factors and have increased the organizational wisdom expression to 65%.
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508
A.Asgharzade
Table7. Result of Stepwise regression
Model
Unstandardized Coefficients
Standardized
Coefficients
t
Sig.
6.359
0.000
B
1.100
Std. Error
0.173
Beta
(Constant)
Technology
0.275
%32
0.425
7.086
0.000
Individual
0.185
%46
0.216
4.458
0.000
Structure
0.189
%53
0.203
4.033
0.000
Management
0.178
%65
0.116
3.578
0.000
RESEARCH FINDINGS
Purpose of this research is to investigate the effect of organizational revolution receptivity on organizational
accomplishment in education of Bonab county. Results obtained from Pierson test showed that the level of
individual, technology, structural and managerial evolution have influence on organizational accomplishment of
education organization. Comparing to previous studies and Lina and Vanborn (1999) idea, social capital in
organizational level reflect organizational social relations properties that are gained via personnel through mutual
reliability and access to corporate goals ( organizational accomplishment aspects).Sligman (2002) and other
researchers expressed that accomplished behaviors create good feeling for individuals that increases well-being. In
several studies, a meaningful relationship between organizational accomplishment and work performance (Kameron
and et. Al., 2004), job satisfaction, psychological well-being (Bark ,S.W., S.W.N.G and Fiksenbam, 2009),
organizational loyalty, moral properties ( Chon, 2009), organizational culture (Walt, 2010), organizational civil
behavior ( Rigo and et. Al.) and serving leadership (Sirly and Barbatoo, 2011) has been reported. But a systematic
investigation about organizational accomplishment subject and its relationship to different variables and effective
factors has not been developed so far.According to results obtained from regression, technology variable with a
value equal to 0/425 has the most influence and managerial variable with a value equal to 0.116 has the least
influence on organizational accomplishment in education organization of Bonab county and technology, individual,
structural and managerial variables play an important and effective role on organizational accomplishment,
respectively. Some of the limitations of this research are: limitations of extending these results to all educational
organizations, limitations of using questionnaire because the veracity of answers, limitations in final concluding
because of periodical nature of this research. According to results obtained from the present research, it is
recommended to the education organization of Bonab county to spread organizational accomplishment using
technology, individual, structural and managerial evolution variables and also to pay attention to technology
evolution factor that plays the most important role in organizational accomplishment.
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