Exploring the Mediating Role of Technology between Human Realms and Institutional Properties of Organizations with Special Reference to It Industry in India

With the growing technology influence in to organizations, the study explores the mediating role of technology in organizations. The research framework is based on Giddens Theory of Structuration (1982). The study focuses attention on recognizing the mediating role of information technology between the human realms and institutional properties within organizational contexts. The organizations taken into consideration are from IT Industry .The sample collected is from 100 employees from executive to middle managerial positions. The study reveals that vision collectivism, social collaboration, and functional expertise are the constructs that integrate technology with the social and institutional properties of the organization. The Giddens Structuration Theory for technology has been modified to incorporate the revelations from the study. The study proposes technology as a mediator for integrating independent entities in organization , thus sensitizing to the imperatives of designing a socio- technical systems in organizations for organizational developmental studies in future.

Working at the boundaries: Middle managerial work as a source of emancipation and alienation

The current article examines the experience of middle management through the concept of boundary work, characterized as the work of negotiating between multiple roles in the interstices of organizational groups. Through an ethnographic study of a Brazilian accounting firm, we explore the ambivalent experience of boundary work as characteristic of professional middle managerial workers. Our managers described themselves as proactive and reflexive agents, on the one hand, yet also as lacking autonomy and a sense of belonging, on the other. We examine this tension as a contrast between forces of emancipation (i.e. sense of mastery, autonomy, empowerment and reflexivity) and alienation (i.e. fatigue, lack of self-determination, and detachment from their profession and coworkers). We discuss these forces and their implications for managerial work in the light that, in our findings, managers routinely shift between being agential and reflexive mediators (boundary subjects) and interfacing and coordination devices (boundary objects).

Career Path Development and its Impact on Organizational Citizenship Behavior in Greater Amman Municipality

This study aimed to measure the impact of career path development (career planning and career management) on organizational citizenship behavior in greater Amman municipality. The study population is consisted of (122) managers at middle managerial level in greater Amman municipality. The current study used simple random sample. Based on this, a total of (90) respondents were targeted, from which a total of (85) answered questionnaires were retrieved, of which (3) were invalid. Thus, (82) answered questionnaires were valid for analysis.The questionnaire consisted of (30) items of close ended response type about independent and dependent variables. The study used the statistical analysis SPSS (Statistical Package for Social Sciences); for testing the hypotheses through regression analysis.The results of testing hypotheses have shown that there is There is a statistically significant impact at level (P<= 0.05) of career path development with its dimensions: (career planning and career management) on organizational citizenship behavior (OCB) in Greater Amman Municipality. And illustrated that (65.9%) of the explained variation in organizational citizenship behavior in greater Amman municipality can be accounted for career path development with its dimensions: (career planning and career management). The study recommended that organization should use reward systems that support the organization's career development strategy and enhancing the OCB.

Women and Political Leadership in an Authoritarian Context: A Case Study of the Sixth Parliament in the Islamic Republic of Iran

When Iran's new president, Hassan Rouhani, presented his proposed Cabinet to the Majles (parliament) in August 2013, one issue brought up in social media was the strange silence of the women members throughout the intensive four-day sessions to assess the ministerial nominees' programs before the vote of confidence. None of the nine women parliamentary members (MPs) used the podium to object that the president had not nominated any woman as minister. Only on social media and Persian language television was there criticism for the absence of women ministers. Eventually, Rouhani promised to include a woman in his Cabinet and to promote women in middle managerial positions. Not only was this tokenism evidence of gender-blindness, but it also evinced historical amnesia, as it overlooked the intense campaigning for women's greater participation and rights on the part of the 13 women members of Iran's Sixth Majles during the reform era coinciding with President Mohammad Khatami's two terms (1997–2005). That parliament is notable for its commitment to political and cultural reform and for the caucus that agitated for women's greater presence. Among its accomplishments were passage of the UN's Convention on the Elimination of All Forms of Discrimination against Women (CEDAW); raising the minimum age of marriage for girls from puberty to 13; and removing the ban on single young women traveling abroad on state scholarships.