• دکتری (1368)

    آموزش وپرورش (مدیریت رفتار..)

    ایالتی اورگان، آمریکا

  • دکتری (1368)

    مدیریت منابع انسانی تخصصر فتار سازمانی

    دانشگاه ایالتی اورگان، کوروالیس، آمریکا

  • کارشناسی‌ارشد (1360)

    مدیریت علمی

    بین المللی آمریکا، آمریکا

  • کارشناسی (1357)

    علوم اقتصادی - اقتصاد کشاورزی

    مدرسه عالی ریاضی و مدیریت کرج، ایران

  • منابع انسانی
  • بهبود و تحول سازمانی
  • رفتار سازمانی
  • رفتار سازمانی تطبیقی

    دکتر احمدعلی خائف الهی در سال 1335 در شهر تهران بدنیا آمد و در سال 1354 مدرک کارشناسی خود را در رشته مدیریت و اقتصاد شروع کرد و بعد از پیروزی انقلاب در سال 1980مدرک کارشناسی ارشد خود را در رشته مدیریت بهبود سازمانی و دکتری خود را در رشته رفتار سازمانی در سال 1989 دریافت کرد. دکتر احمد علی خائف الهی در سال 1990 بعد از باز گشت از کشور امریکا به ایران، بطور رسمی عضو هیات علمی دانشگاه تربیت مدرس شد و در همان زمان بطور فعال و علاقه مند بصورت مشاور مدیریت عالی کارخانه های متوسط و بزرگ اندازه مشغول به کار شد و ضمن تدریس و پژوهش در رشته مدیریت به شغل مشاوره صنعتی مشغول بود.



    Reducing Employee Procrastination with Temperament Typology

    FS Vahabzadeh Moghadam, AA Khaefelahi, J Delkhah
    Journal Papers , , {Pages }


    The Antecedents and Consequences of Market-Based Higher Education Policy in Iran

    S Moghadaspour, H DanaeeFard, A Fani, A Khaefelahi
    Journal Papers , , {Pages }


    Exploring the Evolution of the Empowerment Construct in Iran with an Interdisciplinary Approach

    A Shirin, L Forozandeh, H Danaeefard, A Khaefelahi
    Journal Papers , , {Pages }


    Designing Public Service Motivation (PSM) system in the Public Service Concerning Interpretive Expert Oriented Approach

    S Nemati, AA Khaefelahi, H Danaeefard, A Azar
    Journal Papers , , {Pages }


    Strategic Thinking and Management of Employee Resistance to Changes

    Ali Rohani, Ahmad Ali KhaefElahi
    Journal PapersInternational Journal of Management Perspective , 2014 July 27, {Pages }


    The present research examines the relationship between managers’ strategic thinking and employees’ resistance to preplanned changes in Telecommunications Company of Golestan Province. The research is a descriptive correlational study. The data were collected using two separate questionnaires including a ‘researcher-developed strategic thinking questionnaire’, and a ‘standard resistance to change questionnaire’. The reliability coefficients of the abovementioned questionnaires are 0.82 and 0.86, respectively. Cronbach’s Alpha test was used to measure the reliability coefficients. The content validity of the questionnaires was confirmed by asking for the opinions of strategic management, change management and organizational beha

    Self-awareness: comparative research on viewpoints of “Avolio and Gardner” and “Allamah Tabatabaie”

    Ahmad Ali Khaefelahi, Nona Momeni
    Journal PapersInternational Journal of Management Perspective , 2013 November 9, {Pages }


    Recent research on leadership has proven that self-awareness is an important factor influencing leadership. Having used an empirical research methodology, Avolio and Gardner espoused a comprehensive definition of self-awareness; they like other positivists, in general, assume empirical science to be the only valid scientific method for the study of self-awareness. Despite positivists’ beliefs and assumptions (ontology and epistemology) that science is a value-free enterprise, Avolio and Gardner consider morals and ethics as foundational resources for achieving self-awareness, thereby injecting values into studies of self-awareness. In our opinion, although Avolio and Gardner endeavored to explain self-awareness comprehensively, using stri

    Criticizing Western Leadership Approach According to Allamah Tabatabai

    Nona Mo’meni, Ahmadali Khaef Elahi, Reza Akbarian, Hasan Danaeifard
    Journal PapersStrategic Management Thought , Volume 5 , Issue 2, 2011 September 23, {Pages 123-149 }


    Recent leadership approach in the West affirms that the main factor for an effective leader is his personal exaltation and achievements called personal development process (PDP). Authentic leadership theory (AUT) is the main theory discussing PDP. PDP is the main factor affecting the behavior and actions of the leader and his followers. This process leads to successful leadership and productivity in our changeable world. This article aims to seek an answer to the challenges of authentic leadership theory from the perspective of Allameh Tabatabai. According to Allameh Tabatabai, empirical science is not enough to acquire knowledge about personal development. Also, moral/ethical foundations are not the only resources of the development proces

    'Allamah Tabataba'i on Intuitive Knowledge of the Self and its Consequences in Practical Wisdom.

    Reza Akbarian, Nona Momeni
    Journal PapersJournal of Shi'a Islamic Studies , Volume 4 , Issue 3, 2011 July 1, {Pages }


    Current scientific approaches consider empirical science to be the only scientific method for achieving self-awareness. However, Western contributors could not provide a complete empirical explanation in spite of their endeavour. According to Islamic philosophers, especially Mulla Sadra and the like, when man sees only his immediate surrounding and imprisons himself within the limitations of selfishness, he cannot achieve his complete existence and attain perfection in the Truth. For Mulla Sadra and the like, man first gains the knowledge of God then he gains theknowledge of himself. Having inherited from previous Islamic philosophers,'Allamah Tabataba'i argued that man gains the knowledge of God and absorbs in the Truth in the cradle of so

    aims to promote the sharing of knowledge in the light of organizational citizenship behavior (Case study: Department of housing and urban development and the department of?…

    H Danaeifard, A Khaefelahi, M Hossiani
    Journal PapersManagement Researcher , Volume 4 , Issue 14, 2011 January , {Pages 63-84 }

    aims to promote the sharing of knowledge in the light of organizational citizenship behavior (Case study: Department of housing and urban development and the department of …

    H Danaeifard, A Khaefelahi, M Hossiani
    Journal Papers , , {Pages }


    The relation between managers' emotional intelligence and the organizational climate they create

    Nona Momeni
    Journal PapersPublic Personnel Management , Volume 38 , Issue 2, 2009 June , {Pages 35-48 }


    The morale and emotional behavior of a manager has an important effect on organizational climate. Research shows that more than 70% of employees' perceptions of organizational climate result directly from a manager's morale and behavior, which stimulates employees' morale, emotions, and behaviors. The aim of this research is to study the relation between the emotional intelligence of managers and the organizational climate they create. Thirty managers were randomly selected as a sample, and the emotional intelligence of each manager and their organizational climates were measured by questionnaires using a 360-degree feedback approach. The managers' results were compared with those from another 140 supervisors, peers, and Regression analyses

    The Effect of Emotional Intelligence of Managers on Organizational Climate and Effective Communication

    Nona Momeni, Negar Momeni
    Journal PapersThe Association on Employment Practices and Principles (AEPP) , 2008 October 2, {Pages 315 }


    Emotional intelligence refers to understanding and recognition of oneself and others' abilities, perception and attitudes. This mental ability has an important influence on other abilities (especially leadership) of a manager. In this essay, we consider two issues which emotional intelligence can have effect on.First, behavior of a manager has an influence on staffs' perceptions and attitudes which create organizational climate. Organizational climate is a perspective of outward features of a culture, resulted from employees' perceptions and attitudes in a special course of time. Great organizational climate improves efficiency of organization; great organizational climate decreases costs of turn over and health problems. Scientists believe


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    • دكتري
      مديريت رفتار سازماني بين المللي ( واحد)
      دانشکده مدیریت و اقتصاد، گروه مديريت دولتي
    • كارشناسي ارشد
      مديريت منابع انساني پيشرفته ( واحد)
    • 1398
      خاني, معصومه
      بررسي رابطه بين معماري منابع انساني و تاب آوري سازماني ،تبيين نقش ميانجي هشياري سازماني
    • 1398
      كريمي, علي
    • مدیر گروه برنامه ریزی و مدیریت
    • رئیس مرکز مطالعات بهره وری
    • مدیر گروه مدیریت
    • رئیس بخش روانشناسی و علوم تربیتی
    • مدیرگروه علوم تربیتی
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