مطالب

The present study aimed to examine the translatorchr('39')s solutions to the translation of conversational implicatures from English into Persian. To do so, 120 conversational implicatures were extracted from the novel the Lord of the Rings (Tolkien, 1954) and classified based on Gricechr('39')s (1975) categorization of Maxims, including quality, quantity, relevance, and manner. Mur Duenaschr('39')s (2003) taxonomy of translation strategies was used as a valid framework to find out the translation strategies the translator employed to transfer the 120 conversational implicatures. Furthermore, the most /least frequent translation strategies applied by the translator were investigated. At the end, the effectiveness of the source text (ST)-and target text (TT)-oriented strategies in transferring the same meaning of implicatures to the target text was determined. As the results indicate, the translator employed five out of six of Mur Duenaschr('39')s translation strategies, namely TL cultural cognate, SL cultural and linguistic borrowing, replacement of the SL cultural reference by explanation, TL cultural reference suppression, and TL cultural reference literal translation, of which SL cultural and linguistic borrowing and replacement of the SL cultural reference by explanation were the most/least frequently-used strategies. Moreover, the translator preferred to employ the ST-oriented strategies rather than the TT-oriented ones that referred to the employment of the ST-oriented strategy for the whole text. Based on Gricechr('39')s theory, the researcher concluded that the ST-oriented strategies were more effective than the TT-oriented ones and helped the translator to produce comprehensible translations and convey the meaning of implicatures to the target readers.

Background: “Organizational trauma" and "organizational ethics” are the key variables of interest to researchers in the field of organizational management. Therefore, the present study examined the relationship between organizational trauma and organizational ethics of staff in Urmia University and sought to determine whether organizational trauma has a significant relationship with organizational ethics. Method: This study is applied, from the perspective of purpose; and descriptive-correlational, from that of research design. A sample of 230 employees was randomly drawn out of 630 employees of Urmia University as the statistical population. The data was collected using two standard questionnaires of organizational trauma and organizational ethics, and analyzed using partial least squares structural equation modeling (PLS-SEM). Results: The results showed that organizational trauma can overshadow organizational ethics up to 33 percent. The path coefficient of organizational trauma and organizational ethics variables was measured to be 2.52, which is more than 1/96 at the error rate of 0.05. Conclusions: According to the statistical results, research hypothesis was confirmed, and it was concluded that organizational trauma has a significantly negative impact on organizational ethics.