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Creation of capacity concentrates on understanding obstacles halting people, governments, and organizations from the realization of development goals. It also makes them achieve results of consistent development. The goal of this study is to propose a conceptual analysis of elements and results of organizational capacity building in higher education to respond to expectations of the society. The directionality of this research is developmental and its methodology is content analysis using an analogy approach concentrating on words, inspections, and precision in the text in order to analyze, describe, explain, and interpret the texts through creating primary codes and coding. The statistical population of this project involves academic scholars and the set of documents and papers related to the questions and variables in this study. 13 samples chosed through Snowball sampling. In this section, semi - structured interview method was used to collect data. To assess the accuracy of findings we used theoretical validation through the points posed by the scholars in the field known as the specialist committee to assess as well as Cohen's kappa coefficient for assurance of accuracy of study method and data collection in the intended phenomenon. By confirmation of the focal group and the estimation of the coefficient 0.761, the research findings had the ability to validate and trust. Results showed that organizational capacity building contains five major concepts of strategic, structural, systemic and procedural, cultural, resources and infrastructures development and a social responsiveness concept as the outcome of the phenomenon under investigations. Therefore, it is suggested to study individual analysis and environmental analysis levels in creating capacity.   

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The effective role of managers and leaders’ political intelligence in organization fundamental changes are undeniable. Political intelligence is the intelligence with which the leaders can make influence over appropriate changes in organization. Political intelligence is one of the social skills that a transformational leader must know well and use it for more Effectiveness in organizational change. Each organization Culture has an important role in acceptance of change by employees and staff readiness to change. The leaders make culture through a process of social influence and with impact on employees, guiding them towards the realization of the noble objectives of the organization. In this paper, the impact of political intelligence on organizational change in government agencies of Guilan as well as moderating role of organization a culture, regarding political intelligence and organizational changes is examined. The research data has been collected from the government agencies of Guilan. This research is practical and its method is descriptive and a survey which collect information through questionnaires. For data analysis, Structural equation modeling and algorithms of partial least squares are used. Results show that the political intelligence influence on organizational change and organizational culture moderate the relationship between political intelligence and organizational change.