Modeling
Ali Omidi; Ali Shariatnejad
Abstract
IntroductionA lot of research in the two fields of human resource management and organizational behavior has been compiled in the form of scientific articles in various Persian journals in recent years, one of the most specialized and important journals is the Quarterly Journal of Government Organization ...
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IntroductionA lot of research in the two fields of human resource management and organizational behavior has been compiled in the form of scientific articles in various Persian journals in recent years, one of the most specialized and important journals is the Quarterly Journal of Government Organization Management, which covers the latest scientific findings related to the fields of human resource management (recruitment, attraction, employment, talent retention, training and development, compensation, etc.) and organizational behavior (at three individual, group, and organizational levels). Its goal is to improve the scientific level of management specialists and familiarize organizational experts with the latest achievements and scientific findings related to the fields of human resources and organizational behavior. Human resources of any organization are the main factor of its life, and therefore understanding humans is essential for its effective management. In today's world, human resources, as one of the basic pillars of any organization, play an important role in achieving organizational goals and strategies. However, preserving and maintaining this valuable capital is a fundamental priority for any institution and society, which can have more impact on organizational growth and survival than any other factor. However, many organizations face numerous challenges in managing their human resources. These challenges include attracting and retaining talent, improving employee skills, creating an appropriate organizational culture, and improving intra-organizational communications. Human resource management is based on the concepts of organizational behavior, which enables the realization of organizational goals through systematic efforts to recognize, understand, and control human behavior. It is worth mentioning that the necessity of conducting research in the field of human resources, especially in today's world, which is facing rapid economic, social, and technological changes, is of great importance, especially due to the research gap in the analysis of research works of publications in the two fields of human resources and organizational behavior in recent years. This research can help advance and improve the performance of organizations by identifying and filling the research gaps in this field. In this research, the aim is to examine the growth and evolution of this type of study from a methodological perspective. This research is a review of the 10-year publication history of the Quarterly Journal of Government Organization Management. MothodologyThis research is developmental and applied in terms of purpose. Because its results help solve problems related to methodological weaknesses in the field of human resources and organizational behavior. The approach of this qualitative research is based on content analysis with a meta-analysis strategy for analyzing articles, which examines the appropriateness and correctness of research methods in primary studies, and helps to methodize the methodological problems of social research. Because this research seeks to examine and analyze the frequency of research methods in the Journal of Government Organization Management, the meta-study method has been used. The data collection method is to review existing documents and documents. The statistical population of the research is all articles in the Quarterly Journal of Government Organization Management between 2012 and 2017. Sampling was not used in this research and all articles published in the aforementioned quarterly were analyzed in a census manner. A total of 169 articles were analyzed from the perspective of 9 indicators including; The number of articles, research areas (organizational behavior and human resources), the academic field of the responsible author and the number of authors in each article, types of research, research approaches, data collection tools, data sampling methods, data analysis methods, and geographical distribution were examined. To examine the validity of this study, each of the indicators in question was compared with other related articles, and in each case, the differences were examined and revised. In addition, before starting to analyze all the articles, a framework was designed and evaluated on 20, and the strengths and weaknesses of the list were identified and resolved. To examine the reliability of the analyses conducted in this article, 13 articles (7% of the total articles) were randomly selected and made available to academic experts (Krippendorf, 1980). Their results and classifications were 90% consistent with the classifications made by the researchers of this article.FindingsAccording to the research findings, from 2012 to 2017, 169 articles were published in the Journal of Government Organization Management in the two fields of organizational behavior and human resources. The largest number of articles published was in the field of organizational behavior, which was from 2016 to 2022. Regarding the level of collaboration between authors, most of the research was conducted with the collaboration of three people (61 cases) and four people (61 cases), followed by two people (31 cases). The classification of methods used in this research journal includes; fundamental, developmental, and applied methods. Accordingly, fundamental research is conducted with the aim of testing theories, describing relationships between phenomena, and adding to the existing body of knowledge in a specific subject area. Applied research seeks to develop applied knowledge in a specific field; in this type of research, the goal is to move towards the practical application of knowledge. Developmental research also includes a set of processes to develop and determine the suitability of educational products such as plans, methods, and programs. According to the findings of this study, out of a total of 196 articles reviewed, 72 percent of the articles were applied, 6 percent were developmental, 15 percent were fundamental, and 7 percent were mixed. Regarding the composition of the articles in terms of approach (quantitative, qualitative, mixed), it can be said that out of a total of 196 articles, 60 articles (35.5%) were conducted with a quantitative approach, 49 articles (29%) with a qualitative approach, and another 60 articles (35.5%) with a mixed approach in the areas of organizational behavior and human resources, which showed that the dominant approach was quantitative and mixed. In most of the research conducted in the fields of organizational behavior and human resources in this quarterly, 72 articles (42%) used mixed methods to collect data, which, considering the mixed approach of most of the research, used a combination of questionnaires and interviews. Also, according to the findings of this research, the sampling method of most of the articles was purposive (21%) and then random (20%). The data analysis method of most of the articles was structural equations with 23%. Also, factor analysis was 13% and qualitative analysis methods (grounded data, theme analysis, content analysis) were 32%. To examine and determine the topics in the two fields of organizational behavior and human resources and the contribution of each in the published works, the classification of study levels in both fields was used, taking into account the main variables discussed in each article. Considering the titles and keywords used in the articles, the number of articles in each field was separated and it was found that the most articles were in the field of organizational behavior (73 percent). With the studies conducted regarding the geographical distribution of universities in the country and also the type of university (government, non-government, Payam Noor, free), government, Payam Noor and free universities in Tehran province had the highest share of writing the articles under study with a frequency of 73 percent. Discussion and ConclusionThe complexities of human behavior, the diverse needs of humans, and how to meet them in organizations are each a separate topic that has come to the aid of management science and is called organizational behavior. The study of individual behavior in workplaces has long been of interest to management scientists, but a topic that has emerged in recent decades and has attracted the attention of psychologists and sociologists in addition to behaviorists is called organizational behavior. In the field of organizational behavior, systematic and organized study replaces subjective judgments, meaning that scientific documents and evidence collected under monitored and controlled conditions are evaluated and measured in a rational manner. On the other hand, the development of organizational behavior has gained importance as a key strategy in improving the efficiency and performance of Iranian government organizations. Organizational behavior in government organizations studies and analyzes behaviors, communications, and interactions between individuals and groups in the environment of these organizations. This concept includes various aspects such as organizational commitment, employee motivation, job satisfaction, organizational culture, and communication processes, all of which affect the overall performance of the organization. Considering the growth trend of human resource management and organizational behavior research, it shows that the amount of research with a public management approach (organizational behavior and human resources) has grown significantly in recent years, and this could be due to a serious change in the expansion and change of researchers' mental maps in this direction. Another point that is noteworthy in this meta-study is the limited use of empirical data in research; therefore, it is necessary to create a basis for establishing greater communication between other management scholars and executive managers with this field of knowledge by increasing the interest in this type of data in research. One of the important and influential fields in the country is the field of human resource and organizational behavior studies. Since the knowledge created in this field is used as a basis in various government departments, it has a serious impact on the country's government system, and its reform can improve and resolve existing concerns in this field.
Modeling
Ali Shariatnejad; Mehran Mesri; Hossein Tbiniyan
Abstract
Introduction Organizational development is an applied, systematic, and continuous system-wide effort ...
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Introduction Organizational development is an applied, systematic, and continuous system-wide effort and process based on behavioral science and, by utilizing its strategies and techniques, creates and directs the cognitive, cultural, and structural changes of the organization's process in a way that ultimately leads to the organization's ability to achieve efficient strategic orientation, creative problem-solving, and effective self-renewal in line with the changes and requirements of the present and future environment in order to ensure and improve the effectiveness and health of the organization. Organizational development is an important part of the sustainability and growth of a business. Organizational development can be implemented by adopting effective leadership, managing employee performance, and designing a transparent process in the business. A development-oriented organization will be referred to as an organization that organizes and integrates all the capacities available in the organization to achieve a desired level of service provision. Municipalities are among the semi-private organizations in which the quality of services provided is of great interest to the public and therefore can have a great impact on citizen satisfaction and public trust. As a result, this research was conducted with the aim of designing a development-oriented organization model in the municipalities of Kurdistan province. Municipalities are so-called semi-governmental organizations whose performance will greatly affect society, and the actions of municipalities will include all citizens. Therefore, if municipalities become capacity-building organizations that have the ability to solve public problems easily and at all levels, they can increase the level of public satisfaction and even public trust. It is no secret that public trust and public satisfaction have declined in recent years, and this model can help to some extent solve these problems through capacity building to address public issues. As a result, the main goal of the research is to identify the factors affecting the expansionism of municipalities in Kurdistan Province.MothodologyThis research is categorized as basic research in terms of its purpose. The nature of the present study is exploratory research and the qualitative research method is based on the Glaser model. In this study, the statistical population was the managers of the municipalities of Kurdistan province and expert professors in the field of management at the university, 20 of whom were selected as samples using purposive sampling. The criteria for selecting interviewees are: 1) Having professional and executive experience 2) Having scientific and specialized knowledge. Descriptive validity was used to determine the validity of the research. In this study, the test-retest and two coders method was used to measure reliability. In the test-retest method, 3 samples were randomly selected from 20 interviews and each of them was coded twice at intervals of ten to thirty days. Data obtained from theoretical studies and interviews were conducted in the form of open coding, selective coding, and axial coding. FindingsThe research findings include 391 key points, 140 open codes (concepts), 56 axial codes (components), and 5 selective codes (dimensions). Research components include designing a program for continuous improvement, creating incentive programs, influencing employee behavior, promoting creativity, flexible management, participatory decision-making, promoting justice, identifying capacity-building opportunities, commitment, efficient leadership, principled division of labor, purposeful management, improving goals, formulating appropriate strategies, strengthening communications, appropriate control tools, integrating the organization, flexible planning, aligning individual and organizational goals, developing human resources, increasing the perception of job satisfaction, team building, increasing practical abilities, increasing communication skills, attracting efficient employees, job security, continuous organizational support, changing employee attitudes, providing employees, strategic human resources plan, deconstructing laws, providing infrastructure, employing risk-taking managers, explaining long-term and short-term goals, networking, explaining perspectives, sustainable development, the emergence of entrepreneurship, removing political and economic obstacles, efficient supervision, flexible structure, meritocracy, promoting accountability, improving performance evaluation, promoting motivation, delegating authority, organizational development, eliminating unnecessary bureaucracy, creating appropriate technology, resolving internal conflicts, transparency, continuous structural reform, establishing order in the organization, institutionalizing culture. Accountability is institutionalizing a culture of change, avoiding sloganeering, creating an attitude towards development, institutionalizing a culture in communications, institutionalizing a culture of a learning organization, institutionalizing a culture of creativity, and promoting a culture of transparency.Discussion and ConclusionThe dimensions of the research include development-oriented management, development-oriented employees, development-oriented policy, development-oriented structure, and development-oriented culture, which were placed in the framework of the Corbin and Strauss model as follows. The main reasons that will cause municipalities to become development-oriented include development-oriented management and development-oriented structure. Also, the factors related to the main causes of municipal expansionism include expansionist policies, the requirements of municipal expansionism including expansionist employees, and the underlying factors of municipal expansionism including development culture. Finally, the most important consequences of municipal expansionism were identified, which include increasing public trust, increasing accountability, and developing municipal human resources.
Modeling
Ali Shariatnejad; Elahe Maneshdavi
Abstract
One of the global phenomena that has existed for a long time with the emergence of early forms of government and is considered an important factor in causing damage to the policies and public interests of organizations is called administrative trader. Therefore, according to the damages caused by the ...
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One of the global phenomena that has existed for a long time with the emergence of early forms of government and is considered an important factor in causing damage to the policies and public interests of organizations is called administrative trader. Therefore, according to the damages caused by the formation of this phenomenon, the present research was conducted with the aim of identifying and analyzing the antecedents and consequences of administrative trader in government organizations using the FCM method. In terms of its purpose, this research is classified as a descriptive survey research. Also, in terms of the type of data collected, it has a mixed nature, and for this reason, in terms of research philosophy, it has a comparative and inductive approach. The statistical population of the research consists of experts including university professors and organizational managers and employees, 20 of them were selected as sample members using the purposeful sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part of the interview and in the quantitative part is a questionnaire, which was examined by the same sample as the previous one in the interview part. The validity and reliability of the tools have been confirmed by using content validity and intra-coder-inter-coder reliability for the interview and content validity and re-test reliability for the questionnaire. In this research, content analysis and coding method was used in qualitative part and fuzzy cognitive map method in quantitative part for data analysis. The research results include identifying and analyzing the antecedents and consequences of administrative trader in government organizations. According to the findings of the research, among the antecedents of administrative trader, the lack of organizational transparency and the inefficiency of supervisory mechanisms are the most important antecedents, and among the identified consequences, the phenomenon of organizational cronyism has been identified as the most important consequence of administrative trader. Considering that in Iran, government organizations constitute a major part of the existing organizations in the society, therefore, identifying and analyzing the antecedents andconsequences of administrative speculation in government organizations can help improve efficiency, transparency and trust in organizations and ultimately lead to the improvement of services provided by the government to citizens.
Causation
Ali Shariatnejad; Zahra Eyni Nargeseh
Abstract
In the country's administrative and organizational system, one of the most important problems that hinders the proper functioning of employees and organizations is a phenomenon called presenteeism. Presenteeism is introduced as a phenomenon according to which employees are physically present in the workplace ...
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In the country's administrative and organizational system, one of the most important problems that hinders the proper functioning of employees and organizations is a phenomenon called presenteeism. Presenteeism is introduced as a phenomenon according to which employees are physically present in the workplace but are functionally absent. Considering that presenteeism is one of the most important organizational phenomena in the country and has consequences at the individual and organizational levels, Therefore, the current research was conducted to identify and analyze the causes and consequences of the phenomenon of presenteeism in the state banks of Lorestan province. The current research is practical in terms of its purpose, and in terms of gathering information, it is among exploratory research. Also, this research is a mixed qualitative and quantitative research based on comparative and inductive philosophy. The participants in the research are experts, 30 of whom were selected by purposeful sampling and based on the principle of theoretical adequacy. Also, the participants of the research in the quantitative part are 3000 managers and employees of state banks in Lorestan province, and 341 of them were selected based on Morgan's table using available sampling. The data collection tool is in the qualitative part of the interview, whose validity and reliability were confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods. Also, the data collection tool is in the quantitative part of the questionnaire, whose validity and reliability were confirmed using the content validity and retest reliability of the test. Qualitative data was analyzed by content analysis method and quantitative data was analyzed by fuzzy cognitive mapping method.The results of this research indicate that non-admission of telework and working flexibility from the organization, having an organizational commitment, and the type of employment relationship between the individual and the organization are the most important reasons for the outbreak of presenteeism. Also, the emergence of the state of organizational laziness, decreased performance and individual and organizational productivity, and the emergence of invisible employees are identified as the most important consequences of the phenomenon of presenteeism in the state banks of lorestan province. According to the research findings, presenteeism is a negative and harmful phenomenon that severely overshadows the performance and productivity of human resources and the organization, and by disrupting the overall performance of the organization, it leads to pushing the organization. It becomes inefficient for an organization.
Modeling
Amir hooshang Nazarpouri; Ali Shariatnejad; Leila Hassanpour
Abstract
the current research was carried out with the aim of identifying and explaining the antecedent and consequent factors of Micromanagement in governmental organizations. This study which simultaneously used two quantitative and qualitative approaches, is applied research based on purpose and exploratory ...
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the current research was carried out with the aim of identifying and explaining the antecedent and consequent factors of Micromanagement in governmental organizations. This study which simultaneously used two quantitative and qualitative approaches, is applied research based on purpose and exploratory in terms of method. The statistical population of the study was the managers of the governmental organizations of Lorestan Province and the professors of Lorestan University, the sample members were selected using the purposeful sampling method and based on the principle of theoretical adequacy, the views and opinions of 30 of them were examined, the information and data Required, collected and theoretical saturation was achieved. The tool for collecting information in the qualitative part is an interview and in the quantitative part is a questionnaire, whose validity and reliability were confirmed. In the qualitative section, the data obtained from the interview were analyzed with the Atlas.ti software and the coding method, and the antecedent and consequent factors of Micromanagement were identified. In the quantitative part, using the Delphi Fuzzy method, the priority of these factors was determined. The results of the research indicate that in the among, lack of trust in employees by the manager, manager's fear and negative attitude towards delegating authority, were identified as the most important antecedent factors of Micromanagement and also, Increasing employee stress, Dependence of employees on the orders of the manager as the most important consequence factors behind this style of management in government organizations.
ALi Shariatnejad
Abstract
In today's management world, some leaders, due to having a self-centered and arrogant personality and being in a position of power, use less of their mental abilities and capabilities over time and have little mobility, which over time reduces their intellectual capacity. In fact, these people, after ...
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In today's management world, some leaders, due to having a self-centered and arrogant personality and being in a position of power, use less of their mental abilities and capabilities over time and have little mobility, which over time reduces their intellectual capacity. In fact, these people, after coming to power, suffer from short-sightedness and irrational domination, which results in weakness in the intellectual activities of leaders, especially in their decision-making. The present study aimed at understanding the effective factors and consequences of the leader's Huberris phenomenon. This study was developmental with a qualitative and quantitative approach. The statistical population of the study was experts who were selected using the snowball sampling method based on the principle of theoretical adequacy. The data collection tool was a semi-structured interview in the qualitative part and a questionnaire in the quantitative part. The coding method and Atlas.ti software were used for data analysis in the qualitative part and dimittel fuzzy method was used for quantitative analysis. The results indicate that irrational dominance, power paradox, delusional perception of genius and personal knowledge, cerebral immobility and laziness, arrogance and narcissism, and personality and behavioral disorders are the most important factors shaping the phenomenon of Hubris leaders in public organizations. Also, the centralization of decision-making, arrogant leadership, exploitation of human resources, authoritarian management, and reducing the motivation and commitment of followers and subordinates are the most important consequences of the Hubris-leaders phenomenon in public organizations.
