Mahdi Ansaripour; Gholamali Tabarsa
Abstract
From time to time it is heard or seen that some organizations, companies, or economic, financial, political, cultural, and educational enterprises have suffered some corruption from inside or outside. So far, various measures have been taken to combat corruption in the country by passing laws and establishing ...
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From time to time it is heard or seen that some organizations, companies, or economic, financial, political, cultural, and educational enterprises have suffered some corruption from inside or outside. So far, various measures have been taken to combat corruption in the country by passing laws and establishing regulatory bodies, but none of these cases have succeeded in the fight against corruption as they should and perhaps have not. For this reason, another approach must be taken in the fight against corruption. In recent years, the focus of leading countries in the fight against corruption has shifted from mere attention to legal structures and institutions to the use of existing capacities in public oversight, or in other words, whistleblowing. Considering the effects and consequences of whistleblowing on the performance of organizations, the present study attempts to examine the whistleblowing phenomenon for the first time in the country with a systematic approach by using grounded theory and the real experiences of current and past whistleblower organizations in a cultural context. This model could depict the situation of whistleblowing in the country from whistleblowing inputs to its outputs in a tangible way. The experience of whistleblowing in this study was in the form of a comprehensive model and what, why, and how expected consequences of this phenomenon were discovered in the cultural context of the country.
Public Management
Gholam Ali Tabarsa; Tayebe Amirkhani; Saeid Nani
Abstract
Reducing the politicization of administrative system has been considered as an important goal of the reforms of administrative systems. The main purpose of this article is identifying the indicators for distinction between political and administrative jobs as a solution for politicization of administrative ...
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Reducing the politicization of administrative system has been considered as an important goal of the reforms of administrative systems. The main purpose of this article is identifying the indicators for distinction between political and administrative jobs as a solution for politicization of administrative system of Iran that recognized by State Service Management Act. Administrative jobs are those which should change based on career and changing them based on the results of presidential election is wrong but political jobs are those that president can change their employees after presidential election. Identifying the measures for distinguishing these jobs is the purpose of this article. In this regard, at first, the indicators for distinguishing these jobs are identified based on experts viewpoints then these indicators have been set in the form of questionnaire and prioritizing for political and administrative jobs. The results show that need for: bargaining and political lobbying, considering religious and national values, and necessity of political accountability are the first three indicators for political jobs. Necessity of occupational accountability, specialization of job tasks and necessity of legal accountability are the first three indicators for administrative jobs.
Gholam Ali Tabarsa; Ali Rezaeian; Akram Hadizadeh Moghaddam; Arezoo Jamali Nazari
Volume 3, Issue 1 , January 2015, , Pages 90-103
Abstract
Over the past decade the world of work, organizational reengineering has seen an increase. And on the horizontal structures whereby they were to Job frostbite Plateau has become as crisis management.Job frostbite Plateau is the process by which the individual productivity decreases due to reduced motivation. ...
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Over the past decade the world of work, organizational reengineering has seen an increase. And on the horizontal structures whereby they were to Job frostbite Plateau has become as crisis management.Job frostbite Plateau is the process by which the individual productivity decreases due to reduced motivation. The aim of this study is to identify, rank and prioritize the factors affecting investment Job frostbite plateau, and finally management model designed to explain the consequences resulting plateau Job frostbite due to local conditions in the country. For the purpose of the present study is descriptive relationship is based on structural equation modeling. The population consisted of experts, middle and top managers of the Ministry of Industry, Trade and Mines, which are the total of 324 people.The results of the review of the final research model showed that although the plateau content does not predict the outcome directly but through its impact on other types of Job frostbite Plateau could affect the business results; overall estimates of the final version of the study showed that 13% of the variance in job satisfaction, 23% psychological burnout, 36% intend to freedom organization, And 13 percent through the dimensions of organizational commitment Job frostbite plateau is definable. The results can provide guidelines for better management in the Iranian Job frostbite plateau.
Akram Hadizadeh Moghaddam; Ali Rezaeian; Gholamali Tabarsa; Hamid Raminmehr
Volume 2, Issue 3 , June 2014, , Pages 65-88
Abstract
“Counterproductive work behaviors” (or deviance behaviors) is a kind of voluntary behaviors that violates organizational norms that reduce the efficiency of organizations and individuals. These behaviors include abusive behavior, deviant behavior, production, sabotage, theft and behaviors ...
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“Counterproductive work behaviors” (or deviance behaviors) is a kind of voluntary behaviors that violates organizational norms that reduce the efficiency of organizations and individuals. These behaviors include abusive behavior, deviant behavior, production, sabotage, theft and behaviors of withdraw or ignoring. Counterproductive work behaviors, has economical, social and psychological costs for organizations. So the main objective of this study is to investigate the causes of this behavior based on the theory of planned behavior. To achieve the research purpose, we handed out 330 standard questionnaires between the employees in different positions. Reliability and validity of the questionnaire were measured using convergent validity, discriminant validity, composite reliability and Cronbach's Alpha. The results of the survey indicate that correlation between constructs (behavioral attitude, mental norm, perceived control, behavioral intention and actual behavior) in theory of planned behavior in MELAT bank completely confirmed (it means all casual relationships confirmed). In another words, people do these behaviors intentionally or with prior purpose. Also the moderator role of fear of punishment was approved in the relationship between intention and actual behavior. It means that if punishment policies and procedures exist in bank and offenders punish severely, people will not show counterproductive work behaviors.
