Public Management
Leila Ghasemi esfahlan; Akbar Nassanpoor; SAEED JAFARINIA; Bijan Abdollahi
Abstract
Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative ...
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Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences.
Maryam Tehrani; Abar Hassanpoor; Roohallah Noori; Nafiseh Sohaniyan
Abstract
Today, employing incompetent and untalented people in high positions of organization and entrusting them with the management of various departments will be serious threats to the survival of public organizations and the basis for the emergence of the phenomenon of dwarfism. This research aims to conceptualize ...
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Today, employing incompetent and untalented people in high positions of organization and entrusting them with the management of various departments will be serious threats to the survival of public organizations and the basis for the emergence of the phenomenon of dwarfism. This research aims to conceptualize dwarfism, identifying and ranking its consequences in public organizations with a meta-synthesis approach. The conceptualization of dwarfism by the method of forming and analyzing the semantic network was carried out in two stages by using key sentences of texts describing dwarfism in 28 selected studies. Identifying and ranking its consequences were done with a meta-synthesis approach. After searching in scientific databases, 74 related studies were extracted, and by examining them, the consequences of dwarfism were identified. Finally, by using the Shannon entropy method, the consequences were weighted and ranked. The results of the analysis of the semantic network of dwarfism indicate that the common phenomenon of dwarfism in today's organizations is rooted in several theories and scientific management concepts such as the petty principle, the similar-to-me effect, the tall poppy syndrome, Distributed incompetence, and political behaviors. The results of the meta-synthesis showed that the reduction of organizational performance, suppression of capable employees, and organizational politicization are the most important factors behind dwarfism. One of the effects of this research is to create motivation in researchers for further investigations of the progress to prevent decay, remove obstacles to individual development, and establish meritocracy in organizations.
Leila Ghasemi esfahlan; Akbar Hassanpoor; Saeed Jafarinia; Bijan Abdollahi
Abstract
One of the characteristics that show the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in increasing the quality of decisions making in organizations. Therefore, the purpose of this study is to identify the factors affecting ...
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One of the characteristics that show the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in increasing the quality of decisions making in organizations. Therefore, the purpose of this study is to identify the factors affecting the expression of organizational dissent of employees in the university. The method of this research is qualitative and exploratory which has been done using content analysis and documental study. The statistical sample of this research included 120 articles published in the valid journals searched in domestic and foreign scientific databases by searching for keywords and performing the screening process. Finally, 30 works were selected for further review and analysis. The result of the literature review and analysis was the extraction of 31 basic themes, 13 constructive themes, and 4 comprehensive themes. Findings showed that the factors affecting the willingness of employees to express organizational opposition are 4 main dimensions: personal, communicational, organizational, and environmental, each of which can affect the willingness of employees to express organizational dissent, but the decision to choose the approach of expressing depends on which particular issue and factor will be affected in that particular situation at the time of selection; therefore, depending on the circumstances, it is necessary to identify the considerations of each factor and consider the correct approach to express organizational dissent of employees.
Abdorreza Ghanizadeh; Roohallah Noori; Akbar Hassanpoor; Yousef Vakili
Abstract
About a decade has passed since the establishment and implementation of the current performance management system of Iranian public sector organizations according to the criteria of the Civil Service Management Act. Nevertheless, this system has not been scientifically and comprehensively pathologized. ...
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About a decade has passed since the establishment and implementation of the current performance management system of Iranian public sector organizations according to the criteria of the Civil Service Management Act. Nevertheless, this system has not been scientifically and comprehensively pathologized. Since the possible failures and shortcomings of the current system will cause deep performance gaps if they are placed together and continue, so the purpose of the present research is the pathology of the mentioned system. First, the literature on performance management (at the organizational level) was studied and the selected sources were reviewed, classified, and thematically analyzed. Then, semi-structured interviews with nineteen performance management experts in public sector organizations were conducted based on the extracted themes. Experts were identified by snowball technique considering scientific, experimental and perceptual conditions. Subsequently, inductive thematic analysis of the interviews data and pathology were performed. In this phase, 500 codes were assigned to the data. Findings of this research include a global theme (the failures of mentioned system), 6 organizing themes (major failures including planning problems, legal and contextual deficiencies, proficiency problems and poor insight, conflict of interest problems, executive and logistical deficiencies, theoretical problems in the current model) and 55 basic themes (minor failures). Considering the variety, multiplicity and scope of the mentioned failures, corrective measures should be taken with the participation of various specialties in the field of management knowledge. Some reforms are possible within this system, while others require improvements in other subsystems of the Iranian administrative system.
General Management
Saeed Jafarinia; Mehdi Kheirandish; akbar hassanpoor; somayeh Bakhshandeh
Abstract
Research on expectations and work preferences of millennium generation as a young generation of the workforce provides an insight to the managers that facilitates to formulate policies to absorb and retain this generation. Accordingly, the present study, by systematically reviewing the results ...
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Research on expectations and work preferences of millennium generation as a young generation of the workforce provides an insight to the managers that facilitates to formulate policies to absorb and retain this generation. Accordingly, the present study, by systematically reviewing the results of qualitative researches in this area, presented a list of work expectations of this generation and then, using the Shannon Entropy method, the order of their importance was highlighted. This research is descriptive in terms of purpose and is practical in terms of research type. The statistical population of the study consisted of 68 valid qualitative papers and theses, 21 of which were entered into the cross-synthesis process using a judgmental method. In order to measure the agreement between the two raters, the Cohen's kappa coefficient was used and the CVI index was utilized to assess the validity of the results and the validity and reliability were confirmed. The results showed that, respectively, work-life balance, opportunity for professional growth and development at work, having a fun and enjoyable work environment, flexible working time, challenging tasks, teamwork, supportive work environment, more salaries and benefits, and meaningful work are among the most important millennial job expectations.
