Public Management
Reza Saleh zadeh; ali Asghar mobasheri
Abstract
The current research was carried out with the aim of designing a model of ostracism faculty members in the work environment . This research in terms of practical purpose; In terms of exploratory nature and in terms of method; It has been done in a qualitative way and with the approach of Grounded theory. ...
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The current research was carried out with the aim of designing a model of ostracism faculty members in the work environment . This research in terms of practical purpose; In terms of exploratory nature and in terms of method; It has been done in a qualitative way and with the approach of Grounded theory. The statistical population of the research is made up of faculty members of Iranian universities, among which 19 people were selected using a targeted method as well as the snowball method and observing the rule of theoretical saturation, and the data were collected using semi-structured interviews. The results of this research indicate that the ostracism faculty members in the work environment is influenced by 3 categories of causal factors (management-organizational factors, characteristics of the excluded person and factors related to colleagues) and personal and organizational background factors and intervening factors. also affect the emergence of this phenomenon in universities. The strategies to prevent the ostracism faculty members and the consequences of this phenomenon in universities have also been identified at both individual and organizational levels. The findings of the research can create a suitable insight in relation to how the phenomenon of ostracism faculty members is formed in the work environment and provide the context to prevent it for the planners and policy makers of the university system.
Public Management
Aliasghar mobasheri; Hadi Teimouri; Sharzad Kiyanpour
Abstract
The aim of the current research was to design a pattern for emergence of bad managers in organizations. This study is developmental in terms of purpose and exploratory in nature, which was conducted using a qualitative method and a grounded theory approach. The statistical population was the public organizations ...
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The aim of the current research was to design a pattern for emergence of bad managers in organizations. This study is developmental in terms of purpose and exploratory in nature, which was conducted using a qualitative method and a grounded theory approach. The statistical population was the public organizations of Isfahan city, where 14 managers were selected as sample members by a purpesfull method and the theoretical saturation rule and individually semi-structured interview was used In order to collect the required data needed. After analyzing the interviews, 82 concepts were identified, which were classified into 6 categories. The results indicate the emergence of bad managers is under the influence of causal factors such as the absence of clear performance indicators in promotion and appointment, replacing relationships instead of criteria, the rule of oligarchic thinking, the weakness of the succession planning system, the weakness of the performance evaluation system and the like. Individual and organizational contextual factors as well as intervening factors also influence the emergence of this phenomenon. Strategies for preventing the appointment of bad managers have also been identified at three individual, group and organizational levels. The results also indicate that the emergence of bad managers will have negative consequences at the individual, group, organizational and extra-organizational levels. The findings can create a suitable insight in relation to the emergence of the phenomenon of bad managers and provide the context to prevent it for the planners and policy makers of the administrative system.
Hassan Esmailian; Hadi Teimouri; Arash Shahin; Ziad Dehghan
Abstract
Focusing on creating a joyful organizational environment is one of the ways in which human resource management can create a better working life for employees. Due to the necessity of applying and using new approaches in the management of interpersonal relationships and making the workplace environment ...
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Focusing on creating a joyful organizational environment is one of the ways in which human resource management can create a better working life for employees. Due to the necessity of applying and using new approaches in the management of interpersonal relationships and making the workplace environment pleasant, having a sense of humor and knowing how to use it can be a useful management tool for leaders. Therefore, the purpose of this research is to design the model of antecedents and consequences of humor in Parsian Gas Refinery Company. This research, in terms of objective, is typically applied-developmental and has been done by applying a qualitative research method. In order to identify the dimensions of the antecedents and consequences of organizational humor, semi-structured interviews were conducted with 12 managers and supervisors of different units of Parsian Company using non-probability judgment and snowball sampling method and the data were analyzed using a thematic analysis method. The findings led to identify 10 main themes that were categorized into individual-oriented, group-oriented, organization-oriented antecedents and consequences, and also the dimensions of organizational humor. The results of present research will help to understand the effects and performance of humor in organizational environments.
Public Administration
Abdoulla Karimi; Arash Shahin; Ali Shaemi Barzoki
Volume 6, Issue 2 , April 2018, , Pages 95-108
Abstract
The purpose of this research is to propose a competency-oriented performance assessment system via succession planning. It was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat ...
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The purpose of this research is to propose a competency-oriented performance assessment system via succession planning. It was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in Isfahan province in the quantitative section. judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.82 and its validity was approved. Data analysis was carried out through descriptive statistics and inferential statistics including exploratory factor analysis, confirmatory factor analysis and structural equation modeling. The results of the survey in the qualitative section illustrate that there are 24 components of competency-oriented performance assessment system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest factor loading (0.92) and flexibility has the lowest factor loading (0.79) and other dimensions are in subsequent order of importance respectively. Likewise, the results disclosed that dimensions of competency-oriented performance assessment system have a positive and significant effect on establishment of succession management.
