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 is an interview in the qualitative part and a questionnaire in the quantitative part.. 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
Other
sayed mohammad shamszadeh alavi; Davood Kia Kojouri; Mehran Mokhtari Bayekolaei; Mahnaz Rahmati Kazaz
Abstract
Organizational generosity is one of the vital principles in Iranian education-oriented government organizations that plays a significant role in the development and improvement of the educational system. This concept is not limited to managers and employees of organizations, but is promoted as a fundamental ...
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Organizational generosity is one of the vital principles in Iranian education-oriented government organizations that plays a significant role in the development and improvement of the educational system. This concept is not limited to managers and employees of organizations, but is promoted as a fundamental value in all members of these institutions. Therefore, the purpose of the research is to design a model of organizational generosity in education-oriented government organizations. The present research was conducted with a qualitative approach and in terms of purpose, it is an applied research and using the content analysis method. The experts included faculty members as well as senior managers, and the interviewees included 12 people who were selected through purposive sampling until reaching theoretical saturation. Data were collected using semi-structured interviews. To ensure validity and reliability, the findings were confirmed by the interviewees. In order to analyze the data, the Brown and Clark method was used with Max QDA software. The findings from the interview analysis included 1 overarching theme, 6 organized themes, and 12 basic themes, and 63 primary themes were identified for model design. The results also showed that the organizational generosity model is a powerful tool for creating learning and knowledge-based organizations. By implementing this model, education-oriented organizations can help improve the quality of educational services, increase student and parent satisfaction, and ultimately, improve the quality of education in the country.
Modeling
sanam siyar; HOSSEIN DAMGHANIAN; Mohsen Farhadinejad
Abstract
Considering the multiple roles of women in society, establishing a work-life balance has become one of the important challenges in their lives. The present study aimed to identify and design a phenomenal model of women's work-life balance with an emphasis on family resilience in government organizations. ...
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Considering the multiple roles of women in society, establishing a work-life balance has become one of the important challenges in their lives. The present study aimed to identify and design a phenomenal model of women's work-life balance with an emphasis on family resilience in government organizations. This applied research was conducted with a qualitative approach and descriptive phenomenological method. The research population consisted of women working in government organizations who were selected through purposive judgment sampling. The data collection tool was a semi-structured interview, which reached data saturation with 11 interviews. The Claise phenomenological method was used to analyze the data. The research findings indicated that women's lived experience was identified in 201 basic concepts, 18 categories, and 4 main themes. The 4 main themes include: strengthening family relationships, supportive organizational climate, job enrichment and redefinition, and adaptation to multiple roles as 4 dimensions of a phenomenal model of work-life balance with an emphasis on family resilience in government organizations. As a result, to establish work-life balance for women with an emphasis on family resilience, it is necessary to focus on four dimensions: family, organizational, career, and individual.
Modeling
Gholamreza Azad; Ali Shojaeifard; Mohebi Serajaddin
Abstract
In the government organizations of the country, one of the problems that hinders the progress of the organization is the power-seeking behavior of managers in organizational communication, and experts consider this type of behavior that managers, as the first person in the organization, consciously ...
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In the government organizations of the country, one of the problems that hinders the progress of the organization is the power-seeking behavior of managers in organizational communication, and experts consider this type of behavior that managers, as the first person in the organization, consciously or unconsciously use to achieve power and order in organizations, is a kind of organizational pest. they know Considering that managers' power-seeking behaviors are one of the important issues that have different effects in organizational communication, this research was conducted with the aim of providing a model of power-seeking behaviors in organizational communication among managers of government organizations in the country. The research method is applied in terms of purpose and a mixed approach in terms of data type. The statistical population of the qualitative department of management and communication professors of Tehran province universities who had managerial experience in government organizations of Tehran province, the snowball method was used to select the sample size, and 15 people were interviewed. The statistical population was a quantitative part of managers of government organizations in Tehran province, 380 people were selected as the sample size using Cochran's formula and stratified random sampling method. Data analysis was done in the qualitative part with the help of the foundation's data strategy and in the quantitative part using SPSS 22 and Lisrel 8.54 software. The findings show that the model of power-seeking behaviors in organizational communication among the government organization of the country includes the central category of power-seeking behaviors in organizational communication; Causal conditions with four components of personality characteristics, communication, sociability and management; contexts with three components of political behavior, situational adaptation and job position; Strategy with three components of organizational climate, organizational patterns, organizational rules and regulations; The intervention is with two components of dynamic and complex environment and organizational ethics, and the consequences are with two components of organizational indifference and reduced participation. The results show that the presented model can help to better understand the power-seeking behaviors of government managers in organizational communication.
Modeling
Abdollah Saedi; Nazanin Asadi
Abstract
Big data in the organization can create insight that leads to better decision-making and discovering strategic paths. The purpose of this research is to analyze and evaluate the consequences of big data in human resource management in government organizations. This research is practical in terms of its ...
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Big data in the organization can create insight that leads to better decision-making and discovering strategic paths. The purpose of this research is to analyze and evaluate the consequences of big data in human resource management in government organizations. This research is practical in terms of its purpose, and in terms of the method of collecting descriptive information, it is of the survey type, and in terms of typology, it is among mixed research. The statistical population of the research includes university professors in the field of management and human resource managers in government organizations, 17 of whom were selected using the purposeful sampling method and based on the principle of theoretical adequacy. In the qualitative part of the data collection tool, there is a semi-structured interview, the validity and reliability of the tools were confirmed using content validity and intra-coder and interrater reliability methods, respectively. The tool for collecting data in the quantitative part is a questionnaire, which was confirmed using content validity and retest reliability. In the qualitative part of this research, the data obtained from the interview were identified using the Max-QDA-E software and the analysis coding method and the consequences of big data in human resource management. In the quantitative part of the research, the prioritization of factors and their causal relationships were determined using the fuzzy cognitive mapping method. The results show that intelligent recruiting and hiring, identifying skill gaps, foresight, talent management, eliminating discrimination and retention, employee retention and performance management are respectively the most important consequences of big data in human resource management. The governance of big data in government organizations enables human resource managers to act more intelligently in the fields of human resources such as recruitment and employment, recruitment, salary system, etc.
Skandar Shirazi Shirazi
Abstract
One of the main necessities of democratic governments is the existence of a comprehensive accountability system in the public administration sector, and without this system, there is a possibility of administrative corruption and dissatisfaction in public sector organizations. The main purpose of this ...
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One of the main necessities of democratic governments is the existence of a comprehensive accountability system in the public administration sector, and without this system, there is a possibility of administrative corruption and dissatisfaction in public sector organizations. The main purpose of this research is to identify and test the dimensions and components of organizational accountability and model design. The organization is responsible for public sector organizations. According to the purpose of this research, it is fundamental and its research method is mixed with a sequential-exploratory approach, and it was conducted in two phases, qualitative and quantitative, so that first, qualitative data was collected using interviews with 19 experts who were selected in a purposeful way. were collected and analyzed using the foundation data method and the use of three stages of open, central and selective coding, then using the survey questionnaire tool in the test environment, the collection of quantitative data has been carried out. They were tested by confirmatory factor analysis and structural equations, and finally the responsive organization model was designed. In the qualitative phase of the research, 167 subcategories were categorized in the form of 54 subcategories and 6 main categories of responsive government, responsive managers, responsive structure, responsive employees, responsive culture, and responsive clients. Based on the obtained results, breaking the structure in the laws and promoting the culture of accountability were chosen as the central categories of the research due to frequent repetition in the process of interviews. Also, among the dimensions of the responding organization, the category of creating a responsive structure with a t-statistic equal to 4.32 and an effect size of 0.7 has the highest impact, and the category of a responsive culture with a t-statistic equal to 2.96 and an effect size of 0.51 has the lowest impact on creating The responsible organization
Modeling
Zohre Mohamadyari; Mohsen Arman
Abstract
One of the main duties of managers in organizations is to select and appoint people to key positions, and in some cases, managers put weaker people in key and main positions in order to protect their management seats. This type of management style is known as spider management and creates strategic challenges ...
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One of the main duties of managers in organizations is to select and appoint people to key positions, and in some cases, managers put weaker people in key and main positions in order to protect their management seats. This type of management style is known as spider management and creates strategic challenges for the organization. The main goal of this research is to identify the antecedents and consequences of spider management in government organizations. The current research is an exploratory qualitative research, which is thematic analysis in terms of data analysis method. The statistical population of this research includes experts and experts in the field of human resources management in government organizations and university professors who are familiar with the research topic. Using the snowball sampling method, 18 people were selected. The main tool of data collection in this research is a semi-structured interview. The results showed that a total of 14 organizing themes in the form of 14 universal themes were identified as antecedents of spider management in government organizations and also 10 organizing themes in the form of 3 pervasive themes were identified as suffixes of spider management in government organizations. The results of the theme analysis showed that the antecedents of spider management in government organizations are: government of incompetents, work politics, governance of destructive culture and collective corruption. The consequences of spider management in government organizations include: the cycle of inefficiency, the vicious circle of incompetence and the weakening of psychological security.
Causation
Elham Mala; Mehdi Keirandish; Davood Kia Kojouri; Mohammad Javad Taghipourian
Abstract
This research was carried out with the purpose of identifying the factors of the complementary work team model in Iran's government organizations with meta-composite method. The current research is analytical-descriptive in terms of its practical purpose and in terms of the research method, which was ...
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This research was carried out with the purpose of identifying the factors of the complementary work team model in Iran's government organizations with meta-composite method. The current research is analytical-descriptive in terms of its practical purpose and in terms of the research method, which was carried out using the meta-composite qualitative research method. The metasynthesis method was performed using the seven steps of the method of Sandelowski and Barroso (2007). The statistical population of the research included all the articles in reliable domestic and foreign databases during the years 2000-2024, and 27 articles were selected based on the research criteria. The main and secondary factors of the pattern were extracted using the theme analysis method. Based on the meta-combination results, the factors of the model of complementary work teams in Iranian government organizations include 85 primary concepts, 18 sub-categories and 5 main categories, which include organizational soft factors, complementary The main and secondary factors of the pattern were extracted using the theme analysis method human resource management, complementary based on the research criteria team processes, complementary team internal interactions and complementary members. The findings of this research guide planners and policy makers in the field of achieving and realizing complementary work teams.
Regression
Jahan Abdi; Mohammad Adinehvand; Zahra Hajibeigi
Abstract
This research was conducted with the aim of investigating the effect of patriarchy on organizational trauma with the mediating role of ambition of female managers in government organizations of Ilam province. Methodology In terms of the purpose, the research method is a part of applied research, and ...
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This research was conducted with the aim of investigating the effect of patriarchy on organizational trauma with the mediating role of ambition of female managers in government organizations of Ilam province. Methodology In terms of the purpose, the research method is a part of applied research, and in terms of implementation and the method of data collection, it is descriptive and correlational. The statistical population includes all the female managers of government organizations in Ilam province in 1402, numbering 127 people, based on Morgan's table, 95 people were selected for this study by simple random sampling method. The data collection tool in this research was Cheng et al.'s patriarchy questionnaire (2000), Steinkamp's organizational trauma questionnaire (2014) and Zohragin Schmidt's leadership questionnaire (2008). The validity and reliability of these questionnaires were confirmed through face validity and Cronbach's alpha. Findings The results of this research showed that the relationship between organizational ambition and organizational trauma (-0.639) is negative and significant, the relationship between organizational patriarchy and organizational trauma (0.351) is positive and significant, and the relationship between organizational patriarchy and organizational ambition (976) -0/) was negative and significant. Also, the research results showed that the relationship between organizational patriarchy and organizational trauma with the mediating role of organizational ambition (0.624) was positive and significant. The results of this research showed that patriarchal management causes organizational problems, and in this regard, organizational ambition can act as an effective factor in improving performance and reducing trauma in organizations. Therefore, it is suggested that managers act by creating motivation, healthy competition and promoting a positive work environment in order to achieve growth and progress in the organization and prevent organizational trauma.
Pathology
Habib Ebrahimpour; SHabnam Zarjou; Rouhollah Moazeni
Abstract
Considering the importance and vital role of governance as a mechanism for the development of countries, the current research aimed to extract and introduce the features and characteristics of governance based on Mohammad Ali Foroughi's political opinions and thoughts as a historical doctrine. In this ...
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Considering the importance and vital role of governance as a mechanism for the development of countries, the current research aimed to extract and introduce the features and characteristics of governance based on Mohammad Ali Foroughi's political opinions and thoughts as a historical doctrine. In this research, the interpretive paradigm and inductive approach were used. This research was exploratory and based on a qualitative method. The desired strategy for data collection was content analysis, and the data collection tool was the copying of documents, in which the book, letters, and manuscripts of Mohammad Ali Foroughi were analyzed as a statistical sample. The findings showed that the indicators of governance coordinates of Mohammad Ali Foroughi's opinions are numerous and diverse. These indicators were defined as the special achievement of the research on governance coordinates in the components of perceived integrity and integration of the ruler, democracy, citizen-centered, national maturity, learner, meritocracy, international policy maturity, and structural transparency, and were classified in the form of seven main categories, including meritocracy, national maturity, maturity of international politics, democracy, learning, structural transparency, and the perceived integrity of the ruler. These categories were introduced as governance features in Foroughi's political thoughts and opinions. These features can be extracted as a historical lesson and used for policy-making at different government and organizational levels. Based on these features, for using Foroughi's opinions and thoughts to optimize governance, policy making, and decision-making, suggestions were presented to the government and organization.
Modeling
Payman Shahlaee Manesh; Freydon Aahmadi; Mansour Irandoost
Abstract
The present research has been conducted with the aim of deeply rooting the factors affecting lawlessness in Iran's government organizations. In terms of purpose, it is practical and developmental, and in terms of the approach of qualitative and exploratory research, it is in two qualitative parts.In ...
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The present research has been conducted with the aim of deeply rooting the factors affecting lawlessness in Iran's government organizations. In terms of purpose, it is practical and developmental, and in terms of the approach of qualitative and exploratory research, it is in two qualitative parts.In the first part, with Delphi technique and using structured questionnaires, the main factors and variables of law evasion were identified, and in the second part, the factors obtained in the previous stage were deeply rooted with the help of five reasons tool from RCA technique and by conducting interviews.The socio-statistics of this research includes 18 experts, elites, university professors, managers of the supervisory departments of executive bodies and judges of the Administrative Court of Justice who were experts and familiar with the subject of the research, and in an improbable and purposeful way, they reached theoretical saturation in the 18th person. Based on the results of the Delphi technique, six main factors, including economic factors, political factors, personal factors, structural factors, regulatory factors and social factors, and 16 variables dependent on the factors were identified. And based on the results of the RCA method, three factors of conflict of interest, lack of salary increase in accordance with the inflation rate, and loopholes in the laws were identified as the roots of lawlessness in Iran's government organizations.
Modeling
Narjes Shamsi Ghoshki; Alireza Manzari Tavakoli; Sanjar Selajgeh; , Samaneh Mehdizadeh
Abstract
In government organizations, the productivity of human resources and their durability are of great importance. Because these organizations are responsible for providing public services and meeting the needs of citizens, the use of power and organizational participation tactics is vital to improving the ...
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In government organizations, the productivity of human resources and their durability are of great importance. Because these organizations are responsible for providing public services and meeting the needs of citizens, the use of power and organizational participation tactics is vital to improving the performance and durability of manpower. Therefore, this research aimed to identify the factors of power and organizational participation tactics, durability, and productivity of human resources in government organizations of Kerman province and provide its model. The research applied a semi-structured interview with 15 experts, including senior managers and faculty professors, through purposeful sampling for data collection. Data were then analyzed using the themed analysis method. The reliability was examined and approved using the two-coding and test-retest methods. To calculate the agreement, the Capa coefficient was used. The results showed that this pattern includes organizational participation, manpower sustainability, power-application tactics, and human resource efficiency. Finally, the results were categorized into 49 basic, 18 organized, and four pervasive themes. Power application tactics and organizational participation in government agencies play a vital role in the sustainability and productivity of human resources. Creating a space of cooperation and interaction, encouraging participation in organizational decision-making, providing educational opportunities, improving work spirit, and promoting trust in the organization can contribute to productivity and manpower sustainability. Therefore, keen use of these tactics can lead to improved performance and quality of services provided by government agencies.
Modeling
Mehdi Mohammadi; farshid aslani; habib kazemi
Abstract
The appearance of unworthy and yes sacrificial office holders who, like marionettes with flattery and flattery, are trying to obey the orders of their superiors and have seen the key to their growth in flattery and yes sacrificialism and not in expertise, commitment and sincere service. It will have ...
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The appearance of unworthy and yes sacrificial office holders who, like marionettes with flattery and flattery, are trying to obey the orders of their superiors and have seen the key to their growth in flattery and yes sacrificialism and not in expertise, commitment and sincere service. It will have unfortunate consequences in organizations. Therefore, the purpose of this study is to analyze the phenomenon of marquee dolls in managers. The present research has been exploratory and using a qualitative approach with content analysis method. In the present study, in-depth interview method was used to collect information. The statistical population of this research is all experts and specialists in the field of organization, management theories, organizational behavior, human resources and organizational management. The sampling method of the research is purposeful sampling method. In this study, 13 interviews were conducted to reach the saturation point. Findings were counted in the form of 368 open source, 94 basic themes, 45 organizing themes. According to the organizing themes and also the mentality formed during the research, 4 comprehensive themes were identified. Thematic analysis led to the identification of 4 comprehensive themes of contextual conditions, individual factors, intervention conditions and consequences
Zahra Mohammadpour; Davood Kiakojouri
Abstract
Understanding organizational behavior has never been more important to managers than it is today. In some social interactions, people in various situations, out of devotion, interest, and in extreme cases, flatter and flatter people who are likely to gain power or potential in the future. These behaviors ...
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Understanding organizational behavior has never been more important to managers than it is today. In some social interactions, people in various situations, out of devotion, interest, and in extreme cases, flatter and flatter people who are likely to gain power or potential in the future. These behaviors can be considered and analyzed in the context of organizational behavior management science.This study aims to provide an accounting management model in Iranian government organizations. Accordingly, 29 Latin and 78 Persian articles were selected that were selected by snowball method. After theoretical saturation, textual content analysis was performed and the output of the work was shown by Max QDA software. Then, the obtained data were provided to 14 experts by a questionnaire (quantitative and qualitative) and after three rounds of qualitative Delphi, 27 criteria and 196 sub-criteria were identified and the resulting pattern was obtained. Based on the results for managing accountable action in government organizations, managers should be careful about the criterion of opportunistic behavior, which was the most effective criterion and had the most interaction with other criteria. on the other hand, the criterion of selfish individualism is the most influential. The criterion of utilitarianism is the most important criterion and the sub-criterion of politics as an exchange is in the first priority among the sub-criteria.
Fatemeh Fazelpour; Seyed Mehdi Veiseh; Ardeshir Shiri
Abstract
This research was conducted to analyze the dimensions of the popularity of managers in government organizations of Ilam City. The current research was applied in terms of purpose and is exploratory nature with the qualitative method in terms of data collection using grounded theory with Glazer's emergent ...
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This research was conducted to analyze the dimensions of the popularity of managers in government organizations of Ilam City. The current research was applied in terms of purpose and is exploratory nature with the qualitative method in terms of data collection using grounded theory with Glazer's emergent approach. The participants were managers of government organizations in Ilam City. Data collection was done through purposive sampling with 17 managers using semi-structured interviews. For the reliability of the interviews, the method of agreement between two coders was used, and to check the validity, content validity was used. Findings revealed that 7 dimensions were identified for popularity, which included weak-willed (empty character, shaky character, identity destruction), unhealthy dependence (obedient mind, passive behavior, others-processing), belonging (showcase management, hypocritical behavior, imaging), personal interests (networking, ownership, political game), malinger(behavioral abnormality, personality syndrome, personality crisis), white fallacy (organizational deviance, organizational anomaly, functional dysfunction of managers), ritualism (creating management based on the glass room, formulating the principles and functional requirements for the organization, formulating the principles and requirements for education and ethics). The results of the research showed that seeking popularity is one of the managerial inefficiencies in government organizations, which has made managers' performance difficult. It can be said that to reduce the popularity of managers, government organizations should avoid appointing managers who tend to have symbolic communication and dependent personalities.
Gholamreza Tavakoli
Abstract
Cameron and Quinn's organizational culture assessment tool has been used as one of the most valid models of organizational culture to identify the prevailing organizational culture in many organizations. The purpose of this study is to critique, analyze the weaknesses and identify the main discourses ...
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Cameron and Quinn's organizational culture assessment tool has been used as one of the most valid models of organizational culture to identify the prevailing organizational culture in many organizations. The purpose of this study is to critique, analyze the weaknesses and identify the main discourses towards this model in Iranian government organizations. For this purpose, the Cameron and Quinn organizational culture assessment tool presented in 1999 was carefully studied and the required data were collected through a library study of available resources and a two-stage semi-structured interview (20 people, 15 people). The statistical population in the present study was all managers and organizational experts in government organizations. In the first part of the research, 20 interviews were conducted with experts who were purposefully selected and 94 meaningful units, 33 codes, 12 categories, and 4 themes of data were counted using directional qualitative content analysis. The reliability of the findings of the first part using the method P. Scott was approved. In the second part of the study, to analyze the discourses and enumerate the main discourses about this model, 15 experts were interviewed and three main functional, contingent and non-functional discourses were counted by the critical discourse analysis method. Then, using the opinion of experts with the Vasspas ranking method, the main discourses were ranked with non-functional, contingent, and non-functional priority. This means that from the point of view of experts in government organizations, the tool for assessing the organizational culture of Cameron and Quinn is not suitable for implementation in Iranian government organizations. Finally, suggestions were provided to improve the model.
Saeed Dashtizad; Mahnaz Farahmand; Hossein Afrasiyabi; Seyed Alireza Afshani
Abstract
Dissemination and free access to information of government organizations with constant care and removal of obstacles related to it guarantees the health of society and the organization. Therefore, the phenomenon of self-censorship in the public relations of government organizations should be considered ...
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Dissemination and free access to information of government organizations with constant care and removal of obstacles related to it guarantees the health of society and the organization. Therefore, the phenomenon of self-censorship in the public relations of government organizations should be considered as one of the major obstacles in this direction. Recognizing and analyzing the causes and contexts of this phenomenon can be a necessary and important step in removing these obstacles. This study was conducted with the aim of in-depth study of the experiences of public relations managers of government organizations in Yazd. It wants to discover and identify their causes and motives in self-censorship. This research has been done in the framework of qualitative studies and in a phenomenological way. The reliability of the research data has been verified based on four criteria of validity; Portability; Verifiability; And reliability. The research findings were classified into 15 sub-topics and 4 main topics. The data show that four factors are influential at the individual, organizational, and extra-organizational levels, including insecurity and need, command-orientation, adherence to the prevailing discourse, and expediency. Considering the great impact of the mentioned factors on the views of public relations managers of government organizations in self-censorship, it can be concluded that facilitating the flow of information as one of the necessities of community development requires serious attention of officials and policy makers to the position and role of public relations.
Belal Panahi
Abstract
A paradigm is central to leading organizations today: human capital. Talent management can turn human capital knowledge into Added Value. The aim of this study is to future the plans of the government and parliament to attract and retain talent and to categorize the possible future in the field of talent ...
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A paradigm is central to leading organizations today: human capital. Talent management can turn human capital knowledge into Added Value. The aim of this study is to future the plans of the government and parliament to attract and retain talent and to categorize the possible future in the field of talent management in the final governmental organization of Iran by creating favorable, undesirable, acceptable and tolerable scenarios. This research has been done by qualitative method and Futures Studies. The type of applied research is case study and trend study. The data collection method is the Delphi method. The Delphi panel included 10 academics and executives from government agencies. Structural analysis and interaction analysis were used in this study. The results of the present study showed that the possible future in relation to talent management includes a range that on the one hand has led to the encouragement of talents and by using a strategic document has led to attracting and retaining elites and talents in organizations. On the other hand, it will lead to the loss of talents and their withdrawal from government and national organizations. Based on the idea of incentives, government agencies should review, continue, and modify their incentives to take any action to retain talent and strive to sustain and retain talented individuals by providing appropriate and motivating benefits. On the basis of bribery, government organizations, while encouraging and giving special privileges to talented and elite people, must have the tools to encourage their human capital so that the greed for foreign facilities is removed from their hearts.
Modeling
mohammad hakak; abdollah saedi; masume momenimofrad
Abstract
The purpose of this study was to design a model for Communication Apprehension human capitals In government organizations using the Interpretative Structural approach. This research is based on mixed researches in deductive-inductive paradigm that is purposeful and practical. In the qualitative section, ...
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The purpose of this study was to design a model for Communication Apprehension human capitals In government organizations using the Interpretative Structural approach. This research is based on mixed researches in deductive-inductive paradigm that is purposeful and practical. In the qualitative section, the statistical population was 30 experts and managers in government organizations. Which were investigated according to purposeful sampling method and up to saturation of required information and theoretical adequacy. In the quantitative section, the statistical population of the research is managers and experts in government organizations whose have been evaluated using a structural interpretation model approach. In the qualitative part of the research, semi-structured interview was used. Its validity and reliability was tested using CVR coefficient and Kappa-Cohen test. In a quantitative section questionnaire was used. Its validity and reliability were measured using content validity and retest. The results of the study included the introduction of three main consequences Communication Apprehension human capitals: Organizational Non-Commitment, Turnover And Burnout of Job and describes how they are formed. for example, Organizational Non-Commitment Poor readiness of people, Increase fear and doubt And the lack of motivation human resources. Thus, Lack of sufficient motivation in addition to creating a climate of distrust among the staff of the organization, Avoiding them from communicating and interacting with each other will also be followed. The consequence of this process is to create an organizational non-commitment
Modeling
ali farajvand; laila gh
Abstract
In government organizations, the productivity of human resources and their sustainability are very important. Since these organizations are responsible for providing public services and meeting the needs of citizens, using the tactics of applying power and organizational participation is very vital to ...
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In government organizations, the productivity of human resources and their sustainability are very important. Since these organizations are responsible for providing public services and meeting the needs of citizens, using the tactics of applying power and organizational participation is very vital to improve the performance and sustainability of human resources. Therefore, the purpose of the research is to identify the factors of tactics of exercising power and organizational participation, durability and productivity of human resources in the government organizations of Kerman province and to present its model. This research was conducted by conducting semi-structured interviews with 15 experts including senior managers and faculty members through targeted sampling to collect data. Then they were analyzed using thematic analysis method. Reliability was checked and verified using the method of two coders and open reliability of the test.
