Conceptualization
davood kia kojouri; Yaaman Charyani Zanjani
Abstract
In contemporary times, mafia-style political behaviors within organizations overshadow formal rules and established communications. The book and film trilogy The Godfather offers a vivid portrayal of such behaviors and the hidden dynamics underlying these interactions, meticulously revealing their complexities. ...
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In contemporary times, mafia-style political behaviors within organizations overshadow formal rules and established communications. The book and film trilogy The Godfather offers a vivid portrayal of such behaviors and the hidden dynamics underlying these interactions, meticulously revealing their complexities. This study aims to develop a model of mafia political behavior in organizational management, as depicted in The Godfather, and to examine the applicability of these strategies in organizational management. A mixed-methods approach (qualitative-quantitative) was employed. The qualitative phase involved detailed content analysis of the films and book, while the quantitative phase utilized a questionnaire derived from 64 initial items obtained through open coding. These items were refined via three Delphi rounds with seven purposively selected experts in political behavior. The validated outputs informed axial and selective coding. Content validity was confirmed through the Delphi technique, while qualitative reliability was established via Cohen’s Kappa. Quantitative reliability was verified using Kendall’s coefficient of concordance, confirming consistency across all stages. The identified components include: decision-making capacity and power exertion, perception management and influence over others’ thoughts, and strategies for maintaining and augmenting power. The analysis revealed that the political behaviors and power strategies illustrated in The Godfather can aid organizational managers in refining political conduct and managing relationships. By studying these behaviors, managers can enhance their leadership and management skills to navigate complex organizational dynamics effectively.
Theorizing
mehran mirzaee; esmail ghaderi; fatemeh sohrabi
Abstract
Introduction Transformation avoidance among managers of the Social Security Organization can be regarded as one of the major challenges that slows down the reform process and creates a serious obstacle to responding to the growing needs of stakeholders. The purpose of this study was to identify the factors ...
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Introduction Transformation avoidance among managers of the Social Security Organization can be regarded as one of the major challenges that slows down the reform process and creates a serious obstacle to responding to the growing needs of stakeholders. The purpose of this study was to identify the factors influencing managers’ transformation avoidance in the Social Security Organization.Method:This qualitative study was conducted using thematic analysis. The participants were 15 managers of the Social Security Organization who were selected through purposive sampling. Data were collected by integrating the research literature and semi-structured interviews. Data analysis was carried out through a three-stage coding process, including basic themes, organizing themes, and global themes, using MAXQDA software. To ensure validity, face validity was used, and reliability was established through test-retest and inter-coder agreement.Findings:The analysis resulted in 225 concepts as basic themes, 77 components as organizing themes, and 8 dimensions as global themes. Furthermore, the findings indicated that the most significant factors influencing managers'' resistance to change in the Social Security Organization include managerial, structural, behavioral, personality, environmental, cultural, technological, and economic factors.Conclusion:The results also demonstrated that the practical value of the findings lies in providing a comprehensive framework for policymakers and senior managers of the Social Security Organization. This framework enables them to identify the root causes of resistance to change and design effective interventions to facilitate organizational change and transformation.
Mahshid Ssoleimani; Sayed Mousa Khademi; Saeid Abdolmanafi; Ali Shahnazari
Abstract
The present research has been done to design the core competency model of human resource managers and identify the dimensions components and factors affecting it. This study is a mixed research (qualitative-quantitative. In terms of purpose, it is applied, and in terms of exploratory method, it is considered ...
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The present research has been done to design the core competency model of human resource managers and identify the dimensions components and factors affecting it. This study is a mixed research (qualitative-quantitative. In terms of purpose, it is applied, and in terms of exploratory method, it is considered a content analysis type. The coding and classification process was implemented in MAXQDA 2018 software. The codes were examined and analyzed for validation with the fuzzy Delphi method and measured in the PLS software at the quantitative stage. In this research, the core competence dimensions of human resource managers and the factors affecting them have been identified and categorized. In the first stage with the qualitative approach, eight dimensions of basic competencies, including cognitive insight, entrepreneurial, leadership, communication, individual, technical and specialized, moral and psychological competencies, and six influential factors were formulated. In the second stage, with a quantitative approach, the impact of six factors on the core competence of human resource managers was measured and confirmed.
Mohsen Torabi; Mohammadreza Fathi
Abstract
This article reviews the research of the Journal of Public Organizations Management from a methodological perspective. In terms of purpose, this research is applied and in terms of method, it is qualitative and based on content analysis. The statistical population of this research is all articles in ...
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This article reviews the research of the Journal of Public Organizations Management from a methodological perspective. In terms of purpose, this research is applied and in terms of method, it is qualitative and based on content analysis. The statistical population of this research is all articles in the Journal of public organizations management that were conducted and published from 2012 to 2020. Sampling was done on the basis of the census method. In this study, 262 articles were reviewed based on 9 indicators. In order to confirm the validity, each of the indicators was matched with the other articles and in each case, the differences were reviewed and re-examined. To evaluate the reliability, 13 articles were given to academic experts and their results and classifications were compared with the analyzes performed. The results showed that most of the articles were published by professors and students with a degree in public management. The central themes of most articles have been organizational behavior, management of public organizations, systems and methods, and human resource management in the public sector. Also, based on the research results, most studies have been applied with a qualitative approach. The method analysis of most of the articles was a combination of quantitative and qualitative methods and the majority of data collection was done through questionnaires.
Aliakbar Ahmadi; Hasan Darvish; Mohammad Javad Sobhanifar; Hamed Fazeli Kebria
Volume 2, Issue 1 , January 2015, , Pages 83-108
Abstract
One of the issues today in the field of management, human resource management in particular is used dramatically, the concept of competence and merit.In fact, as V.A.Kampr form raises, competency models can be used as a way of integrating the various human resource measures to be applied.This means that ...
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One of the issues today in the field of management, human resource management in particular is used dramatically, the concept of competence and merit.In fact, as V.A.Kampr form raises, competency models can be used as a way of integrating the various human resource measures to be applied.This means that any of the following human resource management systems will be designed based on merit and competence, in fact, is the core of all human resources activities. This adorable creates a paradigm in human resource management literature, which is known competency-based human resource management. In this study, considering the main question "What is the concept of human resource competency in Nahj al-Balagha?" Try to be careful and comprehensive study holy book Nahj al-Balagha using the content analysis technique qualitative research and quantitative research methods Interpretive Structural Modeling and questionnaires by 40 scholars and experts in the field of management and Nahj al-Balagha,the code 332 is extracted from the text of Nahj al-Balagha, organizer of forty-eight basic attributes and six themed titles (God-centered, justice, knowledge, wisdom, strength, and health), human resource competencies to be modeled as well as to the ultimate test model, the human resources component of Imam Sadiq (as) human resource competency components extracted compatible with radar survey and model them.
