Pathology
Ali Parvin; Behzad Souki; Tohfeh GHobadi Lamooki; Kambiz Hamidi
Abstract
Objective: Purpose: Political appointments in Iran’s public sector produce not only reduced organizational performance but also a systematic erosion of human capital. Existing, variable-oriented literature, however, lacks a human-centred, processual account of how such organizational events translate ...
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Objective: Purpose: Political appointments in Iran’s public sector produce not only reduced organizational performance but also a systematic erosion of human capital. Existing, variable-oriented literature, however, lacks a human-centred, processual account of how such organizational events translate into a multidimensional, individual-level harm process. This study fills that gap by designing and empirically validating a processual psychosocial–biological pathology model.Design/methodology/approach: The research employs a two-stage, exploratory-interpretive narrative qualitative design. In the first stage (exploration and model generation), narrative data from 13 in-depth interviews with employees were analysed using reflective thematic analysis to develop a conceptually grounded model based on participants’ experiences, meanings and sense-making. In the second stage (validation and refinement), the emergent model was pragmatically assessed for content validity and practical applicability through a Delphi procedure to achieve consensus among 10 executive experts.Findings: The thematic analysis produced an initial narrative of themes, which the Delphi rounds subsequently refined and integrated into a final 12-component model. The resulting model indicates that the pathology typically begins with perceptions of injustice and emotional, attitudinal and motivational reactions (psychological dimension); spreads to the erosion of trust, shared norms and organizational values and of social networks (social dimension); and culminates in the embodiment of stress and burnout (biological dimension).Originality/value: By adopting a human-centred narrative approach while preserving interpretive depth, this study offers a novel, empirically-anchored explanatory framework and an expert-validated model of employee pathology arising from political appointments. The model provides a scientific basis for designing preventive interventions aimed at preserving human capital.
Pathology
Mohammad javad shakeri; mohadese nadershahi; ali Asghar mobasheri
Abstract
Considering the negative consequences of invisibility of employees in organizations and the need to identify the factors affecting it in order to manage this destructive phenomenon, the present study was conducted with the aim of identifying and prioritizing the factors affecting invisibility of employees ...
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Considering the negative consequences of invisibility of employees in organizations and the need to identify the factors affecting it in order to manage this destructive phenomenon, the present study was conducted with the aim of identifying and prioritizing the factors affecting invisibility of employees in Iranian organizations. The present study is classified as applied research in terms of its purpose and is exploratory in terms of its nature and data collection method. In the qualitative part, the factors affecting invisibility of employees were identified using the meta-synthesis method, and in the quantitative part, the identified factors were ranked using the Type 2 Fuzzy Hierarchical Method. The statistical population of the qualitative part of the research consists of previous studies, in which 28 sources were selected for use in the research through the evaluation of the title, abstract, and content of the available sources. The statistical population of the quantitative part consists of academic experts in Fars province, of whom 8 people were selected as sample members using the purposive sampling method. The required data in the qualitative part was collected through a literature review and in the quantitative part through a questionnaire. The findings showed that three categories of organizational factors, individual factors, and job factors can affect the invisibility of employees in Iranian organizations.
Pathology
Pantea Ghaffari; Seyyed Mehdi Alvani; Amirhesam Arabi
Abstract
In the contemporary era of digital transformation and escalating complexity of social, economic, and environmental challenges, the integration of artificial intelligence into public policymaking has evolved into a strategic imperative. This research is designed with the objective of conducting a critical ...
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In the contemporary era of digital transformation and escalating complexity of social, economic, and environmental challenges, the integration of artificial intelligence into public policymaking has evolved into a strategic imperative. This research is designed with the objective of conducting a critical analysis of artificial intelligence's role in the era of digital transformations and increasing complexity of social, economic, and environmental issues, utilizing artificial intelligence in public policymaking has become a strategic necessity. This research aims to critically analyze the role of artificial intelligence in the policymaking process and provide an indigenous framework for using AI in Iran's decision-making system. The research methodology has been developed through a systematic review using PRISMA standards and comparative analysis of leading countries' experiences such as Canada, Estonia, and Singapore. In this study, 632 articles were identified in the initial search, and after applying inclusion and exclusion criteria, 28 credible scientific articles were subjected to in-depth analysis. The research findings indicate that artificial intelligence plays a key role in all stages of policymaking, including problem identification, policy analysis, solution design, effective implementation, and continuous improvement evaluation. The most important AI functions include big data processing, identifying hidden patterns, predicting outcomes, and social network analysis. However, challenges such as algorithmic bias, lack of model transparency, and privacy threats still persist. Based on the findings, this article proposes a three-layered indigenous framework appropriate to Iran's requirements that, while strengthening transparency, accountability, and efficiency, provides the foundation for developing data-driven and intelligent governance.
Pathology
mohammad sargolzaee; Mohadese Nadershahi; Ali Asghar Mobasheri
Abstract
Introduction Faculty members are among the most important pillars and constituent elements of higher ...
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Introduction Faculty members are among the most important pillars and constituent elements of higher education systems worldwide. In addition to educating and developing future generations, they are also responsible for responding to the scientific and research needs of society. In fact, the transformations that have occurred in the structure of societies, along with the shift in the source and origin of power from physical assets to intellectual assets in recent years, have positioned universities as the focal point of the development and advancement of human societies and have expanded the role of these institutions beyond education and research. On the other hand, previous studies have indicated that faculty members are exposed to a wide range of workplace challenges. These challenges may have profound effects on their quality of life as well as on their professional and work-related experiences. One of the negative consequences of poor talent management in organizations is mental absence in the workplace, which can significantly affect the quality of work life of faculty members. Therefore, mental absence among faculty members is an issue that needs to be seriously examined, and the factors contributing to its occurrence should be identified in a precise and scientific manner. However, a review of the empirical literature indicates that, despite researchers’ attention to mental absence and its examination among different statistical populations, this issue has not yet been studied among faculty members. Therefore, questions concerning the factors affecting mental absence among faculty members remain unanswered. Why do faculty members experience mental absence in the workplace? What factors can create the grounds for this destructive organizational behavior and influence it? What consequences does mental absence among faculty members entail? Accordingly, the present study was designed to develop a process model of mental absence among faculty members in the workplace using the grounded theory method. MothodologyIn terms of approach, this study is a qualitative research, and in terms of purpose, it is an applied study with an exploratory nature. It was conducted using the grounded theory method, specifically the systematic approach proposed by Strauss and Corbin (1997). The statistical population consisted of faculty members of Iranian universities. Among them, 23 individuals were selected as experts and included in the sample using purposive snowball sampling. The required data were collected through semi-structured interviews. The sample size, that is, the criterion for determining the adequacy of the interviews, was determined based on the principle of theoretical saturation. In this regard, data saturation was achieved after conducting 19 interviews; however, the interviews were continued to ensure greater confidence, and a total of 23 interviews were conducted. To evaluate the credibility of the analyses, in accordance with the guidelines provided by scholars, several measures were taken, including achieving theoretical saturation during the data collection process, examining participants’ views on the final results, conducting an internal evaluation of the analyses, and using multiple sources of information. FindingsAfter each interview was completed, the collected data were analyzed. In this regard, the interview transcripts were carefully reviewed, statements relevant to the purpose of the study were extracted, and they were precisely coded. At this stage, known as first-level open coding, 143 initial codes were identified. Subsequently, the initial codes were reviewed, and concepts were identified by eliminating repetitive codes, merging similar codes, and revising some of the initial codes. At this stage, 77 concepts were identified. Then, by categorizing the final concepts that shared semantic similarities, subcategories were identified. Then, at the axial coding stage, the identified subcategories, along with the concepts related to each category, were classified into the main categories of grounded theory. After completing axial coding, in the selective coding process (the third stage of grounded theory), the relationships among the main categories were established and the paradigmatic model of the study was developed. In this way, After analyzing the data, the factors affecting the mental absence of faculty members were categorized in the form of causal factors (attitudinal factors, skill-performance factors, characteristics of university administrators and characteristics of university organizational culture), contextual factors (university organizational structure, failure of the human resources management system, students, job factors and personal problems) and intervening factors (individual and social inhibiting factors). The findings also indicate that the mental absence of faculty members at the work manifests itself in the form of virtual resignation and neglect of work (wasting time in the work environment). The strategies of this phenomenon were also identified in the form of 2 dimensions (self-willed social isolation and performance measures) and its consequences were identified in 2 levels (individual and organizational). Discussion and ConclusionIn this study, the factors influencing faculty members’ mental absence in the workplace were identified across three dimensions: causal conditions, contextual conditions, and intervening conditions. Some of the subcomponents of these factors have also been reported in previous studies related to the research topic; therefore, the findings are consistent with prior research in this respect. However, several factors emerged in the present study that appear to have received little or no attention in the existing literature. Among the causal conditions, these factors include university managers’ insufficient recognition of faculty members as valuable human capital, the dominance of seniority-based culture in universities, the prevalence of excessive politicization within university settings, and the spread of grouping and factionalism, manifested in insider–outsider distinctions. Similarly, among the contextual conditions, the role of students as a contextual factor influencing faculty members’ mental absence has not been previously examined in the literature. Moreover, the intervening conditions, conceptualized in this study as inhibiting factors, have not been adequately addressed in prior research. This issue represents one of the important points of distinction between the present study and previous studies.With respect to the core phenomenon, the present study identified several concrete manifestations of faculty members’ mental absence in the workplace. These manifestations include being absorbed in personal daydreams during working hours, delayed presence at the university—such as arriving late to classes and formal meetings—failure to conduct courses in accordance with approved syllabi and lesson plans, and allocating class time to peripheral or marginal issues. These manifestations provide a more tangible understanding of how mental absence may appear in the everyday academic work environment. The strategies for reducing faculty members’ mental absence in the workplace were classified into two main dimensions: reducing social isolation and implementing performance-oriented actions. A review of the research literature indicates that strategies for mitigating mental absence in academic workplace settings have not been systematically examined in prior studies. Accordingly, this aspect constitutes another distinguishing contribution of the present study. Among the consequences, several outcomes were also identified that appear to be novel in relation to the existing literature. These include an increase in collective cognitive inertia within universities, a decline in universities’ income-generating capabilities, the deterioration of universities’ employer brand, and the emergence of despair and hopelessness among early-career faculty members and students.Given that faculty members’ mental absence in the workplace has not previously been systematically investigated, the findings of this study may contribute to enriching the theoretical literature and empirical background of the topic, while also improving researchers’ understanding of this phenomenon. In addition, the findings can enhance the awareness and insight of managers within the higher education system regarding the antecedents, mechanisms, manifestations, and consequences of faculty members’ mental absence. From a practical perspective, the results may provide a useful basis for preventing and managing this phenomenon and for avoiding its negative organizational and individual consequences. Therefore, higher education managers can apply the findings of this research in managerial decision-making and policy-related practices.Future researchers may also benefit from the research leads generated by this study when designing and conducting further investigations. For instance, future studies may examine how factors such as university organizational culture, university organizational structure, university managers, and other related elements contribute to either the emergence or prevention of faculty members’ mental absence. Furthermore, exploring faculty members’ lived experiences of mental absence in the workplace may provide a new interpretive perspective for understanding this phenomenon. Future research may also focus on identifying effective strategies and practical solutions for preventing or reducing faculty members’ mental absence in academic workplace settings.
Pathology
Mohammad Ghorsi; Jafar Beikzad; Farhad Nejhad Hajali Irani; Yahya Dadash Karimi
Abstract
Introduction In the competitive and rapidly evolving banking environment, electronic service innovation is vital as a strategic leverage for maintaining and enhancing the competitive advantage of state-owned banks, such as Bank Keshavarzi. This research aims to explain and analyze the key antecedents ...
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Introduction In the competitive and rapidly evolving banking environment, electronic service innovation is vital as a strategic leverage for maintaining and enhancing the competitive advantage of state-owned banks, such as Bank Keshavarzi. This research aims to explain and analyze the key antecedents effective on the success of electronic service innovation by developing a comprehensive conceptual framework through a systematic synthesis of existing knowledge. The findings of this study are applied and directly usable by policymakers and senior managers of state-owned banks for the optimal allocation of resources in innovation projects. The central research question is: “What are the antecedents of service innovation in Bank Keshavarzi, and how can they be formulated into a comprehensive framework?” MethodologyThe nature of this research is qualitative, descriptive-analytical, and documentary. To achieve the objective, the Meta-synthesis method, based on the seven-stage model of Sandelowski and Barroso (2007), was utilized. The statistical population for the search included all relevant studies published in reputable domestic and foreign scientific databases (such as ScienceDirect, Emerald, Wiley, and Magiran) within the period of 2000 to 2025. The acceptance criteria for articles were publication in accredited sources and the use of qualitative or mixed methods. To ensure the reliability of the analysis process, the strategy of inter-subject agreement between two independent coders was employed. Findings The meta-synthesis process led to the identification and extraction of four main, interconnected antecedents for electronic service innovation. These antecedents are collectively explained through 13 sub-categories and 41 fundamental concepts: 1- Competitive Dynamics (13 Concepts): This antecedent provides the strategic foundation for innovation, emphasizing strategic agility and competitive intelligence (based on Khani & Jafarnejad, 2025), thereby ensuring the bank’s quick and effective response to environmental changes. 2- Intelligent Customer Relationship Management (CRM) (12 Concepts): This factor enhances the bank’s capability to design personalized and effective services. Its focus is on advanced customer behavior analysis and innovative interaction (consistent with Shifar et al., 2024) to strengthen loyalty.3- Digital Transformation (15 Concepts): This antecedent establishes the technological and operational platform for innovation. Its key dimensions include the adoption of novel technologies, channel integration, and the enhancement of digital security and trust (based on Abedini & Yazdani, 2021).4- Digital Value Creation (11 Concepts): This antecedent distinguishes the innovation outcome from a market and customer perspective. Its focus is on improving positioning and branding based on customer behavior (consistent with Fakharian et al., 2023). Discussion and ConclusionThe research findings present a four-dimensional framework, positing that the success of electronic service innovation is conditional on the simultaneous and integrated reinforcement of these antecedents. In this framework, innovation receives strategic direction through Competitive Dynamics, becomes customer-centric through Intelligent CRM, is implemented via Digital Transformation, and achieves market differentiation through Digital Value Creation.This conceptual framework offers a roadmap for Bank Keshavarzi managers to transform the innovation process from a reactive event into a systematic, continuous, and data-driven endeavor. Managers are advised, alongside investing in technology, to pay special attention to soft aspects such as advanced customer behavior analysis and enhancing digital trust (which are vital pillars for innovation adoption). By synthesizing dispersed knowledge, this study contributes to the theoretical development of innovation frameworks in the banking industry.
Pathology
Somayyeh Zarei
Abstract
Introduction In the current era, universities are considered one of the most important pillars ...
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Introduction In the current era, universities are considered one of the most important pillars and elements of sustainable development and one of the most important tools for solving the challenges and complexities of human societies in all aspects. Meanwhile, faculty members are considered one of the most important pillars of the university system and one of the most important human capitals of a university, and their management and development is one of the fundamental and central issues in academic circles. On the other hand, the study shows that the measures taken in relation to the management of these human capitals in all universities are not sufficiently effective, and faculty members in many universities are exposed to many challenges and problems, and these challenges can pose serious obstacles to their performance. One of the consequences of human capital mismanagement in today's organizations is the phenomenon of mental absence, which can also cause universities to face serious problems in the process of utilizing their human capital. The mental absence of faculty members can have many negative consequences at different levels. In this situation, faculty members apply their minimal knowledge, skills, and abilities to the organization, lack the necessary job enthusiasm, and perform job duties with indifference. Therefore, mental absence is a topic that must be seriously studied and the factors affecting the occurrence of this phenomenon in workplaces must be identified accurately and scientifically. However, a review of studies conducted on mental absence shows that despite researchers' attention to employees’ mental absence and its study among different statistical communities, this issue has not been investigated and studied in universities and among faculty members, and questions related to the factors affecting faculty members’ mental absence remain unanswered. Therefore, the mental absence of faculty members is a topic that requires further empirical research in order to identify the factors affecting this phenomenon in the academic context. Therefore, the present study was designed with the aim of identifying and prioritizing the factors affecting the mental absence of faculty members. Because, mental absence is a phenomenon that appears in different conditions and contexts, under the influence of different factors and elements, and in academic organizations, due to the special characteristics of these environments, it can be different from commercial and manufacturing organizations. MothodologyThis study falls into the category of applied research in terms of purpose and is a mixed research in terms of the type of data collection and analysis. The qualitative part of the research was conducted using the thematic analysis method and the quantitative part was conducted using the R-Swara method. Thematic analysis is a systematic method for identifying, organizing, and reporting semantic patterns (themes) in qualitative data; and due to its practicality, it is one of the most common methods of analyzing qualitative data in social science research. The goal of this method is to find important and interesting themes (semantic patterns) in the texts and materials under study in order to answer the research question. In the present study, the method proposed by Brown and Clark (Brown and Clark, 2006) was used, which introduces content analysis as a six-step process. The R-Swara method is also a multi-criteria decision-making technique that was developed by integrating the Raff theory set and the Swara method. The statistical population of the study consists of faculty members of Payam Noor University of Fars Province. In the qualitative section, 17 people were selected as sample members using purposive sampling method. The necessary data in this section was also collected using semi-structured interviews. The required data in the quantitative section was collected using a questionnaire. In this way, the output of the qualitative section was organized in the form of a questionnaire and distributed among the participants, and finally 15 questionnaires were collected. To assess the validity of the analyses in the qualitative section, intra-subject agreement was used, and the results indicate the validity of the analyses.FindingsAfter each interview, the interview transcripts were carefully reviewed and studied in order to gain a better understanding of the data. In the second stage, phrases appropriate to the research objective were extracted. In this process, 63 phrases were extracted, and in the third stage, these phrases were coded and the primary themes were identified while being analyzed. In the fourth stage, initial themes were reviewed and basic themes were identified by modifying and strengthening the initial themes. After that, the themes created were examined and an attempt was made to identify a set of distinct, non-repetitive basic themes that included a set of ideas raised in different parts of the original text. In the fifth stage, while drawing the theme network, the basic themes were categorized into organizing themes. In this way, the identified themes were classified into similar and coherent groups and organizing themes were extracted. After identifying these factors, in the quantitative part of the research, prioritization of these factors was carried out based on the opinions of experts. The results showed that factors affecting the mental absence of faculty members, in order of priority, are: lack of attention to faculty members as human capital, lack of job security and concerns related to job loss, having personal and family problems, the hierarchical organizational structure of the university, Concentration of decision-making at top management levels, Severe segmentation in the organization (island structure) and lack of a spirit of cooperation among faculty members, Managers' lack of attention to the personal and professional needs of faculty members, Paying attention to inappropriate criteria when evaluating the performance of faculty members, The individual's lack of fit with the prevailing culture of the university, Weakness in communication skills and abilities, Managers' look down on faculty members, Lack of accountability of managers towards faculty members, Having an interest and mental preoccupation with work outside of university, The intense and extreme competitive culture that dominates the university, Political factionalism in university appointments and dismissals, Having heavy and high job duties and expectations and Lack of consistency and fit between different job duties.Discussion and ConclusionAlthough mental absence is a topic that has been studied by other researchers, this issue has been examined and analyzed for the first time in academic environments and among faculty members in this study, which can be considered as one of the innovations of this study. In addition, ranking the factors affecting mental absence in workplaces has been considered for the first time in this study and can be considered as the second innovation of the research.The research findings, in addition to increasing the theoretical and empirical richness of the subject, improve the perspective of university administrators (at all levels) towards mental absence among faculty members and, by introducing the factors affecting the formation of this phenomenon, can support them in taking the necessary measures to prevent mental absence among faculty members. The present study can also support the design and implementation of necessary management interventions to improve the quality of work life of faculty members by identifying factors affecting the mental absence of faculty members. Prioritizing the factors affecting this phenomenon also increases managers' understanding of the impact of each of the identified factors, and they can prioritize and implement the necessary measures related to this phenomenon, considering the importance of each of these factors. Therefore, it is recommended that university administrators consider the findings when making policies, planning, and implementing management measures related to preventing or reducing mental absence among faculty members.In addition to university administrators and policymakers, researchers interested in this field can also use the research clues from this study to design and implement future studies. For example, given that the focus of this study was on Payam Noor University, other researchers can examine the mental absence of faculty members and the factors affecting it in other universities and compare the results with the present results. Also, given the insufficient richness of the empirical background of the subject (the subjective mental absence of faculty members), future studies can be conducted around modeling the factors affecting this phenomenon in the form of comprehensive and multidimensional frameworks. It seems that the use of methods such as grounded theory can analyze and examine other dimensions of the subject. Examining the lived experience of faculty members regarding the phenomenon of mental absence can also further explain the hidden aspects of this phenomenon.
Pathology
Mehdi Mohammadi; Farshid Aslani; Alireza Soleymani Marghmaleki
Abstract
IntroductionHuman capital productivity is widely recognized as a cornerstone of organizational success in the knowledge-based economy. Universities, as fundamental educational institutions, are central to nurturing and advancing human capital. Ensuring that both academic and administrative staff operate ...
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IntroductionHuman capital productivity is widely recognized as a cornerstone of organizational success in the knowledge-based economy. Universities, as fundamental educational institutions, are central to nurturing and advancing human capital. Ensuring that both academic and administrative staff operate at a high level of efficiency and effectiveness is therefore not only desirable but also critical for achieving institutional goals. Declines in productivity, however, can weaken institutional performance and limit the ability to deliver on educational mandates. The analysis of such challenges—often referred to as the pathology of human capital productivity—provides valuable insights into organizational health and performance improvement. This study investigates the barriers to human capital productivity within Payame Noor University, with the aim of offering strategic recommendations to inform policy and managerial decision-making. MothodologyThe study employed a qualitative research design combining documentary analysis with thematic analysis techniques. MAXQDA 2020 software was used to manage and code the data systematically. The research population consisted of experts in human resource management and senior staff members at Payame Noor University. Data were collected through semi-structured interviews, and theoretical saturation was reached after 13 interviews. The coding process yielded 236 open codes, which were further refined into 30 subcategories and then synthesized into 10 overarching categories. This approach ensured methodological rigor and provided a robust framework for identifying the factors contributing to reduced human capital productivity. FingdingsThe results revealed that the productivity of human capital at Payame Noor University is undermined by ten interrelated domains:Organizational Structure and Culture, Recruitment and Selection, Appointments and Promotions Compensation and Rewards System, Knowledge and Skills, Performance Evaluation, Role Clarity, Organizational Support, Motivational Incentives, Managerial Decisions and Policy-Making.The analysis further indicated that these factors are not isolated but rather interconnected, creating a web of systemic issues. For example, weak recruitment processes feed into structural inefficiencies, while inequitable compensation undermines both motivation and professional development. Such interdependencies demonstrate that human capital productivity challenges are multidimensional and mutually reinforcing. Discussion and ConclusionThe study concludes that addressing the productivity challenges of human capital at Payame Noor University requires a systemic and integrated strategy. Partial or isolated reforms in individual domains are unlikely to yield sustainable results, given the interconnectedness of the identified barriers. Instead, comprehensive reforms should focus on:Restructuring organizational frameworks to enhance flexibility and adaptability.Implementing transparent recruitment and promotion mechanisms.Establishing equitable and motivating compensation systems.Strengthening training and continuous skill development programs.Designing fair and comprehensive performance evaluation methods.Providing greater organizational support and resource allocation.Encouraging evidence-based managerial decision-making and long-term policy planning.By adopting such an integrated approach, Payame Noor University can enhance workforce productivity, improve institutional performance, and better align with its mission as a higher education institution. The findings not only contribute to the literature on human capital productivity but also provide practical guidance for policymakers and administrators seeking to strengthen human resource management in academic settings
Pathology
Hossein Kamandi; Ali Asghari Sarem; Mostafa Rezaei rad
Abstract
IntroductionFollowing recent changes in administrative structures, a new approach in public administration has emerged, emphasizing transformation, efficiency, accountable government, and systems. These developments necessitate changes in the country's public administration systems, which rely on various ...
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IntroductionFollowing recent changes in administrative structures, a new approach in public administration has emerged, emphasizing transformation, efficiency, accountable government, and systems. These developments necessitate changes in the country's public administration systems, which rely on various resources, including human, financial, material, and information resources. Human resources are the most important capital, serving as a key tool for transformation, efficiency, and organizational success. The view and role of humans in organizations have a significant impact on efficiency. Scientific findings suggest that human resource management is crucial to achieving goals, as innovation and development originate from human input. A comprehensive human resource management system enhances organizational performance, while its absence causes major problems. Human resources are the country's most valuable asset and the basis of development. Studies on human resource management in government organizations in developing societies, including Iran, reveal various inefficiencies affecting these organizations, resulting in setbacks and public dissatisfaction. To address dissatisfaction and improve human resource management in the Iranian government sector, this research was conducted to offer suggestions for enhancement based on its findings. Effective human resource management is crucial for social modernization and can enhance public trust in government organizations. Recent trends show that management performance in Iran is not positive. Reports and evidence indicate inefficiencies in Iran's government sector human resource management, prompting this research to investigate their causes on a national level. The main question is: What are the most important reasons for the inefficiency of the human resource management system in Iran's government sector, and how are they categorized? MothodologyThis research is applied with the purpose of exploring the inefficiency of the human resource management system in Iranian government organizations from the perspective of policymakers and executives. It is a library research in location, using data collected from participants to identify mental patterns. Its nature is exploratory, using qualitative content analysis. The statistical population comprises policymakers with at least 4 years of experience in policy-making centers and executives with at least 10 years of executive experience in Iranian government organizations, all of whom have relevant opinions and influence. Data were collected through 21 semi-structured interviews with executives (lasting 35–60 minutes each) and an analysis of speeches and comments from 29 policymakers whose views on human resource management inefficiency were published in news agencies. For both groups, open-ended questions and available speeches addressed the topic of inefficiency. Researchers conducted interviews, collected data, and recorded field notes during the data analysis process. Policymakers include members of the Islamic Consultative Assembly, presidential candidates, and heads of the three branches at various times. Implementers include managers, deputies, and employees active in human resource fields. The Attridge-Asterling (2001) coding method was used, assigning “I” to interviewees and “P” to policy speeches. Codes were labeled, grouped by semantic/conceptual affinity, and categorized using the Ahranjani triad model (Mirzai Ahranjani, 1998): behavioral, structural, and contextual factors. The study analyzed and grouped the 53 main reasons for human resource management inefficiency identified by policymakers and administrators into structural, behavioral, and contextual reasons. To assess the quality and validity of this research, four criteria from Lincoln and Guba (1985) were used. FindingsThe findings showed that the lack of attention to behavioral problems of human resources, the lack of proper implementation of current laws by the executors, the lack of motivation of managers and government employees, the preference for relationship-oriented over rule-oriented, and the lack of attention to human resources knowledge and science by government managers are among the most important reasons for inefficiency in the behavioral dimension. The unnecessary formalities of the administrative system, the lack of revision of administrative processes, the disregard for the law in developing the human resources management system, and the absence of a motivation system within the human resources management system are among the most significant reasons for structural inefficiency. In the contextual dimension, the allocation of management positions based on political relations rather than competence, insufficient financial resources, the weakness of the government's governance roles compared to the roles of tenure, the lack of appropriate policymaking for the national human resources management system, and the neglect of human resources programs with government changes are among the most important reasons for the inefficiency of the human resources management system in the Iranian public sector. Discussion and ConclusionThe results indicate that to be effective and efficient, and to further enhance the development of human resources in Iranian government organizations, it is necessary to implement targeted interventions across behavioral, structural, and contextual dimensions. These three reasons must be considered together and simultaneously, and compatibility between the managerial, political, legal and professional dimensions must be established with the cultural characteristics of Iran, which are more rational, and conditions must be provided so that policymakers and managers of government agencies can benefit from familiarizing themselves with the reasons for human resource inefficiency in order to empower and increase its success in government organizations. They can also take action and make decisions based on evidence and accurate information about inefficiencies by becoming familiar with the reasons that cause these inefficiencies. Analyzing these inefficiencies to increase transparency, professionalism, and effectiveness and efficiency of this system in government organizations and of course to foster stronger and more efficient organizations will pave the way for the efficiency of human resource management in Iran; and for the efficiency of human resource management, policymakers must seriously pay attention to the various dimensions that create these inefficiencies, and the reasons that create these inefficiencies in Iranian government organizations must be integrated into the minds and perceptions of politicians, policymakers, and managers and employees in government organizations so that they can take effective steps to facilitate the country's development and progress in the field of human resources, especially in Iranian government organizations. This can be considered an effective step in facilitating the country's long-term development process. The existence of efficient and effective human resource management in the government sector, which bears a serious responsibility for the country's future, is key to a country's development and essential for any government.
Pathology
Seyed Mohammad Mehdi Baki hashemi
Abstract
In addition to preventing the accumulation of problems in this field, competent policymakers in the health system can have an impact in drawing the path and roadmap related to the health of the country and even the region. The aim of the research is to identify and rank the competencies required for ...
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In addition to preventing the accumulation of problems in this field, competent policymakers in the health system can have an impact in drawing the path and roadmap related to the health of the country and even the region. The aim of the research is to identify and rank the competencies required for the policy makers of Iran's health system. This research was designed with a combined approach and with a practical purpose and exploratory nature. The research tool was semi-structured interviews, and the statistical population of the research included faculty members in the field of management, as well as senior managers of the Ministry of Health and researchers in this field, who were selected by purposive sampling. The research reached the theoretical saturation point in the 16th interview. In order to analyze the data, the theme analysis method and Max Kyuda software were used, and in order to rank the themes, the evaluation matrix tool was used. The findings of the qualitative section included 328 primary concepts, 38 sub-themes and 5 main themes, which were ranked according to political skills, analytical ability, environmental monitoring, strategic skills and personal characteristics. became. The result is that the members of the policy-making councils and working groups in the Ministry of Health, having the above qualifications, can correctly diagnose problems and use evidence-based analyzes and use expert consultants in other fields., to set up effective policies. Also, finding out about these competencies can provide the necessary ground for a deep review of the criteria and selection criteria of this category of policymakers and the formulation of their development plan based on scientific findings.
Pathology
MOHSEN GHAFARIAN HOSSEINZADEH; Naser Mirsepasi; Mohamadreza Daraei
Abstract
The existence of destructive conflicts, lack of transparency and lack of interaction between generations working in an organization, as well as the lack of constructive organizational communication, have created challenges in most organizations. However, few attempts have been made to discover the pathology ...
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The existence of destructive conflicts, lack of transparency and lack of interaction between generations working in an organization, as well as the lack of constructive organizational communication, have created challenges in most organizations. However, few attempts have been made to discover the pathology of the generation gap in the workplace and to empirically examine the nature, causes, and reactions to such harms. The main objective of this research was to identify the pathology of the generation gap among employees of the Tehran Petroleum Industry Health and Treatment Organization. The research was of a mixed type (qualitative-quantitative) that used semi-structured interviews with a qualitative method, and the interviews were conducted until the theoretical saturation stage. Then, the data were analyzed based on the systematic approach of Strauss and Corbin in three steps: open coding, axial coding, and selective coding. By establishing a relationship between the concepts and categories produced in the open coding stage, the process of linking in axial coding was achieved. In the quantitative part of the research population, all employees with a bachelor's degree or higher in the organization were identified, 305 people, and 170 of them were selected by simple random sampling based on the Cochran formula. The main tool for collecting information in the quantitative part was a questionnaire, which was finally analyzed using the structural equation model and Smart PLS software. The results of the research showed that the main harms to the Tehran Oil Petroleum Industry Health and Treatment Organization were the lack of conflict management, lack of employee participation, employee competition, and communication barriers.
Pathology
Mohammad Amin Zarei; Maryam Razmjou
Abstract
This research has been carried out to design a culture model of organizational responsibility avoidance in Iran's administrative system. The research method is qualitative and based on grounded theory. The statistical population included executive managers and experts in public administration and human ...
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This research has been carried out to design a culture model of organizational responsibility avoidance in Iran's administrative system. The research method is qualitative and based on grounded theory. The statistical population included executive managers and experts in public administration and human resource management. In this research, targeted and snowball sampling was used to select the sample based on the saturation rule by conducting 19 interviews. Data were analyzed using Strauss and Corbin's (1990) coding method and MAXQDA 2020 software. According to the research findings, in this research, there are a total of 79 concepts in the form of 17 sub-categories and six main categories, including lack of feedback, inappropriate targeting and lack of planning (causal conditions), work avoidance, job loafing, and organizational apathy (phenomenon). Central), the monotony of work and occupation, cultural anomie and incorrect assessment of talent and individual performance (strategies/actions), insufficient attention to organizational socialization and inappropriate system of encouragement and punishment (intervening conditions), non-institutionalization of Islamic work culture and ethics, lack of support from the organization From the employees and the atmosphere of uncertainty and indecisiveness (background conditions) and the weakening of cooperation and organizational cohesion, the weakness in developing coordination and integration tools in the administrative system and the weakening of accountability and learning in the administrative system (consequences) have been obtained. Therefore, the findings provide a suitable insight into the emergence of organizational culture evasion of responsibility and provide the context to prevent it for planners and policymakers of the administrative system.
Pathology
Fateme Beigi Nasrabadi; Mohammadmahdi Farahi; Alireza khorakian; Fariborz Rahimnia
Abstract
Studies have shown that the trends in women's organizational roles indicate that, in the future, women will hold a significant share of managerial positions and leadership roles. However, due to challenges such as stereotypical thinking and multiple responsibilities, women operate in a more challenging ...
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Studies have shown that the trends in women's organizational roles indicate that, in the future, women will hold a significant share of managerial positions and leadership roles. However, due to challenges such as stereotypical thinking and multiple responsibilities, women operate in a more challenging environment compared to men. This study aims to identify issues concerning women in organizations that will persist into the future and propose strategies for addressing them. Conducted in the context of future studies, this research adopts an exploratory qualitative approach with a thematic analysis strategy. Semi-structured interviews were conducted with 21 academic and executive experts and analyzed using MAXQDA software. The findings are categorized into three main themes: contextual factors, issues, and strategies. The contextual factors are represented by the theme "trends and conditions related to women's roles in organizations," such as technological advancements and improved working conditions for women. The issues are categorized under "persistent challenges for women" such as unconscious stereotypes. Strategies are divided into two themes: "strategies for decision-makers and policymakers" such as Targeted support for women, and "strategies for women," such as raising awareness and fostering transformative initiatives. This study emphasizes the need for broader future studies in organizational management and women's roles in organizations.
Pathology
zeinab molavi
Abstract
The aim of this study is to analyse how emotional labor affects on the perception of service quality and customer satisfaction. The research is applied in terms of purpose, descriptive and survey in terms of nature and method, and primary information was collected using ...
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The aim of this study is to analyse how emotional labor affects on the perception of service quality and customer satisfaction. The research is applied in terms of purpose, descriptive and survey in terms of nature and method, and primary information was collected using a standard questionnaire. The statistical population includes 384 people who refer to Jihad Agriculture in East Azarbaijan province, who were selected by the available sampling method. The information of the respondents was done with the methods of descriptive statistics and hypothesis testing, as well as the fitting of the conceptual model with the SEM method and Lisrel software. Based on the results of statistical analyzes and t-statistic values; 6.58, 9.12 and 7.47, respectively, the direct effect of emotional labor on the customer satisfaction and perception of the quality of service, as well as the direct effect of the perception of the quality of service by the customer satisfaction were confirmed. Investigating the impact of emotional labor on the customer satisfaction, with a path coefficient of 0.52, showed that the variable of emotional labor directly explains 52% of the changes in the satisfaction variable. Two path coefficients between emotional labor and perception of service quality 0.69 and perception of service quality with customer satisfaction 0.74 also showed that the variable of emotional labor indirectly and through the mediating variable of perception of service quality has a 51% effect on the customer satisfaction. The direct and significant effect of emotional labor on the perception of service quality and customer satisfaction was confirmed in the main hypothesis. Investigating and determining the intensity of the indirect effect using the VAF statistic, the value of 49.6% showed that almost half of the total effect of emotional labor on customer satisfaction is indirectly explained by the mediating variable of service quality perception.
Pathology
Nahideh Najafi emami; Alireza Bafandeh Zende; Morteza Mahmoodzadeh
Abstract
Organizational leaders know that developing successors is essential to the organization's prosperity in the future. One of the main weaknesses in succession planning is preparing employees to take on new roles in the organization when they need those roles. In this regard, this research was carried out ...
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Organizational leaders know that developing successors is essential to the organization's prosperity in the future. One of the main weaknesses in succession planning is preparing employees to take on new roles in the organization when they need those roles. In this regard, this research was carried out to describe the dark side of succession in the executive organizations of the province. The research method is developmental in terms of objectives, qualitative in data collection, and foundation study in terms of type. The research data were collected with the help of interviews with 21 experts. The participants included academic experts with the academic rank of associate professor and above and organizational experts, senior managers of the executive organizations of the province with a master's degree and above and management experience of 15 years and above. In this research, the source of data was semi-structured interviews. Through open and axial coding, categories and subcategories were shown to relate to each other according to their dimensions and characteristics. After analyzing the data from interviews, first 216 primary codes and then 119 secondary codes were extracted, and finally, 24 concepts were obtained. The results show weak succession in executive organizations based on foundation data theory. Establishing a proper succession system could ensure the long-term survival of the organization and the transfer of experience to the next generation of leaders, as well as provide the necessary preparation for the vacuum created by vacancies in sensitive positions.
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.
Pathology
Sepideh Gholipour; Ali asghar Pour Pzzat; Jabbar Babashahi; Reza Tahmasebi
Abstract
Addressing the issue of establishing development-oriented structures, governments might face either of the following situations: they find themselves capable of engaging target society in programs and projects or they fail in doing so which would lead to independent actions by people themselves. Complex ...
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Addressing the issue of establishing development-oriented structures, governments might face either of the following situations: they find themselves capable of engaging target society in programs and projects or they fail in doing so which would lead to independent actions by people themselves. Complex social problems and meanwhile population growth, would inevitably make primary governmental structures inefficient in achieving development objectives thoroughly, as a result governments should take active steps towards empowering and enlightening people in a way that they become capable of organizing their efforts in accordance with development objectives, public goods and public benefits. When underdeveloped societies find out about the influential role of non-governmental structures in the development process, governments would have two options: facilitating the engagement process for the society, or witnessing local societies authentically establishing bottom-up planning and implementation structures. Noticing the importance of organization and engagement seem much more crucial in case of villages, where in comparison with urban areas, suffer from deficiencies in engagement structures. This paper based on Hermeneutic analysis approach, takes advantage of literature study and two case studies of rural development policy making and implementation (European Union and Pakistan), in suggesting a theoretical framework for mobilizing social structures with the purpose of supporting development policies in Iran's rural areas.
Pathology
Fatemeh Sadat Aboalmaali; Karamollah Daneshfard; Ali Asghar Pourezzat
Abstract
Technological-centered reforms, especially in the public sector, have been put in most countries' agenda setting. The pattern of. “Open Government” relying on “Open Data” is among the new patterns for the digital governance. It aims at the execution of reforms and aligning with ...
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Technological-centered reforms, especially in the public sector, have been put in most countries' agenda setting. The pattern of. “Open Government” relying on “Open Data” is among the new patterns for the digital governance. It aims at the execution of reforms and aligning with some paradigms (Open Government Paradigm) is an inevitable necessity for executing the policies for administrative. The open government is another outcome of digital governance evolution and the mentioned paradigm. Therefore, the present study aims at presenting a pattern based on governance in the digital age, “Open Government Pattern” for quickening the administrative reforms in the Ministry of Interior. The present study is fundamental, and its method is qualitative through employing the content analysis method. For compiling data and information, we have used the library research method and taking notes. Also, while interviewing the academic and administrative experts in the field, we have tried to compile and analyze the complementary data. The interviews were done with 16 academic and administrative experts in the field of study purposefully. By open and critical coding of acquired data through interviews (the qualitative section of the study), six primary themes have been coded for administrative reforms, recognition. The procedure took place based upon the Stephen & Neghendy Model. We have extracted 71 primary codes out of the interviews with experts in open coding. And finally, we categorized this network of themes into six central themes. The view of the experts (in the qualitative section of the study) for reforming the administrative reforms through employing the pattern of open government requires engineering of the cultural system, technology, and economic system as the most prominent factors for reforming administrative systems. The qualitative model (in the quantitative section of the study) was confirmed by the academic professors and experts through employing the methods of CVR and CVI.
Pathology
Mohsen Rezaei; ali reza ali ahmadi; Mirzahasan Hoseini; mohamadtaghi Amini
Abstract
The aim of this research is to determine the influential factors on electronic marketing of commercial organizations for improving the quality of their activity in the cyberspace through presenting a scientific model which is aligned with the corporate strategies of the organizations. This research is ...
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The aim of this research is to determine the influential factors on electronic marketing of commercial organizations for improving the quality of their activity in the cyberspace through presenting a scientific model which is aligned with the corporate strategies of the organizations. This research is going to answer this question that being aligned the E-marketing plans with corporate strategies in online commercial organizations how much can culminate they to the success. In the research we use quality research methods including the systematic review for study and classification of the studies, meta-analysis for coding models and extracted parameters and the grounded theories for determining influential and required parameters for making a model using SPSS software. We use meta-synthesis method for finding the relations among elected parameters in creating a model and theorization in which we use the MICMAC software. The results of this research showed that the alignment between electronic marketing and corporate strategies of the organization is necessary. To achieve this goal we presented a model.
Pathology
Rasoul Abbasi; Seyedeh Fatemeh Faghihi; Fatemeh Ghate
Abstract
Given the importance of labor law in regulating labor-employer relations and its determinant role in the economic development of manufacturing firms, this study was done aiming at analyzing the labor law of the Islamic Republic of Iran from the viewpoint of employers from the perspective of human resources ...
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Given the importance of labor law in regulating labor-employer relations and its determinant role in the economic development of manufacturing firms, this study was done aiming at analyzing the labor law of the Islamic Republic of Iran from the viewpoint of employers from the perspective of human resources management. This research is an applied one in terms of objectives, and the grounded theory was applied for data analysis. Statistical population includes employers of industrial companies located in Tehran, among whom 8 employrs were selected through Snowball sampling method and theoretical saturation rule, and in-depth interview was utilized as collection instrument. The results of data analysis showed that for employers the most important weakness of the law is the lack of transparency and different inferences from the text of the law and the limited powers of the employer in the labor law. According to the employers, the current law may not be effective in arbitration between the worker and employer, and this widens the gap between the actual human resource conditions and the content of the law.
Pathology
Somayeh Roshani; mohammad bakhtazmaybonab
Abstract
Today, spiritual leadership is considered as an important factor in reducing organizational paranoia. Organizational commitment can be used as a tool to help leadership in this regard. Therefore, as the organizational commitment of the staff is strengthened, the amount of organizational paranoia will ...
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Today, spiritual leadership is considered as an important factor in reducing organizational paranoia. Organizational commitment can be used as a tool to help leadership in this regard. Therefore, as the organizational commitment of the staff is strengthened, the amount of organizational paranoia will decrease as much. The purpose of this study was to investigate the role of spiritual leadership on organizational paranoid with emphasis on the mediating role of organizational commitment in the social security organization of the East Azarbaijan Province. The research type is applied and the statistical population of this research includes all managers and staff of Social Security Organization of East Azarbaijan province. The sample size of the study has been obtained 267 people by using the Sample Size Determination in Limited Communities formula. A questionnaire has been used to collect the required data, which after confirming its validity and reliability, was distributed among the statistical population. Descriptive and inferential statistics and partial least squares approach were used to analyze the data. Results show that spiritual leadership has a positive and significant effect on organizational paranoid regarding the mediating role of organizational commitment. Spiritual leadership has a negative and indirect effect on organizational paranoid. Organizational commitment has a negative and indirect role on organizational paranoid, and spiritual leadership has a positive and significant role on organizational commitment.
Pathology
Rahim abdollahfam; jahangir Yari; Behnam Talebi; davod ebrahimpoor
Abstract
Abstract Social health has been influenced by several factors as a factor in evaluating and recognizing an individual's social function and has been studied in different researches from different angles. In this regard, the present study was conducted with the purpose of structural analysis of factors ...
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Abstract Social health has been influenced by several factors as a factor in evaluating and recognizing an individual's social function and has been studied in different researches from different angles. In this regard, the present study was conducted with the purpose of structural analysis of factors related to social health of faculty members of Islamic Azad University of East Azarbaijan. In this research, 320 faculty members of Islamic Azad University of East Azarbaijan Province were randomly selected. A standard questionnaire was used to collect data that validity and reliability of each of them was confirmed. The collected data were analyzed by a Structural Equation Modeling method using PLS software and a suitable model was presented. Based on the findings, the factors affecting social health are: Occupational factors (occupational characteristics), individual (personality type and self-efficacy) and organizational (organizatio-nal support, organizational trust, and organizational health). In addition to the three mentioned factors. The components of each of these factors have a positive correlation with social health and its dimensions. The dimensions of social health include social cohesion, social acceptance, social participation, social adaptation and social flourishing.
Pathology
Zeinab Molavi; reza tahmasebi; Hassan DanaeeFard; Ali Hamidizadeh
Abstract
The importance of citizens’ perception and attitude toward state’s performance needs broad studies in this field. Various studies are conducted on citizens’ perception and attitude toward state, most of them have considered inefficiency of the state. A few studies addressed negative ...
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The importance of citizens’ perception and attitude toward state’s performance needs broad studies in this field. Various studies are conducted on citizens’ perception and attitude toward state, most of them have considered inefficiency of the state. A few studies addressed negative perceptions and attitudes toward public section while not related to state’s inefficiency. Present descriptive – correlational paper aims at studying the relationship between bureauphobia and Perceived national resilience. To this end, by surveying the citizens through a questionnaire, the phenomenon of bureauphobia and Perceived national resilience was identified. Then the relations between both variables were investigated. Research population consists of all 18 – 70 year-old citizens who had gone to public organizations at least one time in past year to receive services. Data was analyzed by drawing table and Chi2 test. The results suggest that distrust to states and employees in public section are not only related to the performance of public services and 31 percent of respondents have bureauphobia. Likewise, 31 percent of respondents had negative Perceived national resilience on threats. Finally, findings indicate that there is a significant relationship between Perceived national resilience and bureauphobia.
Pathology
Farajollah Rahnavard; Ali Jokar; Habibollah Taherpour; Mahdi rasouli
Abstract
Social accountability of public agencies is one of the requirements of public governance in the country. This kind of accountability is responding to social groups. The purpose of this study is to develop a framework for establishing social accountability in Iranian public sector organizations based ...
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Social accountability of public agencies is one of the requirements of public governance in the country. This kind of accountability is responding to social groups. The purpose of this study is to develop a framework for establishing social accountability in Iranian public sector organizations based on grounded theory. The statistical population of this research includes experts who have sufficient knowledge and practical experience in the field of social accountability. According to the research framework, a semi-structured method based on Atlas ta software has been used to collect the required data. After analyzing the text of the interviews, the dimensions of social accountability and causal, mediator and moderator variables were identified to develop a final framework. Research findings show that international requirements, the type of organizational mission, organizational culture, legal requirements, organizational reputation, and public maturity of society are key factors influencing the establishment of social accoعntability in public agencies. Meanwhile, the outcomes of establishing social accountability in public agencies are an increase in public trust, public satisfaction, and community growth and excellence.
Pathology
daood hosainpoor; Fattah Sharifzadeh; roohallah noori; omid karimian
Abstract
The present paper seeks to use the grounded theory to assess the economic policies of the Islamic Parliament. Research method is based on the qualitative method of grounded theory. Depth interviews were conducted with 16 representatives in the Islamic Parliament using snowball sampling. After open, selective, ...
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The present paper seeks to use the grounded theory to assess the economic policies of the Islamic Parliament. Research method is based on the qualitative method of grounded theory. Depth interviews were conducted with 16 representatives in the Islamic Parliament using snowball sampling. After open, selective, and axial coding of collected data, 159 primary concepts, 45 subcategories and 8 main categories were extracted. The final outcome of this study is the design of a 5-dimensional model whose dimensions are categorized into four bases of the ground, input, process components, and products. The findings of this study indicate the domination of the political climate of Iran over the policy climate, the rule of politics over economy, followed by the confrontation of legislative, administrative and executive sectors with institutional, structural and cultural challenges in the policy-making process. Therefore, it is suggested that legislators emphasize national interests by adopting a holistic approach and avoid the involvement of political approaches with the policy-making process. Also, it is necessary to form special committees in the Islamic Parliament in order to align policies with high-level documents.
Pathology
hamed rahmani; fereshteh beigymogadam; Hormat Asghari
Abstract
Chapter 11 and Article 81 of the Law of civil service Management have a clear emphasis on the implementation of the performance management system and the measurement of the performance of government agencies. Given that the post office of Qazvin province complies with this law and that performance measurement ...
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Chapter 11 and Article 81 of the Law of civil service Management have a clear emphasis on the implementation of the performance management system and the measurement of the performance of government agencies. Given that the post office of Qazvin province complies with this law and that performance measurement is not done in the form of regular reports, and only those reports were based on the completion of an evaluation form and had no effect on payments and the compensation system, the present article seeks to address barriers to the implementation of Article 81 in the post office of Qazvin province. In order to identify the barriers, the background of the research, and then the current status of the post office was examined and the topic analysis was used to analyze the data and the content validity rate and finally identification of the barriers were applied for screening. In this research, the method of data collection is using interviews with experts and experts of Qazvin Post Office and distributing Content Validity Questionnaire. To extract barriers, open and axial coding and finally to validate the content validity rate and distribution of questionnaires and interviews with 14 experts at the post office were used. The results showed that the obstacles with the most frequency and the coefficient rate of validity are the main obstacles as follows: lack of access and performance of customers in the evaluation score, weakness in the accuracy and bias of the evaluator, evaluation of all employees with every grade in one category, low attention of the employees to the evaluation score, the one-step evaluation, lack of familiarity of evaluators with the appropriate methods of evaluation.
