Modeling
Mehran Mesri; Ali Shariatnejad
Abstract
In this research, the goal of a development-oriented organization is an organization that uses all the capacities available in the organization to reach an optimal level of service provision. Municipalities are among the semi-private organizations that the quality of services provided in them is of great ...
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In this research, the goal of a development-oriented organization is an organization that uses all the capacities available in the organization to reach an optimal level of service provision. Municipalities are among the semi-private organizations that the quality of services provided in them is of great concern to the public and therefore can have a great impact on citizens' satisfaction and public trust. As a result, this research was conducted with the aim of designing a development-oriented organization model in the municipalities of Kurdistan province. This research was done with the method of foundational data theory. Based on limited theoretical literature and mainly relying on interviews with 20 university faculty members who are familiar with the organizational structure of municipalities, as well as mayors and deputy mayors, it was conducted in a targeted way. Data obtained from theoretical studies and interviews were conducted in the form of open coding, selective coding and axial coding. The results obtained from the codings include development-oriented management, development-oriented employees, development-oriented policy, development-oriented structure, and development-oriented culture, which constitute the factors affecting the development-oriented organization in the municipalities of Kurdistan province. In the general summary, these results showed that the main reasons that will cause municipalities to become development-oriented include development-oriented management and development-oriented structure. Also, factors related to the main causes of development-oriented municipalities include development-oriented policy, development-oriented requirements of municipalities, including development-oriented employees, as well as background factors of the development-oriented municipalities, including development culture. Finally, the most important consequences of the central development of municipalities were identified, which include increasing public trust, increasing responsiveness and developing human resources of municipalities.
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
Modeling
Hamze Farajollahi moghadam
Abstract
Research Methodology: The current research is practical in terms of its purpose and it is classified as exploratory research from the point of view of the method of data collection. In this research, in order to collect data, Google Scholar scientific database was used, and in order to analyze the data, ...
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Research Methodology: The current research is practical in terms of its purpose and it is classified as exploratory research from the point of view of the method of data collection. In this research, in order to collect data, Google Scholar scientific database was used, and in order to analyze the data, traditional content analysis and open, central and selective coding strategy were used. The findings of the research led to the presentation of a model centered on organizational, individual and professional elements. The effectiveness model of the executive coaching department in variuse organisations has three dimensions: individual, organizational and professional; 26 components of ethics, goal orientation, order orientation, action orientation, awareness, awareness, convergence, support orientation, motivation, transparency, holistic orientation, stability orientation, interaction orientation, goal orientation, adaptability, monitoring orientation, positive Thinking, dependence, demographic, effectiveness, preparation, communication, self-improvement, growth orientation and 109 indicators. This study has filled some gaps in executive coaching literature. Unlike many previous studies in this field that have relied solely on the evaluations of the effectiveness of executive coaching, this study identified the set of factors related to the level of the individual, organization, institutional and infrastructural conditions affecting executive coaching and some new constructs such as He has added formal and informal institutions to the literature of coaching in general and executive coaching in particular.
Modeling
Yazdan Shirmohammadi
Abstract
This qualitative study aims to design and articulate an intelligent digital ecosystem model tailored for the Cultural Heritage, Handicrafts, and Tourism Organization within the Web 4.0 environment. Drawing upon grounded theory methodology, data were collected through in-depth semi-structured interviews ...
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This qualitative study aims to design and articulate an intelligent digital ecosystem model tailored for the Cultural Heritage, Handicrafts, and Tourism Organization within the Web 4.0 environment. Drawing upon grounded theory methodology, data were collected through in-depth semi-structured interviews with 35 senior managers, digital experts, and cultural heritage specialists. The data analysis unfolded through open coding (yielding 185 primary codes), axial coding (identifying 25 key concepts), and selective coding (refining six major categories). The model’s causal conditions include the globalization of Web 4.0, rising customer demands for digital engagement, international competition, the need to digitally safeguard cultural assets, technological disparities, and the growing requirement for digitally skilled personnel. Contextual factors affecting the model’s development encompass limited infrastructure, budgetary constraints, multicultural user expectations, governmental support, and the local innovation ecosystem. At the heart of the model lies the core phenomenon: the formulation of a centralized and intelligent digital ecosystem aligned with Web 4.0 standards—featuring integrated platforms, centralized data governance, and adoption of international benchmarks. Intervening conditions such as managerial competencies, financial-economic policy challenges, organizational dynamics, and workforce readiness shape the strategic response. The proposed strategies include the implementation of augmented reality training, development of smart tourism platforms, partnerships with knowledge-based firms, cybersecurity framework design, AI-enabled chatbot deployment, and attracting external investment. The anticipated outcomes of this intelligent ecosystem include improved user satisfaction, cost-efficiency, enhanced institutional image, new revenue channels, digital documentation of cultural artifacts, and increased organizational transparency. This study contributes a localized, actionable model for intelligent digital transformation within cultural organizations, particularly those operating in emerging economies. Keywords: Smart model, Digital ecosystem, Cultural heritage, Web 4.0, Strategic transformation
Modeling
behzad Jafarzadeh Kuchaki; Vajiheh Javani; Fershte Aghajani
Abstract
The aim of this study is to present a model of indicators for improving the productivity of sports organization managers in Iran. The research method is mixed (in the qualitative part, the modified classical Delphi method and in the quantitative part, descriptive-analytical). The statistical population ...
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The aim of this study is to present a model of indicators for improving the productivity of sports organization managers in Iran. The research method is mixed (in the qualitative part, the modified classical Delphi method and in the quantitative part, descriptive-analytical). The statistical population in the qualitative part includes the country's top sports managers, from whom the research sample was selected in a purposeful and accessible manner, numbering 30 people. The statistical population in the quantitative part includes the managers of the Ministry of Sports and the National Olympic Committee, the general managers of sports and youth of the provinces, the managers of sports federations, the heads of sports boards of the provinces, and the managers of sports and youth departments of the counties, numbering 314 people, whose samples were selected by random-stratified sampling. The data collection tool in the qualitative part was interviews, and in the quantitative part, a researcher-made questionnaire. Data analysis was performed using descriptive and inferential statistics, and confirmatory factor analysis was performed using LISREL software version 8.5. Based on the results, five indicators were identified for developing the effectiveness of sports managers, which in order of priority are: development of individual skills (0.927), development of environmental supports (0.864), development of organizational behavior (0.861), scientific development (0.725), and development of personality traits (0.682). According to the research findings, strengthening the identified skills in sports organization managers can increase their productivity.
Modeling
Reza Saleh zadeh; Hadi Teimouri; Ali Asghar Mobasheri
Abstract
The current research was conducted to identify a model for faculty members’ ostracism in the workplace. This study is an applied study by purpose and exploratory research in nature. It was conducted qualitatively using grounded theory in relation to the method. The participants of the research ...
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The current research was conducted to identify a model for faculty members’ ostracism in the workplace. This study is an applied study by purpose and exploratory research in nature. It was conducted qualitatively using grounded theory in relation to the method. The participants of the research included faculty memers of Iranian universities, 19 of them were selected through the purposeful and snowball methods and following the rule of theoretical saturation, and the data was collected through semi structured interviews. The results of this research indicate that three categories of causal factors including individual factors, group factors, and organizational factors, as well as contextual factors (factors related to organizational culture, factors related to organizational structure and factors related to organizational processes), and intervening factors also affect the emergence of this phenomenon in universities. Strategies to prevent the ostracism of faculty members and the consequences of this phenomenon in universities have been determined at both the individual and organizational levels. The findings of the research can create a suitable insight about the emergence of the phenomenon of faculty members’ ostracism in the workplace and provide a basis for planners and policy makers of the university system to prevent it.
Modeling
Davoud Haghkhah; Roghayeh Hasanzadeh
Abstract
In today's complex and dynamic organizational world, employee behavior is recognized as one of the key factors for organizational success. This study aimed to analyze the mechanisms for improving performance in Iranian governmental organizations and to examine the impact of organizational nudges on employee ...
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In today's complex and dynamic organizational world, employee behavior is recognized as one of the key factors for organizational success. This study aimed to analyze the mechanisms for improving performance in Iranian governmental organizations and to examine the impact of organizational nudges on employee behavior. The research employed a qualitative approach using thematic analysis. Data were collected through semi-structured interviews with 50 participants, direct observation, and document analysis. Data analysis was conducted using thematic analysis with the assistance of MAXQDA software. The findings revealed that organizational nudges influence employee behavior through five main mechanisms: environmental, social, psychological,cultural,and technological. Environmental mechanisms reduce employee stress and increase productivity by altering workplace design and simplifying processes. Social mechanisms utilize group norms and social approval to encourage desirable behaviors among employees. Psychological mechanisms improve decision-making by leveraging cognitive biases and framing effects. Cultural mechanisms operate based on organizational values and beliefs, while technological mechanisms use digital tools to deliver nudges. The results indicated that cultural and structural characteristics of organizations significantly influence the effectiveness of nudges. For example, nudges aligned with traditional and cultural values are more likely to be accepted by employees, whereas those in conflict with these values may face resistance. Finally, it is recommended that organizations design nudges that align with their cultural context and utilize modern technologies to enhance effectiveness. Involving employees in the design and implementation of nudges, along with continuous evaluation of their effectiveness, can also contribute to improving organizational performance.This study provides practical recommendations for managers in governmental organizations to effectively guide employee behavior toward organizational goals using well-designed nudges.
Modeling
Saeed Ghazinejad; Hassan Darvish; Mohammad Mahmoudi Maymand
Abstract
The present research has been based on interpretive structural modeling to design the attitude model of employees in terms of job security in facing blockchain in the horizon of 2031. This research is exploratory in terms of purpose and qualitative in terms of approach. In this research, 15 experts were ...
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The present research has been based on interpretive structural modeling to design the attitude model of employees in terms of job security in facing blockchain in the horizon of 2031. This research is exploratory in terms of purpose and qualitative in terms of approach. In this research, 15 experts were interviewed. The snowball method was used to collect information, and then, using thematic analysis method, the information extracted from the texts and interviews were categorized and analyzed. According to the intended goals, semi-structured interviews and text review based on thematic analysis strategy were used for Data collection is used. Finally, 14 basic themes were classified into 72 basic codes in the form of 6 organizing themes and 1 inclusive theme. which was finally obtained based on the method of interpretive structural modeling of the final model. The results of this study showed that this research can help banks in finding effective solutions to create a stable and safe work environment by providing a detailed insight into the attitude of bank employees towards job security in the face of blockchain.
Modeling
Mahboubeh Rashidi; Mirali Seyednaghavi
Abstract
current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm ...
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current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm of positivism. The statistical population of the research includes managers and human resources experts of the oil company. The reliability and validity of the research has been measured in smart pls software and the analysis of questionnaires in SPSS software. The findings of the research show that there is a significant difference between the expected model (as an ideal situation) and the existing situation in the oil company. Performance evaluation in surplus-oriented employees with low strategic value and general competence should be process-based and focus on current control along with performance compliance with standards. In accumulation-oriented employees with high strategic value and general competence, it should be based on evaluation. periodical and match the performance with the standards, in knowledge-oriented employees with the characteristic of low strategic value and unique competence over indirect and result-based control, in value-oriented employees with the characteristic of high strategic value and special competence with future evaluation. is a watcher Rewards and service compensation for surplus-oriented employees on external equality, for accumulation-oriented employees on internal equality, for knowledge-oriented employees on competitive rewards with a focus on financial benefits, and for value-oriented employees on incentive rewards and with The focus is on non-financial rewards.
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
Maryam Bayat; Alireza Hassanzadeh; Ali Shayan; Bakhtiar Ostadi
Abstract
In recent years, the development of digital tools and the expansion of big data resources have provided new opportunities for service enhancement and increased efficiency within tax administrations. The reforms are prerequisites for digital transformation (DT), which through substantial alterations to ...
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In recent years, the development of digital tools and the expansion of big data resources have provided new opportunities for service enhancement and increased efficiency within tax administrations. The reforms are prerequisites for digital transformation (DT), which through substantial alterations to procedures and organizational structures, allows tax organizations to respond better to the changing taxpayer’s needs. In this regard, organizational agility is the major factor that contributes to both the speed of digital transformation and its successful implementation. On the other hand, by giving a coordinated management framework, information technology governance (ITG) supports the enhancement of DT strategies. This study aims to examine the effect of ITG on the DT maturity of the Iranian Tax Administration, through the mediating role of organizational agility. The research uses a way of description through the relationship and collection of data, which was done by questionnaires from the employees and managers of the Iranian Tax Administration. The reliability of the questionnaires was tested using Cronbach's alpha coefficient while their validity was verified through confirmatory factor analysis. Statistical data analysis was carried out using structural equation modeling and LISREL software. As per the result of this study, ITG positively affects DT maturity, which is facilitated through increased organizational agility. Therefore, tax administrations with high ITG and organization agility perform better in their digital transformation projects. Accordingly, these findings might be useful for developing digital transformation plans within tax organizations)
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
Abolfazl Hosseini; Aliakbar Majdi
Abstract
Organizational inertia is a significant disruptive factor in the functional adaptability of organizations to their environment. This study was conducted with the aim of identifying the antecedents and consequences of organizational inertia in Iran. The study was characterized as a review typology and ...
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Organizational inertia is a significant disruptive factor in the functional adaptability of organizations to their environment. This study was conducted with the aim of identifying the antecedents and consequences of organizational inertia in Iran. The study was characterized as a review typology and relied on a systematic review method. The implementation of the systematic review was based on a structured protocol that included three major phases: research antecedents (defining the main question and question pattern), research process (determining eligibility criteria, search strategy, article selection process, and data extraction), and research outcomes (providing an overview of studies and qualitatively synthesizing findings). Ultimately, 30 articles met the final criteria for data description and synthesis. Descriptive results indicated that most studies were published in management journals, based on a quantitative approach, utilized survey methods, and focused on employee groups. Additionally, from a temporal perspective, the studies had been conducted over the past ten years, with their main issue centering on the explanation of organizational inertia. Qualitative findings also revealed that the antecedents of organizational inertia could be categorized into seven themes (structural, managerial, cognitive, communicative, capability-based, benefit-oriented, and behavioral), while the consequences of organizational inertia could be classified into four themes (normative, cognitive, performance-related, and behavioral). Given the indispensable role of organizational inertia in inhibiting the functioning of organizations in an era of change, there is an urgent need for studies adopting a systems approach to address the issue of organizational inertia.
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.
Modeling
Behnam Golshahi; Alireza Mortezazadeh
Abstract
Lack of identity involves employees of the organization with disorders such as; Low self-confidence, depression, anxiety, limited career advancement, low work concentration, etc. Therefore, the manuscript seeks identifying the key factors which play a role in the employees’ identitylessness and ...
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Lack of identity involves employees of the organization with disorders such as; Low self-confidence, depression, anxiety, limited career advancement, low work concentration, etc. Therefore, the manuscript seeks identifying the key factors which play a role in the employees’ identitylessness and mapping possible scenarios for managing this crisis in military organizations. This is an applied research which has been carried by descriptive-causal method. The statistical population includes expert managers of HRM in one of the military organizations with at least a master's degree, which 25 people were selected by purposeful. Data were collected by two library-field methods. For this purpose, after carrying out library studies and determining the key factors affecting the identity crisis of employees, a questionnaire was prepared to evaluate the effectiveness and effectiveness of key factors to map possible scenarios in the crisis management of employee identitylessness. The validity of the questionnaire was confirmed using the content method as well as reliability by retest method at another time and correlation between the tests (0/73). The systematic review illustrated the effective factors in the crisis of identitylessness are classified into two general categories, individual and environmental. In addition, to simulate the collected data, four scenarios were selected and simulated. The results indicated the increase in the individual's success, positive changes in the economic situation, the decrease in the use of social media, and the emergence of good personality traits lead to an increase in the percentage of people's identity acquisition and, as a result, a decrease in the incidence of identity crisis and the management of identity crisis will be. At the end, solutions for managing the crisis of identity among the employees were presented.
Modeling
Ali Ghorbani; Hossein Tbiniyan
Abstract
The study of e-governance literature reveals that this field of knowledge has transformed into a jungle of unstructured and visionless theories, to the extent that it perplexes designers and implementers! This research, adopting an exploratory and foresight-oriented approach, aims to develop a dynamic ...
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The study of e-governance literature reveals that this field of knowledge has transformed into a jungle of unstructured and visionless theories, to the extent that it perplexes designers and implementers! This research, adopting an exploratory and foresight-oriented approach, aims to develop a dynamic and timeless model that identifies the dimensions, concepts, and indicators of e-governance in a comprehensive framework. The goal is to ensure purposeful and balanced growth of this social construct in implementation. The initial model was designed using a comparative study methodology and meta-synthesis methods. Subsequently, the identified components were tested through a Delphi questionnaire in four rounds. The level of consensus among panel members was calculated using Kendall's coefficient of concordance. To determine the adequacy of dimensions and components, their coverage, and the feasibility of implementing the model, a binomial hypothesis test was employed. Panel members included esteemed faculty members, prominent researchers related to the research topic, and senior executives specializing in e-governance.The findings depict the construct of e-governance in a four-category model comprising context, development process, content, and era. The results demonstrate that the categories of "context," "development process," and "content" are interconnected in pairs. Moreover, the final model indicates that in each "era," new and distinct "content" of e-governance emerges, necessitating new scenarios for "contextual" components. Likewise, the realization of new "context" requires scenario planning for the components of the "development process" to achieve the intended content. This growth and evolution of e-governance across various eras continue in the form of a spiral modelَ
Modeling
Yousef Hazrati
Abstract
In the current research, the content of the lectures of Tadbir and Omid government in the field of macro management of government organizations, the first and second term of the presidency, were analyzed from the perspective of the application of cohesive devices and in the framework of the role orientation ...
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In the current research, the content of the lectures of Tadbir and Omid government in the field of macro management of government organizations, the first and second term of the presidency, were analyzed from the perspective of the application of cohesive devices and in the framework of the role orientation of Halidi and Hassan (1976). The research was conducted in a descriptive and analytical way, and its content was four lectures in the field of macro management of government organizations, which were randomly selected. Cohesive devices were extracted in four lectures and their frequency was measured. The percent of occurrence of each device was also obtained. After checking the data, it was determined, the first lecture with 474 items, the second with 444 items, the fourth with 421 items, and the third with 411 items are in the first to fourth ranks in the application of cohesive devices, respectively. In the first lecture, reference was the most and knowledge and time were the least cohesive devices. In the second lecture, repetition and introduction were the most and the least cohesive devices, respectively. In the third lecture as well, conjunctive elements were the most and knowledge was the least cohesive devices and in the fourth lecture, reference was the most and introduction was the least cohesive devices. In order to perform a more detailed statistical analysis and find significance in the distribution of cohesive devices in each of the lectures, the chi-square test was used. Based on the results obtained at level p<0.05 there is a significant difference between the distribution of cohesive devices used in each of the lectures.
Modeling
seyed samad mosavi; Majid Jahangirfard; Farshad Haj Alian
Abstract
In any organization and office, management is very important as a key factor in improving performance and improving the quality of services provided by that office. For this purpose, it is essential to have managers with the necessary competencies and strong management abilities. Therefore, the purpose ...
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In any organization and office, management is very important as a key factor in improving performance and improving the quality of services provided by that office. For this purpose, it is essential to have managers with the necessary competencies and strong management abilities. Therefore, the purpose of this research was to evaluate the competencies of agricultural Jihad managers with a qualitative approach. This research is applied in terms of purpose and qualitative in nature which was analyzed. In the first stage, qualitative method and in-depth interviews were used to identify the components of the model. In the qualitative section, 15 experts, including academic professors of public administration and senior managers of the Ministry of Jihad and Agriculture, were selected in a targeted manner. In order to analyze the data of the qualitative part, the theme analysis method was used using MaxQuda software. The results of the qualitative part showed that it included 219 primary themes, 91 organized themes, 38 comprehensive themes and 5 main themes including economic competence, professional-management competence, moral-religious competence, political competence, cultural-social competence. Considering the importance of the Ministry of Agricultural Jihad in the development of our country, it is very important to have managers with the necessary competencies and strong management abilities. Also, according to these qualifications, managers of agricultural jihad can play an important role in sustainable development and increasing productivity in agriculture and natural resources of the country. These competencies are needed as an important guide for the selection and development of agricultural jihad managers.
Modeling
alireza mooghali; Yahya Rostamnia; Sayd Mohammad Hosein kamani; Amirhossein Amirkhani
Abstract
The current research was conducted with the aim of designing and validating the model of organizational symbolism in government organizations of Ilam province. This research is exploratory in terms of practical purpose and in terms of data collection method, which has been analyzed with a mixed (qualitative-quantitative) ...
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The current research was conducted with the aim of designing and validating the model of organizational symbolism in government organizations of Ilam province. This research is exploratory in terms of practical purpose and in terms of data collection method, which has been analyzed with a mixed (qualitative-quantitative) approach. In the first stage, qualitative method and in-depth interviews were used to identify the components of the model. The participants in the qualitative section were 12 university experts and specialists from executive bodies of Ilam province who were selected in a targeted way. In the second stage, quantitative method and structural equation modeling approach were used to fit the model designed in the qualitative part. The statistical population of this department included managers and experts in the administrative and human resources fields of government agencies of Ilam province, and 188 people were selected by stratified random method. The data collection tool in this section was a researcher-made questionnaire with 71 questions, whose validity and reliability were confirmed. Qualitative part data analysis was done by coding method using Max Quda software and quantitative part data analysis was done with SmartPLS software. Based on the findings of the research, 71 primary codes and 12 subcategories were identified in the form of 6 main categories, which are: the central phenomenon, including the organizational symbolism component; Causal factors, including managerial, legal, academic and personal components; Background factors, including the components of organizational culture and leadership style; Intervening factors, including the multiplicity and contradiction of organizational rules; Strategies, including symbolic strategies and consequences, include the components of improving organizational performance, individual and organizational development, and public trust in the organization. The results of the quantitative part of the designed model have an acceptable fit.
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.
Modeling
Aliasghar mobasheri; Hadi Teimouri; Sharzad Kiyanpour
Abstract
The aim of the current research was to design a pattern for emergence of bad managers in organizations. This study is developmental in terms of purpose and exploratory in nature, which was conducted using a qualitative method and a grounded theory approach. The statistical population was the public organizations ...
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The aim of the current research was to design a pattern for emergence of bad managers in organizations. This study is developmental in terms of purpose and exploratory in nature, which was conducted using a qualitative method and a grounded theory approach. The statistical population was the public organizations of Isfahan city, where 14 managers were selected as sample members by a purpesfull method and the theoretical saturation rule and individually semi-structured interview was used In order to collect the required data needed. After analyzing the interviews, 82 concepts were identified, which were classified into 6 categories. The results indicate the emergence of bad managers is under the influence of causal factors such as the absence of clear performance indicators in promotion and appointment, replacing relationships instead of criteria, the rule of oligarchic thinking, the weakness of the succession planning system, the weakness of the performance evaluation system and the like. Individual and organizational contextual factors as well as intervening factors also influence the emergence of this phenomenon. Strategies for preventing the appointment of bad managers have also been identified at three individual, group and organizational levels. The results also indicate that the emergence of bad managers will have negative consequences at the individual, group, organizational and extra-organizational levels. The findings can create a suitable insight in relation to the emergence of the phenomenon of bad managers and provide the context to prevent it for the planners and policy makers of the administrative system.
Modeling
Ali Ghorbani; Mohammad Amin Torabi; Matineh Moghaddam
Abstract
This article examines the phenomenon of "meeting madness" among managers, recognized as a significant challenge in workplace and organizational environments. The primary aim of this research is to identify the causes and contributing factors to the emergence of this phenomenon and to propose solutions ...
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This article examines the phenomenon of "meeting madness" among managers, recognized as a significant challenge in workplace and organizational environments. The primary aim of this research is to identify the causes and contributing factors to the emergence of this phenomenon and to propose solutions for managers to counteract it. For this study, an advanced meta-synthesis method using artificial intelligence algorithms and natural language processing has been employed. Specifically, scripts alongside the development of advanced AI algorithms such as recurrent neural networks and genetic algorithms were utilized to search for and extract data. These algorithms, particularly the machine learning models, were capable of analyzing key concepts and emerging trends in the realm of meeting madness with high precision. Utilizing these technologies has led to the creation of a centralized database that organizes data for subsequent analyses, reduces human error, and enables quicker and more accurate data analysis. Various causes of this phenomenon include issues in meeting planning and organization, defects in organizational culture and communications, psychological and emotional issues of managers and employees, among other reasons. Following this identification, the consequences of meeting madness have been detailed, and ultimately, a set of practical and applicable solutions such as improving managerial skills, reforming culture and organizational structure, enhancing effective communications, and introducing innovative methods like leadership symbiosis, meeting diplomacy, decision-making quantization in meetings, and organizational pluralism have been presented.
Modeling
Anahita Mazaheri kalahroodi; Majid Ramezan; Hasan Givaryan; Majid Rostami Beshmani
Abstract
Health is as one of the important requirements of equity and development in all societies. One of the important goals of public health policies in Iran that everyone can access health services fairly, but most of the time this goal is achieved very weak when it will be implemented. Therefore, it is necessary ...
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Health is as one of the important requirements of equity and development in all societies. One of the important goals of public health policies in Iran that everyone can access health services fairly, but most of the time this goal is achieved very weak when it will be implemented. Therefore, it is necessary to design a suitable model for the implementation of public health policies. the research method is mixed, first method is qualitative and data-based theory strategy. To gather the required data, the researcher conducted semi-structured interviews with 15 policy specialists and health experts. The interviews were analyzed through coding to according to Strauss and Corbin’s paradigm model. The results of data analysis finally research theoretical saturation as it consisted of 6 main categories and 24 subcategories and 120 concepts and to create a model that identifies the causal, context and intervention and their impact on the central phenomenon that same the implementation of public health policies based on equity.then this model was surveyed by 15 health experts using fuzzy Delphi method with questionnaire. Then removing, modifying and adding a number of indicators, finally 58 concepts, 26 sub-categories and 6 main categories were confirmed. Model of research was accredited by questionnaire was designed based on the qualitative findings of the previous stage, a sample size of 384 health sector experts was surveyed based on Cochran's formula, then the data were collected using structural equation modeling by Smart PLS software. All of indicators, sub-categories, main categories of the model are desired range, which shows there are significant relationships between the model of variables.
Modeling
Ensieh Razavi; Reza Rasouli; Hadi Moazen Jamshidi; Zahra Rajaei
Abstract
To overcome environmental changes and challenges, today's organizations need the ability to leapfrog through seven quantum skills (quantum vision, quantum thinking, quantum feeling, quantum knowledge, quantum action, quantum presence, and quantum trust). to be Because organizational culture is an engine ...
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To overcome environmental changes and challenges, today's organizations need the ability to leapfrog through seven quantum skills (quantum vision, quantum thinking, quantum feeling, quantum knowledge, quantum action, quantum presence, and quantum trust). to be Because organizational culture is an engine and driving force that supports a certain type of activity and skills of employees. To promote and support these skills, an appropriate organizational culture should be identified and formulated. The current research is based on the pragmatism paradigm in terms of its developmental goal and research approach. Considering that the design of complex models, such as the culture model of organizational change, requires a deep understanding of the cultural and organizational context, the qualitative method and narrative research strategy have been used. 47 narratives were compiled by purposeful sampling methodThe results showed that there are five subcultures including: 1- the culture of observation and monitoring that improves performance in the light of quantum vision 2- the culture of thinking about the future of Kavaneh in line with quantum thinking 3- the culture of self-improvement and self-improvement (self-creation) Along with the knowledge and feeling of quantum 4- the culture of meritocracy and selection in the light of quantum action 5- the culture of empathy and well-being in the shadow of existence and trust of quantum, supports the organizational leap.To strengthen the constructive culture of organizational leap, these five subcultures should be strengthened.
Modeling
Hossein Zaidy; Vahid Chenari; Seyyedrasool Aghadavood; SeyyedAliakbar Ahmady
Abstract
This research was done with the aim of explaining the components and providing a model of organizational happiness among the employees of the Ministry of Energy. According to the practical purpose, the research is combined or mixed in terms of the research method. The statistical community of the qualitative ...
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This research was done with the aim of explaining the components and providing a model of organizational happiness among the employees of the Ministry of Energy. According to the practical purpose, the research is combined or mixed in terms of the research method. The statistical community of the qualitative part was knowledgeable experts. The random sampling method was cluster and stratified and the criterion for determining the sample size was reaching theoretical saturation, which was achieved after 13 interviews. The statistical population of the quantitative stage includes all the executive, administrative and expert departments, including managers and senior experts and employees of the Ministry of Energy. To calculate the sample size, Cochran's formula for unlimited communities was used, and the number of samples is 384 people. Qualitative data analysis was done using the foundational data theory and quantitative data analysis was done using the partial least square (PLS) technique. Based on the results of qualitative analysis, six categories of factors were identified, including causal factors, contextual factors, intervening conditions, strategies, consequences, and central phenomena. After identifying the components involved in organizational happiness, the relationship between the components of the paradigm model of the data base theory showed There is a relationship.
