mostafa baghdarnia; Hamid Rahimian; abbas abbaspour
Abstract
Transformational leadership is a process that seeks to improve employee behaviors and behaviors by changing the mind and heart; developing insights, awareness and understanding; clarifying goals; aligning behaviors with beliefs, ethics, or values. The purpose of this study was to investigate and analyze ...
Read More
Transformational leadership is a process that seeks to improve employee behaviors and behaviors by changing the mind and heart; developing insights, awareness and understanding; clarifying goals; aligning behaviors with beliefs, ethics, or values. The purpose of this study was to investigate and analyze the current state of transformational leadership in public universities. The statistical population of this study consisted of all faculty members and staff of public universities. Due to the size of the statistical population, a sample size of 358 was selected by stratified random sampling. Transformational Leadership Status Questionnaire was developed using the standard Multivariate Transformational Leadership Questionnaire (form 5X MLQ) with the dimensions of ideal influence, subjective motivation, inspirational motivation, and individual considerations. Structural validity, confirmatory factor analysis and Cronbach's alpha coefficient were used to determine the validity and reliability. Data analysis was performed by SPSS software and univariate t-test, independent t-test and ANOVA. The results of the tests showed that there is a significant difference between the average status of transformational leadership and the expected status of transformational leadership at the error level of less than one percent and with 99% confidence. Therefore, the status of transformational leadership in public universities is significant. It is rated below average.
Bahareh Norouzi; hasan boudlaie
Abstract
Nowadays, non-governmental organizations, such as charities and citizen-based organizations, are operating in all countries with different purposes and shapes, and a large portion of their employee workforce consists of volunteers. Therefore, human resource management and concerns about the retention ...
Read More
Nowadays, non-governmental organizations, such as charities and citizen-based organizations, are operating in all countries with different purposes and shapes, and a large portion of their employee workforce consists of volunteers. Therefore, human resource management and concerns about the retention of human resources in these organizations are different from other organizations such as government agencies. The purpose of this qualitative study is to identify the effective factors in the retention of intergenerational volunteers in charitable organizations in the city of Shiraz. After interviewing 10 young and 10 middle-aged volunteers of 9 charities in Shiraz, selected by the judgmental sampling method, theoretical saturation in terms of sample size was obtained. In this study, semi-structured interview is used as data collection tool and data analysis was done by utilizing the theme analysis method. After reviewing and organizing interview transcriptions, the researcher identified the basic codes or concepts, and then similar codes were placed in special categories, each having a representing title. The identified data was classified and combined based on the degree of conceptual similarity, resulting in the extraction of 24 sub-themes and 5 main themes. The findings indicate that the main themes of motivation, human resource management, management and leadership, culture creation, and communication are effective factors in the retention of volunteers in both young and middle-aged generations, and the difference among these factors in the two generations was the importance of each of the main and sub-themes.
Public Management
arash خیرابی; Abbas Nargesiyan; Ali Pirannejad
Abstract
The expert workforce is essential for the achievement of successes on both macro and micro levels. Consequently, due to the changes in the demographics of population and society, the postponement of the retirement age of employees is a significant issue.This research has adopted an interpretive or constructivist ...
Read More
The expert workforce is essential for the achievement of successes on both macro and micro levels. Consequently, due to the changes in the demographics of population and society, the postponement of the retirement age of employees is a significant issue.This research has adopted an interpretive or constructivist research philosophy and the multi-grounded theory research strategy of Goldkuhl & Cronholm. Semi-structured interviews were utilized as the data collection method and theoretical sampling was conducted from the research community which included employees of the Ministry of Energy who have postponed their retirement. Thirty participants were interviewed. It’s also noteworthy that the research is practical in terms of its purpose.The findings of this research demonstrate that the model of postponing the retirement age of employees in the Ministry of Energy is primarily based on job conditions, as well as factors such as environmental, organizational, and individual contexts and organizational, individual, and governmental causal conditions. Some of the obstacles in this model include the direct intervention of the government and the circumvention of the law, which ultimately leads to a multitude of positive and negative consequences. The economic pressures, the issue of population aging, and the increased ratio of elderly people to young people will reduce the labor force and create difficulties for governments and various organizations, including the Ministry of Energy and pension funds. Hence, the adoption of the issue of postponing retirement age and keeping more of the labor force is a possible solution due to the positive outcomes it may potentially yield in the economic, social, organizational, and individual fields and aspects.
Maryam Ahmadi; Shamsoddin Nazemi; Fariborz Rahimnia; Saeed Mortazavi
Volume 3, Issue 1 , January 2015, , Pages 71-89
Abstract
Men's behavior in the last decade as a new type of training and human resource development are taken into consideration, The men's behavior theory with an emphasis on the role of manager as a mentor, claims that the men's behavior in the organization may be accepted as a real phenomenon. This exploratory ...
Read More
Men's behavior in the last decade as a new type of training and human resource development are taken into consideration, The men's behavior theory with an emphasis on the role of manager as a mentor, claims that the men's behavior in the organization may be accepted as a real phenomenon. This exploratory study was conducted to study the components and aspects of men's behavior from the perspective of the oil industry managers have been conducted. For this purpose, using content analysis approach 20 managers of Esfahan Oil Refining Co. in-depth interviews was conducted. The results of semi-structured interviews in which subjects were classified according to five dimensions of men's behavior administrators to tune the behavior, the behavior of perfectionism, self-managerial behavior, behavior-oriented role and influence behavior were classified that the other ones are formed, each of their behavior. In fact, the findings of this study provide dimensions and elements of men's behavior from the perspective of the development of this sector in the field of organizational studies provide managers and the underlying increase is such behavior in organizations.
Public Management
mohsen farhadinejad; Sakineh Jafari
Abstract
The aim of the present study was to identify the causes of organizational disclosure and the reasons of unwillingness to disclose in governmental organizations that was done via sequential-explanatory mixed mode method. Participants in the qualitative part were managers and employees in public sectors ...
Read More
The aim of the present study was to identify the causes of organizational disclosure and the reasons of unwillingness to disclose in governmental organizations that was done via sequential-explanatory mixed mode method. Participants in the qualitative part were managers and employees in public sectors among whom 75 people were selected as participants through purposeful sampling method. The statistical population of the quantitative sector included employees in governmental organizations in Semnan and 157 people were selected as samples through simple random sampling method. Analyzing the data in qualitative sector led to the identification of 32 basic themes in the context of employees’ disclosing reasons that were arranged in six organizer themes (health-centered approach, benefit-seeking approach, justice-seeking approach, ethics-oriented approach, task-oriented approach, and violent approach), and 26 basic themes about unwillingness to disclose were identified which divided into four organizer themes based on semantic similarity (organization-related factors, discloser- related factors, exposure related factors, violent-related factors). The results of the quantitative analysis show that justice-seeking, ethics-oriented, health-centered, benefit-seeking, task-oriented and violent approaches were the most important reasons for the decision to disclose respectively, and exposure related factors, organization-related factors, violent-related factors and discloser- related factors were the most important causes of being silent against observing inappropriate behaviors, respectively. The ranking of items related to the causes of disclosure indicates that the prevention of repetition of violation and feeling of injustice to oneself and sense of responsibility are considered as the most important causes of disclosure and disappointment of executive guarantee in case of disclosure of violation, high influence of the offender and lack of organizational support for exposing are considered as the main reasons for being silent against violation.
Mostafa Hadavinejad; Adeleh Alkozehi
Abstract
Diversity in the workplace provides opportunities for developing organizations. But not only is this capacity sometimes used in organizations, in some countries it also includes pests such as sectarianism in organization. The purpose of this study was to explore the lived experiences of employees from ...
Read More
Diversity in the workplace provides opportunities for developing organizations. But not only is this capacity sometimes used in organizations, in some countries it also includes pests such as sectarianism in organization. The purpose of this study was to explore the lived experiences of employees from public organizations in Herat, Afghanistan –a proper context for sectarianism in a an effected counry by such a phenomenon, to gain diverse understandings about consequences of sectarianism in the organization through a phenomenography. Research participants were 24 employees from 16 mentioned organizations that were invited to the research project through typical sampling until theoretical saturation. The method of data collection was in-depth interviews. Maxqda software was used for data analysis. Based on the findings of the study, five different viewpoints toward the consequences of sectarianism in the organization were found, namely, in-parties’ anti-norm actions, out-parties’ frustrations and passive actions, conflicting interpersonal communication, organizational dysfunctions, and public distrust. Subsequently, based on their level of complexity, the classes were placed on a hierarchy with five levels (in-parties actions, Out-parties’ actions, individual, interpersonal communication, organization, and external environment of organization) and shaped the hierarchical outcome space for different ways of perceiving the consequences of the phenomenon of sectarianism in the organization.
Public Management
Nabiallah kohan
Abstract
The purpose of this study is description and understand an idiomatic training course but competitive that name is branch advanced course. The course is performing in the military unit. To observe security issues, in this study the name of that unit was not mentioned. The type of study is developmental ...
Read More
The purpose of this study is description and understand an idiomatic training course but competitive that name is branch advanced course. The course is performing in the military unit. To observe security issues, in this study the name of that unit was not mentioned. The type of study is developmental and to extract factors, ethnography methodology that is a qualitative method was used. Sample population is among a military unit that this course perform in it. Data were selected via 23 military man interviews. They had tendency for dialogue and interview. Also the researcher observed the daily interaction of those employees for data collecting process and writes that interaction specification instantly. Researcher was immersed in that field because, he is graduated from that course. Data were saturated according to sample size. Braun and Clarke (2006) thematic analysis was used for data analyzing. After initial analysis, 12 initial codes were generated. These codes were categorized to two general factors. These general factors were individual and social factors that are outcome of training competition. The individual factors have 6 codes. The social factors have 6 codes. After thematic analysis, thick description was presented about competition and 12 themes shows itself in individual and social categories.
Ahmad Jafari; Majid Nasiri; Seyed Muhammadreza Hosseini; Parviz Saeedi
Abstract
Correct understanding of business processes and service platform are equally important for real modeling of services utilization and their delivery and preparation. The present study is basic research based on aims and its data collection method is cross-sectional survey research method. This study was ...
Read More
Correct understanding of business processes and service platform are equally important for real modeling of services utilization and their delivery and preparation. The present study is basic research based on aims and its data collection method is cross-sectional survey research method. This study was performed based on quantitative and qualitative approaches. Questionnaire distribution and data collection of Semnan industrial estates experts are performed after qualitative analysis phase, and then the study was interred to quantitative phase. So the present study is a mixed survey from this perspective. The present study execution algorithm is designed based on scientific research method and after systematic phases. The study statistical population in qualitative section of research method include to experts of the Semnan industrial estates active firms managers and experts. The study statistical population in a quantitative section of research method includes 325 persons. Sample size Are estimated 176 persons by using Krejcie and Morgan Table. Data analysis in qualitative section of performed by thematic analysis method and using MaxQDA software. Data in quantitative section are screened by fuzzy Delphi method and finally the model is presented. Modeling is performed by mixed method ISM-DEMATEL. Then partial least squares approach and Smart PLS software are used in quantitative section. Finally, success pattern and business starting pattern in Iran are designed with respect to entrepreneurs psychological and personality in Semnan industry section.
Public Management
Leila Ghasemi esfahlan; Akbar Nassanpoor; SAEED JAFARINIA; Bijan Abdollahi
Abstract
Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative ...
Read More
Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences.
Leila Ghasemi esfahlan; Akbar Hassanpoor; Saeed Jafarinia; Bijan Abdollahi
Abstract
One of the characteristics that show the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in increasing the quality of decisions making in organizations. Therefore, the purpose of this study is to identify the factors affecting ...
Read More
One of the characteristics that show the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in increasing the quality of decisions making in organizations. Therefore, the purpose of this study is to identify the factors affecting the expression of organizational dissent of employees in the university. The method of this research is qualitative and exploratory which has been done using content analysis and documental study. The statistical sample of this research included 120 articles published in the valid journals searched in domestic and foreign scientific databases by searching for keywords and performing the screening process. Finally, 30 works were selected for further review and analysis. The result of the literature review and analysis was the extraction of 31 basic themes, 13 constructive themes, and 4 comprehensive themes. Findings showed that the factors affecting the willingness of employees to express organizational opposition are 4 main dimensions: personal, communicational, organizational, and environmental, each of which can affect the willingness of employees to express organizational dissent, but the decision to choose the approach of expressing depends on which particular issue and factor will be affected in that particular situation at the time of selection; therefore, depending on the circumstances, it is necessary to identify the considerations of each factor and consider the correct approach to express organizational dissent of employees.
Zeinab Molavi; Leila Noori
Abstract
Positive deviant behaviors occur beyond organizational norms and rules to improve organizational performance. Despite the importance of these behaviors, no research has been conducted on these types of behaviors in Iran. Therefore, the aim of this study was to identify the factors affecting the occurrence ...
Read More
Positive deviant behaviors occur beyond organizational norms and rules to improve organizational performance. Despite the importance of these behaviors, no research has been conducted on these types of behaviors in Iran. Therefore, the aim of this study was to identify the factors affecting the occurrence of positive deviant behaviors among employees of public organizations in Qom province. The present study was applied in terms of purpose and the survey in terms of data collection. The study population was all experts familiar with the topic of research and had expertise in the field of research and public organizations in Qom province. Among them, 17 were selected through the judgmental sampling method and theoretical data saturation criteria. The research instrument was a semi-structured interview. Content analysis and coding methods were used to analyze the data obtained from the interviews. According to the results, a total of 25 factors affecting the occurrence of positive deviant behaviors were identified in public organizations, which fall into five categories including individual factors, organizational factors, legal factors, managerial factors, and job-related factors. Finally, constructive suggestions were made to create or reinforce these factors in the organization to create or reinforce positive deviant behaviors.
Mohammad Ali Sarlak; Mohammad Hosein Moghaddasan
Volume 3, Issue 2 , March 2015, , Pages 76-90
Abstract
In present paper, storytelling organization model has been evaluated in electricity industry. The research is an applied research and 14 hypotheses have been studied in this respect. Managers and experts of Tavanir Company (specialized holding company responsible for management of generation, transmission ...
Read More
In present paper, storytelling organization model has been evaluated in electricity industry. The research is an applied research and 14 hypotheses have been studied in this respect. Managers and experts of Tavanir Company (specialized holding company responsible for management of generation, transmission and distribution of electric power in Iran) were selected as statistical universe; the universe has a total population of 183 and statistical sample included 150 people selected by random sampling method and using Morgan table. In present research, the tool for gathering data was questionnaire that was designed and credit scored by using determined factors in storytelling organization model. The questionnaire was in the form of five-likert spectrum and its reliability was calculated as 0.83 by Cronbach's Alpha. Testing hypotheses specified that among 14 available relationship, 13 of them are significant statistically and one remain relationship is not significant at 95% confidence level (the second hypothesis: relationship between structure and culture and organizational relationships). In this manner, the examined model for storytelling organization (operational model) is presented. The results emphasized that to implement storytelling organization model in electricity industry, structure and culture should be charged to fortify their relationship with organizational relationship and values. In the research, factor analysis test, path analysis test and structural equations test and regression test have been utilized by SPSS and Lisrel software. At the end, some recommendations are offered based on the results.
Kiarash Fartash; Reza Salami; Seyyed Mehdi Moosavi Davoodi
Volume 2, Issue 2 , April 2014, , Pages 76-106
Abstract
The main goal of this paper is to investigate the relationship between absorptive capacity & competitiveness of developing and emerging countries. After holistic review of literature, absorptive capacity constructive elements and measuring variables of it, was identified and clarified. Then, three ...
Read More
The main goal of this paper is to investigate the relationship between absorptive capacity & competitiveness of developing and emerging countries. After holistic review of literature, absorptive capacity constructive elements and measuring variables of it, was identified and clarified. Then, three main frameworks of measuring national competitiveness and their relative indexed was extracted. Because of lack of Iran’s data in 2 of 3 studied frameworks, WEF framework (2013-2014 report) was selected as a base of this research. After interviewing with 3 outstanding economists, 11 extracted indexes of absorptive capacity from literature was selected. In the next phase, 9 developing and emerging countries like Iran, that are exemplary for their status and are choices for comparison. Quantitive analysis results verified the positive relationship between total absorptive capacity & competitiveness in ten studied countries. With more detail, absorptive capacity has a positive and significant relationship & innovation and efficiency elements of competitiveness. But there is no relationship with basic requirement elements of competitiveness. Based on the results, developing countries like Iran, must consider absorptive capacity as an essential component to enhance competitiveness and must take required actions to meet this objective.
Ayyob Pazhohan
Volume 2, Issue 4 , October 2014, , Pages 77-94
Abstract
Organizational development is a systematic, logical, integrated, and planned approach that is used to increase organizational effectiveness. This approach is influenced by psychological factors, one of these factors, self-esteem and its dimensions. The present study aimed to Relationship the organizational ...
Read More
Organizational development is a systematic, logical, integrated, and planned approach that is used to increase organizational effectiveness. This approach is influenced by psychological factors, one of these factors, self-esteem and its dimensions. The present study aimed to Relationship the organizational development with self-esteem and their dimensions at staff PNU, Kurdistan Province. Using applied methods, we employed survey research and correlation analyses. The target population of the present study was the entire staff of PNU, Kurdistan province, who were168 people. Using the Based on single-stage cluster sampling method; the sample size of the study was estimated to be 119 people. The findings of the current studyindicated that there is a significant and positive relationship between overall self-esteem, academic self-esteem and the organizational development.On the other hand, the results showed that there is no significant relationship between familial self-esteem, social self-esteem and organizational development.The results also indicated that there is no significant relationship between male and female staff’s self-esteem and their organizational development. With regard to the results, it can be stated that self-esteem is the most important variables and organizational development coordinator. As a result, to achieve desired organizational development, appropriate training to enhance self-esteem among staff can be considered a high priority for intervention.
Reza Najjari; Mohammad Nazr Mohammadi
Volume 4, Issue 1 , January 2016, , Pages 77-90
Abstract
Governmental organizations, in line of their development and growth) should strive to make appropriate mechanisms to present high-quality services to people so that they arisen from the society's needs, values and beliefs. Utilizing the deep and traditional concepts of humanized in governmental organizations ...
Read More
Governmental organizations, in line of their development and growth) should strive to make appropriate mechanisms to present high-quality services to people so that they arisen from the society's needs, values and beliefs. Utilizing the deep and traditional concepts of humanized in governmental organizations and humanizing the organizations can be a new and modern face of governmental organizations that facilitate presenting high quality services and achieving people's satisfaction. The research is an applied research and in terms of methodology, is a survey research that has been compiled by mixing humanized model of professor Pirnia and organizational model of Leavitt and with 16 hypotheses. Statistical sample included 32 of experts of management area and governmental organizations. Results indicated that all hypotheses were confirmed and elements of humanization in governmental organizations were recognized and ranked. Therefore, each concept of humanization can be utilized in organizational dimensions and has indices that considering them, organizations can make themselves humanized and as a result, gain satisfaction and happiness of customers and clients. At the end, based on the results, the organizational humanized model has been compiled in an applied method and some solutions have been offered for implementing the model.
General Management
Abbas Nargesian; Ali Asghar Pourezzat; Azadeh Rasouli Porshokouh
Volume 5, Issue 2 , April 2017, , Pages 77-88
Abstract
Today in organizations emphasized that human resources have strategic value and differentiates it from other competitors. This means that the skills and abilities of people in an organization and how to use them can be taken into account as an important factor for their competitive advantage. So the ...
Read More
Today in organizations emphasized that human resources have strategic value and differentiates it from other competitors. This means that the skills and abilities of people in an organization and how to use them can be taken into account as an important factor for their competitive advantage. So the emphasize is that effective recruitment in organizations is essential and strategic matter. Including developments that happened in related to recruitment process with the aim of increasing efficiency and more effective is using of the approach of recruitment process outsourcing. Recruitment process outsourcing is the form of business outsourcing. The aim of this study is survey of advantages and disadvantages of recruitment process outsourcing. In order to study of it qualitative research method were used. The results of 12 interviews with seven managers and five experts show that this approach in addition to the strength, limitation and problems that are discussed in academic literature, has other advantages and disadvantages. The findings of this study indicate 8 main themes that 4 of them are related to benefits and others are related to disadvantages of recruitment process outsourcing.
Mirza Hassan Hosseini; AliAkbar Jokar; Elham Keshavarz; Mousa khademi
Abstract
The aim of this study is to evaluate and rank factors of intellectual capital that aims to improve the performance of corporation. After designing and distributing questionnaires among coil industry experts, priority and importance of each of these factors with using Fuzzy TOPSIS, FAHP, vikor, ELECTRE ...
Read More
The aim of this study is to evaluate and rank factors of intellectual capital that aims to improve the performance of corporation. After designing and distributing questionnaires among coil industry experts, priority and importance of each of these factors with using Fuzzy TOPSIS, FAHP, vikor, ELECTRE were evaluated. According to the results of the above methods in cases not compatible with each other, to achieve the overall ranking of integration methods have been used. The results obtained, according to the company's performance improvement indicate that the net profit is the most important; competitive advantages, customer retention, market value of the company; innovation capacity and volume of transaction are at ranking highest respectively. Based on integration method is most important factors of intellectual capital in order of importance include: Human capital,Structural Capital, Relational Capital, Innovation Capital, Customer Capital factors and also, the most important factors of Human capital, Structural Capital, Relational Capital, Innovation Capital, Customer Capital regarding to company performance improvement in order of importance Include: Leadership ability,Employees’competence, Employees’ experience, Employees’ creativity, Individual-level knowledge, Customer satisfaction, Motivation of the personnel, Customer loyalty, Employees’ attitude,Organizational structure, Staff’s experience, Organizational learning, Marketing capability, Databases,Management system,Use of knowledge,Strategically values,Operation process, Information system, Corporate culture,Brand value, Mission-vision, Relationship with suppliers and competitors, Size of organization, Innovation culture, Relationship with other organization, Market intensity,Company lifecycle,Customer appropriateness, Innovation mechanism and Innovation achievements
Ali Ghorbani; jahan abdi
Abstract
One of the key factors for the success and survival of an organization to maintain continuity of work in a powerful way is the coordination of team members' motivation. Proper combination of motivations will inspire and desire to be more effective in team members. The purpose of this study is to design ...
Read More
One of the key factors for the success and survival of an organization to maintain continuity of work in a powerful way is the coordination of team members' motivation. Proper combination of motivations will inspire and desire to be more effective in team members. The purpose of this study is to design a harmonic model of motivations (principles, strategies and consequences). The research approach is qualitative and the research strategy is based on data processing theory based on Glaser approach. The study population of this study included the staff of the tax administration of Ilam city. The data collection was a scandal that reached saturation (credibility) after interviewing 19 of them. In this research, theoretical and purposive non-probabilistic sampling method has been used. Data were analyzed using coding method. It was found that six factors (synchronicity of motivation, skill diversity, equality of effects as a result, trust within members, management support, game-making) are involved in coordinating team motivation. Model by structural equation method And the validity of the research was confirmed by the specialized committee. At the same time, considering the level of team motivation, it was clear that the strategies of "Harmony of Motivation Management" are based on the two axes of "team motivation" and "individual motivation" on the four principles of consolidation, suspension, promotion and renewal.
Public Management
Eskandar Shirazi; Mehran Mesri
Abstract
Work and life are inevitably associated with mental pressure. Some organizations do not experience much mental pressure, but some others experience high level of mental pressure. Outbreak of Covid-19 disease has imposed high stress on some organizations, especially health care staffs. Since psychological ...
Read More
Work and life are inevitably associated with mental pressure. Some organizations do not experience much mental pressure, but some others experience high level of mental pressure. Outbreak of Covid-19 disease has imposed high stress on some organizations, especially health care staffs. Since psychological stress can be controlled and prevented, several models have been presented for its control and management. The present study was conducted with the aim of presenting a local model to manage and control psychological stress in the public sector (Case study: Tabriz hospitals) using a data-driven method. The present study was conducted by using qualitative method and experts' opinion and by using Glaser method and by interviewing with experts, including 45 managers and supervisors of Tabriz hospitals.The present study is descriptive in terms of method and During the interviews, 57 open codes, 28 concepts and 5 components were extracted, which were classified into two main categories: controllable and uncontrollable.
Mirza Hasan Hoseini; Aliakbar Joker; Oozhan Karimi; Mohsen Shahidi
Volume 1, Issue 4 , November 2013, , Pages 79-91
Abstract
Today, emphasis on customer-oriented organization and trying to institutionalize this approach has led the organization in shaping the new face of the organization as a customer-oriented organization. Customer-oriented organization is an organization that seeks to maximize customer satisfaction by providing ...
Read More
Today, emphasis on customer-oriented organization and trying to institutionalize this approach has led the organization in shaping the new face of the organization as a customer-oriented organization. Customer-oriented organization is an organization that seeks to maximize customer satisfaction by providing appropriate goods and services and improve relationships with them. The main research question is to ascertain to brokerage firms active in the Tehran Stock Exchange, its customer-oriented face to show to rely on what components and elements. In this context, and in response to that problem, the aim of this study is to take advantage of literature and refer to expert opinion, designed a model specifically to promote customer-oriented brokerage firms active in the Tehran Stock Exchange. To achieve this goal through four rounds of the Delphi method was used. The results showed that brokerage firms active in the Tehran Stock Exchange, to be able to show your face customer oriented, should be based on seven factors, which include: Rely on stakeholder value, advanced technology, flexible structure, staffing competent, Islamic values, clear objectives, and supportive corporate culture.
Public Administration
zeinab shokri; Mansour Kheyrgu
Volume 6, Issue 2 , April 2018, , Pages 79-94
Abstract
Public policies are play an important role in the country's progress and development So that the goals of development and Welfare any country depends on the quality of public policies. A major challenge facing the public policy making system is How to evaluate the quality of public policies and programs. ...
Read More
Public policies are play an important role in the country's progress and development So that the goals of development and Welfare any country depends on the quality of public policies. A major challenge facing the public policy making system is How to evaluate the quality of public policies and programs. This Mixed research in the first stage Is designed A comprehensive model for quality evaluation of public policies. In the second stage, Relations between Factors of Produced model open to Quantitative Test. Therefore, the aim of this study was to design a model for quality evaluation of public policies in the qualitative phase, and in the quantitative phase study designed to test the conceptual model. Results show that According to the process of public policy making, the most important stages to that effect public policies quality are The formulation of public policy and the legitimate public policy.Key Words: Quality, Public Policy, Evaluation, Grounded Theory
Skandar Shirazi Shirazi
Abstract
One of the main necessities of democratic governments is the existence of a comprehensive accountability system in the public administration sector, and without this system, there is a possibility of administrative corruption and dissatisfaction in public sector organizations. The main purpose of this ...
Read More
One of the main necessities of democratic governments is the existence of a comprehensive accountability system in the public administration sector, and without this system, there is a possibility of administrative corruption and dissatisfaction in public sector organizations. The main purpose of this research is to identify and test the dimensions and components of organizational accountability and model design. The organization is responsible for public sector organizations. According to the purpose of this research, it is fundamental and its research method is mixed with a sequential-exploratory approach, and it was conducted in two phases, qualitative and quantitative, so that first, qualitative data was collected using interviews with 19 experts who were selected in a purposeful way. were collected and analyzed using the foundation data method and the use of three stages of open, central and selective coding, then using the survey questionnaire tool in the test environment, the collection of quantitative data has been carried out. They were tested by confirmatory factor analysis and structural equations, and finally the responsive organization model was designed. In the qualitative phase of the research, 167 subcategories were categorized in the form of 54 subcategories and 6 main categories of responsive government, responsive managers, responsive structure, responsive employees, responsive culture, and responsive clients. Based on the obtained results, breaking the structure in the laws and promoting the culture of accountability were chosen as the central categories of the research due to frequent repetition in the process of interviews. Also, among the dimensions of the responding organization, the category of creating a responsive structure with a t-statistic equal to 4.32 and an effect size of 0.7 has the highest impact, and the category of a responsive culture with a t-statistic equal to 2.96 and an effect size of 0.51 has the lowest impact on creating The responsible organization
Alaeddin Rafizadeh; Naser Mirsepasi; Adel Azar
Volume 4, Issue 4 , September 2016, , Pages 81-100
Abstract
.Designing the evaluation system, monitoring and overall performance management is essential subject for a state. Through which a government strategic plans with a systematic approach at all levels, monitored and feedback necessary to pave the way for the country's 20-year perspective. In this paper ...
Read More
.Designing the evaluation system, monitoring and overall performance management is essential subject for a state. Through which a government strategic plans with a systematic approach at all levels, monitored and feedback necessary to pave the way for the country's 20-year perspective. In this paper we present a comprehensive model in this regard. To develop the model, first consider research questions, in the form of literature, approaches and models of performance management with performance management in three different levels, including the strategic level, the organizational level and the staff were studied. Then, using qualitative content analysis, content extracted from the scientific literature in the form of three levels and ultimately classified and coded the content networks were drawn. Finally, using any of the methods of qualitative, comprehensive model was extracted. According to the analysis conducted thematic and typology, a total of 27 variables were identified that each of the three levels: strategic, organization and personnel respectively 11, 8 and 8 respectively variable. Finally to validate and test the model,27 persons inferred variables, In a questionnaire survey were adjusted and experts, All the data collected was analyzed using LISREL software and extract variables as well as research prototype has been approved.
Public Management
Ahmad Fathi Abdollahi; Mohammad Ali Aghaei
Volume 5, Issue 3 , July 2017, , Pages 81-94
Abstract
This study examines internal audit effectiveness in public sector management and it’s challenges. Research statistical society were used from internal audit directors and staff from university of Payame Noor financial, administrative and budgetary departments and sample elected from province center ...
Read More
This study examines internal audit effectiveness in public sector management and it’s challenges. Research statistical society were used from internal audit directors and staff from university of Payame Noor financial, administrative and budgetary departments and sample elected from province center and central organization of Payame Noor University. Internal audit effectiveness in public sector tested with implementing variables such as organizational independence, formal mandate, unrestricted access, sufficient funding, management perception from internal auditing, competent staff, management support and compliance with professional audit standards. Results show that internal audit effectiveness is positively related to compliance with professional audit standards, unrestricted access, formal mandate, top management support and competent staff. We found no relation between organizational independence and management perception from internal auditing with internal audit effectiveness.Sufficient funding has a positive relation with control function of and negative relation by risk management function. Based on conclusions it’s suggested that internal audit standards should codify and this principle requires top management support and trained staff. Internal audit as a culture should be going in public organizations where the financial and non-financial unrestricted access of them is possible and they have organizational independence.
Fatemezahra ilaninezhad; Einollah Keshavarz Turk; Mohammadrahim Eyvazi,; Mohammadmahdi Zoalfagarzade; Safar Fazli
Abstract
This study sought to design a framework for teaching foresight to top managers of governmental organizations in the Islamic Republic of Iran. First, the research literature in three areas of "management of governmental organizations", "foresight" and "teaching foresight" was reviewed. Then, using the ...
Read More
This study sought to design a framework for teaching foresight to top managers of governmental organizations in the Islamic Republic of Iran. First, the research literature in three areas of "management of governmental organizations", "foresight" and "teaching foresight" was reviewed. Then, using the "Grounded Theory" method and using the "in-depth interview" tool, first-hand data were collected. This data in three different phases, through "open coding, axial coding and selective coding", were analyzed. Based on the research findings, a general framework for teaching foresight to top managers of Iranian governmental organizations was presented in which in addition to the category of foresight education as a axial category, other categories related to this field such as causal conditions, contextual conditions, intervening conditions, strategies and consequences were also introduced. Therefore, this macro framework can be used as a general model for teaching foresight to top managers of governmental organizations in the Islamic Republic of Iran.
