Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Clarifying the Concept of “Competency” in Human Resource Management: A conceptual Analysis Approach Clarifying the Concept of “Competency” in Human Resource Management: A conceptual Analysis Approach 13 30 3658 FA Hadi Aref Phd candidate of HRM, Faculty of Management, University of Tehran, Tehran, Iran Seyyed Abbas Moradi Shirazi Phd candidate of HRM, Faculty of Management, University of Tehran, Tehran, Iran Journal Article 2016 12 01 Ambiguity surrounding the concept of competency, as one of the basic concepts in human resource management, is a challenging issue that have been raised by many scholars. The aim of this article is to address this issue, reduce ambiguity of this concept and take steps towards clarifying this concept. For this purpose, conceptual analysis approach, proposed by Suddaby (2010), was used. According to this approach, by conducting four operations on a concept, it can be made clear: 1. providing a proper definition of the concept, 2. analyzing the space, time, and value scope of the concept, 3. demarcating the proposed concept by examining its relation with related concepts, and finally 4. analyzing and displaying logical consistency of the proposed concept and applying it in relevant theoretical frameworks. Based on this conceptual analysis approach, the paper first reviews past efforts made to clarify the concept of competency and then analyzes this concept according to each of the four pillars of conceptual clarification. Finally, a conceptual model is presented based on conducted analysis. Ambiguity surrounding the concept of competency, as one of the basic concepts in human resource management, is a challenging issue that have been raised by many scholars. The aim of this article is to address this issue, reduce ambiguity of this concept and take steps towards clarifying this concept. For this purpose, conceptual analysis approach, proposed by Suddaby (2010), was used. According to this approach, by conducting four operations on a concept, it can be made clear: 1. providing a proper definition of the concept, 2. analyzing the space, time, and value scope of the concept, 3. demarcating the proposed concept by examining its relation with related concepts, and finally 4. analyzing and displaying logical consistency of the proposed concept and applying it in relevant theoretical frameworks. Based on this conceptual analysis approach, the paper first reviews past efforts made to clarify the concept of competency and then analyzes this concept according to each of the four pillars of conceptual clarification. Finally, a conceptual model is presented based on conducted analysis.

https://ipom.journals.pnu.ac.ir/article_3658_a4d09a0be2bffdd3c2daa7d0e20303f1.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Investigating The Effect Of Leader- Member Exchange On Follower's Implicit Followership Theories Investigating The Effect Of Leader- Member Exchange On Follower's Implicit Followership Theories 31 42 3659 FA Zahra Mohammadzadeh Asistant Professor, Dep. Business Management,Binaloud Institute of Higher Education, Mashhad, Iran Alireza Amini Asistant Professor, Faculty of Economics, Management & Social Sciences, Shiraz University, Shiraz, Iran Journal Article 2015 12 04 "Implicit Followership Theories" is a developing issue in organizational behavior which is considered as the linkage between followership and cognition issues. Exploration and the typology of follower's perspectives and views about different dimensions of their role as a follower, which are known as follower's "implicit followership theories" is the purpose of present paper. For this purpose, using purposeful sampling method, 14 employees of 14 large organizations from different industries in Mashhad were selected. To obtain the required data, semi-structured interviews were conducted until theoretical saturation was reached. Reliability of findings was also confirmed. The resulting data was analyzed using "conventional content analysis". A total of 589 codes were located in 17 items of implicit theories. Items consisted five factors of the positive features(prototypes) of followership role. Identified prototypes included "Constructive perception of work", "Job competencies", "Mighty arm of leader", "Moral virtues" and "Initiation" which present a more comprehensive perspective on followership. "Implicit Followership Theories" is a developing issue in organizational behavior which is considered as the linkage between followership and cognition issues. Exploration and the typology of follower's perspectives and views about different dimensions of their role as a follower, which are known as follower's "implicit followership theories" is the purpose of present paper. For this purpose, using purposeful sampling method, 14 employees of 14 large organizations from different industries in Mashhad were selected. To obtain the required data, semi-structured interviews were conducted until theoretical saturation was reached. Reliability of findings was also confirmed. The resulting data was analyzed using "conventional content analysis". A total of 589 codes were located in 17 items of implicit theories. Items consisted five factors of the positive features(prototypes) of followership role. Identified prototypes included "Constructive perception of work", "Job competencies", "Mighty arm of leader", "Moral virtues" and "Initiation" which present a more comprehensive perspective on followership.

https://ipom.journals.pnu.ac.ir/article_3659_daad03a25834ade6da3d7ee6ec18c207.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Meta-analysis Studies the Relationship between Perceived Organizational Justice and Work Culture Meta-analysis Studies the Relationship between Perceived Organizational Justice and Work Culture 43 60 3648 FA Mohsen Niazi Professor Department of Social Sciences, University of Kashan, Kashan, Iran Behrooz Behrooziyan2 Ph.D Student of Sociology, University of Kashan, Kashan, Iran Ayoub Sakhaei Ph.D Student of Sociology, University of Kashan, Kashan, Iran Seyed Saeid Hoseynizadeh Ph.D Student of Sociology, University of Kashan, Kashan, Iran Journal Article 2017 01 16 A vast number of published studies in the field of humanities and social sciences have suggested that the mastery of all aspects of a problem to a large extent is not impossible. Hence it is important to combine research and use a systematic review. The aim of the present study, the use of meta-analysis to combine the results of studies and analysis on the correlation between perceived organizational justice and work culture.In order to present meta-analysis of 20 relevant research in the years 2006-2016 and to assess the relationship between perceived organizational justice and the culture of work done and published in reputable journals were selected, Selected research survey method and using the navigation tools in different regions and communities have to do in terms of sustainable measures, In the first step of the research assessment, the assumptions of homogeneity and publication bias, examined the findings indicate the heterogeneity of effect sizes and lack of bias release was reviewed studies. Secondly, the coefficient effect size and moderating role of gender and population was evaluated using CMA Second شمار software.The Finding showed the size of the effect or impact of organizational justice and work culture that is equivalent to 0/574 in terms of Cohen, this impact is assessed as high. Also taking into account gender and the workplace as a moderating variable, the coefficient for men (0/597) than women (0/498) and non-academic environment (0/673) above the campus (0/381) were evaluated. A vast number of published studies in the field of humanities and social sciences have suggested that the mastery of all aspects of a problem to a large extent is not impossible. Hence it is important to combine research and use a systematic review. The aim of the present study, the use of meta-analysis to combine the results of studies and analysis on the correlation between perceived organizational justice and work culture.In order to present meta-analysis of 20 relevant research in the years 2006-2016 and to assess the relationship between perceived organizational justice and the culture of work done and published in reputable journals were selected, Selected research survey method and using the navigation tools in different regions and communities have to do in terms of sustainable measures, In the first step of the research assessment, the assumptions of homogeneity and publication bias, examined the findings indicate the heterogeneity of effect sizes and lack of bias release was reviewed studies. Secondly, the coefficient effect size and moderating role of gender and population was evaluated using CMA Second شمار software.The Finding showed the size of the effect or impact of organizational justice and work culture that is equivalent to 0/574 in terms of Cohen, this impact is assessed as high. Also taking into account gender and the workplace as a moderating variable, the coefficient for men (0/597) than women (0/498) and non-academic environment (0/673) above the campus (0/381) were evaluated.

https://ipom.journals.pnu.ac.ir/article_3648_69c734abe88a11e6fe7bad359c1ff631.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 The Analysis of Financial Reporting Quality and Tax Avoidance According to Governmental Ownership and Political Connections The Analysis of Financial Reporting Quality and Tax Avoidance According to Governmental Ownership and Political Connections 61 76 3643 FA Seyed Kazem Ebrahimi Assistant Proof, Academic Members of the Semnan University, Semnan, Iran Ali Bahraminasab Instructor, Academic Members of the Semnan University, Semnan, Iran Mehdi Hasanzadeh MSc. Student Accounting Semnan University, Semnan, Iran Journal Article 2016 07 01 Directors of public companies have short-term horizons decisions, so they are try to use every possible means, including manipulation and earnings management, to improve their current performance and therefore increase their reward. In addition relations and political connections influence not only on the financial position of economic firms, but it also affects managers' motivation in relation to earnings management. Finally, it is expected that this situation creates significant differences in tax policy and the quality of corporate reporting; the aim of this study was to determine the effect of governmental ownership and political connections on financial reporting quality and tax avoidance. In this study, the data from 106 company listed in the Tehran Stock Exchange in the period from 2010 to 2015 were used, the results of multivariate regression model shows that governmental ownership and political connections have negative and significant effect on the quality of financial reporting and when the percentage of governmental ownership or political connections rise, leads to reduced quality of corporate reporting. The results also showed that Governmental ownership companies have no significant effect on tax avoidance, but political connections have a significant positive effect on corporate tax avoidance. Directors of public companies have short-term horizons decisions, so they are try to use every possible means, including manipulation and earnings management, to improve their current performance and therefore increase their reward. In addition relations and political connections influence not only on the financial position of economic firms, but it also affects managers' motivation in relation to earnings management. Finally, it is expected that this situation creates significant differences in tax policy and the quality of corporate reporting; the aim of this study was to determine the effect of governmental ownership and political connections on financial reporting quality and tax avoidance. In this study, the data from 106 company listed in the Tehran Stock Exchange in the period from 2010 to 2015 were used, the results of multivariate regression model shows that governmental ownership and political connections have negative and significant effect on the quality of financial reporting and when the percentage of governmental ownership or political connections rise, leads to reduced quality of corporate reporting. The results also showed that Governmental ownership companies have no significant effect on tax avoidance, but political connections have a significant positive effect on corporate tax avoidance.

https://ipom.journals.pnu.ac.ir/article_3643_16aae00c185db93451089d6d65b8bc71.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Study of the Advantages and Disadvantages of Recruitment Process Outsourcing in Mobile Telecommunication Company of Iran Study of the Advantages and Disadvantages of Recruitment Process Outsourcing in Mobile Telecommunication Company of Iran 77 88 3626 FA Abbas Nargesian Assistant Professor, Phd of Public Administration-Organizational Behavior, Faculty of management, University of tehran 0000-0003-0598-5630 Ali Asghar Pourezzat Professor, Phd of Public Administration- Policy making, Faculty of management, University of Tehran Azadeh Rasouli Porshokouh Phd Student, Human Resource Management, Farabi Campus, University of Tehran Journal Article 2016 03 06 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. 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.

https://ipom.journals.pnu.ac.ir/article_3626_c5c498cf4d120f1cc614ced4321d0917.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Designing a Model of Policy Making of Commercialization of Nanotechnology Using Soft Systems Methodology Designing a Model of Policy Making of Commercialization of Nanotechnology Using Soft Systems Methodology 89 106 3660 FA Adel Azar 1. Professor, Department of Management, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran. Reza Vaezi Associate Professor, Department of Public Administration, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran. Vahid Mohammadpour Saraiy PhD Student of Public Management Oriented Decision-Making and Policy Making, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran Journal Article 2016 08 18 The strategic plan of nanotechnology development in the 1404 vision was passed with the endeavor of the national Nanotechnology Development Staff. This document includes 52 executive plans, which are to be implemented by various organizations. Making policy for the commercialization of nanotechnology is a complicated and unstructured issue in which various stakeholders participate. Regarding the complexity of nanotechnology commercialization policy making along with the role of human factor in it, soft systems methodology (SSM) is used as the research method. In this research, using soft systems methodology (SSM), the unstructured issue of nanotechnology commercialization policy making was defined initially. After defining the scope of the issue, an enriched image of different actors and their interests was depicted. Then, using CATWOE, the fundamental definition of nanotechnology commercialization policy making was defined. In the next stage, the developed model was compared with the real world. After that, desired changes for the development improvement of the new system were identified. Finally, applied plans for operationalizing the changes were proposed to the stakeholders and incumbents dealing with the issue, hoping for improving the function of the system and enhancing the effectiveness of the process of commercializing nanotechnology policy making. The strategic plan of nanotechnology development in the 1404 vision was passed with the endeavor of the national Nanotechnology Development Staff. This document includes 52 executive plans, which are to be implemented by various organizations. Making policy for the commercialization of nanotechnology is a complicated and unstructured issue in which various stakeholders participate. Regarding the complexity of nanotechnology commercialization policy making along with the role of human factor in it, soft systems methodology (SSM) is used as the research method. In this research, using soft systems methodology (SSM), the unstructured issue of nanotechnology commercialization policy making was defined initially. After defining the scope of the issue, an enriched image of different actors and their interests was depicted. Then, using CATWOE, the fundamental definition of nanotechnology commercialization policy making was defined. In the next stage, the developed model was compared with the real world. After that, desired changes for the development improvement of the new system were identified. Finally, applied plans for operationalizing the changes were proposed to the stakeholders and incumbents dealing with the issue, hoping for improving the function of the system and enhancing the effectiveness of the process of commercializing nanotechnology policy making.

https://ipom.journals.pnu.ac.ir/article_3660_dce8f5d9b072153f406585a0790448e5.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Designing the Culture Model of Critical Thinking between Members of University Faculty Designing the Culture Model of Critical Thinking between Members of University Faculty 107 124 3759 FA Mohammad Bakhtazmay Assistant Professor of Public Administration, Islamic Azad University of Mamaghan, Mamaghan, Iran Ali Akbar Farhangi Proffesor of Cultural Management Administration, Faculty of Management, University of Tehran, Tehran, Iran Journal Article 2017 01 13 The aim of this study was to investigate the role of culture in promoting critical thinking to analyze the relationship between these variables could be the right model to promote critical thinking faculty members presented. The method used in this study is a combination of qualitative as well as quantitative method is used, the type of descriptive data and data gathered by Delphi / survey respectively. The current population of 320 people comprised of experts in universities and faculty members North West province, took place. Based on the results using theoretical foundations of research and expert opinions, organizational culture to promote critical thinking 9, 42 components and 75 items is formed. The results show that the planning culture in the promotion of critical thinking is the opposite effect, The results also show that scientific culture is the dominant culture but the culture within the organization, the current situation has an adverse effect on the promotion of critical thinking The result of the above, taking into account the fact that the critical thinking faculty is lower than the state average, is a match. The aim of this study was to investigate the role of culture in promoting critical thinking to analyze the relationship between these variables could be the right model to promote critical thinking faculty members presented. The method used in this study is a combination of qualitative as well as quantitative method is used, the type of descriptive data and data gathered by Delphi / survey respectively. The current population of 320 people comprised of experts in universities and faculty members North West province, took place. Based on the results using theoretical foundations of research and expert opinions, organizational culture to promote critical thinking 9, 42 components and 75 items is formed. The results show that the planning culture in the promotion of critical thinking is the opposite effect, The results also show that scientific culture is the dominant culture but the culture within the organization, the current situation has an adverse effect on the promotion of critical thinking The result of the above, taking into account the fact that the critical thinking faculty is lower than the state average, is a match.

https://ipom.journals.pnu.ac.ir/article_3759_b09607203f464cfe368d6a62df6ecfff.pdf

Payame Noor University Public Organizations Management 2322-522X 5 2 2017 03 21 Investigating the Impact of Professional Ethics of Managers on the Safeguarding of Human Rights Investigating the Impact of Professional Ethics of Managers on the Safeguarding of Human Rights 125 134 3895 FA Saeid Radmard Instructor of Low Faculty, Payame Noor University, Iran Journal Article 2016 11 15 The purpose of this study was to investigate the effect of managers' professional ethics on the protection of human rights. This research is a descriptive survey based on the application of the purpose and the method of data collection. The statistical population of the study is all managers of state universities in the northwest of the country, with 312 people. The sample size was determined on the basis of Cochran's formula of 172 people and stratified random sampling was used for sampling. Standard questionnaires for professional ethics of Kadors and the protection of organizational dignity were collected. The Kolmogorov-Smirnov test and linear regression were used in order for investigating the relationships and influence of variables in the conceptual model. The results of the research showed that the professional ethics of managers and its dimensions: accountability, supremacy, honesty, respect for others, respect for values, respect for justice and justice, commitment, sympathy with others, and loyalty to the protection of influential human rights is ineffective in protecting human rights. The results of Friedman's test also showed that among the dimensions of professional ethics of managers, the observance of justice and fairness is ranked first in terms of impact on the protection of human rights The purpose of this study was to investigate the effect of managers' professional ethics on the protection of human rights. This research is a descriptive survey based on the application of the purpose and the method of data collection. The statistical population of the study is all managers of state universities in the northwest of the country, with 312 people. The sample size was determined on the basis of Cochran's formula of 172 people and stratified random sampling was used for sampling. Standard questionnaires for professional ethics of Kadors and the protection of organizational dignity were collected. The Kolmogorov-Smirnov test and linear regression were used in order for investigating the relationships and influence of variables in the conceptual model. The results of the research showed that the professional ethics of managers and its dimensions: accountability, supremacy, honesty, respect for others, respect for values, respect for justice and justice, commitment, sympathy with others, and loyalty to the protection of influential human rights is ineffective in protecting human rights. The results of Friedman's test also showed that among the dimensions of professional ethics of managers, the observance of justice and fairness is ranked first in terms of impact on the protection of human rights

https://ipom.journals.pnu.ac.ir/article_3895_a1e14bbdbfbd6df8acc5febdde7f152c.pdf