Public Organizations Management

Modeling

Presenting a model of indicators for improving the productivity of sports organization managers in Iran

behzad Jafarzadeh Kuchaki; Vajiheh Javani; Fershte Aghajani

Volume 13, Issue 4 , October 2025

https://doi.org/10.30473/ipom.2025.72838.5072

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 ... Read More

Modeling

Factor structure analysis of Islamic financial literacy model among employees of sports and youth departments of Khorasan Razavi

Ramin Iraji Noghondar; Abolfazl Farahani

Volume 13, Issue 4 , October 2025

https://doi.org/10.30473/ipom.2025.73111.5087

Abstract

The aim of this study was to analyze the factor structure of the Islamic financial literacy model among employees of sports and youth departments in Khorasan Razavi. The research method was descriptive and correlational, and was conducted in the field. The statistical population of the research consisted ... Read More

Pathology of Performance Management System of Iranian Public Sector Organizations

Volume 10, Issue 1 , January 2022, , Pages 47-66

https://doi.org/10.30473/ipom.2021.59274.4391

Abstract

About a decade has passed since the establishment and implementation of the current performance management system of Iranian public sector organizations according to the criteria of the Civil Service Management Act. Nevertheless, this system has not been scientifically and comprehensively pathologized. ... Read More

Identifying the Effective Factors and Consequences of the Leaders Huberris Phenomenon by Fuzzy Dimittel Method, Case Study: Public of Organizations

Volume 10, Issue 3 , July 2022, , Pages 87-102

https://doi.org/10.30473/ipom.2022.61501.4489

Abstract

In today's management world, some leaders, due to having a self-centered and arrogant personality and being in a position of power, use less of their mental abilities and capabilities over time and have little mobility, which over time reduces their intellectual capacity. In fact, these people, after ... Read More

Conceptual Model of Value Co-Creation of University with Emphasis on Fourth and Fifth Generation Universities Using Meta-Synthesis and Fuzzy Delphi Approach

Volume 10, Issue 1 , January 2022, , Pages 103-124

https://doi.org/10.30473/ipom.2021.58824.4377

Abstract

Despite the introduction of value co-creation models, its various dimensions and components in universities are still unclear. The purpose of this article is to identify the factors, components and consequences of value co-creatin of university emphasizing the fourth and fifth generation universities ... Read More

Designing The Model of Antecedents and Consequences of Humor at Workplace

Volume 11, Issue 1 , January 2023, , Pages 147-164

https://doi.org/10.30473/ipom.2023.66244.4732

Abstract

Focusing on creating a joyful organizational environment is one of the ways in which human resource management can create a better working life for employees. Due to the necessity of applying and using new approaches in the management of interpersonal relationships and making the workplace environment ... Read More

Understanding the Phenomenon of Gaslighting in Organizational Relationships

Volume 13, Issue 2 , April 2025, , Pages 67-90

https://doi.org/10.30473/ipom.2025.72844.5073

Abstract

One of the acute forms of organizational and interpersonal misconduct in communication is the phenomenon of gaslighting, which refers to the emotional abuse of an individual or a type of psychological harassment inflicted by others. This is achieved through the imposition of psychological pressures on ... Read More One of the acute forms of organizational and interpersonal misconduct in communication is the phenomenon of gaslighting, which refers to the emotional abuse of an individual or a type of psychological harassment inflicted by others. This is achieved through the imposition of psychological pressures on the targeted individual, resulting in a disruption of their organizational duties. Therefore, the aim of the present study is to analyze employees' perceptions and lived experiences of gaslighting in organizational relationships within government organizations in Kermanshah city. To this end, a qualitative research method employing a phenomenological approach was utilized to understand and identify the phenomenon of gaslighting in organizational contexts. The participants in the study consisted of employees from various government organizations in Kermanshah, with a total of 20 interviews conducted using purposive sampling until data saturation was achieved. The inter-rater agreement coefficient was utilized to assess reliability, while validity of the identified codes was ensured through peer review and participant feedback. The results of the content analysis coding revealed that the phenomenon of gaslighting encompasses 18 main categories, which can be categorized into four distinct areas. The first area pertains to management and leadership, which includes categories such as: the manager's inability to accept mistakes, lack of personal accountability, limitations in decision-making, non-acceptance of others' opinions, and dismissal of emotions. The second area relates to communication and social interactions, which includes categories such as: controlling social relationships, disseminating misinformation, instilling uncertainty and doubt in the individual, concealment, and exploiting feelings of sadness and despair. The third area encompasses managerial and professional behaviors, which includes categories such as: blame-oriented behaviors, Machiavellian conduct, bullying, persistent criticism, projecting behaviors, and utilizing past emotions. The fourth area is psychological, which encompasses categories such as controlling employees' personal lives and blame-related behaviors.

Designing a development-oriented organization model in the municipalities of Kurdistan province

Mehran Mesri; Ali Shariatnejad

Articles in Press, Accepted Manuscript, Available Online from 07 November 2024

https://doi.org/10.30473/ipom.2024.71359.4982

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 ... Read More 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.

View Article

Designing and Developing an Intelligent Model of Digital Ecosystem for the Cultural Heritage, Handicrafts and Tourism Organization in Web 4.0 Context

Yazdan Shirmohammadi

Articles in Press, Corrected Proof, Available Online from 22 June 2025

https://doi.org/10.30473/ipom.2025.74207.5174

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 ... Read More 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

شناسایی و رتبه بندی مولفه های توسعه جوان گرایی در مدیریت در بخش دولتی

Ensiyeh Barkhordari Ahmadi; Mohammad Montazeri; Shams Al Sadat Zahedi

Articles in Press, Corrected Proof, Available Online from 22 June 2025

https://doi.org/10.30473/ipom.2025.73337.5116

Abstract

This research was conducted with the aim of identifying and ranking the components of youth-oriented development in management in the public sector. The research method was based on an applied-developmental objective that was carried out with an inductive and mixed approach. The data analysis method ... Read More

View Article

Identifying The Dimensions And Components Of Digital Transformation In Human Resource Management

sahar Esmaeilzadeh Ashini; Yousef Ahmadi; Alireza Fathizadeh

Articles in Press, Accepted Manuscript, Available Online from 07 April 2025

https://doi.org/10.30473/ipom.2025.74497.5186

Abstract

Background and Objective:.This study aimed to explore and identify the key dimensions and components of digital transformation in human resource management at Kerman University of Medical Sciences.Methodology: This research is applied-developmental in terms of its objective, and it was conducted using ... Read More Background and Objective:.This study aimed to explore and identify the key dimensions and components of digital transformation in human resource management at Kerman University of Medical Sciences.Methodology: This research is applied-developmental in terms of its objective, and it was conducted using a qualitative approach through thematic analysis.The participants in this study included upstream documents in the library section and managers and staff of the university in the field section.The interviews were analyzed using the thematic analysis method, which involved identifying basic, organizing, and global themes. The coding and textual analysis process was carried out using the qualitative data analysis software MAXQDA 2018. Findings:The findings of the study showed that the digital transformation model in human resource management includes the following dimensions: new technologies (digital security, technological infrastructure, national infrastructure, organizational digital infrastructure, data management), managerial (senior management support, managers' digital approach), human (employee participation, HR digitalization, digital learning and training, employee competencies), organizational (structural reforms, financial support), cultural (digital mindset, digital readiness), and process-oriented (knowledge management, digital support, digital strategy).Conclusion: Overall, the digital transformation model in human resource management presented in this study highlights the importance of giving special attention to digital transformation in order to achieve success in HR management. Organizations that are able to implement digital transformation in their HR practices can not only be more successful in attracting and retaining top talent, but also achieve sustainable growth and development. By embracing and implementing digital solutions, HR management can take on a more strategic role in organizational development, leading to positive changes in employee performance and satisfaction.

a process model for mental absence of faculty members in the work workplace using grounded theory method

mohammad sargolzaee; mohadese nadershahi; ali Asghar mobasheri

Articles in Press, Corrected Proof, Available Online from 02 August 2025

https://doi.org/10.30473/ipom.2025.72599.5059

Abstract

The current research was carried out with the aim of identifying a process model for the mental absence of faculty members in the workplace. This study is a qualitative research in terms of approach, an applied research in terms of purpose, and an exploratory research in terms of nature, which was conducted ... Read More

Designing antecedent/ consequence structure for implementing the 34000 human resources model with emphasis on managers' lived experiences

MASOUD ghaempanah; Kumars Ahmadi; Adel Salavati; Adel Fatemy

Articles in Press, Corrected Proof, Available Online from 30 August 2025

https://doi.org/10.30473/ipom.2025.75161.5217

Abstract

Designing antecedent- consequence structure for implementing the 34000 human resources model with emphasis on managers' lived experiencesToday, efficient human resources are the main indicator of an organization's superiority over other organizations, and the emphasis on effective and efficient human ... Read More

Identifying and prioritizing factors affecting the mental absence of faculty members (Case of Study: Payam Noor University, Fars Province)

somayyeh zarei

Articles in Press, Corrected Proof, Available Online from 13 September 2025

https://doi.org/10.30473/ipom.2025.73488.5124

Abstract

Mental absence is a challenges of human capital management, which can cause universities to face serious problems in the process of utilizing their human capital. Therefore, the current research was carried out with the aim of identifying and prioritizing factors affecting the mental absence of faculty ... Read More

Towards a conceptual model of organizational distress: necessity, critical review, indicators

Mohammad Ali Sarlak

Articles in Press, Corrected Proof, Available Online from 20 September 2025

https://doi.org/10.30473/ipom.2025.12217

Abstract

The health of organizations, which is formed by the interaction of humans and structures in a dynamic environment, affects the economic and social well-being of society. In macroeconomics, the economic distress index, by combining two variables of inflation and unemployment, provides a snapshot of the ... Read More

View Article

Nmber of Volumes	13
Number of Issues	52
Number of Articles	464
Number of Contributors	1,033
Article View	834,567
PDF Download	732,170
View Per Article	1798.64
PDF Download Per Article	1577.95
Number of Submissions	4,134
Acceptance Rate	8
Time to Accept (Days)	145
Number of Indexing Databases	12
Number of Reviewers	47

Volume 13 (2025)

Volume 12 (2024)

Volume 11 (2023)

Volume 10 (2022)

Volume 9 (2021)

Volume 8 (2020)

Volume 7 (2019)

Volume 6 (2018)

Volume 5 (2017)

Volume 4 (2016)

Volume 3 (2015)

Volume 2 (2014)

Volume 1 (2013)

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Indexing and Abstracting

Keywords Cloud