فصلنامه چشم انداز مدیریت دولتی
پیاپی 31 (پاییز 1396)

This research investigates the effect of work engagement and psychological capital on workplace deviance behaviors via the mediating role of job embeddedness and the moderating role of age. The sample of research consists of 522 employees of the thirteen Districts of Mashhad’s Municipality. According to literature, a questionnaire based on 67 questions was designed. The constructs validity of the questionnaire was evaluated by using Confirmatory Factor Analysis Technique and AMOS software. The internal coherence of the tools was evaluated by employing the Cronbach's alpha coefficient. The results showed that increasing the psychological capital and job embeddedness of the employees leads to a decrease in the incidence of deviant behavior in the work environment by them. Also, with the increase of psychological capital in these employees, the level of their work engagement increases. Employees with more work engagement and psychological resources are more embedded to their organization, and they have less willingness to develop deviant behaviors in the workplace. Also, employees over the age of 40 are more committed to their organization and they have less deviance behaviors.

Research in management is too important and strategic and, over the past years, enormous investments have been done in this area. Evaluating the effects of research would help beneficiaries to assure the quality of their research plans. Present study aims at extracting and prioritizing the indicators of management research evaluation by an exploratory survey and using TOPSIS technique. Likewise, a descriptive evaluation on outputs, effects and outcomes of management researches in 1392 is provided based on extracted indicators. Research population consists of 95 research plans approved by Research and Technology Higher Council Secretariat of which 76 plans were selected as sample by Morgan table. Research collection tool is a questionnaire based on 4 elements and 40 items that its validity is confirmed by relevant experts and its reliability is computed by Cornbach’s alpha (80%). 24 indicators were selected to evaluate scientific/academic and educational outputs as well as organizational effects and financial/economic outcomes. Evaluating the plans by such indicators suggest that applied considerations and radical conceptions are not paid attention in these researches.

The aim of this study is to evaluate the impact of Public service motivation (PSM) in the Job attitude and in this respect the mediating role of Person-Organization fit will be discussed. Public service motivation was examined in four dimensions (attraction to public service, compassion, commitment to public value, self sacrifice). Job attitude was studied based on two dimensions (organizational commitment, job satisfaction). In this research, a questionnaire was used with 31 questions that distribute between the employees of derakhti branch of Taxation Affairs Organization of Tehran. The Population was 220 people and 153 questionnaires were collected by using simple random sampling. Data analysis was performed by using Spss and Lisrel software and finally the first main hypothesis (public service motivation influences on the job attitude of the employees) was confirmed and the second main hypothesis (impact of public service motivation through person-organization fit on job attitudes) was rejected and the first, third and fourth hypotheses (attraction to public service , compassion, commitment to public value, impact on employees job attitudes) rejected and the second hypothesis (self sacrifice effect on employees job attitudes) was approved.

The benefits of using information and communication technology in municipalities, the huge costs incurred to this aim and the lack of E-readiness assessment systems proportionate to municipalities are among the challenges faced by municipalities to implement electronic city. The E-readiness in the municipality is the ability to accept, use and deploy information technology and its related applications in the municipality. The purpose of this study is to evaluate the different areas of the municipality of Mashhad from the perspective of E-readiness based on a suitable model. For this purpose, after reviewing theoretical foundations and examining different models of E-readiness assessment, a complete model based on seven criteria (technology, hardware, software, website, human resources, educational programs, organizational infrastructure) and their sub criteria is proposed. Then, using the Analytic Hierarchy Process method, the criteria and sub criteria are weighted and finally, using the obtained model, the electronic readiness of the different regions of the municipality of Mashhad is evaluated. The results of this study indicate that the district 7 of municipality of Mashhad with 0.2500 has the least and the district 7 of municipality with 0.4662 has the highest E-readiness.

The aime of this research is to design the model of organizational intangible assets based on interpretive structural modeling approach. The population of this study consisted of the Presidents and deputies and deans of public universities in Region 5, that 14 people have been selected based on purposive sampling. This study has two main steps. In the first step, the organizational intangible assets were extracted from the literature and were verified with using the Delphi method and interviews with experts. In the second step with the purpose of communication about dimensions and providing structural model the interpretive structural modeling approach has been used. The model of organizational intangible assets in four levels is the main result of this paper. Intellectual, knowledge, information and intelligence capitals were identified as the most influential dimensions of intangible assets hich have a key role in the model and cultural, political, institutional capitals and corporate reputation were identified as less important dimensions. Also, in the analysis based on MICMAC of variables in terms of the power of influence and dependence, cultural capital, political capital, organizational reputation and organizational capital are in the dependent cluster, intellectual, social, spiritual and psychological capital are in the linked cluster and knowledge, intelligence and intelligence capital are in an independent cluster and no dimension has been in the autonomous cluster.

The purpose of this study was to investigate the concept of quality of work life (QWL) and its level among the information and knowledge service centers and ultimately to explain its measurement model. The analysis of the concept of quality of work life (QWL) actually led to the creation of a instrument for measuring this concept. This research is an applied and descriptive survey. The statistical population of this research is in the qualitative section of the directors and senior experts of the college libraries of the University of Tehran. Data collection in the qualitative section was done through interview and in the quantitative section using a researcher-made questionnaire. Findings from confirmatory factor analysis, 9 factors for adequate and fair compensation, safe and healthy work environment, the opportunity for growth and continuity of security, legalization in the organization, social affiliation of work life, the general sphere of life, social integration and social cohesion, development of capabilities Human and good supervisor.

Nowadays, it is capable and committed employees that brings success to the organizations. Those focusing on customer satisfaction and increasing the productivity. Staffs that constantly improve systems and work procedures. Organizational commitment is influenced by numerous factors of which can be cited emotional intelligence. Hence, the present research investigates the impact of emotional intelligence on organizational commitment with the mediator role of job satisfaction in Central Iranian Oil Fields Company (I.C.O.F.C). Research type is applied-developing and on the other hand descriptive-survey. The population of research is the Iranian Central Oil Fields Company which is included 5480 employees. 359 employees randomly have been selected by Morgan table. Instruments of research are the following standardized questionnaires: emotional intelligence of Cyberia Shrink (1998), organizational commitment of Allen and Meyer (1990) and job satisfaction of Smith (1969). Data analysis has been done by using S.P.S.S 19 and LISREL software. The results of research showed that emotional intelligence has significant effect on organizational commitment and job satisfaction. In addition job satisfaction has a direct influence on organizational commitment. Also it is found that job satisfaction has a mediator role between emotional intelligence and organizational commitment. The results have shown that among the components of emotional intelligence, self-motivation has the greatest ability to anticipate and appraise it. Also among the components of job satisfaction, payment and promotion respectively have the greatest impact on job satisfaction. The impact factor of the first component is 0.79 and the second one is 0.76.