فصلنامه مدیریت سازمان های دولتی
سال چهارم شماره 3 (پیاپی 15، تابستان 1395)

Tend to designing and explaining domestic models in the human science area, is the truth that everybody accept. Then, designing the model of Jahadi Organization is the target of this research. For this purpose, in this research various qualitative and quantitative methods are exploited to design and verify this model. In this research, the model of Jahadi Organization is designed based on three steps as concept related literature review, semi-structured interviews and Delphi method. In the first step, based on Jahadi Organization related literature review, primary indicators of model were detected. At second step, based on semi-structured interviews by 10 Jahadi expert and based on the model assumptions, primary model of Jahadi Organization was designed. At third step, based on three rounds of Delphi method between 15 panel experts, the model of Jahadi Organization was verified. As a result, the model of jahadi Organization was designed by three dimensions (structural dimension, behavioral dimension and content dimension), 12 pillars and 37 indicators.

Democracy is not only limited to political structures but including establishing it in the whole society, its structures and organizations. Organizational democracy is necessary and vital to achieve democratic ideals such as individual independence, social liberty, freedom of expression and participation in all issues that affect citizens' life. The aim of present research is to achieve effective factors on establishment of organizational democracy in public sector organizations so that they can design the way of performing their duties and also work environment by using democratic principles in such a manner that leads to blooming and developing employees' potential abilities and also impressive presentation of products and services to the public. In the present applied-developmental research, descriptive-survey Delphi method has been used to achieve effective factors on establishment of organizational democracy and the descriptive-correlation structural equations modeling has been utilized to confirmatory factor analysis and construct validity analysis. Participants in Delphi parts included university professors and top managers of public sector organizations who were familiar to the concept of organizational democracy. Statistical universe in structural equations modeling part include staff of seven public organizations in Bushehr Province. In present study, a comprehensive study in scientific texts was taken up at first and indicators were identified and then, these indicators were put at the polls of experts. At the end, 32 indicators and 9 main dimensions were identified that are social responsiveness, shared governance, justly organizational atmosphere, organizational generosity, transparency, effective communication, culture of organizational liberalism, organizational flexibility and occupation justice.

The aim of present research is to identify indices and effective factors on virtuous organization and test the structural model of virtuous organization in selected universities of Yazd province. The procedure we proposed to reach the mentioned research aim, combined approach of quantitative-qualitative method has been used. To identify the indices of virtuous organization, Delphi method which is one of the qualitative methods, has been utilized. To test the model, quantitative method of structural equations modeling was used. In this paper, first of all, effective indices on creating virtuous organization have been extracted according to the research literature and then, it was unanimously agreed on them by making Delphi هیئت‌رئیسه and three rounds of implementing it. The obtained indices were the basis of the preparing the main questionnaire. Research statistical universe included employees of selected universities of Yazd Province. Results showed that main five factors including leadership, organizational culture, human resource, structure and processes and attention to stakeholders can be extracted by factor analysis فن the these five factors can totally explain about the 81% of the total variance of the variables. Results of the path analysis of the structural model of virtuous سازمان indicated that among the five extracted factors, organizational culture has the most direct effect on virtuous organization and the factor of attention to stakeholders allocated the first rank to itself in leading the organization towards virtuous organization in terms of total direct and indirect effect.

The purpose of this paper was to proposal of an appropriate process into the faculty employment in public universities of Iran's ministry of science. Hence, we deal with to: 1. pathology of the current domestic process, 2.investigating due processes of other universities all around the world, and 3.surveying expert perspective in regards to appropriate employment process. To investigate this issue the paper methodologically relies on the document studies and approach thematic analysis via quasi structural interviews. The face validity and content validity of the interview questions have assessed by specialists and for reliability has used test-retest reliability (91%) and intercoder reliability (78%). The population that this study focuses on includes all experts of higher education in these universities as well as those that are involved in the process of faculty employment. These individuals were purposefully selected and interviewed. The interviews were recorded, typed, coded, and analysed. Our research indicates the following Results: our document studies produced 84 appropriate measures as well as 13 critical drawbacks, and qualitative studies have identified 64 appropriate measures from the expert point. Taking into account the process of various countries, measures derived from experts’ opinions and current drawbacks, we finally developed the due process in terms of 14 governing principles and 64 appropriate measures in 4 phases of planning, recruiting, selection and appointment.

Transformational leaders need a high degree of political intelligence in order to be able to compatible with the covert and overt resistance to change in a proper manner and facilitate the change. The influence and power of the leaders assist them towards generating a change in employees and the organization and helps to achieve the goals of the organization. Therefore, the purpose of the current study is to investigate the political intelligence of the leaders in managing and directing the organizational changes. In the present article, the effect of a transformational leader on organizational changes, with the mediating role of political intelligence in governmental organization in Guilan Province has been studied. Therefore, firstly, the research hypothesis was written based on a review of the theoretical basis, and then the data was collected by a questionnaire. The research sample includes the governmental organizations in Guilan. From this sample, 64 governmental organizations were chosen randomly. The present article is an applied research and the method of research was descriptive measurement and the data was collected by field methods and for data analysis, structural equation modeling and partial least squares (PLS) algorithm was used. The results indicated that transformational leadership with the mediating role of political intelligence affects the organizational changes. Increasing the perception of political change of the leaders, increases organizational success, decreases stress and improves foreign relationships.

The relationship between person–environment fit and employee's positive work attitudes and behaviors has been well researched. However, there has been no study on the impact of person–environment fit on the innovative work behavior of the employees and how employee innovativeness leads to better job performance. The current study examines the effects of person–job fit (PJ fit) and person–organization fit (PO fit) on innovative work behavior through innovation trust. Statistical population of this study includes all researchers and, employees of a NRI (Niroo Research Institute) of Iran. We used a standard questionnaire of 24 questions for data collection. After validity and reliability analysis these questionnaires were distributed among employees through a randomized sampling method. Collected data was analyzed using factor analysis and structural equations analysis.. Structural Equation Modelling was used to test the research hypothesis. Our findings confirmed the mediating role of innovation trust in the relationship between Person–job fit, person– organization fit and innovative work behavior.Based on these results we made several suggestions.

In a situation that business environment is becoming more dynamic and complex, creating and sustaining competitive advantage depend on innovativeness and continuous current technological improvement. The research and development of the companies are playing a very important role in this respect. Their leaders always have been facing with the challenges of how to enhance these organizations performance. Considering that, management scholars and practitioner believe that leadership, organizational culture and innovative climate are the most important factors affecting performance. A very limited study has been carried out on the combination effects of these factors on performance. So, the purpose of this paper is to fill this gap. This research is applied-developmental, and the research method is combinative. The research purpose in the first phase is survey and explorative oriented, and in the second phase is descriptive and explanative. The structural equation models are used for data analysis and approval of hypotheses. The result shows that the leadership does not have direct and meaningful impact on R&D organizational performance, because they are mediated and moderated by organizational culture and innovative climate. Therefore, leadership should avoid to directly interfering in research affaires, and they have to shape and strengthen innovative organizational culture and climate. So, they will be able to continuously improve performance and productivity of their organizations.

Policy making in a deep view framework can be considered as macro and national management encompassing planning, implementing and evaluating different projects in economic, political and cultural domains to achieve various goals in target geography. Hence, policy can determine the destination and perspective of a society at the current world. At the current competitive world with different competitors with mainly conflicting approaches, policy making includes high sensitivity. Designing and codifying a desirable policy would be formed with the purpose of dynamicity and growth of an institute and entrepreneurship is one of the inseparable issues for improvement and prosperity of the institute. As economy of countries with underground resources is tightly connected to this industry, this study has tried to investigate, identify and introduce stimulating and preventive factors and indices in this field to present a novella and effective pattern in oil and gas industry, so that entrepreneurship as tangible need of countries can achieve adequate degree of productivity. This study has emphasized concept of entrepreneurship policy making in oil and gas industry and has introduced 4 main aspects, 10 secondary aspects and 61 effective factors in this field. Moreover, using obtained indices and components, a causal pattern is introduced and position of each index and factor is specified in stages of policy making and entrepreneurship process.