احمد علی خائف الهی

The aim of the present study is to identify and analyze the factors reducing productivity in the Supreme Audit Court. This research was conducted in 2023using a mixed-methods approach (qualitative and quantitative). In the qualitative part, an exploratory method was used to identify the factors. Semi-structured and in-depth interviews were conducted with19 experts, selected through purposive and snowball sampling. After analyzing the interviews and coding the responses, 34 indicators of factors reducing productivity were identified within 2 main dimensions and 9 components. The statistical population of the quantitative section of the study included all official and contractual employees of the supreme audit court and 31provinces, totaling 1,960 people. A 47-item questionnaire was designed, and using a mean comparison test, the impact of each factor on the reduction of productivity was identified. The results of hypothesis testing indicated that individual, organizational, the legislative, the executive components, and components of other supervisory institutions have a positive and significant impact on the reduction of productivity in the supreme audit court. However, the impact of the expediency council, the judicial branch components, media components, and general public components on the reduction of productivity in the supreme audit court was not confirmed. The results showed that although all components and their indicators were considered impactful on reducing productivity from the perspective of the research experts, from the perspective of the questionnaire respondents, the components of the expediency council, the judicial branch, the media, and the general public did not play a significant role in reducing productivity.

This study aimed to understand the transition process of governors in the Islamic Republic of Iran.The study used a qualitative research approach and developed a grounded theory. Data were collected through semi-structured interviews with nine previous governors and reviewing three former governors' biographies.

The study found that governors in the Islamic Republic of Iran experience confusion between institutional fields during the transition process. To overcome this confusion, governors employ tactics to discover institutional fields, develop communication channels, build connections with individuals within these fields, and exert influence over these fields. The governor's cultural and social capital are contextual aspects that play a role in this process. There are also intervening elements that are outside the governor's control, such as the public's perception of the government, the governor's legal standing and authority, the competence of the interior minister, and the province's degree of development.The study's findings provide a model for the transition process that can be used to support new governors in their transition to the governorate. The model emphasizes the importance of discovering institutional fields, developing communication channels, building connections with individuals within these fields, and exerting influence over these fields. The findings highlight the importance of contextual aspects and intervening elements that are outside the governor's control. The study's results may be useful in enhancing the performance of governors during their transition process and improving the governance of provinces in the Islamic Republic of Iran.

Managers need to understand employees and work with them under different circumstances and situations. On the other hand, the capacity and ability of employees to accept and deal with drastic and lasting changes, affects the productivity of the organization. People who are more resilient cope better with adversity and change. The Purpose of this study was to investigate the relationship between organizational resilience and employee performance in public organizations in which the social capital variable is considered as a mediating variable.

The nature of research is quantitative and correlational research. The statistical population of the study is the office of VAT in Tehran. According to the size of the statistical population, 196 employees were randomly selected as sample members. Research data were collected by standard questionnaire tools and analyzed by partial least squares (PLS) and regression techniques.

The results confirm the relationship between resilience and employee performance (0.515) but the role of social capital as a mediating variable in the relationship between organizational resilience and organizational performance was not confirmed due to the weak correlation (0.02). Out of four sub-hypotheses, three hypotheses were confirmed.

Previous studies have dealt with the relationship between research variables separately and they have not dealt with this effect. Also, the role of employees' resilience and their social capital in service-oriented organizations has not been studied simultaneously, which this study has addressed.

The high rate of environmental changes creates more difficult conditions for organizations and disrupts their performance. Therefore, the ability of organizations to maintain proper performance despite the crises has become important. One of the important issues in this regard is how to improve the reliability of organizations or the ability to maintain proper performance in crisis conditions. Organizational reliability has two hard and soft areas, the dimensions of which have been the focus of researchers for several decades, but less attention has been paid to the dimensions of the soft area. Hence, despite the wide scope of application and recent theoretical attention focused on the dimensions of the soft domain of organizational reliability, the dimensions and components of this type of reliability have not been identified in a way that can help its implementation in organizations. The current research was conducted with the aim of analyzing the soft dimensions of organizational reliability in public organizations. This research was done with a qualitative approach. The participants were managers and experts of six public organizations who had experience in crisis management and safety. The statistical population was sixteen and the sampling method was purposeful. Data collection tools were semi-structured interviews. Thematic analysis method was used to analyze the data. The findings show that the model of soft dimensions of organizational reliability includes human resources, organizational, knowledge, and human resource management capabilities. Moreover, the improvement in these capabilities helps the continuity of organizations' services in critical situations.

One of the challenges facing Iran's public administration is to strengthen the resilience of employees in the face of the country's crises, because government organizations can effectively lead and manage crises with their human resources. Several researches have been conducted on the strategies of the administrative system to promote the resilience of public sector employees; But these strategies have been established based on the view of managers and rulers of organizations. An important knowledge gap in this field is the lack of employees' own views on ways to strengthen their resilience. The ultimate goal of this research is to conceptualize the concourses of the employees regarding the strategies to increase the resilience of the employees in the crisis situation (here corona) using Q methodology. In response to the research questions, six factor (Resilience in terms of creating a sense importance in the organization, resilience in terms of enriching the work environment in the organization, resilience in terms of crisis-oriented planning, resilience in terms of process transformation, resilience in terms of constructive interactions in the organization and resilience In terms of the evolution of organizational democracy)emerged in the light of factor analysis, and at the end, the implications of these mental models for the theory and practice of employee resilience were discussed for researchers and policy makers.

The purpose of this study is to design and implement an effective performance management system in a public financial Fund using the Socratic method and dialogues. The first stage of the study seeks to intervene using this method while identify performance criteria and indicators and in the second stage, based on the findings of the previous stage, the purpose is to investigate the impact of interventions on staff performance, employees' perception of supervisor’s behaviors in the performance management process, and PM-related behavioral and attitudinal consequences. As an explorative mixed method, this study has used the method of dialogue and questioning approach as an intervention technique to extract the key criteria and performance indicators. In the second stage, in order to investigate the effect of the interventions, a quasi-experimental design with unequl groups consisting of three experimental groups, control 1 and control 2 was used. A sample of 166 people was selected from the three groups so that 53 people were selected for the intervention group, 68 people for the control group 1, and 45 people for the control group 2. In the qualitative stage, performance criteria were identified, reviewed, and modified. In the quasi-experimental study section, post-test results showed that employees who effectively participated in the process of designing and implementing the performance management system performed better than the control groups.

The high rate of extensive changes in the contemporary environment creates more difficult conditions for organizations and disrupts their performance. Therefore, the ability of organizations to maintain proper performance has become important in recent years despite the crises that have occurred. One of the important issues in this situation is how can improve the reliability of organizations or the ability to maintain their proper performance in crisis conditions. Organizational reliability has two hard and soft areas that the dimensions of its hard area have attracted the attention of researchers for several decades but the dimensions of its soft area have been less addressed. In this way, despite the scope of wide application and the recent theoretical attention focused on the dimensions of the soft area of organizational reliability, still the dimensions and components of this type of reliability have not been identified and formulated in a way that can help its implementation in organizations. Therefore, this research has tried to extract main and sub-themes and codes which were renamed the soft dimensions, components and indicators of organizational reliability by using the sequential exploratory mixed research design based on semi-structured interviews and review of published articles and using thematic analysis method (qualitative research) and in the second step, use confirmatory factor analysis to determine construct validity. The obtained result is a valid measure for measuring reliability in organizations.

Relations at the work environment are unique interpersonal relationships with important outcomes for individuals and organizations. An important aspect of these relationships is the relations quality of the between the manager and the employee. The quality of manager-employee relationships is associated with a variety of important individual and organizational implications. It is expected that the staff at the higher levels of this relationship will show higher levels of performance and commitment to the organization than the low-quality relationship. Accordingly, the present study was developed with a synthetic method. In this research, the qualitative method and thematic approach, Primary codes were identified and subsequently the concepts of research were categorized. In the quantitative method, the identified index was evaluated using a questionnaire in tax offices of Tehran. The results were analyzed by exploratory factor analysis using spss software. The results of this study stating that six dimensions of Reassuring behaviors, Professional behaviors, technical skills, Human skills and Communication skills for the concept of relations quality between manager and employee and the direct and meaningful relationship between the concept of research with two variables of employee job performance and Organizational Commitment.

The aim of this study, as mixed research, is to analyze and design a model of public service culture. The ultimate goal of conducting this research is to design and evaluate the public service culture model.

In the first stage, to identify the components of the public service culture model, the researchers conducted 18 in-depth interviews with connoisseurs, including managers and experts in the research topic, and also reviewed the research literature. At this stage, the thematic analysis method was used. The components of public service culture were extracted and categorized into three main themes, 26 sub-themes, and 201 concept codes. A questionnaire related to the components of public service culture was distributed among 392 public and private sector employees to assess the current situation and rank them.

According to the responses of the participants, the only theme that scored above the average in the component of public service motivation, was “compassion”. Also, in the component of public service values, four themes including “politeness”, “decency”, “benevolence”, “philanthropy” and “God-centeredness” scored above the average. In the component of public service symbol, only the theme of “appearance and clothing” in the current situation scored above the average. The scores of other themes of all three components were lower than the average. Finally, using the collected data, the themes related to each of the components were ranked.

The results of this study showed that the participants considered the components of good public service culture among employees and public organizations to be weak. This indicates a failure in providing effective services by Iran's public services that are responsible for implementing policies, decisions, and regulations of the public sector.

In recent years, the performance gap between private sector and public sector has led to the concept of public service motivation has attracted the attention of researchers in public administration. The main objective of this study was to evaluate the impact of public service motivation on improving tax administration of the city of Karaj job performance and organizational citizenship behavior is mediated. The aim of the present study, functional and in terms of performance, descriptive-correlation in the questionnaire used for data collection was said. The study consisted of 400 employees of the tax administration of the city of Karaj, according to Morgan and simple random sampling, 196 samples were selected. The reliability and validity study, Cronbach's alpha, composite reliability and average variance explained was evaluated and confirmed validity of the questionnaire was confirmed by professors and experts in the subject. Conceptual model with partial least square method was performed using Smart PLS software. The results show that the public service motivation on job performance and organizational citizenship behavior has a significant effect on job performance and organizational citizenship behavior has a significant impact in Karaj tax administration. Finally, according to the results of the research hypotheses, proposals to tax administrators was the city of Karaj.

The period of the Covid 19 virus pandemic in the world is the time to test the quality of facing the crisis in countries. Accordingly, in all countries, including Iran, the leadership of governance, management and field operations in the face of this crisis have been the responsibility of the public sector, because the philosophy of this sector is to protect citizens from emergencies, disasters and all kinds of natural and unnatural disasters. Therefore, public organizations in any country play an important role in the crisis management process, and in this regard, the responsibility for such a serious matter lies with the human resources of the organizations. Government executives have adopted a number of strategies to improve the resilience of their employees in the Covid period. Although several studies have been conducted on this phenomenon, so far the strategies of managers to strengthen the resilience of employees in the public sector in the face of Covid 19 have not been studied. The purpose of this study is to fill such a gap in employee resilience knowledge. The data of this qualitative research are extracted from semi-structured interviews and review of published documents and articles. This study employed the qualitative content analysis methodology to analyze the data. The findings of this study have divided the strategies of managers in public sector into three categories of hardware, software and personnel, in which strategic and operational actions have been presented. The findings of this study can have important practical and theoretical implications for policy makers and managers on the one hand, and human resources thinkers and researchers on the other.

In recent years, the performance gap between private sector and public sector has led to the concept of public service motivation has attracted the attention of researchers in public administration. The main objective of this study was to evaluate the impact of public service motivation on improving tax administration of the city of Karaj job performance and organizational citizenship behavior is mediated. The aim of the present study, functional and in terms of performance, descriptive-correlation in the questionnaire used for data collection was said. The study consisted of 400 employees of the tax administration of the city of Karaj, according to Morgan and simple random sampling, 196 samples were selected. The reliability and validity study, Cronbach's alpha, composite reliability and average variance explained was evaluated and confirmed validity of the questionnaire was confirmed by professors and experts in the subject. Conceptual model with partial least square method was performed using Smart PLS software. The results show that the public service motivation on job performance and organizational citizenship behavior has a significant effect on job performance and organizational citizenship behavior has a significant impact in Karaj tax administration. Finally, according to the results of the research hypotheses, proposals to tax administrators was the city of Karaj.

The purpose of this study is to design a comprehensive model for measuring organizational schizophrenia in the Overseas Office of the Radio and Television of Iran. For this purpose, the mixed method approach- exploratory, from quantitative to qualitative- has been used. Based on the literature review of existing studies, 140 indicators of organizational schizophrenia were identified and accordingly, the Delphi questionnaire was developed and implemented in two rounds. Then, the indicators with appropriate mean was classified and validated by exploratory and confirmatory factor analysis. In the final step, by compiling the organizational schizophrenia scale, the employees in Overseas Office of the Radio and Television Organization were evaluated. The statistical population in the Delphi analysis section included 30 university professors in the field of management and psychology, psychiatrists and managers and high-ranking employees of the IRIB, and in the quantitative section, 160 managers and employees of the Overseas Office of the IRIB. Judgment sampling method was used in documentary analysis and Delphi analysis. Moreover, stratified sampling was used in the factor analysis and evaluation of the target community in Press TV, iFilm, and Hispan TV networks. Data were analyzed by SPSS and AMOS software. Findings showed that 91 indicators, proposed for organizational schizophrenia, have a favorable average and the agreement between experts and specialists participating in the Delphi process about these indicators was 78% in terms of relevance and 73% in terms of necessity. The results of exploratory factor analysis showed that 91 indicators of organizational schizophrenia scale can be reduced to 11 fundamental factors that explain 75.744% of the changes and variance of schizophrenia scale which includes schizophrenic organizational behavior, emotional-psychological component, interactive, technical, behavior Individual, institutional, path and goals, socio-spatial, negative mood and ethics, leadership, communication and organizational cooperation. Moreover, Structural equation modeling showed that the 11-component scale of organizational schizophrenia has an acceptable confirmatory fit and validity.

In recent decades, although public administration has concentrated on the complex concept of performance and its evaluation, it has simultaneously neglected ministers and their departments, or, if done, it is still at an initial stage. The importance of performance evaluation is not concealed to anyone, and theoretically, when we move up in the organizational hierarchy its importance grows till we reach the ministers at the top of government agencies and at the borderline of politics and administration. In addition, science in today's world has not only become a tool for states' power and domination, but it determines the development of countries. Hence, the great role of science and technology organizations and their leaders in countries’ development. Considering the lack of a performance evaluation model for top administrators, this study has addressed the Iranian Minister of Science, Research and Technology and interviewed 42 experts following a combination of quota, targeted and theoretical sampling methods. This resulted in 37 organizing themes and 9 general themes through thematic analysis as follows: higher education development, beneficial science production, higher education preparation, managerial achievements, policy-making achievements, political achievements, promotion of science, university and scientists, Islamization of universities, scientific diplomacy and budget management.

Organizations are in quest for different ways to apply the benefits of human capital analysis to optimize their decisions and assess the effects of the decisions on the performance of the organization. Yet, despite all these efforts, nearly 80 percent of organizations have not been successful in their attempts. Hence, this study is intended to identify the key factors of the success of human capital analysis in organizations. In this regard, qualitative (thematic analysis) and quantitative (Delphi) methods are employed in this research to answer the research questions. Having reviewed research literature and conducting interviews with 20 people in charge of human capital analysis, the researchers arrived at 98 factors through thematic analysis. Finally, conducting two rounds of Delphi method with the experts of this field, the researchers identified 50 factors as the key features for the success of human capital analysis. The identified factors were classified into two general categories of process capacities and organizational capacities.  The capacities of data collection, data analysis and human resource processes, comprised the subcategories of process capacities. The categories of organizational capacity included manpower, technological and political capacities.

As age grows, changes in the characteristics of the mental system, personality, mood, as well as the physiological aspects of the managers and changes in their behavior are created. These behavioral changes in managers can be externalized and show it in organizational behavior. The aim of research is investigating and   describing the role of personality development due to the increasing age of managers on organizational climate. The method used in this study is causal-comparative method and 72 companies senior managers and their employees have been studied in two groups. The results showed that the characters of narcissism, perfectionism, excitement seeking and stress coping have changed with the age of  managers. Also, the Average test of two communities shows a significant difference on the seven components of organizational climate (Esprit, harassment, Hindrance, Intimacy, consideration, Aloofness and Thrust in the organizational climate) and in relation to the component of Production emphasis, was not significant difference in quantity in the two test group which indicates that managers of all ages emphasize production, which is the main goal of  organization. Also, the results of multivariate regression showed  that  personality components  affected on the organizationchr('39')s climate components.

Today, procrastination is one of the most important manifestations of deviant work behavior that has a significant role in reducing the output of the organization. One of the factors influencing employees' procrastination is their temperament. The aim of this study is to discover the effect of Bank Mellat employees' temperament on procrastination.

The present study is "applied" in terms of purpose and "descriptive survey" in terms of how to obtain data. To select the research samples, the researchers first used stratified random sampling method and in the second step, they adopted the available sampling method. To collect data, first, temperament indicators were extracted based on the teachings of traditional medicine and in consultation with experts, and then a temperament questionnaire was designed. To measure the dimensions of procrastination, the standard steel questionnaire (2002) was used. The effect of temperament on procrastination was studied by regression, analysis of variance and Bonferroni post hoc test.

The type of temperament affects the procrastination of bank employees. The average of the four temperaments differs in the dimensions of procrastination. Post hoc test showed that "black bile temperament" has a higher average procrastination than "blood" and "yellow bile" temperaments. Also, "blood temperament" has a higher average of procrastination than "yellow bile temperament". "Phlegm temperament" has a more average sluggishness than "yellow bile temperament".

The most procrastinator temperament is "black bile" and "yellow bile" temperament has the least procrastination. The least energetic temperament is "blood" and the most distracting temperament is "black bile". "Yellow bile temperament" also has the highest emotional perseverance and the lowest emotional perseverance belongs to "phlegm temperament". Managers in the field of banking can use people with a "yellow bile" temperament for positions that are more managerial. Also, employing people with "black bile" temperament in hot and humid regions (such as the southern regions of the country), people with "yellow bile" temperament in cold and humid regions and people with "blood" temperament in cold regions can reduce their procrastination.

In the contemporary literature of organization and public administration, the values ​​that guide organizational and managerial behaviors in the public sector have received much attention. This article seeks to assess the real (existing) status of public service values ​​as well as identify and rank the ideal public service values ​​for government and public organizations.

The research method used in this research was a descriptive survey which was collected through the questionnaire of opinions and views of 721 employees of public and private organizations who were selected by purposive sampling. Descriptive statistics were used to examine the demographic characteristics of the respondents and inferential statistical methods were used to analyze the data.

The findings showed that the public service values reflecting the traditions of public administration in the current (real) situation are lower than expected. Competence, Responsiveness, rule of law, transparency, accountability, integrity, productivity, preserve the public interest, equality and social justice and entrepreneurship were among the ten important values ​​that should be current and institutionalized in the minds of participants in government and public organizations.

Public administrators should periodically evaluate the values ​​of real public services in government and public organizations and, with the necessary planning, streamline and institutionalize the values ​​of public services expected and desired by citizens in government and public organizations.

Developing managers' influence in organizations success and the need to improve their performance necessitated designing manager' development systems, which, one of its solutions is to recognize and analyze their roles. From sociologists' point of view, role theory comes from comparing social life with the play; In another word, just as actors on the stage are expected to play their role well, the role is simply a behavior that is expected from people according to their position. Meanwhile the importance of ministers' roles isn't concealed to anyone. Ministers -at the top of politics and management- are managers of large organizations called ministries whose smallest decisions can have great effects; Therefore, lack of their role model, not only prevents them from optimal performance and puts them in a lot of ambiguities and conflicts, but also slows the progress of organizations; Therefore, this study addressed designing a role model for I.R.I. minister of Research, Science and Technology. For this purpose, 42 experts were interviewed and their ideas were analyzed by thematic analysis which resulted in 15 organizing themes and 5 general themes as follows: policy-making role, executive role, political role, public relations role, and international role.

Criticisms of the dominant paradigms of the science, especially the positivism and the interpretive paradigms, have intensified efforts to find alternative paradigms. One of the paradigms that has emerged in this regard is critical realism. This paradigm has created a reconciliation between the two rival paradigms by borrowing ontology from positivism and epistemology from interpretivism. Critical realism claims that can lead us to deeper understanding of the phenomena and it`s generative mechanisms by stratified ontology of it, that considers reality in three empirical, actual and real layers. But despite of the positive role of this paradigm in better understanding of the phenomena, methodology of it is still unclear and a few researches have been done in this paradigm. Therefore, in this article, after introducing the concepts, assumptions and theoretical foundations of critical realism, an attempt has been made to study its methodology from the perspective of different researchers. Finally, a practical example of research conducted under the banner of this paradigm is described to shed light on research in critical realism.

Role is a behavior that is expected from people according to their position. Importance of ministers' roles isn't concealed to anyone. Ministers -at the top of politics and management- are managers of large organizations called ministries whose smallest decisions can have great effects; Therefore, lack of their role model, not only prevents them from optimal performance and puts them in a lot of ambiguities and conflicts, but also slows the progress of organizations; Therefore, this study addressed ministers and concentrated on designing a role model for them. Then, since review and concluding past studies findings is an important step in drawing up a comprehensive picture of them, the study concentrated on its meta-synthesis; So, in first step, gained 131 references about the subject, through a deep search in literature, which in a three-stage refinement reduced to 50 related references; which after refining, analyzing and summarizing their themes, resulted in 27 concepts and 7 categories as follows: public relations role, policy role, political role, executive role, parliamentary role, party and constituency representational role and international role. The findings were then validated by Delphi method; which finally party and constituency representational role and its concepts were deleted. The validation shows the last role and its concepts are not applicatory in Iran.

The market-based higher education development policy has been an alternative policy for the Ministry of Science, Research, and Technology because of the university budget constraints. The increasing number of universities and higher education centers in the country and the increasing number of undergraduate and postgraduate students are evidence of this. With regard to the purpose of this study which analyzes the antecedents and consequences of the formation of the market-based higher education policy in Iran, deep and semi-structured interviews were conducted by scientific and practical experts in the Higher education system of the cities of Tehran and Isfahan between 2016-2018, and finally, seven antecedents: the origins, structural-political factors, background-cultural factors, professional-specialized factors, philosophical-existential factors, economic-market factors, financial-budgetary factors; and four consequences: deficiency in the academy, social problems, functional problems, and positive effects were extracted and named. Then their validity was confirmed through qualitative methods of credibility. The results of this research can provide guidelines for the leaders, policy-makers, and managers of the country's higher education and help to develop theoretical knowledge in the field of higher education policy-making.

The fundamental essential for success and sustainability of social systems toward the progress is principle of meritocracy. Moreover, the ever-increasing development of societies, beside governments efforts to increase the quality and efficiency of public sector services and to improve the leadership of government agencies have turned governments' attention to the importance of training and employing competent leaders and administrators more than ever. Therefore, designing a competency model for top public administrators is a fundamental priority for governments. Considering the importance of this issue, the present study, focused on the design of a competency model for top public administrators and since literature analysis is an important step to draw up a comprehensive picture of it, the researcher decided to analyze them through meta-synthesis. In this study, at the first step, through a deep search in literature, gained 151 references; which in a refinement reduced to 82 one’s. Then, 680 codes were extracted which through analysis and conclusion deducted to 63 sub-concepts, 9 concepts and 3 categories as follows: individual competencies (intrinsic, value, attitudinal-behavioural, and occupational), scientific competencies and skill competencies (managing, cognitive, interactive, leading and political).

In performance evaluation, inattention to effective but out-of-access environmental factors causes results bias. These factors are more important in performance evaluation of top administrators who operate in a broader, more dynamic environment. Therefore, this study addressed ministers as case-study and concentrated on understanding effective environmental conditions on ministerial performance evaluation; and since literature findings analysis is an important step to draw up a comprehensive picture of it, the researcher decided to analyze them through meta-synthesis

Meta-synthesis is a qualitative method and a part of meta-study method that analyzes results of literature -those have relevant subjects- and delivers a deep and insight into them.

Seven environmental factors affecting ministerial performance evaluation are political conditions, management team, legal/administrative conditions, public image, policy conditions, international conditions and economic conditions.

Regarding review of global foundations in this study, it is important to consider the specific characteristics of the target population in order to use its results in native contexts. In addition, prioritizing and weighting these conditions helps to make them better utilized.

Considering the effective environmental conditions and the maximum effort to neutralize their effects increases the accuracy of the performance evaluation.

Environmental conditions are external factors that make performance and its' evaluation fluctuate. Inattention to these conditions in the ministerial performance evaluation leads to bias; and accurate performance evaluation depends on neutralizing these conditions. This article is the first to compile these conditions in ministerial performance evaluation.

In the current century, the world is full of competition and unreliable environmental factors.The prerequisite for success in this field is to pay attention to the organizational culture and its changes. This paper is studying “process of strong breaking and weak training culture in Iranian state organizations”. Considering the research methodology, and using the theory of database, a suitable model was designed and tested. A sample of 25 university elites and experts selected by Snowball method, and with the help of exploratory and coding-focused interviews, 16 categories and 72 concepts obtained and then the final model presented with focused coding and selective coding. The proposed model tested and confirmed through data gathered by a validated questionnaire from 385 managers and experts of governmental organizations. In the outputs of confirmatory factor analysis LISREL8.80 software, since the factor loads of all standard model items are higher than 0.3 and the coefficients of the significant model are all above 1.96, also, fitting table indexes indicate that the model is appropriate, so all factor loads and path coefficients are meaningful. Therefore, not only the validity and reliability of the questionnaire confirmed, but also the relationships between the components of the model are acceptable. In the output of modeling the structural equations of SmartPLS software, since all the coefficients of the meaningful model are higher than 1.96, 95% of the results confirm the validation of the governing relationships on the components of the proposed model. That is, they have significant impact on each other and their path coefficient is showing the amount of effectiveness.