سید حسین کاظمی

After approximately three decades of implementing population control and family planning policies, Iran's population policy underwent a significant reversal with the announcement of general population policies in 2014. This shift experienced many fluctuations, ultimately leading to a complete change marked by the enactment and implementation of the “Youthful Population and Family Protection Law” in 2021. This study aims to address the question: "Why and how did the national population policy in Iran change?" The study analyzes the policy change process using the Advocacy Coalition Framework (ACF), adopting a post-positivist philosophical orientation, a qualitative research paradigm, and a case study strategy. Utilizing this framework can help improve, strengthen, and address its shortcomings, contributing to the theoretical development of policy studies. The findings revealed the formation of two advocacy coalitions within Iran's population policy sphere: (a) the coalition of population control and family planning advocates, and (b) the coalition of population growth and childbearing advocates. Additionally, the policy shift from population control and family planning programs to the enactment and implementation of the Youthful Population and Family Protection Law can be attributed to the causal mechanisms of this framework, namely "policy-oriented learning," "external shocks," "internal shocks," and to a lesser extent, "negotiated agreements".  Policymakers should aim to improve their understanding of the policy-making process in Iran, recognizing the role and importance of coalitions, and draw lessons from both successful and un successful experiences in policy-making.

Although family organizations are usually on the sidelines of management research, they play a significant role in local and international economies. Therefore, in the last few decades, studies have focused on the differences between these organizations and conventional ones. One of these areas of attention is researching survival and organizational changes in these organizations. Due to their dual identity (family on the one hand and business on the other), family organizations face different change issues and have distinct characteristics that can prevent or promote changes.

THEORETICAL FRAMEWORK:

Previous research has addressed many issues and research questions about the different aspects of experiencing organizational change in family organizations. Specifically, the main research topics include the person-centered behaviors of the founders (such as their leadership style and entrepreneurial behaviors) alongside the specific features of these organizations (such as cultural differences). Another main focus of the literature has been explaining the distinct nature of family organizations, resulting in a middle-range theory about the dualistic nature of their identity, namely, the socioemotional wealth theory. Socioemotional wealth refers to financial aspects of the firm that meet the family's affective needs, such as identity, the ability to exercise family influence, and the perpetuation of the family dynasty. However, what is lacking in the literature is a more comprehensive look at how family organizations experience organizational changes. To answer this question, secondary data analysis, i.e., how previous studies have conceptualized organizational changes and its promoting and preventing factors in family organizations, would be a suitable path.

The current study tried to answer the research question by systematically reviewing the literature from 2000 to 2020. Unlike traditional narrative review, systematic review is repeatable and transparent. It provides a structured and documented approach to the literature selection and review process to reduce review bias. We followed the procedures and recommendations of some authoritative articles to conduct this review. Accordingly, the first step was determining clear and specific questions at the beginning of the study: “What approaches and theories are used in the conceptualization of change in family organizations?” and “What are the factors that promote or prevent change in family organizations?” The next step was doing an initial search and identifying related articles in 5 online databases (Google Scholar, Sage Publications, Science Direct, Taylor & Francis, and Wiley). We used two categories of keywords and logical operators (AND, OR) to perform the search. The search was conducted in September 2020 and only among sources published in English between 2000 and 2020. For the selection of articles, we set some inclusion and exclusion criteria, such as “the study should be empirical and being published in a peer-reviewed journal,” which were applied through software-aided control, referring to related sites, and reviewing the abstracts of the articles. By the end, 81 final articles were selected for this review. To extract data, we created an Excel file with columns related to the general characteristics of the articles and our research questions. During a back-and-forth process between the researchers, we negotiated and finally agreed upon the extracted information. Since the data and methods of the reviewed articles were heterogeneous, we combined the findings in this study qualitatively. To do so, the final articles were entered into ATLAS.ti (version 8) software for content analyzing and coding and their information was combined into three main themes: the approach or theory used for conceptualizing the change and its promoting and preventing factors.

This study was to summarize the findings of past studies and provide a more general picture of change and transformation in family organizations. Specifically, this research aimed to answer two main questions: “What approaches and theories are used in the conceptualization of change in family organizations?” and “What are the factors promoting and preventing change in family organizations?” Regarding the first question, the finding of this study is that change in family organizations is mainly conceptualized around five main perspectives: succession, entrepreneurship, sustainable business development, socio-emotional wealth, and organizational culture. As for the second question, reviewing articles shows that factors preventing and promoting change in family organizations are not far from these topics. For example, one factor that drives change in family organizations is the existence of an entrepreneurial culture and the existence of an entrepreneurial leader and founder. Also, the existence of a suitable substitute and non-family expert staff are factors that lead to change. This means that change in family organizations mainly happens either through an internal factor (i.e., entrepreneurial culture) or an external factor (i.e., the presence of non-family experts). These two observations show two main strategies to facilitate change in family organizations that can be used by managers or change consultants. The same pattern is observed among preventing factors. The existence of non-professional managers, traditional attitudes towards organization management, and nepotism have been among the preventing factors. This means that if the organizational culture of a family organization is institutionalized in the form of anti-change norms such as nepotism or authoritarian leadership, it would be one of the biggest obstacles to change. In such a case, managers or change consultants can facilitate changes in these organizations by making cultural interventions such as organizational confrontation meetings.

CONCLUSIONS & SUGGESTIONS:

By categorizing and combining theories/approaches to the conceptualization of change and its preventing and promoting factors in family organizations, this study paves the way for developing a change management model in family organizations. For this purpose, this study has categorized all the obtained preventing and promoting factors into five capabilities: adaptability, human capital, generational transition, manager/s, and change management. This means that those factors that help to create these five capabilities are the promoting factors, and those that weaken these capabilities are the factors that prevent change in these organizations. Based on this classification, future studies can conduct research on how to measure and mature these capabilities in family organizations and provide a model for promoting and successfully managing changes in family organizations.

Over the last two decades, significant research has been conducted on the role that a strategic approach to purchasing can play in organizations. Despite conducting significant research to identify and develop the dimensions of the issue using theoretical and operational approaches, and in some cases, a pathological point of view to identify and address existing gaps, it appears that a holistic and integrated perspective is necessary for addressing the issue of purchasing strategies. Therefore, the current research focuses on describing studies on purchasing strategies. Its purpose is to provide a comprehensive overview of this subject.

In line with the research's purpose, the systematic review methods were evaluated in the first step, and out of the 14 review methods, the scoping review method was chosen. Next, a six-step methodological framework has been introduced and applied to guide the scoping review. These steps include the following. 1) Identifying and defining the research question, 2) Identifying the relevant researches, 3) Selecting studies related to the research question,4) Showing data in tables,5) Sorting, summarizing and reporting findings,6) optional consulting with the stakeholders about the findings.In summary, a scoping review approach was used to examine five credible scientific databases: Scopus, Ebsco, ProQuest, Google Scholar, and Emerald. This examination resulted in the extraction of 4697 articles. After three stages of screening, including: 1) evaluating the publication date, title, keywords, and abstract, 2) checking for non-repetitiveness of articles, and 3) conducting an in-depth evaluation of their content, 82 articles were selected for detailed review. The screening framework used was PRISMA, which holds high credibility in the literature of review research.

Based on the results obtained, the publication of articles in this field has been increasing since the beginning of the 21st century. The investigation revealed that empirical methods were used in more than 50% of the articles, while conceptual methods were used in about 16%, and interpretive methods in 11%. Europe, Asia, and America account for 37%, 20%, and 17% of the frequency of empirical articles, respectively. A significant portion of the reviewed articles (49%) have been conducted across various industries, irrespective of a specific sector, with industrial equipment ranking next. In terms of content, the types of purchasing strategies, the impact of purchasing strategies on the organization's performance, and purchasing portfolio models have all gained significant attention. Researchers have examined the factors influencing purchasing strategies and the importance of aligning purchasing strategies with other organizational strategies.

Conducting research using a scoping review approach has advantages over non-systematic review studies, as it ensures greater accuracy and credibility, reducing the likelihood of deviating from the primary research goal. The reason for this is a lack of attention to the research subject and questions, and reliance on improper and sometimes unreliable databases and sources. In this topic, some studies conducted using a systematic review method have attempted to enhance the subject of purchasing strategy by drawing from other concepts and topics. The current research aims to identify the areas explored in the field of organizational purchasing strategies to either advance existing studies or fill gaps in the research.Reviewing and analyzing various types of research conducted since 1994 revealed a significant increase in the number of studies focusing on purchasing strategies and related concepts such as purchasing management, supply management, and supply strategies since the early 21st century. A descriptive and content analysis of these studies was conducted, highlighting the key accomplishments in terms of content.{revised} Despite the equivalent use of "purchase" and "supply" in many types of research and reports, there is a difference between these two concepts.The strategy formation and selection are influenced by internal and environmental factors that impact purchasing strategies (as antecedents).Depending on various internal and environmental conditions, organizations can adopt a wide range of actions and strategies in the field of purchasing. Usually, organizations create strategies by classifying the items they need and implementing methods that may not even be mentioned in the existing literature.In recent years, there has been a growing interest in exploring the connection between purchasing strategies and various factors such as purchasing portfolio models, organizational performance, alignment with other strategies across different organizational levels, product life cycle, and supplier relationship management. This issue has been addressed and developed in the scoping review of this research.5. We highlight the gaps concerning the importance of creating diverse, distinct, and adaptable purchasing strategy models. Additionally, there is a need to focus more on conducting industry-level studies in this area that are applicable across various industries.

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.

In recent times, owing to the rapid growth of technologies and their significant impacts on economic, political and social spheres as well as the changing expectations of citizens, digital transformation in the public sector has become an imperative need. Governments act as the guardians of the society in harnessing and benefiting from digital transformation. However, despite this, there are challenges confronting the government that hinder it from playing such a role. According to the literature review and the lack of a comprehensive framework of the challenges of digital transformation in Iran's public sector, this study was conducted with the aim of analyzing the challenges facing Iran's public sector in establishing digital transformation. In this study, the qualitative content analysis method was employed to collect data and extract expert opinions from semi-structured interviews with 40 information technology specialists. Based on the findings, the challenges of digital transformation in Iran's government organizations can be categorized into four types: hardware challenges (information technology infrastructure and financial infrastructure), software challenges (digital governance and the culture of digital transformation), human challenges (competencies of digital transformation custodians and digital citizenship competencies) and ecosystem challenges (ecosystem interactions and ecosystem capacity). This framework can be utilized by theorists and researchers as a guide for future studies on digital transformation in the public sector and provide useful guidelines for policymakers and government managers.

Regardless of the effectiveness of the policy during the formulation stage, it is crucial for the policy to be seamlessly integrated and solidified within the actual procedures and practices of the local destination of implementation. This integration is essential for realizing the intended benefits of the policy. This study aims to identify and categorize obstacles and opportunities for effective implementation of Covid-19 crisis policies in the executive bodies of Kurdistan Province. 

Using a qualitative case study approach, data was collected through interviews with 32 employees from five government organizations: The health network, education network, banking network, traffic police, and governorate organizations. 

Data were analyzed based on a conceptual model consisting of fourteen factors. The study identified several obstacles and inhibiting factors, including a lack of facilities, non-cooperation of the people, insufficient financial support from the government, incorrect information from organizations, and limited interaction between people and organizations. Opportunities and drivers of implementation included problem-solving through disobeying orders, the sacrifice of employees, high levels of inter-organizational cooperation, problem-solving through consultation with higher authorities, and increased interaction between people and organizations. The findings provide insights for policymakers and practitioners on effective implementation of crisis policies at the local level. 

Effective crisis management necessitates social participation and recognition of the influential role of media, within both organizational and citizen levels. Policymakers and government executives should utilize the potential of public participation and the media to formulate and implement crisis policies, thereby addressing any potential weaknesses in policy formulation through collaboration and empathy.

Deciding on the implementation of the organization's well-being strategies and programs is one of the main concerns of human resource managers to improve the health and well-being of employees. Because identifying the desired programs from the employees' perception, along with measuring the level of their implementation, not only creates more satisfaction and happiness in the employees but also enables the organization's executive ability to spend the budget with the least waste of resources. What should be done to decide on the direction of various programs in the organization? After analyzing 6 strategies, 13 programs, and 60 actions to promote employees’ well-being in the qualitative stage, the present mixed study shows how to prioritize each action of the employee well-being programs in the workplace by applying the importance-performance analysis technique in the quantitative stage. The statistical population of this research was all 320 employees of the administrative and recruitment organization, of which 200 were selected as a sample. The research results show that managers can focus more on some of the 60 actions, discard or continue some of them, and finally give less priority to some of these actions to decide about employee well-being programs at work.

In Iran, a number of studies have been conducted on population policies in recent years. By examining these studies, it is evident that no review study has examined these studies and provided a clearer picture of the state of population policy studies. Most of the articles were written in documentary and descriptive form and in some periods (2010 and 2015) were more published, which can be caused by the persuasion of researchers through some factors such as the desire of politicians to change the population policy and also communicating the general policies of the population. The conflict of opinions in population policy approaches in Iran is evident, most of the studies have agreed to increase the population policy in the target period. Analyzing the reason for this difference of opinion, the discourse of each of these approaches, and conducting systematic reviews and meta-analyses about population policies as well as designing the optimal model of population policy-making in can be suggested

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.

Policy makers’ mental models provide a sound basis for Public policies’ forms and contents in every state. Interaction and discourse of the models (dynamics of models) can improve the context quality for policies’ formation. In process of public policy analysis, having an explanation for assumptions, values and mental models of policy makers is the most important function of policy analysts. One of the most common methods in this area is drawing of public policy makers’ cognitive maps. In this article, the method is explored and analyzed in terms of entity, historical evolution, a way of implementation (data elicitation, coding rules, merging and standardization, intercoder reliability, validity and reliability), an applied case in policy making field (presenting and interpreting Excerpt from a pre-crisis cognitive map of former German Chancellor Angela Merkel)  as well as criticism of it. Finally, Implications of the method for policy researchers are presented. This method elicits underlying values and assumptions easier, and less costly than many other eliciting methods.

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.

From the perspective of the discourse approach, this present study aims to comprehend the reason and method behind the alteration of housing policy in the fourth and fifth development plans of Iran.
This study employed Laclau and Mouffe's discourse approach as a research methodology to examine the housing policy in Iran's fourth and fifth development plans. The method includes two primary steps: Firstly, identifying the main signifiers to describe the semantic system of the discourse, and secondly, describing the social theory of each discourse based on the centrality of antagonism. Following the second step, the construction of the discourse on housing policy in each program is separately explained.
The results of discourse analysis in the present study show that the fourth program seeks to achieve justice. According to the discourse analysis literature of Laclau and Mouffe, justice is considered a floating signifier in this discourse due to its polysemous feature. Other signs mentioned in this program show that this program is trying to achieve its desired justice by empowering the subjects financially and economically and distributing residential economic resources in a targeted manner. Therefore, it can be said that the justice discussed in this discourse is economic justice. The hegemony of the discourse of economic justice causes antagonism with other possible meanings of justice and causes antagonism with other alternatives of justice such as welfare, development, right, and need. By excluding the signs of social justice, the fifth plan chooses sustainable development as its floating sign. The expansion of urban areas and the establishment of new cities in the fourth development plan have resulted in challenges that have led to a shift towards sustainable development as the focal point of housing policy in the fifth plan. Neglecting the internal development of cities and worn-out fabric on the one hand and endangering natural resources and agricultural lands, on the other hand, are the most important issues that have been created by the sprawl of urban areas and the establishment of new cities. In such a scenario, the fifth development plan uses the nodal signifier of "internal development and empowerment" to encapsulate the floating signifier of sustainable development. The established meaning of sustainable development, which is influenced by the United Nations Human Settlements Program, is different from the previous discourse and contradicts other possible meanings of sustainable development. Non-interference in nature and the pristine environment is the established meaning of sustainable development in this discourse. The discourse of targeted and managed intervention is also viewed as a competing perspective to this approach.
By dominating the discourse of economic justice, Iran’s fourth development program contradicts other alternatives of justice, such as cultural justice and social justice, and general alternatives of justice, such as rights, needs, and goods, and has excluded them. By dominating sustainable development, the fifth Development Plan also contradicts other types of development including the non-physical and environmental nature of housing. The investigation of the emergence and alteration of housing policy from the discourse approach perspective in other development programs can complement the discourse analysis conducted in this study. Identifying the prevailing discourses on housing policy in the development plans can reveal the discourses that are missing in this area, thus aiding in the formulation of the 7th development plan. This can also shed light on the development of topics and methods and identify individuals who have been deprived of housing policies. In addition, by analyzing the discourse governing the issue of housing in the Constitution and comparing it with the discourses of housing in development plans, it is possible to determine the compatibility of these plans with the Constitution. In terms of method, it is possible to analyze the housing policy in Iran by using other discourse analysis approaches such as Fairclough or discourse psychology.

Conversations are the main channels for the formation of organizational changes that can speed up or slow down the speed of change implementation and thus determine the success or failure of organizational change programs. From this viewpoint, an organizational change program has a suitable implementation speed when it has a smooth passage through the four levels of initiative, understanding, performance, and closure conversations. However, the occurrence of mental and linguistic barriers in the process of formation of the change conversations leads to the failure of the desired timely implementation of these programs. Based on this, the aim of the current research is to explore the effective factors in timely and successful or late and unsuccessful implementation of change programs in the context of organizational conversations in Soban Educational Holding. This research is a qualitative study that uses a combination of qualitative techniques of semi-structured interviews, participatory observation, and document analysis to collect data, and uses thematic analysis to analyze the data. The participants are all the organizational members involved in the two change programs of Soban Educational Holding. The findings show that performance and then understanding conversations account for the largest volume of change conversations and, slowing down the speed of change implementation. Additionally, the findings show that most of the mental and linguistic barriers to the formation of effective change conversations occur at the level of understanding conversations, but performance conversations occupy a larger volume of change conversations and thus, play a more important role in advancing the changes.

Problem-oriented approach, known as one of the bases of policy sciences, caused the policy problem to become a significant object of study in these sciences. This concept, like other concepts in policy sciences, has been contested by different epistemological approaches. Discourse analysis, as one of these approaches, has presented a different perspective to the study of the policy issue by proposing the idea of Problem-oriented approach. The literature review of discourse analysis in public policy studies shows that the ruling discourse makes things problematic by introducing objects into the game of right and wrong. This view to the policy problem is not only different from the competing approaches of discourse analysis, but also has subtle differences with the similar approaches of discourse analysis. In the present research, firstly, the position of the problem in policy studies has been examined, and then, with an outline of the concepts of discourse analysis, the problematic nature of the policy has been explained from the point of view of the discourse approach. Finally, by adopting a critical approach, steps are presented to understand the problematic nature of the policy. The result of these steps is the understanding of what is considered as a problem, the presuppositions, the lineage of the problem and the non-problems that have been rejected, and the determination of the factors involved in taking the problem for granted.

The present qualitative research was conducted to analyze strategies, programs, and actions to improve employees’ well-being in their workplaces from the perspective of employees working in Iranian public organizations.

Based on the qualitative content analysis method, the current study analyzes the data collected from 14 public organizations in a period from the beginning of the Iranian calendar year of 1399 to the end of 1400 (March 2020- March 2021). Although semi-structured interviews (n = 115) were the primary source of data collection, researchers' observations, existing studies, and internal and external organizational reports had also a noticeable effect on developing and improving the themes.

The findings of the study showed "employee well-being in light of people interactions in the organization"; "employee well-being in light of organizational environment"; "employee well-being in light of organizational structure"; "employee well-being in light of organizational technology"; "employee well-being in light of organizational systems "and "employee well-being in light of organizational culture” were drawn as the six themes (main strategies). Moreover, 13 main categories and 63 sub-categories were obtained as programs and actions of the public organizations to promote workplace well-being from the perspective of employees in the public organizations.

Various individual, organizational, and environmental factors lead to the formation of well-being in the workplaces. Positive relationships and support from managers and co-workers are necessary at the individual level. At the organizational level, good social and physical structure, the use of advanced and safe technology, equitable compensation, efficient human resource systems, and a culture of values, norms, and symbols that facilitate well-being in the workplace is needed. Also, creating a friendly work environment, and the positive social prestige of the organization in society are various environmental programs that can lead to an exciting and motivating work environment that promotes well-being at the workplace.

Wonder as a primordial dimension of the human experience is the origin of every research activity. However, contemporary research in general and organizational research in particular does not start from wonder where it belongs to. Further, our current organizational world is an anti-wonder one characterized by a prevailing belief that everything is knowable in principle and the world is free of any mystery and possibility that can raise our sense of wonder. Nonetheless, organizations as the manifestations of collective human agency are the sphere of realization infinite world-making possibilities. This necessitates that organizational research must be based on wonder and exploring new possibilities. By introducing the different dimensions of wonder and its possible contributions to organizational research, this essay calls for the re-enchantment of organizational areas so that the “organization” can act as a possibility realization domain for our increasingly disenchanted world.

Paying attention to the fate, status and issues of women, who constitute half of the population, is of critical importance. Encapsulated under the term “gender justice”, this subject has received a considerable attention from the government and other policy-making institutions in the form of different gender-based policies regarding distributing opportunities and advantages among citizens. However, as a controversial concept, gender justice has been conceived and used through different and sometimes conflicting lenses in the pertinent public policies, sometimes as an ideal to achieve and sometimes as a problem to resolve. This perplexing status of the term has led to a policy-making bias where the formulation of solutions has taken precedence over the proper understanding and structuring of the situation. As a result, gender justice itself has become a policy meta-problem that needs to be first re-presented, analyzed and finally resolved in order to pave the way for formulating appropriate policies in the field of women. To do so, this phenomenographic study sets out to represent the dimensions and space of the meta-problem based on the analysis of interviews conducted with 21 women-related policy-making experts. Findings show six different formulations of the gender justice and their implications for public policy-making. By interpreting these findings in the light of policy-making literature, this study then provides an agenda to re-solve the meta-problem of gender justice.

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.

According to Holy Quran and Shia and Sunni Hadith sources, the holy Prophet has a special status and therefore any insult to him is denounced. Some Muslim scholars have considered cursing on the companions of the Holy prophet as blasphemy. Ibn Taymiyyah as a famous Hanbali scholar, who has a great influence in Salafi thought, provided a special division on this issue, believing that some kinds of cursing companions will lead to blasphemy. In this research, in an analytical- descriptive method, his claims are studied and several problems are posed for this theory.  The result is that his claims are not compatible with the narrations and the conducts of the Holy prophet and his companions. At the end, we can say that cursing, especially cursing the companions of the Holy prophet is condemned in all Islamic denominations, but this does not mean that we must accuse Muslims of heresy and consider them outside the realm of religion.

Being entangled with the political and social discourses and currents, the policy-making process for women and the family in the field of gender justice has faced high level of complexity in Iran. As a result, many fragmented and conflicting policies has been developed especially over the last two decades. In this way, by focusing on the role of policy actors, this study aims to investigate the discursive causes of this obvious inconsistency in the relevant policy-making process. To do so, by using Laclau and Mouffe's critical discourse analysis theory, firstly, we analyze the dominant discourses as manifested in policy documents in order to represent the existing fragmentation. Then, based on the policy subsystems theory and its arguments about the effect of policy subsystems on the directions of policies, we explore the policy narratives of the supporting and allied actors in the policy making process. Findings show that the gender justice policies in many cases suffer from the untamed fragmentation affected by the multiplicity of the policy subsystems’ discourses. Specifically, when the nodal points of the formal policies’ discourses are compared with the policy narratives used by the actors, the influences of discourse coalitions in the relevant problem-solving process and policy-making is quite evident.

In this article, it is argued that there is variation in the meaning of managerial competence for members of groups dealing with managers, and empirical study is proposed to grasp it. Next, application of this proposal is shown through a qualitative study using phenomenography method with 33 participants from employees of an organization. Research data is gathered through semi-structured interviews, and analysis shows six qualitatively different ways of experiencing managerial competence: Competence as being referral, as being developer, as being enabler, as being director, as being institutionalizer, and as being representative. In addition, these ways of experiencing are seen as embedded in a hierarchy constituted by four levels of personal management, employees’ management, work management and work foundation management; which shows their structural differences besides differences in their meanings.

Multiplicity of programs, policies, and eventually the laws related to the domain of women and family with the approach of gender justice in number and direction along with the disputes and conflicts of individuals, governmental and non-governmental groups on this issue, indicate that in the process of policy making in the field of women and family there may be problems regarding gender justice. In order to explain the causes of incompatibility and obvious conflicts in gender programs, this study defines a new issue by investigating the policy-making process and its structural features. Furthermore, it seeks to answer these questions: What structures and features does this process include? What model does it follow to influence on outcome policy-making? In this regard, identifying the fact that policy-making is based on a network of formal and informal beneficiary relations and that the final policy-making is the result of harmony or mutual understanding between competitors' interests led the research to consider the discourse of beneficiary involved in policy recommendations by adopting a qualitative methodological approach of "contentious rotation". Findings reveal that the gender justice policy-making process, both due to the influence of the discourse of beneficiaries and due to structural flaws, was led to incoherence and long-term forward-looking planning in this domain.

Which of the following staff members might be most attracted to the perverse norms of their work environment? The main question of this follow-up study is that based on the findings of the model of factors affecting the possibility of deviant employees' normalization (including the variables of supervisory level, obedience morale, subcultural pressure, utilitarian ethical thinking according to Kazemi's study, 1396), whether groups differ Are the categorical or demographic variables (age, education, income, and status) affected in the same way by the model identified above? In this practical study, the cross-sectional analysis of secondary data obtained from Kazemi's study (1396) was investigated. The results show that the effect of utilitarian ethical thinking on deviant norms of low-income employees is much higher than other employees. The findings also show that the existence of a subordinate spirit in the organization is much more likely to offend higher educated staff and lead to deviant norms. We also found that younger and less educated people are more affected by subcultural pressure and may be subject to deviant norms. Finally, practical recommendations have been made to managers and authorities regarding the prevention of these impacts.