فهرست مطالب ندا نفری

Foreign investment has played an important role in the world economy since the late 19th century. The world is characterized by different levels of development based on the role of foreign investment and they have documented plans to increase the amount of its absorption in their country. In Iran, the program of increasing foreign investment has been on the agenda for many years and has formed an important part of the country's financing system. The situation of Iran's foreign investment management is good compared to some OPEC standards and in others it needs more attention and search. Based on this, the government system of the country should put on the agenda to strengthen the freedom of information flow in order to increase the access and transparency of the country. Also, important decisions have been made to secure foreign investment and take serious steps in the field of using new technologies and developing international cooperation.

One of the important aspects in tax sustainability that has not been paid much attention in past studies is the strategies of talent acquisition of tax auditors that in this study, based on Atanasov's intuitive fuzzy logic approach, an attempt has been made to identify the most effective green tax sustainability consequences by screening tax auditor’s talent strategies. This study is developmental in terms of methodology and it is a mixed research in terms of data collection type. In this research, in the qualitative part, based on meta-composite analysis processes, it was tried to first identify the researches related to the two concepts of tax auditor talent strategies and green tax sustainability consequences, and then determine the research components and themes based on the critical evaluation scale. In addition, in the continuation of the qualitative part, Delphi analysis used to determine the limit of theoretical consensus. In the quantitative part, with the aim of determining the most effective talent search strategy for tax auditors in the most favorable consequences of green tax sustainability, intuitive fuzzy evaluation used based on Atanasov's logic. In this research, 12 tax audit research experts at the university level participated in the qualitative part and 25 tax auditors filled in the matrix questionnaires in the quantitative part. The results in the qualitative part indicate the existence of 5 themes as tax auditor’s talent strategies and 4 components as the green tax sustainability consequences. The results in the quantitative part also showed based on the fuzzy Vicor analysis process, the most important parameter of the research topics (talent finding strategies of tax auditors) is the function of professional maturity. It was also found that the most desirable consequence of green tax sustainability is the reduction of environmental pollution based on the effect of the theme of professional maturity. The obtained result shows that the companies, based on the improvement of the functions based on the professional maturity of the tax auditors, can understand that by strengthening their operational processes based on upgrading the level of technology and waste recycling, they should be responsible for reducing environmental pollution. Take action and this process can gradually become a part of the social norms of the companies in front of the beneficiaries.

One of the important aspects of tax sustainability that has been less noticed in past studies is the strategies of tax auditors' talent search, which in this study is based on the nature of future study in relation to the development of possible scenarios in this field to determine the most favorable consequences of tax sustainability. This study is considered applied in terms of the type of result, and from the point of view of the goal, it is placed in the category of exploratory studies that have been carried out using quantitative and qualitative models. The present study does not follow one type of research method, but uses a separate method to answer the formulated questions according to each department. Therefore, based on the nature of collection, this study can be classified as mixed methods approach. The statistical population in the qualitative part was 10 experts in the field of auditing, and in the quantitative part 50 tax auditors who had the necessary experience and knowledge about capital market procedures participated. The result in the qualitative part indicated the existence of 8 factors to evaluate the motivations of tax auditors talent search strategies, which was confirmed based on the fuzzy Delphi analysis. Then, by selecting 2 factors out of the 8 factors identified as the basis of the scenario, by conducting thematic analysis, 12 sub-factors emerged. The result of the acquisition in the quantitative part showed that the most important scenario in the functions of the motivation of tax auditors is the sinuous scenario, which can bring the most important consequence of tax stability, i.e. profit stability for companies, through their talent acquisition strategies.

Aimed at investigating role of personal responsibility for health in prioritization of providing health services from the viewpoint of organ donors referring to the Center for Organ Donation in Mashhad, Iran, the present research has been conducted in spring 2021.

This is a descriptive – cross sectional study conducted among organ donors. Required data is collected via a standard questionnaire designed to measure tendency towards donating an organ to two patients seeking liver donation. Questionnaire data was fed into software where it was analyzed via descriptive and analytic statistics as wells as content analysis for open questions.

Finally, the analyses undertaken on 214 questionnaires collected indicated that, of total number of responders, the number of those who tended to donate their organs to patients with hereditary diseases was 4 – 5 times as large as the number of responders who tended to donate their organs to the drug addiction-resulted patients. Furthermore, 74% of the responders believed that, individuals actually take part in either their health or diseases.

Responsibility for health represented an important factor in making decisions regarding the prioritization of providing health services among the responders. Presentation of comprehensive and neutral reasoning contributed to the elimination of misconceptions within the responders’ minds (if any), so that, with their minds opened, they can answer the questions in a non-biased manner. It is worth noting that, the responders had their opinions not significantly changed once they read the ideas raised in the questionnaire, and most of them still relied, in their choices, on the principle of responsibility for health.

Escape from big decisions to small decisions is one of our arts to hide the fear of decision making. The purpose of this study is to analyze the strategies and consequences of managers' decidophobia phenomenon using a mixed approach.

This research is exploratory in terms of purpose and applied research regarding type of use. Furthermore, the methodology is based on the research onion pattern, and an exploratory mixed method was used in this study. Grounded theory was used in the qualitative part, and in the quantitative part, descriptive-survey method was employed. The participants of the qualitative part are the human resource managers of the ministries of the country and cooperation, labor and social welfare, whose data collection tool is semi-structured interviews with 16 experts from these ministries using the snowball method. In the quantitative part, the statistical population is the employees of the Ministry of Home Affairs and Cooperatives, Labor and Social Welfare, and the data analysis tool is a researcher-made questionnaire whose validity and reliability have been confirmed.

Research findings indicate the dimensions of dodging in decision making, inability to understand the problem, fear of facing abstract decision-making and decision-making related to (phenomenon-oriented), lack of delegation, removal of administrative duties, escape from the problem and conservatism in decision-making (strategies) and illegitimate political behavior of managers, learned disability, defective performance appraisal system, training of gray managers and inefficient management were identified as consequences of the phenomenon of decision-making phobia.

Knowledge of the signs of decision-phobia can give more depth and richness to the knowledge of ministry managers both objectively and subjectively, and public sector managers can gain a better understanding of the decision-phobia process.

One of the factors for quality improvement and development of any organization is the alignment between human resources strategy and organizational resources because human resources is the most important asset of an organization. Strategies drawn in the organization are developed by human resources, so it is necessary that the actions taken by human resources are in line with the goals of the organization. Alignment helps the organization use more efficient resources, thereby reducing its costs and increasing its speed in exploiting environmental opportunities. Banks are also one of the most important organizations whose growth and quality improvement can have a positive impact on the provision of social services. This research was conducted using grounded theory method with the aim of investigating and analyzing the relationship between the factors that create alignment between human resource strategy and organizational resources. The statistical population of this study included 15 experts who had at least more than 2 years of experience in the human resources department of the Welfare Bank in the field of human resources. The results showed that the most important factors affecting the alignment of human resources and organizational resources are causal variables including creating a suitable work environment, managers' morale, psychological security of employees, organizational support for forces, ethics, improving the quality of recruited forces, meritocracy, elimination Organizational deficiencies and employee satisfaction; Underlying conditions include employee ethics, employee welfare, credit, elimination of additional costs, coherent planning for the organization's goals, recognizing barriers to growth and improving the organization's technology; Intervening conditions include discrimination among employees, managerial tastes, and restrictions on suggestions and criticisms.

The aim of this Exploring and explaining the phenomenon Managers Decidophobia in the Ministries of Interior and Cooperation, Labor and Social Welfare. The research was conducted using a combined method using foundation data theory, which was a data collection tool for the qualitative part of semi-structured interviews and in the quantitative part was a researcher-made questionnaire whose validity and reliability were confirmed. Based on which 16 interviews with experts were conducted for a small sample of 253 managers and senior experts of the two ministries. Which was extracted during the open coding process (475 codes), axial (60 codes) and selective (26 codes); In the form of a paradigm of coding evasive factors in decision making, inability to understand the problem, fear of facing decision-making and abstract decision-making (phenomenon-oriented), weakness in decision-making, fear of decision consequences, organizational climate, Lack of program-oriented organizational decisions, lack of decision-making experience, lack of access to real information (causal conditions), decision-making influence of informal individuals and groups, sectarianism in the organization, approaches to appointing managers (background factors E), managerial inner anxiety, self-preservation in decision making, organizational culture and lack of training of bold managers (interfering factors), lack of delegation, removal of administrative duties, escapism and conservatism in decision making (strategies) and political behavior Managers 'illegitimacy, learned disability, defective performance appraisal system, gray managers' training, inefficient management (consequences) were identified. According to the findings of the qualitative section confirming the relationship between dimensions and variables and the structural equation model of the research conducted with Smart PLS3 software, it was determined that GOF, Q2, Rsquare and Fsquare criteria were calculated for the structural model and measurement models, all of which were calculated. They had acceptable and acceptable values.

This research is aimed at understanding the roots and axial concept of Managers Decidophobia with Using Grounded Theory Ministry of the Interior and Ministry of Labor and Social Affairs.

This Mixed-methods research uses a systematic integration of quantitative and qualitative data. Research Onion Saunders (2009) Rationalistic philosophies, Combined approach, Strategies grounded theory, choices Mixed methods, Time horizons Cross-Sectional, Techniques and procedures Library -square. The qualitative part is the GT and the quantitative part utilizes a structural equation modeling. The qualitative part used semi-structured interviews for its data collection and a researcher ‎made questionnaire quantitative section the validity and reliability of the confirmed.

The data analysis, identified 169 open codes and 22 axial, 10 selective categories. Among these dimensions is evasion in decision-making, inability to understand the problem, fear of facing decision‎making and abstract decision‎making related to the variable of Managers Decidophobia (the axial phenomenon) and weakness in decision‎making, fear of consequences decision, organizational climate, lack of program-oriented organizational decisions, lack of decision‎making experience, lack of access to real information, related to the causative conditions affecting the axial phenomenon were identified.

Based on the findings of the qualitative part and the confirmation of the relationship between dimensions and variables using the identified codes it was determined that causal conditions with acceptable effect coefficients and significance coefficients affect the phenomenon of Managers Decidophobia. The GOF, Q2, Rsquare and Fsqare criteria for the structural model and the measurement models were calculated using the Smart PLS 3 software. It is also worth mentioning that all of the mentioned variables had allowed and acceptable values.

The strategy of the organization is the way to achieve goals and to identify external (opportunities and threats) and internal factors (strengths and weaknesses) and exploit them properly and neutralize internal weaknesses and external threats. Human resource strategy as one of the organizational strategies is a model of decisions that deals with human resource policies and procedures in line with the goals of the organization to improve productivity and its performance. The purpose of this strategy is to align human resource policies with the strategic goals of the organization; in such a way that there is internal coordination (integration and cohesion) between the human resource subsystems and strategy and the strategy of the external coordination organization. Accordingly, considering the importance of the subject, the purpose of this study is to investigate the relationship between the factors that create alignment between human resource and organizational strategy. The present study was conducted with a combined approach (qualitative and quantitative). In the qualitative part of the research, the conceptual model has been designed by consulting 15 managers of the human resources department of the Refah Bank and through an open-design questionnaire. In the quantitative research, through a sample of 384 people, the designed model with the system dynamics approach has been tested. The results show that the most important factors are divided into 5 main categories including creating a suitable organizational environment, improving the quality of human resources, coherent planning, ability of managers and attention to welfare mechanisms and 30 sub-categories.

The aim of this study was to identify the factors affecting individual development in knowledge-based companies. The research method used was exploratory. The research population included human resources of selected knowledge-based companies of Pardis Technology Park and 980 network deputies of Telecommunication Company, of whom 276 were selected using Cochran's formula. In order to collect the data in the qualitative phase, a semi-structured interview was used while the quantitative phase involved a researcher-made questionnaire on the factors affecting individual development with a reliability of α = 0.92. The results of the qualitative phase led to the identification of four general factors affecting individual development, including individual factors, organizational factors, management factors, and environmental factors. By examining the ratios of the chi-square to the degree of freedom x2 / df), the goodness of fit index (GFI), the incremental fitness index (IFI), the root mean square error of approximation (RMSEA), the normalized fitness index (NFI) and the adaptive goodness of fit index (AGFI), structural equation modeling showed that the model of factors influencing individual development has a relatively good fit with the data; therefore, the identified factors in this model were confirmed.

The purpose of this study was to design an individual development model as a strategic approach in human resources development of knowledge-based organizations and in knowledge-based companies selected by Campus Technology Park and Vice Chancellor of Tehran Telecommunication Company. The research method was mixed exploratory. The study population consisted of managers and staff of the knowledge base of selected companies of Pardis Technology Park and telecommunication network assistant of 980 who were selected by Cochran formula, 276 persons. Data collection was done by a researcher-made questionnaire of personal development with reliability (α = 0.90) and its content validity was also verified. The results of the qualitative section showed that individual development consisted of seven dimensions of individual factors, organizational factors, managerial factors, development process and strategies of individual development, and ultimately the results of individual development. Quantitative results also showed that the model was well-fitted to the data and all aspects of the individual development program remained in the final model; only a few components were excluded from the model.

, Study Type: Research | Subject: Special | Received: 2014/11/19 - Accepted: 2014/11/19 - Published: 2014/11/19 Article abstract: This article tries to study the relationship between “quality of work life” and “job satisfaction” among the employees of the area 3 local branches of Bank Melat in Tehran. As far as the purpose is concerned, this study is an applicable research while from the research methodology point of view, it is descriptive survey. Statistical population of the research covers of all the 670 employees of the area 3 local branches of Bank Melat in Tehran in 2010. A number of 162 employees were selected as samples of the study through stratified-random sampling. Data-collecting tools were questionnaires made based on Walton’s quality of work life (QWL) model and Minnesota Satisfaction Questionnaire (MSQ). They were tested and later retested to check the reliability of both questionnaires. It was revealed the reliability of the questionnaire based on QWL was r=0.82, while that of MSQ enjoyed r=0.88. Spearman regression technique was employed to analyze and interpret the data. The results of the study indicated that there was a significant relationship between quality of work life and job satisfaction among employees of the area 3 local branches of Bank Melat in Tehran. It is to be noted that the criteria in the quality of work life were sufficient and fair payment, rule of law in the organization, developing human capacities, solidarity and social cohesion, social dependence on work life, general life aspects, access to promotion and job security, and finally safe and healthy working environment.

An essential issue from the very outset of the field of public administration was to find proper limits of bureaucrats authorities in a democratic state. Contemporary research on the issue lead to emergent of two set of theories. The first is theories of political control of bureaucracy and the second is theories of bureaucratic politics. The research is against theoretical efforts and is considered as research and development on theoretical foundations of the political - administrational relationships. The aim of this article was to design a flexible model of political - administrational and the findings suggest the new classification of content and context characteristics public problem (independent variable) that affects the manner of choosing the field of administration- politic (dependent variable that involves actor, political-administrative action, and action mechanism). Characteristics of political - administrative action is classified under three categories: valuable, behavioral and structural components. And finally we try to explain the extent of authorities and field of politic - administration relationships in the form of influential variables in each field. The important issue in this article is to suggest that although the absence of accurate and predetermined boundaries between administration and politic makes the analysis easier, but two basic problem arise. First, theoretically the complexities and covert relations of them are ignored. Second, in the real world, politicians and bureaucrats are encountered with huge and complex variable circumstances that challenge the type of behavior to be selected and to determine the amount of their authorities.

The purpose of the present study was to determine the relationship between role clearness and occupational commitment of branch team managers in Tehran Agricultural Bank. Research questions were provided and developed considering role theory, existent resources toward role, present job description. The opinions of branch team managers in Tehran Agricultural Bank according to demographic variables like: sex, age, marital status, experience and education level were studied. This research was descriptive and correctional type in the side of research method and the side of goal was the kind of applied researches. Research population was 227 of branch team managers in Tehran Agricultural Bank districts in 1389 year. The method of sampling was “classified random sampling” sample size included 150 persons. For data gathering questionnaire of role clearness and questionnaire of occupational commitment were used. For data analysis, both descriptive and inferential statistics containing (Spearman correlation coefficient) were used and the conclusions and recommendations were extracted.

Findings indicate that there are significant relationships between role clearness and job commitment among of branch team managers in Tehran Agricultural Bank.

This paper tries to study the relationship between organizational structure (structural dimensions) and employee’s empowerment. The study is a descriptive survey using ordered random sampling method. The statistical population is consisted if 600 people who are all employees of Finance Deputy of the Ministry of Finance and Economic Affairs. Data collection method handing out questionnaires، devised in accordance to the Spreitzer psychological empowerment questionnaire as well as Robbins organizational structure questionnaire. The independent variable of the research is ‘organizational structure’ and the dependant one is ‘empowerment’. The ‘organizational structure’ variable is composed of three minor variables، i. e. ‘formality، complexity and concentration’ while، at the same time، the ‘empowerment’ variable is studied in the framework of four elements، namely، autonomy، effectiveness، selection and meaningfulness. Spearman correlation test، T-test and ANOVA test are used in order to analyze the data and test the hypotheses. The findings indicate that the average psychological empowerment (3. 84) was relatively high. In the mean time، the correlation coefficient showed that there was a meaningful relationship between the organizational structure (structural dimensions) and employees’ empowerment in the Finance Deputy of the Ministry of Finance and Economic Affairs.

Good governance is a common subject on development of countries. Economic, political and social authors and thinkers during two recent decades faced various comments on good governance. Any of them defines good governance with particular dimensions and characteristics. This paper aimed to briefly review the literature of this subject and provides definitions of governance using a fresh view point and presents a novel model of good governance. Using two concepts of "ecology "and "decision making" there fore, this paper focuses on three major characteristics, that’s "efficiency", "effectiveness" and "equilibrium of ecologic" This paper supposes good governance as a multi – face or plural concept including all aspects of authorizing and power. Each aspect of efficiency and effectiveness in this point is divided in to administrative, economic, political and social components which indicating the focus of this paper on pluralism of governance. Characteristics and Indices are also presented for any of these components. Plotting the two dimensional diagram aims to show balances of efficiency and effectiveness and studies various balances of countries ecological texture and categorizes them regarding to above diagram and analyzes the governance condition in four different states through diagram. It finally recommends strategies to hold balance between two aforesaid aspects owing to different status of governance in terms of balance line. This paper concludes that good governance is result of keeping balance between efficiency and effectiveness along with continuous development of them and moving towards the higher levels of balance line. In other words, development is result of balance of rising trend of efficiency and effectiveness.

Good governance is a fresh subjects regarded by authors and world scientific and international societies during two recent decades. Researches describe and define good governance through various approaches (process, liberalism, and socialism), dimensions (political, economic and social) and goals (economic development, political development and human sustainable development). But extensiveness, complexity and interdisciplinary identity of governance subject involves studying it through a macro and systematic view point. Instead of presenting various menus of characteristics of good governance, there fore, we should design models to describe different aspects of this "multi–face" phenomenon. Since governance is interdisciplinary subject and relates to whole living aspects of human instance, politic, economic, social science and so on, this paper aims to ask this question: "what is goodness and what is relate its with governance?", strives by using the studies of moral philosophy, explains above concept and relate its with governance. This paper along with passing the literature and description the various points of view about good governance characteristics, analysis goodness property from variety perspective and on the basis of moral philosopher points of view and using from the moderate intuitionism school, Provides a fundamental for designing models of good Governance.