دکتر مصطفی هادوی نژاد

The effective use of disclosure capabilities to deal with corruption in the organization depends on the knowing and managing of its tactics. In this regard, the present study was conducted with the aim of exploring the views of employees regarding the use of whistle blowing tactics using repertory grid method in Raver Governorate. For this purpose, 6 research elements from the research literature and 15 dichotomous constructs through interviews with 15 members of the studied organization, using triad method and thematic analysis, were elicitated. After creating the collective grid, Slater Analysis, hierarchcal cluser analysis, profile analysis, Friedman test, PCA, and MGCA were performed on gathered data. Based on the findings, the constructs were categorized in the form of two clusters: general flip and rational anti-corruption. Also, it was found that about 90% of the variance of the elements in the collective grid is explained by the two components: legal information grounds and public dissemination grounds. According to the findings, the legal information grounds rely more on official power and authority for anti-corruption than other tactics, and more than them, they are considered ethical and help to solve the problem, deal with it quickly, realistically and professionally, and also causing confrontation with corruption in a calm atmosphere and one can hope to achieve results by using them. As in these tactics, the whistle-blower has the support perception more than other tactics, and the prestige of the organization and the reputation of the offender is more likely to be preserved and less likely to cause misunderstandings by others.

If the employee performs his duties according to the law, he will be rewarded. And if he fulfills his responsibility incompletely or incorrectly. It is obvious that the person in charge will deal with him. But how should a manager deal with a good and bad agent? This is where the weakness and strength of management is revealed. Ali (AS) in the field of cognition, knowledge and action. management and looking at a specific management area. It was not, and in line with the basis of Islam, it had more of an educational aspect, this comparative research is an analysis of the similarities and differences between encouraging and punishing agents in the common administrative system and the government system of Ali (AS).Library and software studies with the narrative, historical and practical course of Amir al-Mu'minin (AS) and today's common management revealed keywords with semantic connection with three basic indicators, methods and strategies of rewards and reprimands, which in the approval patterns ,refinement ,development and establishment were adapted, the key items in the acceptance model are approved and care should be taken to maintain and strengthen them, the trimming items must be corrected, also in refinement Items should be added and expanded, and in the emergent pattern, it should be focused on items that did not exist or were forgotten. The results of this research can be a good indicator for managers to improve the situation of encouragement and punishment in today's management.

The right policy making and development sustainable for development economic and social development is more than necessary, The purpose of the present study is to identify the institutions, prioritize institutional demands and map the institutional network of Sarcheshmeh Copper Complex to gain success and excellent of organization. This is an applied and developmental research. The Statistical population was staff of Sarcheshmeh Copper Complex in 1397. The research sample were 115 experts, the sampling method was purposeful. Interviews were used for data collection and data analysis method is is social network analysis method. The policy making and development demands were categorized into three groups and nine sub-categories, The top priority institutions demands were Exploration and productivity of mines and developing of infrastructure energy, supporting of downstream industries and entrepreneurial business , construction of parts, Perform of Development Plans and factories rebuildingThe main institutions were Iranian mines and mining industries development and renovation organization, parliamentary deputy, Friday imam, governor and Local communities. Based on the findings of the study, In order to Institutionalize culture of entrepreneurship, sustainable developing and social responsibility, more and more effective interaction with the aforementioned institutions is necessary , Using regulatory normative and cultural-cognitive processes are effective steps in success and development of the organization.

Part of the success in implementing policies goes back to the capacity to implement the policy because capacity is the ability to do so.

In this research, the factors leading to the improvement of the capacity to implement policies and the cause and effect relationship between them have been identified.

This research is applied and the research population is15 HSE policy experts in Kerman who have been selected through non-random and purposeful sampling. Data collection tools were interviews and questionnaires and FMEA and fuzzy dimmetel techniques were used to analyze the data.

The index of organizational support in formulating and implementing HSE policies has the highest and the index of creating organizational structure integration in relation to HSE has the least impact on other indicators to improve the capacity to implement these policies.

Efforts to improve the capacity to implement HSE policies should be accompanied by more investment to improve the quality of the organization's support index in the development and implementation of HSE policies to strengthen other indicators. Focusing on the continued presence of effective HSE experts in the organization and creating management stability can enhance the capacity to implement HSE policies

The purpose of this study is to discover and represent the recognized meaning of social responsibility in the public relations of copper mining-industrial organizations using the ideal type. For this purpose, after thematic analysis of social actions of seven prominent copper mining-industrial companies in the world in connection with the phenomenon of interest and discovering the hidden meanings, the Swedbergh  approach was used to review and validate the extracted meanings according to the opinion of 6 public relations experts of mining-industrial organizations. Findings led to the identification of three dimensions for the ideal type of social responsibility in public relations of the mentioned organizations: “demonstration of responsibility and social accountability” with 3 components, “practical commitment to the environment” with 8 components, and “giving prioritization to the model of sustainable development" with 4 components. The truth table obtained from these three dimensions provides 8 types of public relations, the ideal type of which is “sustainable public relations”. The result of a fuzzy comparison of public relations of one of the Iranian organizations in the copper industry with the ideal type recognized its species as “moving corpse” (weak in demonstrating social responsibility and accountability, weak in practical commitment to the action context and prioritizing the model of sustainable development).

Diversity in the workplace provides opportunities for developing organizations. But not only is this capacity sometimes used in organizations, in some countries it also includes pests such as sectarianism in organization. The purpose of this study was to explore the lived experiences of employees from public organizations in Herat, Afghanistan –a proper context for sectarianism in a an effected counry by such a phenomenon, to gain diverse understandings about consequences of sectarianism in the organization through a phenomenography. Research participants were 24 employees from 16 mentioned organizations that were invited to the research project through typical sampling until theoretical saturation. The method of data collection was in-depth interviews. Maxqda software was used for data analysis. Based on the findings of the study, five different viewpoints toward the consequences of sectarianism in the organization were found, namely, in-parties’ anti-norm actions, out-parties’ frustrations and passive actions, conflicting interpersonal communication, organizational dysfunctions, and public distrust. Subsequently, based on their level of complexity, the classes were placed on a hierarchy with five levels (in-parties actions, Out-parties’ actions, individual, interpersonal communication, organization, and external environment of organization) and shaped the hierarchical outcome space for different ways of perceiving the consequences of the phenomenon of sectarianism in the organization.

To study the factors affecting the expansion of public participation in tax payment and provide practical solutions to improve the system of public participation in complying with taxpayers is one of the objectives of this study.

Design/Methodology/Approach: 

The phenomenon was explained using cognitive mapping method during the study of the research background and in-depth and semi-structured interviews with tax experts.

After studying the research literature, 53 effective factors in paying tax were identified.Using the available software, the experts' case map was extracted based on relatively strong relationships between the factors. Organizing tax affairs, developing national-religious culture, general institutionalization of tax affairs, ecological features of taxpayers, micro and macroeconomic status and learning from effective international models.

Limitations and Consequences:

 In this study, an attempt was made to extract the initial model using expert opinion and to postpone the quantitative test based on the positivism paradigm in order to test the model and generalize it to future studies. Therefore, the lack of questioning of taxpayers and taxpayers is the limitation of this study. In this study, tax experts and managers of the organization were used to collect information.

Practical Consequences:

 Identify the factors affecting the increase of public participation in tax .

Innovation or value of the Articl:

 In this study, we seek to provide a model for increasing public participation in taxation in order to achieve the process of further participation in tax payment. Knowledge and awareness of the tax culture that governs society is of great importance for policy makers, decision makers and managers in planning.

Development and implementation of safety and health policy is one of the necessities of the organization to reduce accidents and occupational diseases. Policy means the decisions and politics and the purpose of implementing the policy are the activities that it performs directly. Numerous factors lead to the failure to implement occupational safety and health policies. In this study, these factors have been identified and ranked. This research is applied and strategic in terms of survey. The research population consisted of 15 HSE managers in Kerman province who were selected through non-random and purposeful sampling. Data collection tools are interviews and questionnaires and FMEA technique and integrated approach of AHP and fuzzy TOPSIS have been used to analyze the data. Based on the findings, important factors influencing the failure to implement safety and health policies are: Lack of proper organizational structure and lack of funding for implementation. According to the research findings, it is necessary that organizations pay more attention to creating and strengthening the structure of safety and health units and monitor the implementation of safety and health policies by estimating and allocating the necessary budget.

Health and safety policies are implemented in the organizations to reduce occupational accidents and diseases and prevent waste of resources. Policy means the decisions and implementing the policy means the activities that help implementation directly. Numerous measures will reduce the failure to implement occupational safety and health policies. In this research, these factors are identified and ranked.This research is applied and adopts survey as its strategy. The research population consists of 15 HSE managers in Kerman province who are selected through non-random and purposive sampling. Data collection tools are interviews and questionnaires and FMEA technique and integrated approach of AHP and fuzzy TOPSIS are used to analyze the data. Based on the findings, important and effective measures to reduce the failure of safety and health policies implementationinclude reducing the change of managers and requiring new managers to implement safety and health policies, developing scientific programs in accordance with the organization's capabilities and creating an appropriate organizational structure. According to the research findings, it is necessary for organizations to pay more attention to creating and strengthening the structure of safety and health units by carefully planning and changing the approach of managers.

The purpose of this study was exploring the development process of organizational fotorism in public sector. The study is practical regarding to its purpose and in terms of data collection is survey descriptive. In this regard, after reviewing the literature and identifying components explanting the phenomenon of interest the matrix questionnaire including mentioned components was developed and distributed among 15 management professors whom selected as experts using concept sampling  method. In order to data analysis the causal network among components and their levels were discovered and represented in the framework of interpretive structural modelling (ISM) approach. Findings showed that the toxic context of organization through effecting on no satisfied needs of organization members in three levels (1. individual and managerial level, 2. Interpersonal level, and 3. Organizational and physical sources level) is the as the most basic stimuli for tendency to savior in organization. Through interaction of non-satisfied needs of organization members and their perception about savior existence that is in its turn a function of existence of competent reformers, the frustration-hope dialectic will be produced through which causes active expectation of savior advent. Such an expectation causes integration among fotorists and selecting a leader as a petty savior and in a higher level causes fotorists’ material and spiritual promotion and their exemplification in organization.

The purpose of this study is to develop and transform the manpower agility model with the help of fuzzy meta-analysis and fuzzy dimethyl method. Initially, using meta-analysis method, quantitative studies on human resource agility precedents were extracted and 35 models of human resource agility were identified. Then, these antecedents were compiled into 4 categories of macro antecedents, 19 categories of micro-antecedents and 50 components. Human resource antecedents include 23 components, job antecedents 4 components, organizational antecedents 11 components and managerial prerequisites 12 components. Managerial backgrounds oversee human infrastructure development, inhumane infrastructure development, and agility leadership. The comprehensiveness of the components in such a way that it includes all previous researches as well as the use of fuzzy meta-analysis and fuzzy dimtel research method are aspects of its innovation.Finally, using fuzzy dimethyl technique, it was found that the compatibility component is the most important and the passive component is the least important component of this study.

The purpose of this article, within the framework of an interpretive study, was to study the semantics of a universitychr('39')s classrooms to create a critical awareness of the meanings of the symptoms and their functions at the context of physical artifacts, besides their managerial implications. To accomplish this goal, after taking pictures of the structural elements of the studied classrooms of the university, 8 photographs were selected as samples for analysis. The screening criterion for pictures was the ability to learning more from visual texts. Subsequently, the data were analyzed using Saussure and Barthchr('39')s semantic methods. The findings of our research imply the discovery of six myths: the myth of the teacher-student (the necessity of the studentchr('39')s strict adherence to the teacher as teaching and relying on the ideas put forward by him instead of a critical or deconstructive confrontation with those ideas, or co-learning), the myth of order (instilling good sense of order in the organization to organize things), the myth of larger-smaller or master-slave (inevitable creation of class system in the organization),the  myth of ownership-merit (inadequate attention to the use and maintenance of the organizationchr('39')s public property and facilities), the myth of Pat-Mat (lack of comprehensive insight into the planning and mobilization of resources and facilities of the organization).

The purpose of this study is to design an interpretive structural model for consequences of workplace ostracism as a social behavior in an Iranian public organization. In this regard, after studying literature and identifying consequences of workplace ostracism, a semi-closed questionnaire was developed based on likert scale and distributed among 18 experts based on typical sampling. The questionnaires’ statements were screened in two phases using fuzzy analysis. After categorizing consequences, the ISM measure were developed and distributed among experts. Based on findings, the model possessed variables in 5 levels (the first, second and third levels: psychological, cognitive and attitudinal, and behavioral consequences, respectively; the fourth: inter organizational consequences; and the fifth: extra organizational consequences). The results show that the scope of the dysfunctional consequences of organizational ostracism extends beyond the boundaries of individual level to out of organization. Due to such a wide range of destructive effects, identification and management of organizational ostracism are recommended to the managers of the organization under study and the same ones.

Today, across the world, the safety and health of staff and the environment protection are more than necessary. This study aims to identify institutions and institutional demands, as well as their prioritization, to map the institutional network of the Sarcheshmeh Copper Complex to prevent accidents resulting from work and environmental hazards. 

This is an applied and developmental research. The statistical population was personnel of the Sarcheshmeh Copper Complex in 2018. The statistical sample was 115 experts, and the sampling method was purposeful. Interviews were performed for data collection, and the statistical methodology was social network analysis. Centrality indexes were used to prioritize institutional demands, institutions, and organizational affairs.

The safety, health, and environmental demands were grouped into 5 categories and 15 sub-categories. The top-priority institutions' demands were preventing environmental and natural resource degradation, removing air and soil pollution (0.290), as well as monitoring standard or regulation and safety management or occupational health to assure their observance (0.263). The main institutions in safety, health, and environmental demands were the Ministry of Cooperative Labor and Social Welfare (0.344), the Ministry of Health and Medical Education (0.306), Insurance Organizations (0.134), Department of Environment (0.120), and Department of Natural Resources (0.120).

To institutionalize safety and health and protect the environment, increasingly effective interaction with the institutions mentioned above is necessary. These interactionsare effective steps in an organization's legitimacy and survival.

The purpose of this study was to explore the attitudes about the civil disobedience in a public organization. The research strategy was critical discourse analysis and the participants were 20 employees of the mentioned organization who were selected through maximal variation and typical sampling methods. Data collection fulfilled with the use of the semi-structured interview tool until the theoretical saturation. Data analysis was based on Fairclough three-stage method (description, interpretation and explanation). The findings led to the discovery of three discourses of civil disobedience as taboo, natural, and necessary behavior. According to the taboo discourse, civil disobedience is informal and destructive behavior with disfunctional consequences for the organization and is therefore considered unauthorized. In natural discourse, civil disobedience is an algebraic mechanism inherent in the nature of the organization, so that when the current routine of the organization is unable to meet the memberschr('39') demands for justice, a group of them will naturally engage in civil disobedience. In the essential discourse, civil disobedience is considered an acquired phenomenon by those members of the organization who have suffered psychological frustration and obstruction as a result of organizational injustice, and view it as the last resort and remedy for injustice in the organization.

Public participation in taxation has been one of the fundamental goals of all tax systems.moving towards voluntary obedience management is an approach that pays attention to the social and economic motivations of citizens and before the occurrence of disobedience, identifies its contexts and puts the principle on prevention. The purpose of this study is to identify and prioritize the effective factors in increasing public participation in tax payment. Accordingly, 61 components were identified by studying the literature and reviewing the background. The list was provided to the experts during a semi-open questionnaire. As a result of screening these factors, 15 factors were eliminated using fuzzy logic-based averaging. Also, according to experts, 21 factors have been identified as effective factors in increasing participation in tax payment. The results of ranking the options with the fuzzy TOPSIS technique showed that the variables "fairness and equity of the tax system" with the highest coefficient of closeness are in the first place and "gender of taxpayers" with the lowest coefficient of closeness are in the last ranks.

Some organizations invest a lot on employee’s training so that improve performance and productivity, but sometimes that is not effective. So, evaluating effectiveness of training courses and exploring their improvement instructions seems important. In this regard, our study is established in Rafsanjan Industrial Estate companies using follow-up explanations model of mixed methods. To this end, first Kirkpatrick questionnaire that it’s content validity and reliability were verified before, was distributed among a sample of 156 learners. In order to test the effectiveness of courses, one-sample t test were used. The post hoc tests were done using one-way ANOVA. All test were done in SPSS. Then, improvement instructions were explored through deep open interviews with a sample of 68 learners. Interviews were continued up to theoretical saturation and data were analyzed via MAXQDA.  Results showed that effectiveness of held training courses and its aspects (reaction, learning, behavior, and results) were located on a variable domain of middle to much base on different demographic variables in a 95 percent confidence level. Moreover, some instructions about time, site, title, and executive organization of training courses were presented base on research findings.

This research is a metaphorical narrative from one member of a public organization about organizational ostracism to receive a deep understanding about this organizational phenomenon. In this regard, after selecting and inviting participant to research process based typical sampling, the data were gathered through deep interviews up to theoretical saturation. In order to retelling the story, the three phases of transcription, retranscription, and restoring was executed based on three dimensions of narrative structure (interaction, continuity, and situation). Then, thems were explored and codified. Based on research findings, 6 episodes and their corresponding metaphors were explored and represented from research data: 1. Entering into organization and exemplifying (lovebird metaphor); 2. Succeeding in organization and shining (glareola metaphor); 3. Conflicting in organization and incompatibility (offened bird metaphor); 4. Declining in organization and being neglected (captive bird metaphor); 5. Ostracism in organization and banishment (cage bird metaphor); and 6. Plateaue in organization and duality of solace-tension (horror-struck bird metaphor).

The Islamic Revolution of Iran has a cultural essence and therefore, strategic cultural planning is vital in it. Cultural strategic planning requires environmental analysis of cultural system. Relying on the statements of the Leader of the Revolution, the present study has seded to identify the desired situation of this system using content analysis research strategy. The findings identified 6 strengths (the existence of efficient believing force of original value, national idealism, inherent abilities and inner talents, the nation's attachment to mujahedin and veterans, national solidarity and emanation and the existence of knowledgeable imitation authorities) 2 weaknesses (weakness of cultural facilities and bad things), 2 opportunities (weakness of foreign enemy in the face of national force and propaganda weapon), 16 threats (induction of animose, abundant enemy facilities, abuse of general and monsoon issues, assignment of all weaknesses The Islamic system, creating a cold-minded attitude towards the ideals of the revolution, attacking the revolutionary Shia thinking and the foundations of the Islamic government, making people angry against the West, cultural semantics, rumors of dispersion against the Islamic Revolution, stone The conference was conducted to solve the problems of the people, corruption, metano colonization for disbelief, mocking the manifestations of Shia culture, humiliation of the revolutionary Shia cultural flow and referral to the West), the desired situation and the cultural strategic area.

The purpose of this study was exploring the perceptions of employees in a public organization about partisan followership using Zaltman’s metaphor elicitation technique (ZMET) to achieve a deeper understanding of it. To this end, 18 research participants were selected from among the employees of an organization using conceptual sampling. The data sources were images that the research participants had identified in relation to the phenomenon of interest. During the interview session, questions related to the images were posed according to the protocol and later the responses were analyzed to discover concepts and structures. In sum, 35 structures were extracted, out of which the blind followership of partisan follower from leader, Machiavellianism of partisan follower and his/her blind fanaticism for leader, the toxic behaviors of partisan follower, the dysfunctional consequences of partisan followership in organization, the partisan follower’s flattery of the leader, and the hypocrisy and incompetence of the leader met the threshold of choice for the consensus map. According to the consensus map, the Machiavellianism and hypocrisy of partisan follower and his/her blind fanaticism for leader were recognized as causal structures and the other constructs were effects, except for the blind followership of partisan follower from leader which played a mediating role in the model.

Sectarianism in a workplace is a dysfunctional phenomenon that is disruptive in the process of organizational democracy. The purpose of this study is to discover the essence of this phenomenon in public organizations in Herat province of Afghanistan.

The research strategy was descriptive phenomenology and participants were 24 employees from 16 public organizations in Herat province of Afghanistan, selected through a typical sampling to theoretical saturation. Maxqda software was used to analyze the interviews.

The findings of the study showed that the essence of sectarianism in the studied organizations include four categories of sectarian behavioral artifacts as organizing building blocks of this phenomenon: sectarian political behaviors, precedence of sectarian relationships to regulations, discrimination sectarian and leader-member sectarian exchange.

Organizational sectarian behaviors in the domain of research are sectarian political behaviors that are favorable for members of the sect, but to the detriment of public interests, which emerge as sectarian and gender-based discrimination. In this phenomenon, through the leader-member sectarian exchange, members of the sect are regarded by the management as in-group and the others as out-group persons, and thus the in-groups enjoy special interests over other members. For this reason, sectarian relationships are preferred over the regulations.

The purpose of this study was exploring the antecedents of workplace ostracism and their hierarchical relations in the frame of interpretive structural modeling (ISM) in a public organization.

This research is a case study. In order to gathering the data, after reviewing literature and identifying antecedents of the phenomenon of interest, based on the Likert scale a half-closed questionnaire was developed and through concept sampling distributed among 19 members of organization whom they had living experiences about workplace ostracism. Using fuzzy analysis, the questionnaires statements were screened and after categorizing, the ISM measure were developed and distributed among participants.

Based on findings, the model was possessed of 8 factors in 5 levels (the first level: lack of extra-organizational system to monitor and audit managers; the second: dysfunctional properties of organization management; the third: the discrete but coherent-look organizational culture and weakness of inter organization managerial systems; the fourth: features of ostracism target, the dark climate of organization, and breakdown between both sides of ostracism; and the fifth: mistreatment against the target of ostracism). Practical Consequences: The key element to decline the ostracism in the studied public organization and similar organizations is to avoid appointing managers with dysfunctional characteristics in the organization.

The case study strategy reduces the generalizability of the findings. The interpretive structural modeling approach is also not capable of weighting the network of relationships among the factors.

The paper is based on a domestic view to the organizational ostracism and its antecedents.