فهرست مطالب mohammad montazeri

The purpose of this research is to provide a model of factors affecting smart governance in the country. The research method is applicable in terms of purpose, and mixed (qualitative-quantitative) in terms of its implementation, and descriptive-survey type in terms of data collection. The statistical population in the qualitative section includes 28 university experts familiar with the subject, who were selected in a non-probability and judgmental manner. The statistical population in the quantitative part includes all the managers and experts working in South Khorasan governorate and Birjand city governorate of planning administration equal to 420 people, and the sample number was selected using Cochran's formula of 200 people. The sampling method in this section was done in a random stratified manner. A semi-structured interview and a researcher-made questionnaire taken from the qualitative section were used to collect information. In the qualitative part, the fuzzy Delphi method was used, and the data from the interviews were coded and analyzed in the three main stages of open coding; axial coding; and selective coding, and SmartPLS 3 software was used in the quantitative part of factor analysis, and SPSS 22 software was used for analysis. The results of the research in the qualitative part showed that three categories of background factors (equipment and infrastructure, required resources, information and communication technology, statistics and intelligent information, and formation platform), content (cyber security, strategy formulation, intelligent management and intelligent planning) and Structural (smart readiness, smart architecture, and smart administration) are effective on the formation of smart governance in the country. The results of the quantitative section showed that the model is of good quality.

The aim of this study was to determine the understanding of employees' mental patterns of promotion methods in the organization. The research method in terms of applied purpose, in terms of exploratory nature and in terms of data collection, is a descriptive survey that was calculated using the Q (qualitative-quantitative) method of different mental patterns of employees towards job promotion. Among the employees who had more appropriate qualifications and knowledge for job promotion than other employees, 30 employees were selected as the target population by purposeful sampling method and based on the information obtained from the disciplinary command of one of the province in the country, and interviewed them by using Q method. And related cards were distributed among them for Q propositions. Based on the distributed cards, out of 40 statements, 24 final statements were identified and then prioritized by the participants. Finally, based on the findings and results of Q factor analysis, it was found that there are five different mental patterns (justice-oriented, policy-oriented, error-oriented, critics of effective external factors and critics of incompetence) of job promotion among disciplinary command employees. Based on the final conclusion, it can be interpreted that a large percentage of the identified propositions and patterns claim that the job promotion system in the organization is fair and according to the employees 'mentality, the justice factor has the greatest impact on the employees' job promotion.

Purpose of the present study was to investigate and identify the perceptions of employees of Fars Electricity Distribution Company about empowerment of human resources to achieve deeper knowledge in order to plan and make policies in this area. Based on this, by using Zaltman's metaphorical extraction technique, the cognitive structures of employees have been investigated. 12 participants were selected among managers and experts of the mentioned company using concept sampling method; Then, these people were asked for the interview session to choose images that, in their opinion, represent the meaning of human resource empowerment. In the interview , questions related to the images were asked then, the answers were analyzed with the aim of discovering the concepts. totally, fourteen structures were extracted, which were "delegation of power and payment of salaries based on it", "intelligent acceptance of risk", "participatory management", "performance-based relationships", "creativity combined with rationality", "self-efficacy and sense of competence" and "organizational transformation" were identified as the main structures in the consensus map. According to the consensus map, "delegation of power and payment of salaries based on it" and "creativity combined with rationalism", causal structures and "participatory management", "self-efficacy and sense of competence" and "organizational transformation" were considered as affected structures. The consensus map shows that according to the relationships between the structures, organization can create collaborative management and self-efficacy and a sense of competence in employees to empower human resources by using delegation of power and creation of creativity combined with rationalism, which will ultimately leadto organizational transformation.

This research was carried out by analyzing the theme and interviewing 22 university professors and shipping experts on the southern line of Iran. During the coding process, 436 codes, 130 sub-themes, 18 main themes and 6 core themes were extracted and their characteristics in shipping on the southern line of Iran using MAXQDA2020 software were detected. The results showed that: managerial and behavioral conflicts, structural conflicts, environmental conflicts (extra-organizational) and personal conflicts of employees as causal conditions are among the main causes of intergenerational conflicts in Iran's southern shipping line Company. And the solutions and strategies provided by the experts are effective communication, culture building, incentives and conflict management, which are based on the background conditions, which were: organizational culture and structure, employee challenges, rules and regulations, and the weakness of the evaluation system. The performance of employees must be implemented. Also, among the facilitating factors such as: the creative role of personnel in order to reduce and eliminate negative conflict, outsourcing to private sectors, etc. as facilitating factors in this research can make the implementation of solutions easier and speed up.

Increasing transparency in government organizations and institutions' actions increases people's trust, and public participation, strengthens government institutions' legitimacy and acceptability, and aids in building social capital. The purpose of this research is to analyze the strategic drivers affecting the future of transparency in the Islamic Republic of Iran on the horizon of 1414. The current research is both descriptive and analytical, and its methodology is based on a hybrid approach of exploratory design (qualitative-quantitative). After conducting library and literature studies on the subject and interviewing experts, a list of effective factors for the future of transparency was obtained, and by Delphi method, these factors were reduced from 65 to 14. Utilizing the structural analysis method, the cross-effect matrix was designed, and by forming a panel of 20 experts and collecting their opinions about the influence of factors on each other, the data were entered into the matrix. Analyzing the data obtained from the matrix with MicMac software, the influence, impressionability, and effectiveness of each factor were evaluated. Based on the results of this research, five factors were identified: effective supervision of competent organizations; commitment and adherence of officials to religious and revolutionary principles; demands at the general level of society; support for media, a free press; and a free flow of information.

In the present age, which is the age of knowledge, organizations can survive by paying attention to knowledge and its effective management as an organizational resource. Because proper knowledge management will lead to a competitive advantage for organizations and ultimately more success and ultimately organizational excellence. Therefore, this study seeks to identify the pathology of knowledge management in academic centers so that the most important harms of knowledge management in these centers are known and through this, knowledge management can be established in the best possible way. The statistical population of this study is all specialists in the field of higher education management, professors and staff experts in universities of Kerman province. 32 people were selected as the sample group by purposive sampling method. Research data were obtained through open and semi-structured interviews among the sample group. The pathology of knowledge management in this study was investigated using the TOPSIS model and the ranking of knowledge management injuries was determined within the framework of the three-pronged model including behavioral, environmental and structural dimensions. Accordingly, in the category of behavioral factors, respectively, "low motivation and teamwork and job dissatisfaction of employees", "lack of attention to maintaining human dignity and lack of meritocracy", in the category of environmental factors, "underestimation of people's opinions in making changes and Isolation of specialists and scientists "and" Lack of public knowledge and familiarity with knowledge management and lack of movement of society in the direction of knowledge "and in the category of structural factors" Uncertainty of missions and strategies in universities and higher education centers "and" Lack of attention to the program Implementation, weakness in organizational discipline, complex administrative hierarchy, and participatory decision making are the most important disadvantages of knowledge management implementation.

Public trust in government todays faces serious and increasing challenges which have doubled the necessity of trying to influence its future trend. This study has been done with foresight approach and aims to identify strategic factors affecting the future of public trust in Islamic Republic of Iran on the horizon 2045. This research in terms of nature is descriptive-analytical and methodologically is based on mixed approach (qualitative-quantitative). Therefore, after conducting library studies and literature review and interviews with experts, a list of effective factors of public trust in Islamic Republic of Iran by using Delphi method was found and then these factors were minimized from 58 to 15 items. Then, by using structural analysis and the Cross-Impact Matrix was designed and by forming a panel consisting 11 experts and gathering their opinions about these factors, necessary data were entered into the matrix. By analyzing collected data, the influence of each factor was evaluated in MICMAC software. According to the results of this research, five factors including "combating corruption", "transparency", "not preferring of individual interests on public interest", "realization of social justice", and "honesty and integrity of the authorities" were identified as strategic effective factors on the future of public trust in Islamic Republic of Iran.

Resistance economics is a way of countering sanctions against a sanctioned region or country. In the meantime, given the conditions of sanctions, if an organization can strengthen resilience in itself and its employees, it will be more successful. Organizational resilience is a term used to describe an organization's capacity to respond positively or at least adaptively to disturbances, indicating that not only is there resistance to external shocks, but that there is also the capacity to adapt and learn. Therefore, the purpose of this study was to design an organizational resilience model with the approach of resistance economy policies in government organizations. This research is an exploratory research based on interviews with 21 managers of the Ministry of Interior in Qom (governorate, governorates and subordinate districts) in a semi-structured method and purposeful sampling. In this research, a total of 271 codes were identified, among which 20 sub-themes in two main themes could be extracted from the interviews and theoretical topics. The two main themes affecting organizational resilience with the approach of resistance economy policies in governing organizations, external factors (including: economic factors, monetary and fiscal policy, government effectiveness, governance, banking health, export diversification, import dependence, external strength, Reserves and dependence on the oil industry) and intra-organizational factors including: organizational learning and culture, internal resources, innovation and creativity, dynamic competitiveness of the organization, communication, human resources, organizational strategy, organizational agility, productivity and change resistance management. To be.

The purpose of this research is to identify the job preferences of the fourth generation employees, the dimensions, components and characteristics of the fourth generation human resources management specific to this generation and to prioritize the recognition of these preferences for the organization's leaders and human resource managers in the organization. It is of vital importance. In terms of results, this research is considered to be a developmental research, in terms of its purpose,it is an applied research. The indicators related to the fourth generation management of human resources in Iran's government organizations were identified and prioritized based on Delphi analysis and then based on structural-interpretive analysis. The value system factor was placed in the autonomy variable group,it was also determined that indicators such as payment system, job promotion, and communication system are included in the group of dependent variables, and leadership style indicators and feedback system are in the group. The independent variables are placed. Based on the results of this research, the payment system and the feedback system are among the most important motivational factors of the fourth generation of human resources, which managers should consider in designing and establishing a management model and an effective leadership style

this study has been conducted with the aim of understanding the phenomenon of evading teamwork with a phenomenological approach in the General Department of Cooperation, Labor and Social Welfare of Fars Province. The research method of the present study was conducted with qualitative analysis of hermeneutic phenomenology. In order to collect the data, an interview protocol was prepared. The statistical population included 11 eligible experts who were selected using the purposeful and non-probability sampling method, and in-depth and semi-structured interviews were given to them. Qualitative analysis of phenomenology has been used to identify the main and sub-categories of the research. MAXQDA software was used for qualitative analysis. The findings showed that 39 sub-categories were identified by examining and categorizing the descriptive codes obtained from the interview texts, according to the seven-step process of Claysey and according to their semantic similarity and affinity, they have been categorized into 7 main concepts including: inadequacy of the educational system, negative personality traits, weak communication and interactions, inappropriate organizational structure, insufficient knowledge and awareness of employees, lack of budget and financial resources, and negative cultural beliefs. Holsti coefficient was used for the final validation, reliability, transferability and verifiability of the data. The value of PAO in the present study was 0.712, which is greater than 0.7, and the data was confirmed. The results show that the categories of inadequacy of the educational system, personality traits, poor communication and interactions, inappropriate organizational structure, insufficient knowledge and awareness of employees, lack of budget and financial resources, and negative cultural beliefs have a direct impact on teamwork. Finally, practical suggestions were presented to the managers of the General Department of Cooperation, Labor and Social Welfare of Fars province to overcome the challenges and problems of teamwork evasion.

While many studies have pointed to the importance of branding as an important component in marketing, so far many local models have not been introduced in relation to the factors affecting the promotion of a bank's brand in Iran. In this regard, the present study was conducted with the aim of designing a brand promotion model for Bank Melli Iran, as the largest bank in the Islamic world.In terms of purpose, this research is an application that has been done with a mixed (qualitative-quantitative) approach. The statistical population in the qualitative section includes 13 officials of the general offices of Bank Melli Iran and in the quantitative section a sample consisting of 400 customers of Bank Melli has been selected. Semi-structured interview and researcher-made questionnaire were used to collect data in qualitative and quantitative sections, respectively. In the qualitative part of the research, data-based theory has been used to identify the components of the pattern of brand promotion mechanisms of Bank Melli Iran, and in the quantitative part, the partial least squares method has been used to validate the proposed model. In the final phase of this research, using hierarchical analysis process, the components of Bank Melli Iran brand promotion are ranked. The results of validation of the proposed model with the partial least squares technique showed that the proposed model in this research has a good validity. Criteria prioritization also showed that the brand equity criterion, brand promotion criterion, and strategic branding planning criterion are of the highest importance, respectively.

The aim of this study is to design a sustainable productivity model based on environmental knowledge and awareness in small and medium-sized industries using an interpretive structural modeling approach. The research approach was mixed with an exploratory design that consisted of two qualitative and quantitative parts. The participants included 15 academic experts and managers of small and medium-sized industries of Kerman province that were selected through purposeful sampling and snowball sampling methods. The qualitative part was carried out with the aim of identifying the factors related to sustainable productivity by searching in the theoretical bases and analyzing the content of interviews with members of the panel, and the quantitative part was done through the formation of a Structural Self-Interaction Matrix (SSIM). After analyzing data and drawing the model, 16 variables were identified in the nine levels as the drivers of sustainable productivity in small and medium-sized industries. Meanwhile, two factors including green management and green innovation have the highest influence and guidance, and managers must consider these factors as the foundation stone of sustainable productivity in small and medium-sized industries.

As one of the main consumers of electricity, industries account for in releasing a large amount of emission. Using renewable energies to feed factories is not an easy task and they should be economically viable to compete with fossil fuels. The goal of this study is to analyze the possibilities of using energy local area networks in off-grid and on-grid modes in an industrial project by considering and calculating all primary and deferrable loads in detail for the first time. The industrial project is sensitive and all possibilities should be considered closely to avoid economic losses. In this case, changes in electrical loads during the project, degradation of components, environmental risks, and economic risks of the investment (for each scenario) are considered and determined too. The results indicate that component degradation can cause 24,000 kWh drop in total electricity production at the end of the project and the total biogas consumption increases from 742 kg/yr to 9330 kg/yr. The results also show that the on-gird scenario (solar/battery) with the Net Present Cost of 200,000$ will be an easy and low-risk choice for investment, but has high environmental risks. On the other hand, the stand-alone scenario (solar/wind/bio/battery) with Net Present Cost of 598,000$ minimizes the environmental risks at the expense of high investment risk. A proper comparison between the multi-year and single-year modes at the end of the project ensures the high accuracy of techno-economic analysis in terms of optimum system types, emissions, and economics.

Organizational commitment is a continual process by which administrative staff believe in the values and goals of their organization and strive for them. Sometimes, they do not fulfill their commitment and as a result, underachievement, absenteeism, and irresponsibility would arise. The aim of the present study is to offer a model for factors affecting non-fulfillment of organizational commitments among school principals of Kerman Province. This study was applied in purpose and mixed in method. The population in the qualitative part was education experts of Kerman province with management and policy-making experience 20 of whom were selected by purposeful sampling to reach theoretical saturation. In the quantitative part, 153 out of 256 principals and vice-principals of the first and second secondary schools of Kerman province in the academic year of 2021-2022 were recruited following Cochran's formula, using multi-stage cluster sampling. A semi-structured interview and a researcher-made questionnaire were used to collect data. The validity of the questionnaire was estimated 0.61 using the average variance extracted, and its reliability was 0.95 and 0.86 using Cronbach's alpha and composite methods, respectively. Data were analyzed with open, axial and selective coding and structural equation modeling in SPSS-26 and PLS 3. Results showed that all the components of non-fulfilment of organizational commitments were identified and confirmed

Compared to other modes of transportation, urban rail systems are more efficient and reduce greenhouse gas emissions due to savings in fossil fuel consumption, and today, due to traffic problems and air pollution Cities are considered a priority, but the implementation of urban rail projects, especially the metro, requires huge budgets, so all opportunities should be used to secure the desired budget in advancing the programs. In line with the sustainable development of countries and the management of greenhouse gas emissions at the global level, opportunities are provided for the development of environmentally friendly projects in developing countries, and according to the information of the United Nations Climate Change Convention as a reference, until September In 2019, only in the transportation sector, 30 projects from different countries, from a minimum of 239 tons to a maximum of 536,000 tons, have registered a reduction in annual emissions and have benefited from the benefits of these opportunities, with the aim of introducing sustainable development mechanisms and the Green Fund and Also, the case study of Tehran's long-term metro network in terms of the potential of this network compared to the registered projects of the United Nations Climate Change Convention has been considered in this research.

Translating Hindu works into the Persian language in the Indian Subcontinent has been done in various periods, particularly during the Jalāl al-Dīn Muhammad Akbar period. The main question of the research is that in each period which groups of Muslims showed interest in the translation of Hindu works and what were the motivations of Jalāl al-Dīn Muhammad Akbar for creating a “school” (Maktabkhaneh) for the systematic translation of Hindu works? It seems that the actions of Akbar in translating Hindu works were done to remove Shari'a from the court and include religious minorities especially Hindus in the affairs of the state. According to the findings of this research, although Muhammad Akbar's actions in translating Hindu works and introducing these works to Muslims were due to religious tolerance and rapprochement between religions, because of the unique conditions of the subcontinent at the late Bāburids period these actions raised conflicts between Hindus and Muslims and religious tolerance became more difficult.

The main purpose of this study is to analyze the sociological relationships between the characteristics of the fourth generation of human resources (anti-generation) in the workplace. FUZZY DEMATEL (FUZZY DEMATEL) Fuzzy Dimethole Intermediate Relationships The extracted features are measured in terms of impact and effectiveness as well as causal relationships between the components. Thirteen features are extracted for the fourth generation of human resources. Feedback and pragmatism variables have the most impact on other characteristics of the fourth generation of human resources and the two characteristics of communication with social media and pragmatism have the most impact than other characteristics. They interact with other characteristics of the fourth generation of human resources. Assessing the cause-and-effect relationships between variables revealed that the components with high expectations, technology-based, load-oriented, skill-oriented and pragmatic as five important and key causal characteristics in management and Leadership is the fourth generation of human resources.of human resources

Retirement occurs at a stage of the life cycle when the capacity of people to adapt to new life conditions is limited. When a person's retirement is planned for him, he will face it easily, in this regard, one of the measures that can be taken by organizations is to empower the employees who are about to retire. Therefore, the main goal of this research is to identify the mechanisms of empowering employees on the verge of retirement and the relationships between them, and finally provide a model of empowering employees on the verge of retirement in Iran's electricity industry. Considering the nature of the subject, the present research was conducted using qualitative method with Grounded theory. The data was analyzed after interviewing 14 experts of the electricity industry who were selected by snowball sampling method, and a total of 357 codes, 70 concepts and 18 categories were identified. After open coding, from the analysis of qualitative data, a axial coding paradigm was formulated, based on which, the line of communication between research categories including causal conditions (preparing the individual and the organization to face the retirement period), the core category (implementation of employee empowerment programs about to retire), context conditions (promoting factors of employee empowerment on the verge of retirement), intervening conditions (inhibiting factors of employee empowerment on the verge of retirement), strategies of empowering people on the verge of retirement and consequences were identified. In the following, based on selective coding, components of qualitative research model were described.

Resistance economy is a way to deal with sanctions against an embargoed region or country. In the meantime, considering the conditions of sanctions, if an organization can strengthen resilience in itself and its employees, it will be more successful. Organizational resilience is a term to describe the organization's capacity to respond positively or at least adaptively to disturbances, which shows that there is not only resistance to external shocks, but also the capacity to adapt and learn. Therefore, the purpose of this research was to design a model of organizational resilience with the approach of resistance economy policies in governmental organizations. This research is an exploratory research based on interviews with 21 managers of political, security and social organizations and senior and expert experts of Qom province in a semi-structured way and with targeted sampling. In this research, a total of 271 codes were identified, among which 20 sub-themes were extracted from the interviews conducted and the study of theoretical themes. Two main themes affecting organizational resilience with the approach of resistance economy policies in governing organizations, external factors (including: economic factors, monetary and financial policy, government effectiveness, governance, banking health, export diversity, import dependence, external strength, reserves and dependence on the oil industry) and internal organizational factors (including: organizational learning and culture, internal resources, innovation and creativity, dynamic competitiveness of the organization, communication, human resources, organizational strategy, organizational agility, productivity and management of resistance to change ) are included.

Proper knowledge management leads to competitive advantage for organizations and ultimately more success and ultimately organizational excellence. The survival of organizations depends on the effective management of knowledge, as. The purpose of this research is to stratify the damages of knowledge management development in universities in the framework of the three dimensional model and interpretive structural approach, so that knowledge management can be developed in the best possible way.

Statistical population of all higher education management specialists, professors and staff experts in There are universities in Kerman province that with purposeful sampling method, 32 people formed the research sample. Research data were also obtained through open and semi-structured interviews among the sample group. The disadvantages of knowledge management were identified in the framework of the three dimensional model, including behavioral, environmental and structural dimensions.  

Accordingly, the main harms of the behavioral harms are: "low risk-taking and lack of commitment of managers and employees to knowledge management", in the dimension of environmental harms, "lack of need and demand for knowledge management by society" and in the dimension of Structural disadvantages "Lack of transparency and facilitation of rules and instructions and ambiguity of mission". The main influential factors in the dimension of behavioral injuries are "low motivation and teamwork and job dissatisfaction of employees", in the dimension of environmental injuries, "combating people's opinions in making changes and isolating experts and scientists". And in the dimension of structural damage, "the ambiguity of missions and strategies in universities and the lack of attention to the necessary planning in the field of implementation".  

so The most important achievement of the research is that in order to remove the damage of knowledge management development, it is necessary to pay attention to the behavioral dimension of "low risk tolerance and lack of commitment of managers and employees towards knowledge management" as the most influential factor.

Nowadays, many studies of management science researchers have been directed towards work teams in order to increase the effectiveness and efficiency of the organization's activities. In such a way that the topic of teamwork has always been assigned a special place in the literature of transcendental organizations. The noteworthy point is the other side of this coin (escape from teamwork), which seems to have been less studied in researches. Therefore, this research has been conducted with the aim of identifying the cause and effect relationships as well as the impact and effectiveness of the calculated factors of escaping teamwork in the theoretical literature of various researches.Fuzzy DEMATEL technique was used in this research. It was used to collect data from the participants who were selected through purposive sampling. After identifying the factors affecting the escape from team work from the background of the subject, the Fuzzy DEMATEL method was used to analyze the situation of cause and effect relationships and also to determine the degree of influence and effectiveness among these factors.

The good governance is of new subjects attracting the attention of international scientific gatherings in the past two recent decades. Researchers have explained about good governance, regarding political, economical and social dimensions, and economic, political and social stable developing aims. But due to complexity of the subject of governance, there is the necessity to formulate widespread attentions, and instead of presenting various lists and indexes of the characteristics of good governance, to plan the models expressing different aspects of this multi-dimensional phenomenon. Extensive research has been done in this regard, but what is expressed is that the pattern of good governance is developing in proportion to the state conditions of the countries (including political, cultural and religious factors). With a qualitative approach using grounded theory, this research attempts to investigate good governance hallmarks, according to Imam Ali’s (Greetings upon him) views, in the forms as presented in the discourses and letters in authoritative Nahj Al Balagha, as an Islamic and religious reference, and then by presenting new model in this regard, compare it with common good governance models. Hence the text of Nahj-al Balaghe was analyzed in three different phases including open coding, axial coding and selective coding. The results showed that the scholarly behavior, as an axial phenomenon and in interaction with other factors, creates the Good governance model from the viewpoint of Imam Ali (Greetings upon him) (Consequences). The way of interactions between these factors is shown in the final model in the research. Finally, the presented model is compared with common models of good governance

Abstract
Efforts to improve employees and especially managers motivation in public sector is one of the major concerns in public administration researches. These efforts have led to several theories including public choice theory, agency theory, stewardship theory and public service motivation theory that consider some factors that effect on motivation of public sector managers. This paper based on an interpretive structural approach and using two data collection methods including interview and questionnaire, tries to study effective factors on managers' motivation for serving in public sector. In this regard, using judgmental sampling, 16 top managers from one of provinces with semi-structured approach were interviewed and interviews text was coded into 13 general categories as effective antecedents on manager's public service motivation. Then, a questionnaire based on a Likert scale containing these factors was given to sample members. The results were analyzed using interpretive structural modeling technique, and finally determined the correlation and sequence of antecedents. The results showed that religious and belief foundations and society-oriented attitude constitute the basis of creating, maintaining and improving motivation of managers to serve in public sector.
In public administration literature, various theories have been proposed to explain the motivational factors in the public sector (Ritz, Brewer & Neumann, 2016: 415). Some theories such as public choice theory and agency theory do not differentiate between the motivation of individuals in the public and private sectors and the maintenance and fulfillment of individual interests is the most important motive of individuals for hiring in public organizations, especially in administrative positions (Alvani, 1997: 7). Other theories consider motivation in public and private organizations different (Perry, Hondeghem & Wise, 2010: 682; Homberg, Tabvuma & Heine, 2014: 2; Kim & Kim, 2016: 183).
Perry and Wise (1990) developed the first conceptual definition, and typology of the motivations for public service such as rational, normative and emotional motives (Kim & Vandenabeele, 2010: 703). While, the values associated with the public service motivation are different even in local and regional realms and this causes the factors that cause or strengthen public service motivation are not identical (Vandenabeele et al., 2004: 2). In this research, it has been tried to obtain experts opinions with Interpretive Structural Modeling approach (ISM), to identify and communicate among the effective antecedents on motivation of managers to serve in the public sector.
Case Study
The present study is based on the interpretive structural modeling approach and expert opinions have been developed to identify and communicate among the effective antecedents on the motivation of service in public sector through Delphi technique. Two methods of interview and questionnaire were used to collect data in this research. In the interview section, 16 managers from general offices of one of the country's provinces, who had been in management position in the last five years and had been employed more than 10 years in the public sector, was interviewed.
A protocol was signed before the interview was conducted to ensure ethical considerations. Interviews have been done in semi-structured form and with this question that "what is your most important motive for working in the public sector and this position?". The time of each interview based on participant willingness was from 30 to 60 minutes. All interviews were recorded and scrutinized for several times to extract key points, and for coding.
After studying of 11 interviews, 122 concepts and 13 categories were been emerged. The results of coding the interviews showed repeated concepts and categories. In stage of using questionnaire, a questionnaire was been formulated based on a Likert scale containing antecedents of service motive in the public sector was been drawn from interviews with experts. After coding the interviews, the categories that extracted in the coding process, were exposed to experts' comment in the form of semi-closed questionnaire.
Discussion and As result, the 13 variables are divided into four categories. a) Autonomous variables: including the variables having weak driving and dependence power that are relatively dependent on the system due to poor communication with the system. The political stimulus variables (8), the reduction of bureaucracy (9), and system support from the manager (10) are included in this category. b) Dependent variables: including the variables with low driving power and high dependence power. Client satisfaction (2), low attention to individual economic interests (4), organizational empathy (4), service motivation (6), social position (7), and employee competencies (12) are included in this category. c) Linkage variables: non-static variables that have high driving power and high dependence power that affect any type of change in the system. In this study, none of the factors have been identified in this category. d) Independent variables: including the basic variables in the model that have high driving power and low dependence power. Community-based attitude (1), religious and belief bases (3), individual competencies (11) and meritocracy (13) are in this category. This category acts as the cornerstone of the model and has to be emphasized in the first place to start the model function.
The results of this study indicate that two factors including religious and belief bases and community-oriented attitude are the main motives of managers for serving in the public sector. This means that in order to create, sustain and improve the motivation of managers to serve in the public sector, it must be started from strengthening and reinforcing of managers' faith and belief bases that itself is reinforcing their community-oriented attitude. There are many religious bases in Islam which are encouraging people to serve more and more for public interest. As strengthening of these religious bases, the attitudes of individuals, especially managers, move from individualism and self towards collectivism and society-orientation. As a result of strengthening these two factors, managers emphasize on meritocracy. This climate provides context for actions such as reducing red-tape bureaucracy, different support from managers and employees, increasing organizational empathy, improving staff competencies, improving clients' satisfaction, and these interactions can promote the motivation of managers to serve more in the organization. Therefore, it seems to be a comprehensive planning to improve the motivation of managers in the public sector so that all factors move in harmony with the common purpose.