فهرست مطالب tahereh feizy

One of the main issues of the country is youth unemployment. As the country's largest employer, the government is responsible for policy-making to reduce youth unemployment. Given the role that public sector employees play in running the country, the quality of public human resource is of particular importance. Therefore, the impact of employment policies covers a wide range of society and by determining the conditions and manner of entering the service, has a significant impact on the overall performance of the government and the administrative system of the country. In the current situation of our country, which is facing high youth unemployment rates and difficult economic conditions, employment in the public sector has been accompanied by more youth attention and the sensitivity of the issue has doubled. Therefore, the policy making system of youth recruitment and employment in the public sector is of special importance and sensitivity and requires extensive studies and the development of appropriate and effective models. In this regard the aim of the present research is to design a youth employment policy making model in the public sector to use the qualitative grounded theory method, using theoretical sampling method and conducting semi-structured interviews with experts of this field achieves the model.

The purpose of this study is to illustrate the process of applying the “new public management” approach in the country, explain the approach that has been implemented in practice and compare it with the claimed approach.

In this research, a mixed-methods research design has been used. In the qualitative stage, the strategy of grounded theory (Strauss and Corbin’s systematic design) and the theoretical sampling method have been used. In a quantitative stage, a survey and correlation strategy was used and 400 people were selected as a sample using the multistage random sampling method. To estimate the parameters and perform structural equation modeling, the maximum likelihood method has been used in Amos 24 software.

The results of research in both qualitative and quantitative sections show that imitation and convergence with the global trend are the main factors in choosing the "new public management" approach. The results also show the weak effect of choosing the "new public management" approach and the relatively strong effect of specific conditions on increasing the inefficiency of the current management approach of the country. The choice of the "new public management" approach in the country, along with the specific conditions of the management system, has led to greater inefficiency and increased negative consequences.

In a general conclusion, it can be said that improving the three important components of good governance, namely the rule of law, transparency and control of corruption are the main prerequisites for applying the “new public management” approach and its main pillar, namely privatization. Otherwise, applying this approach in the public sector will have much more negative consequences.

If we deem that the organization is an open system and must manage internal and external shocks, we in fact believe that the organization should be resilient; however, there are usually obstacles to achieving this concept. The aim of the present study is to identify the process of the formation of resilience in small and medium organizations through interpretive philosophy, fundamental orientation, qualitative method, and grounded theory approach. The statistical population was comprised of the managers and employees of small and medium companies active in the pharmaceutical industry and the statistical sample was made up of 45 of them. Eighty eight percent of the sample had university education and 51% had postgraduate education. Also, 88% had more than 5 years of work experience. The results showed that the lack of organizational cohesion is the main cause of the creation of a context in which impulses constantly change the direction of the organization and take it out of its original direction. In the present study, this was called vulnerability. In fact, the main reason for the vulnerability of the organization is the lack of cohesion, which can be seen in organizational stress, low productivity, and the loss of growth opportunities. The way out of vulnerability was found to be social capital, because there are ongoing risks inside and outside the organization that must be monitored and managed to achieve resilience. After going through these steps, if social capital is well established and strengthened and intervening factors such as the quality of communication do not negatively affect it, it can be hoped that the organization has reached some kind of depth and tranquility, which is called resilience.

Today, security is a multifaceted phenomenon that requires the involvement of all segments of society.

The present study has been carried out using the inductive approach, qualitative method and content analysis strategy of Supreme Leader's statements in the clergy since 1989 and has been used to present the model with the foundation data theory framework.

The model presented in the form of six categories, including the causal category as the necessity of domain responsiveness to needs (including meeting domestic needs and international presence), the central category as domain institution excellence (including domain science system excellence and domain management excellence), The underlying category is Strengthening the Vigilantes (Including Promoting the Attitudes and Intellectuals of the Students and Clerics and Promoting the Behavior of the Students and Clerics), the Intervention category as External Dangers Affecting Social Security (Including Divisive Factors and Enemy Presence and Activism), Social role-making of the clergy (including the functions of the clergy body and management Advertising) and finally the category of consequences is presented as the realization of social security (including social resilience and national resilience).

The spirit and underpinning of social security is to reinforce people's religious beliefs, and the practitioners of the religion are the clergy and the clergy.

The purpose of this article is to identify the antecedents and consequences of managers’ narcissism. The present study is a descriptive-analytical and cross-sectional one. The statistical population of this study consists of 96 documents and research related to narcissism. The data gathering tool is a review of existing documents and expert interviews. The reliability of the questionnaire was calculated as 0.89 using Kappa Cohen's Index and 0.75 by Waltz and Basel method. Significance coefficients of antecedents and consequences by Shannon entropy method show that among organizational antecedents of narcissism, reduction in social well-being and risk taking are respectively the most important coefficients. The most important organizational consequences of managers' narcissism are performance decline, the prevalence of flattery and crisis management. Among the individual consequences of narcissism, arrogance and arrogance and deviant behaviors in the workplace, social and emotional incompatibility and exploitation of others are the most important factors. Among the individual antecedents of narcissism, sensitivity to criticism is the most important factor. Among the managerial consequences of narcissism, increasing managers' expectations, authoritative decision making, emperorship of managers are the most important and least important factors related to ethical leadership, and the relocation and abandonment of managers. Among the managerial antecedents of narcissistic managers, charismatic leadership and leadership lead to some degree of narcissism.

The purpose of this study is to illustrate the process of applying the “new public management” approach in the country, the reasons for its inefficiencies, as well as its consequences. In this research, “grounded theory” and the systematic design proposed by Strauss and Corbin were used. For collecting data, in addition to semi-structured interviews with experts and management specialists, secondary resources such as texts and archived interviews were used. In this research, purposive and theoretical sampling methods were used and the data were analyzed in the form of open, axial and selective coding. The results of the research showed that convergence and mimicry of administrative transformation policies are among the main reasons to implement the “new public management” approach in the country. The choice of the “new public management” approach in the country considering the general and specific conditions governing the management system, has led to more inefficiency and increased negative outcomes of this approach. In addition, administrative, organizational, economic, social and political challenges have increased respectively. In a general conclusion, it can be said that the components of good governance are, in fact, the manifestation of the existence of the governance and non-governance capacities needed to implement a managerialism approach in a country. Without developing such capacities, the use of the new public management model in the public sector would surely end in far more negative consequences.

The question of why some of the staff leave the organization and others remain has been challenging the minds of writers and managers for years. despite of more than 60 years have passed since the researches of staff turnover , yet these models could not explain the turnover factors exactly. To cover the shortcomings of traditional turnover models, the idea of job embeddedness was introduced in 2001, which, in spite of, over 16 years since presentation of this concept, has been neglected in indoor literature. The present study seeks to explain the job embeddedness model with the grounded theory approach at the National Iranian South Oil Company. Data collection tools were semi-structured interviews. In order to collect information, a targeted sampling method was used for interviewing 27 managers and staff that were familiar with HRM.data. analysis was conducted in three stages of open , axial and selective coding , using “Atlas Ti “ software .Thus , the qualitative model of research was extracted. The result of this analysis indicates extraction of more than 280 basic codes of interviews as well as 24 concept and 15 categories presented in paradigmatic model. On the basis of this model , managers should try to pursue their own responsibilities in the community and shall have an influential element of social welfare and social culture through extensive social interaction .otherwise, day after day, there will see an outflow of staff turnover.

The main objective of this applied research is evaluating the degree of ethic in petrochemical special economic zone organization. The method of the following research is Cross Sectional Descriptive-Survey. The main sampling population was 261 employees (Including managers and staff), the sample of this research was 200 that have been selected by the simple accidental sampling method. Questionnaire is the applied method of the data gathering. Cronbach’s Alfa of this study was 0.97. For analysis of data, the mentioned methods and soft wares have been used: Hierarchical Confirmatory Factor Analysis, one sample T-test and Friedman Test, Also; the SPSS and |Lisrel software. The conclusion has been made that an ethical organization should have three aspects of the moral individuals, leadership and structure. The measure of the ethics in the mentioned organization is less than the average.

Women as half of the population have a direct impact on the development and also removing obstacles to women's active participation in the economic, social and political affairs.

Considering objective, the research is of the fundamental type and based on method it is descriptive-survey. For data collection, Delphi method and questionnaires were used. Also, T-test was used for data analysis. Ministry of Health and Medical Education Department, being the second minisery having the largest number of working women is the statistical society of the current study.

Results indicates that the level of trust(0.80), seeking success(0.67), family support(1.16), belief in women’s capabilities(0.80), organizational support(1.26), equal organizational opportunities(0.71), access to information and communication networks (1.03), gender equality attitudes(0.73), managerial knowledge (0.72), observance of religious rites(0.88), managerial skills(0.91) is less than average among women.

The most important issues that organizations regularly face is that who should be the manager so that she would be able to enjoy the administrative authority, and the power of attracting others contribution. And always when a man and a woman candidate for office management male gender is considered as a weight in the scaling pan and causes victory of males in the selection process. In the Islamic system, women and men are of the same rights, namely, Education and ownership, voting, and generally, in all aspects. However, Indicators of promotion of women in managerial positions in the Ministry of Health and Medical Education is very low and below average.

The purpose of this study is to determine the major and minor criteria and qualitative and scoring standards for assessing written master degree dissertation of behavior sciences fields (Management, Psychology, Education and sociology) of Payam Noor University. 172 assessment criteria were developed after literature review and interview with research method and assessment and measurement professionals, and then were used to construct a questionnaire with likert and rating scales. Then 112 teachers were selected randomly from working and related teachers of PNU in the aforementioned fields. The calculated Cronbach Alpha values for the questionnaire were about 0.99 which indicate the high reliability of the scales. Results of binomial tests with more than 99 percent of confidence show that the teachers confirm the developed criteria. Also based on teacher's opinion, the criteria were classified in three standard categories of: acceptance with no modification, acceptance with minor modification and acceptance with major modification. Finally, scoring standards were estimated by principle component factor analysis.