جستجوی مقالات مرتبط با کلیدواژه "governmental organizations" در نشریات گروه "علوم انسانی"

The present research aims to design a model for the political intelligence of the managers of governmental companies in terms of the effective governance model. This is an applied study with respect to its objective, and a mixed study with respect to its method. In the qualitative part, the statistical population includes 15 experts; that is, senior managers of the governmental section, and in the quantitative part, it includes the managers and employees of governmental organizations. Of these, a sample of 384 individuals was selected. The main tool for data collection in the qualitative part is semi-structured interview, and the in the quantitative part is the researcher-made questionnaire. The validity of the questionnaire was confirmed through the content validation method. To assess the reliability of the questionnaire, Cronbach’s alpha coefficient was calculated. The hypotheses were tested with the technique of partial least squares and the PLS software. The results of the qualitative analysis includes 15 themes: language games, stress management, practical knowledge, organizational changes, having a political character, manipulation of feelings, human resources, explicit truthfulness, entrepreneurship, power dynamics, manipulation of information, social games, economic factors, policies and laws, and organizational culture. In accordance with the obtained results, the themes were put on 8 levels. Then, 15 hypotheses were put forward, which were analyzed and then confirmed by drawing on structural equations.

The effectiveness of strategic plans and the performance of government organizations depends on their perspective; Therefore, it is important to develope a vision that meets the needs of the society and the organization with an institutional approach. Thus , in this research, the development of the perspective of government organizations of SarvAbad city was discussed with an institutional approach. In the first stage of this research, the indicators and components of the perspective of government organizations were identified using thematic analysis, and in the second stage, these factors were evaluated using the survey method. In the first stage, the statistical population was experts (15 people) and in the second stage, managers of government organizations (81 people). To measure the validity of the research components, the relative content validity coefficient and the content validity index were used, and for their reliability, the Cohen's kappa coefficient was used. As a result, the perspective of government organizations with an institutional approach was developed as follows: "Government organizations of SarvAbad city in the next 10 years will be organizations with optimal organizational performance, providing competent services, ethics-oriented, with efficient human resources, and participation-oriente, knowledge-oriented and development-oriented rules." Finally, the perspective developed by the experts was evaluated by seven factors of brevity, clarity, abstraction, challenge, future orientation, stability and desirability, which statistical results confirmed its acceptability according to the experts.

the current research was carried out with the aim of identifying and explaining the antecedent and consequent factors of Micromanagement in governmental organizations. This study which simultaneously used two quantitative and qualitative approaches, is applied research based on purpose and exploratory in terms of method. The statistical population of the study was the managers of the governmental organizations of Lorestan Province and the professors of Lorestan University, the sample members were selected using the purposeful sampling method and based on the principle of theoretical adequacy, the views and opinions of 30 of them were examined, the information and data Required, collected and theoretical saturation was achieved. The tool for collecting information in the qualitative part is an interview and in the quantitative part is a questionnaire, whose validity and reliability were confirmed. In the qualitative section, the data obtained from the interview were analyzed with the Atlas.ti software and the coding method, and the antecedent and consequent factors of Micromanagement were identified. In the quantitative part, using the Delphi Fuzzy method, the priority of these factors was determined. The results of the research indicate that in the among, lack of trust in employees by the manager, manager's fear and negative attitude towards delegating authority, were identified as the most important antecedent factors of Micromanagement and also, Increasing employee stress, Dependence of employees on the orders of the manager as the most important consequence factors behind this style of management in government organizations.

 The aim of this study was to analyze the consequences of political networking in the policy-making system in governmental organizations in Lorestan province.

Design/Methodology/Approach: 

The statistical population of the study consists of managers of governmental organizations in Lorestan province. Using the principle of theoretical adequacy and purposeful sampling method, 16 of them were selected as sample members. In the qualitative part of the research, semi-structured (in-depth) interviews were used to collect data, the validity and reliability of which were confirmed using CVR coefficient and Kappa-Cohen test, respectively, and the data obtained from the interview using software Atlas.ti and the coding method of analysis and the consequences of political networking in the policy system were identified. On the other hand, in the quantitative part, a questionnaire was used to collect information, the validity and reliability of which were confirmed by content validity and incompatibility rate. 

Research Findings:

 The findings of the qualitative section indicate that sixteen factors were identified as consequences of political networking. Also, the findings of the quantitative section are prioritizing and recognizing the degree of importance of the consequences of political networking in the policy-making system using the fuzzy Delphi approach

Limitations & Consequences: 

The neglect of political networking, especially in domestic research, has led the present study to reduce the aforementioned theoretical and conceptual gap.

Practical Consequences: 

 Political networking has the potential to facilitate policy-making in complex situations by injecting new strategies and policies.
Innovation or value of the Article: This study analyzes the consequences of political networking in a way that has not been used before, which provides a more complete concept.

One of the important tasks which has been provided in the Constitution for the government is to establish proper administrative system and eliminate unnecessary organizations. After decades of this ruling and the approval of various norms, the government has not yet been able to organize the administrative system in accordance with the aforementioned task. One of the reasons for this failure is the lack of a clear view of the elements of a proper administrative system, especially about the elimination of unnecessary organizations. This article tries to answer the following questions by taking a descriptive-analytical method and analyzing the comments of the Guardian Council: what does eliminating unnecessary organizations mean? What are the responsibilities of government powers in fulfilling this task? The findings of this paper are summarized as follows: The term "unnecessary" includes the organization disproportionate to the missions and the description of the legal duties of the government. Parallel, repetitive, non-functional organizations within the competence of the government are considered as examples of unnecessary organizations. This task is mostly addressed to the executive branch, but other branches of government also have responsibilities in this regard. Finally, there is no significant practice for invoking the "elimination of unnecessary organizations" in the Guardian Council's Opinions.

Attention to the environment and human resources of organizations is one of the main components of sustainability and increases environmental maturity. Considering the research gaps, providing an appropriate model for organizations that includes the underlying mechanisms related to green human resource management (GHRM) and human resource management processes is required. This study seeks to provide the most practical GHRM model for Iranian governmental organizations using the best GHRM practices in human resource management and reformulation of theories and models.

The context required for the establishment and implementation of GHRM in governmental organizations was examined. By studying 26 articles of reputable journals (1997-2020) and interviewing 17 experts (academic and human resources professionals), the theme analysis was used to data investigation. Using the extracted themes and concepts, a model for GHRM was developed in Iranian governmental organizations, including content, context, and outcomes.

Education and culture, policy and economic issues as environmental factors affecting GHRM were obtained. Green organizational culture along with selection and employment, training and development, participation and empowerment, management and performance appraisal were identified as the GHRM components.

The results showed that GHRM has a positive effect on individual, organizational, extra-organizational consequences and considering the challenges and limitations of the proposed model is helpful in applying GHRM in Iranian governmental organizations. This model is effective to achieve sustainable development of human resources and change the attitude of strategic managers and recruitment patterns for human resource managers and in a practical context for operational employees.

One of the key factors for the survival of governments is constant promotion of performance management in their organizations. This means that if governmental organizations sufficiently respond to different needs of the society, they provide the basics for organizational development and growth. Since there was no model in the context of social performance management in governmental organizationsthis study aims to design this model. After approving the model using Delphi technique as well as gaining the opinions of experts in two intervals with over 80% agreement, the model was presented. Next, 10 major dimensions, 39 components, and 136 indexes were extracted as model items. Then, the model was tested by the panel of experts and it was approved. In terms of objective, result, and data, this study is descriptive and applied using both quantitive and qualitative data. The population of this study included governmental organizations of Najaf Abad. In the quantitative section, 94 researcher-made questionnaires were distributed among senior executives. Finally, for data analysis, confirmatory factor analysis and SPSS and Smart-PLs were used. The factor loadings of all items were above 0.4; therefore, the model was reliable. The objective was to present a model for governmental organizations to promote resilience in social accountability and excellence of governmental organizations in productivity.

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.

The purpose of this study is to identify the effective dimensions and components in designing a model of occupational safety and health management system for Iranian government organizations..This research is applied research and it is among the applications of developmental research. The statistical population of this study consists of two groups. The first group consisted of 30 experts and the second group consisted of all employees of governmental organizations in Kerman province with 77528 persons that the sample size in this area was determined using Cochran formula of 384 individuals. The research instrument is a researcher-made questionnaire whose validity has been approved by experts and its reliability has been confirmed as such reliability of elements of organization space 0.994, management and leadership 0.738, planning and organization 0.779, deployment and implementation 0.971, evaluation 0.785 and the revision and improvement is 0.939. Data were analyzed using SPSS software and Smart Pls.The above-mentioned research model also shows that all elements include organizational space, management and leadership, planning and organizing, deployment and implementation, evaluation and revision, and action to improve have a significant impact on occupational safety and health management system and all components except integration have significant impact on deployment and implementation elements.Comprehensibly, this model can be used as a tool for empowering managers with the knowledge of the occupational health and safety management system and its deployment in government agencies.

Merit-phobia is considered one of the organizational diseases in governmental organizations, which has hindered the favorable appointment process. Therefore, the purpose of this study is to Designing a merit-phobia model of the managers of governmental organizations in Lorestan province. The present study has a qualitative design and uses the grounded theory method. Participants in the study were managers of government organizations in Lorestan province. Data were collected through purposive sampling with 20 managers using semi-structured interviews. In the process of data collection and analysis, the grounded theory method proposed by Strauss and Corbin was adopted. Six main categories and 45 concepts were extracted from the interviews. The findings revealed that conditions such as the weakness of the succession system, fear of losing position, traditional management systems, narrow-mindedness, partisanship, lack of a decent career path bring about the phenomenon of managers' merit-phobia. Factors such as unhealthy competition, politicization, greed, the relationship-oriented culture, and nepotism provide a background for managers' merit-phobia. According to the findings, salaries and benefits, selfishness, dependence on power, utilitarianism modify this phenomenon, which leads to consequences such as dwarfism, reduced investment of knowledge and skills for the future, reduced efficiency and effectiveness, job boredom, degradation of the manager's social reputation, increased the employee voluntary leave, reduced organizational creativity, and lack of organizational progress. Finally, the study model was approved by experts.

The increasing importance of performance appraisal in government organizations has led to an ethical vacuum, attention to social responsibility, and setting criteria for these factors in the performance appraisal process. Common performance appraisal models in organizations are not able to identify and evaluate these criteria. Therefore, the purpose of this study is to design a balanced scorecard model developed at three levels of management in Iranian government organizations to identify and determine ethical criteria and social responsibility to fill the gap. The research method in this research is exploratory in terms of nature and in terms of implementation method, and the data collection method in this research is a field that was first modified, expanded, developed, and developed with semi-structured in-depth interview tools with experts of identified variables or factors. Then, to find the pattern of relationship between factors, a researcher-made pairwise comparison questionnaire was designed, which was determined using the fuzzy hierarchical evaluation method. Analysis of data and information was also performed by Expert Choice software. Findings from the design of the model show that in Iranian government organizations, top managers in the field of ethics and social responsibility by the criterion of "employee satisfaction", middle managers to "minimize the costs of procrastination and harm" and basic managers to " "Self-audit of managers" should be given the most attention.

This study sought to design a framework for teaching foresight to top managers of governmental organizations in the Islamic Republic of Iran. First, the research literature in three areas of "management of governmental organizations", "foresight" and "teaching foresight" was reviewed. Then, using the "Grounded Theory" method and using the "in-depth interview" tool, first-hand data were collected. This data in three different phases, through "open coding, axial coding and selective coding", were analyzed. Based on the research findings, a general framework for teaching foresight to top managers of Iranian governmental organizations was presented in which in addition to the category of foresight education as a axial category, other categories related to this field such as causal conditions, contextual conditions, intervening conditions, strategies and consequences were also introduced. Therefore, this macro framework can be used as a general model for teaching foresight to top managers of governmental organizations in the Islamic Republic of Iran.

Today, widespread changes in the economic, social and competitive environment of organizations, their effectiveness has faced serious problems and has led them to become high-performance organizations. High-performance work systems are organizations that, by adopting a different management approach than other organizations, try to increase their level of performance through more employee participation and intervention in the organization's activities. The present study aims to explain the pattern of formation of high performance systems with the approach of reducing organizational disobedience in government organizations in order to fill the wide gap in the study of organizational behavior, to help organizations reduce the destructive consequences of organizational disobedience. Therefore, considering the combined approach in the qualitative sector, using the method of content analysis and in-depth interviews with 20 public management experts, has explained the theoretical model of high performance with the approach of organizational disobedience. This model consists of four main themes: 1) High-performance work procedures with an organizational disobedience reduction approach (procedures at the structural level and procedures at the team level); 2) results (team results and organizational results); 3) mediating conditions (vandalistic behaviors); 4) The conditions of the context (cultural context and organizational context). Then, in the second step, using the technique of confirmatory factor analysis and structural equation modeling among 375 managers and employees of government organizations in Kohgiluyeh province, the resulting model was fitted, validated and tested. The results show that the relationships between the research variables are positive and significant.

In the new millennium organizations, there is a strong emphasis on intangible assets such as innovation, creativity, entrepreneurship and knowledge capital. These organizations focus on human resources and thus take steps to overtake their competitors. Since the succession program trains and prepares the right people to fill key positions, it can be an effective strategy for nurturing competent managers and leaders. This study aims to design a model of talent-spotting and succession program in public organizations. In this meta-combination research, previous related literature and its findings analyzed with emphasis on public organizations. The research statistical population are related studies and the data collection tool are library secondary data studies. In this regard, 56 articles, in line with the purpose of the study, were selected from among 327 researches in talent-spotting and succession program and evaluated. Finally, the initial model was presented and the results of the meta-combined method validated by the opinion of experts. The results indicate a comprehensive model of talent-spotting and succession program in six categories including internal organizational factors; talent-spotting process; succession competencies; development and empowerment; sustainability and strategic alignment, with 20 concepts and 244 classification codes. The findings of this study can provide a good roadmap for identifying and establishing a talent-spotting and succession program in public organizations with a view to the future.

Today, human resources are considered as the most important asset in order to gain a sustainable competitive advantage in organizations. Employees' behavior and attitude toward work is an important factor in achieving the goals of the organization. The main purpose is the typology of toxic employees in governmental organizations in Gilan province. The research method in this study is qualitative and semi-structured interviews were used to collect data. The statistical population included managers and specialists in the field of human resources of government organizations in Gilan province, that 15 people were selected using purposive sampling. In order to analyze the data, by performing content analysis with inductive approach, the characteristics of toxic employees were classified in to 10 categories. Then typological analysis was applied on the obtained classes. The typological construction in this study was based on an operational strategy and finally, based on two dimensions of toxicity (low/ high) and consequences of toxic behaviors (individual/ organizational), four types of toxic employees named A,B,C and D were identified in governmental organizations of Gilan province. The findings of this study showed that personal, family, organizational and environmental contexts play a role in the formation of toxic employees and the presence of toxic employees in governmental organizations leads to consequences for employees and the organization. Also, the methods of exposure and treatment of toxic employees were divided into two categories of prevention and treatment. We came to the definition that toxic employees are individuals who, for personal, family, organizational, and environmental reasons, engage in intentional and contagious behaviors that are contrary to the values and norms of the organization and cause harm to the organization, its Employees and assets.

Corruption is a major obstacle to economic development in the 20-year vision of the system. This article has investigated the level and causes of corruption in governmental organizations of Kurdistan province with criminological approach. Inspired by theoretical approaches, it was developed the theories at three levels of macro, median and micro for explanation of corruption. This research was conducted in a quantitative approach by survey method in 2017. It has used "perceived corruption" approach to measuring of variables. The data collected using questionnaire from 242 citizens aged 25-64 years resident in Sanandaj, Saqez, Marivan, Bijar and Ghorveh who selected in multi-stage sampling methods. The questionnaire was verified through content validity, factor validity, and internal consistency. The data analysis was done in SPSS. The results showed that the incidence of corruption in governmental organizations is very high and statistically significant. As well, the variables of the weakness of external controls, the weakening of moral values, the much individualism, the economic inequality, the prevalence culture of corruption, not having hope for the future, and the weakness of internal controls are among the most important reasons for corruption. The multivariate analysis showed that the three variables of external controls, moral values ​​and inequality had the most effects on dependent variables and predicted approximately 71% of it changes. This research has a strong theoretical and empirical support and in order to deal with problem, has provided the solutions.

The purpose of this article is to investigate the role of Sovereign policies in Iranian governmental organizations in a way that leads to fostering employee loyalty in various personal, professional and organizational areas.In the first part, in order to provide a comprehensive model, the qualitative meta-hybrid research method was used. A number of academic experts and government managers were purposefully sampled and the initial research model was formed by identifying categories, concepts and codes. In the second part, 292 questionnaires (classification sampling) were distributed among the staff of Qazvin province by evaluating the content validity and opinions of experts in order to apply the model in government organizations. Data analysis was performed using confirmatory factor analysis. Based on the results of creating a relationship between psychological concepts with dimensions, components and categories of personal, professional and organizational can play a significant role in improving employee loyalty to policy makers.

In an era where rapid and increasing change is one of its characteristics, the pace of decision-making has also created conditions that have shortened the time for interaction, reflection and decision-making for managers.In fact, today's managers find themselves forced to make more decisions about a wider variety of issues and problems in a shorter period of time. Therefore, the purpose of this study is to provide a model to explain the decision-making system in government organizations in Kurdistan province. The present research, descriptive-correlational which is of survey research type, is among applied ones that was done as a field study. The population of this research included all senior managers, managers and experts of Government organizations To do the research, 358 persons were chosen as our research Statistical population. Based on the findings of literature review and interviews with experts of government organizations, theme analysis and the use of four rounds of Delphi method, the final conceptual model of the research including 5 main dimensions and 76 sub-dimensions was extracted. Then, using the structural equation modeling method, the model of measuring the components of the model and the structural model of the whole model were validated. Based on the research findings, the dimensions of "individual factors (I)", "structural and process factors (S)", "executive factors (A)", "organizational factors" and "environmental factors (E)" explain the model of the decision-making system in government organizations in Kurdistan province.

Today, the legitimacy of government organizations is declining, and organizations must adapt to normative, coercive, and imitative pressures to maintain legitimacy and credibility in the institutional environment. Promoting social capital in government organizations can facilitate adaptation to their development environment. The purpose of this study is to provide a strategic model of the role of government in promoting social capital using institutional theory. The present study was developmental-applied in terms of purpose and was conducted in two stages: qualitative and quantitative. At the qualitative stage, 29 experts were interviewed semi-structured and based on the results of content analysis, 11 main strategies and 77 sub-strategies were identified. Then, the strategies were divided into three groups based on institutional theory: imitation, forced and normative homology. Also, in a quantitative step to validate the research model, confirmatory factor analysis was used, for which 202 managers and human resources specialists of the Ministry of Energy were polled using a questionnaire. The results showed that the coefficient of determination of forced deformation is 0.685, normative deformation is 0.744 and imitation deformation is 0.725, which are appropriate values. The results showed that by using social capital promotion strategies to address the pressures of the institutional environment, the credibility and legitimacy of government organizations can be improved.