جستجوی مقالات مرتبط با کلیدواژه « سازمان های عمومی » در نشریات گروه « مدیریت »

In the dynamic and complex environment of public organizations, human resource management is considered a vital and determinant factor in improving organizational performance and enhancing services to citizens. In fact, the importance of human resources in public organizations is greater than that in private organizations due to the widespread services these organizations provide to society. In this article, using the grounded theory approach, an inclusive model in the field of human resource management in public organizations has been formulated. According to the findings of this research, the most important human resource challenges in the public sector include inefficient management, lack of systematic management in the human resources domain, high levels of stress and job dissatisfaction, inconsistency in the relationship between payment and performance, a strategy of significant cost reduction, increased volume and complexity of services in the public sector, and the lack of proportional human resource development. Various reasons contribute to the emergence of challenges and problems in the human resources of public organizations. These challenges are not only related to legal factors and budget constraints associated with public governance but also stem from organizational culture weaknesses and a lack of attention to public interests in public organizations. Strategies for improving human resources in the public sector include human resource planning, establishing a fair reward system, training and development of employees, performance evaluation, safety and health, effective establishment of a relational system, creating an effective safety and health system, promoting organizational culture, and developing organizational structure.

The aim of this research is to provide a model for aligning the young elites of public organizations with the general policies announced by the Supreme Leader in the field of the Islamic-Iranian model of progress. The utilizes mixed - method (both qualitative- and quantitative) towards of practical purpose. In the qualitative part, the theme analysis method is used, and in the quantitative part, which aims to validate the model of the qualitative part, the fuzzy Delphi method is used. The statistical population in the qualitative section includes experts who are familiar with the alignment of young elites of public organizations with the criteria of the Islamic-Iranian model of progress, who have years of experience in the field of the research topic. The number of these people is 28. In the qualitative part, purposeful sampling was used and the sampling continued until theoretical saturation was reached (19 people). The statistical population of the quantitative part of the research for validation includes the same group of the qualitative part for identifying codes and conducting interviews (19 people). In the qualitative section, it was determined that there are 392 concepts, 99 primary themes and 12 organizing themes. After qualitative analysis, the conceptual model of the research was obtained by examine the model in public organizations, the results confirmed that the components and indicators of governance in this organization are approved. At the end, based on the obtained results, the necessary suggestions are presented.

The purpose of this study is to design and implement an effective performance management system in a public financial Fund using the Socratic method and dialogues. The first stage of the study seeks to intervene using this method while identify performance criteria and indicators and in the second stage, based on the findings of the previous stage, the purpose is to investigate the impact of interventions on staff performance, employees' perception of supervisor’s behaviors in the performance management process, and PM-related behavioral and attitudinal consequences. As an explorative mixed method, this study has used the method of dialogue and questioning approach as an intervention technique to extract the key criteria and performance indicators. In the second stage, in order to investigate the effect of the interventions, a quasi-experimental design with unequl groups consisting of three experimental groups, control 1 and control 2 was used. A sample of 166 people was selected from the three groups so that 53 people were selected for the intervention group, 68 people for the control group 1, and 45 people for the control group 2. In the qualitative stage, performance criteria were identified, reviewed, and modified. In the quasi-experimental study section, post-test results showed that employees who effectively participated in the process of designing and implementing the performance management system performed better than the control groups.

Serious organizational scandals in recent decades in public organizations, mainly due to corruption and conflicting interests led to reduced public trust in public institutions. This emphasizes the need to find processes and tools to achieve public organizations and more ethical management. The main purpose of this research is to empirically examine the impact of public service motivation on ethical behaviors in public organizations.

The present research is practical in terms of purpose and In terms of nature and method, it is descriptive-survey research. The statistical population of the present study is public organizations in Tehran, which using a combined sampling method (stratified and available) a sample size of 370 samples was collected from 80 public organizations. Standard questionnaires were used to collect the data, which confirmed the validity and reliability of each of the variables. Based on modeling structural equations of Smart PLS were used to analyze the data.

The results show that the public services motivation (willingness to public policy, commitment to public interest, compassion and self-sacrifice) leads to increased moral behavior (sense of duty, support, respect, spirituality in the workplace and benevolence) in public organizations employees and ethical leadership mediates the positive impact of public service motivation on ethical behavior.

The research results provide empirical evidence for the importance of public service motivation in ethical behaviors among civil servants. The present study showed that ethical leadership and public service motivation are effective in promoting the ethical behavior of employees.

Measuring the success rate of knowledge management implementation is difficult due to its long-term and indirect benefits in public organizations. Therefore, measuring knowledge management maturity is considered as a way to evaluate the success of knowledge management implementation in these organizations. In this regard, the present study aims to provide a framework for measuring knowledge management maturity in public organizations. To this end, in a four-step process, after identifying the weekly dimensions of knowledge management maturity and confirming them with the help of confirmatory factor analysis, artificial neural networks have been used to assess the importance of each dimension. Then, based on the position of each dimension in the importance-performance analysis matrix and examining the gap between the current and desired status of each of them through the pairwise average comparison test, the level of knowledge management maturity for each dimension is determined. The results revealed that the dimensions of leadership, organizational culture and knowledge management processes are in good condition while the dimensions of human resources, organizational structure and knowledge management strategy need to be improved. The ICT dimension is the only dimension in which it is necessary to adjust activities.

Nowadays, human resources are a vital asset for the organization. The sense of identity of human capital with the organization creates numerous added values for the organization. Accordingly, in this study, the model of employee identity management in public organizations using a mixed approach has been addressed.

This research is exploratory in terms of purpose and applied research regarding type of use.  Moreover, an exploratory mixed method was used in this study. In the qualitative part, the grounded theory was employed, and in the quantitative part, the descriptive-survey research method was utilized. In the qualitative section, the required data were collected using non-probable snowball sampling as well as semi-structured interview with 20 experts in human resources. In the quantitative section, the data were collected by cluster sampling among municipal employees of Kermanshah, Iran.

Based on data analysis, causal category includes organizational, managerial, and individual factors. Central category consists of membership, similarity, loyalty, and compatibility. Intervening category contains economic factors, political factors, organizational aspect, external relations. Contextual category includes organizational support, working groups, organizational culture, organizational strategy, and characteristics of the organization. Strategies comprises the development of organizational self-esteem, development of organizational intimacy, development of organizational vitality, and increasing legitimacy. And finally, the consequences include social, functional, behavioral, and attitudinal factors. Based on quantitative data analysis, the fit of the research model was confirmed.

Optimal implementation of employee identification strategies can improve employee retention in the organization. Managers can improve the recruitment rate of new employees by promoting identification.

Public service motivation is one of the important subjects in public organizations. This research has identified the components of public service motivation in Qom municipality. By identifying these components, in addition to creating native theoretical literature, it will lead to better citizen service. The interview was used to collect data and for analyzing it, thematic analysis method has been used. In this regard, with semi-structured method was interviewed with 13 Managers and employees of the Qom municipality, And Interview texts were analyzed in three stages: descriptive coding, interpretive coding, and main themes. This analysis led to the formation of 44 descriptive codes, 8 interpretive codes and 4 main themes. The results showed that Beliefs and religion, lack of attachment to Money, Inner feelings, Individual features, Merit and justice, Job Features, Attention to public interest and Improve social status generates public service motivation.

The purpose of this study is to investigate the generational differences in public service motivation of employees of public organizations. In other words, this study seeks to answer the question of whether there is a difference between the level of public service motivation of different generations working in public organizations?

In this study, a quantitative method was used for which a questionnaire of 33 statements of public service motivation after localization was distributed and collected among 351 employees of public organizations in Tehran and the analysis of variance and Bonferroni post hoc test to assess differences of generations was exploited.

The findings showed that of the four dimensions of public service motivation, all have significant differences in the four generations. Thus, there was a significant difference between the generations in the tendency to general policy-making (F = 4.443,> p0.01); Commitment to the public interest (F = 3.728, p> 0.05); compassion (F = 3.148,> p0.05) and self-sacrifice (F = 6.809,> p0.01) and in general there is a significant difference between the generations in the motivation of public service (F = 6.832,> p01). / 0). The post hoc test also showed that the third generation (Y generation) (mean = 1.935) had significantly more public service motivation than the first generation (baby boomer generation).

The results showed that there is a significant difference between the different generations working in the public sector in terms of public service motivation, so that contrary to conventional wisdom, people of newer generations compared to older generations have a higher level of public service motivation and all four dimensions.

This paper aims to analyze the hidden deviations occurring during formation of information systems which in turn deprives the organizations from real benefit of the technological transformation.

Design/ Methodology/ Approach:

 In-depth individual interviews were conducted with employees, managers and information system developers of public organizations. Data collection and analysis were carried out simultaneously and complied with Straussian grounded theory techniques.

Two core categories representing attitudes of the players -regarding the processes in which the final system is formed- which named as sense-loafing, were, deviation and confrontation. Causal conditions,  context,  strategies, consequences with subcategories delineated fully.

Limitations & Consequences:

 Interviewees in sense-loafing situation, neglect alternative framing of issues. Hence providing examples needed to help interviewees make sense and tell what they have experienced.

Practical Consequences:

 Findings implicate the complexity of technology in organizations; It warns that policy makers, seeking technology-based transformation, should promote organizational innovators.

Innovation or Value of the Article:

 The framing in which this paper deals with technology and public organizations is far beyond the traditional framing like technology maturity proposes.

Today, the external environment of many public sector organizations can be described as the increasing turbulence, the imposition of dynamics, threat, and a complex set of conditions for managers. In such a situation, public entrepreneurship can be a strategic response to environmental turbulence through an emphasis on flexibility, adaptability, speed, and innovation. However, despite widespread attention to the issue of innovation and entrepreneurship in the public sector at the global level, there is still little evidence of the existence of a confirmed paradigm and model. Using the meta-synthesis approach, the present study seeks to answer three questions: 1) How the public entrepreneurship has been defined in the literature? 2) What are the antecedents or prerequisites of the implementation of entrepreneurship in public and state organizations? and 3) What outcomes and consequences can be expected from the implementation of entrepreneurship in public sector organizations?  The analysis of contents of the selected articles from the three scientific databases in the period of 2000-2016 were extracted in three levels, including individual, organizational, and environmental, which are introduced in this paper.

In order to prevent the accumulation of jobs, so far, there are many regulations in our country's legal system. Nevertheless, the problem of some occupations remains in Iran more or less. The reformers and writers of law have identified factors as the source of this problem, explaining the implications of several occupations, and suggesting solutions. In this regard, the present article, by explaining the legal nature of the occupation, the classification and characteristics of the occupations and the formulation of the public organizations, is the root of the problem in the first place, the disadvantage of the above and the next, the carelessness of the main legislator in the exceptions to the principle 141, and some ordinary laws, such as the Prohibition Act, search for more than one job. The paper analyzes the professions of the judiciary and the notorious official documents, and also points out some of the bad consequences of several occupations, ultimately proposes to outsource more than one occupation.

Theoretically any activity associated with some degree of risk. Risk cannot be completely removed; thus, scientific approach to the problem of risk is management not anything. In terms of popularity among users and wide geographical distribution, social networks becoming a private and personal relationship and a certain lack of control by the authorities, have become a means unmatched in the field of communications. However, the spread of these networks, despite of undeniable benefits, have damage to public organizations in the case of non-effective management. The aim of the present research is identifying public organization entering risks into social networks. This study is the applied and exploratory research. For this purpose, a sample of managers and experts in municipality of district 22 of Tehran were studied. Data analyzing by exploratory factor, confirmaty and T-test showed that risks of intelligence, moral, security, regulatory, strategic and productivity are the most important public organization entering risks to social networks.

This research is carried out to study the effect of training on personnel performance and working life quality of Tehran military service organization. Therefore the statistic population (all Tehran military service organization personnel) of 2300 people was divided into three groups of service personnel, administrative personnel and cadre personnel. Among them 900 personnel from organization personnel list were selected randomly and responded to questionnaire. The research method is correlative and the questionnaires used in the research include working life quality questionnaire (27 questions) which was designed based on casio mertvan working life quality and training method questionnaire (19 questions) and personnel performance appraisal questionnaire (12 questions).In this research correlation testing was used to analyze the data and to determine the relation among three variants and variance analysis was used to see whether there is any significant differences. This research indicated that two variants of working life quality and personnel performance have significant relation of. /014 to personnel training. Second the variant of working life quality has the highest correlation and regression effect. Furthermore among the most important results of this research is the reverse relation between organization personnel education and the level of their desire for organization internal training.