جستجوی مقالات مرتبط با کلیدواژه "خویشاوندسالاری" در نشریات گروه "مدیریت"

Paying particular attention to human resources as the main factor in improving productivity in the organization is of particular importance so any factor that causes indifference and minimal effort of people toward the goals of the organization should be quickly identified and corrected. This study aimed to investigate the effect of nepotism on organizational indifference of employees with the mediating role of social capital in government organizations in Lorestan province. In terms of purpose, the present study is an application that falls into the category of descriptive correlational research. The study's statistical population was 1331 employees of general staff of Lorestan province based in Khorramabad city. According to the Morgan table, a sample size 297 was selected by stratified random sampling. To measure the variables of the research, Danaeifard et al’s organizational indifference (2010), Nahapiet & Ghoshal’s Social Capital (1998) and the nepotism of  Arasli & Tumer 's (2008) have been used. Cronbach's alpha demonstrated the reliability of the questionnaires. In this research, descriptive and inferential statistical methods have been used, and to analyze the research data, structural equation modeling and PLS software have been used. The results showed that nepotism through social capital has a positive and significant effect on the administrative indifference of employees in government organizations of Lorestan province employees corporate indifference in Lorestan province government organizations.

The purpose of the current research is to explain the Islamic view on kinship and nepotism, which has become an important issue in the country's administrative system and the Islamic political system.

by using the citation method and with an inferential approach, the events related to the reign of two innocent leaders; Prophet (pbuh) and Imam Ali (pbuh) who had the opportunity to rule were studied and investigated.

The findings showed that the Masoom (Infallible) leaders emphasized the numerous harms and negative consequences of nepotism for the Islamic government and continuously avoided installing relatives in material and political positions and appointed their worthy relatives only in spiritual matters such as Jihad and Tabligh, without any suspicion of material exploitation.

In accordance with the public interest and considering that in Islamic thought, government positions are not considered privileges, but only for the fulfillment of duties; No matter how powerful and efficient the rulers' relatives are, their presence only in positions related to spiritual affairs and jihad is acceptable and strengthens the Islamic system.

This research was conducted with the goal of identifying the causes and roots of Cronyism in governmental organizations of Lorestan Province.

The present research was a survey-type regarding purpose, it was descriptive from the viewpoint of data collection method, and with regard to the nature of data, it was a qualitative research based on the grounded theory. The statistical population was comprised of governmental organizations’ senior managers with at least 4 years of managerial experience and with academic education at doctoral level in the fields of management, economics, and law. Applying theoretical sampling method and saturation rule, we selected fifteen managers. The required data were collected using semi-structured interviews.

Results show that 183 identified open codes were combined in the framework of 93 subcategories and 25 main categories, which were then shaped into 6 main layers including causal conditions, central category, contextual conditions, intervening conditions, strategies and consequences.

Originality: 

Presenting a model for organizational cronyism, which includes the most important and underlying factors in the fields of nepotism and gangsterism, the present research can help policymakers and researchers find out the roots of these factors and subsequently, implement strategies and mechanisms to overcome the negative consequences.

Implications: 

Paying attention to policy issues, transparency, accountability, reconsidering performance evaluation programs, and finally, enhancing meritocracy based on objective criteria can largely prevent the occurrence of cronyism in the organization.