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

Generation Z employees, whose presence in government organizations is increasing compared to other generations, have ideas, desires and mentalities that are appropriate to their generation, and the management of this generation brings fundamental challenges for organizations, so the purpose of this research is to investigate the antecedent challenges of the presence of generation Z employees in government organizations. This is an applied research. The collection of information in this research is a survey and the philosophy of this research is interpretive. The statistical population of this research is members of generation Z and experts related to the research topic. In this research, simple sampling method was used to study members of generation Z and purposeful sampling method was used to interview experts, and sampling continued until theoretical saturation was reached. This research has two parts. The first part is the qualitative content analysis. In this first part, the collected data were analyzed with the qualitative content analysis method, which resulted in 574 codes, 031 categories and 82 criteria, and finally producing 7 main dimensions namely structural challenges, communication challenges, management challenges, cultural challenges, identity challenges, technological challenges and job challenges. The second part of the research is interpretive structural modeling in which the dimensions calculated from the qualitative content analysis were modeled. technology and identity challenges were identified as the most effective and job challenges as the most impressionable challenges.

The increasing complexity and uncertainty in the various processes of human societies have made it very difficult to identify influential future events by generalizations to the past. Instead of recognizing a state of the future, futures research studies alternative futures and offers future-oriented strategies for building the future. This study aimed to explain the future image of the management system of government organizations and the procedures to promote this system in the four layers of Litany, social, discourse, and metaphor based on the method of Causal Layered Analysis. Innovations in this approach make it possible to move from the present to the future by identifying the root causes of a phenomenon in four layers. Moreover, after identifying and explaining the factors affecting the future of a phenomenon, we are enabled to formulate strategies for taking measures and moving from the future to the present. After reviewing the research literature and forming a panel of experts in four stages with 12 experts, we identified the future image of the management system in four layers. Then, we presented five strategies at the level of metaphors, seven strategies at the level of discourses, 21 strategies at the level of systems, and 16 strategies at the level of Litany that can be used to develop and implement the necessary policies to improve the management of government organizations.

Innovative human resources are the driving engine behind dynamic thinking, critical approaches, and are essential catalysts for transformation and innovation within any organization. They embody the questioning spirit and proactive nature of a vibrant workforce, which is critical to the organization's continual evolution. Effective initiation, sustained development, and strengthening of such innovative practices are not feasible without the solid foundation of both material and spiritual support as perceived by the employees. Consequently, the central aim of this research is to meticulously design and present an innovative human resources model based significantly on perceived organizational support, meticulously studied within the government organizations of Qazvin.

This research employs a comprehensive mixed exploratory approach, amalgamating qualitative and quantitative methodologies, which is applied in intent and descriptive-survey in its implementation method. The qualitative component of this study utilized the acclaimed Clark and Brown thematic analysis method with a comparative approach. In this phase, the statistical sample, carefully chosen using a non-probability targeted method, included a select group of 11 academic and organizational experts. The quantitative segment focused on a diverse group of managers, deputies, and specialists from various government organizations across Qazvin, encompassing sectors such as governance, infrastructure, economic, social, cultural, and service affairs. The robust sample size, meticulously calculated using Cochran’s formula, was set at 220 individuals. The sampling strategy in the quantitative phase began with targeted selection, followed by a strategic combination of cluster, stratified, and simple random sampling methods. Data collection was comprehensively conducted using semi-structured interviews and a meticulously developed questionnaire. For data analysis, the qualitative section leveraged MaxQDA software for detailed triple coding—axial, selective, and open coding. Simultaneously, the quantitative section employed SPSS for rigorous data analysis and MATLAB software for the sophisticated implementation of confirmatory factor analysis to validate the model and determine the optimal combination of perceived organizational support and innovative human resources.

The research findings robustly highlight the initial identification of themes at comprehensive, organizing, and basic levels. This thorough investigation led to the emergence of innovative themes that were distinctly extracted from the disparities between the theoretical literature, past research background, and enriched insights obtained from expert interviews. The elaborately finalized model successfully integrates essential local government indicators along with moral and human values, thoughtfully adapted to the unique cultural context governing the administrative operations in Qazvin. This adaptation drew extensively from an in-depth review of pertinent laws, regulations, and foundational documents.

One of the paramount achievements of this research is the formulation of a multi-level model that proficiently measures the optimal combination of organizational support factors and innovative human resources within Qazvin's government organizations. This model is innovatively designed to predict the output variable based on the carefully evaluated values of the input variables. The strategic implementation and meticulous execution of this model within the government organizations of Qazvin can be considered exceedingly practical and unequivocally beneficial, aiming to significantly enhance the operational effectiveness and efficiency within these institutions.

Talent management is the most important competitive advantage in today's organizations. Undoubtedly, the importance of talent management in organizations and companies is one of the main challenges of human resource managers and CEOs. Therefore, this article aims to provide a native model of talent management with emphasis on the three-pronged management model.

To achieve the research goal, an exploratory mixed design was used. In the qualitative part, by purposeful sampling method and according to the data saturation criterion, interviews were conducted with 15 academic and industrial experts. Then, using the content analysis technique, the main categories of talent management in the form of Structural, behavioral and contextual dimensions were identified. Based on the findings of the quality department, a questionnaire was developed and distributed among 237 employees of thermal power generation companies. The final model was validated by validation structural equation modeling method and the suitability of the model to fit the collected data.

The results showed that the structural dimensions of talent management include 6 dimensions of organizational structure, recruitment system, training system, service compensation system, management system and performance evaluation and strategy and strategy of the organization. Behavioral dimensions of talent management include three dimensions of organizational culture, leadership style and meeting high level needs and the underlying dimensions of talent management include the atmosphere and environment of the organization and the external environment.

The final propositional model can be effective in line with the policies and decisions of managers in terms of the need to pay more attention to talent management, development, improvement and transformation.

In today's changing and unpredictable world where jobs and careers require people to play roles in various situations, career capital helps people by providing a set of skills, competencies and capabilities acquired throughout their professional lives. So that they have enough strength and preparation for different jobs. The purpose of this research is to identify the factors affecting the career capital of senior managers in public organizations. This research has a qualitative approach in terms of the type and nature of the data and is practical in terms of its purpose. The statistical population of the research is the managers of the public organizations in Qom province, 9 of them were selected using the purposeful sampling method and the snowball technique. The data collection tool is semi-structured interviews which have been analyzed by thematic analysis method. 97 concepts in the form of 11 sub-themes and 4 main themes of individual competences, interpersonal competences, group dynamics and organizational facilitators were identified as effective components on career capital in public organizations.

Managers need to understand employees and work with them under different circumstances and situations. On the other hand, the capacity and ability of employees to accept and deal with drastic and lasting changes, affects the productivity of the organization. People who are more resilient cope better with adversity and change. The Purpose of this study was to investigate the relationship between organizational resilience and employee performance in public organizations in which the social capital variable is considered as a mediating variable.

The nature of research is quantitative and correlational research. The statistical population of the study is the office of VAT in Tehran. According to the size of the statistical population, 196 employees were randomly selected as sample members. Research data were collected by standard questionnaire tools and analyzed by partial least squares (PLS) and regression techniques.

The results confirm the relationship between resilience and employee performance (0.515) but the role of social capital as a mediating variable in the relationship between organizational resilience and organizational performance was not confirmed due to the weak correlation (0.02). Out of four sub-hypotheses, three hypotheses were confirmed.

Previous studies have dealt with the relationship between research variables separately and they have not dealt with this effect. Also, the role of employees' resilience and their social capital in service-oriented organizations has not been studied simultaneously, which this study has addressed.

In government organizations, the productivity of human resources and their durability are of great importance. Because these organizations are responsible for providing public services and meeting the needs of citizens، The use of power and organizational participation tactics is vital to improving the performance and durability of manpower. Therefore, the aim of the research is to identify the factors of power and organizational participation tactics, durability and productivity of human resources in government organizations of Kerman province and provide its model. The research was conducted by conducting a semi-structured interview with 15 experts, including senior managers and faculty professors, through targeted sampling for data collection. They were then analyzed using the themed analysis method. Payai was reviewed and approved using the two-coding and open-test method. In order to calculate the agreement, the Capa coefficient was used. The results showed that this pattern includes organizational participation, manpower sustainability, power-application tactics and human resource efficiency. Finally, the results were categorized into 49 basic themes, 18 organized themes, and 4 pervasive themes. Power-application tactics and organizational participation in government agencies play a very important role in the sustainability and productivity of human resources. create a space of cooperation and interaction, encourage participation in organizational decision-making and provide educational opportunities, improve work spirit and promote trust in the organization، Among the tactics that can contribute to productivity and manpower sustainability. Therefore, smart use of these tactics can lead to improved performance and quality of services provided by government agencies

Considering the importance and vital role of governance as a mechanism for the development of countries, the current research seeks to extract and introduce the features and characteristics of governance based on the political opinions and thoughts of Mohammad Ali Foroughi as a historical doctrine. In this research, the interpretive paradigm and inductive approach have been used, the current research has been carried out in terms of the purpose of exploratory type and qualitative method, the desired strategy for data collection is content analysis and the data collection tool is copying of documents and documents in which The book, letters and manuscripts of Mohammad Ali Foroughi were analyzed as a statistical sample. The findings of the research showed that the coordinates of governance in Mohammad Ali Foroughi's opinions have many and diverse indicators.These indicators are under the title of the special achievement of the research on the coordinates of governance in the components, integrity and perceived integrity of the ruler, democracy, citizen-centeredness, national maturity, learning, meritocracy, international policy maturity, structural transparency, and in the form of seven main categories including meritocracy, National maturity, international policy maturity, democracy, learnability, structural transparency and perceived integrity of the ruler were classified. These categories were introduced as governance coordinates in Foroughi's political opinions and thoughts.These features can be extracted as a historical lesson and can be used for policy making at different government and organizational levels. Based on these features, in order to use opinions and thoughts Foroughi to optimize governance, policy making, and decision-making, suggestions were presented at the government and organizational levels.

The present research has been conducted with the aim of deeply rooting the factors affecting lawlessness in Iran's government organizations. In terms of purpose, it is practical and developmental, and in terms of the approach of qualitative and exploratory research, it is in two qualitative parts.In the first part, with Delphi technique and using structured questionnaires, the main factors and variables of law evasion were identified, and in the second part, the factors obtained in the previous stage were deeply rooted with the help of five reasons tool from RCA technique and by conducting interviews.The socio-statistics of this research includes 18 experts, elites, university professors, managers of the supervisory departments of executive bodies and judges of the Administrative Court of Justice who were experts and familiar with the subject of the research, and in an improbable and purposeful way, they reached theoretical saturation in the 18th person. Based on the results of the Delphi technique, six main factors, including economic factors, political factors, personal factors, structural factors, regulatory factors and social factors, and 16 variables dependent on the factors were identified. And based on the results of the RCA method, three factors of conflict of interest, lack of salary increase in accordance with the inflation rate, and loopholes in the laws were identified as the roots of lawlessness in Iran's government organizations.

The appearance of unworthy and yes sacrificial office holders who, like marionettes with flattery and flattery, are trying to obey the orders of their superiors and have seen the key to their growth in flattery and yes sacrificialism and not in expertise, commitment and sincere service. It will have unfortunate consequences in organizations. Therefore, the purpose of this study is to analyze the phenomenon of marquee dolls in managers. The present research has been exploratory and using a qualitative approach with content analysis method. In the present study, in-depth interview method was used to collect information. The statistical population of this research is all experts and specialists in the field of organization, management theories, organizational behavior, human resources and organizational management. The sampling method of the research is purposeful sampling method. In this study, 13 interviews were conducted to reach the saturation point. Findings were counted in the form of 368 open source, 94 basic themes, 45 organizing themes. According to the organizing themes and also the mentality formed during the research, 4 comprehensive themes were identified. Thematic analysis led to the identification of 4 comprehensive themes of contextual conditions, individual factors, intervention conditions and consequences

Considering the importance of the role of government organizations in society, it should be stated that if the leaders of these organizations do not have leadership competence and competence, they can have dangerous effects on the organization with any of their behaviors, such as leadership incompetence, corruption, vandalism, immoral behavior, and criminal behavior. Therefore, it can be said that it is necessary to pay attention to the managers' leadership style, specifically exploitative leadership in these organizations. So far, most studies have investigated positive and constructive leadership styles, but less attention has been paid to the exploitative leadership style. In fact, despite a high amount of research on destructive leadership and its different styles in the country, there is little about exploitative leadership style, indicating a theoretical and practical gap. As a result, this research seeks to identify and highlight the indicators of exploitative leadership and the unfortunate outcomes of this leadership style in government organizations.

Exploitative leadership falls under the umbrella of destructive leadership because these leaders show a variety of negative behaviors. Despite research on leader self-interest, there is limited understanding of leader exploitation. Exploitative leadership is defined as a destructive leadership style in which the leader (1) exhibits selfish behavior, (2) pressures employees, and (3) undermines their skills and expertise and creates barriers to their personal growth. Previous research has shown many unfavorable effects of exploitative leadership on employees, including reduced job satisfaction and emotional commitment, increased turnover intention, burnout, workplace deviance, and perceived imbalance in social exchange.

The current research is an applied study in terms of purpose, and regarding the method, it is an exploratory study. The expert team of the current research is the managers of the government organizations of Lorestan province along with the university professors, which was conducted using the purposeful sampling method and numbered 25 people. The tool for collecting information is an interview in the qualitative part and a questionnaire in the quantitative part. Qualitative data were analyzed using the opinions of 25 experts and up to the point of information saturation and theoretical adequacy. Qualitative data were analyzed with "Atlas T" software and content analysis method, and quantitative data were analyzed with the fuzzy cognitive mapping method.

The findings of the research show that the most influential indicators of exploitative leadership are extreme ambition, hubristic personality, self-centeredness, and self-interest. Also, the reduction of motivation and innovative performance of employees, job and emotional burnout, the emergence of a paranoid atmosphere, and the spread of organizational pessimism were identified as the most significant consequences of exploitative leadership.

The performance and actions of leaders do not always lead to the organization's success and progress. In some cases, adverse and unethical leadership styles, such as exploitative leadership, can be the cause of pushing employees and the organization toward decline. In general, exploitative leadership can have unfavorable effects on the performance of employees and, consequently, on the organization's performance. Therefore, the current research was conducted to identify indicators and consequences of exploitative leadership in government organizations.

Public organizations must be accountable to the people, their agents, and other regulatory bodies for their performance and actions. However, this important issue has not received as much attention as it should in public organizations. In this mixed-method study, the aim is to identify and prioritize barriers of public accountability in public organizations. In the qualitative phase of the research, using unstructured and in-depth interviews with 24 public managers, employees of public organizations, and public administration professors, data was obtained. Analyzing the data using thematic analysis method, the main and minor barriers to public accountability in public organizations and their sub-branches were identified. Then in the quantitative phase of the research, through the questionnaires, the barriers were prioritized using Analytical Hierarchical Process (AHP) methodology. The results show that three categories of structural, environmental, and content (behavioral) barriers disrupt accountability. According to the findings, barriers of public accountability in public organizations, with respect to priority, include legal barriers, lack of efficient accountability system, administrative corruption, lack of meritocracy, lack of proper performance evaluation system, lack of proper organizational culture, inefficiency of managers, lack of efficient information system, cultural barriers, and instability in public organizations.

Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational outcomes. In the coaching leadership style, there is a kind of commitment to the growth and development of people in the organization. This commitment is in line with the goals of coaching, which is the actualization of employees' abilities, talents, and potential capacities. Also, coaching leaders should develop strong competencies and skills in themselves and have faith and belief in their abilities to perform the task of coaching desirably. This leadership style also creates positive relationships between managers and employees and increases cooperation and coordination in the organization. Therefore, paying attention to the coaching leadership style in government organizations can facilitate the improvement of the performance and effectiveness of these organizations and help the government to provide the best services to the people. Based on this, the current research was conducted to design a model for the emergence of coaching leadership in government organizations with the interpretive structural modeling method.

Design/Methodology/Approach:

This research was conducted based on mixed research and qualitatively and quantitatively in the comparative inductive paradigm. This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the current research is experts including university professors in the field of organizational behavior management and human resource management, as well as senior managers of government organizations, whose sample members were selected using the snowball sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested by content analysis and theoretical validity and intra-rater and inter-rater reliability. Also, the data collection tool is in the quantitative part of the questionnaire, the validity and reliability of which were measured by the method of content validity and retest reliability. In this research, content analysis and coding with Atlas software were used to analyze the data in the qualitative part. Also, for quantitative analysis, the interpretative structural modeling method was used.

The findings of this research include the factors influencing the formation of the phenomenon of coaching leadership and the presentation of its model. In the qualitative part of this research, through interviews with the experts of the desired data, the effective factors on coaching leadership have been identified. Regarding the method of coding and extraction of qualitative data, it should be mentioned that according to the nature of the questions and the way the experts answered, the words and phrases they mentioned were components related to coaching leadership. Then, in the quantitative part, by designing a questionnaire whose rows and columns were the effective factors in coaching leadership, the experts were asked to answer the questionnaires using the interpretive structural modeling method. Finally, by analyzing the data, the components' leveling and designing the model was done.

In the theories of management, managers find a more essential role every day than in the past. Also, from the organizational point of view, leaders are the most key and effective people whose proper and positive performance can make the employees and the organization successful. One of the new models of effective leadership in today's organizations is the coaching leadership model, which creates a supportive image of the leader in the mindset and attitude of employees, motivates human resources, and also organizational commitment. It is a positive development in the direction of improving the performance of employees and also increasing the productivity of the organization. The results of the research include the design of the emergence model of coaching leadership. In this research, the coaching leadership model has been formulated in four main levels based on the coaching leadership philosophy, the background, and context of coaching leadership formation, the dimensions of coaching leadership, and its consequences.

 The suffering and pain caused by toxic behaviors has permeated not only human life but also organizational life. Therefore, the purpose of this research is to provide a model of toxic behavior of employees in the public sector.

 This research is basic in terms of purpose and mixed (qualitative-quantitative) in terms of method. In the qualitative phase of the research, a semi-structured interview was conducted through the foundation's data theory, and for this purpose, 13 people were selected purposefully and snowballed from experts and management experts in the public sector. And in the quantitative part, the validity and evaluation of the research model was evaluated through the model indicators in PLS software version 3. For this purpose, using a questionnaire and through multi-stage cluster sampling, 385 employees of government organizations were evaluated. Selection and questionnaire will be distributed among them and opinions will be asked.

 Based on the results of the research and data analysis, open coding, central coding, and selective coding were done in three stages, and then based on the foundation theory model (causal factors, main phenomenon, intervening conditions, contextual conditions, strategies and Results) The target model was developed. And based on the findings of structural equation modeling, the results showed that the measurement model has validity (divergent and convergent), reliability (Cronbach's alpha, shared and combined reliability) and appropriate quality. Also, the assumptions were confirmed in the structural model.

 The model of this research, in addition to enriching the literature on the toxic behavior of employees, can help managers of government organizations in planning to identify and screen contaminated behaviors and achieve organizational health, and in the face of such deadly behaviors from employees, positive leadership and adopt a reasonable.

Today, all the countries of the world, especially Iran, have problems in controlling the fight against corruption and need comprehensive and practical models to deal with it. This research tries to present a comprehensive model of the failure to fight against administrative corruption in Iran's government organizations and contribute to our knowledge of this phenomenon.In this research, using data-based theory, semi-structured interviews were conducted with university faculty members and executives of executive bodies and then according to the method of Strauss and Corbin, the research process model was designed and then according to the method of Strauss and Corbin, the research process model was designed. After analysis, a total of 185 concepts were identified, which were classified into 38 subcategories and 16 main categories. The results showed that the fight against administrative corruption has failed due to factors such as legal problems, behavioral-normative problems, structural-management problems and environmental problems. This phenomenon is based on factors such as culture and ruling values, politics and government, and organizational characteristics, management characteristics and information characteristics (intervening factors) affect it.  Institutional-legal reforms, prevention and control of corruption, using motivational-supportive approach, having an active monitoring mechanism and transparency were among the strategies that, if used, will be associated with favorable consequences in the social, organizational, economic and political sectors. It is expected that the mentioned model can successfully fight against administrative corruption in Iran's government organizations.

In today's unstable environment, government organizations have to adapt themselves to external challenges and changes and improve their structures, processes, and perhaps their structure in order to achieve balance. This research was conducted with the aim of identifying the dimensions of organizational improvement in the National Iranian Oil Company. The current research has been conducted with fundamental orientation and constructivist philosophy, as well as qualitative method, using thematic analysis technique, with judgmental purposeful sampling, followed by snowball and semi-structured interviews with 15 oil industry experts. Data analysis has been classified and shown in the form of 96 open codes, 24 sub-categories and 6 main categories after three stages of open, central and selective coding. The main categories in the organizational improvement of National Oil Company including organizational structure, business environment, organizational culture, social responsibility, human resource development, organizational health was identified.

In the process of strategic human resources management, one of the most important activities and actions of human resources specialists is to increase performance by creating commitment. The process that conducts a set of focused human resource practices to increase performance by creating commitment and developing human resource activities is known as committed human resource management in today's management world. Therefore, this research was conducted with the aim of designing a model of committed human resource management in governmental organizations.
In terms of its objectives, this study is of an applied research type and in terms of nature and method it is considered a descriptive survey. The statistical population of the research is senior managers and human resource managers of governmental organizations, 20 of whom were selected using the purposeful sampling method in both qualitative and quantitative phases. In the qualitative phase, with the content analysis method, using interviews and with the help of MAXQDA software, the factors affecting the committed human resources management were identified. Then, in the quantitative phase, the results were analyzed using interpretive structural modeling and the final model was designed. The validity and reliability of the interview and questionnaire were confirmed using the content method and the theoretical validity and intra-coder and inter-coder reliability.
The findings of the research include the identification of the dimensions and components affecting committed human resources management in the four axes of the implementation of committed human resources management, interrelated and intervening factors of committed human resources management along with its dimensions and consequences.
The conclusion of the research shows that the implementation of committed human resources management will lead to the reduction of displacement and absenteeism of employees, improvement in citizenship and trans-role behaviors in the organization, reduction of individual-organization conflicts and strategic alignment of the individual in the organization and the creation of the role of loyal organizational soldiers.

This research has been conducted on the effect of cultural dimensions on development of Characteristics of governance in the Islamic system among public organizations in Asalouyeh. The research method used in this research is descriptive and analytical in terms of the applied purpose, in terms of the type of data, and in terms of the method of collection. The statistical population in this researcher is the public organizations in Asalouyeh. The population of this organization in the census of 2021 is 2500 people. From the statistical population according to sampling (based on the method of sampling in Morgan's table), 218 people were selected as the research sample. In the next step, based on the conceptual model of the research, research questions and hypotheses, using the researcher's questionnaire, the extracted items were included in the statistical research sample of the questionnaire. In descriptive statistics, the descriptions are presented in two different sections, one and the main variety, and in the inferential statistics section and Friedman tests were used to check the research hypotheses. Considering the statistics data coefficient, it can be said that cultural dimensions has a positive effect on development of Characteristics of governance in the Islamic system in Asalouyeh.

The purpose of this research is to identify the drivers of the formation of anti-citizen behaviors in the employees of government organizations. Based on the purpose, the current research is applied and from the point of view of how to collect data, it is mixed research (qualitative-quantitative). The tool for collecting data in the qualitative part is the interview and in the quantitative part, a questionnaire. The research community in the qualitative part included university experts and government department managers, 15 people were selected based on the purposeful sampling method. In the quantitative part, the statistical population of the research consists of all the employees of the government offices of Ilam province, numbering 29,240 people (according to the Iranian Statistics Center), of which 379 people were selected as a sample using the simple random sampling method and using the Cochran formula. The data collection tool was a semi-structured interview in the qualitative part and a researcher-made questionnaire in the quantitative part. The qualitative part of this research was done using theme analysis. In the quantitative phase, the structural equation test was used for the confirmatory factor analysis of the questions. In this research, K.M.O statistics and Bartlett's test were used to determine the appropriateness of the data for factor analysis. The t-statistic was used to verify the obtained indicators. The results led to the identification of 10 themes in the form of three main concepts individual factors, organizational factors, and management factors. The model fit results showed that the model has good validity and fit. The results of Vicor's ranking showed that aggression, organizational injustice, and gossip are ranked first to third among the most important drivers of employees' anti-organizational citizenship behavior, respectively.

The high rate of environmental changes creates more difficult conditions for organizations and disrupts their performance. Therefore, the ability of organizations to maintain proper performance despite the crises has become important. One of the important issues in this regard is how to improve the reliability of organizations or the ability to maintain proper performance in crisis conditions. Organizational reliability has two hard and soft areas, the dimensions of which have been the focus of researchers for several decades, but less attention has been paid to the dimensions of the soft area. Hence, despite the wide scope of application and recent theoretical attention focused on the dimensions of the soft domain of organizational reliability, the dimensions and components of this type of reliability have not been identified in a way that can help its implementation in organizations. The current research was conducted with the aim of analyzing the soft dimensions of organizational reliability in public organizations. This research was done with a qualitative approach. The participants were managers and experts of six public organizations who had experience in crisis management and safety. The statistical population was sixteen and the sampling method was purposeful. Data collection tools were semi-structured interviews. Thematic analysis method was used to analyze the data. The findings show that the model of soft dimensions of organizational reliability includes human resources, organizational, knowledge, and human resource management capabilities. Moreover, the improvement in these capabilities helps the continuity of organizations' services in critical situations.