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.

Human capital is considered as a valuable and competitive capital of organizations, and managers who are aware of the importance of human resources will be able to create a competitive advantage for the future of the organization and the economic development and growth of the country. The purpose of this research is to provide a model for measuring national human capital. The current research is applied in terms of purpose, descriptive-survey approach, and quantitative in terms of research method. The statistical population of the research is two parts. To collect information, in the qualitative section, after extracting a conceptual model from the research literature, the model was confirmed through a survey of experts and professors of human resource management using the Delphi technique. A small part were managers and human resources experts of government organizations of the Ministry of Cooperation, Labor and Social Welfare, and the statistical sample was determined with the help of Morgan's table. The data was collected with the help of a questionnaire from experts and employees, and the validity of the questionnaire was confirmed with the experts' opinions and its reliability was confirmed with Cronbach's alpha, and the data was analyzed using the structural equation approach. Based on the findings of the research, the dimensions of the national human capital measurement model were personal dimension, occupational dimension, organizational dimension, spiritual capital, intellectual capital. The research results indicate the applicability of the national human capital measurement model in the Ministry of Cooperation, Labor and Social Welfare.

To effectively retain human resources and minimize turnover rates, organizations must establish a supportive framework for the development of human capital, particularly among efficient and specialized personnel. Consequently, it is essential for organizations to enhance their understanding of the factors contributing to successful career trajectories. This research aims to design a successful career path framework for government organizations in Iran

The research methodology employed the Delphi technique. The statistical population comprised organizational academic experts. The Delphi panel was constituted of 10 experts, and expert feedback was collected in three iterative stages utilizing a structured questionnaire.

In the initial round of the Delphi method, 326 indicators were identified. Following this, in the subsequent round, 256 indicators were assessed in relation to components of career path success, encompassing 53 distinct components from the experts' perspectives. In the third round, 17 dimensions of career path success were evaluated across four axes: continuous improvement of objective conditions, institutionalization of mental success, integrated policy-making in career path development, and evaluation of career path success.

It is essential to prioritize internal and executive alignment with organizational job realities and external demands when developing the success model for career pathways. Government organizations should leverage an employee-centered approach in the design and formulation of employee career path strategies.

Human development is the process of expanding human choices within a capability-enhancing social space, enabling a dignified, ethical, free, and meaningful life. Capabilities refer to an individual's capacity to engage in valuable actions, attain meaningful positions, or access opportunities and fundamental freedoms to fulfill their functions. The development of human capabilities involves a set of organized actions to identify, evaluate, and enhance individuals' competencies to improve both individual and organizational performance, as well as the desired organizational changes .In Isfahan Province, according to the conducted researches and library documents and despite the many talents that exist and also the fields of training in some government organizations, it seems that there is no suitable model for the development of human capabilities in government organizations.The aim of this qualitative research is to present a model for the development of human capabilities within government organizations with a territorial approach.The aim of this qualitative research is to present a model for the development of human capabilities within government organizations with a territorial approach. To achieve this, purposive sampling was conducted through snowball sampling. It was conducted with 17 experts based on Table No. 2 and with semi-structured interviews, and after achieving theoretical saturation, the researcher analyzed the data based on the strategy of grand theory and systematic coding method. According to the procedures mentioned in order to achieve the objectives of the research, information data was collected and analyzed. and the components of the model, including the components extracted from the text of the interviews and in the form of 181 final extracted codes in the form of 72 concepts, 32 sub-categories and 6 main categories): causal, contextual, intervening, phenomenon (processes and strategies), strategies, and consequences

This research was carried out with the purpose of identifying the factors of the complementary work team model in Iran's government organizations with meta-composite method. The current research is analytical-descriptive in terms of its practical purpose and in terms of the research method, which was carried out using the meta-composite qualitative research method. The metasynthesis method was performed using the seven steps of the method of Sandelowski and Barroso (2007). The statistical population of the research included all the articles in reliable domestic and foreign databases during the years 2000-2024, and 27 articles were selected based on the research criteria. The main and secondary factors of the pattern were extracted using the theme analysis method. Based on the meta-combination results, the factors of the model of complementary work teams in Iranian government organizations include 85 primary concepts, 18 sub-categories and 5 main categories, which include organizational soft factors, complementary The main and secondary factors of the pattern were extracted using the theme analysis method human resource management, complementary based on the research criteria team processes, complementary team internal interactions and complementary members. The findings of this research guide planners and policy makers in the field of achieving and realizing complementary work teams.

The destructive consequences of the recent crises caused by the lack of understanding of organizational dynamics on the country's economy and politics show the low resilience of national economic policies in the face of internal and external shocks. Therefore, organizational governance due to low understanding of planning in the country is struggling with political, economic-social and cultural challenges and crises. The current research is a type of mixed research, in which to identify the dimensions and components of the model, thematic analysis and the structure identification part, and the validation and current state of the relationship in all kinds of government organizations, are used from a survey, and the fuzzy inference system is used to measure the organizations. The obtained results are related to 4 dimensions of organizational resilience, including facilitators; principles of resilience; The capacity and infrastructure were exhausted. After the validation, two items were removed and the measurements were entered in the inference system model. The findings were implemented for the implementation of programs and policies in the Ministry of Interior and the level of resilience of the Ministry of Interior, which is itself one of the guardians of resilience, was identified as moderate.

Succession is known as a valuable mechanism in the progress and improvement of the organization, and the preservation and maintenance of this capital is of great importance. Considering the importance of succession in Iran's government organizations, it is necessary to examine the dimensions and categories of succession in government organizations. Therefore, the purpose of this research is to identify the categories of succession in government organizations, which include the Iranian Statistics Center and the Deputy Statistics Office of the Provincial Management and Planning Organization. The current research is qualitative and thematic analysis with an inductive approach. The statistical population of this study is the number of 18 experts of Iranian statistics and the deputy statistics of the provincial management and planning organization. The interview technique and data coding were used to collect and analyze the data.Based on the findings, the categories of succession planning in Iran's government organizations were identified, which included determining competencies and compiling a competency model, finding talent, determining the succession information bank, selecting a successor, training and developing the chosen successor, sustainability and strategic alignment.

The objective of this study is to design and validate a human capital governance model with an efficient management approach in Iran’s public organizations, particularly in the Ministry of Industry, Mine, and Trade (IMIDRO). 

This study employed a mixed-method approach. Initially, semi-structured interviews were conducted with 10 purposefully selected human resource managers using grounded theory until theoretical saturation was achieved. The proposed model was then validated through the distribution of questionnaires among 380 managers and employees in public organizations. The collected data were analyzed using structural equation modeling (SEM). 

The results indicate that efficient human capital governance can significantly improve the performance of public organizations. Interview findings and coding analysis revealed that increasing team interactions, improving individual competencies, and optimizing human capital utilization are key success factors in human capital governance. Additionally, the proposed model was confirmed through structural equation modeling. 

The human capital governance model with an efficient management approach can lead to improved organizational performance and the achievement of developmental goals. By creating strong management mechanisms, the model activates human capital capabilities, enhancing productivity and efficiency in public organizations. The findings of this study can serve as a basis for improving human capital governance in other public and private organizations as well.

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.

In all periods of organizational life, there has been a division between the interests of the boss and the subordinates or the employer and the worker, and many factors have caused such a problem and brought adverse consequences. The purpose of this research is to design a model for antecedents and consequences of divisiveness in public organizations.

The current research, in terms of its purpose, is among the survey researches, which was conducted qualitatively and using the content analysis method. In the conducted interviews, 12 organizational and academic experts were used until theoretical saturation, and after coding, the final model was extracted.

The designed model has 6 dimensions and 23 components, the antecedents include the dimensions of the centralizing structure, hidden personality, double-minded managers and leaders, and politicized culture, and the consequences include the dimensions of individual and organizational destructive results, which are the identified factors that were approved by experts.

To reduce organizational divisiveness, it is important and necessary to focus on antecedents for control and prediction, which will improve relationships and reduce destructive individual and organizational results.

Human resource management as a scientific and practical field is growing and developing amazingly, but due to various factors, it faces challenges that can turn it into pure opportunities and a competitive advantage in the case of correct and timely measures achieved. Such a function of human resources at the national and macro levels can become a platform for the economic progress and development of the country, thus, the purpose of the current research is to identify the factors affecting the management of national human resources with an emphasis on the challenges of human resources in three structural, contextual, and behavioral dimensions.

The research method is based on library studies and using meta-synthesis method. The sampling method is purposeful and available sampling, and domestic and foreign scientific databases are also referred to in the collection databases. Among the internal databases, Magiran, Irandoc, ensani.ir, Noormags, and SID can be mentioned.  From the foreign databases, Google Scholar, Science Direct, and Emerald sites were also examined. In the first step, based on the collection of previous studies, effective factors were extracted in the form of themes, then based on the meta-synthesis process in the framework of the three-pronged model, these factors were categorized in the three dimensions of structure, context and behavior.

According to the findings, the most important factors in the structural dimension include "architectural and structural maturity of human resources management", "amendment of processes and structures and laws of human resources policy at the national level", "reconstruction of social, economic and political structures related to human resources management in national level", "modification of education and empowerment structures at the national level"; and the most important factors in the context dimension include "state of development of the country", "maturity of innovation in human resources management systems", "globalization and internationalization of human resources", "cultural and contextual differences in countries", "participatory governance in human resources management", "technology and its role in human resource management" and the most important factors in the behavioral dimension include "attention to cultural and social components in the management of national human resources", "reconstruction of social attitudes, perceptions and behaviors in the management of national human resources", "attention to multinational components and ethnic differences", "the importance of leadership and networking in the management of national human resources" have been identified in the policy making process of national human resources.

The special achievement of the research, based on the review and analysis of previous studies, pointed out that in the design of the national human resources management system, it is necessary to pay special attention to structural components, contextual components, and behavioral components at the same time, and therefore, in accordance with the identification of these causes, solutions for the system management was provided. Moreover, the knowledge-building and practical contribution of the current research can be seen in considering the challenges of human resources at macro and national levels and from an institutional perspective.

Courageous behaviors are very important for organizations because they can solve their problems and instill long-term trust in the organization. The purpose of this research is to understand the process of choosing courageous behavior in public organizations.

This research is applied research with a qualitative approach and grounded theory method was used. The participants in this research were experts in the behavioral-human resources field of public organizations of East Azerbaijan province (Tabriz & Marand Cities) were selected as a statistical sample through a purposeful sampling method. The tool of data collection was semi-structured interview. The obtained interview data was analyzed and codified using Maxquda Version 2020.

Based on the result, the central category was explained in four subcategories of "persistence and resilience", "brave and boldness", "activity and not being indifferent to observed deviations", and "the ability to preserve identity and honesty in telling the truth". Causal conditions were classified in the form of two categories of individual and structural factors, background conditions in the form of managers' personality and performance, social pressure, informal organization and educational and social contexts, and intervening conditions in the form of economic, political and cultural factors. Actions-reactions were also identified in the form of the categories of developing a risk-taking culture, modeling brave people and publishing their narratives, raising awareness and training human resources, expanding effective bilateral and multilateral interactions, and designing encouraging and supportive mechanisms promoting courage behaviors. Finally, the results were categorized into the categories of individual, organizational, and extra-organizational achievements.

Human resources managers can learn about courageous behavior, its choosing process, and the consequences of this behavior in organizations with the help of the paradigm model presented in this research and finally, make a series of structural, cultural, and political reforms to develop courage behavior.

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.

This research was conducted with the aim of investigating the effect of patriarchy on organizational trauma with the mediating role of ambition of female managers in government organizations of Ilam province. Methodology In terms of the purpose, the research method is a part of applied research, and in terms of implementation and the method of data collection, it is descriptive and correlational. The statistical population includes all the female managers of government organizations in Ilam province in 1402, numbering 127 people, based on Morgan's table, 95 people were selected for this study by simple random sampling method. The data collection tool in this research was Cheng et al.'s patriarchy questionnaire (2000), Steinkamp's organizational trauma questionnaire (2014) and Zohragin Schmidt's leadership questionnaire (2008). The validity and reliability of these questionnaires were confirmed through face validity and Cronbach's alpha. Findings The results of this research showed that the relationship between organizational ambition and organizational trauma (-0.639) is negative and significant, the relationship between organizational patriarchy and organizational trauma (0.351) is positive and significant, and the relationship between organizational patriarchy and organizational ambition (976) -0/) was negative and significant. Also, the research results showed that the relationship between organizational patriarchy and organizational trauma with the mediating role of organizational ambition (0.624) was positive and significant. The results of this research showed that patriarchal management causes organizational problems, and in this regard, organizational ambition can act as an effective factor in improving performance and reducing trauma in organizations. Therefore, it is suggested that managers act by creating motivation, healthy competition and promoting a positive work environment in order to achieve growth and progress in the organization and prevent organizational trauma.

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.

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 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.

The Purpose of this Research is to Examine the Alignment of Strategic Leadership and Technology Governance on the Productivity of Government Organization Employees. The Current Research is Correlational and the Statistical Population Includes the Employees of Kashan University as a Government Organization, 350 People, and 180 People were Randomly Selected as a Sample Based on Cochran's Formula. Research Data Collection was done Through the Researcher's Questionnaire. The Validity of the Questionnaire was Confirmed by the Professors and its Reliability was also Confirmed by Measuring Cronbach's Alpha.In Order to Analyze the Obtained data, SPSS Software was Used. The Results of the Research Show that the Alignment of Technology Governance, the Explanation of the Organization's Vision, the Development of Staff Capacity and the Effective Management of Resources have a Large Effect on the Productivity of the Employees of Government Organizations. One of the Important Issues that Government Organizations Always Emphasize is the Amount Increasing the Productivity of Employees in the Organization and their Work Responsibilities.

The present study aims to investigate the factors affecting the adoption of authentic leadership in government organizations using the fuzzy cognitive mapping (FCM) method. This research is exploratory in terms of objective, applied in terms of purpose, and mixed-method in nature, based on both qualitative and quantitative approaches and grounded in the inductive-interpretive philosophy. The statistical population of this study consists of experts who were selected through purposive sampling based on theoretical sufficiency principle. The data collection tool in the qualitative section was interviews, the validity and reliability of which were confirmed through content validity, theoretical validity, and intra-coder and inter-coder reliability. The data collection tool in the quantitative section was a questionnaire, the validity and reliability of which were confirmed through content validity and test-retest reliability. Qualitative data were analyzed using content analysis, and quantitative data were analyzed using the fuzzy cognitive mapping method. The results of this study indicate that strategic and future-oriented thinking, talent management, and positive organizational culture are among the most influential factors in the adoption of authentic leadership in government organizations.

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.