جستجوی مقالات مرتبط با کلیدواژه « and Public organizations » در نشریات گروه « مدیریت »

Merit-phobia is an abnormal and purposeful fear and concern about the realization of meritocracy. Therefore, the present research was conducted with the aim of determining the causes, components, and consequences of merit-phobia in Iranian public organizations. The research was an applied-developmental study that used mixed data (qualitative-quantitative). Data for the qualitative section was gathered using semi-structured interviews with 17 academic and executive elites selected through purposive sampling. In the quantitative section, data was gathered using a questionnaire. The statistical population included 852 Ministry of Education employees in Tehran, of whom 380 subjects were selected using random sampling and a logical sample size. Thematic analysis was used to analyze qualitative data, and structural equation modeling and partial least squares were used to analyze quantitative data. Following the transcription of the interviews, 126 key phrases and 48 indices were extracted, which included three dimensions as causes of merit-phobia, two dimensions as components of merit-phobia, and four dimensions as consequences of merit-phobia in Iranian public organizations. The quantitative findings demonstrated that the variables in terms of mean were higher than average, allowing generalization from the sample to the statistical population. Furthermore, the relationship between research variables was confirmed with a probability of 0.95 in structural modeling.

Green management, is an emerging phenomenon that has entered into the management literature when theories of economic growth and development were evolving. This new concept is based on sustainable development, and recently has become one of the major concerns in organizational studies. This paper is aimed at presenting a green management model for Iran's public organizations.  It is assumed that the green management helps to reduce costs, change the consumption pattern, raise the optimal allocation of resources and reduce waste, all requirements  to improve the environment. The persons who    were interviewed in this research, consisted of 12 experts  in the field of green management who were expert managers of Iran’s Environment Organization and university professors.  They had been selected on a purposive Sampling method. Data was collected via 12 texts of expert’s opinions. We analyzed the texts using MAXQDA software and thematic analysis method. As a result of data analysis, 313 non-repetitive codes were identified, including 31 basic, 14 organizing and 3 inclusive themes. For reliability of the findings we used Guba and Lincoln's four criteria. The research result that is presented in a three-dimensional model, includes structural themes (management dimension), contextual themes (behavioral dimension) and contextual themes (environmental dimension). The interpretation and analysis of the research data showed "redefinition of values and green policymaking through discourse in the field of water, energy, equipment and waste", "Adherence to the social responsibility of the organization inspired by the style of the top managers of the organization" and "paying more attention to the social and value dimension of society" will be a facilitator in implementation of green management in the  Iranian  public organizations

In recent years, various researche has been done on the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations but the academic community is faced with scattered information about this relationship. Reviewing the academic literature, researchers of the current study obtained various results. Some studies consider leadership style and behavior as effective factors in reducing burnout of employees in public organizations, some regard such factors as less important, and some consider them effectless. This paper, using the meta-analysis method, aggregated the findings of articles that previously examined the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In this regard, the relationship between various leadership behaviors and burnout of employees in Iranian public organizations in various studies was initially identified and investigated. Then using the principles and rules of meta-analysis, the total effect size was calculated. Next, the behaviors with the greatest impact on employee burnout in Iranian public organizations were studied.

The research was performed using a meta-analysis method and CMA2 software. In this regard, all articles published in Persian scientific research journals, done by one of the Iranian public organizations were reviewed using keywords such as managers' behavior, leadership style, and employee burnout. After reviewing and considering the input and output criteria, 12 studies were chosen to enter the meta-analysis process.

The achieved results from the meta-analysis indicated the fixed effect size to stand at -0.339 and the random effect size at -0.371 i.e. there was an average relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In a separate study to examine the effect size of each behavior or leadership style of managers, it was observed that among the behavior or leadership styles affecting burnout of employees in Iranian public organizations, ethical leadership style with a total effect size of -0.57, relationship-oriented leadership style with a total effect size -0.43and transformational leadership style with a total effect size -0.42 have the highest effect size and the relationship is above average.

Due to the identified levels of relationship (from important and effective to insignificant and ineffective) between leadership behaviors of managers and burnout of employees by earlier studies and the findings of the current one, it can be inferred that some mediator or moderator variables may influence the relationship, leading to different results in various studies. However, the important issue which is also among the finding of the present study is that leadership behaviors and styles are among the critical factors which should be taken into account to reduce employee burnout in Iranian public organizations. Also, the results indicate that ethical and transformational leadership are behaviors and styles the application of which in organizations can have a great impact on reducing the burnout of employees in Iranian public organizations.

Nowadays, knowledge creation, storage and management in organizations have become a value-creating strategy and its optimal management can help the strategic growth and development of the organization. The purpose of this study is to design an indigenous model of knowledge management with adaptability in Iranian public organizations. In the qualitative part, the components were identified using library studies and referring to experts in a non-random purposeful snowball method. Economics and finance, Islamic culture and guidance, and education were prioritized as the most important components influencing knowledge management maturity. Components of research in a system model with five variables: 1. Input including: individual capability, behavioral competence, strategy and public rules and regulations; 2. Process includes: leadership and support of senior management, organizational technology and organizational process; 3. Outputs include: knowledge-based culture and flexible structure; 4. Outcome includes: profitability, quality, productivity, growth and 5. Feedback includes: internal evaluation, external evaluation, review and correction. In the quantitative part, the research model was fitted and tested through the structural equation model and SMARTPLS software and the path coefficients all had a positive and significant effect. The research findings revealed the design of an indigenous model for the establishment of knowledge management. The results of this research can be used by Iranian public organizations to pave the way for the successful establishment of knowledge management and gain a competitive advantage

Today for organizations maximum utilization of human assets is a necessary direction because of some reasons such as fast technology progress, increasing competition and cost reduction. Employee performance coaching is an effective tool in employee performance management and a strong method for being sure that employees have motivation properly and that they work with their full potential. In fact, Coaching is one of the effective methods in training and improving. The aim of this paper is identification a model for explanation the concept of employee performance coaching in Iranian public organizations. The research method is qualitative and specifically grounded in which effective factors of explanation the concept of employee performance coaching in Iranian public organizations was identified with open interviewing method. So, 10 experts in field of performance coaching were selected as samples. 5 intervening, contest, strategy, consequences and finally casual factors of exploring performance coaching system were identified with obtained concepts. Results show that current organizations can effectively react to competence pressure with more recognition of noted factors. And after that can get more efficient results with preparing and utilization training and marketing strategies such as coaching

In modern human resource development, a human resource manager is faced with a paradigm where the manager acts as a coach, which is referred to as organizational coaching, in which the manager triggers the abilities, motivation, and job opportunities of employees. Accordingly, the purpose of this study was to propose a comprehensive organizational coaching model for governmental organizations of Iran. This qualitative study was conducted using the Grounded Theory approach in three stages including open, axial, and selective coding. Thirteen ICF international coaches with a minimum experience of five years in Iranian public organizations were selected through theoretical sampling. A semi-structured interview was carried out, which was continued until theoretical saturation was achieved, and the resulting data were analyzed. The data analysis generated 132 codes, 66 concepts, and 17 main categories. These were formed as a paradigmatic model that was comprised of organizational coaching as the core category, causal conditions (including the characteristics of the organization and the characteristics of the individual), contextual variables (including coaching culture building, the atmosphere of the organization, and organizational support), intervening variables (coach characteristics, client characteristics, and coaching models), strategies (changes in the behavior, changes in the approach, self-awareness, the role transparency, business agility, organizational confidence, and organizational learning), and consequences (individual development and organizational development).

The purpose of this study is to design an interpretive structural model for consequences of workplace ostracism as a social behavior in an Iranian public organization. In this regard, after studying literature and identifying consequences of workplace ostracism, a semi-closed questionnaire was developed based on likert scale and distributed among 18 experts based on typical sampling. The questionnaires’ statements were screened in two phases using fuzzy analysis. After categorizing consequences, the ISM measure were developed and distributed among experts. Based on findings, the model possessed variables in 5 levels (the first, second and third levels: psychological, cognitive and attitudinal, and behavioral consequences, respectively; the fourth: inter organizational consequences; and the fifth: extra organizational consequences). The results show that the scope of the dysfunctional consequences of organizational ostracism extends beyond the boundaries of individual level to out of organization. Due to such a wide range of destructive effects, identification and management of organizational ostracism are recommended to the managers of the organization under study and the same ones.

Since the main mission of public organizations is to continuously improve the quality of services provided to citizens, cynic employees are seriously threatened by the severe impact of the workplace to fulfilling this important mission. Therefore, it is necessary that each organization design strategies to minimize organizational cynicism. Accordingly, the present study considers the effect of the organizational goal ambiguity on organizational cynicism with regard to the important factor of "perception of organizational politics". The statistical population consisted of managers and staffs of 18 public organizations, of which 926 were selected randomly for the sample. For data collection, a questionnaire was used in Likert scale. Validity and reliability of questionnaires for each variable were confirmed by construct validity and Alpha-Cronbach's coefficient. The analysis of the research data was carried out by structural equation modeling and path analysis, Smart PLS software and SPSS. The results show that, in addition to the effective role of goal ambiguity in targeting organizational cynicism, the organizational goal ambiguity through the perception of organizational politics has a significant impact on the formation of organizational cynicism.

1- Globalization, massive population changes, differences in the level of knowledge, skills and capabilities of individuals and the lack of specialized workforce in various business areas can have a significant impact on the ability of nations to maintain their competitive ability with their peers in the world. Without skilled, highly experienced, technical knowledge-equieped workforce, businesses will lose their ability to compete in national and international markets, and will have no result other than reduced economic success. The high speed of technological progress also puts steady pressure on speed, innovation and change. Therefore, employees should have a wide range of technical and interpersonal skills in the field of work that allow them to work with advanced technologies and in an optimal way, to operate in organizations with today's high performance capabilities. Whereas, One of the vital challenges facing organizations in the world, and especially Iranian public organizations, is "daily routine" and "lack of work morale in terms of organization's growth and excellence and lack of staff's effort to achieve the goals and strategies of the organization and In turn, reducing the adaptability and alignment of human resource goals and strategies with the organization's goals and strategies and the lack of attention to the management professionalism in human resources field in order to optimally use the technical and ethical capabilities of these social capital.
Therefore, this paper aims to investigate factors affecting professionalism of human resources of Iranian public organizations; wherever as the main highway of entrance, retention and exit of professionals, it plays the most important role in the growth and excellence of the organizations and society, as a whole.
2- THEORETICAL FRAMEWORK
The theoretical framework of this study is the result of studies on the relationship and interactions between ultra-organizational factors affecting professionalism including politics, rules and regulations, economics, culture and society and their effects on some institutional variables such as organizational culture (see Brodbeck, Hanges, Dickson, Gupta & Dorfman, 2004; Hofstede, 1980; Konrad & Susanj, 1996; Mehmetaj, 2014; Pour-Ezzat, 2008; Ralston, Holt, Terpstra & Cheng, 1997), the relationship between individual professionalism and organizational culture (Johnson, Haegeli, Hendrikx & Savage, 2016), the impact of organizational culture on organizational effectiveness (Peters & waterman, 1982), measuring the relationship between organizational culture and human resource management practices (Adewale & Anthonia, 2013; Legge, 1995; Storey, 1995), assessing the impact of the institutional factors on the human resources management system and its internal achievements (Schuler & Jackson, 2014), examining the effect of organizational strategy on organizational structure (Marx, 2016), examining the effect of organizational technology on human resources management practices (Vohra, Shrivastava, Premi & Shine, 2015), and finally, assessing the impact of human resource management practices on productivity, individual satisfaction, motivation, individual, organizational, and social performance (see Delery & Gupta, 2016; Kopelman, Brief & Guzzo, 1990; Wong, Tan & Fong, 2013). Designed theortitical framework includes ultra-organizational factors of professionalism with criteria such as politics and supportive rules, culture and society, economics and economical justice, strategic master plan, and technological infrastructure, individual factors of professionalism with criteria such as moral attributes, and performance capabilities, organizational-institutional factors of professionalism with criteria such as organizational and human resources strategies, organizational structure and processes, professional organizational culture, and organizational technology, organizational- practices factors of professionalism with criteria such as HR planning and employment, HR training and development, HR retention and compensation, and effective HR utilization, and professionalism achievements with criteria such as individual, organizational, and social achievements.
3- The research method of this study is descriptive-survey. This body of research has 5 main variables (factors) and 14 secondary variables (criteria) which have been identified and classified from literature review and interview with the experts of HRM field of Electric Power Industry. This study had 6 hypotheses about the relationship between the criteria affecting professionalism and its achievements. After calculating face, content (in three stages), and construct using confirmatory factor analysis validities and reliability, using Cronbach's alpha test, final questionnaire was set with 88 items.
Statistical population is employees of public sectors in electric power sector of Ministry of Energy with 10000 people; the sample includes 370 individuals calculated based on Morgan table. Regarding the sample dispersion and the probability of not returning the expected responses, 600 questionnaires were distributed by stratified random sampling. Data analysis was performed with 480 refined data.
4- For data analyzing and investigating the six hypotheses in this study, researchers have used Path Analysis method and Multi Analysis Of Variance in a stepwise method. Based on the results, it should be noted that all the relationships of criteria in the path analysis method are proven and 95% confidence can be attested to the impact of individual, organizational and ultra-organizational factors on attaining individual, organizational and social achievements in the studied statistical society and it has used enough of valuable results of considering such relationships in the macroeconomic structure of the country, in line with the plans for improving the status of individuals, organizations and the society.
5- CONCLUSIONS & SUGGESTIONS
After studying the relations between the main and the side variables of the present study, it can be deduced that considering the criteria of politics and supportive rules, culture and society, economics and economical justice, strategic master plan, and technological infrastructure can be the basis for the professional performance of organizations in the institutional and practical aspects, which refer to the human resources management practices of public organizations and provides valuable achievements for the professionalization of human resources employed in the state body.
The two key suggestions of this study are considering academic education related to the needs of the labor market for potential human resources, and planning and monitoring the performance of human resources management activities in public sector by establishing Human Resource Management Professionalism Association (HRMPA) as a mediating role within the subsidiary of each ministry of the state cabinet that contributes to integration, consolidation, and the implementation of the human resources management practices in specialized business of public organizations.

This study aimed to explain the role of self-leadership and self-management on human capital of Ministry of C.L and S.W. The research method was descriptive and correlational and data analysis metod was SEM that Using Cochran's sampling formula that Sample size was determined 306 personnel by simple random sampling. Self-leadership and self-management of Abili and Mazari (2014) with reliability (α =0/94) and human capital questionnaire of Naderi (2011) with reliability (α=0/95) were used. Results showed that that self-leadership, self-management and human capital of Personnel higher than the average and self- self-leadership (r=0/49) self-management(r=0/48) had a significant positive correlation with human capital of Personnel (p

The aim of the present study is to examine and identify team performance dimensions and factors in Iran’s public organizations. For the purpose of the study exploratory method was used and data were gathered through quantitative approach. The targeted population consisted of two parts including experts in the field and managers and experts in public organizations in Ilam. The sample size included twelve (12) experts in the field and four hundred and seventy two (472) managers and experts. Confirmatory factor analysis was used to analyze the data. Team performance was found to include two dimensions including processes and results (performance). Process dimension consisted of four factors: leadership and goal setting، creativity and innovation، research and development، and partnership and cooperation. Result dimension included three factors: results for the team، results for the organization، and results for society.