جستجوی مقالات مرتبط با کلیدواژه « public sector » در نشریات گروه « مدیریت »

The aim of this research is to investigate the potential of behavioral nudges to reduce the escape from responsibility in executive systems (public sector). The field of behavioral sciences offers a wide range of nudge interventions that can be implemented at both individual and organizational levels. Therefore, this article attempts to redefine the concept of escape from responsibility in executive systems considering the administrative environment. By statistically analyzing biases in this area, the paper refers to solutions based on the capabilities of nudge theory and the concept of choice architecture to provide access to a more desirable situation in the field of escape from responsibility in the public sector.

The present research is based on the interpretive paradigm and qualitative methodology and was conducted using thematic analysis. The statistical population consisted of experts in the fields of management, law, and high officials of public sectors who were selected by the snowball sampling method. Data were collected through semi-structured interviews with experts and continued until theoretical saturation was reached.

The studies conducted identified 19 cognitive biases that can lead to the escape from responsibility among managers and employees. These biases essentially pave the way for escape from responsibility by deviating decision-making from the right path. The nudges identified in this research, influenced by theoretical and field studies, were categorized into six groups, which have the potential to prevent and control behaviors leading to omission in employees.

Findings show that managers and employees are subject to cognitive errors and biases in their understanding of duties and responsibilities. The results of the study also demonstrate that the principles of behavioral nudges can be applied in various organizations and fields. However, it is important to note that the effectiveness of nudges can vary depending on the specific context, targeted behaviors, and selected organizations. In this regard, the evidence is effective in reducing the evasion of responsibility and promoting positive behavior in public offices. Escape from responsibility among managers is a significant threat to the effectiveness of the organization and prevents progress towards achieving strategic goals. By understanding the underlying psychological underpinnings of this issue and applying the principles of behavioral science, organizations can effectively reduce this issue and foster a culture of responsible management. By empowering managers and by being aware of cognitive biases, promoting collective accountability, and using nudges to change behavior, organizations can create a safer working environment in which managers are motivated and take an active part in fulfilling their responsibilities and duties. This study showed that, according to Iranian experts, the motivational nudges, responsive nudges, and ethically based nudges have a greater and more effective ability to influence the handling of escape from responsibility in public sectors.

Administrative corruption is one of the most important problems of government organizations in third world countries, which weakens or destroys many organizational achievements. The present research seeks to identify, measure and evaluate the factors affecting administrative corruption in the public sector of Khuzestan province. This research was conducted with a mixed method (qualitative and quantitative). The statistical population includes large government organizations and four water and sewage organizations of Khuzestan province, the General Administration of Customs of Khuzestan Province, the General Administration of Roads and Urban Development of Khuzestan Province and the Organization of Industry, Mining and Trade of Khuzestan Province. Using the snowball method, 12 experts of this The organizations were interviewed and the results were analyzed using the qualitative content analysis method. Then, a questionnaire was developed and after verifying the validity (form and content) and reliability (Cronbach's alpha, 0.80) it was given to 215 experts from selected government organizations, who were selected by simple random sampling in the conditions of the epidemic of covid-19. became The data were analyzed using SPSS and AMOSE software using confirmatory factor analysis, one-sample t-test and Friedman test. The results showed that the indicators have a high average number of 3 and therefore, according to experts, they are important in the occurrence of administrative corruption. among the environmental factors, political and government system variable, among the organizational factors, management structure and among the individual factors, individual characteristics got the most points. Among the three-pronged model of factors affecting the occurrence of administrative corruption, Organizational factors were the most important factors in the occurrence of administrative corruption.

Anti-elitism is the process of voluntary negative confrontation with the elites and the underutilization of their core career capabilities and competencies; the purpose of this research is to identify the causes and consequences of anti-elitism in the public sector.

In order to collect the required data, in-depth interviews were conducted with 17 people with the necessary expertise in the field of elites In order to analyze the data, the relationships between the dimensions and indicators of anti-elitism were determined and analyzed in an integrated manner using the structural-interpretive modeling (ISM) analytical method; Finally, by using MICMAC analysis, the types of variables were determined according to their influence and effectiveness on other variables.

The findings of the research showed that the variable "not paying attention to meritocracy" is one of the key variables, which is included in the category of independent variables (fourth group) and has a great impact on the process of anti-elitism in the public sector.

The research findings indicate that using a merit-based system and leadership for utilizing elites and avoiding political appointments plays an important role in reducing elitism in the public sector, utilizing the abilities and talents of the elites, and preventing their escape from the government sector.

The quality of public services provided by the government and the country's public sector is so disappointing that the people can't continue the existing way. Considering this issue and looking at the complications of existing professions in the country such as medicine, law, and construction engineering, the upcoming research seeks to develop a framework for the professionalization of managerial jobs in the public sector of Iran.The current research is among applied research with the philosophy of critical realism, inductive approach, and qualitative-quantitative research strategy. In this research, after studying the theoretical foundations and research background and after modifying and completing the "principles", "process" and "effective factors" for the professionalization of management jobs in the public sector of Iran by academic experts and executive elites of the country, a questionnaire with 74 questions, prepared and distributed among 607 professional managers (basic, middle and senior) of 40 public organizations. Descriptive statistics and then one-sample t-test, exploratory factor analysis, and stepwise linear regression were performed to answer the research question. Based on the findings of the research, the stages of professionalization of jobs include "creating a full-time job", "holding school courses", "creating a university course", "establishing local and national professional associations", "passing the law on issuing professional activity licenses" and "drafting codes of Professional ethics". The principles governing this process also include "necessity of the professionalization process", "having the ideal of service", "competence", "administrative health", "ideal Islamic governance", "independence", "security" and "confidentiality of strategic information".

Given that the urban management system requires significant financial resources to provide urban services and improve citizens' quality of life, the relationship between auditing and urban management systems is vital. Auditors help public sector managers improve and reform management processes by independently evaluating the financial and operational performance. The auditing evaluation is a useful process for identifying weaknesses and improving public sector processes. in this research, the changes in public sector audit methods that are expected to be carried out in Iran in the coming years has been discussed.

This research is based on the objective of the applied type and based on the data collection tool of the descriptive-survey and exploratory type, which was conducted as a mixed (quantitative-qualitative) research.

The results of the Delphi analysis in two stages indicate the acceptance of 25 drivers in the field of changing the regulations, structure and audit procedures of the public sector due to the rapid development of technology in the coming years.

The interpretation of the results shows that the audit of the public sector needs to be changed and updated in the field of information technology, laws and standards, audit structure and procedures. As automated procedures replace manual procedures, less manpower will be required, which will drastically reduce costs.

In today's world, "change" is no longer a choice, but a requirement. Mandatory that is not only true for organizations that are looking for improvement, which is also true for organizations that are looking for a strategy to maintain the status quo because everyone is changing and even non-progressive organizations with a defensive strategy and maintaining the status quo must also They can improve themselves with strength and speed and adapt to changes. Therefore, this research has been conducted with the aim of identifying the effective factors on organizational improvement and prioritizing them. Based on this, after reviewing the literature on the subject and analyzing them, these factors, which include leadership style, organizational structure, organizational entrepreneurship, competence of managers, organizational atmosphere, organizational intelligence, human resource development strategies, employee empowerment, and perceived organizational support, were identified and were ranked using MADM methods.

The establishment of internal audit in the public sector can, in addition to determining the path and roadmap to achieve a higher level of effective performance, outline the necessary steps for the growth and regular improvement of internal audit activity. Based on this, the main goal of the current research is to provide a model for internal audit in the public sector. In order to achieve the mentioned goal, firstly, the theoretical foundations and background of the researches related to internal audit are extracted and related laws and regulations, study and interview with 16 sub-experts determined the dimensions, components and indicators of the internal audit model, then by asking the opinion of 165 experts and experts along with the application of the fuzzy Delphi method, their consensus was obtained. Finally, based on the consensus of research experts, the model of internal audit functions in Iran's public sector based on 5 dimensions and 14 components was developed. The dimensions and components related to the model are a) the dimension of accountability and financial reporting, including the components of accountability and accountability to the scope of duties; and effective and reliable financial reporting; b) the assurance aspect of processes and operations, including the components of formulating appropriate strategies for full access to information and compliance with the rules, regulations, and rules of carrying out processes; C) The dimension of consulting mechanisms and processes, including continuous and effective relationships with the audit committee, audit independence, and the process improvement suggestion mechanism; t) Internal control evaluation dimension including internal control and risk management, financial and operational supervision and cooperation rules and regulations with regulatory bodies and development of internal audit activities; d) The relationship between the dimensions of internal audit and the reporting of results, including the components of training senior executive and financial managers, creating and developing infrastructure, and preparing and compiling guide packages. The result of this study shows that internal auditors fulfill supervisory responsibilities, improve internal controls. They advise management on risk management policies, ensure that the organization complies with regulations and provides quality financial reporting.

Internal audit has provided the basis of correct governance and accountability. An effective internal audit can support the organization in achieving its goals. The purpose of this research is to identify and rank the factors affecting the effectiveness of internal audit and supervision in the public sector of Iran.

This research is qualitative and has an applied purpose. The statistical population of the research includes two groups, 16 people from the accounting and auditing field of the public sector in a targeted manner and in the second stage, 165 experts were selected in an available and targeted way. The tools of data collection are interviews and questionnaires, and the foundational data method was used to analyze the qualitative data. Fuzzy Hierarchy Analysis (AHP) method was used to rank the dimensions and components.

After reviewing and studying authoritative scientific texts and databases and based on interviews with experts and data analysis, the research results showed that the factors of mechanisms and consulting processes with a weight of 39%, evaluation of internal controls with a weight of 27%, internal audit and Results reporting with a weight of 20%, responsibility for accountability with a weight of 9%, and financial reporting and assurance of processes and operations with a weight of 5% have had the greatest and least impact on the effectiveness of internal audit and supervision in the public sector of our country, respectively.

Internal auditing plays an important role in improving the risk management process, increasing the internal control system, and the satisfaction of people and regulatory bodies in government organizations by providing advice.

The present study diagnoses Human Resource Management (HRM) practices flexibility in the public sector using the grounded theory method. In the 14 in-depth and semi-structured interviews conducted in this study, samples that included experts in HRM were selected using purposive sampling. To select the sample members, two criteria were considered: having an acceptable experience in the field of human resource management in the public sector and having academic knowledge in this area. The qualitative data obtained from the field studies were coded using the constructive grounded theory. This process consisted of four steps, including initial, focused, axial and selective coding, from which were extracted 109 initial codes, 13 focused codes and 5 main categories. Data analysis showed that now, the inflexibility of HRM practices in the Iranian public sector, harm the performance of organizations in this sector and effectiveness of these practices in 5 areas including recruitment, training, performance appraisal, compensation and human resource planning.

The increasing rate of environmental change in recent decades has made flexibility in various areas of particular importance. Therefore, modern organizations need new performance standards that must be developed in order to achieve development and flexibility. The public sector, under the influenced by rapid environmental changes and changing demands and needs of citizens, has been forced to adopt flexible approaches. At the same time, the laws limit the flexibility of organizations in the field of human resource management. In the latest studies in the field of human resource flexibility, researchers have distinguished the flexibility of human resource management processes with human resource flexibility. The flexibility of human resource management processes plays a strategic role in the survival and success of an organization by helping it to adapt to complex and dynamic environments.

The present research is in the category of applied research in terms of research orientation. In addition, according to the general purpose of the research, the research method is of qualitative type and with emphasis on exploratory approach. The data collection tool was semi-structured interviews. In the present study, interviews with managers and experts of HRM in public sector were considered, and to collect rich data, we tried to identify HRM professionals on the basis of two main criteria: a significant experience in HRM field in the public sector, and academic knowledge in this field. We used constructivist Grounded Theory to gather, analyze and interpret data. Data analysis was based on an inductive process adopting a coding strategy containing 3 stages: initial coding, focused coding, and axial coding.

The first major issue related to the harms of low flexibility of human resource management processes in the public sector is the problems of the recruitment system, which focus on the codes of "weakness in attracting elites and talents" and "disappointing job applicants" is formed. The second major category regards performance appraisal problems consisting of the centralized codes of "goal shifting in performance appraisal" and "misuse of metrics". The centralized codes of "inefficiency of the reward system", "unfavorable output of coordinated payment system" and "mismatch between performance and compensation" became another major category related to the compensation system. The next category refers to the staff training system and consists of 3 focused codes: "failure to meet training needs", "impossibility to use valid training services" and "shifting goals in training". The last category of axial coding is HR planning system, which includes the centralized codes of "HR inflation in the public sector", "shortage of specialists in the public sector", "the weak promotion system" and "inability to maintain strategic forces".

The recruitment system of an organization should be able to meet its human resource needs. Currently, employment in the public sector is done through comprehensive tests, which, although from the perspective of employment justice is a big step towards the excellence of human resource management in this sector in recent years, but does not have enough flexibility and it faces challenges such as the long recruitment process, problems related to matching the content of the candidates' fields of study with the job titles, and so on. Also, the weakness of the existing laws in retaining the elites and talents causes serious damage to the recruitment system, which also arises from the lack of sufficient flexibility in the existing laws.If the compensation system is not flexible enough, it will not be able to enhance the desired performance. If there is no difference between the rewards of people with different performance, they will not have an incentive to improve their performance, and this will cause indifference of employees and they will gradually be satisfied with the minimum level of performance.Performance appraisal is one of the most important performance management tools and without a powerful and accurate evaluation system, it is not possible to improve performance. To evaluate the performance of public organizations, the same forms are used that do not have enough flexibility and do not have contingent variables such as the context of different organizations, different jobs and sensitive events.In education system, just paying attention to filling the training hours and not paying attention to the content of the training courses and their necessity, causes the training needs not to be met and this issue has an adverse effect on the employees' performance. Also, requiring public organizations to use the educational services of a few special institutions reduces the flexibility and effectiveness of these courses. In the field of education, personal development is not given much importance and only the training courses passed in the organization are recognized as valid.Most of the HR planning in public organizations is done by the Administrative and Recruitment organization, and without the active participation of the human resources management units of the public organizations, this system will not be effective. At present, due to the lack of necessary expertise in these organizations and the existing legal restrictions, this participation is at a low level and the necessary flexibility there is not in this system. The result of this conditions is the inflation of HR in the public sector at the same time as the shortage of skilled HR. This inflexibility also affects the promotion system and, in some cases, leads to discouragement of employees who have performed well and made significant progress in a short period of time.

The aim of this study was to design the strategic model of talent management at health networks in Iran university of medical sciences. The research is applied-developmental and the mixed methods research was used. In the qualitative phase of research (with using delphi method and content analysis method) population included expert and elites of vice-chancellor of healthcare, and in the quantitative part included the staff of health networks. The sample size in the first stage (by judgment sampling method) was 14 people, and in the second stage (by random sampling method) was 156 people. In the explanation of the model, after the distribution of questionnaires in two steps, “the members of the Delphi panel reached relative consensus. After content validity and reliability (with Cronbach’s alpha 0.81) of the questionnaire, second order confirmatary factor analysis for each component of the model was indicators and model with slight modification was a good fit The results show that talent management affects on organizational performance. The process is influenced by structural, content and external factors on the success of organizational performance. The model takes a step-by-step path from basic to the more specialized level by projecting the impact of environmental factors inside and outside the organization, then it can be used in strategic organizational decision making.

The current study was an attempt to present a model of human resource planning in the public sector with a focus on the efficiency and organizational productivity. The research population included the experts and managers of the Ministry of Culture and Islamic Guidance in Fars province. In this research, all 100 senior managers in the population were considered as the sample of the study since the whole population had a limited number of members, and thus, total population sampling was employed. Due to the lack of information on human resource management as well as the nature of management research, the target population had to be recruited from among the managers and experts of the Ministry of Culture and Islamic Guidance of Fars province, which justifies the statistical number of the population in this study. In order to identify the factors influencing human resource planning, library and Delphi techniques were utilized. The18 identified factors were evaluated considering 59 items. In the exploratory factor analysis, these 18 factors were classified into three groups of occupational factors, organizational factors, and individual factors. Moreover, conducting confirmatory factor analysis, the researchers examined the items, and the sub- and main factors.

Digitalization and agility are the dominant features of the gig economy. Therefore, it is crucial to consider digital transformation and organizational agility in both the public and private sectors. The level of preparedness of the public sector for the digital transformation as a new approach to employee management and enhancement of the capabilities of public sector organizations is also of high significance. This relatively new concept includes the use of web-based technologies to optimize processes and create better results in human resource management (HRM). The purpose of the present qualitative research was to present a model for digital HRM in the public sector to fit in the digital era.

Qualitative research method was used to conduct the present study. To achieve the research objective, data was collected through semi-structured interviews with 36 human resource experts in the public banking network (including 8 banks), who were selected using the purposive sampling method.

The findings of this study consisted of 4 comprehensive themes, 15 organizing themes, and 58 basic themes, which were obtained in three stages of coding. The comprehensive themes were digital architecture, digital ecosystem, the drivers of digital HRM, and the digital HRM outcomes.

The obtained results indicated that the public sector requires digital HRM to create agility in the gig economy. As an innovative and inevitable strategy, public sector organizations need digital HRM to improve their agility of the public sector banking network and facilitate the transformation and the transition to the digital economy. Unfortunately, there is currently a major weakness in the knowledge and practice of digital HRM in the public sector. The present study considered this issue and some new concepts that have not been mentioned in the existing literature.

Citizen-centered government agencies are a prototype of new public service approach which, in effect, calls for citizenship orientation of state-owned agencies. This study aimes at developing a citizen-centered model in the Iranian public sector with a new public service approach. 

To realize this purpose, the main themes of the main subject of the study were identified using the grounded theory method. The statistical population of the study was the managers of Tax Organization in Tehran. Based on purposeful sampling method, 12 subjects were  selected. Interviews were performed for data collection and to analyze data, MAXQDA Version 12 software was employed. 

According to the research findings, the central categories of citizen-centered theme in the public sector of Iran include citizen participation, decision-making transparency and accountability. The findings also show that the rule of law, political stability and management stability affect the establishment of citizen-centered governmental organizations and this, in turn, brings about security and economic consequences. 

This study presents a new citizen-centered model with a new approach for public sector in Iran. The model is appropriate for the nature of government organizations in the Islamic Republic of Iran.

According to the identified model, the establishment of citizen-centered approach in Iran’s government organizations depends on investment in e-infrastructure and development of e-government.

Culture plays a significant role in organizations. When members of an organization become accustomed to organizational culture, they perceive the organization's events in a similar way. The main purpose of this study is to present a model of organizational culture in the public sector of Iran using grounded theory.

The research method is applied in terms of purpose. The statistical population of this research (qualitative approach) consists of 15 experts and elites in the field of management (Social Security Organization, Tehran Municipality, and Welfare Organization) in Tehran. The sampling method is a semi-structured individual interview using the snowball technique. The Data were analyzed in the framework of Corbin and Strauss's grounded theory process.

Model of organizational culture in the public sector was able to bring new theoretical insights that were recognized as effective in organizational culture with the help of indicators such as sufficient causal conditions of organizational culture in government departments, contexts of organizational culture in government departments, intervening components regarding organizational culture in government departments, effective strategies on organizational culture in government departments and organizational culture consequences of Iranian governments.

The results show that the high status of human resources, creativity, and individual innovation as well as strengthening the sense of responsibility instead of a sense of duty are among the benefits of organizational culture reform on organizational human resources and increase organizational learning, organizational competitiveness, organizational integration as well as organizational adaptability are other consequences that this cultural change will have on all government organizations.

Knowledge-based organizations emphasize certain competencies to achieve goals because the competency model of employees is different for the levels of occupations. Accordingly, the present study was conducted with the aim of designing a professional competencies model for knowledge workers in knowledge-based organizations.

This research is applied in terms of purpose and exploratory mixed research in terms of data type. Participants of the qualitative section consist of 12 experts of knowledge-based organizations that were selected by non-probabilistic purposeful sampling method. The data of this section were collected through semi-structured interviews and analyzed by thematic analysis. The statistical population of the quantitative part was 330 knowledge workers of knowledge-based organizations, among which 178 persons were selected by simple random sampling method. The data of this section was collected through a researcher-made questionnaire and analyzed using structural equation modeling.

The professional competencies model was structured in five main categories and 20 categories and 78 sub-categories including: 1. Knowledge (knowledge update, professional knowledge, environmental awareness, and knowledge management); 2. Skill (social, managerial, problem solving, negotiation, and marketing skills); 3. Ability (educational, intellectual, modeling, business counseling, and new product development ability); 4. Characteristics (self-efficacy, commitment, work ethics, and research spirit); 5. Attitude (entrepreneurship and foresight). The second-order confirmatory factor analysis indicates the significant relationship between indicators, components, and dimensions of competency model.

The professional competencies development of knowledge workers can prevent waste of time, energy, and resources of knowledge-based organizations. It also can make deep reviewing in employment criteria, staff selection, and composition of development and reform programs.

The concept of human capital implies that the qualitative characteristics of human resources (knowledge, experience, skills, abilities and other cognitive and non-cognitive characteristics) are kinds of capital that, due to their intangible nature, require a new approach of human resource management through a capitalist approach, that is, “human capital management”. This research is intended to design a model of human capital management in the public sector. This is qualitative research based on systematic grounded theory. The data are collected through in-depth semi-structured interviews with 15 academic and organizational experts of Khorasan Razawi province. The sample is selected theoretically using purposive sampling method. Based on the research findings and analysis performed through coding method in the first stage, 218 initial codes were identified. In the next stage, these codes were categorized into 39 classes, and finally 16 final codes were identified, which were grouped into six dimensions of the paradigm model (causal conditions, main category, contextual conditions, intervening conditions, actions and reactions, and consequences).

The purpose of this study is to present a model for improving the productivity of human capital in government organizations with the approach of the statement of the second step of the Islamic Revolution (exemplary employees of government departments in the oil industry). The research method is descriptive-exploratory which has been done with a combined approach (qualitative and quantitative). The statistical population of the study consists of sample employees of the selected public sector in the oil industry during the years 1394 to 1399. Data collection tools were semi-structured and in-depth interviews. According to the obtained results, it can be seen that causal conditions have a direct and significant positive effect on the central phenomenon and indirectly on strategies and consequences. Underlying factors, intervening factors and pivotal conditions have also had a direct and significant positive effect on strategies and indirectly on consequences. Each of the cultural institutions and executive bodies must train their human resources to the extent of their capacities, facilities, concerns and efforts to take positive and effective steps towards the realization of the declaration of the second step of the Islamic Revolution.