فصلنامه مدیریت سازمان های دولتی
سال دوم شماره 1 (پیاپی 5، زمستان 1392)

The present study aims at investigating the effect of organizational culture with the interference of professional ethics on the organizational efficacy in the guaranti cash of saderat of Iran. This study is practical regarding to its aim, descriptive to its nature and type and Survey regarding to its procedure. the statistics society include all the clerks of guaranti cash of Saderat of Iran in Tehran city(140 people).some desired questioners were used for collecting data. The questioners consist of 37 closed questions and answers and they consist 5-item questions of Likert scale. Using of Alpha cronbach quotient for validation measurement of these questionares was put into practice and the result was 96 percent. structural equation modeling was used in order to analyses the information. The results of this study show that there is a positive relationship between organizational culture, professional ethics and organizational efficacy. the results also show that there isn’t any direct relationship between ideology culture (as one of the organizational culture) and organizational efficacy. Organizational dominated culture is a hierarchical culture. For professional ethics as a mediator variable, it can be said that all the effective factors on professional ethics, except obeying rules and scientific standards, equally mediate between organizational culture and organizational efficacy.

Evaluation is a comprehensive and necessary process for all organizations, and for higher education institutions which seeking excellence and justice, it has more necessity. In this context, evaluation of universities educators as one of the most essential items, has special importance. Implementation of a right evaluation entails selecting appropriate criterions, because selecting correct criterions validates evaluation results. This study pays attention to identifying and ranking seven criterions for professor’s evaluation from the students view. Statistical population includes the students of management and accounting faculty of Allameh Tabataba’i university. Questionnaire was used for collecting data. Analyzing the collected data showed that scientific knowledge and ability, responsibility, communication ability with students, students supporting, capacity to make interest and motivation, teaching skills, and justice in behavior are appropriate criterions from students view. Also, statistical ranking test shows, among the above criterions, the students supporting along with the professor's scientific knowledge and ability criterions, have the highest priority while the justice in behavior has the lowest priority.

Designing the holographic organization regarding the fivefold component as dynamic capacity building, holistic environment, efficient human capital, increased self-managing, and smart structure aims at crystallizing the entire quality and learning ability in each single part with the intention that the system frequently involves the ability of regenerating and self-organizing. In current article, first of all, the main factors of holographic organization from the depth of the theoretical principals were derivated. Then using the Delphi technique and scoring 23 detected factors via exploratory factor analysis, 5 new components were identified and labeled. These components could cover 87.056 % of functional factors used in designing holographic organization. Because the process of current thesis is synthetic (quantitative and qualitative), the statistical population were selected among the PNU's professors and administrators. This article is exploratory naturelly and fundamental – applied aimlly and descriptive – survey to the methodology. To confirm the validity of research tool was used experts and Total Variance Explained table. The Reliability of the tool through Cronbach Alpha Coefficient set as 0.964 was confirmed. To examine the hypotheses, confirmed factor analysis was applied. The results of study show that PNU has a congruity with all components of holographic organization with the exception of dynamic capacity building component. It is suggested android owners use the mechanism in PNU as double learning, development of team working, systems thinking synergies.

One of the key issues for public organizations, is implement of policies are formulated. The travel and tourism industry is one of the largest industries in the whole of the world. The WTO has warned that many plans and policy for tourism have been prepared at the national level but are rarely implemented as intended, often because they are too sophisticated, lack of budgetary or disconnected and conflict among the tourism actors. Moreover, tourism policy implementation needs coordination, cooperation, participation of all actors. The main propose of this article was to bring to light the actors that contribute to the success or failure in translating policy into practice, and how those actors influence such processes. The research questions that this study followed are: how actors may enable or constrain the effective implementation of policies? This article tries to identify the different role of tourism actor and prioritize them. Although to identify tourism actor’s four rounds of Delphi method has been used, Delphi group members were 30 and to ranking of these actors fuzzy Topsis method has been used and for determine impact of each actor, factor analysis through LISREL software has been used. Random sampling method was used and sampling formula is Cochran. The sample number is 252 and for reliability of questionnaire Cronbach's alpha was 0/91.Results from this study showed that 23 actors are involved in tourism policy implementation in Iran. And without collaboration these actors the failure in tourism policy implementation is inevitable.

One of the issues today in the field of management, particularly human resource management is significant applied is concept of competence and meritocracy. In fact, as Vy.ay.kamprfrm puts it, competency models can be used as a way to integrate various human resource acts. its means that it can be each of the following human resource management subsystems are designed on the basis of merit and competence is in the core of all human resources activities of the organization. This led to the creation of competence paradigm in human resource management literature has been known to human resource management based on competency. In this study, considering the fundamental question "What is the conceptual competence of human resources Nahj-Al-Balaghe?” try it a detailed and comprehensive study of the book Nahj-al-balagheh and using the techniques of content analysis of qualitative research and quantitative research methods, interpretive structural modeling(ISM) and complete the questionnaire by 40 scholars and experts in the field of management and Nahj-Al-balaghe and extract the 332 code from the Nahj-al-balagheh, forty-eight Basic Themes and six theme- Organizing by topics (God, justice, knowledge, wisdom, strength and health) was modeling Competencies human resources and eventually tried in the case, the staffing component of the University of Imam Sadeq (AS) is compatible with the human resources component of competence and the model radar is presented.

In such a messy world, the only thing that can guarantee the growth and authenticity of state organizations and the government itself is having a powerful and effective management system. Also, in order to achieve such a system, trained executives must be singled out and put in charge. Teaching and educating such executives requires a comprehensive schedule to prepare them for realizing the purposes and the strategies of the organization. Considering the positive effects and the improvement of efficiency of the workforce in state organizations, it is inevitable to pay attention to the factors which affect the improvement of efficiency in human resources of the organization and especially in executives and experts as the most effective people in the organization. So in this regard, the present paper tries to make up the basis for the emergence of a set of reasons for emphasizing on the efficiency of the experts and the executives as well as discussing the problems such people might face in a state organization. Also in this paper an overview of seven main factors which affect the effectiveness of the experts and the way they interact is presented. At the end of the study, experts’ purpose and motivation for supporting the organizational goals is discussed.