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پژوهش های مدیریت عمومی - پیاپی 43 (بهار 1398)

مجله پژوهش های مدیریت عمومی
پیاپی 43 (بهار 1398)

  • تاریخ انتشار: 1398/03/01
  • تعداد عناوین: 12
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  • محمدعلی سنگبر، محمدرضا صافی، عادل آذر* صفحات 5-29
    نگاشت شناختی فازی به عنوان یکی از روش‏های توسعه یافته در چارچوب مدل سازی نرم، این قابلیت را دارد که ماهیت پیچیده و مبهم مسائل را در قالب روابط علی ساختاردهی کند و تحلیل کمی از مسئله برای تصمیم گیران ارائه دهد. هدف از این تحقیق، تحلیل مولفه‏های موثر در دستیابی به مدیریت زنجیره تامین پایدار در صنعت پتروشیمی با استفاده از روش نگاشت شناختی فازی است. تحقیق حاضر از لحاظ نوع و هدف، کاربردی و از جهت نحوه به دست آوردن داده‏ها، توصیفی است. جامعه آماری تحقیق، مدیران ارشد و میانی شرکت ملی صنایع پتروشیمی و شرکت‏های وابسته است. نمونه‏گیری مبتنی بر روش دلفی و با استفاده از روش نمونه‏گیری هدفمند صورت گرفته است. به منظور دستیابی به هدف تحقیق، مولفه‏های موثر در انطباق پایداری در زنجیره تامین با روش فراترکیب استخراج و با استفاده از روش شناسی نگاشت شناختی فازی، ساختار علی توانمندسازهای مدیریت زنجیره تامین پایدار ایجاد شد. در نهایت هر یک از مولفه ها در چارچوب این ساختار مورد تحلیل قرار گرفت. بر این اساس، مولفه‏های اشتراک‏گذاری منابع، تعهد شرکا به پایداری، تعهد به توسعه پایدار و آگاهی اعضای زنجیره تامین به ترتیب بیشترین اثرگذاری را در انطباق پایداری در زنجیره تامین صنعت پتروشیمی دارند.
    کلیدواژگان: مدل سازی نرم، ساختاردهی به مسئله، نگاشت شناختی فازی، مدیریت زنجیره تامین پایدار، صنعت پتروشیمی
  • ناهید رادمنش، ابوالحسن فقیهی*، کرماللهدانش فرد صفحات 31-57
    در سال های اخیر رویکرد جدید در تحقیقات عدالت سازمانی به بررسی پایبندی مدیران به عدالت در سازمان توجه دارد. این پژوهش به صورت کمی انجام گرفته است. روش پژوهش از جنبه هدف آن، توصیفی و از نظر هدفمندی مطالعه بنیادی است. در مقاله حاضر، ارائه الگوی پایبندی مدیران به عدالت سازمانی (با رویکرد فردی و موقعیتی) در سازمان های دولتی مورد بررسی قرار گرفته است. داده های مورد نیاز برای این پژوهش با روش نمونه گیری خوشه ایاز 356 مدیر سازمان های دولتی استان فارس و با استفاده از پرسشنامه جمع آوری  شده است. به منظور تحلیل داده ها در این پژوهش، از روش معادلات ساختاری و نرم افزار اسمارت پی ال اس  استفاده شده است. یافته های پژوهش نشان می دهد که پنج عامل فردی :(آگاهی به عدالت، قضاوت عادلانه، انگیزه عدالت، خودکارآمدی عدالت و  شخصیت عدالت) و سه عامل موقعیتی (سازمانی، مدیریتی و ویژگی های زیردستان) در پایبندی مدیران به عدالت سازمانی شناسائی شدند. همچنین، نتایج مطالعه نشان داد که عوامل فردی ازاهمیت بیشتری نسبت به عوامل موقعیتی برخورداراست. در بین عوامل فردی، عامل انگیزشی عدالت وآگاهی به عدالت و در بین عوامل موقعیتی عامل سازمانی، مهم ترین عوامل پایبندی مدیران به عدالت سازمانی می باشد.
    کلیدواژگان: پایبندی مدیران به قوانین عدالت، قضاوت عادلانه، انگیزه عدالت، آگاهی به عدالت، خودکارآمدی عدالت، شخصیت عدالت
  • سید محمدرضا سبحانی پور، حسن زارعی متین*، سیدمهدی الوانی، غلامرضا جندقی صفحات 59-83
    اثربخشی، یکی از مباحث مهم و مورد توجه تمامی مدیران سازمان های بخش دولتی می باشد و عدم توافق همگانی در مورد ویژگی های سازمان های اثربخش، تمایز آنها از نظر اهداف و ماموریت های خاص و فرهنگهای مختلف آنهاست. این تحقیق قصد دارد مدیریت منابع انسانی را بر مبنای فرهنگ سازمانی مشارکتی در جهت بهبود اثربخشی عملکرد سازمانی متناسب سازی نماید. این تحقیق بر مبنای هدف بنیادی - کاربردی می باشد و در آن برای گرداوری داده ها از روش های کمی و کیفی استفاده می شود و از ابزارهای پرسشنامه و مصاحبه در گردآوری داده ها استفاده می گردد. جامعه آماری موردنظر خبرگان دانشگاهی با تخصص مدیریت منابع انسانی و خبرگان سیاستگذار در زمینه مدیریت منابع انسانی در نظام اداری کشور می باشند و تعداد نمونه آماری در مرحله اول جهت تکمیل پرسشنامه 40 نفر از خبرگان دانشگاهی و در مرحله دوم 10 نفر از کارشناسان خبره در سازمان اداری و استخدامی کشور توسط اساتید راهنما تعیین کفایت گردیده است. برای تجزیه و تحلیل داده های کمی حاصل از پرسشنامه از الگوریتم اجرای تکنیک دلفی فازی و در تجزیه و تحلیل داده های کیفی حاصل از مصاحبه نیز از تکنیک تحلیل مضمون استفاده شده است.  در پایان می توان نتیجه گرفت که علیرغم مواد قانونی موجود در بخش دولتی در خصوص اجرای استراتژی متعهدانه در فرهنگ سازمانی مشارکتی در شاخص های توانمندسازی، کار تیمی و توسعه قابلیتها می بایست بستر قانونی مناسبتری تدوین و تصویب گردد تا بتوان در این نوع فرهنگ به اثر بخشی مدیریت منابع انسانی و در نهایت اثر بخشی سازمانی دست پیدا کرد.
    کلیدواژگان: مدیریت منابع انسانی اثربخش، فرهنگ سازمانی مشارکتی، نظام ورود منابع انسانی، نظام نگهداری منابع انسانی و نظام خروج منابع انسانی
  • نرگس صالحی شهرابی، علی اصغر پورعزت*، وحید محمودی، محمد قاسمی صفحات 85-109
    دستیابی به انرژی های پاک چالش بزرگ کشورهای در حال توسعه است زیرا انرژی به عنوان یک عامل سیاسی، نقش مهمی در توسعه اقتصادی-اجتماعی دارد. نفوذ بالای برق در زندگی روزمره، اهمیت تدوین خط مشی های مالی و تنظیمی مناسب تولید انرژی سبز با هدف حفظ محیط زیست و منابع موجود آشکار می شود. هدف این مطالعه تدوین مدلی جامع برای ایران؛ برگرفته از کشورهای آلمان و دانمارک است. این پژوهش از نوع کیفی است که ابتدا به مطالعه ادبیات (مقالات علمی، گزارش های ملی و بین المللی، قوانین تدوین شده) پرداخته است. سپس نتایج حاصل از مرور ادبیات در دو کشور هدف، با شرایط فعلی ایران (برگرفته از مرور قوانین و ادبیات علمی بعلاوه مصاحبه با خبرگان در مرکز پژوهش های مجلس جمهوری اسلامی ایران، وزارت نیرو و نیز سازمان مپنا) مقایسه و در انتها مرجعی جامع برای خط مشی گذاری توسعه انرژی سبز ارائه شد. مهمترین یافته ها شامل ابزارهای مالی و تنظیمی حامی انرژی سبز و نیز فاصله قابل توجه ایران با دو کشور هدف، از نظر میزان به کارگیری سوخت های فسیلی، کاربست انرژی های تجدیدپذیر (RE)، انتشار دی اکسیدکربن است. لذا به منظور ارتقاء جایگاه RE، ایران موظف به اصلاح ساختار تخصیص سوخت های رایگان به نیروگاه ها، توقف تولید انرژی صلح آمیز هسته ای، تدوین بسته مالیاتی سبز، اعمال معافیت های مالیاتی برای مشارکت کنندگان، تخصیص یارانه برای مشارکت در توسعه تجدیدپذیرها و تعویض سیستم های فرسوده، اعطای وام های کم بهره و یا بی بهره، آگاه سازی شهروندان و مالکیت محلی، تسهیل روند مشارکت، اجرای طرح های اجباری خرید انرژی سبز از جمله موارد توصیه شده در مدل پیشنهادی است.
    کلیدواژگان: خط مشی، ابزار مالی، ابزار تنظیمی، تولید برق، انرژی های تجدیدپذیر
  • حامد محمدی شهرودی، فریبرز رحیم نیا*، غلامرضا ملک زاده، علیرضا خوراکیان صفحات 111-134
    پژوهش حاضر، با استفاده از رویکرد تفسیری و روش کیفی، الگویی از تاب آوری سازمانی را ارائه می دهد. استراتژی این تحقیق، داده بنیاد مبتنی بر رویکرد ظاهرشونده و روش تجزیه و تحلیل اطلاعات نیز بر اساس گام های کدگذاری گلیزر است. جامعه مورد مطالعه این پژوهش، شرکت های تولیدکننده محصولات صنعت ساختمان هستند که در استان مازندران فعالیت دارند. در این راستا، با مدیران، خبرگان و کارکنان مجرب و خبره که نسبت به فرآیندهای تاب آوری آگاهی کافی را داشته و آنرا ادراک کرده اند، مصاحبه های عمیقی صورت گرفت. به منظور ارائه الگو، باتوجه به نتایج مصاحبه ها و تحلیل های صورت گرفته، از خانواده «6سی گلیزر» استفاده شد. هرکدام از ابعاد این خانواده، دارای مولفه هایی است. علل اصلی شامل پیش کنش گری، بهینه سازی، انعطاف پذیری، رقابت موفق و مدیریت محصول است. عوامل همبسته نیز شامل تلاش های نوآورانه، مدیریت دانش گرا، مدیریت صحیح مالی و تحکیم سرمایه اجتماعی؛ اقتضائات شامل بسترهای برون سازمانی، جو سازمانی، فرهنگ سازمانی، نگرش های شغلی و سازمانی و مدیریت صحیح نیروی انسانی؛ و شرایط میانجی شامل مزیت رقابتی و مسئولیت اجتماعی است. پیامدها، شامل حفظ توانایی های سازمان، استحکام بخشی نگرش ها و رفتارهای سازنده و ارزش آفرینی در سطح کلان جامعه است و زمینه محیطی که مرتبط با زمینه اجرای تحقیق است شامل محبط نامساعد فروش و محیط نامساعد حمایتی است. این الگو به سازمان ها کمک می کند تا راه های تاب آورشدن را بشناسند و با کمک آن به تاب آوری سازمانی دست یابند، پیامدها نیز مدیران را ترغیب می کند تا به سمت تاب آور شدن سازمان، تلاش کنند.
    کلیدواژگان: تاب آوری سازمانی، الگوی تاب آوری سازمانی، 6 سی گلیزر، داده بنیاد
  • محسن ارسلان، رضا واعظی* صفحات 135-155
    از آنجایی که در دنیای امروز منابع انسانی تنها منبعی است که مزیت رقابتی پایدار ایجاد می کند؛ لازم است امر توسعه منابع انسانی همواره در سازمان ها اعم از خصوصی و دولتی مورد توجه قرار گیرد. به دلیل کاستی های موجود در این زمینه در این پژوهش سعی شد، مدل بومی برای توسعه منابع انسانی استان کرمان طراحی شود. روش پژوهش تفسیری و جامعه آماری آن را اسناد بالادستی، خبرگان منابع انسانی دانشگاه های معتبر و خبرگان منابع انسانی بخش دولتی این استان تشکیل می دهند. برای انتخاب خبرگان و اسناد بالا دستی از نمونه گیری هدفمند و گلوله برفی استفاده شده است. با استفاده از تحلیل محتوا، داده های حاصل از بررسی اسناد و مصاحبه ها تجزیه وتحلیل گردید. یافته های پژوهش حاکی از آن است که در هر مرحله (ورود، فرآیند و پیامد) متغیرهایی در توسعه منابع انسانی دخیل هستند که مرحله ورود از دیگر مراحل بااهمیت تر است. البته بستر این استان در توسعه منابع انسانی نقش حیاتی و اساسی دارد. در حالی که متغیرهای شناسایی شده پژوهش برای توسعه منابع انسانی بخش دولتی استان کرمان هستند، متغیرهای آن می تواند برای بخش خصوصی و دیگر استان ها مفید و مثمرثمر باشد.
    کلیدواژگان: توسعه منابع انسانی، بخش دولتی، استان کرمان و تحلیل محتوا
  • علی عظیمی، علی شیرازی*، مصطفی کاظمی، علیرضا پویا صفحات 157-183
    شناسایی موانع نگهداشت نخبگان علمی به عنوان سرمایه انسانی دانشگاه های برتر کشور به منظور آسیب شناسی و ایجاد زیرساخت لازم برای تحقق نگهداشت موثر آنان ضروری است. مقاله حاضر بادرنظرداشتن چندوجهی و بین رشته ای بودن موضوع مهاجرت نخبگان، ازطریق تشکیل فضای گفتمان در روش شناسی کیو، ابعاد مختلف فردی و سازمانی آن را در دو سطح خرد و کلان، شامل زیرمجموعه های اجرایی، اداری، آموزشی، علمی، سیاسی، اقتصادی، و اجتماعی شناسایی می نماید، و با تمرکز بر موانع سازمانی نگهداشت، براساس نگرش نخبگان علمی موردپژوهش (اعضای هیات علمی مهاجرت کرده از 20 دانشگاه برتر ایران به 100 دانشگاه برتر خارج از ایران)، گونه های مختلف ذهنیت آنان درباره موانع سازمانی فراروی نگهداشت آنها را شناسایی و تبیین می کند. جمع آوری داده ها با استفاده از گردآوری گویه های کیو از 17 مشارکت کننده و ازطریق تحلیل عاملی کیو انجام می شود. براساس یافته های حاصل از استخراج و چرخش عامل ها، این سرمایه انسانی مهاجرت کرده براساس دیدگاه راجع به موانع فراروی نگهداشت آنان در دانشگاه محل کار در ایران، در 7 گونه نگرش خوشه بندی می شوند. درپایان، مختصات هریک از خوشه های کشف شده نگرش با مبانی کارکرد نگهداشت در مدیریت منابع انسانی و نیز با مشخصات جمعیت شناختی افراد شاخص در هر خوشه مورد تبیین قرار می گیرد و پیشنهادهای اجرایی در سطح سازمان موردمطالعه برای تحقق نگهداشت افراد دارای هریک از این گونه های نگرش ارائه می گردد.
    کلیدواژگان: اعضای هیات علمی، دانشگاه های برتر ایران، روش کیو، فرار مغزها، موانع نگهداشت
  • نورمحمد یعقوبی، مسعود دهقانی*، ملیحه امیدوار صفحات 185-204
    جهت گیری های اخیر نظام آموزش عالی در کشورهای مختلف نشان می دهد که راهبرد حرکت به سوی دانشگاه های نسل سوم و چهارم باهدف تحقق دانشگاه کارآفرین و تاکید بر مدیریت دانش، به طور ویژه در دستور کار دانشگاه ها قرارگرفته است. با توجه به اهمیت این موضوع، پژوهش حاضر باهدف ارائه الگوی چابکی در دانشگاه کارآفرین با رویکرد مدیریت دانش انجام شده است. پژوهش حاضر برحسب هدف، کاربردی و با رویکرد کیفی نظریه برخاسته از داده ها انجام شده است. جامعه آماری این پژوهش شامل اساتید دانشگاهی صاحب نظر و خبرگان فعال در حوزه ی مدیریت منابع انسانی، کارآفرینی و مدیریت دانش می باشند. انتخاب افراد نمونه تا رسیدن به اشباع نظری از طریق نمونه گیری هدفمند گلوله برفی انجام گردید و درنهایت، نمونه پژوهش 25 نفری موردمطالعه قرار گرفتند. جمع آوری اطلاعات از مطلعان کلیدی، با روش مصاحبه اکتشافی و تجزیه و تحلیل داده ها با استفاده از کدگذاری نظری انجام شده است. الگوی به دست آمده نشان می دهد، مقوله ی اصلی که به پیامدهای چابکی در دانشگاه کارآفرین منجر می شود، شامل قابلیت های چابکی موردنیاز دانشگاه کارآفرین جهت غنی سازی، رضایت مشتریان و ارائه راه حل به آن هاست که می توان از طریق محرک های چابکی و توانمند سازهای چابکی شاهد چابکی در دانشگاه کارآفرین با رویکرد مدیرت دانش بود.
    کلیدواژگان: کارآفرینی، چابکی سازمانی، دانشگاه کارآفرین، چابکی دانشگاه کارآفرین، مدیریت دانش، نظریه برخاسته از داده ها
  • زهرا فتوره چی*، حبیب ابراهیم پور، داود پناهی صفحات 205-223
    نقش شفافیت اطلاعات مالی شرکتها و کارایی سرمایه فکری در سالهای اخیر اهمیت روزافزونی پیدا کرده است. اطلاعات مالی غیرشفاف با کاهش کیفیت اطلاعات، منجر به افزایش ریسک اطلاعاتی، عدم اعتماد سرمایه گذاران، کاهش نقدینگی و افزایش هزینه حقوق صاحبان سرمایه می شود. از طرف دیگر، ناکارایی سرمایه فکری از طریق کانال های مختلف همچون کاهش تولید دانش محور منجر به کاهش ارزش شرکت و افزایش هزینه حقوق صاحبان سرمایه خواهد شد. در این تحقیق به منظور فراهم کردن شواهد تجربی درباره تاثیر شفافیت اطلاعاتی و کارایی سرمایه فکری بر هزینه حقوق صاحبان سهام شرکت ها، اطلاعات مالی 93 شرکت پذیرفته شده در بورس اوراق بهادار تهران در سال های 1388 تا 1395 با استفاده از داده های ترکیبی و مدل اثرات تصادفی مورد مطالعه قرار گرفت. تحقیق حاضر از لحاظ هدف و ماهیت کاربردی - توصیفی با تاکید بر روابط همبستگی بوده و از شیوه مطالعات کتابخانه ای جهت جمع آوری داده ها استفاده گردید. یافته های تحقیق نشان داد که کارایی سرمایه فکری، سرمایه انسانی و سرمایه فیزیکی با هزینه حقوق صاحبان سهام رابطه دارد، ولی بین متغیرهای شفافیت اطلاعاتی وکارایی سرمایه ساختاری با هزینه حقوق صاحبان سهام رابطه ای وجود ندارد. بنابراین، در تصمیم گیری های مدیریتی و سرمایه گذاری شرکتها، نقش کارایی سرمایه فکری، سرمایه انسانی و سرمایه فیزیکی در کاهش هزینه حقوق صاحبان سهام نباید نادیده گرفته شود.
    کلیدواژگان: کارایی سرمایه فکری، شفافیت اطلاعات، هزینه حقوق صاحبان سهام
  • احمد صالحی، زهرا وظیفه* صفحات 225-249
    پژوهش حاضر با هدف بررسی و تحلیل عوامل تاثیرگذار در ارتقاء سیستم های اطلاعاتی و تداوم خدمات فناوری اطلاعات انجام شده است. براساس مدل این پژوهش، عوامل موثر پیاده سازی سیستم مدیریت امنیت اطلاعات (ISMS)  در 9 بعد  و عوامل موثر کتابخانه زیرساخت فناوری اطلاعات (ITIL) در 5 بعد موردبررسی و تحلیل قرارگرفته اند. این پژوهش از  نوع توصیفی پیمایشی است. متوسط تعداد اعضای جامعه آماری این پژوهش 100 نفر در نظر گرفته شده که شامل مدیران و کارشناسان حوزه امنیت اطلاعات و خدمات فناوری اطلاعات سازمان های دولتی و خصوصی، مدیران ارشد شرکت های ارائه دهنده خدمات مدیریتی، فنی، عملیاتی و آموزشی امنیت اطلاعات و درنهایت اساتید و خبرگان با زمینه فعالیت یا پژوهش حوزه امنیت و خدمات فناوری اطلاعات است. حجم نمونه بر اساس جدول مورگان محاسبه و داده ها با استفاده از ابزار پرسشنامه برای 80 نفر از اعضای جامعه آماری ارسال و جمع آوری شده است. برای پایایی متغیرهای پژوهش از ضریب آلفای کرونباخ و پایایی ترکیبی استفاده شده است که ضریب آلفای کرونباخ تمامی متغیرها از حداقل مقدار 65/0 بیشتر است. برای بررسی روایی سازه (همگرا) از تحلیل عاملی تاییدی استفاده شد. تمامی مقادیر میانگین واریانس استخراج شده از 5/0 بیشتر هستند و بنابراین مدل اندازه گیری از روایی همگرای مناسب برخوردار است. در این پژوهش جهت آزمون سوالات و برازندگی مدل از روش تحلیل عاملی، حداقل مربعات جزئی و آزمون t تک نمونه ای استفاده شده است. بر اساس یافته ها، تاثیر پیاده سازی سیستم مدیریت امنیت اطلاعات و کتابخانه زیرساخت فناوری اطلاعات بر ارتقاء سیستم های اطلاعاتی و خدمات فناوری اطلاعات تایید گردید و عوامل تاثیرگذار بیان و راهکارهایی برای بهبود وضعیت سازمان ها ارائه شده است.
    کلیدواژگان: امنیت اطلاعات، سیستم مدیریت امنیت اطلاعات، سیستم های اطلاعاتی، مدیریت تداوم خدمات فناوری اطلاعات، کتابخانه زیرساخت فناوری اطلاعات
  • آزاده عطاری، سید رضابلاغت* صفحات 251-270
    هدف پژوهش حاضر، تعیین میزان توفیق طلبی و وجدان کاری کارکنان و پیش بینی آن از طریق پایبندی به رفتارهای اخلاقی کارکنان اداره ی آموزش و پرورش شهر زاهدان ناحیه ی یک و دو می باشد. پژوهش حاضر از نظر هدف «کاربردی» و از نظر جمع آوری اطلاعات، همبستگی می باشد. جامعه ی آماری شامل کلیه ی کارکنان اداره ی آموزش و پرورش زاهدان ناحیه ی یک و دو به تعداد 223 نفر می باشد. روش نمونه گیری، طبقه ای بوده و حجم نمونه با استفاده از جدول مورگان برآورد شده است. به این ترتیب با توجه به جامعه ی 223 نفری پژوهش، حجم نمونه 138 نفر به نسبت نواحی تعیین شد. پژوهش حاضر دارای سه متغیر اصلی می باشد که رفتارهای اخلاقی با پرسشنامه ای از لوزیر (1993)، توفیق طلبی با پرسشنامه ی سپاهی (2012) و وجدان کاری با پرسشنامه ی کاستا و مک کرای (1992) مورد سنجش قرار گرفتند. روایی پرسشنامه ها به صورت صوری مورد تایید اساتید قرار گرفت و پایایی پرسشنامه ها با استفاده از آلفای کرونباخ محاسبه شد که پرسشنامه های رفتارهای اخلاقی، توفیق طلبی، و وجدان کاری به ترتیب دارای پایایی مقبول 93/.، 87/.، و7/. می باشند. در این پژوهش از دو روش توصیفی و استنباطی (آزمون های آماری  t تک گروهی، t مستقل، ضریب همبستگی پیرسون و رگرسیون خطی) برای تجزیه و تحلیل داده های به دست آمده از پرسشنامه استفاده شده است. یافته های پژوهش نشان داد که کارمندان اداره ی آموزش و پرورش زاهدان در دو ناحیه به میزان بالایی به رفتارهای اخلاقی پایبند هستند؛ توفیق طلبی کم تر از متوسط و وجدان کاری بالایی دارند. بین پایبندی به رفتارهای اخلاقی با توفیق طلبی و پایبندی به رفتارهای اخلاقی با وجدان کاری رابطه ی معناداری مشاهده نشد. اما بین توفیق طلبی با وجدان کاری رابطه ی معنی دار و مثبتی دیده شد. پایبندی به رفتارهای اخلاقی به میزان 3 درصد توانست توفیق طلبی را پیش بینی کند؛ که این میزان پیش بینی کم می باشد.
    کلیدواژگان: رفتارهای اخلاقی، توفیق طلبی، وجدان کاری، کارکنان، اداره ی آموزش و پرورش، زاهدان
  • ابوالقاسم بریمانی*، کیومرث نیازآذری، محمد صالحی صفحات 271-298
    هدف از پژوهش حاضر شناسایی و رتبه بندی ابعاد مدیریت بر مبنای ارزش در دانشگاه آزاد اسلامی استان مازندران بوده است. این پژوهش توصیفی از نوع زمینه یابی و از نوع مطالعات کاربردی بوده است و داده های موردنظر با استفاده از پرسش نامه محقق ساخته گردآوری شد. روایی پرسش نامه با استفاده از روایی صوری و محتوایی و پایایی از طریق ضریب آلفای کرونباخ مورد بررسی قرار گرفت. جامعه آماری این پژوهش شامل اعضای هیات علمی تمام وقت با مرتبه علمی استادیار، دانشیار و استاد بوده است؛ و از این جامعه تعداد 212 نفر با بهره گیری از روش نمونه گیری تصادفی طبقه ای برحسب درجه واحد دانشگاهی به عنوان نمونه پژوهش انتخاب شدند. جهت تجزیه وتحلیل داده ها از روش تحلیل عاملی اکتشافی استفاده شده است. یافته های حاصل از تحلیل عاملی اکتشافی منجر به شناسایی دوازده بعد شامل اعتماد سازمانی، چشم انداز، خود ارزشیابی، آداب اجتماعی، مکانیزم های انگیزشی، مشتری محوری، تعهد سازمانی، آرمان گرایی، انسجام و یکپارچگی، آموزش و توانمندسازی، توسعه منابع و تجربه و مهارت گردید؛ و بعد آرمان گرایی رتبه اول و بعد مکانیزم های انگیزشی در رتبه آخر قرارگرفته اند؛ بنابراین شناسایی و ترویج ابعاد و مولفه های مدیریت بر مبنای ارزش می توانند ملاک و معیار مطمئنی برای برنامه ریزی ها، سیاست گذاری ها و تصمیم سازی ها در دانشگاه باشند.
    کلیدواژگان: مدیریت بر مبنای ارزش، شناسایی ابعاد، دانشگاه آزاد اسلامی، تحلیل عاملی اکتشافی
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  • Mohammad Ali Sangbor, Mohammad Reza Safi, Adel Azar * Pages 5-29
    Abstract As one of the approaches developed in the framework of soft modeling, fuzzy cognitive mapping has the ability to model the problems with complex and ambiguous nature in the form of causal relationships and provide a quantitative analysis of the problem for decision makers. The purpose of this study is to analyze the effective elements in adopting sustainable supply chain management in the petrochemical industry using fuzzy cognitive map method. The petrochemical industry has a major role in developing value chain in the oil and gas fields. Considering that sustainable adaptation in supply chain management has become a social demand, the development of petrochemical industry in the country and penetrating global markets requires adaptation of sustainable development approaches in this industry. In order to achieve the goal of the research, the effective elements in the stabilization adaptation in the supply chain were extracted using the Meta Synthesis method and then by using the fuzzy cognitive map methodology, the structure of sustainable supply chain was developed. Finally, each component was analyzed in the framework of this structure. Therefore, resource sharing, commitment to sustainability, commitment to sustainable development and awareness of supply chain members respectively have the greatest impact on sustainability in the petrochemical industry supply chain.   Introduction Exacerbating environmental issues, increasing social concerns, as well as regulations by governments, forced companies to adapt to the components of sustainable development in their supply chain (Garg et al, 2017). Lack of sustainability at the lower levels of the supply chain leads to negative advertisements against company products (Wilhelm et al., 2016), Because of this , the extension of sustainability concept in supply chain management has become a strategy to improve company performance and enhance its competition (Chardine-Baumann & Botta-Genoulaz, 2014). For achieving sustainability through supply chain management, companies need to adopt appropriate strategies (Tseng et al., 2015) and to implement these strategies, they need a framework to match their plans and activities. In today’s highly competitive environment, managers faced a lack of a decision framework to address sustainability issues (Zhang et al., 2018). Due to having the largest hydrocarbon reserves in the world (ranked first in gas reserves and third in oil reserves), Iran is in an exceptional position in the field of oil and gas (BP Annual Report, 2013). The petrochemical industry is one of the downstream industries in the field of oil and gas which Iran has a competitive advantage in this scope, due to access to raw, educated labor and regional markets. Studies show that Iran has 2.4 percent of global production in the petrochemical industry (Ilias, 2011). Nevertheless, studies show that in 2016, the country's neglected capacity to produce petrochemicals was over 45 million tons (Ghasemi & Nadiri, 2016). Since the successful conduct of oil and gas projects have a significant impact on the economy, increase competitiveness, protect the environment, increase production, improve quality, increase productivity and reduce costs have become as the mission and objectives of the company’s that active in Iran's oil and gas field (Ilias, 2011). Therefore, extending the sustainable development concept in the petrochemical industry is one of the competition requirements. Sustainability adaptation in the supply chain requires attention to the various factors that are effective in driving the supply chain towards sustainability and play a role in determining which organization is required to achieve sustainability. Identifying and analyzing these elements is necessary to achieve sustainable supply chain management and there is a fundamental need for their identification in various industries (Diabat et al, 2014). Based on this, the main purpose of the present research is to use the Fuzzy Cognitive Maps approach to achieve the structure of the relationships between the factors that effective on adopting the sustainable development concept in petrochemical supply chain management and analysis them. Case study The statistical population of the research is senior and middle managers of the National Petrochemical Company. Sampling is based on Delphi method. Since the purpose of the research is not to generalize the results, a targeted sampling method has been used to select the sample. The criteria for selecting experts are theoretical knowledge, practical experience, willingness and ability to participate in research and access. Materials and Methods In order to achieve the research objectives, based on Meta Synthesis method, the past studies were systematically studied and the components of the sustainable supply chain management enabling were identified, extracted and classified. Then, based on the Fuzzy Cognitive Maps methodology, the enabler components were structured and analyzed. Discussion and Results In order to identify and extration sustainable supply chain management enablers, firstly, past studies over the period 2010-2018 have been investigated based on Meta Synthesis methodology and effective components on adopting sustainability to supply chain management have been identified. Then, by collaboration with one of the university's experts, the identified components were categorized as enablers. As a result, 23 effective components have been identified for sustainability adaptation in the supply chain, which were eventually classified as 18 enabler’s factors. In this research, based on the Fuzzy Cognitive Maps capabilities to problem modeling and decision making, the effective components in achieving sustainable supply chain management have been analyzed. Based on the analysis of causal structure of sustainable supply chain management enablers, the components of “resource sharing between partners in the supply chain”, “the commitment of partners to sustainability”, “commitment to sustainable development”, and “the awareness of supply chain members on sustainability” has the most impact on the sustainability adopting in the petrochemical supply chain. Conclusion According to research results in order to achieve a sustainable supply chain, it is suggested that petrochemical industry managers focus on policies that enhance the level of cooperation between companies in the supply chain. Adopting policies such as strategic partnerships with supply chain members, joint ventures, and partnerships in profit and loss can help to develop cooperation in the supply chain and its continuity. Also, in order to develop Fuzzy Cognitive Maps application, it is suggested that the dynamic properties of this method be used in problem analysis by using the fit function. In addition, it is suggested to use a Multilayer Fuzzy Cognitive Maps for analysis of bulky issues.
    Keywords: Fuzzy Cognitive Map’s, problem structuring, soft modeling, Sustainable Supply Chain Management, Petrochemical Industry
  • Nahid Radmanesh, Abolhasan Faghihi *, Kramollah Daneshfard Pages 31-57
    Abstract In recent years, a new approach on the organizational justice investigations is underway, addressing the adherence of managers to justice in the organization. This research was carried out quantitatively .The research methodology considering the purpose is descriptive, and considering the subjects of the study is a fundamental research. The present article is to design a model for adherence of managers to organizational justice (focusing on individual and situational features) in governmental organizations. The data for this study was collected through cluster sampling from 356 managers of governmental organizations in Fars province. The structural equation method was used for the analysis of data using Smart Plus software. The findings reveal that there are five personal factors (justice awareness, justice judgment, justice motivation, justice self-efficacy and justice personality) and three situational factors (organizational, managerial and subordinates characteristics) relating to manager’s adherence to organizational justice. Moreover, the results show that personal factors were more important than the situational ones. Among the 5 dimensions, the main dimensions of individual factors, motivation of justice and justice awareness, and among the three dimensions of the situation, the organization factors have the most importance in adherence to the rules of justice by managers. Introduction Organizational justice is recognized as a moral or religious decision, fair and legal)Pekurinen et al,2017( .Organizational justice is a major attitude for employees and organizations(Swalhiet al, 2017). Initial research in the field of organizational justice focuses more on employee responses to justice in the organization, and extensive research in this field has greatly enhanced the literacy of organizational justice. Hundreds of studies show that adherence or violation of organizational justice forms the attitudes and behavior of employees in the workplace (Colquitt et al., 2001).When employees believe that behaviors are fair in the organization, positive attitudes and behaviors such as trust, job satisfaction, organizational commitment, job performance, citizenship behavior and positive organizational behaviors appear (Khan and Rashid, 2015) and in contrast to the perception of injustice, it creates negative attitudes toward work and organization, which results in the external and objective factors of destructive and deviant behaviors (Yildiz and Alpkan, 2015).When employees believe that they are treated unfairly, negative attitudes and behaviors such as desertion, theft, vandalism and deviant behaviors in the workplace increases (Ambrose et al, 2002). Research Methodology The present study is a philosophical study of fundamentalism positivism paradigm and is a quantitative study.This research is descriptive in terms of purpose. The research method is a survey, the most important advantages of which are the ability to generalize the results. Also, the method of doing this research is based on confirmatory factor analysis. Data were collected through archival studies and standard questionnaire and researcher-made questionnaire. The statistical population of this study is the managers of various levels of management (directorate, deputy and supervisor) in 34 government agencies under the current budget of Fars province. In this research, cluster sampling method was used. In this way, governmental organizations of Fars province were divided into four sub-systems of economic, political, cultural and administrative according to the classification of Pirezat (2017, p. 261-266) and then distributed randomly among the managers of selected organizations. The sample size needed to run the survey was 384 people. In order to ensure that the questionnaire was completed, all 410 questionnaires were distributed to all managers. A total of 384 questionnaires were received (93% return ratio). Of the 356 complete and correct questionnaires, 359 questionnaires were selected and analysed. Findings The results of the analysis show the confirmatory factor of individual factors, each of the 5 dimensions related to the individual factors confirmed and the coefficients indicate that the identified dimensions have a high correlation with the relevant variable (individual factors) and can well explain the main level. Also, among 16 components and 56 indicators identified for individual factors, according to the significant number of "ability of a person to adhere to the rules of justice" among the indicators of self-efficacy of justice "endurance compliance with the rules of justice" among the relevant indicators The personality of justice was rejected and finally 54 indicators were identified for oversized agents DU confirmed. The factor analysis confirms the positional factors that all three dimensions related to organizational factors are confirmed and the obtained coefficients show that the identified dimensions have a high correlation with their respective variables (situational factors) and can well explain the main level. Finally, the factor analysis confirms the adherence of managers to the rules of justice, which both the individual factors and the status factor associated with the adherence of managers to the laws of justice are confirmed and the coefficients show that identified components have high correlation with the variable of adherence to the rules of justice and they have been able to explain the variable. Discussion and Results The findings of the study indicate that, the identification of 8 individual dimensions and situational factors that affects the adherence of managers to the rules of the organization's justice. Calculating and analyzing the indicators of fitness, the present research model showed that designing a model to form the individual factors of adherence of managers to the rules of justice, including awareness of justice, fair judgment, motivation of justice, self-efficacy of justice and the personality of justice, and the collected data is well-fitted. Besides motivation for justice, awareness to justice at the individual level, is of paramount importance for adhering to the laws of justice. Some of the individual factors in this study are based on findings from studies by Eib et al. (2015), Johnson et al. (2014), Blair and Chen (2012), Ambersaws and Schmink (2009),  Greenberg (2006) Associates (2006). In order to adhere to the rules of justice, it is first necessary to identify managers with issues related to justice, and apply norms and rules of justice on issues, and that the motive for fair behavior must be stronger than other motives and that managers have the skills to conduct fair behavior and have a fair character. On the other hand, the factors of the status of adherence of managers to the rules of justice, including organizational, managerial and subordinate characteristics, are well suited to the collected data and organizational factors are most important for adherence to the rules of justice. Some of the situational factors in this study are consistent with the findings of the studies of Eib (2015), Scott et al. (2014, 2009), Ambersaws and Schmechan (2009), Freischwhee and Kleeb (2008). The adherence of managers to the rules of justice in the organization is made even better if people who are familiar with the rules of justice have the right to motivate others and have a personality, to be elected and hired in the organization, and by teaching the issues of justice to managers, the five components of individual factors affecting the adherence of administrators to the rules Justice can be strengthened and ultimately, by creating a fair atmosphere, the adherence of managers to the rules of justice in the organization can be supported.
    Keywords: Adherence of administrators to the rules of justice, Justice Judgment, justice motivation, justice awareness, justice self-efficacy, justice personality
  • Seyed Mohammadreza Sobhanipour, Hassan Zarei Matin *, Seyed Mehdi Alvani, Gholam Reza Jandaghi Pages 59-83
    Abstract Effectiveness is one of the important topics for all managers of public sector organizations and the general disagreement about the characteristics of effective organizations is their differentiation from the point of view of their specific goals and missions and their different cultures. This research aims to fit human resource management based on participatory organizational culture in order to improve the effectiveness of organizational performance. In this research, quantitative and qualitative methods are used for collecting data. The data gathering tools are used by questionnaires and interviews. The statistical population of the study is university experts with human resource management expertise and policy experts in the field of human resource management in the administrative system of the country, and the number of statistical samples in the first stage to complete the questionnaire of 40 academic experts and in the second stage, 10 expert experts in the organization The administrative and employment of the country has been determined by the professors of guidance. To analyze the quantitative data from the questionnaire, an algorithm for implementing the fuzzy Delphi technique was used and the content analysis technique was used to analyze the qualitative data obtained from the interview. Finally, it can be concluded that despite the legal provisions in the public sector regarding the implementation of a committed strategy in participatory organizational culture, empowerment, teamwork and capacity development indicators should be formulated and approved in a more appropriate legal framework so that in this type of culture The effectiveness of human resource management and, ultimately, organizational effectiveness. Introduction In Iran, the policies and programs of reforming the administrative system of the country, which are in accordance with the law on service management of the country and the five-year development plans of the country under the general policies of the administrative system communicated by the Supreme Leader, have been drafted and communicated to the executive agencies. Transparent and clear, but executive agencies have different behaviors in enforcing the rules and implementing these policies. In many cases, justifying executives of executive agencies is the non-enforceability of these policies in their own organization. What is certain about the inability of executive agencies and the inappropriateness of policies is that the failure of implementing agencies in practice can not be achieved by ignoring organizational conditions in policies and policies. A significant part of these policies relates to the field of human resource management and one of the most important organizational conditions that should be included in policy and implementation of programs is the organizational culture associated with the conditions of each organization. In this regard, the question arises: "How should human resource management be effective in a participatory organizational culture in the Iranian public sector?" Or, in other words, if the collaborative organizational culture in a set contributes to the effectiveness of its activities, then what kind of human resource management will be useful to participatory culture, which will strengthen and decouple this culture and, ultimately, organizationaleffectiveness.To answer this question, this research, while clarifying the systems for entering, maintaining and withdrawing human resources in effective human resource management as an associated variable in participatory organizational culture as an independent variable with respect to the focus of focus and control based on Denison's organizational culture model (2008), has proposed a conceptual model of research in governmental organizations of the country in order to appropriately define and execute effective human resources systems in participatory organizational culture in view of the degree of cultural differences in governmental organizations. Case study In this research, tools of the questionnaire and interview are used to collect data. The statistical population of the experts is as follows: the number of them is small and limited. According to the opinion of the professors, their number is in the first stage for the interview of 5 academic staff and for completing the questionnaire 35 academic experts and in the second stage 10 experts Certified in Government Organizations. In this research, the statistical population is the experts who are in the first stage of human resources management academic staff and in the second stage of the policy-makers of human resource management with experience in the public sector in the administrative and employment organization of the country. In addition to the related education, they have a history of executive And management in this field has been at least 15 years old and their views are collected in the form of expert interviews. The data of this research is fuzzy and in the first stage, by designing a researcher-made questionnaire based on theoretical foundations and views of the experts, a research model will be developed. Then, in the second phase, interviews with experts from the public sector of the country were extracted from their views. Materials and Methods In this research, the research methodology (survey), documentary study and Delphi are used. In the first step, the interviewing tools are used by experts from the fuzzy Delphi method to adapt the organizational culture and human resources strategies. To use the Fuzzy Delphi method to match the core of organizational culture and human resources strategies, experts use the questionnaire tool. The second step is the research tool, interviewing experts in the public sector. Discussion and Results In order to investigate the answers to the research questions and based on the research methodology, In the first, the axes of organizational culture model and human resources strategies were matched by the first level experts. so the questionnaire for conforming the above mentioned axes was matched by the second-level experts. By matching the axis and headings of the culture model Organizational and Human Resource Strategies It can be concluded that Denison's collaborative organizational culture (engagement with work) is consistent with the Bambergers' and Bashmerger's committed human resource strategies. Conclusion So the organization's effectiveness is achieved with the flexibility and focus of the organization within the organization, the organization must act in such a way that employees engage strongly in their work through the empowerment of employees, teamwork, and the development of organizational capabilities. Accept This increased conflict with work will strengthen a specific organizational culture (participatory culture) and, ultimately, the effectiveness of the organization.
    Keywords: Effective Human Resources Management, Participatory Organizational Culture, Human Resources Entry System, Human Resources Management System, Human Resources Exit System
  • Narges Salehi Shahrabi, Ali Asghar Pourezzat *, Vahid Vahid Mahmodi, Mohammad Ghasemi Pages 85-109
    Abstract
    Achieving green energies is an important challenge for all developing countries. The aim of this study is to review green electricity production policies in advanced countries such as Germany and Denmark and then developing a comprehensive model for developing countries like Iran.
    The most significant findings include the financial and regulatory incentives and tools applied in Denmark and Germany such as Feed-in Tariff, Renewable Portfolio Standard and Tradable Green Certificate which are applicable in other states.
    Some significant policies in the recommended model are as pricing the electricity, phasing out nuclear energy production, setting green tax package, tax-exempting, subsidizing renewable energy (RE) development, dedicating soft-interest or no-interest loans, implementing informing programs about local ownership for citizens, facilitating the participating process, performing obligatory plans to purchase green electricity for governmental sectors and etc.
    Introduction
    Electricity is highly penetrated in our lives and various renewable resources and non-renewable resources can be utilized for its production, though international justice and moral approaches to the environment making financial and regulatory energy policy, especially electricity more important (Meyer, 2007, 347-8). By considering energy sector as the main source of pollution, the government should identify some measurements; that the level of interventions are vary by awareness and the intensity of the issues (Lipp, 2007, 5485)
    Unfortunately, failure in the policy making and implementation in Iran, remains the need to implement appropriate policy and stronger governmental support for green electricity. So, the review of the best relevant practices can provide clear answer for Iran. this survey attempts to offer an optimal reference for policymakers to make the electricity production greener. Germany and Denmark has been chosen due to their similar and different governmental structure with Iran, and also their impressive success in generating green electricity.
    The main specifications of the success of Danish energy policies includes; broad and sustained political support for low-carbon energies, comprehensive approach for energy planning, active stakeholder participation, informed decision making, strong international cooperation (Energy policies of IEA countries Denmark 2017 review, 2017, 29).
    In Germany, factors such as; developing effective policies with the facilitation of a strong central government, existence of interest groups and the formation of party alliances, the provision of feed-in tariffs through the public electricity bills instead of governmental budget, liberalization of the market and finally, a bit of luck have a significant effect on Germany’s success (Wüstenhagen & Bilharz, 2006, 1694-5).
    However, one of the major challenges of Iran’s electricity industry was to disregard the efficiency of power plants (Peimanbank et al., 2010, 59). However, in the period of 1997-2007 the tendency towards steamed plants decreased and natural gas plants increased significantly (Peimanbank et al., 2010, 62). Since 2010, according to the fourth and fifth development plans, the power ministry was obliged to purchase renewable electricity from the private sector. Also, the ministry of power, have done long-term contracts for guaranteeng the purchase of electricity generated of renewable sources and clean energies (peimanbank et al., 2010, 68). The 2025 Strategic Plan for Sustainable Development of The Ministry of power in 2011 aimed to Secure the energy supply, diversify the economic by the energy portfolio resources (Strategic plan for 2025 of the power ministry, 2011, 46-60). And the Sixth Development Plan in 2016 aimed to make an increase in the share of RE plants, with the priority of nongovernmental investment (Sixth Five-Year Development Plan for 2016 to 2020).
    Methodology
    A systematic review has been done for data gathering. Then a thematic analysis has been done to find an effective financial and regulatory instruments package to develop green power production. Then, some interviews with authorities and experts have been done to localize the package.
    Findings
    The most significant findings include the financial and regulatory tools and policies applied in Denmark and Germany. The result shows a considerable difference between Iran and the two other developed countries regarding the level of utilizing fossil fuels, RE, and CO2 emission.
    Conclusion
    To promote RE usage in Iran, some significant financial, regulatory and financial-regulatory policy recommendation are as follow: Increasing the price of fossil fuels to compete with the renewable technologies, Forcing the utilities to pay more for the green electricity, Tax on CO2 and SO2, Phase-in of the taxes, tax exemption for bio-fuels, Allocating subsidies for a specified period of time, Determining the annual use  of RE, More subsidizing to less favorable RE, Offering low-interest loan, Aiming to install specific capacity, Setting long and short-term aims to reduce a specific amount of CO2, Offering governmental grants for installation of heat pumps or solar heating collectors, Developing guidelines for architects to develop RE in new constructions, Funding some plans to scrap old and inappropriate situated systems, Developing a certificate scheme for inefficient or disable system based on a minimum level, Develope local ownership to buy shares of renewable systems, Implementing educational initiatives such as Green Plan to increase local knowledge, Creating associations for a variety of renewable resources, Developing multi-year and successive programs for R&D, Holding public auctions for a specified amount and type of renewable resource, Plan to support pilot systems.Furthermore, It should be noted that success is not accidental and is the result of proper planning, seriousness in implementation, and commitment to an accurate assessment after implementation.
    Keywords: Policy, Financial, Regulatory incentives, Green Electricity
  • Hamed Mohammadi Shahroodi, Fariborz Rahimnia *, Gholamreza Malekzade, Alireza Khorakian Pages 111-134
    The present study provides a model of organizational resilience so that managers and organizations can be prepared for situations and environmental hazards.
    Introduction
    Organizations should enhance their ability to cope with adverse environmental conditions. Resilience means that organizations can survive against crises, have a good resistance and improve their performance during or after the crisis. But there are organizations that lack the ability to cope with these problems and will usually be closed. According to reports, 43% of companies affected by severe crises never reopen, and about 30% of them fail in two years (Cerullo and Cerullo, 2004: 70). While official statistics about the closure of organizations are not available to the public, according to the latest unofficial statistics, as of 2016, 60 percent of the Iranian manufacturing plants and more than 50 percent of construction products manufacturers have been closed or semi-closed. However, the rate of bankruptcy in resilient organizations is very low, because focusing on guiding material and immaterial forces and making optimal use of their technical and tactical abilities, they act corresponding to the level of tolerance in the face of challenging situations to enhance success and raise functional levels.
    Theoretical framework
    To cope with disorders requires organizational resilience. Organizational resilience is the capacity to resist and recover from accidents, shocks, or natural disasters that can affect an organization or a system internally or externally (Annarelli & Nonino, 2016: 6). In order to examine the resilience, the underlying causes of the resilience are important. Some of the causes mentioned in previous studies include agility, change and adaptability, coordination, common goal, evaluation, capacity building, leadership, interaction, knowledge sharing, the willingness to examine current knowledge and to accept new perspectives, etc. (Emmons,2013: 42-46).
    Resilience in organizations and societies has different implications. Organizations, in turn, affect the resilience of other organizations. Personnel motivation, financial growth of organizations and the overall level of company activity are contributing factors in change and are among the potential consequences of resilience. Therefore, understanding the nature of organizational activity and evaluating the long-term resilience of industrial and ecological systems may be important (Whiteman et al., 2004: 373). This research has focused on the use of the concept of resilience in organizations and its organizational level.
    Materials and Methods and Case Study
     This research used interpretive philosophy, qualitative approach, and grounded strategy with the emerging approach. The Glaserian coding steps were used for analysis. The study population includes the construction industry companies that have been active in this industry for at least 10 years and are located in Mazandaran province. The qualitative repository of this research includes managers and experts from selected organizations who have theoretical and practical knowledge of the subject matter and have experienced organizational resilience when facing with problems. From the population and through theoretical sampling, interviews were conducted with 22 people who had at least eight years of related work experience and full knowledge of the processes of becoming resilient. Data were collected through semi-structured interviews.
    Discussion and Results
    After the axial coding, Glaser's six C's family was used in the theoretical coding in order to synthesis concepts and categories. The central issue in this research is the organizational resilience. The first C is Causes, which includes proactivity, optimization, flexibility, successful competition and product management. The second C is Covariance, which includes innovative efforts, knowledge-oriented management, proper financial management, and consolidation of social capital. The third C is Contingencies, which includes external contexts, organizational climate, organizational culture, occupational and organizational attitudes, and the proper management of human resources. The fourth C is Condition, which includes competitive advantage and social responsibility. The fifth C is Consequences, which involves maintaining organization abilities, strengthening attitudes and constructive behaviors and value creation at the macro level of society. The sixth C is Context, which includes an unfavorable sales environment and an unfavorable supportive environment.
    Conclusion
    Most researches emphasize resilience management before and after the crisis. This research divided the post-crisis phase into two categories: during the crisis and after the end of the crisis. This innovation became more complete by providing the requirements and conditions for mediation. On the other hand, some studies point to specific ways to become resilient (Grabowski & Roberts, 2016), while this research refers to several ways to achieve organizational resilience and its outcomes through the discovery of the causes of resilience. In previous studies, various components have been cited as the causes of resilience. Since resilience is posed as an "organizational position" for organizations, some scholars have considered many of the causes of resilience as organizational resilience components. In fact, they have considered the causes of resilience as part of the central issue of this research. This mistake was created because resilience was considered only as a position. In one of the most famous resilience studies, McManus et. al. (2008) also committed this mistake.
    Keywords: Organizational Resilience, Organizational Resilience Pattern, Causes, Core Category, Consequences
  • Mohsen Arsalan, Reza Vaezi * Pages 135-155
    The development of the human resource management, because it motivates constant competition as an advantage, should be the prioritized task/aim of governmental and private organizations. In this research, in spite all of theoretical and practical problems, we have attempted to put forward a local model for the development of the human resource management in Kerman province, Iran. The research utilizes an interpretive management research model, and high level documents, experts in human resource management at best universities, and governmental experts in human resource management in Kerman constitute its statistical population which are selected respectively according to Purposive sampling and Snowball sampling. The data gathered from the analysis of high level documents and interviews are examined and interpreted according to Content Analysis method. According to the research findings, in each phase (input, process and output) a number of variables in the development of the human resource management are involved which make the input stage more significant than the other two stages. Also, this province plays a crucial role the development of human resource management. Although the reported and identified variables are specifically used in context of Kerman province, they can be used for the purpose of the development of the human resource management in other provinces as well.
    Introduction
    A society and a national economy, as far as the national human resource development approach is concerned, advance themselves by absorbing, developing, and using human resources (Oh. H, et al.). Oh. et al point out that human resource management studies (Organization for Economic Co-operation and Development for example) mainly focus their attentions on developed countries. In the past, human resource management in America and other management systems considered their systems as the best form of management, which according to Lee (2017) was a form of colonialism. Taking into consideration the countries that have made significant progress in the last decades, it can be argued that they have not necessary followed the path and patterns of Western countries. For example, developing countries like as Brazil, Russia, India, China and South Africa consider human resource management as the real reason behind their growth. Human resources play a key role in providing consistent growth for as well as competitiveness for a country (Oh et al., 2017).
    In order to develop national human resources, it is vital to develop (educate) managers and employees working in government organizations. Nevertheless, the importance of this topic has been overlooked in studies and researches. As development of human resource development models in private and public sectors differ, therefore, the human resources development model of the public sector will be different. If we ask managers working the public sector in Kerman province what/which model of human resource development they prefer, probably we will receive no logical response. In order to fill such a gap, we try to present the human resource development model in the public sector of Kerman province in 2025 in this research.
    Case Study
    The statistical population of the study consist of three categories: the upstream national documents, university experts in the field of human resources, and experts in the field of human resources working in organizations of Kerman province. Considering its qualitative essence, this research deploys purposive sampling and snowball sampling.
    Materials and methods
    In this research, interpretive methodology is used based on background essence, interaction, and summarization along with generalization. The data are collected based on university experts’ opinions and executives/managers of organizations of Kerman province through an interview. Also, the selected method of data analysis is content analysis.  
    Results and discussion

    As the interviewees point out, the human resources of the public sector should focus on the “input” as different inputs provide different results. Human resources development, in the process of development, takes place in different ways: organizations and managers may assign more tasks to employees in order to empower them. According to the research background and interviews, the implications of human resource development might be each of the following items: human resource development reduces organizational costs (unlike what can be observed in Organizations in Kerman) as organizational processes and procedures are optimized and utilized by competent and skillful employees. Nevertheless, as long as there is no suitable platform for development, this concept is meaningless.  
    Conclusion
    In this research, the role of the input variables is more important than the other variables for experts and experts believe that different inputs lead to different results. At the end, it should be mentioned that the extracted research codes are not discriminated against each other. Hence, the variables of each stage as well as the stages and context of human resource development are indispensably interrelated. Kerman province has its own specific contextual characteristics that distinguishes it from other provinces of the country. Of course, many of the variables identified in this research can be used in private organizations and in other provinces, however, as the target of the research was Kerman province and therefore experts of this province are interviewed, the results of the research can only be generalized for this province.
    Keywords: Human resource development, Public sector, Kerman Province, Content Analysis
  • Ali Azimi, Ali Shirazi *, Mostafa Kazemi, Alireza Pouya Pages 157-183
    Retaining the talented academicians is a troubling and worrying phenomenon in most developing countries, including Iran; hence, exploring the barriers to retention of the talented academicians of top Iranian universities can provide one of the infrastructures for improving their effective retention. Having taken the interdisciplinary and multifaceted nature of the subject into consideration, the present paper aims to investigate the various aspects of executive, administrative, academic, educational, economic, and social, at both individual and organizational levels, and from both micro and macro dimensions. Data collection was conducted via concourse development in Q methodology for the barriers to their retention, and the Q-sample was introduced to the participants, i.e. the former faculty members of top 20 Iranian universities who have emigrated to top 100 universities of the world. Factor extraction and factor rotation revealed that there exist seven types of perceptions among former Iranian faculty members on barriers at organization level against their retention in their source universities in Iran. Analysis of each cluster of perceptions based on employee retention in human resource management and along with the demographic characteristics of the individuals in each cluster was the main contribution of this quali-quantitative study.
    Introduction
    The present paper aims to explore a typology of perceptions of Iranian faculty members about the barriers to their retention in their source universities; through a Q-methodology approach, a list of various barriers, including executive, administrative, academic, economic, and social, at organizational level and mainly from micro organization dimensions, is presented to the emigrated faculty members of selected Iranian top universities, in order to explore their perceptions regarding which barriers hindered their stay in their source universities. Analysis of each explored perception type, with regard to retention function in human resource management and along with the demographic characteristics of the individuals in each cluster is the main contribution of this paper.
    Case study
    The number of participants who accepted to take part in this study was 17 of the former faculty members of top 20 Iranian universities who have emigrated to top 100 universities abroad, whose demographic characteristics (e.g. gender, age, major, and department in their source university) were also provided. Selection of the top universities was based on the world university ranking systems of QS, Laiden, and Shanghai 2015, and a total number of 100 Q-cards were sorted and submitted using an online Q-study tool developed by the authors.
    Materials and Methods
    The present research applied a Q-methodology approach. After developing the concourse (Q-items), the Q-sorting was performed on a 9-point Likert scale by the participants. Factor extraction, factor rotation, and factor analysis were performed using PQmethod and SPSS v.18 software, and the interpretation of factors was carried out with regard to qualitative explanations provided by the participants, as well as their demographic characteristics.  To measure the content validity of this Q-study (Dennis, 1988), the first draft of the concourse was reviewed and revised by a number of the participants and their comments were applied to the final Q-items prior to getting presented to all participants for Q-sorting. The reliability of this study was also measured through test-retest: the Q-sorting was administered to 4 of the participants (23% of the total) twice, with a 1-month gap in-between the tests, and the correlation coefficient was estimated as  87% , showing a good reliability for this Q study (Brown 1980).
    Discussion and Results
    According to the Q analysis of the attitudes of the former faculty members of top Iranian universities about the barriers against their retention in their source organizations, the seven clusters of perceptions were extracted and the following typology was provided:1-Perception Type I) Strong believers in effect of educational barriers, strong disbelievers in effect of political barriers: "Disbelievers in effect of retention function"
    2-Perception Type II) Firm believers in effect of economic barriers, strong disbelievers in effect of executive barriers, strong believers in effect of academic barriers: "Believers in effect of retention function"
    3-Perception Type III) Firm disbelievers in effect of economic barriers, strong disbelievers in effect of administrative barriers
    4-Perception Type IV) Strong believers in effect of macro organizational barriers (esp. the administrative ones)
    5-Perception Type V) Disbelievers in effect of academic barriers, disbelievers in effect of macro organizational barriers (except for administrative ones)
    6-Perception Type VI) Strong disbelievers in effect of micro academic barriers
    7-Perception Type VII) Uncertain and neutral
    Among these explored clusters, faculty members with Type II perception, including individuals below the age of 40 years and from non-engineering fields, believed the most firmly in influence of micro-organizational barriers as a cause for their emigration, and thus, for retention initiatives, can be targeted at the highest priority. On the other hand, Perception Type I, including faculty members above the age of 40 years and largely from humanities fields, are strong believers in the effectiveness of fundamental educational barriers that cannot be removed at organization-level management for their retention. Nevertheless, all the studied faculty members shared the common perception as "Believers in the effectiveness of campus climate, firm disbelievers in the effectiveness of political barriers, and strong disbelievers in the effectiveness of educational barriers".
    Conclusion
    To conclude this paper, since the studied faculty members shared the common perception as believers in the effectiveness of campus climate on their retention, the managers of universities can reduce the barriers to retention of their talented faculty members, in general, by providing a more favorable campus climate, while, in particular, taking into account the existence of varying perceptions among their faculty members.
    Keywords: Brain drain, barriers to retention, faculty members, Q-methodology, top Iranian universities
  • Noormohammad Yaghoubi, Masoud Dehghani *, Malihe Omidvar Pages 185-204
    Today, attention to entrepreneurship is one of the important concerns of institutions and centers, including universities. University, as a living human system, needs agility to flourish and learn from changes, so that the change is a natural and inevitable part of organizational life, not a separate sector and a threatening event. The purpose of this study was to present a model of agility in an entrepreneurial university with a knowledge management approach. The research is based on the objective, applied, qualitative approach (based on systematic data collection), using the theory-based method of data. The statistical population of the study consisted of professors from academics and experts in human resources management, entrepreneurship and knowledge management. The sample was selected with the aim of reaching theoretical saturation through a snowball targeted sampling. Finally, the sample included 25 subjects. Data gathering from key informants was conducted using exploratory interviewing method and data analysis based on the theory of data, using theoretical coding. The resulting pattern indicates that the main category that leads to the agility outcomes of the entrepreneurial university is the agility requirements of the Entrepreneurial University for enrichment, customer satisfaction, and the provision of solutions to them. Through agility and agility enablers, power was seen by the agility of the organization at the entrepreneurial university with a knowledge management approach.
    Introduction
    The term agility in the dictionary means fast, agile, fast and easy moving, and the ability to think fast with a clever method used to react to changes in the environment and exploit those changes as opportunities. Has been introduced (Hornby et al, 2000). Mates & Yakalan (2005) defined agility as follows: the ability of an organization to discover (identify) changes (which can be opportunities or threats or a combination of them) in their business environment and give an answer quickly focusing on customers and stakeholders through reorganization, resources, processes and strategies. An organization that is designed in an agile manner has a unique organizational structure. Therefore, for their success and survival, organizations need to create a position, system and structure that will benefit both from its human resources capacity and commitment to continuous learning at all levels of the organization, and will lead to continuous acquisition and effective use of new knowledge. One of these organizations is the University of Entrepreneurship. Today, attention to entrepreneurship is one of the important concerns of institutions and centers, including universities. The entrepreneurial university theory is one of the models proposed to explain the new role of universities with the important feature of broader engagement with the community. According to this theory, some higher education systems are coordinated with changes in their programs, with economic development and labor market, and by implementing entrepreneurship projects at universities, innovative graduates and Educate Creative. One of these programs is the agility of the entrepreneurial universities (Gibb, 2012).The United Nations Scientific and Cultural Organization (2004) described the new universities as one of the 21st century global higher education: "The place where entrepreneurship skills in higher education are designed to alleviate the capabilities of graduates and to become the founders of work develops.” Zhang et al. (2016) argue that universities are no longer part of separate knowledge, but are institutions engaging increasingly in business with business partnerships. Higher education is increasingly associated with social developments, and especially economic ones. Research and development activities of other universities cannot be considered. Instead, purely academic activities have become part of the three or quadruple knowledge of silicon (Miller et al., 2016; Mok, 2013; Sperrer et al., 2016).
    For Guerrero and Erbano (2014), the Entrepreneurial University is the foundation of the knowledge economy. That is, an entrepreneurial university has a knowledge-based approach. In other words, knowledge management encourages employees, students and professors to create and share the sharing of knowledge and ideas for value added products (projects, research, laboratory results, and in general academic entrepreneurship). Considering the importance of organization agility in entrepreneurial university as a learning organization, this study seeks to design an organization agility model at an entrepreneurial university with a knowledge management approach.
    Marerials and Methods
    This research is based on the purpose of the application and from the qualitative approach and research strategy of the Foundation Data Theory. Founded in 1967 by Barney Glaser and Anselm Stroud, the foundation data theory was developed and published in their famous book The Discovery of Data Theory (Glaser & strauss, 1967). The data analysis step is based on the theory-based data approach, using the theoretical coding. "Theoretical coding is a method for analyzing data that has been compiled in order to formulate a theory in the theory of data." To analyze data, a theoretical coding consisting of three steps is used, which are: "Open coding", "axial coding" and "selective coding". This process is a three-step (but non-linear) process, which gives the main and primary content of the titles, and then they fall under the categories of concepts and categories (Creswell, 2005; Corbin and Strauss, 2014). The statistical community of this study consists of all the experts who can participate in this research. In this research, a sample of 25 people was selected through a snowball targeted sampling. The criteria for selecting individuals in this sample were based on researches and articles that they had done in the field (agility, entrepreneurship, academic entrepreneurship and knowledge management). Hence, in this research, first, based on the research papers and articles of the initial selection participants (experts who have at least one scientific research paper or a research project or a book on agility, entrepreneurial university, university entrepreneurship and knowledge management) and then with using the experiences of the first contributors to the next participant was selected. At this stage, the sampling was created in two forms of theoretical saturation: first, because the concepts had a repetitive state and the second was repeatedly redefined by new concepts because of the broader concepts. In order to collect data and information needed for research, several tools including snippets and interviews were used. Documents and resources were examined and checked out. Exploratory interviewing tools have been used to collect information from key informants.
    Data analysis and findings
    The first step in analyzing data is based on the theory of data generated by open coding. In this research, in the coding stage, the data from the interviews were coded in a row to the row for extraction of the initial concepts, and then the resources available to the entrepreneurial university and available resources in the field of agility were also coded. In the present study, a total of 882 concepts or open sources were obtained. Subsequently, common and similar concepts (semantic codes) were categorized in the form of 34 main concepts. These concepts have a higher level of abstraction and are an important stage in generating data-driven theory. After the open coding operation, at the pivotal coding stage, common and similar concepts (codes) in terms of meaning in the form of four major categories Four Stages of Knowledge Nonaka Model (2001) Knowledge and Colleagues are categorized into four sub categories: agility empowerment, agility stimuli, agility capabilities, and agility outcomes. In the selective coding step, the selected core category should be considered and the relationship between all major categories around the core of the core category should be examined and then the underlying model (based on the data) is drawn based on the storyline. In the present study, after several readings and returns between data, concepts, codes and categories, one main category is most often seen in their data and interviews. This category is the central category or core of the present research, which includes the agility requirements of the Entrepreneurial University for enrichment, customer satisfaction, and the provision of solutions to them. The conditions and interactions discussed in the form of a pattern were based on the Grounded Theory.
    Conclusion
    Based on the results obtained according to the Grounded Theory and confirmation of the opinions of agility experts in the entrepreneurial university, KM approaches four stages of knowledge creation, four components and 34 main concepts. An agile entrepreneurial university should identify the drivers of change in its environment in order to identify the capabilities needed to deal with these stimuli, as well as the tools needed to realize these capabilities. The agile entrepreneurial university also needs a series of capabilities to deal with the stimulus of change. On the other hand, agility empowerment is a tool that is necessary for the fulfillment of agility capabilities at the university. Finally, the implications of agility utilization in the entrepreneurial university are the production of quality products and services, academic entrepreneurship, intellectual property, patents and inventions. According to previous studies, many models and conceptual frameworks for the development of agility have been presented by researchers, and in each of these models, agility components have been introduced.
    Keywords: Entrepreneurship, Organizational Agility, Entrepreneurial University, Agility of Entrepreneurial University, Knowledge Management
  • Zahra Fotourehchi *, Habib Ebrahimpour, Davoud Panahi Pages 205-223
    The role of financial information transparency of companies and efficiency of intellectual capital has been more important in recent years. Non-transparent financial information along with reducing informational quality lead to increasing information risk, lack of confidence in investors, reducing liquidity and increasing cost of equity owners. On the other hand, inefficiency of intellectual capital through various channels such as reduction of knowledge-based producti on will lead to reducing the value of the company and increasing cost of equity owners. In this paper, in order to provide empirical evidences about impact of informational transparency and efficiency of intellectual capital on the rights of shareholders’ costs of companies, financial information of 93 accepted companies in the years 2008 to 2016 in the TSE has been studied using the combined data and random-effects model. Findings of the research indicate that the efficiency of intellectual capital, human and physical capitals have relationship with the cost of equity owners. However, there is no relationship between the variables of informational transparency and efficiency of structural capital with cost of equity owners. So, the role of the efficiency of intellectual capital, human and physical capitals for decreasing the cost of equity owners in management and investment decisions should not be ignored.
    Introduction
    Capital cost is one of the basic concepts in the field of financial literature. The cost of capital plays an important role in financing decisions. Management of the company in order to determine the financial resources, should determine the cost of financing and factors affecting it. Increasing information transparency and intellectual capital efficiency are among the factors influencing the reduction of equity costs. As non-transparent financial information reduces the quality of information, it leads to increased information risk, investors' distrust, lower liquidity, and rising costs for equity holders. On the other hand, t he inefficiency of intellectual capital through various channels, such as the reduction of knowledge-based production, will lead to a devaluation of the company and an increase in the cost of the owners' equity. The purpose of this study is to investigate whether information transparency and the efficiency of intellectual capital affect the cost of shareholders' equity of listed companies in Tehran Stock Exchange.
    Materials and Methods
    In this study, a systematic deletion method has been used to determine the statistical sample. Also, in order to investigate the effect of information transparency and intellectual capital efficiency on equity costs, a multivariate regression model with panel data and a randomized model estimation method have been used. To measure the efficiency of intellectual capital, we use the value-added coefficient of intellectual capital proposed by PALIC. Also, Gordon's model has been selected to calculate the cost of equity.
    Discussion and Results
    The results of model estimation show that there is no relationship between information transparency variable(P = 0.3333) and structural capital efficiency(P = 0.430) with cost of owners' equity, and also the relationship between the efficiency of intellectual capital(P = 0.0181), Human capital(P = 0.0077) and physical capital(P = 0.0053) at the cost of equity at a 99% confidence level. On the other hand, given the sign of the coefficients of variables, while the relationship between the efficiency of intellectual and human capital with the cost of equity is positive, this relationship is in the relationship between the efficiency of physical capital and the cost of equity reversal. In other words, only increasing the efficiency of physical capital would lead to a reduction in the cost of equity in Iran. These results indicate the inefficiency of intellectual capital and its components in relation to physical capital.
    Conclusion
    The results show that the efficiency of intellectual capital, human capital and physical capital is related to the cost of equity, but there is no relationship between the variables of information transparency and the efficiency of structural capital with the cost of equity. Also, with respect to the variable of coefficients, only increasing the efficiency of physical capital leads to a reduction in the cost of equity in the target companies. Considering the user structure of the Iranian economy, increasing the efficiency of physical capital is effective in reducing the cost of equity. The inefficiency of human capital in lowering the cost of equity is indicative of more employability than skilled labor and the inefficiency of intellectual capital existing in these companies. Therefore, in order to reduce the cost of shareholders' equity, managers, suppliers of corporate finance and investors, they should consider the relationship of these variables in making investment decisions and management decisions with more consideration.
    Keywords: Intellectual capital efficiency, transparency of information, cost of equity owners
  • Ahmad Salehi, Zahra Vazife * Pages 225-249
    The purpose of this study was to investigate and analyze the factors affecting the upgrading of information systems and the continues of information technology services. Based on model, this research effective factors of implementation of Information Security Management System (ISMS) are 9 dimensions and effective factors of Information Technology Infrastructure Library (ITIL) are 5 dimensions were investigated and analyzed. This research is orientated, applied and descriptive .The average number of members of the statistical community in this study was 100 people, including managers and experts in the field of information security and IT services, public and private organizations, senior managers of companies providing management, technical, operational and educational services Information security and, ultimately, professors and experts with the field of activity or research in the field of security and IT services. The sample size was calculated based on Cochran method and data was collected by using a questionnaire tool for 80 members of the statistical community. For reliability of research variables, Cronbach's alpha coefficient and composite reliability have been used. Cronbach's alpha coefficient of all variables is greater than the minimum value of 0.65. To verify the construct validity (convergent), a confirmatory factor analysis was used. All mean values of extracted variance are more than 0.5, and therefore, the model of measurement has an appropriate convergent validity. In this research, factor analysis, partial least squares and one-sample t-test were used to test the questions and fitness of the model. Based on the findings, the impact of the implementation of Information Security Management System and Information Technology Infrastructure Libraryon the promotion of information systems and the continuity of information technology services were confirmed and effective factors of expression and strategies for improving the status of organizations were presented.
    Introduction
    In today's world, the most important security concerns associated with information systems include the infiltration of information systems, the interruption and disruption of vital services, and theft, alteration or destruction of information. Approaches have been introduced to ensure information security. The Information Security Management System (ISMS) is a comprehensive approach to ensuring information security of organizations. On the other hand, the competitive business environment and the strong dependence on information technology services have led organizations to be judged on the basis of the ability to continuously and continuously provide services. Therefore, ensuring the continuity of information technology services is one of the most important issues that should be addressed in the business. The Information Technology Infrastructure Library (ITIL) is a framework for managing, delivering service and implementing IT activities in organizations. So, given the importance of the issue, the main question we are looking for in this study is whether the implementation of the information security management system and the IT infrastructure library in an organization promotes the information systems and the continuation of IT services?
    Case study

    Managers and experts in the field of information security and (ITS) Information technology services are governmental and private organizations that have implemented the Information Security Management System and the Information Technology Infrastructure Library in Zahedan and Mashhad. Top Managers of Providers of Management, Technical, Operational, and Educational Services for Information Security and Advice on the Implementation of the (IS) and (ITS) which have been licensed by the Ministry of Communications and Information Technology (ICT). Ultimately, professors, experts, and researchers are in the field of activity or research in the field of information security and information technology services.
    Materials and methods
    The present research is descriptive in nature and descriptive in terms of method, quantitative and in process and applied in term of purpose. Data collection was done by using a questionnaire in Lekert scale MS. For collecting information on theoretical foundations and research literature, library resources, articles, e-resources, standards and authoritative journals have been used. To verify the validity of the model, a confirmatory factor analysis and Kolmogorov-Smirnov test were used to test the normal variables. Then, using the partial least squares method (PLS) and single sample t-test, the questionnaire has been studied.
    Discussion and Conclusion
    A correlation coefficient was used to confirm the relationship between the implementation of ISMS and ITIL in promotion information systems and the continuity of IT services, which was confirmed by the results of this hypothesis. Also, to investigate the impact of ISMS and ITIL implementation on the promotion of information systems and the continuity of IT services, partial least squares method was used, which was confirmed in all cases. According to the results of the analyzes, indicators such as defining goals and policies for managing service continuity, evaluating and identifying processes in the organization, prioritizing events in terms of its impact and urgencies, examining all information security incidents and the reasons for the occurrence And prevent it from re-establishing it; responding appropriately and learning about security incidents; defining and identifying identity information for employees to access information resources; monitoring network, router settings, switch and penetration testing at regular intervals; procurement and testing Backup information; Install antivirus and firewalls in the network; Take the necessary measures entry of authorized persons and the security of offices, rooms and facilities; the inclusion of security provisions in the design of the basic principles of configuration. It has the greatest impact on the upgrading of information systems and the continuity of IT services in organizations, and other indicators also have an impact but are less than socalled factors.
    Keywords: Information Security, Information Security Management System, Information Systems, IT Service Continuity Management, Information Technology Infrastructure Library
  • Azadeh Attari, Seyed Reza Balaghat * Pages 251-270
    The present study is a correlational and regression type of research, and Questionnaire is used as a data collection tool. The research sample was selected to be 138 people using Morgan table. According to findings, the employees of the Department of Education have high adherence to ethical behaviors; they have low level of achievement motivation and have moderate level of work conscience. Also, there was no significant relationship between ethical behaviors and achievement motivation variables and no significant relationship between the variable of ethical behaviors and the variable of work conscience. Adherence to ethical behavior predicts the achievement motivation by 3%.
    Introduction
    Conscience is the center of divine awareness and daily life and religious exercises may be a way to achieve a pure conscience (Triyuwonoa, 2015: 256). The need for achievement motivation involves an inner and strong feeling towards achievement and it is based on the expectation of performing the tasks faster and better than others or performing them better than the past (Ghasemi, 2014: 38). Ethical behaviors are also associated with corruptionit can be a factor in creating work conscience and self-control in the organization (Alavi and Etesami, 2009). Ghalavandi and Alizadeh (2013) concluded that there is a positive and significant relationship between serving leadership characteristics of managers and perceived organizationa justice and work conscience. Karimi Et al (2010) concluded that among the dimensions of organizational climate, responsibility, standard and conflict have a significant relationship with ethical behavior. According to Alvani Et al (2010: 26), the work ethics become a part of an organization's strategy. Some like Hanekom considered the most common problems in the non-ethical public sector as bribery, theft, and corruption (Puiua, 2015: 605). Moreover, Tom and Kamp Bell showed that any activity of teacher (educator) has an ethical achievement (Elena, 2011: 146).
    Case study

    The research population included employees of the Zahedan Department of Education that 67 people were selected from district 1 and 71 people were selected from district 2 as the sample size.
    Materials and Methods
    The present study is correlational and regression type. Questionnaire was used as a data collection tool. The ethical behaviors assessed by Lussier Questionnaire (2013), achievement motivation assessed by Sepahi questionnaire (2012), and work conscience assessed by Costa and McCrae questionnaire (1992). Single–group t-test, Pearson correlation coefficient and linear regression were used to analyze the data.
    Discussion and Results
    Based on the interpretation of the score of ethical behaviors, as mean score obtained from this variable is less than 28, we conclude that the individuals have high adherence to the ethical behaviors in the organization. As the result, the level of achievement motivation in the samples is lower than the average. According to findings, the mean score of the work conscience is at the moderate level. According to results, the correlation obtained for the relationship between ethical behaviors and achievement motivation not significant. According to findings, the correlation obtained for the relationship between ethical behaviors and work conscience is not significant. According to results, work conscience increases with increasing levels of achievement motivation. As a result, the variable of ethical behaviors predicts the achievement seeking variable by 3% that this level of prediction is low. According results, predicting the work conscience through ethical behaviors, it can be stated that the index of ethical behaviors with beta (β = 0.04), t test (t = 0.55) and significance level (sig=0.57) is not at the desired status compared to its predictive variable (work conscience) and this variable cannot be considered as predictive variable for the criterion variable. As its error rate is more than 0.05, the test is not significant.
    Conclusion
    It was concluded that the employees of the Department of Education have high adherence to ethical behaviors. This result is consistent with the result of the study conducted by Bakhtiari (2014). It is also consistent with the result of the study conducted by Carlin and Geravis (Ghahramani, 2011). This result is not consistent with the result of the research conducted by Sepahi (2012). It is concluded that employees of the Zahedan Department of Education have moderate level of work conscience. According to research, there was no significant relationship between ethical behaviors and achievement motivation variables. Attaryan and Greenfield concluded that there was a relationship between core ethics, organizational commitment and job satisfaction (Soleymani, 2011). Moreover some like Khosravi concluded that there was a significant relationship between work ethics and organizational commitment and job satisfaction (Gahramani, 2011). According to research, also there was no significant relationship between the variable of ethical behaviors and the variable of work conscience. However, some found a significant relationship between work ethic, job satisfaction and organizational commitment in their research (Asadi Et al, 2009). Karimi Et al (2010) concluded that there was a significant relationship between organizational climate and ethical behavior. Moreover, Alkins concluded that there was a weak correlation between work conscience and job satisfaction in a Japanese manufacturing company (Hasani Et al, 2012). Based on the research, it was concluded that there was a significant and positive relationship between the achievement motivation factor and the work conscience variable, that is, an increase in one variable leads to an increases in the other variable. Moreover, Hodaei concluded that there is a significant relationship between economic factors, human relations, and value system and the conscience (Sarmad, 2009). Based on the research, it was concluded that ethical behaviors could predict achievement motivation by 3%.  In this regard, some reserachs showed that ethical behavior in the workplace affects job satisfaction and organizational commitment (Hasani Et al, 2012). Finally, according to the research, the variable of ethical behaviors cannot predict the variable of work conscience. In this regard, Mahmoodi (2012) concluded that self-actualization variable could predict the variables of work conscience.
    Keywords: Ethical behaviors, achievement motivation, work conscience, employees, Department of Education, Zahedan
  • Abolghasem Barimani *, Kiumars Niazazari, Mohammad Salehi Pages 271-298
    Higher education is one of the most expensive resources available to society for development and excellence, and its role as an educational institution is not overlooked. Therefore, universities must work as much as possible to upgrade their capacities against challenges and opportunities ahead by showing appropriate reactions. With the help of value-based management, specialized daily activities of staff and faculty lead to strategic thinking. Therefore, the purpose of this study was to identify and rank the value-based management dimensions in Mazandaran Islamic Azad University.
    Introduction
    Value is one of the most useful capital that plays the main role in the emergence of the organization and identifies and directs its course and activity and it gives the organization a new life. It is considered as a general principle for staff, faculty and students. Given that the values ​​governing the university are generally the most important source of it, therefore, managing these values ​​and sustaining management, staff and faculty members ensures the success of the university's activities, processes and operations. Therefore, this research seeks to identify the dimensions of management based on the value of the university. To this end, the organization performed its most important and effective task in order to achieve more success and improve the quality of providing services to students and society. Finally, considering the necessity of recognizing the dimensions of value management in Islamic Azad University, this research is looking for an answer to this question that what are the dimensions of management based on value at Islamic Azad University? How are they ranked?
    Case Study
    To identify the management dimensions on the basis of value, 212 questionnaires containing 80 questions were distributed among the subjects including full-time faculty members with academic degrees as associate professors, assistant professors and professors working in Mazandaran Islamic Azad University.
    Materials and Methods
    The research was applied in terms of purpose and descriptive survey method. A sample of 212 faculty members were selected using stratified random sampling in terms of university degree. In this research, a researcher-made questionnaire was used to collect data. Descriptive statistics and inferential statistics including Cronbach's alpha, exploratory factor analysis and Friedman test were used to analyze the data.
    Discussion and Results
    The results showed that the 12 selected factors totally 71.305% of the total variance explained the factors are related to management based on value. Value-based management has twelve dimensions including organizational trust, cohesion and integrity, motivational mechanisms, experience and skills, training and empowerment, self-evaluation, vision, organizational commitment, social welfare, resource development, customer orientation, and idealism. All dimensions, management based on value with factor load above 0.5. Therefore, the impact of all dimensions on management based on value is verified. The findings also show that in terms of faculty members, the ranking of these dimensions is different from which, in their view, idealism is ranked first and then motivational mechanisms ranked last.
    Conclusion
    According to the results of the study, senior executives of Islamic Azad University are advised to adhere to the divine rules and belief in God as a strategic orientation and long-term goals as an ideal umbrella for universities. Providing the most desirable scientific services and satisfaction of students should be their main goals and highlight the culture of satisfaction and value of students in their priority and take serious consideration to increase students' satisfaction, paying attention to their needs, tastes, comments and suggestions. Also, the university management is responsible for developing and promoting trust culture in the organizational environment. By creating training courses and empowerment, commitment, morale promotion, motivation, increased job satisfaction, reduced job stress, improved academic service delivery, increased sense of responsibility, increase decision-making power of staff and faculty members, and satisfaction of students at the university.
    Keywords: Management by value, Identification of dimensions, Islamic Azad University, Exploratory factor analysis