نشریه مطالعات مدیریت دولتی ایران
سال دوم شماره 2 (پیاپی 4، تابستان 1398)

The growing complexity of public organizations and the increase of unethical and illegal actions in the workplaces have made it necessary to pay attention to the development and maintenance of ethical climate in these organizations. This study, using a survey approach, has been conducted following a research aimed at identifying the main factors influencing ethical climate from the viewpoint of employees of public organizations. The purpose of this research is to investigate the impact of human resource management practices and cultural values ​​on ethical climate in public organizations of Bandar Abbas city. The sample size was 260 based on Krejcie and Morgan table. The validity of the questionnaires was confirmed using formal, divergent, and convergent validity. To examine the reliability, Cronbach's alpha was used. SPSS 24 and Smart-PLS 3 software were used to analyze the data. The results show that the ways of development of ethical climate in public organizations are: Human resource management’s empowerment  practices including training programs, training of ethical values, recruiting employee with ethical values, employee skills development As well as the creation of cognitive conflict in challenging moral situations. Other results indicates that the involvement in work, including team orientation, empowerment, and capability development, and the component of adaptability, including creating change, customer focus, and organizational learning, impact  the organizational ethical climate.

In spite of development of public policy analysis in health domain in developed countries and its widespread use, its application is still in its infancy in the developing countries. In this article, based on the narrative review of articles published from 1994 to 2017 on health policy analysis in these countries, their thematic scope, methodological and analytical approach are analytically reviewed. This article provides a platform to assist researchers to develop this field by examining the methodological and analytical pitfalls, as well this study aimed at encouraging the health policy researchers to focus more on this research area. All relevant articles were identified according to five predefined search priorities. 15 articles fall into the review inclusion criteria and then they were studied and analyzed. The selected articles were small in number but varied in the scope. The majority of studies provided description of some episode of policy change. They explained a conceptual ordering among lots of influencing factors or tested a set of predefined hypothesis, regardless of exploring the reason behind health policy changes (policy process). In addition, most of the studies adopted a single case study design and had significant analytical weaknesses. As well, from the points of analytical reviewing, most of them were descriptive- analytical instead of being exploratory in nature. However, understanding factors influencing health policy process and the results of policy change deeply can strengthen future policy development and implementation. This study showed that the efforts made in developing countries to explain changes in health policy process have been limited. So, future qualitative studies with a rigorous study designs are needed to develop current theories or coming up with new ones with the aim of providing a better understanding of health policy process in developing countries. Health policy researchers are encouraged to study the health policy process as a whole, using inductive research approaches, to develop new theories rich in exploratory power or to localize current theories in consistence with national contextual requirement.

In recent years, electronic collaboration has become one of the new strategies for interaction and competition in the agenda of organizations, specifically universities. The purpose of this research is to investigate the factors determining the acceptance of electronic collaboration at University of Sistan and Baluchestan. This study is a descriptive survey, the sampling method was purposive judgmental, and the data of questionnaire is analyzed through One-Sample T-test, Pearson Correlation, Freidman Ranking, and also Stepwise Multiple Regression by using SPSS. Findings of the research show that among the studied factors, perceived behavioral control has the greatest impact and mental image has the least effect on the acceptance of electronic collaboration. Other factors influencing the acceptance of electronic collaboration, prioritized based on their effectiveness, are: status of facilitating resources, relative advantage, perceived ease of use, trust, information sharing, perceived usefulness, self-efficacy, perceived compatibility and complexity. It’s expected that the population of this study will make it possible to adopt and develop electronic collaboration by implementing appropriate behavioral strategies.

Today, sports tourism is relatively a new industry and one of the fastest growing areas in the tourism industry which have drawn the attention of many planners and policy makers. The goal of this study is to focus on governmental duties of Iranian Sport and Youth Ministry in order to identify criteria that have led to sport-tourism development, and moreover, to investigate the requirements of sport development and the possibility of supplying them. This study is a practical research in which the aspects and components of sport tourism and the challenges in front of sport tourist to travel to Iran have been identified, using a content analysis methodology. The results show that, in the tourism area, the components can be divided into three parts including structural, environmental, and managerial. As well, the components in sport tourism are categorized into three parts including infrastructural, managerial, and political-social-cultural. Also, the components related to challenges in front of sport tourists are categorized into four parts including managerial, infrastructural, cultural-political, and related to communication- advertisement.

Considering the fact that human resource is the main asset of any organization, the objective of this study is to assess the effect of high performance work systems (HPWS) on employees empowerment and employees loyalty in public organizations. This research is applied in terms of purpose and considered Descriptive-survey regarding methodology. Data were collected using three Questionnaires of high performance work systems, employee empowerment, and the researcher-made of employee loyalty. The research population consists of 120 public organizations in 2 provinces of Fars and Bushehr.  In order to analyze the data, the Structural-Equation Modeling has been used in Smart PLS software. The results show that the organizations are in a good condition regarding all three variables. In addition, HPWS has a positive and significant effect on employees’ empowerment and loyalty. Moreover, Employees’ empowerment has a positive and significant effect on Employee’s loyalty. Finally, the results show that the direct effect of HPWS on employee’s loyalty is less than the effect of HPWS on employee’s loyalty via employee’s empowerment route.

In recent decades, the public sector faces serious challenges in competing with the private sector to attract specialized and talented individuals, and the share of public sector in this competition is declining. This research presents employer’s branding as an appropriate strategy for restoring and improving the attractiveness of the employer’s brand in the public sector as regards attracting experts and elites. Using a descriptive approach, a comparison of the attractiveness of the employer brand in the public sector and the private sector in Iran has been addressed. First, through qualitative interviews, the attractiveness of employer brand indexes is examined, from the view of senior students at the highest technical and engineering universities of Iran. Then, 694 questionnaires were collected through stratified random sampling. To test the hypotheses and to investigate the difference between respondents' views of the attractiveness of the employer brand in both public and private sectors, the mean comparison test was used. The findings show that the private sector, in all aspects of the employer brand, was more attractive compared to the public sector. Moreover, the value of innovation and development, respectively, has the highest level of divergence between private and public sectors. Considering the priorities of existing divergences and gaps, human resource managers can plan with the aim to promote the attractiveness of the employer brand of government agencies in the competition for attracting talents.