نشریه مطالعات دین، معنویت و مدیریت
پیاپی 15-16 (بهار و تابستان 1398)

The main purpose of this research was to study the feasibility of Islamic management establishment in public organizations of Fars Province.Statistical population of this study included240 managers and leaders of public organizations or affiliated with the state, as well as their deputies.171managers and deputies of different organizations were selected by stratified random sampling method.The research instrument included Torkzadeh Islamic Management Scale 2009 basedon 34 questions in 3 dimensions: conceptual, structural and functional.Data were analyzed using SPSS24 statistical software and t-single-variable t-test, intragroup variance analysis, Benfroni tracking and healing.The results showed that:conceptual aspects of Islamic management establishment in public organizations of Fars Province are desirable but structural and functional aspects are at medium level.Therefore, there is significant difference among the three areas of Islamic management (Conceptual, Structural and functional areas)There is significant difference for (0.002) level, about the evaluation the feasibility of Islamic management establishment in conceptual area from the view point of the managers with different educational degree,but there is no significant difference between feasibility of Islamic management establishment in structural and functional areas from their view points.Also, there is no significant difference about the evaluation of the feasibility of Islamic management establishment in the three areas from the view point of the managers with different record of service.Considering the results of laying the groundwork for a gradual change towards the model of Islamic management in the organizational and managerial fields of the country and a common conceptualization about Islamic management and its organizational culture,it is suggested.

The preservation and survival of the Islamic Revolution of Iran, which is a divine and value-driven system, rely on the protection and continuity of its fundamental values like any other system. The managers and agents in government agencies play an influential role in preserving values and realizing the goals and ideals of the Islamic Revolution through their functions. However, changing values in the country, especially among its agents, can be a danger to the revolution. Accordingly, proper understanding of the value (ultimate) strategies, which is the purpose of implementing value-based management, can be useful in the proper explanation of values and their implementation. Thus, the signs, concepts, and categories of ultimate strategies of value-based management emerged gradually by conducting semi-structured interviews with experts and using the methodology of grounded theory through collecting and analyzing data, as well as continuous reciprocations during the open, axial and selective coding process. In this regard, the findings of the research were categorized into three levels of robust, evolutionary, and ideal strategies.

The Islamic Revolution as a living and growing phenomenon, as it has arisen with the presence and role-playing of the people, is with the effective presence of the people that persists and evolves. Student Basij is one of the popular organizations that has always been a pioneer in popular role-playing in the presence of popular forces in the social arena Therefore, the purpose of the present study was to identify the managerial model of this organization in order to increase its productivity and to complement, refine and improve management knowledge and organizational theories. The study has identified 23 key concepts through in-depth interviews with 18 student Basij officials. In the next step, these concepts are categorized and explained in four main categories: "Management Principles", "Management basics", "Management Complementaries" and "Management Tools". In the student Basij, each individual is present in the organization based on his internal motivations, and therefore there is no conflict between interpersonal goals and individual and organizational goals.

Employees in a hospital are treated as citizenship if they feel organization justice under Islamic work ethics. The purpose of this study was to investigate the relationship between Islamic work ethics, organizational justice and citizenship behavior in Shahrekord Social Security hospital staff. This study has been done regarding descriptive analytical method correlative study., 230 health workers from Shahrekord's Social Security Hospital were studied by total number. The data were collected using three questionnaires of Islamic work ethics Ali al-Kazemi (2011), Organizational Justice Standard Nieuwf and Murman (1993); and Oregon and Kanovsky Organizational Citizenship Behavior Questionnaire (1996). Data was analyzed by Using descriptive and statically tests such as Pearson and regression tests. The results of the research indicated a significant relationship between the mean score of Islamic work ethics and organizational justice and citizenship behavior (p< 0/05). There was relationship between the mean score of Islamic work ethics and organizational justice(p< 0/05) as well. There was relationship between the mean score of Islamic work ethics and organizational citizenship behavior (p< 0/05). Also there was relationship between the mean of organizational justice scores and organizational citizenship behavior. There was no relationship between the mean score of Islamic work ethics, organizational justice and citizenship behavior with some demographic variables (age, gender, type of contract, education).Based on the findings of the research, it can be concluded that an increase in the level of organizational citizenship behavior can be achieved by increasing Islamic work ethics and organizational justice

 The current study has been carried out based on a qualitative approach content analysis and it has an exploratory nature with Summative Content Analysis. In order to gather the required data, library study methodology has been utilized. the statistical population of the study includes all the texts related to talent management in the entire text of Nahj al-Balagha. after reviewing of Nahj al-Balagha, the relevant concepts are extracted and each of them gets a unique code. Then, similar concepts are identified, and by combining these concepts, secondary themes are obtained. Then, based on all the identified secondary themes, a more general categorization is applied in order to identify the main themes. In order to measure the validity of the components of talent management, the reliability of the themes was evaluated using the measure of repeatability (the consistency between two coders), leading to the reliability coefficient of 0.82. Moreover, the findings of the study were evaluated by three experts in the field of management, and then the necessary corrections in the process of theme creation as well as the identified concepts were applied. In order to evaluate the validity of the proposed pattern, was presented to five experts in expertise in qualitative research, and after applying their recommendations, the reliability of the pattern was confirmed by these experts. The obtained findings were categorized into 25 secondary themes and seven main themes, i.e. selection and appointment, growth, durability, the ways talents are affected, mission and values, sociability, and replacement and dismissal.

In paragraphs 4 and 12 of the general policies of the administrative system and the environment, respectively, emphasis is placed on the Knowledge – oriented and establishing environmental behavior and culture based on constructive Islamic - Iranian values and models. the purpose of this study analyzing the role of knowledge human resources in establishing environmental behavior and culture based on constructive Islamic - Iranian values and patterns in the agricultural jihad organization of west azerbaijan province. in terms of practical purpose, descriptive method and field data collection was done using a researcher-made questionnaires. the statistical population consisted of all employees of jihad-e-agriculture in west azerbaijan province (1453), 304 individuals were selected by stratified random sampling method and answered to valid and reliable questionnaires. descriptive and inferential statistics, spss statistical software, correlation test were used. findings It showed that there is a direct and positive relationship between knowledge human resources and its components (high motivation, involvement in organization affairs, and empowerment) and establishing environmental behavior and culture based on constructive Islamic - Iranian values and models in the agricultural jihad organization of west azerbaijan province. the results showed that knowledge human resources exist in the agricultural jihad organization of west azarbaijan province and can play a role in establishing environmental behavior and culture based on constructive Islamic - Iranian values and models.

Different views and approaches have been presented in response to the question of what is Islamic management and how it can be achieved. In this article, a model for understanding Islamic management by explaining how the howzeh and the university cooperate as two institutions in charge of religion (Islamic) and science (management) is presented. under approach of division of labor, a conceptual model is designed and then validated in the form of in-depth interviews with 30 experts in this field. The content of the interviews was analyzed and classified through content analysis method and clustering technique. experts' opinions were categorized in the form of 41 basic concepts, 15 central concepts and 3 main concepts. Based on the points obtained in the interviews, the initial model was modified. In this model, the proposed model of cooperation between the Hawzah and the university is in the face of issues involves answering two questions: knowing (what is the solution) and being able (how to implement the solution). Hawzah and the university have an active role in both axes through 4 Method 1- The role of the Hawzah in explaining religious teachings as a solution of problems, 2- The role of the university in explaining the specialized dimensions of the issue to Find a solution, 3- The role of the university in providing Executive procedures and ways to be able to implement the solutions and 4- The role of the Hawzah Expressing red lines or making recommendations in implementing the solutions