فصلنامه مدیریت سازمان های دولتی
سال نهم شماره 1 (پیاپی 33، زمستان 1399)

The aim of this study was to investigate the effect of spiritual intelligence on stagnation in the career advancement of human capital with the moderating role of organizational climate in Payame Noor University of East Azerbaijan Province. In this study, the King (2008) model, Bardwick (1986) occupational stagnation model (1986), and Halpin and Craft organizational climate questionnaire (1963) were used for spiritual intelligence. The statistical population of this study consists of staff and professors of Payame Noor universities in East Azerbaijan province, which was obtained from 240 people as a statistical sample to complete a questionnaire to analyze the data and test the hypothesis. Data were analyzed using one-sample and independent t-test, analysis of variance, structural equation modeling and hierarchical multiple regression in SPSS and SMART-PLS software. The results of data analysis showed that the organizational climate moderates the relationship between spiritual intelligence and stagnation in the path of career advancement and its coefficient is negative. As a result, the interaction between organizational climate and spiritual intelligence leads to a reduction of stagnation in the path of career advancement.

Achieving high safety and credibility is one of the goals of airline agancies, which is achieved under the name of high reliable organizations. In this regard, this study was conducted with the aim of providing a model for the realization of high reliable organizations in crisis situations in the country's aviation industry to respond to changes and improve service quality. The present study is applied in terms of purpose, and is descriptive survey in terms of data collection. The research was conducted in two parts.  First, it was conducted by searching the literature and reviewing research background to extract the components of the model from reliable organizations; then, these components were calculated through Delphi method to develope the initial model of the research. Then, in order to fit the proposed model, it was reviewed and approved through a large-scale field survey. The statistical population in the Delphi section of the experts included the heads, managers and experts of the airline, who were selected through a combination of judgment and snowball methods. In the second phase, 200 people, who were determined based on the volume required for model structural equations and classification sampling method, answered the questionnaire. Then, the data were evaluated by SPSS 22 software and Lisrel 8.5 based on confirmatory factor analysis and path analysis, and the final model was presented with a structural equation model. Findings The model fit indices indicate the confirmation and fit of the structural model of the research. Finally, based on the final model, the model of a reliable organization has 8 main dimensions and 62 components. The main dimentions of the model are unwillingness to simplify interpretations, preoccupation, sensitivity to trust building operations, flexibility, specialization, safety, and failure tolerance. The findings showed that airlines can improve failure tolerance and safety against unexpected events by choosing the axes of flexibility, specialization, relationship between preoccupation, confidence building, unwillingness to simplify interpretations, and sensitivity to operations.

Today, the human factor is the most central element in the development of countries. Since the recognition of the role of the government as the largest entrepreneur and leader of development programs, the entry of governments into the establishment of a talent-raising system has considered. The purpose of this study is to design a talent management model based on the three-pronged model in Tehran Municipality. The present research is applied in terms of purpose and descriptive-survey in terms of research method. The statistical population of the present study was 3171, all senior managers of Tehran Municipality, who were involved in the talent development process of this organization. In order to observe the mentioned characteristics and the small size of the statistical population in the present study, the census method was used. A standard questionnaire was used to collect the required data to test the research hypotheses. In order to confirm the validity, the opinion of experts in this field was used and in order to confirm the reliability of the questionnaire, Cronbach's alpha formula was employed. Findings showed that internal organizational factors were more significant than external organizational factors and also among intra-organizational factors, content (institutional) factors were more intense than human resource management functions. The results showed that women, compared to men, consider socio-cultural issues more significant. Also, in neither of the internal and external organizational factors, no significant difference was observed between the respondents based on the level of position, type of field of study, organizational units, work experience and age groups.

The purpose of outsourcing is productivity and it is accomplished through assigning tasks to out of the organization. There are different factors including the perspective of the managers which would effect the success of the outsourcing. To be aware of the perspective of the managers who are related to outsourcing would facilitate the whole process.The purpose of this study was to identify managers, view in outsourcing organizational activities of organizations in the Ahwaz city by examining the mentalities of the participants. The research method is applied in terms of the purpose and the method of data collection, which is used in the methodology of Q. The participants of the study included 11 managers of public organizations in Ahwaz, who had direct relevance to the research. The discourse space of the present study was gathered from a variety of sources. After evaluating and summarizing the discourse space by the expert, 32 sentences were selected as examples of phrases Q. After collecting the data from Q sorting, this information was analyzed by Q factor analysis. The results showed that four distinct mental patterns can be identified among managers of government organizations regarding the outsourcing of organizational activities, which accounts for ./72 of the total variance explained. These four mental patterns were named with titles “utilitarianism", "organizational agility", "empowerment and competitiveness, respectively.

One of the key factors for the success and survival of an organization to maintain continuity of work in a powerful way is the coordination of team members' motivation. Proper combination of motivations will inspire and desire to be more effective in team members. The purpose of this study is to design a harmonic model of motivations (principles, strategies and consequences). The research approach is qualitative and the research strategy is based on data processing theory based on Glaser approach. The study population of this study included the staff of the tax administration of Ilam city. The data collection was a scandal that reached saturation (credibility) after interviewing 19 of them. In this research, theoretical and purposive non-probabilistic sampling method has been used. Data were analyzed using coding method. It was found that six factors (synchronicity of motivation, skill diversity, equality of effects as a result, trust within members, management support, game-making) are involved in coordinating team motivation. Model by structural equation method And the validity of the research was confirmed by the specialized committee. At the same time, considering the level of team motivation, it was clear that the strategies of "Harmony of Motivation Management" are based on the two axes of "team motivation" and "individual motivation" on the four principles of consolidation, suspension, promotion and renewal.

The present study seeks to identify and investigate the consequences of using showcase performance style in public organizations in Mazandaran province. This research is a combination of research (qualitative and quantitative). In the qualitative part, the grounded theory is used. In order to collect data, in-depth interviews were conducted with managers and employees of public organizations in Mazandaran province using theoretical sampling using snowball technique. Over time, the researcher subtly observed the behaviors of people who had a showcase function in order to obtain richer data. Showcase performance style support theories have also been used. This process continued until the responses reached saturation (with 14 interviews, 6 observations, and 7 support theories). In the quantitative part of the research, structural equation modeling was used to perform statistical analysis to test the obtained data. From the analysis and coding of data (qualitative) and using the method of structural equations (quantitative), two categories and six subcategories were identified as consequences of using the showcase performance style. The two main categories are: organizational consequences and individual consequences. And subcategories such as reducing productivity and efficiency, increasing corruption and reducing creativity and innovation, reducing job satisfaction, reducing job motivation and reducing employee Spirit.

Transparency in governmental organizations demonstrates the transparency of decision-making principles and mechanisms governing the administrative performance of government and it is used as the most effective tool to fight against bureaucratic corruption to establish an efficient and effective government and to make a sustainable society. So this research aimed to present a model of factors affecting the performance transparency of governmental organizations. Firstly, factors affecting the performance transparency of governmental organizations were addressed by library studies and then they were investigated by university experts with relevant education in the country and Delphi technique. After validation and modification of these factors, the final questionnaire was compiled to collect quantitative data and was available for managers of various governmental organizations in Iran through a convenient sampling method. Finally, path analysis and model presentation was conducted by structural equation modeling and the Friedman test was used to rank the factors. Results of the study revealed that the model of factors affecting the governmental organization performance transparency includes six variables: the role and function of people, information technology and communication, legal issues, environmental issues, management issues, and structural and process issues. These variables are global, but their analysis and ranking from the viewpoint of governmental managers showed that the majority of the path coefficient is related to information technology and communication variable. And the other two factors of structural and process factors and information technology and communication have the highest rank in performance transparency of governmental organizations in Iran.

One of the major challenges facing organizations is the expansion of factors affecting the designing a favorable outlook.Exploring environment trends to understand the future trend requires an approach beyond the usual methods of forecasting and planning.Foresight allows us to have narratives and believable images of emerging outlook from the insights gained.The purpose study is to present a picture of the future of the customs in the form of possible and compatible scenarios. In this mixed research, in order to achieve goals, data collection was done through the study of Mega-trends using scanning method and based on PESTEL analysis.The initial list was variables to find the most effective factors on the customs organization through telephone and email surveys of experts, which led to the design of a 30-factor questionnaire.By effectiveness of the matrix in an expert panel, data analysis in Micmac software led to the identification of four driving forces.The driving forces in 9 mode in CAI questionnaire a Spectrum of favorable to unfavorable conditions and according to the degree of importance and probability of occurrence, were surveyed by experts and analyzed with Scenario Wizard software.Findings show that the two scenarios of the current situation and Adaptive change will be the most likely future scenarios of customs.Familiarity with the narrative of each scenario and comparing their desirability can be the basis for designing future measures so that Iranian Customs can be a flexible, transparent and accountable organization in order to protect society, the health of goods and the satisfaction of stakeholders.

The present study aimed to identify and validate the excellence human resource criteria among the staff of the Judiciary.

The nature of the research was mixed method and the research data in qualitative dimension were collected based on Snowball sampling and through semi-structured interviews with managers, experts and faculty members Specialized in the field of human resources (N=13). In the quantitative dimension, based on the method of clusters sampling, a sample of 410 people was selected from all managers, experts of the judiciary and research data were collected through researcher-made questionnaire. Reliability of data in qualitative dimension was verified by peer review and reliability of findings was verified based on reviewing of findings by interviewees. The content validity of the questionnaire was confirmed by experts and the reliability of the questionnaire was confirmed by Cranach’s alpha method (0.987).

Excellence human resource criteria among the Judiciary staff was determined in the form of Technical excellence criteria (job knowledge, professional competencies), Emotional excellence (personality traits, individual and organizational attitudes) and Skill excellence (perceptual abilities, communicational abilities, administrative abilities). Also the construct validity of the model of excellence human resource criteria was confirmed through confirmatory factor analysis (RMR= 0.017 ; GFI= 0.94).

Social media is an integral part of organizations and is one of the most important dimensions in order to help public relations activities and leads to the development of organizational activities, but how to use these media correctly is important. The purpose of presenting the public relations model of Tehran metro was with emphasis on social media. This research is applied in terms of purpose and descriptive survey method. It has also been done with a sequential mixed research approach. The statistical population of the research consists of academic experts in the field of public relations and media and experts active in Tehran Metro Company. In this study, judgmental sampling method is used and the data collection tool is interview and questionnaire. First, in the qualitative section, to identify the components of the model, interviews were conducted until the theoretical saturation was reached, and coded and analyzed by Max QD software. . The results showed that for social media, the main components of media communication and ease of use of social media have been identified as influential factors of the relevant model and social media information as an effective factor. The title of influential factor and the development of public relations were identified as influential factors and each of these components has effective and influential indicators that are presented in the conclusion.