فصلنامه چشم انداز مدیریت دولتی
پیاپی 44 (زمستان 1399)

Public issues are a widespread phenomenon and the weakness in their identification has led to inefficiency in government policies. Utilizing a comprehensive and Structural model for identifying public issues enables the country to fully identify priorities and strategies by knowing all the tools for controlling barriers and problems. This study presents a Structural model for identifying public issues in Iran.
Design/ methodology/ approach:   In this study, content analysis has been employed and16 in-depth interviews with experts are used to answer the research questions. For data analysis, coding is done in three stages of basic, organizing, and pervasive theme network. Then, the designed model is tested by SEM method.
Research

 Data analysis results in 66 basic themes, 23 organizing themes, 6 pervasive themes, and theoretical model formation that is validated with SEM method.
Limitations & Consequences:  Excessive and complex bureaucracies and the existence of some protective and information restrictions were the most important limitations of this study. Such restrictions reduce the amount of data to be analyzed. Future research in organizations with no limitations on data collection can increase the level of confidence and confidence in the results.
Practical Consequences:  State actors, non-state actors, subject sensitivity, subject area, time course of event occurrence, and event-related costs affect the process of identifying public issues in Iran. Innovation or value of the Article:  The paper presents a comprehensive and action-based structural model and Ads research to identifying public issues and public policy.




Paper Type: Research Paper

Human resources today is the most important factor in the success of their organizations. In this context, one way to achieve competitive advantage is talent and abilities of employees. Talent management in the organization is a very essential factor for optimum use of human resources. The purpose of this study was to identify the antecedents and consequences of talent management using a meta- analysis approach.Design/Methodology/Approach: The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of scientific articles and master`s thesis in the field of talent management from 2010 to 2019, that 40 cases were entered through meta-analysis process with a non- random purposive sampling method.Research Findings showed that among the talent management antecedents, respectively, the variables of Organizational Learning (0.741), human capital (0.699), strategic human resource management (0.666), rules and regulations (0.621), organizational social responsibility (0.617) and ethical leadership (0.597) had the high effect size (above 0.5). Also, among the consequences of talent management, respectively, reduce intention to quit (0.794), job security (0.780), human resource productivity (0.728), organizational trust (0.690), knowledge creation (0.676), job attachment (0.640), Replacement (0.629), organizational performance (0.564) and employee empowerment (0.550) had the high effect size (above 0.5).Limitations & Consequences: One of the limitations of the present study was the probability of publication bias, although detailed and in- depth investigations have been undertaken to identify relevant studies, but may have been overlooked.Practical Implications and Value of the Article: Meta- Analysis with combining different results quantitatively, helps to identify the antecedents and consequences of talent management more coherently and systematically. Also, Meta- analysis had made planning for improving talent management in the organizations more accurately and operationally, because it focus on variables that are more important instead of planning for a range of antecedents and consequences.

The purpose of this study is to design a model for managing HR paradoxes in order to coordinate the HR processes. Approach: The present research is based on purpose, descriptive-explanatory and, based on the result, applied and in terms of quantitative-qualitative (mixed) data. The statistical population of the study is the Islamic Republic of Iran Air Force and the external paradoxes of human resources were analyzed to explain coordination in the description of assigned tasks. After identifying the main research question, an attempt was made to examine the research literature. The conceptual model framework was developed and exploratory interviews were conducted with 4 experts to confirm the initial pattern ratio and finally the research process was followed using Delphi method in three stages to develop and test the designed model.The samples were selected purposefully and by snowball method from experts and human resources experts.

According to the initial model of the study, 20 outer paradoxes were identified which were finally confirmed after deletions and additions and correction of 21 outer paradoxes, 10 paradoxes through the Synthesis strategy, 2 through the Temporal differentiation strategy, 2 through the Accept (Working through) strategy, 7 through the Spatial differentiation strategy, and 3 through the two strategies can be managed simultaneously. Constraints and Consequences: The most important limitation of the present study is the lack of applied research in the field of HR paradoxes. In addition, the proximity of the concepts of conflict, dilemma and paradox, and repeated need to explain the philosophical concepts has been holding each round of the Delphi panel. Practical implications: According to the research findings, resolving the human resource paradoxes and managing them will lead to human resource sustainability and internal and external coordination. Article Value: The present paper has led to an understanding of the external paradoxes of human resources in the Air Force, which leads to the discourse and improvement of paradox management conditions through defensive strategies and the generalization of its results to other organizations.

The aim of this study is to identify the behavioral factors affecting organizational health and select the most effective ones and design a model related to it. This model has been studied in public sector organizations and the impact of these factors on organizational health has been reported. Another goal of this paper is to draw the attention of organizational health researchers to behavioral factors.
Design / Methodology / Approach: In this study, with the help of previous research studies and the use of Delphi method, the most important behavioral factors that have a high validity were extracted. These factors were then summarized and divided into related categories using exploratory factor analysis. Also, by designing the structural equation model, the relevant model was constructed and tested.
The structural equation model obtained in this study illustrates the impact of behavioral factors on organizational health. This model also divides these factors into three categories: cultural factors, spiritual factors, and leadership style factors, and measures the impact of each factor. Researchers who want to work on the health of organizations and, above all, improve it, can take advantage of this model.
Limitations and Consequences: Due to the wide range of behavioral factors, it was not possible to study them fully in this study. Therefore, a specific time period of the articles was studied. It is also suggested that other aspects of behavioral factors be considered.
Practical Consequences: The development of participatory culture in the organization can help improve its health.
Initiative or Value of the Article: In this paper, the effect of behavioral factors on organizational health is illustrated in public sector organizations by studying extensive texts and constructing a tailored model. Since these organizations have a great impact on the lives of individuals in society, it is doubly important to pay attention to their health. This model also highlights the importance of paying attention to organizational behavior.
Paper Type: Research Paper

SMEs are the bloodstream of modern economies. These types of businesses are very important for governments because of their special nature and characteristics, and because they play an important role in providing the unemployment rate of countries and increasing the economic growth and development of societies. But despite the fact that failures occur in all businesses in different sizes, SMEs are exposed to greater threats. The purpose of this article is to typify the failure of small and medium-sized businesses in the growth phase of the organization, by examining the lived experiences of case studies.Design / Methodology / Approach: In this research, phenomenological analysis of multiple case studies has been used. The results of this typology show the role of organizational failure more than the other two types of individual and environmental failures and show that the predominant type of failure in SMEs located in the growth stage is organizational failure.Limitations and Consequences: This model can be both a warning and a guide for SMEs and pave the way for crisis prevention and upgrading internal organizational capabilities to prevent organizational failure in the growth phase.Practical Implications: The typology of failure in the growth phase of the organization can affect the policy direction of support institutions such as industrial estates and science and technology parks to support and properly guide these types of businesses.Initiative or value of the article: The article adds to managerial research by simultaneously evaluating the types of failures and the life cycle of the organization.Paper Type: Research Paper

The present study was conducted with the aim of presenting a virtuous leadership model in order to establish a service-oriented culture in National Bank of Iran. Design / methodology / approach: The statistical population in the qualitative part of the research included academic experts and experts of the Central Bank of the Islamic Republic of Iran. Based on purposive sampling, 21 people were selected. The statistical population of the study included all the managers of Bank Melli Iran branches in a quantitative part. Based on factor analysis and multi-stage cluster sampling method, 310 people were selected. In a small part of face validity, content and structure validity were used to assess validity and Cronbach's alpha and combined reliability were used for reliability. In the quantitative part, Pearson correlation method with Spss-V23 software and structural equation modeling using Lisrel-V8.8 software were used. The results showed that the components of virtuous leadership in Bank Melli Iran included individual, managerial and communication components. Limitations and Consequences: Due to the multiplicity of research variables and the specific complexities of the research, for future research, other components of the variables should be carefully considered to make the other relationships of the variables as clear and comprehensive as possible. Practical implications: Virtuous leadership among bank managers ultimately wants to train developed and growing managers. Originality or value of the article: The present study adds to the existing knowledge in the field of virtuous leadership, and introduces a model that has a higher quality than other previous models.

The aim of the present study was to provide a model for the strategic outline of IT outsourcing; The research method was mixed exploratory
Design / methodology / approach: The statistical population of the qualitative part of the research included IT experts as well as experts in the field of investment and development of Islamic Azad University. To determine the samples of this research and to determine this group of experts, 16 non-random sampling methods were used. The second group of the statistical population of this study, including all employees, managers and senior experts in the field of information technology and the Vice Chancellor for Development and Investment of Islamic Azad Universities in Tehran, was 156 people. He was selected as the subject. To collect the data, semi-structured interview tools and a researcher-made questionnaire were used. The data analysis method in the qualitative part of fuzzy Delphi technique was based on thematic analysis method.
The results of the research showed that strategic mapping has three components: analysis and compilation of mapping, implementation of strategic mapping and evaluation of strategic mapping, finally, the fit of the model showed that the final research model had a good fit.
Limitations and Consequences: Due to the multiplicity of research variables and the specific complexities of the research, other components of the variables should be carefully considered for future research so that the other relationships of the variables are more transparent and comprehensive.
Practical implications: Special attention will be paid to the evaluation of the developed policy in stopping, changing the direction and formulating complementary policies.
Originality or value of the article: The outsourcing organization will outsource its policy to outsourcing. This is one of the most important components in the field of information technology outreach due to the dispersion and different conditions prevailing in organizations. Especially the Islamic Azad University, which has a very high distribution.
Paper Type: Research Paper