نشریه خط مشی گذاری عمومی در مدیریت
سال نهم شماره 1 (پیاپی 29، بهار 1397)

The tax reform of the country is one of the important high-level documents of public administration that should be evaluated from the perspective of policy making. Purpose The purpose of this study was to study the pathology of drafting and implementing a tax reform from a policy making perspective.

With respect to the adopted approach, seven main variables influencing the success of the tax reform policy were extracted from theoretical literature in three areas of policy making, institution, and micro. In order to put these factors into operation, in addition to studying the literature, five semi-structured interviews were conducted with five academic experts from the field of public policy. Based on their analysis, 69 components were extracted for the aforementioned variables. In order to evaluate the components, a survey method was utilized based on a written questionnaire among 15 experts in tax policy and financial policy making.

Most of the weaknesses in the tax reform bill in terms of policy were in the field of policy making in which there was not adequate responsiveness toward factors related to policy features and important components of policy formation. Furthermore, the factors related to the micro-field were also less appealing to the drafters and implementers. In this bill, the components of target population feedback were largely neglected, and there was not considerable attention to macro-environmental factors. But the positive points of the bill were merely institutional or organizational terms, which are as follows: determining the exact inter-organizational relationships in policy implementation, attention to the components of the layers and levels involved and effective factors on the policy makers' desired responses.

The presence of collaborative policies in public sector will increase public collaboration and increase confidence in the government. One of the methods of collaborative policy-making is the utilization of collaborative e-government. In general, it is pursuing optimal public services, which relies on the interaction and the cooperative communication between the government, and citizens seeking to increase public collaboration, accountability, transparency, improvement in decision-making quality, the provision of public services is generally optimal. This method is directly related to the policies of Article 44 of constitution of the Islamic Republic of Iran.

This applied research intends to clarify the concept of collaborative e-government to determine the impact of cultural and technological components on e-government via case study in the judicial system.

 Initially, identification of the required data and items via literature review and Delphi's research method. Additionally, the questions related to the cultural and technological components were confirmed through interviews and questionnaires with experts and executives. Furthermore, the final questionnaire was distributed among the population 112 people. Validity of the questionnaire was measured via confirmatory factor analysis and structural equations modeling was utilized for hypothesis testing.

 The confirmatory path analysis with respect to standard coefficients and significant numbers is approved at a significant level of 0.05, which indicates that all of these assumptions are confirmed.  

The results confirm the two hypotheses in the collaborative policies of the judicial system, and the cultural and technological components, respectively, had the most impact on the collaborative e-government of the justice system.

The subject of corporate social responsibility towards citizens and the general public is one of the important issues that has been studied in recent years. This category has different effects that affect all aspects of society. One of the most fundamental objectives of social responsibility programs is to encourage organizations to conduct transparent and anti-corruption activities that minimize the adverse effects of the organization on society and the environment in which they operate.

The purpose of this study was to investigate the role of social responsibility in promoting administrative health in the public sector.

The present paper is a descriptive-survey method. The statistical sample of 106 employees of the Ministry of Industry, Mine and Trade of the Ministry of Industry (Shahid Keshvary Building) was tested via systematic random sampling. Data were analyzed via structural equations modeling by means of SMART PLS software.

The results indicated that among the components of social responsibility, the components of moral and voluntary responsibility, have a positive and significant effect on the promotion of administrative health.

The growth and development of any organization depends on the use of competent and capable managers, and the assignment of powerful managers depends on the existence of suitable approach and criteria for the selection and employment of managers.

The main objective of this research is to design a decision making support system for evaluating the performance of the first-generation IT managers via fuzzy logic based on scientific documentation from the telecom industry's.

Purpose-wise this research is a descriptive-evaluative and data collection method is case study of documentation, and tools for determining the variables of decision making model and interview were utilized. The sampling method in this study is a combination of two non-probability sampling methods (judgmental) and snowball sampling. Cronbach's alpha coefficient was utilized to analyze the reliability of the research and analysis of data was done via SPSS software.  For the two categories of individual characteristics and occupational characteristics, the relevant criteria are determined by separate coefficients. Individual criteria were obtained by means of literature reviews and through selection and categorization of some of them into three groups of behavioral, technical and strategic. Decision making support systems have a database of existing knowledge about the subject, a language for formulating questions and a question, and a modeling program for testing possible decisions. Therefore, in the present study, a base-line decision making support system is used to evaluate the performance of corporate IT managers in Hamrah Aval Company via fuzzy logic will be designed.  

The results of the analysis of data indicated that by analyzing "personal and occupational characteristics of IT manager" and utilizing the findings of this study, It is possible to improve the performance of the Hamrah Aval IT managers. This research presents a new model for assessing IT managers. It also assesses managers not only on the basis of individual characteristics, but also on the basis of the characteristics of the job they are working on.

Based on the findings of the research, it can be concluded that by analyzing "the personal and occupational characteristics of the IT manager", it is possible to evaluate the performance of IT managers comprehensively.

In today's rapidly changing environment, recognition and evaluation of organizational culture, as an appropriate platform for organizational change, plays a key role in the successful implementation of organizational improvement programs. Purpose The purpose of the study was to provide a quantitative and qualitative approach to the pathology of organizational culture.

The research method was mixed (quantitative and qualitative) and the population of the study consists of two populations of the staff and experts of an active research institute in the field of defense.  The population of the staff comprised of 175 people, by means of the Cochran formula, the sample size was determined to be 120 individuals. Lastly, based on the data of 111 returned questionnaires, the analysis was performed. Sampling method was chosen to be simple random. The sample size of the organization's experts comprised of 12 people whom were selected through random sampling and snowball sampling. In order to determine the gap between the current and optimum organizational culture, the organizational culture assessment instrument (OCAI) (quantitative section) in which its validity and reliability were confirmed by various researchers who have utilized it in their studies, was used and via the calculation of mean and variance, the existing and optimum status and the gap between them were investigated. Moreover, in order to determine the causes of the gaps, through conducting interviews and thematic analysis and software SQR NVivo10 (qualitative section) were utilized.

The results indicate that the highest gap was related to tribal and hierarchical quadrants. Through conducting interviews and thematic analysis, the causes of gaps and solutions to these gaps were presented.

It is suggested that, in order to improve planning for construction of appropriate changes in the organizational culture, determination of gaps by means of quantitate methods and OCAI to be performed at first. In addition, identification of causes of gaps, and finding suitable solutions via conducting interviews and thematic analysis.

In Iran, developments in the administrative system, especially in the field of human resources, have been less successful, and the establishment of the EHRM as a human resource development program is one of those programs. Experts say that neglecting the factors affecting the establishment of EHRM can prevent it from its establishment.

The purpose of this paper is to identify the barriers to the establishment of electronic human resource management via Q methodology and reviewing the status of Khorasan Razavi government agencies in order for preparation for the establishment of EHRM.

The present study is an exploratory mixed research project. In the qualitative section to identify barriers to literature review, thematic analysis and Delphi technique were the basis for collecting the data. In the quantitative section, by means of researcher-made questionnaire, the readiness of the establishment of electronic human resources management in the was measured. The purpose of this research is descriptive in terms of content and purpose-wise this study is applied research. The statistical population of this research consists of all human resources managers and experts responsible for governmental organizations in Khorasan Razavi province with total number of 1100 people. 145 individuals were selected randomly.

The results of the research indicate that all four categories of cultural, structural, technological and strategic barriers affect the establishment of EHRM.

The results of the research indicate this matter that the structure is the decisive factor of each change, in other words, it affects both changes and it is affected by the change itself. In this research, structural barriers were considered as well.  Therefore, it is recommended that at first, the senior management of the organization declare their support for establishment of the EHRM in an official meeting. Furthermore, by establishing Human Resources Assistance (correspondingly it is a government decree) instead of managing human resources in the organization, promote the status of the department. The structure can be transformed from a solid and bureaucratic state to an adaptive structure by means of downsizing. Consequently, this will provide the background for eliminating other barriers.

 Security, which is one of the main tasks of governments, necessitates the policy making in this field. In this regard, modeling is one of the techniques being utilized to facilitate the understanding and implementation of the security policy making which comes to help the statesmen. According to the definition of internal security, people play a pivotal role in security issues, and people's intrigue and satisfaction is an important indicator of internal security.

This study aims to design an optimum model in policy making of internal security of Islamic republic of Iran.

This is a qualitative research based on the analysis and description of the contents of some literature related to security events in the Islamic Republic of Iran. Data collection was carried out via literature review by means of reviewing written and unpublished sources and referring to libraries and electronic databases. A synthesis model from theories by Etzioi  (L.R.F) and Hirshman (E.V.Lwas designed and presented as an optimum model. In this model, the implementation of internal security policies is largely in line with the values ​​and norms of the people, and the use of force, coercion and fear is limited to a small extent, and a moderate level of remuneration is also considered. If the implementation of policies results in loyal people or makes protesters loyal to them (L.L and R.L), implementation would be optimum and it would lead to the end of policy. Otherwise, if the people are opposed to the system (exit option) or the protesters are turned into opponents of the system, implementation is undesirable and leads to the adoption of one of the correction options (minor variations including FL, LV and RV states), or discontinue (major changes including FV, LE, RE, and F.E) the policy.

External combination of two triangles allows policy makers to achieve different combinations compared to internal combinations which provides an optimum implementation of the policies; they can expect favorable and similar behavior because of such implementations.