فصلنامه فرایند مدیریت و توسعه
سال سی و ششم شماره 3 (پیاپی 125، پاییز 1402)

Regarding the need for the implementation of citizenship charter in Iran’s state organizations, the present study tried to deal with this issue.

The approach of the research was quantitative and exploratory factor analysis was applied in 35 organizations to identify and categorize the ruling principles of the implementation of citizenship charter.

Results show that the principles fall into four categories: 1. transparency, value creation, and client tribute; 2. enhancing availability, innovation, and non-stop evaluation; 3. identifying clients and comprehensive supervision; 4. providing facilities and opportunity for filing grievances and creating substitute jobs. With regard to these imperative principles ruling the citizenship charter implementation, we now know that the value for the following principles is below the average of 3: transparency and dissemination of information, enhancing availability and encouraging the right of choice, humility, innovation and improvement, upkeeping the criteria of good service, giving opportunity for choosing substitute services, supervision and appraisal, providing means for client grievance filing, identifying clients, surveying clients and employees for improving services. It is recommended that state agencies take measures to improve all these principles.

Originality: 

Taking the work of former administrations to implement citizenship charter in government organizations of the country into account, this study, by identifying the ruling principles of citizenship charter and introducing them as a reference, has made a noticeable attempt to contribute to both the theoretical and empirical knowledge applicable for the improvement of services in state agencies and to protect the rights of citizens in the administrative system accountability.

This article aimed to present a description for inter-organizational learning essence.

Phenomenological method was applied to analyze   data which were acquired from semi-structured interviews with the individuals experienced in The Shared Project of Anti-Contraband and Currency Smuggling.

Results show that the substance of a phenomenon is perceived when the following factors are present: 1) sharing, optimizing, and localizing, 2) the perception of the success of a project, 3) collecting feedback, and monitoring and modifying the process. The specifications of a phenomenon include trust building, reducing resistance, and strengthening a perception based on public interest. The pervasive factors of a phenomenon include developing virtual collaboration and developing informal communication. The outcomes of a phenomenon include utilizing unused potentials and improving effectiveness as well as efficiency. Finally, the deficiencies of a phenomenon include evading, and lack of systematic relationships, challenges of shared responsibilities, and no regard for long-term planning.

Originality:

 Using quantitative investigations in the private sector organizations, former studies in this domain have only led to the evaluation of the impacts of scattered factors, which in turn, have created limited understanding of the essence of the phenomenon and even the generalization of the factors presented in the causal relationship of the phenomenon. However, by analyzing content and conceptual aspects of inter-organizational learning phenomenon in state organizations with various lines of service and by presenting rich descriptions and a comprehensive conceptual framework, the present study has provided a vaster and more suitable range for the understanding of this phenomenon.

In this research, we investigated the factors that affect the productivity of academic staff members in educational, research and administrative scopes.

For this purpose, a questionnaire was designed and then was distributed among 167 academic staff members of five national universities in Tehran. Based on the data obtained from the questionnaires, we identified the factors that affect the productivity of the academic staff members by using the exploratory factor analysis method. Subsequently, by applying the linear regression method, we estimated the impact rate of each factor.

According to the result, the six key factors affecting the productivity of the academic staff members are education and the educational system, accountability and professional ethics, political behavior, motivational factors, the availability of facilities and opportunities for growth, and the university presidents’ high expectations.

This study intended to compare the effects of internet access on unemployment rates in the two time periods before and after COVID-19.

The research method was causal-disability-analysis. By estimating two regression models and using panel data method for the period of the coronavirus pandemic and the years before it, the impact of internet accessibility index on unemployment rate in these two periods in EU and MENA countries was estimated.

A 10 percent increase in internet access during the COVID-19 pandemic has led to a 0.1 percent decline and in the period before the coronavirus it only led to a 0.04 percent decrease in the unemployment rate.

Originality:

 The contribution of the current study is investigating the impact of internet access on unemployment rate in terms of providing remote working conditions in public quarantines caused by the coronavirus epidemic.

Implications: 

To better manage any future pandemic crisis, policy makers in the field of information and communication technology need to consider the importance of the impact of internet access on the unemployment rate. To realize this, we have suggested the following administrative approaches: internet accessibility, managing the process of supporting enterprises, strengthening export capacity, and expanding e-government services.

The purpose of this research is to identify the factors affecting the successful merger of Iranian state (Ministry of Sport and Youths) organizations.

The research method was applied according to the purpose, cross-sectional according to the time of data collection, and descriptive-survey according to the data collection method.  The statistical population includes all the employees of the Ministry of Sports and Youth, and the participants of the research are human resources specialists and experts who worked in the Ministry of Sport and Youths before and after the merger, and university experts, including professors in the field of human resources who have taught and researched in this field for at least 10 years.  give  Thematic analysis approach was used to analyze the collected data.

Factors affecting successful merger in state organizations were identified in 6 main factors, including individual,organizational, legal, communication, strategic, managerial, and 21 sub-indices. Paying attention to these factors, on the one hand, will reduce organizational tensions after the merger and prevent the failure of the organization after the merger. And on the other hand, it facilitates the management after the merger and increases synergy, creates unity of organizational identity and increases knowledge and awareness in this field, and can be the basis for practical, effective and successful merger.

Originality:

 Many studies have been conducted on the factors influencing successful integration (internal and external backgrounds) that have only measured the impact of one variable in relation to the subject in question.  In fact, there is no comprehensive framework regarding the factors influencing successful integration. The contribution of the present research is that in order to achieve a correct change, the correct integration (what strategies should be used, what factors should be paid attention to and to what extent). It should be insisted that until now, in previous researches, all the influencing factors on a successful integration have not been examined in a coherent framework and there is no theoretical record in the previous literature. In general, it can be said that the contribution of this research,  Presenting a coherent framework that examines all the factors affecting successful integration with thematic analysis approach, and this research has tried to help fill this gap.

This study seeks to develop and validate an Assessment Centre (AC) tool for the evaluation and selection of Owner-Managers of Small and Medium-sized Enterprises (SME), focusing on the identification of competencies that influence producting and job creating outcomes. International research supports the creation of Assessment Centres to select candidates for these roles, due to their superior predictive capacity over traditional methods.

In terms of goal, the research is applied-development and in terms of research method, it is mixed. In this research, a model composed of six face-to-face instruments (an individual interview, oral presentation, group discussion, truth discovery, cartable simulation and role playing) was designed and validated which simulated the key tasks of an Owner-Manager.To establish the desired performance outcomes, four competencies and 10 indicators were selected, based on international and local standards. The analysis of performance results was obtained from a sample of 60 participants made up of Experts, industrial owners and owner-managers.

The results suggest positive evidence for construct validity, concurrent criteria validity, and reliability between evaluators. Moreover, the data obtained from a sub-sample of Owner-Managers, with three or more years of experience in their role, allowed for the association of their AC scores with the results of their Industrial organisations, as measured by the small industries and industrial parks organisation.

Originality: 

By providing a model of Assessment center for managers, this research provides a process for evaluating and developing owner-managers of industrial enterprises in order to select the most suitable person for the desired job.