نشریه مطالعات مدیریت دولتی ایران
سال ششم شماره 3 (پیاپی 21، پاییز 1402)

The dynamic process of governance, management and carrying out the public affairs of the society requires the provision of expenditures that are referred to as "public expenditures" of the country, because these expenditures can be considered as facilitators for the realization of the purposes specified in the country's constitution. Undoubtedly, every country resorts to various theories to determine the form and content of these expenses. In the existing literature of public expenditures, there are four main theories that governments use to manage their public expenditures: macroeconomic performance theory, public economic theory, general theory of political systems, and budget goals theory. These four theories claim that the decisions of governments and governments regarding public expenditures are made according to economic considerations, economic relations between the government and citizens, the influences and concerns of political actors, and the goals included in the country's annual budget document. However, in Iran, other theories can have an impact on the justification and allocation of government expenditures, because the the government is Islamic. The purpose of this article is to reflect on these theories and suggest strategies to reduce the costs of state management.

Today, non-profit organizations have also paid attention to the issue of brand image, because the improvement of the organization's performance depends on the improvement of its organizational image. Despite the importance and necessity of branding in the Awqaf organization-responsible for endowment and charity affairs in Iran, the branding and improving the image of the organization have been neglected due to the lack of mental convergence and differences in the views of the organization's managers. In fact, there is no complete consensus on this issue in the Organization, and this has led to the lack of an effective plan and program. This research was conducted with the aim of exploring the types of mentality of Awqaf organization managers in relation to brand management and improving the image of Awqaf organization. This research is applied in terms of purpose and mixed in nature using Q method. The theoretical community includes managers, deputies and experts of the endowment organization and charity affairs at the headquarters level. The sample selection method is based on a combination of snowball and targeted sampling, which includes 37 experts. Interview tools and Q questionnaire were used to collect data. Q factor analysis and SPSS software were used for data analysis. The results of the research show seven mentalities, which were named as holisticists, taskists, promotionists, strategists, organizational transformationists, internal brand builders, and conservatives. The extracted mentalities were interpreted and their priorities were highlighted in the matter of branding. According to the results of this research, the starting point of planning in the field of promoting the brand of the endowment organization is to pay attention to the commonalities of mentalities and not to pay attention to divergent issues, which were presented in this field.

Alternative dispute resolution also known as ADR is one of the ways to improve the processing of claims, which has been developed as an alternative to judicial proceedings. These methods have been developed to restore and complete development indicators in the judicial system, including increasing public participation, rehabilitation, and improving social relations. However, the implementation of alternative methods of dispute resolution is not free of problems, so in this study, the literature review was used to review and categorize the obstacles and challenges associated with the implementation of alternative methods of dispute resolution. Then, the discovered obstacles and challenges are prioritized and based on the importance and urgency of dealing with these obstacles and challenges, solutions for their elimination are presented. According to the literature review, 15 themes of challenges and obstacles were identified, and categorized into two general categories: user-side problems and system-side problems. As a result of categorizing existing challenges using the TOPSIS method and considering three types of undesirable consequences, including mistrust in dispute resolution methods, the waste of time associated with using dispute resolution methods, and financial loss associated with using dispute resolution methods, Dispute Resolutions were prioritized. The data needed to prioritize these challenges were collected using the questionnaire method. After prioritizing the challenges, it was found that the lack of acceptance of alternative dispute resolution methods and the unwillingness of the parties to the lawsuit to cooperate are among the most important challenges of implementing alternative dispute resolution methods. Finally, after prioritizing the problems, solutions to resolve the problems were presented using the opinions of experts. Accordingly, it was determined that the formulation of policies and general principles of the dispute resolution system by considering the rights of different stakeholders could lead to the improvement of acceptance of alternative methods of dispute resolution.

One of the negative phenomena of organizational behavior is the marginalization of employees in the context of organizational life. This phenomenon, as an example of the unfavorable side of the organizations, has many negative consequences on the dependent variables of organizational behavior and ultimately the productivity and performance of the organization. Managing and controlling this phenomenon in the organization depends on understanding the process of employee’s marginalization. The purpose of this research is to help to understand this phenomenon better and more by identifying the process model of employee’s marginalization in the organization. In this research, conducted with structural-interpretive modeling and in one of the public organization at oil industry, a process model of this phenomenon was designed using the narratives and stories of people who have experienced the mentioned phenomenon in this organization. The participants of this research were 15 employees who were selected by the purposeful sampling method and their narratives and lived experiences about marginalization were identified and presented in the form of a marginalization model. Based on the results of the antecedents of marginalization and using structural-interpretive modeling, a process model of employee marginalization and its different levels was presented. The model indicates that neglecting the nature of the job, the presence of authoritarian managers, politicization of the organization, anti-elitism, and so on ultimately lead to the marginalization of the employees of the organization.

Public organizations must be accountable to the people, their agents, and other regulatory bodies for their performance and actions. However, this important issue has not received as much attention as it should in public organizations. In this mixed-method study, the aim is to identify and prioritize barriers of public accountability in public organizations. In the qualitative phase of the research, using unstructured and in-depth interviews with 24 public managers, employees of public organizations, and public administration professors, data was obtained. Analyzing the data using thematic analysis method, the main and minor barriers to public accountability in public organizations and their sub-branches were identified. Then in the quantitative phase of the research, through the questionnaires, the barriers were prioritized using Analytical Hierarchical Process (AHP) methodology. The results show that three categories of structural, environmental, and content (behavioral) barriers disrupt accountability. According to the findings, barriers of public accountability in public organizations, with respect to priority, include legal barriers, lack of efficient accountability system, administrative corruption, lack of meritocracy, lack of proper performance evaluation system, lack of proper organizational culture, inefficiency of managers, lack of efficient information system, cultural barriers, and instability in public organizations.

The purpose of this study is the bibliographic analysis of global studies in the field of women's leadership on the Web of Science based on research from five continents and comparing them with each other. This Scientometrics study is a descriptive-analytical research using bibliometric and illustration techniques such as coword analysis and social network analysis. The research population is 3207 records in the field of women's leadership in the period 1975-2021 on the Web of Science database, which were retrieved in August 2021. Histcite, BibExcel and Excel are used to analyze the data and VOS software is used to draw maps. The results show that the Americas, Europe, Asia, Oceania and Africa contributed to 1575, 1005, 486, 227 and 172 scientific productions, respectively. The United States was the most influential country, and Stanford, Northwestern, and Harvard universities were the most productive, influential, and most cooperative, respectively. The area of business economics has had the most participation in studies. The keywords gender, leadership, and women were the most frequently used keywords in the study of continents. Coword pairs of Gender-Leadership, Leadership-Women, and Gender-Women were the most frequently used keywords pairs on five continents. In the American Studies “Gender, Women's Leadership, Performance, Organizations, and Behavior”, in the European Studies “Gender, Women, Stereotypes, Education, Employment, and Risk”, in the Asian Studies “Gender, Women, Management, Employment, Work, and Culture”, in Oceanic studies "Gender, Women, Stereotypes, Power, and Management", and in African studies “Gender, Leadership, Women, Management, Employment and Education”, were hot topics. American researchers focuse on leadership performance and behavior/women leaders in general, European researchers focuse on women leadership in education, Asian, Oceanic and African researchers focuse on women management in careers and education. Identifying hot topics paves the way for more investment in women's growth and development for leadership positions in governments and organizations.

Today, in public and private organizations, the existence of a strategic plan of information technology  can help to realize the upstream macro-documents such as vision, mission, goals and macro-strategies. The basic problem, both in the theoretical and operational aspects, is that the analysis of the components of strategic plan of information technology for the realization of upstream macro-documents has received less attention. The main issue of this research is the lack of identification of these components for each of the upstream macro documents. Therefore, the purpose of this research in the first stage is to identify the components of each of these upstream documents and then to identify the components of the IT strategic plan for the realization of those documents. This has been done with the study of Imam Sadiq University (peace be upon him). The methodology of this research is a mixed case study that was conducted in two qualitative-qualitative stages and based on Morse's typology. In the first stage, by analyzing the documents, the components of the upstream macro-documents were identified, and in the second stage, using multi-method tools such as interviews, participatory observation, focus group and document study, the strategic components of information technology in the realization of the university's macro-documents were identified. This research by identifying 111 actions of strategic plan of information technology in order to fulfill the major documents of Imam Sadiq University, peace be upon him, shows that this plan can play its role well in dealing with the ever-increasing threats such as the Corona Virus and can improve various issues such as attracting and maintenance of human resources, increasing scientific growth, and promotion of educational and research programs in the university.