نشریه مدیریت دولتی تطبیقی
سال دوم شماره 1 (بهار 1403)

An appropriate and efficient structure is the first and most important factor in achieving objectives in all systems, including the cooperative sector. The aim of this research was to propose a structure for the country’s cooperative sector based on the study of the structure of successful countries in the field of cooperation with a comparative approach.

This research was applied in terms of purpose and was conducted using a mixed method. To identify the dimensions and components of the existing structure of Iran’s cooperative sector, a qualitative content analysis method was used, semi-structured interviews were conducted with university experts and managers in the field of cooperation. To understand the structure of the cooperative sector of successful countries, the structure of the cooperative sector in five countries, India, Malaysia, France, Kenya, and Turkey, was studied, and then the similarities and structural differences of the selected countries with Iran were enumerated using a comparative study method. Finally, using the Delphi method, the consensus of experts, a proposed structure for Iran’s cooperative sector based on a comparative study was proposed.

In the proposed structure, efforts were made to eliminate redundant procedures and reduce bureaucracy, eliminate similar and repetitive tasks, eliminate overlapping and parallel tasks, lack of complexity and lack of concentration, in addition to considering the characteristics of simplicity and agility and reducing government intervention in the cooperative sector, establish a logical connection between the constituent parts and present an appropriate structure.

In order to coherence and coordination of all devices and aligning activities with objectives and policies and monitoring their proper implementation, the formation of the National Cooperative Council with the secretariat of the Ministry of Cooperation, Labor, and Social Welfare was proposed.

The current research was carried out with the aim of a comparative approach to the management of intergenerational conflict in Tehran Municipality, which is trying to provide a local model for the management of intergenerational conflict.

Methodology/Approach:

 The research community in the qualitative part of the research included 24 experts and experts, including senior and senior managers of Tehran Municipality, who had management experience in their relevant organizational departments, which continued until the theoretical saturation stage. In the quantitative part, the statistical population of the research consisted of 305 employees with a bachelor's degree, 170 of whom were selected by simple random method. The main tool for collecting information in the qualitative part was a semi-structured interview and in the quantitative part was a questionnaire.

Considering that the contextual theory of Strauss and Corbin was used to analyze the interviews in the three main steps of open coding, axial coding and selective coding, structural equation model and Smart PLS software were used in the quantitative part to validate the model. became In examining the research results of background conditions (generational gap, personality characteristics and current costs of the organization) and intervening conditions (job limitations, legal defects, succession and weak structures) on the effect of strategies on the factors of organizational training, macro strategy in the organization Strengthening the human resources and psychological capital of the organization have been identified as part of the effective components in the research.

Employees often face stress, burnout, and a traumatic work environment that affects their mental health in the workplace; Therefore, it is necessary to investigate the factors that improve the mental health of employees in the workplace; Therefore, the purpose of this research is to investigate the effect of transformational leadership on the mental health of employees in the workplace with the role of mediating the resilience of human resources.

Since the intended research is based on the collection of numerical data, it is of a quantitative type, in terms of the purpose of the research, it is an applied research in the field of social sciences and organizational behavior, and in terms of data collection, it is a research with a descriptive-survey approach. The statistical population of the research is 404 employees of Namazi Hospital in Shiraz, and the statistical sample size is 197 employees based on Cochran's sample estimation formula. In order to collect data, a questionnaire containing 41 items was used. In order to analyze the data, structural equation modeling method was used using SPSS 22 and LISREL software.

The findings of the research show that transformational leadership has a significant effect on the mental health of employees in the workplace with a significance coefficient of 8.70; transformational leadership has a significant effect on the resilience of human resources with a significance coefficient of 8.74; The resilience of human resources has a significant effect on the mental health of employees with a significant coefficient of 7.52; Finally, health-oriented leadership has a significant effect on employees' mental health with a mediating role of psychological needs of human resources with a significant coefficient of 8.27.

This article was studied with the aim of investigating the relationship between managers' political intelligence and human resource productivity in government organizations. The study method was descriptive in terms of purpose and among correlational studies. The statistical population was formed by managers and officials of Ardabil University of Medical Sciences who have university level education. A sample size of 161 people was selected through the Morgan-Jersey table and from the statistical population of 293 members through stratified random random sampling. The validity of the questionnaire was confirmed by consulting university professors and the reliability of the questionnaire was also confirmed by calculating Cronbach's alpha coefficient. The characteristics of the sample members and research variables were described through descriptive statistics and the hypotheses were tested through inferential statistics. In this way, the normality of the data was confirmed through Smirnov and Kolmograf non-parametric statistics. The findings of the research indicate that there is a positive correlation and a significant relationship between political intelligence and human resource productivity of 63.1%. The results of the research showed that the effects of political intelligence have a positive and significant effect on the productivity of human resources in about 44.3% percent, and among the dimensions of political intelligence, the "political personality" component has the greatest effect on the productivity of human resources in about 36%. And also, the results indicate that the components of political personality, open honesty, and capturing emotions have the greatest net effect on human resource productivity, respectively. Also, according to the obtained results, the greatest impact on the productivity of human resources is related to the dimension of political personality of managers and the lowest impact is related to the social games of managers of Ardabil University of Medical Sciences.

This research aims to examine the moderating role of sustainable human resource management in the impact of incremental service innovation and service liking on the customer brand community.

The research is applied in terms of objective and descriptive surveys in terms of nature and method. The statistical population consisted of employees (100) and customers (284) of five-star hotels in Kermanshah province, who were selected through simple random sampling using the Cochran formula (384 samples). The data collection tool was a questionnaire, which had good validity and reliability.

The results of hypothesis testing using the SMART-PLS software, along with t-test statistics and path coefficients (β), demonstrated that service innovation has an impact on customer brand community, service innovation affects service liking among employees, service liking among employees has an impact on customer brand community, and service liking among employees mediates the relationship between service innovation and customer brand community. Finally, sustainable human resource management moderates the relationship between service innovation and the customer brand community.

Despite the designed model of the mentioned device, it should be able to pay attention to the role of incremental service innovation and service liking in order to better shape the customer brand association in the work environment, but if it wants to show more effectiveness of these variables, it should think less about adjusting sustainable human resource management..

The present research was conducted with the aim of identifying and ranking the consequences of deviant behaviors in the workplace.

The current research is a mixed (qualitative-quantitative) research in terms of practical purpose and method. The statistical population of the research in the qualitative part is 16 experts, and in the quantitative part, the statistical population consists of the staff and professors of Isfahan Azad University (Khorasgan), whose number is 660. According to Cochran's formula, the sample size was 445 people. Sampling method in this research, strata were selected according to the volume. The consequences of deviant behaviors in the workplace have been identified first in the qualitative part with the Delphi technique, then in the quantitative part it has been modeled and ranked with the structural equation technique and confirmatory factor analysis.

Three consequences of deviant behaviors were identified, in order of priority, they are: organizational consequences, individual consequences, group consequences.

The presence of deviant behaviors in the workplace may impose a lot of costs on the university, and if solutions are identified to eliminate such behaviors, one can hope for health, productivity and creativity throughout the university.