فهرست مطالب مهدی گل وردی

Today, the importance of the concept of people's privacy in the organization has increased and most employees will be annoyed if they face questions that have a nosy aspect. This study aims to identify the consequences of nosiness in the organization by emphasizing the dark side of curiosity. In the current research, the qualitative method and the thematic analysis were used to identify the consequences of nosiness in the organization. The participants of this research included nurses of medical centers in Isfahan province. Data were collected through 38 semi-structured interviews. By analyzing the data, 4 main categories and 11 sub-categories were identified as the consequences of nosiness in the organization from the nurses' perspective. The main categories are individual negative consequences (mental disorders and their symptoms, the emergence of negative emotions, lost productivity and wasted time, and psychological break from work), interpersonal negative consequences (decrease in interpersonal interactions and unhealthy interpersonal relationships), negative consequences organizational (The emergence of deviant behavior in the organization and unhealthy work environment) and individual positive consequences (better management of work shifts and people, benevolence and helping colleagues and increasing personal information and learning). The findings of this research showed that in addition to the extensive negative consequences of nosiness in the organization, it will also have positive consequences in the individual context. Finally, this research advises managers to prioritize the protection of privacy and strengthen the culture of respecting employees' boundaries to reduce the negative consequences of nosiness in the organization.

The phenomenon of the unreasonable escalation of commitments and decisions, well-documented in the field of organizational behavior, describes situations where individuals, especially managers, continue to invest in failing actions. This study aims to develop a model for managing the escalation of commitment within the public sector.

Design/Methodology/Approach:

 This research adopted a qualitative methodology, grounded in a data-driven approach. The participant pool comprised managers with experience in governmental organizations within Khorasan Razavi Province. By applying the saturation principle and the snowball sampling technique, 12 participants were selected for the study. Data collection was conducted through semi-structured interviews, guided by general questions. The analysis of data was performed using quantitative methods and MaxQDA software.

The findings indicate that the model for managing managers' commitment escalation in the public sector includes several components: causal conditions encompassing individual, collective, and organizational factors; a central category identified as the escalation of commitment factor; strategies involving resource allocation, time management, and an approach of no limitations; consequences such as poor governance and diminished performance; and contextual elements including cultural, social, and environmental factors.Implications: The negative implications of this phenomenon and the fear of adverse outcomes among managers often result in their reluctance to address the issue.

Practical Implications:

 Recognizing these factors can assist managers in identifying and mitigating the effects of commitment escalation.

Innovation or Value of the Article :

This study uniquely proposes a model for managing commitment escalation among managers in the public sector, underscoring the novelty and significance of this research.

The aim of this study was to investigate the barriers to effective organizational control in tax affairs department of Gilan province. The research was based on qualitative methodology in terms of applied purpose and descriptive in terms of data collection method. The studied population included all peoples in the tax affairs of Gilan (Rudsar, Lahijan, Chabaksar and Kalachai). Targeted snowball selecting method was used to select the participants and finally 13 heads of tax affairs, technology and accounting managers of the 4 mentioned branches were selected as the participant. Data collection tools included semi-structured interviews with selected participant. Content analysis was used to analyze the data. Data analysis led to the exploring of 38 sub-themes which were classified into 6 main themes as legal and strategic barriers, motivational barriers, ethical barriers, organizational barriers, infrastructure barriers and implementation (process) barriers.

The aim of this study is to understand the employees' lived experience of the antecedents of the phenomenon of emotional contagion during the COVID-19 pandemic in Iran. In this research, qualitative method and phenomenological strategy were used to understand the experiences of employees. The participants of this research include the employees of public organizations. Data were collected through 40 semi-structured interviews. By analyzing the data using the Colaizzi analysis method, three main themes and twelve sub-themes were identified as antecedents of emotional contagion during the COVID-19 pandemic from the employees' perspective. The main themes are: individual factors (extroversion, emotional dysregulation, lack of mindfulness, openness to experience, agreeableness and empathy), interpersonal factors (intimacy between people, interpersonal interactions, task interdependence) and organizational factors (emotional atmosphere in the organization, cultural values and beliefs, structural components). The findings of this research showed that in addition to soft concepts such as extroversion and openness to experience, hard concepts such as structural components also play a role in the formation of the phenomenon of emotional contagion in the organization. Understanding the antecedents of emotional contagion in the organization helps managers to adopt appropriate coping strategies for managing emotions in the workplace.

 Given the importance of the competency approach as a tool in the hands of organizations and human resource managers in order to provide, maintain and develop human resources, and align them with the strategies and goals of the organization, design a competency profile model for large companies today, become an essential demand. This research has been done with the aim of providing a competency profile model for employees in the Entekhab service industrial group and focusing on call center and technician’s staffs. This research is applied in terms of purpose and qualitative in terms of method. Qualitative data of this study were collected through semi-structured interviews with managers, supervisors and senior experts, technicians, from different provinces and supervisors and managers of the call center of the Entekhab service industrial group. After identifying the competency codes, and compiling the sub-main and main themes, a questionnaire was prepared and approved by experts in order to ensure that these codes fit with the themes. 35 codes, 8 sub-themes and 2 main themes were the findings of this study. After validation of experts, the final competency profile model was designed. The main themes of the competency profile model of the call center staff and technicians of the Entekhab service industrial group include two main themes of individual competence and organizational competence and 8 sub-competencies including: personality traits, communication skills, systems thinking and decision making, professional ethics, carte blanche and Participation, leadership ability, organizational improvement and development, and executive and operational capacity were determined

Increasing the productivity of an organization's human resources is one of the most important goals of any organization. Military and law enforcement agencies are not exempt from this, and in order to achieve their organizational goals, such as ensuring stable security, they must increase the productivity of their employees. In this regard, there are organizational factors that can be significantly improved if they are considered as problem-solving nodes. Therefore, this research was conducted with the aim of identifying the organizational factors that affect the productivity of patrol officers in the 110 operational police units in Qom province. This research is based on the type of objective applied, in terms of the type of qualitative method and descriptive method, and in terms of inductive approach. The statistical population of the research included managers and police commanders of Qom province, and the sample of the research was a purposive selection of these people. The thematic analysis technique was used to collect qualitative data using the interview instrument and to analyze the data obtained from the interview. The results of the data analysis showed that organizational factors such as leadership style, work characteristics, reward system, training, reward and punishment, organizational support and promotion have an impact on the productivity of the employees of the 110 operational police patrols in Qom province.

Public administration studies governments, government institutions, and structures, as well as the actions of individuals in the public sector. Numerous books have been written and translated in the field of public administration. Few of these books have gained legitimacy and acceptance among readers. The book "Managerial Movements in Public Sector" by Dr. Hasan Danaeefard is one of the most comprehensive books written in the field of public administration and therefore has been considered as a textbook for teaching in public administration courses and the main source of study for the graduate entrance exam for recent years. In this article, the attempt was to review the book in a descriptive-analytical manner, by mentioning the evidence and documents. The book was critiqued from four dimensions: formal, structure, writing and content. According to this, on one hand, the main strengths of the book are the use of credible sources, comprehensiveness and up-to-datedness of the content, accurate citation method, and use of practical examples. On the other hand, this book has also some drawbacks, the most important of which are lack of observance of writing symbols, inconsistency of some sentences, lack of image quality of the cover design and its incompatibility with the subject of the book and lack of structural and content coherence in some sentences.

One of the stages of the public policy-making process is the implementation stage, in which policy is implemented in practice. Numerous researches in different types in this field in Iran have been conductedee, but there is no general understanding of what functions these researches have focused on, what is their methodology, and what is the gap of these studies. Therefore, the purpose of this study is to answer these questions. For this purpose, 98 research articles indexed in three valid Iranian databases were reviewed using scoping review methodology. Findings showed that the highest number of articles has been published in the last 5 years. Also, the largest number of articles, i.e. 22 was done in the field of economic policies. Policies such as cyber had a very small share, totally 2 articles. In addition, a significant number of articles have been conducted with the aim of designing an implementation model (26 articles) and barriers to policy implementation (23 articles). The majority of studies have been conducted at the national level (71%) and international perspective and comparative approaches have not received much attention. Also, most of the research was employed qualitative methodology (40 articles) and review methodologies had a small share (13 articles). Finally, based on the existing gaps, suggestions for future research are proposed. As the results, the findings indicate that there are several gaps including, theoretical, like combining cognitive and behavioral sciences with implementation, methodological, such as systematic reviews and critical methodology, and subject area gaps, like cyber policy, in the reviewed articles.

One of the reasons for the failure of public policies is bureaucrats’ alienation from public policies. Alienation from policy is a psychological state that leads to the psychological dissociation of public policy enforcers from those policies. The purpose of this study was to examine the role of social capital in bureaucrats’ alienation from tax policies. The statistical population of the study was comprised of identification officers of the Qom Province Tax Affairs Administration. The required data was collected through a questionnaire distributed in 2020 among a sample (n=174) which was selected using simple random sampling. The hypotheses testing results were analyzed based on maximum likelihood test in structural equation modeling. The findings showed that social capital dimensions (namely structural, communicative, and cognitive) have a positive, significant relationship with bureaucrats’ alienation from tax policies. This means that the fulfilment of each of the three dimensions of social capital causes bureaucrats to feel less alienation from policies.

The policy brief is one of the policy tools that its compelling, evidence based, and structured writing has become one of the most powerful ways to help policy and policy discussions in the policy making process. Because decision makers have time limits, the policy brief aims to provide a simple and simple way of providing evidence and practical advice to help and facilitate the decision-making process. The policy brief can be effective in modifying and improving policies and ensuring that evidence-based policies are in place. Given the importance of the functionalities of the policy brief for influencing the policy making process and the role of this tool in policy analysis, the present paper seeks to introduce this tool with a methodological approach through the documentary methodology and discuss it in terms of its structure and steps of writing. Although the main target audience for policy brief are policy makers, publishing the policy briefs in scientific journals and newspapers can help build capacity in this area.

The main purpose of this study is to identify the consequences of the alienation of implementers from tax policies.

The research population consisted of tax auditors of the General Directorate of Tax Affairs of Qom province and the sample was selected through the purposeful sampling of the theoretical type. This research was basic in terms of purpose and data collection, it was descriptive. The data collection tool was an interview and the analysis of the data from the interview was done using the thematic analysis technique. Data analysis led to the formation of 14 sub-themes and 3 main themes.

The results of the data showed that the failure to implement tax policies, the inefficiencies of the Tax administration in achieving organizational goals and formation of Inefficient organizational outcomes are consequences of alienation of implementers from tax policies in Iran

Few studies have been conducted on public policy alienation. These studies have identified a few consequences. Nevertheless, other consequences have not been seen. This study identified other consequences of this phenomenon, such as implementers indifference with policies, organizational silence, deviant behaviors, burn-out, decreased mental health, etc. and categorized these into three main themes.

One of the reasons for failure of implementation of public policies in Iran is policy alienation. Policy alienation is a psychological state that lead to implementers' psychological disconnection from the policy program being implemented. This phenomenon may have harmful consequences, and resulted in lessening of implementers’ performance. It will in turn, leads to public discontent with the public institutions implementing public policies. The purpose of this paper is to identify the antecedents of tax policies alienation. The research population consisted of tax auditors of the General Directorate of Tax Affairs of Qom province. The sample was selected through a purposeful sampling method. We conducted a semi-structured interviews to collect data, and used the thematic analysis technique for interpretation of collected data.. The results showed that the lack of interaction between policy makers and policy implementers  at the policy formulation strategic level, as well as, tactical and operational levels are antecedents of alienation of implementers from tax policies in Iran.

:The aim of present research is to study the role of street-level bureaucrats’ discretion in their tendency to public policy implementation. Research population consists of staff of Qom tax affairs office that involvement in implementation of comprehensive tax plan directly. Finally, 86 people were selected as sample by Morgan table and simple sampling method. Data collection instrument is a questionnaire that its reliability was confirmed by composite reliability and Cronbach’s alpha methods while its validity was confirmed by convergent and divergent methods upon confirmation by elites. Data analysis was conducted by SEM and using Amos22 software package. The findings indicate that the street-level bureaucrats’ discretion has significant positive effect on client meaningfulness and tendency of public policy implementation. Also, the results show that client meaningfulness plays a moderating role in the relationship between bureaucrats’ discretion and bureaucrats’ tendency to public policy implement.

One of the reasons for failures and Lack of effectiveness of implementing public policies is policy alienation. policy alienation is a psychological state that lead to implementer's psychological disconnection from the policy program being implemented. Therefore, understanding the concept of policy alienation helps improve policy performance. The purpose of this paper is to investigate the existence of implementer's alienation from tax policies. This research is practical in terms of purpose and in terms of data collection, it is descriptive- a survey type with a quantitative approach. The statistical population of this study was all the tax auditors of the General Directorate of Tax Affairs of Qom province. The research tool was the Tummers's policy alienation questionnaire that its validity and reliability were confirmed. The findings of the data analysis revealed the existence of the implementer's alienation from tax policies.

With the increase of natural and human disasters and their wide-ranging consequences, the need for more resilient communities and governments is felt more and more. This has led to resilience as the greatest national challenge in the present day. The devastating consequences of recent international sanctions on Iran's economy reflect the low resilience of the national economy in dealing with foreign shocks. Hence, the Iranian government is facing more and more challenges to the political, economic and social crises, and will face them in the future. Among the topics of resilience, national resilience has been less researched. This paper aims to examine the theoretical foundations and literature of the existing research on national resilience. In this paper, firstly, glossary and genealogy of resilience have been studied, then researched on the resilience typology of individual, organizational, social and national levels as well as some indicators of national resilience measurements. Finally, there are gaps and weaknesses in the research literature.

Issues such as meritocracy, training, and improvements of managers have raised up the issue of succession in the last decades. Although all organizations, especially cultural ones, call for succession systems, attempts to meet the requirements, particularly for succession behavior, have not been considerable. This research is intended to identify the elements which are effective on succession behavior. Research population includes all the managers at cultural organizations. The sample is selected according to theoretical purposive sampling method. This applied research follows a qualitative method using descriptive technique. The data is collected by the use of interviews, and data is analyzed by thematic analysis method. The results indicated that leadership style, psychological, moral and value components are effective in forming succession behavior in managers.

In the era of communication and technology which everything else is changing, need to pay attention to the moral values in human and organizational interactions is greater than ever before. Professional ethics includes areas that are deeply connected with the foundations of values and belief. Human is the fundamental cause of movement and change in organization. Considering this strategic factor in the work environment leads to the growth and excellence of organization. Hence professional ethics plays an important role in this case as it puts forward solutions for modification of organizational communications. In this study, first the genealogy of the related words were investigated and then the main components of professional ethics in organization based on the value system of Islam were extracted and presented both in detailed and schematic forms. Also at the end, to provide the grounds for similar researches the components of professional ethics from the viewpoints of Quran, Islamic Prophet behavior, Alavi conduct and Mahdavi teachings were explained.

In recent days which organizations provide spirituality at work، employees bring more efforts at work and are aligned with organization vision. The aim of this paper is studying the relationship between spirituality at work and engagement at work that are empirically examined at JAHAD KESHAVARZI organization of Qom. For measuring spirituality at work، the Millimans'' Questionnaire and for engagement at work، we used Salanovas'' Questionnaire. Result of spearman and Pearson Correlation Coefficients test shows that there is a positive significant relationship between spirituality at work and engagement at work in Jahad Keshavarziorganization of Qom. Based on the results application of spirituality at work to improve engagement at work is vital. The limitation of this research is small sample size; therefore we suggest further researches in more and different populations to improve the generalization of the results. Finally we provide some suggestion for managers in Jahad Keshavarzi organization of Qom.