فصلنامه مدیریت دولتی
پیاپی 5 (پاییز و زمستان 1389)

Organizations need resource to operate and promote the situation, which is a costly process. In other hand, governmental organizations are responsible for using these resources. Performance evaluation makes it possible for managers to control and supervise resource's usage and trough this process realize weakness points and improve them. To this purpose several models have been generated that any company according to its features selects a suitable model. This paper has presented a method to performance evaluation of wheat, flour and bread punishment enterprise by recognition this entity and its requirements and run the model for data gathered in 1386. This model is based on BSC method, but has changed and modified field and stockholder selection to suggest a conceptual model for this entity. Model design has 4 stages: 1) problem definition, literature study and background review in executive organizations, 2) punishment organization recognition and investigation it's nature and operation, 3) comparison of results of stage 1 and 2 to determine the model and 4) finally run and implementation of evaluation system. Consistency of the model with organization characteristics led to desirable consequences. This process is a suitable guideline for other companies.

This article reflects a review of the findings of three research projects that have been done throughout two years to study factors influencing job satisfaction among employees of the Bank of Industry & Mine (benk-e-sanat va madan). It also opens new suggestions to improve job satisfaction (JS) among the target group of the study. Out of all theories reviewed and used in the study, 13 hypotheses was extracted and tested. In terms of time direction, the study is a longitudinal study with a panel design. In this view, the study is an endeavor to analyze variation of job satisfaction by the time. The statistical population of this research consists of all employees of the Bank of Industry and Mine. Thus, this paper shows the results of a population study that has surveyed respondents during three phases: phase I (n= 618), phase II (n= 735) and phase III (n= 531). The research results shows that among all variables/ factors directly or indirectly influencing job satisfaction, respondent's "socio-economic status (SES)", composed of some individual and organizational variables, affects significantly job satisfaction (?= 0.263). Dependent variable of this study (JS) is also explained significantly by other influencing factors in this way: "participation in decision-making" (?= 0.326), " organizational climate" (? = 0.304), "equality perception" (? = 0.302), "satisfaction with bio-physical needs" (? =0.179), "satisfaction with social needs" (? = 0.269), "satisfaction with physical environment" (? = 0.11), and "satisfaction with welfare- related facilities" (? = 0.11). Moreover, two variables concerning the nature of job, namely "role conflict" and "role ambiguity," do not provide strong support for the JS among the surveyed employees of the bank (? = -0.037,? = -0.04 respectively).

This study examined how leaders create the impetus for creativity at work. 235 employees occupying a variety of jobs in Alzahra University completed surveys to assess their perceptions of the quality of their relationship with their leader (LMX), their level of energy, and their creative work involvement. SEM and regression analyses showed that LMX was positively related to employee's feelings of energy, which in turn were related to a high level of involvement in creative work. Factors that leaders should take into consideration in promoting follower's creative behaviors are discussed.

The main purpose of this paper is formulating the comprehensive model for identify factors that impact on develop of organizational citizenship behavior in Iranian Petrol National Firm. To achieve the purpose mentioned above, questionnaire survey method is used. Participant in this research are 2500 people in staff of firms and 100 people are selected as sample. In this research is examined impacts of five factors such as leadership, personality, Structural, cultural and Value Factor on develop of OCB. Results indicate that OCB is high in units that their manager is used transformational stale, their employee have personality trait such as emotional stability, extraversion, openness, agreeableness and conscientiousness, also their organizational culture was process oriented, employee Oriented, have an open system and loose control. Finally finding in this research is shown that Social capital and organizational justice enhance OCB in organizations.

Nowadays, media is under domination of political regime & capitalist system that leads media to unsuitable status and malfunctions. So there is not any reasonable definition of ideal function. Rate of social changes challenges any interaction between media & social context. Discursive point of view reveals media identification crisis & its instrumental function. Considering media competencies & capacities as readiness analysis is the backbone to synthesize roles for media in Wise society. We benchmark this mission to design ideal type of media system. Emphasizing on discourse analysis method, we substitute topics & arrange priorities of media discipline in a conceptual Macro-model. This order represents solar system logic for different mediums & suggests systemic management for this solar system order of media domain. In this system, every media module is a planet in its orbit according with others to cover new life style needs.

Organizational citizenship behavior drew a great attention from researchers recent years. Impression Management usually consider as a behavior in contrast with OCB. So finding a relation between these two apparently opposite variable could reveal their concealed aspects. In this paper researchers are trying to find the impact of three impression management tactics including supervisor focused tactic, job focused tactic, self focused tactic on OCB. We supposed impression management as a motivation for extra role behavior. This research has been done in one of governmental organization in gas industry, questionnaire has been used and the Research method descriptive is correlation and Structural equation modeling for better result also has been used. The result shown just self focused tactic has a great impact on OCB so the importance of understanding all three tactics and differentiating between them is recommended specially for managers.

Outsourcing, as the primary tool for organizational development, competency advantages and productivity enhancer, has been in attention more than ever. Considering the limited resources of every organization, either in public section or in private, outsourcing can be a superior approach to increase efficiency and to expand work in other fields. Organizations might outsource their processes partially or completely. This paper, first examines different models of outsourcing which has been presented before. Then, considering the importance of outsourcing, a model to select candidate processes for outsourcing has been defined. This model will define candidate processes using balanced score card approach and sourcing matrix.

In this research, we surveyed the behavior of escalation of commitment in common organization. In this phenomenon, decision maker, despite receiving negative information and feedbacks from owns primal decision results, still committed to it. Some theories which explains this phenomena, views it with two approaches. The first approach provides dysfunctional and flaw, and the other logically. In this research, we surveyed this behavior and related theories on governmental organizations. The ministry of commerce in Iran was selected as a case study, and a sampling selected randomly at management levels. A questionnaire was given to them and was gathered data. For analysis and hypothesis test linear regression equation was developed. The result shows that the Self justification, Agent and Approach-avoidance theories explain escalation of commitment phenomena on governmental section in Iran.