فصلنامه چشم انداز مدیریت دولتی
پیاپی 23 (پاییز 1394)

Most of the management researchers and theorists insist on the role of training, development and innovative capacity of the employees in the success of an organization. There have been several studies on influential factors to increase innovative capacity in the employees. Psychological capital and family- job enrichment are some mentionable examples. The main goal in this research is investigating the relationship between family-job enrichment and innovative work behaviors according to the mediator role of psychological capital. The statistical population consists of 155 of a State management training center employees & managers. The data were collected through a questionnaire from 110 individual samples in a simple random method and analyzed by structural equations model (SEM). The Validity of the Questionnaire was investigated and confirmed by confirmatory factor analysis together with its reliability through Cronbach`s Alpha method. The results of structural equations model (SEM) support all hypotheses of the research. In addition, it showed that psychological capital as a mediator factor which has a perfect influence on the relation of authentic leadership and personal creativity.

The present study, through presenting an idealistic and corruption-free organization, aims to redefine one of the best ways to combat corruption. To be more precise, the present paper emphasizes that through the projection of truth oriented governance, it’s possible to spur the synergetic capacities of organizational elements to develop a corruption-free, truth-oriented, inspirational, and learning organization. A healthy and truth oriented governance with many complementary characteristics such as having commitment to observe the laws, ethicsBeyond law and commitment to ethics beyond law, fair social transactions and commitment to justice beyond law, friendly relations free of imposition and oppression, adherence to and responsibility for the organization’s goals, and the establishment of the culture of accountability and answerability. This idealistic conformation is law-abiding and looks for a democracy respectful of law. Implementing story telling technique, an organization would be formed which can be an epitome of a corruption-free system. In fact, an evolutionary movement can start in the actual world to help organizations to move beyond ethics in order to establish truth-oriented systems.

The main goal of this research is to design the organizational knowledge management system based on web2.0 tools (Knowledge management system 0/2). We attempt to evaluate the modules of knowledge management systems in order to access a better implementation of knowledge managementin2.0 organization. In this way, firstly we have studied current literature about knowledge management 0/2 and web0/2tools and then we have found four dimensions (characteristics) of knowledge management0/2. Furthermore, after investigating several knowledge management systems (KMSs) and social networks (ESNs), we have chosen nineteen effective modules. These modules categorized in four groups and then through Analytical Hierarchy Process (AHP) they have been arranged. Eventually, according to final priority, all modules have been ranked in order to implementation of knowledge management 2, 0.The findings indicate that “Collaboration” is the most important feature in knowledge management 0/2 and the second feature is to establish “communication”. Moreover, “Idea”, “Knowledge Library”, “Presenting Knowledge Map”, “Group”, “Project” and “Feedback” have been known as the six modules which are our top priority in designing knowledge management system0/2 .According to importance of “Collaboration”, its related modules are calculated as the five top modules in this research.

In democratic systems, according to constitutional structures, people can ask clearer responses from governments against fulfillment of their civil and social responsibilities. The main question of this research is Iranian administrative transparency. In this research the effective factors of the administrative transparency (article 18 of general policies of administrative system) are studied perfectly. The completion process of this research can be considered in two steps: The first step includes determining factors and variables influence on information transparency of administrative system and in the second step, the researcher tries to use ARAS multi criteria decision making technique to determine the priority for the main and effective criteria on transparency of administrative system (main criteria ranking). This research is applicable and classified research. The results of data analysis of this research show that the national factor is considerable factor in information transparency of administrative system.

The purpose of this study, is to study the relationship between good character with organizational commitment and organizational silence.
7,000 employees of Isfahan university of medical science were the population of this research. Based on the Cochrane, 364 persons were selected assample. Data gathering has been done based on a standardized questionnaire. The Content validity of the questionnaire was confirmed through review by experts and the reliability of the questionnaire was calculated based on Cronbach's alpha 83/0(α= 0/79). Data analysis has been done by SPSS and Smart PLS statistical software. The results showe that there are relationship between integrity, humility, humor, passion, compassion and organizational commitment, while the relationship between courage and wisdom and organizational commitment was not confirmed. The results also showe that the influence of good character and organizational commitment on organizational silence is negative and significant.

Most of the studies conducted in the field of performance appraisal have focused on relatively spiritless cognitive processes of appraisers while ignoring social and human details of it. In the same vein, one of the issues in performance appraisal not adequately paid attention is the different uses of performance appraisal. Hence, the purpose of this study is to investigate the impact of different uses of performance appraisal (developmental and evaluative) on employees’ trust on their managers (in terms of competence, integrity and Benevolence). The population of this study consisted of the employees working at Iranian Students’ News Agency (ISNA). Questionnaires were used to collect the required data. In addition, some exploratory interviews have been conducted to investigate the current system of performance appraisal at ISNA. SPSS and Smart PLS 2 were applied to analyze data. The results of this survey indicated that both types of uses of performance appraisal predict the trust of employees on their managers with a more strong impact in the case of developmental use of performance appraisal. At the end, some practical implications have been suggested to help improving the performance appraisal system and trust climate at ISNA.

This article seeks to answer the question of "quality delivered" What role is the use services to the people. To answer these questions, reports and survey data were used; and finally using the software HLM, modeling and analysis was performed multilevel theories. The results showed that 25 factors are used to measure the quality of service delivery and; level of use infrastructure on the relationship between quantitative growth are affecting people.