فصلنامه چشم انداز مدیریت دولتی
پیاپی 24 (زمستان 1394)

Performance-based budgeting is a combination plan of performance and annual budgeting presenting the relationship between credit level of program and expected results. In recent years, there have been high tendencies for organizational use of Performance-based budgeting. This has led researchers to consider the details of the budgeting method more carefully. Since large scale national projects have special positions in national development plans, project-based organizations as the responsible body for the projects, play a significant role in defining and controlling the project budget. In this study, with respect to the importance of budgeting in projectbased organizations, conceptual model of Performance-based budgeting was reviewed on the basis of main indicators under study and suitable conceptual model for determination and establishment of the subsystems. Because of the importance of risk management in budgeting as an essential subsystem, this process area was defined and its relationship to other process areas of conceptual model was assessed. In this study, in order to determine the weight coefficient of expert's opinions, Shannon entropy was employed and for assessing the relevance of the risk management process scopes', TOPSIS and PROMETHEE methods were used. Finally, by comparing the two methods, the conceptual model appropriate to the project-based organizations was defined and presented.

This paper is conducted with the aim of studding the relationship between High performance Working Systems (HPWS) and Marketing orientation in Iran banking industry. In this study to explore the effects of HRM practices on marketing orientation, AMO approach consists of HRM practices in three categories: Ability, Motivation and Opportunity to participate, has been used. Marketing Orientation also includes a three dimensional model, intelligent behavior, strategic response and coordinated units. The data used in this research was obtained via a survey conducted among selected bank employees in Bank e Mellat. In total, 400 questionnaires were distributed and 312 were completed and returned. Collected data was analysed using Structural Equation Modelling (SEM). Findings showed that there is a significant relationship between HPWS and Marketing orientation; also, there is a significant positive relationship between HPWS and HR outcomes, and a significant positive relationship between HR outcomes and Marketing orientation.

Considering the positive consequences of of effectiveness for the public sector, the need for a system to measure the effectiveness of Iranian government agencies performances is undeniable. Governmental organizations providing so many groups of citizens with a variety of services must respond different expectations and demands. However, the clients’ diversity of satisfaction modes make the measure of effectiveness very difficult. This aims at delinating a model for assessing the effectiveness of public services. The measurement of effectiveness here focuses on four dimentions; service delivery to the clients, clients or citizens’ satisfaction, improvement of societys conditions and undesired outcomes of service delivery. Delphi is used to identify effectiveness indicators to select experts, snow ball sampling was applied. AHP method was conducted to determine the most important factors as well as the priority of each indicators. Finally, the model is developed and the effectiveness of government agencies has been investigated for the validation of the model. It is found that this can be an effective model for measuring public hospitals. Moreover, priority and importance of each of the four dimensions of effectiveness in some public hospitals in an Iranian province is determined. Since, this is the first integrated model, this can been seen as a contibution of the area of public administration.

Now a days with increasing the competition emong companies, the importance of hiring executive managers with the competencies that lead to the creative behavior is very important in gainig competitive advantage.
This study is a descriptive survey research; at the beginning with an overview on litrature, the competencies have been specified, and after designing the pimary model, this model validized based on the content analysis and interviews with experts. Based on the results the competencies that lead to the creative behavior are classified into 66 sub-index and 6 main-index including: Knowledge, Critical and Interactive, Creativity and Innovation, Social, Risky Behavior, and Personal. There is also a significant positive relationship among research variables.
Prioritizing the core competencies of creative behavior based on Friedman test are: Personal, Social, Creativity and Innovation, Risky Behavior, Knowledge, Critical and Interactive.

The main goal of this research is discovering and identifying the main strategies of knowledge management and also relating indexes of each strategy in Islamic republic of Iran Broadcasting (IRIB). The society of this research contains managers, assistants and experts of Broadcasting. In this research, the main strategies of Broadcasting organization are extract and combine with knowledge strategies of the organization (the strategy of coding and personalizing of knowledge) based on the experts’ views to. We create the first house of quality. Using the first house’s results, the second quality house investigates the relation between knowledge strategies and technical solutions for obtaining these strategies and classifing these solutions. The findings of the research show that the development and improvement strategy of technical equipments is the main strategy of the organization. In the classifing the knowledge strategies of organization, we observed that coding strategy obtained the first place and personalizing strategy obtained the second place. This solution that the high ranking administrative managers should support the knowledge activities obtained the first place among the knowledge solutions.

The objective of this research is to determine the relation between the perceptional unfairness, Organizational commitment, and job exhaustion. The method used in this article is descriptive-analytical; it is of a correlative type, and it is based on the structural equation modeling. The sample of this research, which was enumerated through sampling, was 127 employees of the Natural Resources and Watershed Organization of Mazandaran. In order to measure the validity of the questionnaire of the research the first- and second –order confirmatory factor analysis was used. In addition, to measure the reliability of the research Krunbakh Alpha was used; the reliability of the perceptional unfairness, organizational commitment, and job exhaustion were 0.904, 0.781, and 0.908 in sequence. The hypotheses of the research were surveyed by path analysis. According to the results, perceptional unfairness has a direct, positive, and significant effect on employees’ job exhaustion. On the other hand, organizational commitment can decrease the job exhaustion among the employees.

This study is aimed to design a model including personality traits variables (consistency and conscientiousness), injustice perception, perception of organizational support and frustration to explain deviant behaviors in Behshahr public organizations. In order to carry out this thesis, at the first phase, some questionnaires were randomly distributed among 269 employees of mentioned organizations after testing the validity and reliability of measures. For the primary investigation of the measure`s validity exploratory factor analysis was deployed and Harman Single-Factor Test was performed to avoid from the threat of the common method variance. In order to test hypothesis, first of all, measurement models were estimated and tested. Then, the data were fitted to structural equation. Based on results, with a 99% confidence organizational support perception has a negative impact on the perception of the injustice, and it negatively produces a sense of frustration which has a significant positive effect on the deviant behaviors in organizations. Moreover, it has been concluded that the consistency and conscientiousness, as two personality traits, have significant negative effect on the behavior. The results obtained have not supported the effect of such personality traits on the perceptions of organizational support and injustice perception.