فصلنامه چشم انداز مدیریت دولتی
پیاپی 46 (تابستان 1400)

The aim is to survey the concept of open government and open policy making models, to explain this model as a support for open government.

The interpretive-critical meta-analysis method has been used. After searching for relevant content and evaluating them, 37 sources were selected, then using MAXQDA2020 for coding, extracting themes and dimensions of the model were discussed.

It is concluded that the open government, which includes the three principles of transparency, participation, and cooperation, needs to use the open policy making model, which is to open the policy-making process and listen to the voices. It's to be able to support these three principles.

In this research, the open policy making model has been studied as a supporter of the realization of the open government. In future researches, issues such as open data & open innovation role or legal foundations of open government realization can be addressed.

In accordance with the principle of open government transparency, the open data approach is used in problem identification and the agenda-setting stage of the policy-making process. In accordance with the principle of participation in open government in the policy design stage, open innovation approach, using the challenge mechanism to find solutions and principles of co-design, and in the policy legitimacy phase of electronic voting or participatory budgeting will be used. Finally, in accordance with the principle of cooperation in the policy implementation and evaluation phase, the effective cooperation of citizens in accepting policies and using monitoring tools based on information technology is exploited.

The concept of open government has been formed in the last decade and since the most important work of governments is public policy, it is necessary to identify and introduce a policy-making model that supports the open government.

Organizational sectarianism can lead to increased organizational conflict and decreased social participation. However, they can lead to misunderstandings and conflict in the workplace if cultural differences between employees are not well managed. The main purpose of this study is to identify and explain the antecedents and consequences of organizational sectarian behavior using fuzzy Delphi technique.

In terms of applied purpose and in terms of how to collect descriptive survey information and in terms of research typology, this research is among the studies mixed with quantitative and qualitative approach in the inductive deductive paradigm. The statistical population of the study consists of experts, which consists of managers of organizations and university professors in Lorestan province, 30 of whose experts have been selected based on the principle of theoretical adequacy and using purposive sampling. In the qualitative part of the research, the data collection tool was a semi-structured interview, the validity and reliability of which were confirmed using the content validity coefficient and Cohen's Kappa test. The data collection tool in the quantitative part is a pairwise comparison questionnaire whose validity and reliability were confirmed using content validity and retest

In addition, in the quantitative part of the research, using fuzzy Delphi method, prioritization of antecedents and consequences of sectarian behavior was performed and the most important factors and consequences of organizational sectarian behavior were identified.  Limitation &Cosequences:The results show that among the antecedents of organizational sectarian behavior, separation from the general community and having different values and attitudes, prejudice, love and leadership, indifference and convenience, respect for each other as the most important antecedents and factors that cause sectarian behavior in the organization. The results also show that ignoring the law, partisanship, and reducing social participation are among the most important consequences of sectarian organizational behavior. 

Sectarianism in the organization can lead to increased organizational conflict and decreased social participation.Innovation or value of the Article: The present study aims to identify and prioritize the factors affecting the identification of antecedents and consequences. Organizational sectarian behavior adds to managerial research.

The main purpose of this study was to understand what and why the phenomenon of trained incapacity in government organizations.
Design/ Methodology/ Approach: Research methodology The use of combined-exploratory method consisted of two stages: qualitative and quantitative. The qualitative part is done through the strategy of data-based theory and the quantitative part is done using structural equation modeling. The statistical population included experts in government organizations in the city of Ilam, which conducted two semi-structured interviews in two methods, targeted and snowball, until theoretical saturation was achieved. The validity of qualitative data was confirmed by the relative coefficient of content validity and content validity index. Then, a questionnaire of 81 questions was designed to test the model, the validity and reliability of which were evaluated with known indicators.

The beginning of the trained incapacity in dimensions of rules of inelastic, Managers Mental intentions, The deterrence role of Managers, Structure Organizational and Organization Process, related to the causative conditions affecting the axial phenomenon were identified the dimensions of Job Routineness, early of Prejudice, Job in adequacy, inferiority feeling and Smart Silence to the organizational Trained Incapacity variable (the axial phenomenon). After confirming the validity of this step, the analysis of quantitative data with Smart PLS software showed that causal factors have a meaningful effect on the visibility of the axial phenomenon. Also, using the sample test, it was found that the current situation of the five dimensions of the concept of disability learned in the study population is higher than normal.
Limitations and consequences: the concept and dimensions that make up learning disability have been left unexplored by researchers. Therefore, the present study tries to reduce the aforementioned theoretical and conceptual gap.

Given the prevailing dimensions of disability formation learned in government organizations, managers should adopt appropriate strategies to control this phenomenon by increasing awareness of its causes.

The present article introduces one of the lesser known diseases in government organizations and deals with its conceptualization.

The service compensation model should be developed in a way that meets the material and spiritual needs of employees and leads to promotion of their productivity.Therefore; the purpose of this study is the presentation of productivity-oriented service compensation model in Bank Melli Iran.

The present study is an applied exploratory research in terms of purpose and its methodology is a qualitative type obtaining from the ground or ground data method (grounded theory). In this study, in-depth interviews based on a qualitative research strategy and theoretical sampling method were performed with 15 experts and banking managers and 5 university professors who had scientific and research activities in the field of human resources to reach theoretical saturation(after 20 interviews) and the findings were encoded and categorized.
Research

based on codes were extracted from interviews, causal conditions (nine components), contextual conditions (six components), intervening conditions (six components), strategies (six components) and consequences (seven components) were identified and finally led to presentation of productivity-oriented compensation.

Lack of similar researches caused that findings are influenced by the researcher's interpretation of the data.

by using this model not only employee's productivity is promoted but also Employees' affiliation and loyalty to the organization, synergy, organizational attachment, quality enhancement, reputation and dynamic organizational culture is created.

Article improves better understanding of compensation models and its relation to employee's productivity especially in public organizations.

The purpose of this article was the typology of organizational behavior of pleasure employees in cultural institutions based on the dimensions of believable and types of individual behavior.

The target population of this study was the employees of cultural organizations in the country. For the study, 2750 people, were selected as the statistical population and the sample size was 243 people. The research method was mixed and random quantitative sampling with researcher-made believer questionnaires, minnesota satisfaction questionnaire (2000) and ashford and black dynamic behavior (1996) tools. Accordingly, first, the samples were divided into 4 groups and then 34 of them were interviewed in the qualitative phase. Qualitative sampling was targeted and data collection were semi-open interview based on neo-positivist approach and data analysis was performed by open coding method. In addition, the validity and reliability of the quantitative and qualitative phase tools were favorable, assurance and reliability.

The results showed that among pleasure employees, believable samples have self-esteem and extra-role behaviors, however, a group has a strong tendency to isolation and loneliness. Meanwhile, unbelievable employees, during fear and surrender and hypocrite affiliation, they resort to defense mechanisms such as separation, reverse, schizoid imagination, and suppression.

One of the limitations of this research is its cross-sectional nature. Certainly longitudinal research will enriched the results.

The proposed framework helps managers and planners of cultural organizations, while identifying the pleasure employees of the organization and predicting their behavior, understand its positive reasons and include them in human resource planning.

This research provides a framework for researchers to examine the level of believable and the type of individual behavior of pleasure employees of organizations by presenting a model for measuring organizational credibility and a new way of combining quantitative and qualitative data.

The purpose of this study is to develop a human capital productivity model in revolutionary institutions that is classified in terms of practical-developmental purpose and hybrid or hybrid approach.

The statistical population of the study is in the qualitative part of organizational experts in the field of human resources and in the quantitative part it includes managers and experts in the field of human resources (33 persons). Due to the limited statistical population and accessibility, the census method was used. The qualitative part of the interview tool and the quantitative part of the questionnaire tool for data collection and the method of structural-partial least squares equations were used to test the hypotheses and fit the model.Research

Due to the composite reliability and Cronbach's alpha coefficients for all constructs (greater than 0.7) and mean variance (greater than 0.5), reliability and validity of the research instrument were acceptable. According to the results, the factor loadings of all the reagents in the 14 components of the research model were greater than 0.4 and at the significant level of 5% error, which confirmed the factor loadings of the research measurement model. According to the values of the share index, the common average and the average redundancy of the model for all the variables show that the qualitative evaluation of the model is at the desired level and the model is confirmed.

Impossibility of interview with the employees of all revolutionary institutions with the purpose of more richness of the results, is the main limitation of this research.

The research model, by calculating all possible dimensions affecting productivity and using the path-structural modeling technique, while identifying the factors, examines the indirect effects of the dimensions and components of the designed model. This model has a systemic approach to the productivity of human capital. In this way, in addition to focusing on systemic factors, it examines the pervasive environment (extra-organizational environment) and environmental influences.

This study presents the model of human capital productivity in revolutionary institutions and so far no such article has dealt with the productivity of human capital in the institution, which is why it is innovative.

Despite conducting various researches in the field of organizational spirituality, there is still no precise and acceptable definition of it and its dimensions and characteristics depend on the perspective used. Organizational spirituality is examined from three perspectives: individual spirituality, workplace spirituality and organizational spirituality. Spirituality can also be considered from a religious point of view. The present study identifies a comprehensive concept of organizational spirituality in the field of management based on the terms and concepts used in the literature in this field.

A systematic review of the literature using articles that use terms related to organizational spirituality in their titles, abstracts, or keywords was conducted at Scopus and Web of Science databases and respectively, 285 and 168 articles were found. Extracted articles were analyzed using VOSviewer software. Research

The results included two clusters: organizational spirituality and workplace spirituality. Cluster analysis shows that there is room for research on spirituality in the workplace and gaps in organizational spirituality studies in the field of management. The proposed concept for organizational spirituality is an organizational identity that derives from the values, practices and discourse that govern it, which consists of individual spirituality and spirituality in the workplace, is led by the leader and other members and is influenced by the environment, organizational culture and knowledge management. This spirituality produces social value and benefit that can be seen in the vision, mission and values of the organization.

The main limitation is related to the using method, especially software, search and scan options in databases and papers.

Defining spirituality in this way makes social value and benefit that can be seen in the image, vision, mission and values of the organization.

This study categorizes the existing literature on organizational spirituality in a way that has not been used in papers in this field so far and offers a more complete concept of organizational spirituality.