فصلنامه مدیریت دولتی
پیاپی 46 (تابستان 1400)

Study and analysis of government downsizing during the years after the Islamic Revolution of Iran and implementation of government downsizing programs in practice and their results.

The research method used is qualitative with a thematic analysis approach. Interviews were used to gather information; Participants in the interview were divided into three separate categories: 1. Senior political officials (ministers and deputy ministers); 2. Highly elected policymakers (members of parliament); 3. Government managers (general manager, etc.) were selected by targeted snowball sampling method and 34 people were interviewed.

The results of the theme analysis of the interviews showed that the implementation of downsizing in Iran has been shown as 6 main modes (themes), included: 1. Creating a hidden bureaucracy in the shadows; 2. Establishment of quasi-governmental organizations; 3. Establishment of government-affiliated companies; 4. Government ownership; 5. Integration of organizations; 6. Mechanization in the provision of government services. The first four cases show a trend contrary to the expected results and ineffective implementation of downsizing in Iran. Only the last two cases have been in line with the goal of downsizing in order to increase the efficiency and agility of the government in Iran.

The experience of downsizing in Iran shows that without creating the necessary grounds, the measures taken did not bring positive results for the country and not only failed to reduce the problems of the country's governance system, but also brought bigger crises to the country due to these deviations. In practice, it has not achieved the goals of downsizing, which is to increase efficiency, agility and reduce government current expenditures, and in line with research findings, in some cases has even intensified these distortions. Therefore, in applying the downsizing strategies of the public sector, different aspects should be considered and the type of strategy or strategies and the extent of their application should be selected in accordance with the human, structural and cultural characteristics of this sector, and effective external conditions.

The purpose of this paper is to suggest intervention routes to responsible institutions in order to prevent the diffusion of coronavirus. The covid 19 pandemic is the most effective disease since the beginning of 2020, which in addition to many deaths, has had many economic and social effects. Many researchers are trying to treat and develop a vaccine, but one of the most basic measures is prevention because prevention is the fastest way to reduce mortality and its negative consequences.

For this purpose, with the maximum use of minimal data in the country and considering the new rules governing the behavior of this virus, the evidence-based policy-making method and Agent-based modeling have been used, which includes four steps of simulator construction, calibration, Validation, and its use to estimate how the disease is evolving.

In order to determine the main factors affecting the prevention, four policy scenarios including general quarantine, non-intervention, passive intervention and intelligent intervention were examined. In simulating policy scenarios, the factors of movement rate and transmission risk change proportionally. The quarantine in an optimistic state itself includes four categories of scenarios based on different quarantine methods, and finally, the stop and treatment-related scenarios were also examined. The simulation results showed that a 50% reduction in the movement rate would lead to a reduction of more than 80% in the number of patients, and a 10% decrease in the transmission risk index would lead to a 30% reduction in the number of patients.

Finally, two factors of movement rate and transmission risk index were identified as the most important factors in the diffusion of coronavirus. Therefore, it is suggested that the responsible institutions focus on designing intelligent interventions related to the reduction of these two factors in order to reduce the prevalence of corona more quickly.

Directing research and changing its approach, problem and subject is the goal pursued by a wide range of governmental and non-governmental actors (including industry, private sector, social groups, etc.). But how is this Direction and, more precisely, the governance of research possible? This article is designed to answer this and other similar questions.

The present article is a review of literature and researchers have adopted a narrative review method based on sixteen types of literature reviews. Therefore, based on previous knowledge, they have analyzed the existing literature in the field of Research Governance and classified it into three categories: nature, scope and tools of research governance.

Based on the network of themes and analyses obtained from the literature, the essence of governance and the governance of research was explained as "construction and exercise of authority over interdependent actors". Based on this insight, the existing literature in the field of research governance was classified into two sections: macro and micro approach. The unique features of the research world (especially the prominent role of the micro-level, ie researchers in the science system) cause the critique of the two approaches and, as a result, the combination of approaches and the presentation of the research governance toolkit.

Based on the nature of governance and by combining approaches and considering the unique feature of the science system, the research governance toolkit to change the decision-making situation of researchers or their interpretation of those situations, including styles: forcing researchers, equipping (or not) Researchers, inducing them and re-interpreted those situations. In order to realize and use these tools accurately, the mediation of epistemological features of different fields in this effect as well as possible reactions of researchers to these tools have been investigated.

The purpose of this study is to investigate the effect of the quality of board processes on the performance of board roles of state-owned companies.

Due to information confidentiality restrictions, many government companies did not agree to participate in the study; therefore, the research sample was selected based on available sampling and finally 127 companies out of 543 state-owned companies were studied. A questionnaire was used for data collection and the sample consisted of 127 public companies. For data analysis, structural equation model (SEM) with partial least squares (PLS) approach was used.

The findings of this study indicate that the performance of board roles is significantly affected by the quality of board decision-making processes. The results show that there are strong significant causal relationships between board processes that some processes play a leading role over other processes. In addition, cognitive conflict and board cohesion indirectly through the two processes of norms of effort and the application of skills and knowledge, have a positive and significant effect on the performance of board roles. On the other hand, norms of effort only indirectly through the process of applying skills and knowledge, have a positive and significant effect on the performance of the strategic role, while norms of effort, both directly and indirectly have a positive and significant effect on the other two roles. Also, the process of applying skills and knowledge has the most direct impact on the performance of board roles, and other processes through the strong mediating role of this process have affected the performance of board roles.

The present study tries to show new aspects of the functional behavior of board members in the boardroom by developing a process model. The results of the study show that the behavior of managers at both individual and group levels should be evaluated and strengthened to improve the performance of board roles.

The main purpose of this research is to investigate the effects of social comparison on feedback acceptance by mediating justice perception in the public sector (Pars Oil Company).

This research is quantitative and is categorized in terms of purpose as applied research. The statistical population of the research is the staff of expert levels and above of Pars Oil Company refinery with 220 people and the number of sample members based on Cochran's formula calculations (95% confidence level) is 132 people. In this research, a simple probabilistic sampling method has been used. Data were collected from two methods of library and field (questionnaire) and its analysis was performed using Pearson correlation test, structural equation analysis and Baron and Kenny method through SPSS and SmartPLS3 software.

According to the results, social comparison and performance appraisal scores have a significant effect on employee feedback. The mediating effect of the perception of justice in the relationship between social comparison and feedback is significant and complete, and this effect is significant and partial in the relationship between performance appraisal score and feedback.

Social comparisons and performance appraisal scores affect employee feedback. In this regard, providing feedback to individuals, especially female colleagues, should be done in more detail and accuracy, and also all the steps of evaluation should be clearly stated. Also, according to the effect of evaluation score on feedback and that acceptance of feedback in people with lower evaluation scores is usually more difficult, it is recommended that in feedback sessions to these people, try to provide objective information on performance, performance improvement and development methods. Emphasis on performance management development goals is also very effective. Employee personality traits should be accurately identified and feedback should be provided in accordance with the personality profile and needs of individuals.

The success or failure of a policy is determined by the implementation phase. Because this stage is the intersection of politics with individual actors. Therefore, the purpose of this study is to study how policies are enactment in practice.

This research has been done with a qualitative approach and using the narrative review method. To find related resources from 1990 to 2020 in Taylor & Francis, Sage, Scopus, Emerald and Science Direct databases with keywords Implementation of educational policy, Operating the educational policy "and" policy enactment "was searched. In the first phase, 280 resources were collected. After an initial study and the findings of Google Scholar, it was found that Stephen J. Ball is the most cited person in the field of educational policy; from 2008 to 2012, he theorized about policy enactment. In the second stage, seventy-two sources related to policy enactment were selected and reviewed. In the third step, eleven sources were selected for careful review and the rest were removed.

Thematic classification was used to summarize the findings. Findings were divided into six thematic categories: policy, policy enactment, contextual analysis, policy actors, discourse productions, a model for Thinking of policy enactment in educational organizations.

This research contributes to the need for greater clarity and knowledge of the legal issues and risks of electronic project administration in the construction industry. Policies that are beyond the zero and one run; rather, they are complexly enacted by different actors in different contexts. Policy enactment theory has a more pragmatic approach and can assist educational leaders in the enactment and even not enactment policies.

It is the objective of the present study to derive a method from the relevant literature for aligning business strategy and HR practices. The method should have a practical approach. For this reason, the alignment method then will be implemented in an example organization as a case study.

The research method is the case study. Data are collected in five stages. In order to identify the business strategy, the organization’s documents are subjected to thematic analysis. Business capabilities are identified through interviews with seven experts. In the next step, interviews are conducted with two experts and the organization’s procedures and practices are reviewed to identify the strategic processes and the strategic jobs corresponding to each capability. A competency profile is then defined for each strategic job using the DACUM method. Finally, HR practices in the example organization are studied using the internal procedures and practices as approved by an expert in the field.

The strategy of the case study organization comprises product development, market development, as well as quality improvement and consolidation. Eleven organizational capabilities and six strategic jobs are identified. Based on the competency profile, HR planning, performance appraisal and compensation are found to be uniformly implemented for all the competencies. However, differences are observed in the decision choices regarding staffing, recruitment, training, and career development due to differences in competencies.

Despite the need for this important matter, no research has so far examined the alignment of HR strategy and HR practice and proposed a mechanism for this alignment so the present study proposed an operational mechanism for moving from business strategy to HR practices and implemented it in an organization. This alignment method should develop a comprehensive understanding of the organization's strategic changes for human resource professionals to help them make necessary changes to HR practices concomitant with business changes.