فصلنامه مدیریت دولتی
پیاپی 51 (پاییز 1401)

Nanotechnology has begun to operate in Iran since the beginning of the 1980s in line with the attention of the world community towards this technology. This innovation ecosystem has developed and obtained significant achievements, particularly in the field of science in the twenty-year life cycle of nanotechnology. However, the number of patents and the income from the sale of Nano-products have not grown in proportion with the development of scientific indicators. As the optimal activity of an ecosystem is the result of a joint effort of a diverse set of actors and the relationships among them, the purpose of this research is to analyze the current structure of this ecosystem and its communication mechanisms to make proposals for improving the design of ecosystem structure.

This is an interpretive piece of research, which carried out the Action Research strategy with three cycles of actions. Conducting this research, a conceptual model was outlined as the framework for the structural design of the Nano Ecosystem in Iran, based on the Viable System Model. Then, the actors active in the ecosystem were identified and located in the designed conceptual model to determine the established structure of the ecosystem and its shortcomings. Finally, based on the theoretical foundations and attitudes of experts, proposals for the optimal design of the ecosystem structure were made. The data of the research was collected in a targeted manner by reviewing documents, distributing questionnaires, and forming focus groups to confirm the obtained results.

According to the designed conceptual model by the researchers and the goals of the second ten-year document on nanotechnology development, it is necessary to create an important actor called "Research and Technology Organization" to be responsible for connecting industry and university in the Innovation Ecosystem of Nanotechnology. In addition, the establishment of communication mechanisms such as industry support programs and research and development consortia are crucial for realizing ecosystem goals.

The purposes of the innovation ecosystem are achieved when all the actors are active and the relationships among them are properly established. In order to achieve such goals, the Innovation Ecosystem of Nanotechnology in Iran requires the creation of actors and communication mechanisms that do not currently exist. The major absent player in this ecosystem is an organization called "Research and Technology Organization", which is responsible for facilitating the process of communication between industry and university.

The aim of this study, as mixed research, is to analyze and design a model of public service culture. The ultimate goal of conducting this research is to design and evaluate the public service culture model.

In the first stage, to identify the components of the public service culture model, the researchers conducted 18 in-depth interviews with connoisseurs, including managers and experts in the research topic, and also reviewed the research literature. At this stage, the thematic analysis method was used. The components of public service culture were extracted and categorized into three main themes, 26 sub-themes, and 201 concept codes. A questionnaire related to the components of public service culture was distributed among 392 public and private sector employees to assess the current situation and rank them.

According to the responses of the participants, the only theme that scored above the average in the component of public service motivation, was “compassion”. Also, in the component of public service values, four themes including “politeness”, “decency”, “benevolence”, “philanthropy” and “God-centeredness” scored above the average. In the component of public service symbol, only the theme of “appearance and clothing” in the current situation scored above the average. The scores of other themes of all three components were lower than the average. Finally, using the collected data, the themes related to each of the components were ranked.

The results of this study showed that the participants considered the components of good public service culture among employees and public organizations to be weak. This indicates a failure in providing effective services by Iran's public services that are responsible for implementing policies, decisions, and regulations of the public sector.

In recent years, various researche has been done on the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations but the academic community is faced with scattered information about this relationship. Reviewing the academic literature, researchers of the current study obtained various results. Some studies consider leadership style and behavior as effective factors in reducing burnout of employees in public organizations, some regard such factors as less important, and some consider them effectless. This paper, using the meta-analysis method, aggregated the findings of articles that previously examined the relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In this regard, the relationship between various leadership behaviors and burnout of employees in Iranian public organizations in various studies was initially identified and investigated. Then using the principles and rules of meta-analysis, the total effect size was calculated. Next, the behaviors with the greatest impact on employee burnout in Iranian public organizations were studied.

The research was performed using a meta-analysis method and CMA2 software. In this regard, all articles published in Persian scientific research journals, done by one of the Iranian public organizations were reviewed using keywords such as managers' behavior, leadership style, and employee burnout. After reviewing and considering the input and output criteria, 12 studies were chosen to enter the meta-analysis process.

The achieved results from the meta-analysis indicated the fixed effect size to stand at -0.339 and the random effect size at -0.371 i.e. there was an average relationship between leadership behaviors of managers and burnout of employees in Iranian public organizations. In a separate study to examine the effect size of each behavior or leadership style of managers, it was observed that among the behavior or leadership styles affecting burnout of employees in Iranian public organizations, ethical leadership style with a total effect size of -0.57, relationship-oriented leadership style with a total effect size -0.43and transformational leadership style with a total effect size -0.42 have the highest effect size and the relationship is above average.

Due to the identified levels of relationship (from important and effective to insignificant and ineffective) between leadership behaviors of managers and burnout of employees by earlier studies and the findings of the current one, it can be inferred that some mediator or moderator variables may influence the relationship, leading to different results in various studies. However, the important issue which is also among the finding of the present study is that leadership behaviors and styles are among the critical factors which should be taken into account to reduce employee burnout in Iranian public organizations. Also, the results indicate that ethical and transformational leadership are behaviors and styles the application of which in organizations can have a great impact on reducing the burnout of employees in Iranian public organizations.

Changing people's behavior over time has been one of the main concerns of policymakers. In this regard, governments have used rational and behavioral approaches. In the rational approach and based on complete rationality, governments use tools such as education, law, taxation, encouragement and punishment, etc; however, in the last two decades and after the formation of knowledge of behavioral economics, governments have used tools such as arousing emotions, using social norms, strengthening motivation, creating commitment, contextualization, etc. in different contexts. The behavioral approach, which relies on nudge and choice architecture to change behavior, has been able to attract the attention of many governments due to its high effectiveness and low costs. The purpose of the current research is to provide the mechanisms of changing public behavior in Islam and to find out about its perspective on changing public behavior based on the opinions of Martyr Motahari.

The literature reviewed in the present study included all the works of Shahid Motahhari, including books, notes, and audio files. This is library and documentary research, which applies the thematic analysis method, using the MaxQDA software.

Data analysis led to the extraction of 128 codes categorized into six comprehensive themes, 17 organizing themes, and 42 basic themes. Based on the findings of the research, the mechanisms of behavior change include (1) Individual factors i.e. logical persuasion, facilitating and strengthening rationality and education and awareness (the cognitive component), managing emotions, using incentives (tendency component), and enabling and creating habits (action component); (2) social factors i.e: using reference properties and groups, modeling, social norms, the collective performance of the action, and the effect of companionship; (3) institutional structural factors i.e. authority tools and rule-making; and (4) environmental factors i.e. symbolization and barrier removal. These findings show that Islam has a comprehensive view of behavior change and has presented various mechanisms in all human dimensions, including cognition, tendency, and action, and also in all individual, social, environmental, and structural levels. This view is due to Islam's view of human development as a balanced elevation of all human dimensions in a complete way. Therefore, the characteristic of the "holistic view" is one of the differences between the Islamic view and the western view regarding behavior change.

In order to change people's behavior, the Islamic government must first go through the process of awareness and persuasion and raise the level of people's insight regarding the necessity and performance of a behavior. Then he should design the external conditions in such a way that people can easily perform the desired behavior. In this regard, behavioral insights and nudge tools can help Islamic government policymakers in two areas: (1) effective presentation of government policies: behavioral insights lead to a policy that is easier and more understandable for people to look more attractive and acceptable; (2) Negative and positive foundation for performing behavior i.e. nudge tools and behavioral insights cause the texture and structure and external environment to be designed in such a way that the probability of occurrence of the desired behavior of policymakers increases.

The present study aims to detect the factors affecting work-family conflict and its indexes and also to interpret their relationship to identify the related topic and measures, including goal setting, planning, decision-making, taking preventive measures, and countermeasures for bank employees and managers.

This research is mixed. In its qualitative part, the meta-synthesis method was applied and in the quantitative part, the comprehensive fuzzy interpretive structural model was used.  In the qualitative part 3,204 pieces of research, conducted on work-family conflict, were reviewed, among which 391 articles were selected as the sample. The statistical sample in the quantitative section included all the employees of Bank Melli Iran, Bank Mellat, Bank Pasargad, Shahr Bank, Bank Sepah, Tejarat Bank, Iran Zamin Bank, and Refah Bank located in Lar city. From among them, 22 experts were chosen through nonprobability sampling for they had eight years of work experience and were experts in work-family conflict.

The findings of the qualitative section showed that the factors affecting work-family conflict can be classified into four categories i.e. occupational, family, individual, and environmental factors. Also, the work-family indexes included doubt and caution, stress and anxiety, as well as personality, physical, work, and family problems. The findings of the quantitative part proved a cause-and-effect relationship between the factors affecting work-family conflict. The causes and the indexes were classified into 8 levels. The first level (the most impressible level), included the quality of family life, psychological growth, adaptive behavior, personality depletion, and family problems. On the second level, there were self-regulation inability and physical problems. The third level included the internal control center and spiritual intelligence. The fourth level included enthusiasm for work and organization, the family’s time pressure, family expectations, doubt and caution, stress and anxiety, and work problems. On the fifth level, there were the welfare and supportive work conditions, the supporter’s leadership style, care and nursing, and cultural conditions. The sixth level included work time pressure, conflicts, and work dangers. On the seventh level, there were the background characteristics, the importance of the job position, the dynamic intra-role requirements, the social conditions, and the lack of financial security. On the eighth level (the most influential level), there were job demand stress and human-centered organization design.

On the lowest level, the job demand stress and the human-centered organization design were the most influential. Paying undivided attention to job demands can overestimate the importance of the job and increase the time pressure, conflicts, and dangers of the work. Lack of attention to human-centered organizational design can lead to the use of human resources as tools, influence support in the workplace, and develop feelings of absurdity and nonhumanity in the individuals. If such issues go unnoticed, undesirable incidents may take place, and the family life quality, psychological growth, and adaptive behavior can be harmed. It also may lead the individuals to personality depletion and family problems. Therefore, the managers are recommended to pay attention to all the mentioned issues and the relationship among them since ignoring them can create many problems for the individuals and even the organization.

Government data contains a large amount of valuable data that can be exploited in various fields if opened. Utilizing open government data, in addition to providing the opportunity to monitor government performance and to create transparency and justice, has another very important function. It helps with developing innovation and the issue has recently been considered by many researchers. However, past research has inconsistently examined the intra-organizational factors influencing open government data to achieve innovation. The present study seeks to identify the intra-organizational factors affecting open government data to achieve innovation in government services through applying the systematic meta-combination method.

In this research, to identify the intra-organizational factors affecting open government data, the systematic meta-synthesis method was used. For this purpose, 888 related articles based on title, abstract and content were filtered and 51 final articles were obtained.

 Based on the results obtained from the theme analysis method, four main categories including technological, managerial, human, and governance dimensions were distinguished. Also, 13 sub-categories including infrastructure, application systems, data, structural, process, strategic, economic, individual, organizational communication, organizational culture, policy, legal, and governance data were extracted which includes 101 concepts and 479 final codes.

The results of this study, contrary to the initial expectations, proved hard technological factors as the least important and other factors, including data, structural and legal factors, respectively as the most important. Thus, in data policies, first, it’s necessary to access data and consider the data quality. In structural policies, it is necessary to pay attention to how to mobilize resources and facilities. In strategic policies, how to interact with stakeholders is vital to be explained. Based on the findings of this research, the internal organizational factors affecting the formation of innovation based on open government data were classified into four main categories for better policy-making. In the category of technology, it is necessary to consider the technical and technological principles of open data from the aspect of required infrastructure, application systems, and data sources. In the management category, it is necessary to pay attention to structural and process requirements along with strategic and economic aspects. In the human category that examines the soft aspects, it is necessary to pay attention to the issue of open data from individual perspectives, communication, and organizational culture. In the category of governance, policy aspects, organizational rules, and factors related to data governance need to be considered with the aim of achieving innovation from open government data. Therefore, the present study initially tried to provide a comprehensive framework for policy-making in government institutions by interpreting and presenting a new category of internal factors. Secondly, it sought to smooth the path of future research to expand and spread innovation based on open data.