javad nargesian

Electronic government is an opportunity to bridge the gap between the government and the nation (citizens), which provides the opportunity for citizens to participate in decision-making processes. The purpose of this research is to examine the relationship between electronic government and public participation and public accountability.

In this research, a descriptive-correlation method based on the structural equation model was used. The statistical population of this research includes citizens in District 5 of Tehran, who were determined through simple random sampling. And the required data were collected using a questionnaire. And 385 people were monitored and investigated as a statistical sample.

According to the collected data, the hypothesis test of the research variables (electronic government, public participation, public accountability) was done in the form of structural equation modeling and using Lisrel software. And the findings of this research show that there is a significant relationship between these three variables and public participation plays a mediating role.

By playing the role of fair distribution of information among citizens and their equal access to information and providing quality services, as well as providing a suitable platform for mutual interaction with citizens by using information technology, the electronic government has provided the basis for increasing the participation of citizens in government decisions. And when the citizens are aware of the government's decisions, then the government will be accountable to the citizens for its actions.

Generation Z is a generation that is not satisfied with sitting still and accepting the situation and is interested in change and progress. Interestingly, this group is interested in entering the jobs they see around them to earn more money and grow professionally. Competent and committed employees are valuable assets for any organizations, thus today they are referred to as human capital. Talent retention management is very essential because competent employees can increase the efficiency and effectiveness of the organization and bring your company to the highest level in the competitive and business environment. The purpose of this qualitative research is to provide a talent retention model among generation Z employees of government organizations.

In this research, the multiple foundation data method of Cranholm and Gould Kohl was used. The participants of this research include human resources specialists and experts from universities and government organizations who were determined through the theoretical sampling method. In order to identify the categories of talent retention model among generation Z employees of government organizations, a semi-structured interview was used, using this tool, in-depth interviews were conducted with 35 human resources experts from universities and government organizations, and the required information was collected. To analyze the data, the method of theorizing the multiple data base of Cranholm and Gould Kohl was used.

In this research, in the inductive coding stage, 5 categories (central category, individual and organizational support platforms, social and cultural contexts, personal and occupational and organizational obstacles, individual and organizational results and consequences) and 31 concepts were extracted. And then conceptual refinement, model coding (presentation of the model), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described.

Keeping the Z generation human resources is one of the keys to the success, survival and health of any business. Effective managers believe that keeping Z generation employees will increase customer satisfaction and retention, business satisfaction, in government organizations. Apart from the discussion of rights, which is a universal need for all generations of the workforce, other issues such as a better work-life balance, more advancement opportunities, and meaningful benefits are also of high value to Generation Z. These issues are so valuable to this generation that they may move to a lower paying job to get them. This group of employees is also looking for employers' support in the field of well-being, especially financial and psychological well-being, and they are looking for stronger intra-organizational relationships than previous generations. Therefore, at the time of recruiting, hiring, and maintaining this group of employees, special attention should be paid to this group of needs.

The selection system involves the ways in which decision makers try to select those whose characteristics are more likely to be successful in the job. The purpose of this qualitative research is to provide a model for selection of prestigious staff in governmental organizations (universities and higher education institutions) in Tehran. In order to extract the main components of the selection of prone employees, a semi-structured interview was conducted. To do so, 18 recruiting and recruiting experts in the field of higher education were interviewed. The subjects studied in this study were experts in recruiting and recruiting in the field of higher education who were selected through a theoretical purposeful sampling method. In this study, using Corbin and Strauss grounded theory methods in open coding, 15 categories and 47 concepts were extracted. In the axial coding stage, based on the issue-oriented concepts, the causal circumstances, the strategy, the context, the interventional conditions and the consequences, a paradigm model was presented. In the selective coding stage, the choice of the theoretical model derived from the research findings was introduced. In order to select prudent employees, it is suggested to pay attention to the recruiting needs of an organization of decent quality at an appropriate time and at a reasonable cost. We can also conclude that choosing a person should lead to a win-win relationship, which means both the needs of the organization as well as the needs of the staff are met and the best possible harmony should be applied between the person and the job.

The main purpose of this study is to determine the level of organizational commitment of educational organization in Ahvaz. In this regard the relationship of organizational commitment and 2 has also been studied. The society consist of 194 employees and 123 of them have been selected based on cluster sampling. Data gathering has been done based on OIQ and OCQ questionnaires. The results show that there is negative relationship between organizational commitment and organizational indifference. In addition, inddiference to manageres has weakest relationship with organizational commitment.

The purpose of the present research is to compare the effect of university image (brand) on academic self-concept of university students. The general outline of this research is a bit of survey and correlation. The statistical population of this study was all students (boys and girls) of the faculties of psychology and education of Allameh Tabatabai University and Lorestan University with 1200 students who were studying in the academic year of 1994-94, of which 400 were randomly assigned with appropriate allocation were chosen. The research tools were two researcher-made questionnaires of the mental image of the university and the academic self-concept. To determine the reliability of the test, Cronbach's alpha method was used and the Cronbach's alpha coefficient of the mental image questionnaire (brand) from the university was 0.79 and Cronbach's alpha coefficient was self- 0 is. In order to analyze the data, Spearman correlation test, t independent groups, Kolmogorov, Smirnov and Friedman have been used. The findings show that the type of look at the mental image (brand) of the university and the academic selfconcept is not the same among the students of Allameh Tabatabai University and Lorestan. Also, there is a positive and significant relationship between the scores of the mental image of the university with the scores of the general environment, academic environment and non-university environment with academic self-concept.

The purpose of this research was to investigate the relationship between emotional intelligence and academic performance evaluation. The population of the study included faculty members of the University of Urmia in 1391. To select a sample، stratified random sampling method was used while considering the proportions. In total، 200 people were selected. The study was of descriptive - correlational type. To collect data، the standardized questionnaire of Syber Yashring and the researcher-made academic performance evaluation questionnaire were used in five-point Likert scale. Data collected based on the research hypotheses was analyzed using canonical correlation analysis. The results of canonical analysis confirmed the 99 percent probability of the correlation between the two sets of variables. The results of multiple regression showed that the components of self-awareness، empathy، social skills، and self-motivation are good predictors of academic disciplines criterion، scientific ability and teaching method.

Through empowerment, managers can improve the employee's capability and ability and the organization can face the challenges of competitive environment. it has been recognized as one of the important tools for developing competitiveness. The authors of this article believe that social capital can improve empowerment so we try to examine the role of social capital on employee's empowerment in AZAD university. The study is survey research and statistical population is Research And Science School of Azad university. the result shows that there is a positive significant casual relationship between social capital and employ's empowerment. the finding also indicate that there is a positive significant casual relationship between social capital component such as structural dimension, cognitive dimension, and correlation dimension.