tayebeh abbasi

Policy-making is one of the management functions in the health system, and according to the main goal of the health system, which is health promotion, health system approaches are advancing in the light of presenting a policy-making model based on conflict of interest management. Therefore, the purpose of this research is to present a policy-making model based on conflict of interest management in crisis conditions in the country's health system during the period of the COVID-19 crisis.

This research is an applied research in terms of purpose, and has a qualitative approach, and the multi-grounded theory method was used as the research method. This study was conducted by collecting data, through library studies and semi-structured interviews with 12 experts of the country's health system through theoretical sampling until the saturation point was reached. The inclusion criteria were familiarity with the policy-making process in the health system and having at least a master's degree related to policy-making, and the exclusion criterion was lack of desire and motivation. Data analysis was done in three stages of open coding, axial coding, and selective coding using MaxQDA10 software. In order to obtain the reliability and validity of the data, 2 methods of reviewing the participants and Lincoln and Guba (1985) approach were used.

The findings showed that the policy-making model based on conflict of interest management includes 74 sub-categories in the form of 18 main categories of causal, contextual, intervening conditions, central phenomenon, consequences, and strategies. It indicates that selecting policy-maker, the personality characteristics of the policy-maker, the principles of health system policy-making, and medical resources and equipment are causal factors affecting policy-making based on conflict of interest management, which predicts consequences at the micro and macro levels.

The policy-making model based on conflict of interest management comprehensively identifies factors such as the personality characteristics of policymakers and health system resources as influential factors. This model shows that considering these factors, consequences can be predicted at the micro and macro levels. Therefore, effective conflict of interest management requires attention to various conditions and factors, so that decisions can be made optimally and without conflict.

In the implementation of the civil service management law, there are risks that not paying attention to them will have consequences. Therefore, the current research has been developed to identify the risks of human resources and then provide effective and efficient solutions. This research is trying to manage the consequences of risks by identifying human resource risks to ultimately lead to the improvement of risk management, especially human resource risks. To achieve this goal, the present research was conducted using the thematic analysis method. The current research is a descriptive, analytical and applied qualitative research. Data collection in this research was done based on the library method and then through interviews. There were 13 participants in the interview, all of whom were executive and scientific experts in the country's employment administration and human resources, who were selected by snowball sampling. The data collection tool in this research was the review of previous researches and articles and interviews. The obtained risks included 5 main themes, which are: 1. Programmatic risks 2. Implementation risks 3. Supporting risks 4. Cost risks 5. Regulatory risksKeywords: civil service management law, human resources, human resources risks, risk, thematic analysis method.

This study seeks to identify and analyze the critical elements of smart governance that contribute to the successful development and implementation of a smart city. The focus is on understanding the specific factors that enable the transformation of a traditional city into a smart city, with a particular emphasis on the city of Tehran.

The primary research method employed in this study is Interpretive Structural Modeling (ISM), which allows for the systematic identification and examination of relationships between key factors. This research is qualitative and of an applied nature, aiming to provide practical insights. Data collection involved targeted sampling, where a comprehensive list of experts in the field of smart cities was compiled. Following extensive discussions, these experts participated in interviews, after which they were asked to complete a detailed questionnaire. Their responses were used to gather the necessary research data. The research environment was natural, with participants including both academic experts in the field of smart cities and executive professionals working in relevant organizations, such as smart city departments within municipalities and other related institutions.

The findings reveal that significant efforts are underway in Iran, particularly in Tehran, to advance toward becoming a smart city. After reviewing the research background and conducting in-depth interviews, several critical components were identified, including citizen participation, e-government, smart management, technology utilization, the political and institutional environment, internet access and usage, socio-environmental characteristics, transparency, accountability, data exchange, and public-private sector collaboration. Through rigorous analysis of the interviews and existing literature using the interpretive structural modeling method, the study identified the most important and influential factors necessary for realizing a smart city in Tehran. The study highlights that Tehran has made substantial progress in establishing e-government, followed by the adoption of smart management practices, technology utilization, and the creation of a supportive political and institutional environment, which are all recognized as key drivers in this process.

Cities across the globe are confronting numerous challenges, including traffic congestion, air pollution, excessive energy consumption, and uncontrolled urban sprawl. The concept of a smart city has emerged as a potential solution to these challenges. However, the successful implementation of smart city initiatives requires a comprehensive and integrated decision-making framework. The notion of smart governance has thus gained prominence, attracting the attention of scholars across various fields, including public administration, policymaking, political science, and information technology. This concept plays a pivotal and supportive role in the development of a holistic decision-making framework for smart city initiatives. This research focuses on Tehran, one of Iran's most prominent metropolises in the realm of smart city development. The study concludes that three elements—e-government, the political and institutional environment, and the utilization of technology—are paramount in the successful realization of a smart city in Tehran and, by extension, in Iran.

Public organizations must be accountable to the people, their agents, and other regulatory bodies for their performance and actions. However, this important issue has not received as much attention as it should in public organizations. In this mixed-method study, the aim is to identify and prioritize barriers of public accountability in public organizations. In the qualitative phase of the research, using unstructured and in-depth interviews with 24 public managers, employees of public organizations, and public administration professors, data was obtained. Analyzing the data using thematic analysis method, the main and minor barriers to public accountability in public organizations and their sub-branches were identified. Then in the quantitative phase of the research, through the questionnaires, the barriers were prioritized using Analytical Hierarchical Process (AHP) methodology. The results show that three categories of structural, environmental, and content (behavioral) barriers disrupt accountability. According to the findings, barriers of public accountability in public organizations, with respect to priority, include legal barriers, lack of efficient accountability system, administrative corruption, lack of meritocracy, lack of proper performance evaluation system, lack of proper organizational culture, inefficiency of managers, lack of efficient information system, cultural barriers, and instability in public organizations.

This research examines the adaptation of human resources processes to align with marketing strategies based on the 34,000 model. The study investigates how this adaptation enhances knowledge of the contextual environment and the existing platform within the banking sector, an economic enterprise, in terms of market awareness and adaptability.
 
This study employs an applied research approach, with the findings applicable to the banking industry and human resources processes. The aim is to improve the alignment between human resources capabilities and market dynamics in the banking sector. The research strategy utilizes a multiple-case study design. Thematic analysis and triple coding techniques are employed for data analysis. Data collection is conducted through semi-structured interviews, with the interview questions validated by a team of experts. The research focuses on banks that have implemented human resources processes using the 34,000 model. Informed sampling is used to select the sample, consisting of four banks: Refah, Day, Karafarin, and Sina, chosen for their successful experience with the 34,000 models. MAXQDA software is utilized for coding and analysis. The interviews are coded in three stages within the software, resulting in the final codes.
 
By executing the coding procedures in alignment with the marketing domain and the framework of human resources operations, a systematically organized set of codes was generated and integrated into the designated table. These codes represent a comprehensive perspective that identifies the strengths and weaknesses within this field. The findings indicate that certain areas of human resources and marketing processes demonstrate satisfactory compliance, while other areas require further planning and implementation of compliance measures.
 
As economic institutions, banks heavily rely on market conditions. Therefore, adopting appropriate strategies and aligning human resources and its processes with the market sector can facilitate the achievement of organizational goals. The integration of marketing strategies is particularly crucial during scattered, preliminary, and intermediate stages, while studies have shown that human resource processes align well with marketing strategies during optimal and advanced stages. However, it is important to note, as mentioned by the interviewees, that the establishment of a written and specific plan is necessary to enhance compliance and facilitate operational conditions for banks and other organizations. The absence of clear and unknown regulations can complicate matters and potentially lead to issues within the banking sector.

The Objective of this study is to examine the history of student admission in Iran.

This research is a qualitative research that used the historical research method. The method of data collection was library studies in such a way that the legal documents related to student admission (with emphasis on the documents of the Supreme Council of Cultural Revolution, the Islamic Parliament Research Center, the National Organization of  Educational testing and historical resources) were studied.

This research generally shows four time periods for student admission in Iran: 1- assessment and admission period by faculties and universities (1313 to 1348); 2- assessment period by the national organization of educational testing and admission by universities (1348 to 1359); 3- assessment and admission period by the national organization of educational testing (1361 to 1386); 4- assessment period by the national organization of educational testing and the Ministry of Education and admission by the national organization of educational testing (1386 to now). Also, during these periods, many quotas were allocated to some volunteers, which can be categorized into five types of geographical quotas, revolutionary and self-sacrificing quotas, organizational (union) quotas, individual (award) quotas, and gender quotas.

In the end, after the historical study of student admission in Iran, it was concluded that although at the beginning, most of the transformations were related to how to select students, gradually, as the actors of student selection increased, especially in the post-revolution period, there were more disputes about who.

The purpose of this research is to study the demographic factors affecting the bureauphile and its relationship with organizational culture. The research method is descriptive-survey of correlation type. In the organizational culture questionnaire section, the target population is the employees of government organizations, and in the clientele's perspective questionnaire section, the clients of these organizations are formed. The required sample size for the organizational culture questionnaire was estimated to be approximately 365 people, and the required sample size for the clientele's perspective questionnaire to the administrative system was estimated to be approximately 381 people, for more certainty, 450 questionnaires were distributed for each and finally 400 questionnaires were collected, a stratified random sampling method was used to sample the employees of government organizations and a cluster sampling method was used for the clients. For analyzing the data obtained from the samples, descriptive and inferential statistics methods were used and all statistical calculations were done through SPSS software. According to the results of the research, there is a correlation between organizational culture and bureauphile, and demographic factors can promote bureauphile. Also, there is a significant relationship between the number of visits, gender and income with bureauphile, but there is no significant relationship between the types of job, age and education with bureauphile.

One of the aims of the student selection system is to achieve justice. In this regard, the study was conducted to investigate the procedural justice in the student selection system for bachelor's degrees. To achieve this aim, the mixed method was used. First, data were collected through interviews with experts and analyzed by thematic analysis method, and thus, indexes for procedural justice were obtained to examine the student selection system. Then, the views of students and faculty members regarding the level of fulfillment of the mentioned indexes in the student selection system were collected through a questionnaire and were analyzed with descriptive statistics and inferential statistics and findings were obtained. These findings indicate that both groups of students and faculty members believe the student selection system is not in a good position in terms of procedural justice. Also, according to these findings, there is a significant difference between the views of students and faculty members regarding the level of fulfillment of procedural justice in the student selection system.

Many organizations face the challenge of having employees with low sense of job belonging. The aim of this study was to compare employee’s belongingness models with emphasis on human resources in Iranian organizations. The method of research is qualitative comparative using content-oriented analysis approach. The statistical population includes all models of employee’s job belonging using purposeful sampling method for selection of samples. The method of data collection is documentary and method of data analysis was deductive content analysis. Findings show that the highest degree of similarity among employee’s job belongingness models is on emotional belonging, work quality, possibility of progressiveness and reward and benefits components. Also, out of the 14 selected models, about one third emphasize on role of effective leadership, customer orientation, and productivity dimensions to increase employee’s job belonging. Another finding of the study is lack of attention of all models to the role of components such as social and organizational cultures. According to the research findings, it is suggested to human resources policymakers in governmental and non-governmental organizations of Iran to pay more attention to components such as role of social culture and organizational culture to design a new model for their organizations.

The purpose of this study was to compare teacher’s empowerment systems based on in-service trainings.

 The present study was practical in terms of purpose and qualitative research in terms of data collection using a four-stage approach introduced by George. Z. Brady and John Stuart Mill’s method of agreement .The statistical population included  countries (Canada, South Korea, Japan, Finland, and Australia, due to the absence of African countries in the ranking, Malaysia due to its close cultural and political context) according to the ranking in Legatum Success Index (2019) and the characteristics of pre-service and in-service teacher training (Arthur Donald chaker and Richard Hines, 1997) that was selected based on purposive sampling .The information needed to answer the questions of this research has been collected through library documents, research reports, encyclopedias and university statutes, and site searches.

 Research findings show that teacher’s professional development should be considered as a process system and their professional development should be systematically designed, supported, budgeted and reviewed. This system should promote and make teachers effective.

 Each country’s principals and officials considering regional requirements along with upstream documents implement different measures and programs to improve the quality of teacher’s empowerment programs

The purpose of this study is to identify the women’s expectations who are working in public organizations and to examine organization in Yazd Province in terms of fulfilling these expectations and demands.  The research is qualitative in terms of methodology using a qualitative mixed exploratory approach. 17 female employees, randomly selected, interviewed to collect the qualitative data and a questionnaire, developed based on the qualitative findings, was used in the quantitative section. Employing a snowball method, the questionnaire distributed among randomly selected female employees in Yazd Province public organizations. Findings in qualitative phase explored the dimensions of commitment to policies and law implementation, Providing facilities and benefits for women, supportive environment, vacation opportunity, justice-based behavior, and the equal educational opportunities. Survey results showed that the level of female employees’ satisfaction toward the justice-based behavior, equal services and welfare facilities, supportive actions are lower than the average

The organizational culture is one of the critical elements of the organization which determines organization approach to manage its activities. On the other hand, organizational culture has a systematic and direct relationship with employee empowerment and can be a factor in the success or failure of organizational programs. Such an idea has been considered in various studies. The present study was conducted to develop and explain the empowerment approach based on the culture of the organization in the municipality The method of data gathering is questionnaire. The statistical population of the study was employees and managers. Sampling was done randomly. The findings show that the organization has an inflexible culture, and the managers approach in terms of strategy is completely rational and controlling. Accordingly, the dominant cultural model is situational, and the functionalist empowerment approach is appropriate to this cultural model.

One of the aims of the student admission laws, is to achieve justice. The present study was conducted to evaluate the student admission laws in terms of justice. To achieve this aim, a mixed method was utilized; that is, the research began with the qualitative method and continued with the quantitative method. The qualitative section of the research was aimed at exploring the indexes of justice that can be used to evaluate the laws of student admission. The results of the statistical analysis indicate, according to the students, justice operates below average in the laws of student admission. Also, these results indicate that there is no significant difference between the views of male and female students and those of students from different provinces.

Values of public sector are considered to be key elements in this sector; identifying these values is important because they have guiding role for public sector as a compass. This paper aims to determine public acceptance values in Iran's public sector. To this end, the identified values of theoretical literature were investigated using a fuzzy Delphi method based on consensus. Based on results of the research, values were identified in five categories (ethical, professional, democratic, human and religious). The findings of this phase were distributed among the staff of the Program and Budgeting Organization using a questionnaire to prioritize values. According to the results of this section, values such as honesty, fairness and saving in public property have higher priority and superiority and representation were the lowest priority.

This inquiry has attempted to explain the diffusion of corruption in public organizations by the Bandwagon Effect and the individual and organizational factors that affect it. For this purpose, the qualitative approach has been pursued and data has been collected by the interviews conducted with employees of public organizations and organizational experts. Accordingly, Grounded Theory has been adopted as the methodology of the research through which the data has been analyzed in three phases: open coding, axial coding and selective coding. In open coding phase the ideas of interviewees have been conceptualized and categorized; in phase of axial coding the phenomenon, casual conditions, contexts, intervening conditions, action strategies and consequences are determined; finally, the relationships of these elements, the core category and the storyline of the corruption diffusion by the Bandwagon Effect have been introduced in selective coding stage. In conclusion, the main questions of this inquiry have been answered.

The purpose of this research is to design a model for policy-making of business clusters development in Iran. "Grounded Theory" is applied for designing the model. The necessary information resources were gathered by conducting interviews with policy makers of the public and private sector and studying organizational documents. Findings of the research show that the main reasons for cluster development are the economic position of clusters and their different structural features. cluster development involves several dimensions including value chain promotion, market development, technology upgrading and human resource development. Also, the most important policies of cluster development can be considered culture-building and legitimizing at the national level, institutional networking, identification and prioritization of clusters at provincial level, and trust building, BDS promotion, and development of business networks at the cluster level. The consequences of cluster development are the synergy of policies and the reduction of social problems at the macro level.

This study aimed to analyze the article1of the law of objectives, functions and structure of the Ministry of Science, Research and Technology and study cohesion of science, research and technology policies since 1383. To this aim, coherence and alignment of policies at two levels (vertical integration and horizontal integration) has been considered based on content analysis and documentation of four components (policy objectives, policy tools, institutions and enforcement authority) has been conducted. The results of the analysis documentation show that coherence between policies, both vertically (31.22 percent) or horizontal (between mega policies, 25%) is not desirable.

Mentoring as a critical strategy, is a way to alter and improve individuals’ perception and values toward their position, organization and managers for better understanding of organizational behavior in workplace context. In some Iranian organizations, subordinates are more likely to be distrust to their supervisor's abilities and competencies. This puts employees not getting engaged to their tasks. To tackle this problem, mentoring is suggested as the effective solution. To this, we can suggest two solution. First, if mentees trust to their mentors, the trust of supervisor as an antecedent can be examined while mentoring effects on outcomes such as Affective commitment, Intention to quit, Job involvement, and self-efficacy. Second, it is required that supervisor or management trust to mentee. In this circumstance, we can refer to first solution rather than mentoring and trust in supervisor. Further, our study is based on Social exchange theory (SET) which explains the relationship between subordinates and supervisor. Our results show that second solution is more desirable. In other words, once supervisor use mentoring as effective way, staff would show high level of trust to supervisor and thus, they show high level of Affective commitment, Job involvement, and low level of Intention to quit.

The primary goal of the Islamic Republic of Iran is to achieve the development. So, the establishment of meritocracy is considered, as the most effective action in the development program.The first step in this field is to identify manager’s key competencies. Numerous studies have been conducted in this area till now, which any have tried to provide an approach to develop the competency model of human resource. This study reviews the theoretical basis of manager’s competency and using experts management experience in the country offers the framework of the competencies of the Minister of Science, Research and Technology. The Research method is thematic analysis and research data collecting method is interviews with 14 experts. The results of the interviews are categorized in seven major themes including conceptual skills, human skills, technical skills, personal characteristics, the administration and management experiences, values and attitudes, knowledge and awareness.

Pro-social rule breaking and violation of the rules and policies is one of the organizational phenomenon, yet the employees’ breaking the organizational rules is not always self-interested. There are some instances where the employees intentionally violate a formal organizational policy or regulation with the primary intention of promoting the welfare of the organization or one of its stakeholders and as a result, this topic caused the organizational behavior scholars to identify the antecedents of such behavior within the work place. In this article we are looking for the individual antecedents of pro-social rule breaking. We pursue a quantitative approach in this article and our statistical population is the employees who work in the fourth regional office of Tehran municipality. We found that the likelihood of pro-social rule breaking was positively related to “risk-taking propensity” or the natural tendency to overestimate the likelihood of success when engaging in risky endeavors and “empathy” or the ability to understand and share the feelings of other people.

organizations increase organizational learning capability with the help of intellectual capital، thereby provide improvement of productivity. The aim of the study is to explanation the relationship between intellectual capital and labor productivity، whit the mediation of organizational learning. Previous studies rarely examined the relationship between intellectual capital and labor productivity. Moreover، most of the studies neglect the mediating effect of organizational learning in the relationship between intellectual capital and labor productivity. This study uses questionnair method to survey the relationships governing intellectual capital، organizational learning، and labor productivity. Results are based on Empirical data collected from Ministry of Science، Research and Technology. The finding of this study indicate that، the intellectual capital has a significant positive effect of on the labor productivity. Also، the resualts indicate that، in case of realizing the organizational learning as a mediating variable، it can have meaningful wffect on the relationship between intellectual capital and labor productivity.

The policy change is complex and multifaceted process and a common way to explain this process is the use of policy change theories. The main purpose of this paper is analyze the law of «goals and tasks of the Ministry of Science، Research and Technology» as one of the major changes in the structure and management science، research and technology using Sabatier and Jenkins – Smith’s advocacy coalition framework. Research state that policy changes (changes in the law «goals، tasks and organization of the Ministry of Science، Research and Technology») in the resultant emergence of coalitions and competition between them and also external changes can be explained. The article claims that، despite some limitations advocacy coalition framework، it has clear applications to analyze the policy change process. Due to the nature of this case and purposes of this research، the qualitative analysis has been used. The researchers have used the qualitative survey method for data collection (interviews) and qualitative content analysis to analyze data.

Environmental challenges of the present time in the fields of technological advances, increasing customers’ expectations, and the necessity of organizational flexibility have made organizations look for new ways to preserve themselves in the market. In this respect, many organizations have resorted to staff empowerment and commitment. This study aims to examine the relationship between staff empowerment and organizational commitment and their effects on the study population of this paper. This survey is of correlation type using descriptive methods with applied goals. Statistical population of the study included the personnel of Bagherololum Hospital in Ahar Town. The results showed a positive and significant correlation between staff empowerment and commitment.

In recent decades, the approaches have changed from public administration to public management. Accordingly, the public sector has continuously attempted to improve efficiency and effectiveness of its performances. Thus, administrators have been challenged to achieve his goal and deliver quality services to citizens. Public entrepreneurship has developed for reinventing of government performance and introducing the frameworks for public and nongovernmental sectors. These frameworks have been developed for improving of productivity, effectiveness and accountability in public sector. This article surveys the structural factors that may influence public entrepreneurship. The research method is descriptive –survey based on correlation and it was conducted in Tehran public organizations. The results show that there is a significant relationship between structural factors, organizational performance and public entrepreneurship.

Human resources are one of the valuable sources in every organization that causes the organization development. Nowadays with changes in organizations and their environment, career management of human resource is one of the main strategies for providing a necessary background for development and improvement of human resource and finally the whole organization. One of the basic factors that has an important role in this case is career management of staff. In this basis, the existance of officient managers who whould have necessary skills to lead career management of staff with development and change in required in each organization. So in this research, three skills in the form of three hypotheses and rate of their importance are considered and discussed. The results of this research: 1. The effectivness of “self-knowledge skill” on “career management” is at the first level. 2. The effect of “environmental-knowledge skill” on “career management” is at the second level. 3. The effect of “interpersonal-knowledge skill” on “career management” is at the third level.