فصلنامه مدیریت سازمان های دولتی
سال چهارم شماره 1 (پیاپی 13، زمستان 1394)

Many background factors impress the failure or success of a project such as parent organizations. Parent organizations have different functions in front of its under-consideration projects that some of them are value creation and some are value destruction. This issue explains the importance of recognition of parent companies communication way to its subset projects. In this research that has done in two phases and based on mixed approach (quantitative and qualitative), at the first phase, it was tried to specify the parent organization communication way to projects by studying on 6 active-governmental project-oriented organization in oil industry and interview with 21 of top managers and project managers. According to the results of this phase, value creation function included supporting, central services and resources, integrating and synergy actions. On the other hand, value destruction function included value destruction functions arising from supporting, value destruction functions arising from resource presentation and central services (overhead costs), value destruction functions arising from synergy actions (resource scarcity) and value destruction functions arising from integrating actions (complexity). At the second phase of the research, studying 8 organizations out of 10 active project-oriented oil companies in Tehran, these functions were prioritized using survey method, the questionnaire and statistical sampling methods.

Based on the last completed research by leadership and strategy magazine, Strategic management is identified as the most utilized managerial tool by polling about 90% of votes. This is while in the opinion of connoisseurs, using available models of strategic management is not appropriate due to differences between for profit organizations and governmental –public organizations. The aim of this research is to design strategy formulation processing model of governmental organizations in uncertainty conditions and based on network governance paradigm, using qualitative analysis and interpretive-structural modeling that finally came in form of diagram and processing model. In this respect, sampling was done in systematic method. Selecting statistical sample was done among experts and specialists. The main criteria of selecting experts were theoretic domination, practical experience, intention and ability of involvement in research and accessibility. At the end, the research results have been drawn and organized as prescriptive processing model. This processing model shows the access path to strategy of governmental organization in uncertainty conditions and based on network governance step by step.

Leaders are responsible, so they need ethics. People in positions such as leadership can be the source of many behavioral changes and this matter will become certain better one these leaders would have high ethical behavior. Present research is dealing with studying the moderator role of organization-person fit, corporate identity and organizational citizenship behavior in relationship between ethical leadership and employee's turnover intention. Statistical universe included employees of Ghavamin Bank in 11th district of Tehran City. A standard questionnaire including 28 questions was used to gather data that was distributed among employees through random sampling method. Analyzing gathered data was done based on factor analysis and structural equations modeling. Results showed that ethical leadership has positive and significant impact on organization-person fit , corporate identity and organizational citizenship behavior of employees at Ghavamin Bank and it has negative and significant impact on turnover intention. At the end, based on the obtained results, suggestions have been presented.

One predicament in present organizations is existence of behaviors such as laziness, aggression, bullying, stubbornness, intimidation, revengefulness that are mentioned as group anti-citizenship behaviors. These behaviors affect both on organization's performance and interpersonal relationships and employees cooperation spirit. The main goal of this research is to identify the impact of job alienation on appearing group anti-citizenship behaviors that can be the guideline for human resource managers for giving posts to people who have the greatest effect on employees. The research is an applied research in terms of purpose and a survey-descriptive research in correlation type in viewpoint of gathering data and it specifically based on structural equations model. The statistical universe of the research included employees of governmental organizations in Ilam City that 384 of them were selected as sample by using Cronbach's formula and classified sampling method. In order to measure the questionnaire's validity, content validity method has been used and the questionnaire was totally confirmed by 10 experts. In order to measure the research reliability, Cronbach's Alpha was calculated by SPSS software as 0.91. Results showed that job alienation has direct, positive and significant impact on appearing anti-citizenship behavior. In addition, studying the impact of job alienation on dimensions of group anti-citizenship behaviors, individually and without communication with each other, specified that job alienation has significant impact on every four dimensions of complaining, stubbornness, time wasting and retreading.

Governmental organizations, in line of their development and growth) should strive to make appropriate mechanisms to present high-quality services to people so that they arisen from the society's needs, values and beliefs. Utilizing the deep and traditional concepts of humanized in governmental organizations and humanizing the organizations can be a new and modern face of governmental organizations that facilitate presenting high quality services and achieving people's satisfaction. The research is an applied research and in terms of methodology, is a survey research that has been compiled by mixing humanized model of professor Pirnia and organizational model of Leavitt and with 16 hypotheses. Statistical sample included 32 of experts of management area and governmental organizations. Results indicated that all hypotheses were confirmed and elements of humanization in governmental organizations were recognized and ranked. Therefore, each concept of humanization can be utilized in organizational dimensions and has indices that considering them, organizations can make themselves humanized and as a result, gain satisfaction and happiness of customers and clients. At the end, based on the results, the organizational humanized model has been compiled in an applied method and some solutions have been offered for implementing the model.

Choosing an integrated approach and an applied viewpoint to the topic of organizational inertia, present research has tries to answer the basic questions that why organizations use very repetitive methods and procedures in handling the affaires and problem solving. The aim of present research is to analyze the meaning of organizational inertia and studying effective factors on it in governmental organizations. Data was gathered by using research quantitative approaches specially survey approach and correlation examination and also a questionnaire from governmental organizations established in Semnan City through utilizing classified sampling method and was analyzed. Results show that the very important effective factors on inertia are knowledge inertia. Knowledge inertia, that included two dimensions of learning inertia and experience inertia, has direct impact on every three dimensions of organizational inertia i.e. insight inertia, action inertia and psychological inertia. Results also indicated that the knowledge absorptive capacity of organizations moderator the relationship between knowledge inertia and organizational inertia. At the end, practical solutions have been presented for going out of inertia situation in governmental organizations.