فصلنامه مدیریت سازمان های دولتی
سال ششم شماره 2 (پیاپی 22، بهار 1397)

There is a desire to survive in any organization. Profitability in the private sector and public satisfaction in the public sector guarantee survival. That is why the quality of education in both public and private sectors is essential. The private sector has surpassed the public sector in the use of management patterns. The present study was conducted in a qualitative approach framework by using the grounded theory research method. Semi-structured interviews were used for data collection. Using snowball sampling method, 18 experts familiar with the concept of human resource (HR) excellence including university professors, HR managers of governmental organizations, and experts in the field of excellence were interviewed. Data analysis was conducted in open, axial and selective coding and the desired pattern was designed based on the results. The pattern includes: causal conditions (inefficiencies, expectations and requirements), the main phenomenon (HR excellence in the governmental organization), contextual condition (the theory of new public service, culture of excellence and rules), intervening conditions (sub-models, governmental management features and differences between public and private sectors), strategies (government, politicians, HR organization, HR functions, administrative ethics, people, partners and family), results (organizational and HR), outcomes(organizational, community and idealistic), and perception (people and colleagues).

For dealing with the complex problems and providing the appropriate solutions for them, first we must identify the various types of such problems. The aim of this study is to find the characteristics of organizational complex problems from the managers' viewpoints and comparing them with the experts' viewpoints on these kinds of problems. For this purpose, we first identified the characteristics of complex problems from expert's viewpoints in the related literature. Then, we conducted semi-structured interviews with fourteen managers in some public organizations. In these interviews, we asked the managers to express their own definitions of complex problems or refer to the various examples of them in their own organizations.
In this paper, first, a qualitative content analysis of interview transcripts has been utilized in order to extract the characteristics of the complex problems from the viewpoints of managers. At this stage, we could identify eight main characteristics of complex problems and compared them with the characteristics identified from the viewpoint of experts correspondingly. Then, at the next stage, we used a deconstruction method to better understand why managers had pointed to these main characteristics. The results of this section implied the confirmation of these characteristics in a different way.

Despite the high importance of the oil industry mega-projects in IRAN, it is clear that there is no robust condition to get succession in these projects. One of the reasons is addressed by the ignorance of the true project management. The aim of this research is to identify and prioritize the oil project success factors, and to identify the guidelines to manage these projects. This work is an applied research and the research method is descriptive. All of the research stages include Nominal Group Technique (NGT) to elicit judgments of 12 experts. A list of success factors, containing the relevant project management knowledge areas, is obtained with the use of library study, literature review and the expert elicitation. In order to assign the weights to the factors and prioritize them, knowledge areas are ranked as BORDA numbers, as well as the relevant success factors. The obtained ranks are transformed to the weights, using Rank Order Centroid (ROC) method. Then a geometric mean is carried out to get the final weigh of the success factors. Finally, some guidelines are recommended for the projects, with the use of the experts judgments. The research findings include 42 success factors and 46 guidelines. The results show that the most important factors, with more than 25% of the total weight, are alignment between objectives and activities, clarity of scope, and stability of program managers.

Environment is coalition of organizations that moves towards their goals by uncertain process of bargaining and reduce related demands. Because the power is one of the most important resources of every organization in society that must be effectively managed like any other resources. In addition, Strategic thinking is not only includes a system of strategies to achieve competitive advantage and value creation, but rather should be able to present the legitimacy of the strategy to justify the rightfulness of the organization's strategy through a process of political bargaining.
This paper considers the components of legitimacy of the strategy. In the first step by studying models and approaches to strategic thinking and theories of power, the nine component of legitimacy strategies were identified and then with Delphi method and expert opinion, the six of component in three stages were selected.
In the second step, the DEMATEL method to analyze and rank the cause and effect is used. Finally, according to analysis the result of the DEMATEL method, three components are known as Causality components: power supplies, incentive structure and Stakeholder expectations and game rules. The power, infiltration mechanism and engagement of stakeholders are shown as the factors of effected components.

Public policies are play an important role in the country's progress and development So that the goals of development and Welfare any country depends on the quality of public policies. A major challenge facing the public policy making system is How to evaluate the quality of public policies and programs. This Mixed research in the first stage Is designed A comprehensive model for quality evaluation of public policies. In the second stage, Relations between Factors of Produced model open to Quantitative Test. Therefore, the aim of this study was to design a model for quality evaluation of public policies in the qualitative phase, and in the quantitative phase study designed to test the conceptual model. Results show that According to the process of public policy making, the most important stages to that effect public policies quality are The formulation of public policy and the legitimate public policy.

The purpose of this research is to propose a competency-oriented performance assessment system via succession planning. It was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in Isfahan province in the quantitative section. judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.82 and its validity was approved. Data analysis was carried out through descriptive statistics and inferential statistics including exploratory factor analysis, confirmatory factor analysis and structural equation modeling. The results of the survey in the qualitative section illustrate that there are 24 components of competency-oriented performance assessment system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest factor loading (0.92) and flexibility has the lowest factor loading (0.79) and other dimensions are in subsequent order of importance respectively. Likewise, the results disclosed that dimensions of competency-oriented performance assessment system have a positive and significant effect on establishment of succession management.

Delegation of power as a legal act in an organizational management system has an important place because it has multiple effects because it is one of the ways to decentralize in the optimal management of human resources. In fact, this can be achieved through organizational goals to empower employees, Participatory management and accountability have been achieved, organizations that are well-defined in this title and legal authority, the agility of the organization, and the satisfaction of employees and clients. Because the co-creation and participation of the organizational set-up is one of the most important effects of the conferral of authority in the field of public and administrative law and organizational management. The term "power of attorney" as a lawyer generally has a logical connection and common sense, although there are certain procedures for conferring authority in public law unlike ordinary lawyers. Hence, in administrative law, the power to delegate authority in the management system is defined by the various pillars and stages, as well as the effects of delegation of authority, can be decentralization, strengthening supervision, creating competition among employees and encouraging them and accountability.

The presence of women in social, economic and political activities has increased due to the development of societies, and if the presence should be continued, societies require providing a proper context. The present study aims to investigate the effect of Organizational Mobbing behaviors on occupational and organizational attitudes. The research method was adopted a descriptive and correlational approach. The sample consisted of 170 female employees who work at Tehran University. An online questionnaire, including 45 series of questions for Organizational Mobbing and 61 series of questions for organizational and occupational attitudes, was employed to collect data that were then analyzed using Factor Analysis and Spearman correlation. The findings show that Spearman's correlation coefficient between Organizational Mobbing behaviors and occupational and organizational attitude was found to be negative, and a negative and significant correlation between occupational and organizational attitude and mobbing behaviors was appeared. The analysis indicate that there is a negative and significant relationship between Organizational Mobbing behaviors and occupational and organizational attitudes. Although the presence of women in organizations has been increasing, bullying behaviors in organizations is growing that can result a lot of damage in this group. Therefore, organizations should take necessary measures to provide a comfortable and peaceful place for them so that they can boost their career in the organization.

This study examined the relationship between strategic thinkingLeadership and career plateauEmployeesin the Education Department ofChaharmahal and Bakhtiariprovince. Given the nature and purpose of this study, correlation method with descriptive design was used. Statistical sample of the research included 200 people. Data were collected. To test the hypotheses, Pearson test and inferential statistical method of linear regression were used analyze the data. The results of showed a significant relationship between the manager's strategic thinking career plateau of the employees. Moreover, there is a significant and inverse relationship between listening to new voices by the manager and career plateau of the employees. There was a significant and reverse relationship between the creation of new interactions by the manager and career plateau of employees. There was a significant and reverse relationship between the creation of new motivation by the manager and career plateau of the employees. There was no significant and reverse relationship between the manager's satisfaction with the new experiences and the career plateau of the employees. There was a significant and reverse relationship between the design of the new thinking framework by the manager and career plateau of the employees.

The aim of this study is to identify the role of moderating professional ethics in the relationship between ethical leadership and Certified Public Accountants performance. The present study was conducted in 2017 and the statistical population of this study is all auditors employed in all auditing institutions accepted in the Iranian Association Certificate Public, of which 150 were selected by simple random sampling method.
The data of this research were collected through ethical leadership, performance and professional ethics questionnaires and analyzed in two descriptive and inferential levels. To confirm the validity of the questionnaires, the expert's opinions and confirmatory factor analysis were used. The results confirm the validity of the questionnaires. For data analysis, structural equation modeling and partial least squares algorithm (PLS) were used. The results of the test indicate confirmation of the role of moderating professional ethics on the relationship between ethical leadership and the performance of independent auditors.