فصلنامه مدیریت سازمان های دولتی
سال ششم شماره 4 (پیاپی 24، پاییز 1397)

The issue of combating money laundering and its international and internal standards are very important that in accordance with these standards, the financial action group and even the International Bank for Recognition are conducting a ranking of the banks and the styles of them in the countries. In this regard and in accordance with the standards, the banking systems of each country are required to executive the bylaws and regulations which is related to anti-money laundering laws to pave the way for international cooperation.
On this basis, it is important to develop and present a model for preventing and combating money laundering. The main purpose of this paper were developed to adopt by using content analysis method and utilizing the opinions of experts and exploratory analysis, Kolmogorov-Smirnov test, Delphi method, Bartlett test, Levine test and T-test with Using of SPSS22 dimensions, components and indicators of the desired model were extracted for Bank Saderat Iran and frameworks of the elements of the model.
Furthermore the model was evaluated and the results show that the measures taken to prevent and combat money laundering are not consistent with the international standards developed by the financial group

With a mixed exploratory approach (qualitative- quantitative), the present study aims to design a model for strategic human resource management with high-performance work systems. For this purpose, 34 main themes of the subject literature were extracted and consensus was established through the implementation of the Delphi method, with the participation of academic elites and knowledge-based knowledge companies. Finally, by deleting 4 dimensions of the 3 new dimensions by panel members, 33 Then, it was identified as the final concepts which includes concepts high-performance work systems, organization performance, achievements of human resource and competition strategies. The results showed that high-performance work systems have a positively direct impact on the knowledge-based companies. Also the package of high-performance work systems has a positively direct effect on the achievements of human resource through which the organization performance is indirectly affected. However, the moderating role of the competition strategies of differentiation and focus was not affirmed

The purpose of this study is to provide a behavioral entropy pattern in the organization. This research has been carried out in the framework of qualitative approach and using the research methodology of the Foundation. Data collection tools were semi-structured interviews and interviews were conducted using a targeted sampling method with 23 senior and middle managers of Isfahan municipality and academic experts familiar with organizational issues and organizational behaviors. Data analysis was performed in three stages: open coding, axial coding and selective coding. Based on this, a qualitative research model was designed. In this model, the most important causative factors were individual, organizational and environmental factors. The main phenomenon in entropy was the behavior of organizational injustice. The underlying factors included lack of organizational transparency, inappropriate socialization, lack of comparative leadership and organizational culture. The results showed that the weakness of communication systems, the silence of managers against the hackers and the hypocritical behaviors of managers and employees are the most important factors in intervention. Based on the results of the justification, the escape rule and the non-emotional-mental conflicts are the strategies of individuals in behavioral entropy. Finally, the entropy consequences of behavior were categorized in the form of five individual, organizational, group, family, and environmental consequences.

Unethical behaviors occur in most of organizations but a form of them is often neglected. A specific kind of unethical behaviors that are conducted with the intent to benefit the organization or its members is called "unethical pro-organizational behaviors". So the present study aims to identify the reasons of unethical pro-organizational behaviors occurrence in governmental organizations. The strategy of research is narrative research and using narrative interviews, the individuals’ experience unethical pro-organizational behaviors were obtained. Fourteen managers from governmental organizations in Khorasan Razavi were selected through purposive non-probability sampling. Thematic analysis method was used to analyze the qualitative data. The findings are three categories which included organizational reasons (supportive behaviors of top managers, inefficient monitoring and evaluation, inefficient distribution of credits and budget, authority domain and time pressure), individual reasons (organizational identity, commitment, Compassion, self-serving and risky personality) and legal reasons (lack of rules, ambiguity of rules and incompatibility of rules).

This research aims at finding an answer to this question: what factors can lead to a reduction in the employees' tendency to commit service sabotage? To this purpose and regarding the extensive studies done in this field, the qualitative meta-synthesis method was used. The reason for choosing meta-synthesis approach is that it can help discover the new and fundamental themes and metaphors by providing the researchers with a systematic frame and by combining different qualitative researches and consequently making it possible to have a comprehensive and broad perspective toward issues. The sample intended for meta-synthesis in this research is composed of selected qualitative studies based on their relevance to the research question. In this study, a sample of 151 related studies was extracted from both internal and external databases during the years 2002 to 2018. After screening the researches with respect to their title, abstract, content and quality, 71 internal and external studies were left, results of which were combined with each other. The implementation of this process resulted in the extraction of 47 factors effective on reducing the service sabotage, which were categorized in eight groups including individual, interpersonal, organizational, family, ethical, beliefs related, economic and environmental factors. furthermore, the present study provides managers with a both categorized and classified list of effective factors on reducing the service sabotage done by the employees and will enable them to manage these behaviors better and yet reduce the costs of such behaviors for their organizations.

Reducing the politicization of administrative system has been considered as an important goal of the reforms of administrative systems. The main purpose of this article is identifying the indicators for distinction between political and administrative jobs as a solution for politicization of administrative system of Iran that recognized by State Service Management Act.
Administrative jobs are those which should change based on career and changing them based on the results of presidential election is wrong but political jobs are those that president can change their employees after presidential election. Identifying the measures for distinguishing these jobs is the purpose of this article. In this regard, at first, the indicators for distinguishing these jobs are identified based on experts viewpoints then these indicators have been set in the form of questionnaire and prioritizing for political and administrative jobs. The results show that need for: bargaining and political lobbying, considering religious and national values, and necessity of political accountability are the first three indicators for political jobs. Necessity of occupational accountability, specialization of job tasks and necessity of legal accountability are the first three indicators for administrative jobs

Increasing competition in the business environment and the need for integration of intra and inter-organizational, supply chain and developments in the field of information technology systems are the main factors shaping enterprise resource planning systems. These systems create integration within the organization’s operations to increase the speed and ease of business process and the possibility of continuing and providing a competitive market. Hence, the present study investigates the effect of enterprise resource planning (ERP) on agility in Iran private banks, especially Pasargad Bank in Tehran. The research subjects were 343 employees of Pasargad Bank in Tehran, which were selected using simple random sampling method and Cochran formula as a statistical sample. It is a descriptive-analytical study and an applied regarding purpose. Data were collected via the questionnaire (Aburub, 2015). In order to analyze the data have also been used Kolmogorov-Smirnov test and structural equation modeling approach was used to determine the type of data distribution. As well as, hypotheses were tested by analysis of overall model fit. The results indicate that ERP has a significant positive impact on organizational competency, flexibility, speed, accountability and agility.
Key Words: Enterprise Resource Planning (ERP), Agility, Organizational Agility

The question of why some of the staff leave the organization and others remain has been challenging the minds of writers and managers for years. despite of more than 60 years have passed since the researches of staff turnover , yet these models could not explain the turnover factors exactly. To cover the shortcomings of traditional turnover models, the idea of job embeddedness was introduced in 2001, which, in spite of, over 16 years since presentation of this concept, has been neglected in indoor literature. The present study seeks to explain the job embeddedness model with the grounded theory approach at the National Iranian South Oil Company. Data collection tools were semi-structured interviews. In order to collect information, a targeted sampling method was used for interviewing 27 managers and staff that were familiar with HRM.data. analysis was conducted in three stages of open , axial and selective coding , using “Atlas Ti “ software .Thus , the qualitative model of research was extracted. The result of this analysis indicates extraction of more than 280 basic codes of interviews as well as 24 concept and 15 categories presented in paradigmatic model. On the basis of this model , managers should try to pursue their own responsibilities in the community and shall have an influential element of social welfare and social culture through extensive social interaction .otherwise, day after day, there will see an outflow of staff turnover.

This study has been done with the goal of surveying good governing on Iran's political culture. Good governing has a specific role in development of a country, especially in state management scope. On the other hand, some of political culture factors empower fundamental parameters in establishing necessary structures for development, especially Shiite political culture. The main parameters of the political culture of Islam have increased the procedure of participation and justice, especially after Islamic revolution in Iran. For this reason, this survey research took place to Pierson Correlation test for a society of 115 people from the organization of academic Quran activities in Iran; moreover the tools of research is questionnaire in which its justifiability and durability has been confirmed. The result of research confirmed the relationship between good governing and political culture. Using appropriate paradigm of good governing along with powering positive dimension of political culture like Shiite culture is one of the main ways of establishing good culture and decreasing the negative impacts of some political culture aspects. Therefore, empowering Shiite cultural institution like mosque, Ashura, religious customs and tradition of remembering of martyrs; in addition, stress on necessary of planning for realization of dimensions of good governing in state management, can lead to decreasing negative impacts of tribal culture in the organization.

This article is to explain an widespread and emerging problem in management styles as showcase management.To design a conceptual framework, the grounded theory was used. Data collection instruments consisted of "exploratory interviews" and "observation". 17 of the university professors had at least five years of work experience were selected for interview. For choice of them the purposive sampling and snowball method was used. Also 26 of managers of some organization were observed and semi-structured interviews were conducted with them. The adequacy of the sample was achieved by theoretical saturation. Over two rounds, the creditability of model was discussed by "focus group" of 15 elites and theoreticians. The designated framework for Showcase Management Theory is supported literature. The results shows 4 factors affects showcase management and 7 strategy for confront with this management style. Finally, to test the proposed framework and the applicability of the theory, certain hypotheses are proposed to be tested by other researchers.