فصلنامه فرایند مدیریت و توسعه
سال بیست و دوم شماره 3 (پیاپی 72، پاییز و زمستان 1388)

Nowadays, good governance is one of governance excellences which is famous around the world because it is used by the World Bank as a survey tool for periodical monitoring of governace around the world. Without doubt, good Govrnance could not be a comprehensive model for measuring governance excellence in different countries with different situational conditions. Hence, the purpose of this paper is to recognize limitations of good governance model with a contingency approach, and to develop a native model for measuring governance excellence in Iran.

 This research is an analytical-critical method. A deep interview was used to identify twelve limitations regarding good governance, and by analyzing Islamic contents, an elementary model was developed. Results indicate that the good governance model suffers from following limitations: 1) a root in neo-liberalism values: 2) ignoring a multi-layer governance: 3) generalizing a western model of governance to other countries; 4) a loose scientific framework for modeling: and 5) inhenrent conflict among measuring indicators. In general, these deficiencies put a question on its generalization to the Islamic regimes. Hence, a model of decent Islamic governance was developed through analytical review on Islamic contexts.

Employee’ turnover is a problem at which organizations traditionally has focused on it. Employee' turnover is a process that can happen in any organization and last for few days or several years. Turnover intention is a Primary stage of real turnover and leads to considering different human resource management practices in recent years. The main goal of this research is to investigate impacts of human resources practices (career management, person-job fit, compensation, performance appraisal, job control) on turnover intention; mediating effect of job engagement. The research statistical population is consisted of public organizations employees in Tehran. The methodology of the study is descriptive, applied, causality and field study. To collect the required data, a questionnaire designed based on theoretical foundations that contains 57 questions. To Statistical analysis, techniques such as path analysis and multiple regression are implemented. Results showed that human resource practices have significant effect on job engagement through its effect on turnover intention.