فصلنامه چشم انداز مدیریت دولتی
پیاپی 39 (پاییز 1398)

The purpose of this study is to predict the behavior of employees of public and private banks of Iran in the case they think their authority and job control are threatened while having different perceptions of their supervisor's perceptions in a similar situation.

Applying sequential exploratory method, qualitative data collected through library research and narrative plus expert interviews. In the next step, gathered data was coded and qualitative model of research designed through qualitative analysis. Then, by designing and validating the experiments and applying mixed models, the research was carried out in the banking network of the country.

The results of this study indicate the effects follower positive perception of position and perception of leader perception have on his job control and authority. The mixed model obtained in this study is able to predict the behavioral tendency of employees in both state and private banks considering presence and absence of different perceptual states, random effects between individuals, status effect as well as position effects while follower believes leader's perception of situations might threaten his / her job control and authority.

Considering the fundamental role of organizational structure and culture in the results of experiments, it is suggested that in future studies, organizations with different structural and cultural peculiarities to be studied. Also, given that the time slice of this study is of a cross-sectional nature, it is anticipated that longitudinal studies bring new results. It is also important to note that this study did not examine the passive approach of individuals in the face of different situations, so it is suggested that future research also consider the reasons for adopting passive approaches from the perspective of passive psychology.

This research is important from two aspects: from a fundamental point of view, the results of this research in the field of organizational behavior can provide a framework for future studies and from an applied perspective it can also help to predict employee behavior and awareness, while increasing leaders' ability to achieve desirable behavior from followers by means of contingent interventions.

Today, The increasing employee’s societal expectations and pressures even out of organization (public and media) have added to HRM emphasis intensity towards social responsibility. Hence, the purpose of this paper is to identify social responsibilities of human resource management.

This paper was done through the Meta synthesis analysis. For this purpose, after searching the databases in a time limitation 1980-2019, 38 researches were selected that directly examined the subject of social responsibility of human resources management and entered the analysis phase. The selected researches were entered to MAXQDA software for coding.

After coding process 61 codes were identified. From the referral point of view, among the identified codes are gender nondiscrimination codes for related employment opportunities (18 referrals), Coordination programs and balances of private life with professional life (13 referrals), Pay attention to equal behavior (nondiscriminatory) in the recruitment process (10 referrals) were the most important in terms of the number of referrals in research terms respectively. In the next step, codes were divided into 18 themes and themes were categorized into 4 conception.

Achieving a comprehensive model with Meta Synthesis approach is one of the innovations of this study, which could be a pattern for other research.

Nowadays the concept of Human Resource Branding and Human Resource Brand Management have been used to illustrate the effectiveness of HRM policies and practices in organization foundation, human resources structure, and providing an excellent work environment. The purpose of this study is to design a model for branding of the HR system. Design/Methodology/Approach

This research is carried in a qualitative framework applying the grounded theory research database. In order to collect data, the available literature from discussions on employee, employer brand and human resources branding is evaluated and the 2019th best companies in this area was outlined according to the Sunday Times magazine. Semi-structured interview have been designed using a targeted sampling method with 30 human resource managers, human resource specialists and staff members. Data analysis was performed in three stages: 1.open coding, 2.axial coding and 3.selective coding.

The results show that 260 codes or initial concepts, 85 concepts and 23 categories have been extracted from surveys and interviews that are based on a paradigmatic model including the main category (human resource system), causative conditions (internal brand, organization brand, Senior management support, talent identification), the platform of the ruler (the attitude of the staff to the organization and the staff towards the employees, the alignment of the resource system with the organization's strategy, the competitive environment and the dynamic environment), the conditions of the intervention (uncontrollable prone to talented staff, -Not application of existing human resources system, organizational imbalance, inappropriate performance management, personal behaviors in the organization, organization culture), strategies (Human resource management, process strategy), and outcomes (individual, organizational, national, and international).

Regarding the importance of electronic governance as one of the key issues in policy making, and the lack of relevant theoretical studies and research in Iran, the purpose of this study is to achieve a framework of policy‎makers’‎attitude‎towards‎e-government.

This research has been carried out using Grounded Theory method. The statistical society is the experts who have practical knowledge and experience in formulating the export development policy. Experts were selected by snowball sampling method and the data were managed using Atlas software.

After analyzing the text of the interviews, the central topic of "The implementation of e-governance in policy formulation" was considered, which includes the main dimensions of targeting (stakeholder participation, transparency, accountability, and e-government).. The findings showed that the demand of exporters, the priority of non-oil exports, and the expansion of ICT are factors influencing the implementing e-governance in export development policy formulation.

the implementation of e-governance can result in exporters' trust, stakeholder satisfaction, legitimacy, and improved quality of export policies. e-governance has positive effects, such as the satisfaction and trust of exporters, and increases the legitimacy of the government among the stakeholders and improves the quality of policies in the country.

public governance thinking and gaining exporters' trust considered as limitations for implementing e-governance in export development policy formulation. Innovation or Value of the Article: this research by Identifying the causal factors, mediator and moderator and the developing of final framework adds to the research findings of e-governance in export development policy formulation.

The purpose of this study was exploring the antecedents of workplace ostracism and their hierarchical relations in the frame of interpretive structural modeling (ISM) in a public organization.

This research is a case study. In order to gathering the data, after reviewing literature and identifying antecedents of the phenomenon of interest, based on the Likert scale a half-closed questionnaire was developed and through concept sampling distributed among 19 members of organization whom they had living experiences about workplace ostracism. Using fuzzy analysis, the questionnaires statements were screened and after categorizing, the ISM measure were developed and distributed among participants.

Based on findings, the model was possessed of 8 factors in 5 levels (the first level: lack of extra-organizational system to monitor and audit managers; the second: dysfunctional properties of organization management; the third: the discrete but coherent-look organizational culture and weakness of inter organization managerial systems; the fourth: features of ostracism target, the dark climate of organization, and breakdown between both sides of ostracism; and the fifth: mistreatment against the target of ostracism). Practical Consequences: The key element to decline the ostracism in the studied public organization and similar organizations is to avoid appointing managers with dysfunctional characteristics in the organization.

The case study strategy reduces the generalizability of the findings. The interpretive structural modeling approach is also not capable of weighting the network of relationships among the factors.

The paper is based on a domestic view to the organizational ostracism and its antecedents.

This study aimed to analyze the factors affecting the inefficiency of human capital management of public organizations in Kermanshah province and presenting strategies for its improvement.

The research-based approach is a consecutiveheuristic one that uses a systematic approach in the qualitative part of the Grounded Theory approach and in the quantitative part a descriptive-survey method. The study population in the qualitative and quantitative part of this research included academic professors and managers, assistants and experts in different areas of human capital management in government agencies in Kermanshah province. The data collection tool was a semi-structured interview in the qualitative section and a questionnaire in the quantitative section. Interview data in qualitative section were analyzed through open, axial and selective coding, and in quantitative section prioritized by Friedman test.

The results of this study showed that the weakness of the provincial administrative system in the areas of providing, maintaining, training and evaluating the staff performance has contributed to the inefficiency of human capital management. And training and improving staff and efficient implementation of the performance appraisal system as inefficiency strategies have resulted in multiple outcomes in the individual, organizational and provincial domains. Also, general and specific conditions, called intervening and contextual conditions, affect inefficiency strategies.

The findings of this study were based on the views and experiences of relatively limited individuals and this weakness could limit the statistical generalizability of the research findings. To remove this limitation and to increase external validity, the opinions of 100 elites have been collected and analyzed.

Providing solutions to government agencies in Kermanshah province with the aim of improving human capital management

Understanding how the formation of employee attitudes can provide valuable insights for researches and managers to increase the rate of entrepreneurial behavior in the organization. From this point of view, the present study aimed to explaining the role of spirituality and perceive of ethical leadership in the importantperformance map analysis of employees' entrepreneurial attitude by emphasizing the mediating role of employees' spirituality has been made. 

Design/Methodology/Approach:

The research is descriptive-correlation that statistical population of the study consisted of employees working in once departments of the National Iranian South Oilfields Company that's a 110 sample with stratified random sampling method was selected. To analysis the collected data, the Structural Equation Modeling and Smart PLS 3 software were used. 

Research Findings:

The findings demonstrate that on the one hand employees' perception of ethical leadership has a positive and significant impact on their entrepreneurial attitude orientation, and on the other hand this link is complementary partial mediated by their level of spirituality. At the same time, ethical leadership has a higher important and performance in explaining employees' entrepreneurial attitude.

Managers who seek to increase the rate of entrepreneurial behavior occurring by their employees in the organization can achieve this by emphasizing the dimensions of ethical leadership in light of people's spirituality and and their intellectual beliefs.

Despite the fact that the current paper presents a new conceptual framework and a new direction to conduct organizational studies on individual analysis levels but more insights in this area are waiting for future research.

Innovation or Value of the Article

Meanwhile the current paper provides valuable insights into causes and origins of entrepreneurial attitude orientation at an individual level can provide guidance's for prioritizing management activities that are of higher importance for the essential aspects of the selected target (i.e. the entrepreneurial attitude), but there is a need for performance improvements.