نشریه مطالعات مدیریت دولتی ایران
سال دوم شماره 4 (پیاپی 6، زمستان 1398)

The purpose of this study is to investigate the impact of the structural characteristics of the board on board processes in State-owned companies. In this research, the size of board, board independence, leadership structure and board diversity as mechanisms of corporate governance were studied. As well, the influence of politicians as a new factor that threatens the independence of the board of state-owned companies was examined. Due to information confidentiality restrictions, many government companies did not agree to participate in the study; therefore, the research sample was selected based on available sampling. Finally, 127 out of 265 companies were surveyed. Three researcher-made questionnaires and one standard questionnaire, Ong Chin Huat, were used to measure board processes. Structural equation modeling (SEM) and smart PLS software were used for data analysis. The results indicate that board decision-making processes are affected by board size. More precisely, the size of the board has negatively affects the three processes of coherence, norms of effort and application of skills and knowledge of the board. On the other hand, the role duality of CEO has a positive impact on applying skills and knowledge process. Moreover, the board diversity with three diversity index; age, field of study, and professional background of board members has a significant positive impact on all board processes. According to results, the effect of age diversity index with negative factor loading, and the effect of diversity of field of study and professional field with positive factor loading were confirmed.

Extracting decent responses from Islamic scriptures and thoughts for questions arisen from management act and knowledge have led to production of works recognized as Islamic Management among academic and Howza societies. Although the values of the Islamic Revolution of Iran have not been fully elucidated in managerial system of the country, the growing trend of published works in Islamic management has been prominent since the beginning of the revolution, a claim which should be scrutinized. This study follows the research already done titled "Islamic Management in Iran: Contexts and Emergence" and is the second ring of its chain. The aim of this research is to represent the efforts made in the second decade of the Islamic Revolution of Iran (from 1989 to 1999) and examines and classifies all studies of Islamic management during that era in the country, utilizing a model of meta-analysis. The statistical population of this research is all sources of Islamic management. Cumulative studies are one of the common approaches for scientific research. Enumerating and analyzing related researches, this study concludes that the content of majority of works focused on basic and promulgating aspects of Islamic management rather than resolving new issues based on Islamic management and rigorous methodologies. Hence, this era of Islamic management studies is considered the stabilization period and academicians gradually undertook the responsibility of explanation.

In addition to examining whether employees' perceptions of managers transformational style positively affect the benefits of human capital, this study examines the mediating or moderating role of innovative organizational culture in the above-mentioned relationship. The research method is descriptive-correlational. The research population is composed of 1400 employees of National Oil Refining and Distribution Company in nine areas of Kerman province at the last six months of 2017; which 260 were selected by multistage cluster sampling. Standard questionnaires were used for data collection. Cronbach's alpha and composite reliability were used to confirm the reliability of the questionnaires, which their value were higher than 0.8 for all three questionnaires. The values obtained for convergent validity also indicated the validity of the questionnaires.The results of analysis of data collected with SPSS and PLS software show that transformational leadership style, directly (with impact intensity of .47) and indirectly (with impact intensity of .73) through innovative organizational culture, has a significant potential to influence the understanding of human capital benefits among targeted community employees. In order to explore the role of culture, the results of the Sobel test confirmed the relative mediation of innovative culture in the above-mentioned relationship with an intensity of 0.38. This means that, according to VAF index, approximately 40 percent of the total impact of transformational leadership on human capital development is indirectly explained by the mediating variable of innovative culture.Finally, despite the significant difference between the direct and indirect effects of the transformational leadership on human capital through innovative culture, the findings of the study indicate that there is no confirmation of the moderating role of innovative culture in this connection.

The purpose of this study is to explain and prioritize the barriers affecting the prevention of implementation of privatization policies in Iran. In the study, first, by reviewing the theoretical foundations, comparative studies and conducting in-depth, semi-structured interviews with experts, preliminary information was collected. Then, using thematic analysis, the barriers to the implementation of privatization policies were identified, coded and analyzed. After identifying the barriers, the identified variables were classified into 14 main themes and 92 sub-themes. For the purpose of ranking, the barriers were first randomly selected via a statistical population of 55 private sector experts and academics, and then they, using a pairwise comparison matrix and employing the Analytic Hierarchy Process (AHP) technique, were ranked. The main factors, in an order of priority,  are structural as weakness and low power and motivation of the private sector (0.13), weak financial support of the private sector (0.119), poor alignment of decisions and actions of responsible institutions (0.114), lack of forward-looking vision (0.105), government’s fiscal indiscipline policies (0.097), the interference and domination of quasi-government in economy (0.084), the non-competitive environment of the national economy (0.076), excessive government interference in the economy (0.068), improper formulation and implementation of laws and regulations (0.056), inefficient and unprincipled mechanisms of privatization (0.042), weakness of evaluation mechanism (0.031), inadequate mechanism of stock supply and demand (0.028), cultural weaknesses (0.02), psychological weaknesses (0.01). Moreover, sub-criteria were identified in order of priority in relevant tables. In conclusion, the incomplete, unscientific and politicized implementation of privatization in Iran has turned its advantages to disadvantageous, despite the many effort has been made.

Narrative analysis is a qualitative method to make sense and interpret meaning. Although some studies have emphasized the importance of using this method, none of them have specifically mentioned its practical dimensions in organization. Thus, an attempt was made to provide a deeper understanding of this area using a scientific methodology. The present study is qualitative; it is an applied research in terms of purpose, descriptive in terms of data collection method, and cross-sectional in terms of time horizon which was conducted using a snowball sampling method and a deep interview with ten experts. To analyze the data, the Conventional qualitative content analysis technique and MAXQDA software version 10 were used. According to results, narrative analysis applies in areas of knowledge management, change management, organizational culture management, organizational communication management, employee behavior management and human resource development management.

The aim of this study is to investigate the effect of intellectual capital dimensions on organizational performance with the mediating role of human factors. The research is applied in terms of practical purpose and in the category of descriptive research. This paper builds on Habtor's research on the relationship between intellectual capital and corporate performance. This research was performed by survey method and based on the questionnaire tool with alpha coefficient of 0.938. The target population of this study includes managers, experts and employees of Qazvin Power Distribution Company who are familiar with the performance of the organization and intellectual capital. Sampling was done randomly and a total of 150 questionnaires were completed and analyzed. The data analysis and analysis method was performed using structural equation modeling technique using smartpls software. The results show that intellectual capital and more precisely human capital, relational and organizational capital, in a separate and independent study of each other, have a significant relationship with performance, and structural capital with path coefficient with coefficient (0.483), capital (0.434), and human capital with a path coefficient (0.315) had the greatest impact on organizational performance. The present study showed that intellectual capital and its dimensions have a positive and significant effect on organizational performance. The results of this research explain the position of intellectual capital and its three dimensions for planning performance improvement projects through the development of human factors and provide valuable experimental foundations for the managers of the electricity distribution company.