فصلنامه فرایند مدیریت و توسعه
سال سی و سوم شماره 2 (پیاپی 112، تابستان 1399)

This study attempts to extract the related material regarding social justice theory from religious texts and Islamic eliteschr('39') reflections. The concern of a great number of philosophers and economists regarding social justice is that imperfect accounts of the social justice concept have obstructed the growth and development of societies. In particular, those that believe in market economy theory try to decelerate development by providing specific interpretations of the social justice phenomenon. But in practice, the reason lies in associating the social justice concept with populist intentions and providing imperfect  interpretations of the so-called concept. Based on inherent rights and Islamic texts, this paper aims to show that social justice not only facilitates growth and development but it also motivates competition in various political, cultural, economic and academic arenas.

Work-life balance is a term used to define the procedures and processes adopted to achieve a balance between demands of a job and those of life unrelated to the job. This research aims to bring about a deeper, more thorough understanding of key work-life balance concepts and factors at the organizational level in the Oil Industry. Using grounded theory, a conceptual model was developed by extracting 13 experts’ views on the subject matter via semi-structured interviews. Based on Strauss and Corbin’s framework, findings show that in addition to engagement, satisfaction and productive time allocation, which were all obtained from theoretical foundations, the new dimension of accountability, too, comprise the criteria for measuring work-life balance factors in the Iranian oil industry. In addition, according to the context of the study, three categories of factors were recognized: a. causal factors, including work and life independence, organizational climate, geographical conditions, human resource development and job management, b. intervening factors, including gender attitude and supportive attitude in the organization, and c. contextual factors including current rules of the organization, economic factors and lifestyle. Moreover, such strategies as performance management, culture management, manpower maintenance, life skills training and talent development management can lead to outcomes like positive behaviors in the workplace, organizational performance improvement, and organizational commitment.

While the Iranian community is perceived to be a religious and ethical community, the ethical challenges existing in the countrychr('39')s organizations suggest that ethics development cannot be achieved solely through preaching and promotional activities; whereas, it requires the development of a formal organizational ethics system and formal ethics programs. Nowadays, organizations have concluded that in addition to economic attempts (maximizing profits), ethical orientation must be adopted, so that a combination of economic and ethical processes can be their only option for achieving organizational goals. The ethical plans and ethical environment of an organization affect a wide range of organizational, group and individual variables. The purpose of this study is to investigate the impact of organizational ethics programs on job satisfaction through perceived corporate social responsibility and ethical environment. The statistical population of the research were governmental organizations based in Tehran. A sample of 77 governmental organizations was studied using random sampling method and questionnaires. Findings indicate that ethical programs contribute to the development of ethical environment and perceived corporate social responsibility. Ethical environment also enhances the perception of corporate social responsibility and job satisfaction of the employees. Moreover, ethical plans promote the perception of corporate social responsibility through ethical environment. Finally, relevant suggestions for developing ethical plans and strengthening the ethical environment of the organization are presented.

In order to achieve high performance, organizations need to give priority to intellectual competency enhancement among managers and non-managerial staff at all organizational levels because adapting to the fast environmental changes calls for developing competency among members. The present article intends to study the impact of intellectual competencies on state managers’ performance. For this purpose, seventy managers from government agencies in Tehran were selected using random sampling method. Findings show that intellectual competencies such as cognitive intelligence, emotional intelligence, and social intelligence affect these managers’ performance positively and significantly. As a result, training intervention should be followed so that intellectual competencies can be materialized.

Public-private partnership policy is what public organizations have taken to carry out their development projects in recent years. The purpose of the present study is to identify the effectiveness of public-private partnership policy implementation in the Iranian public sector. The statistical population of this study included those organizations of the public sector which have all adopted public-private partnership policy. Using systematic random sampling method, 126 organizations were selected through Morgan’s table. To collect data, researcher-made questionnaires were distributed among the subjects. Based on such factors as economic efficiency, financial justice, redistributive justice, compatibility with public ethics, adaptability and accountability, results show that the effectiveness of public-private partnership policy implementation is significant. Public-private partnership project holders can improve the context for developing and implementing public-private partnership projects by emphasizing and applying the suggested solutions of this research.

Strategic human resource management (SHRM) is a new approach created to bridge the gap between human resource development (HRD) and human development (HD). Applying grounded theory method and interviewing related experts and policy makers, this study intends to explain the concept of national human resource development (NHRD) along with human resource architecture in Iran and present a comprehensive model. Population policy-making, migration management, public education, professional education, skills training, health promotion, social harm management and employment planning were identified as the main dimensions of national human resource development. Based on these findings, research and operational solutions are presented.

The purpose of this study is to present a model for teachers’ productivity with positive organizational behavior approach. The research method was mixed. In the qualitative strategy, meta-synthesis method and fuzzy Delphi were employed, and in the quantitative strategy, descriptive-survey method was used. At the fuzzy Delphi stage, 12 education and management faculty members of some state universities, Payame Noor University and Islamic Azad University and at the quantity side, a statistical sample of 384 primary and secondary school teachers were selected. Using the meta-synthesis method, 3 categories, 4 subcategories, 22 concepts and 79 indicators were identified. The model we obtained is founded on three main constructs: a. input construct, including cognitive an behavioral factors, b. process construct, including planning and deploying, creating appropriate learning environment, and c. output construct, including effectiveness and efficiency. In terms of confirmatory factor analysis, the second order has a good fit.