فصلنامه چشم انداز مدیریت دولتی
پیاپی 45 (بهار 1400)

 Due to the development of social media in the country, it is essential that organizational leaders, as the main factors shaping the organizational culture, acquire the necessary skills to use this new communicational platforms. The aim of this researcher in this study is to examine changes in leadership style in organizations due to advent of social media.

Methodolgy:

 The research method is using Grounded Theory. In this study, the statistical population is advertising agencies. Statistical samples were selected by judging method and snowball from elite groups working in advertising agencies. In this research, interviews with 12 people have reached saturation and theoretical adequacy.

 The results showed that strategic thinking, personality traits of the leader and the leadership brand of the organization have been identified as the basis for changes in leadership style and perceptual, communicative and motivational indicators have been identified as its components. Also, organizational structure, economic factors, cultural factors and human capital of the organization are environmental factors affecting these changes.

Results and limitations:

 Lack of similar research and lack of objective indicators for comparison within the country were also the most important limitations.

Practical implications:

 The study was conducted in the advertising industry, which challenges its generalizability to other areas to some extent.

Article Value:

 Article improves to better understanding of changes in organizational leadership by using modern communication platforms (Social media)

Despite of developing different mechanism and tools for controlling and decreasing administrative corruption in our country, Whistle-blowingis still known as the most important factor for discovering the corruption. Therefore, the purpose of this paper is identifying and ranking the predictors of whistle‐blowing behaviors in organizations. 

Design / Methodology / Approach:

This paper was done through the Meta Synthesis Analysis. For this purpose, after searching data bases, 44 related researches were selected to extract factors affecting on whistle‐blowing behaviors. Therefore, weighting and ranking indexes was completed by taking Shannon-Entropy method. 

Research Finding:

The result showed that whistle‐blowing value, personal responsibility, cost of whistle‐blowing and center of control are the most important factors affecting on whistle‐blowing behaviors.

Limitation and Consequences:

The current paper was concentrated on identifying the predictors of whistle‐blowing in organization. Future papers may be done to determine the consequences of whistle‐blowing.

Practical consequences:

Appearing whistle‐blowing behaviors in organizations is determined by different factors. Therefore, this factors should be identified in order to increasing employees’ participation in disclosing organizational deviant.  

Innovation or value of the article:

Achieving a comprehensive model with Meta Synthesis Approach as a pattern for other research.

The purpose of this study, is to use the total system interventions (TSI) approach in identifying and selecting appropriate methodologies for designing a good budgeting model in the public division of Iran.

Design / Methodology / Approach:

The approach used in this research is a total system interventions and is a qualitative research in terms of data collection. Because its findings have been obtained through interviews with experts in the field of budgeting and the field of systems, and through the analysis of themes and metaphorical analysis. Research

In this stage, according to the results of the interview, two dimensions of complexity and the degree of common goal were determined in each stage of the budgeting process.Then, considering the appropriateness of the methodologies with the dimensions of the problem and the purpose of the research, ie identifying and diagnosis of the system, the appropriate methodologies were selected.

Limitations & Consequences:

Lack of easy access to experts as well as decision problems in choosing a methodology due to the variety of  methodologies, were some of the limitations of this research. In future research, a total system interventions approach can be used to identify and select other methodologies, as well as in similar areas.

Practical Consequences:

The model obtained from this research can be used in diagnosis and pathology of the budgeting system and as a result, designing a good budgeting model in the public division of Iran.

Innovation or Value of the Article:

The innovation of this paper is the identification and selection of a combination of systemic methodologies in the design of the public budgeting system using the total system interventions approach.

The present study aims to present a talent supply chain model in the banking industry.

This research has been done qualitatively and through a research strategy based on Strauss and Corbin's GT theory and systematic design and has been implemented in three stages of open, pivotal and selective coding. The data of this research were collected through semi-structured interviews with 16 managers and experts in the banking industry, the interviewees were selected by theoretical sampling.

Data were categorized in the form of 199 conceptual labels, 32 sub-categories and 11 main categories and it was determined that the talent supply chain in the banking industry includes management elements, talent supply processes and support and logistics as the central phenomena, caused by banking environmental characteristics.  After identifying the appropriate banking strategies, organizational culture as the underlying factor, as well as organizational and managerial factors were identified as intervening variables. At the end, two types of intra-organizational and external organization consequences for banks in case of using this chain was introduced and based on the process model of the GT Theory, the final design pattern and judgment statements were presented.

Constraints and Consequences:

Unwillingness of some participants employed in the banking industry to reveal information about specific issues such as new electronic products, political issues and macro management categories, the dispersal of experts in different banks and the lack of easy access to these experts were some of the limitations of this research.

Practical implications:

By using this model, banks can improve their ability to recruit qualified, knowledgeable and elite staff with the necessary skill and abilities at the required time and at a high level and gain competitive advantage by creating agility in dealing with changes. Contribution: This research can be regarded as a pioneer work by combining talent management approaches and supply chain as a new field.

The aim of this study was to identify the dimensions and components of the promotion of senior managers in the Civil Service Management Law.

Design / methodology / approach:

The present qualitative study continued with the phenomenological approach in November 1397 on 29 experts and policymakers in the field of management by targeted sampling method and up to data saturation, with respect to confidentiality of information and the possibility of leaving the study at any time. Data collection was performed through in-depth and semi-structured in-depth interviews. All interviews were recorded and then, word for word, handwritten and analyzed.

By analyzing and integrating the main components, 8 main components were identified and by analyzing the main components, 46 sub-components were extracted. What is upgrading, why upgrade, factors affecting upgrade, feature of the law, right upgrade strategies, pathology of the upgrade law, the consequences of the right upgrade, the consequences of the wrong upgrade, were chosen as the main themes.

Limitations and Consequences:

Due to the multiplicity of research variables and the specific complexities of the research, other components of the variables should be carefully considered for future research so that the other relationships of the variables are more transparent and comprehensive. Practical implications: Organizational managers can motivate their employees to increase their knowledge and expertise to achieve the goal.

Originality or value of the article:

In this study, analyzing the answers of the interviewees to identify the dimensions and components of the promotion of senior managers in the Civil Service Management Law, job burnout, compiling pre-implementation regulations, efficiency, creating databases and updating in various ways are the most important components that should be promoted. Top managers in the Civil Service Management Law paid attention to them.

One of the topics that seems to be essential in today's research is social responsibility of employees. The bureaucratic and hierarchical atmosphere of many organizations has led to a reduction in the sense of commitment and accountability of employees towards the organization and society. The purpose of this study is to explain the relationship between organizational health and social responsibility of employees, taking into account the role of type of employment (formal and contractual) as a moderator.

 The study Objectively is an applied work and a descriptive-survey in terms of data gathering method. Structural equations modeling was used in the study. The statistical population of this research is the employees of the department of trade and engineering of Saipa Automobile Company, which are randomly selected and by using sampling method, 183 individuals were selected as the statistical sample. To collect data, two organizational health questionnaires were used based on Hoy et al. model and Social Responsibility Questionnaire based on Carroll model. To test the research hypotheses, PLS software was used.

The results showed that organizational health has a positive and significant effect on social responsibility of employees. Also, the role of moderating variable of employment type (formal or contractual) is confirmed by the relationship between organizational health and social responsibility of employees.

 If employee recruitment is official, the impact of organizational health on social responsibility increases and if the type of employment is contractual, the impact of organizational health on social responsibility will be reduced.

 In order to improve social responsibility of employees in organizations, measures are taken to increase the health of the organization.

 Investigating the relationship between organizational health and social responsibility and addressing the issue of whether improving organizational health in the organization will lead to increase social responsibility of employees or not .

The present study was designed to develop a measurement tool for the estimation of co-creation in universities. In the first stage, after review the related literature, based on Prahalad and Ramaswamy (2004), a 40 items questionnaire was developed and delivered to 13 experts in this context.

For the evaluation of validity, internal consistency and repeatability of the co-creation questionnaire the content validity ratio (CVR), content validity index and Cronbach α coefficient methods were Used.  The results showed that the content validity ratio of 9 questions was less than 0.54 and were removed from the list of questions. The content validity index of the final questionnaire was calculated to be 0.85, which was acceptable.

The results of confirmatory factor analysis showed that the RMSEA index is less than 0.08 and showed a good fit of the model. Also, in the model fit study, the p-value was more than 0.05. Through Cronbach’s alpha coefficient, reliability coefficients were obtained equal to 0.95.

Limitations:

Qualitative methods were not used in data collection such as interview and observation. The effects of sampling and measurement error, the extent of higher education in Iran, the high cost of data collection, the lack of studies and the lack of cooperation of higher education experts were the limitations of the present study.

Practical implications:

For measurement of co-creation in educational workplaces, a valid and reliable instrument is required. Based on the obtained results, it can be concluded that the developed questionnaire is a valid and reliable tool for the estimation of co-creation in university.

Initiative or value of the article:

Since the present article deals with the concept of co-creation and the construction of its measurement scale, it contributes to a deeper understanding of this concept and provides ideas for its implementation in the higher education environment

The present study was conducted with the aim of model human resource management based on modern government management.

Design / methodology / approach:

In the present study, two qualitative and quantitative methods were used to collect data. In the qualitative part, using deep, semi-structured interviews and using the opinion of experts, and in a small part, the information questionnaire was collected. The interviews were analyzed using three-step coding method (open coding, axial coding and selective coding). In the qualitative part, the interviews continued until the theoretical saturation, and in the quantitative part, 384 customers of Maskan Bank formed the sample size and completed the questionnaires.

The results showed that finally the components of human resource management were adjusted and proposed based on the modern government management approach (principle of privatization, principle of decentralization, principle of downsizing, principle of management, decentralization).

Limitations and Consequences:

Due to the multiplicity of research variables and the specific complexities of the research, other components of the variables should be carefully considered for future research so that the other relationships of the variables are more transparent and comprehensive.

Practical implications:

In order to attract and employ educated, experienced and specialized human resources, the basic and scientific facilities and tools of human resources should be used.

Originality or value of the article:

In order to develop and balance the balanced human resources, a comprehensive human resource planning system such as career path, succession planning should be designed and implemented.