فصلنامه مدیریت سازمان های دولتی
سال نهم شماره 3 (پیاپی 35، تابستان 1400)

Communication is one of the most important factors of the human workforce’s development and sublimation and it is enumerated amongst the vital factors for the success of every organization. Management is often recounted as the heart of organization and the communication stream is reminded of as the blood-making flow of the organization. If the stream of communication is flawed by the management, a phenomenon termed organizational stroke emerges. The present study aims at elaboration and designing of a model for organizational stroke in the governmental organizations. This study takes advantage of the qualitative research strategy and uses a method drawn on the data to offer a comprehensive model for the organizational stroke in the governmental organizations. The present study’s findings are the products of interview with 15 experts selected from the area of the governmental management based on a purposive method. Holsti reliability and descriptive validity methods were used to determine the validity and reliability of the research. The analyzes performed in the open, axial and selective coding process showed 391 The key point, 106 open codes, 32 axial codes, 5 selective codes and 2 categories, which led to the emergence of the final research model. The present study’s findings include the indicators of the human Factors, managerial Factors, structural Factors , cultural Factors and Environmental factors that have been found to influence the organizational stroke in the governmental organizations. The outcomes of the organizational stroke and strategies for reducing it were also identified.

In the modern era, gamification is increasingly used as an essential part of services, software, and systems to engage and motivate users and arouse their appropriate behaviors. The main assumption is that gamification can increase the system's ability to meet innate needs and promote the productivity of the staff and system, accordingly. Thus, the present study aims at identifying and prioritizing the factors affecting gamification by applying the fuzzy SWARA approach. This study is applied and qualitative-quantitative in terms of objective and methodology, respectively. The population includes the faculty members of Persia Gulf University who were familiar with the research topic. The sample members were selected through a purposive non-random sampling method of judgment with several 14 members. The researcher-made questionnaire was used to collect the data. By comparatively reviewing the literature and taking the experts' opinion, 16 factors affecting gamification were identified and analyzed. The research results indicate that the variables of ease of use, learning opportunities, and game identification have the highest weights, while the factors of signs, progress ladder, and sociability have the lowest weights. Hence, to implement the gamification approach in Persia Gulf University, the factors with the highest weights should receive the most attention.ty, the factors with the highest weights should receive the most attention.

Today, Paying attention to Human Resource Development (HRD) is one of the essential priorities of any organization. Considering this necessity is important in improving the effectiveness of organizations. Therefore, while studying human resource development strategies, it is necessary to provide an appropriate model that guarantees the promotion of organizational effectiveness. This research aims to design a local model for public organizations, evaluates the evolution of human resources, and designs an appropriate model of human resource development to enhance the effectiveness of public organizations. In this study, a mixed-method approach (quantitative-qualitative research) was used to explain the model. In the qualitative part of the research, the fuzzy Delphi technique was used to extract factors from the experts who were selected through the targeted non-probability sampling method. In the quantitative section, 247 participants (managers, deputies, governorates, governors, and provincial governors, as well as experts in planning modernization and administrative transformation) were selected through purposeful sampling. Questionnaires were used to collect data. To measure the construct validity (convergent, diagnostic, and logical validity), the reliability of the research instrument, and evaluate the research measurement model, the confirmatory factor analysis was used through AMOS24 software. The results showed that the final model of the research consisted of three main dimensions: individual (competency development, knowledge and information sharing, commitment, and mutual trust), organizational (staff training, organizational justice, service compensation system, meritocracy, and talent management), and environmental (economic, political, and cultural-social).

One of the issues that organizations are probably dealing with today is incorrect tricks due to destructive political behaviors, evil motives, selfishness, childish complexities, etc., which cause a waste of energy of the organization and employees while solving such actions. One of these tricks that cause mental harassment in the organization is mobbing. This latent organizational disease has many negative consequences for organizations. Therefore, it is very important to identify this organizational problem and the signs through which it can be identified.  Unfortunately, despite the importance of this issue, mobbing characteristics have not been identified so far, and few articles have addressed this issue. Most previous research has introduced the concept, effective factors, and consequences of this organizational problem. Therefore, this study seeks to identify the components of organizational mobbing. This research is a development in terms of purpose and is a mixed-method (qualitative-quantitative) in terms of nature and methodology. In the qualitative section, after reviewing 70 related articles, a 9-member research panel was formed and with the help of literature and research background and Delphi method, in addition to identifying the components of mobbing, the conceptual model of mobbing was designed in three dimensions of interpersonal and social relations with 4 components, professional and occupational position with 6 components, and personal life (fame and reputation) with 3 components. Then, to measure this model and its components, a questionnaire was designed and evaluated in the quantitative section in the Khorasan Razavi Customs Organization.

In the current situation of the country, which has been accompanied by numerous sanctions and economic turmoil, the tendency to design a brand of indigenous and cultural artifacts with the approach of manifesting values and crystallizing tourism capabilities with the approach of productivity of the results of the provincial planning plan, is in line with the criteria of the slogan of production of the Supreme Leader, which requires the discovery of categories related to scientific branding. Therefore, the present study seeks to develop and explain the branding model of the province's cultural artifacts with a grounded approach. The data collection instrument was a semi-structured interview that was conducted through snowball sampling method with 19 experts. Data analysis was done in three stages of open, axial, and selective coding, and the data were analyzed through MAXQDA2020 software and the qualitative model of the research was extracted from the individuals’ mental patterns and opinions. PLS SMART3 software was used to explain the model. The result of the analysis is the extraction of 125 initial codes from interviews as well as the enumeration of 50 concepts and 6 main categories that are presented in a paradigm model, and finally, by implementing the resulting branding strategy with an emphasis on the visual identity of cultural artifacts, while providing values and the expected customer satisfaction, we can hope for customer loyalty and awareness of product value at the market level and attract more tourist shopping experience.

The present study aims to typology the organizational behavior of dissatisfied employees of cultural organizations based on the belief and behavior dimensions. This study is applied in terms of purpose and is the mixed-mode in terms of data collection, and is phenomenological hermeneutics and open coding technique in terms of analysis strategy. Quantitative random sampling was used to select samples and researcher-made believer questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior (1996) were applied as research instruments. In the qualitative phase, the samples were purposefully selected and a semi-open interview based on the neo positivist approach was used. The validity of the quantitative instrument was confirmed using the capability of validity, transmission, reliance, validation, and reliability of simultaneous delivery, and observation. Statistical calculations also showed that the qualitative instrument has good validity and reliability. Therefore, at first, quantitative tools were provided to 291 samples, of which 275 were completed. Preliminary studies showed that 130 samples have the inclusion criteria who, then, were classified into "believer active", "believer passive", "unbeliever active", and "unbeliever passive" groups. The result of an interview with 36 samples showed that unsatisfied employees despite having a constructive voice of altruistic, due to the perception of organizational hypocrisy and pretense and violation of the psychological contract, While waiting for the Savior to appear, suffer from a lack of self-esteem, personality assassination, and job content desolation, and despite their ability to lead public opinion, they have deliberately isolated and defended itself due to the decline of the organization's legitimacy and without feeling guilty, secretly destroy the organization and hypocritical and show anti-production behaviors.

Advertising can only grow as the main way to communicate with the audience and the most popular form of marketing if it focuses on effectiveness. The purpose of this study is to evaluate the effectiveness of bank advertising, determine the factors affecting the effectiveness of advertising, and identify the factors affecting the attraction and preference of Day Bank clients. In this regard, the Aida model was used to evaluate the effectiveness of advertising. The statistical population of this research is the clients of Day Bank in Tehran who have seen the bank's advertisements. Due to the infinity of the statistical population and using Cochran's formula, 402 of them were selected using stratified random sampling and a questionnaire was distributed among them. The research questionnaire has face validity with the approval of experts and university professors and structural validity through confirmatory factor analysis. To calculate the reliability, Cronbach's alpha coefficient was used and all values were higher than 0.7, which indicates the high reliability of the questionnaire. Structural equation method and SmartPLS software were used to analyze the data and test the research hypotheses. The results show that Day Bank 's advertisements show sufficient effectiveness in the components of attracting attention, creating interest, creating desire, and choosing a bank. From the clients' point of view, the honesty of the messages and their authenticity, and after that, the creativity in the advertisements and the use of appropriate images are very important in increasing the effectiveness of Day Bank's advertisements. Clients consider the good attitude of employees and respect for the customer, the speed of banking services, matching services received with advertising messages, variety of services received, and providing better electronic banking services were more effective in preference and choosing Day Bank.

The right to command has a direct relationship with how it is implemented in the organization, so that if the commands are issued but not implemented, the organizational performance is reduced. This study was conducted to provide a dynamic model for the development of the HRM area. The present study is an applied and descriptive-causal study with a mixed (quantitative-qualitative) approach. The research community is Iranian Public Agencies and according to the special conditions, 50 experts were selected form Organization managers and university professors. In the first stage using in-depth interviews, after identifying the key variables, causal relationships and circles are identified and the causal model is designed and validated. In the next step and after designing the flow model, a questionnaire was used to reach the experts' agreement on the parameters of the flow model in the form of Delphi technique. In addition to in-depth interviews and the Delphi questionnaire, another questionnaire was used to collect data to identify the current situation of the HR admission area and the validity of the questionnaire was confirmed by experts and its reliability was confirmed by Cronbach's alpha (0.78).The obtained data are analyzed in the form of scenario writing based on the systems dynamics approach and using Vensim software. Overall six scenarios were considered, among them the scenario of "increasing commander acceptability with behavioral improvement" was identified as the best scenario and the "improvement of commander characteristics" scenario was identified as a weak scenario. Also, three scenarios were considered as compensatory scenarios

Human resource slack is one of the terms that has recently entered the human resources management literature. Human resources slack refer to more resources than the organization needs. This study aims to identify the types of stagnant human resources and provide a model of human resource management functions appropriate for each type of stagnant employees. The present research is qualitative and fundamental in terms of systematic method and content analysis. For this purpose, systematic search was limited to two databases, including Scopus (Elsevier) and the Scientific Network Information Science Institute (Thomson Reuters), to identify and extract articles. After reviewing the articles, the model was presented. The CASP standard checklist was used to assess the validity of the research and in order to assess the reliability of the research, the Kappa Cohen index in SPSS software was used, which was approved. After presenting the model, using semi-structured interviews with academic and industrial experts and conducting content analysis of human resource management functions such as training, development, rewarding and Service compensation, and performance control and evaluation, for each type of employee slack. The model presented, citing articles, introduces four types of human resources slack by considering two dimensions of strategic value and competence; Surplus-oriented, Accumulated-oriented, Knowledge-oriented and Value-oriented. The proposed model and the proposed functions for each type of employee slack can be the basis for future researchers' research.

Governance is not a field for trial and error; because it deals with the fate of the people; Therefore, it must be done with the utmost care and finesse and scientific calculations. What politician learn in practice and thus learn a lesson, policy makers experience in the policy laboratory! Also, what lagging countries experience in policy implementation and performance at exorbitant costs is what advanced countries learn in the policy lab? The present study, considering the consequences of untested public policy implementation and comparing their various possible harms, considering the possibility of their initial testing in the laboratory environment and preventing various costs of implementing immature policies, emphasizes the need to the public policy test prior to the approval and implementation of public policies.  This study deals exclusively with the executive branch and considers the bottlenecks of the policy test in that branch; The bottlenecks that cause many public policies to become problematic and problematic areas of society instead of solving problems and de-problematizing them from the public sphere.