نشریه خط مشی گذاری عمومی در مدیریت
سال هفتم شماره 2 (پیاپی 22، تابستان 1395)

The goal of this research is provide suggestions for reform chapter nine of Civil Service Management Law with title “Employees Empowerment” and other seasons mentioned law contributing to employees empowerment model of state executive agencies.

This research is in terms of strategy, qualitative; in terms of objective, exploratory; in terms of audience, practical; In terms of data type, quality; and in terms of data collection methods, survey. The Statistical Society consisted of administrative and academic experts which has one of the two conditions, contains PhD in public administration and precedency of teaching and research in the field of human resource management or experience in the field of human resource management in Management and Planning Organization and State Management Training Center; that 23 of them‫declared their readiness to participate in research; for example, were considered. Tool of data collection is questionnaire with using the Delphi technique

After three rounds of delphi among professionals consensus was reached and conceptual model of employees empowerment of State executive agencies confirmed with two dimension, six components and 27 index.

According to indicators of conceptual model was presented suggestions for amending chapter nine and other seasons of Civil Service Management Law contributing to employees Empowerment of state executive agencies.

 recently with respect to moral scandals of leaders, discrimination, patronage and issues distortion has been placed in the headlines around the world everywhere; from commercial and government organizations to the church. We tried to investigate and clarify the ethical leadership and its aspects to recognize that kind of leadership.

investigate and clarify the ethical leadership and its dimensions.

The method of the research is descriptive and the type is Survey. The population consisted of all employees in University of Tehran, 1394-95. According to the latest statistics, there are 1419 (consisting of 801 women and 618 men) employees working in University of Tehran. That sample was selected by Stratified sampling and the size of sample was identified based on cochrane formula are 302. Data were collected through ethical leadership questionnaire (Researcher made).Todetermine thevalidity of the questionnaire, content validityandconstructwas used and Their reliability was estimated through Cronbach’s alpha coefficient on Pilot study "0/92".

The results showed that all the components of ethical leadership were above average in all aspects, except for peopel orentation, concern for sustainability, neuroticism, role clarification components that was lower to the average hypothesis of this research. Independent t test results showed that male and female employees' perceptions equal have of moral leadership. also The results of one-way variance test (f) showed the ethical leadership in terms of demographic variables (age, experience-serve, place of employment, education and field of study) there is no difference.theresults of Friedman test showed ethical guidance and role clarification has highest and lowest priority respectly.

According to positive results of ethical leadership for organizations and communities, Administrators need to strengthen this type of leadershipin them.

The success of today's organizations need to having employees that move beyond from routine tasks and being displayed organizational citizenship behaviors. This cannot be achieved unless organizational leaders provide a safety climate and full of confidence in the organization.

The purpose of this study was to investigate the relationship between Authentic Leadership and Organizational Citizenship Behavior, with emphasis on the role of mediator Psychological Security staff.  

Statistical population was the staff of Hamadan Province Sport and Adolescent organization comprised of 150people that 103 of them were selected by simple random sampling method. The data gathering tool, were Authentic Leadership Questionnaire, Organizational Citizenship Behavior Questionnaire and Psychological Security Questionnaire. Validity of questionnaires was authenticated by specialist's approval. Its reliability of was calculated and confirmed by Cronbach's alpha coefficient through their implementationon theearly examplesconsists of25 people. Data analyzed by using Pearson correlation, Structural Equation Modeling and Partial correlation test.

Findings showed that there were significant positive relationships between Authentic Leadership, Psychological Security and Organizational Citizenship Behavior (p < .01). Nevertheless, Psychological Security hadn't role of mediator in explaining the link between Authentic Leadership and Organizational Citizenship Behavior.

According to the findings, administrators can increase employee extra role behaviors, by showing authentic leadership behaviors.

This study has investigated the effectiveness of trade and foreign direct investment on economical growth the countries belong to islamic conference members. According to Bhagwati event, economical growth will affect on foreign direct investment under economical strategies which has been examined since 2000 to 2012. Based on the obtained resources, economical openness plays a positive and meaningful role on foreign direct investment. Therefore, it has been recommended developed countries of islamic conference member have to utlize extroversion strategies in order to be more effective in these investments and exploitation of their benefits and also provide an appropriate condition for export.

as one of leader organizations in knowledge management, Ports and Maritime Organization has been tried hard efforts to find appropriate solutions to develop knowledge process and correct management for its employees. In the research, it has been studied the effect of organizational trust as one of key elements of human and organizational interactions as well as servant leadership as one of modern leadership procedures in the organization on the improvement of employee knowledge.

study the effect of organizational trust on the improvement of knowledge management by studding mediating role of servant leadership.

the study is applied research in terms of objective and descriptive-survey in terms of method. Statistical population of the research included all employees of general directorate of Ports and Maritime of Mazandaran Province with at least Master education who were 95 people of which 78 people were selected with simple random sampling method as the sample. Tools of gathering data were questionnaires of knowledge management, organizational trust, and servant leadership of which validity and reliability were confirmed by PLS software.

Making trust directly explains 60.5 percent of variable changes in knowledge management. On the other hand, 0.847 and 0.358 coefficients showed that making trust directly affects on knowledge management variable up to 30.0 percent through servant leadership variable. Furthermore, 0.908 total effects of making trust on the improvement of knowledge management are indirectly explained by servant leadership mediating variable.

results showed that trust is the main condition to transfer knowledge. If organizational trust atmosphere is not suitable and desired, dimensions of knowledge management will not be realized and employees will refuse to express their opinion and knowledge. In addition, organizational managers can work better in promoting organizational knowledge management through benchmarking servant leadership style.

organizational Indifference is one of the problems that currently most governmental and non-governmental organizations deal with that its spread preventing among employees is a major matter for organizations' managers.

This paper aims to identify and rank the factors affecting organizational Indifference among employees of Khorasan Regional Electricity Company (KREC).

 The research method is exploratory mixed. The main instrument of the research s is a research-made questionnaire that its validity was achieved through Content. Also, according to the Cronbach's alpha obtained at 0.92, it could be concluded that the questionnaire's reliability is acceptable.

Based on the findings, the factors effecting organizational Indifference were identified in 2 dimensions and 12 factors from the experts’ point of view. Also, the results showed that the lack of meritocracy, ambiguous goals, and indifference transfer to the workplace are the most important factors respectively from the managers ' point of view.

The study will contribute to improve understanding on the key factors influencing organizational indifference, providing for a conceptual model useful for future investigations.