فصلنامه فرایند مدیریت و توسعه
سال سی و چهارم شماره 3 (پیاپی 117، پاییز 1400)

Citizen-centered government agencies are a prototype of new public service approach which, in effect, calls for citizenship orientation of state-owned agencies. This study aimes at developing a citizen-centered model in the Iranian public sector with a new public service approach. 

To realize this purpose, the main themes of the main subject of the study were identified using the grounded theory method. The statistical population of the study was the managers of Tax Organization in Tehran. Based on purposeful sampling method, 12 subjects were  selected. Interviews were performed for data collection and to analyze data, MAXQDA Version 12 software was employed. 

According to the research findings, the central categories of citizen-centered theme in the public sector of Iran include citizen participation, decision-making transparency and accountability. The findings also show that the rule of law, political stability and management stability affect the establishment of citizen-centered governmental organizations and this, in turn, brings about security and economic consequences. 

This study presents a new citizen-centered model with a new approach for public sector in Iran. The model is appropriate for the nature of government organizations in the Islamic Republic of Iran.

According to the identified model, the establishment of citizen-centered approach in Iran’s government organizations depends on investment in e-infrastructure and development of e-government.

Organizational behavior is of great importance regarding the state organizations personnel, particularly the hospital staff, who play a significant role in rendering service to people. Due to the stressful workload they have had during Covid-19 pandemic, this research is implemented to present a model of the antecedents and consequences of various organizational anti-citizenship behaviors against female managers in Tehran University of Medical Sciences. 

With regard to the purpose, this research was applied; its approach was both qualitative and exploratory, while it used thematic analysis method. The Data collection tool was semi-structured interviews with a sample of 14 female managers of Tehran University of Medical Sciences, who were selected through snowball sampling method. 

The network of themes developed in this research contains 226 basic items, 9 comprehensive items and 3 organizing items. The precedents of the organization's anti-citizenship behaviors against female managers include themes such as job factors, behaviors and mindset of managers; together with managerial levels, structural-organizational and socio-cultural-economic factors. Also, the consequences of the organization's anti-citizenship behaviors against female managers are the themes which include reduction in human-social capital, performance and organization's credibility. 

 The enriching value of this research lies in presenting a completely new model including antecedents and consequences of organizational anti-citizenship behaviors in medical organizations. On the one hand, such a model has not been presented in domestic research so far, and on the other, the directional approach of this model is based on the experiences of female managers in the medical field.

Workplace bullying in banks is a deviant behavior which has imposed huge physical and intangible costs on them; however, no model has ever been provided to manage it. This study is implemented to design a framework for workplace bullying management in the banking industry.

The present study was of qualitative nature and used the systematic approach of grounded theory. Data were collected through in-depth and semi-structured interviews with the banking managers. After interviewing the seventeenth manager, theoretical saturation was reached.

With the analysis of data, 350 codes, 60 concepts and 6 categories were obtained. The final framework was formed based on the central phenomenon of workplace bullying (persistent harassment) which includes the following factors: a. contextual factors (job characteristics, reaction to bullying, demographic characteristics), b. causal factors (fit environment for bullying), c. mediating factors (personality, social elements, educational system, family conditions), d. strategies (developing employee-oriented culture, enacting anti-bullying laws, effective human resource management), and e. consequences (individual, organizational, social). 

In addition to recognizing the antecedents and consequences of workplace bullying in the current culture, the important role of society in the formation of bullying and its interaction with the society is identified. Also, according to the findings, the victim's perception of the bullying process is considered to be a significant factor.

In order to control the bullying phenomenon and weaken its effects on the banking industry, it is suggested that this industry applies such strategies as anti-bullying laws, employee-oriented culture and effective human resource management, which were presented in this research.

Employees’ self-alienation toward work and organization’s grand policies disrupts the implementation of policies and reaching goals. This study intended to investigate into self-alienation toward work and policies and how it affects the employees’ attitudes and behaviors.

The approach of this research is quantitative. The sample size, determined by simple random sampling method, was comprised of 182 managerial and non-managerial members of the State Administrative and Employment Organization. Data were collected through standard questionnaires and were analyzed by structural equation modeling.

The impact of employees’ self-alienation towards work and organization’s policies on such behaviors as willingness to quit job and deviant work behavior is positive and significant. However, it has negative and non-significant effect on desirable behaviors like hard work and perseverance.

 The findings of this research can play a determining role in effective implementation of policies at this organization by emphasizing the improvement of employees’ attitudes and behaviors.

This study aims at investigating the experiences of employees who have left their jobs in a state-owned organization in the city of Tehran.

The sample of this study consisted of 10 members of this organization who have left it voluntarily between 2016 and 2020 and semi-structured interviews were used to collect data. To analyze data, the experimental phenomenological approach of Moss Takas was applied.

Through studying the attitude of the employees towards the turnover phenomenon researchers found out that those who left their organizations didn't have job satisfaction and their turnover has not  been a sudden decision. Second, the rules and regulations of the governmental sector have been an obstacle for employees in using their full potential. Third, employees promotion has not been based on people's performance, competency and experience but rather it has been based on their informal and friendly relationship with the Heads of the organization. Research findings show that employees’perceptions of leaving the organization are not highly negative. In fact, they viewed this experience as a positive phenomenon 
in their career lives that entailed positive implications such as work-life balance, work progress, better use of their capabilities and expertise, finding 
a job with better compensation, and more work independence. 

 This research presents the experiences of employees who left service and identifies the important factors of this voluntary turnover. Besides, it provides feedback for the current employees and managers so that willingness to leave service may decrease.Implications: Given the fact that employees did not leave the rganizations all at once and their departure was pre-planned, it is necessary to periodically examine the factors that reduce motivation to serve in the organization from the perspective of employees and to take action to bring about corrections.

The present study identifies the factors affecting organizational governance in public sector agencies and ranks them according to their importance.

The study was exploratory, and the data collection method included interviews and questionnaires. The sources of questions were audit reports and budget deductions of the state agencies from 2014 to 2019. Based on the interviews with 40 experts, such items as transparency, accountability, efficiency, effectiveness, and openness were selected as influential components of public sector governance in Iran. The statistical sample who answered the questionnaires consisted of managers of the agencies. Also, the analytic hierarchy process (AHP) method was used to analyze the data.

Results indicate that out of the selected components, accountability, efficiency and effectiveness have the highest degree of priority in organizational governance in the public sector of Iran. 

 In addition to explaining a new model for corporate governance in the public sector, this research prioritizes the components of corporate governance.

Eligibility for promotion is a strategic concept in the development of today's organizations, because it signifies and highlights the existence of valuable human capital, and at the same time, causes the organization’s competitive advantage. Accordingly, the present study is conducted with the aim of designing a promotability model for managers, who are considered to be one of the most valuable and strategic group of human capital in state-owned organizations.

As a mixed research, it was both qualitative and quantitative. In the qualitative part, the statistical population consisted of university professors in the fields of human resource management, organizational behavior management and strategic management, as well as expert managers of governmental organizations. Using the snowball sampling method and based on the principle of theoretical saturation, 16 subjects were selected. The required data in this section were collected by applying semi structured interviews. Interpretive structural method was used for the modeling of managers’ promotion criteria. In this section, the statistical population consisted of managers and experts of governmental organizations in Khoramabad, 24 of whom were selected as a sample through targeted sampling method. Data required for modeling were collected by pairwise comparison questionnaires.

The research findings include indicators and components of a model for managers’ promotion. Thus, the model contains 14 indicators which fall into 4 levels. 

 In addition to reducing the theoretical gap in the field under study, this study has provided a significant contribution and context for other researches to follow and develop it. Also, due to the lack of any similar study in the field, the results of this study, in addition to reducing the existing disagreement regarding promotion indicators, can be an appropriate device to develop strategies focusing on managers in governmental organizations.