نشریه مطالعات مدیریت دولتی ایران
سال چهارم شماره 4 (پیاپی 14، زمستان 1400)

In general, four generations have the knowledge inventory of “public policy implementation”: the top-down, bottom-up, hybrid, and emerging generation -policy regime, enforcement science. In the light of the inspirations of these four generations, theoretical models have been developed based on various reference points about the “life of public policy implementation”. All knowledge in the study of public policy and public administration has been centered around the “great policy-administration dichotomy”. The author argues that the models of public policy implementation as well as the coordinates of public policy in four contingent approaches to implementation can be analyzed by relying on two original strategic reference points in policy and administrative knowledge (political will-administrative capacity).

The effectiveness of development centers i.e. the meaningful development of participants in one or more competencies in a given period of time depends on the behavioral reaction of participants to the received developmental feedback, conducting the proposed developmental activities. In the form of a case study, this study has identified the predictions of the intention of behavioral reaction of development centers’ participants to developmental feedback in the Information and Communication Technology Organization of Tehran Municipality based on the Theory of Planned Behavior. The results of the analysis of the data, obtained from the interview with 12 cases, showed that the participants of the development centers intend to react behaviorally to the received feedback i.e. conduct the proposed developmental activities, if they first, have a favorable attitude towards the developmental activities and; second, have favorable subjective norms to perform the proposed developmental activities; third, perceive that they have behavioral control over the proposed developmental activities; and fourth, have carried out developmental activities in the past.

Paying attention to the fate, status and issues of women, who constitute half of the population, is of critical importance. Encapsulated under the term “gender justice”, this subject has received a considerable attention from the government and other policy-making institutions in the form of different gender-based policies regarding distributing opportunities and advantages among citizens. However, as a controversial concept, gender justice has been conceived and used through different and sometimes conflicting lenses in the pertinent public policies, sometimes as an ideal to achieve and sometimes as a problem to resolve. This perplexing status of the term has led to a policy-making bias where the formulation of solutions has taken precedence over the proper understanding and structuring of the situation. As a result, gender justice itself has become a policy meta-problem that needs to be first re-presented, analyzed and finally resolved in order to pave the way for formulating appropriate policies in the field of women. To do so, this phenomenographic study sets out to represent the dimensions and space of the meta-problem based on the analysis of interviews conducted with 21 women-related policy-making experts. Findings show six different formulations of the gender justice and their implications for public policy-making. By interpreting these findings in the light of policy-making literature, this study then provides an agenda to re-solve the meta-problem of gender justice.

The main purpose of this study is to investigate the impact of organizational justice on employees' gossip behavior considering the moderating role of organizational climate. This research is applied in terms of purpose, and considered a descriptive-survey research in terms of nature and method. From the statistical population of 500 people of Khorasan Razavi General Administration of Roads and Urban Development, based on Krejcie and Morgan table, 217 people were selected as the sample who were selected using the non-probabilistic convenience sampling method. In order to collect the data to test the hypotheses three standardized questionnaires were used, including; Kalit and Radel, to measure the organizational justice variable, Vitek and Wheelers, to measure the gossip behavior variable, and Stamper and Matherson, to measure the organizational climate variable. The validity and reliability of the questionnaires were confirmed by confirmatory factor analysis and Cronbach's alpha coefficient and combined reliability, respectively. Structural equation modeling and Smart PLS software were used to analyze the data. Findings showed that the variables of distributive justice, procedural justice, and interactive justice have a negative and significant effect on gossip behavior. However, the variable of information justice has no effect on gossip behavior. The results also showed that the climate of the organization moderates the effect of the variables of procedural justice and interactive justice on gossip behavior. As a result, it can be concluded that the more the employees perceive salary amount, the interaction of superiors with subordinates, work procedures and promotion criteria in the organization fairer, the rate of their gossip-spreading behaviors in the organization decreases.

Nowadays, Public education is considered as a factor of development in societies. To reach development and progress, paying attention to public education and having a proper administration model is essential. Therefore, the purpose of this study is to provide a model for public education administration, using a governance approach. To achieve the main purpose of this research, after content analysis, themes from the review of theoretical literature, upstream documents and semi-structured interviews with experts, the technique of structural-interpretive equations was used to develop the model. In this study, to identify the research variables in the qualitative section, 15 general education experts were identified by snowball sampling method and interviewed until theoretical saturation was obtained. After identifying the initial indicators, the initial research model was extracted using the ISM questionnaire. The questionnaire was randomly given to 384 policy makers and education experts. Minimal squares method and Smart PLS software were used to analyze the data. The innovation of the research was due to the fact that a comprehensive view of the research prevailed and various sources of theoretical literature, upstream documents and expert opinions were used to analyze the themes. Finally, the research findings consisted of 11 main categories and 46 categories. The central themes of the designed model include institutional participation, internal participation, structural flexibility, content flexibility, environmental grading, useful mechanisms, coordination, content coherence, feedback and monitoring, executive technical system and infrastructure.

The employee-organization relationship is a multi-level phenomenon that is not comprehensible without the interaction between organization and employees. The main concern of this research is that, how the public health organizations can improve this relationship based on the recommendation derived from the model proposed in this qualitative research. This model can help managers and employees to reduce the tensions of exchange and to improve the quality of relationships. This model was designed using the approach of Strauss and Corbin in grounded theory and data analysis software of MAXQDA20. Accordingly, 2343 concept, 229 subcategories, and 23 main categories were extracted and categorized from 17 semi-structured specialized interviews. After data analysis and interpretation, the special context and empowerment relationship or deterrent relationship, along with the system of manager competency requirements as the superior conditions directly determine the unity of the goals and interests of employee and organization as the core category phenomenon. Eleven conditions such as the empowerment of manager, employees, organizational context, and employment relationships as strategies are indirectly influenced by behavioral  and organization context as the context conditions and the degree of the influence of the leverages of extra-organizational power as the interventional conditions lead to favorable consequences of coordination of the official culture of the organization with informal individual culture, scientific sufficiency, commercialization of knowledge, elite training bankruptcy, unfavorable consequences of unbalanced informal organization governance, and the mutual decline of management and system.

E-government has been gaining attention for more than a decade. This study was conducted with the aim of ranking the key factors affecting the improvement of transparency and accountability of e-government in the municipalities of the 22 districts of Tehran Municipality using a descriptive-analytical methodology. The statistical population of this study was 25 senior managers of Tehran municipalities who were randomly selected. The data collection tool is a questionnaire and the data analysis method is based on the Analytic Hierarchy Process (AHP). The results showed that the index of “Strategic factors C5”, with a weight of 0.387, is more important in relation to the ranking of key factors affecting the increase of transparency and e-government accountability in the municipalities of 22 districts of Tehran, and the indicators of “organizational factors C1”, “Structural factors C2”, “Cultural factors C4”, and “Technological factors C3” are in the second to fifth ranks with weights of 0.230, 0.156, 0.125 and 0.101, respectively. Also, in the study related to the final ranking of sub-indicators, it was found that the sub-indicators of “government support” and “mechanisms of internet using laws” from the main index group “strategic factors”, and “reduction of bureaucratic structures” from the the main indicator group of "organizational factors" with the weights of 0.1192, 0.1424 and 0.0846 were ranked first to third, respectively.