فصلنامه علوم مدیریت ایران
پیاپی 64 (زمستان 1400)

The water crisis in different parts of Iran recounts an ambiguous and challenging future. Although the drought and rainfall in recent years have had some share in this crisis, much of the blame has to be placed on policy and governance issues. This study is aimed at designing an integrated policy for water governance in Iran. In this research, the process of water governance in Iran and several countries has been studied and the existing harms in water resources management have been investigated using a thematic analysis approach. We conducted a semi-structured interviews with 19 Iran’s executives and academic experts in the field of water resources. The results indicate that in general, there are three gaps in policy formulation and implementation; governance, policy and operational.  As for main strategies, the country is faced inadequacies in areas of resource management, participatory governance, water economy, executive platform improvement, macro management, water demand management, water supply management, scientific capacity building, customer orientation and culture building. Finally, after collecting and analyzing the data, the optimal model of water governance was designed.

The purpose of this study is to facilitate the implementation of "organizational complex change" that is important in today's organizational competitive environment. To this end, and to increase employees' commitment to change, the study utilized the role of "authentic leadership" and "autonomy supportive climate".  There is no pre-determined or final plan in complex changes, and several failures and learning opportunities may exist during such changes. Thus, having employees’ commitment for change till reaching the goals of change is crucial. In this study, using data from 269 employees involved in an organizational complex change, relationships between variables were tested to finally identify how authentic leadership for change can enhance employees' "affective commitment to change”. For this purpose, exploratory factor analysis and multiple regression were conducted, and 3 out of 5 hypotheses were supported. Based on the results, it was supported that authentic leadership for change is related to "autonomy-supportive climate" about change for its employees. This climate is also related to "autonomous motivation for change” in employees, which was ultimately related to employees’ affective commitment to change. Considering the exploratory nature of the study, some other interesting findings were identified that are discussed.

Today, banks operate in a dynamic environment so that they would try to know their digital marketing environment well enough in order to provide better services to customers. The purpose of this study is to identify the factors affecting the digital marketing ecosystem in the banking industry. The present study’s method is exploratory mixed in which both qualitative and quantitative analysis have been considered. We conducted a semi-structured interview in the qualitative part, with 16 experts of Bank Mellat who were selected by snowball sampling method to identify the factors affecting digital marketing ecosystem. Then, in the quantitative part, data were collected through a descriptive-survey method, distributing a questionnaire among 210 persons of the Bank’s employees. We used the Confirmatory factor analysis and structural equation modelling to analyse the data. Research results indicate that the digital marketing ecosystem consists of 2 main internal and external factors. The factors affecting the digital marketing ecosystem also include soft and hard and macro environmental factors. The results of structural equation modelling confirms the impact of these factors on the digital marketing ecosystem.

The aim of this study was to design and validate the competency model of educational administrators with a succession approach. This research is based on interpretive philosophy and has been done with a deductive-inductive approach. In terms of audience, it is a basic research that has been done with a mixed research method. Using a purposive sampling, fifteen persons participated in the ISM section who were academicians and professional experts (directors of education). The statistical population in quantitative part was the education staff of Khorasan Razavi province. The sample size that was estimated by Cochran's formula was 180 persons who were selected by random sampling. The initial model was validated by partial least squares method. For analysis of data in the qualitative phase we used maxqda software and in the quantitative phase MicMac and Smart PLS software. Research findings indicate that the underlying element of competency is professional potential of educational administrators is professional potential that affect their organizational potential and cognitive characteristics as well. These factors also affect motivational and psychological characteristics of educational administrators that  lead to their performance improvement.

The administration of Iran’s provinces and the role the governors play to administer these provinces raises a question about the performance dimensions of Iranian governors. Practically, the governors act as the state representatives, whose optimal performance is accounted for the final performance of the government. The purpose of this study is to identify and prioritize the dimensions of performance appraisal of the governors of the Islamic Republic of Iran. This study is a mixed research and has used qualitative and quantitative approaches. In the qualitative part of the study, we distributed a questionnaire among eighteen Iranian public administration and strategic management professors, governors and senior administrators of the ministry of Interior. In order to identify the governors' performance evaluation dimensions we used triangular fuzzy technic. The statistical population of the quantitative part of the study consisted of senior managers of the Ministry of Interior and governors. Using purposive sampling method, forty five persons were selected as the research sample. We used thematic analysis method and analyzed daja with the help of Atlas T software that led to the identification of 12 dimensions of governors' performance evaluation:. geographical knowledge, cultural awareness, social maturity, political perception, economic growth, welfare development, stakeholder satisfaction, level of Security, social capital, political participation, interaction and productivity. Prioritization of these dimensions showed that cultural awareness is the most important and political perception as the least important dimension of governors' performance evaluation.

The university as an educational organization needs a rich and meaningful work environment. But making the work environment meaningful requires having leaders who are able to deeply link employees' personal values to the organization's mission, in a way that, increases the individual-organization interactions and improves the job performance of employees. The aim of this study was to investigate the role of spiritual leadership in job performance through mediation of social capital. The study population was all employees of Bu Ali Sina University. A sample of 242 people was selected by stratified random sampling method based on Morgan table. We undertook a Correlation research to describe this relationships in the form of a model. The research tool was standard questionnaires of Spiritual Leadership Survey (Fry et al. 2005), Social Capital Questionnaire, (Nahapiet and Ghoshal,1998) and Paterson's Job Performance Questionnaire (2005). To determine the reliability and validity of the tool, Cronbach's alpha techniques and confirmatory factor analysis were used. We used Structural equation modeling technique to analyze the data. The results showed that, spiritual leadership had a positive and significant relation to employees' job performance and their social capital; Employees 'social capital had a positive and significant relation with employees' job performance and Spiritual leadership through employees 'social capital had a positive and significant relation to employees' job performance.