مجله پژوهش های مدیریت عمومی
پیاپی 55 (بهار 1401)

The present study diagnoses Human Resource Management (HRM) practices flexibility in the public sector using the grounded theory method. In the 14 in-depth and semi-structured interviews conducted in this study, samples that included experts in HRM were selected using purposive sampling. To select the sample members, two criteria were considered: having an acceptable experience in the field of human resource management in the public sector and having academic knowledge in this area. The qualitative data obtained from the field studies were coded using the constructive grounded theory. This process consisted of four steps, including initial, focused, axial and selective coding, from which were extracted 109 initial codes, 13 focused codes and 5 main categories. Data analysis showed that now, the inflexibility of HRM practices in the Iranian public sector, harm the performance of organizations in this sector and effectiveness of these practices in 5 areas including recruitment, training, performance appraisal, compensation and human resource planning.

The increasing rate of environmental change in recent decades has made flexibility in various areas of particular importance. Therefore, modern organizations need new performance standards that must be developed in order to achieve development and flexibility. The public sector, under the influenced by rapid environmental changes and changing demands and needs of citizens, has been forced to adopt flexible approaches. At the same time, the laws limit the flexibility of organizations in the field of human resource management. In the latest studies in the field of human resource flexibility, researchers have distinguished the flexibility of human resource management processes with human resource flexibility. The flexibility of human resource management processes plays a strategic role in the survival and success of an organization by helping it to adapt to complex and dynamic environments.

The present research is in the category of applied research in terms of research orientation. In addition, according to the general purpose of the research, the research method is of qualitative type and with emphasis on exploratory approach. The data collection tool was semi-structured interviews. In the present study, interviews with managers and experts of HRM in public sector were considered, and to collect rich data, we tried to identify HRM professionals on the basis of two main criteria: a significant experience in HRM field in the public sector, and academic knowledge in this field. We used constructivist Grounded Theory to gather, analyze and interpret data. Data analysis was based on an inductive process adopting a coding strategy containing 3 stages: initial coding, focused coding, and axial coding.

The first major issue related to the harms of low flexibility of human resource management processes in the public sector is the problems of the recruitment system, which focus on the codes of "weakness in attracting elites and talents" and "disappointing job applicants" is formed. The second major category regards performance appraisal problems consisting of the centralized codes of "goal shifting in performance appraisal" and "misuse of metrics". The centralized codes of "inefficiency of the reward system", "unfavorable output of coordinated payment system" and "mismatch between performance and compensation" became another major category related to the compensation system. The next category refers to the staff training system and consists of 3 focused codes: "failure to meet training needs", "impossibility to use valid training services" and "shifting goals in training". The last category of axial coding is HR planning system, which includes the centralized codes of "HR inflation in the public sector", "shortage of specialists in the public sector", "the weak promotion system" and "inability to maintain strategic forces".

The recruitment system of an organization should be able to meet its human resource needs. Currently, employment in the public sector is done through comprehensive tests, which, although from the perspective of employment justice is a big step towards the excellence of human resource management in this sector in recent years, but does not have enough flexibility and it faces challenges such as the long recruitment process, problems related to matching the content of the candidates' fields of study with the job titles, and so on. Also, the weakness of the existing laws in retaining the elites and talents causes serious damage to the recruitment system, which also arises from the lack of sufficient flexibility in the existing laws.If the compensation system is not flexible enough, it will not be able to enhance the desired performance. If there is no difference between the rewards of people with different performance, they will not have an incentive to improve their performance, and this will cause indifference of employees and they will gradually be satisfied with the minimum level of performance.Performance appraisal is one of the most important performance management tools and without a powerful and accurate evaluation system, it is not possible to improve performance. To evaluate the performance of public organizations, the same forms are used that do not have enough flexibility and do not have contingent variables such as the context of different organizations, different jobs and sensitive events.In education system, just paying attention to filling the training hours and not paying attention to the content of the training courses and their necessity, causes the training needs not to be met and this issue has an adverse effect on the employees' performance. Also, requiring public organizations to use the educational services of a few special institutions reduces the flexibility and effectiveness of these courses. In the field of education, personal development is not given much importance and only the training courses passed in the organization are recognized as valid.Most of the HR planning in public organizations is done by the Administrative and Recruitment organization, and without the active participation of the human resources management units of the public organizations, this system will not be effective. At present, due to the lack of necessary expertise in these organizations and the existing legal restrictions, this participation is at a low level and the necessary flexibility there is not in this system. The result of this conditions is the inflation of HR in the public sector at the same time as the shortage of skilled HR. This inflexibility also affects the promotion system and, in some cases, leads to discouragement of employees who have performed well and made significant progress in a short period of time.

Many human resource management practices such as hiring, selecting, and planning the workforce in different ways, regardless of skills, are far from organizational realities. Indeed, different levels of the organization need different skills, and awareness of this difference and the common denominator of these skills allows flexible and fluid planning in the organization. This study has identified the soft skills of the nursing workforce at three levels of nurse, head nurse, and supervisor for all wards of a private hospital using the lived experience of the nursing workforce. For this purpose, with the help of semi-structured interviews with organizational experts, five components of basic/general skills, social skills, problem-solving skills, system-related skills, resource management skills, and 20 sub-components of effective listening, verbal skills, self-motivation, text comprehension, maturity Organizational Thinking, Writing, Critical Thinking, Supervision, Social Perception, Service, Training, Coordination, Persuasion, Problem Solving in Crisis, Decision Making, System Understanding and Analysis, System Understanding and Evaluation, Time Management, Human Resource Management, and Asset Management The title of soft skills required by the nursing staff of this hospital was counted. Numerous studies have identified some of the soft skills required by nurses and the single-level workforce. However, this study identifies the skills of the nursing workforce in the nursing hierarchy in the hospital wards.

Competence and skill are concepts that are hidden in various management topics, including human resource management. When it comes to strategic human resource management, creating equal or superior capabilities is through employees who are irreplaceable and unimaginable, which refers to the expertise and skills of individuals. The effective delivery of health services is seriously affected by human resources, and significant issues in this area include inadequate numbers, skills, distribution methods, and staff performance. Studies have not identified the skills of the nursing workforce concerning their different levels in all wards of the hospital, which leads to a variety of soft skills of the nursing workforce.
Case study
The study organization is a private hospital in Mashhad that has ten medical wards.

This study is from the perspective of the interpretive paradigm, and the dominant approach of this research is qualitative. The skills required by the nurses were identified based on the experience (lived experience) gained by the nursing workforce of the study hospital. Given what has been mentioned, the appropriate strategy for this important phenomenon is phenomenology. In this study, semi-structured interviews were used to collect data, and in order to analyze the collected data, the modified Colaizzi's seven-step method was adopted.

From the analysis of the collected data, five themes, "Basic/general skills, social skills, problem-solving skills, system-related skills, resource management skills" and 20 sub-components of effective listening, verbal skills, self-motivation, Comprehension of texts, organizational intellectual maturity, writing, critical thinking, supervision, social understanding, service, education, coordination, persuasion, problem-solving in critical situations, decision making, system understanding and analysis, system understanding and evaluation, time management, human resource management, and asset management were counted as human skills required by the nursing workforce of the hospital.

General / basic skills, social skills and problem solving skills are common to all nurses in hospital wards. The reason can be considered in the nature of the nursing job, the patients’ type of nurses and the difficulties and hardships of this job. For example, unlike the two wards of eight and the ICU, in the social skills set, the need of NICU nurses for training skills was identified, the reason being the need for care training for the baby's parents. Persuasion skills were not mentioned in the interview process due to the type of patients in this ward (infants). Meanwhile, critical thinking and monitoring skills were not identified as the skills required by nurses in the interview process. The skills identified in the nurses of all wards of the hospital are common and in the interview process, they expressed the required skills with a supervisory and managerial perspective. The skills identified in hospital supervisors differed in basic / general skills. For example, in the post of clinical supervisor, only writing skills, critical thinking and supervision were identified, and the reason for this can be found in the nature of this post, which is in this way the head of nursing in this hospital and the deputy director of nursing services. For this reason, unlike other supervisor posts, this post must also have the skill of managing hospital assets in medical treatment. Writing and supervision skills were identified in the subspecies of basic / general skills of Post-Supervisor Infection Control, which plays a key role in establishing information communication between different departments and developing guidelines for infection control in hospitals. The training supervisor, who is in charge of conducting the training course in coordination with other departments, saw a greater need to discuss basic / general skills in this post.

The purpose of this study is to investigate the factors affecting on the toxic political behaviors of managers with the moderating role of coaching and cognitive cynicism. According to the research literature and using the open system approach, the variables of toxicity illness of managers, organizational weakness and environmental inefficiency were identified and coaching variables and cognitive cynicism were considered as moderating variables. Data were collected using a survey strategy and a questionnaire. A total of 8 hypotheses were examined and 7 were confirmed.IntroductionThe qualities that characterize an effective leader have been the focus of substantial scholarly attention. However, what happens when leaders fail to embody these qualities? Only relatively recently has the harmful side of leadership become a focus of academic inquiry. Harmful leaders with toxic political behaviors have been found to have negative effects on organizational outcomes, employee morale and motivation. Yet does responsibility for harmful or toxic leadership rest solely with the leader? We suggested that toxic political behaviors of managers are a confluence of the leader (illness of toxic manager), organizational weakness and the environment that facilitates it – the toxic behavior. Toxic political behaviors of managers can lead to emotional pain in employees and distract the organization from its goals and mission.Case study The statistical population of the study is government organizations in the south of Fars province. Due to the size of the statistical population, cluster sampling as well as Cochran’s formula for an infinite population was used.Materials and MethodsThe present study is applied in terms of purpose and is a descriptive-survey that describes the conditions and phenomena studied. The research literature was compiled by library method and data collection was done by questionnaire. Cranach’s alpha, composite reliability, communality reliability, convergent validity and divergent validity were used to determine the reliability and validity of the constructs.Discussion and ResultsIn this paper, 8 hypotheses were investigated, and 7 of them were confirmed. On the other hand, the results showed that the environmental inefficiency effective on the illness of toxicity of managers and the illness of toxicity of managers effective on organizational weakness. The variables of illness of toxicity of managers and organizational weakness affect on toxic political behaviors, but the affect environmental inefficiency on toxic political behaviors was rejected. Toxic political behaviors lead to negative individual and organizational consequences. The results of the moderator variable showed that coaching negatively modulates the relationship between illness of toxicity of managers and organizational weakness. Finally, cognitive cynicism positively moderates the relationship between illness of toxicity and toxic political behaviors.ConclusionToxic political behaviors and their consequences are the result of a systematic process, and reliance on one or more factors alone cannot stop this toxic cycle. Therefore, coping strategies are proposed in three forms of individual, organizational and environmental strategies for toxic systemic behaviors of managers.

the present study aims to identify and prioritize the factors affecting good governance with sustainable development approach. It was done in government organizations of Sistan and Baluchestan province. For this purpose, after defining the subject and conducting initial exploratory and library studies, the identified factors and components were weighed with the opinion of experts and after obtaining their corrective opinions based on the relevant statistical methods, analysis and finally the appropriateness of the model, components and factors. They reached a consensus. The statistical population in the qualitative part of the research includes 11 academics and professionals familiar with the subject who were selected in a non-probabilistic and judgmental manner and the required information was collected from them through a semi-structured interview method. In order to prioritize the research indicators, a researcher-made questionnaire was distributed among 400 managers and experts of the governorate, governorship and faculty members of the university in Sistan and Baluchestan province who were selected by stratified random sampling. Data analysis Obtained in this section was done using the Soara technique. Finally, the research findings showed the components of comment and accountability, quality of laws, corruption control, rule of law, transparency, vision and planning, effectiveness and efficiency, ethics, responsibility, trust, justice, poverty alleviation, economic growth Participation, institutional development, meritocracy, central trust and political stability, and anger, respectively, are important components of good governance with a sustainable development approach.

Relying on the knowledge based economy of the developing countries is the escape route, and in the meantime, the hope for the innovation of the knowledge-based companies as one of the most important actors in this field has been hoped for. The aim of this study is to identify the determinants of innovation performance of knowledge-based companies using a meta-synthesis method. In line with this method, after filtering the articles, 140 researchers who directly addressed the issue of innovation performance of these companies finally entered the analysis stage in Maxqda software. After the integration step, 110 distinct codes are identified, and among the identified codes, codes; Absorption capacity with 10 references; Knowledge management with 9 citations, organizational networks with 8 citations and organizational learning with 7 citations had the highest number of citations in research texts, respectively. At higher abstraction levels, codes are in the form of 13 concepts and ultimately in the form of 7 topics (innovation context, government, networking, knowledge capital management, organizational dichotomy, competitive strategy and firm science, technology and innovation system (STI). Division and were presented in the framework of three-dimensional model.

Since companies are the main platform for innovation in a country, they are always considered as one of the most important pillars of economic growth in countries. This irreplaceable role has led policymakers to pay special attention to removing barriers to innovation and preparing the ground for corporate growth and prosperity. Therefore, recognizing the factors affecting the innovation performance of the enterprise is very important. However, despite a number of experimental studies to identify the specific characteristics of innovative companies In most of the research conducted in this field, researchers have only considered one or more limited factors to investigate their effects on enterprise innovation. More limited research has attempted to provide more general frameworks and models for classifying the many factors that can affect enterprise innovation, and the results do not converge. However, research is ongoing, and researchers are emphasizing the nature of innovation-related contexts (both internal and external contexts) and recommending models with contextual requirements that naturally describe the more limited power conditions. Theoretical foundations and background of innovation performance research findings by Wei and colleagues (2020) show that manufacturing companies with higher welfare than employees have better innovation performance, which is measured by the number of patents, and this positive relationship is mainly reflected in the quality of innovation and not in its quantity.
Using data from advanced Chinese manufacturing companies from 2016 to 2018, Douan et al. (2020) found that with the help of the panel data model, the innovation performance increased by increasing the potential surplus capacity and available surplus capacity. Advanced technology firms show an initial upward trend and then a downward trend. Conversely, by increasing the recoverable surplus capacity, the performance of innovation in these firms shows a downward trend and then a growing trend. In addition, the mediating role of adsorption capacity variable in this study has been tested. The findings showed that the excess capacity available could affect the innovation performance of manufacturing companies with advanced technology through the realized (actual) absorption capacity.

The present research is analytical-descriptive in terms of the research method and the research data are collected and analyzed using a Meta synthesis method. The statistical population of the present study is all research published in reputable domestic and foreign scientific databases that have been surveyed based on keywords defined to achieve an example that leads to theoretical saturation. Thus, the sampling method in this study was theoretical sampling. The main steps of the transcendental technique from the point of view of Sandlowski and Barlows (2007). Findings and presentation of research model In the final stage of the analysis, the results of the analysis and the extraction pattern are presented. As mentioned, in this study, 13 concepts and at a higher level, 7 categories were identified as determinants of innovation performance of knowledge-based companies and their quality test was also confirmed. In this step, the resulting research model is presented at the level of topics (categories) and with the expansion at the level of concepts. Due to the compatibility and semantic and conceptual compatibility of the extracted categories with the Mirzaei three-branch model, therefore, the proposed model is presented in the form of Figure (2). In the proposed model, 7 identified issues are shown separately in three branches (texture, structure and behavior). Innovative contextual context with two concepts (internal contextual factors and external contextual factors) in contextual context; Government issues with the concept (macro policy) and networking with the concept (networking and open innovation) in the branch of structure, and in the branch of behavior; Knowledge Leadership Intellectual Capital with Concepts (Strategic Management of Knowledge, and Leadership and Management of Intellectual Capital) And the firm's science, technology, and innovation systems are embedded in concepts (innovation management, research and development management, and strategic management of technological capabilities.

In the present study, all published research was searched until 2020. Finally, 140 appropriate researches were selected as the analysis source and after the analysis process with Max Kioda software, 110 distinct codes were identified. Among these codes, absorption capacity with 10 references; Knowledge management with 9 citations, organizational networks with 8 citations, and organizational learning with 7 citations had the highest number of citations, respectively. The codes identified at the higher level formed the concepts that identified 13 distinct concepts. Among these concepts, strategic knowledge management with 16 codes was identified, as well as internal contextual and leadership factors and strategic management of intellectual capital with 12 codes had the highest number of codes. Eventually, concepts formed at a higher level of abstraction of subjects (categories). In this research, 7 categories were identified, which are presented in the final model of the research in the form of Mirzaei three-branch model.

The purpose of this study was to explain the effect of customer knowledge on improving the quality of services in the hotel industry with the mediating role of customer relationship management. The type of research was applied in terms of purpose and descriptive-correlational in terms of the nature of the method.The statistical population of the study was the customers of Sarein hotels. Simple random sampling method was used for sampling and Cochran's formula was used to select the sample size. Due to the infinity of the statistical population, the sample size was 384 people. Collection of required data using three standard questionnaires, customer knowledge (Tseng & HongWu, 2014); Customer relationship management (Abbasi,2011) and service quality questionnaire (Stefano et al.,2015) were performed. Validity was assessed using confirmatory factor analysis and reliability was assessed by Cronbach's alpha. Data analysis was performed using structural equation modeling approach using SPSS and PLS software. According to the research findings, customer knowledge has a positive and significant effect on the quality of services in the hotel industry and between the dimensions of customer knowledge, the dimension of effective communication is the most effective dimension on service quality. Customer relationship management also plays a mediating role between customer knowledge and service quality of the hotel industry, The findings of this study can be effective in moving the hotel industry to pay more attention to customer knowledge and improve the quality of services in the hotel industry.

The purpose of this study is to present a model of citizenship rights in Iranian government organizations. The research was a developmental study that was conducted qualitatively and quantitatively using a combined method. The statistical population of the research was in the qualitative stage of active civil rights experts. 12 people were selected by purposive sampling method. At a small stage, the community of managers and employees of Chaharmahal and Bakhtiari governorate are 200 people. The sample size of 132 people was determined by Cochran's formula. Qualitative part of the foundation data method was used with the help of interview and quantitative part of the questionnaire was used to collect information. The validity of the questionnaire was confirmed by formality, convergence and content and the reliability of the questionnaire was confirmed by Cronbach's alpha coefficient. Structural equation modeling was used to analyze the quantitative data. Based on the results of open and centralized coding, causal factors include quality of work life of employees, freedom of expression, accountability, organizational culture, upstream documents and laws, and underlying factors including training and development, team building, socio-cultural requirements, legal requirements, ability Executive, technology infrastructure. The intervening factors were managerial challenges, organizational challenges, legal barriers, and policy-governance. Strategies included talent discovery, thinking, self-confidence, new media, networking, consequences including responsibility, cohesiveness, long-term, dignity, self-esteem, and human values. Dimensions of citizenship rights included health, freedom of thought, justice, the right to education, and the elimination of discrimination. The model was confirmed based on the structural equation test.

 Digital entrepreneurship is a new approach to starting a business today. Identifying and understanding entrepreneurial opportunities to start a business is the responsibility of entrepreneurs or startup managers.The purpose of this study is to identify and categorize the mentality of startup managers to digital entrepreneurship. The philosophical framework of this research is a kind of interpretive-positivist paradigm and in terms of orientation is in the category of applied research. Q methodology has been used to identify the mentality. According to the interviews with experts and the use of retest and obtaining a coefficient of 0.86, the validity and reliability of the test can be considered acceptable and high. There are three different mindsets about the factors affecting digital entrepreneurship that represent the categorization of the mindsets of entrepreneurs and startup managers. These mindsets in order of importance are: Digital Entrepreneurship Platforms - Digital Entrepreneurship Innovation - Digital Entrepreneurship Marketing.

Today, having a commitment to nature and the principles of sustainability and emphasis on environmental protection is part of the business strategy. Creating a strong and lasting relationship between the consumer and the green brand requires a clear set of features and benefits related to reducing the environmental effects of the product. Developing a green-consumer brand relationship is a difficult task due to the complexities of the specific "green" sector. In this regard, this study tries to identify the indicators that are effective in the formation of green brand in dairy products by using the meta-synthesis method while paying integrated attention to all dimensions of the green brand. In this study, the results and findings of previous researchers were analyzed and by performing seven steps of this method, the final pattern for creating a green brand was identified. In order to extract data from texts, according to the extensive study of green brand literature and also using the opinions of professors and experts in marketing and sales of the dairy industry, initial coding and extraction of concepts and categories were performed. A total of 130 initial codes and 6 final categories were identified.

The purpose of this study was to identify the factors influencing the institutionalization of authentic leadership in the Islamic Azad University of Tehran during the year 2018. This study was conducted qualitatively and quantitatively (Mixed Method). The sample for this study consisted of 12 experts who were interviewed with semi-structured interviews so that the data gathered based on theoretical saturation. The NVivo 10 software was used to analyze the data. The research tool was a 24-item researcher-made questionnaire based on the five options of the Likert choice, whose content validity was confirmed by ten professors in the field of higher education. Cronbach's alpha reliability coefficient was 0.845. To analyze the research data, we used exploratory factor analysis, single sample T-test using SPSS-24 and Liserl software. Analysis of data was used to study the exploratory factor analysis, one-sample t-test using the software SPSS 24 and LISREL. The findings showed that eight factors have the most important role in the institutionalization of authentic leadership in Islamic Azad University which include: "Social factors", the in the first place, "political factors" in second place, "economic factors" in third place, "cultural factors", in fourth place, "technological factors", in fifth place, "organizational factors", in sixth place, "personal factors" in seventh place and "international factors" in the eighth position. So, for that authentic leadership is institutionalized at the Islamic Azad University in Tehran, all the factors involved in the university should be considered in a coordinated manner.

The existence of information technology (IT) system, nowadays, does not guarantee appropriate outcomes for organizations, unless they ascertained their information security protocols and procedures are well-designed and their IT assets are protected from external and internal threats. The purpose of the present study is to identify and prioritize the factors which are influential in the security of the information networks of prisons of Sistan and Baluchestan (S&B) province. To this end, first a list of important criteria was compiled. Then, the effective factors of the security of electronic information networks of Prison Directorate General of S&B were identified by filling out a questionnaire. The population of the study were experts, specialists and university professors who were fully acquainted with the concept of IT network security. Since the statistical community was limited, there was no need for sampling. The criteria were then weighted and ranked using fuzzy analytical hierarchy process (AHP) . The results of the study indicated that the field of infrastructure, content and application are of the highest importance from the perspectives of policy makers and prison governors.