فصلنامه مدیریت اسلامی
سال سی‌ام شماره 1 (بهار 1401)

The emergence of ethical behaviors of managers and employees in the organization leads to an increase in social capital in the organization. In general, observing ethics in the organization improves the credibility and personality of the organization and leaves a proper image of the organization in society. Therefore, in the present study, an attempt has been made to refer to the texts of Nahj al-Balaghah and Gharr al-Hakam and Dar al-Kalam to obtain ethical themes in the process of human resource management. Therefore, by referring to these books, 448 initial codes and finally 9 comprehensive ethical themes were obtained by content analysis method. These pervasive moral themes, whose reliability and validity came from, include 'monotheistic approach', 'monitoring the basis of rights and justice', 'service spirit', 'moral modeling of each other', 'non -judgment and preservation of others', 'goodness.' And avoiding the ugliness, 'trying to self -improvement,' preserving the property and the organization 'and' meritocracy '. Thereafter, each of the pervasive moral themes in human resource management processes was examined. In fact, each of the pervasive moral themes is the moral manifestation of Imam Ali (PBUH) and is manifest in these processes. In general, these pervasive moral themes can be considered as measures for morality or immorality of any of these processes.

The present study was conducted in order to present a native pattern of strategic management and, while considering the strategic and transformation, to identify the problem, depicts the desired status and then analyzes the status quo by determining the desirable status. In addition, by analyzing the gap, to respond to the system of organization issues, he proposes operational strategies and programs with an indigenous and realistic idealistic perspective. In this research, the "Thematic Network" approach has been used. In this approach, a network-like map (a web) is presented as the organizing principle and method of displaying thematic analysis. The thematic network systematizes basic themes, organizing themes, and inclusive themes based on a specific process; These themes are then plotted as web maps, and the prominent themes of each of these three levels are shown along with the relationships between them. The main source of information for coding was the collection of statements and written documents of the Supreme Leader on management, planning, and transformation, which was done through keyword search and text reading. Finally, the network of themes obtained was drawn and the themes organizing the model included the following: needs assessment, knowledge of tasks and goals, goal setting and purposefulness, status and position recognition, route planning, and planning and implementation. The native model of the present study, in addition to simplicity and transparency, has the necessary comprehensiveness in the specialized field of strategic change management and can be used for governmental organizations and institutions.

After the “human relations movement”, many studies have been performed on human resource development, some of them leading to the creation of methods, procedures, standards, and models about human resource improvement and development. By looking deep, it can be found out that most of the present models assume human beings at the same level of other production factors (and of course the most venerable ones) and although they have addressed spiritual factors and ethics in the organization, they have not profoundly focus on it and many aspects have been neglected. Improving the status quo, the Islamic worldview can be helpful because of its comprehensive approach to all the physical and spiritual dimensions of humans. In this research, we tried to develop a model of human resource growth and development on the basis of one of the Islamic theories raised in this regard, i.e. Motahhari's theory of growth. In the present study, data collection was performed through archival studies and interviews with Islamic management experts, and data analysis was implemented by thematic analysis. After analyzing the data, 160 descriptive codes, 27 interpretive codes and 6 overarching themes emerged which finally formed the organizational human resource growth and development model on the basis of growth theory. The findings show that besides similarities, there are essential differences between this model and the present models of human resource development.

The central position of man in the organization has made the study area of ​​organizational behavior one of the first areas of interest in organization and management studies, and as a main and basic area, it has always been the focus of researchers. Due to the impact of anthropological assumptions on the content of organizational behavior studies, along with the development of Islamic approaches in management studies, Islamic views in organizational behavior research have also been used and favored by researchers, the result of which is a significant amount of research in this field. Based on this, the aim of this research is to identify the approaches and trends in the research conducted in this field in the sphere of scientific society of the Islamic Republic of Iran. The research methodology includes the review of the selected domain and the investigated research of all scientific research articles published up to the time of conducting the research, and after refining the information, 279 articles were reviewed. The results show that the upward trend in the publication of research in this field - which started in the early 70s - reached its peak in 2015 with the publication of 39 articles, and unfortunately, this trend has been downward again. Also, according to the results of the research, the most dominant methodological approach in this research was the qualitative approach in the amount of 62% of the total research, and the most important topics in the research were ethics, leadership, motivation, and organizational culture. In terms of the sources used in the research, Nahj al-Balagha, the viewpoint of Islamic thinkers and the Holy Qur'an, respectively, have been used the most in compiling research in the field of Islamic organizational behavior.

Transparency is one of the new issues that is highly emphasized in modern governments, and in this regard, in the Islamic Republic, one of the important tasks that must be done is to extract and understand the dimensions and limits of transparency and its application in Islamic government from the perspective of Islamic sources. The present study seeks to establish the concept and function of transparency in the field of governance by examining the Holy Qur'an as the most important religious source, using the method of data theory, and in particular the approach of Strauss and Corbin. By studying the Holy Quran completely, first about 250 open codes and the initial concept were identified and in the next step in the form of axial coding and selective coding based on the systematic model in the categories of contextual conditions, causal conditions, interfering conditions, strategies and central categories. Then, by modifying and modifying 176 open codes and basic concepts, 57 selected codes and 5 axial codes were identified. Finally, it was found that truth-seeking, honesty, reform and justice are central concepts related to transparency, and the consequences of transparency are not limited to material consequences, but trust, guidance, growth and truth-seeking are important consequences of transparency from the perspective of the Holy Quran and part of the model.

Employees’ pride and dignity in organizations means success and pride of organizations. The pride of organizations shows the high value and credibility of the organization in society. Respectable human resources in the organization are valuable assets that can solve the problems of the business market and determine the success of the organization. Understanding the concept of dignity in the culture of the Holy Quran is the main purpose of this study, which was conducted using the research method of the Holy Quran. In this method, eight steps have been taken scientifically to achieve the desired result. This study showed that seven issues related to employee dignity can be inferred from the Holy Quran, which are: The principles of dignity (the source of God's glory) are the components of dignity (material and spiritual components), the bed of dignity (faith, thinking, morality, etc.), Barriers to dignity (arrogance, waste of rights, pride, etc.), illusory dignity (ignorance, dependence on property and children, etc.), the function of dignity (courage, honesty, kindness, etc.) and the decline of dignity (Supremacy, denial of rights, etc.). The results showed that paying attention to these issues can be inferred from the Holy Quran as a model of employee self-esteem for empowering human resources.