فصلنامه مدیریت سازمان های دولتی
سال دهم شماره 3 (پیاپی 39، تابستان 1401)

Merit-phobia is considered one of the organizational diseases in governmental organizations, which has hindered the favorable appointment process. Therefore, the purpose of this study is to Designing a merit-phobia model of the managers of governmental organizations in Lorestan province. The present study has a qualitative design and uses the grounded theory method. Participants in the study were managers of government organizations in Lorestan province. Data were collected through purposive sampling with 20 managers using semi-structured interviews. In the process of data collection and analysis, the grounded theory method proposed by Strauss and Corbin was adopted. Six main categories and 45 concepts were extracted from the interviews. The findings revealed that conditions such as the weakness of the succession system, fear of losing position, traditional management systems, narrow-mindedness, partisanship, lack of a decent career path bring about the phenomenon of managers' merit-phobia. Factors such as unhealthy competition, politicization, greed, the relationship-oriented culture, and nepotism provide a background for managers' merit-phobia. According to the findings, salaries and benefits, selfishness, dependence on power, utilitarianism modify this phenomenon, which leads to consequences such as dwarfism, reduced investment of knowledge and skills for the future, reduced efficiency and effectiveness, job boredom, degradation of the manager's social reputation, increased the employee voluntary leave, reduced organizational creativity, and lack of organizational progress. Finally, the study model was approved by experts.

The main purpose of this study is to "design and explain the employee voice pattern with emphasis on organizational culture in state-owned banks in Iran in order to provide the desired model (Case study: the headquarters of the Agricultural Bank and its branches in Tehran)." This research is one of the mixed researches which is in the category of applied researches in terms of purpose and is in the category of descriptive researches in terms of research method and is in the qualitative part of content analysis in terms of data collection and summarization and in the quantitative part of the structural equations is using SPSS and PLS software. For this action, in the first step, the specialized texts of organizational culture variables and employee voices, including internal and external articles, books and valid publications, were studied, and in the next step, their dimensions were identified by conducting interviews with Agricultural Bank experts. In this study, 16 experts from the target population were present who were identified by snowball method and interviewed by deep semi-structural method. As a result, 4 dimensions were identified for organizational culture including Customer orientation, discipline, specialization and ethics and 4 dimensions for the employee voice, including: useful, beneficiary, consistent and warning. Based on the results, organizational culture has an effect on employee voice and their relationship is positive and significant. The results also showed that with the promotion of organizational culture, the voice of useful, beneficiary and warnings increased but decreased the consistent voice.

The purpose of this study was to investigate the effect of commotion-goal theory application on organizational resilience with the mediating role of political behavior of Isfahan public organizations managers. This research is applied in terms of purpose and descriptive-correlation in terms of method. The statistical population of the study is 582 managers of public organizations in Isfahan and 231 people were selected as a sample based on Morgan table. Standard questionnaires were used to collect data. The validity of the tools was confirmed by the opinion of the professors of the management group. Data analysis was performed by structural equation modeling with partial least squares approach and using WarpPLS7 software. The validity and reliability of the questionnaire were examined using divergent validity and convergent validity, respectively, as well as two criteria of combined reliability coefficient and Cronbach's alpha coefficient. Results show that the commotion-goal theory has a positive and significant effect on organizational resilience and political behavior of public organizations managers in Isfahan and political behavior has a positive and significant effect on organizational resilience of Isfahan public organizations managers.

The purpose of the current research is to identify and rank the dimensions and components of the employer brand pattern of the Ministry of Education in order to absorb and retain talented and specialized human resources. The current type of research is applied based on the purpose, based on the data collection method, documentary-survey and descriptive-analytical based on the nature. The method of data analysis in the qualitative phase was theme analysis, and in the quantitative phase, confirmatory factor analysis was used. In order to rank the dimensions and components of the pattern, the Multiple Attribute Decision Making method and the SAW technique were used. The findings of the research, which led to the identification of the dimensions and components of the employer brand pattern of the Ministry of Education, include: 7 dimensions, 28 components and 64 indicators. The results of the ranking of the dimensions of the pattern showed that, after the human resources management system, the brand strategy is the second and brand promotion and development ranks seventh. Therefore, according to the first rank of the human resources management system in the ranking process of the dimensions of the pattern, systemization and continuous movement within the framework of this system and structure should be defined and explained in accordance with scientific, efficient and capable management in the field of human resources management of the Ministry of Education.

Positive deviant behaviors are behaviors that occur beyond organizational norms to improve organizational performance. Despite the importance of these behaviors, no research has been conducted on these types of behaviors in Iran. Identifying the factors affecting the occurrence of these behaviors can help their occurrence and strengthening in organizations. Therefore, the aim of this study is to identify the factors affecting the occurrence of positive deviant behaviors among employees of public organizations in Qom province. The present study is applied in terms of purpose and survey in terms of data collection. The study population was all experts familiar with the subject of research and had expertise and experience in the field of research and public organizations in Qom province. 17 people were selected by judgmental method and theoretical data saturation criteria. The research instrument was a semi-structured interview. Content analysis and coding methods were used to analyze the data obtained from the interviews. Based on the results, a total of 25 factors affecting on the occurrence of positive deviant behaviors were identified in public organizations, which were divided into five categories: Which include individual factors, Organizational factors, Legal factors, Managerial factors and finally, job-related. Finally, constructive suggestions were made to create or reinforce these factors in the organization to create or reinforce positive deviant behaviors.

present study aimed to identify and understand the phenomenon of Hubris-leaders was conducted. The present study is a mixed research with a qualitative and quantitative approach. The statistical population of the study is experts who were selected using the snowball sampling method and based on the principle of theoretical adequacy. The data collection tool is a semi-structured interview in the qualitative part and questionnaire in the quantitative part was used. In this research, coding method and Atlas.ti software were used for data analysis in the qualitative part and dimetl fuzzy method was used for quantitative analysis. The results indicate that irrational dominance, power paradox, delusional perception of genius and personal knowledge, cerebral immobility and laziness, arrogance and narcissism and personality and behavioral disorders are the most important factors shaping the phenomenon of Hubris leaders. Also, the centralization on decision-making, arrogant leadership, exploitation of human resources, authoritarian management and reducing the motivation and commitment of followers and subordinates are the most important consequences of the phenomenon of Hubris-leaders.

The main purpose of this study is to investigate the status of new leadership functions in government organizations in West Azerbaijan province and to provide an appropriate model for the development of the existing situation in those organizations. The present research is applied in terms of purpose and in terms of the nature of the subject and method, it is a mixed descriptive (quantitative-qualitative) research. This research has been done in two parts, quantitative and qualitative. The statistical population of this research is in the quantitative research section, managers, heads and specialized experts in government organizations of West Azerbaijan province; In the field of qualitative research, he is the director of government organizations, elites and university professors in West Azerbaijan province. To collect research data, in the quantitative research section, a researcher-made questionnaire based on the theoretical framework of "Sanjay Saxena and Pour Nima Avasti" was used and in the qualitative research section, open-ended questions were used through semi-structured interviews and focus group interviews. Descriptive and inferential statistics have been used to analyze the research data in the quantitative research section. In this framework, Kolmogorov-Smirnov was used to test the normality of the data distribution of the population, and one-sample t-test, t-student test, linear regression test, structural equation analysis, and confirmatory factor analysis were used to test the hypotheses. SPSS and AMOS software have been used in all calculations and tests. In the qualitative research section, open coding tables, conceptualization, thematicization, and variable (theme) construction have been used to design and present the main research models. According to the results of this research in the quantitative research section, government organizations of West Azerbaijan province use new leadership functions to a lesser extent than the average. In other words, the current situation of new leadership functions in government organizations of West Azerbaijan province is less than average; Based on the results of qualitative research, a model for developing the current status of new leadership functions in government organizations was presented. In the proposed model for government organizations, there are 14 main themes (main variable) and 39 sub-themes.

Nowadays, with the development of societies, great changes and developments have occurred in various dimensions, resulted in enlargement of governments and their organizations. Thus, most countries are looking for effective solutions in this area and decentralization is one of the most important of them. The main aim of this study is to identify and explain the main and effective components in the decentralization of administrative affairs of public organizations. It examines the issue using a mixed method. The present study is a mixed research conducted with a partially mixed sequential dominant status design in three qualitative-qualitative-quantitative phases. In this research, three methods of "systematic review, thematic analysis, and survey", respectively, were used. The main tool was interview in the qualitative phase and the questionnaire in the quantitative phase. A total of 12 experts in the qualitative phase and 31 people in the quantitative phase were used to extract information and data. Based on the research results, in the first phase (systematic review method), 19 articles were selected and reviewed to determine thematic axes. In the second phase, 163 indicators were identified using thematic analysis method, from which 37 basic themes, 17 organizing themes and 4 global themes were extracted. Based on the results and analyses, the components can be identified in accordance with the comprehensive plan to reform the administrative system and they can be effective in eliminating the gaps and failures in this base.

From time to time it is heard or seen that some organization or company or economic, financial, political, cultural and educational enterprise has suffered some kind of corruption from inside or outside. So far, various measures have been taken to combat corruption in the country in the form of passing laws and establishing regulatory bodies, but none of these cases have succeeded in the fight against corruption as they should and perhaps have not. For this reason, another approach must be taken in the fight against corruption. In recent years, the focus of leading countries in the fight against corruption has shifted from mere attention to legal structures and institutions to the use of existing capacities in public oversight, or in other words, whistleblowing. Considering the effects and consequences of whistleblowing on the performance of organizations, the present study tries to establish the whistleblowing phenomenon for the first time in the country with a systematic approach and using grounded theory, using the real experiences of current and past whistleblower organizations in the country's cultural context. This model can somehow depict the situation of whistleblowing in the country from whistleblowing inputs to its outputs in a tangible way. In fact, the experience of whistleblowing in this study was in the form of a comprehensive model and what, why, how and expected consequences of this phenomenon were discovered in the cultural context of the country.

In interdisciplinary research, all disciplines, including the humanities and social sciences, "borrow" some concepts and theories from other disciplines and fields. Many studies of organization and management have used fundamental fields such as psychology, sociology, and history, and a large part of innovation in social sciences and behavioral sciences, such as management, is due to the inclusion of ideas in other disciplines, which is the manifestation of "implication research The present study is an independent report on the issue of "structure" and "organization" from the governance perspective and in a historical review. This report provides an overview of this concept in the limited governal- historical periods of Iran's history in the seventy-thousand-year-old civilization. Given that the concept of "structure" is relatively new, in such a review, the inspiring propositions and implications referred to it have been extracted. The findings of this study naturally focus on concepts such as "court", "organizations", "administrative system", and "system of government". Some historical and thematic implications studied in the twelve periods are the period of early civilizations (Hammurabi laws, sheiks council), the Median civilization (Satrapy Base, Royal Ordinances), the Achaemenid kingdom (Seven privileged lineages, Four commanders), Sassanids (Dabiran, Dabirbod), organization of the Holy Prophet (PBUH) and Amir-al-Mo'menin (AS) (Taratib-ol Edariyah, Valys, and Amirs), Sadr of Islam (Beyt-ol-Maal Department, Barid court), Abbasid governments (caliphs, courtiers), Seljuks (model of bureaucracy, Arz Court), Post-Mongol (Daroughchi, Basghagh), Safavid Dynasty (Workers and guilds, government houses, hereditary positions, and Qazalbashans), Qajar (Brokerage, Khamsa offices, ministries, and administrative staff), and post-constitutional (Executive organizations, the law of formations, Nepotism, and the principle of separation of powers).