فصلنامه مدیریت دولتی
پیاپی 52 (زمستان 1401)

The role of corporate governance in matching the interests of senior executives with those of the shareholders’ interests has been investigated in previous studies. If corporate governance can reduce agency costs, companies with good governance may have fewer unfavorable issues in their capital allocation. The main purpose of this study is to examine the relationship between the components of corporate governance and the efficiency of capital allocation in public joint stock companies.

In order to study and achieve the objectives of the research, 80 companies listed on the Tehran Stock Exchange (TSE), from 2015 to 2018, were selected via the purposive sampling method. The research hypotheses were tested using the panel data and fixed effects model.

According to research findings, corporate governance has a significant relationship with investment efficiency. The results also showed no significant relationship between investment efficiency and corporate governance variables including independence of the board of directors, leadership structure, the number of members of the board of directors, block-holder ownership, and the presence of outside directors in the audit committee. There is also a significant and positive relationship between institutional ownership and investment efficiency

The achieved results of the present study confirm the significant relationship between investment efficiency and corporate governance. Accordingly, investment efficiency is expected to improve as the quality of the corporate governance structure increases. Only a significant relationship between the existence of institutional investors as a corporate governance variable with investment efficiency was proved. The presence of institutional shareholders in the ownership structure and, consequently, their representative on the board of directors, can lead to better control and more efficient decision-making in capital allocation. On the other hand, there was found no empirical evidence for the relationship between other corporate governance variables such as board independence, leadership structure, board size, block ownership, and the presence of outside directors in the audit committee with investment efficiency as the agency theory proposes. The agency theory cannot explain the empirical findings; therefore, the behavioral aspect and legal limitations and requirements are required to be considered.

This study mainly seeks to investigate the relationship between human resource processes and AMO (Ability, Motivation, and Opportunity) dimensions in order to design an integrated framework of 34000 standard human resource processes.

In this research, the philosophy of research is critical realism, the research approach is Retrodictive, the research strategy is multiple case studies and the method of data collection is through interviews and review of documents. For this purpose, three organizations that have taken the top ranks in the 34000 standard awards were selected as the research’s case studies.

After reviewing, qualitative coding and analysis, 4 main roles including "environmental contexts", "organizational opportunistic factors", "organizational threatening factors" and "human resource processes" in the form of 6 sub-themes and 27 concepts were explained.

In general, it can be said that organizational and environmental contexts affect human resource processes and decorative meritocracy processes; selection based on merit; Interactive learning; 180 degree learning; Employee performance management are empowering and the suggestion system, team building, blind service compensation, performance oriented compensation, employee performance management, socialist performance appraisal are motivating and suggestion system, leadership and behavioral development, knowledge atlas, intelligent human resources, job grading and designing structure are opportunistic.

The present qualitative research was conducted to analyze strategies, programs, and actions to improve employees’ well-being in their workplaces from the perspective of employees working in Iranian public organizations.

Based on the qualitative content analysis method, the current study analyzes the data collected from 14 public organizations in a period from the beginning of the Iranian calendar year of 1399 to the end of 1400 (March 2020- March 2021). Although semi-structured interviews (n = 115) were the primary source of data collection, researchers' observations, existing studies, and internal and external organizational reports had also a noticeable effect on developing and improving the themes.

The findings of the study showed "employee well-being in light of people interactions in the organization"; "employee well-being in light of organizational environment"; "employee well-being in light of organizational structure"; "employee well-being in light of organizational technology"; "employee well-being in light of organizational systems "and "employee well-being in light of organizational culture” were drawn as the six themes (main strategies). Moreover, 13 main categories and 63 sub-categories were obtained as programs and actions of the public organizations to promote workplace well-being from the perspective of employees in the public organizations.

Various individual, organizational, and environmental factors lead to the formation of well-being in the workplaces. Positive relationships and support from managers and co-workers are necessary at the individual level. At the organizational level, good social and physical structure, the use of advanced and safe technology, equitable compensation, efficient human resource systems, and a culture of values, norms, and symbols that facilitate well-being in the workplace is needed. Also, creating a friendly work environment, and the positive social prestige of the organization in society are various environmental programs that can lead to an exciting and motivating work environment that promotes well-being at the workplace.

Human resources play an important role in achieving the goals of any organization. Meanwhile, non-profit organizations benefit from employees with different characteristics and goals because of their different nature from other organizations. Therefore, studying human resource management systems in such organizations is vital. This study seeks to identify the challenges of human resource management in non-profit organizations.

The current applied research took a qualitative approach. To collect the required data, researchers conducted interviews with a community of experts and managers of non-profit institutions. The sampling method was theoretical sampling, which was conducted up to 15 interviews at the theoretical saturation level. To analyze the collected data, the theme analysis method was used. The validity and reliability of the tools and the results of the research were examined by peer review and retest reliability.

The results of the data analysis identified four categories of challenges related to human resource management in non-profit organizations. The challenges included specialized challenges, challenges related to human resources, financial and economic challenges, and legal challenges.

The special conditions and the different nature of non-profit organizations compared to other organizations have made it increasingly important to identify and examine the challenges faced by them for improving their performance. By determining the gap in the categorizing of these challenges in Iran's non-profit organizations, this research tried to explain them and offers suggestions related to management and dealing with such challenges.

Rhetoric is a state of elocution to convince and motivate beneficiaries, customers, co-workers and superior managers by some of managers within organizations. Those managers who use rhetoric often overstate in explaining organizational truths and highlight their own positive actions. Respecting the importance of subject and also due to research gap in this regard, present study was carried out with the aim of examining managers' rhetoric within public organizations.

In terms of approach, this study was an explorative survey and it was a qualitative research in terms of its type. Population of study consisted from a group of experts including executive manages within Khorramabad public organizations among which some individuals were selected as research subjects through purposive sampling way. In order to collect data, semi-structured interviews were applied which continued to reach for a point of theoretical saturation. The number of 17 organizational experts participated in this study. Verification of the validity of contents by using content validity ratio (CVR) and content validity index (CVI) was done by 15 experts. Moreover, reliability of codes was confirmed through inter-coder reliability way.

Obtained findings from analyzing  interviews' data by open, axial and selective coding ways and also using software Maxqda 2018 was led to elicit a paradigmatic model of managers' rhetoric based on the grounded theory with 6 major, 24 axial categories and 56 codes from open coding way. This model was designed by 6 major components including core category, cause factors, ground factors, intervening factors, strategies and outcomes for managers' rhetoric. By this model, categories verbal formalism, feigned speech, political artifices, tip and tricks in speaking were identified as items of core category. Moreover, undesirable real situation, perceptual anxiety, inborn profiteering and personality features were realized as cause factors. During this study, organizational culture, politicization, socio- environmental requirements and lack of beneficiaries' demanding were identifies as ground factors. Weak ethical intelligence, innate vice, lack of managerial proficiency, Pathological moral policy had an intervening impact on managers' rhetoric. Strategies of managers' rhetoric were appeared as administrative trading, Machiavellianism, directing public opinion towards personal interests and showcase management. Finally individual, organizational and social outcomes were recognized.

Theoretically, presented model of managers' rhetoric in this study has identified some themes which have been less addressed before. The findings of the study can make researches and managers within public organizations aware of the concept of managers' rhetoric at public organizations. Since rhetoric can lead to employees' cynicism, decreasing organizational effectiveness, hurting public trust and disrespecting professional ethics within organizations, it is suggested to select and assign managers based on ethical and professional competence to avoid developing an organizational atmosphere encouraging rhetoric.

One of the ways that government officials and government agencies can adopt to protect the rights of citizens is to deal effectively with citizens' complaints. Answering complaints is one of the forms of protecting the citizen's rights. This research seeks to provide an optimal model to gain public trust in the Customer Complaint System of The Inspection Organization of Iran. Dealing with complaints is aimed at serving the customers, and this issue is very important at the heart of government organizations in the Islamic Republic of Iran. This procedure is aimed at eliminating the weaknesses of information and culture building, creating a suitable platform for improving the level of satisfaction, preventing waste of time and extra traffic, and reducing the loss of human capital.

In this research, a survey method and a researcher-made questionnaire were used. The statistical population of this research was made up of customers and users of the named system in the Inspection Office in the northern Iranian Mazandaran Province. In 2016, 24,884 there were customers and users, of whom 378 individuals participated in this study. Questionnaires were distributed to the sample population based on systematic sampling.

The obtained results led to the development of a model. The compiled model to explain the changes in the success rate in gaining public trust in the intended complaints system showed a significant impact of external variables of customer characteristics and internal variables of technology, website quality, and organizational characteristics on public trust in the system.

In general, the results of the current research showed that by improving the quality of the website, the state of technology and the characteristics of the organization, the features desired by customers would be provided and their trust in the complaint system would increase. To design an optimal model to gain public trust in the system, the path analysis method and more difficult equations were used. Based on earlier research, 45 percent of customers do not complain even after expressing dissatisfaction, 50 percent complain but give up, and only five percent follow up on their complaints to get responses. By extracting the required information from the complaints, it is possible to evaluate the quality of services and overcome the negative points while strengthening the positive points. Dealing with complaints and investigating them is an effective tool for improving the quality of services (Mohadnia et al., 2013). It increases people's trust in the government. In this study, the level of trust in the Customer Complaint System of Inspection Organization was investigated. Based on the obtained results, factors related to technology, characteristics of the organization, the quality of the website, and also customer characteristics have a significant relationship with gaining public trust in the system. The customer's characteristics with the mediation of technology, i.e., the quality of the website and the characteristics of the organization, impact the trust in an inspection complaints management system.