فصلنامه مدیریت سازمان های دولتی
سال یازدهم شماره 2 (پیاپی 42، بهار 1402)

The current research has been done with the aim of designing the fundamental competence model of human resource managers and identifying its dimensions and components as well as the factors affecting the fundamental competence of human resource managers.The research method is considered to be mixed (qualitative-quantitative) in terms of implementation, applied in terms of purpose, and content analysis type in terms of exploratory method. According to the content analysis method, the coding and classification process was implemented in the MAXQDA 2018 software, then the codes were examined for validation with the fuzzy Delphi method and measured in the PLS software at the quantitative stage. In this research, the fundamental competence dimensions of human resource managers and the factors affecting them have been identified and categorized. Based on the findings in the first stage with the qualitative approach, eight dimensions of fundamental competencies including cognitive-insight competence, entrepreneurial competence, leadership competence, communication competence, individual competence, technical and specialized competence, moral competence and psychological competence and six influential factors were formulated. In the second stage, with a quantitative approach, the impact of six factors on the fundamental competence of human resource managers was measured and confirmed.

The purpose of this study was to investigate the mediating role of socialization and organizational identity between spiritual leadership and employee performance in the Sepah Islamic Revolutionary Guard Corps. The research is applied in terms of purpose and descriptive and survey method. The statistical population is the Sepah employees, 112 people were selected as a statistical sample, and field data were collected through standard questionnaires. Data analysis and fitting of conceptual model with experimental data was done by structural equation method and PLS software. The findings showed that the variable of spiritual leadership directly explains 13.8% of changes related to employee performance. Also, spiritual leadership indirectly and through the mediating variable of organizational socialization by 63% and through the mediating variable of organizational identity by 29% affects the variable of performance. The total direct, indirect and mediated effects of spiritual leadership on organizational socialization and employee performance were 0.77 and the total effect of spiritual leadership on organizational identity and employee performance was 0.43. The value of variance accounted for (VAF=0.82) also showed that the influence of mediating variables is strong and the intensity of indirect effects is high. Based on the analysis of the findings, the indirect effect of spiritual leadership on the performance of Sepah employees was confirmed through the variables of socialization and organizational identity. Also, the results showed that spiritual leadership has an impact on employees' sociability and organizational identity, and organizational sociability and organizational identity have a significant effect on employees' performance

The purpose of this research is to study the lived experience of financial managers of universities regarding the profession of financial management. This research was conducted using a qualitative method and a phenomenological approach. In the research process, the Colaiy method was used as the basis and model of research implementation. The statistical population is financial managers of universities and purposeful sampling was used. The data collection tool was a semi-structured interview with 12 financial managers with an emphasis on theoretical saturation. After analyzing the interviews, the main four themes of responsibilities and duties include the categories of planning and decision-making, monitoring and report writing, analysis and forecasting, in the field of expertise and skills, including the category- knowledge and academic education, problem solving skills, technology and software skills, math and statistics skills, communication skills, analytical skills, organizational skills, in the field of job satisfaction including the categories of income and benefits, the nature of the job and work environment and in The field of personality traits including four categories of accuracy, thoughtful and logical, independent and decisive, and conscientiousness were identified and defined and finally practical suggestions were presented.

The fundamental principle of the success and sustainability of social systems in the path of progress is principle of meritocracy. In addition, societies increasing evolution and governments' efforts to increase the quality and efficiency of public sector services have increasingly focused their attention to importance of nurturing and hiring qualified leaders. Besides, if we look at the importance of science and technology in the new world -which is the most fundamental basis for the advancement of countries- the importance of meritocracy in its leaders and institutions will be more cleared. Therefore, this study aimed to design a competency model for the Iranian Minister of Science, Research and Technology.

Thematic analysis is a method for identifying and analyzing patterns in qualitative data, by which qualitative data is divided, classified, summarized and reconstructed. Thematic analysis is essentially a descriptive strategy that facilitates the search for patterns within qualitative data sets.

Through interview with 42 experts, 794 primary themes were obtained which were analyzed by thematic analysis into 3 global themes, 13 organizing themes and 44 basic themes.

The first global theme is individual competency, which is divided into four organizing themes of intrinsic, value, attitude-behavioral and occupational. The second global theme is knowledge competency, which is divided into five organizing themes of knowledge of job field, experience, scientific image, knowledge of Islamic-humanities and management knowledge; and third global theme is the skill competency that comprises four organizing themes of management, leadership, political and interactive.

The purpose of this study is the pathology of Civil Registration services outsourcing in Bushehr province focusing on the challenges of this matter. The present study is positivist in terms of paradigm, applied in terms of purpose, descriptive-survey in terms of type. This research was performed in two stages and a mixed manner. In the first stage, outsourcing challenges were extracted through analyzing relevant scientific sources. Afterward, by forming a focus group, and consulting the experts of Bushehr Civil Registration Organization, the ultimate indicators were prioritized and finalized by the Fuzzy method. In the second stage, the extracted components and indicators were weighted and ranked by using the hierarchical technique. The research tool in both stages after the formation of the focus group was a researcher-made questionnaire. The reliability of the research tool was evaluated and confirmed using the incompatibility rate (0.025).The statistical population of the current study consists of experts from the General Department of Civil Registration Organization of Bushehr province. Findings of the research in the first stage revealed that out of 31 indicators extracted from the review of theoretical foundations, 19 indicators are of higher weight and importance for entering the second stage of the study. These indicators were divided into 4 general components, which are: risk of duty, weakening employee’s morale, devaluation of organization and risk of diminishing control. Results demonstrated that the risk of diminishing control with a score of 0.367 is in the first place. finally based on the important dimensions solutions were presented.

The goal of this research; Explaining the mediating effect of empowerment in the relationship between transformational leadership and employee satisfaction in Iran Khodro Diesel Company. The current research method in terms of purpose; functional, in nature; descriptive-survey and its method; It is quantitative and in terms of implementation, it is correlation and path analysis.Statistical Society; All supervisors of Iran Khodro Diesel Company, numbering 150 people, and due to the small size of the community, all members were selected as a sample using the full number method.Research tools; Questionnaire of empowerment (Laschinger et al., 2001), transformational leadership (Bass and Auliou, 2004) and job satisfaction (Hackman and Oldham, 1976) whose validity was checked and verified by formal and content methods.Reliability was obtained through Cronbach's alpha (0.81).The data were analyzed in the descriptive and inferential.The results of the research showed that transformational leadership has a positive and significant effect on empowerment (effect coefficient 0.77), empowerment on employee job satisfaction (effect coefficient 0.67) and transformational leadership on employee job satisfaction (effect coefficient 0.66). Conclusion The effect of transformational leadership on the empowerment and job satisfaction of employees shows that managers of Iran Khodro Diesel Company can pay attention to the topic of transformational leadership, empowerment and their components by knowing the importance of each of the above variables; Take more effective steps in order to improve the job satisfaction of employees and create the conditions for improving the quality of products and increasing customer satisfaction in a favorable way.

Efficient employees are the main reason for the success and excellence of the organization, and inefficient employees are also the cause of the problems and failures of the organization. However, in previous studies, less research has comprehensively and coherently addressed the employee efficiency and the most important purpose of this study was to provide a theoretical model of efficient and inefficient employees and investigate their characteristics in the public sector. Classic (Glaserian) Grounded Theory methodological principles used in this study in relation to the use of literature, participant recruitment, data collection and analysis, and theory development in order to fill the gap in existing studies and help increase knowledge in this field. In this regard, in-depth semi-structured interviews conducted with 17 experts in the water industry of Isfahan province and the obtained data were analyzed in three stages of open coding, selective coding and theoretical coding. Data analysis resulted in identifying four types of employees in terms of efficiency, which were conceptualized with the titles of proactive employees, reactive employees, Procrastinative employees and restive employees. In the continuation of the data analysis, the mentioned types were investigated and analyzed through the typology matrix of efficient and inefficient employees. Obviously, identifying the types of employees in terms of efficiency and explaining their characteristics will help improve the efficiency of human resources and deal with inefficiency.

Human Resources needs new knowledge more than ever. The aim of the research is to provide a model for training human resources in Isfahan Municipal Waste Management Organization. The research method is applied-exploratory based on the Grounded Theory. The data collection tool is a semi-structured interview. The statistical sample consisted of 15 human resource managers and management experts who were selected by purposive sampling. To analyze the qualitative data of the research, the foundation data theory strategy was used with the help of MAXQDA 22 software. 14 sub-codes were extracted from the answers of the experts. The results showed that knowledge management and information literacy will be formed as a central phenomenon caused by causal conditions such as effectiveness and intra-organizational stimuli. The action of human resource training management will have consequences including employee growth, management efficiency and competitiveness. However, in this model, background factors such as potential talents and work ethics and the intervening conditions will affect the learning levels and reaction to changing relationships

The general purpose of this study is to investigate the effect of good governance on reducing organizational indifference of employees by emphasizing the mediating role of their sense of organizational belonging. This research is a quantitative research in terms of method and is applied in terms of purpose and descriptive in terms of nature. The statistical population of the present study is the staff of Imam Reza Hospital in Tabriz, whose number are 1,500 people. The statistical sample size was estimated 306 people by using the Cochran relation and were selected by stratified sampling. The data collection tool is a standard questionnaire which after measuring its validity and reliability, was provided to the statistical sample. Descriptive and inferential statistical methods have been used to analyze statistical data. Thus, descriptive statistics method was used to classify, summarize and describe statistical data, and at the inferential level, Kolmogorov-Smirnov, Pearson r and regression tests and confirmatory factor analysis were used to test the research hypotheses. The findings of the research show the confirmation of the research model and hypotheses and the negative and significant impact of good governance on the organizational indifference of employees and its positive impact on the sense of organizational belonging. The results also showed that the sense of organizational belonging has a mediating role in the effect of good governance on reducing organizational indifference of employees.

In the world of competition, manpower can be the most important advantage of an organization and the main factor in developing and increasing performance in the collection. Organizations are just trying to create the best facilities for maximum performance and effectiveness. In some organizations, despite the efforts of the organization to provide the necessary facilities for employees, not only the performance does not increase; On the contrary, the phenomenon called organizational climate inversion is spreading in organizations. This study tries to identify the factors affecting the inversion of the organizational climate. The present study is descriptive in terms of developmental purpose and survey method in terms of method of data collection; It has used fuzzy Delphi and Exell software to analyze and achieve its goals. The difference of less than 0.2 between the definitive mean of stages 1 and 2 and the high degree of consensus of experts on the effective factors confirm the validity of the factors being measured. Given that this research has been done to develop a new theory, we have tried to use fuzzy Delphi, experts'' opinion to reduce ambiguity about components and factors and increase the validity of selected factors. The results show that 19 factors affect the inversion of the organizational climate. Based on the results, increase in the of the organization''s hardware factors has been identified as the most important factors affecting the inversion of the organization''s climate. It is recommended that facilities be calculated and assigned to specific individuals to prevent organizational inversion.