فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 41 (بهار 1402)

Serious organizational scandals in recent decades in public organizations, mainly due to corruption and conflicting interests led to reduced public trust in public institutions. This emphasizes the need to find processes and tools to achieve public organizations and more ethical management. The main purpose of this research is to empirically examine the impact of public service motivation on ethical behaviors in public organizations.

The present research is practical in terms of purpose and In terms of nature and method, it is descriptive-survey research. The statistical population of the present study is public organizations in Tehran, which using a combined sampling method (stratified and available) a sample size of 370 samples was collected from 80 public organizations. Standard questionnaires were used to collect the data, which confirmed the validity and reliability of each of the variables. Based on modeling structural equations of Smart PLS were used to analyze the data.

The results show that the public services motivation (willingness to public policy, commitment to public interest, compassion and self-sacrifice) leads to increased moral behavior (sense of duty, support, respect, spirituality in the workplace and benevolence) in public organizations employees and ethical leadership mediates the positive impact of public service motivation on ethical behavior.

The research results provide empirical evidence for the importance of public service motivation in ethical behaviors among civil servants. The present study showed that ethical leadership and public service motivation are effective in promoting the ethical behavior of employees.

Employees should always be justified in terms of the vision and value of the organization as well as customers outside the organization. Internal marketing seeks to train employees in the role of the organization's customer and is influenced by management styles. The main purpose of this study is to investigate the effect of patriarchal leadership style on internal marketing with respect to the mediating role of employees' emotional well-being.

The method of the present study is based on the applied purpose and the nature of the descriptive-correlation method. It is also a survey in terms of data collection. The statistical population of this study includes the employees of the Social Security Organization of the Armed Forces in Tehran, whose number is 146 people. The data collection tool is a standard questionnaire whose validity has been verified using the opinion of experts and its reliability has been verified using Cronbach's alpha coefficient. Data analysis tool is also modeling structural equations.

The results show that patriarchal leadership has a positive and significant effect on internal marketing and employees' emotional well-being. Employees' emotional well-being also has a positive and significant effect on internal marketing. Also, the dimensions of patriarchal leadership (authoritarian leadership with impact factor (0.73), benevolent leadership with impact factor (0.84), moral leadership with impact factor (0.77)) have a significant impact on internal marketing.

Patriarchal leadership mediates the emotional well-being of employees on internal marketing has a positive and significant effect. Managers of the Armed Forces Social Security Organization can influence the emotional well-being of employees and internal marketing by applying a patriarchal leadership style.

In terms of the existence of a set of factors, expert people move from one country to another and create the phenomenon of human capital flight. Therefore, the current research was conducted to identify the pull and push factors related to the flight of human capital.

The current research is in terms of exploratory purpose, it is among mixed research and in terms of results, it is practical. The statistical population of this research is experts and experts in the field of study, 30 of them were selected as sample members using the snowball sampling method. The tool for collecting information is an interview in the qualitative part and a questionnaire in the quantitative part. In this research, qualitative data was analyzed coding method, and quantitative data were analyzed with the Delphi Fuzzy method.

A number of the most important driving factors are an inappropriate platform for accepting intellectual mobility, bureaucracy and the failure of entrepreneurial platforms, and a number of the most important pulling factors are access to global opportunities and greater communication with the world, the existence of higher work and career standards in It was a competitive position.

Inappropriate conditions and conditions such as cumbersome laws and regulations prevent the creativity and freedom of action of human capital and will lead to their persuasion to leave the country's borders. Better working conditions at the source can attract human capital.

It is one of the most important and challenging tasks of leaders in the current era, which has led to a change in the competitive landscape for today's organizations. Therefore, the aim of the research is to design a leadership model for digital transformation in education.

Qualitative section, 15 experts, including top academic professors in the field of educational management and senior managers of medical sciences, who were selected in a targeted way. The analysis of the qualitative part was done using the theme analysis method and MaxQuda software. In order to fit the designed model, structural equation modeling approach was used by PLS software. The quantitative statistical population included 430 managers, experts and employees of Alborz University of Medical Sciences, who were selected by stratified random method. The data collection tool was a questionnaire based on qualitative findings, whose validity and reliability were confirmed.

The qualitative part showed that 6 main themes including: digital transformation leadership, value creation, decision making, organization strategy, digital challenges, learning and 12 sub-themes were identified. In the quantitative part, it was also determined that there is a significant relationship between the leadership of digital transformation and the factors, and the designed model has an acceptable fit.

The leadership of digital transformation in education can help to improve the quality of education and improve the level of knowledge and ability of students.

Today, in all organizations, performance evaluation is of significant importance and plays an important role in improving performance. The purpose of this research was to design a system for evaluating the performance of physical education in Faraja with a systemic approach.

The mixed research method is a sequential exploratory type that uses both qualitative and quantitative approaches. The statistical population includes Faraja's scientific and executive experts in the field of sports management, who were 14 people in the qualitative section using the targeted method and 45 people in the quantitative section using the total number method. In the qualitative part, conducting qualitative interviews with knowledgeable elites until theoretical saturation was reached, and in the quantitative part, DEMATEL methods and index weighting and scoring were used. To determine the content validity of the content validity, the Laoshe method and CVR determination was used, and to determine the reliability of the questionnaire, the retest method was used, which was approved.

score of performance evaluation components, management and leadership (90 points), financing (85 points), human resources (80 points), sports facilities and equipment (90 points), promotion and media (70 points), competitions (115 points), development of coaches and referees (100 points), scientific and research development (55 points), sports participation (85 points), development of general sports (110 points) and development of specialized sports (120 points).

The development of specialized and general sports and the role of management and leadership should be considered more by commanders and managers.

Nowadays, according to the intensity of competition and the number of private banks, the proper performance of managerial roles in them has become important and has become a kind of advantage. Due to the lack of research in order to identify and accurately compare managerial roles in public and private banks, the present study was conducted with the aim of identifying the roles of managers of public and private banks in order to improve organizational performance.

This research was done in a mixed way. In order to identify the roles of bank managers, an exploratory qualitative approach was carried out with a semi-structured interview tool, and the foundational data theory method was used to analyze the data. In the quantitative part, it has been analyzed to measure the effect of roles on organizational performance with the method of structural equation modeling.

Managers in private banks have 16 main roles and in public banks they have 15 main roles, and these roles differ from each other only in one case, including the ability to form alliances, which is specific to private bank managers. Also, the impact of all the assigned roles on organizational performance is significant and direct, and in public banks, the roles of paying attention to internal and external factors, and in private banks, the roles of profitability and paying attention to external factors have the greatest impact on organizational performance.

The roles of private bank managers are slightly more than the roles of state bank managers, and considering the confirmation of the influence of managers' roles on organizational performance, bank managers should create the grounds for their organization's success in the competitive arena by familiarizing themselves with and properly implementing the identified roles.

 Deviant behaviors, which are violating work and social norms, will have irreparable consequences and negative effects for organizations, and in the present era the prevalence of these consequences and their financial and non-financial damage is increasing rapidly. The aim of the current study was to investigate the effect of bullying on job insecurity and deviant behavior of employees and to explain mediating role of resilience and organizational support of the police command staff of the Khorramabd city.

 The present study is an applied research in term of purpose and a description in terms of data collection, in which the path- structural equation modeling method with partial laest squares approach is used to test hypotheses and fit model. The statistical population of the study includes all khorramabad police officers were among whom 580 questionnaires were distributed using classified sampling method.

 Research results indicate the positive effect of bullying on job insecurity; positive effect of bullying on deviant behavior; positive effect of job insecurity is on deviant behavior. The mediating role of resilience and organizational support in the relationship between bullying and job insecurity and deviant behavior was also confirmed.

 As general results, two personality and social characteristics related to the resilience of military personnel and their perception of the support of managers and the organization as mediating factors to reduce the harmful effects of bullying in job insecurity and deviant behavior in law enforcement.

 The use of the Internet, despite reducing costs and improving the quality of products and services of organizations, has caused a concern called improper use of the Internet by employees for personal purposes (cyberloafing); Therefore, The present study was conducted to investigate the effect of cyberloafing on the virtual resignation of employees Regarding the mediating role of organizational obstruction.

 This research was applied in terms of purpose and descriptive survey method. The statistical population of the research consists of 300 employees of the municipalities of Mazandaran province, and 169 people were selected through random sampling using the Karjesi and Morgan table. The research data were collected through the cyberloafing questionnaires of Agrin et al. (2018), the virtual resignation of Relovik employees (2005) and the organizational obstruction of Gibney et al (2009) and Their reliability was confirmed by calculating Cronbach's alpha 0.76, 0.78 and 0.84 respectively.

 The analysis of statistical data indicates that the impact of cyberloafing on the virtual resignation of employees is 0.76, cyberloafing on organizational obstruction is 0.48, and organizational obstruction on the virtual resignation of employees is 0.59. Also, the impact of cyberloafing through organizational obstruction on the virtual resignation of employees is 0.29.

 The variable of cyberloafing directly and indirectly and organizational obstruction directly affect the virtual resignation of employees and provide the causes for the strengthening of this variable. As a result, it can be said that cyberloafing is the main cause of employees resigning from virtual service and strengthening this misbehaviour.

From three decades ago until now, the use of public service motivation in the management of human resources of public organizations to improve the performance of employees in providing appropriate services to the people and gaining public satisfaction has been the focus of government management researchers. The purpose of this research is to qualitatively combine the results of previous studies in the field of public service motivation and provide a comprehensive model in this field.

This research was developmental in terms of purpose, and by using the meta-synthesis qualitative method, and by screening researches in reliable internal and external databases, by studying, scientific and systematic coding of 86 valid previous articles during the years 1990 to 2021, a comprehensive model of public service motivation of employees in public organizations was presented. Glynn's evaluation tool was used to evaluate validity and its reliability by agreement between two coders and kappa coefficient of 0.895 was calculated which is at a good level. Using Shannon entropy, priority of each index was extracted.

The comprehensive model presented has four dimensions and eight components which including environmental (intra-organizational and extra-organizational tendencies), value (material and spiritual values), social (individual and general social stimuli) and behavioral (external and internal behaviors characteristic).

In order to achieve the best performance of employees in public organizations, all the variables obtained in the comprehensive model presented in this research should be taken into consideration in the planning of employee motivation plans.

In recent decades, many efforts have been made to integrate human resource subsystems. Among them is the move towards designing and developing capability models as the basis for staff development and the basis for coordination between training units, manpower planning, supply and other departments and subsystems of human resource management. The present paper examines the human resource capacity development model in the Maritime Support Organization. The purpose is to provide a human resource capacity development model based on the PCMM model. This research used two quantitative and qualitative sections with a mixed approach to study the model. In the qualitative part, the theme approach was used, and in the quantitative part, exploratory and confirmatory factor analysis was used to identify and construct the model and present the model. The statistical population of 10 experts in the first stage and in the second stage, 60 experts of the NAJA Maritime Support Office were provided with the full number of the second checklist. The results show that the Marine Support Organization needs to train its human resources to develop as well as increase the rewards and facilities of staff and infrastructure, so the person will feel satisfaction and satisfaction with the above factors, always to The work will become more self-interested and will likely require more effort. And because of this, his job productivity will increase, which is the motivating force for job satisfaction that will lead to job satisfaction.

The realization of the distinctive and sublime goals of the Islamic revolution is in the shadow of the enmities of global arrogance and the pressures dependent on the use of an economic model that is appropriate to it. The model introduced by the supreme leader is the resistance economy model. The implementation of the resistance economy model requires the formation of human and social capital and a suitable environment, and having a behavioral model. The current research seeks to identify the dimensions of the behavioral model of employees in order to realize the resistance economy by using the data theory of the foundation. In this scientific research article, the researcher has presented a model to facilitate and accelerate the achievement of the goals of the resistance economy program.The researcher has categorized and coded the data using the foundation data method and using maxqda2018 software. In the current research, it consists of 15 sources (interviewees) who have been active in various fields including economics, management and social sciences of the Ports and Maritime Organization, the Ministry of Economy and Finance and the Municipality of Tehran Province. The findings of the research indicate that the behavioral model of the employees of government organizations in order to realize the resistance economy model has the main dimensions of value, attitude and behavior at the level of the individual and culture, structure and process at the level of the organization, which are themselves divided into subcategories. According to the obtained results, the causal conditions, central category, background, strategy, intervening conditions and the consequences of the behavioral pattern have been extracted in order to realize the resistance economy.Designing the behavioral pattern of employees helps to implement resistance economy policies in organizations, and this causes special attention to domestic production and national production

The present study was conducted to identify factors related to human capital management model with an entrepreneurial approach and to investigate the causal relationship between identified factors related to human capital management model with entrepreneurial approach in the National Petroleum Products Distribution Company in Qazvin region.

This research, in terms of purpose, is applied in terms of data type, mixed (qualitative-quantitative) of exploratory type. The statistical population of the study included professors, university experts and experienced staff of the National Petroleum Products Distribution Company in Qazvin. 20 people were considered as interviewees. The second group of the statistical population of this study included all the employees of the National Company for Distribution of Petroleum Products in Qazvin region with 2522 people. Using Krejcie and Morgan (1970) table and initially through stratified sampling, 350 people were selected as subjects. In the qualitative part of this study, semi-structured interviews were used. In the inferential part of the research, structural equation modeling (confirmatory factor analysis) was used.

The results show that among the 157 available indicators (items), 22 components and 5 main dimensions can be identified.

The results of this study indicate that in human capital management with an entrepreneurial approach in the National Company for Distribution of Petroleum Products in Qazvin region, organizational factors with a path coefficient of 0.507 have a relatively greater impact than individual factors with a path coefficient of 0.247.

Corruption in sport is a widespread issue threatening the integrity of sport. This prevalence includes from money laundering to collusion in sports events. The purpose of this research was identifying the indexes of financial corruption in Iran football industry with Delphi Fuzzy approach.

This research is among exploratory ones. The statistical society of the research consists of people who had executive and academic knowledge about corruption issue. In the first phase, the research indexes were identified through interviews with experts (18 people). In the second phase, the Delphi Fuzzy method was used for the experts’ meeting and agreement for the identified indexes. Totally 15 people participated in the second phase. The sampling method was purposive.

The results showed that 6 indexes along with 14 components inclusive of 55 Items were agreed by the experts: 1. corrupt governance 2. Structural dysfunction 3. Defective agreements and supervision 4. Customization and brokerage 5. Financial dysfunction 6. Humanitarian corruption.

Identifying these indexes can comprehensively assess and measure financial corruption in football in different dimensions. In addition, it can help regulatory bodies such as Judiciary and Economic Security Police in the confronting financial corruption among manpower of football field.

 Commercialization of knowledge is an inevitable activity to compensate for the research and development costs of public and private universities and research centres of the country. The present study has tried to develop a systematic and strategic model of knowledge commercialization for higher education centres in Iran.

 This research is an applied descriptive survey. Data from this research include the documents received from scientific databases and conducting the interview. Firstly, by using the content analysis method and its implementation in MAXQDA10 software and performing open and axial coding, the components were identified and summarized, and then the final framework was formed using selective coding. Then, to check the validity of the model, 24 questionnaires were randomly distributed among the statistical sample and analyzed with SmartPLS software.

 In the first step, the output of content analysis showed 26 components in 5 dimensions: the process of commercialization of knowledge, benefits, environment, resources and organization. In the next step, the output of confirmatory factor analysis was done. Finally, 48 indicators obtained the necessary scores in the remaining validity and reliability tests and the final model was presented with 5 dimensions and 22 components.

 Based on the systematic model presented in this research, one of the necessary inputs for knowledge commercialization is knowledge of human resources. These resources, along with financial and valuable resources, are included in the process of commercialization of knowledge, and finally, the output, which is the same as individual, organizational, national and even transnational benefits, will be obtained.