فصلنامه چشم انداز مدیریت دولتی
پیاپی 54 (تابستان 1402)

 The success or failure of governments is measured by the rational implementation of government management subsystems, especially performance evaluation. Evaluating health performance using national and international components is essential. Unfortunately, the current ranking of Iran's health in the international arena reflects the relative inefficiency of the government performance. Therefore, this study aimed to provide a model for evaluating government performance in the field of health and to develop applied knowledge in the field of organization. Over time, it should be extended to other areas of government responsibility, as well.

Design/ methodology/ approach: 

  The present qualitative study adopted the systematic approach of Strauss and Corbin and employed the "Grounded Theory" strategy. To collect the data, unstructured interviews were carried out with 19 academic-professional organizations experts. The data were analyzed according to the guidelines of open and axial coding.

 The results were conceptualized in the form of 87 sub-categories and classified under 6 main categories emphasizing the implementation of the performance evaluation model in accordance with the proposed efficient and effective components and indicators using the knowledge of local calligraphy experts and the use of international standards.

Limitations & Consequences: 

 The prevalence of Corona virus and lack of easy access to experts were among the limitations of this study.

Practical Consequences:  

The successful implementation of the strategy is a function of the executive context under the heading of "strong evaluation and monitoring" as a causal condition of the event. "Efficient implementation," along with "comprehensive database" and "sustainable situation," leads to the final outcome which is "Optimized resources and expenditures", "achieving organizational effectiveness" and "increased government efficiency and productivity" and provides the basis for the realization of the welfare state.

Innovation or value of the Article: 

 In this research, the most important components and indicators of the evaluation of the government's performance in the field of health were identified and customized in the form of a proposed performance evaluation model, which is the initiative of this research.

Sustainable Human Resources Management (SHRM) is a new paradigm in human resource management research that has become one of the most important international study trends in recent years. The investigations carried out indicate the lack of stability of human resources in the three stock exchange organizations studied in the framework of the Iranian Capital Market. This research has identified and analyzed the leading factors or the facilitators of the implementation of this paradigm in line with its application in these organizations.

Design/ methodology/ approach: 

This research has a qualitative approach and was done by “Theme Analysis” research method. Data were collected through semi-structured interviews and a total of sixteen experts HR and financial management from three organizations participated. To evaluate the quality of the research (validity and reliability), Lincoln and Guba's method was used.

From the text of the interviews, 125 key points were extracted. Then 5 main themes and 21 sub-themes were extracted. At the end, the analysis of themes was presented according to the conditions and context of the studied organizations.

Limitations & Consequences:  

The main limitation of the research is the lack of detailed ranking of the themes and sub-themes according to the priority and emphasis of the participants. Another limitation is the lack of designing a sustainable human resources implementation model in these organizations.

Practical Consequences: 

 This study can help the application of sustainable HRM and improve HR processes by analyzing the status of HRM and context analysis in the studied organizations.

Innovation or value of the Article: 

 Covering the theoretical and practical gap in previous researches by explaining the components of HR sustainability in stock exchange organizations and also explaining the environmental and institutional background components with a sociological approach.Paper Type: Research Paper

The main purpose of this article is to identify the components of dismissal of medical staff in the event of an epidemic of viral diseases (Covid 19) and its fitness and explanation in the community of medical staff of public hospitals in Tehran.

Design/Methodology/Approach:

 The present study is one of the combined researches, the qualitative part of which was done using the content analysis method and then the quantitative part based on the pattern identified in the qualitative part. In the qualitative section, the theoretical foundations of the subject and semi-structured interviews were used. The interviews were conducted purposefully by snowball method with experts such as Miran HR and improving the quality of hospitals and experienced doctors and nurses. Completed, the number of people in the community is estimated at 14,000. The number of samples was determined according to the number of latent variables, which were 9 and the number of questions of 26 sub-themes at an error level of 0.05% of 1960, and the sampling method was cluster sampling.

As a result of data analysis, 50 selection codes, 26 sub-themes and 9 main themes were identified, which in a quantitative way was confirmed by the method of structural equation validity and accuracy of the obtained model.

Limitations & Consequences:

 The qualitative part is based on the interpretive paradigm and in this part, the mentality of researchers and their assumptions was effective in extracting principles. In a small part, the large number of members under study and the cross-sectional nature of the data make it very difficult to collect information.

Practical consequences:

 Medical staff leaving the service during the covid-19 epidemic is one of the problems of the country's medical centers, which leads to the dissatisfaction of many patients, therefore, knowing the factors of medical staff leaving the service helps to increase the quality of treatment from the medical centers.

The innovation or value of the article: 

This research has helped to identify new factors in the medical staff leaving service in public hospitals of Tehran by presenting and explaining the model of leaving the service of the medical staff during the covid-19 epidemic.Paper Type: Research Paper

 The main aim is to present a comprehensive model of e-governance maturity, which includes all areas of governmental interactions with other sectors. Identifying the evaluation components of maturity model, leveling e- governance and explaining the measures under each level and component are the other objectives.

Design/Methodology/Approach:

 The methodology is designed based on the optimization of conventional approaches with three main stages, which includes studying e-government and e-governance maturity models, comparing existing models and extracting new subcomponents, providing a new structure for evaluating e-governance maturity, with the help of expert opinions, usage of questionnaire tools and confirmatory factor analysis to confirm the proposed model and define different levels of maturity and measures appropriate to the components of maturity.

 Based on literature review and expert opinions, 27 sub-components were extracted, which were classified into six components, including management, strategy, technology, security, people, and evaluation and measurement. Factor analysis and questionnaire data confirmed the model structure. Four levels have been proposed for the e-governance maturity model: awareness, purposeful managed endeavor, and optimal ecosystem.

Limitations & Consequences: 

Accessing to the actions of governmental affairs in the development of e-governance and the impossibility of examining the feasibility of the proposed model is one of the most important limitations of the research.

Practical Consequences: 

The proposed maturity model is a guide for the excellence of the executive organs of the country in the implementation of e-government and its levels show the path of their growth and is the basis for coordination between different organs.

Innovation or value of the Article: 

Identifying the most important components and subcomponents of e-governance maturity assessment in accordance with the characteristics of the present age and presenting it in the form of an appropriate structure along with a description of measures by levels and subcomponents of the model.

The aim of this study is to investigate the effect of e-governance on organizational sustainability mediated by good governance in governmental organizations in Kerman city.

Design/Methodology/Approach: 

The present study is an applied research and descriptive-survey research. The data was analyzed using structural equation modeling within LISREL and SPSS software. Data collection tools in this study were standard questionnaires. The validity and reliability of the questionnaire were confirmed using the content validity method and Cronbach's alpha. Also, to ensure the construct validity of the research, divergent validity was evaluated.

Research Findings:

 The findings showed that e-governance and good governance have a positive, significant effect on the organizational sustainability at 95% confidence interval. The findings also indicate the mediating role of good governance in the relationship between e-governance and organizational sustainability. According to the output of LISREL software, e-responsiveness is the most important feature for e-governance in governmental organizations. Furthermore, the Commitment to Resilience and promote values are the most important features that affect organizational sustainability and good governance in governmental organizations.

Limitations & Consequences: 

The neglect of organizational sustainability and ICT in governmental organizations is due to the fact that state-owned companies use government for public services and often do not need to compete with other organizations when providing a similar set of services to the public.

Practical Consequences: 

Importance and necessity of the role of e-governance and good governance that can provide practical strategies to promote organizational sustainability.

Innovation or value of the Article:

 No research has been found to simultaneously examines the effect of e-governance on organizational sustainability with respect to the mediating role of good governance.

Isolation of employees in organizations is one of the most important drivers of deviant behaviors and reduces employee participation and motivation and ultimately reduces individual and organizational performance.  The main purpose of this study is to investigate the effect of anti-elitism on employee isolation with respect to the moderating role of bureaucratic culture in governmental organizations.

Design/ methodology/ approach:

 The present study is applied in terms of purpose and in terms of the nature, the descriptive-correlation method and in terms of data collection is also part of field research (survey). The statistical population of the present study includes the employees of governmental organizations in Ilam that 375 people were selected for the sample using simple random sampling method. The data collection tool in the present study is a standard questionnaire. Kim and Baker standard questionnaire (2021) was used to measure the anti-elite variable, OKA standard questionnaire (2018) was used to measure the staff isolation variable and Denison (1990) questionnaire was used to measure the bureaucratic culture variable. Visual PLS software was used to analyze the research data.

 The results showed that anti-elitism has a significant effect on employee isolation due to the moderating role of bureaucratic culture in governmental organizations. Also the dimensions of anti-elite are; Targeted organizational rejection, job freezing and knowledge avoidance which have a significant effect on employee isolation due to the moderating role of bureaucratic culture in governmental organizations.

Limitations & Consequences: 

 In this research, only the variable of bureaucratic culture has been considered as a moderating one, while there are other variables that play a moderating role in the impact of anti-elitism on employee isolation. Ignoring elites and anti-elitism in organizations causes the deliberate isolation of employees in them, and this is more evident in organizations dominated by bureaucratic culture.

Practical Consequences:

 In order to reduce the isolation of employees in governmental organizations, there should be a culture and atmosphere of support for elite people.

Innovation or value of the Article:

  In the research conducted in the country, the effect of anti-eliticism on the isolation of employees has not been investigated due to the moderating role of bureaucratic culture.Paper Type: Research article

The aim of this study is to Design a model of coaching organization with a human capital development approach for universities.

Design/ methodology/ approach:

 The present research is among the mixed researches in the deductive-inductive and qualitative-quantitative paradigm which is applied in terms of purpose. the statistical population in qualitative and quantitative section of this research includes specialists and experts in the field of coaching including professors and administrators of universities. The sample was selected through targeted method and snowball technique. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire. In the qualitative part, the data were analyzed using Atlas.ti software and quantitative data were analyzed by interpretive structural modeling method.

In this research, the model was developed at four levels and twelve main components including: environmental changes and transformations, the need for human capital development and organizational development, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, organizational culture, Infrastructure and technology, individual benefits and organizational benefits.

Limitations & Consequences: 

The dimensions and components of coaching organization with a human capital development approach, has been overlooked by many researchers. Therefore, this research has moved in direction of this research gap.

Practical Consequences: 

the establishment of coaching organization empowers managers and employees, which in turn provides the readiness and flexibility of personnel to facilitate positive organizational changes.

Innovation or value of the Article:

 The present study considered one of the less attention topics related to the establishment of coaching organization in universities and provided a model for it.