فصلنامه مدیریت دولتی
پیاپی 54 (تابستان 1402)

This study aims to identify the organizational responsibilities of managers in providing employees with “commands” and its related derivatives by examining the verses of the Holy Quran.

The methodology used in this study to explore the role of command in organizational culture in the light of the Holy Quran is the subjective research method within the Holy Quran. Hadiths, interpretive, translation, and lexical sources were also utilized to enrich the research. Thematic axes were designed, and the extracted concepts were organized under them.

Competent managers issue commands by assessing the situation and considering various conditions to ensure their successful implementation. These conditions include adherence to organizational rules and regulations, clear communication of rules and commands, continuous development and self-improvement of managers, fostering an organizational environment that resembles a family where managers pay attention to employees as if they were family members, implementing an employee meal plan, managing based on individual employee characteristics, encouraging organizational participation of employees, managing the organization with trust in God (a vital value that affects all managerial duties), and employing a system of encouragement and punishment.

The responsibilities of managers in commanding employees within organizations encompass three distinct phases: pre-commanding, commanding, and post-commanding, each involving various components.

Having citizens' participation, the tension between the legal power of organizations and the social power of citizens would be de-escalated, and policies would be more efficient and effective. There is an issue of non-alignment and non-compatibility between public efforts and the government's actions concerning educational policies in Iran. The purpose of this study, considering the model of public participation in educational policies (Ebrahimikiasari et al, 2022), is to examine the relationships between the factors affecting public participation in educational policies. It also seeks to investigate their prioritization to provide an interpretable summation of the findings.
In this research, we used a multi-strategy approach. After identifying the intensity of regressions between factors, each factor's weight was determined through Fuzzy Hierarchical Analysis. Then, an innovative AHP-SEM model was developed in two dimensions. Using the calculated weight as the priority of factors in one dimension, and their incoming regression as explainability in the other dimension, the model created four clusters. Clustering these factors based on explainability and weight was done based on the severity of scales introduced in the dimensions i.e., Immediate Action, Research, Desirable, and Monitoring.
Based on the calculated regression coefficient, information, and executive organization factors were the most explainable. Interestingly, the explainability of the justice factor declined to half of the highest explainable factors. Nonetheless, in the hierarchical analysis method, legal support and justice accounted for nearly half of the total weights followed by the executive-level factors. The two-dimensional AHP-SEM model placed legal support, executive organization, and information in the Immediate Action Cluster. Support in the Research Cluster, as well as citizens' beliefs and capabilities, were in the Desirable Cluster. The social level factors were in the Monitoring Cluster.
According to the findings, since the factors of executive organizations, information, and legal support that are associated with the Immediate Action cluster have both high priority and explainability power, they can be improved by developing their independent variables shown in the conceptual model. Regarding the justice factor, in addition to improving the structural factors affecting it, as shown in the conceptual model, to compensate for the unexplained regression, it is vital to examine the subjective interpretations citizens have of perceived justice. The third priority of action is the development of the beliefs and abilities of citizens in the Desired Cluster. This requires improving factors in the Immediate Action and the Research Cluster through the justice factor. It is necessary to monitor them at the social level in the Monitoring Cluster. Since they are not improvable in the short term, they should be observed and assessed to be corrected and navigated through future research.

Each country has a different model of media governance based on its political structure. In the early days of radio and television, these media were typically controlled by the state due to high production and distribution costs. Private actors were limited to a few capitalists in each country. However, media technological convergence has changed the landscape, allowing new and small players to enter the industry at a low cost. Even strict regulations have become ineffective against user-oriented content production sites such as YouTube. Therefore, studying different countries' media governance models and experiences, regardless of their press systems, can help in developing new models for other countries.
This research employed a comparative research approach. Data collection was conducted using the documentary method. Based on a media governance framework, this study examined the inclusive audiovisual governance models of three countries: Russia in Eurasia, Turkey in the Middle East, and South Korea in East Asia. These countries were selected due to their development efforts in the field of media, especially audiovisual media. The main components of this framework were the governance mode, institutions, geographic level of policymaking, stakeholders, regulatory mechanisms, and policymaking results. This framework is advantageous as it considers the country's political system and governance within the framework.
The findings indicate that most countries traditionally employed a top-down governance model in this field but have recently started shifting towards participatory governance models. The economic system plays a crucial role in the media governance model, and considering the costs involved in the media industry and the decrease in government control, the market has assumed a key role. It is important to note that just as the political system can threaten media pluralism, the market can also undermine it. Governments have recognized the convergence of media and have established formal regulatory institutions to ensure effective governance in this context. The political power of countries, both internally and externally, influences the role of the government in media governance. Countries like Russia, with significant internal and external political power, minimize the likelihood of transnational interventions in media governance. However, governments like Turkey, which seek membership in organizations like the European Union, must adhere to transnational regulations. Nevertheless, it should be acknowledged that in today's global society, the absence of transnational interventions is no longer feasible. Additionally, the analysis of these countries reveals that governments are hesitant to delegate media regulation authority to their federal sub-communities, considering it a matter of national jurisdiction.
The comparative study highlights the importance of considering the regional level and a centralized regulatory system in the framework for media governance and audiovisual governance differences. Furthermore, the stakeholders of the governance framework should include the market, users, and social and cultural systems. Based on the experiences of other countries, regulatory convergence is beneficial for Iran, and a shift towards co-regulation and self-regulation is recommended.

From the perspective of the discourse approach, this present study aims to comprehend the reason and method behind the alteration of housing policy in the fourth and fifth development plans of Iran.
This study employed Laclau and Mouffe's discourse approach as a research methodology to examine the housing policy in Iran's fourth and fifth development plans. The method includes two primary steps: Firstly, identifying the main signifiers to describe the semantic system of the discourse, and secondly, describing the social theory of each discourse based on the centrality of antagonism. Following the second step, the construction of the discourse on housing policy in each program is separately explained.
The results of discourse analysis in the present study show that the fourth program seeks to achieve justice. According to the discourse analysis literature of Laclau and Mouffe, justice is considered a floating signifier in this discourse due to its polysemous feature. Other signs mentioned in this program show that this program is trying to achieve its desired justice by empowering the subjects financially and economically and distributing residential economic resources in a targeted manner. Therefore, it can be said that the justice discussed in this discourse is economic justice. The hegemony of the discourse of economic justice causes antagonism with other possible meanings of justice and causes antagonism with other alternatives of justice such as welfare, development, right, and need. By excluding the signs of social justice, the fifth plan chooses sustainable development as its floating sign. The expansion of urban areas and the establishment of new cities in the fourth development plan have resulted in challenges that have led to a shift towards sustainable development as the focal point of housing policy in the fifth plan. Neglecting the internal development of cities and worn-out fabric on the one hand and endangering natural resources and agricultural lands, on the other hand, are the most important issues that have been created by the sprawl of urban areas and the establishment of new cities. In such a scenario, the fifth development plan uses the nodal signifier of "internal development and empowerment" to encapsulate the floating signifier of sustainable development. The established meaning of sustainable development, which is influenced by the United Nations Human Settlements Program, is different from the previous discourse and contradicts other possible meanings of sustainable development. Non-interference in nature and the pristine environment is the established meaning of sustainable development in this discourse. The discourse of targeted and managed intervention is also viewed as a competing perspective to this approach.
By dominating the discourse of economic justice, Iran’s fourth development program contradicts other alternatives of justice, such as cultural justice and social justice, and general alternatives of justice, such as rights, needs, and goods, and has excluded them. By dominating sustainable development, the fifth Development Plan also contradicts other types of development including the non-physical and environmental nature of housing. The investigation of the emergence and alteration of housing policy from the discourse approach perspective in other development programs can complement the discourse analysis conducted in this study. Identifying the prevailing discourses on housing policy in the development plans can reveal the discourses that are missing in this area, thus aiding in the formulation of the 7th development plan. This can also shed light on the development of topics and methods and identify individuals who have been deprived of housing policies. In addition, by analyzing the discourse governing the issue of housing in the Constitution and comparing it with the discourses of housing in development plans, it is possible to determine the compatibility of these plans with the Constitution. In terms of method, it is possible to analyze the housing policy in Iran by using other discourse analysis approaches such as Fairclough or discourse psychology.

The main purpose of this research is to provide a model for the development of organizational capabilities of the Ministry of Education of the Kurdistan Region, Iraq. Specific goals of credibility include identifying the main organizational capabilities; determining the stages of development of organizational capabilities; determining the main organizational capabilities development axis; determination of logic and background of the main organizational capabilities development model in the Kurdistan Regional Education System.

According to the purpose of the research, the present study was conducted through a qualitative and exploratory method. the data were coded and then analyzed based on the grounded theory strategy and the emergent Glaser approach. The required data were collected through snowball sampling and based on in-depth interviews and forming focus groups with experts. The research was conducted with 13 individuals and four focus groups comprised of consultants, general managers, and experts of the Ministry of Education of Iraqi Kurdistan.

The coding resulted in 18 main capability components and four levels of organizational capabilities. The results also showed that stages of human capabilities development include four cyclical stages. Finally, two axes were identified for the development of organizational capabilities in the education of the Kurdistan Region, which included five main components.

The study of the relationships of identified organizational capabilities indicated that the organizational capabilities of the Ministry of Education in the Kurdistan region of Iraq include basic capabilities, strategic capabilities, empowering capabilities, and operational capabilities. Also, the findings showed the stages of developing organizational capabilities as setting goals and requirements, evaluating goals and prioritizing, executing and implementing the program, and re-planning and future integrations. In this research, two axes were identified for the development of organizational capabilities in education in the Kurdistan region, including freedom and opportunity. Both axes i.e., freedom and opportunity proved to be effective in the cycle of development of organizational capabilities and in increasing the level of organizational capabilities. Based on the organizational capabilities development model, the policymakers and general managers can set strategic plans and finally realize human development tools and goals in the educational dimension the of Kurdistan Region. The Ministry of Education of the Kurdistan Region of Iraq needs to consider different levels of organizational capabilities and use this model for its development and in the appropriate contexts and structures of this model. To develop organizational capabilities in the Kurdistan Region education system, it is vital to identify and nurture effective talents and capacities by adopting policies and determining appropriate structures, and providing desirable environments and contexts. In this regard, the main task is for the Ministry of Education to consider these capabilities and provide appropriate infrastructures and structures for their development.

As the Internet of Things (IoT) continues to rapidly develop, businesses are increasingly investing in incorporating it into their processes. However, many companies have yet to adopt this technology in their human resource management practices due to a lack of clear understanding of its potential applications in this area. This is largely due to the limited research literature available on the subject. This research aims to develop a conceptual framework that describes the potential applications of the Internet of Things in human resource management. Additionally, the study aims to raise awareness among businesses about the various benefits that can be gained through the implementation of this technology in their human resource processes.
In this research, firstly, previous studies conducted on the subject were reviewed. Secondly, to answer the main question of the research, semi-structured interviews were conducted with nine experts in the fields of the Internet of Things and human resources management based on the snowball method. The achieved data were analyzed by conducting a thematic analysis and coding the data with MAXQDA software.
The main human resource management processes in which the applications of the Internet of Things were identified by the current research include six key areas; 1. recruitment, 2. training and development, 3. performance management, 4. service compensation, 5. maintenance, and 6. termination of service. These applications in the mentioned processes respectively included 1.1. Collecting and analyzing the conscious and unconscious data of employees to offer cooperation opportunities to the elite workforce 1.2. Selecting and attracting the most qualified applicants to the organization 1.3. Compilation of productive work schedule of employees 1.4. Creating the possibility of remote interviews with job seekers and reducing recruitment costs in this way, 2.1. Assessing the needs of employees for training programs after analyzing their performance 2.2. Identifying highly stressed and aggressive employees and providing them with stress and anger management courses 2.3. Improving the self-assessment skills of employees and helping their personal growth and development through it, 3.1. Smartening and automating employee performance control and making it free from any human errors 3.2. Establishing a fair and justice-oriented evaluation of the performance of employees 3.3. Making it possible for employees to evaluate the organization's performance, 4.1. Creating a reward system based on employee performance and encouraging or punishing them accordingly 4.2. Promotion or job rotation of employees after analyzing their behavioral data 4.3. Providing facilities and benefits according to individual tendencies and interests of employees, 5.1. Monitoring the health and physical condition of employees through smart watches and bracelets 5.2. Warning the employees or the manager of the relevant unit when one of the employees is in unfavorable physical conditions 5.3. Ensuring the safety of employees by foreseeing workplace accidents 5.4. Facilitating the daily activities of employees through the intelligentization of the work environment 5.5. Arranging employees in organizational units logically and appropriately after identifying the existing communication patterns among them, 6.1. Identifying employees who are inclined to leave the organization and preventing them from doing so by providing valuable suggestions to them which can result in a reduced rate of leaving the organization, and 6.2. Not losing touch with employees during and after the off-boarding process.
The Internet of Things causes more effective and more efficient management of human resources through the intelligentization of HRM processes and making them data-driven and free from any human errors.

The present research aims to develop a conceptual model of the heritage of human resources in the banking industry, as the components representing this heritage have not been clearly identified.

The research follows a fundamental-applied approach based on the purpose and adopts a mixed method for data collection. In the qualitative phase, 20 senior managers from the National Bank of Iran headquarters participated, selected through purposiove sampling and theoretical saturation principles. The quantitative phase involved a sample of 207 employees and managers working in the National Bank of Iran. Data were collected through semi-structured interviews and questionnaires. The validity of the qualitative instrument was ensured through experts' opinions, test-retest reliability, and intra-subject agreement. Face, content, and construct validity techniques were employed to confirm the validity of the quantitative questionnaire. Content analysis was used for data analysis in the qualitative part, while one-sample t-test was used in the quantitative part. The qualitative aspect addressed and identified the components and indicators of the heritage of human resources, while the quantitative aspect assessed and determined the status of these components in the National Bank of Iran.

The heritage of human resources in the banking industry comprises various components, including management and organizational structure, knowledge management, behavioral and attitudinal characteristics of employees, communication patterns, recruitment, employee retention, teamwork and participation, compensation and benefits system, voluntary behaviors, organizational culture, organizational characteristics, performance development, and employee motivation and job satisfaction.

This research demonstrates that the heritage of human resources in organizations encompasses diverse structures that managers can rely on to establish such frameworks within their organizations.