فصلنامه فرایند مدیریت و توسعه
سال سی و ششم شماره 1 (پیاپی 123، بهار 1402)

This research was done with the aim of providing a dynamic model of factors affecting the effective implementation of the civil service law in the field of human resources measures.

The research approach in terms of method is mix method.  In the qualitative part, with the theoretical sampling method, 46 scientific documents in the field of civil service law and implementation of public policy were content analyzed and effective factors in the implementation of civil service law in the form of three main dimensions, 29 components and 108 indicators after screening. Two rounds of fuzzy Delphi were explained with the participation of 11 experts. The statistical population of the quantitative part includes executive and academic experts who are proficient in the civil service law, which are 11 informed and knowledgeable experts in the field of non-probability (targeted) sampling in the form of a snowball. Civil Service Law were selected and their opinions and views were used in order to screen the research indicators in Delphi technique and analyze the trend of influential variables in the design of the dynamic model of effective implementation of the Civil Service Law in the field of human resources in the Venzym software environment.

The dynamic analysis of the variables showed that the accumulation variables include infrastructure, government, society, organizational structure and human resources. Flow variables also include human and financial capacities, organizational strategy, political factors, legal, cultural and social factors, recruitment and employment, service compensation and improvement of human resources, and by extracting the flow chart and simulating data over 5 years, Four dynamic hypotheses were presented for the effective implementation of the civil service law.

Originality:

 In terms of concept, for the first time with a qualitative and comprehensive approach, the factors affecting the implementation of the civil service law in the field of human resources management are explained, and in terms of methodology, modeling using the system dynamics method in this field is another new aspect. in this research. In terms of practical value, this research, by identifying the important feedback cycles of intervening factors in law enforcement, by presenting a scenario, has provided the context to pay attention to strengthening positive circles and planning to break negative reinforcing circles in effective law enforcement.

Identifying and developing employees' competencies is one of the most important measures to advance human resources management goals. Therefore, the current research was conducted to identify the advantages of the gamification tool for selecting and promoting professional managers in evaluation centers with the intention of investigating a new method to determine the competencies of managers.

In terms of the purpose, this research was applied and regarding type, it was qualitative. It intended to investigate the degree of compatibility of the competencies indicated in the Executive Directives No. 1657363 on the selection and appointment of professional managers enacted by the State Employment and Administration Organization. The statistical population includes 5 experts and evaluators and 10 managers of Evaluation Centers. A survey including interviews and a Delphi questionnaire was used to collect data.

The findings of the research show that gamification can be used as a suitable tool to identify competencies such as analytical thinking and problem-solving among the existing Assessment Centers.

The research intended to investigate the effects of organizational communication (both internal and external) on organizational legitimacy with the mediating role of corporate social responsibility in public sector organizations.

The research method was applied in terms of purpose, and it was conducted in a descriptive-survey manner. The statistical population included public organizations; the sample size was composed of 152 subjects. After checking the validity and reliability of the researcher-made questionnaires, 393 were distributed among the participants and then analyzed; meanwhile, simple random sampling technique was applied to select the sample.

Path analysis method was used, and it shows that the organizations’ external and internal communications have a positive and significant effect on organizational legitimacy. In addition, results indicate that external and internal communications of organizations affect organizational legitimacy indirectly through corporate social responsibility.

Originality:

 The native model obtained in this research displays the relationship between internal and external organizational communications with organizational legitimacy as well as the mediating role of social responsibility in Iran's governmental organizations, which no other researcher has studied previously. The findings of the current research will enhance knowledge and awareness in this field and can be a basis for applied and efficient practice.

Mentern is a strategy that can help organizations in the field of generational differences. Therefore, for this purpose, the end of this study is to design a model of Mentern in public organizations.

This research was conducted using the Glacerian Grounded theory. Semi-structured interview was used to collect data, and after interviewing 19 experts, theoretical saturation was obtained. The data using actual coding (open and selective coding) and theoretical coding were analyzed.

The findings showed that mentoring as a core category, supportive management system, empowering human resource management, dynamic organizational structure, learning culture, suitable individual characteristics and personality of mentoring, interpersonal skills, supportive culture of society as a context and the formation of a positive attitude towards the organization, development of professional and leadership abilities, improvement of job performance, formation of cooperative climate and improvement of organizational performance were identified as outcomes.

Originality/ Value: 

The present research has been able to provide a comprehensive model for the implementation of the mentern in public organizations by examining the characteristics of different working generations and the concepts of coaching and mentoring.

Recommendations:

 According to the proposed model, managers are advised to distance themselves from hierarchical structures, and to use suitable people and train them to provide opportunities for the implementation of mentern in order to reduce the generation gap in public organizations.

Transformation of organizations and industries requires strategic renewal, and due to the uncertainty in competitive environments, managers can provide the basis for renewal in organizations by identifying and ranking the drivers of renewal and transformation. Accordingly, the purpose of this study was to identify and categorize the drivers of strategic renewal drivers in Iranian development organizations.

The drivers of strategic renewal were identified through semi-structured interviews with 22 former and current IDRO professors and managers based on theoretical saturation technique. To categorize the identified propellants, the opinions of 58 senior and middle managers of state-owned companies affiliated to IDRO were gathered. Purposive sampling method and questionnaires were used.

MAXQDA software was used, and the coding of the interviews led to the identification of 15 drivers in the formation of strategic renewal. The drivers identified by the interpretive structural method led to the formation of six levels, of which the capabilities of the organization and the power of adaptability were the most effective. Besides, the competencies of the employees and the correct analysis of the market were the most affected ones.

Originality:

 Modeling the drivers of strategic renewal can narrow the theoretical gap in the research in this area. Moreover, the contribution of the current research for the managers and key decision makers of public companies affiliated to IDRO is that it helps them to identify the drivers of strategic renewal and to provide the basis for the renewal and transformation of their companies by investing in the most effective factors.

Fourth-generation technologies with their wide range of applications and benefits have been employed in various fields. This development has also occurred in the field of healthcare. The development of 4th generation healthcare requires prominent competencies in managers of the field, which has not yet been investigated. The present study tried to identify these competencies and provide a model in this regard.

The research was conducted in both qualitative and quantitative stages. The statistical population of the research was comprised of academicians and healthcare sector experts. The sampling method was judgmental and snowball, and the sample size was 18 in the first stage and 10 in the second. The data collection tools were semi-structured interviews and researcher-made questionnaires. Thematic analysis and fuzzy total interpretive structural modelling were applied to analyse the data.

The results of the first stage included 36 competencies among which 10 were main competencies. However, the results of the second stage show that ‘technological skills’, ‘updated general knowledge’, ‘personality traits’, and ‘technical skills’ are the most fundamental competencies.

Originality: 

The competencies of healthcare 4.0 managers were investigated for the first time in this research. From among 36 competencies, 15 were identified and were presented for the first time. Also, it is the first time the interpretive structural model of the competencies has been applied for healthcare 4.0 managers.

Implications: 

To enhance managerial competencies, in-service training, knowledge management system to acquire and disseminate knowledge, field trips and visiting top hospitals in the world, problem-solving and decision-making courses for managers, and upgrading the human resources management system to improve recruitment and coaching processes are recommended for healthcare managers.