فصلنامه فرایند مدیریت و توسعه
سال سی و ششم شماره 2 (پیاپی 124، تابستان 1402)

The purpose of the current research was to investigate the nature of the black hole of politicization in the Education Ministry of Iran and to identify its causes and outcomes.

The approach of the research was qualitative, and the strategy used was phenomenology. To collect data from departments and organizations affiliated to the Ministry of Education, semi-structured interviews were performed. For this purpose, interviews were conducted with fifteen experts and education managers, and data coding was done using thematic analysis method.

Findings include the presentation of a structure containing the meaning and concept, factors, effects, and outcomes of the black hole of politicization in the Ministry of Education. The meaning and concept of this phenomenon includes the politicization of human resources management, excessive influence of ideological discourse in the system and contents of education, political interventions in the structure and administrative and educational plans. The factors that create the phenomenon include organizational and contextual factors. The outcomes of the phenomenon are individual, organizational, and environmental.

Originality:

 The present research, contributed to such cases as the country’s education system, development of conceptual realm of politicization, identifying politicization black hole and proposing practical recommendations as well as solutions for eradicating this black hole. Moreover, by identifying the factors (actions and behaviors) of politicization black hole, this study will help the prevention of the occurrence of this phenomenon in future.

This Study was performed to present a model for implementing information technology policies for The Sixth Development Plan based on the neural network approach.

Based on purpose, this research was applied and used survey method. Questionnaires were administered to collect data. In the factor identification phase, the statistical population consisted of 15 managers of Communication Company, who made the experts pannel. In the testing phase, 260 IT experts comprised the sample.

The factors affecting implementation include two main dimensions of structure and function, as well as ten subsequent dimensions (environment, policy, organization size, culture, technology, human resource development, infrastructure development, plans development, private section development, content provision) are worth of consideration. Results show that the neural network of the best structure consists of one entry layer with 5 entry variables, one hidden layer with 10 neurons, and one outgoing layer with one variable.

Originality:

 Taking conceptology into consideration, and using the mixed approach, we explained the components affecting the implementation of IT consisting of structure and function (both variables). Regarding methodology, modeling through neural networking approach can be considered as another contribution of this research. With regard to application value, this study makes it clear that the best combination for development is realized when all entry variables are considered simultaneously. Besides, the weakest scenario would be when the development of infrastructures is ignored.

This study intended to investigate the effects of organizational support on organizational commitment with the mediating role of organizational self-esteem.

It was a quantitative and descriptive-survey research. The statistical population of the study included all employees of the Atlas Dina Distribution Firm (located in the northwest region of Iran). The sample was taken from the statistical population through random and accessible stratum sampling method. To collect data, questionnaires were administered among 186 people. To investigate the relationships among variables, four hypotheses were presented and were analyzed by structural equation modeling method. Also, SPSS and SmartPLS tools were applied to interpret the hypotheses and to reach conclusions.

Organizational support has a positive and significant effect on organizational self-esteem and organizational commitment. On the other hand, organizational self-esteem has a positive and significant effect on organizational commitment. Finally, the results show that organizational self-esteem positively and significantly mediates the relationship between organizational support and organizational commitment. Also, self-esteem and organizational support variables have the greatest impact on emotional commitment from among the dimensions of organizational commitment. In general, organizational support and self-esteem lead to improved commitment in Atlas Dina Firm.

Originality: 

Investigating the mediating role of organizational self-esteem in the relationship between organizational support and organizational commitment has not been noticed by researchers before. Evaluated in this research, it can create a new perspective for organizations, so that they may develop commitment of employees.

The objective of this paper was to study the impacts of retirement on retirees and to propose solutions to help them adapt to the new conditions. To achieve this goal, a case study was conducted in the Yazd Electricity Distribution Company (YEDC).

The initial step of our research methodology involved identifying the challenges and issues that contribute to individuals' reluctance to retire. Subsequently, based on the identified challenges, solutions for retirement adjustment were proposed. The factors relevant to both challenges and solutions were derived from comparable work samples and extensive consultations with YEDC personnel. Finally, by applying statistical analysis on each dimension and sub-dimension, the effects of retirement and the solutions for adapting to retirement phase were examined.

This research presents and a comparison among the perspectives of individuals with different genders, diverse organizational positions, and varied service records. Additionally, it ranks the impacts of retirement and offers solutions to adapt to it based on the average opinions of the respondents.

Originality: 

Presenting retirement factors in two categories of effects and solutions, together with an investigation into   the differences in the personnels’ views across various positions through statistical analysis were the two contributions of this research.

Implications: 

The ranking of retirement adaptation effects and solutions enables the YEDC to try to prioritize the allocation of time and resources, ensuring that the identified solutions are implemented as efficiently as possible. Furthermore, other organizations can effectively address the challenges faced by their retirees by emulating the approach outlined in this research.

Culture, in all its dimensions, is a fundamental component of sustainable development. The purpose of this paper was to provide a model for the development of national culture in upstream policies.

The method in this study was case research and content analysis by manual method. Based on literature review, the theoretical and conceptual components of national culture development were first obtained. Then, by studying the upstream documents (basic Islamic-Iranian model of progress, the statement of the second step of the revolution, the general policies of the second to the sixth development plans, and finally, all the general policy clauses on various cultural issues approved by the Expediency Discernment Council) were identified.

In this study, a national culture development model for general policies is presented. The obtained model suggests what authorities are responsible and what mechanisms can be used to strengthen and create positive elements of culture and to weaken and eliminate negative elements of culture.

The aim of the present study was to identify and prioritize the components of university social responsibilities.

This research applied the mixed qualitative and quantitative approach. The statistical population consisted of the faculty members of Shahid Beheshti University. Using the purposive sampling method based on the principle of theoretical adequacy, 20 of them were selected as the sample. In the qualitative section, university social responsibility components were obtained from exploratory interviews and the data were analysed by Maxqda software as well as the coding method, Then, in the quantitative section, questionnaires were administered and were validated through relative content validity and re-test reliability. Here, the data were analysed and ranked by the fuzzy Delphi method.

The results fall into two parts. In the first part, a set of components of social responsibility was identified, and in the second part, the importance and priority of these factors are introduced. Findings indicate that the issue of social responsibility, understandability of social responsibility, transparency in decision making, accountability, academic culture building, and scientific correction are the most important components of social responsibility.

Originality: 

The use of mixed research method in the present study led to the identification and prioritization of new components of social responsibility in the university setting as an organization and social institution which is a driving force of development.