فصلنامه مدیریت سازمان های دولتی
سال یازدهم شماره 4 (پیاپی 44، پاییز 1402)

In the current research, the content of the lectures of Tadbir and Omid government in the field of macro management of government organizations, the first and second term of the presidency, were analyzed from the perspective of the application of cohesive devices and in the framework of the role orientation of Halidi and Hassan (1976). The research was conducted in a descriptive and analytical way, and its content was four lectures in the field of macro management of government organizations, which were randomly selected. Cohesive devices were extracted in four lectures and their frequency was measured. The percent of occurrence of each device was also obtained. After checking the data, it was determined, the first lecture with 474 items, the second with 444 items, the fourth with 421 items, and the third with 411 items are in the first to fourth ranks in the application of cohesive devices, respectively. In the first lecture, reference was the most and knowledge and time were the least cohesive devices. In the second lecture, repetition and introduction were the most and the least cohesive devices, respectively. In the third lecture as well, conjunctive elements were the most and knowledge was the least cohesive devices and in the fourth lecture, reference was the most and introduction was the least cohesive devices. In order to perform a more detailed statistical analysis and find significance in the distribution of cohesive devices in each of the lectures, the chi-square test was used. Based on the results obtained at level  p<0.05 there is a significant difference between the distribution of cohesive devices used in each of the lectures.

The main objective of this experimental study is to determine the effect of the weakness of internal controls, the audit report of the previous year, and the ownership structure on the auditor's change and the delay in the audit report. The statistical population of this research is the companies accepted in the Tehran Stock Exchange. The data of this study consisted of 1860 years of the company from 2006 to 2018. The research method is correlation and causal hypothesis and hypothesis testing method, correlation test and regression. The results of this study showed that the weakness of internal controls has a significant effect on the auditor's change and the delay in the audit report. Therefore, the significant impact of the ownership structure and audit report of the previous year on the auditor's change and the delay in the audit report was not observed.

Coaching is a systematic guidance approach and a solution-oriented process that helps managers to strengthen learning and change, considering that coaching is one of the most effective methods of learning and developing skills, the purpose of this article is to identify the consequences of the coaching behavior of managers is from the perspective of employees of Shahr Qom municipality. This research is exploratory in terms of purpose and qualitative in terms of data collection method and theme analysis technique. The method of collecting information is field and library, and the tool of collecting information is semi-structured interview. The statistical population is the municipal employees of Qom city. Sampling in this research is non-probability and purposeful sampling. In order to analyze the qualitative data in this research, the method of coding and theme analysis was used. After the studies and analysis, the identified consequences for the managers' coaching behavior were divided into two general categories of individual and organizational consequences. Individual outcomes include employee vitality, emotional intelligence, job satisfaction, psychological capital, and knowledge management. Also, organizational consequences include organizational citizenship behavior, productivity, customer satisfaction, and organizational voice.

In any organization and office, management is very important as a key factor in improving performance and improving the quality of services provided by that office. For this purpose, it is essential to have managers with the necessary competencies and strong management abilities. Therefore, the purpose of this research was to evaluate the competencies of agricultural Jihad managers with a qualitative approach. This research is applied in terms of purpose and qualitative in nature which was analyzed. In the first stage, qualitative method and in-depth interviews were used to identify the components of the model. In the qualitative section, 15 experts, including academic professors of public administration and senior managers of the Ministry of Jihad and Agriculture, were selected in a targeted manner. In order to analyze the data of the qualitative part, the theme analysis method was used using MaxQuda software. The results of the qualitative part showed that it included 219 primary themes, 91 organized themes, 38 comprehensive themes and 5 main themes including economic competence, professional-management competence, moral-religious competence, political competence, cultural-social competence. Considering the importance of the Ministry of Agricultural Jihad in the development of our country, it is very important to have managers with the necessary competencies and strong management abilities. Also, according to these qualifications, managers of agricultural jihad can play an important role in sustainable development and increasing productivity in agriculture and natural resources of the country. These competencies are needed as an important guide for the selection and development of agricultural jihad managers.

One of the main necessities of democratic governments is the existence of a comprehensive accountability system in the public administration sector, and without this system, there is a possibility of administrative corruption and dissatisfaction in public sector organizations. The main purpose of this research is to identify and test the dimensions and components of organizational accountability and model design. The organization is responsible for public sector organizations. According to the purpose of this research, it is fundamental and its research method is mixed with a sequential-exploratory approach, and it was conducted in two phases, qualitative and quantitative, so that first, qualitative data was collected using interviews with 19 experts who were selected in a purposeful way. were collected and analyzed using the foundation data method and the use of three stages of open, central and selective coding, then using the survey questionnaire tool in the test environment, the collection of quantitative data has been carried out. They were tested by confirmatory factor analysis and structural equations, and finally the responsive organization model was designed. In the qualitative phase of the research, 167 subcategories were categorized in the form of 54 subcategories and 6 main categories of responsive government, responsive managers, responsive structure, responsive employees, responsive culture, and responsive clients. Based on the obtained results, breaking the structure in the laws and promoting the culture of accountability were chosen as the central categories of the research due to frequent repetition in the process of interviews. Also, among the dimensions of the responding organization, the category of creating a responsive structure with a t-statistic equal to 4.32 and an effect size of 0.7 has the highest impact, and the category of a responsive culture with a t-statistic equal to 2.96 and an effect size of 0.51 has the lowest impact on creating The responsible organization

The current research was conducted with the aim of designing and validating the model of organizational symbolism in government organizations of Ilam province. This research is exploratory in terms of practical purpose and in terms of data collection method, which has been analyzed with a mixed (qualitative-quantitative) approach. In the first stage, qualitative method and in-depth interviews were used to identify the components of the model. The participants in the qualitative section were 12 university experts and specialists from executive bodies of Ilam province who were selected in a targeted way. In the second stage, quantitative method and structural equation modeling approach were used to fit the model designed in the qualitative part. The statistical population of this department included managers and experts in the administrative and human resources fields of government agencies of Ilam province, and 188 people were selected by stratified random method. The data collection tool in this section was a researcher-made questionnaire with 71 questions, whose validity and reliability were confirmed. Qualitative part data analysis was done by coding method using Max Quda software and quantitative part data analysis was done with SmartPLS software. Based on the findings of the research, 71 primary codes and 12 subcategories were identified in the form of 6 main categories, which are: the central phenomenon, including the organizational symbolism component; Causal factors, including managerial, legal, academic and personal components; Background factors, including the components of organizational culture and leadership style; Intervening factors, including the multiplicity and contradiction of organizational rules; Strategies, including symbolic strategies and consequences, include the components of improving organizational performance, individual and organizational development, and public trust in the organization. The results of the quantitative part of the designed model have an acceptable fit.

The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the employees in the quantitative department, the employees of the General Office of Deeds and Real Estate of the country, whose number is 488 people. According to which, 153 people were selected based on Cochran's formula as a statistical sample and by relative stratified random sampling method. In the qualitative method, sampling was targeted non-randomly until it reached the saturation point in the experts section. In the qualitative section, field method and interview tools were used to extract the factors affecting the job anchors of employees. In the quantitative part, after extracting the components of the employees' job anchors through interviews; Questionnaires were prepared and distributed among employees. The obtained data were used in the qualitative part of content analysis using software MAXQDA and in the quantitative part of structural equation model and SmartPLS software. The results showed that the causal factors affecting employee innovation including organizational, extra-organizational, individual and national factors should be sought. Also, according to the experts of this research, the central category can be considered equivalent to innovation in organizational structure, education, research, human capital, technology and equipment.

One of the main duties of managers in organizations is to select and appoint people to key positions, and in some cases, managers put weaker people in key and main positions in order to protect their management seats. This type of management style is known as spider management and creates strategic challenges for the organization. The main goal of this research is to identify the antecedents and consequences of spider management in government organizations. The current research is an exploratory qualitative research, which is thematic analysis in terms of data analysis method. The statistical population of this research includes experts and experts in the field of human resources management in government organizations and university professors who are familiar with the research topic. Using the snowball sampling method, 18 people were selected. The main tool of data collection in this research is a semi-structured interview. The results showed that a total of 14 organizing themes in the form of 14 universal themes were identified as antecedents of spider management in government organizations and also 10 organizing themes in the form of 3 pervasive themes were identified as suffixes of spider management in government organizations. The results of the theme analysis showed that the antecedents of spider management in government organizations are: government of incompetents, work politics, governance of destructive culture and collective corruption. The consequences of spider management in government organizations include: the cycle of inefficiency, the vicious circle of incompetence and the weakening of psychological security.

The aim of the current research was to design a pattern for emergence of bad managers in organizations. This study is developmental in terms of purpose and exploratory in nature, which was conducted using a qualitative method and a grounded theory approach. The statistical population was the public organizations of Isfahan city, where 14 managers were selected as sample members by a purpesfull method and the theoretical saturation rule and individually semi-structured interview was used In order to collect the required data needed. After analyzing the interviews, 82 concepts were identified, which were classified into 6 categories. The results indicate the emergence of bad managers is under the influence of causal factors such as the absence of clear performance indicators in promotion and appointment, replacing relationships instead of criteria, the rule of oligarchic thinking, the weakness of the succession planning system, the weakness of the performance evaluation system and the like. Individual and organizational contextual factors as well as intervening factors also influence the emergence of this phenomenon. Strategies for preventing the appointment of bad managers have also been identified at three individual, group and organizational levels. The results also indicate that the emergence of bad managers will have negative consequences at the individual, group, organizational and extra-organizational levels. The findings can create a suitable insight in relation to the emergence of the phenomenon of bad managers and provide the context to prevent it for the planners and policy makers of the administrative system.