نشریه مطالعات مدیریت دولتی ایران
سال ششم شماره 1 (پیاپی 19، بهار 1402)

Artificial intelligence and technologies based on it can affect all areas of human life. Undoubtedly, the process of governance, management, and current operations, which is called statesmanship, will also be affected by this huge progress of this century. The great achievements of this technology have been studied by many scientists around the world. Any technological phenomenon, including artificial intelligence, can also have dark areas. In this article, some of the challenges caused by the emergence of artificial intelligence in the process of governance will be explored.

The explosive growth of data generation in the era of information and communication has led to the formation of a new concept called big data. Big data has created exciting and irreplaceable opportunities in different fields, one of the most important users of big data are businesses, but there have always been challenges and various regulatory disorders in the exploitation of big data by businesses in Iran. One of the most important reasons for these regulatory disorders is the existence of disagreements and different interpretations among policy actors regarding some key issues in this field. The present research, using the Q methodology, after identifying the disputed issues and interviewing 16 experts in this field who were selected by the purposeful sampling method, has dealt with the typology and categorization of the mindsets among the policy actors in this field. The results of this research show that there are 6 types of mentalities in facing the application of big data in the economic environment of the country: “authoritarians”, “fans of a competitive rule-based economy”, “supporters of an open self-regulating economy”, “moderate regulators”, “confused” and “supporters of centralized, non-security decision-making" that each of them interprets the issues in this field from their own point of view. Finally, by examining and analyzing “agreed expressions” and “differentiating expressions”, recommendations for effective policy making in this field have been presented.

The ever-increasing growth of technology and globalization have caused the special attention of planners and policymakers to review the role of the university institution as one of the most important scientific institutions of Iran, in order to create transformation and achieve development goals, especially in developing countries. Therefore, the governance system of many countries tries to establish a purposeful connection between the higher education system and the goals of development management in these countries. The current research has been done with the aim of identifying and prioritizing the antecedents and consequences of the university institution's role-playing in the framework of collaborative governance. This research is a type of mixed research with a qualitative and quantitative approach, which is practical in terms of purpose and exploratory in terms of nature and method. The research participants are 16 academic experts from 13 top universities who were selected based on the principle of theoretical adequacy and using the purposeful and snowball sampling method. In the qualitative part, semi-structured interview and thematic analysis method were used to collect information, and “Guba” and “Lincoln” four criteria were used to verify the data, and using the fuzzy Delphi method, the antecedents and consequences of the role-playing of the university institution were prioritized. The results showed that demand-oriented university services and scientific research management through the network of industry and university experts are considered as the most important antecedents of university performance. Also, research-oriented policymaking and division of universities to solve related regional and geographical issues, creation of decision-making chairs in addition to scientific and research chairs are also among the most important consequences of the role-making of the university institution in the framework of collaborative governance.

Organizational learning is often dependent on organizational forgetting processes; That is, organizations that intend to make changes in themselves often have to forget the old knowledge that has limited them in the past, and in this context, mental modeling will be helpful. Therefore, the purpose of this research is to remove the obstacles of forgetting ineffective knowledge and old procedures in public organizations so that organizations can create the ground for inducing innovation, new opportunities, renewing organizational routines, and decisions. This research is applied-developmental in terms of purpose, and its strategy is exploring mentalities (Q research methodology). In order to collect the discourses, interviews were conducted with 6 managers of public organizations, as well; library documents (theoretical bases) were also used. The participants in Q ranking were the managers of the public organizations of Mashhad, out of which 30 people were selected in a non-random and purposeful way and 20 people agreed to cooperate. The findings of the research show seven types patterns including, weak organizational maturity, weak organizational memory, tendency to stagnation and lack of organization agility, attachment to the past and low absorption capacity, weakness  of human capital, resistance to delearning and lack of creative thinking in the organization. It shows as factors preventing organizational forgetfulness from the point of view of managers of government organizations in Mashhad. In this regard, weak organizational maturity is the dominant mentality that has been identified, which is an important obstacle in the path of organizational oblivion due to the lack of culture of change, lack of expertise and knowledge of employees, lack of support from the senior management of the organization, and lack of proper performance evaluation.

This research aims to identify and introduce the dimensions, components and indicators of the concept of disfavor in the organization, its antecedents and consequences. It aims at designing a model for them. The research is fundamental in terms of its purpose, descriptive-survey in terms of data collection method, and qualitative based on the nature of the data. In order to achieve the mentioned goals, Delphi method was used. To collect the data, researcher-made questionnaires (including 5-choice answers on the Likert scale and an open question for suggestions) were designed. 15 university professors and expert executives were chosen, who were also selected using a targeted non-probability sampling method. The consensus results of the Delphi experts, after four rounds of questionnaires and receiving corrective comments, which finally led to the appropriateness of the model and the combination of its factors, are as follows: the concepts of disfavor has two dimension of psychological-social (with 11 indicators), and physiological-economic (with 8 indicators). The antecedents of a person's disfavor in the organization have three dimensions: individual, group, and organizational factors, which individual factors have five components: “low ability, unbalanced personality, wrong perception and decision, unfavorable values and attitudes, low motivation (a total of 32 indicators)”; group factors includes five components of “wrong team participation, unprincipled communication, inconsistency with the leader, unpleasant political behavior, conflict and deceitful negotiations (a total of 31 indicators); and organizational factors with three components of “inflexible structure, unfair and inflexible organizational culture, inconsistency with change and developments (a total of 11 indicators) reached the consensus of the experts. The consequences of the individual's disfavor in the organization reached the consensus of the experts with the two dimensions of individual consequences (with 7 indicators), and organizational consequences (with 9 indicators). At the end, the model of individual's disfavor in the organization is presented.

The purpose of this research is to determine the impact of servant leadership on employees intrinsic job satisfaction and extrinsic job satisfaction with the mediating role of servant attitude. This research is applied in terms of purpose and in terms of nature it is a descriptive-survey. The statistical population of this study is the employees of Razi University of Kermanshah. A Stratified random sampling method was used. A total of 250 standard questionnaires were distributed among the employees and a total of 212 questionnaires were collected. Structural equation modeling and Smart PLS3 software were used to analyze the data and test the research hypotheses. The coefficients of factor loadings of the research model show that servant leadership has a 0.29 effect on intrinsic job satisfaction and a 0.51 effect on extrinsic job satisfaction; In addition, servant attitude has a 0.17 effect on intrinsic job satisfaction. Therefore, according to the research results, servant leadership will bring intrinsic job satisfaction and extrinsic job satisfaction for employees; but will not establish the servant attitude in their minds. In addition the mediating role of servant attitude in the effect of servant leadership on intrinsic job satisfaction and extrinsic job satisfaction was not confirmed, but as an independent variable, it will bring intrinsic job satisfaction for employees.

In recent years, the place of urban development plans and projects in the formation of Tehran's city space has been questioned more and more due to the increasing dominance of commercialism over this process and the subsequent decrease in the living capacity of the residents of Tehran. In the meantime, the prevailing opinion is that the reason for the failure of urban development plans was mostly due to the lack of urban management knowledge. Most of the historical researches about the city of Tehran have also studied the developments of the city of Tehran from the perspective of urban plans and plans in accordance with this image. With the aim of providing an accurate basis for planning, this article claims that such an idea of the city and urban management is not very consistent with historical facts and it is necessary to study and rewrite the history of the formation of Tehran more accurately with reference to the tensions within urban and national governance, recognition of the immigrant labor force population as an effective force on the formation of the program, as well as a rethinking of the common perception of the city of Tehran as a mere subordinate of “government policies”. Using the method of historiography and conceptualization of space, which is a set of relationships between forces and phenomena, the current historical research found the beginning of the formation of the current Tehran in the time period of 1945 to 1962 and shows that the space of Tehran, in its modern sense, is the intersection of three forces; Planning, business and daily life have emerged. According to the findings of the research, the transformation of the structure of planning and urban management in a horizontal, interactive way and by including all the main forces that create Tehran's space is the condition for exiting from the current crisis of Tehran's urban development planning.