نشریه تامین اجتماعی
سال نوزدهم شماره 1 (پیاپی 67، بهار 1402)

Since the early 1380s, fertility in Iran has reached below the replacement level. Despite a slight increase in 2015, after that fertility remains at a low level. Over this period the ideal number of children has been about 2.5 children. There is evidence of a gap between the ideal and actual number of children and it shows that at least part of the couples' desire to have children is not realized. Working women are one of the special and important subgroups of the population that, due to work and family conflicts, it is expected that the realization of their childbearing ideals will face more serious obstacles and challenges compared to non-working women. The aim of this study is to show what is the understanding and interpretation of working mothers about their fertility decisions. What is their strategy in dealing with the desire to have children and the mental concerns and challenges they face?

The research approach of this study is qualitative. The sample consists of 22 employed mothers in Tehran who were determined through purposive sampling with maximum diversity based on the level of theoretical saturation. The data collection method is in-depth interview and the analysis method is thematic analysis.

In this study, three patterns of women's fertility decisions were extracted. A pattern of ignoring fertility desires that includes women who do not intend to have children but whose ideal number of children is higher than the number of children they currently have. The model of rationalizing the avoidance of childbearing, which includes women who do not intend to have more children and consider their fertility decisions to be rational. The third pattern is a contradictory understanding of reproductive decisions that includes women who intend to have children, however, they have many concerns and challenges related to the work environment, family and children.

The findings show that there is a significant conflict between work and family roles that affects the fertility decisions of working women. Iranian society needs a structure that reduces the incompatibility between employment and parenthood.

The purpose of this research is to examine the causes of failure and obstacles to the realization of the "Comprehensive Welfare and Social Security System Structure Law", to achieve the lessons learned from the stages of drafting to its implementation and to apply them positively in the path to the realization of "General Social Security Policies" which in the year 1401 has been notified.
The method of this research is qualitative and it uses a combination of documentary and library studies, secondary analysis and semi-structured interview tools. In this research, the obtained data has been organized and analyzed based on the method of thematic analysis.
Examining the historical path from the design to the implementation of the comprehensive welfare and social security system law and its ups and downs shows that existing structural, value, nature, benefit and informational conflicts have led to the non-fulfillment and creation of various obstacles on its way, and these issues in The process of drafting and approving general social security policies has continued.
In case of not paying attention to the nature of these conflicts and not trying to resolve them, general social security policies will also meet the fate of  other general policies and cannot be effective. Currently, the announcement of these policies can be used as an opportunity to revive the comprehensive welfare and social security system.

The purpose of this research is to develop a model for internal controls in the social security organization with a risk management approach.

This Methods research is an exploratory research in terms of its nature, and it is an applied research in terms of its purpose. The statistical population of this research is 340 employees of the financial department of the Social Security Organization. Interviews and questionnaires were used to collect the required information in this research, and inferential statistics and structural equation tests were used to check the hypotheses.

The results of the research showed that the factors affecting the internal controls in the social security organization include the income bank system, the system of legal obligations, salaries and wages, the financial accounting system, the system of movable and immovable property, the financial management system and the requirements for issuing checks.
 

In addition, the results showed that among the factors affecting risk management, the effectiveness of internal controls and the components affecting internal controls can be mentioned. One of the most influential factors affecting the effectiveness of internal controls in the social security organization is the financial accounting system.

Social security e-services strongly influence the way work and personal time are combined in the employee's perspective. Digital tools have become a big part of daily personal life, by creating information technology platforms and performing work activities, in this way, employees can be more efficient and flexible.

In this research, using a questionnaire to measure the research variables by the sample, the employees of the social security branches of Shiraz were surveyed, and then through the Smartpls3 software, the data and the effect of the variables were analyzed using the method of structural equation model and path analysis. .

Based on the path analysis of the conceptual model of e-services research, project (3070) has had a significant effect on improving the quality of life (β=645) and empowering employees (β=607). The indirect effect of e-services on social security through mediation Improving the quality of life on employee empowerment (β=392) is significant and the explained coefficient of employee empowerment is (R2/662), while employee empowerment (β=503) has a significant impact. It pays attention to the satisfaction of the insured with variance (R2/253).

This study formulates new insights by defining the role of social security organization's electronic services in enriching the quality of life at work and the strategies that social security managers can use to empower their employees, allow effective technological support and create an atmosphere of mutual trust to achieve them. in providing

Workers and employers are two very important forces in the field of economy and market. However, the difference in the interests of the parties demanding for creation of solutions to effective communication in order to balance the interests of workers and employers. One of these solutions is tripartite social dialogues, in which representatives of employers, workers, and government representatives, discuss labor issues, including setting the minimum wage for workers in certain periods of time. In this research, we tried to examine the approaches and strategies of workers in tripartite dialogues with a communicative approach and specifically using the theory of coordinated management of meaning.

In this research, notes and interviews conducted with representatives of workers, in a four-month period from December to March 2016, are examined. This contents were published in specialized publications in the field of labor and welfare. These content have been analyzed using the thematic analysis method as well as the specific analytical method of the theory of coordinated management of meaning.

Data analysis gives us a general view of the social world of the three groups involved in tripartite dialogues, which we have rewritten under the title of a story or narrative, and these stories are the main basis of our analysis. In this section, lived stories, untold stories, unheard stories, and deleted stories are identified.

The results show that the communication and dialogue strategies of the workers do not have the necessary communication facilities to solve their problems. These dialogues are mostly considered as a ritual ceremony that is held annually, and basically the actors of these dialogues have no hope of influencing each other and creating a better social world. The result of social dialogue is the continuation of the current social worlds of workers and continuation of the conflict with the social worlds of employers and government representatives.

One of the major challenges for contemporary organizations is their presence in turbulent environments, the emergence of new technologies, and environmental uncertainties. Change often forces employees to move from a familiar state to an unfamiliar one, which is why employees tend to resist it when they sense change. In the present research, certain factors that play a significant role in this regard were examined, including trust, perceived organizational support, resistance to change, and organizational structure dimensions.

This research is considered an applied study in terms of its objective and a descriptive-survey study in terms of data collection methods. Data were collected through questionnaires from 112 employees and managers in the Education and Training Department of District One in Shiraz. After using the Cochran formula, a sample size of 87 was determined. Given the small sample size and the known population, simple random sampling was used, and for the validity of the structure, the AVE test, and for reliability, a composite reliability test were employed. Structural equation modeling was used for data analysis and examining the relationships between research variables.

According to the findings of this research, the variables of employee trust and perceived organizational support had a significant positive relationship with the readiness for change variable, while the variables of resistance to change, formality, and centralization had a significant negative relationship with the readiness for change variable. Moreover, trust acts as a mediator in the relationship between resistance to change and readiness for change. In this research, there is no significant relationship between organizational complexity and readiness for change.

The research results included the testing of seven hypotheses, six of which were confirmed. These confirmations indicate a positive relationship between trust, organizational support, and readiness for change and a negative relationship between resistance, formality, and centralization with readiness for change.