فصلنامه چشم انداز مدیریت دولتی
پیاپی 60 (زمستان 1403)

Today, one of the factors that is considered in determining the level of development of a country's economy is the level of information and communication technology in that country. Information and communication technology plays a significant role in reducing industrial problems and increasing productivity and employment. As a developing country, the ICT industry in Iran is a nascent industry that faces many challenges. Currently, one of the main challenges of this industry is human resources. The ICT industry needs specialized human resources for growth and development, and the labor market of this industry is facing challenges such as the lack of specialized human resources, the migration of specialized personnel, and at the same time, the existence of a surplus of educated personnel. In this article, we examined the future state of the ICT labor market by identifying possible future policies.

Design/ methodology/ approach:

 The research method is descriptive-analytical-exploratory, and the type is applied research. The method used is a combined method that includes two qualitative and quantitative parts. Mixed approaches are a type of research method in which two competing quantitative and qualitative approaches are placed next to each other. In other words, mixed research methods is a type of research method in which a researcher (or a team of researchers) combines the elements of quantitative and qualitative approaches with the aim of revealing the obstacles in research and a deep understanding of phenomena. In the current research, interviews and scenarios were used to identify the problem and provide practical solutions to improve the problem. Scenarios, as one of the future research methods, are used as a powerful tool to make decisions against uncertainties by different Actors. The purpose of scenario planning is to identify important future directions more quickly. Scenario planning also leads to identifying future issues and preparing managers' minds to face them. Scenario planning seeks to develop consistent stories about the future.

In this article, we examined the future state of the ICT labor market by identifying possible future policies. Seventeen interviews were conducted with ICT industry experts. Uncertainties were identified through interviews and were prioritized by using the AHP method. At the end, scenarios were described, and policies were suggested to improve each situation. The important finding of this research is the insight obtained from the scenarios. According to the uncertainties, 6 possible scenarios were identified. These scenarios show possible future spaces. In fact, in this article, we have tried to draw a time path towards the future by drawing future scenarios so that a better understanding of the system is created, and by identifying future alternative environments, it is possible to make optimal decisions in this space.

Limitations & Consequences: 

The time limitation and issues related to the collection of information and data, required for the research are among the most important limitations of the current research.

Practical Consequences: 

The problem of mismatch in the labor market is influenced by various factors such as social orientations, political and economic orientations, industry conditions and job characteristics, and the existence of different actors with different mental models, all of which make it a complicated problem. In this research, an attempt was made to create a deep insight and understanding of the dynamics of supply and demand of human resources in the information technology industry and provide policies to get out of the eddies hidden in it.

Innovation or value of the Article:

 In terms of subject dealing with the problem of the mismatch of the human labor market in the ICT industry and from the methodological point of view, the using scenario planning as a new method to study complex and dynamic phenomena are the innovations of the present article.

 This study concentrates on innovation policy instruments embedded in the Knowledge-Based Production Leap Act. This law was enacted to strengthen innovation in knowledge-based companies and provide appropriate support infrastructures in Iran. It employs a combination of innovation policy instruments to achieve its objectives. The primary objective of this research is to identify the impact of these legal instruments on the innovative performance of knowledge-based companies and to assess the success or failure of these instruments in achieving the set goals. A total of 15 articles of the law (comprising 29 parts include innovation policy instruments) directly related to innovative and knowledge-based companies have been evaluated in this study.

 This research was conducted using a quantitative method, comprising a main phase of data collection and analysis. Data were initially collected through a Likert-scale questionnaire distributed to 114 knowledge-based companies across various industrial sectors. In the quantitative analysis phase, structural equation modeling (SEM) was employed to examine the relationship between different articles of the Knowledge-Based Production Leap Act and the performance of knowledge-based companies. Additionally, Importance-Performance Analysis (IPA) was used to identify policy priorities and determine the strengths and weaknesses of various policy instruments.

 The findings reveal that certain legal provisions, particularly Articles 1, 4 and 11, which focus on financial support and the development of research and development infrastructure, have played a significant role in enhancing the innovative performance of knowledge-based companies. These supports include financial facilities, subsidies, the improvement of technological infrastructures, and the provision of resources for development research. Conversely, legal provisions related to customs tariff legal representative, such as Articles 3, 12 and 15, were identified as weaker instruments and require further revision and adaptation to meet the real needs of companies. Moreover, the findings indicate that a lack of coordination among certain policy instruments has reduced their overall effectiveness.

Limitations and Implications: 

One of the limitations of this study is its focus on data collected from knowledge-based companies in Iran, which may not be fully generalizable to other countries. Additionally, the study is centered on the short-term impacts of the implementation of the law, and further research is needed to analyze its long-term effects. Furthermore, the limited access to accurate quantitative data on the long-term performance of companies may not fully capture the detailed and lasting impacts of these policies.

Practical Implications: 

The results suggest that policymakers should consider revising non-financial instruments such as consultancy and training, ensuring that these instruments are fully aligned with the specific needs of industries and knowledge-based companies. Additionally, it is recommended that greater interaction between the government and the private sector be established so that regular feedback from companies can be communicated to the government and the Islamic Consultative Assembly for policy optimization. Moreover, implementing a continuous evaluation system to monitor the performance of policy instruments and the enforcement of the law could facilitate necessary reforms. Finally, special attention to the financial and infrastructural needs of small and medium-sized enterprises (SMEs) in the innovation sector remains crucial.

Originality: 

This research introduces innovation in several aspects. First, it focuses on evaluating the performance of a significant law related to innovation policy in Iran. The findings of this study have practical implications for improving and enhancing the law. The second innovative aspect lies in the the combination of two methods — structural equation modeling (SEM) and Importance-Performance Analysis (IPA) — in evaluating innovation policies is presented as an analytical methodology in innovation studies. This approach allows for a more comprehensive analysis of the multifaceted impacts of policy instruments and their interactions.

In recent decades, private or cooperative institutions such as knowledge-based companies, by entering the age based on knowledge, the frequent recommendations and special favors of the leader of the Islamic revolution, the increasing pressure of international competition, and the intensification of sanctions against the country have gained special importance and status. The importance of these companies stems from deep changes in commercial and economic-environmental aspects and the importance of talents in developing innovative solutions to respond to emerging issues and solve new problems. These companies have an undeniable role in achieving economic growth, increasing domestic production, reducing dependence on other countries, and creating added value. The way of managing and leading unique talents in these companies and many challenges require a transformation in talent management. Despite the tremendous benefits of talent for companies, many problems will arise if they are not adequately managed. The current research was conducted to present a lean talent management model in knowledge-based companies using mixed methods.

Design/ methodology/ approach: 

Regarding philosophical presuppositions, the current research is grouped under pragmatism in terms of orientation, except fundamental-applied research, and in terms of method, it is grouped under mixed research. The study's statistical population includes knowledge-based companies located in the science and technology park; 15 of their top and middle managers in Lorestan province were selected as experts. to choose experts, criteria such as having a relevant field of study (business management, strategic management, public administration, industrial engineering), having work experience related to human resource management or working in the field of management, and having mastery over the subject of study were important. Thus, the sample members have been selected based on the non-probability sampling method and through purposive sampling. In fact, in this type of sampling, the sample members are identified and selected based on the criteria compiled by the researcher to provide the researcher with relevant and consistent information for the research. The statistical population of the study in the quantitative part in connection with Delphi-Fuzzy questionnaires and pairwise comparisons of structural-interpretive modeling to prioritize the components and present the research model are experts of knowledge-based companies, including top and middle managers of knowedge0based companies. Regarding the number of experts in the quantitative section, according to the different opinions of some scientists, 10 to 15 people, others 8 to 12 people, and some 7 to 12 people have been proposed. The statistical sample size in the questionnaire related to the Delphi-Fuzzy technique and the questionnaire related to pairwise comparisons in the structural-interpretive modeling technique are 15 experts from knowledge-based companies located in the science and technology park in Lorestan province. in the qualitative part of the research, the content analysis technique and the coding method were used to collect and analyze the qualitative data collected through the interview tool. Also, in the quantitative part, the Delphi-Fuzzy technique and structural-interpretive modeling were used to prioritize the components discovered in the qualitative part and present the research model.

 The research findings in the qualitative part include the discovery and identification of 147 indicators and 17 dimensions for lean talent management, and the research findings in the quantitative part also include prioritization of the leveling of dimensions and presenting of the lean talent management model. The model presented in the research includes five levels: driving factors, strategic factors, components of lean talent management, tactical factors, and consequences of lean talent management. Based on the exploratory model of creative agility components, talent competitiveness and sustainable competitive advantage with high effectiveness, intelligent environmental components, lean structural and lean culture with high effectiveness and vertical integration components, lean human resource management, strategic business analysis, talent exploration lean, lean talent selection, lean daily talent, lean talent adaptability, support and commitment of manager and leader, and commitment-orientated policy have high effectiveness.

Limitations & Consequences:

 Lean Talent Management is considered a strategic factor for knowledge-based companies to achieve goals and improve competitiveness at various national, international, and global levels. However, the generalization of research results for other companies is limited.

Practical Consequences: 

The model presented in this research can help design and implement lean talent management in knowledge-based companies and enrich the literature of this emerging field.

Innovation or value of the Article: 

Current research shows that the lean talent management model has been localized in knowledge-based companies.

 The primary factor contributing to administrative corruption in the country is the lack of transparency and accountability of the government and its subsidiaries toward the public. The lack of attention to the transparency of Iranian public organizations over the years has resulted in irreparable damage to the country. In recent years, substantial financial and administrative corruption cases have emerged in governmental agencies nearly every few months. Thus, this research addresses a fundamental issue within the country, as a majority of the public has personally experienced these challenges and irregularities when interacting with public organizations. This study aims to present a model for enhancing administrative transparency in alignment with e-government development programs.

Design/ methodology/ approach: 

Since few studies have been conducted on the transparency of the administrative system in relation to e-government development programs, the nature of this research is exploratory, and the approach is qualitative. Specifically, it utilizes a case study strategy focused on the Social Security Organization. The research population includes elites and academic experts within the Social Security Organization. No sample size calculation was required because the qualitative sample was purposefully selected. The researcher used a snowball sampling technique to reach theoretical saturation, achieving it after conducting semi-structured interviews with 12 experts. The study employed thematic analysis to propose and validate a model titled “Model for Enhancing Administrative Transparency in Interaction with E-Government Development Programs.” Participant validation was used to ensure construct validity. Internal validity was established by comparing the experience-based model generated from coding, categorization, and qualitative data analysis with the anticipated model derived from theoretical subjects. To ensure the reliability of the qualitative part of the research and theoretical saturation, the agreement test based on the correlation matrix of the agreement of opinions between the interviewees and the diagram of two coders have been used. Additionally, the data analysis was performed using the Maxqda qualitative analysis software, version 2020.

 The research findings revealed nine main themes. The sub-themes for the first main theme (Organizational Culture and Atmosphere) include organizational values, organizational trust, motivational practices, and superior organizational atmosphere. Sub-themes for the second main theme (Administrative Structure and Processes) include structural and process integration, decentralization, and administrative process reform. Sub-themes for the third main theme (Managerial Factors) include appropriate leadership style, financial management, human resource management, and IT management. Sub-themes for the fourth main theme (Environmental Factors) include the economic environment, cultural environment, government and legal institutions, and the political environment. Sub-themes for the fifth main theme (Managerial Supervision) include hierarchical supervision, inspector supervision, and digital supervision. Sub-themes for the sixth main theme (Public Supervision) include individual monitoring, media oversight, and supervision by NGOs. Sub-themes for the seventh main theme (Public Accountability) include establishing an accountable structure, stakeholder accountability, and promoting a culture of accountability. Sub-themes for the eighth main theme (Establishment of E-Government) include e-service delivery, e-information dissemination, e-accountability, and e-participation. Sub-themes for the ninth main theme (Growth and Development of the Social Security Organization) include dynamism and flourishing, growth in organizational profitability, human resource growth and development, and improving organizational and staff performance.

Limitations & Consequences:

 Due to time constraints, this article only focuses on the Social Security Organization (selected for accessibility as the research population).

Practical Consequences:

 This research's findings benefit the Social Security Organization, all companies within this sector, and generally to all governmental and private organizations within the country.

Innovation or value:

 of the Article Given the limited studies on administrative transparency in interaction with e-government development programs, this study employs a qualitative research approach, specifically a case study strategy in the Social Security Organization.

In today's world, organizations face many challenges, including work pressures, rapid changes, and the need for innovation. In this regard, employee resilience is important as a key feature of dealing with challenges and maintaining effective performance in the workplace. Particular leadership means using a joke in the leadership process. This style can help create a positive and supportive work environment. Therefore, the present study aimed to investigate the impact of the humor leadership style on employee resilience with the intermediary role of creative self-efficacy and the self-efficacy of coexistence with the job.

Design/ methodology/ approach:

 In terms of purpose, the research is applied and in terms of method, it is descriptive of the correlation type. The statistical population of the present study includes 115 official employees of Semnan Gas Company. According to the statistical population of 115 people, 112 people were selected as a sample by simple random sampling using Morgan's Kargesi table. A standard questionnaire based on the Likert scale was used to collect information. The structural equation model was used to analyze the collected data, which includes confirmatory factor analysis, structural models, path analysis, and multiple regression. SPSS and PLS software were also used to perform statistical analysis. 

The research results showed that creative self-efficacy plays a mediating role in the relationship between humorous leadership style and employee resilience. Job coexistence self-efficacy has a mediating role in the relationship between humorous leadership style and employee resilience. Also, humorous leadership style and employee resilience, creative self-efficacy, and job coexistence self-efficacy have a significant effect, and finally, creative self-efficacy and job coexistence self-efficacy have a significant impact on employee resilience. 

Limitations & Consequences:

 In this research, data was collected at a cross-sectional time point. The most important limitation of the current research was that it was very difficult and time-consuming to access the statistical population of the research. The distributed questionnaire was collected with successive follow-ups, delaying the plans. The limitation that prevailed in this research is related to the humorous leadership style variable and other variables. Humor, resilience, creative self-efficacy, and self-efficacy of coexistence with job cannot be measured, and it is only the attitude and perception of managers. 

Practical Consequences: 

The impact of humorous leadership style on employees' resilience can be analyzed directly and indirectly through the mediation of creative self-efficacy and job symbiosis self-efficacy. The practical consequences of this issue include: increasing employee resilience, strengthening creative self-efficacy, promoting self-efficacy in coexistence with work, improving organizational performance, and developing a positive organizational culture. Also, humorous leadership can serve as an effective tool to strengthen employee resilience.

Innovation or value of the Article:

 So far, no research has investigated the impact of humorous leadership style on the resilience of employees simultaneously on the two variables of creative self-efficacy and self-efficacy of coexistence with work. Also, conducting this research helps to identify factors affecting resilience, creating a positive atmosphere in the organization, strengthening problem-solving skills, and improving social interactions. 

Feedback is considered a two-way and dynamic process in organizations that requires interaction between the sender and receiver. Very few researches have been done in connection with managers' feedback in Iran in such a way that it can be said that a scientific research vacuum is felt in this field. The aim of the current research is to identify the challenges of feedback to managers in government organizations.

Design/ methodology/ approach:  

This research is a mixed-methods study in terms of its type and is applied in terms of its purpose. Data was collected through a literature review, and the tool used for data collection was a structured interview. The population in the qualitative section included all experts and specialists in the field of management in government departments and organizations in Kermanshah. The theoretical sampling method was used to select samples in the qualitative section. During the interviews, theoretical saturation was achieved after conducting 9 interviews, and the process was stopped. Then, the desired components were extracted by coding the data obtained from the interviews using the MAXQDA20 software. Content validity was used to examine the validity of the extracted components using two relative content validity ratios (CVR) and content validity index (CVI). The obtained values for the CVR index were all greater than 0/49 and for the CVI index greater than 0/79, meaning that the dimensions under study had appropriate validity. In addition to the qualitative methods of retesting and retesting by two coders to check the reliability of the extracted components, the results obtained from the retesting (84/28%) and retesting by two coders (84/47%) were higher than the standard level; therefore, it can be said that the reliability of the coding was confirmed. The statistical population in the quantitative section consists of 32,647 permanent and employed employees in government organizations in Kermanshah city. Based on Morgan's table, 377 people were selected using the available sampling method for the present study. To examine the validity and reliability of the questionnaire in the quantitative section, three criteria of Cronbach's alpha, composite reliability, and convergent validity were used.

 Research findings reveal that challenges associated with providing feedback to managers in organizations can be categorized into six primary groups. Employee behavioral challenges include reluctance and procrastination in providing feedback, reticence, and silence in the face of managerial behaviors, fear of providing feedback, job insecurity, personality traits, indifference to organizational events, and a lack of hope for change. At the managerial level, challenges relate to sabotage of feedback, autocracy, inappropriate treatment of evaluators, avoidance of performance evaluation, a lack of sense of duty, retaliation against feedback providers, intolerance of criticism, and managerial self-censorship. Managerial personality challenges encompass low tolerance thresholds, defensive and aggressive behaviors, fear of feedback, lack of courage, low self-esteem, introversion, demotivation regarding feedback, a negative mindset towards feedback, disbelief in feedback's impact, and taboo subjects. Structurally, challenges pertaining to the absence of guidelines and regulations for providing feedback, a lack of reward guidelines, the precedence of relationships over rules, a weak human communication system, a lack of information exchange, an unfavorable participation system, a closed environment, the absence of a performance evaluation system, and a lack of a suitable cultural context. Cultural challenges similarly involve a lack of guidelines and regulations, a failure to reward corrective feedback, the precedence of relationships over rules, a weak communication system, a lack of information exchange, an unfavorable participation system, a closed environment, and the absence of a performance evaluation system and a suitable cultural context. Finally, cognitive challenges include fear of retaliation, potential consequences of providing feedback, a culture of flattery within the organization, implicit immunity of managers, a significant power distance, and a patriarchal managerial culture.

Limitations & Consequences: 

The unwillingness of organizations and their members to disclose confidential information about managers' performance and feedback led to the evasion of accountability by managers.

Practical Consequences:

 Identifying the challenges of feedback to managers in public organizations can pave the way for creating an organizational structure based on transparency and fairness in the organization.

Innovation or value of the Article: 

The issue of identifying the challenges of feedback to managers in public organizations has been addressed for the first time in Iran in this research, which is considered the originality of this article.

In the last decade, internal branding has become an important and fundamental issue in various industries, especially the service industry, among managers and researchers. Getting to know the internal branding strategy or mechanism and generally understanding its concept and dimensions, as well as considering the ethical values ​​of the organization in order to ensure the creation and increase of motivation in employees in order to adjust their destructive behaviors or wrong behaviors and achieve the university It seems essential to predetermined goals. Therefore, the aim of the current research is to investigate the effect of internal branding on employees' anti-organizational citizenship behaviors with the role of the moderator of the organization's moral values.

Design/ methodology/ approach:  

It was conducted among the employees of Ardabil University, the sample size of which was determined based on Cochran's formula: 250 people. In the current research, the questionnaire tool is considered as a data collection tool. So that the said tool was designed and adjusted according to two parts: demographic data and specific questions. In the following, data analysis was done with the help of Spss and SmartPLS software, using structural equation modeling.
Research

 The results of the current research indicate that internal branding has an effect on employees' anti-organizational citizenship behaviors, and on the other hand, the moderating role of the organization's moral values ​​in the relationship between the internal branding mechanism and employees' anti-organizational citizenship behaviors was confirmed.

Limitations & Consequences: 

One of the limitations of the present research is related to the expansion of the research model. In other words, it can be acknowledged that in the present study, all the variables were not included in the research model due to time and other limitations. In addition, it should be noted that in the research literature, there are necessary and sufficient scientific resources related to the variable dimensions of internal branding (training, group and briefing meetings, and orientation) and the moderating role of the organization's ethical values ​​in relation to internal branding and anti-citizen behaviors. It was few and limited. Finally, other limitations include not controlling the influence of other variables, the pressure of the respondents' lack of time, and the lack of proper cooperation of some managers and university staff.

Practical Consequences: 

One of the basic problems in universities regarding human capital is the emergence of anti-citizens and destructive behaviors such as stubbornness and arbitrariness, resistance to authority, avoiding work, malice, and aggression. The mentioned behaviors are effective both in the performance of universities and in the relationships of people and the spirit of cooperation of employees. Therefore, the findings of the research can provide university managers with appropriate solutions in terms of internal branding strategy and the organization's ethical values. In fact, by taking into consideration appropriate educational programs, establishing two-way communication, holding daily and group meetings, and emphasizing an ethical culture, anti-citizen and unethical behaviors of employees can be reduced, and ultimately, the relationship between employees and the performance of the university will be improved.

Innovation or value of the Article: 

The current research is one of the few researches conducted in the world in which the researchers were trying to test and investigate the effect of internal branding on anti-organizational citizenship behaviors of employees with the role of moderator of the organization's moral values ​​among university employees; Because the previous researchers studied less and in a limited way the internal branding strategy and anti-civility behaviors or destructive organizational behaviors of employees. Of course, it is important to pay attention to the fact that the main innovation and initiative of the current research is to examine the moral values ​​of the organization or, in other words, the ethical culture as a moderating role in the relationship between the internal branding mechanism and the organizational anti-citizenship behaviors of the employees. Thus, examining the moral values ​​of the organization as a moderating role in the mentioned relationship is of considerable importance; Because the moral values ​​of the organization are considered one of the most important aspects of the organization's culture, as a combination of the individual values ​​of the employees and official and informal policies, and also as the mood of the organization.