ORIGINAL_ARTICLE
Identify Strategies of the Empowerment for Iran Parliament Members
The aim of this study Identify strategies of the empowerment for Iran parliament members. The aim is to answer to this question that: How to improve and promote delegates' abilities? For data collection, deep interviews with 24 members of the experts (9 experienced representative, 11 experienced managing of representative offices in the Parliament and 4 scientific Chartered) have been done. Information obtained from qualitative research methods of data analysis tools. Themes to the results of the analysis process identified three main strategies, including: delegate's Personal empowerment, Structural and organizational empowerment and social empowerment. And for each of the strategies, in terms of analyzing the contents of the interview, has a set of solutions tabloid which can be used as a plan of action to increase the capabilities of delegates.
https://jipa.ut.ac.ir/article_63088_b3a15e552ff61d006a58f7b949a5a58c.pdf
2017-04-21
1
34
10.22059/jipa.2017.235359.2032
Empowerment strategy
MPs empowerment
Representative's competence
Marjan
Fayyazi
mfayyazi@ut.ac.ir
1
Assistant Prof., Human Resource Management, Faculty of Management, University of Tehran, Tehran, Iran
LEAD_AUTHOR
mohamad
haghshenas
haghshenas912@gmail.com
2
MSc. Student, Executive Management، Faculty of Management, University of Tehran
AUTHOR
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ORIGINAL_ARTICLE
Identify and codify appropriate features for verification competencies of Science, Research and Technology Minister of Republic Islamic of IRAN
The primary goal of the Islamic Republic of Iran is to achieve the development. So, the establishment of meritocracy is considered, as the most effective action in the development program.The first step in this field is to identify manager’s key competencies. Numerous studies have been conducted in this area till now, which any have tried to provide an approach to develop the competency model of human resource. This study reviews the theoretical basis of manager’s competency and using experts management experience in the country offers the framework of the competencies of the Minister of Science, Research and Technology. The Research method is thematic analysis and research data collecting method is interviews with 14 experts. The results of the interviews are categorized in seven major themes including conceptual skills, human skills, technical skills, personal characteristics, the administration and management experiences, values and attitudes, knowledge and awareness.
https://jipa.ut.ac.ir/article_63089_75b2165e052522495edd4e5fe4e082fb.pdf
2017-04-21
35
60
10.22059/jipa.2017.226047.1923
Competency
Competency of Minister of science
research and technology
thematic analyses
verification competencies
Roshanak
Kavousi Khameneh
roshanakkavousi@ut.ac.ir
1
MSc of Public Administration, Faculty of Management, Tehran University, Tehran, Iran
LEAD_AUTHOR
Ali Asghar
Pourezzat
pourezzat@ut.ac.ir
2
Prof. of Public Administration, Faculty of Management, Tehran University, Tehran, Iran
AUTHOR
Tayebeh
Abbasi
t.abbasi@ut.ac.ir
3
Assistant Prof. of Public Administration, Faculty of Management, Tehran University, Tehran, Iran
AUTHOR
امیری سواد رودباری، ع. (1392). تدوین مدل شایستگی مدیران در جهت تحقق چشم انداز 1404، پایاننامۀ کارشناسی ارشد، تهران: دانشکدۀ مدیریت دانشگاه تهران.
1
خورشیدی، ع.، اکرامی، م (1390). شایستگی عوامل سازندۀ شایستگیهای مدیران. فصلنامۀ مطالعات مدیریت انتظامی، 6 (4)، 592-580.
2
دانایی فرد، ح.، آذر، ع.، شیرزادی، م. (1391). چارچوبی برای شناسایی شایستگیهای خطمشیگذاران ملی (نمایندگان مجلس قانونگذاری). فصلنامۀ مجلس و راهبرد، 19 (70)، 35- 5.
3
دیانتی، م.، عرفانی، م. (1388). شایستگی؛ مفاهیم و کاربردها، مجلۀ تدبیر، (206)، 19-14.
4
عابدی جعفری، ح.، تسلیمی، م. س.، فقیهی، ا.، شیخزاده، م. (1390). تحلیل مضمون و شبکۀ مضامین: روشی ساده و کارآمد برای تبیین الگوهای موجود در دادههای کیفی. اندیشۀ مدیریت راهبردی، 5 (2)، 198- 151.
5
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38
ORIGINAL_ARTICLE
Evaluation of Transparency of Governmental Portals (Ministries of Iran)
reduce corruption, public trust and establishing a democratic society is one of the key terms in directing the performance of employees and government agencies. There is a mechanism for this vision and it's called transparency. Information is a critical issue for the survival of democracy. With transparency, information between government and citizens established its strong balance until emerging its effective role. With regard to the neccessity of using the internet in transparency, an statistic- mode rivision is developed in order to assess 18 govermental web sites. This research is field research, strategy research, survey and data collection and analysis is a descriptive comparative relationships between variables. The results show that the issue of transparency isnt found its position among the authorities and Web sites ministries are in the transparency initial stage and they the great attention is needed to paid to transparency.
https://jipa.ut.ac.ir/article_63090_14a56b92fdb599a0b6dd10d4462ce36f.pdf
2017-04-21
61
84
10.22059/jipa.2017.230125.1964
Evaluation
transparency
Portal
Ministries
Ghasemali
Jamali
gh.jamali@ut.ac.ir
1
MSc. of Public Administration, Faculty of Management, Tehran University, Tehran, Iran
LEAD_AUTHOR
abbas
nargesian
anargesian@ut.ac.ir
2
Assistant Professor of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
Ali
Pirannejad
pirannejad@ut.ac.ir
3
Assistant Professor of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
دانایی فرد، ح.، الوانی، س م.، و آذر، ع. (1392) روش شناسی پژوهش کمی در مدیریت، رویکردی جامع. تهران: صفار.
1
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2
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3
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6
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47
ORIGINAL_ARTICLE
Explaining the effect of organizational trust and organizational health on resistance to change in the government employees by considering the mediated role of organizational commitment
(The case: Municipality of Ahvaz)
Abstract: The change is only constant element in life and business, but during the emplementation process of change, Organizations, especially government agencies, dealing with a some of challenges that resistance to change is one of the most important ones. Many factors affect on resistance to change. Two factors: trust and organizational health can help the organization to achieve change goals. On the other hand, the researchers have noted in their study the mediating role of organizational commitment. The aim of this study was to evaluate the effect of trust and organizational health on resistance to change with the mediating role of organizational commitment in the municipality of Ahvaz. This applied research, have been implemented on a random sample of 211 members of employees of Municipality. Results of the analysis the data collected through questionnaires, using Structural Equation Modeling techniques and software pls indicate that Organizational Trust has a significant negative effect on resistance to change but negative effect of organizational health on the resistance to change is not significant. As well as results of Sobel test, significantly confirmed the mediating role of organizational commitment in the impact of trust on resistance to change.
https://jipa.ut.ac.ir/article_63091_f3bb780e59bd26713ada911607aaaa0a.pdf
2017-04-21
85
106
10.22059/jipa.2017.231834.1980
Organizational Commitment
Organizational health
Organizational trust
resistance to change
Jeiran
Mohammadi
j.mohammadi@scu.ac.ir
1
Assistant Prof. in Management, Shahid Chamran University of Ahvaz, Ahvaz, Iran
LEAD_AUTHOR
Mahdi
Nadaf
m.nadaf@scu.ac.ir
2
Assistant Prof. in Management, Shahid Chamran University of Ahvaz, Ahvaz, Iran
AUTHOR
Sara
Safarian
safariansara@yahoo.com
3
MSc. Student in Management, Shahid Chamran University of Ahvaz, Ahvaz, Iran
AUTHOR
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1
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2
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4
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70
ORIGINAL_ARTICLE
Analysis of the policy of “executive solutions to expand the culture of Ifaf and Hijab”: implementation pathology by use of Delphi fuzzy method
Supreme council of cultural revolution ratified the policy of “executive solutions to expand the culture of Ifaf and Hijab” in 1384 and determined executive responsibility for 26 institutions and organizations, but after 9 year from authorization, the policy isn’t completely implemented and there exist multiple barriers in this way. In this research, barriers of implementing the policy by interviewing with cultural and policy making domains experts and using thematic analysis method is analyzed and 52 subsidiary themes and 4 main themes of barriers related to the policy, barriers related to the implementers, structural and managerial barriers and finally environmental barriers is recognized. Then 49 barriers were determined by using Delphi fuzzy method. Descriptive Prioritize of result shows that the most important barriers are related to the policy and the least important barriers are related to implementers.
https://jipa.ut.ac.ir/article_63092_42040eee2295925ea785fbd01d5a18f0.pdf
2017-04-21
107
136
10.22059/jipa.2017.123882.1408
Ifaf and hijab
implementation of public policy
barriers to public policy implementation
Delphi fuzzy
rahmatollah
gholoipour
rgholipor@ut.ac.ir
1
Prof. of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
vahid
beygi
vahidbeygi@ut.ac.ir
2
Ph.D. Candidate in Public Administration, University of Tehran, Tehran, Iran
LEAD_AUTHOR
ali asghar
saadabadi
alisadabadi@ut.ac.ir
3
Ph.D. Candidate in Science and Technology Policy Making, University of Tehran, Tehran, Iran
AUTHOR
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53
ORIGINAL_ARTICLE
HRD Matrix: Understanding the Duality of Structure and Agency in Human Resource Development
Achieving to human resource development (HRD) goals is depend on to match human and organization through learning. But there is a question, how we can match them and what is the role of agency and structure in this process? The purpose of this paper is to present a typology model in HRD. In this paper, the features of agency and structure of HRD, by using critical incident technique, were identified. Participants were consisted of Mapna company managers. The “HRD Matrix” have two dimensions or two strategic refrence points. In this paper we will identify four status in the HRD matrix that is created by these two strategic refrence point. The last but not least, we will explain and understand the duality of structure and agency in HRD.
https://jipa.ut.ac.ir/article_63093_70b04a8c8a33e886e863c8e6654f020f.pdf
2017-04-21
137
168
10.22059/jipa.2017.212341.1781
Agency and Structure
Critical Incident Technique
Human Resource Development Matrix
Mapna Company
Theory of Structuration
Ali
Asghari Sarem
ali_asgharisarem@yahoo.com
1
Ph.D. Candidate in Human Resource Management.
LEAD_AUTHOR
حسن
دانایی فرد
hdanaeefard@modares.ac.ir
2
استاد گروه مدیریت دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس، تهران، ایران.
AUTHOR
آرین
قلی پور
agholipor@ut.ac.ir
3
استاد گروه مدیریت دانشکده مدیریت، دانشگاه تهران، تهران، ایران.
AUTHOR
علی اصغر
فانی
afani@modares.ac.ir
4
دانشیار گروه مدیریت دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس، تهران، ایران.
AUTHOR
اصغری صارم، ع.، داناییفرد، ح.، قلیپور، آ.، فانی، ع. ا. (1393). تحلیلی بر روششناسی فن وقایع حساس: نگاهی فلسفی، اجرایی و انتقادی. فصلنامۀ علمی ـ پژوهشی مدیریت سازمانهای دولتی، (2)، 33-8.
1
اصغری صارم، ع.، داناییفرد، ح.، فانی، ع.ا.، قلیپور، آ. (1395). واکاوی نقش داستانسراییِ سازمانی در توسعۀ منابع انسانی؛ کنکاشی در ادبیات پژوهشی. فصلنامۀ علمی ـ پژوهشی مدیریت دولتی، 8 (1)، 218-181.
2
خواستار، ح. (1388). ارائۀ روشی برای محاسبۀ پایایی مرحلۀ کدگذاری در مصاحبههای پژوهشی. روششناسی علوم انسانی، (58)، 174- 161.
3
داناییفرد، ح.، اصغری صارم، ع. (1393). گفتارهایی در نظریهپردازی توسعه منابع انسانی سازمانی. تهران: نشر مهربان.
4
داناییفرد، ح. (1389). نظریۀپردازی: مبانی و روششناسیها. تهران: سمت.
5
داناییفرد، ح.، الوانی، م.، آذر، ع. (1387- الف). روششناسیپژوهشکمّیدرمدیریت. تهران: انتشارات صفا اشراقی.
6
قلیپور، آ.، محمد اسماعیلی، ن. (1393). استاندارد 34000 تعالی منابع انسانی. تهران: مؤسسه کتاب مهربان نشر.
7
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8
Antonacopoulou, E. P. (2000). Employee Development through Self-development in three Retail Banks. Personnel Review, 29 (4), 491-508.
9
Archer, M. S. (2003). Structure, Agency and the Internal Conversation. Cambridge: Cambridge University Press.
10
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ORIGINAL_ARTICLE
Narrative analysis of ICT Labor Market mismatch in Iran
human resource challenge is one of the major issues in ICT industry which affects on the industry success. Despite large number of graduates in this sector, there is great demand to attract them. However unemployment is high that imply skill mismatch in the industry between skills supplied by labors and skills demanded by employers. Regarding to the dynamics of research problem, three layer analyses was used to problem recognition and existing nodes among actors. In this regard 23 experts were interviewed by snowball sampling and assumption, structure and behaviors of actors were analyzed. Accordingly a narrative of research problem was evolved. Ultimately policies were made for improving problem through focus group.
https://jipa.ut.ac.ir/article_63094_0987eb604bca0203396c2712c0925ca5.pdf
2017-04-21
169
191
10.22059/jipa.2017.225614.1919
Three layer analysis
Narrative
skill mismatch
information communication and technology
Gholam Ali
Tabarsa
g_tabarsa@sbu.ac.ir
1
Associate Prof., Faculty of Management and Accounting, Shahid Beheshti University, Tehran, Iran
AUTHOR
Hamidreza
FartookZadeh
hr.fartokzadeh@gmail.com
2
Associate Prof., Faculty of Management, Malek Ashtar University of Technology, Tehran, Iran
AUTHOR
Somayeh
Ghojavand
ghojavand.so@gmail.com
3
Ph.D. Candidate in Systems Management, Shahid Beheshti University, Tehran, Iran
LEAD_AUTHOR
Meisam
RajabiNohouji
m_rajabih@yahoo.com
4
Ph.D. Candidate in Public Policy, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
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