ORIGINAL_ARTICLE
A Pattern of Role and Structure of Local Governance in Iran's Management System
Objective: The oil industry is the most important and strategic industry in Iran and plays a dominant role in the economy of the country. Human capital is the main element in the creation and development of productivity, therefore the development of human capital productivity in this industry can be a major step towards achieving economic growth and long-term goals of the country. In planning the development of human resource efficiency, managers and planners have to cope with the complexity of human resources (systems of multidimensional systems) and, psychological relations and socio-cultural issues (systemic attitudes). Considering the fact that, human resource utilization in the oil industry is a turbulent issue, this research aimed at modeling, simulating and strategizing the human resources system of the oil industry using the formulation of a turbulent order and the dynamics of the system. Methods: The research’s methodology is inspired by the critical system thinking of research in multiple operations and methodologies (a system of systematic methodologies). This is primarily done using the barriers to the development of Ackoff / Gharage Daghie, the principled embedding of the structure of the problem turmoil, and then into modeling using the dynamics of the system. Results: The findings of the model show that insufficient attention to the transparency of the structure of the oil industry in terms of power and the use of intellectual and human capital in dimensions of value and motivation of staff in cosmetic aspects have caused damage to the abundance of human resources in the industry. Conclusion: The application of hybrid policies in the three sub-systems of value, strength, and beauty were selected as the best way to improve the productivity of human resources in the petroleum industry. It was shown that plans for increasing intellectual and human capital, structural transparency in the oil industry, and the incentivizing systems of workers have significant effects on increasing the value of human resources and improving its productivity in the oil industry.
https://jipa.ut.ac.ir/article_71293_2a26efba9422cb6ef835018f1d8cbcbd.pdf
2019-06-22
179
202
10.22059/jipa.2019.278535.2521
Decentralization
Local governance
Structure
Public sector management
Role
GholamReza
Kazemian
kazemian1398@gmail.com
1
Associate Prof., Department of Public Administration, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran.
LEAD_AUTHOR
Vajhollah
Ghorbanizadeh
ghorbanizadeh@atu.ac.ir
2
Associate Prof., Department of Public Administration, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran.
AUTHOR
Reza
Vaezi
vaezi@atu.ac.ir
3
Prof., Department of Public Administration, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran.
AUTHOR
Marzieh
Shahmohammadi
m.shahmohammadi4@yahoo.com
4
Ph.D. Candidate, Department of Public Administration, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran.
AUTHOR
استراس، آنسلم و کوربین، جولیت (1387). اصول روش تحقیق کیفی: نظریه مبنایی، رویهها و شیوهها. (بیوک محمدی، مترجم). تهران: انتشارات پژوهشگاه علوم انسانی و مطالعات فرهنگی.
1
برکپور، ناصر؛ اسدی، ایرج (1388). مدیریت و حکمروایی شهری. تهران: نشر دانشگاه هنر.
2
پرهیزگار، اکبر؛ کاظمیان، غلامرضا (1384). رویکرد حکمروایی شهری و ضرورت آن در مدیریت منطقه کلانشهری تهران، فصلنامه پژوهشهای اقتصادی، (16)، 29- 49.
3
جانستون، جی. (1382). فرهنگ جغرافیای انسانی (حکمروایی). (ناصر برکپور، مترجم)، تهران: انتشارات سازمان شهرداریها، ماهنامه شهرداریها، شماره 52.
4
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6
شریفیان ثانی، مریم (1380). مشارکت شهروندی، حکمرانی شهری و مدیریت شهری. تهران: انتشارات سازمان شهرداریهای کشور. فصلنامه مدیریت شهری، (8)، 42-55.
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9
کاظمیان، غلامرضا؛ صالحی، اسماعیل؛ ایازی، محمدهادی؛ نوذرپور، علی؛ ایمانی جاجرمی، حسین؛ (1392). مدیریت شهری (جلد اول)، تهران: نشرتیسا.
10
محمدپور، احمد (1389). ضد روش: منطق و طرح در روش شناسی کیفی، جلد (1). تهران: انتشارات جامعهشناسان.
11
محمدزاده سلطانمرادی، هادی؛ فیضی، طاهره؛ گرامیپور، مسعود؛ یـداللهی، مهـدی (1398). تبیـین و آسـیبشناسـی الگـوی جاری مدیریت دولتی در ایران. مدیریت دولتی، 11 (1)، 1 -26.
12
مرتضوی، مهدی (1392). مدیریت محلی و حکمروایی شهری. تهران: مرکز مطالعات برنامهریزی شهر تهران.
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مقیمی، محمد (1394). اداره امور حکومتهای محلی (مدیریت شوراها و شهرداریها). تهران:انتشارات سمت.
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ویسی، هادی؛ احمدی پور، زهرا؛ قالیباف، محمدباقر (1391). آسیبشناسی دولت محلی. تهران: مدرس علوم انسانی ـ برنامهریزی و آمایش فضا. 16(32)، 19-36.
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46
ORIGINAL_ARTICLE
Presenting a Phased Development Pattern of Network Governance Using a Meta-synthesis Approach
Objective: Governments tend to implement different governance types as they face various social, political, and economic conditions. Rapid technological developments have created a new form of governance in governmental administrations called Network Governance. Network governance refers to a set of governmental and nongovernmental parties who interact and participate officially or unofficially in order to make decisions on solving general problems, creating public values and providing public services. This study is aimed at providing a model for the development of network governance in Governmental Organizations using a meta-synthesis approach. Methods: In this research, after conducting a precise review on the subject, a combination of the findings of the quantitative and the qualitative studies was used to design the current pattern. Among a pool of 297 studies in the field of network governance, 132 topics were selected and their content and dimensions were extracted. The Shannon entropy equation was then used to determine the importance and priority of the chosen topics. Results: Based on research’s findings ICT codes, cyber security, network profitability, citizen participation in the network, constructive engagements, interactions between network members, accountability, network structure frameworks, network development perspectives, network-driven technological conditions, knowledge-based human resources, information utilization skills, and communication technologies (ICT), obtained the highest importance among the 21 dimensions of network governance development. Conclusion: In this research, the network governance development model is presented in four stages: the identification of network requirements, the network design, the network activation and participation, and finally the network development. Considering the special characteristics and indigenous conditions of governmental organizations in our country, a specific model for the development of network governance hasn’t been provided yet. Therefore, this research can be considered as a comprehensive and appropriate road map for the development of such governance in governmental organizations in the country.
https://jipa.ut.ac.ir/article_71120_1f9b8f9449d81294dfec2930617dd81d.pdf
2019-06-22
203
230
10.22059/jipa.2019.277187.2501
network governance
Phased development
Meta-synthesis approach
Policy making
Network cast
Adele
Deghati
adele.deghati68@yahoo.com
1
Ph.D. Candidate, Department of Management, Faculty of Management, University of Sistan & Baluchestan, Zahedan, Iran
LEAD_AUTHOR
NourMohammad
Yaghoubi
yaghoubi@mgmt.usb.ac.ir
2
Prof., Department of Management, Faculty of Management, University of Sistan & Baluchestan, Zahedan, Iran
AUTHOR
Amin Reza
Kamalian
kamalian2010@mgmt.usb.ac.ir
3
Associate Prof., Department of Management, Faculty of Management, University of Sistan & Baluchestan, Zahedan, Iran.
AUTHOR
Masoud
Dehghani
m.dehghani@velayat.ac.ir
4
Assistant Prof., Department of Management, Velayat University, Iranshahr, Iran
AUTHOR
آقازاده، محمدرضا؛ عسگری، طیبه؛ شاهی، عادله؛ فرهمند، آمنه (1394). طراحی مدل فرایندی تدوین استراتژی سازمانهای حاکمیتی بر مبنای پارادایم حکمرانی شبکهای. فصلنامه مدیریت سازمانهای دولتی، 4(3)، 27- 56.
1
الوانی، سید مهدی (1388). حکمرانی خوب شبکهای از کنشگران جامعه مدنی. مجله مدیریت توسعه و تحول، 4(1)، 1-5.
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ابوالحسنی رنجبر، احمد؛ دانشفرد، کرماله؛ فقیهی، ابوالحسن (1396). ارائه الگوی دستور کار خطمشیهای اصلاح نظام اداری در ایران. مدیریت دولتی، 6(4)، 615- 640.
3
پورعزت، علی اصغر (1393). درآمدی بر روش پژوهش علمی (فراگرد تدوین رساله پژوهشی و دفاع از آن). تهران: انتشارات میدانچی.
4
جمالی، قاسمعلی؛ نرگسیان، عباس؛ پیراننژاد، علی (1396). ارزیابی وضعیت شفافیت پورتالهای سازمانهای دولتی (مطالعه موردی: وزارتخانههای ایران). مدیریت دولتی، 9(1)، 61- 84.
5
حاجتپور، سارا؛ دانشفرد، کرم اله؛ امیرنژاد، قنبر؛ تابان، محمد (1396). ارائه مدلی برای ارزشیابی خطمشیهای عمومی (پس از اجرا) با رویکرد حکمرانی شبکه (مورد مطالعه: سازمان تأمین اجتماعی). فصلنامه خطمشیگذاری عمومی در مدیریت، 7(28)، 13-25.
6
خواجه نایینی، علی (1393). درآمدی بر مفهوم حکمرانی شبکهای؛ مطلوبیت و چالشها. فصلنامه رهیافتهای سیاسی و بینالمللی، 6(39)، 129- 155.
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دانائیفرد، حسن (1392). مدیریت دولتی شبکهای در ایران: خردمایه نظری ـ علمی و استلزامات. پژوهشهای مدیریت در ایران، 17(2)، 64- 104.
8
دهقانی، مسعود؛ یعقوبی، نورمحمد؛ موغلی، علیرضا؛ وظیفه، زهرا (1394). ارائه الگوی سه لایهای امکانسنجی و استقرار اثربخش مدیریت دانش با استفاده از روش فراترکیب. فصلنامه مدیریت سازمانهای دولتی، 3(12)، 108- 123.
9
زندهدل نوبری، بابک؛ آذر، عادل؛ رحمتی، محمدحسین؛ کازرونی، مهرداد؛ قاسمی، احمدرضا (1397). شناسایی پارامترهای اثرگذار بر عوامل ریسکپذیر استقرار ERP در ایران با رویکرد نظریه چندزمینهای. فصلنامه پژوهشهای مدیریت عمومی، 11(41)، 5- 28.
10
سلطانی، فرزانه؛ شاهین، آرش؛ شایمی برزکی، علی (1396). طراحی الگوی تعالی استعداد با استفاده از رویکرد مرور سیستماتیک و فراترکیب کیفی در شرکت گاز استان اصفهان. فصلنامه علمی پژوهشی مدیریت منابع انسانی در صنعت نفت، 8(32)، 51- 83.
11
سلیمی، جلیل؛ مکنون، رضا (1397). فراتحلیل کیفی پژوهشهای علمی ناظر بر مسئله حکمرانی در ایران. مدیریت دولتی، 10(1)، 1-30.
12
شهبازی سلطانی، محمد؛ صلواتیان، سیاوش (1396). شناسایی ویژگیهای معرف مدیر جهادی به روش فراترکیب. فصلنامه علمی پژوهشی مدیریت اسلامی، 25(1)، 199- 230.
13
غلامپور آهنگر، ابراهیم (1395). مروری بر مفهوم حکمرانی شبکهای. تهران: انتشارات مرکز پژوهشهای مجلس شورای اسلامی.
14
قوچانی خراسانی، محمدمهدی؛ حسینپور، داوود (1396). حاکمیت شبکهای در نهادهای پژوهشی امنیت سایبری. فرایند مدیریت توسعه، 30(1)، 51-80.
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قوچانی خراسانی، محمدمهدی؛ حسینپور، داوود؛ محمودزاده، ابراهیم؛ الوانی، سید مهدی؛ فیروزآبادی، سید ابوالحسن (1396). الگوی حکمرانی شبکهای با تأکید بر توسعه فرایندهای نوآوری باز در نهادهای تحقیقاتی امنیت سایبری. نشریه علمی پژوهشی بهبود مدیریت، 11(4)، 33- 56.
16
محمدزاده سلطانمردی، هادی؛ فیضی، طاهره؛ گرامیپور، مسعود؛ یداللهی، مهدی (1398). تبیین و آسیبشناسی الگوی جاری مدیریت دولتی در ایران. مدیریت دولتی، 11(1)، 1- 26.
17
نظری، محسن؛ دستار، حسین (1397). عوامل تعیینکننده تصویر قیمتی فروشگاهی: رهیافت فراترکیب. تحقیقات بازاریابی نوین، 8(1)، 1-20.
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(in Persian)
71
ORIGINAL_ARTICLE
The Outcomes of Using New Public Financial Management Approach
Objective: The new public financial management consists of reforms in systems and procedures, basics of accounting, financial reporting, budgeting, auditing, internal controls, and external controls. This novel system was introduced to generate a more efficient and effective use of financial resources and for promoting transparency and accountability. The main objective of this research is to investigate the outcomes of applying the new public financial management and the current situation of its components in Iran’s public sector. Methods: This research was a survey-based study and data was gathered through a researcher-made questionnaire. The questionnaire was divided into six components that were compiled into 40 items and it followed the five-point Likert scale. The statistical sample consisted of 192 experts in Tax administration offices, Supreme auditing courts and public sector auditors which were selected through a judgmental sampling. And, the data was analyzed using statistical applications which performed Friedman and paired sign tests. Results: The results show that utilizing the new public financial management approach can promote and improve transparency, accountability and supervisions. The novel approach can also be used to diminish many of the challenges which we are currently facing. Conclusion: If the new public financial management approach is compatible with the environmental characteristics and infrastructures it could generate reliability in information systems, more realistic financial statements, ease decision making in investments opportunities, increase accountability by presenting performance information, and fulfill the government’s obligations on reports and budgeting. The novel approach can also lead to improvements in the management of resource allocation, accurate public service costs, and time management. If such a reform is implemented without considering the nature of public sectors, it can be followed adverse consequences such as Class stratification, lack of creativity in the public sector, financial and operational corruption, and inconsistency in performance criteria.
https://jipa.ut.ac.ir/article_71160_4da096c798efd89d4b590227f52c3a6e.pdf
2019-06-22
231
250
10.22059/jipa.2019.277718.2510
New public financial management
New public management
New public financial management reforms
Nafiseh
Meshkini
nafiseh.meshkini@gmail.com
1
MSc., Department of Accounting, Faculty of Social Sciences, Imam Khomeini International University, Qazvin, Iran
AUTHOR
Gholamreza
Kordestani
kordestani@soc.ikiu.ac.ir
2
Associate Prof., Department of Accounting, Faculty of Social Sciences, Imam Khomeini University, Qazvin, Iran
LEAD_AUTHOR
الوانی، مهدی (1383). نارساییهای ارزیابی عملکرد در مدیریت نتیجهگرا. فصلنامه مطالعات مدیریت بهبود و تحول، 11(43)، 3-13.
1
باباجانی، جعفر (1382). مسئولیت پاسخگویی و تحولات حسابداری دولتی موضوع بیانیه 34 (GASB). پژوهشنامه علوم انسانی و اجتماعی، 3(8)، 35-61.
2
باباجانی، جعفر (1390). بررسی تطبیقی فراز و فرود ایفا و ارزیابی مسئولیت پاسخگویی مالی از طریق گزارشگری مالی دولتی در سده گذشته، مجله دانش حسابرسی، 11(44)، 37-72.
3
پوراحمدی، معین؛ مختاریانپور، مجید؛ حسنقلیپور یاسوری، طهمورث (1397). آسیبشناسی اجرای خطمشیها خصوصیسازی در ایران. مدیریت دولتی، 10(3)، 332-356.
4
خرمی، قاسم (1395)، بررسی تأثیر حسابرسی عملیاتی بر بودجهریزی عملیاتی. فصلنامه پژوهشهای جدید در مدیریت و حسابداری، 2(6)، 179-191.
5
دانایی فرد، حسن (1395). چالشهای مدیریت دولتی در ایران. (چاپ دهم). تهران: انتشارات سمت.
6
رحمان سرشت، حسین؛ موسویکاشی زهره (1394). مدلی برای سنجش اثربخشی خدمات عمومی (آزمونی در بیمارستانهای دولتی)، مجله چشمانداز مدیریت دولتی، 24، 59-76.
7
رضازاده، جواد (1383). حسابرسی عملیاتی: یک ضرورت ملی. هشتمین همایش سراسری حسابداری ایران، مشهد.
8
سالارزهی، حبیبالله؛ ابراهیمپور، حبیب (1391). بررسی سیر تحول در پارادایم های مدیریت دولتی، از پارادایم مدیریت دولتی سنتی تا پارادیم حکمرانی خوب. مدیریت دولتی، 4(9)، 43-62.
9
طرقی ابوالحسنی، علیرضا؛ ابوالحسنی، صابر (1395)، مدیریت مالی نوین از منظر سیستم حسابداری تعهدی در بخش عمومی. نخستین همایش ملی علوم اسلامی حقوق و مدیریت.
10
عادل، آذر؛ امیرخانی، طیبه (1391). بودجهریزی عمومی: نهادهای بودجهریزی و بودجه محلی. تهران: انتشارات سمت، ص.ص. 107-227.
11
کردستانی، غلامرضا؛ معنوی مقدم، امیرهادی (1396)، بررسی مدیریت مالی نوین بخش عمومی، گذشته، حال و آینده. مطالعات حسابداری و حسابرسی، 6 (23)، 17-30.
12
کردستانی، غلامرضا؛ نصیری، محمود (1388)، کارایی گزاشگری مالی و ارتقای سطح مسئولیت پاسخگویی در بخش عمومی. مجله حسابدار، 25(208 و 209)، 58-65.
13
کمیته حسابرسی عملیاتی (1380)، سازمان مصوبات کمیته حسابرسی عملیاتی: آشنایی با حسابرسی عملیاتی، شماره 10.
14
محمدیپور، رحمتالله؛ احمدی، زهرا (1392)، بررسی نقش حسابداری تعهدی در پیادهسازی بودجهریزی عملیاتی و جایگاه حسابرسی عملیاتی، مجله حسابرس، 67، 106-115.
15
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45
ORIGINAL_ARTICLE
Identifying Components of Staffing System to Develop Administrative Integrity
Objective: Administrative integrity and efficiency are two factors that can play a major role in the development of a country. This is mainly due to the fact that administrative systems could be used to regulate activities in order to achieve specific goals and implement development plans. On the other hand, the human resource management system is one of the threatening factors to administrative integrity in Iran. Considering the role and importance of human resource systems in administrative integrity and corruption prevention, we're going to identify the components and the basis of a staffing system which could be used develop administrative integrity in public organizations. Methods: This qualitative research uses a thematic analysis in order to identify patterned meanings across our dataset. The data has been gathered through interviewing 19 administrative and recruitment organization experts using a Purposive sampling method. Results: The ideal criteria of a staffing system which could develop administrative integrity are divided into 6 main themes, 16 subsidiary themes, and 67 concepts. The results showed that a staffing system will result in administrative integrity if it consists of 6 characteristics: transparency, accountability, meritocracy, justice, legality and internal control. Conclusion: If staffing systems in public organizations are intended to develop administrative integrity, the system is required to have transparent regulations, procedures, and actions. It is also necessary for the system to be accountable for its actions and to prioritize meritocracy and justice in the recruitment of its employees. Likewise, the effectiveness of a staffing system to develop administrative integrity depends on the legal procedures, regulations and internal control of the processes.
https://jipa.ut.ac.ir/article_70791_a70861422b84bcebc2304038347647f9.pdf
2019-06-22
251
284
10.22059/jipa.2019.277466.2504
Staffing
Human resource management
Administrative integrity
Public organizations
Theme Analysis
Hossein
Imani
imani66@ut.ac.ir
1
Ph.D. Candidate, Department of Public Administration, Faculty of Management, University of Tehran, Tehran
LEAD_AUTHOR
Aryan
Gholipour
agholipor@ut.ac.ir
2
Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
Adel
Azar
azara@modares.ac.ir
3
Prof., Department of Management, Faculty of Management and Economics, University of Tarbiat Modarres, Tehran, Iran
AUTHOR
Ali Asghar
Pourezzat
pourezzat@ut.ac.ir
4
Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
ابویی اردکان، محمد؛ لبافی، سمیه؛ آذرپور، سمانه؛ جلالپور، مهدیه (1393). شناسایی عوامل حیاتی موفقیت تفکر راهبردی در دیدگاه مدیران سازمانهای فرهنگی شهر اصفهان. فصلنامه مدیریت اجرایی، 6 (11)، 13-34.
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مدیریت و برنامهریزی کشور (1380). برنامه مبارزه با فساد و ارتقای سلامت در نظام اداری (حکومت). تهران: انتشارات سازمان مدیریت و برنامهریزی کشور، نشر زحل.
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27
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88
ORIGINAL_ARTICLE
Understanding the Phenomenon of Organizational Insentience and Identifying its Fusion Factors in a Mixed Method Way
Objective: This research is aimed at understanding the nature of organizational numbness in governmental organizations and the factors influencing it. Methods: This Mixed-methods research uses a systematic integration of quantitative and qualitative data. The qualitative part is performed using the Grounded theory and quantitative part utilizes a structural equation modeling. The qualitative part used semi-structured interviews for its data collection and a combination of open coding, axial coding, and selective coding was used for the analysis of the data. On the other hand, a researcher made questionnaire was used for the quantitative section while the validity and reliability of the survey had already been investigated. Results: 7 major categories were identified using 196 open codes and 20 axial codes. The data analysis software MaxQda 2018 has been used used to analyze the surveys data and extract the codes. Meanwhile, the dimensions of white fear, organizational blackout, insentience, and reluctance related to the organizational numbness variable (the axial phenomenon) and the dimensions of perceptual-sensual errors, sensual events and unconventional roles of government executives, related to the causative conditions affecting the axial phenomenon were identified. Conclusion: Based on the findings of the qualitative part and the confirmation of the relationship between dimensions and variables using the identified codes it was determined that causal conditions with acceptable effect coefficients and significance coefficients affect the phenomenon of organizational numbness. The GOF, Q2, Rsquare and Fsqare criteria for the structural model and the measurement models were calculated using the Smart PLS 3 software. It is also worth to mention that all of the mentioned variables had allowed and acceptable values.
https://jipa.ut.ac.ir/article_70481_6331e94d6be5a57e4dfbbb23bd90e431.pdf
2019-06-22
285
308
10.22059/jipa.2019.269790.2418
Organizational insentience
Organizational reluctance
White fear
Organizational dysfunction
Organizational dysmenorrheal
Ahmad
Khamshaya
ahmadkhamshaya@yahoo.com
1
MSc., Department of Public Administration, Faculty of Literature and Humanities, University of Ilam, Ilam, Iran.
AUTHOR
Ardeshir
Shiri
shiri_ardeshir@yahoo.com
2
Associate Prof., Department of Human Resources Management, Faculty of Literature and Humanities, University of Ilam, Ilam, Iran.
LEAD_AUTHOR
Ali
Yasini
hivayasini@gmail.com
3
Assistant Prof., Department of Education Management, Faculty of Literature and Humanities, University of Ilam, Ilam, Iran.
AUTHOR
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1
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3
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سلاطی، مریم؛ احمدی فرد، مریم؛ عدنور، مریم؛ مؤمنی، فریبا (1395). تأثیر نوآوری و رهبری تحول آفرین بر عملکرد بازاریابی شرکتهای دانشبنیان. فصلنامه اختصاصی تبلیغات و بازاریابی، 2 (4).
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سهروردی (شیخ اشراق) (1388). شهاب الدین یحیی بن حبش بن امیرک، التلویحات اللوحیه و العرشیه، تصحیح و مقدمه نجفقلی حبیبی؛ چاپ 1، تهران: مؤسسه پژوهشی حکمت و فلسفه ایران.
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46
ORIGINAL_ARTICLE
Modeling the Disturbance-Dynamics Model of Human Resources Development in Iran's Oil Industry
Objective: The oil industry is the most important and strategic industry in Iran and plays a dominant role in the economy of the country. Human capital is the main element in the creation and development of productivity, therefore the development of human capital productivity in this industry can be a major step towards achieving economic growth and long-term goals of the country. In planning the development of human resource efficiency, managers and planners have to cope with the complexity of human resources (systems of multidimensional systems) and, psychological relations and socio-cultural issues (systemic attitudes). Considering the fact that, human resource utilization in the oil industry is a turbulent issue, this research aimed at modeling, simulating and strategizing the human resources system of the oil industry using the formulation of a turbulent order and the dynamics of the system. Methods: The research’s methodology is inspired by the critical system thinking of research in multiple operations and methodologies (a system of systematic methodologies). This is primarily done using the barriers to the development of Ackoff / Gharage Daghie, the principled embedding of the structure of the problem turmoil, and then into modeling using the dynamics of the system. Results: The findings of the model show that insufficient attention to the transparency of the structure of the oil industry in terms of power and the use of intellectual and human capital in dimensions of value and motivation of staff in cosmetic aspects have caused damage to the abundance of human resources in the industry. Conclusion: The application of hybrid policies in the three sub-systems of value, strength, and beauty were selected as the best way to improve the productivity of human resources in the petroleum industry. It was shown that plans for increasing intellectual and human capital, structural transparency in the oil industry, and the incentivizing systems of workers have significant effects on increasing the value of human resources and improving its productivity in the oil industry.
https://jipa.ut.ac.ir/article_70852_fb45f3b609d247e781e18cfe0c4bf893.pdf
2019-06-22
309
338
10.22059/jipa.2019.277895.2514
disturbance
Human resource productivity
System attitude
System Dynamics
Mohammad Reza
Mehregan
mehregan@ut.ac.ir
1
Prof., Department of Industrial Management, Faculty of Management, University of Tehran, Tehran, Iran.
AUTHOR
Mahnaz
Hosseinzadeh
mhosseinzadeh@ut.ac.ir
2
Assistant Prof., Department of Industrial Management, Faculty of Management, University of Tehran, Tehran, Iran
LEAD_AUTHOR
Nima
Rabie Servandi
rabiee@ut.ac.ir
3
Ph.D. Candidate, Department of Operations Research Management, Department of Industrial Management, Kish Campus, University of Tehran, Iran
AUTHOR
آذرمند، حمید (1395). سوءتفاهمی به نام بهرهوری در برنامههای پنجساله. تهران: روزنامه دنیای اقتصاد.
1
ابطحی، حسین، کاظمی، بابک (1379). بهرهوری. تهران: مؤسسه مطالعات و پژوهشهای بازرگانی.
2
ابوالعلائی، بهزاد (1395). مدیریت عملکرد: راهنمای مدیران برای ارزیابی و بهبود عملکرد کارکنان. تهران: انتشارات سازمان مدیریت صنعتی.
3
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ORIGINAL_ARTICLE
The Effect of Destructive Supervisory Behaviors on Knowledge Sharing on the Role of Mediator of Emotional Exhaustion and the Moderating Role of Organizational Justice
Objective:To investigate the effect of supervisory destructive behaviors on knowledge sharing concerning the mediating role of emotional exhaustion and the moderating role of organizational justice among the employees of the power company in Mashhad. Methods: The following research is a descriptive-survey methodologically and applied research in terms of purpose. The statistical population of this research was the 150 employees of the Mashhad city power company who were selected by simple random sampling method. To collect the data, a questionnaire was used and SPSS and Smart-PLS were used to analyze the information for testing hypotheses. Results: Supervisory destructive behaviors have a positive effect on emotional exhaustion (t=10.357) and negative effect on knowledge sharing (t=4.164) and emotional exhaustion on knowledge sharing (t=3.202). It has also been found that emotional exhaustion mediates the effect of supervisory destructive behaviors on knowledge sharing (z=3.059) and organizational justice moderates the effect of supervisory destructive behaviors on knowledge sharing (T=2.231). Conclusion: The results of this research emphasize that although many companies always have policies and procedures to inspire employees to share knowledge, for example, through developing a knowledge-sharing culture or knowledge management tools, all of these procedures and policies will fail as long as supervisory behavior is destructive and inaccurate. Therefore, organizations should be aware of the importance and consequences of destructive supervisory behaviors that can prevent employees from establishing quality relationships with supervisors and sharing knowledge.
https://jipa.ut.ac.ir/article_71295_2dce596bcf03438e55d57bbec6da80e1.pdf
2019-06-22
339
354
10.22059/jipa.2019.268797.2412
Destructive supervisory behaviors
knowledge sharing
Emotional
Organizational Justice
Atieh
Sabzi
sabziatieh@gmail.com
1
MSc., Department of Business Management, Attar Institute of Higher Education of Mashhad, Iran
LEAD_AUTHOR
Usef
Ramezani
usef_ramzini@yahoo.com
2
Assistant Prof., Department of Management, Attar Institute of Higher Education, Mashhad, Ira
AUTHOR
Atefeh
sajjad
atefeh.sajjad@yahoo.com
3
Ph.D. Candidate, Department of Public Administration, Faculty of management, Kharazmi University, Tehran, Iran
AUTHOR
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