ORIGINAL_ARTICLE
An Investigation of the Dimensions of Employee Engagement and Its Motivating Factors in the Light of Qur'anic Guidelines
Objective:Employee engagement has become a hot topic in recent years and one of the five major challenges human resource management is facing. Incitement of man in the right direction and in accordance with the nature and philosophy of creation creates the grounds for his enjoyment of worldly and foretaste blessings. The purpose of this study is to explain the concept of employees 'engagement and to investigate the origins of the emergence and stimulate the employee engagement based on Qur'anic guidelines.
Methods: Using the qualitative method of analysis and using the MAXQDA 11 software, the 20-volume interpretation of al-Mizan and 5-volume interpretation of Nemooneh in the use of the NOOR Software was reviewed and coded.
Results: In this context, more than 493 primary topics were identified that reduced to 120 after the final refinement. Primary themes were organized in the form of 43 main themes and then in the form of 12 organizer themes. The 12 organizer themes were categorized as two general themes of individual and organizational engagement.12 themes of organizer were categorized into 3 general themes: individual engagement, organizational engagement, underlying causes of engagement.
Conclusion: From the Qur'an's point of view, the employee engagement requires special attention to human nature and self-transcendence. Hence,human resource managers should pay particular attention to employee engagement and be involved in human resource planning. Defining work in accordance with Qur'anic principles and beliefs, human nature, Islamic conscience, and employees’ beliefs can lead to the formation of employee engagement and provide the ground for the growth and excellence of the organization and its employees. The article seeks to conceptualize and explain one of the recent issues of human resources that comprehensively explore the concept and dimensions of employee engagement (individual and organizational) and its emerging contexts based on Native and authentic Quranic knowledge.
https://jipa.ut.ac.ir/article_73481_b3589f0954b8d1deb448e8b097bb0da8.pdf
2020-04-20
1
23
10.22059/jipa.2019.291027.2647
Human Resources Management
Employee Engagement
Islamic Management
Holy Quran
Interpretation of Al-Mizan and Nemooneh
Hossein
Damghanian
hdamghanian@semnan.ac.ir
1
Associate Prof., Department of Business Management, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran.
AUTHOR
Meisam
Latifi
latifi@isu.ac.ir
2
Associate Prof., Department of Islamic Studies and Public Administration, Faculty of Islamic Studies and Management, Imam Sadiq University, Tehran, Iran.
AUTHOR
Abasali
Rastgar
a_rastgar@semnan.ac.ir
3
Associate Prof., Department of Business Management, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran.
AUTHOR
Vahid
Najafi Kalyani
v.najafi@semnan.ac.ir
4
Ph.D. Candidate, Department of Human Resource Management, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran.
LEAD_AUTHOR
آخربین، پیمان؛ زاهد بابلان، عادل؛ نقیزاده باقی، عباس (1393). رابطه سبک رهبری خدمتگزار و یادگیری سازمانی با اشتیاق شغلی پرستاران. مجله توسعه پژوهش در پرستاری و مامایی، 11(1)، 91- 98.
1
احمدنیا آلاشتی، سیامک؛ محمدی، ابوالفضل؛ بازرگانی، محمد؛ اسکندری، مجتبی (1392). الگوی انگیزش انسان در سازمان از دیدگاه قرآن کریم. دو فصلنامه علمی ـ پژوهشی مدیریت اسلامی، 21(2)، 11-36.
2
اردلان، محمدرضا؛ قنبری، سیروس؛ فیضی، کاوه؛ سیفپناهی، حامد؛ زندی، خلیل. (1393). رابطه اخلاق کار اسلامی با درگیری شغلی. فصلنامه اخلاق زیستی، 4(13)، 75-95.
3
بابایی خلجی، معصومه؛ احمدی، سید علی اکبر؛ شهبازی، مهدی (1392). بررسی عوامل مؤثر در تعلق خاطر کاری پرستاری در بیمارستان چشم پزشکی فارابی وابسته به دانشگاه علوم پزشکی تهران. مدیریت دولتی، 5(4)، 39-56.
4
بیات، اکبر (1398). شناسایی مؤلفههای شکلدهنده ایدئولوژی سازمانی. مدیریت دولتی، 11(3)، 481-508.
5
بیانات مقام معظم رهبری، در دیدار با جمعی از بانوان قرآن پژوه کشور. (28/07/1388). بازیابی از وب سایت رسمی مقام معظم رهبری: http://farsi.khamenei.ir/speech-content?id=8259.
6
ترکزاده، جعفر؛ زینعلی، فاطمه (1391). بررسی مقایسهای رویکردهای غربی و اسلامی به انگیزش: به سوی توسعه دانش بومی. دو فصلنامه علمی ـ تخصصی اسلام و مدیریت، 1(2)، 7-30.
7
خوبرو، محمدتقی؛ سعیدی، حبیبالله؛ صفری، علی؛ سید جوادین، سیدرضا (1395). رهبری معنوی، سرمایه اجتماعی و تعلق خاطر کاری، مطالعهای با کاربست تأثیر مؤلفههای اسلامی. مدیریت اسلامی، 24(۴)، 109- 196.
8
دانایی فرد، حسن؛ مصباح الهدی، باقری کنی؛ حجازیفر، سعید (1394). شناسایی مؤلفههای سازمانهای فضیلتمحور و جهادی (مورد پژوهش: کمیته انقلاب اسلامی و جهاد سازندگی). مدیریت اسلامی، 23(۴)، 45-72.
9
رستمیان، محمدعلی (1393). مسئولیتپذیری و وظیفهشناسی از دیدگاه قرآن و روایات اهل بیت (علیهم السلام). پژوهشنامه حکمت اهل بیت (علیهم السلام)، 1(۲)، 31-50.
10
سلطانی، ایرج؛ دل بهاری، وحیده (1396). مدیریت اشتیاق شغلی سرمایه انسانی (از نظریه تا عمل). اصفهان: ارکان دانش.
11
سهرابی، بابک؛ رئیسی وانانی، ایمان؛ فروزنده جونقانی، ریحانه (1395). طبقهبندی و تحلیل عوامل مؤثر بر استفاده کارآمد از سیستمهای اطلاعاتی یکپارچه در سازمانهای دولتی ایران. مدیریت دولتی، 8(3)، 459-486.
12
عابدی جعفری، حسن؛ تسلیمی، محمدسعید؛ فقیهی، ابوالحسن؛ شیخ زاده، محمد (1390). تحلیل مضمون و شبکه مضامین: روشی ساده و کارآمد برای تبیین الگوهای موجود در داده های کیفی. اندیشه مدیریت راهبردی، ۵(2)، 151-198.
13
عیسیخانی، احمد (1392). تبیین نقش منابع شغلی و منابع شخصی در تعلق خاطر کاری کارکنان. مدیریت دولتی، 5(2)، 73-96.
14
فانی، علی اصغر؛ عیسی خانی، احمد؛ دانایی فرد، حسن (1391). تبیین پیشایندهای تعلق خاطر کاری و تأثیر آن بر تعهد سازمانی. پژوهشهای مدیریت در ایران، 16(2)، 151-166.
15
فروزنده دهکردی، لطفالله؛ فروغینیا، خورشید (1392). بررسی تأثیر دیدگاه های انسان شناسی اسلامی و غربی بر نظام ارزشی سازمان. اسلام و پژوهشهای مدیریتی، 7(1)، 19-42.
16
قرآن کریم (1384). (سیدهاشم رسولی محلاتی، مترجم) مشهد مقدس: انتشارات به نشر.
17
کشاورز، سوسن؛ زهری، محسن (1393). ماهیت، اهداف، اصول و روشهای معادباوری در تربیت اسلامی مبتنی بر آیات قرآن کریم. تربیت اسلامی، 9(19)، 139-156.
18
ملایی، مریم؛ مهداد، علی؛ گلپرور، محسن (1393). رابطه معنویت در محیط کار، انگیزه درونی و اشتیاق شغلی با عملکرد وظیفه. دانش و پژوهش در روانشناسی کاربردی، 15(2)، 47- 55.
19
نقیزاده باقی، عباس؛ زاهد بابلان، عادل؛ آخربین، پیمان (1392). نقش سبک رهبری خدمتگزار و یادگیری سازمانی در اشیاق شغلی پرستاران. مجله سلامت و مراقبت، 15(4)، 71-79.
20
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66
ORIGINAL_ARTICLE
The Effect of Organizational Goal Ambiguity on Employee Morale in Public Service Organizations in Terms of Organizational Mission and Individual Characteristics
Objective:Given the effect of employee morale on organizational productivity and the low productivity of the public sector, it is critical to examine this variable and to discover its effective factors. Organizational goal ambiguity affects employee morale andthis is blatantly noticeable in the public sector. This study is aimed at investigating the category of public service organizations in which morale is affected by goal ambiguity and determine the type of employees influenced by it. Methods: Data were collected using the standard questionnaires of PFS Employee Morale and Rainey's Organizational Goal Ambiguity. The study population consisted of 79 public service organizations of Yazd, from which 380 employees were selected through stratified sampling. Cross-loadings and the correlation between observable and latent variables were used to test the construct validity. SPSS and Smart PLS were utilized for data analysis Results: Organizational goal ambiguity decreased the morale in employees with a diploma degree, but increased it in female employees, employees with higher education, those with work experience less than 5 and more than 15 years, and those aged under 30 and over 40; however, it did not affect other groups. Moreover, this variable increased employee morale in bank and insurance job categories, but had no significant effect on other organizational groups. Conclusion: The results of this study emphasize that the use of organizational goal ambiguity increases the morale of the employees, provided they pay attention to individual characteristics and organizational mission.
https://jipa.ut.ac.ir/article_73439_58897a717729c431f14c53b89d86853c.pdf
2020-04-20
24
44
10.22059/jipa.2019.288554.2621
Organizational goal ambiguity
Employees's morale
Public service organizations
Individual characteristics
Organizational mission
Hasan
Danaeefard
hdanaee@modares.ac.ir
1
Prof., Department of Public Administration, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran.
AUTHOR
Shahrzad
Nayyeri
sh.nayyeri@modares.ac.ir
2
Assistant Prof., Department of Management and Planning, Management and Technology Expansion Studies Center, Tarbiat Modares University, Tehran, Iran.
LEAD_AUTHOR
Mostafa
Akhondi
akhondi@modares.ac.ir
3
MSc., Department of Public Administration, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran.
AUTHOR
احمد زهی ترشاب، عبدالعلی (1394). نقش ابهام هدف در رفتارهای نوآورانه در سازمانهای دولتی: آیا روحیه کارکنان متغیر مداخله اثرگذاری است؟ پایاننامه کارشناسی ارشد، دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس.
1
اسکندری، مجتبی؛ محسنلو، حسن (1393). بررسی میانجیگری استرس بر رابطه بین رضایت شغلی و روحیه خدمتی فرماندهان و مدیران آموزش یکی از نیروهای مسلح. روانشناسی نظامی، 5(19)، 63-80.
2
امین بیدختی، علیاکبر؛ مالکی، فاطمه (1393). تأثیر آموزش مهارت تریز در تقویت روحیه کارآفرینی. رهیافتی نو در مدیریت آموزشی، 5(1)، 153-174.
3
ایمانیخواه، فهیمه (1395). ابهام هدف سازمانی و انگیزه خدمت عمومی در بخش دولتی ایران: آیا رابطهای بین آنها وجود دارد؟ پایاننامه کارشناسی ارشد، دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس.
4
باصری، احمد (1389). ﻧﻘﺶ ﺗﻮﺳﻌﻪ ﺷﺎدی و ﻧﺸﺎط در اﻓﺰاﯾﺶ روﺣﯿﻪ ﺣﻤﺎﺳﯽ. فصلنامه روانشناسی نظامی، 1(2)، 61-71.
5
حبشیزاده، اعظم؛ ونکی، زهره؛ ناویپور، حسن (1385). تأثیر ایفای نقش مربیگری توسط سوپروایزران بالینی بر روحیه پرستاران. فصلنامه پرستاری ایران، 19(48)، 37- 46.
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حسینی هاشم زاده، داوود (1389). بررسی عوامل مؤثر بر رضایت شغلی کارکنان بانک صنعت و معدن. مدیریت دولتی، 2(5)، 1-20.
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حصیری، اسد (1387). ارتقای روحیه کارکنان سازمانهای دولتی بوشهر: بررسی نقش اعتماد سازمانی و شایستگی مدیریتی مدیران دولتی. پایاننامه کارشناسی ارشد، دانشکده مدیریت و اقتصاد، دانشگاه تربیت مدرس.
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دسلر، گری (1373). مبانی مدیریت (داود مدنی، مترجم). تهران: نشر قومس (نشر اثر اصلی 1978).
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دیویس، کیت (1356). مقدمهای بر روابط انسانی (ناصر رحیمی و محمود توتونچیان، مترجمان). تهران: انتشارات مرکز آموزش مدیریت دولتی (نشر اثر اصلی 1918).
10
زارع خفری، شهاب الدین؛ حسنی، محمد (1393). بررسی تأثیر هویتبخشی سازمانی بر رضایت شغلی و تمایل به ترک شغل با درنظر گرفتن نقش میانجی رفتار شهروندی سازمانی (مطالعه موردی: کارکنان شهرداری منطقه 2 تهران). مدیریت دولتی، 6(1)، 109-130.
11
زمانی، بیبی عشرت (1386). مقایسه پرورش روحیه علم و علمگرایی در کتابهای درسی علوم دوره ابتدایی کشورهای ایران و انگلستان. علوم اجتماعی و انسانی دانشگاه شیراز، 26(3)، 43-63.
12
زمانی، بیبی عشرت؛ اسفیجانی، اعظم (1385). کاربرد گرافیک در آموزش مفاهیم فیزیکی در کتابهای درسی علوم مقطع ابتدایی کشورهای ایران، آمریکا، انگلستان به منظور پرورش روحیه جستوجوگری در دانش آموزان. علوم تربیتی و روانشناسی دانشگاه شهید چمران اهواز، 13(2)، 95-118.
13
شفیعی سروستانی، مریم؛ جهانی، جعفر؛ موسویپور، سید روحالله (1397). رابطه سبکهای یادگیری و روحیه پژوهشگری دانشآموزان دوره دوم متوسطه. مطالعات آموزش و یادگیری، 10(1)، 230-244.
14
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18
میکائیلی منیع، فرزانه (1389). مقایسه مسئولیتپذیری، روحیه همکاری، سلامت عمومی، رضایت از زندگی و عملکرد تحصیلی دانشآموزان مدارس شبانهروزی و روزانه استان آذربایجان غربی. نوآوریهای آموزشی، 9(34)، 61-88.
19
نریمانی، محمد؛ ارجمند، جاوید (1386). بررسی رابطه بین جو سازمانی و روحیه دبیران دبیرستانهای دولتی و غیر انتفاعی. اندیشه نوین تربیتی، 3(3و4)، 81-93.
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هوشمندان مقدم فرد، زهرا؛ رضوانفر، احمد (1394). عوامل مؤثر بر روحیه کارآفرینی هنرجویان هنرستانهای کشاورزی استان زنجان. پژوهشهای ترویج و آموزش کشاورزی، 8(3)، 11-26.
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93
ORIGINAL_ARTICLE
Improvement Structure of Accountability in Iranian State Owned Companies
Objective:This study aims to provide a framework for improving the accountability of state-owned companies. Given the importance of providing a corporate accountability system in assessing the management of economic resources, the financial and operational aspects of performance are taken into account in order to prevent information asymmetry, to enable management performance evaluation in achieving the company goals and to provide benefits to the stakeholders. Methods: While using the qualitative approach, the accountability status of Iranian state-owned companies has been examined and the related elements in the relevant statements and guidelines in selected countries were studied and the results were given to experts using the semi-structured interviewing tool to answer the research questions responses. The statistical population consisted of professional and academic experts with financial knowledge and executive experience. There were 16 interviewees. Results: To present the research findings, the elements related to the accountability were identified and coded after analyzing the interviews. Based on the findings, the core elements of the framework include nine topics including information disclosure, government budgeting and financial management, stakeholder communication, compensation policies, legal accountability, board reporting, role and responsibility of board committees, formulation Quantitative performance evaluation indices, compilation of relative performance evaluation indices. In addition the structure includes 55 items as sub-elements. Conclusion: The research, based on outcomes, recommends policy makers to apply the findings of this study to formulate SOE’s accountability and provide relevant considerations and measures to improve their accountability. These elements set out standards, controls, and responsibilities that improve the accountability of Iranian state-owned companies.
https://jipa.ut.ac.ir/article_75171_033d25c644fcb69efb06f27cbfb79d89.pdf
2020-04-20
45
66
10.22059/jipa.2020.292783.2659
Accountability
Corporate governance
state owned company
board
Ali
Ebrahimi
aebrahimi@ut.ac.ir
1
Associate Prof., Department of Accounting, Faculty of Management, University of Tehran, Tehran, Iran.
AUTHOR
Mohammad
Moradi
moradimt@ut.ac.ir
2
Assistant Prof., Department of Accounting, Faculty of Management, University of Tehran, Tehran, Iran.
AUTHOR
Hemmat
Jafari
hemmatjfr@yahoo.com
3
Ph.D. Department of Accounting, Faculty of Management, University of Tehran, Tehran, Iran.
LEAD_AUTHOR
اعتباریان، اکبر؛ عمادزاده، مصطفی؛ روحانی، علی (1393). بررسی رابطه حسابرسی عملکرد با کاهش فساد اداری از طریق افزایش شفافیت، بهبود پاسخگویی ارتقای اعتماد و درستی. مجله دانش حسابرسی، 14 (55)، 5-30.
1
باباجانی، جعفر؛ آذر، عادل؛ معیری، مرتضی (1392). عوامل و محرکهای تحول در نظام پاسخگویی مالی و عملیاتی بخش عمومی ایران. مطالعات تجربی حسابداری مالی، (37)، 1 -37.
2
جلالی، محمد؛ اژئر، زهرا (1395). پاسخگویی دولت: جایگاه، ارکان و پیششرطها. پژوهشهای حقوق تطبیقی، 20(1)، 21-43.
3
خیری، منصور؛ متوسل، مرتضی؛ دمیرچی، اصغر (1396). جایگاه شرکتهای دولتی و نحوه واگذاری آنها به بخش غیردولتی. مجله حسابدا،ر (308)، 42- 49.
4
دوست جباریان، جواد (1394). عوامل مؤثر بر استقرار نظام حسابرسی عملکرد در نهادهای بخش عمومی ایران و ارزیابی وضع موجود. پایاننامه کارشناسی ارشد، دانشگاه علامه طباطبائی.
5
زرگر، یعقوب (1391). شفافیت در بخش عمومی. مجله حسابرس، (59)، 1-6.
6
عقبایی جزنی، محمد؛ اعتباریان، اکبر؛ هادی پیکانی، مهربان (1397). طراحی الگوی حکمرانی اقتضایی برای اجرای اثربخش سیاستهای کلی اصل 44 قانون اساسی. مدیریت دولتی، 10(1)، 59-88.
7
مرادی، محمد؛ نرگسیان، عباس؛ اخوان، هانیه (1396). مطالعه و مقایسه پاسخگویی مالی دولت در چهار دوره ریاست جمهوری پس از انقلاب اسلامی با استفاده از تحلیل گفتمان انتقادی. مدیریت دولتی، 9 (2)، 193- 212.
8
نرگسیان، عباس؛ جمالی، قاسمعلی؛ هراتی، مسعود؛ آذری، حسین (1397). بررسی ارتباط فساد و اعتماد در رابطه بین شفافیت و رضایت شهروندان. مدیریت دولتی، 10 (2)، 289-310.
9
References
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Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3 (2), 7-101.
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Doost Jabarian, J. (2015). Factors Influencing the Establishment of a Performance Audit System in Public Sector Institutions in Iran and Assessing the Status. M.Sc., Allameh Tabataba'i University. (in Persian)
14
Eetebarian, A., Emadzadeh, M., & Rouhani, A. (2014). Investigate the relationship between performance auditing and reducing administrative corruption through increased transparency, improved accountability, and improved trust and integrity. Journal of Auditing Knowledge, 14(55), 5-30. (in Persian)
15
Grossi, G., Papenfu, U., & Tremblay, M. (2015). Corporate governance and accountability of state-owned enterprises. International Journal of Public Sector Management, 28(4/5), 274-285.
16
Jalali, M., & Azher, Z. (2016). State Accountability: The Status, Elements and Preconditions. Comparative Law Research, 20(1), 21-43. (in Persian)
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Jones, G. & Stewart, J. (2009). New development: Accountability in public partnerships—The case of Local Strategic Partnerships. Public Money and Management.
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Khayri, M., Motvasel, M., & Damirchi, A. (2017).The status of SOEs and how they are transferred to the NGO sector. The Accounting Journal, (308), 42- 49. (in Persian)
19
Moradi, M., Nargessian, A., & Akhavan, H. (2017). A Study and Comparison of Government Accountability in the Four Post-Revolutionary Presidencies Using Critical Discourse Analysis. Journal of Public Administration, 9(2), 193-221. (in Persian)
20
Nargesian, A., Jamali, Gh., Harati, M., & Azari, H. (2018). Investigating the Relationship between Corruption and Trust Related to Transparency and Citizen Satisfaction. Journal of Public Administration, 10(2), 289-310. (in Persian)
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OECD (2015). OECD Guidelines on Corporate Governance of State-Owned Enterprises.
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OECD (2019). OECD Anti-Corruption and Integrity Guidelines for State-Owned Enterprises Draft for Public Consulation.
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Oghbaei Jazani, M., Etebarian, A. & Hadi Peykani, M. (2018).Modeling Contingency Governance for Effectiveness Implementation of the General Policies of Article (44) of the Constitution. Journal of Public Administration, 10(1), 59 – 88.
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Securities and Exchange Commission of Pakistan. (2013). Public Sector Companies (Corporate Governance Compliance) Guidelines.
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Migliorisi, S., & Wescott, C. (2011). A Review of World Bank Support for Accountability Institutions in the Context of Governance and Anticorruption. IEG Working Paper. ISBN 13: 978-1-60244-299-9.
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Newel, P. (2004). Taking Accountability into Account: the Debate so far. in: P. Newel and J. Wheeler, (eds), Rights, resources and the Politics of Accountability. London: Zed Books.
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Schedler, A., Diamond, L.J., & Plattner, M.F. (1999). The self-restraining state: Power and accountability in new democracies. Lynne Rienner: London.
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Transparency International (2019). Anti-Corruption Glossary. Available in: www.transparency. org/ glossary
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World Bank Group (2014). CorporateGovernance of State-Owned Enterprises. Available in: www.worldbank.org.
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World Bank Group (2018). Effects of Corporate Governance on the Performance of State-Owned Enterprises. Available in: www.worldbank.org.
32
Zargar, Y. (2012). Public Sector Transparency. Journal of Auditors, (59), 1-6. (in Persian)
33
ORIGINAL_ARTICLE
The Impact of Servant Leadership on Innovative Work Behavior in the Public Sector of Iran: Analyzing the Mediating Role of Public Service Motivation and the Moderating Role of Political Skill
Objective:The purpose of this study is to examine the impact of servant leadership on innovative work behavior and to reveal the role that public service motivation and political skill play as mediator and moderator in the relationship between these two variables. Methods: In this descriptive study, the statistical population consisted of specialist staff working in provincial levels of governmental organizations throughout Iran. Given that the sample size is 384, a total of 480 questionnaires were distributed among the respondents who were selected through two-stage cluster sampling and 395 questionnaires were collected. The instrument of this study was 4 standard questionnaires whose validity and reliability were confirmed in the tests. Results: The results of structural equation modeling analysis showed that servant leadership has a positive and direct effect on public service motivation and innovative work behavior. In addition, the role of public service motivation as mediator and the role of political skill as moderator in the relationship between servant leadership and innovative work behavior were confirmed. Conclusion: In addition to some innovations in theory development, this research has some practical implications for the public sector in Iran. From the practical point of view, this study provides an understanding of the status of research variables and the relationships between them. This recognition can be the basis for senior executives planning to enhance the level of innovative employee behavior in government agencies in Iran. Based on the findings, this planning should focus on enhancing the level of political skill of staff as well as increasing the level of implementation of servant leadership components by managers.
https://jipa.ut.ac.ir/article_74434_837731c0ac827515b349a7b8df3354d0.pdf
2020-04-20
67
87
10.22059/jipa.2019.292773.2661
Servant leadership
Innovative Work Behavior
Public Service Motivation
political skill
Public Sector of Iran
Mohammadreza
Askaripoor
mr.askaripoor@gmail.com
1
Ph.D. Candidate, Department of Public Administration, Faculty of Literature and Humanities, Kerman Branch, Islamic Azad University, Kerman, Iran.
AUTHOR
Mohammad Hossein
Motaghi Pisheh
hossein2.motaghi@gmail.com
2
Assistant Prof., Department of Public Administration, Faculty of Literature and Humanities, Kerman Branch, Islamic Azad University, Kerman, Iran.
LEAD_AUTHOR
Ayyub
Sheikhy
sheikhy.a@uk.ac.ir
3
Assistant Prof., Department of Statistics, Faculty of Mathematics and Computer, Shahid Bahonar University, Kerman, Iran.
AUTHOR
حسنی سعدی، محمدرضا؛ راد، عباس (۱۳۹۵). تأثیر رهبری خدمتگزار بر خلق مزیت رقابتی پایدار با تأکید بر نقش واسطه رفتارهای نوآورانه (مورد مطالعه: شرکتهای بیمه استان کرمان)، سومین کنفرانس بینالمللی پژوهشهای نوین در علوم انسانی، ایتالیا ـ رم.
1
رهنورد، فرجالله؛ علیپور، حسین؛ دهدار، فرزین؛ خلیلی، حیدر (1398). چارچوب رابطه حکومت و مردم در ایران: رویکرد نهادی. مدیریت دولتی، 11(1)، 27-46.
2
عباسی، طیبه؛ طالقانی، غلامرضا؛ رجبزاده، سمیه (1394). تبیین ارتباط توانمندسازی کارکنان با نوآوری در خدمات عمومی با تأکید بر تعلق خاطر کاری. مدیریت دولتی، 7(4)، 743-764.
3
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محمدزاده سلطانمرادی، هادی؛ فیضی، طاهره؛ گرامیپور، مسعود؛ یداللهی، مهدی (1398). تبیین و آسیبشناسی الگوی جاری مدیریت دولتی در ایران. مدیریت دولتی، 11(1)، 1-36.
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62
ORIGINAL_ARTICLE
Explaining the Process of Forming a Network Capability in Governmental Organizations in the Case of Iran Single Window for Trade Using Grounded Theory
Objective: In the present era, networking between government agencies has become an important factor in delivering integrated services that actually create public value and service design from the citizens' point of view. To this end, government agencies need a new capability called network capability. The purpose of this study is to model the process of forming network capabilities in government agencies active in the Iranian single window. Methods: In this qualitative study, grounded theory was used based on Strauss and Corbin method and in order to analyze the data obtained from interviews, documentation, and minutes of the single window project, a three-stage open, axial and selective coding method was used. Results: In this study, 35 concepts, 13 subcategories and 6 main categories were identified to form the network capability, which were classified into five levels of analysis including network, environment, inter-organizational, technological and organizational levels. In addition, five steps were proposed to form the network capability as well as six main hypotheses and twelve sub-hypotheses for future research. Conclusion: The proposed theoretical model shows that internal and external motivations are the causal conditions for building network capability and the dimensions of network capability in government organizations include both internal capabilities and interorganizational capabilities. Macro and micro environmental conditions have been one of the influential underlying conditions for network capability development. Also, the characteristics of network governance and network information technology architecture are among the intervening conditions affecting the development of network capability. According to the proposed theoretical model, at the maturity level of Iranian organizational mechanisms are: integration and dynamic interoperability and strategies are communication and cooperation. Finally, the implications of developing network capability for network governers, organizations, and policymakers have been proposed.
https://jipa.ut.ac.ir/article_74016_5ea48f3d19df85e6404134e484ae9436.pdf
2020-04-20
88
119
10.22059/jipa.2019.291013.2646
Network capability
Integrated Service Delivery
Inter-Organizational Networks
Digital Government
Single window
Ayoub
Mohammadian
mohamadian@ut.ac.ir
1
Assistant Prof., Department of IT Management, Faculty of Management, University of Tehran, Tehran, Iran.
LEAD_AUTHOR
Maryam
Khodadad Beromy
maryam_khodadadberomy@yahoo.com
2
MSc., Department of Information Technology Engineering, Nooretouba Virtual University, Tehran, Iran.
AUTHOR
دقتی، عادله؛ یعقوبی، نورمحمد؛ کمالیان، امین رضا؛ دهقانی، مسعود (1398). ارائه الگوی توسعه مرحلهای حکمرانی شبکهای با استفاده از رویکرد فراترکیب. مدیریت دولتی، 11(2)، 230-203.
1
صفری دشتکی، محمد؛ زارع، رضا؛ نیکبخش، محمد علی (1397). تبیین عوامل ساختاری مؤثر بر شکلگیری شبکههای خطمشی (مطالعه موردی: نظام کارآفرینی ایران). مدیریت دولتی،10(1)، 109-136.
2
فیضی، طاهره؛ رضایی، سیاوش (1396). مبانی مدیریت دولتی. تهران: انتشارات دانشگاه پیام نور.
3
محمدزاده سلطانمرادی، هادی؛ فیضی، طاهره؛ گرامیپور، مسعود؛ یداللهی، مهدی (1398). تبیین و آسیبشناسی الگوی جاری مدیریت دولتی در ایران. مدیریت دولتی، 11(1)، 1- 26.
4
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52
ORIGINAL_ARTICLE
Model of Women Leadership Style in Managerial Positions in Public Sector, with Emphasis on the Role of National Culture, Using multi-grounded Theory
Objective: Objective: Women's presence in managerial positions has recently been more remarkable, and this has caused a variety of issues. One important issue that can be observed in managerial positions is women's leadership style. Methods: In this research the philosophy of research is feminism, the approach is inductive-deductive, the strategy of the research is grounded theory, the Goldkuhl & Cronholm version, and the method is qualitative. The data has been gathered using semi-structured interviews. To do so, using theoretical sampling, 35 women from the population of the study were chosen Results: Results show that the model of women's leadership style is a motherhood leadership style, and factors such as cultural contexts, supports, and communication and structural obstacles have an impact on it, and thisconsequently leads to a variety of organizational and societal consequences. Conclusion: In general, it can be said that female leaders are affected by their social roles. Therefore, it is not in vain that women in the management and leadership of the organization who use this feature are praised by the patriarchal culture and the most recognizable feature of women throughout history.
https://jipa.ut.ac.ir/article_73337_0217f925301df1a95fbd79e09bc96407.pdf
2020-04-20
120
144
10.22059/jipa.2019.285798.2593
: Women management
leadership style
national culture
feminism
Samira
Najarzadeh Arani
najarzadeh.s@ut.ac.ir
1
Phd. Candidate, Department of Public Administration, University of Tehran, Alborz Campuse, Alborz, Iran.
AUTHOR
Abbas
Nargesian
anargesian@ut.ac.ir
2
Assistant Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
LEAD_AUTHOR
Mojtaba
Amiri
mamiry@ut.ac.ir
3
Associate Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
AUTHOR
Khadijeh
Safiri
kh.safiri@alzahra.ac.ir
4
Prof., Department of Social Sciences Economics, Alzahra University, Tehran, Iran.
AUTHOR
اسدی فر، رویا (1391). طراحی مدل تجزیه و تحلیل خطمشی عمومی در ایران. رساله کتری تخصصی، دانشکده مدیریت و اقتصاد دانشگاه تربیت مدرس.
1
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ORIGINAL_ARTICLE
A Pattern to Recognition of Triggering Element of Open Government Implementation in Iran's Public Organizations (Case Study: Ministry of Interior)
Objective: Technology–oriented reforms, especially in the public sector, “with society being digital” has been put in the agendum of most countries throughout the world. It has become the topic of discussion for the contemporary governments. The pattern of “Open Government” by relying on “Open Data” is among the novel patterns for realizing such reforms. Data as driving forces for the government can result in values. Such value-added cannot be fulfilled without cooperation, participation and providing information to the people. It is regarded as the evolution of a closed system into an open system. Therefore, the present study aims at designing a pattern to the recognition of triggering elements of open government implementation. Methods: This study is a fundamental one. The method of conducting in this research is qualitative and based on content analysis. The data and information have been collected through note taking based on library research. We have also tried to collect and analyze complementary data while interviewing academic and operational experts for the topic of study. The interviews took place purposefully with 16 skillful academic and operational experts in this field. Finding: In the qualitative section of the study with open codification were extracted from the interviews, triggering elements of open government implementation, were recognized and prioritized.In the quantitative section of the study was done through a questionnaire and its validity was confirmed using CVR and CVI methods by academic expert. Conclosion: In open codification, 88 basic codes were extracted from the interviews with experts. This data was categorized into 5 major themes.Prioritization of qualitative section in this study was like a platform, accessing a real clarification for implementation of open government, free access to information, open governance data, employing technology as well as enjoying technological and governmental data.
https://jipa.ut.ac.ir/article_74435_f5d73ba64ab902f7f27bc7db6850dcc7.pdf
2020-04-20
145
174
10.22059/jipa.2020.289132.2630
Open Government
Open Governance Data
Triggering Elements
Government as a Platform
Fatemeh Sadat
Aboalmaali
fatemeh.aboalmaali@srbiau.ac.ir
1
Phd Candidate, Department of Public Administration, Faculty of Management and Economics, Science & Research Branch, Islamic Azad University, Tehran, Iran.
AUTHOR
Karamolah
Daneshfard
daneshfard@srbiau.ac.ir
2
Prof., Department of Public Administration, Faculty of Management and Economics, Science & Research Branch, Islamic Azad University, Tehran, Iran
LEAD_AUTHOR
Ali Asghar
Pourezzat
pourezzat@ut.ac.ir
3
Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
AUTHOR
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