University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
Explaining the Role of the National Media(IRIB) in Sustainability Governance Model in Iran
FA
حبیب
ابراهیمپور
17449849
طاهر روشندل
اربطانی
arbatani2@ut.ac.ir
The present article has it's roots in a survey research aiming at investigating the role and position of Iranian National Media(IRIB) in Sustainability Governance Model. In such a model different section of the society should have the necessary balance. The population of the research consists of managers and senior experts of organizations connected with sustainable development of the country. A sample of 573 subjects was selected through Stratified Sampling. Questionnaire instruments and Delphi Method was applied to test the conceptual model. The results show that the Government interferes in society more than any other section and the media section Private Sector and Public Sector are next respectively. Between them the Media interests more with the government and less with Public Sector. Finally the article proposes a sustainability governance model in which all the sectors are balanced and the national media has a key role in the interaction between the sectors. Some solutions are also proposed for the sake of sustainability governance with an emphasis on the role of National Media.
Governance,National Media(IRIB),Sustainability,Sustainability Governance
https://jipa.ut.ac.ir/article_27936.html
https://jipa.ut.ac.ir/article_27936_b67e821b13129a8c4ed0f31ec1856089.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
A Survey of the Possibility of Development of Social Capital in the Light of Organizational Justice in Public Organizations
FA
طیبه
امیرخانی
0000-0002-1239-2078
t_amirkhani@sbu.ac.ir
علی اصغر
پورعزت
pourezzat@initor.com
The relationship between individual s perception of organizational justice and their social capital has been studied in this research. Social capital analyzes with trust, involvement and civil leadership, giving and volunteering, informal social ties, diversity in friends. organizational justice divided in three dimensions: they are distributive justice, procedural justice and interactional justice. There are positive and significant relationship between these variables, so it can be said that perception of organizational justice increase social capital in organizations.
Distributive Justice,Organizational Justice,procedural justice and interactional justice,Social capital
https://jipa.ut.ac.ir/article_27937.html
https://jipa.ut.ac.ir/article_27937_a6dcd7408e7588d7e351788533fdfe6f.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
A Study of the Effective Variables on Increasing of Motivation of Achievement and Success in Cooperatives Managers
FA
عیسی
ثمری
samari52@yahoo.com
بهزاد رسول
زاده
52117172
In discussion relating to management, motivational factors are one of the major indicators and effective variables in organizational strategy and achieving job success. This study with the aim of cognition of the relation of some studied variables and the motive of achievement and success in cooperatives managers and determining the contribution of each factor by use of correlation and expost facto research method has been done. According to these research findings, the cooperatives managers can be supported through motivational and success factors in their job environment for more production, entrepreneurship and boasting in cooperative associations. Data analysis indicates that the state financial aid ,moderate terms of getting loan, low rate of conventional gain, affective and internal relation of the members, suitable marketing, latest facilities and equipment , the youth of cooperatives members and adjustment in the terms of payment of installment loan have significant relation with the motive of achievement and success in cooperatives mangers.
Achievement motive,career success,Cooperatives managers,the State financial aid
https://jipa.ut.ac.ir/article_27938.html
https://jipa.ut.ac.ir/article_27938_cc52a7b5b06a0fdf0b91d69c6c635669.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
Human, Social and Emotional Capital Management with Effective Approach to Career Success an empirical study in mellat bank:
FA
عباسعلی حاجی
کریمی
: a-hajikarimi@sbu.ac.ir
مرجان
فرجیان
88829217
Up to now, most of the discussions about success and progress have been based on this issue that what could organization do for employee improvement. But according to environmental changes, career development literature has changed and the employee’s efforts for improving themselves became important. Indeed, human capital as a major factor for success and career advancement and social and emotional capital as other factors have been recognized lately. So, This paper investigated to identify the effect of human, social and emotional capital on managers’ career success. This study was guided to measure the mentioned variables through survey and correlation research method. For this reason a sample of 219 first-line manager of melat bank was examined. The research is based on structural equation modeling. The findings of this research indicated the effect of two capital(human and social capital) on managers’ career success. The authors interpreted the findings from the viewpoint of improving managers’ career success through increasing competency level of each capital.
career success,Human capital,Social capital,Structural Equation Modeling
https://jipa.ut.ac.ir/article_27939.html
https://jipa.ut.ac.ir/article_27939_e7951f84d3e8eede63f7c870c902c64c.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
The Role of Spiritual Leadership on Human Resource Empowerment in the University of Tehran
FA
محمدصادق
ضیائی
59568123
عباس
نرگسیان
0000-0003-0598-5630
anargesian@ut.ac.ir
سعید آیباغی
اصفهانی
71286879
With entrance spirituality and God to management and Organization field, as 21st century challenge, organization’s managers and leaders especially educational institutions must confront with new phenomena. Spiritual leader’s role to incite and encourage human resource with use of spiritual vision and establishment of cultural context based on human values, to foster empowered, high productivity, committed, and motivated human resource. This paper explains spiritual leadership role on human resource empowerment. Population is included human resource that work in University of Tehran. The results of the research exhibit that there is a significant correlation between spiritual leadership in University of Tehran and human resource empowerment. Results indicate the significant and positive causal relationship between vision, altruistic love, faith, calling, membership, and negative causal relationship organizational commitment and significant and reverse causal relationship performance feedback with empowerment.
Components of spiritual leadership,Human resource empowerment,Spirituality,Spirituality at work,Spiritual leadership
https://jipa.ut.ac.ir/article_27940.html
https://jipa.ut.ac.ir/article_27940_d3989e8e4add196c390d5e6f0de28437.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
A Study of the Relationship between Personality Style and Management effectiveness in Public Organizations' Managers
FA
سیدمحمد
مقیمی
0009-0000-3235-4522
moghimi@ut.ac.ir
حسین
خنیفر
hkhanifar@yahoo.com
مهلا عربی
خوان
74925434
«رویکرد موقعیتی» در رهبری بیانگر چندین فاکتور متعامل در فرایند اثربخشی مدیریت تأثیرگذار است ازجمله: ویژگیها و رفتارهای رهبران، زیردستان و موقعیتی که باآن در تعاملاند. در این تحقیق تمرکز ما روی تأثیر ویژگیهای شخصیتی مدیران بر اثربخشی آنها میباشد. امروزه در استخدام و بهکار گیری منابع انسانی، مهم ویژگیهای روانی و شخصیتی متقاضی شغل با پست و شغل مورد نظر میباشد. که در ماده 9 آئیننامه اصلاح نظامهای مدیریتی و اداری تصریح شده است. از بین مدلهای شخصیتی، چهار سبک حل مسأله یونگ انتخاب شد که شامل عملگرا، عقلانی، گروه دوست، و نوآور میباشد. شاخصهای اثربخشی نیز بر اساس مؤلفههای کریتنر و کرینسکی میباشد. نتایج تحقیق، فرضیه اهم یعنی ارتباط بین انواع خاصی ازسبکهای شخصیت با اثربخشی مدیریت را مورد تأیید قرار داد. در نتایج جانبی نیز دریافتیم که اثربخشترین سبک شخصیت در مدیران ارشد، سبک شهودی- عاطفی (گروه دوست) و در مدیران عملیاتی، سبک شهودی- منطقی (عملگرا) است.
Friendly personality style,Innovative personality style,Management effectiveness,Personality,Practical personality style,Rational personality style
https://jipa.ut.ac.ir/article_27941.html
https://jipa.ut.ac.ir/article_27941_343eaa1d678cb1b2e6a3adcb6fd8fa9d.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
A Survey of the Relationship between Personality Characters and Organizational Conflict in Public Organizations
FA
محمود نکویی
مقدم
65432948
نرگس پیرمرادی
بزنجانی
nargespir@yahoo.com
در عصر کنونی شناخت ویژگیهای شخصیتی افراد در بسیاری از موقعیتهای زندگی ضرورت پیدا میکند. مطالعات نشان میدهد که یکی از علل وعوامل بوجودآورنده تعارض در سازمانها، وجود تفاوتهای فردی و شخصیتی افراد میباشد. به عبارت دیگر، تعارض به این دلیل بروز میکند که، افراد همیشه درخصوص اهداف، موضوعات، عقاید وموارد مشابه توافق ندارند و از آنجا که، افراد موجود در سازمانها با ویژگیهای شخصیتی متفاوتی از جمله کانون کنترل (درونگرا، برونگرا)، قدرت طلبی، عزت نفس، سازگاری با موقعیت، ریسکپذیر بودن و...، مشغول فعالیت هستند، موجبات تعارض بیشتر، در بین افراد فراهم میشود. لذا در تحقیق حاضر از میان ویژگیهای مختلف شخصیتی که بر رفتار سازمانی اثر میگذارند، تعدادی از ویژگیهای شخصیتی مطرح شده توسط «رابینز»، ازجمله کانون کنترل، قدرت طلبی،عزت نفس و سازگاری با موقعیت، مورد توجه قرار گرفته است و از آنجا که دامنه تعارضات سازمانی وسیع و گسترده است، به تعارضات بین فردی (بین اشخاص) محدود و محصور شده است. تحقیقات گذشته نشان دادهاند که بین ویژگیهای شخصیتی و تعارض سازمانی رابطه معنیداری وجود دارد. این پژوهش با استفاده از مطالعات مقطعی وروش همبستگی، درسال 1386 انجام گرفت. نتایج تحقیق حاضر نشان داد که رابطه مثبت معنادار آماری بین ویژگیهای شخصیتی کانون کنترل و قدرتطلبی کارکنان وتعارض سازمانی (بین فردی)وجود دارد و بین ویژگیهای شخصیتی عزت نفس و سازگاری با موقعیت کارکنان وتعارض سازمانی(بین فردی) ارتباط منفی معناداری وجود دارد.
authoritarianism,Locus of control,Organizational Conflict,Personality characteristics,Self esteem,Self monitoring
https://jipa.ut.ac.ir/article_27942.html
https://jipa.ut.ac.ir/article_27942_19034d0a2e0534e971064332d9c292b9.pdf
University of Tehran
Journal of Public Administration
2008-5877
2423-5342
1
1
2008
09
22
A Study of The Relationship Between General Decision Making Styles Of Managers in Public Organizations
FA
اکرم هادیزاده
مقدم
0000-0002-0563-389X
a-hadizadeh@sbu.ac.ir
مریم
طهرانی
25558368
Decision making is the essence of managers activities and is of great importance in all of their responsibilities. The main purpose of this study is to investigate General Decision Making Styles of N.I.O.P.D.C ‘s managers in order to study the construction validity of G.D.M.S questionnaire. A collection of 55 managers were selected as statistical sample and rational, intuitive, dependant, spontaneous and avoidant decision making styles were tested among them. A decision making style questionnaire was used for measuring decision making styles of managers. Regarding to the result of Kolmogorov–Smirnov test all the variables are in normal form. Therefore pearson correlation was taken to test the relationships of general decision making styles. Analyzing data results revealed that the rational style is significantly negatively correlated with the intuitive style and there are significant positive correlations between the rational and the avoidant styles and between intuitive and spontaneous styles. Also there are significant negative correlation between the avoidant and each of the dependant and the spontaneous styles. There are’nt any correlations between gender or level of studies and each of the decision making styles.
Avoidant style,Dependant style,Intuitive style,Rational style,Spontaneous style
https://jipa.ut.ac.ir/article_27943.html
https://jipa.ut.ac.ir/article_27943_422211434700117119610106b862c675.pdf