University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 An Investigation of the Dimensions of Employee Engagement and Its Motivating Factors in the Light of Qur'anic Guidelines An Investigation of the Dimensions of Employee Engagement and Its Motivating Factors in the Light of Qur'anic Guidelines 1 23 73481 10.22059/jipa.2019.291027.2647 FA Hossein Damghanian Associate Prof., Department of Business Management, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran. 0000-0002-7576-1862 Meisam Latifi Associate Prof., Department of Islamic Studies and Public Administration, Faculty of Islamic Studies and Management, Imam Sadiq University, Tehran, Iran. Abasali Rastgar Associate Prof., Department of Business Management, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran. Vahid Najafi Kalyani Ph.D. Candidate, Department of Human Resource Management, Faculty of Economic, Management and Administrative Sciences, Semnan University, Semnan, Iran. 0000-0002-2071-7047 Journal Article 2019 10 21 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. 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.

University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 The Effect of Organizational Goal Ambiguity on Employee Morale in Public Service Organizations in Terms of Organizational Mission and Individual Characteristics The Effect of Organizational Goal Ambiguity on Employee Morale in Public Service Organizations in Terms of Organizational Mission and Individual Characteristics 24 44 73439 10.22059/jipa.2019.288554.2621 FA Hasan Danaeefard Prof., Department of Public Administration, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran. 0000-0003-1805-7323 Shahrzad Nayyeri Assistant Prof., Department of Management and Planning, Management and Technology Expansion Studies Center, Tarbiat Modares University, Tehran, Iran. 0000-0002-5325-4114 Mostafa Akhondi MSc., Department of Public Administration, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran. Journal Article 2019 09 06 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. 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.

University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 Improvement Structure of Accountability in Iranian State Owned Companies Improvement Structure of Accountability in Iranian State Owned Companies 45 66 75171 10.22059/jipa.2020.292783.2659 FA Ali Ebrahimi Associate Prof., Department of Accounting, Faculty of Management, University of Tehran, Tehran, Iran. Mohammad Moradi Assistant Prof., Department of Accounting, Faculty of Management, University of Tehran, Tehran, Iran. Hemmat Jafari Ph.D. Department of Accounting, Faculty of Management, University of Tehran, Tehran, Iran. Journal Article 2019 12 06 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. 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.

University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 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 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 67 87 74434 10.22059/jipa.2019.292773.2661 FA Mohammadreza Askaripoor Ph.D. Candidate, Department of Public Administration, Faculty of Literature and Humanities, Kerman Branch, Islamic Azad University, Kerman, Iran. Mohammad Hossein Motaghi Pisheh Assistant Prof., Department of Public Administration, Faculty of Literature and Humanities, Kerman Branch, Islamic Azad University, Kerman, Iran. Ayyub Sheikhy Assistant Prof., Department of Statistics, Faculty of Mathematics and Computer, Shahid Bahonar University, Kerman, Iran. Journal Article 2019 11 26 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. 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.

University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 Explaining the Process of Forming a Network Capability in Governmental Organizations in the Case of Iran Single Window for Trade Using Grounded Theory Explaining the Process of Forming a Network Capability in Governmental Organizations in the Case of Iran Single Window for Trade Using Grounded Theory 88 119 74016 10.22059/jipa.2019.291013.2646 FA Ayoub Mohammadian Assistant Prof., Department of IT Management, Faculty of Management, University of Tehran, Tehran, Iran. 0000-0002-8370-9538 Maryam Khodadad Beromy MSc., Department of Information Technology Engineering, Nooretouba Virtual University, Tehran, Iran. Journal Article 2019 10 20 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. 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.

University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 Model of Women Leadership Style in Managerial Positions in Public Sector, with Emphasis on the Role of National Culture, Using multi-grounded Theory Model of Women Leadership Style in Managerial Positions in Public Sector, with Emphasis on the Role of National Culture, Using multi-grounded Theory 120 144 73337 10.22059/jipa.2019.285798.2593 FA Samira Najarzadeh Arani Phd. Candidate, Department of Public Administration, University of Tehran, Alborz Campuse, Alborz, Iran. Abbas Nargesian Assistant Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran. Mojtaba Amiri Associate Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran. 0000-0003-0211-2981 Khadijeh Safiri Prof., Department of Social Sciences Economics, Alzahra University, Tehran, Iran. Journal Article 2019 07 22 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. 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.

University of Tehran Journal of Public Administration 2008-5877 12 1 2020 04 20 A Pattern to Recognition of Triggering Element of Open Government Implementation in Iran's Public Organizations (Case Study: Ministry of Interior) A Pattern to Recognition of Triggering Element of Open Government Implementation in Iran's Public Organizations (Case Study: Ministry of Interior) 145 174 74435 10.22059/jipa.2020.289132.2630 FA Fatemeh Sadat Aboalmaali Phd Candidate, Department of Public Administration, Faculty of Management and Economics, Science & Research Branch, Islamic Azad University, Tehran, Iran. /0000-0002-5752-3975 Karamolah Daneshfard Prof., Department of Public Administration, Faculty of Management and Economics, Science & Research Branch, Islamic Azad University, Tehran, Iran Ali Asghar Pourezzat Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran. Journal Article 2019 09 28 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. 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.