JOURNAL OF PUBLIC ADMINISTRATION
Year:2016 | Volume:8 | Issue:1 |Papers Count:18

The Validity of Survey was approved by human resources experts in University of Tehran and reliability has been calculated using Cronbach's alpha coefficient in Which the Coefficient of each Dependent and Independent variable Calculated more than 0.7. The Statistical Population of this Research included as Employees of University of Tehran Including staff and Expert Managers, this population is total of 4000, 384 Sample Selected By Cochrane Formula, Finally 400 questionnaires were distributed among Employee and Managers and for Decreasing The rate of Falling Out, more questionnaires Distributed, Finally 400 Survey was used to analyze the data. For Information analysis, structural equation modeling technique used applying path analysis using LISREL 8.88; the results of the analysis showed that the hypothesis of human resource management Practices has significant and positive impact on organizational performance in University of Teran.

Most researches in the felid of human resource development by means of personal development plan has focused on education and health industries. The aim of this research is to explain human resource development process in order to gain a better understanding and identifying factors affecting this process in project- based organizations. To this end, by adopting grounded theory methodology, Data was gathered through open and in depth interviews from 12 person of HR department of Nasbniroo company based on the notion of theoretical sampling and then was rigorously analyzed. Findings show’s that varying individual, group and organizational factors such as development seeking, competition for progress, receiving performance feedback and compulsory development cause individuals and organizations to embark on developing personal competencies. Furthermore, personal development plan is an effective tool for coordinating developmental efforts and can result in desirable outcomes such as enhanced employability and improved individual and organizational performance, as well as undesirable outcomes such as justice-seeking conflicts.

This study aims to achieve a theory in the field of organizational ambidexterity and has been done to better understand this phenomenon in scientific and technological organizations. The research Method is based on qualitative Study and relying on Grounded Theory, in Data collection unstructured and semi-structured research interviews was used and for Data Analysis paradigm model Clarified by Strauss and Corbin was applied.By Using Theoretical Sampling and using sampling techniques targeted (Purposive) Sampling and application of Snowball (chain) and Purposive Sampling was carried out on the basis of 16 interviews with administrators, faculty and Academic Experts of ACECR Which were Experienced in the field of Exploitation and Exploration and are Expert in both Fields. Analysis of Interview Data in The Process of Open Coding, Axial Coding and Selective Coding emerged in a theory in the field of ambidexterity in which architecture of Ambidexterity based on Committed Intelligence, Engineering Exploration and Technology-Based Exploration were Selected as Main Concepts Orienting to Ambidextrous.

Since language finds bureaucracy a kind of abuse by the public servants of the language and bureaucracy is considered by nature as a controversial speech, no desirable aspects could be found for it and no suitable model could be presented for a relatively negative phenomenon. That is why it is better to use the term ' post - bureaucratic language' instead of the phrase ' suitable model of the language of government '. Thus it would be more appropriate to use the term “post bureaucratic language” instead of a new bureaucracy language pattern.Hence the objective of this study is to present a model to assess the suitable language of government and to study it within the health and treatment sector of the 11th administration in Tehran. The method of research is of descriptive - quantitative. The used instrument to collect data was the researcher's questionnaire whose validity was tested by using confirmatory factor analysis method. Also in order to assess whether the language of government is suitable, a sample Ti - tech test was used. The results of the study showed that the testing model of the research had a suitable fitting and the desirable language of government in health and treatment sector is at a suitable condition.

Many of the behaviors and actions of managers and employees, by moral values. Due to lack of work ethic and responsibility in the management of organizations, societies like Iran could create problems for large organizations. Social responsibility is examined in this paper, using eight experts explain the factors of social responsibility in the oil and gas companies were identified. Then, using interpretive structural modeling techniques of the five levels, was Sth Bndy.

This study aimed to explain the role of self-leadership and self-management on human capital of Ministry of C.L and S.W. The research method was descriptive and correlational and data analysis metod was SEM that Using Cochran's sampling formula that Sample size was determined 306 personnel by simple random sampling. Self-leadership and self-management of Abili and Mazari (2014) with reliability (a=0.94) and human capital questionnaire of Naderi (2011) with reliability (a=0.95) were used. Results showed that that self-leadership, self-management and human capital of Personnel higher than the average and self- self-leadership (r=0.49) self-management (r=0.48) had a significant positive correlation with human capital of Personnel (p<0.01).Stepwise regression analysis showed that, among the components of SM, the self-goal setting, self-observation and self-evaluation predicted 38% and among the components of SL, focus on natural reward and behavioral focus strategies predicted 38% of their human capital. SEM of self- directed learning and human capital, with parameters fitted c2/df, GFI, IFI, RMSEA, NFI and AGFI was approved and self-management (g=0.75) and self- leadership (g=0.68) have impact on human capital.

This study examines the mediating role of sense of powerlessness on the relationship between the perception of accountability and citizenship participation among the students of university of Tehran. Lack of proper accountability can lead to a sense of powerlessness for students to influencing the processes and cause them no incentive to provide cooperation. Accordingly, accountability variable has been analyzed in general and in the six dimensions, include ethical, legal, democratic, financial, performance and political. In this regard, the analysis of data using Pearson correlation, linear regression and structural equation modeling was done by SPSS and Lisrel software. The results show that the student’s perception of accountability affects their participation by affecting the sense of powerlessness variable. In addition, students perception of accountability of moral, legal, political and democratic, can predict their sense of powerlessness and consequently to predict the level of their participation.

Today, the management and development of enterprises, is knowledge of the aims; They know that using their knowledge continuity in the management of human resources better and more effective aid and assistance And thus may be more effective to reduce and mitigate the destructive effects of the human resources to deal with the buckle. This study was the development impact of the reduction of conflicts and alienation adjustment career at the Ministry of Science and Technology carried out. The population of the research faculty and non-faculty, which are about 312 people; Cochran formula is used to determine the sample size which, combined with a greater number of questionnaires distributed a total of 200 questionnaires were analyzed; The results show that knowledge to reduce alienation and career development of organizational conflict in the ministry of science and technology.

Conservation organizations are looking for new tools and one of the tools that can help organizations to meet goals, organizational transparency. Trust is the foundation of empowerment and the leadership role in the formation and increase organizational effectiveness is undeniable. Without confidence there is no chance of achieving its strategic objectives. However, corruption is an issue that has been in all ages gripped agencies and organizations and many scientists and thinkers thought political core had formed. The affects the confidence to reduce corruption in the hospital 15 KHordad Varamin aim of study was to investigate the effect of reducing corruption organization Transparency brokered trust an organization that has been done in the hospital 15 May Varamin population of the research doctors and nurses of the hospital staff khordad Varamin which are about 280 people; to determine the sample size of the sample which is used to broadcast a larger number of questionnaires A total of 184 questionnaires were analyzed in total. The results show that the trust does not affect transparency. And corruption.

Today, the human resources are the assets of any organization and their unique role in the development of the organization, whether indoor or outdoor environment and competition is evident. On the other hand, if an organization fails to satisfy its human resources, in this case it would be doomed to stay away from progress and development. In this context, organizations using HRM tools can keep employees satisfied and improve the performance of the organization, and play this important step. This Research is done in two parts. Reliability and validity of each sectionis reviewed by the relevant techniques, reliability and convergent validity Reviewed by experts andcertified by the validity of qualitative research and quantitative reliability by Cronbach's alpha and composite structures has been approved by more than 0.7. Results showed human resource management Practices has a Positive and Significant Impact on organizational performance and Job satisfaction and additionally, Job Satisfaction has a significant and positive impact on organizational performance.

The purpose of this paper is to show the relevance of storytelling for HRD. This paper, according to Creswell’s thematic literature review (Creswell, 2008), provides a literature based rationale for adopting organizational storytelling as a powerful and effective HRD tool in which stories can help HRD practitioners to achieve HRD purposes. In this paper, journal articles, written on storytelling, in English, were reviewed. The gathered information from literature demonstrates several positive applications of storytelling, e.g. as a tool for learning, training, motivation and behavioral changes that are relevant to HRD and its purposes. However, a part of the literature, considers negative and dark side of storytelling, e.g. concealing or distorting the truth, and manipulating people actions and intentions. The paper argues that storytelling should be a part of HRD’s toolkit and sugestes storytelling skill is a sterategic skill that HRD practitioners should not neglecte it.

In this article we are going to investigate effect of factors effect turnover intention. Population is all of employees of education administration of Kurdistan Province and sample includes 140 people of this population which were selected randomly. Competitiveness questionnaire of Brown et al. (1198), self efficacy of Jones (1986), effort of Brown and Leigh (1996), performance of Babin and Boles (1998), job satisfaction of Hartline and Ferrell (1996), turnover intention of Hartline and Allen (2000) were used to aggregate data. We took advantage factor analysis for validity of instruments. LISREL and SPSS were used to data analysis. Results show that competitiveness, self efficacy and effort have meaningful effect on performance; self efficacy and effort have meaningful effect on job satisfaction; performance and job satisfaction have meaningful effect on turnover intention and finally structural model between variables was desirable (GFI: 0.94, AGFI: 0.92 and RMSEA: 0.031).