JOURNAL OF PUBLIC ADMINISTRATION PERSPECTIVE
Year:2019 | Volume:11 | Issue:2|Papers Count:7

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.

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.

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.

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.

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.

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.

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.