IRANIAN JOURNAL OF PUBLIC POLICY IN MANAGEMENT
Year:2017 | Volume:8 | Issue:27 |Papers Count:7

Background and aims: Professional development is key to professional growth and staff development. The major purpose of this study is to investigate the relationship between staff professional development and their self-efficacy and the types of managers' power at Urmia Islamic Azad University.Methods: The statistical society of this study covers 176 subjects of male and female staffs of the University in the academic year 2009-10. The method used in this study is descriptive and correlation type. To collect the data, professional development questionnaire was applied on the basis of research and statements, Raymon's Noe (1992), Pardakhtchi (1388), and Kutner's theoretical model (1997). The study also employs Sherer's general self-efficacy questionnaire (1982) and French and Riven's type of managers' power questionnaires (1959). For analyzing data in this study, descriptive statistics technique such as mean, standard deviation and inferential analysis of variance and multiple regression analysis were used.Results: The results indicate there is a meaningful relationship between professional development of employees and their self-efficacy Similarly, between professional development of employees and management power. As well as There is a meaningful relationshp between some components of the professional development of employees of their self-efficacy components and the type of the management power. But the no meaningful different self-efficacy beliefs of employees and professional development their according to "gender" and "academic major groups". The regression results indicate that among the five components of the professional development of employees only training, participation components are meaningful respectively in predict self-efficacy of employees and type of the management power.Conclusion: According to predicted roles of professional development, it is necessary foruniversity officials to pay special attention to this matter.

Background: empowering a very important and efficient ways to improve the performance of employees in the organization.Aim: This study aimed at evaluating the effect of knowledge management on empowerment with regard to organizational learning the role of the mediator.Method: This research is applied objective and the descriptive method of data collection. The population of this research, is Central Province Office of Education staff to 250 people. The sample size was determined by sample size formula 82. In order todata collection is used questionnaires Lawson's (2003); Gomes et al. organizational learning (2005) and Spritzer and Mishra's empowerment (1992). Construct validity and cronbach's alpha coefficient were used for assessing the validity and reliability respectively. To hypotheses test, structural equation modeling and Smart-PLS software were used.findings:The results showed that knowledge management direct impact on the empowerment and organizational learning. The results also showe knowledge management is an indirect effect On empowerment through organizational learning.Conclusion: Based on these findings, managers can through knowledge management and organizational learning, provide staff empowerment.

Background: Uncertainty about oil export revenues and its impact on OPEC's economic growthObjective: To investigate the effect of export uncertainty on economic growth of OPEC member countries during the years 2000 to 2013Method: The use of a time-series or hybrid data combination model. To determine the type of model used in the combined data, various tests such as Chow, Hausman and LM have been used, and then three indicators of export instability have been described and the fourth indicator has been used to calculate export instability in OPEC member drafts.Findings: The negative and significant (Table 5) is the export uncertainty factor. Therefore, this uncertainty in exports reduces the economic growth of the OPEC countries. Since variables are used as natural logarithms, It can be said that if the uncertainty of exports increases by one percent, economic growth will fall by as much as 0.47 percent. On the other hand, the results of the test of causality relationship also indicate that the causality relationship is from export uncertainty to economic growth.Results: OPEC countries need to invest flexibly in human and material capital, increasing the processing of petroleum products and the diversification of export goods, in order to reduce the vulnerability of income-generating uncertainty.

Background: the complexity of competition environment and increase in customers' expectations declares the necessity of organizations' performance measurement to be sure about its strategies. One of the important management tools for performance measurement and also strategy execution in companies is balanced scorecard that helps managers to control and refine their key activities.Objective: The goal of this research is evaluation of Innovation strategy effect and its guidelines on performance according to balanced scorecard quadruple dimensions in Esfahan Electricity Power Distribution Company as a main electricity power distribution company in country.Methods: The nature of this research is descriptive and its method is survey. The research statistical population is 150 people of Esfahan Electricity Power Distribution Company’s managers, chairmen, and experts which were chosen by random sampling method and 100 people were chosen by Cochran's C test as a sample size. The data collection tool is survey which its reliability was confirmed by Cronbach's Alpha. Multiple Regression Analysis and SPSS software are used for data analysis.Findings: Research results represents the definite effect of aggressive, defensive, futurity and proactiveness guidelines and also the relative effect of analytic and risky guidelines on performance of Esfahan Electricity Power Distribution Company.

Background: public problems are the inputs of the process of public policy that may have a strong effect on the performance of organizations in some ways, and Implementation is one of the major steps in the process of public policy making.Objectives: Investigation of the situation of formal problem finding and the level of public policy performance in the Ministry of Cooperatives, Labour and Social Welfare.Methods: The population of this study is all the employees of this ministry. cluster sampling was first used and then random sampling by using Cochran formula, 510 people were selected. Data collection was done through a questionnaire and the analysis of data was done by means of SPSS and Amos software.Findigs: The findings showed that the situation of these two processes of official problem finding is higher than the average level and the level of performing public policies is lower and unsatisfactory. Also, in the direct finding problem, finding problem through overtaking other countries and in the indirect finding problem, finding problem through employees had the highest rate.Conclusion: The results showed the high number of problems in this field, and most of public policies of this ministry have been performing incompletely resulted in major problem.

Purpose: The purpose of this study was to investigate the effect of organizational justice on the empowerment of employees with the role of intermediary transformational leadership.Method: This research is a descriptive-survey method for the purpose of applied research. The statistical population of the study was all employees of Tehran University of Medical Sciences with 456 people. Using Cochran's formula, the sample size in this study was 208, people have been calculated and sampling Bodh is simple random sampling. Data collection, three standard questionnaires that include Transformational Leadership Bass and Avolio (1994), organizational justice Niehoff and Moorman (1998) and empowerment Sprites (1996) and its validity by professors and experts and its reliability by using Cronbach's alpha was calculated 0.872.Results: Data analysis was performed using Kolmogorov-Smirnov test, Bartlet test and factor load estimation, as well as structural equations.Conclusion: The results of the research show that the impact of organizational justice on the empowerment of employees with the intermediate role of transformational leadership was confirmed. The impact of organizational justice on staff's empowerment and transformational leadership has been confirmed, but the impact of transformational leadership on employee empowerment has not been confirmed.

Background and Objectives: The woman has been the subject of discussion of divine religions, poets, writers, anthropologists, and sociologists for the time being, due to the difference between the wisdom of God in man and his gender. In spite of the desirable results of women's management in organizations, most top managers in organizations tend to choose male managers. The purpose of this research is to investigate the effect of glass ceiling on the non-use of female managers in governmental organizations of Mazandaran province.Method: This research is a survey based on the purpose of the applied type and according to the method of collecting the survey data and correlation type. Library and field studies were used to collect data and the research questionnaire included 71 questions. This study was performed on 140 female managers in governmental organizations of Mazandaran province and data analysis was done using SPSS software and T test.Results: The results of the research hypothesis test indicated that, according to their self-maladaptive variables, socialization at the glass ceiling, the lack of employment of women in management positions was effective. The results of the first hypothesis test using t-test showed that the average of the calculated mean of the real mean of the variable and the average level is equal to 0.256. It can be concluded that the glass ceiling influences the non-use of female managers. The results of the second hypothesis test using T test showed that the average of the calculated mean of the real mean of the variable and the average level was equal to 76.8, which suggests that self-incapacity is effective in not employing female managers. Also, the result of the third hypothesis is using The T test showed that the mean difference between the real mean of the variable and the average level is equal to 571.0. Therefore, the social empowerment of women's disability is affected by the lack of use of female managers.Conclusion: The root causes of the lack of a significant number of women in management jobs are related to cultural beliefs. This research, like other research, has confirmed the attitude of society and stereotypical views of decision-makers as one of the important factors in promoting women's leadership in management jobs.