IRANIAN JOURNAL OF PUBLIC POLICY IN MANAGEMENT
Year:2017 | Volume:8 | Issue:26|Papers Count:7

Background: The implementation of policies derived ideal of harmony and balance between the government's policy. Law enforcement service management and structural reforms the country needs to create the context of each sector. As a result of state authority in the implementation of policy in any part of the law must be clear and clearly identified and defined, To get the best performance from the management of our country.Objective: To present a comprehensive model that would regulate the implementation of the civil service law, so the law can be implemented more effectively manage the civil service.Methods: This study analyzed data is presented in three levels, the first level data analysis has been done. At the second level as well as the analytical data was acting and main advantage of fuzzy logic to model the three-dimensional model is formed.Results: In this study, a model is developed to determine the most appropriate type of governance in all three areas (recruitment, retention and training) policies paid civil service law.Conclusion: the better the recruitment of their power and influence to more efficient and regulated to benefit this area. In the field of education and development through the private sector realize its state sovereignty. In the area of maintenance is required in this area to the coalition government organizations and influential corporate trust formed only by encouraging them to maintain their form of government.

Background: In the context of its review, human resource management and organizational behavior.Objective: Floating Pattern Codification of Human Resource Management Development Based on organizational cultural factor.Methods: The hybrid research methodology (quantitative and qualitative) and in terms of purpose and terms of gathering information from the descriptive - survey with semi structured interviews and questionnaires made in the community of experts, model with Fuzzy Inference System (software MATLAB) and determination among the north states of experts using structural equation modeling (SEM) were tested Lisrel software.Findings: The bureaucratic culture (34.09) more than other cultures (market, 25.08; clan, 21.04 adhocracy, 18.02) respectively, but preferred, clan culture with (29.04) more than other cultures respectively, four HRM strategy was explained that bargaining laborer strategy with 3.17 higher than other strategies (committed experts 2.97; free agent, 2.93; loyal soldier, 2.89) took place.Conclusion: confirming the theoretical and empirical fit model, this gap in National Gas Company human resource management strategies in alignment and fit the cultural context shows, The results showed that the cultural status (bureaucratic) and cultural preferred (Clan) with the status of human resource management strategies (bargaining laborer) have alignment and a perfect fit. Therefore, to fix it, confirmed the floating pattern suggested.

Background: One of the important factors of the organization is transformational leadership style that is able to create and improve organizational citizenship behavior by creating a change in the status quo and functions.Objective: To determine the effect of transformational leadership and its components on organizational citizenship behavior and how to improve it in the ICT Organization of Tehran Municipality.Method: The statistical population consists of all ICT employees of Tehran Municipality that 230 people were randomly selected using Cochran formula. This research is an applied research in terms of the purpose and is a descriptive survey research in terms of implementation method. Library method was used for gathering information and developing the questionnaire, and SPSS software was used for data analysis. According to Kolmogorov-Smirnov test results based on non-normal distribution of data, the relationship between the two variables and their components to design research model in the organization was specified using nonparametric tests and measuring correlation coefficients and nonlinear regression equations.Findings: The results of the test approved the conceptual model of the research.Relationship between transformational leadership style and organizational citizenship behavior is significant.Conclusion: The research findings suggest that organizations can create transformational leadership style and therefore improve organizational citizenship behavior in the further success.

Background: This study focused on human resource management in the field of attracts and retain employees in the social security organization.Objective: The main objective of this study was to investigate the relationships and the effectiveness of employer branding on employee engagement variables, Discretionary Effort and employee expectations.Methods: In this regard, the number of 162 questionnaires was distributed among the study population. The survey research methods and solidarity that using a questionnaire consisted of four variables employer branding, employee engagement, Discretionary Effort and expectations of employees. There is also the type of content validity and its reliability through Cronbach's alpha coefficient was reported number 0.774.Results: The results showed that there is positive and significant correlation between all variables. Employer branding could receive about 26 percent of the total variance for employees, less than 1 percent of the total variance Discretionary Effort of employees and 45% of the total variance to explain the expectations of employees. Belonging about 25% of the total variance employees could Discretionary Effort to explain the staff and the expectations of employees, 23% of the total variance to predict which employees' concern.Conclusion: Data analysis we can conclude that employer branding is a significant impact on the level of engagement and expectations of employees.

Background: This research conducted in the context of knowledge management and its effect on different performance dimensions of an organization in the automotive industry supply chain.Objective: Analysis of the effect of knowledge management on the organization’s performance indicators such as on-time delivery and quality for the suppliers of Nirou Moharrekeh Company in the automotive supply chain was the objective of this research.Method: In terms of the objective, this research is an applied one, and based on method, is an survey-correlation one. The research population was the active suppliers of Nirou Moharrkeh (including 99 suppliers) which 80 suppliers were selected as sample population. Questionnaire was the tool of this research. Gathered data were analyzed via Structural Equation Modeling and Partial Lest Square method using smartPLS software.Findings: Data analysis showed that knowledge management has a positive effect on performance. The analysis results showed that knowledge management has the most effect on the quality indicator and also has positive effect on on-time delivery and customer satisfaction, but it has no significant effect on cost indicator.Conclusions: Implementation of knowledge management in the organization, improves its performance. So, because of improvement their performance, suppliers should invest more on organization knowledge management.

Objective: To explore the unknown elements, introducing new solutions, characteristic of people have a profound influence on human life. Culture is a determining factor in human behavior. This study examined the impact of organizational culture (Hofstede's model) are the creative directors of development companies Sugarecane and Khuzestan provinces.Methods: Due to their nature, cross-correlation with respect to the target, is applied. The population of enterprise development managers Sugarecane and Khuzestan provinces. 200 questionnaires were distributed and the sample size at 95% using Morgan table, 196 people were estimated. Sampling is done randomly and reliability of the questionnaire was 92.0 and for the findings of the SEM and LISREL software has been used.Results: The results showed that organizational culture and creativity significant influence, and in anticipation of the creativity through cultural indicators Hofstede of masculinity/femininity, individualism/collectivism, uncertainty avoidance, power distance, it was found that all indicators on creative significant impact.

Background: Organizations look for new methods to exist in business and competition area. One of the methods to exist and effective competition is discovering and developing the knowledge, which includes high efficience and this process needs transformist leaders.Objective: Determining the relationship between transformational leadership and knowledge management in social security organizations were Chaharmahal and Bakhtiari Province.Methods: The research method is descriptive, the population of the research staff to 350 people had formed.185 employees were selected as sample by the opinion of advisors and experts for the content were confirmed. The reliability of the questionnaire using Cronbach's alpha coefficient, respectively; total 0.87 questionnaires, surveys and questionnaires transformational leadership vary from 0.85 of knowledge management. 0.82 respectively. To analyze the data from the Kolmogorov-Smirnov test and Pearson' s correlation coefficient was used.Findings: The results showed the relationship between transformational leadership, idealized influence factor (0.301), inspirational motivation (0.441), intellectual stimulation (0.525), and personal issues (0.461), is the knowledge management.Conclusion: prerequisite for the evolution in the official system is the enjoyment of transformist leaders. They can educate knowledged employees by sharing knowledge in the organization and memorizing the people knowledg in organizationl memory that answer the client’s demand.