PUBLIC MANAGEMENT RESEARCHES
Year:2016 | Volume:9 | Issue:33 |Papers Count:10

Given the importance of piety in the evaluation process of policy-making and management of organizational culture, this study aimed to identify and explain piety as the most significant evaluation tool in processes of cultural policy-making in the light of Quran and classify its variants. Population of this study included the experts in school of extra jurisprudence and other religious scholars and favorite jurists, that based on mix method approach among which three people were selected for data collection in the first stage (depth interview), and 14 individuals were also selected in the second stage (formation of focus groups and questionnaire). Results of data analysis led to explaining the concept of piety and identifying its components and categories. In addition, derivatives of piety were extracted from the verses of the Holy Quran and their accuracy was confirmed by experts. Finally, according to all studies and inspired by the four types of relationships of human with himself, human and God, human and the universe, and human with his fellows, the effect of different categories of piety on each other was identified. In the end, it was recommended to use the result extracted from this study as tools for evaluation of cultural policies.

In the area of modern business, research in field ethics and professional ethics in public sector organizations, private sector companies and civil society organizations is increasing. The purpose of this research essay on ethics in government agencies in line with the basic requirements to implement and ethical management be provided. The statistical community Grouping stipulated in the Law on Civil Service Management, Ministry of the four groups of four sociocultural, servicing, infrastructure and economic matters. The research method was combined method for collecting data from questionnaires (Alpha 91%) and semi-structured interviews were used. The results demonstrate ethics in government agencies that included orienting rationality, responsibility, equality, cooperation and other ethical issue. The process model of ethical management in government agencies is designed in three dimensions: structural, contextual and behavioral implemented.

Establishment of knowledge management need alignmentwith important components of domestic and foreign organizationsand balanced advancing of these components from stage to stage. An integrated model of organizational maturity with the models of effective implementation of knowledge management presents a new concept to evaluate the growth of the organizational components. This research aimed to effective implementation of knowledge management withstrategic alignment approach and balanced maturity. Due to the nature of the research and the data-collection method, this is a descriptive-survey research and in terms of purpose, this is an "applied" research. Population of this study includes the experts in studied population. 122 people of them were selected as sample using stratified random method and required data was collected by a researcher made questionnaire. The face validity of research showed acceptable results According to the pre-test feedback andeliteopinions. Construct validity was evaluated by confirmatory factor analysis and this type of validity was confirmed according to the proper fitness of research direction model. Reliability of research tool was calculated equal to 0. 974 using Cronbach's alpha which these values indicate that the reliability questionnaires was acceptable. Obtained data were analyzed using appropriate statistical tests and Smart PLS 3 and SPSS software. The analysis of the collected data suggests that in studied population, all indicators, components and factors of human resources are in good condition. Except the knowledge management process indicators, all indicators, components and structure factors are in good condition. Except repositories of knowledge and its indicators, other indicators, components and infrastructure factors are in good condition. None of the indicators, components and strategy factor is not in good condition. Finally, it was found that model dimensions ofeffective implementation of knowledge management do not have balanced maturity in studied population.

One of the main challenges in effective management of Mutual Funds is ensuring the availability of qualified managers in these institutions. Such managers can run investment resources effectively and ensure high return on investment for investors. This exploratory study aims to identify successful investment manager's dimensions and components. Since qualitative research methods is suitable for exploring people minds, experiences and their attitudes, in this study using 15 in-depth interviews with successful mutual fund managers were conducted content analysis approach. These managers had the best performance according to Sharp and Sortino index. The results of semi-structured interviews were categorized into five dimensions including behavioral, technical, individual, managerial and interpersonal that each of these dimensions consist of other concepts. Generally, this study shows that mutual fund managers in order to achieve the desired level of performance and success should possess different tangible and intangible characteristics. In fact, this study imply successful investment managers profiles in capital market of Iran which can be used as a benchmark for managers who want to become a desirable patterns in the field of mutual funds management.

This study aimed to determine the relation between quantum management skills and organizational agility capabilities with the mediating role of organizational intelligence. The method of research was a descriptive and correlational based on Structural Equation Modeling (SEM), and the statistical population consisting of all administrators from state universities of Isfahan in academic year 2015. Out of 286 managers, 165 people were selected through stratified random sampling, according to Cochran formula and 151 respondents were used in analyzed. Three questionnaires were used for collecting data: Quantum management skills, Organizational agility capabilities and Organizational intelligence. Their reliability was computed via Cronbach's alpha coefficients and it was r = 0. 97, 0. 93, 0. 92, respectively. In turn, their content validity and construct validity were confirmed. Statistical SPSS 23, Amos23, and EQS were employed for data analysis. Findings indicated that quantum management skills were affected with path coefficient (r=. 33) on organizational agility capabilities with path coefficient (r=. 41) on organizational intelligence and organizational intelligence with a path coefficient of (r=. 78) on organizational agility capabilities and organizational intelligence mediates relation between Quantum management skills and organizational agility capabilities of the selected university managers.

The aim of this research is survey the impact the role of optimistic and pessimistic behaviors (organizational pessimism) in predicting and explaining occupational and organizational attitude of employees. The research method in terms of purpose is an applicable research and in terms of data gathering method, is descriptive-correlation. Statistical society of this research includes 130 employees of Organization of Industries and Mine of Zahedan province in the year 1395 and 90 of them were selected through random sampling as the sample of the research. Research data is gathered through three questionnaires of occupational and organizational attitude, optimistic behaviors and organizational pessimism and their validity was approved by using convergent validity and their reliability was approved by using Cronbach’ s alpha and composite reliability. Research hypothesis were verified through structural equation modeling with PLS software. Findings show that organizational pessimism has a negative effect on the occupational and organizational attitude of the employees with loading factor of-0. 470, and optimistic behaviors have a positive effect on the occupational and organizational attitude of the employees with loading factor of 0. 404.

Empowerment has been increasingly regarded as an essential management strategy that aids organizations’ development and success in the challenging and competitive business environment. The aim of current study was analyzing the effect of person-job fit and person-organization fit on psychological empowerment. The research statistical population included the all employees of Sepahan Battery Company. The person-organization fit (values congruence and goals congruence) and person-job fit questionnaires of Vogel and Feldman, person-organization fit (work environment congruence and personality congruence) questionnaire of Scroggins and psychological empowerment questionnaire of Hatami and Dastar was used for gathering the required data. Content validity and construct validity has used to examine validity and Cronbach‘ s Alpha Coefficient was applied to assess the reliability. The result demonstrate that the questionnaire has suitable validity and reliability. The factorial analysis and testing of structural equations model were performed using AMOS software. The result showed that there is a meaningful and positive relationship between person-organization fit and psychological empowerment. The impact of person-job fit on psychological empowerment was not confirmed

Competency, has long been attractive of the ordinance man-made of Islam and consequently, Iranian culture has been after Islam. According to subject of competency models of human resource managers with Islamic approach, it has been fewer attractive for researchers, so this research want to offering competency model of human resource managers within Islamic value system in the university of Sistan and Baluchestan (USB). In this research, statistical society, covering 113 people of managers and Expert, Professor, PhD student and Masters student in human resource management (HRM) area of usb; then total of 80 questionnaires were collected and analyzed as a sample. In this research, beginning, examined the library studies, foundations theoretical and history of research, then, according to collected information, the main concepts research (contains capabilities and individual features, knowledge, skills and attitudes of human resources (HR) managers) discover, and became operational within Islamic value system that in total, extracted decahedron ( ten – sides ) and forty-three indicators. Then, this questionnaire, made, designed, broadcasted and were collected and all the data, Analyzed with software, SPSS 19, "T single – sample'' methods and friedman test. Findings and research, in addition to the approved concepts and dimensions identified as dimensions, showed that concept of skill and ability are more important and knowledge and awareness are less important.

Today, organization have recognized the importance of innovation for long term survival and leading in the competition area, and innovation and creativity have became one of the concerns of managers. All managers are in search of innovative organization. However, the main question is why there are little innovations in organization, in spite of considerable effort. On the other hand, organizational culture is the main factor to form the organizational behaviors. So it is important to perceive the organizational culture because it contains a set up strong implicit and almost unconscious factors, that if they are not perceived can undermine every effort for directing organizational behaviors toward desirable goals. So, innovation culture seems to be the most important factor for emerging innovative behaviors. So the object of this research is to identify innovation culture development mechanisms. This research has been conducted using mixed method. In quantitative stage, the current state of different aspects of innovation culture has been identified using a questionnaire (420 questionnaires). And in qualitative part, 276 people participate in semi structure interviews on the mechanisms effective in innovation culture development. Eventually, have been identified two mechanisms that include various dimensions as innovation culture development mechanisms.

This study evaluate the impact of exchange rate fluctuations on some important indicators of the financial performance of banks listed in the Tehran Stock Exchange. The methodology adopted in this research is descriptive-causal; library tools have been used for data collection and based on data analysis conducted through econometric techniques including ARIMA, ARCH and PANEL-VAR on the banking system sample during 1385-1394 (Persian solar calendar), this paper concludes that consistent with prevailing literature, exchange rate fluctuations have a significant and negative impact on the level of short and long-term deposits, significant and positive impact on non-performing loans; but inconsistent with reviewed literature, have a significant negative impact on net-profit and assets of banks.