PUBLIC MANAGEMENT RESEARCHES
Year:2016 | Volume:6 | Issue:32 |Papers Count:8

The Most of papers and theories in the field of motivation have been tested and are effective in a certain range and They cannot be used as a single document in other countries; Similarly, the factors motivating employees in the public and private sectors Due to the different requirements of various factors would be involved. In this study, after studying the existing literature in the field of public service motivation, a comprehensive list of the scale of the incentives were collected in 8 categories. From among these, according to the 17-member panel of experts (academic and administrative), two factors tend to "Willingness to participate in policy-making (interest policy)" and the "desire for public participation" were excluded from the list of factors And finally by the majority of experts and expert-based modeling method of interpretation, resulting model, was designed based on the ranking of the six factors. In a hierarchical system designed to democratic governance, first level, second level of self-sacrifice and compassion, civic duty and social justice at the third and fourth level of commitment to the public interest.

The increasing growth of information and communication technologies, to put forward states the opportunity to fundamental changes in its structure, to improve areas for providing better services to citizens. Effectiveness of Information and Communication Technology from the fact that today these technologies, has the power to eliminate the time and place distance and therefore multiply the efficiency of government. To achieve the potential benefits of e-government consideration of its acceptance by the employees is necessary. In this paper, the impact of e-government attitude toward the use of factors of trust, ease and usefulness of e-government in the State Tax Organization investigated. The study population for all operational staff State Tax Organization in the process of identifying, defining and collection of taxes across the country are working and the sample included an unprecedented number of 465 people was randomly selected. Data analysis using confirmatory factor analysis and structural equation modeling was conducted. The results show that the variables of trust; ease and profitable use of e-government through the impact on the tax affairs staff to use e-government attitude has a positive effect and is statistically significant. Also confirmed the direct effect of trust and ease use of e-government; the reception of e-government by the staff.

One of the major factors in directing staff behavior is leadership style applied in the organization. More and more organic organizational structure and transformational leadership style will increase the possibility for employees to develop and show organizational citizenship behaviors. As economic margrave of a country, customs has an especially important role in implementing the country economic policies. One of the factors which can have profound effects on the service quality in this part is organizational citizenship behavior. Accordingly, this study was aimed at investigating the role of leadership in the development and promotion of organizational citizenship behaviors among customs staff of Zahedan. The research method in terms of purpose is applied and in terms of data collection method is descriptive-correlational. The research population was all of Zahedan customs employees. Surveying sample was determined 110 people by Cochran method. Questionnaires were used for collecting data. T test, confirmatory factor analysis test, and Smart PLS software were utilized to analyze the data. Questions reliability was ideally analyzed using professors’ comments and the variance average. Cronbach's alpha of whole the variables is greater than 0. 6 therefore, all the variables are approved in terms of reliability. Variance average (AVE) extracted is always greater than 0. 5 thus, convergent reliability was proven as well. Also, compound reliability is greater than AVE. Results showed that there is a positive and significant correlation between transformational leadership coefficient and organizational citizenship behavior with effect coefficient of 0. 712

In this study the first three steps of human resource risk management process, identification, analysis and evaluation is followed. In the risk identification step, semi-structured interviews with 18 human resource experts of case study organization was done. 60 concepts, 14 sub-themes and five main themes were obtained thorough thematic analysis. In order to verify validity ofthe identified structures, the first questionnaire of the survey was distributed among 150 managers and experts of the human resources departmentsof power industry and the obtained data were analyzed by the measuring part of the structural equation modeling and LISREL software. In the final step of this phase, the proposed model of the research was presented in order to identify and categorize human resourcesrisks. This model consisted of two strategic reference pointsof "focus" and "risk nature” and categorized risks under four category. In the second step of the study means analysis, five indicators were presented for analysis and interrelations between human resourcesrisks as one of these indicators were identified using fuzzy DEMATEL technique. In the third step means risk evaluation, the risks’ estimated levels were compared with regard to analysis criteria and human resources risks were ranked according to these five criteriausing fuzzy Similarity technique. The results of analysis and evaluation stages showed that human resources operational risks have the greatest total influenced and influencing effect in the interaction network between risks and are the highest priority for exposure in relation to other main areas of human resource risks.

This study was conducted with the aim of examining the relationship between organizational support with quality of working life of power department stuff in Zabol city. The research method in this study is a correlation type of descriptive method, and the study population included all 110 electricity department stuff in Zabol, out of which 86 employee were selected by random sampling method. Two questionnaire, organizational support by Eisenberger and et. al(1986) and quality working life by Walton (1973) were employed to collect required data, and Alfa reliability of the questionnaires were. 97 and. 98 respectively. Their reliability were estimated using Cronbach's alpha coefficient, respectively, 0. 86 and 0. 94. To analyze data, the mean, standard deviation, Pearson correlation and regression were used. The Results indicated that organizational support and quality of working life from power department stuff point of view were desirable. Moreover, there was positive and significant relationship between organizational support and quality of working life and its dimensions. Findings revealed that organizational support could predict quality of working life

Managers who are looking for effectiveness, high performance and competitive advantage in their organization try to empower and support their employees and also make optimal changes in the methods and techniques of work of organization. Neatness system and workplace organization (5s) is a new concept in this field which has many applications. So this research aimed to investigate the relationship between neatness system and workplace organization (5s) with mental health and lack of job stress among employees of Zahedan municipality. Statistical population included all persons employed in Zahedan center municipality, three regions and related organizations; 324 people of them were selected as a sample using cluster-stratified sampling. In order to collect the data, lack of job stress researcher made questionnaire with reliability 0. 92, mental health researcher made questionnaire with reliability 0. 81, 5s researcher made questionnaire with reliability 0. 94 and confirmed validity were distributed among them. One-sample t test was used to investigatie the status of the variables in the studied organizations and Pearson correlation test was used to test hypotheses. The results showed that in Zahedan municipality, there is a positive and significant relationship between variable 5s and its dimensions (organization, neatness, cleaning, standardization and discipline) with mental health and lack of job stress in the level of 0. 95.

The aim of this study is to investigate a strategic approach to the retention of skilled manpower. This is a cross-sectional descriptive survey. The sample of the population consists of employees specializing in the field of higher education in South Khorasan province, out of which 143 persons were selected using judgment sampling. Inferential statistics including Pearson correlation and multivariate regression analysis was used to test the hypotheses. The data analysis showed a strong significant relationship between the strategic approach and retention of human resources (r=0/78). Then, to determine how much of the variance of retention system is explained by strategic approach, multiple regression was performed. The results showed that the strategic coordination, strategic advantages and strategic synergy each could respectively predict 28, 25 and 24% of the retention system’ s variance. While strategic flexibility was not able to account for retention system. As a result, more focus on aligning retention system with organizational strategies as well as other human resource management systems; paying more attention to human resources competitive advantage to compete and excel in higher education; and finally, the coordination of actions to strengthen human resources and overall effectiveness of the system of higher education are suggested.

Productivity, innovation and competitive advantage are an organization's main goal in today’ s dynamic environment. It is attained through improving the quality of communication between employees. In this study, therefore, to check the quality of the relationship between religiosity and spirituality being two key factors in the workplace have been selected for the study. The research was descriptive-correlational. The population included 274 employees in Payam-Noor University of Ardebil province, and the sample size was estimated to be 160 using Morgan table. Random sampling was used to determine the sample. To collect data, Serajzadeh religiosity questionnaire (1377) and Mylyman spirituality in the workplace questionnaire (2003) were employed. The results of the analysis of the data showed that religiosity has a significant effect on spirituality of the staff in their workplace. The beta coefficient showed that experience factor accounted for 30%, ritual factor 28%, and the religious factor predicted 16% of the spirituality in the workplace. So, managers should create a spiritual atmosphere in the organization. The spiritual atmosphere in the organization to create an environment with great interaction between employees and the organization will help gain a competitive advantage.