PUBLIC MANAGEMENT RESEARCHES
Year:2018 | Volume:11 | Issue:39 |Papers Count:11

In highly competitive and uncertain global marketplace, Supply Chains Management (SCM) has become vitally essential approach to gain competitive advantages. Due to the unique characteristics of services, which distinguish them from goods, our knowledge of the structure of supply chains in service businesses is still scant. In this paper, we applied a qualitative research, Grounded Theory, with the ultimate goal of providing a model for service supply chains management (SSCM) in insurance industry. To identify components of the model, interviews were conducted with 14 managers and experts in the insurance industry. With three-stage, open and axial, coding developed a paradigmatic model for SSCM. Then, based on the paradigmatic model, a conceptual framework for insurance service supply chain were provided. It consists of components and management processes required to delivery services to the customers effectively. This framework could be used as basis for design performance measuring or excellence model in service industry.

Scenario planning is a technique that, given environmental uncertainties, offers several perspectives different from the future. The scenarios present the possible future scenarios in stories and provide alternative narratives about future-related situations. Scenario planning is one of the best and most powerful tools for future scientific knowledge that can be used to identify and review future changes and uncertainties in the future. Given the importance of scenario analysis and its effects on the country's macro-programs, organizations, firms, etc., the success and effectiveness of scenario-making processes has always been a concern for the management of countries. Considering the key role of casters in the future, this research seeks to extract the behavior of the actors in each of the key elements of the future, in order to develop existing methods, and then proceed with scenarios. To this end, the scenarios that were developed by researchers and experts in this field were reviewed and a new framework for studying scenario was obtained and validated by a team of experts in this area.

Performance includes behaviors which are related to the objectives of an organization and are regulated on the basis of each individual skill. It helps managers to evaluate the fulfillment of each organization plans and strategic plans. The present study aimed at exploring the components of performance management in line with organization objectives. In doing so, a mixed research design was used. The qualitative were gathered through semi-structured interviews with 14 experts and the quantitative data were gathered through administering the researcher developed instrument among 504 employees working in banking industry, who were selected through random sampling. The qualitative data were analyzed through theme analysis technique. The quantitative data were analyzed through factor analysis. The results of the study showed that the components of performance management had acceptable internal consistency and high construct validity. Comprehensiveness of the model in a way that theoretical and practical applications for human resource management professionals and executives will bring organizations.

Human resources are a key source of sustainable competitive advantage and are considered as one of the main factors for the success of organizations. Therefore, effective management of human resources has become one of the most important issues facing organizations to achieve organizational goals. Given the strategic importance of human resources, adopt appropriate strategies to manage these resources, is the main concern of senior managers. In this study with the configurational approach, a model based on Fuzzy Inference Systems (FIS) is provided for formulation of human resources strategy. Based on Dyer and Holder model inputs include contribution, composition, competence and commitment. Based on Bamberger and Meshoulam model outputs includes paternalistic, secondary, free-agent and commitment strategies. The system was designed, in RIPI was used and the results indicate that the system is valid.

One of the basic variables affecting organizational behavior is job performance. This study was conducted to determine the relationship of professional ethics with social competence and job performance. Research method of the current study was descriptive-correlational and using a stratified random sampling method, among all staff of Zahedan Technical and Vocational Training Organization in 2016, a corpus of 123 people was studied by applying three questionnaires on professional ethics (Gregory, 1990), social competence (Fellner, 1990), and job performance (Paterson, 1970). To analyze the data, a Pearson correlation coefficient and a multiple regression analysis were used via SPSS21. Results showed that professional ethics and its components, including attachment to and interest in work, perseverance and seriousness in work, healthy human relationships at work, and collective spirit and participation in work, were significantly and directly related to social competence (P<0. 01). Moreover, results of the regression analysis indicated that professional ethics was able to determine 39. 3% of variances in social competence and among all the components of professional ethics, perseverance and seriousness in work and collective spirit and participation in work had the highest predictive powers (P<0. 05)...

The purpose of this study was to design a structural model of the effect of electronic banking on increasing the competitive ability of banks(five selected banks). The method of research is descriptive survey. A questionnaire was used to collect data. The statistical population consisted of directors, deputies and experts of offices and banks of Tehran (five selected banks). 269 of them participated in the research. A structural equation model(SEM) by Lisrel software was used to analyze the data. The results showed that culture, perceived security, ease of use, trust, website quality, privacy and innovation have a positive and significant effect on the competitive ability of banks. However, the effect of speed on competitive ability of banks was not significant. Overall, the results of the role of electronic banking on the competitive ability of banks were confirmed. Therefore, it can be concluded that e-banking leads to increase banks' competitive ability.

Purpose of this study was to investigate the effect of transformation-creating leadership style on the occupational attitude regarding to the role of psychological empowerment mediation. The present research is applied one in terms of goal, and correlational descriptive one in terms of the method. In this study, first theoretical model and hypotheses between variables were developed. Then by the help of structural equations model, the research hypothesis studied...

Employment is one of the important and considered variables by policy makers at national, regional and urban levels. Therefore, the purpose of this study is to investigate employment changes in Zahedan during the census period of 2006-2011 and the effect of changes in competitive advantage and structural changes on employment in different activities of the city during this period. The research method is descriptive-analytic method and regional programming models such as Location Quotient (LQ) and shaft-share model are used for analysis. The results of the Location Quotient model have shown that sectors such as "Public Affairs and Defense", " Transportation and Communication " and "Education" have been part of the advantaged sectors of the city economy. The results of the shift-share model have shown that the effect of competitive changes has been positive in the three sectors of "education", "health" and "business and real estate services" and has led to an increase in employment of these sectors.

The present research was conducted with the aim of analyzing the authentic leadership Identity Indicators in order to human resources improvement using Interpretative Ranking Process (IRP) approach. This research is an inductive deduction study that two qualitative and quantitative research approaches are used according to the type of data and conditions. The statistical population is 25 professors in the human resources field at the Faculty of Management, Tehran's state universities, who selected using purposive sampling. To confirm the validity, the questionnaire was distributed among experts and they were approved. Reliability of the questionnaires was confirmed by using Cronbach's alpha coefficient, which was equal to 0. 79. According to results authentic leadership identity Indicators are: self-awareness, self-efficacy, self-affirmation, self-affiliation, leadership self-efficacy, leadership fame, leadership modeling, self-esteem and self-actualization...

The aim of this study is to find out the relationship between work engagement and knowledge worker productivity with respect to the moderation role of organizational structure. The study is practical and descriptive and correlational based on the methods. Study population was employees of Sport and Youth Administration of Khorasan Razavi. Through Morgan and simple random sampling method, the sample size was estimated 90 persons of the study population. Three questionnaires including Utrecht work engagement (2009), Robbins organizational structure (1990) and created knowledge worker productivity for data collection were used. The validity of the questionnaires approved by Context, Construct and Convergent validity and Cronbach’ s alpha higher than 0/70 approved the reliability. Data were analyzed by Structural equation modeling in PLS software. The results showed a significant positive relationship between work engagement and knowledge worker productivity by itself and with the mediation role of organizational structure. Also, the mediation roles of complexity, formalization and centralization are approved. In fact, organizational structure design that increases complexity, and decreases formalization and centralization can increase work engagement that will result in the improvement of knowledge worker productivity.

Nowadays, most of the organizations have realized the importance of a customer-oriented approach for maintaining their position on the market; therefore, one of the main concerns of managers is the development of customer-oriented behaviors. On the other hand, the main factor in shaping behavior in any organization is organizational culture. Recognizing culture is important because it includes a set of factors that, if not understood, can eliminate any attempt to direct the behaviors toward desired goals. Thus, the development of customer-oriented culture is the first step in developing customer-oriented behaviors and institutionalizing these behaviors in an organization. The present study seeks to identify the mechanisms for developing a customer-oriented culture. Materials and Methods: The approach of this research is the mixed approach. By the means of questionnaire in the quantitative section, various dimensions of the customer-oriented culture were identified. Also, in the qualitative section, semi-structured interviews were conducted with 176 employees by means of interviewing tools in order to understand the effective mechanisms for developing customer-oriented culture. Conclusion: Finally, four types of mechanisms were identified: human resources, education, communication and promotion.