JOURNAL OF PUBLIC ADMINISTRATION
Year:2023 | Volume:15 | Issue:1|Papers Count:8

Objective: The purpose of this study is to design a model of corporate governance in state-owned enterprises (SOE) by meeting the requirements and following guidelines of the general policies on the economy of resistance (GPER). SOEs operate in critical, strategic, and infrastructure industries such as energy and transportation. Enterprise administration in SOEs should rely on a specified governance system, however, there is no specific model or system for governing them in Iran. Methods The present study applied a mixed methodology. To identify GPER requirements for the governance of SOEs, in the initial phase of the study, the related theoretical literature and 19 in-depth and semi-structured interviews with experts were analyzed using the thematic analysis method. In its second phase, i. e. the quantitative part, to assess the validity of the designed model, the obtained findings were formed into a questionnaire and then analyzed by the fuzzy Delphi method. Results The data analysis carried out in the qualitative phase of the current study suggested that the corporate governance model based on the GPER should be designed based on four characteristics of "adaptability", "participation-oriented justice", "fight against corruption" and "Jihadi management". Next, the theoretical literature and interviews were analyzed to identify the requirements for the realization of these features. Subsequently, 103 concepts and 22 sub-themes were identified. In addition, the achieved sub-themes were validated as requirements for designing a good governance model, verifying that all these requirements, except for one case, were approved by the experts. Conclusion According to its obtained findings, this study suggests policymakers consider "complexity and diversification", "stakeholder approach", "information transparency" and "stewardship" in designing the desired model of a GPER-based corporate governance system.

Objective: This paper examines the application of nudges as a behavioral tool and also welcomes behavioral nudges in overcoming policymaking biases. According to behavioral research, policymakers are subject to different biases that may lead to errors and misunderstandings in the process of decision-making. Recognizing that policymakers are not immune from these biases, the paper explores the use of nudges as alternative regulatory tools for governments in influencing policymakers’ behavior. The question now is how and under which circumstances nudges operate and interact with those biases. To support the argument, the paper also investigates some examples of cognitive biases and behavioral nudges in Iranian organizations. Methods In the first stage of the study, by using a mixed method, mental patterns were extracted. Then, researchers conducted in-depth interviews including behavioral biases and nudges. In the second stage, by using the Q methodology and factor analysis, the results were extracted. In the following, the data were arranged in the form of T tables. The average of the total variance of biases and nudges was extracted. Due to the special nature of the subject, we made a combination of theoretical studies and field research findings. The researchers were influenced by the results of the interviews to present experts' conceptual framework. Based on the literature review and the interviews conducted, conceptual codes were extracted and categorized into 31 themes. Results The results showed that policymakers are subject to cognitive errors and cognitive biases. In the conducted studies, 14 biases were categorized and divided into three determining patterns. It was specified in the form of informative and inspiring nudges. Also, we did the investigation for 16 elements referring to behavioral nudges of policymakers. By examining different cognitive biases, behavioral nudges can help design a better choice architecture for policymakers. Conclusion By examining different cognitive biases, the paper discussed policymakers’ mistakes when they are dealing with decisions about public problems. In this regard, nudging tools can help design a choice architecture to frame decisions in ways that could lead to more public welfare. The results showed for inspirational nudging, fundamental shake-ups, constitutional amendment, administrative reforms, and the creation of a space for discourse and the creation of new presuppositions are more critical. For the awareness nudging model, 14 nudges were categorized. In this regard simulation and future study of a policy, mental stereotypes analysis, realism, and change of mental patterns are highlighted. Considering the findings, nudges can play a regulatory role in focusing on the effects and aspects of public events. The article concludes with some ideas for improving nudges and suggestions for future research.

Objective: Organizational silence is a prevalent occurrence within companies, which can lead to serious adverse outcomes. Consequently, managers and researchers studying organizational behavior recognize it as a noteworthy challenge faced by organizations. The primary goal of this study was to predict and clarify the phenomenon of organizational silence by implementing positive leadership strategies and investigating the potential mediating effect of psychological empowerment. Methods For practical and managerial purposes, this study employed a combination of developmental instruments and phenomenology based on lived experiences in order to identify the sub-constructs of organizational silence. Additionally, a descriptive correlational design was utilized to investigate the relationship between variables. The statistical population consisted of all staff and faculty members at Farhangian University in the 9th district of Eastern Iran. Qualitative data were collected through semi-structured interviews with 26 participants selected up to theoretical saturation. Data were then categorized through theme analysis in four dimensions (context, causal, process, and intervention) and 10 components, including socio-communication, economic, organizational, political, cultural, informational, regulatory, managerial, human, and human resources. A 65-question questionnaire was developed based on these themes. In the quantitative part of the study, 180 people were selected using stratified random sampling according to Cochran's formula. The Kaiser, Meyer, and Olkin (KMO) index was used to investigate the adequacy of the sample, and the index for all data was over 0. 6, indicating the adequacy of the sample data for factor analysis. The study utilized Cameron's Positive Leadership Questionnaire (2008), Spritzer and Mishra's Psychological Empowerment Questionnaire (1997), and a researcher-made Organizational Silence Questionnaire. The reliability of the instruments in terms of Cronbach's alpha was 0. 94, 0. 77, and 0. 93, respectively. The convergent validity of the questionnaires was 0. 86, 0. 50, and 0. 62, respectively. The data were analyzed using SPSS 24 and Smart PLS software. Results The study investigated the model from two criteria, R2 and Q2 values, and the overall model of structural equations was evaluated using the "goodness of fit" criterion. The goodness of fit value was 0. 324, and considering the three values of 0. 01, 0. 25, and 0. 36, the appropriate fit of the overall research model was confirmed. The results showed a negative and significant relationship between positive leadership strategies (positive communication, positive human relationships, positive significance, and positive atmosphere) and psychological empowerment (meaningfulness, competence, self-determination, effectiveness, and trust) with organizational silence. Additionally, psychological empowerment plays a mediating role between positive leadership and organizational silence. Conclusion The study concludes that utilizing positive leadership styles and employee empowerment can effectively reduce employees' silence. Therefore, it is recommended that administrators at Farhangian University establish an environment that fosters employee growth and well-being. Managers can facilitate empowerment among their employees by taking into account their psychological needs, fostering trust and involvement, and delegating authority to grant independence and self-determination. Additionally, managers can provide positive and constructive feedback, establish positive relationships, and create a positive atmosphere to create a safe and comfortable environment for employees to comment more easily. At the organizational level, employees should have access to professional development programs. In general, dedicating resources to the enhancement and cultivation of positive leadership and employee empowerment can enhance the growth and efficiency of the organization through increased employee engagement and collaboration.

Objective: A light triad is an alternative structure to the dark triad, which consists of Kantianism, humanism, and faith in humanity. Public organizations play a significant role in Iran because of their strong influence on the lives of the Iranian nation and this structure can positively impact public organizations. As a result, the manifestation of the light triad personality by managers and key people in Iran’s public organizations is important. This study aims to add to the body of knowledge in this field by investigating the cause and effect of manifesting consequences of the Light Triad personality of managers in Iranian public organizations. Methods This study uses a mixed methodology combining qualitative and quantitative research. It employs a deductive-inductive logical approach, as well. Professors and middle and senior managers from Iranian public organizations participated in the qualitative phase of the current study. Twenty individuals were sampled using the snowball technique and the purposive sampling method to achieve the research objective. Participants in the quantitative phase of the research included middle and senior managers from government agencies, and 42 managers from this field participated in this study, using stratified random sampling. Face-to-face interviews with open questions were conducted during the qualitative phase. Following that, the light triad of managers’ personalities in public organizations was coded, and the consequences were identified. The codes obtained from the interviews were provided to the interviewees to verify the accuracy of coding and concept extraction. Results Based on the data gathered from semi-structured interviews, this study identified 14 consequences of light triad manifestations of the personality of public organization managers. The cause and effect of the Light Triad personality of managers were investigated using the DEMATEL method. The DEMATEL method analyzes causal relationships between complex and multiple factors to build a structural model. To solve complex problems, a group of experts outlined the cause-and-effect relationships between various factors. This study used the DEMATEL method to evaluate the quantitative data to obtain comprehensive and accurate information. According to the DEMATEL analysis, the top influencing factors were a positive mental image, leader-follower exchanges, employee retention, and integration. Furthermore, the top factors affected by other outcomes were organization development and excellence, organizational satisfaction and trust, effective communication, and benevolent orientation. Conclusion The Light Triad personality of managers has beneficial effects on employees' organizational life. However, this factor has been overlooked by management and organizational researchers since its introduction. Managers, researchers, and human resource practitioners must be aware of this new personality structure to enrich and operationalize the research literature in organizational settings.

Objective: This study primarily seeks to investigate the relationship between the perceived communication characteristics of the organization's social media page and the job pursuit intentions of job seekers. It also tries to find the mediating role of organizational personality in the association with perceived communication characteristics of the organization's social media page and job seekers' job pursuit intentions. Based on signaling theory, we propose that job seekers rely on perceived communication characteristics of a social media page (social presence and informativeness) as signals of the organization's personality (warmth and competence), which in turn relate to job pursuit intention. Methods To achieve this purpose, we used the correlational research design of the quantitative method. We carried out an online survey and the research model was tested by distributing a questionnaire among 384 final-year undergraduate and postgraduate students or recent graduates from universities. A simple random sampling method was used to select students. After answering the demographic questions, the respondents visited the company's Instagram page through a link and completed the questionnaire after viewing the page. SPSS 24 and LISREL 10. 2 software were used for data analysis. Results The findings showed that there is a relationship between the perceived communication characteristics of the organization's social media page (perceived social presence and perceived informativeness) and job seekers' job pursuit intentions through the mediating role of organizational personality (perceived organizational warmth and perceived organizational competence). Based on the achieved results, any decrease or increase in the perceived social presence and perceived informativeness on the organization's social media page would decrease or increase the perceived organizational warmth and perceived organizational competence of job seekers. Job seekers view an organization's social media page with unrelated or less relevant information as an indicator of disorder, which may be influential in their overall perception of organizational competence. On the other hand, the applicability of the information on the social organization page affects the perception of potential applicants about the quality of the company. Conclusion This research provides interesting implications for organizations trying to recruit talent. The findings suggest that organizations can signal their employer brand personality through their own social media page, which in turn positively relates to job pursuit intentions. Based on these findings, organizations need to find out which social media platforms their target groups use to look for information about potential employers and to create and maintain a page on those platforms. Organizations that want to increase potential applicants' perceptions of the organization as a warm employer, should create a page high in social presence. To strengthen the signals a social media page conveys, organizations should act deliberately on what and how they communicate on their page and how this can be interpreted by potential applicants. To this end, the collaboration between an organization's communication or public relations and the recruitment department seems crucial.

Objective: This study aims to understand employee marginalization by analyzing the narratives and stories of employees who have experienced this phenomenon in an Iranian public organization. Methods The research participants were selected at the first stage based on the purposive sampling method. Prototypes were selected from elite employees and graduates of universities in Iran, who, according to their years of service, did not pass their occupation levels and were in a job position far lower than the position appropriate to their abilities. Next, the employees, who possessed the mentioned characteristics and were introduced to and confirmed by the initial participants, were selected by the snowball method as the next samples. The interviews conducted with the participants of the research continued until reaching saturation, according to which the number of participants reached 60 people. Before the beginning of the interview, to create a sense of trust between the parties and to secure the participants’ freedom to express their opinions and issues, they were assured that their names would remain confidential and their interviewees would be introduced only based on a code. The common semantic elements in the participants’ stories and narratives were analyzed using the thematic analysis technique after extraction and were presented in the form of antecedents, examples, and consequences. The elements, which were mentioned in more than half of the interviews, were the employees’ common semantic elements of marginalization in the organization. The employees’ common elements of marginalization in the organization were expressed in the form of antecedents, which were examined as the crucial reasons for the occurrence of the phenomenon in the organization, and adequate explanations for each of them were provided. This single-section research was conducted in a certain period, and its results can be applied and generalized in the investigated organization and organizations with a similar structure. The present research was conducted under the framework of a critical paradigm since the researchers encountered the disclosure of hidden injustice in the heart of an organization. Additionally, the critical paradigm investigated questions concerning values and assumptions, participation in social actions, exposing injustice, and challenging traditional structures. Results According to the findings, the employees’ pattern of marginalization in the organization was compiled and discussed. This study could identify antecedents (non-nativism, document orientation, anti-elitism, etc. ), examples (leaving virtual service, reducing attitudinal commitment, reducing task performance, etc. ), and consequences (disregarding work and workplace, leaving the organization, etc. ), as well as the marginalization of employees with the dimensions and constituent elements of each of the categories. Conclusion According to the obtained results, the employees’ perceptions of two types of marginalization in the organization were discussed and analyzed as “Imposed Marginalization” and “Preferred Marginalization”.

Objective: Providing correct answers to unproperly defined problems is a strategic error that may make policy-making systems fail. The first crucial step in policy analysis is the effective recognition of problematic situations. Policies on basic food products are of significance to all countries, and livestock food products stand among the most important basic products in Iran. The objective of this study is to examine and analyze the current state of the livestock policy in Iran, specifically from the viewpoint of the issue owner, the Iranian Ministry of Agriculture. Methods The research data, collected through conducting interviews and reviewing documents, were analyzed utilizing the thematic analysis and the ‎Diagnosing Policy Problem Situations ‎Model by Thissen (2013). Results First, the institutional arrangements dominating the problem situation were extracted. Then, referring to the problem owner, i. e., the Ministry of Agriculture of Iran, the problem situation model was explained. In the ‎next step, the comprehensive problem situation system was re-defined using the Ishikawa (cause and effect) diagrams, ‎ the objectives tree, and causal analysis. Alternative policy ‎solutions were extracted by a means-ends diagram‏. ‎ An objectives tree diagram was used to clarify the goals and anticipated outcomes of the policy. Additionally, a causal analysis diagram was utilized to identify the relationships between variables within the policy problem situation model. Ultimately, the comprehensive livestock policy problem situation model of Iran was restructured. Conclusion The regulation of the market is regarded as the primary component of the livestock policy problem situation. Nonetheless, other significant components also contribute to ensuring sustainable food security, with strengthening production in the domestic supply chain being one of them. To achieve food security and further goals such as public health and welfare, independence, national security, and progress, Iran needs to adopt a new perspective on the issue. The livestock policy problem situation model encompasses the sustainable food security system as its primary comprehensive system, which consists of two additional subsystems. These subsystems include enhancing domestic production within the supply chain and implementing effective consumption management strategies. To attain the goals outlined in the livestock policy, including sustainable food security, public health and welfare, national independence and security, and economic growth, it is crucial to adopt a broader perspective and implement alternative policies, all while taking into account external factors. The current study effectively utilized the policy analysis model and demonstrated its efficacy in addressing a significant and real issue in Iran.