JOURNAL OF PUBLIC ORGANZATIONS MANAGEMENT
Year:2019 | Volume:7 | Issue:3 (27)|Papers Count:11

Social health has been influenced by several factors as a factor in evaluating and recognizing an individual's social function and has been studied in different researches from different angles. In this regard, the present study was conducted with the purpose of structural analysis of factors related to social health of faculty members of Islamic Azad University of East Azarbaijan. In this research, 320 faculty members of Islamic Azad University of East Azarbaijan Province were randomly selected. A standard questionnaire was used to collect data that validity and reliability of each of them was confirmed. The collected data were analyzed by a Structural Equation Modeling method using PLS software and a suitable model was presented. Based on the findings, the factors affecting social health are: Occupational factors (occupational characteristics), individual (personality type and self-efficacy) and organizational (organizatio-nal support, organizational trust, and organizational health). In addition to the three mentioned factors. The components of each of these factors have a positive correlation with social health and its dimensions. The dimensions of social health include social cohesion, social acceptance, social participation, social adaptation and social flourishing.

Governance can be considered a way of exercising power in the management of the social and economic resources of a country. A review of past research in the field of governance has determined that, each research, in terms of the type of approach, emphasis and goals pursued, has been characterized by a number of specific characteristics and has not been able to cover a set of governance features. In the research, efforts have been made to address this gap and identify the effectiveness and efficiency indicators of the higher education governance system with regard to political, economic and administrative contexts and provide a model for the governance of higher education in the country. This research can be considered as qualitative research. The statistical population of the study consisted of two groups of academic directors and professors interviewed by semi-structured interviews. In this research, the aim of the study was to provide a model of governance in higher education, so some quality analysis methods, such as theme analysis, have been used to analyze the interviews. The findings of the research indicated that the final model of higher education governance was composed of nine factors: Political social Transparency, economic Transparency, administrative Transparency, social political Responsiveness, economic Responsiveness, administrative Responsiveness, Political social Partnership, economic Partnership and administrative Partnership.

Sensemaking perspective is one of the strongest conceptual frameworks for explaining human and social phenomena in organizations. The aim of this study is to apply sensemaking perspective to understand the performance appraisal system in organization. Employees’ perceptions and interpretations and their actions play a pivotal role in performance appraisal effectiveness. Human beings are meaning making creatures and for understanding their actions, one has to enter into their worlds of meaning. The research method of this study is Charmaz’ s constructivist Grounded Theory. The sampling method is theoretical sampling and the data gathering method is interviewing. Seventeen emlpyees from two companies with performance appraisal system were interviewed. In line with Charmaz’ s constructivist approach to grounded theory, initial and focused coding formed the basis of our data analysis. Findings show that employees’ create four meanings out of performance appraisal: performance appraisal as the managers’ tool of oppression, performance appraisal as all encompassing behavioural record, performance appraisal as a torn paper, and performance appraisal as an unknown phenomenon. In the contexts of performance appraisal employees adopt four action strategies: exhibitive performance, authentic performance, indifference and senseseeking. This research can help organizations manage employees’ meaning and consequently improve the effectiveness of performance appraisal. Additionally, findings of this research enhances the extant understanding of the HRMperformance relationship.

The purpose of this study was to identify the obstacles of ethics in organizations. This research is a descriptive-survey method in terms of the purpose of application and from the point of view of collecting data. The research method was qualitative and quantitative. The statistical sample of this research is in the qualitative section of 20 experts and managers of human resources of governmental organizations in Tehran. In the small part, 300 employees of governmental departments (three post offices, social security and justice) in Tehran have been using the Simple random sampling method was used. For data collection, interviews and questionnaires were used. In order to measure and fit the models, confirmatory factor analysis and LISREL software were used. The results of the qualitative section indicate that the barriers to ethics in organizations can be found in the three main domains The environment (economic instability, legal instability and cultural problems), organizational (job dissatisfaction, lack of managerial support, lack of adequate training, lack of comprehensive and ethical systems and moral conflicts) and individual (values and beliefs, personal criteria and lack of motivation). The results of the quantitative section also show that in the environmental domain, economic factors have the greatest impact on the avoidance of moralistism in the organization (R = 0. 48). Also, in the organizational sector, the job application is most effective (R = 0. 50). In the individual section, beliefs and values have the greatest impact on non-morality in the organization (R = 0. 41). The conceptual model derived from the research process can be used as a criterion for managers of organizations to eliminate existing barriers to ethics in organizations.

The present study aims to design an organizational ideology model with a fuzzy TISM approach. In order to achieve this goal, in the first stage, while reviewing the subject literature, using the views of 16 experts with targeted non-random sampling, with the help of Fuzzy Delphi technique, in two steps, through online surveys, 14 criteria effective for organizational ideology, was identified. In the next step, using Fuzzy TISM approach, in new dimensions of classification, levels and relationship of criteria were determined. Finally, it was concluded that the structure and configuration criteria have the highest dependency power and all the criteria affect it. The criterion of values and norms is at the ninth and lowest level. The identification criterion is at the eighth level and does not affect any criteria. In any case, these elements are key players that are essential in the organizational ideology of mission-oriented organizations and should be taken into consideration. The subject of organizational ideology; also, the fuzzy TISM method is new in domestic.

The aim of this study is to evaluate and rank factors of intellectual capital that aims to improve the performance of corporation. After designing and distributing questionnaires among coil industry experts, priority and importance of each of these factors with using Fuzzy TOPSIS, FAHP, vikor, ELECTRE were evaluated. According to the results of the above methods in cases not compatible with each other, to achieve the overall ranking of integration methods have been used. The results obtained, according to the company's performance improvement indicate that the net profit is the most important; competitive advantages, customer retention, market value of the company; innovation capacity and volume of transaction are at ranking highest respectively. Based on integration method is most important factors of intellectual capital in order of importance include: Human capital, Structural Capital, Relational Capital, Innovation Capital, Customer Capital factors and also, the most important factors of Human capital, Structural Capital, Relational Capital, Innovation Capital, Customer Capital regarding to company performance improvement in order of importance Include: Leadership ability, Employees’ competence, Employees’ experience, Employees’ creativity, Individual-level knowledge, Customer satisfaction, Motivation of the personnel, Customer loyalty, Employees’ attitude, Organizational structure, Staff’ s experience, Organizational learning, Marketing capability, Databases, Management system, Use of knowledge, Strategically values, Operation process, Information system, Corporate culture, Brand value, Mission-vision, Relationship with suppliers and competitors, Size of organization, Innovation culture, Relationship with other organization, Market intensity, Company lifecycle, Customer appropriateness, Innovation mechanism and Innovation achievements.

The fundamental condition of any construct architecture is attention to its cornerstone. Because not paying attention to cornerstone causes a faulty structure. In coaching process, antecedents can be regarded as cornerstone, influential factors that must be taken into consideration before doing coaching action. The purpose of this study has been identification of antecedents in coaching process. Research orientation was descriptive-exploratory and its approach is inductive. ethnography research strategy for collecting data and thematic analysis and MAXQDA software and for data analysis were applied. Study population was knowledge-based firms and the field of study for the implementation of ethnography strategy was Asan Pardakht company, as a leading company in payment industry. After data analysis, 198 codes, 12 sub-themes and 3 main themes (Problem finding and context preparing, Planning and Provisioning, informing and empowering) were identified as antecedents of coaching process. Finally, according to the results, some researches with different topics were proposed for future studies.

Due to the importance of human resources, today's organizations are competing to attract and retain human resources over the provision of welfare programs and the attention of staff. They invest and strive to implement and improve employee supportive programs & as much as possible Provide appropriate facilities and amenities to staff. For this reason, organizations need to take on a new face of behavior and move towards support. This study is aimed to Designing & verification a model of Supportive Organization in Red Crescentsociety. The current study is a descriptive study in which 945 personnel are selected as the sample. Data was gathered by use of structural equations model and then it was analyzed using Lizrel software. Due to the results, the supportive organization is related to some variables including organizational justice, superior support, suitable pay, promotion, job security, autonomy, training, Islamic belief, organizational empathy and participative management.

Human resource management today is more than ever encountered with the diversity of human resources in the organization. One of the factors of this diversity, in addition to other differences, is the difference between generations. The difference between generations has always been a problem. The purpose of the present research is to identify the generational differences between employees of public organizations. This research in terms of approach and strategy is in the category of qualitative research. Also, the present study is descriptive-exploratory type. The statistical population of the present study was executives and assistants of public agencies and organizations of Qazvin province. In order to identify the differences a semi-structured deep interview was conducted with 19 managers and deputies of executive and governmental agencies. After collecting data, theme analysis was used to analyze the interviews. The results showed that the staff of the studied organizations can be classified into three young, middle-aged and experienced generations. The extracted human resource differences related to the field of human resources were categorized into five dimensions: occupational, personality, educational, technical and motivational.

The purpose of this study was to investigate the promotion determinants of organizational virtuousness in Tabriz state hospitals. The statistical population of this research consists of the staff of Tabriz state hospitals and the size of statistical sample is 362 individuals based on Cochran formula. The stratified random sampling method was used to collect the samples and the data collection tool was a questionnaire which was provided to statistical sample. The multiple regression analysis was used to analyze the statistical data. The results from the mean equation test showed that the average obtained for organizational virtuousness is higher than the average level and it is in a desired level. According the results from the estimation of linear regression model, about 65% change is explained in the organizational virtuousness with independent variables in the model. Moreover, the variables of organizational structure, human resources, private environment and public environment affect organizational virtue with explanatory coefficient of 0. 278, 0. 136, 0. 487 and 0. 154, respectively. Unlike the ideas of many experts in environmental issues and their negative impact on the virtue-based ethics of the public sector, the researchers of this study believe that the most important reason behind the loss of morality and negligence of virtuosity in organizations should be sought within the organizations and their daily activities.