Management and Development Process
Year:2019 | Volume:32 | Issue:3 (109)|Papers Count:6

This research is conducted to examine the impact of career adaptability on career plateau with regard to the mediating role of person-job and person-organization fits. In terms of purpose, the study was applied and it was conducted by using descriptive-survey method. The employees of the National Iranian South Oil Company comprised the statistical population of the study. Using Morgan sample size table, 356 people were selected through the combined method of stratified random sampling and non-random convenience sampling. The results of data analysis, based on structural equation modeling, shows that career adaptability, person-job fit and person-organization fit each has a positive and significant effect on career plateau. Also, career adaptability through the mediating role of person-job fit and person-organization fit has a significant and negative effect on career plateau.

With the advancement of information and communication technologies in the present world, organizations in both public and non-public sectors have embarked on developing e-participation in the relationships between service organizations and main stakeholders. The purpose of this study is to determine the impact of citizens' trust in e-participation with regard to the moderating roles of perceived risk and belief in power distance, and mediating roles of citizens’ attitudes and ambiguity acceptance. It was an applied research and survey method was used to collect data. The recipients of Tehran Municipality services comprised the statistical population. In path analysis the sample size is determined on the basis of the number of structural indicators and the level of significance. Accordingly, the sample size of 364 was applied using Cohen’ s table. The results indicate that e-participation is at a moderate level. Research findings suggest that citizens' confidence in e-participation is positive and ambiguity in the relationship between these two variables appears as a mediator with a positive impact on e-participation. Meanwhile, the findings indicate that e-participation is not affected by citizens’ attitudes and that belief in power distance moderates the relationship between citizens’ trust and e-participation. However, the perceived risk variable does not play a role as a moderator in the relationship between citizen's attitudes and e-participation.

Dignity is one of the new and influential concepts that have recently emerged in the field of human resources and will especially play a role in the future of human resources. Human resources research literature has rarely addressed the issue of human dignity and employee recognition. This research intends to investigate the factors that can bring about changes regarding the dignity of human resources in future organizations. The research method was exploratory-explanatory. Targeted and snowball techniques were used as sampling method, based on which 14 individuals were selected from the expert population of the organization. To analyze the raw data, open, selective, and theoretical types of coding were applied. Open coding revealed 148 items. At the theoretical coding stage the following factors were` extracted: internet and social networks deployment, use of smart chips in human resource management, cyber security, creation of virtual organizations and teamwork, transformation of values and differences in the definition of respect among different generations, management ethics, privacy, individual differences, organizational and social contexts. After putting all these together at the selective coding stage, three force drivers were introduced: information technology, ethics, and the platforms necessary to maintain dignity. These force drivers can lead to different scenarios for the future of human resources dignity. By implementing these scenarios, managers, employees and the organization can reach their future goals in the light of human dignity.

Public-private partnerships (PPPs) are an increasingly popular choicefor health sector policymakers in implementing public projects. Many factors play a role in the process of implementing PPP. This research is conducted to investigate the critical success factors of PPPs in Iran pharmaceutical industry. Using the targeted method, fourteen PPPs experts and practitioners were selected to go through semi-structured interviews. A thematic analysis was performed and the following nine themes were identified: (1) legal framework and transparent regulations; (2) stable macroeconomic conditions; (3) appropriate risk allocation and sharing; (4) government guarantee and support; (5) choosing the right partner; (6) strong commitment and trust; (7) government and public mindset towards private sector; (8) clear goals and objectives; and (9) consistent monitoring.

Today, merger and acquisition (M&A) are important strategic tools to address various motives in the financial services industry; However, these strategies have failed in numerous cases. This article intends to develop a comprehensive framework that could specify processes and success factors in each particular stage of the M&A so that executives could use it as an applied tool. For this purpose, a systematic review of M&A literature was carried out for the period between 1990 and 2019. As a result, 2912 related documents were studied and finally 101 documents were selected and analyzed by applying the latest version of the Atlasti 8 software. Based on this analysis, 403 codes, 32 concepts and 8 categories were identified. These categories comprised the main M&A framework including the following stages: 1) establishing M&A intelligence, 2) planning and formulating the M&A strategies, 3) strategy assessment and target selection, 4) negotiation, 5) in-depth risk analysis, 6) introducing the final framework, 7) administering and integrating, 8) strategic control. Finally, a comprehensive model for the management of the M&A process has been introduced that can help not only the financial services industry, but also other industries if they follow the required strategic adjustments.

The emergence of various needs theories demonstrates man’ s constant interest in understanding his own human nature more and better. These theories have some overlaps, while each one contains diverse sub-categories. However, with a closer look, we find out that all these theories primarily intend to satisfy one certain need which is the "need for stability". Stability may be defined as the absence of constant and repetitive occurrence of events, behaviors or stimuli that can otherwise disrupt the function and equilibrium of individual and social systems. Therefore, when stability is present, equilibrium prevails over the system. Since stability bears stages, any human or organizational system may have higher aspirations to satisfy their needs by moving to higher stages. As a result, they temporarily disrupt their stability in order to achieve stability advantage. This is comparable to an investor who temporarily puts his economic stability at risk in a project only to achieve higher growth. This theoretical paper has tries to round up needs and stability theories so it might make a new contribution to the administrative and behavioral sciences.