PUBLIC MANAGEMENT RESEARCHES
Year:2019 | Volume:12 | Issue:45|Papers Count:13

The purpose of this research is to identify the components of total reward in the Police Force of IRI (NAJA). This research is qualitative in terms of the nature of data; and In terms of the purpose; it is practical, and in terms of data collection method, it is descriptive-exploratory. The statistical population includes all senior and middle managers of the police force in Qazvin province (60 persons), who used their views to identify the components of the total reward. The statistical sample consisted of 12 managers of police forces of Qazvin province who were selected by snowball method. In this research, the data collection was done by studing theoretical foundations and research background and profound semi-structured and in-depth interviewing with the managers of police forces. The data analysis method is theme analysis using MAXQDA software. The findings of this study have been developed in the form of total reward model in police force which has 64 contents, 5 subthemes (payments, financial benefits, job bonuses, external motivation and internal motivation), and 2 main themes (Total remuneration and non-financial compensation). The overall results of the research indicate the importance of both concepts of financial and non-financial rewards in the compensation system of employees in the police force, which are emphasized in human-economic models of compensation including total reward model. Therefore, given the economic conditions and the lack of funds and credits in the award of financial rewards, it is necessary for police enforcement to pay more attention to non-financial rewards in order to motivate staff in the organization.

By rapid changing of today' societies, the necessity of modern and managerial approaches feels more than every time, this approaches will increase the competitive advantage of organization and help them to effectively adapt themselves to complex changes of business context. Meanwhile, implementation of coaching programs in order to actuate potential talents of human resources plays a vital role in the organization's success and elevation (Rosha, 2014: 852). it should be noted that coaching is useful only for cultures in which development and learning is supported. Therefore, developing coaching culture is a valuable effort, especially in a world that permanent learning and changes are fundamental (Zachary, 2005: 14). This research investigated the relationship between trust-based relationships components and coaching optimal culture components in sistan & balouchestan province electric power company.

Entrepreneurship ecosystems are a combination of social, political, economic and cultural elements in a region that support the development and growth of startups, encouraging budding entrepreneurs and other actors to accept the risks of starting and financing a business. It is believed that the entrepreneurial economy, achieved through entrepreneurial ecosystem must replace the entrepreneurial policy, Therefore the regional policies for entrepreneurship are currently transitioning from an increase in the amount of entrepreneurship to an increase in the quality of entrepreneurship. The present study aims to identify the entrepreneurial ecosystem of IT startups in South Khorasan. the research has been done in qualitative method using the theme analysis technique. The data were collected through open and semi-structured interviews conducted with a group of IT workers. Primary and secondary themes were identified through examining data. The result of this study revealed the entrepreneurial ecosystem pattern of the IT startups in South Khorasan. Entrepreneurial culture and risk takin, government, market, new knowledge, the specialist human force, infrastructure, financial services, networking and industry are components of the entrepreneurial ecosystem model of south Khorasan.

Many countries and international organizations like the World Bank and the International Monetary Fund, while providing prescriptions, impose structural changes. But what is Iranian model for the fight against corruption? The answer to this question is not so clear. In this regard around 45 theses and Persian books and over 30 foreign articles were examined. In order to localize models, legislation related to the issue of corruption and Islamic views in the fight against corruption and bribery Along with the remarks of the Supreme Leader in this field were examined. Reviewing the native version of the Anti-Corruption, 365 index were detected, including 24 major content and content organizers was then 8 content, and finally summarized in three Comprehensive content.

The present survey aims to identify, rank and present managers’ core competencies model. This survey is applied in terms of its objective, and a combined one in terms of data collection method. In this survey, the intended model is developed through qualitative meta-synthesis method. Adopting meta-synthesis method, 92 papers on the competency of managers were reviewed. Then, content analysis contributed to determination of the relevant aspects and codes, and this step was followed by determination of significance levels and weight of each method by adopting Shannon's entropy approach. In order to validate the model, the questionnaire no. 1 was designed and distributed among the participants of the statistical population. The collected data were analyzed through confirmatory factor analysis and Smart PLS Software. The findings suggest that the competencies identified by the model could be categorized into individual (i. e. perceptive and behavioral), social (social awareness and social skills) and professional aspects (managerial, planning and knowledge). In the third step of this study, the second questionnaire was developed and distributed among the experts. The objective was to prioritize the aspects and items of competency through analytic network process. The resulting data of the recollected questionnaires was analyzed in Super Decisions Software, and the intended aspects and items were prioritized. The results suggested that effective communication, decision making and planning are ranked the first to the third among other measures of the research model, respectively.

The purpose of this study was to identify the dimensions and components of organizational resilience in Iranian banks using interpretive approach and qualitative method. The study population included senior managers and experts in the banking industry and tools used for data collection, interviewing and questionnaires. For this purpose, after reviewing the literature and research background, in-depth and semi-structured interviews were conducted with 12 banking industry experts and initial model was identified. The technique used for analyzing the interviews was theme analysis which involved three stages of coding including open, axial and selective. Confirmatory factor analysis technique and Smart PLS software were used to confirm the designed structure. Finally, the two main aspects of micro banking management include the components of liquidity management, capital management, risk management, sound management of arrears, rumor management, information and communication systems, crisis management, financial management, management features, observation and Problem prediction, corruption control, the need for change and dynamics, and macro-banking dimension including bank business structure, corporate governance and policy structure, and banking laws and 94 subscales were identified and confirmed. Considering these factors can lead to the improvement of resiliency in the banking industry.

Over the past decade, e-government domain has attracted a lot of attention throughout the world. to get Desirable level of satisfaction, Governments seek to provide high quality services to citizens. However, to provide high quality services, it is essential to study the evaluation method of e-government services quality. In this study, firstly, by systematic review of previous studies, models and frameworks for assessing the quality of traditional, electronic and e-government services have been identified and a list of dimensions has been developed to assess the quality of provided services. Therefore, in this research, 14 service quality evaluation framework/models (traditional, e-government, and e-government) have been systematically reviewed and extracted according to research questions analyzed and a framework for assessing the quality of e-government services has been provided. The goal is to cover the weaknesses of different models with the strengths of other framework/models and to improve the defects in the new framework. Then, considering the situation in Iran, the dimensions and components of the proposed framework were presented by a questionnaire consisting of a semi-structured questionnaire (a combination of open and closed questions) with a survey of e-government experts, an analysis and model for Iran.

Imposing Good Governance as a New Paradigm in Public Sector demonstrates the need for an evaluation and monitoring system in the form of performance management in government agencies to be a reflection of good governance. It proposes to identify and rank the components and indicators of performance management based on the concept of good governance. The approach used in this research is a hybrid and exploratory method. The structural equation method has been used Hey and the auditors are the country's accounting court. The findings of exploratory factor analysis resulted in the identification of six components and 41 indicators, namely leadership, and managerial stability, accountability and accountability, effectiveness, discipline the rules, rule of law and corruption.

Iran's ceramic tile industry is one of the largest exporter industries in the country and has a high capacity for furthermore export development. Due to the approaching of emerging countries in the ceramic tile industry, the export competition has become more challenging for Iranian manufacturers. The purpose of this study is to identify and explain the pattern of factors that affect on sustainable export of ceramic tile companies. The aim of this research is to identify and introduce a model to effective factors on stable export for the Ceramic and tile producer. Qualitative-Quantitative research method is used to collect data. In the first Stage, three main dimensions include in depth interviews with dozens Ceramic and tile experts. Export capabilities, organizational capabilities, international factors, and 14 subsidiary factors were identified. In the second stage, 55 item questionnaires are used in the sample of 134 people with the simple random non-probability sampling method. The population of the research included of sales force, R&D, exports and marketing personal of ten companies that are the member of security and exchange organization. To analyze the data the software’ s SPSS22 and AMOS are utilized. The results show that three export capabilities, international factors and organizational capabilities have, respectively, the highest to lowest impact in the stable export. Among the size of export capabilities dimension and Organizational capabilities and international factors, diversity, quality and sanction have, respectively, the most effect on the stable exports.

Entrepreneurship plays an important role in a sustainable future. This concept can be seen in the various strands of the general policies of resistive economy both explicitly and implicitly. The purpose of this article was to Rating the Entrepreneurial Components of Resilient Economy by AHP to designing appropriate entrepreneurial model for resistive economy. For this mixed method; qualitative method (PEDAM and Delphi) quantitative method (AHP) was used in this study. The research tools are two researcher-made questionnaires that have been approved by the experts. The first questionnaire was compiled based on the components of the research literature and qualitative research methods in the Likert spectrum. The second questionnaire was based on the results of the first questionnaire in the fuzzy spectrum. The statistical population of the study was all experts in the science and technology parks of universities. Among them, 30 of the science and technology parks of Shahid Bahonar University of Kerman, University of Science and Technology and University of Tehran were selected through targeted sampling. AHP results showed that the main components such as entrepreneurship infrastructure with a score of 0. 444 was the most important, the pathology of entrepreneurship processes with a score of 0. 180 was second, and the discovery of entrepreneurial opportunities with a score of 0. 140 was third with an Inconsistency of 0. 07. Also, each of the main components has a number of sub-components that were ranked in order respectively.

The purpose of this research is to present the strategies and outcomes of using coaching culture in the country's science and technology parks. This research is a kind of qualitative methodology that has been done using the "Grounded Theory Method" (GTM) and the systematic paradigmatic model of Strauss and Corbin. In this regard, deep interviews were conducted using theoretical sampling and snowball technique with the managers of some science and technology parks, experts and experts who dominated the coaching area. The number of samples continued until responses reached saturation (with 23 interviews). The data analysis was performed over stages of open coding and axial coding. Strategies for applying coaching culture were identified in seven dimensions including "Organizational development, competency-based placement, coaching and performance management, education-based learning, maintenance based on coaching, leadership and organizational communication development", The resulting outcomes include three axes: "organizational, individual, and trans-organization". Positive results from the institutionalization of coaching culture will result in intrinsic changes and increased efficiency at all levels of the organization.

The most important and most important asset of any organization is its human resources. Quality and capability of human resources is the most important factor in the survival of the organization. A powerful workforce creates a powerful organization. Empowering people means encouraging people to participate more in the decisions that affect their work, that is, to provide people with the space to create good ideas and turn them into action. Empowerment has generally existed since the beginning of human creation; human past life and its evolutionary process throughout history (Mishra, 2019). Accordingly, management scientists believe that employee knowledge and skills are the most important source of competitive advantage of any Organization (Garavan & McGuire, 2007). Therefore, motivated, competent and capable employees are a key factor in the success of the organization and enhancing the feeling of empowerment among the employees is an important task of managers who strive for today's highly competitive and dynamic environment. Together with mutual benefits (Loy et al, 2019). Competence enables one to perform the task skillfully in complex and uncertain situations (Ekrami & Rajabzade, 2012). Taking care of employees' competencies, empowering them, and transforming them into organizational competencies can create a lasting competitive competitive advantage (Kim et al, 2019). Given the policy of increasing the authority and strengthening municipalities in the administration of regional affairs and the goals of district and neighborhood management in urban management, the key role and role of municipalities in the regions can be identified as well as the need for comprehensive and strategic planning for deployment and development of services. Interact in electronic municipalities, realized. During the years of the Fifth and Fourth Development Plans in the provincial municipality, significant changes have been made to the mission, structure, management, policies and procedures, especially in the area of core competence, and in recent years there has been considerable investment. Human resources training has been undertaken in the organization, but despite the measures taken, the issue of empowerment and competence in a systematic, comprehensive and coherent manner has received less attention. Given the importance of empowerment and competencies of employees and managers in improving the quality of products and services, organizations are looking to empower their employees to deliver better quality services and increase their level of competence. The main objective of this research is to identify the empowerment components, staff competencies and their mutual relationship with each other in order to design and explain the conceptual model of research among Zahedan municipal staff. Accordingly, the main question of the research is: what factors affect the core competencies of Zahedan municipal staff in view of the mission, goals and current and future plans of the organization?

This study investigates the effect of Poor fit Person with organization on Intentions to quit with regard to the mediator role of job burnout and moderating role of spirituality in the first 6 months of 2017. In terms of purpose, this research is applied and it is descriptive-survey in terms of collecting data method and also it is a kind of Correlation researches. The statistical population of the present study is 1450 people, including headmaster staff of Ministry of Education in Tehran province. For calculating the sample size, Krejcie and Morgan table were used and since in each study some questionnaires may not be returned, 335 individuals were selected using simple random sampling and a Likert questionnaire with 5 options was distributed among them and finally, 310 usable questionnaires were collected. Statistical analysis is performed using SPSS and Smart PLS software. The results of this study show that positive and significant effect the poor fit person with organization on the Intentions to quit and job burnout, and job burnout on the Intentions to quit, but spirituality doesn't moderate the effect of poor fit person with organization on job burnout and job burnout on the Intentions to quit.