JOURNAL OF PUBLIC ADMINISTRATION PERSPECTIVE
Year:2019 | Volume:10 | Issue:3|Papers Count:6

Purpose: The purpose of this study is to present a model for predicting the behavior of employees in the situations they think their authority and job control are threatened on one hand and experience different perceptions of their supervisor's perceptions in a similar situation on the other hand. Design / Methodology / Approach: Applying sequential exploratory method in this study, after gathering qualitative data, we designed and analyzed experiments which led to basic qualitative model. Then, using Experimental methods and mixed models, the quantitative phase of research was carried out in the banking network of the Iran. Research Findings: The mixed model obtained in this study, considering the random effects between subjects, situation effect and condition effect, is able to predict behavioral intentions in the absence or presence of different perceptions of leader perception, in situations where one believes his / her job control and authority might be threatened. Limitations & Consequences: In this study, it was not possible to examine the passive approach of subjects when facing different situations, so it is suggested that in future research the reasons for adopting passive approaches be considered from the perspective of passive psychology. Innovation or Value of the Article: From a fundamental point of view, the results of this research can provide a framework for future studies in predicting behavior in the field of organizational behavior, and from an applied point of view it can predict the behavior of state and semi-private banks employees in Iran.

Purpose: Today, The increasing employee’ s societal expectations and pressures even out of organization (public and media) have added to HRM emphasis intensity towards social responsibility. Hence, the purpose of this paper is to identify social responsibilities of human resource management. Design/ Methodology/ Approach: This paper was done through the Meta synthesis analysis. For this purpose, after searching the databases in a time limitation 1980-2019, 38 researches were selected that directly examined the subject of social responsibility of human resources management and entered the analysis phase. The selected researches were entered to MAXQDA software for coding. Research Findings: After coding process 61 codes were identified. From the referral point of view, among the identified codes are gender nondiscrimination codes for related employment opportunities (18 referrals), Coordination programs and balances of private life with professional life (13 referrals), Pay attention to equal behavior (non-discriminatory) in the recruitment process (10 referrals) were the most important in terms of the number of referrals in research terms respectively. In the next step, codes were divided into 18 themes and themes were categorized into 4 conception. Innovation or Value of the Article: Achieving a comprehensive model with Meta Synthesis approach is one of the innovations of this study, which could be a pattern for other research.

Purpose: Nowadays the concept of Human Resource Branding and Human Resource Brand Management have been used to illustrate the effectiveness of HRM policies and practices in organization foundation, human resources structure, and providing an excellent work environment. The purpose of this study is to design a model for branding of the HR system. Design/Methodology/Approach: This research is carried in a qualitative framework applying the grounded theory research database. In order to collect data, the available literature from discussions on employee, employer brand and human resources branding is evaluated and the 2019th best companies in this area was outlined according to the Sunday Times magazine. Semi-structured interview have been designed using a targeted sampling method with 30 human resource managers, human resource specialists and staff members. Data analysis was performed in three stages: 1. open coding, 2. axial coding and 3. selective coding. Research Findings: The results show that 260 codes or initial concepts, 85 concepts and 23 categories have been extracted from surveys and interviews that are based on a paradigmatic model including the main category (human resource system), causative conditions (internal brand, organization brand, Senior management support, talent identification), the platform of the ruler (the attitude of the staff to the organization and the staff towards the employees, the alignment of the resource system with the organization's strategy, the competitive environment and the dynamic environment), the conditions of the intervention (uncontrollable prone to talented staff,-Not application of existing human resources system, organizational imbalance, inappropriate performance management, personal behaviors in the organization, organization culture), strategies (Human resource management, process strategy), and outcomes (individual, organizational, national, and international).

Purpose: Regarding the importance of electronic governance as one of the key issues in policy making, and the lack of relevant theoretical studies and research in Iran, the purpose of this study is to achieve a framework of policy makers’ attitude towards e-government. Design/Methodology/Approach: This research has been carried out using Grounded Theory method. The statistical society is the experts who have practical knowledge and experience in formulating the export development policy. Experts were selected by snowball sampling method and the data were managed using Atlas software. Research Findings: After analyzing the text of the interviews, the central topic of "The implementation of e-governance in policy formulation" was considered, which includes the main dimensions of targeting (stakeholder participation, transparency, accountability, and e-government). . The findings showed that the demand of exporters, the priority of non-oil exports, and the expansion of ICT are factors influencing the implementing e-governance in export development policy formulation. Practical consequences: the implementation of e-governance can result in exporters' trust, stakeholder satisfaction, legitimacy, and improved quality of export policies. e-governance has positive effects, such as the satisfaction and trust of exporters, and increases the legitimacy of the government among the stakeholders and improves the quality of policies in the country. limitations & Consequences: public governance thinking and gaining exporters' trust considered as limitations for implementing e-governance in export development policy formulation. Innovation or Value of the Article: this research by Identifying the causal factors, mediator and moderator and the developing of final framework adds to the research findings of e-governance in export development policy formulation.

Purpose: The purpose of this study was exploring the antecedents of workplace ostracism and their hierarchical relations in the frame of interpretive structural modeling (ISM) in a public organization. Design/Methodology/Approach: This research is a case study. In order to gathering the data, after reviewing literature and identifying antecedents of the phenomenon of interest, based on the Likert scale a half-closed questionnaire was developed and through concept sampling distributed among 19 members of organization whom they had living experiences about workplace ostracism. Using fuzzy analysis, the questionnaires statements were screened and after categorizing, the ISM measure were developed and distributed among participants. Research Findings: Based on findings, the model was possessed of 8 factors in 5 levels (the first level: lack of extra-organizational system to monitor and audit managers; the second: dysfunctional properties of organization management; the third: the discrete but coherent-look organizational culture and weakness of inter organization managerial systems; the fourth: features of ostracism target, the dark climate of organization, and breakdown between both sides of ostracism; and the fifth: mistreatment against the target of ostracism). Practical Consequences: The key element to decline the ostracism in the studied public organization and similar organizations is to avoid appointing managers with dysfunctional characteristics in the organization. Limitaions and Consequences: The case study strategy reduces the generalizability of the findings. The interpretive structural modeling approach is also not capable of weighting the network of relationships among the factors. Innovation or Value of the Article: The paper is based on a domestic view to the organizational ostracism and its antecedents.

Purpose: This study aimed to analyze the factors affecting the inefficiency of human capital management of public organizations in Kermanshah province and presenting strategies for its improvement. Design / Methodology / Approach: The research-based approach is a consecutive-heuristic one that uses a systematic approach in the qualitative part of the Grounded Theory approach and in the quantitative part a descriptive-survey method. The study population in the qualitative and quantitative part of this research included academic professors and managers, assistants and experts in different areas of human capital management in government agencies in Kermanshah province. The data collection tool was a semi-structured interview in the qualitative section and a questionnaire in the quantitative section. Interview data in qualitative section were analyzed through open, axial and selective coding, and in quantitative section prioritized by Friedman test. Research Findings: The results of this study showed that the weakness of the provincial administrative system in the areas of providing, maintaining, training and evaluating the staff performance has contributed to the inefficiency of human capital management. And training and improving staff and efficient implementation of the performance appraisal system as inefficiency strategies have resulted in multiple outcomes in the individual, organizational and provincial domains. Also, general and specific conditions, called intervening and contextual conditions, affect inefficiency strategies. Limitations & Consequences: The findings of this study were based on the views and experiences of relatively limited individuals and this weakness could limit the statistical generalizability of the research findings. To remove this limitation and to increase external validity, the opinions of 100 elites have been collected and analyzed. Practical Implications and Value of the Article: Providing solutions to government agencies in Kermanshah province with the aim of improving human capital management.