Objective: The selection system involves the ways in which decision makers try to select those whose characteristics are more likely to be successful in the job. The purpose of this qualitative research is to provide a model for selection of prestigious staff in governmental organizations (universities and higher education institutions) in Tehran. Methods: In order to extract the main components of the selection of prone employees, a semistructured interview was conducted. To do so, 18 recruiting and recruiting experts in the field of higher education were interviewed. The subjects studied in this study were experts in recruiting and recruiting in the field of higher education who were selected through a theoretical purposeful sampling method. Results: In this study, using Corbin and Strauss grounded theory methods in open coding, 15 categories and 47 concepts were extracted. In the axial coding stage, based on the issue-oriented concepts, the causal circumstances, the strategy, the context, the interventional conditions and the consequences, a paradigm model was presented. In the selective coding stage, the choice of the theoretical model derived from the research findings was introduced. Conclusion: In order to select prudent employees, it is suggested to pay attention to the recruiting needs of an organization of decent quality at an appropriate time and at a reasonable cost. We can also conclude that choosing a person should lead to a win-win relationship, which means both the needs of the organization as well as the needs of the staff are met and the best possible harmony should be applied between the person and the job.

Employee commitment, sometimes called work involvement/ belongingness/ engagement, materializes when people have interest in their job, enjoy doing it and try harder to accomplish it. This study aims to investigate the effective factors which can enhance the commitment of employees at individual, group and organizational levels. It also intends to identify and reach a model for the relations among variables. Using structural equations model, data were collected from 65 Iranian state organizations. Findings show that at an organizational level such factors as organizational structure, organizational support, organizational culture, compensation; at group level such factors as effective leadership, pleasant work environment, employee participation, organizational trust, constructive feedback, role transparency; and at individual level such factors as job security, work autonomy, internal motivation, organizational commitment, perceived organizational justice, religious commitment, and extraversion have an impact on employee commitment.

Today, satisfaction of citizens is an unavoidable necessity in state-run organizations which is in the apex of their goals. This paper studies the effect of trust in these organizations on the satisfaction of citizens who are served by them. Satisfaction is influenced by different variables such as trust. Data was collected from a population of 8. 325 customers of 51 state-run organizations through context finding method. This index of trust was measured covering two major areas of customer’s expectations and their mental understanding of performance of organizations. Findings show that in most cases there are differences between expectations and performance of organizations which shows that these organizations have failed to cover customer’s needs completely. The most difference observed was related to the variable of “trust in attending people complains” while the smallest difference was related to “trust in skills of employees”. On the other hand, the study of the relationship between trust as an index and satisfaction of customers indicated a correlation of 87 between the two variables. It means that as trust increases, so does the satisfaction. Therefore, trust can be considered a factor which increases satisfaction of customers. More attention to standards and increasing sensitivity of employees and directors are recommended ways for increasing the trust.

One of the important tasks which has been provided in the Constitution for the government is to establish proper administrative system and eliminate unnecessary organizations. After decades of this ruling and the approval of various norms, the government has not yet been able to organize the administrative system in accordance with the aforementioned task. One of the reasons for this failure is the lack of a clear view of the elements of a proper administrative system, especially about the elimination of unnecessary organizations. This article tries to answer the following questions by taking a descriptive-analytical method and analyzing the comments of the Guardian Council: what does eliminating unnecessary organizations mean? What are the responsibilities of government powers in fulfilling this task? The findings of this paper are summarized as follows: The term "unnecessary" includes the organization disproportionate to the missions and the description of the legal duties of the government. Parallel, repetitive, non-functional organizations within the competence of the government are considered as examples of unnecessary organizations. This task is mostly addressed to the executive branch, but other branches of government also have responsibilities in this regard. Finally, there is no significant practice for invoking the "elimination of unnecessary organizations" in the Guardian Council's Opinions.

Administrative corruption is a challenging issue that has necessitated some preventive social and disciplinary measures. In fact, preventive approaches can reduce social, political and economic costs and negative consequences. Among these, culture can play a significant and effective role in boosting administrative integrity. This research has been done to examine the role of administrative culture in reducing administrative corruption by considering the cultural indexes of current values, the administrative cultural structure and human resources' culture.The research is, as it concerns its objective, of an applied type, and qualitatively and methodically a descriptive one which has used a survey analysis. The statistical society is the state and public administrations of Tehran with a total of 697 statistical sampling.The results show that in both state and public administrations, the administrative culture has been effective in boosting administrative integrity. Among the factors, tales and administrative patterns have acted as the strongest, and traditional values have acted as the weakest cultural causes of reducing administrative corruption. The public administrations' personnel have considered the element of administrative culture to be more effective in reducing corruption as compared with state administrative personnel.No meaningful relation has been observed between male and female views or their educational background and the attitudes adopted towards how to reduce administrative corruption. The article finally proposes some cultural guidelines such as emphasizing moral and traditional values and shared management to solve the problem.

The paper is the result of a survey on the impact of staff behavior on customer satisfaction in state-run organizations which studies four behavioral variables among the staff: politeness and etiquette; speed of providing services; exactness in work; and positive willingness to do their job. The research studies middle and lower levels of behavior and reaction of the staff and organizations according to James and Mono Fitzsimmons model and the American Customer Satisfaction Index. Data has been collected and analyzed through mental measurement and context finding methods on a population of 8, 352 customer of 51 state-run organizations in Kermanshah Province. The findings show that there are differences between performance and expectations among the four variables studied here. The most difference was seen for “speed of providing services” variable with the least difference observed for “politeness and etiquette” variable. On the other hand, statistical tests confirm the relationship between staff behavior, as an independent variable, and customer satisfaction, as a dependent variable. Correlation between these two variables has been 87.2 percent. Therefore, it is certain that changing behavior of the staff will have a great effect on customer satisfaction.

Indeed, the most successful social policies are those that have been developed and implemented with the "welfare mixture" and the partnership of multiple agencies, including government, the private sector, civil society, the family, and international institutions. Based on especially the presence of NGOs in social policy, the paper, based on qualitative content analysis and interview technique with sampling snowballing strategy, among 21 successful NGOs in the city of Tehran in various areas of social policy, is a narrative about the position of these organizations in social policy in Iran. The results showed that the reality of the social policy agency in Iran has a governmental nature and the position of NGOs is decorative, instrumental, dramatic, obscure and political, their role is limited to enforcers of government regulations and service agencies and lacking a clear place in social policy. Even in places where some NGOs play a role, not only their role is limited to a certain stage of the social policy cycle (mainly the implementation phase), but most of them are subject to identity transformation and government-dependent organizations (semi-NGOs/GNGOs). Results of this study suggests the refusal of the role of NGOs and community-based actions in the social policy of Iran.

Policy networks are one of the new elements in policymaking. Networks can create links to increase participation between policymakers to achieve their goals. Given the policymaking process in our country and the spread of administrative corruption, the need for policy networks to overcome such problems is felt. The present study investigates the role of policy networks in promoting the administrative health of public organizations. In this study, a mixed research method with the sequential exploratory design was used. The statistical population consisted of influential players in government agencies identified and interviewed using a homogenous sampling method. After analyzing the interviews, 160 primary themes were identified, of which 21 basic themes, 13 organizer themes, and five general themes were extracted. Finally, the results of the qualitative studies led to pattern counting and testing using the survey method. The results show that policy networks can act effectively in achieving administrative health by extending participation and collaboration, establishing co-ordination and communication between staff and units, improving supervision and control, emphasizing the structural dimensions of the organization, and social and cultural factors of employees.