JOURNAL OF PUBLIC ORGANZATIONS MANAGEMENT
Year:2021 | Volume:9 | Issue:4 (36)|Papers Count:13

This study aimed to provide a professional model of human resource management for the Ministry of Industry, Mines, and Trade in the period of 2017-2020. This research is appliedexploratory in terms of purpose and is a descriptive survey in terms of the method with a mixed-mode approach. The research statistical population consists of human resource management experts of the Ministry of Industry, Mines, and Trade in this field. In this research, the snowball sampling method was used and the data collection tool was interview and questionnaire. The grounded theory technique was used to analyze the collected qualitative data and the fuzzy Delphi technique was used in a quantitative part. In the suggested model, individual capacities and organizational-functional factors (recruitment and employment of professionals, training and improvement, performance appraisal, and compensation of services) were found as causal conditions,general and institutional organizational factors including strategic factors, structure, culture resources, and infrastructure as the governing platform,trans-organizational factors as intervening conditions,recreating the role of human resources and governing and legitimizing human resources as model actions and interactions and ultimately creating a competent and healthoriented ministry at the organizational level and growing human resources at the individual level are the implications of this model.

It is often observed that our country's researchers, in the absence of valid and reliable internal scales, use foreign-made questionnaires as a measurement tool in studies. Therefore, the purpose of this study was to construct a valid and reliable instrument that can be used to measure the attitude of sport organization employees regarding the importance and role of information technology (IT) acceptance today in performing their work at the office or at home. The precision used in constructing this instrument makes it probable to be used by our country’, s researchers and makes it unnecessary to use foreign instruments. In the process of constructing this instrument, a qualitative research method has been used to examine the attitude of experts regarding the preparation of preliminary questions and a quantitative method has been used to collect and statistically analyze the data. First, based on the review of literature, the initial questionnaire including 27 items was constructed to measure the factors measuring acceptance of information technology, and the formal and content validity of these questions were judged by experts. Then, during a quantitative study, a sample of 150 people from the statistical population answered the questions of the preliminary questionnaire to calculate the internal reliability. Then, in exploratory factor analysis, in which data were rotated in an orthogonal manner, the dimensions of IT acceptance were extracted and the final questionnaire including 11 items was made. After confirmatory factor analysis, the final questionnaire was distributed among a sample of 365 employees. The results of exploratory and confirmatory factor analysis showed that the constructed tool has sufficient reliability and validity to measure employees' attitudes toward the acceptance of information technology. Therefore, this instrument can be used by users who are interested in studying the importance of acceptance and providing the necessary infrastructure and training for the efficient use of information technology by employees.

Organizational vitality is very important in achieving the goals of organizations and identifying its various dimensions can help organizations to create and strengthen it. Considering the rationale of the three-dimensional model in the study of phenomena, this study was conducted with the aim of "providing a three-pronged framework for organizational vitality. " In this research, the Metasynthesis method was used to achieve a deep understanding of organizational vitality. First, based on a 4-criteria protocol, articles on organizational vitality and its components were searched,then, by validating the selected articles, 29 were finally used to extract the constructive factors of organizational vitality. And finally, the building blocks of organizational vitality were organized in three dimensions of content, context, and structure. The structural dimensions of organizational vitality included the improvement of work rules and regulations, the improvement of the organizational structure and more flexible structures, the increasing structural mechanisms, the strategic management of human resources, and the high performance and productivity of employees. The content (behavioral) dimensions of organizational vitality were optimistic about the future, extroversion, physical and mental health, trust between managers and employees, conflict management, positive thinking, increasing the level of belonging, employee remembrance, and flexible structural use. Finally, the context dimensions of organizational vitality included the culture of organizational interaction, attempting to change the organizational culture with the approach of happiness, dynamism, and vitality, the fit of employees' culture with the culture of the organization, the culture of flexibility, and adaptation to and interest in work. This framework can be used as a new framework in the three-dimensional framework (context, content, and structure) of organizational vitality after validation and examination in different organizations.

Sudden damages that come from outside the organization will cause the organization to be distorted and ambiguous due to not having a role in their occurrence, this particular type of damage in the organization may not be properly understood due to research gaps and gaps, so The purpose of this study is to conceptualize and design an organizational meteorite model with an approach to its challenges and solutions. The research method of the present study in terms of purpose, basic and applied, in terms of nature, exploratory and in terms of implementation, has been done using Grounded Theory technique and content analysis. The instrument used was a semi-structured interview with experts in this field, the number of which was selected using purposive snowball sampling based on the principle of saturation, 12 people. The results showed that in the design section of the organizational meteorite model, 30 categories and 243 codes were extracted and in the design section of the organizational resilience model, 8 categories and 51 codes were extracted. The results showed that the conceptualization and metaphor of organizational meteorites allows managers to identify the causes, contexts, coping strategies and consequences of organizational meteorites in a timely manner and to take appropriate action to neutralize and deal with them. Also, the results of this research can be used by all organizations that are actively involved with their environment.

This article reviews the research of the Journal of Public Organizations Management from a methodological perspective. In terms of purpose, this research is applied and in terms of method, it is qualitative and based on content analysis. The statistical population of this research is all articles in the Journal of public organizations management that were conducted and published from 2012 to 2020. Sampling was done on the basis of the census method. In this study, 262 articles were reviewed based on 9 indicators. In order to confirm the validity, each of the indicators was matched with the other articles and in each case, the differences were reviewed and re-examined. To evaluate the reliability, 13 articles were given to academic experts and their results and classifications were compared with the analyzes performed. The results showed that most of the articles were published by professors and students with a degree in public management. The central themes of most articles have been organizational behavior, management of public organizations, systems and methods, and human resource management in the public sector. Also, based on the research results, most studies have been applied with a qualitative approach. The method analysis of most of the articles was a combination of quantitative and qualitative methods and the majority of data collection was done through questionnaires.

Nowadays, non-governmental organizations, such as charities and citizen-based organizations, are operating in all countries with different purposes and forms, and a large portion of their employee workforce consists of volunteers. Therefore, human resource management and concerns about the retention of human resources in these organizations are different from other organizations, such as government agencies. The purpose of this qualitative study is to identify the effective factors in the retention of intergenerational volunteers in charity organizations in Shiraz. After interviewing 10 young and 10 middleaged volunteers of 9 charity organizations in Shiraz, selected by the judgmental sampling method, theoretical saturation in terms of sample size was obtained. In this study, the semistructured interview was used as a data collection tool, and data analysis was done by utilizing the theme analysis method. After reviewing and organizing interview transcriptions, the researcher identified the basic codes or concepts, and then similar codes were placed in special categories with a representing title. The identified data were classified and combined based on the degree of conceptual similarity, resulting in the extraction of 24 sub-themes and 5 main themes. The findings indicate that the main themes of motivation, human resource management, management and leadership, culture creation, and communication are effective factors in the retention of volunteers in both young and middle-aged generations, and the difference among these factors in the two generations was the amount of the importance of each of the main and sub-themes.

This study aims at developing an appropriate model for organizational rumor management in public organizations. Payame Noor University (PNU) was selected as the case study of this research. As it is a countrywide university with a variety of cultural backgrounds, it can be a good sample as a case study for this purpose. The research method is applied and descriptive-exploratory with a mixed-method approach. In the qualitative section, 30 experts were selected as Delfi Panel who were selected through snowball random sampling. In the quantitative section, the statistical population consisted of all managers of the university among whom 406 were selected through systematic counting from all PNU centers in addition to the international center and main campus. Reviewing the related literature, 50 strategies were extracted and became the basis for designing the questionnaires in three phases of the Delfi procedure. The reliability of the Delphi stages was calculated by Cronbach's alpha formula and the validity of the questions was evaluated through construct validity. Using exploratory factor analysis, 47 strategies were categorized into 9 groups that form the conceptual model of organizational rumors management at Payame Noor University: organizational health, information vaccination, rumor clinic, systemic justice, link building, glass organization, group orientation, organizational reconstruction, direct confrontation.

Skilled human capital as an intangible asset is the main motivator of a knowledge-based economy. The purpose of this study is to develop a model for the effectiveness of eight components of skill, experience, mentality, implicit knowledge, culture, tradition, religion, and attitude on the flourishing of human resources to achieve a knowledge-based economy. The method of this research was descriptive and the research tools were the Delphi method and hierarchical analysis process, respectively, and in terms of research type, it is an exploratory-applied study including quantitative and qualitative research methods. According to the findings of this research, the main research hypothesis (Flourishing human capital is a key factor in achieving a knowledge-based economy,the future of the world economy goes through a knowledge-based economy, and the way to achieve a resilient and endogenous economy is a knowledge-based economy) and the research subhypotheses (factors of skill, experience, mentality, implicit knowledge, culture, tradition, religion, and attitude are effective in the flourishing of human capital) were confirmed by experts. The results of the final statistics extracted in this study indicate that from the point of view of experts, the components of implicit knowledge, culture, religion, tradition, skills, experience, mentality, and attitudes have the greatest impact on the flourishing of human capital, respectively.

Due to the prevalence of the Internet and the increasing use of technology by individuals and organizations, deviant and unrelated behaviors in organizations have increased and organizations have faced serious challenges. Online activities performed for personal and non-business purposes are called Cyberloafing and the purpose of this study is to provide a model of Cyber loafing antecedents and examine its consequences. The research is applied in terms of purpose and correlational in terms of nature and the method is causal descriptive. The statistical population was the staff of Hormozgan province. The data collection tool is a questionnaire whose reliability was confirmed by Cronbach's alpha of 0. 89. Data analysis was performed using Amos 22. The results show that job stress and emotional analysis directly affect cyberloafing, and rejection and private demand are other prerequisites for Cyber loafing that indirectly affect it. The findings also showed that Cyber loafing has a positive effect on job burnout.

Islamic management components are closely related to the principle of management so that success in Islamic management depends on their accurate identification. The purpose of this article is to explain the key variables affecting Islamic management and the obstacles it faces. For this purpose, after defining Islamic management and stating its differences with non-Islamic management, an attempt has been made to explain the key theories and characteristics of Islamic management and its role in the organization. Islamic management at a higher level than Western management pays attention to management issues and its core axis, namely human beings. Western management is more concerned with management methods and techniques. This is while, Islamic management, in addition to paying attention to such issues, pays specific attention and gives exclusive emphasis on humans and designs all its management activities and tasks with a focus on human beings. The present research is an attempt to explain key influential features of Islamic management including the manager’, s role in Islamic management, that is humanization of the organization in Islamic management instead of organization of human. Finally, some of the obstacles on the way of Islamic management were investigated in the Islamic community. The findings of the study revealed that the most important solution to the problems of Islamic management is to improve the relationship between oneself and God and self-belief.