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.

Objective: In the contemporary literature of organization and PUBLIC administration, the values that guide organizational and managerial behaviors in the PUBLIC sector have received much attention. This article seeks to assess the real (existing) status of PUBLIC service values as well as identify and rank the ideal PUBLIC service values for government and PUBLIC ORGANIZATIONS. Methods: The research method used in this research was a descriptive survey which was collected through the questionnaire of opinions and views of 721 employees of PUBLIC and private ORGANIZATIONS who were selected by purposive sampling. Descriptive statistics were used to examine the demographic characteristics of the respondents and inferential statistical methods were used to analyze the data. Results: The findings showed that the PUBLIC service values reflecting the traditions of PUBLIC administration in the current (real) situation are lower than expected. Competence, Responsiveness, rule of law, transparency, accountability, integrity, productivity, preserve the PUBLIC interest, equality and social justice and entrepreneurship were among the ten important values that should be current and institutionalized in the minds of participants in government and PUBLIC ORGANIZATIONS. Conclusion: PUBLIC administrators should periodically evaluate the values of real PUBLIC services in government and PUBLIC ORGANIZATIONS and, with the necessary planning, streamline and institutionalize the values of PUBLIC services expected and desired by citizens in government and PUBLIC ORGANIZATIONS.

The motivation of PUBLIC sector employees and managers is different from that of their counterparts in the private sector. Identifying the components of PUBLIC service motivation in Qom Municipality as an organization that provides more than 50% of its annual budget from non-governmental sources, in addition to creating local theoretical literature, leads to better service to citizens. Interviews were used to collect data and thematic analysis technique was used to analyze it. In this regard, 13 managers and employees of Qom Municipality were interviewed in a semi-structured way and the interview texts were analyzed in three stages: descriptive coding, interpretive coding and comprehensive themes. This analysis led to the formation of 44 descriptive codes, eight interpretive codes and four comprehensive themes. The results showed that beliefs and religion, lack of materialism, inner feelings, personal characteristics, meritocracy and justice, job characteristics, attention to PUBLIC interest and improving social status, form (motivate) PUBLIC service.

Today, the external environment of many PUBLIC sector ORGANIZATIONS can be described as the increasing turbulence, the imposition of dynamics, threat, and a complex set of conditions for managers. In such a situation, PUBLIC entrepreneurship can be a strategic response to environmental turbulence through an emphasis on flexibility, adaptability, speed, and innovation. However, despite widespread attention to the issue of innovation and entrepreneurship in the PUBLIC sector at the global level, there is still little evidence of the existence of a confirmed paradigm and model. Using the meta-synthesis approach, the present study seeks to answer three questions: 1) How the PUBLIC entrepreneurship has been defined in the literature? 2) What are the antecedents or prerequisites of the implementation of entrepreneurship in PUBLIC and state ORGANIZATIONS? and 3) What outcomes and consequences can be expected from the implementation of entrepreneurship in PUBLIC sector ORGANIZATIONS? The analysis of contents of the selected articles from the three scientific databases in the period of 20002016 were extracted in three levels, including individual, organizational, and environmental, which are introduced in this paper.

Purpose: Mentern is a strategy that can help ORGANIZATIONS in the field of generational differences. Therefore, for this purpose, the end of this study is to design a model of Mentern in PUBLIC ORGANIZATIONS. Methodology: This research was conducted using the Glacerian Grounded theory. Semi-structured interview was used to collect data, and after interviewing 19 experts, theoretical saturation was obtained. The data using actual coding (open and selective coding) and theoretical coding were analyzed. Finding: The findings showed that mentoring as a core category, supportive management system, empowering human resource management, dynamic organizational structure, learning culture, suitable individual characteristics and personality of mentoring, interpersonal skills, supportive culture of society as a context and the formation of a positive attitude towards the organization, development of professional and leadership abilities, improvement of job performance, formation of cooperative climate and improvement of organizational performance were identified as outcomes. Originality/ Value: The present research has been able to provide a comprehensive model for the implementation of the mentern in PUBLIC ORGANIZATIONS by examining the characteristics of different working generations and the concepts of coaching and mentoring. Recommendations: According to the proposed model, managers are advised to distance themselves from hierarchical structures, and to use suitable people and train them to provide opportunities for the implementation of mentern in order to reduce the generation gap in PUBLIC ORGANIZATIONS

Covert behaviors commonly known as backstabbing are those actions taken in the absence of a target person in order to destroy his reputation or create some difficulties for him. Given the adverse consequences of backstabbing behaviors for the individual, organization, and society, the present study attempts to identify the causes of these behaviors in PUBLIC ORGANIZATIONS of Mashhad City. The research was of interpretive nature, its approach was qualitative, and its strategy was emergent-based grounded theory. The statistical population included PUBLIC ORGANIZATIONS` managers in Mashhad City. Amongst them, 19 were selected based on purposeful sampling to achieve theoretical saturation. The data gathering tool was semi-structured interview. The results of the interviews were analyzed by theoretical and actual coding which revealed that the causes of backstabbing behaviors can be classified into three categories: individual, managerial, and organizational. Understanding these factors can provide a context through which we can prevent the spread of these behaviors in ORGANIZATIONS.

The present study is conducted to represent a model for measuring the values of PUBLIC administrators in Mazandaran province's executive agencies. Method of the research, in terms of purpose, is an applied-developmental. In this study, statistical population consists of the employees of Mazandaran executive agencies. On the basis of Cochran's formula, 248 employees are selected as the sample. Study is conducted in two stages. In the first stage, the model's dimensions and components identified by means of literature review and interviews with experts through purposeful sampling method. Eventually, on the basis of experts' opinions, 9 dimensions and 27 items extracted to design the model. In the second stage, the confirmed factor analysis and the questionnaire were used to validate the recognized components. Data was analyzed by Structural Equations Modeling and descriptive statistic techniques. Research results, based on structural equations, showed that all items are valid constructs of PUBLIC administrators’ values; i. e. the value of Average Value Extracted (AVE) for all items were more than 0. 50. Also, the final model is confirmed by fit indices (RMSEA=0. 071; RMR=0. 022; NFI=0. 97, and GFI=0. 96). The average level of the values of PUBLIC administrators and its indicators (with the exception of sacrifice value) in the statistical sample was more than the considered average. The social values of PUBLIC administrators had a significant influence on the personal values of PUBLIC administrators, and the existence of a causal relationship among them is supported.

Objective The aim of this study, as mixed research, is to analyze and design a model of PUBLIC service culture. The ultimate goal of conducting this research is to design and evaluate the PUBLIC service culture model. Methods In the first stage, to identify the components of the PUBLIC service culture model, the researchers conducted 18 in-depth interviews with connoisseurs, including managers and experts in the research topic, and also reviewed the research literature. At this stage, the thematic analysis method was used. The components of PUBLIC service culture were extracted and categorized into three main themes, 26 sub-themes, and 201 concept codes. A questionnaire related to the components of PUBLIC service culture was distributed among 392 PUBLIC and private sector employees to assess the current situation and rank them. Results According to the responses of the participants, the only theme that scored above the average in the component of PUBLIC service motivation, was “compassion”. Also, in the component of PUBLIC service values, four themes including “politeness”, “decency”, “benevolence”, “philanthropy” and “God-centeredness” scored above the average. In the component of PUBLIC service symbol, only the theme of “appearance and clothing” in the current situation scored above the average. The scores of other themes of all three components were lower than the average. Finally, using the collected data, the themes related to each of the components were ranked. Conclusion The results of this study showed that the participants considered the components of good PUBLIC service culture among employees and PUBLIC ORGANIZATIONS to be weak. This indicates a failure in providing effective services by Iran's PUBLIC services that are responsible for implementing policies, decisions, and regulations of the PUBLIC sector.