Shahid Beheshti UniversityPublic Administration Perspective2251-60699320180522Identifying The Indicators of Attracting, Retaining and Maintaining Talented Human Resources in the Banking IndustryIdentifying The Indicators of Attracting, Retaining and Maintaining Talented Human Resources in the Banking Industry153896314FAAliRezaeianProfessor, Shahid Beheshti UniversityMaryamKadhimshahid beheshti universityAbbasaliHajikarimiAssociate Professor, Shahid Beheshti UniversityJournal Article20181008امروزه اهمیت نیروی انسانی به عنوان کارکنان دانشی و مستعد بر کسی پوشیده نیست، به ویژه در سازمانهای خدماتی مثل بانکها اهمیت مضاعفی پیدا میکند. جذب و نگهداشت این منابع حیاتی امری حیاتی برای سازمان محسوب میشود هدف پژوهش حاضر بررسی شاخصهای جذب و نگهداشت نیروی انسانی مستعد در بانکها میباشد. جهت بررسی این موضوع از روش تحقیق کیفی استفاده شد و نتایج حاصل از مصاحبه با 6 خبره دانشگاهی و 9 مدیر بانکی حاکی از آن بود که معیارهای جذب و نگهداشت افراد مستعد در بانک شامل 16 شاخص میباشد که 7 شاخص آن مربوط به جذب و 9 شاخص مربوط به نگهداشت میباشد. برخی شاخصهای جذب کارکنان مستعد در بانک عبارتند از ایده_محور و ساختارشکن بودن، جذب استعدادیاب و عدالت-محور، مطابقت معیارها و مکانهای جذب با اهداف استراتژیک و ... . برخی از شاخصهای نگهداشت کارکنان مستعد در بانک عبارتند از: توسعه و پرورش استعدادها، جانشینپروری تجربی، ایجاد فرصتهای برابر رشد، وابستگی مالیکردن و ... . نتایج نشان داد که تفاوتهایی میان شاخصهای به دست آمده از مصاحبههای مدیران بانکی و خبرگان دانشگاهی وجود دارد که نشان-دهنده فرهنگ متفاوت بانکها و شاخصهای خاص آنها می-باشد.امروزه اهمیت نیروی انسانی به عنوان کارکنان دانشی و مستعد بر کسی پوشیده نیست، به ویژه در سازمانهای خدماتی مثل بانکها اهمیت مضاعفی پیدا میکند. جذب و نگهداشت این منابع حیاتی امری حیاتی برای سازمان محسوب میشود هدف پژوهش حاضر بررسی شاخصهای جذب و نگهداشت نیروی انسانی مستعد در بانکها میباشد. جهت بررسی این موضوع از روش تحقیق کیفی استفاده شد و نتایج حاصل از مصاحبه با 6 خبره دانشگاهی و 9 مدیر بانکی حاکی از آن بود که معیارهای جذب و نگهداشت افراد مستعد در بانک شامل 16 شاخص میباشد که 7 شاخص آن مربوط به جذب و 9 شاخص مربوط به نگهداشت میباشد. برخی شاخصهای جذب کارکنان مستعد در بانک عبارتند از ایده_محور و ساختارشکن بودن، جذب استعدادیاب و عدالت-محور، مطابقت معیارها و مکانهای جذب با اهداف استراتژیک و ... . برخی از شاخصهای نگهداشت کارکنان مستعد در بانک عبارتند از: توسعه و پرورش استعدادها، جانشینپروری تجربی، ایجاد فرصتهای برابر رشد، وابستگی مالیکردن و ... . نتایج نشان داد که تفاوتهایی میان شاخصهای به دست آمده از مصاحبههای مدیران بانکی و خبرگان دانشگاهی وجود دارد که نشان-دهنده فرهنگ متفاوت بانکها و شاخصهای خاص آنها می-باشد.https://jpap.sbu.ac.ir/article_96314_02c96f5cb50c9bf4c15854bb0b5335c5.pdfShahid Beheshti UniversityPublic Administration Perspective2251-60699320180522Structural-Interpretive Analysis of the Factors Affecting Innovative Electronic Public Services in IranStructural-Interpretive Analysis of the Factors Affecting Innovative Electronic Public Services in Iran396296334FAHoseinAslipourAssistance Professor of Allameh Tabataba'i UniversityMohammadrezaZargarPh.D graduate of Allameh Tabataba'i UniversityJournal Article20180428Despite the many benefits of e-government implementation, especially in developing countries, electronic services have low levels of acceptance among citizens, which is exacerbated by increasing distance from the capital of government. The importance of paying attention to this issue is that according to experts, the success of the e-government is not just about government support and infrastructure, it also includes the willingness of users to accept e-government services. Therefore, the present research seeks to answer the question of what causes the innovative public electronic services to be widely used by citizens? In this regard, the main strategy of research is methodological pluralism, using simultaneously two methods of qualitative strategy of thematic analysis and a quantitative strategy of structural-interpretative modelling in a sequential manner. Research findings suggest that the factors affecting are categorized in five general levels include the levels of "value creation of the need-oriented services based on public trust", "immediate outputs", "key role of the bureaucrats of the organization", "the facilitators of service delivery" and "independent variables".Despite the many benefits of e-government implementation, especially in developing countries, electronic services have low levels of acceptance among citizens, which is exacerbated by increasing distance from the capital of government. The importance of paying attention to this issue is that according to experts, the success of the e-government is not just about government support and infrastructure, it also includes the willingness of users to accept e-government services. Therefore, the present research seeks to answer the question of what causes the innovative public electronic services to be widely used by citizens? In this regard, the main strategy of research is methodological pluralism, using simultaneously two methods of qualitative strategy of thematic analysis and a quantitative strategy of structural-interpretative modelling in a sequential manner. Research findings suggest that the factors affecting are categorized in five general levels include the levels of "value creation of the need-oriented services based on public trust", "immediate outputs", "key role of the bureaucrats of the organization", "the facilitators of service delivery" and "independent variables".https://jpap.sbu.ac.ir/article_96334_840f9af6824162990b0fcde0a7849309.pdfShahid Beheshti UniversityPublic Administration Perspective2251-60699320180522Investigating Organizational Factors Affecting Research and Technology Management in IranInvestigating Organizational Factors Affecting Research and Technology Management in Iran639296344FASadeqTorabzadehimam sadeqAlirezaSajadieh,imamsadeqSaeedHejazifarimam hosein0000-0001-6943-9036Journal Article20180411Undoubtedly, in the current world, one of the most important components in the field of national and international authority in countries is science and technology. The importance of this issue in relation to Iran, due to its focus in the Muslim world and the fight against global arrogance, is doubled. Therefore, this area should be pursued seriously and taken essential steps in the management of research and technology. The main objective of this paper is to examine the factors affecting the management of research and technology in Iran with an organizational approach. The method of this research is qualitative. The tool is a collection of information through interviews with experts and experts in the field of research and technology management. The method of analyzing interview data was analyzed through thematic analysis. According to the results of this study, organizational factors can be divided into seven general categories: factors affecting knowledge managers, factors affecting the planning system, factors affecting organizational culture, factors affecting HRM, knowledge management factors The factors affecting the evaluation system, the factors affecting financial management. In each of these factors, both success factors and failure factors are mentioned. Success factors are factors that contribute to the success and improvement of research and technology management, and factors of failure are factors that hinder the success and improvement of research and technology management, which requires action to be taken to address them.Undoubtedly, in the current world, one of the most important components in the field of national and international authority in countries is science and technology. The importance of this issue in relation to Iran, due to its focus in the Muslim world and the fight against global arrogance, is doubled. Therefore, this area should be pursued seriously and taken essential steps in the management of research and technology. The main objective of this paper is to examine the factors affecting the management of research and technology in Iran with an organizational approach. The method of this research is qualitative. The tool is a collection of information through interviews with experts and experts in the field of research and technology management. The method of analyzing interview data was analyzed through thematic analysis. According to the results of this study, organizational factors can be divided into seven general categories: factors affecting knowledge managers, factors affecting the planning system, factors affecting organizational culture, factors affecting HRM, knowledge management factors The factors affecting the evaluation system, the factors affecting financial management. In each of these factors, both success factors and failure factors are mentioned. Success factors are factors that contribute to the success and improvement of research and technology management, and factors of failure are factors that hinder the success and improvement of research and technology management, which requires action to be taken to address them.https://jpap.sbu.ac.ir/article_96344_4750be18dd05604f28b64a3fc8ae3489.pdfShahid Beheshti UniversityPublic Administration Perspective2251-60699320180522Development Conditions for Employee Engagement in Public Organizations use of fuzzy ModelDevelopment Conditions for Employee Engagement in Public Organizations use of fuzzy Model9311496353FARasoulRanjbraian. Ph.D. student, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran0000-0003-1723-4383NasrinJazaniAssistant Professor , Department of Management, Tehran, shahid Beheshti University, IranGholamrezaMemarzadeh TehranAssistant Professor, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran0000-0002-9149-5728AliMohtashamiAssistant Professor, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, IranJournal Article20170905In this study we have tried to be check models and theories of job engagement with a comprehensive approach and find the relationship between the two. The purpose of this research is to design and model engaged employee in public sector organizations. It is conducted in a mixed type format (qualitative – quantitative research). Accordingly, in the first part of the study, meta-synthesis qualitative research methods of Sandelowski and Barroso(2007) were used to provide a comprehensive model of the employees with engagement. Thus, after identifying issues, concepts and codes of engaged employees and evaluating its validity and reliability, the initial concept model was prepared. The second section which included the survey evaluation has been produced by experts and content validity (CVR-CVI) and explaining the employees engagement model. Then, in order to making the model applicable and measuring engaged employees' characteristics in governmental agencies, 281 questionnaires were distributed among the staff of Tax Affairs Head Office, The Office of Court Administration and Property and General Directorate of Real Estate in West Azerbaijan province who were selected through random sampling and the needed analysis was performed by confirmatory factor analysis. Finally, in the third part of the study, the mathematical modeling (fuzzy expert system) was used in order to provide the optimal combination of models to optimize the employees with engagement. At last, from different part of the study it can be concluded that the dimensions, components and indicators derived from the meta-synthesis method (research model) was approved by the target population.In this study we have tried to be check models and theories of job engagement with a comprehensive approach and find the relationship between the two. The purpose of this research is to design and model engaged employee in public sector organizations. It is conducted in a mixed type format (qualitative – quantitative research). Accordingly, in the first part of the study, meta-synthesis qualitative research methods of Sandelowski and Barroso(2007) were used to provide a comprehensive model of the employees with engagement. Thus, after identifying issues, concepts and codes of engaged employees and evaluating its validity and reliability, the initial concept model was prepared. The second section which included the survey evaluation has been produced by experts and content validity (CVR-CVI) and explaining the employees engagement model. Then, in order to making the model applicable and measuring engaged employees' characteristics in governmental agencies, 281 questionnaires were distributed among the staff of Tax Affairs Head Office, The Office of Court Administration and Property and General Directorate of Real Estate in West Azerbaijan province who were selected through random sampling and the needed analysis was performed by confirmatory factor analysis. Finally, in the third part of the study, the mathematical modeling (fuzzy expert system) was used in order to provide the optimal combination of models to optimize the employees with engagement. At last, from different part of the study it can be concluded that the dimensions, components and indicators derived from the meta-synthesis method (research model) was approved by the target population.https://jpap.sbu.ac.ir/article_96353_5149d4682965b855834dbcec2d4b6d77.pdfShahid Beheshti UniversityPublic Administration Perspective2251-60699320180522Providing Native Organizational Citizenship Behavior Model at the Ministry of Culture and Islamic GuidanceProviding Native Organizational Citizenship Behavior Model at the Ministry of Culture and Islamic Guidance11513896296FAAsgharAlam TabrizAssistant Professor Government Education Management CenterAkbarAlam TabrizShahid Beheshti UniversityMohammadHasanpourResearch Institute of Isfahan University of Technology. University of EsfahanMostafaZareeiImam Hossein University (AS)0000-0002-2569-8965Journal Article20181104The present study was designed to provide a native model of organizational citizenship behavior in the Ministry of Culture and Islamic Guidance. Research is a developmental application in terms of purpose, and is a survey in terms of how information is collected. The statistical population of the present study consists of staff of the Ministry of Culture and Islamic Guidance who have at least a bachelor's degree of 1112 students. According to the Cochran formula, the sample size was 279 people. SPSS and LISREL software were used to analyze the data. The Kolmogorov Smirnov test was used to calculate descriptive and demographic statistics and normalization tests by SPSS software and to model the variables of research using soft LISREL software has been implemented using Structural Equation Modeling (SEM) and Factor Analysis. Based on the findings of the research and after analyzing the collected data, five personality, value, supportive, cultural and multiplicity dimensions were identified as effective dimensions of organizational citizenship behavior of the Ministry of Culture and Islamic Guidance, with the highest rank of Personality dimensions and after that the supportive, value, multiplicity and cultural dimensions are ranked second, third, fourth and fifth. Thus, it can be concluded that based on the collected data, personality dimensions are one of the most significant determinants of organizational citizenship behavior in the Ministry of Culture and Islamic GuidanceThe present study was designed to provide a native model of organizational citizenship behavior in the Ministry of Culture and Islamic Guidance. Research is a developmental application in terms of purpose, and is a survey in terms of how information is collected. The statistical population of the present study consists of staff of the Ministry of Culture and Islamic Guidance who have at least a bachelor's degree of 1112 students. According to the Cochran formula, the sample size was 279 people. SPSS and LISREL software were used to analyze the data. The Kolmogorov Smirnov test was used to calculate descriptive and demographic statistics and normalization tests by SPSS software and to model the variables of research using soft LISREL software has been implemented using Structural Equation Modeling (SEM) and Factor Analysis. Based on the findings of the research and after analyzing the collected data, five personality, value, supportive, cultural and multiplicity dimensions were identified as effective dimensions of organizational citizenship behavior of the Ministry of Culture and Islamic Guidance, with the highest rank of Personality dimensions and after that the supportive, value, multiplicity and cultural dimensions are ranked second, third, fourth and fifth. Thus, it can be concluded that based on the collected data, personality dimensions are one of the most significant determinants of organizational citizenship behavior in the Ministry of Culture and Islamic Guidancehttps://jpap.sbu.ac.ir/article_96296_8f10547ff8e0aaf281962c83a4b71b6b.pdfShahid Beheshti UniversityPublic Administration Perspective2251-60699320180522An investigation in methodology of scientific Ijtehad and its application in Islamic managementAn investigation in methodology of scientific Ijtehad and its application in Islamic management13915796303FAMohsenManteghiAssistant Professor – Department of management – The Imam Khomeini Education & Research Institute0000-0002-8989-2652Journal Article20181117In recent years, some scholars of Islamic management are willing to use the method of Ijtehad in their researches. This study tries to examine the theoretical basis of "scientific Ijtehad" in order to introduce and extract the Islamic management doctrines using the theme analysis. This study aims to provide a comprehensive picture of in " Ejtihad " and how to apply it as a research method in management. Knowledge The purpose of this article is to introduce the methodology of Ejtihad and its application in the field of Islamic management. Scientific Ejtihad method by relying on two scientific resources resources of inside -religious and outside -religious sources, provided the use of knowledge in the field of management and mean while use from Valuable religious resources in promoting management Knowledge.In recent years, some scholars of Islamic management are willing to use the method of Ijtehad in their researches. This study tries to examine the theoretical basis of "scientific Ijtehad" in order to introduce and extract the Islamic management doctrines using the theme analysis. This study aims to provide a comprehensive picture of in " Ejtihad " and how to apply it as a research method in management. Knowledge The purpose of this article is to introduce the methodology of Ejtihad and its application in the field of Islamic management. Scientific Ejtihad method by relying on two scientific resources resources of inside -religious and outside -religious sources, provided the use of knowledge in the field of management and mean while use from Valuable religious resources in promoting management Knowledge.https://jpap.sbu.ac.ir/article_96303_8c7dfdd53eb2db578a1a690333b303cc.pdfShahid Beheshti UniversityPublic Administration Perspective2251-60699320180522The identification and Prioritization of career capital components of senior managers of the Jahad-e- agriculture ministryThe identification and Prioritization of career capital components of senior managers of the Jahad-e- agriculture ministry15918096324FAHeidarSeidzadehLorestan UniversityMohammadHakakLorestan University0000-0001-8702-7086RezaSepahvandLorestan University0000-0002-2217-6029Hojat AllahVahdatiLorestan University0000-0002-8437-8419Journal Article20181007The present research accomplished in order to identification and Prioritization of career capital components of senior managers of Jahad-e- agriculture ministry. For this purpose, used from mixed research method. In the qualitative aspect, the career capital components identified through the literature and history review of research and interview with experts (senior managers of Jahad-e- agriculture ministry). In the quantitative aspect, the experts expressed their agreement with identified components through questionnaire and Fuzzy Delphi technique in two phases of the survey and all 39 identified components approved by the Delphi group. The research population has been consisted of senior managers of Jahad-e- agriculture ministry, which were selected 15 persons as sample through purposive sampling with judgment method. According to findings, the components of interpersonal trust, leadership, political networks, multi-disciplinary experience and informal social ties are the top five components of career capital of senior managers of Jahad-e- agriculture ministry.The present research accomplished in order to identification and Prioritization of career capital components of senior managers of Jahad-e- agriculture ministry. For this purpose, used from mixed research method. In the qualitative aspect, the career capital components identified through the literature and history review of research and interview with experts (senior managers of Jahad-e- agriculture ministry). In the quantitative aspect, the experts expressed their agreement with identified components through questionnaire and Fuzzy Delphi technique in two phases of the survey and all 39 identified components approved by the Delphi group. The research population has been consisted of senior managers of Jahad-e- agriculture ministry, which were selected 15 persons as sample through purposive sampling with judgment method. According to findings, the components of interpersonal trust, leadership, political networks, multi-disciplinary experience and informal social ties are the top five components of career capital of senior managers of Jahad-e- agriculture ministry.https://jpap.sbu.ac.ir/article_96324_8acb1ff404934847c541dd7ca4e9e963.pdf