Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 Designing and Explaining Predictive Model of Behavior Based on Leader-Follower Perceptual Interactions When Authority and Job Control are being threatened Designing and Explaining Predictive Model of Behavior Based on Leader-Follower Perceptual Interactions When Authority and Job Control are being threatened 16 43 96579 10.48308/jpap.2019.96579 FA Mohammad Hamidian Shahid Beheshti University - Student Akram Hadizadeh Moghadam Scientific Board Member of Shahid Beheshti University Gholamali Tabarsa Scientific Board Member of Shahid Beheshti University Ali Rezaeian Scientific Board Member of Shahid Beheshti University Journal Article 2019 10 07 Purpose: The purpose of this study is to predict the behavior of employees of public and private banks of Iran in the case they think their authority and job control are threatened while having different perceptions of their supervisor's perceptions in a similar situation. Design / Methodology / Approach: Applying sequential exploratory method, qualitative data collected through library research and narrative plus expert interviews. In the next step, gathered data was coded and qualitative model of research designed through qualitative analysis. Then, by designing and validating the experiments and applying mixed models, the research was carried out in the banking network of the country. Findings: The results of this study indicate the effects follower positive perception of position and perception of leader perception have on his job control and authority. The mixed model obtained in this study is able to predict the behavioral tendency of employees in both state and private banks considering presence and absence of different perceptual states, random effects between individuals, status effect as well as position effects while follower believes leader's perception of situations might threaten his / her job control and authority. Limitations and Consequences: Considering the fundamental role of organizational structure and culture in the results of experiments, it is suggested that in future studies, organizations with different structural and cultural peculiarities to be studied. Also, given that the time slice of this study is of a cross-sectional nature, it is anticipated that longitudinal studies bring new results. It is also important to note that this study did not examine the passive approach of individuals in the face of different situations, so it is suggested that future research also consider the reasons for adopting passive approaches from the perspective of passive psychology. Article Value: This research is important from two aspects: from a fundamental point of view, the results of this research in the field of organizational behavior can provide a framework for future studies and from an applied perspective it can also help to predict employee behavior and awareness, while increasing leaders' ability to achieve desirable behavior from followers by means of contingent interventions. Purpose: The purpose of this study is to predict the behavior of employees of public and private banks of Iran in the case they think their authority and job control are threatened while having different perceptions of their supervisor's perceptions in a similar situation. Design / Methodology / Approach: Applying sequential exploratory method, qualitative data collected through library research and narrative plus expert interviews. In the next step, gathered data was coded and qualitative model of research designed through qualitative analysis. Then, by designing and validating the experiments and applying mixed models, the research was carried out in the banking network of the country. Findings: The results of this study indicate the effects follower positive perception of position and perception of leader perception have on his job control and authority. The mixed model obtained in this study is able to predict the behavioral tendency of employees in both state and private banks considering presence and absence of different perceptual states, random effects between individuals, status effect as well as position effects while follower believes leader's perception of situations might threaten his / her job control and authority. Limitations and Consequences: Considering the fundamental role of organizational structure and culture in the results of experiments, it is suggested that in future studies, organizations with different structural and cultural peculiarities to be studied. Also, given that the time slice of this study is of a cross-sectional nature, it is anticipated that longitudinal studies bring new results. It is also important to note that this study did not examine the passive approach of individuals in the face of different situations, so it is suggested that future research also consider the reasons for adopting passive approaches from the perspective of passive psychology. Article Value: This research is important from two aspects: from a fundamental point of view, the results of this research in the field of organizational behavior can provide a framework for future studies and from an applied perspective it can also help to predict employee behavior and awareness, while increasing leaders' ability to achieve desirable behavior from followers by means of contingent interventions.

https://jpap.sbu.ac.ir/article_96579_655a7d7219579108b6855517c18d0174.pdf

Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 مسئولیت های اجتماعی مدیریت منابع انسانی: رهیافت فراترکیب مسئولیت های اجتماعی مدیریت منابع انسانی: رهیافت فراترکیب 44 68 96594 10.48308/jpap.2019.96594 FA Sakineh Hatami student Journal Article 2019 04 22 به طور کلی مسئولیت های اجتماعی مدیریت منابع انسانی در ارتباط با فعالیت هایی فراتر از وظایف برای بهبود زندگی کاری و شخصی کارکنان است که با توجه به حساسیت جوامع نسبت به این اقدامات، امروزه به شدت مورد توجه قرار می گیرند. از این رو هدف این پژوهش، شناسایی مسئولیت های اجتماعی مدیریت منابع انسانی است. این کار از طریق تحلیل فراترکیب انجام شد. بدین منظور 32 پژوهش که به صورت مستقیم، موضوع مسئولیت های اجتماعی مدیریت منابع انسانی را بررسی کرده بودند، وارد مرحله تحلیل شدند. پژوهش های انتخاب شده برای رمزگذاری وارد نرم افزار مکس کیودا شدند. در پایان پس از مرحله تلفیق، 53 رمز متمایز شناسایی شد. از بین رمزهای شناسایی شده رمز های عدم تبعیض جنسیتی در فرصت های استخدامی مرتبط (18)، برنامه های هماهنگ سازی و تعادل زندگی خصوصی با زندگی حرفه ای (13)، مشارکت مسئولانه و غیرتبعیض آمیز در فرایند استخدام (رفتار برابر) (10) و منع بکارگیری کودکان (9) به ترتیب بیشترین اهمیت را از نظر تعداد ارجاع در اصطلاحات پژوهشی داشتند. در مرحله بعد رمزها در قالب 15 مفهوم (تم) و در نهایت مفاهیم در 3 موضوع تقسیم بندی شدند. استفاده از روش فراترکیب به منظور دستیابی به مدلی جامع از نوآوری های این پژوهش است. به طور کلی مسئولیت های اجتماعی مدیریت منابع انسانی در ارتباط با فعالیت هایی فراتر از وظایف برای بهبود زندگی کاری و شخصی کارکنان است که با توجه به حساسیت جوامع نسبت به این اقدامات، امروزه به شدت مورد توجه قرار می گیرند. از این رو هدف این پژوهش، شناسایی مسئولیت های اجتماعی مدیریت منابع انسانی است. این کار از طریق تحلیل فراترکیب انجام شد. بدین منظور 32 پژوهش که به صورت مستقیم، موضوع مسئولیت های اجتماعی مدیریت منابع انسانی را بررسی کرده بودند، وارد مرحله تحلیل شدند. پژوهش های انتخاب شده برای رمزگذاری وارد نرم افزار مکس کیودا شدند. در پایان پس از مرحله تلفیق، 53 رمز متمایز شناسایی شد. از بین رمزهای شناسایی شده رمز های عدم تبعیض جنسیتی در فرصت های استخدامی مرتبط (18)، برنامه های هماهنگ سازی و تعادل زندگی خصوصی با زندگی حرفه ای (13)، مشارکت مسئولانه و غیرتبعیض آمیز در فرایند استخدام (رفتار برابر) (10) و منع بکارگیری کودکان (9) به ترتیب بیشترین اهمیت را از نظر تعداد ارجاع در اصطلاحات پژوهشی داشتند. در مرحله بعد رمزها در قالب 15 مفهوم (تم) و در نهایت مفاهیم در 3 موضوع تقسیم بندی شدند. استفاده از روش فراترکیب به منظور دستیابی به مدلی جامع از نوآوری های این پژوهش است.

https://jpap.sbu.ac.ir/article_96594_c9001608885057484c3e25bf9019050b.pdf

Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 A model for branding human resource system with Grounded Theory A model for branding human resource system with Grounded Theory 69 101 96602 10.48308/jpap.2019.96602 FA Mina Beig Ph.D. Condidate of Public Management, Human Resources Management, Department of Public Management, Faculty of Management, Tehran South Branch, Islamic Azad University, Tehran, Iran Hossein Rahmanseresht Professor of Human Resources Management, Department of Public Management, Faculty of Management, Tehran South Branch, Islamic Azad University, Tehran, Iran Fattah Sharif Zadeh Professor of Public Administration, Allameh Tabatabaei University, Tehran, Iran Seyyed Ahmad Hosseini Golafshani Professor of Management, Department of Management, Faculty of Management, Tehran South Branch, Islamic Azad University, Tehran, Iran Journal Article 2019 06 19 This research has been carried out within the framework of qualitative approach. By applying the research data base of the grounded theory. In order to collect data, the presented literature in employee brand discussions, employer brand and human resources branding evaluated and the first 20 companies in the list of the best companies for work in the magazine of sunday times in 2019 and Semi-structured interview have been designed using a targeted sampling method with 30 resource managers, resource specialists and staff members. Data analysis was performed in three stages: 1.open coding, 2.axial coding and 3.selective coding. 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 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 organization, organization culture), strategies (Human resource management, process strategy), and outcomes (individual, organizational, national, and international). This research has been carried out within the framework of qualitative approach. By applying the research data base of the grounded theory. In order to collect data, the presented literature in employee brand discussions, employer brand and human resources branding evaluated and the first 20 companies in the list of the best companies for work in the magazine of sunday times in 2019 and Semi-structured interview have been designed using a targeted sampling method with 30 resource managers, resource specialists and staff members. Data analysis was performed in three stages: 1.open coding, 2.axial coding and 3.selective coding. 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 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 organization, organization culture), strategies (Human resource management, process strategy), and outcomes (individual, organizational, national, and international).

https://jpap.sbu.ac.ir/article_96602_12295648f76afd9fe306606f45f50d12.pdf

Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 Designing an e-governance Framework for Export Development Policy Formulation Designing an e-governance Framework for Export Development Policy Formulation 102 129 96559 10.48308/jpap.2019.96559 FA Farajolah Rahnavard Institute for Management and Planning Studies (IMPS), Tehran, Iran Alireza Seihoon Institute for management and planning studies Mahdy Mortazavi Tarbiat Modares University, Tehran, Iran Habibollah Taherpour Kalantari Institute for Management and Planning Studies (IMPS), Tehran, Iran Journal Article 2019 06 12 Objective: 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. Methods: 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. Results: After analyzing the text of the interviews, the central topic of "The tendency toward e-governance in policy formulation" was considered, which includes the main dimensions of targeting (stakeholder participation, transparency, accountability, and e-government). Meanwhile, by identifying the causal factors, mediator and moderator of the final framework were developed. The findings showed that public governance thinking, the demand of exporters, the priority of non-oil exports, and the expansion of ICT are factors influencing the "tendency towards e-governance in policy formulation". In the meantime, such a tendency of governance can result in exporters' trust, stakeholder satisfaction, legitimacy, and improved quality of export policies. Conclusion: The trend of policy makers to 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. Objective: 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. Methods: 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. Results: After analyzing the text of the interviews, the central topic of "The tendency toward e-governance in policy formulation" was considered, which includes the main dimensions of targeting (stakeholder participation, transparency, accountability, and e-government). Meanwhile, by identifying the causal factors, mediator and moderator of the final framework were developed. The findings showed that public governance thinking, the demand of exporters, the priority of non-oil exports, and the expansion of ICT are factors influencing the "tendency towards e-governance in policy formulation". In the meantime, such a tendency of governance can result in exporters' trust, stakeholder satisfaction, legitimacy, and improved quality of export policies. Conclusion: The trend of policy makers to 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.

https://jpap.sbu.ac.ir/article_96559_ebb129d71b20d8598e56137752bc0331.pdf

Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 Exploring the antecedents of ostracism and their relations in a public organization Exploring the antecedents of ostracism and their relations in a public organization 130 149 96565 10.48308/jpap.2019.96565 FA Zahra Askarizadeh MSc. of Public Administration, Vali-e-Asr University Mostafa Hadavinejad Associate professor of Management department, Vali-e-Asr university Journal Article 2018 10 10 The purpose of this case study was exploring the antecedents of workplace ostracism and their hierarchical relations in the frame of interpretive structural modeling (ISM) in a public organization. In this regard, 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. 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). The purpose of this case study was exploring the antecedents of workplace ostracism and their hierarchical relations in the frame of interpretive structural modeling (ISM) in a public organization. In this regard, 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. 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).

https://jpap.sbu.ac.ir/article_96565_344db5361bfe20da7c63934a24a0a2d3.pdf

Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 Factors Influencing Human Capital Management Inefficiency and Solutions to it (Case Study: Kermanshah Provincial Government Agencies) Factors Influencing Human Capital Management Inefficiency and Solutions to it (Case Study: Kermanshah Provincial Government Agencies) 15 178 96572 10.48308/jpap.2019.96572 FA Yosef MohammadiFar Razi University Moein Soleimani Razi University Journal Article 2019 08 09 Abstract: Objective: This study aimed to analyze the factors affecting human capital management inefficiency of government agencies Kermanshah province and provide solutions to improve it. 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. 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 and 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. It is worth noting that, like other qualitative studies, there is a (general) caution in content generalizability. Practical implications and value of the paper: Providing solutions to government agencies in Kermanshah province with the aim of improving human capital management. Abstract: Objective: This study aimed to analyze the factors affecting human capital management inefficiency of government agencies Kermanshah province and provide solutions to improve it. 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. 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 and 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. It is worth noting that, like other qualitative studies, there is a (general) caution in content generalizability. Practical implications and value of the paper: Providing solutions to government agencies in Kermanshah province with the aim of improving human capital management.

https://jpap.sbu.ac.ir/article_96572_2f8c12ad28cbc4938f249f25db8e1e76.pdf

Shahid Beheshti University Public Administration Perspective 2251-6069 10 3 2019 09 23 Designing and validation of organizational happiness based on Islamic values: Exploratory approach Designing and validation of organizational happiness based on Islamic values: Exploratory approach 179 205 100824 10.48308/jpap.2019.100824 FA Maryam Bayani Ph.D student, Public Management, , Faculty of Management, Islamic Azad, University,Aliabad KatoulBranch,Aliabad Katoul, Iran Samereh Shojaei Department of Public Management, Faculty of Management, Islamic Azad University,Aliabad Katoul Branch,Aliabad Katoul, Iran Mahmoud Reza Mostaghimi Department of Public Management, Faculty of Management, Islamic Azad University,Aliabad Katoul Branch,Aliabad Katoul, Iran Hossein Didehkhani Department of Industrial Engineering, Faculty of Technical, Islamic Azad University,Aliabad Katoul Branch,Aliabad Katoul, Iran Journal Article 2020 02 10 Purpose:The purpose of this study was to present a model of organizational vitality based on the components of Islamic values and mixed performance in the Islamic Azad University in the north of the country. Design/ Methodology/ Approach:In terms of data, the research method was a combination with an exploratory approach. In this regard, in the qualitative part, academic and organizational experts were selected in a non-random manner and snowball method by 30 people. In the quantitative section, both managers, deputies and faculty members were estimated at 3062 people and the sample size from Krejcie and Morgan table was estimated at 342 people. To prevent a decrease in the number and reliability of the questionnaires, a sample of 370 people was determined by stratified random sampling. The identified indicators were confirmed by experts through Delphi-fuzzy content analysis. Research Findings:In this study, by exploratory factor analysis, it was found that the dimensions of Islamic values include individual, social and organizational values and the dimensions of organizational vitality include work factors, positive emotions and interest in work. The results of structural modeling showed that individual, social and organizational values as precursors of Islamic values affect organizational vitality in Islamic Azad University. Limitations & Consequences: Since the research has been done in universities in the north of the country, it reduces the generalizability to other provinces. It is suggested that more accurate results be obtained in future research by selecting a larger sample size. Practical Consequences: Spreading vitality in the organization can help improve the health of the employees of that organization. Innovation or value of the Article: From a fundamental point of view, the results of this research in the field of organizational behavior management can provide a framework for future studies in the field of organizational vitality and Islamic values of the work environment. Educational, institutions and executive apparatus. Purpose:The purpose of this study was to present a model of organizational vitality based on the components of Islamic values and mixed performance in the Islamic Azad University in the north of the country. Design/ Methodology/ Approach:In terms of data, the research method was a combination with an exploratory approach. In this regard, in the qualitative part, academic and organizational experts were selected in a non-random manner and snowball method by 30 people. In the quantitative section, both managers, deputies and faculty members were estimated at 3062 people and the sample size from Krejcie and Morgan table was estimated at 342 people. To prevent a decrease in the number and reliability of the questionnaires, a sample of 370 people was determined by stratified random sampling. The identified indicators were confirmed by experts through Delphi-fuzzy content analysis. Research Findings:In this study, by exploratory factor analysis, it was found that the dimensions of Islamic values include individual, social and organizational values and the dimensions of organizational vitality include work factors, positive emotions and interest in work. The results of structural modeling showed that individual, social and organizational values as precursors of Islamic values affect organizational vitality in Islamic Azad University. Limitations & Consequences: Since the research has been done in universities in the north of the country, it reduces the generalizability to other provinces. It is suggested that more accurate results be obtained in future research by selecting a larger sample size. Practical Consequences: Spreading vitality in the organization can help improve the health of the employees of that organization. Innovation or value of the Article: From a fundamental point of view, the results of this research in the field of organizational behavior management can provide a framework for future studies in the field of organizational vitality and Islamic values of the work environment. Educational, institutions and executive apparatus.

https://jpap.sbu.ac.ir/article_100824_c8ddd35abf0774a1cfc9204ee3f7d4ad.pdf