In search of dynamism of organizational fotorism development in public sector
Mostafa
Hadavinejad
Associate Professor, Faculty of Economics and Administrative Sciences, Vali-e-Asr University of Rafsanjan, Rafsanjan, Iran
author
Ali
Sayyahpoor
PhD Student, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran
author
text
article
2021
per
The purpose of this study was exploring the development process of organizational fotorism in public sector. The study is practical regarding to its purpose and in terms of data collection is survey descriptive. In this regard, after reviewing the literature and identifying components explanting the phenomenon of interest the matrix questionnaire including mentioned components was developed and distributed among 15 management professors whom selected as experts using concept sampling method. In order to data analysis the causal network among components and their levels were discovered and represented in the framework of interpretive structural modelling (ISM) approach. Findings showed that the toxic context of organization through effecting on no satisfied needs of organization members in three levels (1. individual and managerial level, 2. Interpersonal level, and 3. Organizational and physical sources level) is the as the most basic stimuli for tendency to savior in organization. Through interaction of non-satisfied needs of organization members and their perception about savior existence that is in its turn a function of existence of competent reformers, the frustration-hope dialectic will be produced through which causes active expectation of savior advent. Such an expectation causes integration among fotorists and selecting a leader as a petty savior and in a higher level causes fotorists’ material and spiritual promotion and their exemplification in organization.
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
405
422
https://jomc.ut.ac.ir/article_73766_25dc3a5114cf8fd7b2d14abad9f9b6f3.pdf
dx.doi.org/10.22059/jomc.2019.278482.1007759
The Provision of a Professional Ethics Cognitive Framework Based on the Revealed Scripture for Organizational Human Resources
Ahmad
Abedi
Associate Professor, Faculty of Theology, University of Qom, Qom, Iran
author
Mohammad Ali
Mahdavi Rad
Associate Professor, Faculty of Theology, College of Farabi, University of Tehran, Qom, Iran
author
Fateme
Khanifar
PhD Student, The Quran and Hadith Sciences, Usul Al-Din College, Qom, Iran
author
text
article
2021
per
Forming one of the pillars of the human system, organization and management, on the one hand, have thematic and civilizational longevity, and on the other hand, are mentioned in the Islamic system. Professional ethics is one of the unknown dimensions of the managerial value system in the organizations. Professional ethics and its components in the organization can be effective in improving the administrative system based on Islamic teachings. By citing verses and narratives in the form of detailed explanations and a researcher-made table, this paper gives in a conceptual model of professional ethics in the organization. This study is applied in terms of purpose, qualitative in terms of data type, and comparative content analysis in terms of research nature. The statistical population of this research is all documents, religious texts, and exegetic books. Piety, reliance on God, justice, honesty, trusteeship, responsibility, amiability, and farsightedness are considered as the main components of professional ethics in this article. In this report, we try to explain and interpret the intended ethical components in the organization using the qur’ānic verses and Islamic narrations in order to set the grounds for the human resources of organizations to achieve a value-based organization. The findings of the study reveal that the observation of professional ethics principles in the organization by employees and managers is of utmost importance, and the observation of professional ethics principles can be considered a competitive advantage in the organizations.
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
423
454
https://jomc.ut.ac.ir/article_74665_ed88b0cee005e7af07fe0d6ce535ca6f.pdf
dx.doi.org/10.22059/jomc.2020.295005.1007965
A Meta-Analysis of the Studies on the Factors Affecting the Success of Knowledge Management in Iran
Vajhollah
Ghorbanizadeh
Associate Professor of Public Administration, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran
author
Aghil
Ghorbani Paji
PhD Student of Public Administration, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran
author
Davood
Afrooz
PhD Student of Public Administration, Faculty of Management & Accounting, Shahid Beheshti University, Tehran, Iran
author
text
article
2021
per
Meta-analysis is one of the most important and efficient methods and strategies of research because it provides the possibility of summarizing, integrating, combining, and interpreting the data and results of quantitative research and even expanding the theory in many areas of knowledge management. Aiming to quantitatively combine the results of research conducted on the factors affecting the success of knowledge management in Iranian organizations and using meta-analysis and CMA2 software, the study at hand selected 27 dissertations and 31 articles (58 studies in sum) from 2001 to 2019 using inclusion criteria and examined them. Cohen's d was used to interpret the effect size. Findings show that among all the variables studied in this meta-analysis, the ones with the greatest effect sizes are organizational culture (0.502), information technology (0.526), support by top managers (0.604), knowledge sharing (0.608), motivation (0.554), education (0.537), empowerment (0.540), participation (0.557), teamwork (0.727), and human resource Management (0.645).
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
455
477
https://jomc.ut.ac.ir/article_77939_2ef367851bf910e2bde19230e09877b6.pdf
dx.doi.org/10.22059/jomc.2020.300581.1008018
The Identification of the Derivers of Islamic Organizational Culture Development
Ali
Sadeghi
PhD Student, Department of Educational Sciences, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran
author
Saeed
Moradi
Assistant Professor, Department of Educational Sciences, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran
author
Batoul
Faghiharam
Assistant Professor, Department of Educational Sciences, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran
author
Alireza
Araghieh
Associate professor, Department of Educational Sciences, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran
author
Leila
Sharifian
Assistant Professor, Department of Educational Sciences, Islamshahr Branch, Islamic Azad University, Islamshahr, Iran
author
text
article
2021
per
The main purpose of this research was to identify the driving factors (aspects, components, and indexes) of Islamic organizational culture development in education and their mutual effects, which was achieved through a mixed-methods approach. In order to identify the related drivers and components, both document analysis and thematic analysis (using MAXQDA12 software) were used. In the qualitative phase, participants were 17 experts in the field of Islamic organizational. Theoretical saturation was achieved after 14 interviews, and the coding process yielded 233 open and 113 axial codes for Islamic organizational culture. Finally, five dimensions (namely, human-oriented, value-based, organizational, developmental, and perspective-based) and 17 principal components for Islamic organizational culture were identified. The content validity of the research instrument was confirmed. Moreover, in order to calculate test-retest reliability, some interviews were selected as the sample and each of them was coded twice in a short span of time. In the quantitative phase, 21 experts, DEMATEL method, and Microsoft Excel software were used to assess the mutual effects of the components based on the pair-wise comparison of items of a researcher-made questionnaire. The results showed that the religious rites veneration and axial perspectives were the most effective criteria, while social responsibility and internal processes were the most affected ones.
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
479
506
https://jomc.ut.ac.ir/article_77102_983c196bfc7b896f9e6df7f7c7168e58.pdf
dx.doi.org/10.22059/jomc.2020.303017.1008054
Investigating the Inclinational Components of the Organizational Behavior Model Based on Islamic Brotherhood
Mojtba
Dorodi
Assistant Professor, Imam Khomeini Education and Research Institute, Qom, Iran
author
Gholamali
Azizikia
Assistant Professor, Imam Khomeini Education and Research Institute, Qom, Iran
author
Mohsen
Manteghi
Assistant Professor, Imam Khomeini Education and Research Institute, Qom, Iran
author
Majid
Zare Shehne
PhD Holder in Islamic Management, Imam Khomeini Education and Research Institute, Qom, Iran
author
text
article
2021
per
Every organization needs activities that are carried out by its members for each other, the organization, and customers/clients. Based on its value principles, every organization seeks to attain a model of organizational behavior that best enhances its effectiveness and efficiency. A behavioral model that is relevant to Islamic organizations is one that is based on Islamic brotherhood. Due to their fundamental differences with non-Islamic organizations, Islamic organizations should be managed using specific methods. The purpose of this study was to clarify the inclinational components of such a model, and its main question was “What are the inclinational components of the organizational behavior model based on Islamic brotherhood?” To this end, the researchers examined the Islamic books using grounded theory approach and obtained the inclinational components of the Islamic brotherhood model. These included the inclination to achieve God’s pleasure, eschatologism, leader-orientedness, the inclination to attract the divine grace in activities, unity, sympathy, kindness, optimism, benevolence, the sincere inclination to offer services, trustworthiness, and the control of desires and tendencies to create and maintain Islamic brotherhood.
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
507
527
https://jomc.ut.ac.ir/article_83601_facc65baec0aaca0a43988ea2778a3fc.pdf
dx.doi.org/10.22059/jomc.2021.304248.1008066
Designing an Organizational Coaching Model in the Iranian Public Organizations Using a Grounded Theory Approach
Mohsen
Dastgerdi
PhD Student, Faculty of Management, Birjand Branch, Islamic Azad University, Birjand, Iran
author
Mohammad
Mohammadi
Assistant Professor, Faculty of Management, Birjand Branch, Islamic Azad University, Birjand, Iran
author
Nou rMohammad
Yaghoubi
Professor, Faculty of Economics, Sistan and Baloochestan University, Zahedan, Iran
author
Mahdi
Mahmoodzadeh
Assistant Professor, Faculty of Management, Birjand Branch, Islamic Azad University, Birjand, Iran
author
text
article
2021
per
In modern human resource development, a human resource manager is faced with a paradigm where the manager acts as a coach, which is referred to as organizational coaching, in which the manager triggers the abilities, motivation, and job opportunities of employees. Accordingly, the purpose of this study was to propose a comprehensive organizational coaching model for governmental organizations of Iran. This qualitative study was conducted using the Grounded Theory approach in three stages including open, axial, and selective coding. Thirteen ICF international coaches with a minimum experience of five years in Iranian public organizations were selected through theoretical sampling. A semi-structured interview was carried out, which was continued until theoretical saturation was achieved, and the resulting data were analyzed. The data analysis generated 132 codes, 66 concepts, and 17 main categories. These were formed as a paradigmatic model that was comprised of organizational coaching as the core category, causal conditions (including the characteristics of the organization and the characteristics of the individual), contextual variables (including coaching culture building, the atmosphere of the organization, and organizational support), intervening variables (coach characteristics, client characteristics, and coaching models), strategies (changes in the behavior, changes in the approach, self-awareness, the role transparency, business agility, organizational confidence, and organizational learning), and consequences (individual development and organizational development).
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
529
550
https://jomc.ut.ac.ir/article_79387_c923513a6e4335819aa2a1dd1eb0fa76.pdf
dx.doi.org/10.22059/jomc.2021.312662.1008163
Designing the Model of the Factors Affecting the Maintenance of Human Capital Based on the Employer Brand Using Interpretive Structural Modeling: The Case Study of Alborz Insurance Company
Reza
Ehsani
PhD Student, Department of Management, Aliabad Katoul Branch, Islamic Azad University, Aliabad Katoul, Iran
author
Samereh
Shojaei
Assistant Professor, Department of Management, Aliabad Katoul Branch, Islamic Azad University, Aliabad Katoul, Iran
author
Roohalla
Samiei
Assistant Professor, Department of Management, Aliabad Katoul Branch, Islamic Azad University, Aliabad Katoul, Iran
author
Seyed Mohammad
Zargar
Assistant Professor, Department of Management, Semnan Branch, Islamic Azad University, Semnan, Iran
author
text
article
2021
per
Nowadays, the human capital is considered as one of the most important resources of any organization, and the maintenance of the talented employees has turned into one of the biggest challenges for the human resource management in today’s competitive era. The purpose of this study was to design a model for the maintenance of human capital based on the employer brand. This study was an applied research project in terms of purpose and a survey in terms of data collection method. The factors effective on the human capital maintenance were extracted based on a review of the related literature and an inspection of the related resources. Then, the effective variables were screened and confirmed by a group of experts using Delphi method. The expert group was comprised of 10 university professors and organizational clerks and managers who were selected using convenience sampling. After the confirmation of the factors, the interpretive structural modeling was applied to design the model and the MICMAC analysis was implemented to analyze it. It seems that the adoption of this design has brought about – for the first time – the determination of the effectiveness and affectedness of various factors related to the role of employer brand in the maintenance of human capital. The application of this method led to the classification of the 14 factors effective on the maintenance of human capital into five categories. The findings demonstrated that factors such as organizational culture, organizational trust, core values, and flexible work conditions have the highest effect on the other variables, and the whole system changes when they change.
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
551
575
https://jomc.ut.ac.ir/article_80824_e203e77fd9097143bef7ed61e6c3f115.pdf
dx.doi.org/10.22059/jomc.2021.315828.1008199
Designing a Model for Absenteeism Management Using Mix Methods Approach
Mahdi
Nasr Esfahani
PhD Student of Public Administration, Department of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran
author
Saeed
Sharifi
Assistant Professor, Department of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran
author
Alborz
Gheitani
Assistant Professor, Department of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran
author
Mehrnaz
Nasr Esfahani
Visiting Professor, Department of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran and Assistant Professor, Najafabad Branch, Islamic Azad University, Najafabad, Iran
author
text
article
2021
per
This study aimed at presenting a model of employee absenteeism management using mixed methods approach. This applied, exploratory study was carried using grounded theory and exploratory factor analysis. The qualitative part involved 19 in-depth and semi-structured interviews with the organizational experts and employees who had been frequently involved with absenteeism. In the quantitative part, 302 questionnaires were distributed among the employees of Isfahan provincial branch of Iranian National Tax Administration. The non-probability, dependent heterogeneous sampling method was used for the qualitative part, and random sampling method was applied in the quantitative part. The analysis of the data collected in the qualitative section was done manually and using software MAXQDA 12 based on grounded theory. In quantitative part, the data obtained from the exploratory factor analysis of the questionnaire responses was analyzed using SPSS statistical software (version 26). The results of grounded theory led to the attainment of the employee absenteeism management model based on exploratory factor analysis.
Organizational Culture Management
University of Tehran
2423-6942
19
v.
3
no.
2021
577
608
https://jomc.ut.ac.ir/article_80823_7072bd49c2ebeadd791f41cba925f698.pdf
dx.doi.org/10.22059/jomc.2021.318081.1008221