Alireza Hoseinbeigi; Lotfollah Forouzande Dehkordi; Hasan Danaeefard; Aliasghar Pourezzat
Volume 21, Issue 3 , December 2017, , Pages 49-71
Abstract
The government, through its policies, is trying to expand the boundaries of accountability by monitoring and evaluation. Therefore designing a monitoring and evaluation system in each of the areas of government activities, in addition to learning policy, also helps to improve policies and policy making. ...
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The government, through its policies, is trying to expand the boundaries of accountability by monitoring and evaluation. Therefore designing a monitoring and evaluation system in each of the areas of government activities, in addition to learning policy, also helps to improve policies and policy making. Increasing demand for knowledge, endeavors of top sovereignty in committing to science and technology, developing a comprehensive scientific map, changing the admissions system, expansion of academic education and research institutions, requires the need for developing a monitoring and evaluation of the policies of the Ministry of Education. In this study, a monitoring and evaluation model is designed using five criteria includes Relevancy, effectiveness, efficiency, sustainability, and impact by results-based management. This model is tested in the Ministry of Science, Research and Technology. Results show that the groundwork for the development of this model started from the introduction of monitoring and evaluation and the three main groups demand-driven assessment include Sovereignty, state and civil society which provide its way through results-based management chain .
Hasan DanaeeFard; Somayeh Nemati; Ahmad Ali Khaef Elahi
Volume 21, Issue 2 , September 2017, , Pages 157-178
Abstract
In recent years, public sector performance and public perception of the values created by this sector through public services has become a center of focus for many researchers in public administration.
Substantial research has been conducted to develop metrics for measuring public sector performance ...
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In recent years, public sector performance and public perception of the values created by this sector through public services has become a center of focus for many researchers in public administration.
Substantial research has been conducted to develop metrics for measuring public sector performance in different contexts.
The present study followed an applied approach to develop a model for measuring public sector performance in creating public values. To this end, after a thorough review of the existing literature, a quantitative survey-based study was conducted which resulted in identifying a fairly comprehensive list of common values in four categories: moral, professional, humanistic and democratics; the face and content validity of which were approved by a Panel of Experts.
Subsequently, a questionnaire was developed based on the values inferred in the first stage, and handed to the sample population, consisting of the clients of state banks (Melli Bank, Sepah Bank & Keshavarzi Bank). Construct validity of the values was confirmed using SPSS software output and factor analysis. The final step was to evaluate the measurement model using partial least squares method and PLS software. At this stage, values with factor loading less than 0.4 were excluded from the measurement model and 18 remaining values were confirmed in the four above-mentioned categories.
Ali Asghar Fani; Hasan Danaee-fard; , Alireza Hasanzadeh; Fatemeh Sheikhinejad
Volume 18, Issue 1 , May 2014, , Pages 193-221
Abstract
Over the years, political behavior has been one of topics of interest to researchers in the field of organizational behavior. The reason for this interest is the extensiveness of this type of behavior in the organizations. This study, with regarding political skill and political will as moderating variables, ...
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Over the years, political behavior has been one of topics of interest to researchers in the field of organizational behavior. The reason for this interest is the extensiveness of this type of behavior in the organizations. This study, with regarding political skill and political will as moderating variables, considers the impact of perceptions of organizational politics on political behavior. The statistical population consists of managers and workers of water industry. In this research, the stratified (classified) sampling is used. To collect data, the questionnaire from five-option Likert scale was used, and the validity and reliability for each variable were confirmed. The data analysis was done by structural equation modeling, and path analysis by using LISREL software and Smart PLS. The results showed that perceptions of politics lead to political behavior, and political will moderates the relationship between the perceptions of politics and the political behavior. In this research, the moderating role of political skill was not confirmed.
Keywords:
Reza Najari; Mohammad Javad Hozoori; Ali Salehi; Hasan Danayefard
Volume 17, Issue 3 , September 2013, , Pages 23-47
Abstract
Psychological capital is a new concept that has been discussed in the third millennium and entered in the field of management since 2006 Due to its unique role in organizational wealth-generation, it has become in the core attention of scholars and intellectuals research in the field of behavior, human ...
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Psychological capital is a new concept that has been discussed in the third millennium and entered in the field of management since 2006 Due to its unique role in organizational wealth-generation, it has become in the core attention of scholars and intellectuals research in the field of behavior, human resource management and human capital. So the main goal of this paper is designing a model to improve psychological capital in Iranianpublic organizations with identifying the role of human resource functions. This research has employed quantitative approach and followed correlation method. The populations for this study were employees of public organizations; the rational for selection of them was classification system in the governmental budget. Accordingly, they were classified into the three categories of general, social and economic. On the other hand, due to the wide dispersion and large organizations across the country, public organizations of Tehran province were chosen as key clusters.
The research method is descriptive correlation study, and the data were collected using standard questionnaires. The data were analyzed by using structural equations and multiple regressions. The research findings showed that HR functions have significant positive relation with the psychological capital; however when organizational justice is placed as the intervening variable between them, the correlation coefficient is increased. The results also indicated that HRM functions have the greatest effect on Psycap by organizational justice. At last, fitness test of the model demonstrated that it is suitable for Iranian public organizations.
Hasaan Danaeefard
Volume 17, Issue 2 , May 2013, , Pages 69-104
Abstract
Managing complexity requires complex mechanisms. Network problems need network resolutions. for achieving the goal of Iranian vision. Designing network public administaration is nesessary. Trational public administration and new public management can not implement networked governance. There is a connection ...
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Managing complexity requires complex mechanisms. Network problems need network resolutions. for achieving the goal of Iranian vision. Designing network public administaration is nesessary. Trational public administration and new public management can not implement networked governance. There is a connection between the type of problems faced by human and management knowledge for addressing these problems. One of them is public administration. All political systems select appropriate managerial style based on their political, social, economical and cultural conditions. Islamic political system also has its own management tradition. Therefore, Iranian political system must select a management system that fits with Iranain vision. In this paper, we will explore the theoretical, and practical foundations of network public administration and discuss the rationales of emerging network governance and its connection with various management movements as well as the steps of implementing network public administration in Iran.
Hasan Danaie Fard; aliasghar fani; sholeh zakiani
Volume 17, Issue 1 , February 2013, , Pages 133-148
Abstract
Organizational behavior is a complex of voluntary and intentional behaviors that are committed by the staffs and personnel of an organization even though they are not part of their official behaviors. The consequence of such behaviors is an enhancement of the functions and jobs of the organization. Organizational ...
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Organizational behavior is a complex of voluntary and intentional behaviors that are committed by the staffs and personnel of an organization even though they are not part of their official behaviors. The consequence of such behaviors is an enhancement of the functions and jobs of the organization. Organizational justice refers to ethical and fair behaviors of the staffs and personnel of the organization and is identified with 'equity', 'impartiality' and 'indiscrimination'. It is the organizational health that provides an opportunity for the staffs or their respective organization to perform far beyond the held expectations or their rivals. Considering these factors, the present study aimed at investigating the effect of the organizational health on organizational citizenship behaviors. It also aimed to explore the role of 'organizational healthy personality' as a moderate factor.
Ahmad Esakhani; Ali Asghar Fani; Hsssan Danaee Fard
Volume 16, Issue 2 , July 2012, , Pages 151-166
Abstract
In a recent decade there has been a great deal of interest in work engagement. This interest stems from evidences that show the strong relationship between engagement and individual and organizational outcomes. It has been reported that the level of employee engagement in organization is low. The decline ...
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In a recent decade there has been a great deal of interest in work engagement. This interest stems from evidences that show the strong relationship between engagement and individual and organizational outcomes. It has been reported that the level of employee engagement in organization is low. The decline in level of employee engagement costs organization billions of dollar in term of lost productivity. Different factors (such as job demands, job resources, personal resources) has been identified as antecedents and also different factor (such as organizational commitment, job satisfaction, Organizational citizenship behavior etc.) as consequences of work engagement. In this line, aim of this research is to explain antecedents of work engagement and its effect on organizational commitment. Results show that job resources (autonomy, social support, feedback, supervisory coaching, opportunities for development) and personal resources (self efficacy, proactive personality, conscientious trait) are work engagement antecedents. And work engagement has positive effect on organizational commitment.
SeyedYaghoub Hosseini; Ali Fani; Asghar Moshabaki
Volume 15, Issue 2 , May 2011, , Pages 107-132
Abstract
Measurement of Governance Capacity: Concept, Modeling and Evaluation
Ali Asghar Fani1, SeyedYaghoub Hosseini2, Hassan Danaeifard3,
Asghar Moshabaki4
1- Assistant Professor, Faculty of Management & Economics, Tarbiat Modares University, Tehran, Iran
2- ...
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Measurement of Governance Capacity: Concept, Modeling and Evaluation
Ali Asghar Fani1, SeyedYaghoub Hosseini2, Hassan Danaeifard3,
Asghar Moshabaki4
1- Assistant Professor, Faculty of Management & Economics, Tarbiat Modares University, Tehran, Iran
2- Ph.D. Student, Faculty of Management & Economics, Tarbiat Modares University, Tehran, Iran
3- Associate Professor, Faculty of Management & Economics, Tarbiat Modares University, Tehran, Iran
4- Associate Professor, Faculty of Management & Economics, Tarbiat Modares University, Tehran, Iran
Received: 17 /7/2010 Accept: 18/10/2010
Government capacity and governance capacity are the new concepts that have recently entered the literature of state management and political science. The existing literature in this ground is neither comprehensive nor homogeneous. This article intends to study different dimensions of capacity and, based on the findings, introduce a model for examining it.
Governance capacity is manifested in such dimensions as the capacity of a state in designing, implementing and assessing policies and super policies. The innovative point in this article is the introduction of a model on governance capacity, which has not been done in the previous researches. In the past studies, based on the context of the related study, scholars have had a micro view on the governance subject, and no comprehensive view to include all dimensions of governance has been considered. This inadequacy is removed by the outcomes of the present article.
This article consists of two parts. The first part includes the review of theoretical literature about governance capacity and theoretical fundamentals of the concept. The second part introduces a model, which has been examined by the data collected from different countries.
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Volume 14, Issue 4 , March 2011, , Pages 79-106
Abstract
Governments, are not successful in implementation of many policies. Various
challenges, obstacles and constraints may occur and hamper the policy
implementation; but when a policy fails in implementation, only the
implementators are blamed; while policy-makers have a major role in the
(success and) ...
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Governments, are not successful in implementation of many policies. Various
challenges, obstacles and constraints may occur and hamper the policy
implementation; but when a policy fails in implementation, only the
implementators are blamed; while policy-makers have a major role in the
(success and) failure of a policy, too. In fact, disrespect to rationality in policy
formulation can lead the policy process to failure in implementation. In this
study, according to Ignace Snallen (2002), the concepts of rationality consists of
legal, economical, political and professional dimensions. The hypothesis of this
research is that “rationality of the policies formulated in the 7th Islamic
Consultative Assembly of Iran” differs to “the optimum/ideal rationality that,
leads us to a successful implementation”. The necessary data were gathered
from the experts by questionnaire, and analyzed by statistics tests. Data analyses
confirmed the research hypothesis. It is concluded that disregard to the desirable
composition of rationalities has led the to unsuccessful implementations of
policies processes.
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Volume 14, Issue 3 , December 2010
Abstract
One of the main issues in human resource management is employees' discipline that concentrates on controling and preventing the employees from misconducting. There are three approaches of discipline including traditional, progressive and positive. In traditional approach, when any unaccepted ...
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One of the main issues in human resource management is employees' discipline that concentrates on controling and preventing the employees from misconducting. There are three approaches of discipline including traditional, progressive and positive. In traditional approach, when any unaccepted behavior happens, the managers react immediately and punish the non-obedient worker, but in progressive approach, the managers do a progressive and step-wise action. In positive approach, not every kind of punishment is accepted; the workers should have time to correct their unaccepted behavior. In this paper, we tried to show the social science propositions of these three approaches as ideal types of employees' discipline and suggest new type of discipline according to Quranic instructions. Strategy of this research is qualitative; and we used analytical approach to reconcept the discipline in a typological framework through management, social science thinkers and Quran text. Finally, four approaches were suggestedto employees' discipline through ontological dichotomy. At the end of this paper, we explained the transcendental employee discipline as Quranic approach to discipline.
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Volume 14, Issue 3 , December 2010, , Pages 61-89
Abstract
This paper focuses on the measurement of justice perception using fuzzy logic. The measurement of justice perception is not a simple matter, because it is a subjective, complex, vague and ambiguous construct, which is also involved with the judgmental process. Therefore, the low accuracy and ...
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This paper focuses on the measurement of justice perception using fuzzy logic. The measurement of justice perception is not a simple matter, because it is a subjective, complex, vague and ambiguous construct, which is also involved with the judgmental process. Therefore, the low accuracy and reliability of the measurement are among the main concerns in using justice perception measurements. The object of this paper was to develop a new method for measuring justice perception in the frame of the Fairness Theory with three types of fairness: distributive, procedural and interactional. It was performed in a Iranian Bank (Melat Bank) with the aim of decreasing the measurement bias and increasing its reliability. The outputs of this fuzzy measurement are significantly different to those of the other conventional methods. The reliability and the construct validity of this fuzzy measurement were confirmed by statistical results. Comparison of the means of the crisp and fuzzy scores using two-paired T- test showed a significant difference between the means of crisp and fuzzy scores in the distributive, interactional and general justice, but there was no not significant difference in this regard in the procedural justice. It also could represent the latent factors of human cognitive judgment and, therefore, contribute to improve the justice perception process in organizations.
Mohammad Taqi Norozi; hasan Danaee Fard; Ahmad Ali Khaef Alahi
Volume 13, Issue 2 , June 2009, , Pages 65-91
Abstract
The attention to servant leadership has increased in the recent years and different kinds of business, profit, educational and even governmental organizations have used servant leadership principles for managing their organizations. But doubts have been raised in regard to the effectiveness of implementing ...
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The attention to servant leadership has increased in the recent years and different kinds of business, profit, educational and even governmental organizations have used servant leadership principles for managing their organizations. But doubts have been raised in regard to the effectiveness of implementing servant leadership for organizational effectiveness, especially, in governmental organizations. In the light of mixing Iranian culture with the goals of servantitude and importance of the topic, this article is concerned to test the effect of servant leadership on organizational effectiveness of Iranian governmental organizations through the two ways of leadership and followership effectiveness. For this purpose, after problem statement and reviewing the literature, the factors and the variables of theoretical research model was recognized and the respected questions were distributed among the managers and employees of 22 Iranian public organizations. T- student test was employed for examining the whole status of research dimensions. For testing the hypotheses, statistical tests of regression and Spearman correlation were employed. In examininig the relation between research dimensions, all of the relationships under study were verified. But the low score obtained for the mean of servant Leadership Measuring Instrument (OLA) in comparison to average mean explained that servant leadership is exercised weakly in Iranian public organizations while paternalistic leadership dominated them. Also the weak relationship of realization of organizational effectiveness through servant leadership - followership effectiveness denotes thelack of necessary attention to the followers and their role in organizational effectiveness. Finally, some suggestions are offered according to the results.
Hasan Danaeefard
Volume 10, Issue 20 , June 2006, , Pages 171-210
Abstract
Complexity theory is the science of studying adaptive complex system. This science includes chaos theory, self-organization theory and fractal geometry. The origin of this theory is in Biology. Although there are common elements between ontology, epistemology and methodology of complexity theory and ...
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Complexity theory is the science of studying adaptive complex system. This science includes chaos theory, self-organization theory and fractal geometry. The origin of this theory is in Biology. Although there are common elements between ontology, epistemology and methodology of complexity theory and postmodernism, we can’t say complexity theory is a postmodern theory because there are also similarities between complexity science and positivism paradigm. In this paper, we will compare complexity theory to postmodernism and positivism and the result is that complexity theory is not fully a postmedern theory.
