دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Meta-Governance, a Step in Improving the Governance Model Case of study: Petrochemical industry of Iran فراحکمرانی، گامی در ارتقای الگوی حکمرانی مورد مطالعه: صنعت پتروشیمی ایران 1 32 8186 10.22111/jmr.2023.45115.5980 FA خدیجه کریمی دانشجوی دکتری مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران سید مهدی الوانی استاد گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران 0000-0001-5942-2230 داوود حسین‌پور دانشیار گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران 0000-0001-6286-4726 وجه الله قربانی زاده استاد گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران Journal Article 2023 03 10 Abstract Despite the strengths of the new public governance, researchers have noted the necessity of governance over network governance or meta -governance and ensuring the achievement of public interests and the effectiveness of network actors' activities. But some theorists have considered meta -governance as governance over any governance mode, which is the subject of future research. This research seeks to find the meta–governance model of the existing governance system of the petrochemical industry and solve the challenges related to the lack of a central strategy. Pattern extraction with the help of structured grounded theory method and through in-depth interviews with 22 people (snowball sampling and the necessity of theoretical sampling) from experts and managers in public and private sectors of industry as well as NGO and the initial and centralized coding and analytical notes were done. The 20 theoretical categories found in three clusters and with a systematic connection, have depicted the model of the meta -governance of the industry. The results of this research put meta -governor responsible for designing, steering and evaluating the governance system of the industry by explaining the composition of governance and the role of actors, policymaking and macro planning of the industry and the formulation of functional and professional requirements and criteria; Embedding frameworks and implementing coordination and ensuring the alignment of activities with macro plans; Facilitation of financial resources, information and infrastructures, as well as efforts to empower and find solutions And finally, the actors should be held accountable for the realization of the policies, macro plans, the requirements and standards, and by obtaining feedback, meta -governor should demand reforms and force them if necessary. Applying this meta-governance is possible through amendments in the superior documents and the structure and revision of the duties of the organizational units (at different levels) of the headquarters of the Ministry of Petroleum and the National Company of Petrochemical Industries of Iran. Introduction Network governance has some weaknesses in decision-making mechanisms and coordination between different actors; The absence of a system for evaluating the activities of network actors in line with accountability and the possibility of tending to the interests of specific groups and individuals and leaving public interests behind (Osborn, 2010, 41-43). This delegated power requires a larger central strategy or meta-governance to increase effectiveness and improve legitimacy (Sorensen and Torfing, 2016; Sorensen and Torfing, 2009). Another group of theorists, however, consider meta-governance as governance over different governance procedures and believe that the other two styles of governance, i.e., hierarchy and market, will also remain in force and will be subject to meta-governance (Jesop, 2003). Although frameworks have been presented on how to apply meta-governance to governance networks and most of the field researches have been conducted in this area, but the framework of meta-governance from the perspective of meta-governance as governance over different governance procedures is still at the beginning of its verification process. Therefore, the current research aims to search for a model for applying meta-governance over each of the three governance styles (existing in Iran's petrochemical industry). Case study The current study was carried out in petrochemical industry of Iran. In the governance system of the petrochemical industry, in addition to the network governance, there are two market modes and hierarchy, and one of the governance challenges of this industry is the absence or meta-governance, which the present research seeks to extract this model. Materials and Methods The current research is in an interpretative paradigm, with a simultaneous developmental and practical approach, and will use qualitative methodology. Because in the present research, seeking to find the hidden pattern of supra-governance in Iran's petrochemical industry by searching the experiences and views of the research participants in the governance system of Iran's petrochemical industry with specific spatial, cultural and situational characteristics, the research method is constructivist grounded theory (Charmez, 1390, 235). The statistical population and sample of the research is composed of three groups of selected experts and managers (non-random snowball sampling method) in the public and private sector of the industry and NGOs. A total of 24 in-depth interviews were conducted and initial and centralized coding and analysis continued from the first interview until reaching the research model. Discussion and Results From the very beginning of the research, the coding of the recorded in-depth interviews started based on the Charms method. The produced codes (primary, centralized), concepts and categories have been reviewed and modified many times. According to Charmez's point of view, classification was used in the service of emerging theory (pattern) for theoretical integration and comparison of categories (Charmez, 2010, 209). The theoretical categories of each clusters have a high internal coherence and their conceptual connection has made the classification possible. The explanation of the connections between theoretical concepts and categories in the model is also presented using diagramming. The three clusters of design, steering and evaluation of the governance system in the model have a two-way relationship and envision meta-governance responsibilities in the form of a system with prerequisite communications and feedback. The responsibilities of the meta-governance in each of these three clusters are explained in the form of the final extracted theoretical categories (20 categories): The cluster of design (governance system) includes the categories of (participation in) explaining the composition of governance and the role of actors, participation in policymaking and macro-planning of the (industrial) development of the country, (participation in) embedding frameworks and persuasion, policymaking and macro-planning of Industry, structure design (invisible) of petrochemical industry. The steering category (governance system) includes the categories of aligning with policies and plans, developing requirements and guidelines, evaluating qualifications and licensing activities, implementing coordination and coherence, embedding bills and supporting (financial) mechanisms, providing information sources and raising awareness, providing infrastructure and facilities, strengthening and empowering and support and finding solutions. The cluster of evaluation (governance system) includes the categories of being accountable for the achievement of the policies and plans of the industry, being accountable for the requirements and instructions, obtaining and analyzing the opinions of the stakeholders, improving the performance, playing role of Arbitrator and verdict and coercion. Conclusion This research has succeeded in presenting a model for meta-governance in the form of governance over different governance modes. By presenting this framework, which is the research value-added value of this study, the meta-governance will be the responsible for designing, steering and evaluating the governance system. The model presented in this research with the concepts taken from the views of theorists who believe in the necessity of governance over governance modes has shown a high compliance in terms of the nature of meta-governance duties and in addition succeeded in determining the functionality of this Concepts. The functions explained for the meta-governors indicate that the realization of these responsibilities is not limited to sovereignty affairs or not only from the list of duties related to the formulation and implementation of standards and regulations (regulation). The organization of these tasks can be done in the form of structural reorganization and changing the description of duties and responsibilities of the organizational units (at different levels) in the headquarters of the Ministry of Petroleum and the National Petrochemical Industry Company; Obviously, to perform some of these tasks, new organizational units must be thought of. Another issue is that in the fulfillment of meta-governance responsibilities, the experts and executives of the industry in the private sector and experts and those concerned about the issues of the industry in form of NGOs (even unorganized) are also active and their information, analyzes and the proposals of this triple set of actors will be the basis of decisions made at high levels of meta-governor. علیرغم نقاط قوت حکمرانی عمومی جدید، پژوهشگران ضرورت حکمرانی بر حکمرانی شبکهای یا فراحکمرانی و تضمین تحقق منافع عامه و اثربخشی فعالیتهای بازیگران شبکه را متذکر شدهاند. اما بعضی از اندیشمندان، فراحکمرانی را حکمرانی بر هر رویه حکمرانی دانستهاند که موضوع تحقیق پیش رو می باشد. این پژوهش در جستجوی تبیین الگوی فراحکمرانی نظام حکمرانی موجود صنعت پتروشیمی و رفع چالش های مرتبط با فقدان راهبردی مرکزی می باشد. استخراج الگو با کمک روش داده بنیاد ساخت گرا و از طریق انجام مصاحبه های عمیق با 22 نفر (نمونه گیری گلوله برفی و اقتضای نمونه گیری نظری) از خبرگان، مدیران و صاحبنظران در بخشهای عمومی، خصوصی و مردمنهاد صنعت وکدگذاری اولیه، متمرکز و یادداشت های تحلیلی انجام گردید. 20 مقوله تئوریک یافت شده در سه دسته طراحی، راهبری و ارزیابی و با ارتباطی سیستماتیک، الگوی فراحکمرانی صنعت را به تصویر کشیده است. نتایج این پژوهش فراحکمران را مسئول طراحی نظام حکمرانی صنعت در قالب تبیین ترکیب حکمرانی و نقش بازیگران، سیاستگذاری و برنامه ریزی کلان صنعت؛ راهبری آن از طریق تدوین الزامات و معیارهای کارکردی و حرفه ای، تعبیه چارچوب ها و اعمال هماهنگی و اطمینان از همراستایی فعالیتها با برنامه های کلان، تسهیل منابع مالی، اطلاعاتی و زیرساخت ها و همچنین تلاش جهت توانمندسازی و چاره جویی دانسته که نهایتا نیز ارزیابی این نظام را با پاسخگو کردن بازیگران در قبال تحقق سیاستها، برنامه های کلان، الزامات و معیارها، اخذ بازخوردها و مطالبه اصلاحات و در صورت لزوم اجبار به انجام می رساند. اعمال فراحکمرانی، از طریق اصلاحاتی در اسناد بالادستی و ساختار و تجدیدنظر در وظایف واحدهای سازمانی (در سطوح متفاوت) ستاد وزارت نفت و شرکت ملی صنایع پتروشیمی ایران، امکان پذیر می باشد.

https://jmr.usb.ac.ir/article_8186_c347ab7092cc95af853b2a67c7dea5d0.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Examining the Role of Social Capital Components on Explaining Organizational Pessimism واکاوی نقش مولفه‌های سرمایه اجتماعی بر تبیین بدبینی سازمانی 33 64 8187 10.22111/jmr.2024.42159.5776 FA شبنم زرجو دانشجوی دکتری گروه رهبری و سرمایه انسانی، دانشکده مدیریت و علوم سازمانی، دانشکدگان مدیریت، دانشگاه تهران، تهران،ایران. علی اصغر پورعزت استاد، گروه خط مشی گذاری و اداره امور عمومی، دانشکدگان مدیریت، دانشکده مدیریت دولتی و علوم سازمانی، دانشگاه تهران، تهران، ایران. Journal Article 2022 04 26 Abstract Purpose: The purpose of this research is to investigate the role of social capital components on explaining organizational pessimism as a behavioral challenge in Payam Noor universities in Guilan province. Methodology: The present research in terms of method; It is quantitative, with comparative logic, and in terms of purpose, it is practical and developmental. The statistical population of the research, the centers of Payam Noor University in Guilan province were selected in the number of 23 centers, the total number of human resources (academic faculty and administrative staff) is 588 people, and 220 people were selected as a sample using the cluster sampling method based on Cochran's formula. became The data collection tool is a researcher-made questionnaire. The questionnaire used was obtained from an exploratory study. In order to analyze the data, the mean, standard deviation method was used in the descriptive statistics section by SPSS23 statistical software, and in the inferential statistics section, the structural equation modeling method was used using Smart PLS3 statistical software. Research findings: The research findings indicate that the structural, relational and functional factors of social capital have an effect on organizational pessimism and explain it, and among the identified factors, the greatest intensity is related to the relational component, with the impact coefficient -0.672 and the factor load is 0.840. Conclusion: The special achievement of the present research shows the importance that by improving relations and increasing interactions among employees and professors and supporting management of such communication, the field of pessimism will be reduced to a great extent. Based on this, in terms of application, it can be claimed that by relying on the three elements of social capital, the level of organizational pessimism can be reduced in Payam Noor University, Guilan Province. Also, in terms of domestic research innovation with such a theme, it has not been seen in the country from a topical and spatial point of view. Introduction Considering that Payam Noor University is one of the active higher education centers in the country and provides a diverse range of services to students from various social categories, investigating negative behaviors and their consequences such as organizational pessimism and the prevalence of such malpractices , among its professors and employees, it can have long-term useful consequences for university managers and supervisors. Also, considering the high amount of work that Payam Noor University employees do and the fact that the dominant organizational structure of Iran's government organizations is bureaucratic, there is no doubt that the issue of job burnout, one of the most important aspects of which is organizational pessimism among The employees of government organizations, especially the employees of universities and educational centers, are increasing, and if such issues and problems are not addressed, in the long term, it will lead to a decrease in the job performance of employees and a decrease in organizational productivity. Therefore, dealing with behavioral issues with regard to the social capital component and playing its role can be very helpful. According to the explanations provided, the researchers in the current research are in line with answering this question, whether social capital can be the role of explaining behavioral dysfunctions such as organizational pessimism? Case study Payam Noor University of Guilan Province Materials and Methods The current research follows the paradigm of positivism in terms of philosophical foundations, and its orientation is of an applied and developmental type, because it seeks to apply the findings in the same context as the statistical community under investigation, and on the other hand, it adds to the boundaries of organizational and behavioral knowledge. Also, in terms of the research approach, it is of a comparative type and it aims to test the hypotheses by using a framework and a conceptual model. Also, the nature of the current research is quantitative research and the research environment is field and the collected data were collected in the real environment. In terms of the goal, the current research aims to explain and describe the investigated phenomena, the horizon of the research is also cross-sectional. The statistical population of the research, the centers of Payam Noor University in Guilan province were selected in the number of 23 centers, the total number of human resources (academic faculty and administrative staff) is 588 people and 220 people were selected as a sample based on the Cochran formula by cluster sampling method. . The data collection tool is a researcher-made questionnaire. The questionnaire used was obtained from an exploratory study. In order to analyze the data, the mean, standard deviation method was used in the descriptive statistics section by SPSS 23 statistical software, and in the inferential statistics section, the structural equation modeling method was used using SmartPLS statistical software. Discussion and Results The research findings indicate that the structural, relational and functional factors of social capital have an effect on organizational pessimism and explain it, and among the identified factors, the greatest intensity is related to the relational component, with the impact coefficient -0.672 and the factor load is 0.840. Conclusion The special achievement of the present research shows the importance that by improving relations and increasing interactions among employees and professors and supporting management of such communication, the field of pessimism will be reduced to a great extent. Based on this, in terms of application, it can be claimed that by relying on the three elements of social capital, the level of organizational pessimism can be reduced in Payam Noor University, Guilan Province. Also, in terms of domestic research innovation with such a theme, it has not been seen in the country from a topical and spatial point of view. هدف از انجام پژوهش حاضر، واکاوی نقش مولفه‌های سرمایه اجتماعی بر تبیین بدبینی سازمانی به عنوان چالش رفتاری در دانشگاه‌های پیام نور استان گیلان میباشد. پژوهش حاضر از حیث روش؛ کمی، با منطق قیاسی می‌باشد و از حیث هدف، کاربردی و توسعه‌ای است. جامعه آماری پژوهش، مراکز دانشگاه پیام نور در استان گیلان به تعداد23 مرکز انتخاب شدند که در مجموع تعداد منابع انسانی ( اساتید هیات علمی و کارکنان اداری) 588 نفر بوده و به روش نمونه‌گیری خوشه ای تعداد 220 نفر بر اساس فرمول کوکران به عنوان نمونه انتخاب شدند. ابزار گردآوری داده ها پرسشنامه پژوهشگر ساخته می‌باشد.که پرسش نامه مورد استفاده از مطالعه اکتشافی به دست آمده است. به منظور تجزیه و تحلیل داده ها از روش میانگین، انحراف معیار در بخش آمار توصیفی توسط نرم افزار آماری SPSS23 و در بخش آمار استنباطی از روش مدل سازی معادلات ساختاری با استفاده از نرم افزار آماری Smart PLS3 بهره گرفته شده است. یافته های پژوهش حاکی از آن است که عوامل ساختاری، مراوده ای و کارکردی سرمایه اجتماعی بر بدبینی سازمانی تأثیر گذار بوده و و آنرا تببین می کند و همچنین در بین عوامل شناسایی شده بیشترین شدت مربوط به مولفه‌ی مراوده‌ای، با میزان ضریب تأثیر 672/0- و بار عاملی 840/0 می‌باشد. دستاورد ویژه پژوهش حاضر نشان دهنده‌ی این اهم است که با ارتقای روابط و افزایش مراودات در میان کارکنان و اساتید و حمایت مدیریت از چنین ارتباطی، زمینه بروز بدبینی تا حد زیادی کاهش می یابد. بر این اساس، از حیث کاربرد، می‌توان ادعا نمود که با تکیه بر عناصر سه گانه سرمایه اجتماعی می شود میزان بدبینی سازمانی را در دانشگاه پیام نور استان گیلان کاهش داد. همچنین از حیث نوآوری پژوهشی داخلی با چنین مضمونی در کشور از منظر موضوعی و مکانی دیده نشده است.

https://jmr.usb.ac.ir/article_8187_53bf13f8bb5db9b86339900afa2ace7c.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Competency Ddevelopment Strategies of Gglobal Transformational Lleadership in Iran’s Ministry of Energy راهبردهای توسعه شایستگی‌های رهبری ‌تحول آفرین جهانی در وزارت نیرو ایران 65 90 8188 10.22111/jmr.2024.43649.5868 FA پروانه یزدانی دانشجوی دکتری مدیریت منابع انسانی،گروه مدیریت،دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد،ایران علی شیرازی دانشیار گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران فریبرز رحیم نیا استاد گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران. سعید مرتضوی استاد گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران. Journal Article 2022 10 10 Abstract Global Transformational Leadership (GTL) is an approach that focuses on understanding, adopting and directing change by creating a global network and teamwork and learning environment in order to compete in the global arena. The GTL has attracted the attention of organizations that operate globally, but there are uncertainties regarding its various dimensions, especially the strategies for developing its competencies in organizational leaders. Iran's Ministry of Energy (IME), as a vital government agency, has a global orientation, but is facing challenges to develop its leaders in an increasingly competitive global marketplace. Thus, this research aims to explore strategies for developing GTL competencies in the context of IME. The research method is qualitative with an exploratory approach. The study population is managers with experience and expertise in the international projects of IME. To collect data, 15 of these managers were selected using the purposeful sampling method and participated in semi-structured interviews. The thematic method was used to analyze the collected data. The findings led to identifying strategies to develop transformative leadership competencies in IME. Two overarching strategies identified, namely empowerment strategies and individual development strategies are discussed and their implications for IME are highlighted. Introduction Today, the stated goals and missions of many organizations oriented toward global markets with emphasis on continuous interactions with foreign suppliers, partners, employees, shareholders and customers. The global environment, along with the transformation that has created in the competitive landscape of businesses, has changed the approach of directing organizations and developing the competencies leaders need to be successful globally. Thus, it is expected that the global leaders are equipped with the new knowledge, skills and attitudes which enable them to effectively guide organizations in a complex, changing and often ambiguous global environment. Given the reality of today’s global markets, it is argued that organizations should revisit and reassess their leadership development strategy and focus on developing their leaders' competencies that meet their existing requirements in the face of global competitive forces. To meet this challenge, a key decision for all organizations is choosing the right strategies for developing leaders’ competencies. The main purpose of this article is to present strategies for the development of global transformative leadership competencies in IME based on the views of its experts and managers with international experience. Case studies This research is carried out in Iran’s Ministry of Energy and its affiliated companies that operate offshores. Materials and methods This research uses qualitative method and collect its data through semi-structured interviews. The theme analysis method was used to identify strategies for developing GTL competencies. The data collected in semi-structured interviews from 15 experts and senior managers of IME, who hold senior positions, such as deputies and advisors to the minister and CEOs of international companies affiliated with the Ministry of Energy, with relevant work experience in international projects. Results and discussions The analysis of the themes in interviews led to the identification of 123 concepts were identified. After allocation of these concepts to themes and refining them several times, 56 basic themes, six organizing themes and two overarching themes were obtained. The findings revealed that although IME bears responsibility for developmental strategies that aim to equip leaders with necessary competencies, but the onus of the competence development strategies primarily rests on individual leaders themselves. In other words, it is argued that individual strategies are complementary to organizational strategies in leadership competency development. Conclusions The findings of the research highlight the critical role of empowerment and individual development strategies for developing GTL competencies. The empowerment strategies include professional development, knowledge enhancement, provision of opportunities for cross boarder presence and experience, and granting authority. The individual development strategies, on the other hand, are consist of reflective learning approaches, self-learning and independent study, and revision and reshaping of leader’s mentality. رهبری تحول آفرین جهانی (GTL) رویکردی است که بر درک، پذیرش و هدایت تغییرات با ایجاد یک شبکه جهانی و کار تیمی و محیط یادگیری به منظور رقابت در عرصه جهانی تمرکز دارد. رهبری تحول آفرین جهانی توجه سازمان‌هایی را که در سطح جهانی فعالیت می‌کنند به خود جلب کرده است، لکن در مورد ابعاد مختلف آن، به‌ویژه راهبرد‌های توسعه شایستگی‌های آن در رهبران سازمانی، ابهاماتی وجود دارد. وزارت نیرو ایران (IME) به عنوان یک سازمان دولتی حیاتی، اهداف و مأموریتهای جهانی دارد اما برای توسعه رهبران خود در بازار جهانی دارای رقابتی فزاینده با چالشهایی مواجه است. بنابراین، این پژوهش با هدف بررسی راهبرد‌هایی برای توسعه شایستگی‌های رهبری تحول آفرین جهانی در وزارت نیرو انجام شده است. روش تحقیق کیفی با رویکرد اکتشافی است. جامعه مورد مطالعه را مدیران با تجربه و تخصص در پروژههای بین المللی وزارت نیرو ایران تشکیل میدهند. برای جمع آوری دادهها، 15 نفر از این مدیران به روش نمونه گیری هدفمند انتخاب و در مصاحبه های نیمه ساختاریافته شرکت کردند. برای تجزیه و تحلیل دادههای جمع آوری شده از روش تحلیل مضمون استفاده شد. این یافتهها منجر به شناسایی راهبردهایی برای توسعه شایستگی های رهبری تحول آفرین جهانی در وزارت نیرو ایران شد. دو راهبرد کلی شناسایی شده، تحت عنوان راهبردهای توانمندسازی و راهبردهای توسعه فردی مورد بحث قرار گرفته و مفاهیم آنها برای وزارت نیرو ایران تبیین شده است.

https://jmr.usb.ac.ir/article_8188_f417da36d2ad1dd3aa9097fb5d1bece3.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Designing intrinsic motivation model for the teachers in the department of education via mixed method طراحی الگوی انگیزش درونی معلمان آموزش و پرورش با استفاده از روش ترکیبی 91 114 8189 10.22111/jmr.2024.45068.5976 FA حمیده السادات حسینی دانشجوی دکتری رشته مدیریت بازرگانی،گرایش رفتار سازمانی و منابع انسانی،دانشگاه اصفهان، اصفهان، ایران. علی نصر اصفهانی دانشیار گروه مدیریت،دانشکده علوم اداری و اقتصاد دانشگاه اصفهان، اصفهان، ایران. علی صفری دانشیارگروه مدیریت،دانشکده علوم اداری واقتصاد دانشگاه اصفهان، اصفهان، ایران. Journal Article 2023 03 07 Abstract The focus of the present study is to design the teachers' intrinsic motivation model. It is a functional study and the mixed approach has been used in it. The statistical population of the study in the qualitative part included all the experts in the department of education in the city of Isfahan from whom 13 experts were interviewed via semi-structured interview through purposive sampling method. A researcher-made questionnaire was designed in the quantitative part in order to confirm the model taken from the qualitive part and 530 questionnaires were distributed among all the teachers in the city of Isfahan and 504 ones which were complete have become the basis of analysis after being returned. The results in the qualitative part revealed that the positive effective factors and negative effective factors influence the intrinsic motivation and intrinsic motivation, per se, results in two personal and organizational outcomes. The results of quantitative part, too, show that the identified factors in the qualitative part have significant effect on the intrinsic motivation. Introduction Societies today consist of various organizations and it is the objectives of the organizations that determine their activities and human resources is one of the most effective factors in reaching the objectives of the organizations. Teachers, too, who are the staff of the department of education are not the exception. Considering the fact that education is of dramatic role in changing the life and building better future for people and their societies all around the world and the fact that the school can be assumed a formal educational organizational unit where all teacher-student interactions take place and accomplishing the predefined purposes for the school, both qualitatively and quantitatively, are determined just by the school teachers we will realize the importance of the teachers' intrinsic motivation; since they, as the teaching employees in the department of education, are the only ones which are directly in communication with the students. Due to very great importance and outstanding effect on the operation and outputs of the organization, fundamental investigation and designing the model of intrinsic motivation determine the significance of this research. Moreover, through instigating the theoretical framework it was specified that designing intrinsic motivation model has been addressed less and its effect on the other components has been addressed more. Besides, it was revealed that there was no research in the field of designing intrinsic motivation model in the country and it requires more meticulous investigations. By making a correct understating of the teachers' intrinsic motivation and designing intrinsic motivation model, this study attempts to help managers in the department of education apply the intrinsic motivation as a valuable means to recognize the reasons of the behaviors in the organizations, direct the behaviors and also predict the effects of management measures. Case study Considering the position and main duties of education, and the existing gaps in it regarding the intrinsic motivation and also taking the thought-provoking and effective outcomes of the intrinsic motivation, the present study was conducted in the department of education in Isfahan. Material and Methodology It is functional in case of purpose and mixed (qualitative-quantitative) in case of administration with exploratory approach. The statistical population in the qualitative part is all the experts employed in the department of education in the city of Isfahan including school principals who teach at Farhangian University too and know enough about the objective and the subject of the study. The statistical population in the quantitative part includes the teachers in the department of education in Isfahan (zone 6). A questionnaire has been designed according to the achieved model after passing the stages of the qualitative part and codifying the research model, and stratified sampling method appropriate to the sample size was used for the distribution. Free and semi-structured interviews technique and the research-made questionnaire were used in the qualitative and quantitative parts respectively. Thirteen teachers were interviewed to collect the data in the qualitative part and the data got to the saturation point in this stage. A questionnaire was designed according to the model in the quantitative part of the study after passing the qualitative part and codifying the research model. The statistical population was all 8375 teachers in the city of Isfahan and stratified sampling appropriate to the sample size was used. 5q ≤ n ≤ 15 q has been used to calculate the sample size Minimum number of required questionnaires is 320 according to the formula, so 530 questionnaires were distributed and 504 ones which were complete became the basis of analysis after being returned. Discussion and results The findings of the preliminary study in the qualitative part imply that the teachers' model of intrinsic motivation in the department of education in the city of Isfahan includes the aspects of effective factors on the intrinsic motivation, the aspects of intrinsic motivation and the outcomes of intrinsic motivation. Effective factors on the intrinsic motivation were divided into two positive and negative effective factors and positive effective factors include include subthemes of positive organizational factors and positive management factors and positive external-organizational factors and negative effective factors include negative organizational factors and negative management factors. Components of intrinsic motivation, too, include the importance of the teaching profession, job challenge, job attractiveness, teachers' independence, interest in the job, sense of effectiveness and usefulness, work-life balance, developing the teaching profession; enriching the teaching profession and satisfying the sense of curiosity. In addition, the conducted analyses imply that the staff's intrinsic motivation can lead to some outcomes too; the outcomes which have been accommodated into organizational and personal dimensions. The results in the quantitative part show that positive organizational factors, positive management factors, positive external-organizational factors, negative organizational factors, and negative management factors have significant effect on the intrinsic motivation with 55%, 39%, 56%, 43%, 39% respectively. Moreover, intrinsic motivation has significant effect on the organizational outcomes with 65% and on the personal outcomes with 64%. Conclusion The main objective of the present study was to design the teachers' motivation model in the city of Isfahan which was conducted via doing interview and coding the findings from the interview. The investigations led to identifying the components of intrinsic motivation, positive and negative effective factors on it and also identifying the outcomes of the teachers' intrinsic motivation. هدف پژوهش حاضر طراحی الگوی انگیزش درونی معلمان است. این پژوهش، از نوع کاربردی بوده و از رویکرد ترکیبی استفاده شده است. جامعه آماری پژوهش در بخش کیفی شامل کلیه خبرگان شاغل در اداره آموزش و پرورش شهر اصفهان بود که با استفاده از نمونهگیری هدفمند، با تعداد 13 نفر از آنها مصاحبه نیمه ساختار یافته صورت گرفته است. در بخش کمّی نیز،جهت تأیید مدل حاصل از بخش کیفی، پرسشنامهای محقق ساخته طراحی گردید و با روش نمونه گیری طبقه ای متناسب با حجم نمونه، تعداد 530 پرسشنامه بین کل معلمان شهر اصفهان توزیع و پس از بازگشت،504 عدد از پرسشنامهها که کامل بود، مبنای تحلیل قرارگرفته است. نتایج بخش کیفی نشان داد که عوامل تاثیرگذار مثبت (عوامل سازمانی، عوامل مدیریتی و عوامل برون سازمانی) و عوامل تاثیرگذارمنفی (عوامل سازمانی و عوامل مدیریتی) انگیزش درونی را تحت تاثیر قرار می دهند و انگیزش درونی نیز موجب دو دسته پیامدهای فردی وسازمانی می شود. ابعاد انگیزش درونی نیز شامل اهمیت حرفه معلمی،چالشی بودن شغل، جذابیت شغل، استقلال معلمان، علاقه به شغل، احساس موثر بودن و سودمندی، تعادل کار-زندگی،توسعه حرفه معلمی؛ غنی سازی حرفه معلمی، اغناء حس کنجکاوی است. نتایج بخش کمّی نیز نشان میدهد که عوامل شناسایی شده در بخش کیفی، بر انگیزش درونی تأثیر معنادار دارند.

https://jmr.usb.ac.ir/article_8189_fbc6b9a4fbcfc489f022cf593a3f81c1.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Presenting a model to explain the factors affecting the willingness to donate online in line with the crowdfunding of non-governmental organizations ارایه الگویی برای تبیین عوامل موثر برتمایل اهدای آنلاین در راستای تامین مالی جمعی سازمان های مردم نهاد 115 146 7982 10.22111/jmr.2023.45000.5968 FA محمداکبر شیخ زاده دانشجوی دکترای مدیریت فناوری اطلاعات دانشگاه علامه طباطبایی ، تهران محمدتقی تقوی فرد استاد گروه مدیریت صنعتی دانشکده مدیریت دانشگاه علامه طباطبایی، تهران، ایران. ایمان رئیسی وانانی دانشیار گروه مدیریت صنعتی ، دانشکده مدیریت دانشگاه علامه طباطبایی، تهران، ایران. جهانیار بامداد صوفی دانشیار گروه مدیریت صنعتی ، دانشکده مدیریت دانشگاه علامه طباطبایی، تهران، ایران. Journal Article 2023 02 27 Abstract Today, one of the most important challenges of non-governmental organizations is financing. Due to the lack of government funding, these organizations use public assistance to continue their activities and realize their charitable goals and visions. With the increasing use of online donation platforms in the world, non-governmental organizations in Iran have not yet been able to use this opportunity to solve their financial challenges. This is an important issue that needs to be investigated and researched. The purpose of this article is to provide a model to explain the factors affecting the willingness to donate online in line with the collective financing of non-governmental organizations, which has been carried out using a Meta-synthesis method. In this regard, using the experiences of financial managers and charity experts and previous research, the collected information was coded using the content analysis method. The components were categorized with 55 descriptive open codes, 36 basic themes and 12 organizing themes, then the reliability and validity of the model was checked and then it was presented in the form of the final model. The results showed that these components are directly and indirectly effective in online donation in line with collective financing of non-governmental organizations. These components clearly state that providing transparent and timely financial information and effective activities of non-governmental organizations, emotional and social support for people, ease of use, privacy protection, trust and the principle of the plan and project is the right way. which can make the financing of non-governmental organizations successful. Introduction One of the new methods that has recently attracted the attention of charitable organizations is the use of online crowdfunding. In this way, they can collect small donations at once. The focus of this research is crowdfunding based on donations in Iranian charities. In donation-based crowdfunding, donors do not have any expectations in return for the provided financial assistance. Due to the significant growth of crowdfunding and the facilitation of people's participation online, charitable institutions are obliged to use the opportunity created to carry out humanitarian activities continuously and long-term, and to be more successful in self-financing, the motivations and intentions of donors identify online and by spreading awareness, transparency and culture in this field, institutionalize trust in crowdfunding platforms in the society. The problem of this research is that despite the development and expansion of online donation platforms and the presence of benefactors in the country, a model for the intention of online donation charitable institutions in Iran. Has not yet been presented. The effort of this research is to provide a model of intention to donate online for collective financing of charities in Iran. Case study A model of intention to donate online for charity crowdfunding in Iran Materials and Methods The data of this study are the results and findings extracted from other similar studies. The method of this research is qualitative which was done using Meta-synthesis. Discussion and Results The components of the online donation intention model for the collective financing of charities, which is done with the meta-composite method, include the following: central norm (moral perspective, moral identity, perception of social norms); Perceived behavioral control (crowdfunding, influence on the perception and decision of donation behavior); Use of media and information technology (the space of websites, the expansion of social networks, the obsolescence of conventional fundraising methods, the adaptation of donation methods, artificial intelligence, online donation, social media and new payment technologies); specialization (applications, skills, undesirable data); Ethical norm (evoking the emotions of the visitors, reputation of the initiator); Credibility (retention of donors, accountability, frequency of visits); media specialization (spatial and geographical effects, spatial inequalities); participation and empathy (interaction and cooperation, appropriate treatment); persuasion (persuasion, understanding donors); understanding differences (mindsets, grouping); subjective norms (influence of internal factors, psychological characteristics); attitudes (motivations of personal gain, material benefits, material benefits, stock-based or reward-based collective investment, social rewards, individual interests) are those that are directly And it indirectly affects the intention to donate online for crowdfunding. Conclusion The extracted components clearly state that presenting the main subject of projects, charity campaigns, transparency and trust building in the correct way can cause the success of Crowdfunding of charities. امروزه یکی از مهمترین چالشهای سازمانهای مردم نهاد تامین مالی می باشد. این سازمانها بدلیل نداشتن بودجه دولتی، از کمک های مردمی برای ادامه فعالیت و تحقق بخشیدن به اهداف و چشم اندازهای خیرخواهانه خود استفاده می کنند. با گسترش و استفاده روز افزون از پلت فرمهای اهدای آنلاین در جهان، هنوز سازمان های مردم نهاد در ایران نتوانستهاند بخوبی از این فرصت جهت رفع چالش های مالی خود استفاده کنند. این مساله قابل ملاحظه ای است که جای بررسی و تحقیق دارد. این مطالعه به لحاظ هدف کاربردی و به لحاظ اجرا کیفی با رویکرد فراترکیب در نهایت ۲۷ مقاله بعد از غربالگری استفاده شده است. در این راستا اطلاعات جمع آوری شده با استفاده از تجربیات مدیران مالی، کارشناسان خیریه ا و تحقیقات پیشین با روش تحلیل محتوا کدگذاری شد. مولفه ها با 55 کد باز توصیفی، 36 مضمون پایه و 12 مضمون سازماندهنده دسته بندی گردید. سپس پایایی و اعتبار مدل بررسی و در قالب مدل نهایی ارائه شد. نتایج نشان داد که این مولفه ها بطور مستقیم و غیرمستقیم برتمایل اهدای آنلاین در راستای تامین مالی جمعی سازمانهای مردم نهاد موثرهستند. این مولفه ها به وضوح بیان می کنند که ارائه به موقع و شفاف اطلاعات مالی و فعالیتهای موثرسازمانهای مردم نهاد، حمایت عاطفی و اجتماعی افراد، سهولت استفاده، حفظ حریم خصوصی، اعتماد و اصل موضوع طرح و پروژه به شیوه صحیح است که میتواند سبب موفقیت تامین مالی سازمانهای مردم نهاد گردد.

https://jmr.usb.ac.ir/article_7982_08754b075eca688848eba8103780abf9.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 The Framework of whistle-blowing in Iran's Government Organizations with the Approach of Grounded Theory چارچوب سوت زنی در سازمان های دولتی ایران با رویکرد نظریه داده بنیاد 147 178 8197 10.22111/jmr.2024.47759.6139 FA حسین سالمی دانشجوی دکتری مدیریت دولتی، مدیریت منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران. 0009-0000-6207-5428 عبدالعلی کشته گر دانشیار گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران. ناصر مرادبیگی دانشجوی دکتری مدیریت دولتی، مدیریت منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران. Journal Article 2024 01 17 Abstract Organizational whistleblowing is a process used to report ethical and legal violations within an organization or work environment. On the other hand, ethical and legal violations in government organizations may occur in the form of corruption, abuse of power, and violations of laws. Therefore, organizational whistle-blowing in this area can play a very important role in identifying and dealing with these violations. This research is qualitative, developmental, interpretive and inductive, which was implemented with the foundation's data approach. The statistical population of the research consists of twelve university experts and participants who were whistleblowers themselves and were selected by a judgmental method. After selecting the participants, the research questions were answered through semi-structured interviews. After reviewing and analyzing the obtained interviews, 350 initial codes were obtained, of which 175 abstract concepts, 42 sub-categories and 17 main categories were obtained. In this way, the factors; individual and punitive policies as causal conditions; micro contextual factors, macro contextual factors and norming as contextual factors; Role players, incentives for whistle-blowing and disruptors as intervening factors, triple support, soft strategies, hard strategies, whistle-blowing protection policies, and regulatory bodies as strategies. Social-economic, individual-moral and organizational-legal consequences were identified as the consequences of whistle-blowing in Iran's government organizations. The presented model can be a basis for planning organizations to re-use the experiences, knowledge, expertise and skills of retirees in professional and non-professional jobs. Adopting organizational whistleblowing and creating a legal mechanism to manage reports is also critical. These include establishing a legal process for investigating and following up on reports, protecting whistleblowers, and imposing legal consequences for ethical and legal violations. Introduction Organizational whistle-blowing is a process used to report ethical and legal violations within an organization or work environment. The main goal of this action is to promote transparency and ethical behavior within the organization. People who blow the whistle are known as "whistleblowers". Organizational whistle-blowing plays a very vital role in government organizations. Here, public property and government authority are managed, so transparency and maintaining ethics are vital. On the other hand, ethical and legal violations in government organizations may occur in the form of corruption, abuse of power, and violations of laws. Therefore, organizational whistleblowing in this area can play a very important role in identifying and dealing with these violations. Case study The case study of the current research is to present the framework of whistle-blowing in Iran's government organizations from the perspective of academic experts and active whistle-blowers as experts in this field. Materials and Methods This research is qualitative, developmental, interpretive and inductive, which was implemented with the foundation's data approach. The statistical population of the research consists of twelve university experts and participants who were whistleblowers themselves and were selected by a judgmental method. After selecting the participants, the research questions were answered through semi-structured interviews. Discussion and Results After reviewing and analyzing the obtained interviews, 350 initial codes were obtained, of which 175 abstract concepts, 42 sub-categories and 17 main categories were obtained. In this way, the factors; individual and punitive policies as causal conditions; micro contextual factors, macro contextual factors and norming as contextual factors; Role players, incentives for whistle-blowing and disruptors as intervening factors, triple support, soft strategies, hard strategies, whistle-blowing protection policies, and regulatory bodies as strategies. Social-economic, individual-moral and organizational-legal consequences were identified as the consequences of whistle-blowing in Iran's government organizations. Conclusion Whistle-blowing in the Islamic Republic of Iran is an emerging phenomenon and is still in its initial stages both in the field of research and in the field of implementation. Many countries have formulated their own whistle-blowing laws and approved them in their parliaments, and our country should also legalize this phenomenon faster in order to support whistle-blowing. The presented model can be a basis for planning organizations to re-use the experiences, knowledge, expertise and skills of retirees in professional and non-professional jobs. Adopting organizational whistleblowing and creating a legal mechanism to manage reports is also critical. These include establishing a legal process for investigating and following up on reports, protecting whistleblowers, and imposing legal consequences for ethical and legal violations. The following strategies can be used to increase whistle-blowing in Iran's government organizations: Awareness: For the success of the whistle-blowing program, make sure that all employees are familiar with this program. And you can use events, awareness sessions, and educational texts to raise awareness; Witness Protection: Ensure that witnesses or reporters are protected. Whistleblower protection laws are important so that people can more confidently report issues; Reporting system: A safe and reliable system for reporting issues, such as a safety deposit box or an online system, is important. This system must ensure confidentiality and trustworthiness. سوت زنی سازمانی یک فرآیند است که به منظور گزارش دادن نقض‌های اخلاقی و قانونی داخل یک سازمان یا محیط کاری بکار می‌رود. از طرف دیگر، نقض‌های اخلاقی و قانونی در سازمان‌های دولتی به شکل‌هایی همچون فساد، سوءاستفاده از قدرت و نقض قوانین ممکن است وارد شوند. از این رو، سوت زنی سازمانی در این حوزه می‌تواند نقش بسیار اساسی در شناسایی و پرداختن به این نقض‌ها داشته باشد این پژوهش از نوع کیفی، توسعه‏ای، تفسیری و استقرایی است که با رویکرد داده بنیاد اجرا شده است. جامعه آماری پژوهش را دوازده نفر از خبرگان دانشگاهی، و مشارکتکنندگانی که خود سوت زن بودهاند و به روش قضاوتی انتخاب شدند، تشکیل میدهد. بعد از انتخاب مشارکتکنندگان از طریق مصاحبههای نیمه ساختار یافته به سوالات پژوهش پاسخ داده شد. پس از بررسی و تحلیل مصاحبههای بدست آمده، 350 کد اولیه بدست آمده که از این تعداد 175 مفهوم انتزاعی، 42 مقوله فرعی و 17 مقوله اصلی بدست آمد. بدین ترتیب عوامل؛ فردی و سیاستهای تنبیهی به عنوان شرایط علی؛ عوامل زمینهای خرد، عوامل زمینهای کلان و هنجارسازی به عنوان عوامل زمینهای؛ نقشپردازها، مشوقهای سوتزنی و اخلالگرها به عنوان عوامل مداخلهگر، حمایتهای سهگانه، راهبردهای نرم، راهبردهای سخت، سیاستهای حفاظتی سوتزن و دستگاههای نظارتی به عنوان راهبرد، پیامدهای اجتماعی – اقتصادی، فردی – اخلاقی و سازمانی – قانونی به عنوان پیامدهای سوتزنی در سازمانهای دولتی ایران شناسایی شدند. الگوی ارائه شده ‏تواند مبنایی برای برنامه‏ریزی سازمان‏ها باشد تا به‌طور مجدد از تجربه‌ها، دانش، تخصص و مهارت‌های بازنشستگان در مشاغل حرفه‏ای و غیرحرفه‏ای استفاده شود. پذیرش سوت زنی سازمانی و ایجاد یک مکانیزم قانونی برای مدیریت گزارش‌ها نیز بسیار حیاتی است. این موارد شامل ایجاد یک فرآیند قانونی برای بررسی و پیگیری گزارش‌ها، حمایت از سوت‌زنان، و اعمال عواقب قانونی برای نقض‌های اخلاقی و قانونی است.

https://jmr.usb.ac.ir/article_8197_b9f67ce077b47441d9c0ba2d09da2668.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 The effect of telework on reducing staff burnout during Covid-19 restrictions (Case study: Sistan and Baluchestan University) تأثیر دورکاری بر کاهش فرسودگی شغلی کارکنان در زمان محدودیت‌های بیماری کرونا (مورد مطالعه: دانشگاه سیستان و بلوچستان) 179 210 8202 10.22111/jmr.2022.39224.5546 FA وحید پورشهابی استادیار گروه مدیریت، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران. فروزان سرحدی دانشجوی دکتری، گروه مدیریت، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران. Journal Article 2021 07 13 Abstract Corona is an unpleasant fact that telecommuting is one of the consequences of an organizational perspective. It seems that if there is a good pattern for telecommuting, it can help reduce burnout and turn the corona threat into an opportunity. In this regard, the present study aimed to investigate the effect of telework on reducing burnout in Sistan and Baluchestan University staff during the limitations of corona disease. The aim of this study is applied research that has been done by the mixed method. Also, in terms of method and time frame of data collection, it is cross-sectional survey research. The statistical population in the qualitative section includes 13 experimental and theoretical experts in the field. In the quantitative part, the views of 70 employees of Sistan and Baluchestan University have been used. Data collection tools were semi-structured interviews and researcher-made questionnaires. Content analysis, structural-interpretive modeling, and partial least squares were used to analyze the data. The results of this study show that the organizational structure of the university and the infrastructure of telecommuting have a high power of influence and the development of telecommuting strategy affects systematic telecommuting education and telecommuting executive policy and these factors also significantly balance work and life during COVID-19 illness. Introduction One of the immediate consequences of stress in organizations is the phenomenon of burnout. This phenomenon can have dramatic negative effects on the quality of family life and occupations of individuals and therefore has been considered as a serious issue. In addition to everyday stress, our world today is challenged by an unprecedented outbreak of disease that significantly negatively impacts society and the efficiency of operations and supply chain management business models. Covid-19 disease, the most important challenge to humanity since World War II, has led to a wider global crisis. A crisis in which events or sequences occur on a large scale and have a staggering speed that leads to uncertainty and increased irregularities and, as a result, a feeling of controllability and emotional disturbance in individuals (Taghva, 2021). In order to prevent the spread of the disease more widely in society, many countries around the world have decided to quarantine and close businesses completely, and due to the need to minimize the physical presence of people in the workplace, many organizations have resorted to methods such as telecommuting (Taghva, 2021). Recent evidence also suggests that the emergence of the corona crisis has a significant relationship with increasing employee burnout rates (Sasangohar et al., 2020). Since universities have a critical role in influencing the education and growth of the young and future generation, as well as the development and application of various sciences and the development of culture and economics and value creation in society, burnout in university staff can be Left the destructive and irreparable effects. Therefore, the present study aimed to investigate the effect of telework on reducing burnout in Sistan and Baluchestan University staff during coronary heart disease. Case study This research was conducted in Sistan and Baluchestan University and in the research process, the professors and staff of this university were used as a statistical population. Materials and Methods This study is a practical research and case study that aims to present and evaluate the credit model of the effect of telework on burnout in space-time. The data collection method is also a cross-sectional survey and the type of data can be done, it is also mixed research that has been done with qualitative-camp methods. The statistical population of this research in the qualitative and model presentation section includes theoretical experts (university professors of management) and experimental experts (managers of Sistan and Baluchestan University) who have at least ten years of management experience. The main tools for collecting research data are interviews and researcher-made questionnaires. The interview consisted of 6 initial questions and was conducted in a semi-structured manner. Data analysis was performed in the qualitative phase with MaxQDA software and in the quantitative phase with MicMac and Smart PLS 3 software. Discussion and Results Based on the results, it was found that the variables of the organizational structure of the university and the telecommunications implementation infrastructure are in the fifth level of the model. In explaining this finding, it can be stated that the mentioned variables are the most influential model variables that affect other variables and are not affected by the variable. Based on the research findings, it was shown that the variables of systematic telecommuting education and telecommuting executive policy are at the third level of the model. Explaining this finding, it can be said that these variables are influenced by the variables of the organizational structure of the university and telecommunications implementation infrastructure, and by improving their status, systematic telecommuting education and telecommuting executive policy are also directly improved and upgraded. Also, it was found that the variable of telecommuting strategy formulation is at the fourth level of the model. Explaining this finding, it can be said that the variables of systematic telecommuting training and telecommuting executive policy have a direct effect on the variable of telecommuting strategy. The results showed that work-life balance variables are in the second level of the model. In explaining this finding, it can be said that the mentioned variable is affected by other variables mentioned in the previous levels of the model, and changes and improvements in each of them will lead to improving the status of this variable. Finally, it was shown that the burnout reduction variable is at the first level of the model. In explaining this finding, it can be stated that the variable of reducing burnout is the most influential variable of the model and does not affect another variable. Conclusion The results of this study, which aimed to investigate the effect of telework on reducing Corona in Sistan and Baluchestan University staff during the limitations of the corona, show that the infrastructure of telework has a positive and significant effect on the development of telework strategy; Developing a telecommuting strategy has a positive and significant effect on systematic telecommuting education; Developing a telecommuting strategy has a positive and significant effect on the telecommuting executive policy; Systematic telecommuting training has a positive and significant effect on work-life balance; The telecommuting executive policy has a positive and significant effect on work-life balance, and the work-life balance has a positive and significant effect on reducing burnout. In other words, by establishing the proposed research model, it is possible to prepare for the reduction of burnout at the University of Sistan and Baluchestan during the Corona. کرونا حقیقت ناخوشایندی است که دورکاری یکی از پیامدهای آن از منظر سازمانی می‌باشد. به نظر می‌رسد که اگر الگوی مناسبی برای دورکاری وجود داشته باشد، می‌تواند به کاهش فرسودگی شغلی کمک کند و تهدید کرونا را به یک فرصت تبدیل کند. در این راستا، پژوهش حاضر با هدف بررسی تأثیر دورکاری بر کاهش فرسودگی شغلی کارکنان دانشگاه سیستان و بلوچستان در زمان محدودیت‌های بیماری کرونا انجام شده ‌است. مطالعه حاضر از منظر هدف، پژوهشی کاربردی می‌باشد که با روش آمیخته صورت گرفته است. همچنین، از نظر روش و بازه زمانی گردآوری داده‌ها یک پژوهش پیمایش مقطعی است. جامعه آماری در بخش کیفی شامل 13 نفر از خبرگان تجربی و نظری در حوزه مورد مطالعه می‌باشد. در بخش کمی نیز از دیدگاه 70 نفر از کارکنان دانشگاه سیستان و بلوچستان استفاده شده است. ابزار گردآوری داده‌ها، مصاحبه نیمه ‌ساختار یافته و پرسشنامه محقق ‌ساخته است. برای اعتبارسنجی بخش کیفی ضریب هولستی محاسبه و مقدار آن 717/0 بدست آمد. برای روایی سنجی بخش کمی نیز روایی محتوایی و روایی همگرا محاسبه شد. برای سنجش پایایی نیز آلفای کرونباخ و پایایی ترکیبی محاسبه گردید. آلفای کرونباخ پرسشنامه کلی 856/0 بدست آمد. برای تحلیل داده‌ها در بخش کیفی از روش تحلیل محتوایی با نرم‌افزار Maxqda، مدل‌سازی ساختاری-تفسیری با نرم‌افزار MicMac و در بخش کمی از حداقل مربعات جزئی با نرم‌افزار Smart PLS استفاده شده ‌است. نتایج این پژوهش نشان می‌دهد که ساختار سازمانی دانشگاه و زیرساخت‌های اجرای دورکاری، قدرت نفوذ بالایی داشته و از طریق تدوین استراتژی دورکاری بر آموزش نظام‌مند دورکاری و خط‌مشی اجرایی دورکاری تأثیر می‌گذارند و این عوامل نیز به صورت معناداری موجب تعادل کار و زندگی در دوران همه‌گیری کرونا می‌شوند.

https://jmr.usb.ac.ir/article_8202_500233ff780fdf02eba5b0617e205c54.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Designing the management model of the effects and consequences of the diversity of human resources on the social capital of the workforce طراحی الگوی مدیریت آثار و پیامدهای تنوع نیروی انسانی بر سرمایه اجتماعی نیروی کار 211 240 8203 10.22111/jmr.2024.47284.6108 FA زینب لک زایی دانشجوی دکتری مدیریت، گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران. محمد قاسمی دانشیار گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران. Journal Article 2023 11 24 Abstract The diversity of the workforce is of great importance in management activities, and managers need training in order to effectively manage diversity and provide effective strategies to manage such differences; Therefore, the current research was conducted with the aim of identifying the effects and consequences of diversity on social capital in the General Department of Cooperation, Labor and Social Welfare of Sistan and Baluchistan province. Introduction One of the most important challenges that organizations of the present century face in the field of human resources, as the most important asset and capital of any organization, is the diversity of human resources. Workforce diversity means that today's organizations are faced with heterogeneous groups in different aspects such as gender, age, race, etc. (Quinn, 2016). Iran is experiencing a new variety of workforce. Therefore, organizations should adopt policies for calling, training, compensation, and motivation for heterogeneous and diverse workforce. This seems more necessary in the province of Sistan and Baluchistan because this province, with a high amount of ethnic and religious diversity, has very suitable potential conditions for the comprehensive management of the diversity of human resources; But unfortunately, not much action has been taken in this regard; Which shows the poor management or the lack of proper management of the diversity of human resources in the government institutions of this province, which makes it an undeniable necessity to pay attention to the topic of diversity and its management in the province of Sistan and Baluchistan. Today, large organizations have started to take advantage of the diversity of human resources in the work environment and its management. In the meantime, the Department of Cooperative, Labor and Social Welfare is not exempt from this. Considering that the mission of the Department of Cooperatives, Labor and Social Welfare is policymaking, strategic planning, monitoring and supervision in order to regulate work relations based on the principle of tripartism, preservation and protection of the workforce, development and empowerment of cooperatives, Creating balance in the labor market and supporting the stabilization of jobs and establishing social justice in the fields of insurance, support and empowerment by observing the principles of comprehensiveness, adequacy and comprehensiveness are based on the insurance law. Therefore, in order for this organization to have the necessary capacities for the correct use of the diversity of its human resources and to carry out the assigned tasks and organizational plans in this direction, it must have the necessary capacities to understand the concept of the diversity of human resources in Provide working relationships and diversity management among employees and managers. Also, the title of this research was one of the research priorities of the Department of Cooperation, Labor and Welfare of Sistan and Baluchistan province and was approved by the research staff of that department. Therefore, the current research seeks to identify the effects and consequences of diversity of human resources in the relations between employees in the work environment and its management in the department of cooperation, labor and social welfare of Sistan and Baluchistan province. Case study Department of Cooperation, Labor and Social Welfare of Sistan and Baluchestan Province Materials and Methods The research method is mixed (qualitative-quantitative) with an exploratory approach according to the applied purpose and according to the type of data; In this way, 187 articles in the field of diversity and social capital were analyzed and research indicators were identified using metacomposite method. The statistical population in the qualitative part of the research included 22 academic and professional experts familiar with the subject, who were selected by judgmental sampling and snowball methods, and the dimensions, components, and indicators counted in the form of a Delphi questionnaire were provided to the experts. It is given that after four rounds of Delphi, a consensus was reached among the experts, and then it was analyzed using the metacombination method with Sandelowski and Barso's approach. In order to validate the research model, a research questionnaire was designed and distributed among 122 sample members, including managers and experts of the Department of Cooperatives, Labor and Social Welfare of Sistan and Baluchistan province. In order to analyze the data and check the explained hypotheses, Lisrel and spss software and appropriate statistical methods have been used. Discussion and Results Finally, based on the research findings, a total of 3 dimensions, 20 components and 195 codes for diversity management indicators were discovered and labeled in this research. Factors such as information processing and interpretation, social and individual perception, interaction and cooperation, creativity and innovation, collaborative decision-making, cultural synergy and overlap, job satisfaction, trust, social cohesion, communication, job training, growth and development, conflict and Discrimination, organizational productivity, organizational commitment, performance evaluation, networking and social inequality, leadership power and position, recruitment and attraction of talented employees in the three dimensions of social capital (structural, relational, cognitive) have been identified as the most important effects and consequences of diversity management. Considering that the value of t statistic for all relationships is higher than 1.96, all relationships between all diversity indicators and dimensions of social capital are significant and approved at the 95% confidence level. Conclusion In the current research, the three dimensions of social capital formed the main foundations of the diversity management model in the cooperative, labor and social welfare administration. None of the previous researches have presented a comprehensive model that considers all the effects and consequences of diversity management on social capital; But in the current research, in addition to the dimensions and components identified in the previous studies, with a more scrutinizing and detailed look, more comprehensive and new components of diversity management were introduced and finally, according to the local conditions of the country, a model Comprehensive was presented; So that the amount of dispersion of previous research findings is reduced and more emphasis is placed on coherence and integration. In the following, according to the results obtained from the analysis of the views and opinions of experts obtained from the meta-combination method and the Delphi method about the variables, dimensions and components related to diversity management in the cooperative, labor and social welfare department of Sistan and Baluchistan province. It was found that the experts (Delphi panel experts) agreed on 3 dimensions, 20 components and 195 indicators for diversity management in the selected public sector organization in this province. On the other hand, according to the criteria considered in the confirmatory factor analysis, the presented model had sufficient validity. In the following, according to the opinion of managers and experts of the Department of Cooperative, Labor and Social Welfare in Sistan and Baluchistan province, regarding the structural dimension of social capital, organizational commitment, organizational productivity; In relation to the relational dimension of social capital, job training, dynamics and performance, social cohesion; In relation to the cognitive dimension of social capital, synergy and cultural overlap; They have little utility. تنوع نیروی کار در فعالیت های مدیریت از اهمیت بالایی برخوردار می باشد و مدیران نیاز به آموزش هایی به منظور مدیریت اثربخش تنوع و ارائه استراتژیهای مؤثر برای مدیریت اینگونه تفاوتها دارند؛ از این رو پژوهش حاضر با هدف شناسایی آثار و پیامدهای تنوع بر سرمایه اجتماعی در اداره کل تعاون، کار و رفاه اجتماعی استان سیستان و بلوچستان انجام شد. روش پژوهش برحسب هدف کاربردی و برحسب نوع دادهها آمیخته (کیفی – کمی) با رویکرد اکتشافی است؛ بدین ترتیب که با استفاده از روش فراترکیب تعداد 187 مقاله در حوزه تنوع و سرمایه اجتماعی مورد تحلیل و بررسی قرار گرفت و شاخصهای پژوهش شناسایی شد. جامعه آماری در بخش کیفی پژوهش شامل 22 نفر از خبرگان دانشگاهی و حرفه ای آشنا با موضوع بود که به روش نمونه گیری قضاوتی و گلوله برفی انتخاب و ابعاد، مولفهها و شاخصهای احصا شده در قالب پرسش نامه دلفی در اختیار خبرگان قرار داده شده که پس از انجام چهار دور دلفی اجماع میان خبرگان حاصل شد و سپس با استفاده از روش فراترکیب با رویکرد سندلوسکی و بارسو مورد تجزیه و تحلیل قرار گرفت. در راستای اعتباریابی مدل پژوهش، پرسشنامه پژوهش طراحی و در بین 122 نفر از اعضای نمونه شامل مدیران و کارشناسان اداره تعاون، کار و رفاه اجتماعی استان سیستان و بلوچستان توزیع گردید. بعد از انجام مرحله کیفی و تجمیع داده های پژوهش، به منظور اعتبارسنجی دادههای بدست آمده، داده ها در قالب پرسشنامه یکپارچه شدند. برای تجزیه و تحلیل داده ها و بررسی فرضیه ها تبیین شده از نرم افزار لیزرل و spss و روشهای آماری مناسب استفاده گردیده است. در نهایت بر اساس یافته های پژوهش، عواملی مانند پردازش و تفسیر اطلاعات، ادراک اجتماعی و فردی، تعامل و همکاری، خلاقیت و نوآوری، تصمیم گیری مشارکتی، هم افزایی و همپوشانی فرهنگی، رضایت شغلی، اعتماد، انسجام اجتماعی، ارتباطات، آموزشهای شغلی، رشد و پیشرفت، عدم تعارض و تبعیض، بهره‌وری سازمانی، تعهد سازمانی، ارزیابی عملکرد، شبکه سازی و نابرابری اجتماعی، قدرت و موقعیت رهبری، استخدام و جذب کارکنان مستعد در سه بعد سرمایه اجتماعی (ساختاری، رابطه ای، شناختی) به عنوان مهمترین آثار و پیامدهای مدیریت تنوع شناسایی شده است. با توجه به اینکه مقدار آماره t برای همه روابط بالاتر از 96/1 است تمامی روابط بین همه شاخص های تنوع و ابعاد سرمایه اجتماعی در سطح اطمینان 95 درصد معنیدار و مورد تایید هستند.

https://jmr.usb.ac.ir/article_8203_062c0169b44613feb6be62befa874e0a.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Conceptualization of Digital Marketing Development Capabilities indicators of Insurance Industry in Iran مفهوم‌پردازی شاخص‌های توسعه قابلیت‌های بازاریابی دیجیتال صنعت بیمه در ایران 241 272 8204 10.22111/jmr.2024.42688.5804 FA فاطمه الماسی کارشناس ارشد مدیریت بازرگانی، گروه آموزشی مدیریت و کارآفرینی، دانشکده علوم اجتماعی، دانشگاه رازی، کرمانشاه، ایران. یوسف محمدی فر استادیار گروه آموزشی مدیریت و کارآفرینی، دانشکده علوم اجتماعی، دانشگاه رازی، کرمانشاه، ایران. محمد جواد جمشیدی استادیار گروه آموزشی مدیریت و کارآفرینی، دانشکده علوم اجتماعی، دانشگاه رازی، کرمانشاه، ایران. Journal Article 2022 06 20 Abstract The aim of present study is to identify indicators for development capabilities of digital marketing insurance industry indexes in Iran. It is a development- applied research and it is a descriptive- survey by nature and it is also the mixed type of qualitative and quantitative approach. In this study, extraction of indicators for development capabilities of digital marketing with the help of textual content analysis method is performed and then these indicators are screened in the insurance industry by using Delphi technique and finally, the indicators have been categorized by using the exploratory factor analysis method. In the textual content analysis section, the statistical population of the research includes documents and upstream records related to the development of digital marketing capabilities and the sampling method is purposeful. In Delphi section, the statistical population of the study was 10 insurance industry experts who were selected using purposive sampling and the statistical population in the exploratory factor analysis section is 384 insurance industry experts who were selected by using random sampling method. The field study tool of this research is a questionnaire. Findings show that knowledge of the set of factors and indicators for development of digital marketing capabilities of the insurance industry in Iran is very important for managers and researchers. These indicators include environmental advertising, SMS advertising, customer relationship, and etc. Finally, according to the indicators, indicators were categorized in the three dimensions of marketing research, organization's digital organization, and customer-related factors. Introduction The global community is rapidly digitalizing, and consequently the digitalization of businesses and their marketing processes is under expansion. The insurance industry, as one of the most important industries of the country, requires the use of information and communication technology in order to gain more competitive ability and better response to the changing needs of today's customers. Due to the theoretical gap and the practical importance of this issue in the insurance industry, the present research has studied insurance industry aiming the identification of indicators for development of digital marketing capabilities of the insurance industry in Iran. Methodology Since the main purpose of the present research is to identify indicators for development of digital marketing capabilities of the insurance industry in Iran, it can be said that the present research is in the field of development-applied research and considering that in this research Field methods have been used, It can be stated that the present study is a descriptive-survey research preformed on the bases of nature and since this research is examined in both qualitative and quantitative sections, therefore, it is a mixed type of (qualitative-quantitative) research in terms of approach. In this research in the first step, the indicators of digital marketing capabilities development were Extracted by using the textual content analysis method, and in the second step the indicators of digital marketing capabilities development of the insurance industry were screened by using the Delphi technique and finally, the indicators were categorized by using the exploratory factor analysis method. In the textual content analysis section, the statistical population of the research includes upstream documents and records related to the development of digital marketing capabilities and the sampling method is targeted. In the Delphi section, the statistical population of the study were 10 insurance industry experts who were selected by using purposive sampling method. In the exploratory factor analysis section, the statistical population is 384 insurance industry experts who were selected by using random sampling method. The field study tool is a questionnaire. Findings In summary, the research findings confirm the fact that awareness of the set of factors and indicators for development of digital marketing capabilities of the insurance industry in Iran is very significant for managers and researchers. These indicators include environmental advertising, SMS advertising, customer relationship, word of mouth advertising, increasing the general and specialized knowledge of the audience, etc. These indicators place into the three categories of marketing research, organization's digital organization, and customer related factors. Discussion and Conclusion The present study identifies the most important indicators of the development of digital marketing capabilities in the insurance industry in Iran. The first identified dimension is marketing research. In this regard, first businesses should adopt a suitable marketing strategy and determine the size of the market, and then establish a proper relationship with experts, and consider the importance of advertising according to marketing research. The second identified dimension is the organization's digital organization. Ease of use, trust and security should be considered in these organizations. These communications should be done through useful channels. Another important issue in this section is the discussion of website design and the production of high-quality content, which improves customer satisfaction. The compatibility and cost of these organizations should be taken into consideration. The third identified dimension is customer related factors. Communication with the customer is always important for the business and they should take steps towards customer satisfaction and loyalty. reducing the time risk, financial risk, increasing the general and specialized knowledge of the audience and improving the response time are some other points that are important in this field. پژوهش حاضر با هدف شناسایی شاخص‌های توسعه قابلیت‌های بازاریابی دیجیتال صنعت بیمه در ایران انجام گرفته است؛ بنابراین ازنظر هدف، توسعه‌ای- کاربردی، براساس ماهیت، توصیفی- پیمایشی و به لحاظ رویکرد از نوع آمیخته می‌باشد. در این پژوهش به استخراج شاخص‌های توسعه قابلیت‌های بازاریابی دیجیتال با استفاده از روش تحلیل محتوای متنی و سپس به غربال این شاخص‌ها در صنعت بیمه با استفاده از تکنیک دلفی پرداخته‌ شده است و در آخر شاخص‌ها با استفاده از روش تحلیل عاملی اکتشافی دسته‌بندی شده‌اند. در بخش تحلیل محتوای متنی جامعه آماری پژوهش شامل مستندات و سوابق بالادستی در رابطه با توسعه قابلیت‌های بازاریابی دیجیتال بوده و روش نمونه‌گیری هدفمند می‌باشد. در بخش دلفی جامعه آماری ۱۰ نفر از خبرگان صنعت بیمه است که با استفاده از روش نمونه‌گیری هدفمند انتخاب شده‌اند. در بخش تحلیل عاملی اکتشافی نیز جامعه آماری ۳۸۴ نفر از کارشناسان صنعت بیمه می‌باشند که با استفاده از روش نمونه‌گیری تصادفی انتخاب شده‌اند. همچنین ابزار مطالعه میدانی این پژوهش پرسشنامه می‌باشد. یافته‌های پژوهش نشان می‌دهد آگاهی از مجموعه عوامل و شاخص‌های توسعه قابلیت‌های بازاریابی دیجیتال صنعت بیمه در ایران از اهمیت بسیاری برخوردار است. ازجمله این شاخص‌ها می‌توان به تبلیغات محیطی، تبلیغات پیامکی، ارتباط با مشتری و... اشاره کرد. در نهایت با توجه به شاخص‌ها، آن‌ها در سه بعد تحقیقات بازاریابی، تشکیلات دیجیتالی سازمان و عوامل مربوط به مشتری دسته‌بندی شدند.

https://jmr.usb.ac.ir/article_8204_da81bb374c3f47f838b0b7bf0979970e.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Presenting a Pattern of Telemedicine deployment in selected hospitals in the southeast of Iran using the Meta-analysis method ارائه الگوی استقرار پزشکی از راه دور در بیمارستانهای منتخب جنوب شرق ایران با استفاده از روش فراترکیب 273 300 8205 10.22111/jmr.2024.45712.6008 FA حسین شجاعی فرح آبادی دانشجوی دکترای مدیریت، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران. نورمحمد یعقوبی استاد، گروه مدیریت، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران. 0000-0001-6808-0594 مسعود دهقانی استادیار، گروه مدیریت، دانشکده ادبیات و علوم انسانی، دانشگاه ولایت، ایرانشهر، ایران. یوسف مهدی پور استادیار، دکتری تخصصی مدیریت فناوری اطلاعات، دانشگاه علوم پزشکی تربت حیدریه، تربیت حیدریه، ایران. Journal Article 2023 05 23 Abstract In recent years, the use of information technology in the health industry has expanded, and in order to improve the quality and speed of providing services to patients, telemedicine has been proposed as a new solution. Therefore, for the successful implementation and optimal use of telemedicine, in addition to the necessary infrastructure and success factors of this technology, such as high-speed Internet, up-to-date hardware and software, remote video communication systems, and distance education equipment, Specialist human resources should also be used. Sistan and Baluchistan province is a vast province, and due to the uneven distribution of specialized healthcare facilities and specialists, as well as the lack of adequate health care centers in its cities and villages, people do not have adequate access to medical services. Therefore, the current research seeks to provide a model for establishing telemedicine in selected hospitals of Sistan and Baluchistan province. Introduction Telemedicine was introduced in the 1970s by Thomas Bird. Scott Cruz et al. (2018) defined telemedicine as use of medical and communication technologies to exchange any information, including data, voice or video communications between doctors and patients or doctors and healthcare professionals in separate geographical locations, in order to creating the possibility of exchange for medical, healthcare, research and educational purposes. The benefits of telemedicine can be seen as socio-economic benefits, reducing costs, reducing waiting lists, reducing travel, improving consultations, and reducing emotional stress (Jang et al., 2020). Telemedicine enables health and treatment experts to conduct quick consultations with relevant specialists in far-flung locations around the world, thus eliminate the costs and risks needed to transport a sick or injured person to distant places for further examinations (Brulé et al., 2020). In addition, the presence of telemedicine in developing countries, where specialized and subspecialty services are not readily available and are usually costly, is economical and effective (McDonald et al., 2014). Based on this, the goal of implementing telemedicine can be to improve the processes of providing health services and products, improve patient care and reduce the per capita costs of medical care, provide medical services without time and place restrictions (on a wide geographical and population level), improve access rural and disadvantaged areas and medical care in them, reducing the space of face-to-face care in hospitals and medical centers and introducing the use of artificial intelligence in diagnostic and treatment processes (babaMahmoodi et al., 2021). Case study The statistical population was the conducted and existing researches (between 2010 and 2022) in domestic and foreign scientific databases, which were searched and reviewed based on specified keywords, and among them, the most relevant documents with Purposive sampling method were selected. Materials and Methods The research was applied and exploratory research. In order to collect data, meta-analysis method was used. The analysis of the texts was done based on the content analysis, and finally, based on the extracted codes, the dimensions and components of telemedicine deployment were determined and the proposed research pattern was developed. The extracted codes controlled by Kappa index and determining the weight of indices by Shannon entropy. Discussion and Results Based on the meta-analysis method and focusing on selected keywords, the articles in the field of telemedicine (in the years 2010 to 2022 and in domestic and foreign databases and publications) were reviewed and finally, 184 articles were found. Then, according to parameters such as title, abstract, content, access, quality and content of the research method, the articles were reviewed and evaluated, and finally, after removing 137 articles, 47 articles were analyzed. Based on the content analysis of the final articles, a total of 63 indicators, 6 sub-components and 5 components were discovered and labeled. To control the extracted codes, the Kappa index was used, and the value obtained for it (0.915) showed the level of agreement between the experts. Also, the amount of Shannon's entropy for all components showed that past researches support the findings of the current research. Conclusion The pattern of telemedicine deployment was formed in three layers of feasibility, implementation structure and deployment. In the feasibility layer of telemedicine, cultural, human and institutional empowerment, knowledge management, strategies and infrastructure (with components of technical infrastructure, security infrastructure, software and hardware, network, legal infrastructure and organizational infrastructure) dimensions were included. In the second layer, which deals with the implementation of telemedicine, taking into account the current situation of telemedicine, strategies are adopted to reduce or even eliminate the gap, and strategies for the establishing telemedicine are designed and operational plans are compiled. In the establishment phase, cultural foundation for more acceptance of telemedicine by the public, legal foundation and the formation of efficient executive committees, and trainings in the form of workshops are given to the public and experts in order to become more familiar with this concept and its benefits and effects in various fields. By implementing telemedicine processes and testing them, possible problems and obstacles during implementation, which is one of the best control methods, are identified and appropriate plans are made to solve them. پزشکی از راه دور، کاربرد فناوری ارتباطات به‌منظور تبادل هر نوع اطلاعات (داده، صوت یا تصویر) برای ارائه مراقبت سلامت در مکان‌های جغرافیایی مجزا است. استفاده سیستم بهداشت و درمان از پزشکی از راه دور به جای حضور فیزیکی پزشکان متخصص مناطق محروم، می تواند منجر به استفاده از دانش و خدمات آنها در این مناطق شود. از این رو، پژوهش‌ حاضر با هدف ارائه الگوی استقرار پزشکی از راه دور در بیمارستانهای منتخب زاهدان با استفاده از روش فراترکیب شکل گرفت. جهت‌گیری پژوهش، آن را در زمره پژوهش‌های کاربردی با ماهیت اکتشافی قرار داد. جامعه آماری پژوهش، مقالات منتشرشده در پایگاه‌های علمی داخلی و خارجی در بین سالهای 2010 تا 2022 بود که بر مبنای کلیدواژه‌های مشخص‌شده، جستجو و بررسی شدند و از بین آنها مرتبط‌ترین مستندات با رویکرد هدفمند به‌عنوان نمونه انتخاب شدند. متون مقالات با به‌کارگیری تکنیک تحلیل محتوا مورد تجزیه‌وتحلیل قرار گرفت و درنهایت 63 شاخص 6 زیر مؤلفه و 5 مؤلفه شناسایی شد. کنترل کدهای استخراجی نیز توسط شاخص کاپا و تعیین وزن شاخص‌ها توسط آنتروپی شانون انجام شد. درنهایت الگوی استقرار پزشکی از راه دور در سه لایه امکان‌سنجی، ساختار اجرا و استقرار تدوین گردید.

https://jmr.usb.ac.ir/article_8205_c46c774cdfacf47a5dd2059b93ca4b32.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 17 63 2024 03 20 Analyzing the Impact of Organizational Entrepreneurship on Transformational Leadership Style with Regard to the Mediating Role of Organizational Learning واکاوی تأثیرپذیری کارآفرینی سازمانی از سبک رهبری تحول آفرین با توجه به نقش میانجی یادگیری سازمانی 301 326 8206 10.22111/jmr.2023.45040.5970 FA ایوب پژوهان استادیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران. شهین بهور دانشجوی دکتری کارآفرینی، دانشکده اقتصاد و حسابداری، دانشگاه رازی، کرمانشاه، ایران. زینب ملک پور کارشناس ارشد مدیریت بازرگانی، دانشگاه پیام نور، تهران، ایران. Journal Article 2023 03 03 Abstract The current research was conducted to investigate the effect of transformational leadership style on organizational entrepreneurship by considering the mediating role of organizational learning. This research is of an applied type based on the purpose and is a descriptive survey in terms of nature and method. The statistical population included all the employees of the social security organization branches of Kermanshah province (n=436) people, of whom 205 people were selected using the random sampling method and Cochran formula. Data were collected by three standard questionnaires: transformational leadership by Bass and Avolio (2000), organizational entrepreneurship by Hill (1996), and organizational learning by Neefe (2001), whose validity was confirmed using the content validity method and whose reliability was confirmed using Cronbach's alpha. The structural equation modeling and SMART-PLS software were used to examine and test the research hypotheses. The findings indicated that transformational leadership has a positive and significant effect on organizational entrepreneurship and organizational learning at an error level of 0.05. Also, organizational learning had a positive and significant effect on organizational entrepreneurship. In addition, at the error level of 0.05, organizational learning had a mediating role in the effect of transformational leadership on organizational entrepreneurship. Therefore, the studied organization can provide suitable conditions for the emergence of creative, innovative, and entrepreneurial behaviors by using the transformational leadership style and organizational learning strategy. Introduction Organizations, as complex social systems, are an integral part of modern societies that operate with a set of interconnected units to achieve a goal. Meanwhile, the role of organizational leaders is very important in implementing organizational changes, i.e. influencing employees to do something new or behave differently. In this regard, one of the leadership styles that have been the subject of many studies during the last three decades is the transformational leadership style. Transformational leadership is an active leader who acts as an agent of change, raises the awareness of followers, and helps them achieve their goals. On the other hand, organizations rely on the innovative behaviors of employees to adapt to the changing environment to help them survive and maintain competitive advantages. In this regard, organizational learning is one of the main pillars for promoting innovation and sustainable organizational development. Organizational learning has been emphasized as a factor to improve the ability of organizations to face the effects of environmental changes. On the other hand, a new wave of change in societies, new technologies, and innovation has resulted in responsibility, survival, value, and organizational performance to adapt to new requirements. In order to fulfill their missions and goals, organizations must be innovative, active, and in other words, put organizational entrepreneurship on the agenda. Organizations need entrepreneurs and organizational entrepreneurship to adopt appropriate measures to overcome environmental challenges. Therefore, given the importance of the subject, the current research sought to find out whether the transformational leadership style could affect organizational entrepreneurship in the social security organization of Kermanshah province, considering the mediating role of organizational learning. Therefore, two main goals were pursued in this research, including determining the effect of four dimensions of transformational leadership style on organizational entrepreneurship and organizational learning and investigating the mediating role of organizational learning in transformational leadership and organizational learning. Case study The statistical population of this research included all employees of the insurance department of the social security organization branches of Kermanshah province, numbering 436 people in 2022. The samples were selected by stratified random sampling and calculated to be 205 people by Cochran's formula. Materials and Methods Data collection tools were three standard questionnaires of transformational leadership by Bass and Avolio (2000), organizational entrepreneurship by Hill (1996), and organizational learning by Neefe (2001). The validity and reliability of these questionnaires have been confirmed in previous researches. In this research, to ensure the validity of the questionnaire, the opinions and guidance of 5 management experts and professors were used and their views were included in the final questionnaires. Further, the reliability values of all questionnaires in this research were calculated to be 0.937, 0.893, and 0.918, respectively. The structural equation modeling method and Smart PLS3 software were used to investigate and test the research hypotheses. Discussion and Results The findings of the present research indicated that the transformational leadership style has a positive and significant effect on organizational entrepreneurship and can lead to the emergence of organizational entrepreneurial activities by the employees of the studied organization. Therefore, the transformational leadership style is a requirement for the survival and durability of today's organizations through the improvement of organizational entrepreneurial activities. Another finding of the current research was that transformational leadership style has a positive and significant effect on organizational learning. The confirmation of the third research hypothesis also indicated that organizational learning has a positive and significant effect on organizational entrepreneurship. Regarding the confirmation of the mediating role of organizational learning in the relationship between transformational leadership style and organizational entrepreneurship, it can also be argued that transformational leaders can create an environment that causes organizational learning and thus institutionalize organizational entrepreneurship as a way for the organization to respond to the environmental requirements in their organization. Conclusion Given the confirmation of all the hypotheses formulated in this research, suggestions are presented based on these hypotheses for the studied organization and other similar organizations to use the results obtained. These suggestions include designing training programs to strengthen the creativity of employees and stimulate the intellectual abilities of employees in order to increase their innovative, creative, and ultimately entrepreneurial behaviors. Organizational managers are suggested to involve employees in expressing collective strategic views in order to motivate them to start innovative projects. The leader of the organization should talk to the employees about the basic beliefs and values of the organization and encourage the employees to learn in line with these goals. پژوهش حاضر باهدف بررسی تأثیر سبک رهبری تحول آفرین بر کارآفرینی سازمانی باتوجه به نقش میانجی یادگیری سازمانی انجام پذیرفت. پژوهش برمبنای هدف از نوع کاربردی و از حیث ماهیت و روش، توصیفی-پیمایشی است. جامعه آماری پژوهش شامل کلیه کارکنان بیمه شعب سازمان تأمین اجتماعی استان کرمانشاه به تعداد 436 نفر است که براساس روش نمونهگیری تصادفی و بااستفاده از فرمول کوکران 205 نفر انتخاب شدند. ابزار گردآوری داده‌ها، پرسشنامه های استاندارد رهبری تحول آفرین باس و آوولیو (2000)، کارآفرینی سازمانی هیل (1996) و یادگیری سازمانی نیف (2001) بود که روایی آنها با استفاده از روش اعتبار محتوا و پایایی آنها از طریق آلفای کرونباخ تأیید شده است. برای بررسی و آزمون فرضیه های پژوهش، از روش مدلسازی معادلات ساختاری و نرم افزارSMART-PLS استفاده شده است. یافته های پژوهش حاکی از آن است که در سطح خطای 05/0 رهبری تحول آفرین تأثیر مثبت و معناداری بر کارآفرینی سازمانی و یادگیری سازمانی دارد. همچنین یادگیری سازمانی بر کارآفرینی سازمانی تأثیر مثبت و معناداری دارد. افزون براین، درسطح خطای 05/0 یادگیری سازمانی، نقش متغیر میانجی در تأثیر رهبری تحول آفرین بر کارآفرینی سازمانی دارد. بنابراین، سازمان موردمطالعه می تواند بااستفاده از سبک رهبری تحول آفرین و راهبرد یادگیری سازمانی، شرایط مناسبی را برای بروز رفتارهای خلاقانه، نوآورانه و کارآفرینانه فراهم نماید.

https://jmr.usb.ac.ir/article_8206_a55feb7511fc4862c455e906003ceafa.pdf