Suchergebnisse

Introduction: The aim of present study was to provide a model for evaluating the insurance policies of the Social Security Organization with a network governance approach. Methods: Through a mixed method study in Tehran and Golestan provinces, in first stage 35 people were selected among the experts and university professors and in second stage, 217 managers of insurance and health were included in the study. To achieve the optimal model four factors of network design, network formation, network health management and health network participation were identified and based on administrative, judicial and political evaluation, 18 questions were considered for each indicator. The data were analyzed through SPSS and LISREL software by exploratory factor analysis and path analysis. Results: Factor analysis showed the relationship between management risk indicators and dimensions of insurance risk, liquidity, credit, market, operational, national, reputation, legal, management, insurance and health and human resource factors. There was relationship between the indicators of level of implementation of policies and dimensions of human resources, investment, technology, market and information and communication technology. Among the sub-criteria of policy implementation, areas of investment, market, technical and human resources were ranked first to forth, and the information and communication technology area was ranked last. Conclusion: The results revealed that policy evaluation indicators, except for the judicial approach in the indicator of health network formation in network governance, are approved and could be introduced appropriate criterion for assessing network governance indicators defined to evaluate the insurance policies of the Social Security Organization.

The objective of the present research study is to construct a Talent Management model for the public sector from exclusive and inclusive approaches. The authors used a questionnaire survey to collect data from 357 employees at 32 governmental organizations, and then applied structural equation modeling for further analyses. The results revealed that Talent Management model is a multifaceted construct consisting of two main parts (i.e. Talent Management Mindset and Talent Management Strategy) that affect the talent management practices in the public sector. Specially, the practices linked to Talent Management Mindset were found to be the most influential. Although studies concerning talent management are frequently founded on an exclusive approach, this study considered all employees in the organizations. The Talent Management model proposed in this study can provide vision as well as direction for the definition or practices of talent management in the public arena.

Background: The purpose of the present study was to design a model of good governance to promote administrative health with an emphasis on the mediating role of social responsibility. Methods: The research method was descriptive and cross-sectional. The statistical population included a total number of 16504 employees working in Sirjan City. Based on the Morgan table, 377 employees were selected as the subjects of the study by using a convenience random sampling. Data collection was done through a researcher-developed questionnaire which was prepared based on the research literature. The 'Responsibility' variable was measured with 16 questions and the 'Good governance' variable was measured with 14 questions. Cronbach's alpha coefficient of variables was obtained higher than 0.7. To analyze the data, Confirmatory factor analysis and Structural equation modeling were used through Emus software. Results: According to the findings of factor analysis and fit indices, the indicators of the responsibility model are: intergenerational, environmental, and social commitments and the indicators of the good governance model are: sustainable governance and resource management. The direct effect between responsibility and good governance was obtained at 0.99. This study also showed a significant and direct relationship between the political, social, economic, and cultural dimensions of good governance and the interaction between industry and academia. Conclusion: Good governance as a fundamental variable and in interaction with other factors leads to the establishment of sustainable development in mines.

The increase in the level of awareness and knowledge of public officials and senior managers of the community about the need to formulate an appropriate public cultural policy indicates its role and importance in improving social life. This research was established with the main objective of identifying the components of the implementation of cultural policies. The descriptive survey was used methodologically and the data collection instrument was a questionnaire with the statistical population, including experts, which was carried out using the two-step Delphi method. The statistical population of experts included cultural managers and university professors in the field of management and policy formulation. The sampling was non-random and deliberate, with 7 interviews carried out. Based on Delphi's two-stage results, panel member consensus, and achievement of theoretical saturation, experts identified 44 components. In conclusion, the results also showed that the dimensions of "management factors" and "software" had the highest average and the dimensions of "structural factors" and "activation of cultural centers in the university" had the lowest range.

The objective of this study was to identify the dimensions and components of knowledge-based decision-making and to present an effective model. The statistical population of the present study consists of two groups. The first group consists of experts who are familiar with knowledge-based decision-making theories that their number is unlimited and scattered across the country. They were selected purposefully and their opinions were applied in this study in the formulating and designing of the model. The second group consists of top-level, low-level, and middle-level managers of the Iranian National Tax Administration (n=2115), who are working in the tax affairs of Iran's provinces and cities. According to the Cochran formula, 325 of them were selected as samples. The methodology of this study was descriptive-survey and knowledge-based decision-making. A questionnaire with a validity of 93.8 and reliability of 94.6% was used to collect the data. Structural equation modeling through LISREL 8.8 version software was used to analyze the data. Based on the results, the power of the relationship between the dimensions and components of knowledge-based decision-making (performance factors, behavioral factors, attitudinal factors, and structural factors) in the Iranian National Tax Administration was at a desirable level. The t-test statistic was also larger than the critical t-value of 1.96 at a 5% error level and showed a significant correlation. Based on the fitted models, it can be stated that the knowledge-based decisionmaking dimensions and components of the Iranian National Tax Administration have a relationship with each other and this relationship is direct.

Background: The present study aimed to provide an efficient evaluation model in the economic field in the context of resistance economics in Iran. Method: Grounded theory was used as a qualitative method for this study. During the interviews with 10 policy-makers of the policies approved by the Parliament of Iran (representatives of Iran's parliament in ten periods) and scientific experts, information was collected and the interview data were coded and ultimately provides a pattern of topics and categories and is therefore selected. After conducting the interview, the data obtained through the Document menu of MAXQDA software were entered into the software by selecting the Imported document(s) option, a model was presented by using MAXQDA software, Results: The model has two parts, enablers and results or consequences. Empowerment includes 5 criteria (strategic management, trust in the ability and plans of policymakers, balanced development of inputs and outputs of the science and technology and factors involved in the implementation of policies and infrastructure) and results (perceived, performance and finance). Factors involved in evaluating the resistance to economic policies have included intra-group and institutional collectivism, independence and attention to the views of the Supreme Leader. Conclusion: With the emergence of the nuclear issue in the international arena towards Iran and multilateral sanctions, Iranian economists must try to provide a local model called the resistance economy to get out of the current situation.

Background: Human resource management should use the various systems of retention of individuals that lead to mental and physical reconstruction. Methods: This was a qualitative and descriptive-analytical study. Collecting data was achieved through interviews and was coded in three stages of open, axial and selective coding. The statistical population included all managers of the province hospitals. They included 20 managers, 3 governor's deputy and 3 governor's advisor and a total number of 26 people. In the axial coding stage, by categorizing, conceptualizing and approximating open codes, the researcher classified open codes in 19 classes regarding the phenomenon of recruitment and retention of staff in the study hospital. In the selective coding stage, the conceptualized codes were organized into six classes, including causal factors, contextual factors, intervening factors, central or core concept, strategies and consequences. Results: Recognition of employability, Job adaptability, Person-job and Improving motivational structures, demographic, employment policies, Political conditions and relations in the organization, structural factors and building culture , empowerment in line with job path progress, delegation of authority and opportunities for professional development, diversity, management style, organizational innovation, creativity, learning and problem solving, Improving the efficiency, performance of the organization, improving human capital and internal marketing and learning and problem solving were causal factors of the phenomenon of effective recruitment and retention of hospital staff. Conclusion: Organizations, should provide the importance of recruitment strategy and performance of hospital staff to enhance the organizational goals.

Background: Most of the factors that affect the community health are out of health sector. The aim of this study was to investigate institutional barriers to achieving good urban governance as a social determinant of health. Methods: The present study was a descriptive-correlational in terms of nature and survey in terms of method. The statistical population of the study included employees of Isfahan Municipality in Isfahan (n=15085). Based on Krejcie and Morgan table, the sample size was estimated at 376 people. They were selected using stratified random sampling method proportional to sample size. To collect data, researcher-made 41 items questionnaire was used on the barriers to achieve good urban governance. Cronbach's alpha coefficient was calculated as higher than 0.7. Data analysis was performed using structural equation modeling in AMOS-23 software. Results: The results showed that the effect of physical/spatial, social fragmentation and functional barriers on good urban governance was also significant. Also, the effect of barrier variables in the theoretical area of planning and management, functional barriers in the system of urban administration and management and political-planning barriers on good urban governance was significant. Negative path coefficients indicated that these structures had an inverse effect on good urban governance. Conclusion: A total number of six barriers were recognized that the government and municipalities can consider them in policy-making to achieve good urban governance and provide the conditions for development and expansion of cities according to urban standards This could be led to better situation in social determinants of health and higher level of health in community level.

This study aimed to model the structural equations of the relationship between HR strategies and talent management with respect to the educating workers. The current research is applied and developmental in terms of purpose and with regard to the research method it is a descriptive and correlational one. The statistical population of this study included all employees of government agencies in Kerman province in 2019 (n=8675), and the sample size was 367 using Cochran formula, which were selected by stratified random sampling. Data collection instrument consisted of three researcher-made questionnaires including 50-item queastionaire of HR strategies with validity of 0.82 and reliability of 0.87, 50-item questionaire of talent management with validity of 0.77 and reliability of 0.79 and 98 questionnaires of knowledge worker employees with validity of 0.84 and reliability of 0.74. Structural equation modeling using amos22 software was used for data analysis. The results revealed that the relationship between human resource strategies to educate the foals of this study to the workers in Kerman province government agencies was well-fitted. Strategies Human resources, which involves commitment, free agent, paternalistic, secondary strategies, can have a significant relationship with talent management, including the components of hire, evaluate, develop and maintain, and knowledge workers have mediating role with knowledge and technical reasoning, individual skills and attitudes, professional skills and attitudes, interpersonal skills and attitudes, and system, product, and process development skills in line with HR strategies and talent management, and free agent strategy is the best and most effective HR strategy that affects talent management.