meritocracy

Open Access Article

1 - Develop a general model of talent management in the Ministry of Sports and Youth of Iran
rashid zaheri Seyyed Jafar Moosavi Farshad Emami

Background: In a complex and dynamic organizational environment, talent management is the key to the success of organizations and leads to sustainable growth, but it has become one of the fundamental challenges of HRM.Objective: This study aims to provide a general mode More

Background: In a complex and dynamic organizational environment, talent management is the key to the success of organizations and leads to sustainable growth, but it has become one of the fundamental challenges of HRM.Objective: This study aims to provide a general model of talent management in the Ministry of Sports and Youth.Methods: The research method was mixed qualitatively and quantitatively. Qualitative information was identified using Delphi technique and semi-structured and in-depth interviews with 15 experts, 11 Dimensions and 85 indicators. Finally, a questionnaire of 85 talent management questions was set for the quantitative part and according to the size of the population, 280 questionnaires were analyzed using Cochran's formula using structural equation modeling with PLS2 and SPSS20 software.Findings: The results of exploratory factor analysis identified and confirmed 11 dimensions and 83 indicators. In the ranking of dimensions, the dimensions of preservation, information and communication and performance were ranked first to third, respectively. Among the indicators, compensation, technology, job satisfaction, performance appraisal, succession planning, reverence, transfer of experiences, futurism, meritocracy, transparency of strategic goals and supportive laws were ranked highest in each dimension of talent management. The goodness of fit index was calculated to be 0.76, which indicates that the overall fit of the model is appropriate.Conclusion: Talent management is very important for the staff of the Ministry of Sports and Youth and should also be important for the organization because it plays a key role in achieving the success of the organization and sustainable development. Manuscript profile

Open Access Article

2 - modeling of managers' meritocracy as effective tool, in policy-making of applied science and technology centers
mohammad reza shirzadi mohamsadegh ziaiey hadi rezgh shir savar sodabe jalili

The purpose of this study was aime to develop of meritocracy in educational organizations as an effective tool in policymaking.The research method was combination (quantitative, qualitative), application, field, descriptive, non-descriptive. For qualitative method and a More

The purpose of this study was aime to develop of meritocracy in educational organizations as an effective tool in policymaking.The research method was combination (quantitative, qualitative), application, field, descriptive, non-descriptive. For qualitative method and along with theoretical saturation is interviewed by the experts which based on qualitative method applications caused to initial questionnaire. The result of output initial questionnaire exploratory factor analysis calculated for adequacy of data, and finally, 11 extracted components were able to develop 87/88% merit variance. Extracted questionnaire of quantitative method, was available to experts of the applied higher education institute. After collecting and the using PLS, obtained merit designing with 11 components and the factor load extracted on the model. The desirability mode ranking was included crisis management, empowerment, leadership and teamwork, science and knowledge management, entrepreneurship and development thought, ethics, critical and creative thinking, statesmanship, forth wave management thinking, system thinking, learning organization thinking. Therefore, the dedicated model introduced for meritology of mentioned center managers and component ranking. Meanwhile, for the first time introduced two concept & tools of policymaking as effective components in meritocracy models as main policy tools that one was statesmanship and the other was fourth wave attitude. Manuscript profile

Open Access Article

3 - Factors Affecting Organizational Indifference (Case study: Khorasan Regional Electricity Company)
Qolam abbas Shekary Leila Oliaee Malihe kheirkhah Reihaneh hashemzehi

Background – organizational Indifference  is  one of the problems that currently most governmental and non-governmental organizations deal with that its spread preventing among employees is  a major matter for organizations' More

Background – organizational Indifference  is  one of the problems that currently most governmental and non-governmental organizations deal with that its spread preventing among employees is  a major matter for organizations' managers. Purpose – This paper aims to identify and rank the factors affecting organizational Indifference among employees of Khorasan Regional Electricity Company (KREC). Methodology – The research method is exploratory mixed. The main instrument of the research s is a research-made questionnaire that its validity was achieved through Content. Also, according to the Cronbach's alpha obtained at 0.92, it could be concluded that the questionnaire's reliability is acceptable. Findings – Based on the findings, the factors effecting organizational Indifference were identified in 2 dimensions and 12 factors from the experts’ point of view. Also, the results showed that the lack of meritocracy, ambiguous goals, and indifference transfer to the workplace are the most important factors respectively from the managers ' point of view. Conclusion – The study will contribute to improve understanding on the key factors influencing organizational indifference, providing for a conceptual model useful for future investigations. Keywords_ Organizational Indifference, Khorasan Regional Electricity Company, Lack of Meritocracy Manuscript profile

Open Access Article

4 - The Relationship between Islamic-Iranian Management and Human Resource Development with the Mediation Role of Meritocracy and Accountability (Case Study: State Hospitals and Medical Centers of West Azerbaijan Province)
Masoud Ghahremani Behrouz Behrouz Osmanzadeh

Introduction: Islamic-Iranian management (A knowledgeable keeper management) is based on a blueprint for progress that derives its ends, values, goals, and methods from Islamic foundations and principles, and is designed by Iranian intellectuals and scholars to ideal tr More

Introduction: Islamic-Iranian management (A knowledgeable keeper management) is based on a blueprint for progress that derives its ends, values, goals, and methods from Islamic foundations and principles, and is designed by Iranian intellectuals and scholars to ideal transformation in the realms of intellectuality, science, spirituality, and human life. The study purpose was to investigate the relationship between Islamic-Iranian Management and human resource development with the mediator role of meritocracy and accountability in state hospitals and health centers of west Azerbaijan province. Methods: the purpose of practical and survey descriptive method. The population consisted of 136 first and second level managers in twenty two state hospitals and health centers of west Azerbaijan province, 100 of whom were selected by simple random sampling. to collect data from researcher-made questionnaires of Islamic-Iranian Management Mesah et al. (2011) with reliability coefficients of 0.978, and Nickerson Airbay's Human Resource Development Standard (1998) 0.849, Ansari meritocracy (2014) 0.945, Bowens accountability (2005) was 0.857. Descriptive and inferential statistics, Smart pls statistical software, structural equation method were used. Results: Islamic-Iranian management through accountability and meritocracy could explain more than 23% of human resource development changes in state hospitals and health centers of west Azerbaijan province. a direct and positive relationship between Islamic-Iranian management and meritocracy, Islamic-Iranian management and accountability, meritocracy and human resource development, accountability and human resource development. Conclusion: the drawing a model of relationship between Islamic-Iranian management and human resource development with the mediating role of meritocracy and accountability. Manuscript profile

Open Access Article

5 - Study of the teaching points in concepts of social justice and social security from Saadi perspective
Parvane Adelzadeh Behroz Ghafori

Teaching points of social justice and security are exalted ideas. Although, these elements are praised but individual have different account toward them. This category as an important human teaching has been considered by the scholars from the past. In oriental teaching More

Teaching points of social justice and security are exalted ideas. Although, these elements are praised but individual have different account toward them. This category as an important human teaching has been considered by the scholars from the past. In oriental teachings social justice and security are main human goals. This subject matter has been discussed in valuable works of Saadi. In Saadi account justice means distribution of possibilities based on meritocracy. In this perspective, distribution of material and welfare possibilities and also power should be done based on competencies .He believes in distributive justice and in governance he consider middle class competent for government. Indeed, this scholar of Persian literature believes in meritocracy from economic and social viewpoints.This article tries to investigate Saadi teachings in social and security justice as the scholar of fourteen century in order to offer different approach for policy makers and researchers. Manuscript profile

Open Access Article

6 - Meritocracy in the society of iran(In a Cartesian doubt)
shohre shahsavari fard

In recent years, Administrative Law have been linked to hetorical concepts. This branch of law, as in the past, has no limitative and restrictive role. Rather, it is linked with new issues such as meritocratic system, good governance, effectiveness, efficacy, pragmatism More

In recent years, Administrative Law have been linked to hetorical concepts. This branch of law, as in the past, has no limitative and restrictive role. Rather, it is linked with new issues such as meritocratic system, good governance, effectiveness, efficacy, pragmatism, purposivism, etc., and in turn, it tries to administer the society effectively in the light of the management rules. According to the assumptions, meritocracy requires continuity and development that leads to increased motivation and responsibility which would bring us closer to the health of the administrative law system.In this regard, the researcher is seeking to identify and analyze the most important legal-managerial ideas, which are intended to create a meritocratic and non-discrimination system, using descriptive-analytical approach; in order to answer the question of what features the meritocratic system has and what the barriers exist to its realization in society. The results reflect the fact that the legislathion of case- law , presence of a modern Asabiyyah and the lack of elites' rotation are the significant factors in the inefficiency of such system in societies Manuscript profile

Open Access Article

7 - Analysis of the general policies of the administrative system based on the teachings of Nahj al-Balagha
Somaye ghajari alireza hafizi

The general policies of the administrative system are derived from principle 110 of the Constitution, which determines the general policies of the administrative system. Considering the value system ruling the society and based on new theories in public administration a More

The general policies of the administrative system are derived from principle 110 of the Constitution, which determines the general policies of the administrative system. Considering the value system ruling the society and based on new theories in public administration and expanding the concept of ethics and responsibility and transparency of the administrative system, etc., in good governance, it is necessary to increase the awareness of these values in organizations.Purpose: The main goal of the current research is to examine and explain the relationship between the principles contained in the general policies of the administrative system and the desired teachings from the perspective of Hazrat Ali in Nahj al-Balagha.Methodology: The research method is descriptive-analytical content analysis based on library studies. Principles such as (such as human dignity, centered justice, meritocracy, knowledge orientation , education, transparency of rights and duties of the employees, service to the people, honesty and simplicity of life, dignity of retirees, strength of the family institution, lack of administrative centralization, transparency of the administrative system, support of Innovation, psychological and social security; and economic, and promotion of administrative health) in the general policies of the administrative system are related to the teachings of Hazrat Ali.Conclusion: By identifying the religious and value roots of the general policies of the administrative system, they can used as the strategic principles that have been emphasized in the teachings of Hazrat Ali  in Nahj al-Balagheh in order to increase the commitment of managers to implement programs related to these policies. Manuscript profile

Open Access Article

8 - Omavi Governance; Tribe Prejudice and Expedient Reign
aliakbar abbasi

Omavain strongly controlled and ruled all over Islamic territory during 132 - 141 h.a .exception to some minor events such as Ebn-E-Zobeir's riot, Abdoraman- Ebn- Mohamad- Ebn-Ashas's disobedience or Harith- Bin-Soriezh's challenge, they were so successful in keeping a More

Omavain strongly controlled and ruled all over Islamic territory during 132 - 141 h.a .exception to some minor events such as Ebn-E-Zobeir's riot, Abdoraman- Ebn- Mohamad- Ebn-Ashas's disobedience or Harith- Bin-Soriezh's challenge, they were so successful in keeping a secure government. There were different conditions by the time of Aboumoslem's riot and Abasian's movement.  Omavain government treats meagerly to serious and dangerous movement and ignores tribe prejudice and even selects the governors and major chairmen based on merit and in an exactly intensive process though not to the case of Abasian's movement. Using Ziad - Bin-Obeih (as a traditional challenger of Moavia's government) to control Kofa Sheas, appointing Hojjaj- Bin-Uesef to clear the reminded signs of Bin-Zobair's seven-years uprising, emphasizing on Mohallab Ezdi Yamani to defeat Khavarej's fearful riots, using Qhotaibe- Bin- Muslim's talent to develop their borders in Central Asia and also using some other Barbar military leader's capabilities to conquer Andolous are some strategic policies of  Omavain government that conclude to endurance of their governance and are intended based on politics and predictable decision making.  It is caused to have a long-time emperor in vast land from China to Spain. It should be noted that they prefer keeping government rather than devoting major chairs and titles to their own tribe men or their family and this is the main reason for their endurance.  Manuscript profile

Open Access Article

9 - Recognizing Factors Preventing the Establishment of Meritocracy System at the level of Management of Government Organizations in the City of Ahwaz
Faraj Allah Rahnavard Mahmoud Shirazi farhad gheisari

The present research has been carried out to identify the factors inhibiting the establishment of meritocracy at the level of professional managers of governmental organizations in the city of Ahwaz. To do this, the researchers have addressed three questions. The first More

The present research has been carried out to identify the factors inhibiting the establishment of meritocracy at the level of professional managers of governmental organizations in the city of Ahwaz. To do this, the researchers have addressed three questions. The first question tries to discover the factors preventing the establishment of meritocracy. The second question seeks to rate the inhibitory factors according to their importance. And finally, the third question tries to determine the structural relations between the preventing factors and meritocracy system. Based on the research methodology, the exploratory factor analysis has been applied for the statistical population (N=10377), and through the use of Morgan’s Sampling Table, a sample of 384 has been chosen. Also, for data analysis, a researcher-designed questionnaire has been utilized in two parts. The first part to identify the degree of meritocracy establishment and the second part to recognize the factors inhibiting the establishment of meritocracy. The reliability of the questionnaires, based on Cronbach’s alpha has been 0.93 and 0.83, respectively. The collected data have been analyzed by using the statistical software spss and other tools in descriptive and inferential statistics. The findings have led to the conclusion that nepotism, inequality of opportunities, and superficiality are the three preventing factors. Also, it can be concluded that nepotism is ranked first, inequality of opportunities the second, and superficiality the third from the viewpoint of importance. Finally, the results showed that there is a statistically significant relation between the inhibitory factors and meritocracy establishment. Manuscript profile

Open Access Article

10 - Meritocracy Promotion Model in the ministry of Health and Medical Education of Iran
Gholamreza Memarzadeh Reza Najaf beygi Yadollah Abbaszadeh

Today, meritocracy, as well as employing efficient work forces, is one of the main principles and success factors of organizations for moving towards dynamism and evolution. It, on the one hand, is the requirement and success key of reformations and a condition of survi More

Today, meritocracy, as well as employing efficient work forces, is one of the main principles and success factors of organizations for moving towards dynamism and evolution. It, on the one hand, is the requirement and success key of reformations and a condition of survival and durability of political systems and, on the other hand, is one of the basic elements of empowerment of governments, knowledge promotion and management proficiency of every country. The present study, which aims to present a meritocracy system promotion model for govermental organizations of Iran, has been conducted by a descriptive-survey method using questionnaires and semi-structured interview among managers and staff of the Ministry of Health and Medical Education. After studying theoretical fundamentals and getting acquainted with meritocracy subject, we prepared an open questionnaire in order to recognize government organizations with regard to meritocracy system situation and to identify its effective factors. The results of the conducted theme analysis with the obtained answers led to the formation of the conceptual model. In the next step, the second questionnaire was designed in order to extract relations among the variables, determine weight coefficients of indexes, and present the research model. After confirming the validity and reliability of the questionnaire, it was distributed among 54 experts who were chosen under certain conditions and through a judgmental method. The results were analyzed based on decision making structure with multiple criteria and lexicographic model. The results indicated that in organizations with a competitive strategy, partnership leadership style, responsive organizational culture, organizational goal of human resource management system, and a semi-centralized decision making method, a more ideal background is provided for the promotion of meritocracy system. Also, organizations that involve participation in the formulation of values and norms, accept meritocracy in public opinion, consider competence as the main standard for the selection of people and dictate employment terms with an equal opportunity will provide a better background for the promotion of meritocracy system. Manuscript profile

Open Access Article

11 - بررسی و تحلیل موانع شایسته سالاری در شرکت ارتباطات زیرساخت
علی مهدیزاده اشرفی محمدرضا لطفی حسین حاجی محمدحسین معمار

مفهومیاپدیدهشایستهسالاریدارایتعاریف،معانیوبرداشت‌هایگوناگونیاست. در این پژوهش با عنوان «بررسی و تحلیل موانع شایسته سالاری در شرکت ارتباطات زیرساخت» سعی بر آن بوده است تا عوامل درون و برون سازمانی شایسته سالاری در شرکت مذکور، احصا و به تحلیل و چالش کشیده شود. شیوه نمونه More

مفهومیاپدیدهشایستهسالاریدارایتعاریف،معانیوبرداشت‌هایگوناگونیاست. در این پژوهش با عنوان «بررسی و تحلیل موانع شایسته سالاری در شرکت ارتباطات زیرساخت» سعی بر آن بوده است تا عوامل درون و برون سازمانی شایسته سالاری در شرکت مذکور، احصا و به تحلیل و چالش کشیده شود. شیوه نمونه گیری پژوهش حاضر تصادفی طبقه ای و از نوع متناسب با حجم هر طبقه و تعداد نمونه 317 نفر بوده است. روش تحقیق حاضر توصیفی و از نوع پیمایشی می باشد. ابزار جمع آوری داده‌ها و اطلاعات پرسشنامه بوده و در تحلیل داده‌ها نیز از نرم افزار SPSS استفاده شده و سوالات تحقیق به کمک آزمون دو جمله ای مورد تجزیه و تحلیل قرار گرفته است. نتایجپژوهش بیانگر آن است که با سطح اطمینان 95% عوامل برون سازمانی فرهنگی، سیاسی- قانونی و اقتصادی و عوامل درون سازمانی محتوایییانهادی (ساختاری- مدیریتی،استراتژی،تکنولوژیوفرهنگسازمانی) ودرونسازمانیمرتبطباکارکردهایمدیریتمنابعانسانی (نظام‌هایجذبوتأمین،حفظونگهداری،آموزشوبهسازیوبکارگیریمؤثر منابع انسانی) از موانع شایسته سالاری در شرکت ارتباطات زیرساخت می باشد. همچنین عوامل اقتصادی، استراتژی و نظام حفظ و نگهداری از اولویت بالاتری برخوردارند. پژوهشحاضردرسالهای 91-90 انجام یافته و حوزه مورد بررسی آن، شرکت ارتباطات زیرساخت می باشد. Manuscript profile

Open Access Article

12 - Prioritizing competency components for health and public health policy-making managers and experts (case study: Social Security Organizations of Gilan and Tehran)
Mitra Abolhasanpour Chelaras Fariba Gholipour Jamnani

10/jtihr.2023.1987091.1163

The present study identified and prioritized the competency components for health and public health policy-making managers and experts. The present study was applied and of a descriptive survey type. The statistical population of the study included the managers of socia More

The present study identified and prioritized the competency components for health and public health policy-making managers and experts. The present study was applied and of a descriptive survey type. The statistical population of the study included the managers of social security organizations in Gilan and Tehran. Among them, 79 people were selected as the sample by convenience random sampling. Data were analyzed in SPSS and PLS software. Among the many components identified in various theoretical studies, 31 components made up the competency of managers. The Cronbach's alpha coefficients of the variables were higher than 0.7, indicating the appropriate reliability of the research tool. All the AVE values of the constructs were greater than 0.5, indicating a good validity of the research tool. The analysis of means showed that the customer-oriented component in the social security organization of Gilan and the outcome-oriented component in the social security organization of Tehran were more desirable than other components. The prioritization of the components in the social security organization of Tehran revealed that the first priority belonged to communication, and in the social security organization of Gilan, the first priority belonged to the learning-oriented variable. In the current competitive situation and in an environment whose primary characteristics are continuous changes and innovations, successful organizations pay attention to the role of human resources in the organization and consider the competency of employees in the organization. Paying attention to competency helps the organization to increase the motivation and performance of the employees of the departments. Manuscript profile

Open Access Article

13 - Providing a model for evaluation of meritocracy of professional managers Emphasizing the improvement of human resources in Iran's government institution
amir khoshniyat Reza shabannejad khas mahmood abaee kopaee

Purpose: Providing a model for assessing the competence of professional managers to be placed in managerial positions in the country Research Design/Methodology/Approach: This research is based on the descriptive-survey method, the stati More

Purpose: Providing a model for assessing the competence of professional managers to be placed in managerial positions in the country Research Design/Methodology/Approach: This research is based on the descriptive-survey method, the statistical population of the Iranian government agency managers, the sample size is based on the relative stratified method and based on the Cochran formula, the questionnaire data collection tool and the Kolmogrof-Smirnov test to determine the normality of the data and the t-test. Independent and one-way analysis of variance was used to analyze the data Findings: Based on the findings, it was determined that managers' personal knowledge with 0.803, personal characteristics with 0.604, managerial values with 0.600 and personal skill with 0.511 are effective in measuring the competence of professional managers in the country's government institutions . The value/originality of the research: Considering the necessity of new methods in the field of assessing the competence of managers, this research can be an effective step in this field. Implementation/research proposals: Considering that having competent and excellent personnel is the strength of organizations, therefore, it is recommended to the government to pay attention to the aforementioned skills and move towards the establishment of these skill Manuscript profile

Open Access Article

14 - The Riddle of Underdevelopment of Iran from the View Point of the Social Sciences Experts
Mahmoud Bastaminezhad Akbar Talebpour khalil mirzaei

The purpose of this research is to analyze the views of the social sciences experts of Iran regarding the causes of the country's underdevelopment and to seek solutions to this problem and to achieve development. According to the research objectives, the qualitative app More

The purpose of this research is to analyze the views of the social sciences experts of Iran regarding the causes of the country's underdevelopment and to seek solutions to this problem and to achieve development. According to the research objectives, the qualitative approach and Delphi research method have been used. The participants of this research included all those who were in the field of development and had a book, article or research effect. Using a targeted and information-oriented sampling method, 15 of these people were selected as contributors. The results of the research show that the contributing experts in this research consider the role of internal barriers in the underdevelopment of the country more important, and the main reason for them is "internal mismanagement" and the lack of "decent management" and the lack of proper managers and the lack of a development-oriented government is also due to the fact that it will intensify and continue. Their most important solution to get out of this situation is the emergence of a development-oriented government focused on the full participation of the people . Manuscript profile

Open Access Article

15 - Causes, Components, and Consequences of Merit-phobia in Iranian Public Organizations
Nasrin Torkzaban Hojjat Taheri Goodarzi

Merit-phobia is an abnormal and purposeful fear and concern about the realization of meritocracy. Therefore, the present research was conducted with the aim of determining the causes, components, and consequences of merit-phobia in Iranian public organizations. The rese More

Merit-phobia is an abnormal and purposeful fear and concern about the realization of meritocracy. Therefore, the present research was conducted with the aim of determining the causes, components, and consequences of merit-phobia in Iranian public organizations. The research was an applied-developmental study that used mixed data (qualitative-quantitative). Data for the qualitative section was gathered using semi-structured interviews with 17 academic and executive elites selected through purposive sampling. In the quantitative section, data was gathered using a questionnaire. The statistical population included 852 Ministry of Education employees in Tehran, of whom 380 subjects were selected using random sampling and a logical sample size. Thematic analysis was used to analyze qualitative data, and structural equation modeling and partial least squares were used to analyze quantitative data. Following the transcription of the interviews, 126 key phrases and 48 indices were extracted, which included three dimensions as causes of merit-phobia, two dimensions as components of merit-phobia, and four dimensions as consequences of merit-phobia in Iranian public organizations. The quantitative findings demonstrated that the variables in terms of mean were higher than average, allowing generalization from the sample to the statistical population. Furthermore, the relationship between research variables was confirmed with a probability of 0.95 in structural modeling. Manuscript profile

Open Access Article

16 - Identification and Leveling of Structural Barriers to Guilan Governance Based on Behavioral - Interpretive Model
Sayedmohammadreza Hosseini Hamidreza Rezaee kelidbari

The competency framework with competency-based management and competency models is a key tool in human resource management. Many governments have also implemented a competency framework in the public sector, and have seen positive results in recruitment processes and co More

The competency framework with competency-based management and competency models is a key tool in human resource management. Many governments have also implemented a competency framework in the public sector, and have seen positive results in recruitment processes and comprehensive communication with staff and training and development processes. Therefore, the purpose of this study is to identify and prioritize the behavioral barriers to the establishment of competency system in Guilan governorate based on Structural-Interpretive Model(ISM). The research method is descriptive survey and its statistical population consists of Guilan governor general executives including general managers, deputy directors, heads of departments, governing experts as well as academic experts. They were selected. The method of data collection is library and field data collection tools; structured interview with the elite and completing the questionnaire. The validity of the data collection tool is content-based and face-to-face(CVR). Confirmed. Structural-interpretive technique was used to prioritize. The findings of this study show that kinship, partying, and law-abiding, the existence of friendly relationships stemming from Iranian culture in the working relationships and personality weaknesses of some managers of the organization and the appointment of influential people to several sensitive managerial positions regardless of organizational structure and meritocracy principle, Behavioral dimension is one of the barriers that have the greatest impact on the establishment of the merit system. Manuscript profile

Open Access Article

17 - The relationship between meritocracy, job pressure, job control, and perceived organizational support with employee performance
Abdoljavad khalili sayyed rohallah Hossaini mahboub

Employee performance is an issue that is closely related to the organization's achievement of its set goals, so that employee performance is considered equivalent to the organization's performance. The aim of this study was to investigate the relationship between merito More

Employee performance is an issue that is closely related to the organization's achievement of its set goals, so that employee performance is considered equivalent to the organization's performance. The aim of this study was to investigate the relationship between meritocracy, job pressure, job control and perceived organizational support with employee performance, which in terms of purpose, was practical and correlational. The statistical population of this study was all employees of Saderat Bank branches in Bushehr province. Using Cochran's formula, a sample of 242 people was selected and examined by random sampling method. The method of collecting field information and tools was to collect the questionnaires of Moher et al. (2006), Lee and Babco (1998), Chiang and Hesiyeh (2012), Hosseini et al. (1392) and Moghimi (1390). The validity of the questionnaires was confirmed by the validity of the content and the review of the professors, and the reliability of the questionnaires was obtained by Cronbach's alpha, all research variables above 0.7. Finally, the data were measured and analyzed using structural equations. The results showed that at a significance level of 0.05 there is a negative and significant relationship between job pressure and employee performance. But the relationship between job control, perceived organizational support, and meritocracy has been positive and significant on employee performance Manuscript profile

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18 - Challenges and solutions for the participation and attraction of elites in the management levels of the country with emphasis on the statement of the second step of the revolution (based on meritocracy)
Mohsen Sanami Abbas Salehi Najafabadi Ghasem Torabi

The current research aimed to analyze the obstacles to the realization of meritocracy facing the attraction of elites in the country's management levels and the ways out of it, relying on the statement of the second step of the revolution. The main question was to inves More

The current research aimed to analyze the obstacles to the realization of meritocracy facing the attraction of elites in the country's management levels and the ways out of it, relying on the statement of the second step of the revolution. The main question was to investigate the obstacles to the realization of meritocracy and the solutions for its realization under the attraction of elites in the managerial levels of the country. The method was analytical-descriptive and relied on library resources. The findings showed that the first obstacle is the weakening of meritocracy by overemphasizing on work history, and the solution is youthism and trusting the elite. The next challenge is the non-compliance of the selection criteria with the operational needs of the organization, the solution is to use talented human resources and also eliminate discrimination in the distribution of public resources. Non-granting of rewards based on organizational status is the third challenge, the solution is the realization of justice and narrowing the field of discrimination. The lack of attention to ethics and its promotion is the fourth challenge, and returning to the spirit of ethics caused by the revolution and holy defense was considered as the main solution. The last challenge is the lack of effect of performance evaluation results on the job conditions of employees, the solution is to give effect to the results of performance evaluation, to pay attention to the spiritual competence of people along with the conditions of performance evaluation and to record actual performance. Manuscript profile

Open Access Article

19 - The role of mediation of meritocracy in the relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees
fatemehsoghra sina syad jalal sadati tile bani

The purpose of this study was to investigate the role of mediation of meritocracy in the relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees. This research is applied in terms of purpose and in terms of data colle More

The purpose of this study was to investigate the role of mediation of meritocracy in the relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees. This research is applied in terms of purpose and in terms of data collection, it is descriptive and correlational. The statistical population of this research includes all employees of Mazandaran Tejarat Bank, there were 489 people. Sample size using krejcie – Morgan tables, 215 people were selected by stratified random sampling method based on gender. The data gathering tool was Greenberg's Organizational Justice Questionnaire (1990), Organizational Learning Questionnaire (2001), and Moslehie meritocracy (2012). Descriptive statistics and inferential statistics (Kolmogorov-Smirnov test, Pearson correlation test, bootstrapping test and inclusion variance test) were used to analyze the data. The results showed that there is a relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees with the mediating role of meritocracy. According to the results of the research, there is a relationship between organizational justices and meritocracy, meritocracy and organizational learning in Mazandaran Tejarat Bank employees. Manuscript profile

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