Identifying components of performance management system to develop administrative integrity
Subject Areas :
Ali Asghar Pourezzat
1
,
hossein imani
2
,
aryan gholipour
3
,
Adel Azar
4
1 - PhD student, Faculty of Management, University of Tehran, Tehran, Iran
2 - Professor, Faculty of Management, University of Tehran, Tehran, Iran
3 - Professor, Faculty of Economics and Management, Tarbiat Modares University, Tehran, Iran
4 - Professor, Faculty of Management, University of Tehran, Tehran, Iran
Keywords: performance management, administrative corruption, human resource management, administrative integrity, public organizations,
Abstract :
One of the most important challenges of human resource management is implementation of administrative integrity. administrative integrity is a situation in which, administrative integrity has decreased highly and one of the signs of administrative integrity is proper use of resources, specially human resources. If management and organization recognizes most roots of administrative violations, could develop administrative integrity. Hence because of role and importance of performance management system in development of administrative integrity, in this research we are going to identify components of performance management system to develop administrative integrity in public organizations. The approach of research is qualitative and the method is theme analysis and to extract criteria and components of training system to develop administrative integrity, interviews have been done with experts of the administrative and recruitment organization using purposive sampling method. The ideal components of performance management system to develop administrative integrity is extracted in format of 7 main theme, 19 subsidiary theme and 54 concepts and results showed that characteristics of performance management system to develop administrative integrity includes transparency, justice, ethics, legality, prevention and professionalism.
حقیقی، محمدعلی؛ احمدی، ایمان؛ رامین مهر، حمید (1388). بررسی تأثیر عدالت سازمانی بر عملکرد کارکنان. مدیریت فرهنگ سازمانی، 7 (20)، 101- 79.
زاهدی، شمس‌السادات؛ محمدنبی، سینا؛ شهبازی، مهدی (1388). بررسی عوامل مؤثر بر کاهش فساد اداری (مطالعه موردی در شهرداری تهران). مدیریت فرهنگ سازمانی، 7(20)، 29-55.
سازمان مدیریت و برنامه ریزی کشور (1380). برنامه مبارزه با فساد و ارتقای سلامت در نظام اداری (حکومت)، تهران، انتشارات سازمان مدیریت و برنامه ریزی کشور، نشر زحل، چاپ اول.
صفایی، حمید (1378). مقدمه‌ای بر تغییر کادر مدیریت سازمان‌ها در ایران، نشریه تحول اداری، سازمان مدیریت و برنامه ریزی.
طبری، مجتبی؛ محمدی، حامد (1387). موانع توسعه نظام اداری در کشورهای در حال توسعه. اطلاعات سیاسی- اقتصادی، 247-248، 261-252.
گزارش تحول در نظام اداری کشور (1381). معاونت امور مدیریت و منابع انسانی سازمان مدیریت و برنامه ریزی کشور.
محمدپور، احمد (1392). روش تحقیق کیفی ضد روش 1 (منطق و طرح در روش شناسی کیفی)، چاپ دوم، تهران: انتشارات جامعه شناسان.
معاونت اجتماعی و اطلاع رسانی قوه قضائیه (1380). علل بروز مفاسد اقتصادی و راهکارهای مبارزه با آن، تهران، انتشارات قوه قضائیه.
Antonakas, N. P., Giokas, A. E., & Konstantopoulos, N. (2013). Corruption in Tax Administration: Interviews with Experts. Procedia-Social and Behavioral Sciences, 73, 581-589.
Armstrong, E., (2005). Integrity, Transparency and Accountability in Public Administration: Recent Trends, Regional and International Developments and Emerging Issues, UNODC, Public Service Ethics in Africa. New York: United Nations.
Ashour, A. S. (2004). Integrity, transparency and accountability in public sector human resources management. Alexandria University, Egypt
Banfield, E. C. 1975. Corruption as a feature of governmental organization. Journal of Law and Economics, 18: 587– 605.
Brown, M., Hyatt, D., & Benson, J. (2010). Consequences of the performance appraisal experience. Personnel review, 39(3), 375-396.
Campbell, J. L., & Göritz, A. S. (2014). Culture corrupts! A qualitative study of organizational culture in corrupt organizations. Journal of business ethics, 120(3), 291-311.
Chen, P. Y., & Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study. Journal of occupational and organizational psychology, 65(3), 177-184.
Chene, M. (2015). Corruption and anti-corruption practices in human resource management in the public sector. Bergen: Chr. Michelsen Institute-U4 Anti-Corruption Resource Centre.
Cropanzano, R., Stein, J. H., & Nadisic, T. (2011). Social justice and the experience of emotion. New York: Routledge.
Deloitte. (2008). Taking the Reins: HR's opportunity to play a leadership role in governance, risk management and compliance. Midtown: Manhattan: Deloitte Consulting.
Gupta, V., & Kumar, S. (2012). Impact of performance appraisal justice on employee engagement: a study of Indian professionals. Employee Relations, 35(1), 61-78.
Haan, I., Benner, H., (2008), A Tool to Assess the Integrity of Publice Sector Organization. International Journal of Auditing.
Heslin, P. A., & VandeWalle, D. (2011). Performance appraisal procedural justice: The role of a manager’s implicit person theory. Journal of Management, 37(6), 1694-1718.
Jacobs, G., Belschak, F. D., & Den Hartog, D. N. (2014). (Un) ethical behavior and performance appraisal: the role of affect, support, and organizational justice. Journal of business ethics, 121(1), 63-76.
Latham, G. P., & Mann, S. (2006). Advances in the science of performance appraisal: Implications for practice. International review of industrial and organizational psychology, 21, 295.
Lee, K., Ashton, M. C., & de Vries, R. E. (2005). Predicting workplace delinquency and integrity with the HEXACO and five-factor models of personality structure. Human performance, 18(2), 179-197.
Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of applied psychology, 84(1), 123.
Olken, B. A. (2007). Monitoring corruption: evidence from a field experiment in Indonesia. Journal of political Economy, 115(2), 200-249
Poocharoen, O. O., & Brillantes, A. (2013). Meritocracy in Asia Pacific: Status, issues, and challenges. Review of Public Personnel Administration, 33(2), 140-163.
Poon, J. M. (2004). Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel review, 33(3), 322-334.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of applied Psychology, 82(3), 434.
Skarlicki, D. P., Folger, R., & Tesluk, P. (1999). Personality as a moderator in the relationship between fairness and retaliation. Academy of management journal, 42(1), 100-108.
Thurston Jr, P. W., & McNall, L. (2010). Justice perceptions of performance appraisal practices. Journal of Managerial Psychology, 25(3), 201-228
Vinayan, J. (2015). Vulnerability of HR Systems and Practices to Corruption: A Review and Research Agenda. Editorial Team, 7(1), 25
