The role of television in institutionalization of human resources principles in Iranian general policies of administrative system

Imani, Javid; Beygi, Reza Najaf; Gholiopour, Areyan; Farhangi, Ali Akbar
March 2014
Management Science Letters;2014, Vol. 4 Issue 3, p447
Academic Journal
"Iranian general policies of administrative system" is the mediator between the Islamic Republic of Iran vision in 2025 horizon and the practical field for establishing executive policies and laws, which is notified in 26 sections. This research aims to study the effects of television on institutionalization of six items of human resources principles in Iranian general policies of administrative system including human dignity, organizational justice, meritocracy, knowledge-basis, giving services in the deprived regions and honoring the retired. Research society consists of the management pundits familiar with media concepts. According to Grounded Theory and snowball sampling, 32 experts were interviewed and the institutionalization of human resources principles in Iranian general policies of administrative system model by television was extracted. The model discloses there has not been optimal utilization of television capacities for expressing the human resources principles in Iranian general policies of administrative system, but it is possible to use the capacity of television in planning and implementing these general policies. Considering the infrastructure and using appropriate strategies, television as the most influential mass media can be used in the axial issue, that is, the institutionalization of human resources principles in Iranian general policies of administrative system. It is crucial to notice the role of intervening factors in this area.


Related Articles

  • Training Employees With Special Needs. Picardi, Jeanne; Wagner, Lynne // Certification Magazine;Oct2008, Vol. 10 Issue 10, Special section p42 

    The article discusses the importance of ensuring, training needs to employees with special needs. First, it defines on the employees with special needs when not accommodated for, and disrupt any employee's ability to learn or perform expected job requirements which includes deaf or hearing...

  • Rise of Meritocracy in Poland: 1982–2008. Domański, Henryk // European Sociological Review;Jun2011, Vol. 27 Issue 3, p400 

    The article examines whether social stratification in Poland follows the conceptual framework developed by theorists of the market transition in post-communist countries regarding returns to human capital and merits related to occupational achievements. This analysis extends an earlier study by...

  • ROLES OF HUMAN RESOURCE PRACTICES AND ORGANIZATIONAL JUSTICE IN AFFECTIVE COMMITMENT AND JOB PERFORMANCE OF ACCOUNTANTS IN THAI FIRMS. Chai-Amonphaisal, Korravee; Ussahawanitchakit, Phapruke // Review of Business Research;2008, Vol. 8 Issue 2, p47 

    The purpose is to examine the roles of organizational justice and affective commitment as a mediator in the relationships between human resource practices and job performance by using organizational climate as a moderator, in the context of Thai firms. The ordinary least squares (OLS) regression...

  • MANAGEMENT ACCOUNTING IN EASTERN EUROPE: CULTURAL INFLUENCE AND EMPIRICAL EVIDENCE FROM SLOVAKIA. Mayr, Stefan // International Journal of Business Research;2012, Vol. 12 Issue 3, p161 

    The paper surveys the organization of management accounting in Slovakian small and medium sized enterprises. Since Slovakia is facing a lot of social and economic changes, the question arises, to which extend the process of transition influences the organization of management accounting and the...

  • Corporate objectives drive on HR.  // Personnel Today;6/4/2002, p43 

    Presents a graph depicting the key determinants of human resource (HR) professionals' priorities in Great Britain. Influence of objectives of companies on priorities of professionals; Impact of company finances on priorities; Importance of HR initiatives in determining the priorities of...

  • Human capital, property rights, and labour managed firms. Askildsen, Jan Erik; Ireland, Norman J. // Oxford Economic Papers;Apr93, Vol. 45 Issue 2, p229 

    Shows how investment in training, and production, of profit maximizing (PM-) and labour-managed income-per-member-maximizing (LM-) firms will depend on available contractual arrangements in the two systems. Introduction; Human capital investment; Model; Equlibrium of PM- and LM- firms.

  • Back in the Saddle At Rent-A-Center. Mirza, Patrick // HR Magazine;Aug2002, Vol. 47 Issue 8, p8 

    Comments on an article related to human resource management published in the August 2002 issue of 'HR Magazine.'

  • The rewards of investing in human capital. Buxbaum, Peter A. // Transportation & Distribution;Apr95, Vol. 36 Issue 4, p76 

    Opinion. Discusses the importance of investing in human capital as part of effective business management. Saturation of developed economies with the benefits of automation; Advantages of American and European companies over their Japanese counterparts; Failure of some American manufacturers to...

  • Sustaining enterprise competitiveness – is human capital the answer? Rastogi, P.N. // Human Systems Management;2000, Vol. 19 Issue 3, p193 

    In today's volatile environment of business, competitive advantages of firms are temporary. Top managements do not, and cannot, have all the answers to increasingly complex and rapidly changing problem situations facing their firms. In such a context, people of an organization constitute its...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics