Studies in Public Service Administration

Abstract Today, human resource dynamic capabilities are recognized as a fundamental driver of strategic success in service-oriented organizations, particularly state-owned banks. By enabling organizational learning and the continuous reconfiguration of competencies, these capabilities allow organizations to respond intelligently to rapid environmental changes. Nevertheless, the antecedents that give rise to such capabilities have rarely been examined in an integrated manner. Accordingly, the present study aims to identify the antecedents of dynamic-capability-based human resource development (HRD) in state-owned banks through a systematic meta-synthesis approach.

This qualitative study employed meta-synthesis based on Sandelowski and Barroso’s seven-step framework. Scholarly sources published between 2015 and 2026 were systematically screened, and key components were extracted, integrated, and synthesized. The findings indicate that dynamic-capability-oriented HRD in state-owned banks requires simultaneous attention to a set of interrelated factors, including environmental scanning and analysis, resource renewal and reconfiguration, the promotion of a culture of learning and continuous innovation, dynamic and effective human resource management, the adoption of modern technologies and advanced HR practices, transformational leadership, and the strengthening of organizational sustainability and resilience. Coordinated attention to these components can significantly enhance adaptability and human capability within public-sector organizations.

Abstract Trust-building grounded in internal auditing, as one of the key mechanisms for enhancing transparency, accountability, and organizational effectiveness, plays a vital role in improving organizational performance and corporate governance. This study aims to identify the antecedents, mechanisms, and consequences of trust-building from an internal auditing perspective. In terms of purpose, the research is applied, and in terms of nature, it is qualitative and exploratory. The research participants consisted of 18 senior internal audit managers and key stakeholders in organizational governance, who were selected through purposive sampling. The data were collected through semi-structured, in-depth interviews and analyzed using thematic analysis. The findings indicate that trust management factors within an internal auditing approach can be categorized into three main domains: antecedents, decisions, and outcomes. Trust-building antecedents include environmental factors, structural factors, and behavioral factors. Trust-building decisions are made across five dimensions: affect-based, cognition-based, culture-based, institution-based, and communication-based. The outcomes of these decisions encompass attitudinal and behavioral outcomes, structural outcomes, and functional outcomes. Ultimately, this study presents a practical framework for managing trust in internal auditing and strengthening corporate governance, demonstrating that trust is the result of a dynamic interaction among environmental, structural, and behavioral antecedents, trust-oriented decisions, and the outcomes of implementing those decisions.

Abstract Open innovation is a type of innovation model that promotes collaboration with individuals and organizations outside the company, such as customers, suppliers, competitors, researchers, or the public. The goal of open innovation is to use knowledge, ideas, and capacities outside the organization to enhance the company's internal innovation capabilities and results. Therefore, open innovation can play a very fundamental role in human resource management. This research is of a qualitative, developmental, interpretive, and inductive type that was conducted using thematic analysis. The statistical population of the research consists of twelve academic experts and participants who were familiar with open innovation and were selected using a judgmental method. After selecting the participants, the research questions were answered through semi-structured interviews. After reviewing and analyzing the interviews obtained, 328 descriptive codes were obtained, of which 114 primary themes and 27 organizing themes were obtained in 4 overarching themes. Thus, the requirements; Interactive, financial, competitive and exchange provide the causal conditions for moving towards open innovation in human resource management. Open innovation strategies are in the light of overcoming the challenges of implementing open innovation. The challenges of open innovation in human resource management include; normative, financial, expert force, political consideration and individual ownership challenges. The strategies include; operational strategies, external capacity analysis, agility, explanatory and alignment of human resource subsystems. The implementation of open innovation can also have consequences. Environmental-competitive consequences, organizational consequences, individual consequences and network consequences of human resource management. The presented model can be a basis for planning human resource management of organizations so that they can organize their actions based on it.

Abstract Public policy formulation at the provincial level plays an important role in linking national policies with local conditions and needs. Nevertheless, empirical evidence suggests that provincial decision making systems often experience structural inertia and tend to follow top down and imitative approaches. This exploratory applied study examines the interaction of key forces shaping provincial policy formulation and explores the future trajectory of these processes under a “business as usual” scenario in Zanjan. The research adopts a futures studies perspective and applies Schwartz’s eight step scenario planning methodology. Data were collected through in depth interviews, brainstorming sessions, and expert panels involving eight senior provincial administrators and academic specialists. The findings indicate that the provincial decision making system is influenced by five major forces: inefficiency of the centralized administrative structure, conflicts of interest and external pressures, constraints in the financial allocation system, weaknesses in data based governance infrastructure, and misalignment between national policies and local priorities.These uncertainties point to a possible trajectory of institutional rigidity and stagnation in policy formulation over the next decade. Under such conditions, policymaking is likely to become increasingly reactive and short term oriented, contributing to economic stagnation and a gradual decline in social capital. The results suggest that overcoming this situation requires coordinated institutional reforms, including functional decentralization, stronger data driven governance systems, greater institutional transparency, and participatory policy co creation.

Abstract The article was conducted to develop and rank a localized framework of job quality indicators within the Iranian economy, aiming to facilitate the transition from purely quantitative employment policies toward quality-driven governance. Methodologically, this exploratory mixed-methods study was designed in three sequential phases. In the first phase, 100 indicators were extracted through a systematic literature review. Subsequently, utilizing an expert panel via the Delphi method (N=20), these indicators were screened and localized into 31 sub-indicators across 12 key dimensions. Finally, in the survey phase, data collected from 108 key stakeholders in the labor market were analyzed using a highly reliable instrument (Cronbach's alpha = 0.969). The ranking results indicate that, in the shadow of macroeconomic instabilities, survival- and protection-oriented indicators-such as employees' physical and mental health (importance score = 4.79) alongside income and financial compensation (importance score = 4.78)-top the priorities of the workforce. Conversely, paired means comparison tests and policy gap analysis revealed that the most profound legislative voids in Iran lie in the realm of soft rights and modern developmental standards, such as innovation and creativity (gap = -2.02) and work-life balance (gap = -1.74). This structural asymmetry suggests that existing labor laws require foundational legislation to effectively manage psychosocial risks and protect workers in the modern economy.

Abstract This study aims to explore the dynamics of citizen trust formation in public services in Iran using a qualitative grounded theory approach. Data were collected through in-depth interviews with 14 participants, including policymakers, managers, academics, and citizens, and analyzed using open, axial, and selective coding. The findings reveal that dynamic trust and citizen-centered experience, as the core phenomenon, emerge through the interaction of causal, contextual, and intervening conditions, and are strengthened by strategies such as transparency, accountability, and fairness. The outcomes include increased citizen satisfaction and trust, improved organizational performance, and enhanced social capital. The study highlights that citizen trust is a dynamic and experience-based process, requiring an integrated and systemic approach to public service management.The proposed model provides a practical framework for policymakers and public managers to rebuild trust and sustainably enhance the quality of public services