Presenting a model of effective factors on barriers to organizational vitality in government organizations (Case study: government organizations in Mazandaran province)

Objective: The purpose of this study was to present a model of factors affecting barriers to organizational vitality in government organizations (Case study: government organizations in Mazandaran province). Method: The method of this research was combined (qualitative-quantitative). In order to conduct this research, in addition to the documentary study, the content analysis technique with MAXQDA12 software was used to identify the dimensions and components. The statistical population in this study was all experts in the field of managers and deputies of government organizations and faculty members in the field of educational management, human resources and educational psychology. After conducting 11 interviews with faculty members as experts, theoretical saturation took place. In a small part of the statistical population, all employees of government organizations in Mazandaran province were selected by cluster sampling of three organizations: Social Security, Tourism and Islamic Guidance, and finally, by Morgan formula, 246 people were selected by stratified random sampling method. Confirmatory factor analysis method of amos software was used to design the model and one-sample t-test was used to determine the current status of the components. Results: The results showed that the individual dimension with a coefficient of 0.84, the economic dimension with a coefficient of 0.76, the managerial dimension with a coefficient of 0.73, the organizational dimension with a coefficient of 0.71, the socio-cultural dimension with a coefficient of 0.67, the physical dimension with a coefficient of 0.60, the religious dimension with value With a coefficient of 0.57 and the political dimension with a coefficient of 0.56, which have the greatest impact on organizational lack of vitality among employees, respectively. Conclusion: Also, based on the findings, the dimensions of the model with 6 dimensions (philosophy and goals, supporting theories, dimensions and components, evaluation and feedback, and implementation steps) were evaluated.