Purpose: This research was conducted to design a human resource flexibility model with the fuzzy TISM approach at Lorestan University.Method: The research is based on a practical purpose and in terms of method, it is a mixed quantitative and qualitative research. The data have been analyzed through fuzzy total interpretive structural modeling. The statistical population of the research in the qualitative and quantitative part was a group of experts, consisting of professors from the Faculty of Economics and Management of Lorestan University, whose orientation and expertise were in the field of human resources management. The flexibility indicators of human resources were identified through theoretical literature and interviews with 7 experts in this field who were selected as a sample using the purposeful sampling method and based on the theoretical adequacy principle. As a result, 12 indicators were extracted. In the quantitative part of the questionnaire, the sample completed pairwise comparisons of indicators. Then, the interpretive structural modeling method was used in the fuzzy environment to create a connection and sequence between the factors and provide a structural model. Results: The leveling of human resource flexibility indicators was done in thirteen stages, finally forming the human resource flexibility model
The purpose of this research is to identify and categorize the mentality of faculty members towards job attachment in the university. The philosophical framework of this research is an interpretive-positivist paradigm, and in terms of orientation, it is placed in the category of applied research. Q phrase was formed by reviewing literature, background, documents and documents, interview and questionnaire from 12 experts. Then, they are asked to categorize the cue expressions on the set axes of agreeing, disagreeing, and abstaining in the form of a six-option spectrum from +6 to -6. After that, data was analyzed based on inferential statistics (factor analysis) based on SPSS software. The reliability of the test has been confirmed through re-testing and the validity of the test according to the interview and application of experts' opinions. In line with the general goal of the research to identify the classification of academic members' mentalities to occupational attachment, three mental model approaches were identified, which in order of importance are the skill and suitability of work and person, the current facilities and conditions of the organization (university), and interest and relaxation in work.
The purpose of this research was to investigate the key leadership competencies of female entrepreneurs in Hormozgan Province, Iran. The research was applied and descriptive in terms of its purpose, and qualitative and quantitative in terms of data collection. The statistical population in the first part included all domestic and foreign research related to the leadership competencies of female entrepreneurs in reputable scientific databases. Using a systematic review method, 172 articles in the field of leadership and entrepreneurship of women were initially identified, and finally 32 articles in Persian and English were reviewed over a ten-year period (2012 to 2022). In the second part, through interviews with 25 female entrepreneurs in Hormozgan Province who were selected using purposive sampling, the key leadership competencies of women were finalized. Based on the research findings, these competencies can be categorized into the key axes of strategic competencies, commitment competencies, technical competencies, innovation competencies, analytical/cognitive competencies, communication/interpersonal competencies, and opportunity competencies.
The current research is applied research and is included in the category of exploratory research.This research is based on mixed research that was conducted qualitatively and in an inductive analogical paradigm.Statistical population of this research is the experts, 25 of whom were selected using the purposeful sampling method based on the principle of theoretical adequacy.Tool for collecting information in the qualitative part of the research is a semi-structured interview, based on which, key and effective factors on the acceptance and participation of women in the leadership of the organization were identified. The data collection tool in the quantitative part is the critical uncertainty questionnaire.To analyze the data in the qualitative part, the content analysis method coding approach and Maxqda software were used.Also to formulate the future scenarios of women's roles and participation in the organization's leadership the critical uncertainty approach has been used in the quantitative part. Results of the research indicate that the male-dominated and female-dominated organizational culture and the empowerment and professional development of women to hold managerial positions are two important key factors in the role and participation of women in the leadership of the organization, which are the main basis of scenario writing in this research.
This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the research is the senior managers and human resource managers of government organizations, 15 of whom have been selected using a purposive sampling method. The data collection tool is a semi-structured interview in the qualitative part and a questionnaire in the quantitative part, In this research, the data were analyzed in the qualitative part using the content analysis method and Maxqda software, and in the quantitative part using the ISM method. The findings of the research include identifying the dimensions and components of the emergence of revenge behaviors of human resources in four axes, which are: platforms for the formation of retaliatory behaviors, intervening factors in revenge behaviors, types of revenge behaviors of human resources, and consequences of revenge behaviors of human resources. Eventually, the results of the research show that the emergence of revenge behaviors in human resources will have consequences such as: creating a toxic and harmful organizational atmosphere, increasing organizational conflict, increasing organizational friction and dysfunctional behaviors, and reducing the efficiency and productivity of human resources.
In the current era the banking industry is considered one of the most important industries of the country and banks need to take advantage of the dynamic capabilities of Ambidextrousinnovation to survive in competitive and dynamic market era.this research has been conducted with the aim of the effect of knowledgesharing on ambidextrousinnovation with the mediating role of intellectualcapital and moderating of openinnovation The current research is of quantitative type fromthe point of view ofthe objective, itis of applied type and the data collection method is of descriptivesurvey type.statistical population of this research was the stateprivate and QarzulHasneh banks of Golestan province,which were referred to the central office of all of them 26 banks at the organizational level and questionnaires were distributed among 5 employees in each bank and a total of 130 questionnaires were collected form of 26 banks.In general the structural equation modeling method was used to analyze the hypotheses;The results of the research showed that the effect of knowledgesharing on ambidextrousinnovation,the effect of knowledgesharing on intellectualcapital,the effect of intellectualcapital Ambidextrousinnovation and the effect of knowledgesharing through the mediating role of intellectualcapital on ambidextrousinnovation are confirmed.However the effect of knowledgesharing through moderation of openinnovation on ambidextrousinnovation is not confirmed.
Organizational decline is situation that is created in the form of dissatisfaction or indifference towards work , which reduces the performance and motivation of employees, and the probability of organizational problems increases according to this apathy. The main purpose of this research is to investigate the effect of the spider management style on organizational decline with regard to the mediating role of anti-elitism. This research is applied based on the purpose and descriptive-correlation based on the nature of the method. The statistical population of this research includes the employees of the government organizations of Ilam city, 325 of them have been selected for the research sample using simple random sampling method. The tool for collecting research data is a standard questionnaire. The content validity and construct validity of the questionnaire have been confirmed, and Cronbach's alpha coefficient and composite reliability have been used to check the reliability of the questionnaires. Visual PLS was used to analyze the research data. The results showed that spider management has a significant effect on organizational decline and anti-elitism. Anti-elitism has a significant effect on organizational decline. The mediating role of anti-elitism in the influence of spider management on organizational decline has also been confirmed.
The research purpose is responding to the human resources compensation risk in Iran's insurance industry. By systematically studying the literature and interviewing 15 experts based on the snowball sampling , risks were identified and after screening based on the fuzzy Delphi, Fuzzy cognitive mapping has been used to respond to risk. the inflexibility of compensation was identified as the most central element of the cognitive risk mapping. In the next , the effect of different risk control policies on map elements was investigated in three scenarios. After controlling one factor and its lack of influence on the whole map, finally with the policy of controlling the key elements , seven key elements with the highest degree of centrality include inflexibility of compensation, lack of employee satisfaction, lack of transparency, internal and external inequality, and non-alignment of payment. And performance, the imbalance between short and long-term incentives and the non-compensation of extra-role behaviors of employees selected and with the aim of fully controlling these elements, values corresponding to these elements were considered equal to zero in the initial state vector. results show that by controlling key elements of mapping, whole mapping undergoes changes and risk of human resources compensation is reduced.
In the last decade, world-class leadership as a new approach to improve the competitive advantage of organizations has attracted the attention of many researchers in different fields. Many articles have studied world-class leadership in organizational literature, especially strategic management and human resources. But so far, a comprehensive review of conceptual and empirical studies has not been done considering the basic characteristics and patterns of this competence and the factors affecting the effectiveness of global leadership. For this reason, in order to clarify the knowledge of this field - the competence of world-class leaders - its effectiveness and its role as an effective structure in the literature of management and organization, this research has comprehensively reviewed 68 conceptual and experimental studies from 2000 to 2022. It pursues two main goals: identifying different conceptualizations of competence of world-class leaders and factors affecting this concept in the field of management and organization. This descriptive study is a systematic literature review in terms of the implementation method. Identifying the concepts of "world-level leadership behaviors", "world-level leadership duties", "world-level leadership relationships", "world-level leadership style" and "external duties of world-level leadership" along with their dimensions are among the results of this research.
Digital transformation requires banks to move towards exploring new opportunities in addition to exploiting existing facilities. Therefore, banks seek to create organizational ambidexterity by forming alliances with organizations from different industries. The purpose of this article is to answer what type of alliance banks can form with different actors to lead to organizational ambidexterity. For this purpose, the initial conceptual model was formed by synthesizing the ambidexterity, the industrial similarity and the tie strength theories. Then, the code co-occurrence matrix was extracted from the content analysis of 115 empirical articles of alliance in the banking industry. The co-occurrence matrix was used to customize the conceptual model for banking industry in order to propose the type of alliance of the bank with other actors. The conceptual model shows that any type of alliance, based on industrial similarity of the actors with the banking industry, realizes some factors of exploration and exploitation in the form of trade-offs. Therefore, the decision to determine the appropriate type of alliance should be made according to the priority of exploration and exploitation factors based on industrial similarity of actors.
Employees mental absent is a negative phenomenon which can make organizations face many challenges in order to achieve a competitive advantage. Therefore, the aim of the this study is to designing a pattern for antecedents and consequences of employees mental absence in Iran. This study conducted using the meta- synthesis method as a qualitative research. The results show that the antecedents of employees mental absence in Iran can be studied in to two individual (with two components of attitudinal-perceptual factors and behavioral-functional factors) and organizational levels (with three components of factors related to the nature of the job, factors related to the job environment and the weakness of internal processes of the organization). The findings also indicate that the consequences of employees mental absence in Iran can be mentioned in to two individual (with two components of attitudinal-perceptual consequences and behavioral-functional consequences) and organizational levels (with two components of short-term consequences and long-term consequences).
The goal of the current research is to study the research process around the concept of leadership and leadership style, using the method of analysis and Scientometrics mapping. This research is descriptive-analytical and has been carried out with a Scientometrics approach. The tool of data collection was the databases resulting from searching and cataloging, and the method of analysis was scientific tools and maps using R software. The number of reviewed articles is 2178 published in the Web of Science database between 1992 and 2022. The extracted articles were classified into six clusters based on the clustering method of bibliographic pairs. The naming of the clusters was done based on the important parameters of the frequent keywords of each, and based on this, clusters one to six, which were sorted based on the average age of the articles, were named "leadership styles based on growth and learning", "leadership styles based on The general roles of the leader", "leadership styles based on power distribution", "leadership styles based on the welfare of followers", "leadership styles based on ethics" and "leadership styles based on unethical pro-organizational behaviors" were named.
The ongoing study seeks to assess the attitudes of Tehran Governorate employees regarding employee engagement and empowerment, utilizing the Hay-Group model. This research is characterized by its practical goal orientation and falls within the survey-analytical research framework. The study population comprises 350 employees of Tehran Governorate, with a stratified random sampling method employed to select a sample of 185 individuals, of which 173 ultimately participated. Data collection was conducted through a researcher-developed questionnaire based on the Hay-Group model, encompassing 49 items to measure employee engagement and empowerment dimensions. The questionnaire's validity was established through content validity, while its reliability was confirmed via Cronbach's alpha coefficient (0.85). Data analysis involved mean, standard deviation calculations, and binomial tests using SPSS software. Findings indicate that employee engagement and empowerment levels, along with all associated components within Tehran Governorate, are below desirable standards, reflecting a notably low organizational effectiveness. According to the Hay-Group model's effectiveness matrix, employees in deputy departments such as management and resource development, economic affairs coordination, civil, political, and social affairs coordination, as well as security and law enforcement, are categorized as anxious employees with limited capability and cohesion.
Organizational democracy situation in which the organization gives its employees the opportunity to participate in the organization's management and provides the conditions for participation in organizational decisions. Considering the diversity of the concept of organizational democracy, this research seeks to understand and interpret this phenomenon with a phenomenography approach. The data collection method is field and interview tool is used. The community of participants of the research was the employees of the Social Security Organization, which was sampled by the maximum diversity method and 32 employee were interviewed. Based on the analysis of the research findings, it was determined that there are eight methods of experiencing democracy in the organizational environment, which include: Thriving, realization of public will, power to change the process, rule of law, professional ethics, employee empowerment, collaborative decision-making and responding to clients. Based on research findings, descriptive classes in five levels of personal development (Thriving and empowerment), process-oriented (participatory decision-making and the power to change the process), culture-oriented (rule of law and professional ethics), organizational management (realization of public will) And society-oriented (answering to clients), which is a sign of the existence of structural and hierarchical differences in addition to their semantic differences.
Self-wanted isolation is considered a silent phenomenon of the organization; A situation where the employee deliberately chooses a secluded corner and does not throw itself away from events and events and does not allow participation in organizational activities. self-wanted isolation from the employees' perception of the poor performance of the supporting role by the organization; atmosphere and unhealthy competition among colleagues has arisen, which leads the individual to leave the job after failing to use other behavioral strategies and despairing of leaving the job. Undiscovered dimensions and causes from researchers' point of view and hidden from managers' view led to the necessity of conducting research. Therefore, this research seeks to understand the conceptual depth and causal factors of this little-known phenomenon in Iran's administrative system. This research follows qualitative methodology And from the perspective of strategy, it is based on the data theory of the foundation. The statistical population consisted of experts working in government organizations in Ilam city, which was conducted in the form of theoretical sampling, taking into account the theoretical saturation base, with a number of 17 semi-structured interviews. Reliability of qualitative data was measured through the criteria of Lincoln and Guba (1985). Finally, delving into the depth of the data led to the emergence of 5 categories Organizational poisoning, The traditional form of the organization, Inefficiency of administrative processes, Experienced bitterness and organizational culture and atmosphere as causes of self-wanted isolation with other markers of phobia, silent protest, She had idealistic expectations and a conservative attitude
The importance of leadership on the one hand and the plurality of opinions in this field on the other hand increase the need to rethink and conduct research in this regard. The purpose of this exploratory research is to identify gaps in existing leadership theories and to present a new meta-theory to address these gaps. In this library research, we used meta-theory, which is one of the effective research methods for rethinking science. The statistical community is all the articles that investigated leadership theories. Sampling by judgmental method reached the number of 200 articles until theoretical saturation. In this research, we first categorized leadership theories based on the five paradigms of science and then identified theoretical gaps. Based on the research findings, the gaps in the organization's leadership theories go back to the material ontology that governs them, and the solution is to change the perspective towards the unificationist meta-theory and human knowledge in higher dimensions. We have presented our metatheoretical view based on unificationist theories of physics, because unificationist ontology, emphasizing the multiplicity of dimensions and the unity of forces in existence, considers the truth to be something beyond the material world.
The aim of present study was to combine the results of quantitative researches in the field of employee-organization relationship. In this research, the structure of "employee-organization relationship" was considered as a variable with dimensions of satisfaction, trust, commitment and mutual control. The statistical population of the research was the studies indexed in the Scopus database in the period of 2014-2023. Using the defined protocol, finally 41 hypotheses from 26 studies were selected for the sample. Data extracted from selected studies were evaluated by meta-analysis method. By identifying the most important antecedents related to this structure, the effect size of each antecedents and their overall effect size were measured. According to research results, the antecedents of "employee-organization relationship" variable are respectively: symmetrical communication, transparent communication, communication satisfaction, empowering leadership, authentic leadership, and dialogic communication with strong effect size; organizational justice, communication authenticity, communication responsiveness, and transformational leadership with medium effect size; and the organization character construct with weak effect size. The overall effect size of all antecedents in the model of fixed effect size and random effect size is: 0.629 and 0.626 respectively, that shows the strong effect of the antecedents identified to create favorable employee-organization relationship in the organization.
Reforming the administrative system and government management involves a systematic and integrated effort; in such a way that effective changes can be made in the public administration system and its ability to achieve national progress can be increased. This research has been conducted with the aim of providing an organizational improvement model in Iran's government organizations (case study: National Iranian Oil Company). The research is of mixed exploratory type. At first, the dimensions, components and indicators of the model were compiled from the Meta-Synthesis approach. In the next step, fuzzy Delphi method was used to evaluate, screen and localize the model. In the last part of the DANP technique, the relationship and their effects were analyzed. The first stage community including 41 articles out of 651 articles (between 1395 and 1402 for domestic articles and 2015 to 2022 for foreign articles) were selected by systematic review and coded by content analysis method. In the second stage; 6 dimensions, 22 components and 88 indicators were validated and localized with the help of 15 experts, and at the last stage, the final model was prioritized with the help of 15 experts. The findings of this research stated that in order to improve the organization in the National Iranian Oil Company, the dimensions of human resources development, business environment, organizational culture, organizational health, social responsibility and organizational structure should be considered by the managers of the National Iranian Oil Company.
The aim of this research is to identify the effective factors on organizational leadership branding with the approach of employee experience management, which led to the design of a model in Iran's automotive research and development centers. This research was done in terms of purpose, application, discovery and qualitative method. To collect information from articles related to the topic and semi-structured interviews with managers of centers and to analyze the data, content analysis method was used. After descriptive and interpretive coding (King and Horrocks's perspective), the basic topics were classified and a proposed leadership branding model based on employee experience management was presented.The findings of the research show that in order to develop the leadership brand, we need to manage the experience of employees in the main system of the organization in the face of external stakeholders, employees and managers.Based on the obtained themes, for the development of the leadership brand, a positive experience should be formed in how to respond to the stakeholders, human resources management and the development of managers.Under these main themes, sub-themes were identified as points of contact between leadership and employee experience.
Green leadership is a new approach that has entered the field of human resource management with the importance of finding the environmental category in sustainable development. This issue mainly deals with the motivational and guiding aspects of human resources towards environmental care and the development of green culture, Based on this, the current research was conducted with the aim of identifying the themes of human resource management with a green leadership approach in the textile and leather industries of Baghdad with a qualitative strategy. The research method was thematic analysis . The data collection tool was a semi-structured and in-depth interview, which was analyzed using open and axial coding. The research community was (university expert professors related to the subject of human resources and green leadership, entrepreneurs and managers of the textile and leather industry in Baghdad), Returning to interviewees and external auditors was used for validation. The results showed that human resource management with a green leadership approach as a comprehensive theme includes 6 themes of effective communication, environmental skills, green organization, sustainable development, green leadership and green motivation with 37 components in the form of basic themes.
