Purpose This study aims to review factors that impact talent management (TM) practices in small and medium-sized enterprises (SMEs) and how this literature has evolved. Design/methodology/approach This study uses systematic literature review methodology. A total of 42 peer-reviewed English-language papers from 2013 to 2024 were chosen from five databases: Web of Science, Scopus, EBSCOhost, ABI/INFORM and Google Scholar. The selected articles are analyzed using a thematic method to identify contextual factors, TM strategies and outcomes. The resulting framework is compared with similar frameworks in literature. Findings This study presents an integrated framework consisting of external and internal environmental factors affecting TM in SMEs. Furthermore, by comparing the research framework with previous frameworks, the study identifies that factors such as technology, crises and industry-specific conditions have become increasingly prevalent in the related TM literature. Additionally, the study highlights strategies that SMEs follow to respond to these contextual factors affecting their TM practices. Practical implications The framework presented in this study clearly illustrates the factors influencing TM in SMEs and delineates the organizational responses to these factors. Additionally, the study identifies those factors that have become increasingly important over time and may exert a significant impact on companies. Consequently, the findings serve as a valuable guide for decision-makers in TM in SMEs to determine the most appropriate strategies for different situations. Originality/value By integrating previously scattered studies in this field, this research provides a comprehensive framework on how TM is shaped by contextual factors, TM strategies and outcomes.

Human resource (HR) governance has become an increasingly salient domain of inquiry, yet scholarship on the topic remains fragmented across disciplines and perspectives. To consolidate and advance understanding, this paper presents a systematic review of 43 peer-reviewed studies published between 2003 and 2025. The review shows that HR governance consistently converges on four interdependent governance dimensions—accountability, transparency, compliance, and strategic alignment—but that these have been theorized and operationalized unevenly across contexts, levels, and methods. Tracing the development of the field, we identify five dominant orientations in its intellectual evolution: early normative and compliance debates, institutionalization and legitimacy through governance codes, theoretical consolidation and conceptual clarification, disruption through digitalization, and, most recently, the emergence of an ecosystem perspective.Building on these insights, the paper develops an integrative framework that positions HR governance as a multi-dimensional and interdependent governance system located at the intersection of corporate governance and strategic HRM. The framework clarifies the conceptual backbone of HR governance while underscoring its importance for organizational legitimacy and performance by demonstrating how accountability, transparency, compliance, and strategic alignment operate as jointly necessary but individually insufficient dimensions of a coherent governance architecture. Finally, we outline a forward-looking research agenda that emphasizes cross-national comparison, multi-level and dynamic theorizing, deeper engagement with digitalization and algorithmic accountability, and stronger integration with ESG and HR analytics. In doing so, the paper establishes HR governance as a strategic governance capability and sets a clear agenda for advancing both scholarship and practice in the governance of people.

Background Occupational wellbeing among healthcare professionals is an essential determinant of organizational effectiveness and public health. Yet, in many healthcare systems, it remains overlooked, while chronic stress, policy instability, and limited resources undermine workforce sustainability.Objective This study aimed to explore the multidimensional factors that sustain or challenge occupational wellbeing among healthcare professionals in Iran.Methods A qualitative design was employed using purposive sampling to select 19 participants, including physicians, nurses, and mental health experts. Semi-structured interviews were conducted, and data were analyzed through thematic analysis guided by King and Horrocks' framework, integrating inductive and deductive coding.Results Five interrelated domains were identified: psychological and emotional wellbeing, individual resilience and coping, organizational design and leadership, healthcare-specific stressors, and socio-cultural influences. These dimensions interacted dynamically, shaping professionals' sense of autonomy, mastery, solidarity, and purpose. While workload, systemic instability, and policy ambiguity eroded wellbeing, resilience was strengthened through spirituality, collegial support, and family networks.Conclusion Occupational wellbeing is best understood as a dynamic, holistic process shaped by structural, psychological, and cultural factors. Sustainable improvement requires human-centered management that emphasizes supportive leadership, organizational culture, and systemic redesign to foster resilient, creative, and purposeful healthcare professionals.

Purpose: This paper proposes a research model in which mental health mediates the impacts of psychological capital (PsyCap) and organizational justice on flight attendant job performance based on the job demands-resources (JD-R) theory. Background: Flight attendants in the airline industry have a differentiated work environment in stressful and demanding situations. The literature has highlighted the prevalence of mental health disorders among flight attendants. Methods: Non-experimental, quantitative research findings from a sample of 384 flight attendants from five airlines in Iran, based on structural equation modeling (SEM) analysis, provide support for the hypotheses. Results: The SEM findings revealed that both PsyCap and organizational justice can enhance flight attendant mental health. As expected, mental health improved job performance. Consistent with the study's predictions, mental health mediated the effects of PsyCap and organizational justice on job performance. Conclusions: This study empirically linked PsyCap and organizational justice to flight attendant perceptions of mental health and job performance. The research findings support the notion that strengthening flight attendant PsyCap and enhancing perceptions of organizational justice can improve performance by improving mental health. These findings have theoretical and practical implications. This research contributes to the extant literature by empirically validating the mediating effect of mental health and clarifying the role of two types of individual psychological job resources on flight attendant performance.

Purpose: The present article intended to reach a paradigmatic model which can show the instability of public policies in the private sector. Methodology: To identify the main components of the model, related questions were developed based on the literature. Semi-structured interviews were performed with 33 experts from the private sector and in-depth interviews ,too, were performed with a number of specialists from the relevant department. Participant were selected according to both purposeful and theoretical sampling methods. Findings: Grounded theory approach together with the procedure put forward by Corbin and Strouss were used for data analysis. Through open, selective and central coding; components of paradigmatic model based on instability of poblic policies and causal factors; moderating variables; mediating variables; and strategies, we could finally reach the outcomes and the paradigmatic model of instability in public policies for the private sector, which are now are presented. Originality: Regarding the type and the nature of this research, as well as the comprehensiveness of the dimentions studied, the most noticeable and the most recent factors of instability of public policies for the private sector (in the industrial domain) brought about the findings of the research. Based on the opinions of the experts, one can utilize the acquired results to expand the vision and knowledge of poliy making in the production area.

Purpose: The purpose of this article was to present a preventive network governance model to meet tax evasion as a case study in Tax Affairs Organization of the Islamic Republic of Iran. Methodology: The statistical sample, consisting of thirty managers of the State Tax Affairs Organization, was selected through targeted and accessible method. Applying the Multiple Grounded Theory approach, the researchers designed a network governance model, containing 341 concepts summarized in 79 primary open codes which finally led to 12 dimensions. Findings: The results of the research show that the identified dimensions fall into six groups: 1. The core category including the private sector governance network and civil institutions, 2. social contexts including economic and cultural issues, 3. results and outcomes including participative, structured and sound tax system, 4. support platforms including judicial issues, laws and regulations, 5. internal conditions including human capital and organizational-administrative issues, 6. external conditions including international, structural and organizing issues.

ObjectiveThe concept of "quiet" human resource management (HRM) has gained significant attention in recent years, particularly in response to the pervasive hustle culture and competitive organizational landscapes exacerbated by challenging economic conditions. Quiet HRM refers to subtle practices that impact employees' job status, often without overt communication or transparency. As the prevalence of quiet HRM concepts increases, their implications for organizational dynamics are profound and far-reaching. This study aims to establish a theoretical framework that describes and explains the emerging phenomenon of quiet HRM within Iranian organizations.MethodsThis research was conducted within an interpretive philosophical paradigm, utilizing semi-structured interviews to uncover the core dimensions and components of quiet HRM. A total of 22 experts from companies affiliated with the National Iranian Copper Industries Company participated in the study. The research employed a purposive sampling technique, specifically theoretical sampling, consistent with the Strauss and Corbin grounded theory approach. To ensure the rigor of the study, credibility indicators specific to grounded theory were used to assess the quality of the research.ResultsThrough the application of Strauss and Corbin's grounded theory methodology, the study identified several subcategories and conceptual categories during the open coding stage. In the axial coding stage, these categories were organized into a paradigmatic model, which included causal conditions, strategy, contextual conditions, intervening conditions, and consequences. The selective coding stage involved the introduction and elaboration of the theory derived from the data, providing a comprehensive understanding of quiet HRM practices.ConclusionQuiet HRM encompasses various dimensions, including quiet firing, quitting, hiring, promotion, and performance evaluation. These practices often stem from individual factors such as superior employee skills and performance, job-related factors like stress and burnout, and organizational factors including cost-saving measures and workforce restructuring. Quiet HRM tends to emerge under exploitative leadership and a hard HRM approach, particularly in environments characterized by organizational ambiguity, discriminatory cultures, and economic hardship. However, transparency, organizational justice, quiet leadership, a soft HRM approach, and employee-driven job re-creation can mitigate these practices. The consequences of quiet HRM are both positive, such as skill diversification and identification of high performers, and negative, including increased turnover, damage to employer branding, and declines in employee mental health, job satisfaction, and performance. The findings of this study offer critical insights for management practitioners navigating the complexities of quiet HRM. By understanding the underlying factors that contribute to quiet HRM practices, organizations can implement strategies to reduce their negative effects and foster a more transparent, just, and supportive work environment. Management professionals can thereby promote an ethical, employee-centric approach to HRM, contributing to a healthier, more productive, and sustainable organizational culture. Future research should explore the causes and consequences of quiet HRM in diverse organizational settings, with in-depth studies in specific geographical contexts providing valuable insights for HRM policymakers.

Background & Purpose: Rapid environmental changes require organizations to apply adaptive changes for survival and growth. Creating the fields of employee adaptation to respond to the demand and requirements of unstable environments is one of the main challenges of today's organizations and the existence of resource governance. Human resources in organizations, while maintaining the independence of departments, also creates an environment for interaction and cooperation between units. The main goal of this research is to present the governance model of human resources in government organizations (social security organization). Methodology: This research is of a qualitative, interpretive, and inductive type, and the approach of a single case study was implemented with the homogeneity analysis method. In the search process, only studies that answer the research question are desired. Finally, using the criterion sampling method axis, studies were selected that were related to the question or purpose of the research. Findings: After investigating the results of the reviewed selected studies,14 subcategories in the form of 4 main forms of senior managers, line managers, human resource professionals, and employees were identified. which are defined along with concepts such as playing the role of a transformative leader, policy making. These subcategories construct the model of governance human resources in the social security organization. Conclusion: According to the interviews conducted at two levels of managers and experts, concepts such as playing the role of a transformative leader, playing an active and superior role in human resources committees, creating a balance between stability and innovation, developing individual and organizational insight and communication transparent between units, complete the final model. Also, the category of human resources professionals plays the most important role in the social security organization.

Background & Purpose:Family life and professional life are two inseparable components in people's lives;in such a way that the secret of people's success depends on advancing their goals in these two areas.If a person faces problems and challenges in his professional or family life, their side effects spread through the individual, organization, and the society. The aim of this research is to analyze the narrative inquiry of workaholic programmers from the work-family interface through a gender approach.Methodology:The current qualitative research is a research narrative in terms of interpretive paradigm, inductive theory development approach, and narrative research in terms of research strategy.The data collection instruments are a semi-structured and an open-ended interview. To reach the required data, the interviews continued until saturation was reached, and finally, according to the defined standards and based on targeted sampling, a maximum of 30 participants (15 female and 15 male participants) participated in the current research. Thematic narrative analysis was used to identify the themes and describe the experiences of the participants.Findings: The results uncovered that the general narrative of workaholic women and men differ in the factors affecting work-family relationships, and some factors lead to the strengthening of work-family relationships and others result in addiction to work increases. According to this research, among women, family factors including family orientation, work-family fit, work-family integration, and supportive family lead to more balance between work and family since women have more roles, duties, and responsibilities in home affairs. Also, from the point of view of male programmers, organizational factors such as work addiction, forced overtime, extreme work, income generation, and lack of support from the organization lead to more work addiction and disrupting the work-family balance.Conclusion: Due to the fact that men are the breadwinners and provide the living expenses, which have been entrusted to them for a long time and in a traditional way, if they find themselves in unfavorable economic conditions and are unable to provide for the expenses, they tend to become more addicted to work

Background & Purpose: EVP as a strategy to create a competitive advantage for the employer in the labor market and with the aim of ensuring the employment and maintaining of the best employees, is a new concept that considers the benefits of cooperation with a specific employer, and different components have been introduced for that so far. Therefore, the current research seeks to understand the nature as well as the components of EVP with an integrated approach. Methodology: In this research, in order to understand the nature and components of EVP, a systematic literature review method was used. Research data resources for this study includes the related articles published in the scientific database. These articles were chosen based on the pertinent criteria and were analyzed using open coding. Findings: After reviewing the definitions of employees’ value propositions, the nature, purpose, and conditions for achieving this value were identified. Furthermore, its five integral components include: communicational, cultural, economic, developmental values, values of the job and values of pride and credibility of the organization. Conclusion: The findings of this study can contribute to cognition of the organization employees’ expected values in order to improve competitive power of the organizations in employing and retaining the best individuals.

The purpose of this research is to study the demographic factors affecting the bureauphile and its relationship with organizational culture. The research method is descriptive-survey of correlation type. In the organizational culture questionnaire section, the target population is the employees of government organizations, and in the clientele's perspective questionnaire section, the clients of these organizations are formed. The required sample size for the organizational culture questionnaire was estimated to be approximately 365 people, and the required sample size for the clientele's perspective questionnaire to the administrative system was estimated to be approximately 381 people, for more certainty, 450 questionnaires were distributed for each and finally 400 questionnaires were collected, a stratified random sampling method was used to sample the employees of government organizations and a cluster sampling method was used for the clients. For analyzing the data obtained from the samples, descriptive and inferential statistics methods were used and all statistical calculations were done through SPSS software. According to the results of the research, there is a correlation between organizational culture and bureauphile, and demographic factors can promote bureauphile. Also, there is a significant relationship between the number of visits, gender and income with bureauphile, but there is no significant relationship between the types of job, age and education with bureauphile.

Public policies are formulated and promulgated by the legislature to solve public issues, but some of them are not implemented or are delayed in the middle of the road. Many of the neglect of public policies in the private sector and related to industries, especially small and medium industries, have imposed harmful effects on this sector as the driving engine of large industries, in such a way that statistical surveys of a significant number of stagnant enterprises in various fields It tells about the non-implementation of production protection laws. Therefore, the aim of the upcoming research is to present the model of abandonment of public policies in the industrial sector of Iran. Thus, in order to extract the main elements of the model, in the form of a semi-structured interview, an in-depth interview was conducted with 33 policy makers in the private sector in various industries. The selection of the participants has been done with the purposeful sampling method from the theoretical branch. The theoretical model of abandonment of public policies was extracted through the research stages of the foundational data theory and by identifying causal, contextual, intervening categories, strategies, and finally the consequences of the phenomenon with the centrality of the central category called stagnation of public policies.

Background & Purpose: Nowadays, being and moving in the direction of digital transformation in organizations has become a fundamental requirement, which requires rethinking the content of organizational culture. Since Asan-pardakht Company is a technology-oriented company and is familiar with digital transformations in organizational processes, the people working of human resources department of Asan-pardakht Company were examined as the research community in identifying digital cultural contexts. Methodology: This research has been done using qualitative approach and theme analysis method to analyze the data. Participants of the study were selected through purposive sampling method, which involved 12 individuals working in Asan-pardakht Company, including the deputy manager of human resources, human resources experts, and its employees. Findings: According to the research findings, five main categories including accompaniment context, functional context, processal context, systemic context, and maintenance context, have been identified as the main cultural contexts in order to digitalize the processes of human resource management. Qualitative research indicators were used to assess the study credibility, transferability, dependability, and confirmability which were confirmed. Conclusion: The results of this study showed that organizational culture, as one of the main infrastructures of digital transformations, has an adaptive and facilitating role in the optimal combination of human resources and technological resources of the organization. Digital Organizational culture, by integrating the attitudes, mindsets and performance of employees in accepting technological changes and using new systems, makes it possible to effectively align them to digital transformations.

Purpose: Sustainable Human Resource Management(SHRM), as a new paradigm, has been one of the most important trends in HRM researches in recent years. Human resource sustainability includes sustainability in three lines: economic, social and environmental. Some studies show that sustainable HRM in the Iran Securities and Exchange Organization, Iran Energy Exchange and Iran Mercantile Exchange as securities and exchange organizations in Iran Capital Market, has not yet reached the implementation stage; Therefore, this study aims to help for application of this paradigm in these organizations by focusing on social and environmental dimensions.Methodology: This research has a qualitative approach and has been done by “Theme Analysis” research method. Data were collected through semi-structured interviews and a total of sixteen experts HR and financial management from three organizations participated.Findings: From the text of the interviews, 90 key points were extracted. Then 5 main themes and 20 sub-themes were extracted. In the end, the analysis of themes was presented according to the conditions and context of the studied organizations.Conclusion: The results showed that the attitude of managers in the studied organizations plays a very important role in preventing the implementation of sustainable HRM. Also, other social, welfare and environmental inhibiting factors such as governance policies, public culture and also the Iran Capital Market atmosphere were also influential in this field; so analyzed.

Background: Social media is one of the low cost tools used by many organizations. The purpose of this qualitative research is to present a public accountability model based on the use of social media in public universities of medical sciences in Tehran. Materials and Methods: The present study was performed using Clark's position data analysis method. In-depth interviews were conducted with 21 experts in 1400 to extract the main components of this model. The subjects of this study were managers and experts of medical universities in Tehran (Tehran, Shahid Beheshti, Iran) that participants were selected using purposive sampling method of theoretical sampling. Results: The analysis of the accountability situation in medical universities showed that the "government" is the main and determining factor. Within this factor is the "Ministry of Health". The third factor is the "universities of medical sciences" and the social worlds active in it. The fourth factor is "public relations units", but in the corner of these overlapping factors is the "target community" factor. Conclusion: The basis of accountability is reporting and information. Universities should give their staff the necessary leeway to report directly. According to the research findings, it is suggested that by forming a specialized department of public relations in relation to public accountability, in addition to identifying capacities, to remove existing barriers.

Nowadays, there are different generations of humans in the society. It is obvious that each generation has different attitudes, perceptions and needs according to the social, historical, cultural and economic events they have experienced, and they explain and interpret the events around them in a very different way. In organizations, there are different generations of employees who have different expectations, characteristics and values. Recognizing these factors is also essential for attracting and retaining employees of each generation, and the existence of these diversities has made effective management of these generations a major challenge for organizations. The five generations that are the most common classification of human resource generations in the workplaces include the traditionalists, the babyboomer, generation X, generation Y, and generation Z. Therefore, in this article, these generations have been studied in workplaces so that by knowing them better, appropriate policies of each generation can be adopted.

Politics involves decision-making, and decisions are the result of group conflict. Political decisions are nothing but the result of the interaction of pressure groups and the relationship of power between them. Pressure groups try to present their demands to the political system and public policy. To. A pressure group is a group of people who have political goals and want to influence the law, and a stakeholder group is a group of people who have common interests and do not have political goals. Pressure groups can be examined from two perspectives. The classical view that the performance of pressure groups disrupts the political system and public policy; and the modern view that not only does not reject the performance of pressure groups, but also considers the existence of these groups as a dynamic aspect of the organization and a tool to improve public participation. brings. One of the biggest areas of action for pressure groups is the legislature and parliaments. The role of pressure groups in shaping public policy with the foundation data theory approach is through the three stages of open, central and selective coding. The statistical participants are the current and periodic members of parliament in the country. Using purposive sampling method, semi-structured interviews were conducted with 22 members of parliament in an 18-month period until the data saturation stage was reached. Members were validated by matching methods. The present research is a mixed type, so data analysis consists of two phases, qualitative and quantitative. In the qualitative phase, to analyze and interpret (codify) the concepts expressed by members of parliament and experts. Iran is covered, which includes open, axial and selective coding. In addition, Delphi method has been used for localization and screening of indicators. Data analysis has been used using MaxQDA2012, Excel2016 and SPSS software. Open, axial and selective coding was used to analyze the data. During the data comparison process in the open, axial and selective coding path, 132 concepts, 71 subcategories and 24 general categories were obtained and presented in the form of a paradigm model. The integration of categories, based on the existing relationships between them, around the involvement of groups in professional activities, formed a paradigm model that reflected the development of an appropriate model of the role of pressure groups in shaping public policy. Causal conditions (influence of pressure groups on decisions, indirect influence on public opinion, party orientation, incorrect structure of democracy, lack of holistic view, etc.), central category (gaining benefits and advantages, adaptation of pressure groups to policy needs General (intervention) conditions (use of coercive tools of influence, behind-the-scenes issues and interference of officials in each other) strategies (dissemination of information, use of powerful people, transparency and defeat of monopolies) and consequences (promise, policy-making citizen and unity and integrity) emerged and Relationships between different dimensions were shown through the formation of a conceptual model. Finally, legal propositions and strategic hypotheses of the research were developed.

Subject and Purpose of the Article: General Treasury Administration is one of the key units that can increase the efficiency of government financial management. The purpose of this study is to design a framework for improving the financial management of the General Treasury Administration in Iran.Research Method: This study has adopted the qualitative approach and the required data have been collected trough library research and field study. First, the academic literature and regulations are collected and analyzed, and then, the opinions of a focus group on the analysis are synthesized. The theme analysis method has been used to analyze the data.Research Findings: After analyzing the data, 94 initial codes were identified for improving the current situation of the General Treasury Administration's financial management, 50 codes in the rules and regulations section and 44 codes in the processes section. These codes were eventually categorized into six dimensions: budget management (12 codes), public resource management (11 codes), bank account management (13 codes), cost management (14 codes), accounting management, and finance reporting (11 codes), audit management and financial supervision (17 codes).Conclusion, Originality and its Contribution to the Knowledge: The General Treasury Administration has a key role in improving the financial management of the government in the public sector. The proposed framework of this research is the first tool for improving the current state and can help policy-makers in this center.

A significant part of academic studies in the field of public administration is devoted to the evolution of public sector movements in this field. These movements, sometimes referred to as movement, pattern, model, approach, paradigm, or quasi-paradigm, have their own theoretical and ontological, epistemological, anthropological, methodological, and axiological fundamentals. Paying attention to these fundamentals will help us to gain a deeper understanding of public sector movements. Public administration in a comprehensive and collage-like approach requires a simultaneous understanding of the philosophical fundamentals of public sector movements. Government officials in different societies need to have a clear understanding of these fundamentals in order to make the most effective decisions possible. The result of the dialectical contradiction between the traditional public administration (thesis) and the new public administration (antithesis) was the formation of killer syntheses, including new public management, new public services, and public value management. The present article surveys the evolution of public sector movements, seeks to categorize their philosophical fundamentals, and finally, in a table, provides a framework for a better understanding of them.