Human Resource Management
Jaleh Farzaneh Hssanzadeh; Vahid Nasehifar
Abstract
This study investigates the role of organizational socialization in shaping newcomers’ identity within Iran’s electricity industry. Drawing on social identity theory, a conceptual model was developed in which organizational socialization strategies were considered as predictors, perceived ...
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This study investigates the role of organizational socialization in shaping newcomers’ identity within Iran’s electricity industry. Drawing on social identity theory, a conceptual model was developed in which organizational socialization strategies were considered as predictors, perceived social affirmation as a mediating variable, and person–group fit as a moderating variable. Data were collected through a quantitative survey of 150 newly recruited employees at the Tehran Regional Electricity Company. To test the hypotheses, the PROCESS Macro approach was employed to examine direct, mediating, and moderating effects. The findings revealed that organizational socialization positively and significantly influenced both team identity and organizational identity through the mediating role of perceived social affirmation. Moreover, person–group fit strengthened the relationship between social affirmation and team identity, but it did not show a significant moderating effect on organizational identity. These results enrich the literature on organizational behavior and human resource development by highlighting the importance of effective socialization strategies, supportive work environments, and value alignment in facilitating adaptation and identity formation among newcomers in public service organizations, particularly within the electricity sector.
Human Resource Management
Ali Reza Jamshidi; saeid sehhat; vahid nasehifar; mehdi yazdanshenas
Abstract
The purpose of this study is to present a human resources marketing model. To achieve this goal, the structural-interpretive modeling approach and the Miqmac software were used. The statistical sample of the study included 14 human resources managers from Iranian home appliance industries and university ...
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The purpose of this study is to present a human resources marketing model. To achieve this goal, the structural-interpretive modeling approach and the Miqmac software were used. The statistical sample of the study included 14 human resources managers from Iranian home appliance industries and university professors in public administration and marketing with human resources expertise. According to these findings, the two components of technology integration and cultural and ethical influences are independent components of the model. Also, the three components of internal human resource marketing, the entry stage and the pre-exit stage are the linked components of the model; however, given that their influence is greater than the standard value (number 6), they tend to be more independent variables. On the other hand, the three components of external human resource marketing, cultural capital accumulation and employee engagement and retention are introduced as autonomous components of the model. Finally, the results showed that the two components of the pre-entry stage and the sustainable talent supply chain are the dependent components of the model, and among them, 21 confirmed relationships can be imagined in the human resource marketing model in the home appliance manufacturing industry.
Human Resource Management
abdollah saedi; Fatemeh Shams
Abstract
The present study was conducted with the aim of developing a model of the gig economy: A step towards human resource governance. The statistical population of the study consists of managers from government organizations and university professors specializing in the fields of digital economy, labor market, ...
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The present study was conducted with the aim of developing a model of the gig economy: A step towards human resource governance. The statistical population of the study consists of managers from government organizations and university professors specializing in the fields of digital economy, labor market, and human resource governance, who were selected based on the principle of theoretical sufficiency and a purposive sampling method, comprising 15 individuals. Research data were collected through semi-structured interviews. For qualitative data analysis, a thematic analysis approach was used based on the six-step framework of Brown and Clark (2006). Also, MAXQDA software was used to manage and organize the data, which facilitated the coding, categorization, and final analysis of the themes. To strengthen the validity of the results, participant review was used; in this way, the researcher's perception of the interviews was sent to the interviewees and their approval was obtained. Also, peer review was used to match the codes and themes. The findings indicate that in the developed model, the enablers, key factors, challenges, and opportunities of the gig economy were identified. Also, the consequences of this gig economy phenomenon and its impact on the human resources governance system were determined.
Human Resource Management
Seyyed Najmuddin Mousavi; Faezeh hasanvand
Abstract
The present study aims to phenomenologically analyze the lived experience of managers in managing hybrid teams with regard to the opportunities and challenges in the 12-day war in public and private organizations. This study is descriptive-exploratory in terms of its applied purpose and in terms of the ...
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The present study aims to phenomenologically analyze the lived experience of managers in managing hybrid teams with regard to the opportunities and challenges in the 12-day war in public and private organizations. This study is descriptive-exploratory in terms of its applied purpose and in terms of the method of data collection, and is a qualitative research type that was conducted using the phenomenological method (i.e., the lived experience of people involved in the phenomenon) and the Dickelman approach. Since the present study is qualitative, the method of data collection in it is in-depth interviews with participants. Accordingly, using the purposive sampling method and based on the principle of theoretical sufficiency, 15 managers of public and private organizations were selected as sample members. In this study, the qualitative content analysis method and Maxqda software were used to examine and analyze the data obtained from the interviews. The research findings show that hybrid management has been a source of pressure and growth for managers at the same time; In a way that, amidst challenges such as digital fatigue, role ambiguity, erosion of collective identity, opportunities for self-regulation, creating structure in the midst of structurelessness, and blockchain for transparency have emerged.
Human Resource Management
ALI AKBAR OSTADIAN; MOHAMMAD HAKKAK; REZA SEPAHVAND; MOHSEN AREF NEJAD
Abstract
This research aims to design a human resource retention model in online retail with a fuzzy TISM approach. The research is applied and has a mixed method (qualitative-quantitative) approach based on its purpose. In the qualitative part, 14 essential and essential factors involved in the model were explored. ...
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This research aims to design a human resource retention model in online retail with a fuzzy TISM approach. The research is applied and has a mixed method (qualitative-quantitative) approach based on its purpose. In the qualitative part, 14 essential and essential factors involved in the model were explored. In the quantitative part, the pairwise comparison matrix was completed by experts and analyzed through the comprehensive interpretive structural modeling method with a fuzzy approach, and finally a model was designed in six levels. The "competent employment and appropriate organization of employees" indicator is the underlying factor and is at the lowest level of the employee retention model, which has an impact on many of the indicators involved in the model. "Establishing effective communication with employees" and "developing communication skills" were identified as independent factors that have a high impact intensity and little dependence on other factors. On the other hand, the research findings show that indicators such as "organizational commitment", "regular review of programs and performance improvement", "participation in decision-making" are affected by other indicators of the model and are dependent on several factors.
Human Resource Management
Ali Shariatnejad; Milad Amraei; Fatemeh Amraei
Abstract
present study was conducted with the aim of identifying the mechanisms and consequences of implementing the human resources experience recording program.In terms of its purpose, the present study is applied in terms of collecting information, and is classified as exploratory research.Also, this study ...
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present study was conducted with the aim of identifying the mechanisms and consequences of implementing the human resources experience recording program.In terms of its purpose, the present study is applied in terms of collecting information, and is classified as exploratory research.Also, this study is a mixed qualitative and quantitative research based on the inductive deductive philosophy.The statistical population of the study is experts who were selected using purposive sampling and based on the principle of theoretical adequacy.The data collection tool in the qualitative part is an interview, Also, the data collection tool in the quantitative part is a questionnaire,Qualitative data were analyzed using content analysis method and quantitative data using fuzzy cognitive mapping method.The results indicate that providing financial rewards for participation in the plan and creating conditions for participation and interaction in the program and freedom of action in decision-making are the most important mechanisms for implementing the human resources experience recording program.The possibility of reducing repetitive mistakes in future actions of employees and not losing their knowledge after leaving the organization and helping to reduce costs due to the reduction of trial-and-error-based solutions were identified as the most important consequences of implementing the human resources experience recording program.
Human Resource Management
Mohsen ArefNezhad; Faezeh hasanvand
Abstract
The present study aims to present a fuzzy cognitive map of the factors and consequences of organizational storytelling in the era of metaverse and augmented reality using the (FCM) method. This study is applied in terms of its purpose and descriptive and survey-type in terms of its data collection method, ...
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The present study aims to present a fuzzy cognitive map of the factors and consequences of organizational storytelling in the era of metaverse and augmented reality using the (FCM) method. This study is applied in terms of its purpose and descriptive and survey-type in terms of its data collection method, and is also classified as a mixed research in terms of its typology. The statistical population of the study includes university professors, managers, and IT experts in the Science and Technology Park of Lorestan Province, 25 of whom were selected using purposive sampling and based on the principle of theoretical adequacy. In the qualitative part, the data collection tool is a semi-structured interview, the validity and reliability of which were confirmed using content validity and Cohen's Kappa test, respectively. And the data collection tool in the quantitative part is a questionnaire, which was confirmed using content validity and test-retest reliability. Also, the data obtained from the interview were identified using MAXQDA software and the coding method, the factors and consequences of organizational storytelling in the metaverse and augmented reality era. In the quantitative part of the research, a causal relationship model was presented using the fuzzy cognitive map method.
Human Resource Management
mohammad yazdani ziarat; mahdi yazdaniziarat
Abstract
The phenomenon of "career mist," denoting ambiguity in the future career path, is among the emerging challenges within government organizations. This study was conducted to explain the formation process of this phenomenon among employees of government organizations. Utilizing the grounded theory method, ...
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The phenomenon of "career mist," denoting ambiguity in the future career path, is among the emerging challenges within government organizations. This study was conducted to explain the formation process of this phenomenon among employees of government organizations. Utilizing the grounded theory method, in-depth semi-structured interviews were conducted with 25 employees of the North Khorasan Governor's Office. Sampling was performed purposefully and theoretically, and the data were analyzed through three stages of open, axial, and selective coding. The findings culminated in the presentation of a paradigmatic model, indicating that causal conditions (politicization, heavy bureaucracy, influence of ethnic structures) within a specific contextual setting (centralized structure and conservative culture) lead to the core phenomenon of "career mist." Influenced by intervening conditions (psychological capital, material limitations), employees adopt strategies ranging from self-development to psychological withdrawal. The consequences of this process extend beyond the individual and organizational levels, ultimately undermining local governance. This study demonstrates that "career mist" is not merely a human resource challenge but a risk to governance efficiency, positioning the revision of career development mechanisms and the establishment of transparency as governance imperatives.
Human Resource Management
Davoud haghkhah
Abstract
This mixed-methods study investigated the mechanisms of mindfulness in reducing job burnout and enhancing resilience among employees in high-stress occupations. Employing a sequential design, the qualitative phase used phenomenological semi-structured interviews with 15 participants, analyzed thematically ...
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This mixed-methods study investigated the mechanisms of mindfulness in reducing job burnout and enhancing resilience among employees in high-stress occupations. Employing a sequential design, the qualitative phase used phenomenological semi-structured interviews with 15 participants, analyzed thematically via MAXQDA. Key themes—emotion regulation, self-efficacy, and reduced rumination—shaped a researcher-developed questionnaire for the quantitative phase, administered to 200 employees with ≥3 years' experience in high-stress settings.Structural Equation Modeling (SEM) in SPSS/AMOS revealed significant paths: mindfulness negatively predicted burnout (β = -0.62, p < .01) and positively predicted resilience (β = 0.57, p < .01), with burnout mediating resilience (β = -0.48, p < .01). Model fit was excellent (CFI = 0.93, RMSEA = 0.06). Participants noted improved interactions and fewer conflicts. Thematic analysis identified core themes: enhanced psychological well-being, strengthened resilience, and workplace harmony.Recent 2025 meta-analyses affirm mindfulness's efficacy, reducing burnout by a standardized effect size of -1.43 in high-stress groups. Findings position mindfulness as a potent intervention for high-pressure environments. Organizations should integrate structured mindfulness programs—regular training and supportive spaces—into HR strategies to boost well-being and productivity.
Human Resource Management
Ali Shariat nejad; Reza sepahvand; seydhe nasim mousavi; Rezvan Mennati
Abstract
In the field of organizational management, examining the reaction of employees to unfavorable conditions within the organization and factors effective in creating tensions, such as job dissatisfaction, is of particular importance. This study is applied in terms of its purpose and descriptive-survey in ...
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In the field of organizational management, examining the reaction of employees to unfavorable conditions within the organization and factors effective in creating tensions, such as job dissatisfaction, is of particular importance. This study is applied in terms of its purpose and descriptive-survey in terms of its nature and method. The statistical population includes senior managers and human resources managers of government organizations, and a sample of 20 people was selected using purposive sampling. The data collection tools included interviews (in the qualitative part) and questionnaires (in the quantitative part), whose validity and reliability were confirmed using content and theoretical methods, as well as by measuring intra- and inter-coder reliability. Qualitative data were analyzed using content analysis and Maxqda software, and quantitative data were analyzed using the ISM method. The research findings identified the dimensions and components affecting civil disobedience in human resources in four main areas: formation contexts, intervening factors, dimensions and consequences of civil disobedience in human resources.
Human Resource Management
Habib Roodsaz
Abstract
The expansion of the gig economy and the widespread transformations in employment patterns have highlighted the necessity of revisiting traditional human resource management concepts, particularly in assessing employee commitment. In this dynamic context, identifying the dimensions and indicators of ...
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The expansion of the gig economy and the widespread transformations in employment patterns have highlighted the necessity of revisiting traditional human resource management concepts, particularly in assessing employee commitment. In this dynamic context, identifying the dimensions and indicators of gig workers' commitment especially from the employer’s perspective، plays a crucial role in improving the management and retention of this flexible and project-based workforce. The aim of this study is to develop a multidimensional framework for measuring and quantifying gig worker commitment from the employer’s viewpoint, based on objective and data-driven indicators. The research was conducted in two phases. First, through a systematic literature review, relevant indicators for commitment assessment were identified. Then, using the Best-Worst Method (BWM), a multi-criteria decision-making approach, these indicators were weighted and prioritized. The findings of the study revealed five key dimensions, ranked in order of weight, as the most important components for assessing gig workers' commitment from the employer's perspective: stability and reliability of work, performance and work quality, engagement and proactiveness, professionalism and ethical behavior, and work relationship persistence. This framework provides a structured basis for designing targeted performance evaluation systems and developing more effective management policies for organizations operating within the gig economy.
Human Resource Management
Somaye Lalegani; Habib Allah Ranaei Kordshouli; Moslem Alimohammadlou; Alireza Amini
Abstract
The human staffing system, as one of the fundamental pillars of human resource management, plays a pivotal role in promoting social justice and enhancing the efficiency of the administrative system, particularly in the public sector. This study aims to critically examine the laws and regulations governing ...
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The human staffing system, as one of the fundamental pillars of human resource management, plays a pivotal role in promoting social justice and enhancing the efficiency of the administrative system, particularly in the public sector. This study aims to critically examine the laws and regulations governing the human staffing system in the public sector, with the goal of identifying current challenges and exposing the ideologies and structures that reinforce inequality and injustice. Using Fairclough’s Critical Discourse Analysis (CDA) method and a qualitative approach, the study critically analyzes the texts of the Constitution, the Civil Service Management Act, the Labor Law, and the National Selection Law. The findings reveal that existing laws are predominantly influenced by classical and new public management approaches, with a primary emphasis on control and hierarchy. Furthermore, principles such as justice and transparency—central to the new public service and Islamic governance—are only marginally reflected in these laws. The study underscores the need for legal reform and greater attention to unheard voices and marginalized groups in order to reduce discrimination and strengthen social justice within the administrative system.
Human Resource Management
Mohammad Hakkak; Heydar Abbaspour
Abstract
Silent employee protest, or passive resistance, is a phenomenon in which employees, instead of openly expressing their dissatisfaction with workplace conditions or problems, indirectly demonstrate indifference, reduced productivity, or changes in behavior without any explicit statement. This type of ...
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Silent employee protest, or passive resistance, is a phenomenon in which employees, instead of openly expressing their dissatisfaction with workplace conditions or problems, indirectly demonstrate indifference, reduced productivity, or changes in behavior without any explicit statement. This type of protest may not be apparent from an organizational perspective, but it can have very serious and long-term consequences for organizational health, employee morale, and overall organizational productivity. Therefore, the present study aimed to identify and analyze the antecedents and consequences of the phenomenon of silent protest in government organizations in Ilam province. In terms of purpose, the present study is applied research and, in terms of data collection, falls into the category of exploratory research. Furthermore, this research is a mixed-methods study, both qualitative and quantitative, based on the philosophical approach of deductive-inductive reasoning. The statistical population of the study consists of experts in the field of management and human resources, who were selected through purposive sampling based on the principle of theoretical sufficiency. The data collection tool in the qualitative section is the interview, the validity and reliability of which were confirmed using content and theoretical validity, as well as intra-coder and inter-coder reliability assessment methods.
Human Resource Management
farshid aslani; Marzieh Mohammadi
Abstract
This research was conducted with the aims of examining the phenomenon of organizational Tranquility and the factors influencing it in academic environment among faculty members of Payame Noor University. The present research seeks to understand the lived experiences of faculty members regarding organizational ...
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This research was conducted with the aims of examining the phenomenon of organizational Tranquility and the factors influencing it in academic environment among faculty members of Payame Noor University. The present research seeks to understand the lived experiences of faculty members regarding organizational Tranquility and to identify the antecedents and consequences of this phenomenon. The research method is qualitative and based on a phenomenological approach. Data were collected through semi-structured interviews with 15 faculty members of Payame Noor University and analyzed using thematic analysis and MAXQDA 2020 software. According to the results, organizational Tranquility is influenced by various factors, including work-life balance, motivation, organizational justice, scholarly management, positive organizational culture, and transparency. Moreover, the consequences of this phenomenon include increased job satisfaction, reduced employee turnover, enhanced creativity and innovation, and improved organizational productivity. The most important antecedents of organizational Tranquility were workspace management, effective leadership style, and reduction of superficial tasks. The findings indicate that organizational tranquility not only affects employees' mental health and job satisfaction but also leads to the improvement of overall organizational performance. Organizations can foster organizational tranquility by creating supportive work environments, strengthening organizational justice, and reducing stress-inducing factors.
Human Resource Management
Nasim Afshar-kaveh; Alireza Koushkie Jahromi; Mir Ali Seyyed Naghavi; saeed zarandi
Abstract
Moonlighting is a widespread and increasingly prevalent phenomenon in today's society, forcing human resources managers to develop new strategies for managing their workforce by deeply understanding this pervasive issue and its causes. Thus, the typology of moonlighting and its causes as well as alignment ...
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Moonlighting is a widespread and increasingly prevalent phenomenon in today's society, forcing human resources managers to develop new strategies for managing their workforce by deeply understanding this pervasive issue and its causes. Thus, the typology of moonlighting and its causes as well as alignment checks were the goals of the current study. In terms of its primary goal, the method utilized to collect qualitative data, and the Meta-synthesis methodology, this study is qualitative. For this purpose, a new configuration of the moonlighting phenomena was provided using the seven step model of Sandlovsky and Barroso. In this study, reliability was evaluated using Holstein's method, while validity was checked using Glynn's checklist. After examining and analyzing the results of the systematic review, four types of moonlighting—compulsory moonlighting, targeted moonlighting, full moonlighting, and hybrid moonlighting—as well as three categories of environmental, occupational, and individual antecedents—were discovered. After placing each type of moonlighting according to the components of the three antecedents, the moonlighting model was established as the cornerstone of organizational studies.
Human Resource Management
saeed fardani; saeed sharifi; Saeed Daei-Karimzade, saeed; akbar etebarian
Abstract
This study aimed to present an organizational health model based on the behavioral economics approach in Isfahan Municipality. By using an exploratory mixed research design (qualitative phase: grounded theory with 18 semi-structured interviews, quantitative phase: survey with 272 employees), effective ...
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This study aimed to present an organizational health model based on the behavioral economics approach in Isfahan Municipality. By using an exploratory mixed research design (qualitative phase: grounded theory with 18 semi-structured interviews, quantitative phase: survey with 272 employees), effective factors were identified in the form of causal conditions (economic incentives, cognitive biases, social capital), contextual conditions (organizational culture, policies, work environment) and intervening conditions (training, rewards, leadership). The designed strategies, including nudge interventions, infrastructure development and improvement of communication skills, led to significant outcomes: a 22% increase in productivity (p<0.05), a 30% reduction in costs and a 35% improvement in mental health indicators. The findings showed that small changes based on behavioral economics (such as modifying the physical environment and positive feedback) at low cost have a significant impact on organizational health. This study adds to the existing literature in three ways: (1) localizing behavioral economics models in Iran, (2) providing empirical evidence of the impact of environmental reforms, and (3) developing an integrative framework. The main limitation was the focus on a single government organization, which limits generalizability. This model can help similar organizations implement cost-effective solutions.
Human Resource Management
Maryam Moumeni; Reza Sepahvand; Seyed Najmeddin Mousavi; Amirhoshang Nazarpouri
Abstract
importance of knowledge-based companies in recent years in order to advance country's development various national, international levels is tangible and understandable everyone.direction of privatization, miniaturization government system, creating income, increasing employment and dependence on existing ...
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importance of knowledge-based companies in recent years in order to advance country's development various national, international levels is tangible and understandable everyone.direction of privatization, miniaturization government system, creating income, increasing employment and dependence on existing talents and enjoying their optimal performance, benefiting from new talent management approaches,including lean talent management, is particular importance.current research was conducted with aim providing lean talent management pattern in knowledge-based companies.In terms of philosophical assumptions, current research is grouped under interpretive paradigm, orientation, under basic research, and method, under qualitative research.statistical population of the research includes knowledge-based companies located in science and technology park, 15 their top and middle managers in Lorestan province were selected as experts in available population through purposeful sampling method.In current research, content analysis strategy, hidden content analysis technique and coding method have been used to collect and analyze data.research findings include 4stages,12actions and 48steps for lean talent management pattern.Lean talent management is considered strategic factor for knowledge-based companies in order to achieve goals and improve competitiveness at various national, international levels through lean talent management, and model presented in this research can be useful in designing and implementing lean talent management in knowledge-based companies and enriching literature in field.
Human Resource Management
Nahid Radmanesh; Zahra Rajaei; Nooshin razmi
Abstract
The present study aims to understand sub-concepts, descriptive classes and a complete understanding of the impressions, experiences and perceptions of newly arrived colleagues about the phenomenon of "socialization of newly arrived employees" in the public organizations of Shiraz. The current research ...
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The present study aims to understand sub-concepts, descriptive classes and a complete understanding of the impressions, experiences and perceptions of newly arrived colleagues about the phenomenon of "socialization of newly arrived employees" in the public organizations of Shiraz. The current research is of applied type, and the research method was qualitative of phenomenological type which tries to organize social issues with a mental approach and from a philosophical point of view is included in the paradigm of interpretivism that according to the categorical saturation rule, 26 members of the organization were selected through targeted sampling with the snowball method. In this research, based on the analysis of interviews and the lived experience of the participants, three main themes of organizational reconciliation, creation of organizational mission, and the development of job sufficiency were obtained in relation to the socialization process of newcomers through colleagues in the organization. The results of the present study indicate that the behavior and interaction of colleagues with newcomers plays an important role in the success and integrity of the newcomer's socialization. The current research suggests that strong ties require smaller networks and that formal socialization tactics and informal socialization processes lead to stronger ties.
Human Resource Management
Ebrahim Rajabpour
Abstract
The main objective of the present study is to investigate the effect of perceived socially responsible human resource management on employee job performance, with an emphasis on the mediating role of servant leadership. The statistical population of the present study was the employees and managers of ...
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The main objective of the present study is to investigate the effect of perceived socially responsible human resource management on employee job performance, with an emphasis on the mediating role of servant leadership. The statistical population of the present study was the employees and managers of the Bushehr Province Gas Company, with about 400 people. The statistical sample of the research was estimated to be 196 people using Cochran's formula, and 204 people were selected for more generalization of the research findings. The data collection tool was a questionnaire. The validity of the research tool was measured by the content and structure method. The reliability of the research tool was also measured using Cronbach's alpha method, which was calculated as 95%. The findings of the study indicate that perceived socially responsible human resource management has a positive and significant effect on job performance and servant leadership. Servant leadership has a positive and significant effect on job performance. Also, the positive and significant mediating role of servant leadership in the relationship between perceived socially responsible human resource management and job performance was confirmed.
Human Resource Management
Mohsen ArefNezhad; Leila Yarahmadi
Abstract
Difficult employees are not inherently difficult people in all situations; the organizational conditions play a significant role in the emergence and increase of difficult behaviors among employees. The experience of working with these individuals can be very frustrating, as they represent a chaotic ...
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Difficult employees are not inherently difficult people in all situations; the organizational conditions play a significant role in the emergence and increase of difficult behaviors among employees. The experience of working with these individuals can be very frustrating, as they represent a chaotic force in the workplace that negatively impacts the organizational environment and beyond. Their difficult behaviors can jeopardize organizational health and cause serious harm. Therefore, this study aims to identify the factors that create difficult employees in government organizations and analyze these factors using the Fuzzy Cognitive Mapping (FCM) method. This research employs an exploratory mixed-methods approach (qualitative-quantitative) and is applied in nature. The statistical population includes university professors and managers of government organizations, from which 20 individuals were selected based on the principle of theoretical saturation using purposive sampling. The data collection tools for the qualitative section of the research were semi-structured interviews, while in the quantitative section, a questionnaire was used. The validity and reliability of these instruments were assessed through content validity, theoretical validity, and inter-coder and intra-coder reliability, as well as Cohen's Kappa test. Additionally, the validity and reliability of the questionnaire were confirmed using content validity and test-retest reliability.
Human Resource Management
Farideh Anvari; MirAli Seyyed Naghavi; Hossein Aslipour; Saeed Zarandi
Abstract
The emergence of Platform Businesses (PBs) has caused a conflict of interest between traditional and new economic players, so, based on the public interest theories to establish justice, the need for government intervention through regulation is highlighted. The research purpose is to extract regulatory ...
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The emergence of Platform Businesses (PBs) has caused a conflict of interest between traditional and new economic players, so, based on the public interest theories to establish justice, the need for government intervention through regulation is highlighted. The research purpose is to extract regulatory challenges and solutions to the PBs in the field of labor relations. The participant's community includes all the stakeholders of the PBs, 24 of which were selected by snowball sampling, and semi-structured interviews with labor relations experts, academics in legal, economic, and regulatory fields, managers, and workers of transportation platforms were conducted. Thematic Analysis method was used to answer the questions. Results showed 8 main categories of labor relations challenges, which are Ambiguity in the concept of PBs; Market failure and the necessity of government intervention; Ambiguity in how to regulate; Necessity of amending the labor law and creating a special law of PBs; Reducing the bargaining power of platform workers; Weakness of HR systems; Weak social protection of platform workers' rights; Domination of the capitalist system. Also, five solutions were extracted. The fifth scenario -participation of all stakeholders in regulating the labor relations of PBs - was proposed to the practitioners and policymakers.
Human Resource Management
Zahra Ghorbanimoaddab; Samad Rahimiaghdam; Nasser Sanoubar
Abstract
Human Resource Management (HRM), as a key aspect of organizational management, has always sought to enhance performance and facilitate organizational progress. With technological advancements and changes in employee needs, there is an increasing demand for innovative approaches that can adapt to the ...
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Human Resource Management (HRM), as a key aspect of organizational management, has always sought to enhance performance and facilitate organizational progress. With technological advancements and changes in employee needs, there is an increasing demand for innovative approaches that can adapt to the individual characteristics of each employee. One such approach is Personalized HRM, which focuses on improving employee experience, satisfaction, and performance by considering their individual differences.The research method employed is a systematic literature review (SLR), which allows for a comprehensive examination of existing studies. This study aims to explain the place of "Personalized HRM" in the current HRM literature and to conceptualize its dimensions and new ways to use it to improve organizational outcomes. In this context, 241 documents were identified, and 149 were selected for further analysis. The findings propose three main areas for future studies First, "use of more diverse methods (changing the dominant role of quantitative approaches to qualitative and mixed approaches)"; second, "emphasis on theoretical development and testing" due to the theoretical weakness of existing studies; and third, "conducting more studies in interdisciplinary and transnational (international) fields".
Human Resource Management
ali shariatnejad; Seyedeh Maryam Mousavi zadeh
Abstract
The only constant principle in our world today is change, in such a way that change has become a constant element of today's equations. Change and transformation has caused new stimuli in the business world and has made flexibility skills an important necessity. Therefore, the current ...
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The only constant principle in our world today is change, in such a way that change has become a constant element of today's equations. Change and transformation has caused new stimuli in the business world and has made flexibility skills an important necessity. Therefore, the current research was conducted with the aim of recognizing and understanding the cognitive flexibility skills of managers with the FCM method. This research is applied in terms of purpose and it is survey and exploratory research in terms of data collection method. The statistical population of the research consists of experts including industrial and organizational psychologists and managers of knowledge-based companies, whose sample members were selected using the purposeful sampling method and based on the principle of theoretical saturation. The data collection tool is interview in the qualitative part and a questionnaire in the quantitative part. The validity and reliability of the tools have been analyzed using content validity and intra-coder-inter-coder reliability for the interview and content validity and retest reliability for the questionnaire, respectively. In this research, content analysis and coding method was used in qualitative part and fuzzy mapping method (FCM) in quantitative part for data analysis.
Human Resource Management
hamed dehghanan; Mir Ali Seyyed Naghavi; Mohammad Taghi Taghavifard; Mahmoud Mahdi
Abstract
Designing service compensation strategies is one of the sensitive, complex and challenging issues in human resource management in recent decades. Its requirement is to achieve strategic reference points and the aim of the research is to identify the dimensions and components that influence on the compensation ...
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Designing service compensation strategies is one of the sensitive, complex and challenging issues in human resource management in recent decades. Its requirement is to achieve strategic reference points and the aim of the research is to identify the dimensions and components that influence on the compensation strategies of managers in the automotive industry. The research method is qualitative in nature and practical in terms of purpose. The number of participants based on saturation The opinion was determined by the managers of automobile companies with more than ten years of work experience in this industry, and the information was collected and analyzed through semi-structured interviews with 14 experts who were selected according to the researcher's judgment. The theme was used to analyze and interpret the data from the interview. The findings of this research include eight organizing themes of basic salary (fixed payment), special salary (variable payment), mixed payments, allowances (income in addition to salary), Short-term and long-term rewards, benefits (special managerial facilities), managerial knowledge and decision-making skills, and the ability to recognize issues and solve problems are effective reference points in compensation strategies for managers in the automobile industry.
Human Resource Management
mahdi kheirandish; Akbar Hassanpoor; yousef vakili; hasan akbari
Abstract
The aim of this study is to explain the pattern of supply, development and maintenance of human resources in privatized manufacturing companies. This research is qualitative, practical, and exploratory based on the aim. In qualitative section, additionally, the research strategy has been based on the ...
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The aim of this study is to explain the pattern of supply, development and maintenance of human resources in privatized manufacturing companies. This research is qualitative, practical, and exploratory based on the aim. In qualitative section, additionally, the research strategy has been based on the analysis of interviews with experts and human resource managers of privated companies. The statistical population of the research is all companies and manufacturing enterprises that have been assigned to the private sectors during the last 10 years that 26 companies based on technical evaluation of privatization organization and also indicators of profitability, productivity, employment and fundraising, etc., were introduced as successful companies in the privatization field. Eventually, 12 companies were selected as the final sampling to collect research data. The data collection method was in-depth and semi-structured interviews with chief executive officer (CEO)s or human resources managers of the selected companies. Moreover, according to the principle of theoretical data saturation, all these people were interviewed. Research data analysis focused on three subgroups supply, maintenance, and development of human resources. Regarding the human resources supply in successful privatized companies, .
