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
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.
The Theories of Organizational Behavior
Saber Taghipour; Seyednajmoudin Mousavi; Mohammad Hakkak; Reza Sephahvand
Abstract
, the purpose of this study was to design a demonstration policy model in the banking industry. The qualitative community in this research was formed by all university professors in the field of public administration, banking management, strategic management, along with board members and CEOs of the ...
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, the purpose of this study was to design a demonstration policy model in the banking industry. The qualitative community in this research was formed by all university professors in the field of public administration, banking management, strategic management, along with board members and CEOs of the country's banks, and the number of participants in this study was 18 people. The quantitative statistical population of this study was made up of board members and senior managers of the country's banks. The number of 45 people from the statistical population was determined as the research sample. The findings of this study showed that organizational culture, personality traits of managers, environmental requirements, politicking, emotional intelligence, demonstrative management style, speculation, non-demanding, purposeful orientation of public opinion, showcase performance, organizational conditions and organizational atmosphere are considered as the main dimensions of performance policy in the banking industry. The identified prioritization showed that in the order of personality characteristics of managers, targeted orientation of public opinion, organization, organizational culture, environmental conditions, organizational climate, emotional intelligence, showcase performance, organizational conditions, non-existence, style Demonstrative management and politicization are important aspects of dramatic politicization.
The Theories of Organizational Behavior
akbar hassanpoor; Saeed Jafarinia; maryam Tehrani; sareh ebrahimi
Abstract
Loneliness is a modern epidemic that needs a cure. In recent years, especially during the Covid-19 crisis, loneliness at work has become a more serious issue and has attracted increasing attention due to its complex consequences. The purpose of this research is to design a model of workplace loneliness ...
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Loneliness is a modern epidemic that needs a cure. In recent years, especially during the Covid-19 crisis, loneliness at work has become a more serious issue and has attracted increasing attention due to its complex consequences. The purpose of this research is to design a model of workplace loneliness in the public sector using the granded theory. The current research is the qualitative researches whose statistical population is the employees of government organizations in Tehran. In this research, purposeful sampling was used which reached the saturation rule by using 17 interviews and continued to 25 interviews for more certainty. To analyze the collected data, open, axial and selective coding methods were used. The research results causal, contextual and intervener conditions, axial category, consequences and strategies to deal with loneliness in the workplace and presenting the model of loneliness in the workplace in the public sector. By providing research-based guidelines, organizations and leaders of the public sector are helped to manage this phenomenon and create healthier work environments, followed by the improvement of individual, team and organizational performance
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.
The Theories of Organizational Behavior
Mehdi Yazdanshenas; hamed dehghanan; Shahram Khalilnezhad; Shahram Azarirad
Abstract
The aim of the current research was to identify the components of psychological empowerment at three levels in the country's water and sewage industry, which was done with a mixed exploratory approach. The research method is applied in terms of purpose and descriptive method. Managers and experts related ...
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The aim of the current research was to identify the components of psychological empowerment at three levels in the country's water and sewage industry, which was done with a mixed exploratory approach. The research method is applied in terms of purpose and descriptive method. Managers and experts related to human resources of the country's water and sewage industry have formed the research community. In order to collect information in the qualitative section, a semi-structured interview was conducted with 20 key informants who were selected by a targeted method until saturation. To analyze the data , thematic analysis method was used, which finally resulted in 18 themes at the organization level, including human resources development, organizational climate, monitoring and evaluation of employee performance, credit allocation; at the group level, five themes include group cohesion, group learning, group self-confidence, group success, group identity; and at the individual level, 11 themes were identified, including seeking success, religious attitude, and employee responsibility. In the quantitative part, an available sample was selected from the employees of the country's water and sewage industry, and the findings of the qualitative part were checked and confirmed with reference to the structural equation modeling method.
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.
Organizational Behavior
Mahdi Alizadeh; masoud shariati; mohammad payab
Abstract
The thriving phenomenon as a new structure in behavior has been noticed by many researchers. One of the most important issues involved in the success of the organization is the thriving of the employees. Considering the diversity and variability of the concept of thriving in the organization, this research ...
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The thriving phenomenon as a new structure in behavior has been noticed by many researchers. One of the most important issues involved in the success of the organization is the thriving of the employees. Considering the diversity and variability of the concept of thriving in the organization, this research seeks to understand and interpret the phenomenon of thriving with a phenomenological approach. In this research, interpretative research philosophy, inductive research approach, and phenomenological research strategy have been chosen. The data collection method is field and semi-structured interview tool. For this purpose, from the research community that included the employees of Karaj municipality, which was sampled by maximum diversity method, 20 people were interviewed. The findings of the research show that seven methods of experiencing thriving in the organization include: responsibility, being effective, being interested, being strong-willed, being multi-skilled, being empathetic and professional ethics. Based on the findings of the research, the descriptive classes are placed in three classes: individual capacity (being interested, willing and multi-skilled), group capacity (being empathetic and effective) and organizational capacity (responsibility and professional ethics), which shows There is a structural and hierarchical difference in addition to their semantic difference.
Management
Mehdi Azar; Davood Hosseinpour; Zahra Alipourdarvishi; Mohsen Mohammadiansaravy
Abstract
This research was conducted to discover the dominant phenomenon experienced by the representatives of the eras by using the qualitative research method and the phenomenological approach with the participation of fifteen representatives. The sampling method was purposeful. To collect data, a semi-structured ...
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This research was conducted to discover the dominant phenomenon experienced by the representatives of the eras by using the qualitative research method and the phenomenological approach with the participation of fifteen representatives. The sampling method was purposeful. To collect data, a semi-structured interview was used. Data analysis using Dickelman's interpretation method finally led to the identification of eight main themes including; Non-transparency, the inefficiency of the electoral system of representation, insufficient competence of the representatives in reviewing the budget, hopelessness of the representatives in providing national interests, partiality of the representatives, an unequal marathon of share-seeking From the public budget, there was arbitrary interference in the budget figures and the lack of indicators in the budget allocation. In this way, by continuous and comparative review of the text of the interviews, primary codes, and secondary and main themes, "conflict of interest" was identified as the main theme of the participants' experiences. Although the emergence of "conflict of interest" in the legislature as a symbol of pluralism is inevitable, nevertheless, it has consequences such as the sacrifice of national interests, the deviation of representatives. In securing local interests, it has also caused unequal and unbalanced distribution and allocation of budgets.
Organizational Behavior
Farhad Fallahpour; habib roodsaz; Hossein Aslipour; Hadi Khanmohammadi
Abstract
The current research is of an applied type and is included in the category of mixed research. The research data has been done with library method as well as semi-structured interviews. the theme analysis method was used and in the quantitative phase, the ISM method was used to level the causes of non-compliance ...
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The current research is of an applied type and is included in the category of mixed research. The research data has been done with library method as well as semi-structured interviews. the theme analysis method was used and in the quantitative phase, the ISM method was used to level the causes of non-compliance with digital social responsibility. The statistical population is all the experts in the field of organizational behavior and social responsibility in the executive bodies of Mazandaran province, which was used in the qualitative phase with the snowball method and in the quantitative phase with the targeted method. Data analysis was done using MAXQDA and Excel software. In the following, the research strategies are obtained according to the opinion of experts and the summary of the research and are prioritized by the IPA method. The results of the research showed that in total, four overarching themes were identified: weakness of organizational culture and training, weakness of organizational management and structure, weakness of organizational technology, and organizational pressures and tensions. Also, 9 main strategies were determined that action orientation and implementation of all rules, laws and strategies related to digital social responsibility by managers have been more important
Human Resource Management
Zahra Ghorbanimoaddab; Nasser Sanoubar; Samad Rahimiaghdam
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".
