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
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.
Management
Fariborz Fathi Chegeni
Abstract
Effective management in public organizations plays a pivotal role in employee motivation, and achieving organizational goals. However, mushroom management, as an inefficient approach, can have widespread consequences on various organizational aspects, making their investigation essential for improving ...
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Effective management in public organizations plays a pivotal role in employee motivation, and achieving organizational goals. However, mushroom management, as an inefficient approach, can have widespread consequences on various organizational aspects, making their investigation essential for improving the managerial system. Accordingly, the objective of this study was to explore the consequences of mushroom management in public organizations of Lorestan Province. The present study, from the perspective of research philosophy, is situated within the interpretive paradigm and adopts an inductive approach. This research is classified as qualitative in nature. The participants of the study included university professors and senior and mid-level managers of governmental organizations in Lorestan Province, selected through theoretical sampling. Accordingly, based on the principle of theoretical saturation, this study achieved its objectives through 14 interviews. The required data were collected using semi-structured interviews, and data analysis was conducted employing Clarke and Braun’s thematic analysis method. Findings from data analysis
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.
Management of Organizational Development
mohammad saeid taslimi; آمنه kalateh Aghamohammadi; manouchehr ansari; taher roshandel
Abstract
Developing the characteristics of "organizational development agents" and promoting them is one of the topics that has been less studied in the field of management, and media organizations have not been exempted from it. The present qualitative research aims to clarify and conceptualize "organizational ...
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Developing the characteristics of "organizational development agents" and promoting them is one of the topics that has been less studied in the field of management, and media organizations have not been exempted from it. The present qualitative research aims to clarify and conceptualize "organizational development agents" and their role in facilitating transformation and change in the IRIB using the application of content analysis and the Delphi approach., face validity was determined based on the application of experts' opinions. Research reliability was determined through consensus of participants and providing staged feedback. The results show that the personal development program, legality, and organizational commitment are among the most important providers of the need for organizational transformation, and the enhancers of the organizational transformation process, including the support of the guardians and supporters of the transformation, meritocracy, dedication to work, creating a discourse of transformation, and succession planning, are compared to the limiters of the organizational transformation process, including invalid recruitment and selection, lack of transformational thinking in managers, incompetence, anti-elitist behavior, lack of commitment and organizational belonging, lack of support and reinforcement of the organization's managers, and organizational indifference in the IRIB.
