Management Studies in Development and Evolution

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 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.

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 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.

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 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".

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 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.

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 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

Abstract Organizational kindness is a positive phenomenon that help organizations achieve competitive advantage. This study aimed to identify the requirements and obstacles of organizational kindness at hospitals of Herat province. Utilizing systematic review and qualitative meta-synthesis approach, analysed existing literature following the seven steps outlined by Sandelowski and Barroso. The originality of the subject is notable, as it has been largely overlooked in domestic studies. A total of 223 authentic scientific texts in English were initially identified, and ultimately, 33 research titles were thoroughly examined. The PRISMA framework guided the screening process, while the CASP scale was employed to assess the qualifications and validate the resources. Using MAXQDA2024 software, 278 primary concepts were extracted, revealing 182 concepts related to organizational kindness' requirements and 96 concepts associated to organizational kindness' obstacles. To further validate the model developed for the hospitals in Herat province, administrative managers and medical staff were interviewed, with the data analysed through thematic analysis. The Kappa index was applied to measure the reliability of the research model. Additionally, experts confirmed the validity of the research using the content validity ratio and the content validity index, ensuring the rigour and applicability of the findings.

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 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.