Management Studies in Development and Evolution

Abstract The purpose of this research was to develop a digital human resource management model in organizations. The method of the research was the metacombination type. Out of 125 sources found during meta-synthesis, 31 articles met the acceptance criteria. Therefore, in order to analyze the data, primary themes were first identified, and then sub-themes were formed by categorizing the primary themes, and finally, the main themes were obtained through the categorization of the sub-themes. Based on the analyzes conducted with the help of thematic analysis method, a total of 4 main categories (organizational factors, human factors, technological factors and consequences) and 16 sub-categories for digital human resources management in organizations were discovered and identified. According to the obtained results, it is possible to suggest; By using the main and subcategories identified in this research, it worked towards the implementation and full use of digital human resource management in organizations. Also, when recruiting, selecting, hiring or even after hiring and employing them in the field of digital human resources management, it is possible to improve the productivity and efficiency of digital human resources management in organizations by using the indicators identified in this research.

Abstract In recent years, the increasing prevalence of deviant behaviors in the workplace and their economic, social, and psychological consequences have drawn the attention of many researchers. In this study, we present a framework that identifies three neuropsychological pathways leading to deviant behaviors, supported by various theories such as Hoffman's Drive Theory, Festinger's Cognitive Dissonance Theory, and Murphy's Fraud Theory. The purpose of developing this framework is to understand the nature and mechanisms of employees' deviant behaviors and to encourage a neuropsychological approach in implementing processes to identify individuals prone to deviant behaviors within organizations.

The sample for this study consisted of 40 employees from the Vice-Chancellor for Development and Human Resources at Allameh Tabataba'i University, who voluntarily participated in the study. Their heart rates were recorded in a resting state using a neurofeedback device. Brain hemisphere dominance tests, self-report questionnaires, and 360-degree deviant behavior assessments were distributed and collected. The results indicated an increase in deviant behavior from Group 1 to Group 4. The left-brain group with lower heart rates showed the highest deviant behavior, while the left-brain group with higher heart rates exhibited the least deviant behavior.

Abstract Organizational respect, as a multidimensional construct, plays an important role in the quality of work relationships, employee mental health, motivation, and organizational performance; however, less attention has been paid to its formation mechanism and mediating role in the existing research literature. The present study aimed to explain the dimensions of the antecedents and consequences of organizational respect in the Iraqi Ministry of Interior and to provide a model for explaining the relationships between these variables. This research was conducted with a sequential exploratory mixed approach. In the qualitative stage, using content analysis and interviews with managers and experts, three categories of antecedents were identified, including managerial, job, and organizational factors. In the quantitative stage, using a questionnaire and structural equation modeling, the conceptual model of the research was tested. The results showed that managerial, job, and organizational factors affect outcomes such as job satisfaction, organizational commitment, productivity, and conflict reduction through organizational respect. The findings show that organizational respect is not merely a moral value, but also a strategic asset for improving the performance of government organizations.

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 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.

Abstract Organizational symbols are known as symbolic textures that form culture and play an important role in establishing and institutionalizing organizational values and norms, so that by integrating and validating the usual norms, creating organizational unity and emphasizing the goals of the organization, it gives meaning, structuring and building ideology. Therefore, the current research was carried out with the aim of identifying and analyzing the causes of tendency towards symbolism and its consequences. The present research is an exploratory research in terms of practical purpose in terms of gathering information. Also, this research is a type of mixed qualitative and quantitative research based on comparative and inductive philosophy. The statistical population of the research is the experts who were selected by purposeful sampling and based on the principle of theoretical adequacy. The data collection tool is in the qualitative part of the interview, whose validity and reliability were confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods.

Abstract This research is considered one of the few qualitative studies that examined the outcomes of Green Transformational Leadership using the Meta-synthesis method. The goal of the study is applied, and in terms of data collection, it falls under descriptive studies, while in terms of approach, it is qualitative. The research methodology employed is qualitative meta-synthesis, which encompasses the stages of searching, evaluating, synthesizing, expressing, and interpreting findings derived from both quantitative and qualitative research. In this study, the meta-synthesis was conducted based on the seven-stage model by Sandelowski & Barroso (2007). For data collection, previous scientific documents and records were utilized, and ultimately, 66 relevant articles were selected as the primary sources for analysis. The data were examined using the content analysis method. The outcomes of Green Transformational Leadership include strategic achievements, managerial and operational achievements, human resources, and performance. Strategic achievements include the formation of an inclusive, innovative, and green organizational environment, the formulation of macro-level green strategy and direction, and the creation of green value and perceptual infrastructures. In the managerial and operational domain, green innovation capacity, green organizational competencies and enablers, and managerial green support and monitoring are considered among the most important results.

Abstract Given the dispersion of findings regarding the antecedents and consequences of humble leadership style in the literature in this field and the lack of a comprehensive and coherent framework in this regard, this study aimed to identifying the antecedents and consequences of humble leadership style in organizations. The research is applied in terms of purpose and, given the nature of data collection and analysis, it is a qualitative study conducted using the meta-synthesis method. The study population consists of previous research, and based on access to the full text and evaluation of the title, abstract, and content of the available resources, 98 resources were selected for use in the research. After collecting and analyzing the data, the antecedents of the humble leadership style were categorized into two dimensions: the leader's personal characteristics (religious values and beliefs, attitudinal characteristics, enjoyment of moral virtues, communication skills, and managerial behaviors) and organizational factors and elements (organizational culture, organizational governance indicators). The consequences of the humble leadership style are also categorized into two dimensions: individual consequences (improving employee attitudes and improving employee behavioral-performance indicators) and organizational consequences (improving organizational culture and improving organizational performance indicators).