فصلنامه فرایند مدیریت و توسعه
سال سی‌ام شماره 3 (پیاپی 101، پاییز 1396)

One of the main concerns of managers today is the empowerment of human resources and their application to knowledge-based companies. The ultimate goal of this research, based on the strategy of exploratory mix methods, was to create and test the grounded theory about the process. A model that was based on theoretical studies and analysis of deep interviews with knowledge base experts was designed; for testing the model, a questionnaire of 128 questions was formulated from the qualitative data of the first phase of the research and theoretical foundations. It was then quantitatively tested using 211 questionnaires completed by managers and experts at the level of 75 knowledge-based companies. After verifying the reliability and validity of the questionnaire, the significance of each section of the model was examined through confirmatory factor analysis. Model fit data and regression coefficients indicate structural validity and convergence in the model. An analysis of the equations of least squares (PLS) equations implies confirmation of all hypotheses except one hypothesis. The general fit index of Model GOF=0/372 indicates the predictive power of the model as positive. Therefore, it was suggested that the model structures and the relationships between them are observed to connect break points, strategic planning, and operational.

This research was conducted in a state university for the purpose of enhancing academic work leadership on the basis of knowledge management and making recommendations to the high-ranking managers of that university. The statistical population consisted of 200 staff and faculty members of the university, who were chosen by the simple random sampling method. Measurement tools were knowledge management and academic work leadership questionnaires. Using fundamental correlation model between knowledge management and leadership in academic work, three contingency models were
extracted. In the first model, if age, service experience, knowledge creation, knowledge distribution, and knowledge application have consecutively the coefficients of 0, 0, 5, 6, and 0, then the five factors of leadership in academic work are predicted to have -6, 15, 2, 0, and 3 coefficients. In the second model, if age, service experience, knowledge creation, knowledge distribution, knowledge application have consecutively the coefficients of 0, 0, 11, -14, and 10, factors of leadership in academic work are predicted to have 23, -16, 2, -3, and 0 coefficients. In the third model, if age, service experience,
knowledge creation, knowledge distribution, knowledge application have consecutively the coefficients of -1, 1, -6, 13, and -3, the five factors of leadership in academic work are predicted to have 5, -1, -5, 16, and -16 coefficients

The emergence of the concepts of sustainable development, then the “sustainability” and scope of academic literature and national and international documents in their conceptualization, and also in criticizing the growth-oriented (economic) development process that has dominated human societies for decades in the national and international realms, all show that the current retrogressive paradigm has created many unfortunate social and environmental consequences for human communities. It appears that a widespread part of the current problems that man and his ecosystem are facing arises from disciplinary and incoherent knowledge that has emerged partly due to the dominance of “economic-utilitarian discourse” and its instrumentalist nature. Hence, the concept of sustainable development is examined with a critical approach. Then, relying on the sustainability paradigm, the concept of sustainable education, as an evolving concept, is re-examined and redefined using qualitative content analysis and semi-structured interviews with scholars. Based on the theoretical and experimental findings of this research, to get over this crisis and the current unsustainability and to achieve balance and sustainability, we first need to criticize the current knowledge and the unfortunate consequences of its functioning, which at the same time, requires new knowledge creation based on social interaction and international interdiscplinarity approaches and efforts.

The present study is a qualitative research which used the Q approach to examine and explain managers’ mental patterns regarding psychological empowerment of employees. Q-method is applied to identify subjective thinking, opinions, attitudes and beliefs of people about the phenomenon under examination. To collect data, deep interviews were administered, whose validity and reliability were confirmed, respectively by CVR approach and Kapa Kohn method. In addition, purposive sampling technique was used; as a result, 19 interviews were obtained. The results indicate that managers’ six main mind-sets relevant to employee empowerment are as follows: inspiring capacity-building, stimulating thinking, creating motivation, promoting ethical climate, advocating competency, and enhancing interpersonal trust. As an example, stimulating thinking is the dominant model of managers’ mind-set that develops psychological empowerment in their employees by creating questioning capabilities, creating passion for thinking, and positive thinking.

The system of governance in mega-projects, which is implemented when a variety of companies under a consortium agreement play a role, can affect the performance and success of the consortiums. According to the literature and the present research gap, it became clear that one of the key factors influencing success is having a proper and well-defined governance system. The purpose of this study is to get a better understanding of the components of the governance system in mega multi-firm projects in consortiums and its impact on participation. Using qualitative and exploratory research methods, six upstream consortiums in South Pars Company were investigated and content analysis was used to analyze the data and to reach the relationships among them. Governance characteristics and process mechanisms are identified as the two components of governance. Following that, the consequences of the existing governance resulting from these two elements are presented. Finally, ten interpretations of the results are put forward.

In order to develop a competency development model for the staff managers of the National Iranian Gas Company (NIGC), this research was performed using exploratory and combined methods. In the qualitative analysis phase of the study, 12 professionals were selected. Semi-structured interviews were conducted and in a two-step analysis the qualitative data were identified. Following that, a focal group was formed in order to adjust these findings in the framework of a conceptual model. To gather quantitative data, a questionnaire was performed on a sample group of 160 managers of NIGC, selected based on random sampling method. The validity of the questionnaire was 74% and the Cronbach's alpha coefficient of 89% verified its reliability. Quantitative data analysis indicates that management competency status in NIGC is significantly above average. Also, the cause-and-effect analysis indicates that the suggested seven major factors of management competency are complete and comprehensive enough to explain and project the competency levels of NIGC managers. Therefore, it is suggested that continuous assessment of managers’ performance together with training and development programs for them will bring about productivity growth and better competitive advantage for the company.