نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال سوم شماره 10 (زمستان 1390)

Knowledge-based management is the indication of survival in today’s competitive business environment. Organizations have a crucial need to identify their knowledge assets, awareness of knowledge state, determining its importance, and analyzing gap between current knowledge state and its desirable state, in order to be able to plan for maintaining and improvement of their key knowledge and creating new competitive advantages. According to these points, the goal of this paper is introducing a pattern to identify, measure and prioritize an organization’s knowledge gaps. Besides, having the previous introduced strength points, this paper covers weaknesses of the existing methods by using other tools of knowledge management that have rarely been used for knowledge measurement. In addition, a mechanism for prioritizing knowledge gaps in organizations is presented. This research has been developed in four main stages, namely literature review, codifying the proposed model, validation, and testing the model. The proposed methodology has been implemented in an industrial, research and educational center which is known as one of the most important and largest companies in the Middle East that produces electrostatic filters which are mostly used in oil and refinery industries. The results show that the proposed model is applicable in organizations and it can prioritize knowledge gaps in order to remove them.

The purpose of this paper is to study the importance and application or four effective factors for successful implementation of succession management system (policy determination, candidates’ evaluation, candidates’ development, and evaluation of succession management system) in petroleum industry. For this purpose, among 174 statistical populations, 62 survey questionnaires were distributed among human resources managers and experts using randomized sampling method in the staff and branches of National Iranian Oil Company located in Tehran. We used the construct validity and confirmatory factor analysis to analyze the validity. Data was analyzed by parameteric indices and statistics. Paired-comparison sampling test was used to analyze the assumptions and and mean and standard deviation were used to classify the components. Finally, a conceptual model conmprising the research components for suitable implementation system and suggestions based on research findings were developed.

In order to meet organizational productivity, a qualitative and effective education for the employees seems critical. Based on this fact, this research investigates the pattern to evaluate readiness for executing virtual education on Staff of NIOPDC. The basic question or this research is that which are the dimensions and components of implementation of virtual education in NIOPDC? Statistical population of this research is the staff of NIOPDC. The classified randomized sampling method was used to determine the sample of this research. Data was gathered by questionnaires and a field-descriptive approach was used. The findings show acceptance of all pattern components, weak and medium states of economical, cultural, social, technical and legal, official, and educational components, and undesired situation of strategic component. In the end, based on the findings, some suggestions are given to the educational staff.

The purpose of this study is scaling of National Iranian Oil Company (NIOC) subsidiaries based on job satisfaction, organizational commitment, and citizenship behaviors. Therefore, two questionnaires of job satisfaction and organizational commitment were distributed among 8500 employees, who were randomly selected. A questionnaire was also given to their immediate supervisors to evaluate their organizational citizenship behaviors. The purpose of this paper is to achieve a map to show the gap between organizations based on studied indicators in its best possible way. The results showed that organizations are classified in four groups. Also, the factors that affect this classification were evaluated. Finally, the best and the weakest organizations were identified.

Human resources, either as the most part of invisible asset or as capital sources, have increasing importance. In the 21st century, intellectual capitals are as important as other capital, if not less than them, because this is humans that determine value of an organization and create competitive advantages. Human resources accounting is a new phenomenon in Iran that has no place near companies yet and no place in the balance sheets. Human resources accounting tries to show the real value of personnel in the most important and the most valuable asset of an organization in the form of capital sources. This paper tries to illustrate this importance and change the view to human resources from cost to asset.

This research is done in order to study the relationship between emotional intelligence and innovation of the employees of NIOPDC of Lorestan region. The method of this research is a descriptive-correlation one. The sample of this research includes 88 permanent employees with over high school diploma degrees, which were randomly selected from three areas of Khoramabad, Boroujerd, and Azna. Data was gathered by two questionnaires of emotional intelligence from Travis Beradberi and Jane Grives with 28 buoys and a reasearcher-made questionnaire with 25 buoys. Reliablity coefficients of these tests were calculated by Cronbach’s Alpha Method, which reliability coefficient of emotional intelligence and innovation is α=0.93. The results using Pearson correlation test showed a significant correlation between variables of emotional intelligence (self- awareness, self-management, social awareness, relationship management) and innovation. Unequity of the variables self- awareness, self-management, social awareness, relationship management in Khoramabad, Boroujerd, and Azna was accepted by Kroscal Valice Test. However, innovation of different classes was the same. By comparing the correlation between the variables, it was revealed that there is a positive and meaningful correlation between self- awareness, self-management, social awareness, relationship management. Finally, the researcher presented some suggestions regarding to the obtained results from this research.

The aim of this research is evaluating employee factor in Tehran oil industry libraries according to Iranian Specialty Libraries Standards. In this regard, the situation of these libraties was compared with Iranian Specialty Libraries Standards. This is a comparative-geodesic study. A questionnaire was used for data gathering and the factors were designed according to Iranian Specialty Libraries Standards. The statistical society of this study includes 20 specialty libraries of oil industry in Tehran. For evaluating employee factor of these libraries, 14 factors were considered. At first, the general state of these libraries was studied. Then, the results were compared with the standards. It was found that in 85 percent of studied libraries, the employee factors were considered according to the standards. Thus, the research hypothesis “the rate of employee factor was considered in 80% of Iranian Tehran oil industry libraries” is confirmed. Finally, some suggestions are proposed for improvement of current situation of the studies libraries.