مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 70 (زمستان 1402)

This research was conducted with the aim of identifying and prioritizing the effective factors of blockchain technology in human resource management using the SWOT model.
The research method is mixed. The statistical population in the qualitative phase was information technology experts in the field of blockchain and management, who were selected using a targeted method (N=20). In the quantitative section, 217 employees of specialized energy parent holdings were selected by simple random sampling method and Morgan's Table. The validity of the tool was confirmed by the face, content and sconstruct methods and the reliability of the questionnaires was confirmed using Cronbach's alpha and composite reliability (0.72 to 0.85). Using the Smart PL software, the third edition, the strengths, weaknesses, opportunities and threats of blockchain technology in human resource management were confirmed. Then, in the process of hierarchical analysis, the obtained items were ranked by Expert Choice software.
A total of 8 items for strength factors, 6 items for weakness factors, 5 items for threat factors and 5 items for opportunity factors were confirmed. Among internal factors, the highest priority is access to information related to current or future employees' qualifications, and among external factors, creating a safe environment and easy access to correct information. The results of the SWOT matrix showed that based on the final score of the evaluation matrix of external factors (2.42) and internal factors (2.8), the position of the organization is in the house of SO, which means offensive strategy.
Based on the obtained results, it can be said that specialized parent holdings have opportunities in their external environment and have good strengths internally. Therefore, the proper use of blockchain technology and information management can be employed to better understand, analyze the performance and behavior of current employees and attract future employees and provide development plans; along with the use of this technology, determining salaries and wages based on merit and other effective items can be useful.

The purpose of this research is to investigate the effect of social intelligence and interpersonal influence on perceived career path success with the mediation of internal networking.
In terms of its objective this study is of an applied reaesrch type and in terms of nature and method quantitative. The research population is the employees of the electricity distribution company of Qom province, who were selected using the available sampling method. The data collection tool is a questionnaire. Data analysis was done using Smart PLS software. Reliability was confirmed using factor loading coefficients, Cronbach's alpha coefficients, composite reliability and rho-A coefficient, and validity using convergent validity and divergent validity.
Interpersonal influence affects internal networking; social intelligence affects internal networking; internal networking has an impact on perceived career path success; interpersonal influence affects perceived career path success; social intelligence affects perceived career success.
The present research is the first step towards testing a conceptual model consisting of four variables, which shows the originality and innovation of the research. The fit of the model is very suitable according to the fit indices. In this way, the hybrid model presented in this research is approved.

This article seeks to identify those human resource management packages that during the economic crisis, in addition to maintaining organizational performance, can guarantee the improvement of the well-being of employees who are in charge of complex or simple and structured jobs in the early stages of their career path.
This research was carried out using the qualitative-exploratory research design and the purposeful sampling method. Simply put, after reviewing and analyzing the content of the literature related to human resource management and identifying welfare-oriented human resource management policies and measures, 14 human resource management professors from Iranian universities during different Delphi rounds, human resource measures aligned with each of the human resource packages defined in this research have been evaluated and identified.
The findings from the data analysis show that more than 85% of the human resources professionals have a consensus on the packages of "Internship in simple and structured jobs", "Internship in complex jobs", "Self-sufficiency in simple and structured jobs" and "Self-sufficiency in complex jobs" that consist of 33, 33, 46, and 60 measures (indicators) and seven human resource policies, respectively.
Since the measures that make up the human resource management packages defined in the above research, in addition to internal compatibility, are in line with the variables affecting employee well-being (level of job complexity, early stages of the career path, and economic crisis), can act in line with the logic of the "mutual benefits" approach and guarantee the well-being of employees

Academic leaders have a decisive role in achieving the goals of the university, and their capabilities must be constantly improved for optimal performance. Therefore, the aim of the research is to provide a model for improving leadership capacity in university branches with an emphasis on Islamic Azad University.

In terms of its objectives, the present study is of an applied-developmental and mixed-method research type. In the qualitative phase, a semi-structured interview was conducted with 15 experts who were purposefully selected and the data was analyzed by thematic analysis. Also, in the quantitative stage, a questionnaire tool was used to check the validity of the model, and the data was analyzed with the structural equation modeling method and Smart PLS software. The statistical population included 139 managers of Azad University, Science and Research Branch, who were selected by simple random sampling method.

The dimensions of academic leadership in Islamic Azad University include seven categories of individual, interpersonal, cognitive, managerial, guiding, professional/academic, and spiritual characteristics, as well as strategies to improve leadership capacity, including appropriate appointment of academic leaders, development of academic leaders, support for academic leaders, and leadership development. The results of the quantitative stage showed that the validity of the model was confirmed and the coefficient of determination for leadership, strategies, and consequences were calculated as 0.630, 0.715, and 0.663, respectively.

The present study was conducted with the aim of predicting psychological well-being based on psychological empowerment and organizational citizenship behavior with the mediation of social intelligence in education workers. In terms its objectives, this study is of applied research type and in terms of type of method it is a descriptive-correlational study. The statistical population includes employees and teachers working in the four educational districts of Karaj city, 380 of whom were selected based on Karajsi and Morgan's table through random sampling. Data collection tools include the psychological empowerment questionnaires by Spritzer and Mishra (1992), Riff's psychological well-being (1980), organizational citizenship behavior (Islami, 2006) and Tromso's social intelligence (2001). Data analysis was done using structural equation method. The research findings showed that psychological well-being based on psychological empowerment and organizational citizenship behavior with the mediation of social intelligence had a significant direct effect. The results of the research indicate that the use of some citizenship behaviors in the organization, in addition to creating organizational success, will lead to employee empowerment and psychological well-being in employees. Also, the level of psychological well-being of employees is an important variable in different areas of life and organization dynamics. Therefore, knowing the factors related to this variable, especially in the work environment, can help officials to make correct and logical decisions and increase the psychological well-being of employees and their psychological empowerment and increase positive organizational outcomes.

This research was conducted with the aim of identifying the sustainable food ration supply model with passive defense approach.
In terms of its objectives, the current study is of an applied-developmental research type and in terms of method, it is a qualitative research with a theme analysis approach. The statistical population of this research includes all the managers and experts of I.R.I. Police Logistics Department, commanders of special units, deputies of Logistics and special unit commanders of police provinces, experts in the fields of logistics and passive defense. Sampling in this research was done until the theoretical saturation with 15 individuals. Data collection in this research was done using semi-structured interviews. Data analysis was also done using theme analysis method.
The results of the theme analysis showed that the sustainable ration with the passive defense approach consists of seven main indicators, including the difference, characteristics of the ration, principles of logistics, quantity, quality, characteristic of the supplier and method of supply.
Compliance with the principles of passive defense in providing sustainable food rations was one of the issues that were not paid attention to in previous research, and this gap was resolved in the current research. Therefore, in determining the characteristics of the logistics of the sustainable ration required in the conditions of passive defense, it is necessary to observe the principles of logistics and adequacy of food packages according to the indicators of purchase, resources, database, suitability with climatic conditions for cultivation, and nutritional model for various conditions.

The current research was carried out with the aim of designing a paradigmatic model of joint logistics in a policing crisis with an emphasis on street riots based on grounded theory.

In terms of its objectives this study is of an applied research type and in terms of method it is a qualitative study based on grounded theory. The participants were 10 senior managers and experts and elites of logistics with at least aa MA degree and at least 15 years of service experience in the logistics fields of the Islamic Republic of Iran's law enforcement command using purposeful sampling. A semi-structured interview was used as a data collection tool. The data were analyzed according to the procedure based on the grounded theory in three stages of open, selective and axial coding.

In research findings, 18 causal conditions, 11 contextual conditions, 7 interventional conditions, 25 strategies and actions, and 7 outcomes of their implementation were extracted.

The implementation of logistics in law enforcement crises causes: 1) increasing the effective efficiency of managing law enforcement operations in a crisis; 2) meeting the expectations of customers within the organization; 3) agility in providing logistics services in a crisis; 4) reducing the wastage of organizational resources; 5) increasing the efficiency of logistics services in police operations; 6- forming the spirit of cooperative and collaborative work in logistics operations; 7- increasing the effectiveness of the management of police operations in crisis.