نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال پانزدهم شماره 59 (زمستان 1402)

The purpose of this study is to identify and prioritize the dimensions and factors of the National Iranian Gas Company support framework to strengthen the capability of domestic suppliers. The initial version of the dimensions and factors was extracted from the literature review of industrial policy and experiences of supporting domestic manufacturing in oil-rich countries. By field method and with semi-structured interviews with gas industry experts, the extracted dimensions and factors were adapted to the mission and jurisdiction of that company. By forming an expert panel of gas industry and university experts, and using the fuzzy Delphi method, the support framework was finalized in 7 dimensions and 35 factors. The importance-performance matrix was used to prioritize the factors. The importance of the factors was calculated with the questionnaire tool and by employing the Best-Worst multi-criteria decision-making method. The performance of the factors was quantified with a questionnaire and statistical analysis. Finally, 11 factors were identified in the concentrate quadrant and 8 factors in the “keep up the good work” quadrant.

In this descriptive qualitative research with case study research strategy, the Iranian oil industry innovation system in the form of adopting a structural and functional approach (systemic approach) in depth and in its natural context from the perspective of the participants studied. Based on theoretical framework that includes five systemic components of innovation system, actors and relationships between them have been identified. In order to ensure validity of the structure, multiple information sources (interviews, observations and document analysis) is used. Also to achieve external validity, previous theories have been used as the initial theoretical framework of the research. The absorption and development of strategic knowledge and technologies of the oil industry was introduced as the main function of the system and three sub-functions identified for it. Identifying 29 existing structural and functional challenges from the perspective of experts has complemented the understanding of this system. Finally, policy proposals are presented

The purpose of this study is to investigate the biological experience organizational voice behavior barriers and conducted with Van Manen interpretive phenomenology.
Data collection was done according to the entry criteria with in-depth and unstructured interviews from 12 employees of oil and gas projects in the south of Iran. Results showed that employees' biological experience regarding organizational voice barriers consists of 4 main themes and 16 sub-themes: employees' life experience of organizational voice (employee indifference and self-protective behavior), related to the organization (lack of constructive organizational atmosphere, lack of job independence, insufficient rights and benefits and lack of organizational growth), related to managers (mismanagement in the organization, lack of managerial support, senior management’s attitude, managers‘ personal characteristics and self-protective behavior) and related to the project (project’s requirements, financial issues,, external threats, conflict of ideas with the project's overall goals and lack of opportunities for promotion and progress in project).

The purpose of this research is to design and explain the model of managing intergenerational conflicts in the work environment in the health and treatment organization of the Tehran oil industry. The research method of this research is qualitative, through interviews with 31 experts and experts, including senior and senior managers of Tehran Oil Industry Health and Treatment Organization, who have had management experience in the departments of their respective organizations through the snowball stage. Ghosts have been theoretical. Based on the findings of the research and analysis, according to the categories analysis, 90 basic categories, 19 organized categories and 3 consequences were presented. In examining the results of the consequences of cultural coexistence, the reduction of employee conflict and the mental health of the organization as the main consequences and the containment of negative conflicts in the organization as the central phenomenon, and technological and technical factors, commitment to work, flexibility and work teams as the causal conditions. have been determined.

In today's unstable environment, government organizations have to adapt themselves to external challenges and changes and improve their structures, processes, and perhaps their structure in order to achieve balance. This research was conducted with the aim of identifying the dimensions of organizational improvement in the National Iranian Oil Company. The current research has been conducted with fundamental orientation and constructivist philosophy, as well as qualitative method, using thematic analysis technique, with judgmental purposeful sampling, followed by snowball and semi-structured interviews with 15 oil industry experts. Data analysis has been classified and shown in the form of 96 open codes, 24 sub-categories and 6 main categories after three stages of open, central and selective coding. The main categories in the organizational improvement of National Oil Company including organizational structure, business environment, organizational culture, social responsibility, human resource development, organizational health was identified.

The purpose of this research explaining the consequences of professional ethics in oil industry and presenting a conceptual model. professional ethics, and optimal function of organizations today and tomorrow dissemination itaims to provide methods and guidelines that specify assignments for individuals and professional groups to create a kind of moral commitment and work conscience towards all kinds of duties and officals. Method of use in combined Qualitative and quantitayive) and two methods of grounded theory and statistical method have been used to extract the factors. The research population statistical consists ministry of petroleum and the headquarters of the refinery and distribution company and four subsidiary companies. The main research instrument of this pure, descriptive-exploratory study was semi-strucred interviews with the informed and expert individuals who were active in the intended domain of the study categories were extracted with 16 experts who are familiar with subjest. Sampling was method snowball and the validity of the questionnaire was examined and confirmed by two methods of content and reliability has been determined by cronbachs alpha. Data was analyzed using three stages of open, axial and selective coding–used in grounded theory approach, upon completing the three stage of Delphi analysis Final decision and complted and finalized. data fits was carried out using amos 24 and, the general research model was confirmed. Findings led to the identification of the consequences of the professional ethics of oil industry If this industry relies on the effective results obtained in the paradigm model to strengthen professional ethics, it will achieve positive results.

The purpose of this research was to prioritize the factors of human resource management audit model. The purpose of the basic research was carried out in a survey way. The statistical population are experts in the field of human resources management, 12 people were selected by snowball sampling. With exploratory plans and EQS statistical analysis software, SAW multi-criteria analysis was used to prioritize each model's indicators and components. The results showed that the factors of human resource management audit model were determined in 3 dimensions, 9 components and 108 indicators. According to the results of prioritizing the components of the audit model, it can be seen that the weights obtained for the components in each of the dimensions of the model reflect the same priorities. Finally, the need to pay attention to these categories can raise the audit level of human resources management to an acceptable level.

The study has been carried out following the development of a model for knowledge-based HRM in the oil industry, because traditional models have not been able to effectively manage knowledge workers. The research is applied research, which deals with identifying the components and activities of the model with a (exploratory) mixed approach. The research process in the qualitative phase begins with the identification of 68 valid sources to determine the variables and create a classification model, and then in the quantitative phase, the qualitative data are validated. According to finding, five basic components consisting of 15 differentiating activities have been presented in the proposed model, which are: knowledge-based ability, knowledge-based support, knowledge-based talent selection, knowledge-based assessment and knowledge-based cooperation. Compared to others, a new component of knowledge-based cooperation can play an effective role in improving the performance of oil companies, because of the nature of the duties of knowledge workers.

This study was carried out with the aim of designing a human resource development model in National Iranian Drilling Company. In this research, an exploratory qualitative approach has been used. The statistical community included related articles from 2000 to 2020 in reliable domestic and international databases. Based on the initial review, 22180 articles were found, and by removing duplicate articles in the successive stages of screening, the final sample included 77 articles. To analyze the articles, the meta-synthesis approach and the seven-step method of Sandelowski and Barroso (2007) were used. Based on the results obtained in the meta-combination of six categories of factors including the human resources performance management system, development and development of competencies, social responsibility, development directed at "self", development directed at "organization" and development directed at "society" as effective components. It was identified on the development of human resources in National Drilling Company.

The purpose of the current research is to identify and prioritize the antecedents and consequences of Engaging Leadership in knowledge-based oil refineries using the fuzzy Delphi approach. The method of this research is mixed (quantitative and qualitative) in the inductive paradigm, which is exploratory in terms of purpose, application and nature. The statistical population of the research consists of 16 experts of oil refineries, who were selected based on the principle of theoretical adequacy and using the purposeful sampling method. In the qualitative part, a semi-structured interview was used to collect information, the validity and reliability of which was confirmed using the CVR coefficient and Cohen's kappa test, and the data obtained from the interview were coded and analyzed using the Atlas ti8 software. As a result, the antecedents and consequences of passionate leadership style were identified. In the quantitative section, a pairwise comparison questionnaire was used to collect information, and its validity and reliability were confirmed using content validity and retesting.

The purpose of this research is to present the model of green emotional intelligence of Iran's oil industry managers. This research is based on the purpose of an exploratory research and based on the method of data collection, survey-cross-sectional. It was done based on qualitative/ quantitative approaches (combination) using the grounded theory method. In the qualitative section, 18 university marketing professors and oil Ministry managers were selected as samples using the theoretical sampling method. Data collection was done using semi-structured interviews and their analysis was done with the MaxQDA software, then paradigm model of the research was presented. In the quantitative section, 384 managers/employees of Iran's oil industry were selected through random sampling. Then resulting model was validated through partial least squares method and Smart PLS software. The results show the positive/significant effect of managers' green EI on improving the design, production/distribution of green products, company productivity and profitability, satisfying customers/stakeholders.

Among the main indicators of the "New Global Energy Order", the US economic policies and its consequences for global energy management are of undeniable importance. Trump’s and Biden’s governments revealed various manifestations of energy diplomacy, especially in strategic and prescriptive aspects. The main question of this paper is: What are the differences and similarities between America’s two governments in the period from 2016 to 2023 in terms of energy diplomacy? The paper shows that these two governments differ in their view of the international system, principles of foreign policy, approach to the global energy system, means of realizing energy policy, type of investments, environment, energy security and response to market disturbances. The similarities are in the components of creating a new energy order, rule-making, and playing the leadership role in the global energy system, influencing international energy organizations, types of investments, pricing and providing energy security with reliance on new technologies. Using the comparative method, this article examines the energy diplomacy of the mentioned governments.

The aim of this study is to identify and prioritize risks and to provide appropriate control strategies for management contract of projects of the IIES. By examining the research background, Delphi method and questioning from experts were identified the risk and in order to correct, complete and confirm them, they entered different Delphi method, then the probability of occurrence and effect of each risk was determined by using the opinion of experts. After combining the cost, time, quality and range effects of each risk and multiplying the overall effect by the probability value of that risk number was obtained and control strategies in relation to high risks were presented. A total of 68 risks were identified at different stages of the project life cycle, of which 48 risks were included in the evaluation and prioritization calculations. The risks of the contract and the implementation stage were the most important risks.