حسن بودلائی

Talent acquisition for start-up businesses is a crucial concept that can lead to several significant problems such as market share decline if overlooked. The situation worsens when start-up businesses decide to keep pace with digital developments and start incorporating digitalization into their talent acquisition strategies. For this purpose, the current research sought to provide a framework for talent acquisition in start-up businesses, focusing on talent recruitment, selection, and onboarding in the digital platform.

The research adopted a qualitative approach, more precisely a multiple-case study design. This strategy sought to understand the research problem in depth and to generate rich experiences from participants. Twenty purposely selected managers and specialists from four purposely selected information technology start-up businesses that are experts in the field were involved. Data was collected through semi-structured interviews with an analysis based on thematic analysis conducted in three stages. 

Following the interviews, the data was coded in three stages, leading to the extraction of three general categories consisting of basic themes, organizing themes, and comprehensive themes. The final stage of research coding identified ten key themes for talent acquisition in startups, including: taking an aggressive approach to talent acquisition, creating a strong employer brand, managing relationships with talents, identifying risks in talent selection, designing selection criteria and methods, determining selection quality, setting onboarding timelines, and developing learning methods and content for onboarding. 

Drawing from the identified themes, this study proposes three digitalization-driven strategies to enhance talent acquisition in startups: talent recruitment, talent selection, and onboarding processes. In talent recruitment, aligning strategy with digital transformation to attract a diverse talent pool is crucial. Implementing an agile selection system using technology is recommended for talent selection while updating onboarding processes for agility is vital in the onboarding phase. Finally, a conceptual model presenting final strategies and comprehensive themes was developed as a framework for talent acquisition in start-up businesses, emphasizing the importance of having a structured approach to talent management. A talent acquisition framework is an important step for startups because it helps them in their digital recruitment strategy, enabling their productivity to be better.

The passage of time and changing traditional management theories to focus on social and human values led to new theories such as organizational citizenship; although these changes gradually took on a more coherent form of corporate engagement as an important part of citizens in society, they initially neglected to focus on the structural form of organizational behavior, trying to identify individuals' participation and effectiveness only within the organization. The development of effective social characteristics can play a more comprehensive role in the social identity of individuals and companies in the macro. Internal auditing to improve the level of financial transparency of companies is now considered a structural requirement within companies; in addition to the specialized areas in the company, they have the social responsibility to disclose the company's actions to reflect the news and transparent information to the stakeholders as informed. Focusing on this area of internal audit responsibility is seen as a combination of specialized functions with corporate citizen responsibility procedures that can increase the sustainability of financial reporting. This study aims to evaluate the Consequences of Green Internal Audit Corporate Citizen.

The method of the present research is applied, and due to the nature of the result in the methodology based on the development approach, an attempt has been made to identify and prioritize the green consequences of the internal audit of the corporate citizen based on fuzzy analysis. This issue, due to the incoherence of the theoretical framework, can help to increase the perceptual effectiveness, both thematically and analytically, through a developmental approach in the outcome dimension. Also, in terms of data type, this research is in the category of mixed research, which seeks to describe and survey the research topic through qualitative and quantitative analysis. Regarding strategy, this research is based on mathematical models and operations research, which can be considered analytical-mathematical research. Therefore, research needs a strong argumentative basis to explain and justify the reasons. This support is provided by searching the literature and theoretical discussions of research and compiling general propositions and theorems about the phenomenon under study in this research in the qualitative part and based on Meta-synthesis. The research period is one year.

After performing the critical evaluation process, it was determined that 5 studies were excluded from the total of approved studies because they scored below 30. Then, with the identification of 8 main components as the main basis of the green consequences of the internal audit of the corporate citizen, they were selected based on the highest frequency in the approved research. The identification of 8 main components as the main principles of the green consequences of internal audit of the corporate citizen were selected based on the highest frequency in approved research. Therefore, the result in the qualitative section, according to the two Delphi rounds, confirmed all the components of the research based on the agreement coefficient and the mean. Finally, based on fuzzy analysis, it was found that disclosure of compliance with environmental requirements is the most important green consequence of the internal audit of the corporate citizen at the capital market level, which, in terms of fuzzy weight gained, has priority over other consequences.

by analyzing the result obtained, it should be stated the role of internal auditors in the corporate citizen's theory versus stakeholders is to comply with the requirements and authorities set by the upstream institutions in the capital market and financial reporting standards and adherence to it can help increase the level of environmental norms and green reporting culture in the company while increasing the level of financial reporting transparency in various fields, especially the environment. This is the first study to exemplify environmental sustainability by focusing on the internal auditing of corporate citizens. An area that, although of research importance in terms of developing theoretical literature and practical basis in reducing the financial reporting gap with an independent auditor, less research has been done on this issue and conducting this research and expanding it to the level of internal auditing profession can enhance the institutional and educational capacities on it at the international level and help to integrate the development of theoretical literature. Compliance with environmental requirements will remove any ambiguity regarding the impact of the company in increasing environmental pollution, and by strengthening the environmental infrastructure of the company, it will reduce its role in increasing climate pollution and will turn it into companies that adheres to the interests of future generations. The role of internal auditors, in line with the corporate citizen theory towards the stakeholders, is to comply with the same requirements and powers that the upstream institutions in the capital market and financial reporting standards have formulated, and adherence to it can increase the level of transparency of financial reporting in various fields, especially the environment, and improve the level. Environmental norms and a green reporting culture in the company will help.

When a business faces problems and unsatisfactory results, it is time for transformation. To define an appropriate change strategy, the organization must understand the context of the transformation and the main needs driving it. Understanding the reasons for the change will help implement it and reduce some of the unnecessary costs the organization may incur. Researchers consider strategic agility as an ongoing ability for moment-to-moment strategic sensitivity, agile collective commitment, rapid and powerful resource renewal and expansion, and as an antidote to the pain of the repetitive succession of success, decline, resilience, crises, and updates. They also consider strategic agility to result from a combination of stability in processes and people, values and ambitions, sensitivity and flexibility in views, fluidity in expanding resources, and leadership unity in creating collective commitments. Organizations use strategic agility to respond flexibly to the needs of their stakeholders in the face of various risks and pressures. The agility of the employee performance management system alone is not enough, and government organizations must respond to problems on their own by using strategic methods. In this regard, the present research explains the obstacles and limitations of implementing an agile system for the strategic management of employee performance.

Design/ methodology/ approach: 

The current research is part of applied research and is of a mixed type. To carry out the current research, the interpretive structural approach (ISM) was used, which is a cognitive mapping method for leveling and determining the relationships between indicators. To implement ISM, determining the relationships and priorities of the elements in the system is on the agenda. The validity of this method, considering its mathematical basis, examines whether the interpretive structural model correctly and accurately interprets the information in the data. Due to the standardization of the questionnaire and the data collection method, the validity of this method is different from statistical methods, and it is included in the essence of its mathematical modeling. Also, reliability in interpretive structural modeling refers to the continuity of reliability and whether the interpretive model can maintain stability and honesty in different conditions and with increasing data volume. In this way, the validity and reliability of this method ensure the accuracy and reliability of the analyses and the results obtained, which were examined in this research and confirmed by experts according to its mathematical foundations from both perspectives. The current research is part of applied and mixed research. The statistical population of the research comprised senior managers of government organizations who were interviewed with five groups of experts, totaling 18 people, which continued until theoretical saturation was achieved. To collect data, interviews were used in the qualitative part, and a researcher-made questionnaire was used in the quantitative part. The required items were collected from this statistical population in a specific way (18 people) using standard questionnaires. The qualitative part of this research, relying on critical systems, which is one of the categories of research in liberating operations, fundamentally examined and identified the system from the perspective of different stakeholders. Quantitatively, this structure has been leveled, and their relationships have been determined by examining the interpretive structure.

The research findings identified 11 obstacles, and the results show that conflicts in the rules and, as a result, the separation of informal groups in the system are the most fundamental factors preventing the growth of this system.

 Limitations & Consequences: 

This research was conducted in the public sector, with special cases related to this sector, and the results may face limitations in other sectors.

Practical Consequences: 

This research helps public sector managers identify the obstacles and limitations in the way of the agile system of strategic management of employees' performance, enabling them to address these challenges with appropriate strategies.

 Innovation or value of the Article:

 This research adds to the knowledge of this field by presenting a model for the implementation of the agile system of strategic management of employees' performance and examining its limitations.

Internal auditing in order to improve the level of financial transparency of companies is now considered as a structural requirement within companies, in addition to the specialized areas in the company, they have the social responsibility to disclose the company's actions in order to reflect the news and transparent information to the stakeholders as informed. Focusing on this area of internal audit responsibility is seen as a combination of specialized functions with their corporate citizen responsibility procedures that can increase the sustainability of financial reporting. The purpose of this study is Expanding of Corporate Citizen Theory in Evaluating Internal Audit Functions Green.

This research is methodologically in the category of developmental and combined research. In this study, two Meta-synthesis and Delphi analyzes in the qualitative section were used to identify the green consequences of corporate citizen internal audit and Type-2 Fuzzy Inference Systems (FIS2) to determine the most effective consequences identified at the capital market level.

The results in the qualitative section indicate the existence of 15 confirmed studies and the determination of 8 Consequences Green Internal Audit Corporate Citizen, which were confirmed in two stages of Delphi analysis with the concept of internal audit of the corporate citizen. Based on the results of the quantitative part, Type-2 Fuzzy Inference Systems (FIS2), it was determined that disclosure of compliance with environmental requirements is the most important green consequence of the internal audit of the corporate citizen at the capital market level, which has priority over other consequences in terms of fuzzy weight.

In analyzing the result, it should be stated that the role of internal auditors in line with the corporate citizen's theory against the stakeholders is to comply with the requirements and authorities developed by upstream institutions in the capital market and financial reporting standards. To help financial reporting in various fields, especially the environment, to raise the level of environmental norms and green reporting culture in the company. In analyzing the result obtained, it should be stated the role of internal auditors in the corporate citizen's theory versus stakeholders are to comply with the requirements and authorities set by the upstream institutions in the capital market and financial reporting standards, and adherence to it can help increase the level of environmental norms and green reporting culture in the company while increasing the level of financial reporting transparency in various fields, especially the environment.

With changes in capital markets over the past few years, derivative financial instruments are referred to as a set of contracts whose value is based on assets and can help control risk and higher returns in investor decisions. corporate citizen internal auditing is an optional activity and beyond what is expected of a business's internal controls, and can develop a more dynamic form of corporate-stakeholder communication by developing performance feedback through financial reporting. This view tends to provide a concept of corporate citizen internal auditing that looks at humanitarian activities as a corporate governance strategy and by creating a sustainable society, a healthy environment and transparent political environment, it can pave the way for the profitable activities of the company and while protecting the interests of external stakeholders, while ensuring the interests of internal stakeholders of companiesThe purpose of this research is estimate the limitations of using derivative financial instruments in the Iranian capital market. 

This research is mixed in terms of data collection methodology, because the lack of a theoretical framework of the limitations of financial instruments has led to the use of these instruments, at least at the level of the Iranian capital market is not fully integrated. Therefore, first, through the process of Meta synthesis and Delphi as the basis of analysis in the qualitative part, an attempt was made to determine the dimensions of the limitations of using derivative financial instruments and then its reliability was examined to determine the theoretical consensus. It has been used in the quantitative part of the research from the TODIM Fuzzy Inference. Because the purpose of this section was to determine the most important limitation of the integration of the use of derivative financial instruments in the Iranian capital market. In this research, in the qualitative part, 15 accounting experts at the university level and in the quantitative part, 25 capital market experts; Experts in financial reporting and the issuer supervision department of the Stock Exchange Organization participated as a statistical population. 

The results of the qualitative research through content screening of 11 studies indicate the selection of 7 dimensions of restrictions on the use of derivative financial instruments, which were confirmed in two rounds of Delphi analysis, the theoretical limit of these dimensions. The results in the quantitative part of the research based on the TODIM Fuzzy Inference matrix and determining the final weight of each research criterion indicate the selection of Lack of Financial Statement Comparability (A2) as the most important constraint on the integrity of the use of derivative financial instruments in the Iranian capital market. The presence of these trainings at the level of internal auditors helps to have more accurate monitoring of the nature of the environment in the operational cycle. And based on its disclosure as part of the Company's optional information, to reflect to stakeholders that the Company is acting responsibly towards social expectations. This initial stimulus within the company's structures makes the company's performance on waste recycling from production and details of environmental risk more disclosed. On the other hand, disclosing the details of environmental risks, as part of the implementation of the corporate citizen approach by internal auditors, can reduce the cost of poor selection by increasing the quality of information. In this situation, by reducing the problem of undesirable selection and information asymmetry, the efficiency of investment also increases, and it will be expected that increasing the quality of disclosure of details of environmental risks, by resolving agency problems, will minimize the opportunity for managers to choose investment projects, and this will contribute to environmental sustainability.

The result reflects the fact that comparability as one of the indicators of information quality in the use of these tools can have benefits such as reducing the cost of information processing and it is through this mechanism that the level of fair valuations on corporate assets can help increase the integrity of the use of derivative financial instruments. Based on the results obtained, environmental policymakers as the upstream institutions of capital market companies are advised to inject the necessary material and spiritual incentives to increase the observance of social values in companies so that beyond the legal areas, companies as citizens of this society are more committed, act on the environment and social expectations in this regard. For example, the development of green space culture in companies by planting trees or reducing carbon in the production of their products can be considered an important part of the implementation of corporate citizen policies in the community along with material incentives. On the other hand, companies in their monitoring structures along with Environmental training can promote a culture of environmental sustainability and performance norms in this regard. For example, the development of green space culture in companies by planting trees or reducing carbon in the production of their products can be considered an important part of the implementation of corporate citizen policies in the community along with material incentives.

Digitalization and agility are the dominant features of the gig economy. Therefore, it is crucial to consider digital transformation and organizational agility in both the public and private sectors. The level of preparedness of the public sector for the digital transformation as a new approach to employee management and enhancement of the capabilities of public sector organizations is also of high significance. This relatively new concept includes the use of web-based technologies to optimize processes and create better results in human resource management (HRM). The purpose of the present qualitative research was to present a model for digital HRM in the public sector to fit in the digital era.

Qualitative research method was used to conduct the present study. To achieve the research objective, data was collected through semi-structured interviews with 36 human resource experts in the public banking network (including 8 banks), who were selected using the purposive sampling method.

The findings of this study consisted of 4 comprehensive themes, 15 organizing themes, and 58 basic themes, which were obtained in three stages of coding. The comprehensive themes were digital architecture, digital ecosystem, the drivers of digital HRM, and the digital HRM outcomes.

The obtained results indicated that the public sector requires digital HRM to create agility in the gig economy. As an innovative and inevitable strategy, public sector organizations need digital HRM to improve their agility of the public sector banking network and facilitate the transformation and the transition to the digital economy. Unfortunately, there is currently a major weakness in the knowledge and practice of digital HRM in the public sector. The present study considered this issue and some new concepts that have not been mentioned in the existing literature.

A qualitative study of what is the human dignity of employees in organizations and identifying factors affecting human dignity and its consequences on employees in the workplace is one of the concerns that we face in the present era. Having committed human resources is a measure of competitive advantage for an organisation. It highlights the organization’s brand in the society and leads to its growth and development. Employees who are not committed to their organizations, they do not try to achieve their organizational goals. They are not effective in creating a useful culture. It may lead to an indifferent culture among employees towards the issues and problems of the organization. These negative consequences blocks an organization to achieve its goals.  In today’s world, managers might assume that using a new management software and hardware, they can increase their organization’s efficiency. However, experts believe that it is the human resources that ultimately determine the economic and social development of a country, not only the capital or other material resources. Extensive studies conducted in several countries have shown that the most important factor toward a company’s growth is its human resource development. This cannot be achieved except by accommodating the principles of human relations, out of which respect is one of the most vital elements.  The success of organizations depend on creating the strategic capability by ensuring the presence of skilled, committed and motivated employees in the organizations. Especially when those employees are scarce and unimitable and they are considered as creative people. With such descriptions, maintaining the best employees is more difficult than attracting them. Striving for maintaining human resources is not possible without knowing the important things that motivate them. Today's organizations pay a lot of attention to their employees. The experience has shown that the more the material (external) needs are satisfied, the more their psychological (internal) needs are satisfied. Failure to meet those needs significantly reduces employees’ performance and motivation and their willingness to work will be reduced. Commitment also leads to productivity as it promotes an individual's compatibility with the organization, increases individual creativity and efficient utilization of human resources. The most important factor in the development of organizations is the development of human resources by considering the principles of human relations, the most important of which is respect for human dignity and spiritual values. Hence, the main purpose of this study is to explore the human dignity and its antecedents and consequences for employees.

A qualitative approach was chosen for this study. The sample group was selected from the employees of insurance companies. The research was conducted by interviewing the sample group in Kish Island. The Data was analysed using MAXQDA software and content analysis method. First, descriptive and demographic data were presented and then qualitative analysis was discussed in six stages. The meaningful propositions were identified, the basic themes were extracted, the organizing themes were identified. and 8 comprehensive themes were developed . Then, a network of themes was drawn and finally the relationships between the themes in the network of drawn themes were described.

The eight identified key areas are as (1) short-term relationships versus long-term relationships; (2) mutual relationship between employees and the business environment of an organization; (3) multiplicity of success criteria; (4) promoting welfare, health and livelihood of employees; (5) employee empowerment; (6) spiritual management of employees; (7) management of performance and development of employees; and (8) development and an organizational culture based on ccustomer-orientation. The theme of employee empowerment in the organization shows that employees should be given responsibility and authority to be able to make decisions about their specific tasks. Factors that affect employees’ empowerment are identified in this theme. In order to maintain employees’ human dignity, they should have the necessary capabilities to perform their work activities to avoid job criticism. They should be protected and their human dignity should be preserved by receiving encouragement and promotion. Indicators of employee empowerment include employee participation in decision-making and timely payment of salaries. Employees also have a better sense of doing their job by creating a customer-oriented organizational culture with customer satisfaction of employees. It also, preserves employees’ human dignity outside of the organization. Customers reciprocally respect those employees that respect them, thus preserving employees' human dignity. Indicators identified in this research include not dealing with issues personally, corporate social responsibility, responsibility, ethical principles and serving to the people.

The results of the study showed that the most significant factors that initiate human dignity are spiritual management of employees, developing an organizational culture based on customer orientation, bilateral relationship between employees and the business environment, multiplicity of success criteria and short-term versus long-term relationships. The most important consequences are performance management, employee development, employee empowerment as well as improving their welfare, and health. Performance management is done to identify, measure and develop the performance of individuals and groups and coordinate performance with the strategic goals of the organization. Employee development includes activities that affect employees’ personal and career growth. Leading employees to do the right thing and train them to get things done can prepare them for the right job. Performance management and development indicators include work ambiguity, importance of employees for managers, giving importance to employees' work and holding training courses and specialization of work.

Acceptance of virtual educational qualifications by human resources recruitment specialists’ affairs in organizations is one of the important issues. This qualitative study focuses on the views and biases of recruitment experts towards virtual education (online) in comparison with traditional (face-to-face) education. The method of data collection was semi-structured telephone interviews with 18 human resource recruitment specialists in the public sector. The obtained information was coded by theme analysis method and then analyzed to find concepts related to the acceptance of virtual educational documents. The majority of respondents believed that online and traditional education in reputable universities are equally acceptable. Lack of social interactions in online education and the credibility of some particular teaching universities were among the concerns of recruitment specialists. The results showed that attitudes about e-learning are changing towards a more positive one. It is suggested that students in virtual educational classes participate in social activities outside the classroom to compensate for the lack of social interaction in virtual educational classes. Uuniversities with virtual education should also gain or maintain their credibility and seek to increase the credibility of their academic credentials for acceptance among recruitment specialists’ affairs.

Nowadays, non-governmental organizations, such as charities and citizen-based organizations, are operating in all countries with different purposes and shapes, and a large portion of their employee workforce consists of volunteers. Therefore, human resource management and concerns about the retention of human resources in these organizations are different from other organizations such as government agencies. The purpose of this qualitative study is to identify the effective factors in the retention of intergenerational volunteers in charitable organizations in the city of Shiraz. After interviewing 10 young and 10 middle-aged volunteers of 9 charities in Shiraz, selected by the judgmental sampling method, theoretical saturation in terms of sample size was obtained. In this study, semi-structured interview is used as data collection tool and data analysis was done by utilizing the theme analysis method. After reviewing and organizing interview transcriptions, the researcher identified the basic codes or concepts, and then similar codes were placed in special categories, each having a representing title. The identified data was classified and combined based on the degree of conceptual similarity, resulting in the extraction of 24 sub-themes and 5 main themes. The findings indicate that the main themes of motivation, human resource management, management and leadership, culture creation, and communication are effective factors in the retention of volunteers in both young and middle-aged generations, and the difference among these factors in the two generations was the importance of each of the main and sub-themes.

In modern era, small and medium enterprises play a significant role in today’s economy. Nevertheless lack of proper marketing are main reasons why SMEs fail. It should be noted that these types of companies require different marketing than large companies. Innovative marketing is a marketing suitable for small and medium companies that can reduce the failure rate of these companies in the IT industry and this plays an important role in Entrepreneurship and economic development of the country, which shows the importance of innovative marketing in them. Therefore, this dissertation aims to identify and rank factors that are influencing the innovative in IT industry. The chosen methodology is based on applied research with a mixed method. The data is collected based on Library research and Field research. The research has been done from December 2016 to June 2017.The primary research consists of 4 stages of questionnaires that were given to 15 experts in this field. Delphi method, ANP and DEMATEL technique were used in order to analyze data. This has resulted in identifying 14 criteria, 46 sub-criteria and patterns of internal relations of criteria. The result indicates that innovation, specialist forces, focus on customer orientation and the market itself has the highest importance.

Given the special place of social media in the field of business, the purpose of this study was to identify the perspectives of tourism executives and experts on the value and importance of social media as an effective tool in the business process, especially for small businesses. Present work is a qualitative study based on multiple case studies. Accordingly, semi-structured interviews were undertaken for data gathering with 10 executives and sales experts of three tourism complexes based in Kish Island. The samples were selected through a judgemental sampling method. The results showed that the capabilities (communication and information bridge, wide range of access to contacts, display of services and products in the form of photos and videos, advertising and development of its channels, low media cost, fluidity and flexibility, surveys and feedback and Powerful arm of marketing strategy); Consequences (customer persuasion - high effectiveness and influence (influencer)); Challenges (filtering and legal restrictions, weakness in identifying appropriate advertising methods and lack of resources and facilities) and solutions (using attractive and creative methods in attracting customers, producing and providing appropriate content and using knowledge and expertise) in shaping marketing strategies based on Social media is effective in small businesses. Therefore, the results indicate the impact of each of the different categories on the formation of social media-based marketing strategies in small businesses, so to succeed in this, special attention must be paid to these categories.

The objective of the present research was to identify the components affecting the work life quality of female employees of Kish Island Civil, Water, Services Company and the factors affecting these components. The population of the study were female employees of Kish Island Civil, Water, Services Company. The research sample was 24 individuals whom were selected via a semi-structured interview. The research design was qualitative and its analysis was performed by thematic analysis. Research findings included nine effective factors on improving the quality of work life of women such as: quality of work environment, communication in the organization, human dignity, family-oriented facilities offering and policies, career factors, attention to organizational factors, solving organizational problems, forging staff promotion and organizational progress. The results also indicated that special attention to the mental health of employed women, their welfare, fun and fun events, sport classes, consultations with recreation and tourism sites to consider a discount for the employees, organizing women's sports events, solving employee insurance problems were the factors which organization could do to ensure the safety, health and welfare of the staff.

As more and more data are generated day by day, the applicability of internet of things (IoT) devices becomes inevitable. The analysis of such data can have many benefits for the organizations and societies. Since previous research has not addressed the identification and prioritization of these applications, the purpose of this study is to identify and rank big IoT data analyses.

This article was divided into two sections. In part 1, the researchers used the meta-synthesis method to identify the applications; and in part 2, the multivariable method was used to prioritize the applications. Moreover, TELOS feasibility (Technical, Economic, Legal, Operational, & Scheduling) and AHP were used to weight and rank the criteria. Then, the applications were ranked based on the experts’ opinions through Vikor’s method.

In this research, the meta-synthesis method has been used to identify the applications of big IoT data analyses. In this meta-synthesis method, 490 articles were initially identified and after eliminating conference papers, 257 articles were selected to initiate the meta-synthesis process. Finally, 51 articles were selected and as a result, 256 sub-applications were identified which were categorized into 114 main categories, 16 industries, and 7 analytic applications. It is also noteworthy that the diagnostic application within the health and transportation industries (with 102 & 100 applications, respectively), as well as the monitoring application within the health, transportation, and agriculture industries were reported to have the highest functioning. The most identified applications in industry-analysis belong to transport-diagnostic (32 applications), health-diagnostic (29 applications), health-monitoring (26 applications), agriculture-monitoring (25 applications), and transport-monitoring (20 applications). In the prioritization step, after calculating the weights based on the experts’ opinions and hierarchical analysis, the applications of transportation and health industries were ranked using TELOS feasibility as well as the experts’ ratings and the Vikor’s method. According to the experts’ opinions and TELOS feasibility criteria, the predictive applications in the transportation industry and the automation applications in the health industry have received the highest priorities.

According to the research findings, big IoT data analysis is mostly used in the transportation and health industrieswhere the predictive applications in the transportation industry and the automation applications in the health industry have been regarded as a priority. Based on these results, the two health and transportation industries and their priority applications are proposed for the companies that want to work in this area. Due to differences in prioritization of the applications in the two transportation and health industries, the justifications for the two industries are different as well.

Dual overflow and job contradictions are one of the most important issues for employees in organizations all over the world and in Iran. This conflict is different in developing countries, such as Iran, due to their centralization and structural complexities, depending on their organization and their functional nature. The purpose of this research is Design of Work-Family and Family-Work Model. The method of the present research, in terms of its outcome, is a component of developmental research, as a target for exploratory research, and as a method of implementing quality work. In this research, interviews were conducted with 12 human resource specialists who were selected through targeted sampling. Interviews were conducted in-person interviews and in-depth interviews. To assess the reliability of the data and interpretations, the criteria for interpretive research were based on two criteria of acceptance and plurality. Based on GRANDED's method, the theory of analysis was performed in three stages of open, axial, and selective coding and the design of the paradigm of research was designed. Based on the designed model, the causal conditions include three main components of "work-family overflow", "job conflict" and "family-work overflow". The underlying conditions include three types of psychological well-being, attitudes and ambiguity in the role, and in the intervening conditions the three components of policy making, interest-seeking and the role of rules and regulations were identified. The pivotal phenomenon of research is based on the key words of interviews, overflow and job contradictions. Based on the identification of the criteria of the three causal, background and interventional criteria, strategies and outcomes were presented. Strategies included three organizational, psychological, and transactional strategies, and the outcomes including structural, axis-driven, and development-oriented axes were identified.

Start ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research wich is that how can build a gamified process in the field of human resources, especially in recruitment section of startups. In this research 12 people are interviewed. These people were experts of human resources and gamification. In relation to primary and secondary themes in the field of gamification design during recruitment process in order to improving the recruitment of proper human force for small and medium startup businesses, 8 primary themes and 21 secondary themes are recognized. 8 primary themes which are effective factors on designing gamified recruitment process for startups are as follows: designing work plan, recognizing the job skills of applicant, examining the job innovation of applicant, developing the technology substructures of organization, characteristics of applicant, recognizing the psychological capital of applicant, recognizing the social capital of applicant, and the applicant`s adjustment ability to job purposes. The final result is a framework for designing a gamified process which is suit for human resources especially in the recruitment section.

E-HRM should be an opportunity for HR professionals to benefit from many of their routine tasks and to focus on the strategic aspects of their work. The purpose of this qualitative research is to present an e-HRM model in the banking industry. Semi-structured interviews were used to extract key components of the Electronic Human Resource Management and in-depth interviews were conducted with 36 HR experts in banks. The study population consisted of HR experts in the banking industry. Participants were selected through purposive sampling from theoretical sampling. In this study, 15 categories and 31 concepts were extracted using Corbin and Strauss database method in open coding. In the axial coding stage, a paradigmatic model was presented based on the concepts of axial category, causal conditions, strategy, context, confounding conditions and consequences, and in the selective coding stage the theoretical model derived from the research findings was introduced and described. Electronic Human Resource Management is recognized as an innovation and development underlying human resource management infrastructures that results in a new phenomenon, driven by significant changes.

Nowdays, training is recognized as one of the most important factors that increase the effectiveness and efficiency of employees. Social media has been also increasingly used in employee training in recent years. Therefore, the purpose of this study is to identify the value of social media in organizational learning through finding the perspectives of training managers and experts, then to emerge a model of social media usage in employee’s training.This qualitative study is based on grounded theory approach. The research data were collected through semi-structured interviews with 15 managers and training experts of banks in Tehran who were selected by random sampling. Data analysis was performed in three stages of open coding, axial coding, and selective coding, and based on this a qualitative model of research was designed.The results of this study reveal the extraction of over 110 initial codes of interviews and 78 concepts and 18 categories in the paradigmatic paradigm including: central category (interactive technology-based learning), causal conditions (senior management support, change management, Competency-based HRM, Audience-driven approach), Contextual Conditions (corporate organizational culture, organizational agility, organizational policies, technological infrastructure), Interventional Conditions (Poor Technological Infrastructure, Inadequate Financial Resources, Lack of Staff Awareness), Strategies (Knowledge Management, Teamwork activities), Consequences (Reducing training costs, Improving employee performance, Training effectiveness, continuous learning).

In today’s organizations and indus tries, there are many reasons to believe that human resource decision-making is accompanied by numerous ethical, social, and legal considerations, which jus tifies research in this area. The purpose of this s tudy is to inves tigate decisionmaking models in human resource management in knowledge-based indus tries. The focus of this research is on the discovery of new findings as a process for decision making and its integration as a career field for human resource management. This qualitative s tudy examined the perceptions and experiences of HR professionals working in small and medium-sized businesses. The population of this s tudy include HR professionals from several relevant and reliable professionals of knowledge-based firms that address the needs of HR professionals. Inductive (closed) and deductive (open) ques tions were used to collect the research data as part of the interview protocol. In-depth interviews were conducted using the ladder technique. Finally, the results of data analysis using the thematic analysis and according to the four types of perceptions, experiences, effects, and outcomes of the experts, showed 19 sub-themes and nine main themes such as ineffective human resource management measures, was ted organizational resources, creativity Organizational, / No job involvement, Increased negative behaviors in workplace / Departure of human resources, Decrease in human resource empowerment / Decrease in psychological capital and Lack of access to organizational perspectives.

The aim of the present qualitative research is identifying the strategic objectives of HRM with the stakeholder approach based on the balanced scorecard and the drawn up strategy map.

The present qualitative research has been conducted with a combined process consisting of seven stages by the thematic analysis of Kish Free Zone Organization. The data was collected through interviews with the stakeholders of the human resource (HR) unit.

187 basic themes, 39 organizing themes, and 12 global themes were identified after transcribing the interviews, including: 1) developing family-centered policies; 2) promoting the well-being, health, and livelihoods of staff; 3) improving the productivity of the HR unit; 4) promoting human dignity of staff; 5) developing an organizational culture based on customer orientation and innovation; 6) empowering employees; 7) developing HR information system; 8) employee strategic recruitment and maintenance; 9) performance management and staff development; 10) strategic transformation of HRM based on the research and process reform; 11) alignment between the allocation and consumption of HR budget and the organizational strategy; and 12) improving the mechanism of the settlement of HR budget.

The strategy map was presented using the resulting themes. The application of the HR scorecard in the public sector using the stakeholder approach based on the combined process of the thematic analysis and the construction of the related big narratives has been the main achievement of the research.

Customer experience is defined as the direct or indirect experience of the customer from the service, organization, and facilities process, and how the customer interacts with the company's services and other customers. There has not been much research on the concept of customer experience. Therefore, the purpose of this qualitative research is to investigate what the customer experience is in the retail industry. The research data were collected through snowball sampling and interviews with 12 of the most recent consumers of Pagan dairy products. Then these data were coded, categorized and described and the conceptual map of the themes was drawn up. The main themes identified in this research are as follows: 1) Product familiarity 2) Advertising 3) Appearance of the product 4) Taste 5) Innovation and change 6) Distribution channel 7) Consultation 8) Mindfulness of customers 9) ) Customer engagement with product. The customer experience is a novelty in the field of marketing, which the researchers tried to cover to some extent the theoretical vacuum.

Organizational cynicism is a psychological disorder rooted in negative attitudes and has a major impact on organizations. Organizational commitment, as an important aspect of job attitudes, is also the psychological identity defining how each person feels towards his/her respective organization. This study aims to investigate the relationship between organizational cynicism and organizational commitment. This study is practical in nature and descriptive and correlational in type. The data has been collected using a questionnaire. The study population consisting of 60 people included all employees in the branches and headquarters of Post Bank in Yazd. The study sample consisted of 52 people who were selected by stratified random sampling. Data analysis was performed using Pearson correlation test and SPSS22 .Findings revealed that there is a significant negative relationship between organizational cynicism and organizational commitment. Moreover, the existence a significant relationship between all the dimensions of organizational cynicism and organizational commitment, except for cognitive and behavioral cynicism whit affective commitment, was proven.

there is no adequate understanding of digital footprint and online social media in the functions of human resource management. Therefore, the purpose of this qualitative research is to understand the key issues in the use of online social media in respect to hiring and maintaining employees. In doing so, qualitative interviews have been conducted with human resources managers who were directly involved in dismissal or recruitment of employees. Finally, a number of 9 themes were obtained: The role of digital footprint in (1) enhancing complexity of employment processes, (2) optimizing and acquiring visions (better understanding of morals, manners, thoughts, etc.) with regard to job applicants, (3) maintaining employees (e.g. to reward, punish, motivate, and etc.), (4) detection of reciprocal opportunities between job applicants and employers, (5) post-employment processes, (6) the need for updating the knowledge of HR managers due to the continuous changes in environmental conditions (particularly social media), (7) the necessity of offering an opportunity to job applicants to explain the negative results of collected information, (8) the need for measuring the accuracy of online information, and (9) the necessity of educating, culture-building and creating the essential infrastructures for online social media use in the society and among employees.