فهرست مطالب صمد جباری اصل

Risk management is the process of identifying, analyzing and accepting uncertainty in important economic decisions. Usually, risk management occurs when economic managers analyze the possibility of losses and risks of a macroeconomic issue and try to take appropriate measures according to the goals of the organization and the ability to bear risks. Also, risk can be measured both in absolute and relative terms. A complete and correct understanding of different types of risk can help senior economic managers to evaluate opportunities and costs related to the organization's approaches. In fact, human resource risk management by determining, analyzing and applying the necessary measures is known as a valid guarantee for the sustainable and continuous growth of the organization. Identifying, analyzing, measuring human resource risks and adopting strategies to face risks are the main stages of the human resources risk management process. The aim of this study is to prioritize the risks of human resources of the country's tax affairs organization according to the selected criteria so that the organization has the necessary preparation to manage and face each of these risks.

This study is developmental-applicative because it aims to prioritize the risks of human resources in the country's tax affairs organization, and this can be effective in understanding the nature and effects of these risks and their effective management, and in addition, it will expand the literature. In terms of the approach, according to the nature of the data and the use of numbers and figures, it is quantitative research, and from the point of view of the location of the research, it is a library and field research, and interviews and questionnaires have been used as data collection tools. The research has three stages, which are:- The first stage of identifying human resources risks, The second step is determining the criteria and criteria for ranking human resources risks.The third step is the analysis and evaluation of the organization's human resources risks.

The risk of identifying and registering taxpayers with a similarity index of 0.58 is the first priority of the organization that should be taken into account, the statistics published by the authorities of the Tax Affairs Organization regarding tax evasion show this risk. The risk of the passive nature of the human resource deputy with a similarity index of 0.57 is the second priority of the organization, despite the fact that many human resource management processes including recruitment, development, evaluation, etc. are directly related to the organization's resource development deputy, but the management and resource development deputy plays the least role in It has its own field of work, which is certainly one of the important reasons for the politicization of human resource strategies and the political approach of public administration. The third priority of the organization is the risk of tax recognition and certainty with a similarity index of 0.55, which refers to unrealistic tax recognition and certainty, the risk of non-alignment of managers' goals with the goals of the organization with a similarity index of 0.54, the fourth priority of the organization and the risk of not having technical skills with a similarity index of 0.53, the fifth risk in There is a tax agency.

Human resources, while having an important and essential role in realizing the organizational goals of organizations, can also be a source of dangers and risks. Human resource risks are one of the most important organizational risks. The management of these risks in organizations that have more human resources and have a lot of freedom of action and authority and whose activities are complex and have a wide thematic and geographical scope of activity is necessary and doubly important, because identifying, analyzing and measuring the risks of human resources and In addition to strengthening and facilitating the realization of organizational goals, making policies to deal with them also increases the efficiency of human resources.

The purpose of this research is to identify and stratify the factors affecting the acceptance of excellence model in Islamic Azad University with the interpretive structural modeling approach. The research method is applicable in terms of purpose, qualitative in terms of implementation, and exploratory in nature. The statistical population of the research includes 10 management professors of the Azad Universities of Gilan province. Theoretical sampling method was used. The data collection tool is a semi-structured interview. In order to analyze the data, the theme analysis method was used, and in order to level the identified criteria, the interpretive structural modeling method was used in MACMIC software. The results of the data analysis from the interviews revealed three main factors including: management factors, external factors, and attitudinal-behavioral factors; and 24 sub-indexes which were categorized in the form of the mentioned three factors. The results of the leveling of the identified sub-indicators also showed that factors such as weakness in macro policies, weakness in predicting specific financial resources and low culture of applying the excellence model in universities (related to the category of external factors), formulating and implementing effective strategies in order to implement the model of excellence in university branches, as well as the correct understanding of the current situation and needs (related to the category of managerial factors) and the usefulness of using the model in the career promotion of executives (related to the category of attitudinal-behavioral factors) are among the most important indicators affecting the method of the model of excellence in Islamic Azad University.

The primary aim of this study is to investigate the parameters involved in the formulation of the Network Policy-Making, commonly referred to as policy networks, with a particular emphasis on public accountability within the Ministry of Economic Affairs and Finance. This investigation primarily focuses on the electronic Treasury. The statistical population comprises the managers who are employed at the Deputy Ministry for Financial Supervision, a division operating inside the General Directorate of the Ministry of Economic Affairs and Finance. In order to ascertain the appropriate sample size, a questionnaire was administered using a multi-stage cluster sampling approach, resulting in a total sample size of 282 participants. The hypotheses were examined using the structural equation modeling method and the software LISREL. The findings indicated that various factors related to network policy-making, such as organizational sustainable development, organizational goal orientation, participative decision-making, and organizational identity formation, have a positive and significant impact on public accountability.

Today, in order to achieve greater efficiency and effectiveness and reach the set goals, organizations must pay enough attention to ethical and justice-oriented indicators and talent management in the use of human resources. The purpose of this research is succession and talent management with an emphasis on ethical and justice-oriented approach in science and technology park centers of Gilan province.

The present study is among mixed studies. In the qualitative part, which was conducted by theme analysis, the statistical community of experts and senior managers of the knowledge-based company was involved in the implementation of the succession process and talent management. Among them, 28 people were selected and interviewed by a targeted method until theoretical saturation was reached. The coding method was used to analyze the data. In the quantitative part of the statistical community of the research, all managers and heads of knowledge-based companies (Gilan Science and Technology Park) were selected as a sample by simple random method. The questionnaire tool was made by the researcher and the data were analyzed through exploratory factor analysis and structural equation model with SPSS and Lisrel software.

The results of the qualitative part indicated 23 primary codes and 7 themes that formed the network of themes and the final model. The results of the quantitative part also indicated that the model has a good fit.

The results of the research showed that seven policy factors, organizational structure, support and participation of senior management, systematic approach, mediating role of justice, organizational culture and fairness can be introduced as success factors in succession planning and talent management and the success rate Succession program and talent management can be measured by ethics and justice.

This research was conducted to provide a model of human resources management with a strategic thinking approach in the organization of collecting and selling the acquired property of the country.

The mixed method is "qualitative (theme analysis) and quantitative (survey)". In the qualitative part, 15 experts were selected by snowball sampling method and in the quantitative part (all managers and officials of the country's property collection and sale organization, numbering 142 people) were selected by census method. The content and construct validity of the instruments were confirmed and their reliability was calculated using Cronbach's alpha coefficient of 0.932 for the initial questionnaire. Theme analysis, fuzzy Delphi, interpretive structural modelling and structural equations were used to analyze the data.

According to the findings, human resource management with a strategic thinking approach has five main indicators of stakeholder groups, situational factors, human resource policy selection, achievements and long-term results.

The results of the analysis of the explanatory equations of influence also showed that situational factors influence the group of stakeholders and the choice of human resources policy. Stakeholder groups can influence HR policy choices. Also, the choice of human resources policy can have an impact on achievements and achievements on long-term results. Also, the analysis of structural equations and model fit showed that the presented conceptual model was confirmed and the goodness of fit indicators showed that the model was desirable and valid.

 The current research was conducted with the aim of designing the model of competence suffixes of insurance industry managers based on emotional intelligence and using a meta-composite qualitative approach. The current research was carried out in the framework of qualitative approach and using the research synthesis method with the seven-step approach of Sandlowski and Barroso (2007). The statistical population under study includes all Persian and English researches and studies published in the field of the consequences of managers' competence between the years 1390 and 1402. In this regard, the keywords related to the purpose of the research were searched and the articles and documents obtained were examined using the purposeful sampling method and according to the acceptance criteria, and finally 20 articles that met the criteria for inclusion in the study. were analyzed using the three-stage coding method (open, central, selective) by MaxQDA 2020 software. Based on the results of data analysis, 75 open codes were identified for data collection, which were categorized into 3 main categories and 11 subcategories. The results showed that individual, organizational and environmental consequences form the posterior model of managers' competence based on emotional intelligence. Therefore, identifying the consequences of the competence of insurance managers is of particular importance due to the importance and sensitivity of their activities and the need to adopt a comprehensive and coherent approach in this field.

Organizational approaches to talent management are often related to the ways in which a small proportion of relatively high-performing employees are identified and managed in relation to the majority. Despite the growing literature on talent management, little attention has been paid to evaluating the issue from an ethical perspective. Therefore, the purpose of this study is to analyze the components affecting talent management with emphasis on organizational ethics in the Martyr and Veterans Affairs Foundation.

The present study was qualitative and based on the data foundation method. The statistical population of this study was the directors and deputies of the Foundation for Martyrs and Veterans of the country, from which 13 people were selected as a sample by snowball sampling to theoretical saturation. The data collection tool was in-depth and semi-structured interviews and finally the data were analyzed by coding method in MAXQDA 11 software.

After analysis and coding, the results were classified into 136 initial codes, 40 concepts and 5 categories. These 5 categories include talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational ethics factors.

Any decision-making regarding organizational talent management requires a series of prerequisites that affect the talent management process, and in this regard, organizational ethics should also be considered.

چکیده انگلیسی:The main goal of the research is to design a network policy model based on the general accountability of the treasury of the Ministry of Economic Affairs and Finance using the foundation data approach. In order to achieve the goal of the research, the qualitative research method of grounded theory and paradigm model has been used to develop the aforementioned research model. The statistical population of this research was fifteen treasury managers of the Ministry of Economic Affairs and Finance, the purposeful sampling method and the data collection method was semi-structured interviews, which continued until theoretical saturation was reached. By following the model of grounded theory, in the first step (open coding), the researcher has obtained the components based on the data obtained from in-depth interviews and their processing and categorization, the results of the current research lead to 31 sub-categories and 7 main sub-categories were identified, which in the form of a paradigm model include the elimination of operational gaps as causal conditions, targeted organizational orientation as background conditions, participation in decision-making and administrative health as intervening conditions. , the formation of organizational identity as strategies, sustainable organizational development as outcomes, and the central category includes public accountability, and finally, for the development and expansion of the theory of network policy based on public accountability, a general model was presented that The innovation of this research is considered.

The role of the Ministry of Culture and Islamic Guidance as the main institution responsible for cultural issues has increased the importance of employing competent cultural managers in this organization. Therefore, the purpose of this study is to present the competency model of cultural managers of the Ministry of Culture and Islamic Guidance using qualitative research method and systematic grounded theory. According to the applied objectives of the research, The statistical population includes the directors of the Ministry of Culture and Islamic Guidance, and in particular the general directors and cultural deputies of the provinces, the heads of the Department of Culture and Islamic Guidance and the cultural directors of its affiliated groups with at least 5 years of experience in related positions. They have a degree in culture and a master's degree or higher of management. The selection of these samples was done using purposive sampling method and semi-structured interviews with 7 general questions were continued until the realization of saturation in interview 11. Data analysis in three stages of open, axial and selective coding led to the extraction of 98 concepts, 19 sub-categories and finally 7 main categories from the integration and classification of concepts. Based on the proposed model, the general and specialized competence as a core category; individual motivators as causal conditions; The organizational contexts as a context conditions; cultural change as interferer conditions; competent-oriented strategies are considered as a strategy and finally Cultural transformation and development as a result of the implementation of strategies.

This study was conducted with the aim of providing a model for the appointment of managers with an emphasis on talent management in the Ministry of Health and Medical Education.

This research is applied in terms of purpose and descriptive-survey in terms of method and a qualitative-quantitative research in terms of tools. Data were collected in three stages: model design, synthesis of studies, selection of desirable criteria of the Ministry of Health and Medical Education, and conducted among 351 managers and staff of medical universities. Descriptive and inferential statistics were used to analyze the data using SPSS and Amos software version 18.

The appointment of managers with emphasis on talent management in the Ministry of Health, Treatment and Medical Education is examined in 5 dimensions. The variable of talent development with a standard coefficient of 0.981 is the highest rank and respectively the maintenance of talent with a standard coefficient of 0.944 in the second rank and the use of talent with a standard coefficient of 0.934 in the third rank and the recruitment of talented people with a standard coefficient of 0.876 is in the fourth rank and identification and segregation of talented employees with a standard coefficient of 0.649 is in the fifth rank.

In present study model of appointing managers by considering talent management in five dimensions of talent development, talent retention, talent utilization, recruitment of talented and identification and segregation of talented employees for policies and decisions managers' is presented.

The purpose of this study is to present a model of manpower talent management with emphasis on organizational culture in the Martyr and Veterans Affairs Foundation. In this research, a combined method (qualitative-quantitative) has been used. In the qualitative part, using the data theorizing method of the foundation, 13 experts of the Martyr and Veterans Affairs Foundation were interviewed. The results were categorized. In 136 basic codes, 40 concepts and 5 categories were categorized, which include, talent absorption factors, talent discovery and evaluation factors, talent development factors, talent retention factors and organizational culture factors. Also, in the quantitative part, a questionnaire was designed from the model designed in the qualitative part, and 124 questionnaires were filled out by random sampling from the staff of the Martyr and Veterans Affairs Foundation, and the model was validated using the structural equation method.The results showed that the factors of talent acquisition include: hiring, trying to use the facilities, discovering resources, discovering talented talents, authentication, professional interviews, reviewing scientific and executive records, willingness and interest in work, knowledge of organizational levels and It is the preparation of working conditions.