محمد رضادلوی

In today's era, transportation has found a special role and position as one of the most influential components and as one of the most important tools of development. The remarkable advantages of rail transport in terms of economic, safety and environmental considerations, along with the special characteristics of our country, have caused this method to be the most emphasized and the highest priority in the general policies and development plans of the Islamic Republic. Iran should enjoy. The method of this research is qualitative and grounded theory method (foundation data), which has been used in this research due to some of its special features. The statistical population consists of interviews with 12 managers, experts and key specialists in rail transport infrastructure, which means to analyze the data obtained from the interviews, using the qualitative-inductive, grounded theory method (including the steps of open coding, axial coding and selective coding). . The results include 19 general categories in the form of a paradigm model that these factors include causal conditions (general development; economic challenges; advantages and capabilities of the railway industry; a new approach to management), the central phenomenon (railway infrastructure management), background conditions (crisis management; development policies; human capital development; content dimensions), intervening conditions (transport economy; mental frameworks and assumptions; political interventions) and strategies (control strategy; development of capabilities; research and development of technology and innovation; management skills) and consequences (improvement; infrastructure development; management of transport capacities and capabilities).

Research indicates that the sustainability of contemporary organizations is contingent not only upon enhancing productivity but also on undertaking digital transformation initiatives. This study aims to identify the components of digital competencies based on employees' experiences within the banking sector.

The methodology employed in this research involves content analysis, supplemented by in-depth interviews conducted with 14 subject matter experts selected through purposive sampling. This sampling process continued until theoretical saturation was achieved. Data analysis was performed using Atlas TI 8 software, executed in multiple stages encompassing open coding, axial coding, and theoretical coding.

The results indicate that the components of digital competencies derived from employees' experiences encompass technological cognitive competencies, technical competencies, and operational competencies. These components were prioritized with technological cognitive competencies ranked first, followed by technical competencies in second place, and operational competencies ranked third.

To enhance the digital competencies within banking institutions, management should prioritize the various components associated with these skills in a systematic order.

The purpose of this research is the future study of human resource sustainability in Steel Industry: by ambidextrous learning. In terms of the type of result, this study is considered applied, and from the point of view of the goal, it is placed in the category of exploratory studies that have been carried out using quantitative and qualitative models. The present study does not follow one type of research method, but uses a separate method to answer the formulated questions according to each department. Therefore, based on the nature of collection, this study can be classified as mixed research. The statistical population in the qualitative part was 12 experts in the field of public administration, and in the quantitative part 25 human resource managers of companies active in the steel industry participated in this study. The result of this study in the qualitative part of the existence of 3 categories; There were 13 components and 47 themes for the development of human resources sustainability, which were confirmed based on Delphi analysis. Then, by selecting 2 factors from the total identified components as the basis of scenario creation, 7 themes identified as sub-factors of scenario creation were examined.

Intelligent human resource management is a new approach of combining two key elements namely human resource management and data analysis to improve processes and decisions, which helps organizations to transform their data in an intelligent way. The purpose of this research is to review the intelligent data-oriented human resources management system in open and public universities.

This research was based on the fundamental goal and the meta-analysis method was used. The investigated community included the research conducted on the subject in reliable scientific databases, which identified a total of 33 sources related to the desired characteristics. Open, central and selective coding methods were used to design the model.

The components of the final model included 15 themes, including: intelligent leadership, provision of strategic resources and targeted investment, suitable organizational architecture for training and recruitment and retention systems.

In order to realize intelligent data-driven human resource management, focusing on the identified components and operationalizing them in universities is of great importance.

Key employees play a vital role in the success of organizations due to their unique skills and characteristics. The purpose of this research is to identify and prioritize antecedents and consequences for identifying key employees in Iranian banks.

This research is practical in terms of purpose, and in this qualitative research, the statistical population was 17 high and senior managers of private and public banks who were selected until theoretical saturation and using the purposeful sampling method. A semi-structured interview and a fuzzy Delphi questionnaire were used to collect data, and its validity and reliability were confirmed. Atlas ti8 software was used for coding.

The findings showed that the antecedents for identifying key employees in Iranian banks include 14 factors and the consequences also include 14 factors.

The role of key employees in banks is very important. Considering the important consequences that banks will have as a result of the existence of such employees, managers should focus on the antecedents or influential factors in identifying key employees. 

Banks are aware that the role of performance management is very important for success in the service supply chain. Therefore, the purpose of this research is to design a performance management model in the service supply chain of private banks in the country with a systems dynamics approach.

In this research, firstly, in the qualitative part, the foundation data method was used to design the model, and an interview was conducted with 12 experts related to the subject until theoretical saturation. Then Vensim software was used to design the dynamic model of the system.

The findings of systems dynamics showed that there are four scenarios in the field of causal factors, intervenors, platforms and strategies for performance management analysis in service supply chain in private banks of the country.

The use of systems dynamics models can help to better and more transparently analyze the interaction between the components of the service supply chain. If each of the scenarios is examined and strengthened, performance management in the service supply chain will be improved.

This research was conducted to " investigate the effect of Islamic marketing ethics and convergence marketing on bank performance, taking into account the mediating role of service culture and the moderating role of organizational digital literacy in Sepeh Shahr Bank of Isfahan". In terms of the method, it is a descriptive survey of the correlation type with an applied nature and is cross-sectional in terms of time. The statistical population is all the employees of Sepe Bank Isfahan branches. The measuring tool of the research is Sundi et al.'s (2022) questionnaire for the variables of Islamic marketing ethics, convergence marketing, bank performance, and organizational digital literacy, and the researcher-made questionnaire of the servant culture. The validity of the questionnaires was measured by form and content methods and construct validity and Cronbach's alpha was calculated to determine its reliability. Its value was estimated to be 0.973. Data analysis was done using Spss26 and Smart Pls4 software. The Kolmogorov Smirnov test was used to check the normality of the data and the structural equation method was used to test the hypotheses. The results of the research showed that the ethics of Islamic marketing and convergence marketing affect the bank's performance and service culture; Also, organizational digital literacy moderated the relationship between convergence marketing and Islamic marketing ethics and bank performance, But servant culture is not a mediator in the relationship between Islamic marketing ethics and Bazarbabi convergence with bank performance. Therefore, it can be said that Islamic marketing ethics and convergence marketing with the moderating role of organizational digital literacy can guarantee the improvement of the bank's performance and help its growth and development.

The objective of this research is to develop a survey that focuses on the enhancement of human resources in an Iranian teaching hospital. 

This research employed a qualitative approach and grounded theory method in Iranian teaching hospitals. The study population consisted of professors, experts, and informants involved in the research subject, selected through snowball sampling. The sample size was determined using judgmental (purposive) sampling, and theoretical saturation was achieved after conducting interviews with 16 individuals. However, to ensure reliability, the researchers continued the interviews with 18 individuals. Data collection was conducted through semi-structured interviews.

The coding process yielded over 892 codes or primary concepts extracted from the interviews. These codes were further condensed into 272 secondary codes, 99 statistical concepts, and 33 categories, resulting in the final research model.

Transforming educational hospitals into teaching organizations leads to increased productivity, improved individual and organizational performance, strengthened culture of learning and teaching, enhanced personal and organizational knowledge, establishment of a development-oriented organization, and overall organizational improvement.Value: This research is the first study conducted in teaching hospitals on the topic of creating a teaching organization, providing valuable insights into the severe resource limitations in this area.

Today, technological changes have caused the development of knowledge in the field of technology in organizations, and managers need to use computer technology for the progress of the organization. In addition, the Internet has become an essential part of the work and daily life of many people. Spending work time for various non-work activities is called cyber loafing. The purpose of this research is to identify the factors and consequences of cyber loafing. The method of this research is a combination of qualitative and quantitative methods, which was done in the qualitative part by using the foundation data method and through interviews with experts, and in the quantitative part, through a questionnaire made by the researcher from the employees of government organizations in Isfahan city. The statistical population is the employees of twelve government organizations in the city of Isfahan, and the number of 363 people was determined based on simple random sampling. In order to analyze the data, exploratory factor analysis was used. Based on the results, the factors of cyber loafing in three categories: individual (personality trait, individual's attitude to work, individual characteristics, individual motivation, emotions, individual's perception of the environment, value and importance of work), group (communication, behaviors that promote social idleness) , contradiction and conflict), organizational (organizational structure, organizational policy and rules, dominant organizational culture, transformation and organizational technology) and individual, group and organizational consequences were identified.

Today, the increasing development of societies has led to the indiscriminate use of natural resources; Environmental degradation; various pollutions have been created and this factor is a threat to the sustainable development of these communities. Therefore, it is necessary for organizations as the largest members of communities to recognize the effects of their behaviors on the environment and to take measures to reduce the negative effects of these behaviors on natural ecosystems. The purpose of this research is measuring the sustainability of green human resource management in the steel industry.

 The methodology of this research is developmental and combined and based on the nature of the research, an attempt was made to identify the dimensions of sustainability of green human resource management based on Meta Synthetic and Delphi analysis in the qualitative part of the research. Then, in a small part, Interpretive ranking process and Mick Mac were used to identify the most effective dimension of green human resource management sustainability at the level of steel companies.

Fidings: 

These components were evaluated through Delphi analysis and the results of this section showed that all seven dimensions were approved. The results in the quantitative part of the research showed that from the total impact based on the pair scale between the components of the research, the percentage of the impact of the sustainability component of green professional identity flow has a more effective role in environmental sustainability than other components of green human resource management.

The identity of the green profession, which is based on the values of social contexts, can contribute to the sustainability of human resource management functions against the environment. In other words, the existence of stimuli arising from the functions of green human resource management will encourage adherence to values and social norms outside the organization, and this can pave the way for the formation of the dominant culture of green human resource management in the organization.

Employee relationship management forms an emerging trend in human resource management by building and maintaining personal and mutually valuable relationships with employees based on information technology. Employee relationship management can be a strategic tool and process to empower managers to manage resources. Considered human. The purpose of this research is to design a performance improvement model based on relationship management with the Foundation's data approach. The research method is qualitative-inductive and Strauss-Corbin's contextual theory is used. The data collection tool was a semi-structured interview, and the information using Open, central, and selective coding methods were analyzed. The participants were qualified subject matter experts in the National Bank of Iran, who reached the theoretical saturation level of data through snowball sampling. The results were presented with 10 general categories in the form of a paradigm model that Including the causal conditions (culturalization, interaction with organizational, structural human capitals), the central phenomenon (improvement of performance based on relationship management with Kaknan), background conditions (banking culture platform), intervening conditions (emotional management) and strategies (performance improvement, optimal The creation and structure is based on the management of communication with Kaknan and the consequences (improvement of the banking system, efficiency and effectiveness).

Digital Technology Transformation shapes business transformation in all dimensions. One of the most important dimensions that Digital Technology Transformation influence is Human capital and human capital strategies.This research is designed to make Human Capital Strategies Model based on digital technology transformation. The statistical universe contains 4500 experts, supervisors and managers of Iran Telecommunication Company and 354 professionals as a sample in 8 Telecommunication Province  For this aim, we used a mixed approach pattern that in the Section of quality research apply Grounded Theory for design research model and also in the quantity section apply statistical analysis that uses for model testing. Research model designed based on Strauss and Corbin paradigm model. For testing the model in the quantity section we used structural equation and confirmatory factor analysis.Human Capital Strategies Model with six dimensions is designed. Also shaping 11 Human capital strategies Based on Digital Technology Transformation. All of the hypothesis is accepted.In the end, modeling results show that Digital Technology, Organizational goals and strategies and Top Managers' commitment have a high influence on designing and implementing Human capital strategies also on Cognitive, Behavioral and Performance Consequences in the personal, group, and organizational levels. This research shows that the nature of Human capital strategies are changed and needs innovational strategies. We present these strategies.

This research designed to make Strategies Human Capital Model based on digital technology. For this aim we used mixed approach pattern that in Section of quality research, design research model and also in quantity section apply statistical analysis that use for model testing. Statistical universe contain 4500 expert, supervisor and manager of Iran telecommunication, company that have high skill and knowledge in human resources and digital technology. For gathering data in quality research used deep and semi structure interview and in quantity section we design questionnaire with reliability 98 percent. Questionnaire contain 98 question and distribution between 360 professional, person as sample in 8 province of Iran telecommunication company. In quality Section for data analysis and design research model, we used thematic analysis and in quantity section we used structural equation and confirmatory factor analysis. At the end, modeling results show that all of dimensions and hypothesis is accepted. We design 6 new human capital strategies.

In current age,one of the serious challenges facing managers is the organizational pessimism phenomenon and considered by many organizations. The purpose of this research is to identify the effective factors , consequences and design the native pattern of organizational pessimism in the companies studied. This research is in terms of purpose, is developmental and in terms of nature is scrolling. The method of research is done in two sections, quality and quantity .In the qualitative section, using the ethnographic method, the causative factors and the consequences of organizational pessimism, the identification and analysis of the data through the thematic analysis and the design of the conceptual model was carried out. In the quantitative part and using the abstract ladder, the research questionnaire was adjusted the effect of each of the variables identified in the qualitative section was tested. The statistical population of the research is the personnel of the electricity distribution companies in the province of Isfahan. For sampling according to the Cochran formula, 360 individuals were selected .. The validity of the questionnaire was confirmed by using structural equation model and reliability by Cronbach's alpha.. The results show that individual, group, organizational and environmental factors affect organizational pessimism .

Today, technology and its developments have become one of the most important elements of the strategic environment of the organization. What is causing concern among the managers of organizations is the prevalence of cyberloafing in organizations. Surely the cyberloafing phenomenon has consequences for the company in terms of cost and loss of working hours but if done properly and toward the goals of the organization, it can lead to positive results. The purpose of this study is to identify the causes and consequences of cyberloafing and to provide strategies for better management of this phenomenon. The research method is divided into two parts: qualitative and quantitative. The qualitative research was done by interview with thirteen staff members who provided sufficient information in the field. They were interviewed and a paradigm model was obtained by using the data theory approach. In the quantitative section, a researcher-made questionnaire was used to test the model. Its validity was confirmed by the supervisors and advisors. Cronbach's alpha coefficient was calculated to be 0.866 for reliability. A total of 363 questionnaires were randomly distributed among the employees of government agencies. In the qualitative part, the factors that have contributed to the prevalence of cyberloafing, and the consequences are also classified into three groups: individual, group, organizational. For cyberloafing management, strategies for managing organizational resources and evaluating the performance and design of management mechanisms, deductions, proper use of the internet and job satisfaction were suggested.In the quantitative part, the hypotheses from the model have been confirmed

The present study seeks to identify both the effective factors, context, and conditions which help bring about organisational optimism and its outcomes as well as the ways to increase this phenomenon, thereby designing a customized model of organisational optimism in the case study companies. This study is developmental In terms of purpose and it is descriptive survey in terms of nature. The research method has been done in two parts of qualitative and quantitative in terms of mixed method. In the qualitative phase of the study, the factors creating organisational optimism and its outcomes were identified; then the relevant data were analysed using Braun and Clarke's thematic analysis in order to design the conceptual model. In the quantitative phase, a questionnaire was designed using abstract laddering so that it would test both the validity of the proposed conceptual model and the effects of each variable identified in the qualitative phase. The sample size was calculated by means of Cochran formula, according to which the questionnaire needed to be administered to at least 360 respondents. The content validity and construct validity of the questionnaire were confirmed by using structural equation model (SEM) and its reliability was confirmed through Cronbach's alpha. Data analysis and hypothesis testing were conducted using descriptive and inferential statistics, which entailed use of SPSS and AMOS software as well as confirmatory factor analysis and path analysis methods. The results of the study indicated that since the critical path value of all the hypotheses except hypothesis eight is more than 1/96, therefore, at the 95% confidence level, these hypotheses are confirmed. The results of the qualitative and quantitative phases of the study indicated that four variables, consisting individual, group, organisational and environmental factors, along with their sub-variables could influence organisational optimism and understanding the factors influencing organisational optimism and applying the solutions proposed in this study can help reduce organisational pessimism and increase organisational optimism.

the complexity of competition environment and increase in customers’ expectations declares the necessity of  organizations’ performance measurement to be sure about its strategies. One of  the important  management tools for performance measurement and  also strategy execution in companies is balanced scorecard that helps managers to control and refine their key activities.

The goal of this research is evaluation of Innovation strategy effect and its guidelines on performance according to balanced scorecard quadruple dimensions in Esfahan Electricity Power Distribution Company as a main  electricity power distribution company in country.

The nature of this research is descriptive and its method is survey. The research statistical population is 150 people of Esfahan Electricity Power Distribution Company’s managers, chairmen, and experts which were chosen by random sampling method and 100 people were chosen by Cochran's C test as a sample size. The data collection tool is survey which its reliability was confirmed by Cronbach’s Alpha. Multiple Regression Analysis and SPSS software are used for data analysis.

Research results represents the definite effect of aggressive, defensive, futurity and proactiveness guidelines and also the relative effect of analytic and risky guidelines on performance of Esfahan Electricity Power Distribution Company.

One of the new ideas of leadership that emphasizes the active participation of all employees in different activities, leadership is shared. Leadership feed all employees play an active role and to organizational goals attempted and in the meantime one of the most important determining factors in leadership effectiveness, success in influencing people and managers of successful has the ability to impact both on the and on the upper arms and the Hmpaygan simultaneously be used. This study aimed to investigate the relationship between the three dimensions of collective leadership with soft and hard tactics to influence the staff's Esfahan Steel Company.data were collected by a researcher-made questionnaire drawn through the ladder of abstraction that validity and reliability was approved.

The method equation modeling, to analyze data and research results show that the dimensions of collective leadership ambiguous task, task cohesion and indoor tactics came in soft and hard, which consists of commitment, consistency there is a positive relationship between resistance and solidarity.