فهرست مطالب ندا محمداسماعیلی

Aligning artifacts with organizational values facilitates the successful implementation of organizational strategies. For this reason, designing and managing these artifacts is of utmost importance. However, only a few studies have examined how organizational values transform into cultural artifacts. The present research investigates the display of values in cultural artifacts using the House of Quality (HoQ) matrix. This proposed approach seeks to ensure the integration of cultural artifacts and enhance their strategic influence and alignment with organizational values.

This study follows a Design Science Approach (DSA) and has used the Peffers et al.’s (2007) six-step model, which includes “identifying problems and motivation”, “defining objectives and solutions”, “design and development”, “demonstration”, “evaluation”, and “communication”. A group of researchers, organizational managers, designers, product and service development experts, and organizational culture experts participated in the artifact design. Hamrah-e Aval organization was selected as a platform for displaying and evaluating the designed artifacts.

The House of Quality (HoQ) matrix, which transforms customer needs into product technical features, was used. The House of Ideas (HoI) and House of Communication (HoC) matrices were designed to transform organizational values into cultural artifacts. This tool helps transform organizational values into the features of the proposed idea, and, finally, the cultural artifact.

This paper introduces a methodological approach to transforming values into tangible cultural artifacts by developing the HoQ Matrix and designing two new matrices. With the help of these matrices, organizations can design cultural artifacts to institutionalize organizational values.

The experience of job seekers depends on the quality of their interactions with the organization and varies from positive to negative. Factors determining the quality of experience of job applicants: companies in the recruitment process use the processes, procedures and methods of recruiting applicants. The experience gained through these processes influences the applicant's future behavior and reactions and determines the status of the ongoing relationship between the applicant and the organization. Employers who are inclined to build a strong employer brand are more likely to invest their resources in this task and start developing a talent supply chain by improving their candidate relationships. The present study facilitates the employment of talented applicants in the retail industry and provides solutions to strengthen relationships with applicants. The purpose of this study is to find the effective factors in the candidate relationships and provide solutions to improve relationships with job applicants. This research is qualitative and is done by theme analysis method. In this study, the hiring managers of the retail industry, the managers involved in the hiring process and the job seekers of this industry have been interviewed. Twenty-four interviews were conducted and the concepts obtained from the interviews were categorized into three main themes: recruitment, selection and socialization. Out of the 24 interviews, 9 are specialists in hiring field and 15 are applicants for employment or are employment in this field. Also out of the 24 interviews, 5 were female and the rest were male.

In an annual survey conducted by Talent Board (2016), 41% of job seekers who had a negative experience, no longer intended to purchase the product of the organization they applied for employment or were unwilling to stay in relationship with that organization. Thus, it can be seen that the consequences of the applicant's bad experience are not only beyond the recruitment and talent acquisition processes but also can affect the overall performance of the organization.
The bad experience of the job seeker may both cause him / her to be excluded from the organization's customers or stakeholders and may cause negative consequences for the organization by publishing his / her experience in cyberspace, so the negative experiences of previous job seekers decrease CV submitted by potential applicants.
Research on Candidate Relationship Management has not portrayed the negative and positive factors affecting the Candidate Relationship Management and has not comprehensively and categorically identified the factors affecting the Candidate Relationship Management. Although little research has been done sparsely in this field, the study of factors affecting the Candidate Relationship Management is not comprehensive in any research. This study enriches the relevant literature in this field by identifying and categorizing the effective factors in Candidate Relationship Management.

The present study lays into the category of qualitative and applied research. This and so seeks a practical way to achieve improved Candidate Relationship Management. The research is interpretive and the research approach is inductive because Sub-themes were extracted from the concepts and the main themes were extracted from the sub-themes. In the inductive method, the coding process takes place without considering a predefined framework. The tool of this research is interview. Interviews are as a set of questions arising from the objectives. It is done orally. The interviews used in this study are structured and follow-up questions are used to clarify ambiguous answers. In this study, 24 interviews were conducted. Moreover, no new concept has been extracted from interview 19.

After identifying the important points of the interview, 96 concepts obtained. After categorizing the concepts, 26 sub-themes, 8 main sub-themes and 3 main themes were obtained. The highest frequency belonged to "selection" with 133 and the next belonged "recruitment" with 88 frequencies and finally "socialization" with 52 frequencies had the lowest frequency.
In the main themes; In "recruitment" the attractiveness of the job advertisement, the content of the job advertisement and the recruitment channel, which are sub-topics, have a great impact on creating a positive experience in the job applicants. In general, this theme has been mentioned 88 times.
In selection theme, the highest frequency in the sub-theme of the employee-finder with 83 frequencies and second place refers to the transparency of the job and it`s conditions and then the attitude of the employee-finder.
In socialization theme, the highest frequency is in the education and second place is educational content. After that, the trainer and the cost of education were the next priorities.

Factors influencing Explain three main factors; recruitment, selection, and socialization.
Recruitment stage: comprehensiveness of the advertisement, transparency of the job advertisement, discrimination in job advertisement, attractiveness of the job advertisement and …
Selection stage: Appropriateness of the selection tools In relation to the job, informing during the recruitment process, reducing the number of steps, reducing the process duration, the behavior of the company's employees, behavior of interviewer and ...
Socialization stage: type of in-service training, introducing of the company

Sustainable Human Resource Management (SHRM), as a new paradigm, has been one of the most important trends in HRM research in recent years. Human resource sustainability encompasses sustainability in three areas: Economic, Social and Environmental. Some studies show that sustainable HRM has not yet reached the implementation stage in Iran Securities and Exchange Organization, Iran Energy Exchange and Iran Mercantile Exchange as securities and exchange organizations in Iranian capital market; therefore, this study aims to support the application of this paradigm in these organizations by focusing on the social dimension. Methodology This research adopted a qualitative approach and was conducted using the "thematic analysis" research method. Data were collected through 16 semi-structured interviews involving a total of sixteen experts of HR and financial managers in three organizations. Ninety key points were extracted from the text of the interviews. Then, 5 main themes and 20 subthemes were extracted. At the end, the analysis of the themes was presented according to the conditions and context of the studied organizations. The results show that the attitude of the managers in the studied organizations plays a very important role in preventing the implementation of sustainable HRM. Also, other social, welfare and environmental inhibiting factors, such as governance policies, public culture and also the atmosphere in Iranian capital market, were also influential in this field and therefore were analyzed.

Employees, especially new generation employees, expect to progress steadily in their careers, and when they reach a stage where the job is not learned and their skills improvement is stopped or they are unable to advance in the organizational hierarchy, Plateau phenomenon occurs which can have many consequences on important attitudes of employees.Understanding the importance of attitudes such as job involvement and organizational commitment, this study investigates the impact of the plateau phenomenon on these two variables in Taraspay.The survey method was used to collect data with a questionnaire including 52 questions. A total of 14 hypotheses were examined, one of which was rejected and the effect of content, plateau on normative commitment was not confirmed.

Over the past decade, most organizations have seen an increase in organizational reengineering. Organizations strive to become more efficient by flattening the organizational structures and reengineering operations to maintain competitiveness. The restructuring has led to fewer vertical promotion opportunities for the employees.
On the other hand, simple job design, non-use of motivational approaches to job design such as job enlargement, job rotation, job enrichment, and lack of attention to the need for professional development of employees have made employees feel that their job is not enough challenging, it doesn't matter  enough and it don't use their potential. Stopping people in the hierarchy and feeling lack of skills and professional growth, referred to as plateauing, can have adverse effects on employees' attitudes, which in this article affect two very important attitudes for the organization. Job involvement and organizational commitment have been addressed.

Case study

The statistical population of this study is all personnel of the holding company and its subsidiaries. This holding is one of a series of State Pension Fund Holdings and is working in the field of construction and real estate. The total number of employees was 130 and 97 were selected by simple random sampling

The present study is applied in terms of purpose and is a descriptive-survey that describes the conditions and phenomena studied. The research literature was compiled by library method and data collection was done by questionnaire. Cronbach's alpha, composite reliability and convergent validity were used to determine the reliability of the constructs.

In this paper, 5 main hypotheses and 9 sub-hypotheses were investigated, with the exception of one case confirmed. The results are in line with many other studies conducted in different fields.

Failure to career management and creating a plateau for employees can lead to negative results and therefore organizations can take steps to reduce these negative consequences, some of which are most common: Job counseling (talk employees about current and future job activities and personal and professional skills development), succession planning, job planning workshops, multiple career paths, using team-based structures, job enlargement, job enrichment, job rotation and so on.

The survival of today's organizations in the competitive business environment requires recognizing factors affecting productivity. On one hand, improving the relationship between the leader and his followers has a significant role in improving the efficiency of the organization; on the other hand, the existence of envy at the workplace is one of the intangible factors affecting labor productivity and the productivity of the organization in general. This study aims at investigating the effect of the Leader-follower exchange on organizational envy, therefore, it is practical in nature, and based on the research question, the present study is considered exploratory in the first stage and hypothesis-deductive in the second stage. This study will be conducted based on mixed approach. The first stage of this study is to identify the dimensions of organizational envy and the impact of the leader-follower exchange on such envy, as well as to identify the factors for improving the relationship between the leader and the follower through the means of interviewing and collecting qualitative data. The second step is to verify the data collected in the first stage using a questionnaire. Statistical population of the research is the staff of the Iran's Melli bank. Required data will be gathered through interviews and then will be analyzed through theme analysis and factor analysis using SPSS software. Qualitative research findings identified components of organizational envy and two reasons for eliminating the reasons for improving the relationship between leader and member such as omitting organizational envy reasons and reforming the reasons of forming the inner-group itself. Moreover, the quantitative findings approved the proposed hypothesis in the qualitative section. The results of this study showed that the leader-member exchange of some people with their supervisor, affects the organizational envy of others. Also, leaders can improve their relationship with their followers by eliminating the reasons for organizational envy and modifying the reasons of forming the inner-group.

Today, organization have recognized the importance of innovation for long term survival and leading in the competition area, and innovation and creativity have became one of the concerns of managers. All managers are in search of innovative organization. However, the main question is why there are little innovations in organization, in spite of considerable effort. On the other hand, organizational culture is the main factor to form the organizational behaviors. So it is important to perceive the organizational culture because it contains a set up strong implicit and almost unconscious factors, that if they are not perceived can undermine every effort for directing organizational behaviors toward desirable goals. So, innovation culture seems to be the most important factor for emerging innovative behaviors. So the object of this research is to identify innovation culture development mechanisms. This research has been conducted using mixed method. In quantitative stage, the current state of different aspects of innovation culture has been identified using a questionnaire (420 questionnaires). And in qualitative part, 276 people participate in semi structure interviews on the mechanisms effective in innovation culture development. Eventually, have been identified two mechanisms that include various dimensions as innovation culture development mechanisms.

Presenteeism phenomenon is one of the common problems in contemporary organizations. It is defined as non-effective presence of employee at workplace because of illness and long working hours. Organizations inattention to presenteeism phenomenon would be a significant sign of low importance toward the employees’ health. Previous studies indicate this fact that presenteeism phenomenon has significant effect on productivity. This study aimed to identify the outcomes of the presenteeism phenomenon among hospital Namazi staffs and nurses in Shiraz City. This study conducted using qualitative methods (Grounded theory) by semi-structured interviews with fourteen personnel and nurses at Namazi Hospital of Shiraz. They were selected using the snowball method. In order to analyz collected data, open, axial and selective has been used. Based on the results of this study, the outcomes of presenteeism phenomenon identifies and classifies three levels of personal, organizational and societies and eventually presents solutions to dealing with the aforementioned outcomes.

First, to assess the existing culture, a questionnaire was used. At this stage stratified random sampling method and sample size was 3323 members of the company. In the next phase, challenges and obstacles and ways to overcome it were investigated. Data gathering tools in this phase was interviews (individual and focus groups) with about 330 people from three companies. So after analyzing the questionnaires based on gender, age, class and education, in any of the classes were identified existing culture and after analyzing the interviews, we classified the main challenges for the management of culture in three categories and ways to overcome it was divided into four groups.

In the last three decades the study on value and ethics has gained momentum in business and public organizations and become an ongoing subject of management studies. In the past, financial capital was a major factor to delineate a corporation standing, but, due to the recent worldwide corporate financial infringements, the value and ethical issues rose to one of the most debated topics in management theory and practice. This study aims to design and originate a corporate value scheme in Mapna Group. The research strategy was an action research. Data was collected during 1391 to 1394 by a vast semi-structured interviews, panel studies, and Delphi method. Because of the nature of the study, participants included the Mapna’s HR managers and experts; a number of university professors and doctoral students concerned with the field. Based on the literature, interviews and panel studies the initial value scheme was developed. Then, the scheme containing of three class of normative, cognitive and regulatory mechanism was validated by the consensus of experts who participated in a three round of Delphi questionnaire.

In the lieu of electronic technology، mobile learning has considered in management studies and education. The diversity and complex competencies of mobile equipment and its infrastructure make it very difficult to generalize the result of research. Hence، in this research we investigate the effectiveness of mobile learning in training and education. We have taken advantage of Kirkpatric training model into first level. The research population was Mehr Alborz virtual university and the sampling method was in order of simple random. The result of quantitative research indicates that there is no significant difference in learning effectiveness in intervention and control group. In the other hand The result of qualitative research indicates that SMS learning has satisfaction for respondents. The findings have a meaningful implication for higher education policy makers in student – professor''s relationship.

International competition for having a greater contribution in the world is ever increasing، thus human resource management plays an important role. In a knowledge-based economy، an all-out participation of women in different social arenas promises optimal utilization of all human resource potentials. In this respect، Iran has experienced an extensive presence of women in its higher education. Generally، the stronger the social identities of women، the better will the national objectives، as depicted in the country''s development plan، be realized. Therefore one of the essential challenges of Iranian managers is to reinforce the social identity in higher education institutions which train future human resource of the country. In order to identify the strategies of reinforcing social identity، the University of Tehran and Qazvin Azad University are chosen as research sample and data is collected through interviews and questionnaires. Twenty people are interviewed from each university and another 419 fill out a questionnaire. This research takes advantage of both quantitative and qualitative methods. The research findings indicate that the mean of the sense of national identity equals 3. 61 for University of Tehran whereas this figure stands at 3. 87 for Qazvin Azad University. Qualitative analysis of data suggest that physical، spatial and symbolic separation of girls’ and boys’ identities leads to a feeling of disappointment and frustration in girls and is detrimental to their self confidence، while destroying it. The lack of ability to link different identities is considered as one of the main causes of failure in balancing different social roles. Consequently، this gives rise to unidimensionality of girls and a poor self-esteem. In the light of this، presenting women who have succeeded in positively relating different identities is a way to reinforce and strengthen identity in women. Accordingly، the priorities of identity management strategies in universities are as follows: 1. Aggregation، 2. Combination، 3. Division، 4. Omission. Human being has a folded character، it doesn''t only possess one identity but rather it is made up of numerous complex identities. This is further complicated as humans can simultaneously hold social identity، corporate identity and individual identity. These identities are relative and are subject to change over time. This paper aims to identify and analyze dynamics of women in organizations، especially educational institutions، thus offering solutions for identity management.