ندا محمداسمعیلی

In today's rapidly evolving digital era, the prevalence of smartphone usage among individuals in various contexts, including both social and professional environments, is witnessing a remarkable increase. This trend is particularly noteworthy in workplace settings, where smartphones have become universal tools offering numerous significant advantages. These benefits range from improved communication and accessibility to vital information to enhanced productivity and collaborative opportunities. However, alongside these advantages, the use of smartphones in professional contexts is also associated with a range of potential drawbacks. These disadvantages can manifest in forms such as distractions, disruptions in work-life balance, and potential breaches of workplace confidentiality. A thorough review of literature focusing on the effects of smartphone use in work environments, particularly in Iran, has identified a notable research gap. Accordingly, this study aims to address this gap by comprehensively describing the effects of smartphone use in the workplace. Additionally, it seeks to propose viable solutions aimed at reducing the excessive use of smartphones in professional settings.

This applied research adopts a positivist philosophy and a comparative approach. It is a descriptive, survey-type study using a unique quantitative method. The research examines the status of variables and their interrelationships, utilizing an online questionnaire for data collection. The study's statistical population included 1700 employees from the First Companion Company, with 313 responding to the online questionnaire. Data analysis was performed using SPSS 27 and Smart PLS 3 software.

The overarching importance of technology in modern life, particularly the role of smartphones, is undeniably significant. The advantages of smartphone use are multifaceted, prominently including their role in facilitating communication and enhancing understanding of work-related tasks. Employees find smartphones indispensable for their daily work interactions and responsibilities. However, the challenge of maintaining a psychological separation from work and phone use is significant. This challenge often leads to a pervasive feeling of constant connection and escalating work pressure, which can adversely affect employees' work-life balance. The resultant anxiety and stress can be substantial, adversely affecting various aspects of work life. This includes detrimental effects on work attitudes, such as job attachment and the onset of job burnout. The findings of this study clearly indicate a positive correlation between the use of smartphones in the workplace and the increase in stress and job burnout. Additionally, the study explores how stress consequent to smartphone use impacts job relationships and contributes to job burnout.

The research findings indicate that the indirect effect of smartphone usage on job attachment, mediated by stress, is negatively significant. Conversely, the impact of smartphone usage on job burnout, with stress as a mediating factor, is observed to be positive. These results suggest that the use of smartphones, considering stress as a mediating variable, can lead to a reduction in job attachment among employees. Conversely, it can also contribute to an increase in job burnout. Lastly, the study concludes that smartphone use in the workplace positively influences job burnout, while its effect on job attachment is not significant.

Electronic education and learning is one of the subjects which has recently received great attention in the educational system. Hence it is important to investigate the factors that have a significant impact on the success of the electronic education process and lead to the improvement or reduction of the quality of this educational system. In this regard, the present study ought to provide a comprehensive classification of effective factors in the e-learning system by using the mixed method. First, this study by using the mixed method (theme analysis) method, tried to provide a comprehensive classification of effective factors in the e-learning system, and then by using TOPSIS method the factors were ranked. With regard to the goal, this was an applied research and in terms of time it is a cross-sectional. The participants in the research were employees, professors and students in different fields of Tehran University. 15 individuals were selected after theoretical saturation and the data was collected through semi-structured interviews. By analyzing the obtained data, 43 organizing themes were extracted from the codes, and with further consideration the researchers reached 6 main and comprehensive themes. As the result of ranking revealed, the factors including standardization of e-learning, content interaction, documentation and monitoring of education, and the factors of pedagogy and educational design have the greatest impact, and the factors including increase in perceived usefulness, personal and skill improvement, and network learning have the least impact.

Sustainable Human Resources Management (SHRM) is a new paradigm in human resource management research that has become one of the most important international study trends in recent years. The investigations carried out indicate the lack of stability of human resources in the three stock exchange organizations studied in the framework of the Iranian Capital Market. This research has identified and analyzed the leading factors or the facilitators of the implementation of this paradigm in line with its application in these organizations.

Design/ methodology/ approach: 

This research has a qualitative approach and was done by “Theme Analysis” research method. Data were collected through semi-structured interviews and a total of sixteen experts HR and financial management from three organizations participated. To evaluate the quality of the research (validity and reliability), Lincoln and Guba's method was used.

From the text of the interviews, 125 key points were extracted. Then 5 main themes and 21 sub-themes were extracted. At the end, the analysis of themes was presented according to the conditions and context of the studied organizations.

Limitations & Consequences:  

The main limitation of the research is the lack of detailed ranking of the themes and sub-themes according to the priority and emphasis of the participants. Another limitation is the lack of designing a sustainable human resources implementation model in these organizations.

Practical Consequences: 

 This study can help the application of sustainable HRM and improve HR processes by analyzing the status of HRM and context analysis in the studied organizations.

Innovation or value of the Article: 

 Covering the theoretical and practical gap in previous researches by explaining the components of HR sustainability in stock exchange organizations and also explaining the environmental and institutional background components with a sociological approach.Paper Type: Research Paper

This study primarily seeks to investigate the relationship between the perceived communication characteristics of the organization's social media page and the job pursuit intentions of job seekers. It also tries to find the mediating role of organizational personality in the association with perceived communication characteristics of the organization's social media page and job seekers' job pursuit intentions. Based on signaling theory, we propose that job seekers rely on perceived communication characteristics of a social media page (social presence and informativeness) as signals of the organization's personality (warmth and competence), which in turn relate to job pursuit intention.
To achieve this purpose, we used the correlational research design of the quantitative method. We carried out an online survey and the research model was tested by distributing a questionnaire among 384 final-year undergraduate and postgraduate students or recent graduates from universities. A simple random sampling method was used to select students. After answering the demographic questions, the respondents visited the company's Instagram page through a link and completed the questionnaire after viewing the page. SPSS 24 and LISREL 10.2 software were used for data analysis.
 
The findings showed that there is a relationship between the perceived communication characteristics of the organization's social media page (perceived social presence and perceived informativeness) and job seekers' job pursuit intentions through the mediating role of organizational personality (perceived organizational warmth and perceived organizational competence). Based on the achieved results, any decrease or increase in the perceived social presence and perceived informativeness on the organization's social media page would decrease or increase the perceived organizational warmth and perceived organizational competence of job seekers. Job seekers view an organization's social media page with unrelated or less relevant information as an indicator of disorder, which may be influential in their overall perception of organizational competence. On the other hand, the applicability of the information on the social organization page affects the perception of potential applicants about the quality of the company.
This research provides interesting implications for organizations trying to recruit talent. The findings suggest that organizations can signal their employer brand personality through their own social media page, which in turn positively relates to job pursuit intentions. Based on these findings, organizations need to find out which social media platforms their target groups use to look for information about potential employers and to create and maintain a page on those platforms. Organizations that want to increase potential applicants' perceptions of the organization as a warm employer, should create a page high in social presence. To strengthen the signals a social media page conveys, organizations should act deliberately on what and how they communicate on their page and how this can be interpreted by potential applicants. To this end, the collaboration between an organization's communication or public relations and the recruitment department seems crucial.

The main purpose of this research is to investigate the effects of social comparison on feedback acceptance by mediating justice perception in the public sector (Pars Oil Company).

This research is quantitative and is categorized in terms of purpose as applied research. The statistical population of the research is the staff of expert levels and above of Pars Oil Company refinery with 220 people and the number of sample members based on Cochran's formula calculations (95% confidence level) is 132 people. In this research, a simple probabilistic sampling method has been used. Data were collected from two methods of library and field (questionnaire) and its analysis was performed using Pearson correlation test, structural equation analysis and Baron and Kenny method through SPSS and SmartPLS3 software.

According to the results, social comparison and performance appraisal scores have a significant effect on employee feedback. The mediating effect of the perception of justice in the relationship between social comparison and feedback is significant and complete, and this effect is significant and partial in the relationship between performance appraisal score and feedback.

Social comparisons and performance appraisal scores affect employee feedback. In this regard, providing feedback to individuals, especially female colleagues, should be done in more detail and accuracy, and also all the steps of evaluation should be clearly stated. Also, according to the effect of evaluation score on feedback and that acceptance of feedback in people with lower evaluation scores is usually more difficult, it is recommended that in feedback sessions to these people, try to provide objective information on performance, performance improvement and development methods. Emphasis on performance management development goals is also very effective. Employee personality traits should be accurately identified and feedback should be provided in accordance with the personality profile and needs of individuals.

Nowadays, organizational change has become a vital issue at workplace. The changes that are usually initiated to have positive results on employees behavior, may result in negative consequences. The more complex these changes, the greater the likelihood of ambiguity and error to occur. The occurrence of an error may creates negative emotions, which in turn lead to more errors, and eventually, a vicious cycle is created. Employees resilience and their ability to learn from errors will breaks up this cycle. The purpose of this study is to examine the role authentic leadership plays in employee resilience and their learning from error. This research has been carried out in an auto parts manufacturing company with a statistical population of 200 people and a sample size of 155 people. The research is exploratory from purpose dimension, applied from audience and cross sectional from duration.  We used quantitative data obtained from standard questionnaires and analyzed it by SPSS software. The results of the study, reveal that all hypotheses were confirmed and all research variables have a significant correlation with each other, that is the authentic leadership has a positive effect on both resilience and error learning variables, and the resilience has a positive mediation role between authentic leadership and learning from error.

Nowadays, most of the organizations have realized the importance of a customer-oriented approach for maintaining their position on the market; therefore, one of the main concerns of managers is the development of customer-oriented behaviors. On the other hand, the main factor in shaping behavior in any organization is organizational culture. Recognizing culture is important because it includes a set of factors that, if not understood, can eliminate any attempt to direct the behaviors toward desired goals. Thus, the development of customer-oriented culture is the first step in developing customer-oriented behaviors and institutionalizing these behaviors in an organization. The present study seeks to identify the mechanisms for developing a customer-oriented culture.
The approach of this research is the mixed approach. By the means of questionnaire in the quantitative section, various dimensions of the customer-oriented culture were identified. Also, in the qualitative section, semi-structured interviews were conducted with 176 employees by means of interviewing tools in order to understand the effective mechanisms for developing customer-oriented culture.
Finally, four types of mechanisms were identified: human resources, education, communication and promotion.