abbasali hajikarimi

Today's organizations face unforeseen events that affect the workforce and the organization's performance and ultimately the organization's survival. The COVID-19 pandemic has created a challenging environment, especially in the field of human resource management, and has increased the need to implement technical, physical, psychological, and social activities for human resource management. On the other hand, due to the rapid development of technology and information and the fierce competition of organizations, the stress of people at work has increased, and concerns for the mental health of employees have become more important. The COVID-19 pandemic and the stress and anxiety caused by it can negatively affect the working lives of employees and disrupt the company's performance, so as to prevent the process of knowledge sharing, which is the essential need of any organization to survive in the tight competition of today's world. Therefore, the purpose of this research is to investigate the effect of socially responsible human resource management on knowledge sharing and fearlessness of external events with the mediating role of perceived respect and organizational trust and the moderating role of role conflict and role ambiguity during the outbreak of COVID-19.

Design/ methodology/ approach: 

 The current study in terms of paradigm; post-positivism, in terms of approach; quantitative, in terms of purpose; practical, and in terms of method; It is a descriptive survey. The statistical population of this research includes 2350 employees of Megamotor Company, and the sample size was determined by using the power analysis method to be 226 people, and considering the expected return rate of 0.7, in order to avoid reducing the generalizability of the sample, it was increased to 323 people. Finally, after the necessary pre-processing, the data of 319 people entered the process of descriptive and inferential analysis. The sampling method is also simple random. Inferential analysis was done through structural equation modeling with the partial least squares variance-based approach in the SmartPLS software version 3.3.9 due to the presence of quantitative constructs as moderators.

 All twelve proposed hypotheses were confirmed, among which the effect of socially responsible human resource management on organizational trust has the highest path coefficient (0.747). In addition, promoting perceived respect more than organizational trust can help improve knowledge sharing and fearlessness of external events. In other words, the implementation of socially responsible human resources management policies through creating an environment based on respect and trust as a complete mediator role transfers its effect to the final endogenous structures of the model. Increasing role ambiguity can reduce the impact of socially responsible human resource management policies on organizational trust. Similarly, role conflict is able to reduce the effect of socially responsible human resource management on perceived respect.

Limitations & Consequences:

 The limitation of this research is that it is carried out in a specific organization, which makes it difficult to generalize it to other organizations. Therefore, conducting studies in this field in other organizations is recommended. On the other hand, the use of questionnaires to measure people's attitudes is one of the other limitations of this research.

Practical Consequences: 

The prerequisite for the success of an organization is the success of knowledge-based agents in that organization. In this regard, managers should pay attention to the issue of increasing the motivation of employees and creating interest in them to share knowledge. Knowledge sharing plays an important role in innovation and improving the organization's competitive advantage. If organizations provide the necessary infrastructure for knowledge sharing, they provide a platform for sharing and applying knowledge to a large extent. Socially responsible human resources management activities, including communication between compensation and performance evaluation, transparency in performance evaluation criteria, lack of gender and ethnic discrimination in performance evaluation, and long-term attention to training, lead to increased employee trust and employees' voluntary willingness to share knowledge. By implementing socially responsible human resource management policies and, as a result, creating an atmosphere full of respect and trust, it is possible to reduce the stress and fear of employees caused by external events and strengthen action and knowledge sharing.

Innovation or value of the Article: 

So far, no research has investigated the impact of socially responsible human resource management on the two variables of fearlessness of external events and knowledge sharing. Also, the effect of variables of organizational trust and perceived respect as a mediator in the causal relationship between socially responsible human resource management and knowledge sharing and fearlessness of external events and the moderating role of role conflict and role ambiguity have been examined in this research for the first time.

the main purpose of this study is to investigate the impact of driving forces for green innovation including corporate environmental ethics, stakeholder view and market demand for green product on performance with the mediating role of green innovation and the moderating role of management commitment, training and HRM practices on these relationships. Data collected from a sample of 126 respondents working in Iran Ferrosilice Company were used to test the proposed relationships. PLS software has been employed in order to analyze the data and test the hypotheses. The final results of the research indicate that all the hypotheses except one of them are confirmed. Effect of the driving forces for green innovation on green innovation and performance, an effect of green innovation on performance, the moderating role of management commitment on the relation between green innovation and performance and also the moderating role of training and HRM practices on the relation between green innovatin and performance were confirmed. The moderating role of training and HRM practices on the relation between driving forces for green innovation and green innovation was rejected. Based on the path coefficients, the results showed that the driving forces for green innovation have the chief effect on green innovation and the lowest one is related to the moderating effect of green innovation and performance by training and HRM practices.

The main purpose of this study is to investigate the effect of social media advertising features including interaction, enjoyable motivation, expected performance, awareness, habit and perceived communication on the intention of young customers to buy in the electronics industry. The statistical population of the study is the customers of Digikala and young people (between 18 and 35 years old). In order to select the sample using stratified and random sampling method, the index-to-latitude ratio formula proposed by Bumsma (Westland, 2010) has been used. According to this formula, for 31 questions and 7 variables, at least 100 samples need to be collected. Finally, 143 questionnaires were collected online. This research is applied in terms of purpose type and descriptive-survey in terms of nature. PLS software was used to analyze the data and test the hypotheses. The results confirm the hypotheses of the effect of expected performance on purchase intention, the effect of habit on purchase intention, the effect of interaction on purchase intention, the effect of interaction on enjoyable motivation, the effect of awareness on purchasing intention, the effect of perceived relationship on expected performance On the intention to buy, the effect of interaction on the expected performance, the effect of awareness on the expected performance and the effect of perceived communication on the intention to buy. Finally, according to the obtained results, it is suggested to the mentioned company to pay attention to the quality of the relationship, interaction with the customer, use of business intelligence tools, awareness and building trust in order to influence the purchase intention of young customers.

The capital of an organization is not just financial and physical capitals, rather personnel's knowledge capital is more important than that. In present time, knowledge as an important competitive advantage can play a key role in the success and decline of businesses. In competitive markets, many organizations deal with this issue. Therefore, the present study investigates the impact of marketing knowledge management on competitive advantage by considering the mediating role of variables of innovation capability and organizational performance. The statistical population of this research is the FMCG industry broadcasting companies in Iran. The 96 companies were selected by simple random sampling. Data were collected through standard questionnaire with 34 questions. The reliability of the questionnaire was calculated by Cronbach's alpha coefficient and its validity was measured by divergent and convergent method. Structural equation modeling (SEM) was performed using PLS3 software to test the research hypotheses. The results showed that marketing knowledge management had a positive and significant effect on innovation capability, organizational performance and competitive advantage. Innovation capability also has a significant and positive impact on competitive advantage and organizational performance. Finally, organizational performance has a positive and significant effect on competitive advantage. Finally, practical suggestions were provided.

Compensation is the most important part of the employment relationship and is, of course, one of the heaviest costs of any organization. Human resource managers as well as management theorists have always sought to answer the question of how compensation for services affects people's performance. This research has been conducted to explain the relationship between service compensation and individual performance in response to this fundamental question.
This research was carried out using hierarchical regression method - based on real salary information. A questionnaire was used to collect data from 1950 employees of Mellat Bank throughout the country.
The results of this study indicate that the effects of pay for performance on employee performance are higher than fixed payments. In addition, self-success and the expectation of receiving rewards in the relationship between performance-based pay and individual performance play a moderating role. Also, based on the results of hierarchical regression, the mediating role of internal motivation in the relationship between payment and individual performance was not confirmed.
The relationship between payment and performance is positive and significant, and the effect of pay for performance on individual performance is more than base-pay. Self-efficacy also has a moderating role in the relationship between performance pay and individual performance. This is a major consequence of the pay structure of the banking industry in Iran (and of course most of the Iranian organizations).

One of the most important strategies of every organization is the decision to "build" or "buy" goods or services they need throughout the supply chain. The productivity of organizational costs is an important factor in attempts of organizations to achieve an appropriate level of outsourcing. The purpose of this research was to determine the correlation between strategic outsourcing and hospital supply chain performance.
This was a descriptive-correlation research. The statistical population included the head and the deputies of private hospitals of Tehran (73 hospitals) with information about the supply chain of hospitals, with a sample of 129 individuals. For sure, 150 hospital outsourcing questionnaires were sent to top managers of 50 private hospitals in Tehran. From this total, 133 questionnaires were collected. The content validity of the instrument was confirmed by the focal group and the participation of 17 health education educators. To verify its reliability, Cronbach's alpha coefficient and composite reliability were used. The data were analyzed structural equation modeling with partial least squares approach with the SmartPLS3 software.
The results of this research indicate that there is a significant relationship between strategic outsourcing in hospitals and supply chain performance. Among the variables in the supply chain performance of the hospital, service performance management had the most significant relationship with the quality of the supply chain performance of the hospital.
Based on the results of this study, strategic development of outsourcing is suggested by recognizing the competitive advantages of hospitals, establishing strategic relationships with suppliers, and controlling and monitoring them, in order to improve the performance of the hospital supply chain.

In the era of global economy and technology enabled disruptions, career adaptability to the new demands of work i.e. cultural diversity of work groups, rapid changes in the work environments, and the nature of work, is significantly important. Career adaptability has significant and positive impacts on job satisfaction, career success, organizational commitment, and ultimately decreasing employee turnover. The present study intends to identify individual factors affecting the career adaptability of the employees of Shazand Petrochemical Company and in conclusion design a career adaptability model.
Case Study The statistical population consists of all employees and line managers of Shazand petrochemical companies in 1395 contains 2320 member. For sampling, stratified random sampling method was used. The number of sample is determined by 329 member using Cochran formula.
Materials and Methods This research is a developmental applied study. Research method is descriptive. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used. Alpha coefficient of questionnaire was 0.921. To respond to hypotheses, Confirmatory factor analysis and structural equation modeling techniques using partial least square method was used with the SMARTPLS VERSION 2 software.
Discussion and Results The results of structural equation shows that all individual factors have a significant positive impact on employee's career adaptability. Also, the results show the sum of the four factors of Personality, Career self-Efficacy, Emotional Intelligence, Spirituality and Occupational Hardiness explain 69.9% of changes in the career adaptability. emong these factors the personality with the 41% and Occupational Hardiness with 22% had the highest and lowest effect.
Conclusion Using the proposed model by this research, Shazand Petrochemical Company could improve their selection model for recruiting people who are most adaptable. This model could help maintaining and retaining key and strategic company employees.

The main purpose of this study is to exploring the antecedents and consequences of downsizing. The type of research is mixed method and was done with questionnaire and interview. Population of study was all employees of merged organizations that in the qualitative part 54 people selected and in the quantitative part 161 people was selected. Sampling done by available method. To analyzing in qualitative part them analyzing has used and in the quantitative part paired sample t-test has used. The result showed that employee is unsatisfied to this action and have negative attitude about it. From human capital perspective the most important factor in successful implementation of this strategy is the infrastructures and education and the important consequences are disappointment and pessimism in organization that damage the effective relationships and trust in organization.

Human resource Development (HRD) in each organization is the cause of durability and competitive advantages, so the top management of organizations faces two options: changing its own human resource as a resource with value-added capability, or to benefit from outsourcing strategy. Training and development department in National Iranian Oil Company (NIOC) is accountable for the development of human capital throughout planning of the staff affairs, job career planning, training & development, and also performance evaluating. Following this issue, the essence of comprehensive and permanent process is needed for evaluating current situation whether from the qualitative level of performance or practice of laws and advised Instructions. Regarding the special and unique conditions of this very important industry, it is emphasized on designing and applying comprehensive system full of control dimensions for comparing present condition with desired one for the human resource development Depts.; which is named auditing human resource development. Therefore, with the use of previous researches and interviews done with the NIOC HRD managers, a model with the contingent dimensions and categories for auditing three subsidiaries (training, evaluating and staff affairs planning) has been designed. The research is based on Mixed Research and at first; with the cumulative content analysis relevant dimensions and categories fitted for Auditing model are explanted. After that, for the purpose of verification of designed model and reviewing general situation, questionnaires among the HRD staff of NIOC were distributed and LISREL software was used for investigation. In conclusion, auditing outcomes were reported to the top managers and some suggestions for resolving problems and weakness points were offered to the related management.

Since 1960s, organizational commitment and its antecedents studied from a single– level view; but the study by taking multilevel approach received less attention. In this research, a conceptual cross– level model of organizational commitment antecedents proposed and tested. Data obtained from 461 faculty members of Tehran major universities. Hierarchical linear models examined using HLM6.08. Results showed that consideration has the most moderating effect and moderates seven relationships (e.g., relationship between organizational commitment and perceived management esteem). Participation in decision-making moderates six relationships (e.g., relationship between trust in management and perceived management support). Feedback moderates four relationships (e.g., relationship between organizational commitment and perceived procedural justice). Positive discipline moderates two relationships (relationship between organizational commitment and perceived management esteem and relationship between organizational commitment and trust in management).

Competitive analysis is an important element of corporate strategic marketing plan. Competitiveness in the tile and ceramic industry has been in tensing in recent years. A competitive analysis which has the structure and content for corporate executives can make proper planning in order to be profitable for its stakeholders. This research seeks to identify the components of the competitive analysis tile and ceramic in luxury market in terms of, industry experts. The research results of content analysis of twenty in-depth interviews with industry experts of tile and ceramic to identify these components in Tehran, Results indicated that the five major dimensions of product, promotion, place, price and competitive along with nine sub dimension: product quality, product variety, product brand, product knowledge, service during and after the sale, advertising, sales promotion, representatives distribution skills and distribution company skills,from the perspective of industry experts in Competitive analysis are important.

Nowadays, with the progress in science, technology, and industry, changes have taken place in people's lifestyles and the consumption of fast food has become common for different reasons. Owing to this, the present research was carried out in Tehran with the aim of understanding the consumption pattern of adolescents and adults and studying the differences in attitude between these two consumer groups.This research is a descriptive study carried out in Tehran using the clustering method with 384 participants. The data regarding the attitude of adolescents and adults were collected by a questionnaire, the validity and reliability of which were determined. The data were then analyzed using SPSS software, with Levene's test, T-Test and Pearson correlation coefficient. 49.5% of the participants were adolescents and the rest were adults.The findings showed that there is no significant difference between the adolescent and adult groups with regard to the internal and external characteristics of fast food, except for public brand image; however, there is a significant difference between the two age groups regarding attitude toward fast food. Moreover, the positive relation between customer satisfaction and internal and external characteristics of fast food and word-of-mouth intention was proved.

In today competitive environment, knowledge management and learning orientation are important agents in achieving competitive advantage. Also, for achieving these competitive advantages, companies should pay attention to customer and its retention. Customer relationship management is essential and inevitable for companie’s retention in markets. So, customer relationship management and knowledge management are one of strategic tools for all of companies. There are different studies that investigate failure rate in applying customer relationship management strategies. But there is a subject that wasn’t paid attention to it, the influence of this agents with learning orientation on customer relationship management success. Statistical population of this research is managers and employees of eight regions of Telecommunication company of Tehran. Then cluster sampling method was used and 381 sample is determined. After gathering data by questionnaire with five point likert scale, determined data are arranged and entered in spss software, and structural equation modeling method and PLS smart software are used for gaining last model. Results showed that learning orientation had the most influence on customer relationship management success and knowledge sharing and customer relationship management technology had the least influence on organizational variables and at last customer relationship management success.

The problem of this study is the suitable context and environment for dynamic capabilities. The main objective of this study is to evaluate the effects of similar dynamic capabilities in technological and market environmental dynamics. The company performance viewed as a consequence of dynamic capabilities and the moderator role of environmental dynamics were studied. The population of the research is manufacturing companies quoted in Tehran Stock Exchange. Performance data were gathered from Company’s financial balance sheet and the other variables from valid and reliable questionnaire (Cronbach's alpha, 93%). Two hypothesis tested dynamic capabilities impact on performance as well as the moderator of environmental dynamics on dynamic capabilities and performance relationship. The results show that environmental dynamics has positive moderating effect in dynamic capabilities and company’s performance relationship. Also the relationship between dynamic capabilities and performance is not significant in static environments, but significant in dynamic and relatively dynamic environment.

Forming of strategic alliances is one of the most important strategies of firms in the oil industry and its related industries. The performance evaluation is also an important field of study is considered. Hence the purpose of this study is to present a model of strategic alliances performance. 113 questionnaires distributed among firms participating in strategic alliances in the oil, gas and petrochemical industry and 73 usable questionnaires were distributed, returned. Latent variables are all in the range of acceptable reliability. To test the model, partial least squares method and Smart PLS-Graph software version 2.0 was used. The results showed that alliance experience has a positive effect on two dimensions of the alliance capability include of alliance mechanisms and alliance management capability. positive impact of Alliance management capability on operational capabilities and competitive advantage impact on performance was also confirmed. Separation of impacts showed that experience a significant impact on the performance of alliances.

Find a way to cope with the changing environments and organizational survival has become a major challenge among management researchers in recent years. The dynamic capabilities view has gained particular importance. Reviews of the dynamic capabilities literatures reveal that survey effects of environmental dynamism on dynamic capabilities, is one of the research requirements. This paper examines the relationship between dynamic capabilities and environmental dynamics. So, a model of dynamic capabilities (including sensing capability, seizing capability and reconfiguration capability) and environmental dynamics (including technological and market dynamics) constructs was designed. The data were collected from the questionnaire. Questionnaires were completed by senior managers of production company in Tehran stock exchange. We used SmartPLS. Results showed the relationship between environmental dynamics and dynamic capabilities as higher-level construct in the model is significant. Also, technological dynamics have positive impact on sensing capability, seizing capability and reconfiguration capability. Market dynamics have positive impact on sensing capability and seizing capability too.

Tourism industry has had an increasing growth rate in the past decade and has been a significant income source for many developing countries. But Iran, in spite of its rich and extensive tourism related assets, has had a small share of this global market. One of the strategies in attracting visitors for countries is Destination Branding. In this article, Isfahan city was selected as tourism destination and the tourists who have traveled to Isfahan in the first quarter of the year 1391 were chosen as the research community and then by the use of Cochran formula and convenience sampling, 384 questionnaires was distributed among them. At this article, the Amos software has been used. For testing research hypotheses, the structural equation modeling was applied. The results of data analysis represents that In order to creating a better brand in Isfahan city, managers of tourism industry should emphasize more on 3 independent variables i.e. destination brand awareness, destination brand image and destination brand quality. Among all the variables, destination brand awareness has had the most effect on destination brand value.

Research in dynamic capabilities as a field of research is at an early stage and many research questions are posed in this area. A necessary step to convert the dynamic capabilities to a theory is specifying a set of rules governing the relationships between constitutive variables. One of the most important relationships in this field is the relationship between dynamic capabilities and performance. Meanwhile، the mechanisms of dynamic capabilities'' effect on the firm''s performance are not well understood. Using data from the companies in Tehran Stock Exchange، this paper measures dynamic capabilities as a hierarchical construct with three underlying factors: Sensing Capability، Seizing the Opportunities Capability، and Resources'' Reconfiguration Capability. Then، path-structural modeling is employed to explore the relationships among dynamic capabilities and performance. The results showed that dynamic capabilities indirectly impact the firm''s performance through operational capabilities. Furthermore، the direct relationship between dynamic capabilities and performance is not significant.

Successful enterprises need knowledge and cognition of the effective sub-criteria of creativity and analysis of the relations between individual, organizational and individual creativity factors. The aim of this research is to investigate interactions among individual and organizational factors which affect individual creativity, and their influences on individual creativity within a knowledge-based research firm. For this purpose, data were collected from answers to a questionnaire by some 324 people of the enterprise’s employees. Research method of this article was descriptive-correlative. Focus correlation analysis was applied for evaluating interactions between the criteria. The results indicate that the “individual factors” are strongly correlated with “organizational factors”, while the organic structure has the most influences on individual creativity.

The rising number of food safety scandals during recent years has led to increased uncertainty about food consumption choices. Consequently, trust is an ever more decisive factor for success in food industry buyer-seller relationships and, hence, in the retail food market. The aim of this study is to identify variables related to consumer trust in food retailers. Only when consumer trust in food retailers is understood can retailers effectively apply corresponding strategies to secure long-term success. This study present the result developed and discusses some empirical finding from a survey of 385 customers in Shahrvand Chain Store in Tehran. Based on an established model of trust in organizations, questionnaire developed to test drivers (ability, benevolence, integrity, propensity to trust), outcomes (risk taking, loyalty) of specific trust in food retailers, as well as mediator (perceived risk). The empirical tests, using a structural equation model (SEM), support the research hypotheses. The questionnaire contains 24 items and the Cronbach's alpha of the questionnaire was 0/90. The results indicate the positive effects of ability, integrity of a food retailer on consumers’ specific trust.

Current research examines the impact of perceived justice (including distributivejustice, procedural justice and interactional justice) on perceived service quality andcustomer behavioral intentions (including word of mouth, trust and revisitintention).Statistical sample comprises 120 customers of Iran Insurance Company in Shirazholding automobile insurance and have record of visiting the company to receivecompensation. We have used correlation coefficient and linear regression analysis (bymeans of SPSS) to evaluate results of conceptual model. The results indicate thatprocedural justice and distributive justice can affect perceived quality. Since distributivejustice and procedural justice have significant effects on trust, word of mouth (WOM), andrevisit intention through perceived quality, perceived quality was found to be an important mediating variable. The effect of procedural justice on customer perceived quality wasstronger than that of distributive justice. In addition, the mediate role of trust between perceived service quality and WOM/revisit intention is substantial.

Organizational commitment is one of the organizational attitudes that have always been of interest to behavioral sciences and management researchers because of its impact on important behavioral outcomes such as absenteeism, turnover and delay. Since the 1960s, from a single–level viewpoint, the influence of several factors, including job factors, demographic factors and structural factors, on organizational commitment has been studied; but the impact of behavioral variables on organizational commitment offered in a single model with a multilevel approach has received less attention. By adopting multilevel approach, this research has examined the impact of perceived organizational support, perceived organizational esteem and participation in decision making on organizational commitment in a cross – level model. Data was obtained from 461 faculty members of Tehran universities and was analyzed using HLM software version 6.08. The results indicate that the faculty’s perceived organizational support and perceived organizational esteem affect organizational commitment positively. In addition, the faculty’s participation in decision making has both a directly positive effect on organizational commitment, and a positively moderating effect on the relationship between perceived organizational support and organizational commitment as well as the relationship between perceived organizational esteem and commitment.

The purpose of this paper is an ideal organizational strategic control function. Inferential and descriptive content analysis، qualitative and quantitative and ideal modeling are selected as the research strategies. In this paper three basic steps have been taken: The first step is to study and analyze the content of theories and models to determine the control functions. The second is designing the ideal type of reconstructed control based on content analysis of different views. The third is the analysis of the achieved ideal type based on the functional approach. A total of 7 controls and 6 functions for corporate control and three types of organizational control were deduced. Control is of three types، namely operational control (infrastrategic)، strategic control and suprastrategic control. Operational control and strategic control of three subsidiaries each have. In the article، researchers have proposed future research directions.

Today, customer's satisfaction fulfillment is considered as an important competitive advantage in dynamic environments. This study is to design a multi-dimensional model for measuring customer satisfaction in banking industry of Iran. The statistical population includes customers of public and private banks in Tehran. Data collection was conducted based on a cluster-sampling plan, and for data analysis and test hypotheses, ANOVA, confirmatory factor analysis (CFA), and structural equation modeling (SEM) soft wares such as SPSS and LISRELand PLS were employed. Results indicate that service quality has a positive and significant impact on customer satisfaction. Customer expectations did not influenced on perceived value and customer satisfaction. However, perceived value has a positive and significant impact on customer satisfaction. Customer satisfaction has a significant impact on trust and loyalty. Further, customer satisfaction has a negative and significant impact on customer complaints. Customer complaints have a negative impact on customer loyalty. Trust has a negative impact on switching costs and switching costs have a negative impact on loyalty. Trust is correlated to loyalty. However, trust could not positively influence loyalty. Finally, image has a positive and significant impact on customer loyalty.

This study aims to explore the impact of human resources investment on competitive advantage that incorporates human capital as a mediator variable. For this purpose a questionnaire was designed to collect data of the research variables. Validity and reliability of measurement instruments was obtained using confirmatory factor analysis. Questionnaire was then distributed among a sample comprised of 300 managers of pharmaceutical companies. Descriptive and structural equation model techniques were used to analyze collected data. Statistical analysis of collected data resulted in acceptance of all research hypotheses, and significant relationships among research variables were also observed. Based on the outcomes, from two components of human resource investment (internal and external), investment in human resources from external sources will explain further human capital variables in the level of organization and competitive advantage. Moreover, components of human capital in organizations, with relatively high correlation appeared to be good predictable of competitive