فهرست مطالب farhad nejad haji ali irani

The purpose of this research is to design a strategic model of organizational communication with an emphasis on administrative health in the country's tax affairs organization. This research is developmental-applicative in terms of its purpose, and in terms of the nature of the data, it is of a qualitative type using the foundation data method. The statistical population of the research is specialists and managers of the Tax Affairs Organization and professors in the field of management. And it continued until the theoretical data saturation stage. Data collection was done through semi-structured interviews. To ensure the validity and reliability of the research data, two methods of review by participants and review by colleagues and intra-coder reliability were used. Data analysis was done by Strauss and Corbin method of Foundation Data Theory and using MAXQDA software. The findings showed that the model of organizational communication with an emphasis on increasing administrative health in the country's tax affairs organization consists of 6 main categories and 20 subcategories. The qualitative model of the components of organizational communication was designed with an emphasis on increasing administrative health in the country's tax affairs organization, taking into account causal conditions, background factors, appropriate strategies, intervening conditions. The results showed that tax affairs should have a healthy function, and for a healthy function, it is necessary to create a suitable organizational communication model with an emphasis on administrative health.

Designing and explaining the strategic thinking development model of Islamic Azad University administrators. The statistical population of this study is academic experts who have experience and education related to research in Azad University. The snowball method was used for sampling and the number of samples increased until reaching theoretical saturation, finally 16 people were selected as samples. To analyze the data obtained from the (semi-structured) interviews, the coding method has been used in foundational data theorizing. In this way, the data obtained from the interviews have been used from the three-step process of open, central and selective coding in accordance with the foundation's data theorizing process using Maxqda software for data analysis. The results of the research showed that the causal conditions include 1. individual factors 2. organizational factors 3. discourse creation. The central phenomenon includes the development of managers' strategic thinking, which includes 1. the individual dimension, 2. the intuitive dimension, 3. the systemic view. Contextual factors include 1. Cultural background 2. Learning environment 3. Psychological factors 4. Organizational independence. And intervention factors include environmental factors in two dimensions: 1: internal and 2: external. The strategies include talent management in two dimensions: 1: talent acquisition, 2: attraction and retention.Keywords: Strategic thinking, individual factors, organizational factors, discourse creation, Islamic Azad University

Rapid growth and innovation in digital technologies has fundamentally changed the competitive landscape and reformulated traditional strategies, processes and structures. In the digital world, almost anything can be done through a computer or smartphone. Digital entrepreneurship has brought many benefits to companies and society by capitalizing on this process. However, the factors that determine the success and development of digital entrepreneurship, as well as how they relate to each other, are still not clear. This study is important because digital environments are increasingly growing in most developing countries such as Iran. Such an environment is seen as an outstanding opportunity to promote digital entrepreneurship. The purpose of this article is to determine the factors that play an effective role in the development of digital entrepreneurship through digital literacy. These factors have been identified by reviewing the literature and articles of foreign publications in this field and categorizing these factors and then presenting a comprehensive model based on the obtained data, which has been used to analyze the data using SMART PLS 3 software. Also, the statistical population in this research is considered to be all graduates of Tabriz art universities and professors of these universities. The results obtained from the data analysis show that digital literacy (communication and collaboration, teaching and learning skills, information and communication technology literacy, digital research and information literacy) is one of the important issues related to the development of digital entrepreneurship.

One of the most important challenges of governmental organizations in the field of human resources is dwarfism, which in the long run causes the organization to face the problem of lack of required talents and the lack of systematic plans to ensure the continuity of leadership. Based on this, the aim of the current research is to design a dwarfism pattern in Iranian governmental organizations.

Design/ Methodology/ Approach: 

The strategy of this research is qualitative based on grounded theory. The statistical population of the research is executive managers and professors specializing in public administration. In this research, purposeful and snowball sampling was used to select the sample, which was achieved based on the saturation rule by conducting 17 interviews. Data were analyzed using Strauss and Corbin (1990) three-step coding method and MAXQDA 2020 software.

In this study, a total of 88 concepts in the form of 20 final sub-categories and 6 main categories, were found and they were: the politicization of the human resources management system, showcase management, Instability in the atmosphere of the organization and The antagonism of managers (causal conditions), merit phobia, Professional inefficiency, rejection of succession and administrative mercantilism (central category), ineffectiveness of the human resources recruitment system, lack of motivation of talented human resources and disregard for the growth and development of human resources (strategies/actions), short-sightedness of managers and interactions. limited and vague (intervening conditions), cultural, individual and social contexts (contextual conditions) and organizational numbness, organizational slowness, reduced efficiency and effectiveness of human resources and anti-elitism in the organization (consequences).

Limitations & consequences: 

The lack of easy access to experts due to the spread of the Corona virus was one of the limitations of this research.
Practical Consequences: In order to identify the dimensions and components of the dwarfism phenomenon in the present study, senior decision makers, policy makers and senior managers of governmental organizations should apply the necessary practical strategies to implement the research results.

Innovation or value of the Article: 

The present study is one of the less attention topics in the field of organizational behavior and human resource management and provides a model for it.

This synthesis research aimed to design an optimal model for measuring the human resources productivity in the East Azarbaijan Gas Company. The designed model was provided to experts for validation. The data were collected from related articles, books, and documents using databases and written resource centers. The statistical population included all valid scientific articles measuring human resource productivity. A total of 54 research articles were selected for final analysis based on inclusion and exclusion criteria due to regular searches in databases. The worksheet form designed by the researcher was used to collect the research information. The findings were analyzed using the seven-step model for the research synthesis by Marsh (1991) and open and axial coding methods. The views of experts, managers and employees of the gas department were used, and the content validity was 0.847 to determine the validity of the human resource efficiency measurement model. The results showed that the optimal model for measuring human resource productivity in East Azerbaijan Gas Company included five indicators of measuring services provided, customer perception and satisfaction, community improvement, unwanted results, and efficiency, each of which includes different components.

In today's competitive world, productive human power is considered the most important asset of the organization, which leads to changes in other organizational factors and fundamental consequences. The current research was conducted with the aim of designing and explaining the optimal model for improving organizational productivity in the Tax Affairs Organization. The research was carried out using the experience of management experts in order to design and explain the optimal model for improving organizational productivity in the tax affairs organization. In the current qualitative study with the grounded theory approach, which was conducted in 2019, 18 management specialists and expert employees were investigated in a targeted way until data saturation and compliance with the confidentiality of information and the possibility of leaving the study at any time. Data collection was done by semi-structured interview method and data were analyzed based on Strauss-Corbin method through MAXQDA software. In this research, 26 main categories out of 118 concepts have been obtained. Finally, causal conditions, central category, strategy, intervening conditions, context and consequence were extracted and a paradigm model for improving organizational productivity was designed. The findings of the research show that the improvement of organizational productivity in the tax affairs organization has not been paid much attention. It is suggested to the planners and experts of the organization to review and revise the existing programs more seriously, according to the results obtained from this research and other related researches.

Given the importance of performance management in improving organizational performance, the present study was conducted to design a model for performance management based on components of talent management.

This study was applied in terms of objective and mixed (qualitative and quantitative) in terms of research method. The population of qualitative study included literature on performance management based on the components of talent management during 2001-2021 and the population of quantitative study included managers and employees of the airports and air navigation of East Azerbaijan Province in 2021 (n=240). The sample size of qualitative study was n=30, and n=144 in quantitative study, who were selected as according to the table of Karjesi and Morgan by simple random sampling method. The tool of qualitative study was note-taking of the researches; and a 90-item researcher-made questionnaire in quantitative study, whose validity and reliability were appropriate. The qualitative study data were analyzed by coding method and MAXQDA; and quantitative study data were analyzed by exploratory factor analysis (EFA) and structural equation modeling using SPSS and LISREL.

The results of qualitative study showed that for performance management based on components of talent management, 158 indicators and 71 components were identified in 6 categories, including talent sourcing, talent retention, talent development, creativity and innovation, performance development and professional competencies. Also, the results of quantitative study showed that the factor load of all 6 categories and 90 items was higher than 0.50 and the reliability of all categories was calculated higher than 0.90 by Cronbach's alpha. In addition, the performance management model based on components of talent management had a good fit and this model had a direct significant effect on all six categories (P<0.001).

The performance management model based on the talent management components designed in the present study had a good validity. Therefore, to improve performance management, it is possible to provide the basis for improving the components of talent management.

The current research, which is of the grounded theory type, was carried out with the aim of designing a model for developing strategic thinking of Islamic Azad University administrators.

The statistical population of this research is academic experts who have experience and education related to research in Azad University. The snowball method was used for sampling and the number of samples increased until reaching theoretical saturation, and finally 25 people were selected as the sample. To analyze the data obtained from the (semi-structured) interviews, the coding method was used in the grounded theory. In such a way that the data obtained from the interviews have been used in the three-step process of open, central and selective coding in accordance with the grounded theory process.

The findings of the research indicated that the causal conditions include 1. Individual factors, 2. Organizational factors, 3. Discourse creation. The central phenomenon includes the development of managers' strategic thinking, which includes 1. Individual dimension, 2. Intuitive dimension, 3. Systemic view. Contextual factors include 1. Cultural platform 2. Learning context 3. Psychological factors 4. Organizational independence. And intervention factors include environmental factors in two dimensions a) within the organization and b) out of the organization. The strategies include talent management in two dimensions a) (talent acquisition) b) recruitment and retention.

As a result, human resource empowerment activities, job satisfaction and performance of employees increases because the role of employees in realizing the organization's goals increases as a result of their empowerment.

The main purpose of this study is to investigate the status of new leadership functions in government organizations in West Azerbaijan province and to provide an appropriate model for the development of the existing situation in those organizations. The present research is applied in terms of purpose and in terms of the nature of the subject and method, it is a mixed descriptive (quantitative-qualitative) research. This research has been done in two parts, quantitative and qualitative. The statistical population of this research is in the quantitative research section, managers, heads and specialized experts in government organizations of West Azerbaijan province; In the field of qualitative research, he is the director of government organizations, elites and university professors in West Azerbaijan province. To collect research data, in the quantitative research section, a researcher-made questionnaire based on the theoretical framework of "Sanjay Saxena and Pour Nima Avasti" was used and in the qualitative research section, open-ended questions were used through semi-structured interviews and focus group interviews. Descriptive and inferential statistics have been used to analyze the research data in the quantitative research section. In this framework, Kolmogorov-Smirnov was used to test the normality of the data distribution of the population, and one-sample t-test, t-student test, linear regression test, structural equation analysis, and confirmatory factor analysis were used to test the hypotheses. SPSS and AMOS software have been used in all calculations and tests. In the qualitative research section, open coding tables, conceptualization, thematicization, and variable (theme) construction have been used to design and present the main research models. According to the results of this research in the quantitative research section, government organizations of West Azerbaijan province use new leadership functions to a lesser extent than the average. In other words, the current situation of new leadership functions in government organizations of West Azerbaijan province is less than average; Based on the results of qualitative research, a model for developing the current status of new leadership functions in government organizations was presented. In the proposed model for government organizations, there are 14 main themes (main variable) and 39 sub-themes.

The aim of this study was to identify the dimensions and components of the promotion of senior managers in the Civil Service Management Law.

Design / methodology / approach:

The present qualitative study continued with the phenomenological approach in November 1397 on 29 experts and policymakers in the field of management by targeted sampling method and up to data saturation, with respect to confidentiality of information and the possibility of leaving the study at any time. Data collection was performed through in-depth and semi-structured in-depth interviews. All interviews were recorded and then, word for word, handwritten and analyzed.

By analyzing and integrating the main components, 8 main components were identified and by analyzing the main components, 46 sub-components were extracted. What is upgrading, why upgrade, factors affecting upgrade, feature of the law, right upgrade strategies, pathology of the upgrade law, the consequences of the right upgrade, the consequences of the wrong upgrade, were chosen as the main themes.

Limitations and Consequences:

Due to the multiplicity of research variables and the specific complexities of the research, other components of the variables should be carefully considered for future research so that the other relationships of the variables are more transparent and comprehensive. Practical implications: Organizational managers can motivate their employees to increase their knowledge and expertise to achieve the goal.

Originality or value of the article:

In this study, analyzing the answers of the interviewees to identify the dimensions and components of the promotion of senior managers in the Civil Service Management Law, job burnout, compiling pre-implementation regulations, efficiency, creating databases and updating in various ways are the most important components that should be promoted. Top managers in the Civil Service Management Law paid attention to them.

The purpose of this study is to investigate the effectiveness of corporate social responsibility model with a combined approach. In the qualitative section, 20 experts and policy makers in the automotive industry in the field of corporate social responsibility participated in semi-structured interviews. After the interviews, the concepts were extracted from the interviews by Maxqda software and the relevant codes were extracted and the main and sub-themes were achieved by establishing a relationship between the extracted codes in the open coding stage and removing duplicate indicators and merging similar indicators. Based on the research results, the components of social responsibility, economic responsibility, environmental responsibility, ethical responsibility, humanitarian responsibility, legal responsibility, brand awareness, brand loyalty, perceived quality and brand association were selected as the central phenomena. The results also show that corporate social responsibility improves internal processes by creating managerial commitment and empowering employees. Improving organizational processes will also improve social and environmental considerations, responsible actions, and consumer support behaviors for the brand. These factors lead to sustainable growth and development of the company and ultimately lead to improved brand equity.