فهرست مطالب jabbar babashahi

The success of organizations in achieving their strategies and goals requires alignment of HR systems, behaviors, and practices with business strategies, and this principle will be achieved in the beam of human resources architecture. Human resources architecture aims to draw major and minor directions of human resource management and Presentation of the integrated images from HRM performance. This study examined the architecture of human resource management in Saipa insurance broker company and its suitability of the desired state using the Lepak & snell (2002) model and also explained the typology of existing positions based on this model. This study was conducted by using the method of case study. The statistical population of the study is Saipa Insurance Broker Company in Tehran. The targeted Sampling method was used, a data collection tool was a questionnaire and descriptive statistics were used for data analysis. The results of this study show that, unlike the Lepak and Snell (2002) four-part model, most jobs in Saipa insurance broker companies are placed in two parts of the matrix that are contractual and commitment strategies. In other words, there is a difference between the ideal and the existing situation of human resource management systems in the company. Finally; Based on Job conditions, prescriptions of the subsystems in human resources were presented.

Today, one of the indicators of sustainable development in developing countries is entrepreneurship, and the expansion of entrepreneurial spirit in society has a positive and favorable effect on the economic and social growth of entrepreneurs. The aim of the current research is to extract the motivation model of entrepreneurial leaders, and therefore, considering the lack of theory and model in this field, the aim is to present the motivation model of entrepreneurial leaders. For this purpose, qualitative research based on Grounded Theorizing strategy (Glaser approach) was used and after deep analysis of interviews, extraction of codes and their cause and effect relationships, the motivation model of entrepreneurial leaders was extracted based on the framework of self-determination theory. The findings of the research lay the groundwork for identifying the main motivational drivers of entrepreneurial leaders and explaining their cause and effect relationships, explaining the central phenomenon (motivation) and the outputs and consequences of entrepreneurs' motivation. The results of this research can lead to suggestions to community responsible officials, entrepreneurs, and those interested in entrepreneurship. At the end, based on the findings of the research, necessary suggestions have been presented in three areas (Practical, Subject and methodological).

In previous HR strategies’ researches, turbulent environment in different models has been considered rarely. The goal of this research is to introduce a strategic framework for human resource management functions in turbulent environment. As paradigmatic point of view, method of this research is interpretive and in terms of strategy, it is qualitative content analysis. Gathering information method is library method and based on article review selected from reliable scientific databases. First, the concept of environment, turbulent environment and its different dimensions were explained. Then via selecting specific human resource functions, the relevant strategic framework in turbulent environment defined as findings of research. Findings of research are divided to two sections. First section states that among Mintzberg describing strategic schools, entrepreneurial school and learning school are applicable in turbulent environment. Prescriptive strategies can not still be applied. Aligned with aforesaid two strategic schools, second categories of findings which are HR functions are defined. Innovative oriented of performance appraisal, continues generative learning, making dynamic capabilities, scenario planning, multi-skill innovative recruitment, agile recruitment, multi-dimensional aligning incentives, temporary competitive advantages through reconfiguration, semistructure job design, autonomy, slack time, professional nomadism, fluid and creative job development, HR scalability are some instances in this respect.

There is a great deal of attention to talent management in competitive and highly competitive organizations. Talent development is an important component of talent management. The current research seeks to identify and prioritize talent development mechanisms. This research is descriptive and survey in terms of practical purpose and data collection method. The statistical population of the research is university and industry experts in the field of talent management. Non-probability and judgmental sampling was completed using the snowball method with a total of 14 questionnaires. The data collection tool was library and field studies, which were used using the opinions of experts from two researcher-made questionnaires.The first questionnaire is of the AHP pairwise comparison type, in order to analyze the data, the importance coefficient and the priority of the effective criteria on talent development mechanisms from the AHP hierarchical analysis method with Expert Choice software, and the second questionnaire from the TOPSIS decision matrix to determine the priority of each of the mechanisms. Talent development was used. The content validity of the questionnaire was confirmed by experts, and the reliability was confirmed by the inconsistency rate of 0.03, which was less than 0.1 according to the standard of the AHP method. The result shows that the highest power transfer criterion (knowledge, attitude, skill, behavior) was the least important among experts in terms of criteria and cost reduction criterion. The coaching, mentoring and project participation mechanisms were ranked first to third among other mechanism, as well as presentation-based approach last rank among the mechanisms of talent development.

Addressing the issue of establishing development-oriented structures, governments might face either of the following situations: they find themselves capable of engaging target society in programs and projects or they fail in doing so which would lead to independent actions by people themselves. Complex social problems and meanwhile population growth, would inevitably make primary governmental structures inefficient in achieving development objectives thoroughly, as a result governments should take active steps towards empowering and enlightening people in a way that they become capable of organizing their efforts in accordance with development objectives, public goods and public benefits. When underdeveloped societies find out about the influential role of non-governmental structures in the development process, governments would have two options: facilitating the engagement process for the society, or witnessing local societies authentically establishing bottom-up planning and implementation structures. Noticing the importance of organization and engagement seem much more crucial in case of villages, where in comparison with urban areas, suffer from deficiencies in engagement structures. This paper based on Hermeneutic analysis approach, takes advantage of literature study and two case studies of rural development policy making and implementation (European Union and Pakistan), in suggesting a theoretical framework for mobilizing social structures with the purpose of supporting development policies in Iran's rural areas.

Traditional defined benefit pension plans have gradually lost their dominance in the pension systems of many countries, and over the past few decades, there has been a gradual change towards defined contribution plans. Among the conducted studies, it is evident that there is a lack of attention to the management of certain partnership projects. As a result, this study seeks to identify the effective factors of the successful implementation of these plans by extracting the features of optimal management of certain participation pension plans. According to the purpose of the research, the meta-composite qualitative method was chosen and by in-depth review and analysis of the subject literature in the period of 1980 to 2020 and under the seven stages of Sandelowski and Barroso's meta-composite method and by using coding, the obvious concepts effective on the management of specific partnership projects were extracted. becameThe results of the analysis showed that in the field of optimal management of certain participation plans, 5 main categories including plan structure, plan investment, plan support policy, participation and its management should be taken into consideration. As a result, due to the role of various funds in these plans, its implementation and management are facing challenges and the success of the plan depends on a comprehensive and systematic look at the factors presented in this study

Paradoxes are one of the inevitable phenomena in organizational life that are manifested in the form of decision-making dilemmas. Managers experience paradoxical tensions in different situations and should be able to provide appropriate responses to resolve such tensions. One of these situations is the paradoxical tension of exclusive-inclusive talent management. The present study was conducted to discover the strategies for managing this tension. This research is practical in terms of purpose and is qualitative in terms of data collection method. The population was research and executive managers at different levels of the Information and Communication Technology Research Institute, and 28 of whom were selected using the snowball sampling. The data collection tool in this study was semi-structured interviews. The data obtained from the interviews were analyzed using the theme analysis method. The results showed that "the modifying factors of tensions" including "organizational justice", "the nature of interpersonal relationships" and "access to resources" will affect the formation of tension. In addition, two active responses including "acceptance" and "equilibrium and integration" as well as three inactive responses including "suppression", "separation" and "projection" were identified as tension management strategies.

The purpose of this study was to provide a conceptual analysis of the process of hope in organizations. The research method of this study was the textual strategy of grounded theory. Data from the previous research on this concept was collected from 76 papers, 2 doctoral dissertations, and 2 books, and was analyzed by coding technique. The identified 186 codes were categorized in the form of 61 concepts and 6 categories. The results showed that organizational hope was considered as a core category in the paradigmatic model of study, and the other obtained concepts were categorized as causal conditions, contextual conditions, intervening conditions, strategies, and consequences in the model. The causal conditions affecting organizational hope were divided into the two general categories of individual and organizational conditions, including mindfulness, interaction with challenges, and occupational characteristics. The organizational intervening conditions that influence strategies involved leadership style, perceived social and organizational support, the transparency of organizational policies, and perceived organizational justice. Some of the contextual factors identified included spiritual environment, the intimate atmosphere of the organization, as well as familial and organizational culture and environment. Strategies and consequences were divided into the two groups of individual and organizational strategies and consequences.

The ultimate goal of any pedagogy system is to create positive transformations in human and finding a desired identity for him/her in social and individual life. Undoubtedly, higher education system is not free from explicit and implicit transfer of certain norms and insights to learners. One of the goals of the higher education system is to educate learners who conduct scientific activities by using different thinking methods especially critical thinking. Thus, present study intends to examine the students’ critical thinking disposition and the relationship between dependent variable of students’ critical thinking disposition and independent variables of gender, age, educational field and educational grade. This goal was realized by using a survey and Ricketts standard questionnaire (2003). Respondents were students at Farabi Campus of University of Tehran. The basis of selecting the students was random sampling technique by which 346 subjects were selected and analyzed from students’ population (3550 students). Of the most important findings of the research, one can refer to the fact that students in research population tend to critical thinking. Additionally, research findings suggest that there is a significant relationship between gender, age and educational grade with students’ critical thinking disposition while no significant association was observed between educational field and students’ critical thinking disposition.

Achieving development alongside welfare is considered one of the main criteria of the power of countries. By virtue of unique authority, the public sector plays a significant role in increasing wellbeing. Thus, the aim of this research is to test relationships between variables with an emphasis on the role of human capital in promoting national wellbeing. The research methodology is correlation, and the primary sources of gathering data were international databases such as the World Bank, UNDP, UNPAN, etc. The analysis was at country level. Research results indicate that the public sector, with its unique human resource, can enhance the capacity for national competitiveness, improve good governance, and promote wellbeing.

Given the importance of training in organizations to adapt to environmental change, the main purpose of this study was training needs assessment of technical and vocational instructors in order to extract appropriate training courses for instructors. The research was selected based on the symbolic interpretive-paradigm, qualitative method and exploratory strategy. Necessary data was collected through in-depth interviews with 40 instructors. By content analyzing the data based on DACUM technic, 23 job tasks including preparation and compilation of educational topics, design and planning, participation in exams, course evaluation, comprehensive assessment, mastery of teaching methods and techniques, classroom management, modeling best practices, research and study, being responsive, helping to engage learners, transferring views, criticisms and suggestions to organization officials, training coaching, managing the purchase of training course items, managing workshop safety and health, field development, consulting and expertise, communicating with experts, development of communications outside the province, holding excellent classes, introducing organization and new tools and models, were extracted. In addition, instructors need 67 components of competence to perform these tasks. Based on these competencies, 110 training modules required by instructors were extracted. Finally, strengthening coaches' knowledge and communication skills were identified as the most important training needs.

The importance of human resource management subsystems to the policy environment has become very important. The world is moving more and more towards globalization and becoming increasingly competitive. Under these circumstances, some organizations will naturally be more successful than others in terms of the HRM package. The purpose of this study is to present the framework of HRM subsystems policy. From the point of view of research philosophy, this research is based on the philosophy of interpretivism, and accordingly, the applied approach of research is inductive approach, and finally, the research method is based on qualitative content analysis. In addition, this research in light of the purpose and general orientation is the fundamental. The source of data collection is documents, books and highly cited articles. The method of data analysis is theme analysis, in which the comprehensive theme (5 themes), the organizing theme (102 themes) and the basic theme (51 themes) are examined. These pervasive themes include the soft dimensions of human resources and the hard dimensions of human resources. The results of this study showed that human resource management subsystems can be divided into five subsystems: recruitment (6 themes), training and development (8 themes), performance appraisal (10 themes), compensation (15 themes) and labor relations (9 themes). Finally, some suggestions are made based on the research findings. Finally, according to the findings of the research and applied methodology, some suggestions have been made.

The Internet, social media, mobile applications, and other digital communication technologies have become part of the daily lives of people around the world. According to recent statistics published in January 2020, 4.54 billion people worldwide are active Internet users, encompassing 59 percent of the world population. Due to the importance of digital marketing for organizations and the critical role of digital marketing managers, the purpose of the present study was to design the competency model of digital marketing managers. This research was applied in terms of purpose. The research was conducted using the thematic analysis method. The sampling used in this study was cluster and snowball sampling methods. Data collection tools were in-depth interviews with digital marketing managers and experts (in fields such as IT, Internet retail, digital media, ICT, electronic learning, etc.). A total of 17 interviews were conducted until the theoretical saturation was achieved. After collecting data, the written interview codes were analyzed. The findings of the study (after conducting the three stages of open, axial, and selective coding) indicated that digital marketing managers’ competency model was formed with 114 codes and 26 concepts in three categories including technical-specialized competencies, human-behavioral competencies, and analytical competencies. The final model could provide valuable suggestions for designing recruitment systems, conducting needs assessment, redefining performance appraisal system, optimizing career path management system, etc.

Knowledge employees are the intellectual capital and the most important asset of organizations. Hence, their development and maintenance in the organization is vitally important. Because of this, special attention should be paid to the development of their competencies. The competency model is the essence of all human resource processes. So, this research is intended to identify the path career anchorage of knowledge workers on the basis of competency model in the Petroleum Industry Research Institute. Career anchorage in this study refers to a situation in which an employee establishes her/his position in the current job and tries to acquire the qualifications for the next position in her/his career path. Accordingly, with the help of experts and review of the theoretical literature, all of the competencies of the knowledge groups were classified into qualitative questionnaires in three different groups: management, researcher and faculty members. The research method involved a case study, and the data was analyzed by quantitative method. The statistical population of the research consisted of various groups of senior managers, experts, researchers, faculty members and advisors of the Petroleum Industry Research Institute. Purposeful sampling method and focus group was used for selecting the sample group. The validity of the research tools was confirmed as content validity. The stability method and internal correlation coefficient were used to measure the reliability which turned out to be 0.87. The results indicated that each group of knowledge workers have their own specific career path anchorage and the employees of each knowledge group have to gain the necessary points to stabilize themselves in the current position and upgrade to a higher level.

The main purpose of this study is to identify the consequences of the alienation of implementers from tax policies.

The research population consisted of tax auditors of the General Directorate of Tax Affairs of Qom province and the sample was selected through the purposeful sampling of the theoretical type. This research was basic in terms of purpose and data collection, it was descriptive. The data collection tool was an interview and the analysis of the data from the interview was done using the thematic analysis technique. Data analysis led to the formation of 14 sub-themes and 3 main themes.

The results of the data showed that the failure to implement tax policies, the inefficiencies of the Tax administration in achieving organizational goals and formation of Inefficient organizational outcomes are consequences of alienation of implementers from tax policies in Iran

Few studies have been conducted on public policy alienation. These studies have identified a few consequences. Nevertheless, other consequences have not been seen. This study identified other consequences of this phenomenon, such as implementers indifference with policies, organizational silence, deviant behaviors, burn-out, decreased mental health, etc. and categorized these into three main themes.

Professionalization has become a key concept in the field of human resource management, but the ambiguity of the meaning of professionalism as the most important concept in HRM is still posed by many experts in this field as a challenging issue. The purpose of this research is to clarify the concept of professionalism in the field of human resource management. In order to achieve this goal, the Suddaby concept analysis approach was used; using this approach, definitions, dimensions, and meaning of professionalism were identified. The texts and articles written in this regard were used as a tool for collecting information. During this process, using the review of the views of experts and professors of the university who wrote in this field were also used. To this end, emphasis was placed on the sources of pragmatics in this area. Finally, using the conceptual framework approach, a conceptual framework was introduced as the basis for analyzing the concept of professionalism in the field of human resource management. The results of this research can provide a context for applying professionalization at both the individual and organizational levels. Finally, based on the findings of the research, suggestions are also given. Applying Professionalization perspective on HRM domain can enhance the existing understanding of such concept.

The purpose of this study is to provide a framework for identifying the executive contexts of the professionalization of human resource management. In this research, the methodology of multiple-grounded theory is used. Data obtained from the systematic review of related studies and researches of the last five decades (41 studies) in the area of human resource management on professionalization in combining with data obtained from interviews with 15 theoretical or academics experts and HR executives or practitioners, which were selected by combining sampling methods including purposive and snowball, were combined for analysis. Experts' opinions were used to validate the mentioned framework in two sequential stages to confirm the results. Based on meta-synthesis approach, eight sub-categories were identified in the form of three general categories of environmental, organizational and behavioral factors. As well, based on the results of interviews with these experts, sub-categories in the form of two general categories of driving and restraining factors was added to the final framework, which conceptualizes the status of the professionalization contexts. Managers and experts in the field of human resources are recommended to pay attention to the hard i.e. training and recruitment, and soft i.e. development, performance management, aspects of professionalization of human resources, and moreover, to consider the separation of policy level from administration level. Furthermore, it’s recommended to create a competent-based organization in managing public organizations.

Professionalization is a key concept. The expansion of the strategic Role of human resources has led human resource experts to focus on professionalization of the field of HRM. The purpose of this research is to design a conceptual framework of professionalization in the field of human resource management. In order to achieve this goal, the approach to collect data Grounded theory was used. Using this approach, the main phenomena, causal conditions, interventional conditions, context conditions, strategies and implications of these strategies were identified. In-depth Semi-structured interviews were used as a tool for collecting information. The participants in the current research interviews were 15 human resource managers and experts, human resources Professors and researchers and human resource managers. Data analysis was performed in three stages: open coding, axial coding and selective coding. By analyzing the data of the interview in this research, the conceptual framework of professionalism in the field of HRM was extracted. In this framework, the dimensions of the paradigm model were extracted. Results of This Research and Methodology can be used as the basis for analyzing professionalization of the field of human resource management of Public organizations. Finally, based on the findings of the study, suggestions are presented.

Professionalism is a key concept in the sociology of work, the sociology of occupations, the sociology of professions, management, public administration, Organizational Behavior and in general, organizations and societies at large. Research evidence suggests that executives and top managers have limited attitudes toward human resource function and human resource practitioners, experts and human resource managers but today, new realities of organizations in the global level have put the emphasis on professional status of human resources around the world. Therefore, the main objective of this research is to identify influencing factors on HR professionalism and the dimensions and components of human resource professionalism in organizations. In order to achieve this goal, this research has been carried out using a qualitative method (Meta-analysis). The tool for collecting data and information in this study is the past documents in this field, which generally consists of 36 articles. The method of data analysis is based on open coding. The results indicate that the factors affecting the professionalism of human resources can be based on three general categories (environmental, organizational and individual) and identified dimensions can be analyzed on nine dimensions (governing body, ethical code, independence, certification, legal status, contribution to Society, the body of knowledge, research base, identification). Finally, based on the findings of the study, suggestions are presented.

Humility is one of the fundamental virtues mentioned in most philosophical, religious, and, scientific texts. Recently, as the base of virtue, it has also gained a special place in organizational and management studies. The purpose of this research is to provide a comprehensive view of the concept of humility in the content of organization and management. In this exploratory mixed-method research, in order to understand the concept of humility, in the content of organization and management, the researchers used grounded theory strategy (GT) and to validate the indicators and concept, survey strategy was used. For this purpose, 12 human resources managers working in the banking industry in Iran were interviewed. Through coding techniques, the key concepts were identified and categorized. Data collection was done through distributing questionnaires to 200 employees and the collected data were analyzed using confirming factor analysis. Finally, the organizational humility was modeled within three areas: cognitive aspect related to knowledge and ontology, affective aspect related to attitude and epistemology, and behavioral aspect related to observing the pragmatism methodology. The results of the study, confirming the validity of the instrument, showed that the understanding of the bank's managers of humility is supported by espoused theories and theory in use, but the epistemic and content barriers prevented the maximum use of this competence.

Two types of fitness and alignment are essential in human resource management. Vertical alignment that points to the consistent of HRM strategies and activities with corporate strategies and goals and, horizontal alignment that is related to the consistency among various practices of human resource management. With regard to effective results and synergies resulting from consistent and integrated HR practices, identifying the dimensions of horizontal fitness in human resource management practices, providing a desirable and comprehensive model is inevitable. The present study was carried out for this purpose by using qualitative meta-analysis method. So that the most important definitions of the concept of alignment and horizontal alignment, as well as the models and theories related to it, have been identified and investigated. Then their strengths and weaknesses compared with each other and, finally, the proposed model was designed in such a way that includes a comprehensive definition of horizontal alignment and its effective dimensions. The main advantage of the proposed model is that it combines all definitions of the concept of alignment and horizontal alignment, and investigates horizontal integrity dimensions among human resource management practices, including process integrity, architectural and configuration integrity, and executive integrity in a comprehensive manner.

Professionalism in Human Resource Management field is a key concept in Public Organizations. Despite the limited attitudes of top managers toward HR experts, new realities of global organizations have highlighted professional status of HR. The main objective of this research was to explain and identify affecting factors and its dimensions in public organizations. In conducting so, this research has been carried out using a qualitative method (Meta-analysis). In order to collecting data and information in this study, the main tool was the past documents in this field, which generally consisted of 36 articles. The content analysis has been used for data analyzing. The results indicated that the factors affecting the professionalism of HR can be divided to three general categories including: environmental, organizational and individual; and Also its dimensions consist of nine dimensions (governing body, ethical code, independence, certification, legal status, contribution to Society, the body of knowledge, research base and identification). Finally, based on the findings of the study, suggestions have been presented.

Attracting the competent labor to the current competitive labor market has become one of the main resources of gaining the competitive advantages. This research, emphasizing the interest value (innovation value) to attract the innovative labor, aims to give offers on designing the “employer brand” to organizations of which priorities are presenting innovative products and services to community. This research is descriptive and scanning type in terms of objective, usage and the way of collecting data. Statistical community of the research is 102 persons of staff who were employed in central unit of Shatel organization in Tehran in short time before conducting the research among which 51 persons were chosen randomly as a sample. Questionnaires are the variable measuring tool that a part of them results from Bretton et. al standard questionnaires (2005), Kannex and Freeman 2006 and Bretz and Judge 1994 and the designed part of them is based on existing definitions of the variable. Modeling the structural equations, using software Warp PLS, is the method for data analysis. Results indicate that employer brand, through association, results in creating a favorite image of the organization in the job seeker minds and, feeling the person – organization propriety in mind, the person is attracted by organization.

In spite of significant role of professors in education process at universities and the importance of professors’ ethics, there are not so many researches to develop conceptual models of professors’ ethics. This paper has investigated faculty members’ professional ethics in view of students.
The research method for identifying the indicators is text logical analysis and for verification and re-conceptualization is a survey. The research population includes all students of public non-medical universities, that among them, 373 subjects were selected. Sampling method was stratified and research instrument was a researcher-made questionnaire. Alpha-Chronbach, exploratory factor analysis, t-test and Friedman ranking test were implied for data analysis.
The concept of professors’ professional ethics was designed through factor analysis including three dimensions and eight indicators as “justice, regulation-orientation, moderation, tolerance, generosity, motivation, effective teaching and scientific guiding”. Extracted factor explains 62% of the variable variance. All points are more than average level and professors’ tolerance at the highest level in view of students.
This investigation indicated that in view of students, professors have some gaps in following eight indicators of professional ethics with desired level. Therefore, it can be acknowledged that universities and the supreme organizations need to adopt more effective actions to improve professors’ professional ethics.