mohammad rasoul tohfeh

Purpose of the present study was to investigate and identify the perceptions of employees of Fars Electricity Distribution Company about empowerment of human resources to achieve deeper knowledge in order to plan and make policies in this area. Based on this, by using Zaltman's metaphorical extraction technique, the cognitive structures of employees have been investigated. 12 participants were selected among managers and experts of the mentioned company using concept sampling method; Then, these people were asked for the interview session to choose images that, in their opinion, represent the meaning of human resource empowerment. In the interview , questions related to the images were asked then, the answers were analyzed with the aim of discovering the concepts. totally, fourteen structures were extracted, which were "delegation of power and payment of salaries based on it", "intelligent acceptance of risk", "participatory management", "performance-based relationships", "creativity combined with rationality", "self-efficacy and sense of competence" and "organizational transformation" were identified as the main structures in the consensus map. According to the consensus map, "delegation of power and payment of salaries based on it" and "creativity combined with rationalism", causal structures and "participatory management", "self-efficacy and sense of competence" and "organizational transformation" were considered as affected structures. The consensus map shows that according to the relationships between the structures, organization can create collaborative management and self-efficacy and a sense of competence in employees to empower human resources by using delegation of power and creation of creativity combined with rationalism, which will ultimately leadto organizational transformation.

Retirement occurs at a stage of the life cycle when the capacity of people to adapt to new life conditions is limited. When a person's retirement is planned for him, he will face it easily, in this regard, one of the measures that can be taken by organizations is to empower the employees who are about to retire. Therefore, the main goal of this research is to identify the mechanisms of empowering employees on the verge of retirement and the relationships between them, and finally provide a model of empowering employees on the verge of retirement in Iran's electricity industry. Considering the nature of the subject, the present research was conducted using qualitative method with Grounded theory. The data was analyzed after interviewing 14 experts of the electricity industry who were selected by snowball sampling method, and a total of 357 codes, 70 concepts and 18 categories were identified. After open coding, from the analysis of qualitative data, a axial coding paradigm was formulated, based on which, the line of communication between research categories including causal conditions (preparing the individual and the organization to face the retirement period), the core category (implementation of employee empowerment programs about to retire), context conditions (promoting factors of employee empowerment on the verge of retirement), intervening conditions (inhibiting factors of employee empowerment on the verge of retirement), strategies of empowering people on the verge of retirement and consequences were identified. In the following, based on selective coding, components of qualitative research model were described.

The purpose of this study was to examine and identify the perceptions of employees on the eve of retirement of the electricity industry about retirement to achieve a deeper understanding. Accordingly, using Zaltman's metaphorical extraction technique, the cognitive structures of employees have been studied and analyzed. The study participants were 12 people and were selected among the employees on the verge of retirement in the electricity industry using the concept sampling method. Then individuals were asked to select images for the interview session that they considered to mean retirement. In the interview session, questions related to the images were asked and then the answers were analyzed in order to discover the concepts. A total of sixteen structures were extracted, including "inevitable", "starting again", "fear and excitement of entering a new life challenge", "separation from work and loss of role", "rest, discovery and pursuit of individual interests", "Freedom and release from the cage" and "Emotional deprivation" were identified as the main structures in the consensus plan. According to the consensus plan, "start again", "separation from work and lack of role" and "inevitable", causal structures, "emotional deprivation", "fear and excitement of entering a new life challenge" and "rest, discovery and pursuit of individual interests" were considered as affected structures. The consensus map shows that the organization should take into account the relationships between structures, while strengthening the positive mentalities, change the negative mentalities of employees on the verge of retirement, and repair the retirement challenges associated with it.

The purpose of this study is to identify the mentality of electricity industry employees about empowering retiring workers. This research is an applied one in terms of purpose and a descriptive one in terms of method and a mixed one (qualitative-quantitative) in terms of data collection and analysis. A total of 24 participants were selected among the employees of the electricity industry using the concept sampling method. Structured interview tools and Q table were used to collect data. In the qualitative section, by conducting structured interviews with participants, different views were extracted on the empowerment of retiring employees. Then, in the quantitative part, by completing the Q tables using factor analysis, the mental understanding of the individuals in each group was identified, analyzed and examined. The results of this study indicate the existence of six distinct mental models toward retiring employees, including "Fans of psychological solutions", "Believers in paving the way for empowerment", "Optimistic about capabilities and abilities ", "Supporters of removing individual and social barriers", "Critics of organizational and governmental barriers" and "Advocates of creating opportunities", and each mindset has different concepts and characteristics.