mohammadreza dalvi esfahan

The current research was conducted by designing the knowledge-based organizational satisfaction modeling with a data-driven approach using a qualitative and quantitative method of grounded theory and data mining techniques. The data was taken from in-depth and semi-structured interviews with 25 general managers of social security insurance departments in the provinces of the country, based on purposeful sampling. The validity of the research data was checked and confirmed by going back to the participants and external auditors. In the data mining section, registered data and the organization's database were used. Using the data recorded in the Clementine software, the happiness and unhappiness of the employees in the organization were categorized. The results showed that the model of organizational happiness in the social security organization was identified at three levels, group, individual and organization, including causal factors, intervenors, platforms, strategies and finally consequences. Also, the status of employees was determined based on the proposed model of happiness according to the collected data. Finally, the data mining model showed classification with 66% accuracy for happy and unhappy employees. The human resource management approach based on organizational data leads to correct decision making in organizational performance. The more transparent the collected data is, the more accurately the state of the organization can be predicted. Also, based on the proposed model and implementation in the form of data mining, it is possible to estimate the number of happy employees.

The purpose of this research is to model supply chain performance management based on information dashboards in private banks. The data was derived from in-depth and semi-structured interviews with 12 managers of five private banks in the country, which were based on purposeful sampling and continued until reaching theoretical saturation. The validity of the research data was checked and confirmed by going back to the participants and external auditors. Data analysis was done based on the Strauss and Corbin model in the form of open, axial, and selective coding in the Atlas TI8 software. Modeling of supply chain performance management based on information dashboard in private banks including causal factors (intensification of competition, supply chain inefficiency, banking system challenges), intervening (appropriate corrective measures, organizational strategies, banking service challenges), platforms (quality management services, facilitating elements, and action management), strategies (development strategy, partnership strategy, discovery strategy, and focus strategy) and consequences (correction of performance evaluation system, financial-administrative function, performance improvement and innovation and supply chain development). To succeed in developing and changing their business model, they must correctly recognize factors affecting the supply chain of banking services in the fourth industrial revolution and digital revolution and successfully transition to the new technological era. A supply chain refers to the flow of materials, information, funds received from customers, and services from suppliers of raw materials through factories and warehouses to final customers, and includes organizations and processes that create goods, information, and services and deliver them to intended consumers.

The purpose of this research is to design special recruitment and use scenarios for Generation Z employees.

The present research is a qualitative descriptive-analytical research and in terms of purpose, it is applied. The research community includes 12 experts from the petrochemical industry. And 31 indicators were identified through the Delphi method and the indicators were analyzed using the method of structural-interpretive equations and the formation of the achievement matrix. 

The results of the research identified 5 important levels in identifying effective factors in attracting and hiring generation Z employees. In the first level, 5 indicators (merit selection, improving organizational selection, organizational attractiveness, highlighting goals and values, creating an environment of accountability and acceptance of transformational managers), in the second level 3 indicators (developing generation z culture, paying attention to the values ​​of employees and team-oriented, communication between cultural) in the third level, 5 indicators (formation of electronic government, relying on remote work, upgrading technological infrastructure, support functions, eliminating bureaucracies), in the fourth level, 6 indicators (using digital skills, creating a multicultural organization, improving the quality of work life and satisfaction career, adaptation to work culture, sense of belonging to work and teaching organization, division of work according to the abilities of the generation, planning to reduce continuous job change), at the fifth level 5 indicators (educational policies in management fields and increasing skill training, In-service training courses and employee empowerment, turning the interested workforce into job candidates, giving benefits according to the scientific and skill abilities of the job, planning the design of attractive jobs based on the knowledge and ability of the generation) were determined.

Variables of needs assessment and public information, making jobs attractive for generation z, measuring the capacity and efficiency of a person when hiring, measuring people's computer skills, hiring using social networks, applying for a job online and building a personal brand as the most basic elements. The model was identified.

This research aimed to create new knowledge on supply chain performance management in private banks., It was performed in two phases using a thematic analysis under the qualitative methodology and the correlational analysis technique using structural equation modeling in the quantitative part. The data was obtained from in-depth and semi-structured interviews with 12 managers of five private banks in Iran, based on purposeful sampling and continued until reaching theoretical saturation. The statistical population in the quantitative part included all 235 managers of Mellat Bank's branches, from which 144 were selected by simple random sampling. A researcher-made questionnaire was used to collect the data for the first part. The validity was assessed by factor analysis of the extracted components. A reliability value of 0.7 was obtained using Cronbach's alpha. The factor load of causal factors on the main category was 0.53, contextual factors on strategies were 0.54, intervening factors on strategies were 0.37, the main category on strategies was 0.47, and finally, the factor load of strategies on consequences was 0.71. A performance measurement system is a framework for measuring supply chain performance. To create knowledge in the supply chain based on research findings, one must first know what knowledge is important to maintain and how it can be maintained effectively.

The current research is a descriptive-analytical type of research and is practical in terms of its purpose. The statistical population of the research included 12 specialists and experts in the petrochemical industry, who were selected based on the homogeneous sampling method as one of the qualitative sampling methods. . In this study, 22 indicators were confirmed through the method of identification theme analysis and the fuzzy Delphi method, and the indicators were finally examined using the method of structural-interpretive equations and scenario analysis. The results of the research identified 6 important levels in identifying effective factors in attracting and hiring generation Z employees. In the first level, 5 indicators (merit selection index, organizational selection system improvement index, organizational attractiveness index, highlighting goals and values index, index of creating an environment of accountability and acceptance of transformational managers) were determined and finally variables of needs assessment and public information, attractive Making a job for generation z, measuring the capacity and efficiency of a person when hiring, measuring people's computer skills,, applying for a job online and building a personal brand were identified as the most fundamental elements of the model. And 21 sub-indicators were identified, which are the scenarios of measuring the capacity and efficiency of a person when hiring, applying for a job online and building a personal brand, giving benefits according to the scientific and skill capabilities of the job, planning the design of attractive jobs based on the science and capabilities of the next generation.

Considering the importance of entrepreneurship in the metaverse era, especially with a future research approach, the present research was conducted with the aim of establishing an entrepreneurial model with a future research approach in the metaverse era in knowledge-based companies in the field of information technology. The current research in terms of purpose was applied and in terms of implementation method was mixed (qualitative-quantitative). The research population in the qualitative part was university faculty members and managers of knowledge-based companies in the field of information technology, which number of 17 people of them according to the principle of theoretical saturation were selected as a sample by purposive sampling method. The research population in the quantitative part was the employees and managers of knowledge-based companies in the field of information technology in 29 major cities of Iran country with number of 45331 people, which according to Cochran's formula, the sample size was calculated 184 people, and considering the possible losses, 200 people of them were selected as a sample by available sampling method. The research tools in the qualitative and quantitative parts respectively were the semi-structured interview and researcher-made questionnaire (51 items), which the validity of the interviews was confirmed by the triangulation method and its reliability was calculated by the agreement coefficient method between two coders 0.88, and the face validity of the questionnaire was confirmed by the opinion of experts and its reliability was confirmed by the Cronbach's alpha method was calculated 0.92. The qualitative part data were analyzed with open, axial and selective coding method based on grounded theory in MAXQDA-2018 software and the quantitative part data were analyzed with exploratory factor analysis and structural equation modeling methods in SPSS-23 and SMART PLS-4 software. The findings of the qualitative part showed that the establishing an entrepreneurial model with a future research approach in the metaverse era in knowledge-based companies in the field of information technology had 293 concepts, 47 sub categories and 17 main categories in 6 dimensions; So that the causal conditions dimension were included 11 sub categories in the 4 main categories of balance between opportunity exploration and creating competitive advantage, innovation development, growth prospects and benefiting from scientific and strategic approaches, the background conditions dimension were included 6 sub categories in the 2 main categories of regulatory approach and cognitive-normative approach, the intervening conditions dimension were included 6 sub categories in the 3 main categories of country's macro policies and planning in the issues of employment creation and entrepreneurship in the field of information technology, motivational mobility of material and spiritual issues and organizational dynamics, the central phenomenon dimension were included 5 sub categories in the 2 main categories of organizational structure of entrepreneurship and organizational policies of entrepreneurship, the strategies dimension were included 11 sub categories in the 4 main categories of having strategic thinking, forward-looking actions, improving work processes and using of education and knowledge management and the consequences dimension were included 8 sub categories in the 2 main categories of prosperity and flourishing of economy and targeted community development. Also, the findings of the quantitative part showed that there were 32 missing questionnaires and the quantitative section analyzes were performed for 178 people. Based on the analysis, all the dimensions had a factor load and average variance extracted of higher than 0.50 and reliability of higher than 0.70. In addition to that, the establishing an entrepreneurial model with a future research approach in the metaverse era in knowledge-based companies in the field of information technology had an acceptable fit, and in the mentioned model, the causal conditions on central phenomenon; the central phenomenon, background conditions and intervening conditions on strategies and strategies on outcomes had a direct and significant effect (P<0.001). The results of the current research about the establishing an entrepreneurial model with a future research approach in the metaverse era in knowledge-based companies in the field of information technology have many practical implications for experts and planners of knowledge-based companies, especially in the field of information technology, and they based on the results of this research can take an effective step towards job creation and establishing an entrepreneurial in the metaverse era.

This fundamental-applied research aims to design and test the organizational embeddedness model based on the knowledge application with a mixed approach using grounded theory (GT). In the qualitative section, data is derived from in-depth interviews conducted with 25 high-ranking and experienced managers of the Central Bank, who were selected based on snowball sampling. In the quantitative section, according to Cochran's formula, 346 out of 3500 people were selected by stratified random method.  Qualitative data analysis was done using the grounded theory analysis method and quantitative data was analyzed by confirmatory factor analysis method with AMOS and SPSS software. The results showed that the dimensions and components of organizational embeddedness in the Central Bank can be classified into 24 main dimensions and 51 components, which include 6 main groups: causal conditions, core category, strategies, consequences, contextual conditions, and intervening conditions. Each group has 4 dimensions: individuals, group, organizational and environmental. The results indicated that paying attention to the financial needs of employees in order to create motivation, maintain their job position, and encourage families can be considered as a general solution.

The purpose of this research was to present an organizational vitality model based on information management and human resource data. Human resource information management is a process that seeks to increase organizational capability through the organization's employees, which is considered one of the most important success factors. The research was designed in a mixed qualitative and quantitative method and benefited from the foundation's data strategy. In the qualitative part, the data obtained from in-depth interviews with 25 general managers of social security of the provinces of the selected country were based on purposeful sampling. In the quantitative part, 376 people from the lower-level employees of this organization were selected in different regions of the country by stratified random method and answered the questions of the researcher-made questionnaire. Qualitative data were analyzed using the Grounded Theory and the quantitative data were analyzed through confirmatory factor analysis using SPSS and AMOS software. The results obtained from the qualitative phase of the research led to the design of a proposed conceptual model of organizational vitality in the social security organization, and in the quantitative phase, using path analysis, validity of the conceptual model was. evaluated. From the practical point of view, the proposed model can be implemented by social security organization managers to create vitality among employees in order to reduce depression and boost productivity.

Most of the reasons that result in high staff turnover and cost a lot of money on new employees are rooted in the lack of current job embeddedness and finding a way to keep employees in their current job has always been a concern for Central Bank managers. So the question is how to find a suitable model of human resource management in this regard?

Developmental research was designed with a qualitative approach and the strategy of the ground theory. Data were collected from in-depth interviews conducted with 25 expert managers of the Central Bank based on purposeful sampling and continued until reaching theoretical saturation. Using data analysis and coding, the initial conceptual model was created using the opinions of experts. In the quantitative section, 346 lower-ranking employees were selected by stratified random sampling method to answer the questionnaire. Qualitative data analysis was done using the thematic analysis method. Quantitative data analysis by using confirmatory factor analysis was analyzed and coded with the help of SPSS, and AMOS software. Each of them was evaluated separately, based on the systematic method of Strauss and Corbin.

Eventually, a model was created for organization embeddedness that could be helpful for the organization to reduce costs and increase employee productivity.

Organizations and the community should hire staff only by holding exams and obtaining the necessary quorum for this aim. They should not discriminate against applicants and all should be in the same conditions to qualify and compete so do best to succeed in own job.