جستجوی مقالات مرتبط با کلیدواژه « استعداد » در نشریات گروه « علوم انسانی »

The present research’s main purpose was to study the effects of religiousness on the flourishing of talents and the women’s role-playing in a sustainable urban development. The research’s theoretical framework was a combination of the theories by Durkheim, Berger, Maslow and the theory of social capacity.The research was conducted as a survey using a researcher-made questionnaire based on a structured sampling plan among women over 20 years old. Cluster and disproportionate classification methods were used for sampling to select 392 individuals. The results showed that "religiousness" with the regression coefficients of 0.24 and 0.27 had significant effects on "women's role in urban development" and “urban development talents,” respectively. The results also showed that the two variables in the research explain about 30% of the variance of the variable "women's role in urban development".Therefore, the results confirmed the fact that strengthening religiousness may lead to the improvement of women’s talents in urban development and promote their roles in these activities, which will benefit women, their families, and society altogether.

In growing industries, knowledge workers play a vital role in the success of organizations due to the high value of their knowledge and expertise. The departure of these employees can bring high material and moral costs to organizations. Therefore, this study aims to identify the factors affecting retaining talented and knowledgeable workers.

This study was conducted in a mixed manner; in the first stage, (58) factors affecting the retention of talents were identified through a literature review as a qualitative part. The statistical population includes experts from technology and knowledge-based companies, managers, and experts from the Yazd Science and Technology Park campuses, and sampling was done as a convenience sample. In the second stage, using a quantitative method, the opinions of (17) experts from the Science and Technology Park and universities were collected through a questionnaire and analyzed using the intuitive fuzzy cognitive map method. The relationships between the factors were determined using FCMapper software and plotted in Pajek software.

The findings showed that the factors affecting the retention of knowledge workers were divided into four dimensions: environmental, organizational, individual, and job. In the research of Sarfarazi et al., the factors affecting the retention of knowledge workers were also divided into the above four groups. In the environmental dimension, the three factors of job opportunities in the labor market, migration, and personal and family life of the individual were identified as the most critical factors affecting the environmental dimension due to their highest degree of centrality. Job opportunities in the labor market had the highest degree of centrality and influence on migration, which caused a change. Since personality traits have the highest degree of centrality among the factors of the organizational dimension, the most critical factor affecting the retention of key employees was identified in the organizational dimension. Career path management, promotion, and career development by being influenced by the personality characteristics of the CEO and supervisor has an impact on the empowerment of knowledge workers and ultimately leads to an increase in the retention of knowledge workers. The specialized capabilities of the organization's knowledge and talented employees have the highest degree of centrality among the factors of the individual dimension, and the essential factor in this dimension is introduced.

Research limitations: 

The present study was also accompanied by various limitations. Among these limitations, one can mention the failure to consider the time factor in the analyses. From a methodological point of view, although the intuitive fuzzy cognitive map is a powerful method, it may only partially reflect some complex or nonlinear relationships between factors. In addition, the failure to examine temporal changes in factors affecting employee retention and the study's limitation to a specific period are other limitations of this study.

Originality/value: 

Organizations should pay special attention to these critical factors and ensure the retention of knowledge workers through strategic planning to recruit and retain them.

Attracting and employing human resources inspired by a strategic approach not only follows certain criteria, but is considered a key component of a strategic human resource management system in most changing organizations. The aim of this study is to explain the factors affecting employer branding at Amin University of Police Sciences.

The present study is applied in terms of purpose; exploratory in terms of nature; and descriptive-analytical in terms of method using quantitative and qualitative content analysis. To collect data for quantitative content analysis, the library method based on books and articles was used, and data for the qualitative Delphi method were collected through interviews with university experts and scholars. In line with the qualitative method, sampling began purposefully and was completed with theoretical sampling and maximum variability.

Considering the data analysis in the quantitative content analysis section, the related literature on employer branding resulted in a theoretical model comprised of six variables: compensation and benefits; work environment and conditions; work-life balance; organizational culture; organizational reputation; and employment and occupation conditions. The data analysis in the Delphi method section showed that the compensation and benefits variable was the most important, while the employment and occupation conditions variable was the least important among experts at Amin University of Police Sciences.

The identified factors affecting employer branding in this study were much more comprehensive than previous research. Additionally, value was added to previous employer branding research, and a developed conceptual model on employer branding in the university was designed for the first time.

Key employees play a vital role in the success of organizations due to their unique skills and characteristics. The purpose of this research is to identify and prioritize antecedents and consequences for identifying key employees in Iranian banks.

This research is practical in terms of purpose, and in this qualitative research, the statistical population was 17 high and senior managers of private and public banks who were selected until theoretical saturation and using the purposeful sampling method. A semi-structured interview and a fuzzy Delphi questionnaire were used to collect data, and its validity and reliability were confirmed. Atlas ti8 software was used for coding.

The findings showed that the antecedents for identifying key employees in Iranian banks include 14 factors and the consequences also include 14 factors.

The role of key employees in banks is very important. Considering the important consequences that banks will have as a result of the existence of such employees, managers should focus on the antecedents or influential factors in identifying key employees. 

Attracting talents is one of the most important actions in talent management. The purpose of this research, was to provide a framework for identifying and analyzing the factors affecting the recruitment of talents in startups. The current research is applied in terms of orientation and has a mixed nature from the methodology point of view due to the use of qualitative and quantitative methods. The statistical population of the research was human resources experts in startup companies. The data collection tools in this study were semi-structured interviews in the qualitative phase and questionnaires in the quantitative phase. The present research was conducted in three stages. In the qualitative phase, 13 interviews were conducted with startup experts. The interviews were conducted in a semi-structured manner and the sampling method was snowball. The interviews were analyzed using the theme analysis method and MAXQDA version 2020 software. Seven overarching themes and 33 main themes were obtained. In the second stage, the main themes were screened by distribution of expert questionnaires and fuzzy Delphi method. Eight themes had a higher defuzzy number of 0.7 and were selected for final prioritization. Screened themes were analyzed by distributing priority questionnaires and Marcos method. At this stage, 10 experts participated. Based on the evaluation indicators in the Marcos method, the priority themes were: compensation for financial services, learning work environment, welfare and personal communication. Practical research proposals were presented based on the most important main themes.

The aim of the research was to explain the effect of time management and the quality of the volleyball talent development system on the satisfaction of the stakeholders in Iraq. The current research was applied in terms of purpose and descriptive-correlation in terms of nature; which has been done in the field. The statistical population of the research in the quantitative part included volleyball coaches, 385 people were selected based on Crookran's formula, and 383 questionnaires were correctly returned and analyzed. The sampling method was random. The research tool included a researcher-made questionnaire in two parts: descriptive characteristics and specialized questions. The face and content validity of the questionnaire was verified by 17 experts and the reliability of the questionnaire was confirmed by Cronbach's alpha method. The software used was Amos. Quantitative findings showed that time management has a 0.13 effect on the satisfaction of stakeholders in volleyball sports talent search and the quality of the development system has a 0.63 effect on the satisfaction of stakeholders in volleyball sports talent search. Therefore, since the quality of the talent development system is related to various indicators, it is suggested that all the quality factors, especially the quality of equipment and facilities, should be taken into consideration in line with the talent search.

the purpose of this study was to design and validate the model of strategic talent management in islamic azad university of islamic azad university .in terms of purpose , the research is applied ; in terms of data , exploratory mixed and in terms of the nature and the collection of data , in the qualitative part of the data foundation and the quantitative part is correlation .data collection method was exploratory mixed method and in terms of nature and type of study , cross - sectional survey was based on grounded theory .the statistical population of the qualitative phase consisted of experts and experts and key informants in the field of subject area which were selected by purposeful , purposive and snowball sampling method .the population of the quantitative phase was composed of all faculty members and managers of the region of islamic azad university . ~~~ based on کرجسی and morgan table , the sample size was determined 384 persons and then the questionnaire was distributed among them .the method of gathering information was in qualitative section of e - library and interview and interview . ~~~ in quantitative section , میدانی method and questionnaire was conducted .in order to validity of the instrument , content and construct validity were used and cronbach 's alpha was used to determine the reliability of the instrument .the method of qualitative data analysis was open coding , axial coding and selective coding and for quantitative data analysis , exploratory factor analysis and and ازمون t - test were used .the results obtained in the qualitative phase presented a model for strategic talent management with 3 dimensions , 9 components and 78 indicators that in quantitative phase 3 dimensions 9 components and 77 indicators were confirmed .finally , the strategic talent management pattern of a free islamic azad university with 3 dimensions (talent discovery , development and training of talents and retention and retention) , nine components (attitude in talent , knowledge in talent , talent in talent , talent in the real environment , talent in the environment

The purpose of this study is Presentation of the Talent Management Dynamic Model for Futuristic Policy Making (Case study: Ministry of Sports and Youth). For this purpose, using the systems dynamics method, first the relevant variables are identified and then by constructing causal loops, the state-flow model of the research is presented.

The statistical population of the study consisted of the talented and specialized managers and professors in the field of talent management in which 12 individuals were purposefully selected as the sample group based on the snowball method to achieve theoretical saturation. Data analysis was performed using Vensim software.

According to the results, policies for effective implementation of the talent management process, including identification and absorption, development and retention of talents, were presented and finally, a talent management model was designed and developed for the Ministry of Sports and Youth.

This research provides a decision support system in the field of talent management; By applying different policies in this system and comparing its effects, the best policy is adopted which based on the system dynamics approach can be used to show the long-term effects of managers' decisions on the entire talent management system and also to correction their mental model.

Prayer or supplication holds a profound significance within mystical traditions. Mystics contend that the mere verbal articulation or heartfelt yearning in prayer holds limited efficacy in attaining fulfillment without an accompanying disposition. Nevertheless, the reverent essence of prayer or supplication remains affirmed and accepted by religious doctrine. In the journey towards prayer fulfillment, individuals' existential capacities and dispositional states, particularly in relation to divine understanding, serve as crucial factors determining the reception of God's grace. Dispositional want, often described as an inner prayer or, in the lexicon of mystics, as hidden calls, denotes the soul's quest for a level of perfection conducive to receiving divine grace. This stems from the belief that God, inherently abundant in grace, continually bestows His generosity without reservation. As eloquently expressed by Ibn al-ʿArabī, God is abundantly rich in grace. The soul possessing such disposition perceives its prayers as efficacious and fulfilled, as it has the capacity to receive divine grace—devoid of impediments or deficiencies. In this context, the Quran asserts, "and He gave you all that you had asked Him" (Quran 14:34), signifying that God grants desires according to the language of one's disposition. Prayers lacking such disposition, however earnest, may not be fulfilled by God. Yet, an inquiry arises concerning the role of dispositional want: whether the disposition of "fixed entities" (al-aʿyān al-thābita) remains immutable, rendering prayers ineffective, or if God's grace manifests and diffuses in consonance with dispositional states. This study delves into the multifaceted role of prayer or supplication across various stages of existence, elucidating the pivotal role of dispositional desire in prayer fulfillment.

The discussion of causation in general and the discussion of the mu`iddih cause is one of the important and path-breaking topics of ontology, which can play a significant role in correct understanding in theology, cosmology, and anthropology. Despite all this, the problem of the mu`iddih cause has been less analyzed and sometimes it is satisfied with a vague definition of it. This ambiguity has turned the mu`iddih cause into a brief answer in many cases. Going through this formal definition and analyzing what exactly is the mu`iddih cause? It can be the basis for deep understanding and solving many problems, such as the doubt of the conflict between science and religion. Because the causes that the sciences investigate and seek to deny or prove are of this kind, and a cause such as vajib al-vujud, which is discussed in religious debates, is one causing existence. In this research, with the method of rational analysis, the definitions given of the mu`iddih cause have been examined, the defects and shortcomings of each have been shown, and it has been found that the mu`iddih cause when not meaning the presence and lack of preceding necessary and path of grace, it is the factor that prepares the matter, creates the capability in the capable and prepare it to receive grace of grace-giver.

In spite of much attention on Talent management, it should be considered as an "emerging phenomenon." The desire of leading organizations to strengthen human resources by attracting and retaining talented people has led to the adoption of methods for measuring talent and identifying talented people. In line with these efforts, the "Talent Assessment Scale" (TAS) was developed and after conducting an experiment among managers and experts of the Securities and Stock Exchange Organization (SEO), evidence on the validity and reliability of the tool was provided. In this article, the process of compiling, experimental implementation and validation of the mentioned tool is reported with reference to its psychometric properties while pointing out the limitations of using such a tool, the advantages and its limitations are discussed.

The goal of the educational system of Islam is to perfect humans. In this system, education is nothing more than fostering potential aptitudes of human. This study aims to introduce a model of human aptitudes based on Islamic teachings. The method was Ijtehadic Paradigm of Relgios Science. Results showed that Islamic texts have enough richness for extraction of a model of aptitudes. Also, “the model of aptitudes based on Islamic teachings” is a process-like model which starts from Fitrat and ends with the transformation of human natural abilities to aptitudes. Additionally, with the intervention of cognitive-motivational mechanisms of wisdom the path to discovery of aptitudes is paved and with the intervention of cognitive-motivational mechanisms of ignorance aptitudes would go to waste.

In such circumstances where Organizations must be able manage all their resources, the ability of developed organizations relies on the specialized human resources as strategic assets. One of the methods for the fundamental changes and based on organized insights in the field of human resources is to implement a succession planning model in organizations. This research is applied in terms of purpose and qualitative research in terms of execution. The population of this study, including experts with a scientific background and related field in ABFA Semnan Company and the research sample was theoretical (purposive) sampling method. Interviews used in order to collect qualitative data and to analyze the data obtained from the interviews, the content analysis was used. Analysis results showed that identifying the organization's needs and competencies required, identifying skills through the skill repository, training and utilization, evaluation and review as the main categories in designing a succession planning model in ABFA Semnan Company with an emphasis on talent management.

  Considering the Position of Talent Management, the Aim of the Current Research is to Achieve the Model of Talent Management. In terms of Purpose, This Research is Applied With a Mixed Exploratory Research Method. In the Qualitative Stage, Using Semi-Structured Interviews Among 15 Experts in the Field of Education in ACECR*, It has been Identified and Inalyzed by Thematic Analysis With Purposeful Sampling and Data Saturation Criteria. The Statistical Population of the Quantitative Part Was the Managers of the Educational Field of the ACECR of the Country (650 People), and the Sample Size Was 305 People Based on the Morgan Table and Were Selected by Stratified Sampling. Data Collection is Based on a Researcher-made Talent Management Questionnaire and Data Analysis is Done Using Lisrel Software. Qualitative Results Showed that the Talent Management System in ACECR in the Dimensions of Planning and Prganization, Talent Search, Professionalism and Development-Oriented, Justice-oriented, Specialization and Meritocracy, Human Resource Management, Knowledge Creation, Providing Feedback, Culture Creation, Staffing and Livelihood are Classified in the Section The Fit, Validity and Reliability of this Talent Management Model Have Also been Verified.

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.

Talent management is the application of a set of integrated activities that organizations use to ensure the provision (attraction, retention, motivation and development) of the forces they need now and in the future. By understanding the key role of competent, talented and capable employees in the success of organizations, the present research identifies the dimensions of talent management model based on meritocracy.

This study is an applied research that was conducted qualitatively using thematic analysis method. A semi-structured interview was used to collect data. Interviews with 15 municipal experts were conducted in a targeted manner up to the stage of theoretical saturation and data analysis was conducted in three stages of extraction of basic, organizing and comprehensive concepts.

Based on the data analysis, 7 organizing themes including organization strategy, merit seeking(discovery/talent search), evaluation and attraction of talent resources, talent recruitment, talent cultivation (development or talent enhancement), career path management and talent search were identified along with forty one basic themes.

The mentioned model can be used as a guide for municipal managers, and all measures related to the management of key talents should be carried out in the form of the dimensions identified in this research.

This research was conducted with the aim of identifying the factors influencing the attraction of girls' taekwondo talents, and the research method was mixed. In the qualitative part, interviews were used to identify factors affecting the attraction of girls' taekwondo talents, and after interviewing 18 experts in taekwondo, the data reached theoretical saturation, then data analysis was done through open coding and content. The statistical population in the quantitative part included 181 nationals of Razavi Khorasan Province and the purposeful sampling method was used, and the sample number was 91 according to Morgan's table. Data collection was done in the quantitative section using a researcher-made questionnaire from the qualitative section. Data were analyzed using descriptive and inferential statistics and SPSS version 24 and Amos software. The results of this research showed that the 4 main categories of financial support factors, motivational factors, infrastructure development and management factors are effective in attracting taekwondo sports talents and the index of management factors has the highest priority and all indicators have a good fit. According to the results of the research, Taekwondo sports officials can attract the talents of this sport and make the future of the championship sport bright in this field by proper planning and taking the necessary decisions and measures.

Undoubtedly, the present age is the age of organizations and the custodians of these organizations are humans, humans who, by possessing the greatest source of power, that is, thinking, can create the causes of excellence, movement and growth of organizations. Organizations can integrate effective talent management strategies into their workforce programs from proven methods and systems to properly optimize human capital resources to increase their competitive advantage and maintain their market share. In this article, the system dynamics method is used to identify the cause and effect loops of the talent management system. In this research, using articles, library sources, and using the opinions of experts and experts of the National Oil Products Distribution Company, as well as academic experts in the field of talent management, cause and effect diagrams have been drawn. Vensim software has been used to draw these circles. The results of this research show that the talent management system has the main subsystems of organizational strategy, human resource empowerment, talent alignment, talent evaluation and talent development. Also, the causal loops obtained from the 15 subsystems of this model, the influencing variables and how they interact with each other were drawn and presented as a basis for providing a solution. Finally, the factors affecting talent management in the case of open control lead to the improvement of talent management.