جستجوی مقالات مرتبط با کلیدواژه "دوجانبه گرایی" در نشریات گروه "علوم سیاسی"

The U.S has turned to economic nationalism with Trump's inception that poses many risks to economic liberal order; however, this decision has its own reasons. So the main question of this study is, what are the reasons for Trump's adoption of nationalist economic policies? The hypothesis is that, according to networked approach in US foreign policy, Trump's adoption of nationalist economic policies in the domestic dimension is due to the attraction and retention of his supporters who have widespread fears of the dangers of the current world economic order and have suffered many losses. They are considered to be a loser. Also on the foreign side, the rise of emerging economic powers and the threat of a US economic position that will extend to other sectors in the long run are another reason for adopting these policies. The purpose of this study is to clearly explain the reasons for Trump's adoption of economic nationalism based on networked approach in US foreign policy. Trump has won by linking economic nationalism with conservatism. On the other hand, he has turned to economic nationalism due to US economic challenges and slowing growth of other countries, especially China, which is expected to surpass the US by 2030.

The purpose of this study is to examine and explain the network characteristics and the functions of human resource, related to each network by using human resource architecture to boost mutual learning in Sapco Company. The research method is exploratory-descriptive and data collection is based on quantitative studies (questionnaires) that were carried out in three stages. After theoretical studies, in the first stage, the architecture questionnaire was distributed in order to differentiate between managers’ and vice chairpersons, occupations of Sapco Company. After and specifying which occupation is related to which category, the grid questionnaire, designed in terms of density, homogeneity, and trust, was distributed among occupations. Then, human resource functions questionnaire, designed in terms of bonus, performance appraisal and education and development, was distributed among managers and vice-chair persons to determine the appropriate type of human resource function for every type of architecture. The data from quantitative studies (questionnaires) were analyzed by inferential analysis and by using a single-sample t-test (t-student). The results of this research point to the fact that knowledge-based occupations have a moderate density and homogeneity, but enjoy high-level internal and external trust. Occupations categorized in the type of occupational-oriented architecture have a high density, homogeneity and in-group trust. Ultimately, there was a high degree of heterogeneity between staff according to the type of allies, low density and low level of coordination, and high degree of out-group trust. By identifying the characteristics of each type of architecture, managers can better do the planning for their employees. It was also found that in the various types of networks, human resource functions should be developed to enhance bilateralism in the organization.