جستجوی مقالات مرتبط با کلیدواژه "knowledge-based companies" در نشریات گروه "علوم تربیتی"

Despite the quantitative and qualitative increase of existing human resources in favor of knowledge-based companies, the need to create local knowledge in the field of human resources development and its effects is felt. Based on this, the main research question is, what effect did the human resource development measures have on the Knowledge-oriented leadership components and sustainable competitive advantage of these companies?

This study is practical in terms of purpose and descriptive-analytical in terms of method, and a questionnaire was used to collect information. Questionnaire questions are designed using a five-point Likert scale from completely agree to completely disagree. The statistical population of this research included all employees of knowledge-based companies in northwest Iran in 2022, with the minimum sample size (384 employees) using Cochran's formula. In order to achieve the goals, structural equation modeling was used in SMART PLS software.

The results indicate that Human resources development measures have a significant effect on the sustainable competitive advantage of knowledge-based companies, Also shows that the Knowledge-oriented leadership plays a moderating role in the relationship between human resource development and sustainable competitive advantage.

According to the findings, human resources development in human resources companies is an essential issue. The Knowledge-oriented leadership of employees and the creation and implementation of new solutions at work, manifested in daily activities, is an important basis for the innovation of the entire company. This is especially prominent in knowledge-based companies, and therefore the Knowledge-oriented leadership of their employees is the main driver of innovation in these organizations. Ultimatly, Knowledge-oriented leadership will pave the way for sustainable competitive advantage.

The purpose of the current research was to analyze the commercialization of technological and innovative products with an export approach (case study: Isfahan Scientific and Research Town). The qualitative study method was thematic analysis. The statistical population included marketing management employees and employees who have experience and knowledge and understanding of the issues related to the commercialization of innovative technology products and are working in the knowledge-based company of Isfahan city. Using the purposeful sampling method, the data obtained from semi-structured interviews with 8 people reached theoretical saturation. In order to obtain the validity and reliability of the obtained findings, the triangulation method was used. From the extracted concepts, 9 core concepts (thinking factor, consultation factor, needs assessment, marketing factor, product export factor, quality improvement, production factor, administrative factor) were identified in 3 major sections (human factor, target market factor, technology factor) . Also, regarding the inhibiting factors, background barriers (economic financial barriers, organizational barriers, support barriers, environmental barriers, and human barriers) and structural barriers (ideational barriers, executive barriers and cultural barriers) were determined. Solutions including needs assessment solutions, advertising solutions, financial solutions, development solutions, skill solutions were also identified. A comprehensive review of the factors, obstacles and solutions presented in this research can have an impact on the success of the commercialization of the products of knowledge-based companies

The purpose of this study is to identify and rank the effective training of human resources on the implementation of e-commerce in knowledge-based Companies In the field of Information And communication Technology In Tehran.research

The research method is applied and field. The statistical population of the study consisted of managers of knowledge-based companies active in the field of information and communication technology in Tehran. Theoretical saturation method was used for sampling and 15 people were selected as the sample size. In a small part, a researcher-made pairwise comparison questionnaire was used. To evaluate the validity of the journal from the opinions of experts and reliability with Cronbach's alpha, 0.87 was obtained. The questionnaire was approved. Data analysis was performed using grounded theory and Oreste methods and Expert choice software..

Evidence suggests that among the effective training of human resources for the implementation of e-commerce, training in the use of technology with a coefficient (1), training in critical thinking and analysis with a coefficient (0.840) and training to increase technology capabilities with a coefficient (0.740) rank The first to the third.

Therefore, according to the results, having the necessary training and expertise in relation to the use of e-commerce techniques, in order to gain and maintain a business advantage in an environment where there is intense competition, attract, train and retain a specialized workforce related to business techniques. Electronics must have reached a professional level.

The purpose of the current research is to explain and investigate the the factors affecting the creative performance of human resource in knowledge-based companies.

The current research is positivism in terms of philosophical assumptions, in terms of quantitative approach, in terms of descriptive-survey strategy. also, the pratical from the perspective of audience research, and in terms of data collection, it is a field research. Standard questionnaires of Qian et al (2020), Sun et al (2020), Ahmad et al (2018) and Wang et al (2018) were used to measure the variables of leader humility, creative performance, Psychological security and creative self-efficacy. The validity and reliability of the questionnaires were confirmed through face validity and cronbach's alpha, Spearman's reliability, composite reliability and share reliability respectively. The statistical population of the research includes the knowledge-based companies of Lorestan province, whose 130 employees have been selected as the target population of the research. The data were analyzed and validated through the variance-based structral equation modeling algorithm.

The analysis of the results at the %95 confidence level shows a positive and significant effect of leader humility on creative performance, leader humility on psychological security, psychological security on creative performance leader humility on creative self-efficacy and creative self-efficacy on creative performance. The analysis of indirect paths shows the mediating role of psychological security and creative self-efficacy in the influence of leader humility on creative performance.

The empirical measurement and validation of the research shows that the leader humility through psychological security and creative self-efficacy as predictive factors of the variance of the creative performance of human resources in knowledge-based companies. Also, the current research can add to the rich literature the field of creative oerformance of human resources.

The aim of this study was to investigate the relationship between employee creativity and organizational innovation in knowledge-based companies in Tehran province by descriptive-survey method of correlation. The statistical population of the study includes all employees working in 3515 knowledge-based companies in Tehran province. The sample size was determined based on Cochran's formula of 384 people. Sampling was done by simple random method. To collect the required data for the research, the Randsip Creativity Questionnaire (1979) and Prajgo and Sohel Organizational Innovation Questionnaire (2003) were used. In this study, based on Cronbach's alpha formula, the reliability of the Creativity Questionnaire (0.74) and the reliability of the Organizational Innovation Questionnaire (0.81) have been estimated. SPSS26 statistical software was used to analyze the research data. The results showed that there is a positive relationship between employee creativity and organizational innovation in knowledge-based companies. On the other hand, between employee creativity with each of the dimensions of organizational innovation, namely production innovation, process innovation and office innovation, respectively (0/532), (0.496) and (0.402) there is a positive relationship.

Compliant organizations are organizations that are able to tolerate discontinuities and interruptions. These organizations are likely to be able to grow and survive in complex environments. Therefore, the purpose of this study is to investigate the effect of resilience on the performance of knowledge-based businesses in the field of information technology by modulating organizational culture in science and technology parks of Iranian universities. The present study is applied in terms of purpose and descriptive-correlational in terms of data collection. Data were collected using a researcher-made questionnaire and by available sampling method from 123 knowledge-based business managers located in the Science and Technology Park of Iran Universities. Cronbach's alpha for all structures was higher than 0.7 and the mean value of variance extracted was higher than 0.5 and the validity and reliability of the structures were confirmed. Findings showed that resilience has a positive and significant effect on business performance by modulating organizational culture. Finally, according to the confirmation of all research hypotheses, it can be said that businesses equip themselves with the capabilities of organizational dynamics, structural trust capabilities and process continuity. Because just having structural trust capabilities is not enough, businesses that want to survive and succeed in the long run must have dynamic capabilities.

The present study has a three-dimensional purpose, which is: First, to identify new criteria for selecting employees in the fourth generation industrial environment. Second; Prioritize and identify causal relationships between these criteria. Third, contribute to the operations management literature by focusing on the recruitment process and supporting human resource activities according to industry-related criteria of the fourth generation. The type of research is applied and descriptive-causal research method and has been done in knowledge-based companies with advanced technology. The statistical population consisted of 5 experts from the relevant companies who were responsible for making changes in order to adapt to the fourth generation industrial revolution in their company. The fuzzy DEMATEL approach has been used to conduct the research. Based on the findings, eleven critical factors influencing the selection of labor in the fourth generation industrial environment were identified, the most important of which, in order of priority, include; Ability to deal with complexity and problem solving, thinking about overlapping processes, and flexibility to adapt to new plans and work environments. In addition, the results indicate the existence of causal factors in descending order, including: information technology and technology production, awareness of information technology security and information protection, the ability to resolve work crises and how to combine relevant knowledge and use it in a job or They are a special process. Outcome factors also include; Flexibility to adapt to new plans and work environments, high analytics and perceptual skills, ability to communicate with new intermediaries, ability to deal with complexity and problem solving, thinking about overlapping processes, continuous interdisciplinary learning and collaboration, and confidence in new technologies and readiness for change Are.

The importance of knowledge-based companies in the economies of the countries and their role in GNP has increased in recent years, and many efforts have been made to develop a comprehensive and consistent indicators for evaluating these companies. The issue of performance evaluation of these companies is still new in Iran, and in the past, many studies have not been conducted on suitable examples of these companies. Therefore, the purpose of this research is to identify and categorize the most important and effective indicators in the performance of knowledge-based companies, in line with the industry conditions in Iran. Initial indicators are extracted from literature review, related documents and initial interviews with experts in this field. Then, final indicators are determined through designing and distributing questionnaires, structured interviews with experts and analyzing the results of received questionnaires. After validating the final indices, 22 indicators are verified and categorized into 5 groups, and finally, by computing the coefficients of variance (CV), the indexes are arranged from the most important to the least significant. Accordingly, the added value resulting from the technology used in the product, the level of education of the employees and the number of R & D staff are the most important, respectively. Due to the fact that these results are directly related to the experts in this field, it is expected that using the data of knowledgeable companies and implementation on one of the appropriate models of performance evaluation will result in meaningful result.

Nowledge-based economy has a significant impact on increasing per capita production, social welfare, reducing inequality in income distribution, increasing job opportunities and improving the quality of the environment and improving the quality of products as the main characteristics of sustainable development. In this regard, in the statement of the resistance economy, the Supreme Leader of the Knowledge-Based Economy has announced one of the main policies in order to achieve the goals of the resistance economy. In order to achieve a knowledge-based economy, attention and emphasis on the role of companies active in this field is necessary and undeniable. In order to develop these companies and make their role in economic processes more colorful, it is necessary to identify the variables affecting these companies and conduct the necessary studies in order to make appropriate decisions. One of the key elements in the development of knowledge-based companies is the issue of financial resources of these companies. Existence of an efficient financial system in knowledge-based companies can pave the way for the growth and development of these companies and advance their development plans with the least financial cost. In this research, using regression approach, the effect of corporate and performance variables on the choice of financing method is identified and also the interaction of financing method on these variables will be investig

Entrepreneurial marketing has emerged as a new approach in marketing of SMEs, in which main processes of marketing in creating and delivering value is strengthened through entrepreneurial, innovative and opportunity-driven approaches. The main purpose of this paper is to propose a model of interrelations among entrepreneurial marketing components in the knowledge-based companies. For this purpose, entrepreneurial marketing components were first identified by reviewing the literature. In the next step, using the Interpretative Structural Modeling (ISM), the relationships among the entrepreneurial marketing components were determined and analyzed. The research is practical concerning it’s purpose and descriptive-survey considering it’s data collection procedure. Managers of knowledge-based companies in Semnan and academic experts in the field of management and marketing make up the statistical population of the study. Five of the managers of knowledge based companies actived in Semnan and three professors of Semnan University in the field of marketing were studied as research sample using purposive sampling. A researcher-made questionnaire was used to collect data. According to the ISM, integrated entrepreneurial marketing model presented in this study includes seven components that interact with each other at three levels. After the MICMAC analysis was done, entrepreneurial marketing components were classified to relay and dependent variable and no components was identified as independent or autonomous variables. The results show that value creation has the greatest dependence among entrepreneurial marketing components. Proactiveness, innovation-focused, opportunity-driven, customer intensity and resource leveraging have high driving power and dependence, and hold highest priority in relation to other components in model..

Human resource competencies today are one of the most important focal points in management. The main purpose of this research was to build, validate and validate the HRM questionnaire in knowledge based companies. At present, the definition of the domain, conceptualization and the definition of components for the concept of human resource competencies is faced with a theoretical and methodological ambiguity and the root of many of these ambiguities and complexities is related to the lack of suitable tools for measurement. The provision of valid and effective measurement tools is a necessary step in the field of human resources. Human resource competencies are multidisciplinary structural executives that include five variables. The research topics are: What are the dimensions of human resource competencies? According to different patterns, are these dimensions different or not? Statistical sample of 220 managers of knowledge based companies were selected by census sampling method.