جستجوی مقالات مرتبط با کلیدواژه « اقتصاد دانشی » در نشریات گروه « مدیریت »

Universities and higher education institutions are facing significant changes in the 21st century. In addition to teaching and research, they also try to empower students for working spaces. With the comprehensive development and application of information and communication technology, the ability and capability of the workforce to use these technologies as much and better as possible is an undeniable necessity. In this century, jobs in all sectors of society have adapted to information and communication technologies. In terms of employment, the expansion of information technology has led to the increasing growth of the information sector as compared with the production sector. It seems that the main task of people is to create, process and work with information. For this reason, we see the growth rate of the information workforce, the superiority of information jobs and the shift in the distribution of jobs. The aim of the current research is to review previous studies to identify the dominant competencies and values for the workforce in the 21st century. Two methods involve Systematic Literature Review and Thematic Analysis were used in this research. At first, related studies were retrieved and screened; then, all the factors and themes related to the technological competencies of the workforce were identified and extracted. In the next step, these factors were categorized in two categories including main categories and sub categories. The main themes are: information management, participation, creativity, critical thinking, problem solving, moral awareness, cultural awareness, self-direction, lifelong learning, and attitude.

The aime of this research is to design the model of organizational intangible assets based on interpretive structural modeling approach. The population of this study consisted of the Presidents and deputies and deans of public universities in Region 5, that 14 people have been selected based on purposive sampling. This study has two main steps. In the first step, the organizational intangible assets were extracted from the literature and were verified with using the Delphi method and interviews with experts. In the second step with the purpose of communication about dimensions and providing structural model the interpretive structural modeling approach has been used. The model of organizational intangible assets in four levels is the main result of this paper. Intellectual, knowledge, information and intelligence capitals were identified as the most influential dimensions of intangible assets hich have a key role in the model and cultural, political, institutional capitals and corporate reputation were identified as less important dimensions. Also, in the analysis based on MICMAC of variables in terms of the power of influence and dependence, cultural capital, political capital, organizational reputation and organizational capital are in the dependent cluster, intellectual, social, spiritual and psychological capital are in the linked cluster and knowledge, intelligence and intelligence capital are in an independent cluster and no dimension has been in the autonomous cluster.

This study aims to identify and prioritize organizational intangible assets in The Governmental universities. This research is combines methods and the type of research is the study of deductive and inductive. The study population consists senior managers in The Governmental universities in Region, that 20 people have been selected as members Sample with Using the snowball sampling. In this study, using a combination of qualitative and quantitative methods, first with use of qualitative data obtained from exploratory studies included exploratory literature review and interviews exploring the organizational intangible assets have been identified. Second By extracting their agents through research survey data Fuzzy Delphi are evaluated. The results are including two parts, first A series of organizational intangible assets identified and second the importance and priority of these assets are determined. The results show that organizational intelligence, human capital, competitive intelligence, values-base, databases, sense of mission, holistic, knowledge management, leadership, organizational characteristics of the work environment is the most important intangible assets.