جستجوی مقالات مرتبط با کلیدواژه "مدیریت منابع انسانی الکترونیک" در نشریات گروه "مدیریت"

The main goal of this research is designing an electronic human resource management (E-HRM) model to develop administrative integrity in National Iranian Oil Company. This research based on the purpose, is a developmental-applied research, in terms of approach, it is a survey-exploratory research and in terms of type, it is a qualitative research. Therefore, to identify the components of electronic human resource management integrity-oriented was used theme analysis method. The statistical population of this research was 15 experts who were selected by purposive sampling method (theoretical saturation). Reliability was measured by test-retest reliability and validity through four criteria of credibility, transferability, dependability, and confirmability. The model of electronic human resources management in order to improve the integrity of the administrative system was extracted from 630 primary codes in the form of 7 main themes, 16 sub-themes and 60 concepts through MAXQDA2020 software

The purpose of the current research is to design an electronic human resource management model based on knowledge creation in knowledge-based companies. The research method is qualitative, and applicable in terms of purpose, and basic research kind. To collect and analyze the data, the foundation's data theory research strategy was used. The statistical population of the research includes 12 managers and experts in the field of electronic human resources management in knowledge-based companies who were selected through theoretical sampling. The data collection tool is a semi-structured interview. Open, central and selective coding was used for data analysis, and MAXQDA 10 software was used to code the interviews. The results indicated that the electronic human resource management model based on knowledge creation in knowledge-based companies includes 10 dimensions (structural factors, environmental factors, cultural factors, strategy factors, organizational factors, technology factors, electronic planning, electronic recruitment, electronic training and electronic performance) and 38 components that were placed in the paradigm model of research in the form of causal, contextual, interventional conditions, strategies and consequences.

The main purpose of establishing knowledge-based companies is to obtain scientific achievements (Damavandian and Peyman, 2022). Knowledge in these companies has become very important, both quantitatively and qualitatively; and electronic tools are used to promote economic incentives (Jebali & Meschitti, 2020). Knowledge creation includes social and cooperative mechanisms as well as cognitive mechanisms of individuals. This is how knowledge is created, shared, developed and sustained. This requires communication and knowledge learning in the electronic network existing across the boundaries of a company (El Said, 2015). In such a situation, these companies need strategies to understand the factors affecting the development of new knowledge creation in order to align with the boundaries of knowledge and keep pace with dynamic environmental conditions (Al-Tal & Emeagwali, 2019). Since the main factor of creating productivity is improving people's knowledge and using their capabilities, therefore, creating knowledge as an important strategic factor has a high position in these companies. In this situation, it can be expected that the creation of knowledge in these companies will lead to the growth and improvement of the national economy. It is not possible to create knowledge without paying attention to its tools. Electronic human resources management provides managers with a wide range of different tools in the field of various functions. Electronic human resource management refers to performing human resource management activities using web technologies and seeks to provide information to managers and employees at any time and place (Berber et al, 2018). In recent years, the use of electronic human resource management and web-based technologies for human resource management procedures and policies in developed companies is growing (Ma & Ye, 2015).
Based on this, the current research is looking for an answer to this question: what is the identification of the effective factors of electronic human resource management based on knowledge creation in knowledge-based companies?

Theoretical framework:

Electronic human resource management was expressed in the nineties and refers to the implementation of human resource functions using the Internet (Stone, 2017). Electronic human resource management is defined as the way of applying human resource management strategies, policies' and measures in organizations through a guided and informed support of them, which is done using web-based channels. Also, in another definition, electronic human resource management is the application of web-based technology for human resource management policies and actions that are maturing in organizational life (Fatemi & Shayestehpor, 2023).
In the current global economy, knowledge creation has become the most important factor in gaining a competitive advantage for companies. Rapid developments in the competitive environment as well as the needs of customers have made paying attention to the mechanism of knowledge creation one of the obligations, especially for commercial and knowledge-based companies. Knowledge -based companies have to be sustainable in the competitive arena and must create new knowledge with their knowledge-based functions and present it to the audience market in the form of their products (Luse at al, 2013).
Fatemi & Shayestehpor (2023) investigated the impact of blockchain technology on electronic human resource management in the insurance industry and using a questionnaire in a sample of 384 employees of the insurance industry, they showed that blockchain technology has a significant impact on electronic human resource management in the insurance industry. Afrasiabi et al, (2022), in a research, investigated the effect of electronic management of human resources on the bank's competitive power through the mediation of electronic trust of Zahedan Bank Maskan employees, and by studying 169 of these employees and using the structural equation modeling method, they showed that between management Electronic human resources, competitive power and electronic trust have a positive and significant effect.

The research method is qualitative, and applicable in terms of its purpose, and is basic research kind. To collect and analyze the data, the foundation's data theory research strategy was used. The statistical population of the research includes 12 managers and experts in the field of electronic human resources management in knowledge-based companies who were selected through theoretical sampling. The data collection tool is a semi-structured interview.

For data analysis, open, central and selective coding was used, and MAXQDA10 software was used to code the interviews. The results indicated that the electronic human resource management model based on knowledge creation in knowledge-based companies includes 10 dimensions (structural factors, environmental factors, cultural factors, strategy factors, organizational factors, technology factors, electronic planning, electronic recruitment, electronic training and electronic performance) and 38 components that were placed in the paradigm model of research in the form of causal, contextual, interventional conditions, strategies and consequences.

The current research was conducted with the aim of designing an electronic human resource management model based on knowledge creation in knowledge-based companies. The results of this research are consistent with the findings of researchers such as Johnson et al, (2021), Eslami et al, (2022), Afrasiabi et al, (2022), Fatemi & Shayestehpor (2023), and Valeau & Paillé (2017). In this context Johnson et al, (2021) have pointed out that the potential use of electronic human resource management is a tool to increase human resource innovation. Past studies suggest that electronic HR management may make the role of HR more efficient and improve service delivery, leading to the adoption of an important role in business strategy. In addition, considering human resources management with electronic technologies facilitates the competition and efficiency of knowledge-based companies.
According to the results of the research, it is suggested that activities related to the education of information technology structures should be provided in the organization, a comprehensive education environment should be made available in the organization, and educational policies and programs should be developed in the organization. Also, in the organization, the training of working with electronic systems is carried out for new employees. Considering the role of organizational, environmental and cultural factors, it is suggested that the organization should pay special attention to the effective participation of employees in matters, establish effective communication between human resource managers and information systems, employees in the organization should have access to communication and participation in the problem solving teams and can talk about the problems related to the electronicization of the work process and share these problems with the managers.

Organizations with the organizational resilience approach in human resource management as the unit that has the most impact on the effectiveness of organizational growth can be the organization's ability to predict, avoid and adjust positively against disturbances and environmental changes, the consequences of this crisis in The field of human resources should be reduced by introducing the role of electronic management. At first, the indicators related to organizational resilience in crisis conditions have been extracted by in-depth study in the theoretical literature and the backgrounds of previous studies that investigated organizational resilience in crisis conditions. Then, using the fuzzy Delphi method, we screened the set of identified indicators, and finally 18 indicators were identified as the main indicators in the organizational resilience approach to provide the electronic human resource management model, after that, using the AMOS method (model structural equations) the desired model has been fitted to know how organizational resilience indicators can be understood for the configuration of the electronic human resources management model. Then, using the fuzzy AHP method, the indicators were ranked. The statistical population of the research consists of university professors and relevant experts, managers and senior experts in the field of e-business who have expertise in the subject of research, since the group of experts is used in this research. The results of the structural equation model showed the good fit of the model, and the results of the fuzzy AHP showed that the most important indicators are: knowledge management, information sharing, responsiveness and adaptability, organizational commitment, predictive power, flexibility, creativity, and agility. Organization.

The aim of this study was to investigate the effect of electronic human resource management on the competitiveness of the bank through the mediation of electronic trust among the employees of  Zahedan Maskan Bank branches. The statistical population is 300 employees of Zahedan Maskan Bank branches. Sampling was estimated Around 169 people using the Morgan table. Data collection tools were standard questionnaires of human resource management Taheri et al. (2011), Competitiveness Questionnaire of Amir Hosseini and Zad Paydar Bank (2016), and the Electronic Trust Questionnaire of Niko Brothers et al. (2017). Spss 26 and smart pls3 software were used to analyze the data. The results of the structural equation model showed that there is a positive and significant effect between electronic human resource management, competitiveness, and electronic trust among the employees of Maskan Bank branches. The results also showed that human resource management had the greatest impact on e-trust, then human resource management on competitiveness, and finally competitiveness on e-trust.

The main purpose of this study was to study the electronic human resource management Index using data foundation method. To identify the components of electronic human resource management by referring to specialized texts of electronic human resource management including internal and external articles, books and publications, electronic human resource management indicators were identified, reviewed and summarized by kernel study method. In this study, the components were identified to the extent of theoretical saturation. Also, the interview method was used to be surer of the indicators. The selected experts were a group of experts from Kermanshah University of Medical Sciences who have taught at least 5 years in managerial positions. According to the results of the interview, finally, the syndrome of electronic human resource management in the data method of the foundation for the staff of Kermanshah University of Medical Sciences was identified. The results showed that among the comprehensive and general factors under study, two organizational factors and the leading factor of human resources information and communication technology in the development of electronic human resource management have an effective role. In addition, the results showed that various components of organizational factors such as agreement and support of the senior manager, proper understanding of electronic human resource management among senior managers, participation and coordination between different levels of the organization with the human resources unit, human resources training, the presence of capable managers In the use of human resource information systems have a very important role in the adoption and application of electronic human resource management.

The purpose of this study was to investigate the effect of high-performance work practices on organizational performance of Companies located in Jey Industrial City, Isfahan with regard to the mediating role of E-human resource management. The research population comprised all managers and employees working in human resource management sectors of the target companies from whom a convenience sample of 342 participants was selected based on structural equation principles. The research data were collected employing the High-Performance Workplace Questionnaire (Flood et al., 2008) with 9 items, the Organizational Performance Questionnaire (Katkar & Satt, 2009), with 5 items, and Electronic Human Resource Management Questionnaire (Hooi, 2006), with 9 items. The Cronbach's alpha measures of the the questionnaires were calculated and found to be 0.882, 0.823 and 0.823, respectively. Sstructural Equation Modeling (SEM) was utilized to test the research hypotheses using PLS software. The findings confirmed that organizational performance of Jay Industrial City companies was significantly and positively influenced by high-performance work practices and E-human resource management, however, E-human resource management did not significantly mediate relationship between high-performance work practices and organizational performance.

The rapid and increasing development of technologies and their applicability to various parts of the organization has led to the information and communication technology penetration in human resource managment systems has created a new approach in human resource management which is called "electronic human resource management". The aim of this study was to identify and assess the factors related to electronic human resource management in Iran’s police. The present study has been carried out with a mixed approach in three main stages: 1. content analysis of the existing data 2. screening of identified factors 3. Validation of the tool for measuring these factors. In the fuzzy Delphi stage, 10 policing experts were selected through purposive sampling technique. Findings from data and information analysis showed that factors affecting "the electronic human resource management" in Iran’s police have 6 cpmponents (namely technological factors, legal infrastructure, strategic factors, managerial factors, cultural and organizational factors) and 74 indexis.

Today, advances in technology have affected the atmosphere of the organization, including the functioning of human resource managers. An example of the presence of technology in the human resources space is the electronic human resource management of the Navy; A phenomenon that has been widely used with the development of the Internet in developed countries and has recently been considered in Iranian academic and organizational discussions, but in this area, the application of this issue faces two problems; There is a significant lack of research in electronic human resource management and also the neglect of localization of this new system, which has caused the reception of this new system and its establishment has faced problems. Therefore, the present research article, with the pluralism of data collection methods (interviews, questionnaires and Q), identifies the obstacles and factors of establishing electronic human resource management in the field of navy and by Q method, the consensus of these obstacles and factors is determined and finally a suitable model. Designed with a localization approach to establish electronic human resource management in this area. The model is presented by considering strategic reference points as input and considering the attitude towards the new system.

E-HRM should be an opportunity for HR professionals to benefit from many of their routine tasks and to focus on the strategic aspects of their work. The purpose of this qualitative research is to present an e-HRM model in the banking industry. Semi-structured interviews were used to extract key components of the Electronic Human Resource Management and in-depth interviews were conducted with 36 HR experts in banks. The study population consisted of HR experts in the banking industry. Participants were selected through purposive sampling from theoretical sampling. In this study, 15 categories and 31 concepts were extracted using Corbin and Strauss database method in open coding. In the axial coding stage, a paradigmatic model was presented based on the concepts of axial category, causal conditions, strategy, context, confounding conditions and consequences, and in the selective coding stage the theoretical model derived from the research findings was introduced and described. Electronic Human Resource Management is recognized as an innovation and development underlying human resource management infrastructures that results in a new phenomenon, driven by significant changes.

Considering the growth of the digital gaming industry in the world and the development of knowledge-based gaming companies in Iran, this study aimed to investigate the impact of electronic business strategies on the competitive advantage of gaming companies. Six factors affecting the implementation of business strategies and electronic work in gaming companies and the impact of implementing these strategies on creating competitive advantage in gaming companies. Identified factors include e-commerce, e-marketing, e-operation management, e-HRM, e-finance management and Knowledge systems were the foundation of the organization, using questions 356 employees of the gaming companies were studied and the results showed that electronic business strategies had a huge impact on creating competitive advantage in gaming companies and the factor of human resource management as the most important factor in These strategies were identified. After the management of electronic human resources, other factors such as e-commerce, organizational knowledge systems and other factors were ranked by these factors along with their analysis in the research conclusion section.

HRM functions are all tasks that apply to human resources management. Human resource management can affect the ability, motivation, and employee sharing opportunities to share, maintain, and create knowledge. The key to achieving more performance is the ability to change the organization, respond to environmental demands and adapt the organization's market to the needs of its customers. In fact, the innovative approach of the organization makes it more capable of responding to customer needs. Therefore, this study aims to answer this question: "Do knowledge management capabilities have a mediating role in the relationship between the functions of electronic human resource management and organizational innovatio "?
Introduction
In recent decades, moving towards different communities has led many organizations to adopt innovation as a strategy and through its creation they review their organization and services and finally self – inclusion. Increasingly, Innovation is accepted as one of the major factors of organization’s success in the long term, as organizations with innovation will be able to cope with greater speed and in better shape on environmental challenges. In this regard, knowledge as a major source of organizational innovation and productivity has a importance. Indeed, the impact of knowledge management on the advantage of organizational competitiveness is the core approach of an organization that links the competitive advantages of organizations with resources and capabilities that are unique and difficult to imitate and follow. Therefore, today, organizations are trying to manage knowledge more effectively and efficiently until their performance is improved (Ziaei et al., 2011). Meanwhile, one of the key factors in the successful implementation of knowledge management is the application of HRM functions. Studies have shown that HRM functions can improve employee’s motivation and commitment and provide the necessary ground for increasing organizational revenues (Ishak et al., 2010). On the one hand, the rapid and ever-increasing advances in information and communication technology and its applications in various areas of the organization have created a new approach to human resource management, which is called electronic human resources management (Buller, 2012). Information technology and e-HRM and its functions have effective role on professional development, the establishment of change and innovation, increasing commitment, increasing competence and capabilities, cost effectiveness, increasing consensus and coherence and can lead to human development (Imanipour et al., 2012). Regarding the goals of Iranshahr University of Medical Sciences and Health Services, it seems that one of the main soloutions of improving this center is the growth and development of creativity and innovation, linking appropriate policies for Electronic human resources management with knowledge management capabilities as facilitator variable, is one of policies that make this growth in the organization.
The statistical population of this research included employees of Iranshahr University of Medical Sciences and Health Services. The sample size was estimated 210 people and simple random sampling method was used.
Materials and Methods
In terms of purpose, this is an “applied” research and conducted in a “survey” method. Data collection tool were organizational innovation questionnaire of Ismail (2002), KM Capabilities questionnaire of Garrido and Padilla (2011) and e-HRM functions Researcher made questionnaire which their validity were confirmed by experts. Cronbach's alpha was used to determine the reliability. Structural equation modeling using SmartPLS3 software and Regression analyses using SPSS21 were used to confirm or reject hypotheses.
- E-HRM functions have effect on organizational innovation through KM capabilities.
Sub-hypotheses
- E-HRM functions have effect on KM capabilities.
- KM capabilities have effect on organizational innovation.
- E-HRM functions have effect on organizational innovation.
- Employee recruitment has effect on organizational innovation.
- Training and development has effect on organizational innovation
- Performance evaluation has effect on organizational innovation.
- Payment structure has effect on organizational innovation.
- Participation has effect on organizational innovation.
According to results, it can be said that e-HRM functions have direct effect on KM capabilities (coefficient: .656) and KM capabilities have direct effect on organizational innovation (coefficient: .806). Also, In addition, e-HRM functions have a direct and significant effect on organizational innovation (coefficient: .213). Also, the effect of e-HRM functions on organizational innovation through the intermediate role of KM capabilities is .528 which is more intense than its direct effect. Also, it was found that the Employee recruitment Training and development, performance evaluation, Payment structure and Participation predict organizational innovation changes.
Conclusion
The results of structural equation modeling indicated that e-HRM functions directly and also through the intermediary variable of KM capabilities have effect on organizational innovation, with the emphasis on the fact that the effect intensity was greater through intermediary variable which shows the effective role of KM capabilities in the relationship between independent and dependent variables. In addition, e-HRM functions have effect on KM capabilities and KM capabilities have effect on organizational innovation. The regression test results indicated a positive effect of Employee recruitment, Training and development, performance evaluation, payment structure and Participation on organizational innovation, and thus all main and sub hypotheses were confirmed.

The main objective of this research is to measure the deployment of electronic human resource management and identify the factors affecting it It is based on the general mechanisms of Karaj city and ultimately the elaboration of the structural model of human resource management Is. To this end, all experts and directors of Human Resources and Support and other specialists, Experts and experts in the field of human resources working in the municipality of Karaj and devices General of the city of Karaj (03 organizations and organizations), which will make up more than 0033 people, for example Depending on the Morgan table, 033 people are required. Methodologically, research of type. Surveying is a correlation and based on descriptive-analytic methods. Content Credits . Calculated with expert opinion and structural validity, also confirmed by exploratory factor analysis and KMO index. It turned out Measurement reliability was calculated and validated by Cronbach alpha. Results of single-sample t test Approval of Human Resource Management, Transformational and Rejection of Operational Human Resources in Case Organizations Research has been conducted.

Since any organization can’t do all the right things in the way of ýdevelopment and maturity in a short time, the models for evaluating ýthe maturity of e-HRM provide the indicators for assessing e-HRM, ýby these indices, current maturity of the organization is assessed and is ýplanned to achieve the desired level of maturity.ý
The aim of this study is to identify and rank the indicators and criteria ýto assess the maturity of E-HRMþ.þý This research is applied and ýdescriptive-survey. Fuzzy delphi method was used to identify ýindicators and criteria and fuzzy analytic hierarchy process (AHP ýfuzzy) was used for prioritize and determine the importance of ýindices.ý
The end result of this research is e-HRM maturity assessment indices in ýthree phases and seven components, so the first phase of transactional ýand replication include communication, automation, and application, ýsecond phase, enhanced include Software Analysis and Coordination ýsoftware and third phase, transformational include creation and ýalignment, in continue the relevant indicators and their importance was ýpresentedý

E-HRM plays an important function role in the basics of sustainable developments of organizations. In our country, managers are trying to provide appropriate opportunities for it. This paper aims to investigate the relationship between e-HRM and organizational learning. This research is an applied research and the collection of survey data was correlational. A questionnaire was used to measure the variables. The results of research questions using correlation coefficient and regression analysis showed a significant correlation between the components of electronic human resource management and organizational performance and organizational learning. Finally, based on the results, recommendations, and practical ways to manage research organizations and researchers were presented accordingly.

It is a long time that management theorists have considered electronic human resource management as a phenomenon of 21st century, but truly in time of developing each theory, related challenges and topics to it will not appear. Movement from human resource management of private sector to public sector is not possible with using private sector techniques in completely different area but the field that public sector works in it can basically change its nature. Present qualitative research intends to discover electronic human resource management model in governmental organizations using grounded theory and choosing modern public services and civil rights. For this reason, 11 semi-structured interviews with experts were conducted. Data analysis in codification process was done with MAXQDA software and leads to appearance of 114 concepts in frame of 17 main groups. Electronic human resource management model in governmental organizations, including casual conditions, mechanisms, grounded conditions, moderator conditions and consequences that is necessary to prepare the way according to the mentioned model for implementing desired situation besides considering multiplicities.

In the past decades, technology has had a considerable impact on the processes and practices of human resource manaegement. For instance, technology, particularly the Internet, has helped many HR processes to be followed with higher productivity.New systems have enabled HR professionals to provide their beneficiaries with better services.Electronic human resource management(EHRM) is the best example of such systems. Its application in the present era is so widespread that it has become a necessity.Of course, this system in Iran is faced with some problems.On the one hand, a suitable explanation of the concept has not been provided,and on the other hand, due to factors affecting its establishment,the system has faced some problems.The present research article proceeds,through a mixed approach, to identify the factors affecting the establishment of EHRM through focusing on the overall strategic pattern.What has made the article unique is the pluralistic method of data collection.Finally,by means of"Q"method,which is a quantitative-qualitative method, the conceptual model of establishing electronic human resource management in the governmental organizations of Razavi Khorasgan Province has been presented.

Information technology and professional conduct are the themes that had effected the Iranian's organizations. And although there had been lots of researches all over the world, but little tentative inquiries about their relations to each other are done, paticularly effect of information technology on professional conduct of human resources. such researches analyse effect of professional conduct on human resources of the Tehran governor.This research is the combination of library and field research.Method of research in this study is "quantitative" or "serveying" techniques. And also based on the aim it perches on "applied" reseach group. it should be said that in this research yheinformations was gathered by questionaires.Based on the results gained by this research, information technology has different effects on various indexes of human resources. It means that information technology increases the extend respond independent information and relations out of organization, but using information technology has not any considerable effect on important activities.

Human resource has now become the most important distinguishing factor in organizations. The extent to which human resource is managed properly, determines the competition privilege of organizations. This research is intended to asses the challenges in the way of fulfilling human resource management from the view of electronic synergy. This is a descriptive survey research. The research population covers all the managers at Zoub-e-Ahan plant in Isfahan. The sample group was calculated to be 120 subjects. Uninvariate t-test as well as Friedman test and comparative radar diagram were applied for data analysis. The results indicated that the elements of electronic synergy system being applied to the fulfillment of human resource management in Zob-e-Ahan plant brought about obstacles.

Today, several factors play role in achieving world-class. In today's competitive business world, the human resource is organization's distinction. Therefore, human resources management plays effective role in moving organizations toward world-class.The rapid expansion of the Internet during the past decade has caused, enhancing, implementing and managing the electronic human resources management (E-HRM). This study examines some of the factors affecting the implementation of E-HRM. These factors are including work factors, personal factors, environmental factors, organizational factors, and innovation E-HRM. To identify and ranking the factors that influence on implementation of E-HRM, using the AHP technique, the opinions of 25 top managers of Khorramabad city's power and water industry are analyzed. Based on the results of expert choice software, work factors, organizational factors, environmental factors, personal factors and innovative E-HRM (IN), respectively, have the greatest impact on performance (E-HRM).