جستجوی مقالات مرتبط با کلیدواژه « سازمان » در نشریات گروه « مدیریت »

Organizational training, as one of the most important needs of modern organizations to survive in the current changing conditions, will be valuable and effective when, in the light of it, employees can acquire new knowledge, attitudes and skills, according to the current and future needs of the organization and use it. Currently, these trainings are planned, implemented and evaluated based on a series of specific models which have an almost similar process; But in none of these models, either explicitly or implicitly, there is no mention of the need for foresight and futures studies in its steps, which due to the wide dynamics of the environment and the need to adapt trainings to future changes is worth considering. With this definition, in this review article, which is written with the aim of examining the necessity of developing organizational training patterns by using the futures studies approach and descriptive analytical method; After reviewing the previous researches about "organizational training", "futures studies" and "training in the future perspective" and proving the existing scientific gap in the field of "futuristic approach in organizational training patterns and models" and then examining "the relationship between training and futures studies" and "the Aspects of Relation between organizational training planning and futures studies"; It has been concluded that adopting a futuristic approach in the process of organizational training and development of current conventional patterns is a serious necessity for today's organizations.

Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered.

In the new world, the methods that managers use to make policies are derived from how they making sense to the environment, and how managers interpret the existing phenomena, has a significant role on the quality and adaptation with their policies. In fact, understanding and making sense to the messages paves the way for the next steps to respond these symptoms. Accordingly, this article uses the Beredy model of comparative study to survey the existing theories and schools of sensemakinng and seeks to answer this question that how sensemakinng provides a framework for policy making in the organization? and in the organization and management studies, which of the existing sensemakinng frameworks provides a better explanation for conditions and phenomena? For this purpose, after examining the existing organizational sensemakinng schools, these two questions have been answered. Based on the research findings, by understanding the sensemakinng in the policy-making, it can be hoped that policymakers' efforts to control their environment are better evaluated and uses to guide organizational actions and shape the reactions of people in their environment.

In today's competitive and rapidly evolving landscape, organizations need constant innovation and adaptation to stay ahead. One of the powerful ways to achieve this goal is to foster a culture of research excellence in the organization. Therefore, the aim of the present study was to promote the research-oriented organizational culture by using the exploratory approach in Imam Ali Officer University in 1402. According to the purpose and topic of the research, the current research was applied, and in terms of time, it was exploratory in terms of field studies.The statistical population of the research was 1402 people (2000 people) of all the personnel (students, professors and employees) of Imam Ali University (AS) in the fall of which 323 people were selected as a statistical sample using stratified random sampling and Morgan's table. A researcher-made questionnaire was used to collect data. For the content validity of the questionnaire, professors' comments and confirmatory factor analysis were usedAnd the reliability of the questionnaire was obtained using Cronbach's alpha coefficient of 0.95. For data analysis, exploratory and confirmatory factor analysis and structural equation model were used using SPSS28 and PLS3 software. The results showed the promotion of the research-oriented culture of Imam Ali University (AS) as described 1. Holding programs and training courses 2. Improving access to resources and information 3. Creating suitable facilities 4. Creating a council of experts to guide and support research 5. Increasing giving importance and value to research and 6. supporting and motivating researchers.

The purpose of this research is to investigate the role of social capital components on explaining organizational pessimism as a behavioral challenge in Payam Noor universities in Guilan province.

The present research in terms of method; It is quantitative, with comparative logic, and in terms of purpose, it is practical and developmental. The statistical population of the research, the centers of Payam Noor University in Guilan province were selected in the number of 23 centers, the total number of human resources (academic faculty and administrative staff) is 588 people, and 220 people were selected as a sample using the cluster sampling method based on Cochran's formula. became The data collection tool is a researcher-made questionnaire. The questionnaire used was obtained from an exploratory study. In order to analyze the data, the mean, standard deviation method was used in the descriptive statistics section by SPSS23 statistical software, and in the inferential statistics section, the structural equation modeling method was used using Smart PLS3 statistical software.

The research findings indicate that the structural, relational and functional factors of social capital have an effect on organizational pessimism and explain it, and among the identified factors, the greatest intensity is related to the relational component, with the impact coefficient -0.672 and the factor load is 0.840.

The special achievement of the present research shows the importance that by improving relations and increasing interactions among employees and professors and supporting management of such communication, the field of pessimism will be reduced to a great extent. Based on this, in terms of application, it can be claimed that by relying on the three elements of social capital, the level of organizational pessimism can be reduced in Payam Noor University, Guilan Province. Also, in terms of domestic research innovation with such a theme, it has not been seen in the country from a topical and spatial point of view.

Trying to improve and effectively and efficiently use various resources such as labor, capital and information is the goal of all managers. The purpose of this article is to investigate the impact of individual, environmental, organizational and cultural factors on improving the productivity of human resources in state banks. The current research is based on the purpose of an applied research and based on the quantitative approach and the nature of the descriptive research of the survey type. The data collection method is library and field type. The sampling method of this research is classified randomly. The tool for collecting information in this research is a questionnaire made by the researcher, which is taken from the theoretical research literature. The validity of the researcher-made questionnaire was also examined through face validity, content and construct validity, and its reliability, with composite reliability and Cronbach's alpha coefficient, which was confirmed by the alpha coefficient above 0.7. The statistical population of the current research includes 300 managers and vice presidents of state banks in Mazandaran province, of which 169 people were selected as a sample according to the Karjesi Morgan table. To analyze the data, the structural equation model test was used with the help of PLS software. The obtained results show that individual, cultural, organizational and environmental factors influence the improvement of human resources productivity with path coefficients of 0.233, 0.260, 0.391 and 0.960, respectively.

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 combination of three negative behavioral traits "Machiavellianism, narcissism and Psychopathy " is called the dark triangle of personality, which indicates the emergence of unusual behaviors in the work environment. Since the role of mid-dark personality in knowledge management research has been less studied, so the researcher in the present study has evaluated the effect of the three dark personality traits on sabotage behavior of organizational knowledge. This research is based on the purpose criterion in the applied research group, based on the research strategy, is a survey correlation. Its statistical population includes the employees of Mazandaran Social Security Organization. The sample size was equal to 300 people using Simple Power software and simple random sampling method and the data analysis tool was obtained using the structural equation method from It was done through Emos software. According to the research findings; The dark triangle structure of individual personality and colleagues has a significant effect on the subversive behavior of organizational knowledge, subversive behavior of organizational knowledge in social security organization is below average, dark triple personality traits (individual) in social security organization below average and dark triple characteristics Personality (colleagues) in the Social Security Organization is above average

In the current research, the content of the lectures of Tadbir and Omid government in the field of macro management of government organizations, the first and second term of the presidency, were analyzed from the perspective of the application of cohesive devices and in the framework of the role orientation of Halidi and Hassan (1976). The research was conducted in a descriptive and analytical way, and its content was four lectures in the field of macro management of government organizations, which were randomly selected. Cohesive devices were extracted in four lectures and their frequency was measured. The percent of occurrence of each device was also obtained. After checking the data, it was determined, the first lecture with 474 items, the second with 444 items, the fourth with 421 items, and the third with 411 items are in the first to fourth ranks in the application of cohesive devices, respectively. In the first lecture, reference was the most and knowledge and time were the least cohesive devices. In the second lecture, repetition and introduction were the most and the least cohesive devices, respectively. In the third lecture as well, conjunctive elements were the most and knowledge was the least cohesive devices and in the fourth lecture, reference was the most and introduction was the least cohesive devices. In order to perform a more detailed statistical analysis and find significance in the distribution of cohesive devices in each of the lectures, the chi-square test was used. Based on the results obtained at level  p<0.05 there is a significant difference between the distribution of cohesive devices used in each of the lectures.

Artificial Intelligence, as one of the most powerful new technologies, is changing processes and organizational decision-making methods. The use of artificial intelligence could fundamentally alter the conventional decision-making methods of today. The purpose of this research is to identify the drivers that affect decision-making with the help of artificial intelligence in organizations.

This study uses a qualitative and field approach. Data were collected through library resources and interviews with twenty-nine experts in the fields of technology, artificial intelligence, and organizational sciences. Thematic analysis was employed to identify key themes and influential drivers.

The data analysis led to the identification of six overarching themes and seventeen organizing themes. The basic themes include the acceptance of artificial intelligence, technological advancement, the capability to employ artificial intelligence and its limitations, industry requirements, and the extent of artificial intelligence penetration in organizations. Also, seventeen organizing themes have been identified, which are in fact influential drivers.

The results show that two categories of drivers, one related to the external environment and the other to the organization itself, are influential in decision-making in organizations with the help of artificial intelligence. These drivers demonstrate the importance of interaction between technology, organizational culture, and industrial and environmental conditions.

  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.

Control and supervision is one of the most important tasks of managers of organizations. It is only by using control and supervision that organizations take steps to achieve their grand goals and identify their weaknesses and plan to address them. The purpose of this study is to identify and select the optimal organizational supervision strategy in the Institute of Islamic Culture and Thought. The statistical sample of this research includes 25 managers, experts and thinkers working in the research institute. The required information was collected using two library and field methods, as a result of which nine organizational supervision strategies and eight indicators and criteria for evaluating the organizational supervision strategies of the research institute were identified. Data analysis was performed using TOPSIS software. Based on data analysis, organizational goals, the main strategies of the organization, employee acceptance, management policy, proximity (detection of deviations, savings (cost-effectiveness), ease of implementation, and flexibility, respectively, as the most important ranking indicators Organizational monitoring strategies of the Institute of Islamic Culture and Thought are also classified, as well as holistic monitoring strategies (control in sensitive and key points) and futuristic monitoring are introduced as the most optimal strategy among monitoring strategies and partial (decentralized) monitoring. Is the last priority.

Context: 

In today's era, organizational success requires a change in functions, especially a change in management styles and its management, among which the role of spiritual leadership is very prominent, so that people enthusiastically carry out their activities. To achieve organizational goals.The goal is to identify, explain and develop the style of spiritual leadership from the perspective of the Qur'an, so that it can help the training and perfection of human capital in organizations.

This research used inductive qualitative content analysis method, ijtihad method and interpretation method to collect information and analyze data.

Spiritual leadership with a Quranic approach has 5 categories: vision, altruism, hope and faith in work, organizational commitment and productivity, for which 25 verses have been extracted from the Quran.

Spiritual leadership is important from the perspective of the Quran and its presence in the organization motivates people and leads to spirituality in the goals of the organization.

The capacity to solve problems in the organization is known as one of the key capacities that is necessary and of particular importance to achieve success in organizations. The main purpose of this research is to study and extract effective factors on improving problem solving capacity in the organization.

The method used in this research is a systematic review. According to the method of systematic review of foreign and domestic databases as well as the Google Scholar scientific search engine using the keywords "problem solving and organization", "problem solving and management" and "problem solving capacity" in English and Persian languages from 1970 to April 2023. found articles were screened in several steps.

As a result of the search in the internal and external article databases, 611 article titles were found, and after screening, the full text of 36 articles on the factors affecting the improvement of problem solving capacity in the organization were reviewed, of which 12 articles qualified in terms of quality. They met the necessary conditions and criteria and were examined. The research findings led to the extraction of 35 effective factors that were classified in 5 dimensions.

In order to increase the capacity of problem solving in the organization, attention should be paid to management and leadership dimensions, system factors, employees and skills, organizational culture and structure. The identified factors are very important to improve the problem solving capacity in the organization because the organizations are in a complex and competitive environment and are looking for a competitive advantage.

Homicide investigation is one of the most complex police actions aimed at achieving justice, which requires an appropriate structure for carrying out these important police mission. Therefore, the objective of this research was to identify the structural and organizational requirements for homicide investigation. This research was conducted as applied research with an exploratory mixed-methods (qualitative-quantitative) approach. The qualitative participants included judges, experts, and academic and executive elites in the field of homicide, and data were collected through semi-structured interviews. Theoretical saturation was achieved with 30 participants. In the quantitative section, a total of 57 chiefs of provincial criminal investigation departments and homicide detectives were selected to validate and complete a researcher-developed questionnaire derived from the qualitative section. The data were analyzed using SPSS22 and Smart PLS software. Considering the research objectives, the qualitative analysis yielded 48 core themes and 6 organizing themes related to the structural and organizational requirements. The quantitative findings also indicated that the model derived from the qualitative section had a good fit with a value of 0.576 for the GOF criterion, confirming the overall research model. Based on the research findings, homicide investigation will become more complex in the future compared to the past, and important components such as investigators' individual characteristics, organization and structure, technology, facilities and equipment, budget, and management play a significant role in effective crime detection. Therefore, it is necessary for the Command Headquarters of Law Enforcement Forces of the Islamic Republic of Iran to provide the identified components and indicators of structural and organizational requirements to facilitate fast and cost-effective homicide investigations.

At the same time with the advancement of technology in today's societies, where we are witnessing more and more alienation of people and their lack of mutual understanding towards each other, loyalty is one of the concepts that need to be felt in work environments in order to align the goals of employees, management and organization more than ever. Loyalty is a key factor to connect staff with organization by influencing the retention of them and increasing their work efficiency and preventing the organization from imposing costs due to employee resignation or underwork. Meanwhile, the all-round role and high responsibility of the manager in improving the performance of employees and advancing the organization's goals is very important, therefore, organizations are more successful whose managers try their best by applying principles to make employees loyal. In this article, an attempt is made to explain the role of management in the context of some intangible factors that have a significant impact on the process of employee loyalty and the actions that the manager is required to take in order to improve the efficiency and effectiveness of the organization through the use of loyal people and their training. The manager's duties in this field start from the selection and continue along the way and examining factors such as training and mental and emotional support of employees and establishing trust and justice in the organization's atmosphere and how a manager can maximize employee loyalty by using them will be considered.

The purpose of this research is to design a model of factors influencing the organizational vitality of employees using a meta-synthesis method. The study employed a systematic review and qualitative meta-synthesis approach to analyze the results and findings of previous researchers. The conceptual model of factors affecting organizational vitality of employees was developed through the implementation of the seven steps of the Sandelowski and Barroso method. The validity of the articles was assessed using the Critical Assessment Skills Program (CASP). This research is considered practical in terms of its purpose, as the researcher synthesized and combined relevant articles. Out of numerous articles identified in the databases, 16 articles were selected as the statistical population. After thorough examination and evaluation, the findings revealed that research has been conducted on 3 dimensions, 10 components, and 79 indicators related to the factors influencing the organizational vitality of employees. Subsequently, a conceptual model was presented based on several stages of analysis. The main dimensions of organizational vitality of employees encompass individual, organizational, and social aspects, as outlined in the developed conceptual model.