فصلنامه علوم مدیریت ایران
پیاپی 56 (زمستان 1398)

Innovation in governance mechanism is considered as an important tool in directing the decisions of the board of directors of companies to create a balanced relationship in economic, social and environmental dimensions and the way to achieve the goals of corporate sustainability .The purpose of this paper is to design an indigenous governance model for the National Southern Oilfields Company, tailored to the nature of its activities and environmental conditions. Therefore, the components and indices of the Global Reporting Organization were considered as the primary guide for conducting a Delphi research. Based on an exploratory studies, including interviews, review of governance literature and the sustainability reports of the world's five largest oil companies, the initial conceptual model was designed and used as the basis for the Delphi questionnaire. We conducted a judgement sampling to select nineteen members of the board of directors and external experts as members of Delphi panel and managed a survey in two rounds. The final model of governance for sustainability of the company, included eight components and fifty nine indices that was accorded within the framework of the company's articles of association.

Developing the structural model for employees' well-being is the main purpose of this research. The statistical population of the research is Iran’s E-payment industry.  We used a mixed method  to introduce an instrument for measuring the research construct. At the first step, we collected data through the semi-structure interviews with the employees of four companies working in e-payment industry. Then, we designed a questionnaire derived from standard questionnaires of employees well-being and the thematic analysis of interviews. The sample of this research consists of 318 employees of e-payment industry selected based on a random sampling. Exploratory factor analysis was the main method for analyzing quantitative data. The findings of the research show that the scale of employees' well-being consists of five dimensions: work well-being; subjective well-being, psychological well-being, family-based well-being and physical health well-being. Finally, we examined the distinctive dimensions of the well-being scale. ‎

The importance of human resource management in securing and maintaining competitive advantage in organizations has led researchers to consider new concepts such as the leaders’ dark triad personality and its relationship with employee perceptions and behaviors. The purpose of this study is to investigate the effect of employees' understanding of the leaders’ personality in terms of their dark triad personality (Machiavellianism, narcissism and psychopathy) on employees perceived organizational justice. The moderating effect of leader-member exchange variable was also tested in this relationship. The statistical population of the study were the staff and line employees of five private banks in Tehran who were selected on a random cluster sampling basis. We used standard questionnaires to collect data and structural equation modeling and Smart PLS3.2.6 software to analyze them. Findings show that the leader's Machiavellian approach had a significant effect on employees perceived organizational justice, but the effect of the leader's narcissism and psychopathy approach on the employees perceived organizational justice was not significant. In addition, the results show that the leader-member exchange, had a significant effect on the relationship between Machiavellianism and narcissism with perceived organizational justice. Finally, the theoretical findings of the research were presented.

Housing is considered to be the main asset in the portfolio of households in the Iranian economy. The changes in housing prices, will change the wealth of citizens over the time and consequently will change the utility of consumption. Given the different composition of assets for different individuals, the change in housing prices will cause different people's wealth to change relative to each other. Therefore, the control of housing prices at metropolises is the most important challenge, the Iran’s Government is facing. The study aims to investigate the causal relationship between macroeconomic variables and demographic factors to predict the average possible price per square meter of housing in ten formal metropolises of the country until 2022 and by presenting scenarios, to provide a context for resolving the mentioned challenge. We used the Vensim DSS software to simulate the research model and system dynamic approach to derive the results.  Findings indicate that a 10% increase in oil prices and exchange rates, taking into account the same rate of change in migration, the growth of housing prices in Iran will reach to an average of 26.43 and 5.6 percent respectively.

In the last two decades, researchers and pundits have spoken much about the concept of talent management. They believe that many organizations worldwide are facing the shortages of talented human resources which is a serious threat to their stability and survival. In spite of the significance that is put by the researchers and administrators on the talent management, this concept have not developed adequately, thus endure a theoretical imperfection. Therefore, it seems that the main constraint of this concept is its theoretical sketchy definition and ambiguity of its scope. The purpose of this study is to review the literature on talent management definitions, concepts and models in order to analyze the researchers different viewpoints on the subject. Lastly, we compare the standpoints of theorists to provide a framework for future studies. erent viewpoints on the subject. Lastly, we compare the standpoints of theorists to provide a framework for future studies. In the last two decades, researchers and pundits have spoken much about the concept of talent management. They believe that many organizations worldwide are facing the shortages of talented human resources which is a serious threat to their stability and survival. In spite of the significance that is put by the researchers and administrators on the talent management, this concept have not developed adequately, thus endure a theoretical imperfection. Therefore, it seems that the main constraint of this concept is its theoretical sketchy definition and ambiguity of its scope. The purpose of this study is to review the literature on talent management definitions, concepts and models in order to analyze the researchers different viewpoints on the subject. Lastly, we compare the standpoints of theorists to provide a framework for future studies.