نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال دوازدهم شماره 45 (پاییز 1399)

The purpose of this study was to investigate the relationship between the abusive supervision and job embeddedness on employees deviance behaviors and the role clarity as moderator. This research is considered as an applied and descriptive study and has been performed by survey method. The statistical population of this study was all official personnel of a Gas Company in a province of Iran (480 people); using a simple random sampling method, 212 people were selected as the sample according to the Morgan table. The researcher-made questionnaire based on Likert spectrum was used in order to collect information. Structural equations’ modeling was used to analyze research data with Smart-PLS software. The results showed that, abusive supervision has a positive and significant effect on job embeddedness and has a negative and significant effect on distributive justice.

The purpose of this study was to examine the construct validity of the Assessment and Development Center for Managers of NIOC. The method of research was applied and the data collection was descriptive – analytical. The statistical sample included which have been selected by simple random sampling (Cochranchr('39')s sample size formula) 1022 managers from the competent managers’ database of the organization. The data were analyzed based on multitrait-multi method (MTMM) correlation and confirmatory factor analysis (CFA). The results suggested that the mean of correlation between the scores for a single dimension with different methods (exercises) was 0.32, which was lower than the mean total correlation between different dimensional scales in the same exercises, which was .60. Therefore, although the rating of dimensions possessed relatively moderate convergent validity, it did not show satisfactory discriminant validity. On the other hand, the result of factor analysis showed that the share of dimensions (competencies) in describing the change of the rating performed was significantly more than methods and based on that, it can be claimed that discriminant validity among the studied dimensions is the main determinant.

The aim of this study was to identify and explain the causes of formation of political behaviors in employees of government organizations with individual and organizational culture approach which was done via a mixed method. In the qualitative section by Delphi method, 20 scientific experts including university professors and managers were selected as Delphi panel using judgmental and snowball sampling and surveyed by a researcher-made questionnaire in three stages and individual components (perception, focus of control, power-seeking, political will, political intelligence, attitude and personal expectations) and components of organizational culture (coalition, interaction with co-workers, populism, consequentialism, innovation and risk-taking) were identified. In the quantitative section, a questionnaire distributed among 284 employees of Gachsaran Oil Company who were selected through simple random sampling. Data was analyzed via structural equation model. The final results showed that seven individual components and five components of organizational culture have a significant relationship with the formation of political behaviors.

The present study aimed to design a model of human resources risks assessment and ranking using the neuro-fuzzy approach as one of the methods of artificial intelligence in Iran national Gas Company. Three main steps were taken to achieve this goal: the first step was to identify the evaluation criteria that were achieved by literature reviews and the theoretical foundations of the research based on the opinion of the elites. The second step was human resources risks modeling using a neuro-fuzzy approach, which were formulated with two methods of subtractive clustering and grid partition regularization. In the third step, using the neuro-fuzzy system modeling, human resource ranking was performed. The results of ranking of human resource risks showed that Yazd province had the highest structural risks, Ilam province had the highest value risks and Khorasan Razavi province had the highest behavioral and contextual risks. The results of the overall evaluation also showed that human resources risks in Isfahan province hadthe least risks and Khorasan Razavi province hadthe highest human resources risks in Iran national Gas Company. The findings of this study can be considered as a comprehensive structure and a roadmap for managers to improve the formulation of HRM strategies.

The purpose of this research was to design a model of social loafing in order to understand its dimensions, effective factors, and consequences in refining and distribution department of oil industry. The data collection was carried out through topic literature and semi-structured interviews with industry experts in the field of group activities by snowball method. Thematic Analysis method (combination) was used to analyze the collected data, then the data was coded and the communicative pattern of the discovered content was drawn as a model. The results showed 78 unique concepts which are presented in two dimensions (competitive loafing and adequacy loafing) for the phenomenon of social loafing, as well as five effective factors (work-related factors, individual factors, group status, organizational and managerial factors, and social factors) and five consequences (individual emotions, Individual performance, group performance, group atmosphere, and organization status).

The purpose of this study was to investigate the effect of genuine leadership on organizational learning with regard to mediating variable of purposeful organizational forgetting. The methodology of study was applied in terms of purpose and descriptive-correlative in terms of implementation. The statistical population of the study consisted of 840 employees of headquarter of the Ministry of Petroleum. Among them 260 persons were selected by random sampling using Krejcie and Morgan table. Three standard questionnaires of genuine leadership of North Rhine (2010), Dihalenchr('39')s Organizational Purposeful Forgetting (2004), and Niffechr('39')s Organizational Learning (2001) were used for data collection. The reliability of the questionnaires using Cronbachchr('39')s alpha coefficients were 0.86, 0.88 and 0.89, respectively. The data collected were analyzed by structural equation warpPLS software. The results of path analysis showed that genuine leadership has positive and meaningful effect on organizational learning and the mediating role of purposeful organizational forgetting between authentic leadership and organizational learning is confirmed.

Knowledge of chronobiology (some times Biology), biological phenomena and their changes with the time is heavily studied. The aim of the present study was to investigate the effect of chronobiology on occupational accidents in Gachsaran Oil and Gas Exploitation Company. The research method was descriptive-correlational. Statistical population consisted of all operating employees in Gachsaran Oil and Gas Exploitation Company with at least 5 years work experience and post graduate degree and organizational grade over 13 (including 700 people). Among them 223 employees was selected as the research sample. The measurement tool included a researcher-made questionnaire containing 70 questions to identify the impact of occupational events. After preliminary distribution of 30 questionnaires, Cronbachchr('39')s alpha was calculated to be 0.81. The results show that in the company, the dimensions of "work fatigue" and "productivity or efficiency of working hours" have the highest mean in terms of respondents, respectively.

The purpose of this study was to identify the effect of Perceived Over qualification (POQ) on Organizational Citizenship Behaviors (OCB). In this regard, the role of Self-efficacy was also considered. In terms of research objective, it was applied and in terms of data collection, the study was cross-sectional. The participants were chosen from National Iranian Oil Company (NIOC). Based on simple random sampling, data were collected from 331 employees. To measure POQ, OCB and Self-efficacy, we used standard questionnaires from Maynard et al. (2006), Padsakoff et al. (1990), Schwarzer and Jerusalem (1995) respectively. In order to test the conceptual model, Structural Equation Modeling via SPSS and AMOS has been used. Results showed that Perceived Over qualification was negatively and indirectly associated with Organizational Citizenship Behaviors. Likewise, the mediating role of self-efficacy has been confirmed.

Job life and family life are two integral parts of the life of the majority of people in the community. These two components are the key in success of individuals in advancing their intentions. The aim of this research was to identify the consequences of the Corporate Family Responsibility in Gas Refining Operation Organizations of Iran usin qualitative approach based on the Grounded Theory. The research samples were selected by theoretical sampling method and finally the information saturation was obtained through in-depth and semi-structured interviews with 33 employees of these companies. At the end, 180 concepts were extracted from the interviews, of which four main categories and 11 sub-categories were extracted. To validate the research findings, Guba and Lincoln (1985) four-criterion method, reliability, has been used. Based on the findings of the study, organizational, individual, family and social categories were identified as the consequence categories of corporate family responsibility.

One of the main organizational challenges and demands of National Iranian Oil Company (hereafter NIOC) is to find strategies that can be used to improve the employees’ performance. Performance Coaching is one of the strategies and the absence of a proper model in accord with the oil industry seems to be a challenge in the company. The present research, relying on the qualitative approach, aimed at identifying a model for performance coaching competencies appropriate for NIOC. The given indicators were extracted from communities, coaching models, and the bulk of literature. The sampling method was purposive and comprised interviewing 12 experts and managers familiar with performance coaching in NIOC. Data were collected through Literature review and semi-structured interviews, which were subsequently coded inductively via MAXQDA software. Results derived from data analyses subsumed 16 categories of performance coaching competencies according to the common codes between literature review and the experts’ opinions.

The aim of this study was to design and explain the meritocracy model of managers in the oil industry. In the qualitative part of the research, using the snowball technique, 20 experts were interviewed and using the Delphi analysis method, six main dimensions including: Merit-will, Merit finding, Merit selection, Merit appointment, Merit breeding, Merit maintenance and 39  index was extracted. In the quantitative part of the research a researcher-made questionnaire was distributed among 110 managers and employees familiar with the subject of meritocracy to measure the model. Confirmatory factor analysis using Smart PLS software was used to analyze the data. According to the research results, all identified dimensions and components for the meritocracy model were approved. Also, in the field of meritocracy of managers in the oil industry, a significant difference was observed between the current and desired situation. In other words, it is necessary for the human resources sector of the oil industry to take measures, plans and programs to reduce the gap.

The purpose of the present study was to design an effective model for developing the strategic thinking of human resource managers of the National Iranian Gas Company in terms of productivity. The present study is considered applied in terms of purpose, a survey in terms of nature, in the category of combined-exploratory research. In the qualitative phase, 20 experts were interviewed, including managers and deputies of Iran National Gas Companychr('39')s human resources and university professors, during which the most important indicators affecting the development of strategic thinking of human resource managers were extracted. Next, the strategic thinking model of HRM was explained at organization level and the relationship between model variables was analyzed. The findings of the study showed that the model is highly desirable and therefore the elements of the model and the assumed relationships in the model represent strategic thinking components and elements at the organizational level. The results indicated that senior management, individual factors, group factors, organizational factors and system factors influence the strategic thinking of the organization.

The purpose of the present study was to present a knowledge management model with teaching / learning approach at the National Iranian Drilling Company. The research was applied in terms of purpose and in terms of the nature of the data, qualitative using analysis grounded theory. Participants in this study were experts in the fields of Human resources management that were purposefully selected by snowball method and theoretically saturated with In-depth interviews were conducted with 15 individuals and continued with confidence of up to 20 persons. The validity of the findings was determined by member matching methods, peer review, and pilot interviews. Open, axial, and selective coding was used to analyze the interviews.  Based on the results, 478 initial conceptual propositions with 22 main categories and 111 sub-categories within six dimensions of paradigm model include causal, main phenomenon (enhancing teaching and learning), strategy, context characteristics, conditions Interventions and outcomes were identified.

Organizational entrepreneurship is a very important element in the process of organizational and economic development. Therefore, investigating the impact of organizational intelligence and culture on organizational entrepreneurship in Shiraz Gas Company was considered as the research goal. This research is consumed applied in terms of purpose and descriptive-survey in terms of nature. The statistical population of the present study included all managers of Shiraz Gas Company with 230 people. According to Morganchr('39')s table, the sample size was estimated at 140 people. The research data were collected using the Standard Questionnaires including Albrecht Organizational Intelligence (2003), Denison Organizational Culture (2000) and to measure organizational entrepreneurship by using Octane and Biolet standard questionnaire (2008). The validity of the questionnaire was evaluated and confirmed using content and structure validity and reliability through Cronbachchr('39')s alpha coefficient and combined reliability index. The data collected by the software and Lisrel software were analyzed. The results showed that both organizational intelligence and organizational culture have a positive and significant effect on organizational entrepreneurship.