نشریه اندیشه مدیریت راهبردی
سال هفدهم شماره 1 (پیاپی 35، بهار 1402)

The emergence and rapid growth of cyber and digital space in the last few decades is one of the biggest symbols of global change and transformation. Formulation and implementation of digital strategy has become the main concern of many traditional organizations due to the transformative effects of digital technologies in all aspects of the organization's internal and external environment. Only-digital banking is a form of banking in which all processes are done in a non-physical way and on the basis of digital systems. In the last two decades, digital transformation has greatly changed the platform and forms of banking. In Iran, the banking industry is also one of the pioneers of digital transformation; Therefore, the purpose of this research is to identify the success factors of digital strategies in Iran's banking industry. With the same point of view, in this research, whose pattern was extracted by thematic analysis method, interviews were conducted with 20 Iranian banking industry experts, and finally, a pattern including eight dimensions was identified. The eight dimensions of the aforementioned model include the role of bank governance in implementing and solving problems, changing the business model, human capital at the level of digital transformation, information technology architecture and its infrastructure, organizing the structure and modifying processes, modifying and designing the business environment to realize digital strategies, actors Digital and emerging in the realization of digital strategies, international relations and global trends in digital banking.

The fourth industrial revolution, centered on digital transformation, has changed the nature of work, businesses, organizations, organization leadership, etc., and has left deep effects on them. As a result, the effective exposure of human resources of organizations as one of their basic pillars with this phenomenon is considered essential. In this regard, employees must acquire certain skills to successfully fulfill their roles and jobs, which is called digital skills. Organizations must use appropriate training and development methods to create and develop these competencies. In this research, firstly, with the qualitative method of library studies and the use of interview tools with experts along with the analysis of the themes of the interviews, the mentioned competencies and also the teaching methods were calculated using the library method, and finally, using the questionnaire tool and data analysis As a result, the effectiveness of training and development methods for the creation and development of digital competencies was investigated with the Shannon and Topsis entropy method. Finally, the methods were prioritized in order of effectiveness. According to the results of using the role modeling method, they were determined as the first priority and the use of the coaching method as the last priority to create and develop employees' digital competencies.

Due to the important role in identifying and nurturing competent people for society, universities have this concern as well and try to find students who can help them in implementing their policies as well as society policies. The questions is how should people factors be assessed to be able to find and develop competent people. So with introducing situational judgment test and a model for developing SJT, this research tries to develop a SJT for predicting students performance. SJT is an assessment tool in which different situations are abstracted from real situations and participant need to determine which options are suitable in that situation. To do this research, first student competencies of one of management faculties of Tehran universities has classified from past research and 7 clusters were developed, then important situations for students has been gathered from past research and faculty members were asked to rate them according to the "importance index". The final questionnaire contained 35 questions and presented to a 93 student sample. After analysing the results, reliability of 0.67 and validity of 0.271 for predicting average students scores and 0.298 for predicting students points were obtained which are acceptable according to past research in the field. Students performance can be predicted with acceptable validity and low cost and time with the SJT designed. Procedural justice, student development, self awareness and transferring expectations of university to students are other benefits of this tool.

Scientific vitality and dynamism is the most important factor of growth and excellence in the scientific centers and this study sought to explain the formation of it in these centers. Data were gathered in semi-structured interviews with 22 participants (12 graduate students and 10 professors of scientific board) by purposive sampling. The data analysis led to explain the process of formation of scientific vitality and dynamism in academic and scientific centers by Grounded theory. This fundamental theory focuses on "Self-transcendence has found wisdom ("Wisdom-oriented self-improvement")". This theory led to a meaningful and positive hypothesis that says: The phenomenon of scientific vitality and dynamism relates with the phenomenon of public vitality and dynamism; and led to format “four rings model of scientific vitality and dynamism”.

Communication between the university and society is one of the ways to realize knowledge-based production. The introduction and application of academic findings in the field of government administration, industries and small and micro businesses is facing problems and issues. One of the fundamental roots of these problems are issues related to the human factor as a consumer of knowledge produced in the university, which requires cultural measures to solve these problems. One of these measures is the use of behavioral insights to facilitate university-community communication, which costs almost nothing to use. For this purpose, using library studies, the factors influencing the formation of people's choices were identified. In the next step, using a survey of experts and TOPSIS and SAW techniques, these factors were ranked. For this purpose, the opinions of 32 experts were used. The results of the research show that the first three ranks of these factors in terms of importance are: highlighting information in communication, using social norms and using the principle of simplicity in conveying the message.

Coaching organization is one of the new paradigms in the field of organizational development that uses coaching to realize talents and organizational knowledge management. The present research was conducted with the aim of analyzing the dimensions and components of the Coaching organization in universities. This research is among the qualitative researches and in the analogical paradigm, which is practical in terms of purpose. The statistical population of this research includes experts in the field of coaching, including professors and managers of universities in Tehran. 25 people of the desired sample have been selected by purposeful method and snowball technique. The data collection tool is interview. The data were analyzed by thematic analysis using ATLAS.TI software. The results of the research identified three dimensions include coaches’ characteristics, coachees’ characteristics and organizational characteristics. According to the results of the present research, it is suggested to address the aforementioned three-dimensional components and indicators in order to effectively establish a coaching organization in universities, so that by teaching the principals and skills of coaching to managers, provide the ground for preparing and accepting the coachees to adapt to the changes; In this regard, it is necessary to change management strategies, use a flexible organizational structure with few hierarchies, institutionalize a culture that supports participation, learning and creativity, and use up-to-date electronic information and communication technologies, provide the platform needed for universities to become coaching organization.