List of Articles Human Resources

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  1 - Designing the pattern of alignment of organizational elements with the strategies of the organization and its relationship with performance
  faride defaei Seyed Mohammad Aarabi saheb1 badrei
  The main goal of the current research is to design a model of alignment of human resources strategies, organizational structure and culture with organizational strategies and its effect on the performance of schools covered by Allameh Tabatabai educational and cultural More

  The main goal of the current research is to design a model of alignment of human resources strategies, organizational structure and culture with organizational strategies and its effect on the performance of schools covered by Allameh Tabatabai educational and cultural complex. Based on the theory of strategic reference points, this research presents a model for coordination between the organization's strategy and the level strategy of human resources and the elements of the organization. Two reference points of low or intense control and internal or external attention were considered as reference points. Based on the strategic reference points (SRP), human resource strategies, structure, culture and organizational strategies were determined and then the relationship between the various types of these strategies and organizational elements was investigated. To measure the performance of the schools covered by the Allameh Tabatabai complex 4 organizational performance criteria of balanced scorecard model (BSC) was used. The statistical population in this research includes managers, employees and teachers of Allameh Tabatabai complex, which are about 400 people. The type is correlation and the unit of analysis is the school. The field data collection method of this research is a questionnaire. The collected data was analyzed with spss and PLS software. The obtained data and their interpretation show that in Allameh complex Tabatabai, the dominant type of competitive organization strategy, the dominant type of human resource strategy, the secondary strategy, the dominant type of mechanical organizational structure, and the dominant type of organizational culture is mission culture. There is an alignment between the organization's strategies and other studied elements. The performance of those schools that are between Organization strategies and organizational elements are more aligned, their performance is also higher. Manuscript profile
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  2 - Investigating the relationship between multicultural management and sports in schools
  Atefeh khodabakhshi Zynalabedin Fallah Amir Montazeri Taher Bahlekeh
  Abstract: The purpose of the current research was to investigate the relationship between the multicultural management model and sports in schools, which was done in a quantitative and mixed method. The statistical population of the quantitative part of the study inclu More

  Abstract: The purpose of the current research was to investigate the relationship between the multicultural management model and sports in schools, which was done in a quantitative and mixed method. The statistical population of the quantitative part of the study included all the physical education teachers of the country (N=34000). The statistical sample in this study was considered to be 380 people according to the Karjesi and Morgan table, and the sampling was done using the random cluster method. The data needed to identify the components and analyze the measurement model were collected using a researcher-made questionnaire, after obtaining validity (face, content and structure) and validation. Cronbach's alpha method (α=0.91) was used to calculate the reliability of the instrument, and exploratory factor analysis, confirmatory factor analysis, and structural equations were used to analyze the data. Data analysis was done using SPSS and Lisrel software. Examining and testing the structural equation model of the research showed that the general indicators of fit are in a suitable and favorable condition. So, the antecedent variable of multicultural management has a positive and significant effect on the variable of multicultural management process. Also, the multicultural management process variable has a positive and significant effect on the multicultural management results variable. In addition, the indirect effect of the antecedent variable of multicultural management on the outcome variable of multicultural management was significant, and in the meantime, the variable of multicultural management process played a mediating role. Therefore, the administrators and senior managers and decision-makers of the Ministry of Education should have a special look at multicultural schools and by strengthening and equipping these schools in a fair manner, they should create empathy in the country and prevent suspicions of ethnic discrimination. Manuscript profile
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  3 - Provide Effective Human Resources Strategic Capabilities Model (Case study: Branches of Saderat Bank)
  shima arjomand kermani Malikeh Beheshtifar masoud pourkiani Ayob Sheikhi
  Background: Successful organizations, based on their grand goals, identify the strategic capabilities of the human resources they need or train their employees to acquire these capabilities.Objective: The purpose of this study is to provide a model of strategic capabili More

  Background: Successful organizations, based on their grand goals, identify the strategic capabilities of the human resources they need or train their employees to acquire these capabilities.Objective: The purpose of this study is to provide a model of strategic capabilities of human resources in the branches of Bank Saderat Iran.Method: The strategic capabilities of human resources were identified through exploratory studies and surveys of knowledgeable experts using the Delphi technique. To select the sample, selective non-random sampling method was used and the statistical sample of the research was selected from 18 professors, managers and experts of Bank Saderat. Data collection tools were documents and a semi-structured questionnaire. For data analysis, one-sample t-test, factor analysis and structural equation modeling were used to construct the research model using LISREL and PLS software.Results: The results showed that the model of strategic capabilities of human resources has the dimensions of leadership capabilities, main capabilities of human resources, special capabilities of the role of human resources and individual traits because according to factor analysis test, all standard coefficients are greater than 0.5 and factor loads greater than 1.96. Conclusion: Considering that the model of strategic capabilities of human resources has been designed for the first time in the country, it is necessary for managers to focus on dimensions and components that have not been considered before. Also, this template can be used in other banks and the organizations. Manuscript profile
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  4 - Presenting a green human resources strategy model in the Workers' Welfare Bank with a future approach
  افسانه زمانی مقدم leila ghasemi zeinolabedin amini sabegh Seyyed abdollah sajadi seyyed ahmad hashemi
  10.30495/jmfr.2022.20266
  Foresight and transformation of possible alternatives and scenarios in the future of human resources in the banking industry is the main purpose of this study. In terms of purpose, this research is of the type of analytical future research. In terms of how to collect an More

  Foresight and transformation of possible alternatives and scenarios in the future of human resources in the banking industry is the main purpose of this study. In terms of purpose, this research is of the type of analytical future research. In terms of how to collect and type of data is a combination. In the first stage of the research, which is based on qualitative method, the statistical population is all experts and experts in the field of human resource management (organizational and academic experts) that finally 10 people were selected as an expert group using purposive or judgmental sampling. In a quantitative stage, the statistical population of the study consisted of all managers and planners of the Workers' Welfare Bank in Greater Tehran Province. Using Morgan sample size determination table, 338 people were selected as a sample by stratified random sampling. The collected data are analyzed in the qualitative stage by the method of directional and analytical content analysis and then based on the open, axial and selective coding method in a comparative manner and in the quantitative stage using structural equation modeling. The results showed that the green human resources strategy model in the Workers' Welfare Bank has three levels and twelve components. Individual strategies include green attitude, green knowledge and green motivation, team strategies including green team participation, team building. Green Homes, Green Team Leadership, Green Team Engagement, and Organizational Strategies include Green Recruitment, Green Training and Development, Green Performance Management, Green Discipline, and Green Work Environment. Manuscript profile
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  5 - Investigating and Analysis the Role of Quality Management in Constructing Knowledge Management Value Chain in Organization
  K. Bahreini M. Houshangi
  Nowadays, with developing and promoting knowledge in organizations, effective management ofknowledge in trend of organizational goals is so important. Constructing infrastructures of knowledgemanagement is crucial for better controlling and monitoring of organizational More

  Nowadays, with developing and promoting knowledge in organizations, effective management ofknowledge in trend of organizational goals is so important. Constructing infrastructures of knowledgemanagement is crucial for better controlling and monitoring of organizational knowledge. Knowledgeis a capital that couldn't dominate it simply. For guide employee of organization toward constructingand managing infrastructures of knowledge, it should be provided stimulus factors for them. QualityManagement as a comprehensive management system could has a crucial role in creating provocativefactors for organization's employee. In this article, with the perspective of human resources to qualitymanagement, we want to investigate influences of people-oriented factors of quality management inconstructing knowledge management value chain activities in organization, at three dimensions, thatinclude: Top management leadership and commitment, Plans of promoting competences of employeesand Customer-Oriented.From results of literature review and case study of research, at all of factors in quality management,we concluded that quality management has discernible relation with knowledge management valuechain activities. In analysis of correlation coefficient between variables of quality management andknowledge management value chain activities, the highest coefficient was between customer-orientedin plans of organization and knowledge management value chain activities, and plans of promotingcompetences of employees and Top management leadership and commitment were in later steps.Importance of customer-oriented in plans of organization is notable in constructing infrastructures ofknowledge management. Quality management creates inherent potentials in organization that couldplay prominent role in creating infrastructures of knowledge management in organization. Thisresearch tries to investigate, influences of Quality Management systems in constructing infrastructuresof knowledge management in organization. Manuscript profile
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  6 - Providing a Human Resources Strategy Model in Iranian Banks with an Environmental Attention Approach (Case Study: Workers' Welfare Bank)
  lilasadat ghasemiram afsaneh zamanimoghadam zainlabedin amini seead abdolla sajadijaghargh seeyad ahmad hashemi
  10.30495/ijpa.2022.67256.10883
  Background and Aim: Green human resource management seeks to make optimal use of scarce environmental resources and its emphasis is on philosophy, policy and activities that help organizations achieve green goals. The present study aimed to present a green human resourc More

  Background and Aim: Green human resource management seeks to make optimal use of scarce environmental resources and its emphasis is on philosophy, policy and activities that help organizations achieve green goals. The present study aimed to present a green human resource management model in the Workers' Welfare Bank.  Method: The present research was conducted by mixed method (qualitative-quantitative) and the research community in the qualitative section consisted of professors, specialists and experts in this field and in the quantitative section, all professors, staff, managers and specialists in the field of human resources strategy. Green. In the qualitative section, which was purposefully selected, 12 professors, specialists and experts were selected, and in the quantitative section, 332 managers and deputies of the Workers' Welfare Bank were selected using the Cochran's formula. Research tools include; Semi-structured interview and researcher-made questionnaire. In the quality part, it has been done by Delphi method and through coding (open, axial and selective) using SPSS 16 and Smart PLS software. Results: The findings showed that, as observed, one of the components that represented the indicators of green human resources strategy in the Workers' Welfare Bank, because none of the components had a factor load of less than 0.3, was removed from the factor analysis process. They were not, and considering that all the remaining items were larger than 0.6, the model is desirable. Conclusion: The results showed that green human resource plans and strategies are increasingly essential for the successful implementation of green strategies and environmental management practices of organizations and in this model Confirmed. In this model, the human resources strategy is approved based on three levels: individual, team and organizational.  Manuscript profile
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  7 - Designing the human resource Retention Model in knowledge-based organizations: A Review of Experts` views
  Nodeh Farahani Majid Mir Ali Seyed Naghavi Javad Mehrabi
  10.30495/ijpa.2023.71113.11036
  این مقاله با هدف شناسایی مولفه ها و طراحی مدل نگهداشت منابع انسانی در سازمان های دانش بنیان بر اساس نظریات اندیشمندان مختلف صورت گرفته است. پژوهش از نظر هدف کاربردی و به لحاظ شیوه گردآوری و تجزیه داده ها از نوع پیمایشی است، که بر این اساس ضمن بررسی مفاهیم و ادبیات موضوع More

  این مقاله با هدف شناسایی مولفه ها و طراحی مدل نگهداشت منابع انسانی در سازمان های دانش بنیان بر اساس نظریات اندیشمندان مختلف صورت گرفته است. پژوهش از نظر هدف کاربردی و به لحاظ شیوه گردآوری و تجزیه داده ها از نوع پیمایشی است، که بر این اساس ضمن بررسی مفاهیم و ادبیات موضوع، مولفه ها استخراج و در چهارچوب مراحل مطالعه دلفی انجام شده است. به روش نمونه گیری هدفمند، اعضای پانل دلفی به تعداد 15 نفر از میان متخصصان مرتبط با موضوع انتخاب شد. پیمایش دلفی طی دو دور تکرار (پرسشنامه دور اول خبره با 162 گزاره و پرسشنامه دور دوم خبره با 99 گزاره) و پس از رسیدن به اجماع قابل قبول میان اعضای پانل، متوقف شد. آزمونهای توصیفی شامل میانگین برای تجزیه و تحلیل نتایج نظرسنجی دلفی و همچنین ضریب توافقی کندال برای بررسی سطح اجماع میان مشارکت کنندگان به کار گرفته شد. مدل پیشنهادی خبره پژوهش پس از اجرای دو راند دلفی با 83 مولفه شامل مربی یا الهام بخش، فرهنگ گشودگی و یادگیری چگونه آموختن و ... ارائه شده است. Manuscript profile
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  8 - Analysis of the Cultural-Environmental Foundation Role of Cultural Centers in the Development of Tehran (Case Study: Cultural Centers of Tehran City)
  Niloofar Soodmand Khadije Zolghadr Alieh ShekarBeigi
  10.30495/IJSS.2023.75056.1406
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  9 - An analysis of accounting software based on accounting information systems (AIS) (case study: companies based on zanjan province)
  دکتر مهرداد علیپور حسین بدیعی مرتضی رمضانی
  Accounting software has been used as one of the parameters of accountinginformation systems in companies. As such, a study of whether exist maincharacteristics of AIS in these software or not, is the main interest of this article. Anaccounting information system should More

  Accounting software has been used as one of the parameters of accountinginformation systems in companies. As such, a study of whether exist maincharacteristics of AIS in these software or not, is the main interest of this article. Anaccounting information system should have features such as compatibility, flexibility,internal control, general characteristics, training, and reporting structure. The above –mentioned characteristics can be considered as main variables of this study withregard to their impact on. Dependent variable – accounting software.These variables have been selected and a six-hypothesis of research have beenanalyzed. Research method in this article is descriptive – survey and is completelyapplied one. The basis of data gathering consists of primary inputs and secondaryinputs by making use of questionnairs, interviews and documented inputs, derivedfrom traditional and digital libraries. Statistical societies in this study are zanjanbasedbusiness, service and merchandising companies. The sampling method israndom quota sampling which derives from Cochran Formula by using size of sample.Descriptive and inferential statistics have been used for information analysis. Fordescriptive statistics, general characteristics of sample (sex, age, work experience,discipline, kind of activity and the number of human resources) have been described.For inferential statistics by using one- sample T-test and kroskal valis the significancehas been defined. With regard to indentifying the extent of influence of some usedvariables in case companies. All of them except reporting structure have beencharacterized as suitable AIS. All hypotheses indicate that compatibility and controlhave nothing to do with companies' activity and flexibility in the number of humanresources. Manuscript profile
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  10 - The relationship between strategic human resource plans and job innovation Study A (Case Study: Jahad- Agriculture Organization of Khouzestan province)
  مهدی نورالدین موسی محمد حسین پور حسین وظیفه دوست
  Introduction and Objective: Organizations need motivation and ability of human capital for creation the innovative ideas,develop innovative ways and create new opportunities for their improvement.This study was conducted to investigate the relationships between strategi More

  Introduction and Objective: Organizations need motivation and ability of human capital for creation the innovative ideas,develop innovative ways and create new opportunities for their improvement.This study was conducted to investigate the relationships between strategic human resource plans (staffing, training, participation, performance appraisal and compensation) and job innovation in Jahad- Agriculture Organization of Khouzestan province. Method: Regarding the research objective, it is an applied research and It is considered as a "descriptive - correlation " research based on data collection methodology. Using random sampling, 128 employees of the mentioned organization were selected and data were collected.Data were analyzed using Pearson correlation and regression technique by SPSS 19 software. Findings: There was a significant positive correlation between strategic human resource palans and job innovation. Also there was significant relationship between the dimensions of strategic human resource practices and organizational innovation (p<0.05). The multiple regression analysis indicated that staffing, participation, performance appraisal and compensation  are significant predictors of  job innovation. Conclusions: Strategic human resource plans including staffing, training, participation, performance appraisal and compensation, positively explains the organizational innovation and can influence the attitudes and behaviors of employees and create job innovation. Manuscript profile
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  11 - Providing solutions for attracting human resources talents in Tehran Municipality
  Seyyed Mohsen Tabatabaei Mozdabadi َAzadeh Ghamari
  10.30495/jisds.2007.21289
  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents More

  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents in Tehran Municipality. In the qualitative section, in-depth interviews were conducted with 10 managers, deputies and senior experts of Tehran Municipality and 6 members of the faculty of the university. Interpretive analysis was used to analyze the data. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The results showed that the mechanisms of attracting human resources talents in Tehran Municipality, including the existence of individual and job development opportunities, competitive advantages, reputation and brand of the organization, facilitating administrative rules, designing and establishing an evaluation center in recruitment, and a systematic program to attract, construct propositions. The value of employees is the formulation of job descriptions and the conditions for obtaining different jobs.Approach, Attracting human resources, Municipality of Tehran Manuscript profile
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  12 - Providing Solutions for Attracting Human Resources’ Talents in Tehran Municipality
  Seyed Mohsen Tabatabai Mazdabadi Seyed Alireza Seyed Ordobadi Azadeh Ghamari
  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents More

  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents in Tehran Municipality. In the qualitative section, in-depth interviews were conducted with 10 managers, deputies and senior experts of Tehran Municipality and 6 members of the faculty of the university. Interpretive analysis was used to analyze the data. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The results showed that the mechanisms of attracting human resources talents in Tehran Municipality, including the existence of individual and job development opportunities, competitive advantages, reputation and brand of the organization, facilitating administrative rules, designing and establishing an evaluation center in recruitment, and a systematic program to attract, construct propositions. The value of employees is the formulation of job descriptions and the conditions for obtaining different jobs. Manuscript profile
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  13 - Designing of a successful management of green human resources with the use of explanatory-structural attitude (Study case: Keshavarzi bank of Ardabil province)
  Mohammad Mahmoodi meymand Tohid Alizadeh hossein hajlou Reza Norouzi Ajirloo Mojtaba Ashrafi Sultanahmadi
  10.22034/jest.2021.40049.4474
  Background and Objective: The aim of this study, is to design a structural model of management of green human resources on the foundation of human being management system that offers for the first time in the green human management’s literature.Material and Method More

  Background and Objective: The aim of this study, is to design a structural model of management of green human resources on the foundation of human being management system that offers for the first time in the green human management’s literature.Material and Methodology: In this study first the most important factors of vital cases which cause the success in management derived. Then, these factors were given to 150 experts of Keshavarzi bank of Ardabil province by questionnaire. After the gathering questionnaire, preliminary dials with the use of analyses stand in four elements. With the help of structural-explanatory model and asking from 10 virtuosos of agricultural bank of Ardabil province these factors analyzed and relationship between these variables discovered.Findings:The results of interpretive structural modeling on the four factors involved in the implementation of green human resource management show that the factor of green thinking and the environmental management factor have weak influence and weakness. Human resource management factor has weak influence but high dependence and green movement factor with high influence and low dependence. Results show that, the green move factors in the green human resource management in agricultural bank of Ardabil province was vital and must be in the first grade.Discussion and Conclusion: The results indicate that approved variables were categorized into four factors of human resource management, environmental management, green thinking, green movement (Green Initiatives include Green Thinking and Green Movement). The results also show that green movement factors and green thinking have the most impact on other factors, respectively, and human resource management and environmental management variables are most influenced by other factors.  Manuscript profile
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  14 - Pathology of Sustainable Performance of Green Human Resources
  Majid aryanzadegan Reza Najafbagy Nazanin Pilevari
  10.30495/jest.2021.61558.5426
  Background and Objective: Considering the gradual evolution and expansion of the effective role of human resources in increasing the effectiveness of the quality of services available over time, experts have enumerated several functions for their development based on th More

  Background and Objective: Considering the gradual evolution and expansion of the effective role of human resources in increasing the effectiveness of the quality of services available over time, experts have enumerated several functions for their development based on the dynamics of strategic processes. One of these strategic functions is the capabilities of human resources to improve the quality of services. In fact, human resource capabilities range from psychological characteristics to responsible and social characteristics in individual actions that develop an organization's capacity to provide better services to customers. The Purpose of this research is Pathology of sustainable performance of green human resources.Material and Methodology:  In this study, theoretical screening based on similar research was used to identify the components (pathology of human resource performance management) and research propositions (Ambidextrous Learning themes).Findings: Then, Delphi analysis was used to determine the reliability of research components and propositions. In the quantitative part, the components and propositions identified in the form of matrix questionnaires were evaluated by interpretive analysis by 22 human resource managers, officials and experts at the banking level.Discussion and Conclusion: The results showed in terms of perceptual improvement capabilities; Explaining job perception conflicts with the aim of increasing the level of knowledge of human resources directly affects the level of human resource participation in skill promotion goals and creating a fit between specialized strategies and educational needs assessment. Manuscript profile
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  15 - The role of sustainable and green human resources in gaining the competitive advantage of organizations
  nasrin barforoush akbar etebarian amir naghsh arash shahin
  Background and Objective: Many organizations are implementing environmental protection strategies in response to the conditions and demands of today's world. This study aims to identify and evaluate how sustainable and green human resources can be used for competitive a More

  Background and Objective: Many organizations are implementing environmental protection strategies in response to the conditions and demands of today's world. This study aims to identify and evaluate how sustainable and green human resources can be used for competitive advantage in the oil industry. Material and Methodology: Research in the present study has a quantitative-qualitative approach in terms of its purpose and data collection methodology. In the field of organizational sustainability, written materials and electronic resources have been used purposefully to collect information. In the qualitative part, it was done purposefully and non-randomly through semi-structured interviews, and in the quantitative part, it was done using simple random sampling and a questionnaire. Based on the structural equation model, hypotheses were tested with SMART-PLS software. Findings: the result of running SMARTPLS final model According to the results obtained from the software, it can be acknowledged that the dimensions of senior management, employees and the organization have a positive and significant effect on the green performance of the organization and ultimately have a positive effect on gaining a competitive advantage. The path coefficient values in the model for the components of the organization are 0.504, employees are 0.286, and senior management is 0.191 percent, which directly explains the changes related to the sustainable and green organizational performance variable of 0.431. The results show that among the main indicators of the research, human resources (with path coefficient: 0.386) has the greatest impact on the green performance of the organization. Also, the impact of the organization's green performance on competitive advantage (with a path coefficient of 0.437) is significant. Discussion and Conclusion: Results have shown that the environmental performance of the organization is influenced by the staff, senior management, and stakeholders, and thus affects its competitive advantage. In order to implement green strategies successfully in polluting industries, especially in oil refining, senior managers will need to focus on the intangible assets of their investment organizations to leverage the creativity of their employees. Manuscript profile
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  16 - Designing a model for the role of strategic human resource management in reducing the organizational anomie in higher education
  simin mohammadi mohammad feizi zangir mohammad roohi isaloo mohammad hasan zadeh mahmoodabadi habib ebrahimpour
  Any disturbance in the normative system of organizations causes a kind of confusion and disorder, which is interpreted as organizational anomie that imposes harmful effects on the organization. Educational organizations and universities, like any other organization, may More

  Any disturbance in the normative system of organizations causes a kind of confusion and disorder, which is interpreted as organizational anomie that imposes harmful effects on the organization. Educational organizations and universities, like any other organization, may be in disarray. Therefore, they need a management that can use its vital and strategic resources, which are the human resources of the organization, in the best possible way to achieve its goals and achieve the maximum organizational effectiveness. The present study is applied in terms of purpose, in terms of data type, it is qualitative and in terms of research method, it is foundation data. Participants in this study were based on the rule and principle of theoretical saturation, including 15 university professors in the field of human resources and managers of education and research in public universities who were selected by purposive and theoretical sampling method. Data collection tools are semi-structured in-depth interviews. Data were analyzed in three stages of open, axial and selective coding. Data validation was performed by participants using the verification method. Based on the research findings, dimensions and components were identified in six dimensions including: causal conditions, axial phenomena, contextual factors, intervening conditions, strategies, and consequences. In selective coding, 17 main categories and 44 subcategories were extracted which were placed in the form of a paradigm model. Manuscript profile
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  17 - Presenting and evaluating the sustainable management model of human resources in the free universities of Fars province with a mixed approach
  میترا رستگار نادر شهامت مسلم صالحی رضا زارعی
  This study aims to present and evaluate a paradigm model for the sustainable management of human resources in the free universities of Fars province based on the review of studies. This research was conducted using a qualitative method. The statistical population includ More

  This study aims to present and evaluate a paradigm model for the sustainable management of human resources in the free universities of Fars province based on the review of studies. This research was conducted using a qualitative method. The statistical population includes 18 experts of the executive managers of Fars province free universities who were selected using the purposeful sampling method. The data collection tool is a semi-structured interview. This research is applied in terms of purpose and descriptive-analytical. The results show that adding environmental requirements in the job description, planning environmental criteria in employment advertisements, matching environmental goals with the organization's evaluation system, examining and determining educational needs in environmental issues are causal factors, asking questions instead of observing, using persuasive methods, the necessity of knowledge, technology and knowledge resulting from research, having social responsibility and accountability, among the underlying factors, transferring environmental concerns in employment activities, defining incentives for environmental actions such as recycling, among the intervening factors, choosing people who are aware of environmental issues, establishing Environmental management system and environmental audit, planning green criteria in employee performance evaluation, are among the strategies and creating a systematic training program to ensure the environmental skills of employees, creating environmental measures to reduce the risks of the work environment, as consequences of the model. Manuscript profile
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  18 - The Analysis of Effective Features in EducationalPrograms in the Agricultural Sector
  Mohammad Ali Nadi Narges KeshtiaraY Ramezan Jahanian Mozhgani Arefi Shahin Raz Masoud Salimi Arsalan. ErajiRad. Nozhatozamani Moshfeghi AliReza Uosefi Fariba Karimi Seyed Ali t Siyadat Shahram Shahbazi Hamideh Goharan
  Abstract Executing different educational programs with respect to the structure and tasks of the Ministry of Agricultural Jihad in order to update the knowledge and skills of staff is one of the primary tasks of the Research and Education Organization. This study ai More

  Abstract Executing different educational programs with respect to the structure and tasks of the Ministry of Agricultural Jihad in order to update the knowledge and skills of staff is one of the primary tasks of the Research and Education Organization. This study aims at analyzing and formulating effective features in educational programs in the agricultural sector. In so doing, the following two questions about formulating effective features in educational programs in the agricultural sector were asked of the teaching and research staff and educational experts of the Ministry of Agricultural Jihad. 1. What are the effective features of educational programs in agricultural sector? 2. Which of the identified features to promote the effectivity of the presented model of educational programs are of more importance? This research is descriptive and survey – based. The statistical community, a total of 383 people, were the teaching /research staff, instructors, educational directors, and experts o the Ministry of Agricultural Jihad. Data – collection and measurement tools at this study were researcher – tailored. Data analysis was conducted on two levels of descriptive statistics (frequency, mean, standard deviation) and inferential statistics (t– tests, multi – variable regression, and path analysis diagram). Manuscript profile
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  19 - Effect of Management of Human Resources on Improving Performance of Staff Islamic Azad University, East of Tehran Unit
  اسماعیل عیوض زاده داود معینان
  This research concerns study and analysis of the role of human resource (man power) on improving Staff performance at the Islamic Azad University, East of Tehran unit. The objective of this research was to study the principal organizational indices comprising 5 microsca More

  This research concerns study and analysis of the role of human resource (man power) on improving Staff performance at the Islamic Azad University, East of Tehran unit. The objective of this research was to study the principal organizational indices comprising 5 microscales of: man power search of staff, altraction and elletion of staff, planning and execution of educational programs, evaluating performace of staff and pertormance of instrucfors during the educational courses in the organizational unit. For this purpose, from the statistical population of directors and employees of the Islamic Azad university of the bastern Tehran, 90 individuals were selected through simple random sampling. The research tool is a verified questionnaire with 33 questions scored according to the Likret scale. Following completing the questionnaire, by the sampled individuals, data was collected. To analyse data, the T single-sample statistical model was used for each of the questions relevant to the human resources management undex and also employing the T model, of the two independent groups, level of each of the speeches was compared with emphasis on the organizational position (employee, director) and was concluded that the management of the human resources on improvement of organizational performance is effective at the 0.01 percent Cronbach alpha Manuscript profile
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  20 - Identifying and Validating the Drivers of Labor Relations Anabatic Digital Human Resources (Case Study: Government Organizations)
  Fatemeh Laali Karamollah Daneshfard Shahrzad Tayyaran
  10.30495/jsm.2023.1982668.1797
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  21 - The Effect of Green Human Resources Management in the Resilience Cconomy in Small and Medium Companies (Case Study: Eshtehard Industrial park)
  Ali Saeidi Talab Morteza Ghasemi Ehsan Sadeh ZeinolAbedin Amini Sabegh
  10.30495/jsm.2023.1976078.1737
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  22 - The Effect of Human Resource Empowerment on Organizational Effectiveness
  Noushin Qaderi-Sadi Abdolmohammad Taheri
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  23 - Provide a Framework for Identifying and Prioritize the Factors Affecting the Human Resources Effectiveness with ANP Approach
  Parisa Aghababaie-Poor Mehrdad Hosseini-Shakib Abbas Khamseh
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  24 - Designing and explaining the process model of human resource value creation in knowledge-based companies
  ALI AHMADI Mohammad Reza Rabiee Mondejin zeynolabdin Aminisabegh Ehsan Sadeh
  The aim of this study was to design a process model for human resource value creation in knowledge companies. Research is mixed in terms of applied purpose, exploratory in terms of approach, and qualitative-quantitative in terms of data analysis. In the qualitative phas More

  The aim of this study was to design a process model for human resource value creation in knowledge companies. Research is mixed in terms of applied purpose, exploratory in terms of approach, and qualitative-quantitative in terms of data analysis. In the qualitative phase of the research and in order to design a model based on the data theory methodology of the foundation, a group of experts (university professors, executives, and consultants) in the field of human resource management and knowledge-based companies were selected and interviewed in depth. In this phase, the snowball sampling method was used and this process continued until the theoretical saturation was reached and a total of 16 interviews were conducted. In the quantitative phase, the managers of knowledge-based companies in science and technology parks of Lorestan, Markazi and Hamedan provinces were considered as a community and among them, 175 people were selected as a statistical sample based on random stratified sampling to proportional sharing. In the qualitative phase of the research, because the data theory theory method was used, the data collection tool was unstructured interviews with experts. In the quantitative phase of the research, the main tool of data collection was a researcher-made questionnaire consisting of 58 items that was designed based on the initial conceptual model. In the quantitative phase, SPSS, Lisrel and smartPLS software were used for descriptive and inferential analysis. Manuscript profile
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  25 - Presenting the human resources productivity management system model to attract efficient workforce in Islamic Azad Universities in the northeast of the country
  zhara yazdan panah Mohammad Salehi negin jabbary
  843 / 5,000Translation resultsThis research was conducted with the aim of presenting the human resources productivity management model to attract efficient workforce in Islamic Azad Universities in the northeast of the country. The current research was carried out with More

  843 / 5,000Translation resultsThis research was conducted with the aim of presenting the human resources productivity management model to attract efficient workforce in Islamic Azad Universities in the northeast of the country. The current research was carried out with a practical purpose and a mixed approach with an exploratory design. The data collection tool in the qualitative part of the interview was semi-structured, and the quantitative part was used to collect data from the researcher-made questionnaire of human resources productivity with 4 main components (individual, organizational, economic and cultural factors) and efficient workforce recruitment with 3 main components. (Giving information to employees, delegation of authority and salary system) derived from the interview results were used in the qualitative section. The results showed that among the 57 available indicators, 7 main factors (dimensions) can be identified. The dimension of organizational factors with a factor load of 0.89 has the highest influence coefficient and the dimension of delegation of authority with a factor load of 0.51 has the lowest influence factor in the effective factors in the establishment of the human resources productivity management system to attract efficient staff in the university. Manuscript profile
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  26 - Designing a strategic model for training and improving human resources with the aim of success in domestic and foreign markets
  mohsen forghani arefeh davoodi amirreza alizadeh majd
  The purpose of this study is to provide a model for success in domestic and foreign markets using training and improvement of human resources. Achieving the goals of the organization depends on the ability of employees to perform the assigned tasks and adapt to the chan More

  The purpose of this study is to provide a model for success in domestic and foreign markets using training and improvement of human resources. Achieving the goals of the organization depends on the ability of employees to perform the assigned tasks and adapt to the changing environment. Implementation of training and improvement of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency. For this purpose, according to the literature review and analysis of the opinions of experts, experts and managers and the use of qualitative research method, exploratory type was used and semi-structured interview, content analysis, focus group and expert grouping were used. It is of qualitative type. First, qualitative data were obtained through semi-structured interviews as well as several articles. In Table 4, a total of 140 codes were extracted, which was obtained through 15 interviews. It was found that in the expert grouping session, it was grouped into 7 components and 3 dimensions by the experts. Manuscript profile
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  27 - Explaining the sustainable productivity measurement model in order to improve the strategic management of human resources in Maskan Bank
  Saeid Shaker AmirBabak Marjani masoud haghighi
  The current research was conducted with the aim of explaining the model of improving the strategic management of human resources through the measurement of sustainable productivity in Maskan Bank. The type of research is developmental in terms of purpose and practical i More

  The current research was conducted with the aim of explaining the model of improving the strategic management of human resources through the measurement of sustainable productivity in Maskan Bank. The type of research is developmental in terms of purpose and practical in terms of results, and the type of data is mixed (qualitative and quantitative). The statistical population in the qualitative part of the research included 14 university experts and senior managers and expert experts of Maskan Bank, who were selected by purposeful sampling, and in the quantitative part, there were 1238 employees working in Maskan Bank, including (senior managers - experts and heads of branches was selected in the whole country) that according to the sampling formula of limited communities of Cochran, the sample size of 294 people was determined, who were selected using simple random sampling method.The data collection tools in the qualitative part include semi-structured interviews and in the quantitative part, the researcher made a questionnaire. To analyze the qualitative data, the theme analysis method (theme) was used and Maxqda software was used for coding, which was examined in three parts: comprehensive theme, organizing theme, and basic theme. In the quantitative part, the structural equation modeling method was used to validate the model. Based on the obtained results, in the theme analysis section, 8 overarching themes were identified in the form of 20 organizing themes derived from 62 basic themes. Manuscript profile
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  28 - Analyzing the dimensions of the requirements of strategic planning of human resources, examining its relationship with the positioning strategies of sports services in the sports complexes of Kerman
  mohsen manzari tavakoli mohammad ali safa nia salahaddin naghsh bandi reza Nikbakhsh
  The aim of the current research is to analyze the dimensions of the requirements of strategic planning of human resources, to examine its relationship with the positioning strategies of sports services in the sports complexes of Kerman. The research method of descriptiv More

  The aim of the current research is to analyze the dimensions of the requirements of strategic planning of human resources, to examine its relationship with the positioning strategies of sports services in the sports complexes of Kerman. The research method of descriptive statistics and inferential statistics was used and the statistical population included the employees of sports complexes in Kerman, taking into account the possibility of unusability of some completed questionnaires, a total of 400 questionnaires were distributed, and finally 385 questionnaires were used as the basis for statistical analysis. Two researcher-made questionnaires were used to collect data. Validity assessment was done using face validity and approval by management experts. The questionnaire of requirements for strategic planning of manpower equal to (85%) and positioning strategies of sports services has been calculated equal to (86.1%). Data analysis was carried out quantitatively and qualitatively with SPSS version 23 and PLS Smart version 23 software, in the current research, the significance level is 0.05, based on the research findings, it can be concluded that the effect Positive and meaningful requirements of strategic planning of human resources on positioning strategies of sports services. Also, the coefficient of determination shows that 13% of the changes in the positioning strategies of sports services are explained by the strategic planning requirements of human resources. Manuscript profile
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  29 - Investigating the relationship between green human resource management and creativity and green behavioral intention with regard to the role of green values
  Mozhdeh Nsirzadeh Gholamreza Memarzadeh Tehran Ghanbar Amirnejad Foad Makvandi Siroos Korahi Moghadam
  The aim of this study was to evaluate the effect of green human resource management on green creativity and green behavioral intentions with moderating role of green values. This is an applied research that was carried out as a descriptive-survey. The statistical popula More

  The aim of this study was to evaluate the effect of green human resource management on green creativity and green behavioral intentions with moderating role of green values. This is an applied research that was carried out as a descriptive-survey. The statistical population of this study includes senior managers, deputies and staff of the headquarters of the Ministry of Oil of Iran (N=191), of which a sample of 128 people was selected using the Cochran's formula. In this study, a questionnaire consisting of four dimensions and 20 items was used to collect data to test the hypotheses, which was developed based on a five-point Likert scale. The validity of the standard questionnaire was confirmed by the convergent validity method and the reliability of the questionnaire was approved by Cronbach's alpha coefficient and composite reliability. The partial least squares technique was used to test the hypotheses. The results of testing the research hypotheses showed that green human resource management has a positive and significant effect on both behavioral intentions and green creativity of employees. It was also found that green values moderate the relationship between green human resource management with green creativity and green behavioral intentions of employees. According the results green human resource management can provide the basis for green creativity of employees and influence the green attitude of employees. It can also motivate employees toward green environmental behaviors by institutionalizing organizational green values. Manuscript profile
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  30 - The effect of green human resource management on green creativity with the moderating role of ethical leadership in Isfahan Jahad Agricultural Organization
  farshid aslani akram Mashayekhi Marziyeh Malekiha
  Context :Today, green human resource management has become a key business strategy for organizations in which human resources departments play an active role in the green path of their office.Objective :The purpose of this study is the effect of green human resource man More

  Context :Today, green human resource management has become a key business strategy for organizations in which human resources departments play an active role in the green path of their office.Objective :The purpose of this study is the effect of green human resource management on green creativity with a moderating role of moral leadership in the Agricultural Jihad Organization of Isfahan Province. Research method: The present study is of descriptive-survey type and is of applied type. The statistical population of the present study consists of the staff of Isfahan Jihad Agricultural Organization (180 people), some of whom (123 people) were studied by simple random sampling. The data collection tool was a questionnaire and the construct validity was assessed through factor analysis. The research data were analyzed by structural equation modeling using Spss and Pls software. Findings: Findings of this study showed that green human resource management has a positive effect on green creativity with the moderating role of moral leadership of Isfahan Agricultural Jihad Organization. Conclusion: The manegers of agricultural jahad, as pioneers of environmental protection, must develop green creativity by strengthening and training their human resources and ethical leadership styles. Manuscript profile
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  31 - Explaining and Designing the Model of Internal Factors of Strategic Human Resource Planning Based on the Recruitment and Adjustment of Knowledge-Based Employees (Case Study: National Development Fund)
  Haniyeh Fardmanesh Saeed Sayadi Sanjar Salajegheh Ayob Sheykhi Mohammad Jalal Kamali
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  32 - Explanation and Validation of Intervening and Background Factors Effective in Developing the Maturity of Green Human Resource Management in First Class Areas of National Iranian Oil Products Distribution Company
  هادی افراسیابی ملیکه بهشتی فر محمد ضیاءالدینی
  AbstractThe purpose of this study was to explain and validate the intervening and background factors effective in creating the green human resources maturity pattern in the first-class areas of the National Oil Products Distribution Company. This research is a descripti More

  AbstractThe purpose of this study was to explain and validate the intervening and background factors effective in creating the green human resources maturity pattern in the first-class areas of the National Oil Products Distribution Company. This research is a descriptive research and is a type of correlational study. After confirming the validity and reliability among the statistical community that the employees with organizational base 14 and above were in the first-class regions of Iran's National Oil Products Distribution Company and the sample size was estimated at 300 people, the data was distributed and analyzed using SPSS and AMOS software. The findings showed that the result of Bartlett's sphericity test was at a significant level (Sig=0.001) and this means that the variables have a high enough correlation to provide a logical basis for exploratory factor analysis. Also, the results of the fit indicators of the measurement model showed that the intervening factors and background questionnaire had favorable conditions and the fit of the structural model indicated that all the components of the intervening and background factors confirmed the fit of the model and finally using the questionnaire The aforementioned measures acceptably the characteristics of the intervening factors and the background of the creation of green human resources surplus in the first-class areas of the Iranian National Petroleum Products Distribution Company. Keywords: Manuscript profile
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  33 - The Effect of Strategic Human Resources Management Models on Empowerment of Employees of Iranian Public Organizations
  Asadolah Karimi shahabi Seywd mehdi Alvani
  The main purpose of this study was to investigate the effect of SHRM models on empowerment of employees Governmental Organizations of Iran. In this regard, after studying the theoretical foundations and research background, the conceptual and operational model of the re More

  The main purpose of this study was to investigate the effect of SHRM models on empowerment of employees Governmental Organizations of Iran. In this regard, after studying the theoretical foundations and research background, the conceptual and operational model of the research was determined. In order to collect data, a questionnaire was arranged in 19 questions. In the setting of questionnaires, the views of a number of academic and organizational experts were used. Cronbach's alpha test was used to measure the validity of the questionnaire. The questionnaire was distributed to a sample of 50 people. The analysis of the data of the questionnaire with Excel software and FVIKOR method showed that the effect of each SHRM models on the empowerment of the employees of governmental organizations of Iran was 51% High- performance management model, 33% High- Commitment management model and 16% High- involvement management model. Also, the results showed that performance management, one of the dimensions of the high-performance management model, has the most impact on empowerment of employees. Manuscript profile
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  34 - Designing a human resource management model in voluntary organizations
  Mohammad ali Alimardani Mahdy Mortazavi Abolfazl Kazemi
  10.22094/jdem.2023.1990087.3113
  AbstractToday, human resources are considered as the key factor and development of any organization, in this regard, the importance of human resources management in third sector organizations is of double importance due to its characteristics such as voluntary and non-s More

  AbstractToday, human resources are considered as the key factor and development of any organization, in this regard, the importance of human resources management in third sector organizations is of double importance due to its characteristics such as voluntary and non-selective nature. Therefore, this research has addressed the modeling of human resource management in voluntary organizations and has used the mixed exploratory research method.In the qualitative part, theme analysis is done in NVIVO software, and the statistical community of the research consists of experts from the Imam Relief Committee. In terms of expertise, the size of the expert community was 15 people and the number of samples was determined using the snowball sampling technique of 15 people, and finally 8 dimensions with 29 indicators were identified. Care and maintenance are human resource infrastructure, perceptual and functional results and consequences, internal environment and external environment.In the quantitative part, the statistical community was the experts of the Imam Relief Committee (R.A.), in this regard, 175 questionnaires were collected and the analysis was done with the confirmatory factor analysis method in AMOS software.The obtained results confirm that voluntary organizations also need human resource management systems and processes in accordance with their nature. The results of the quantitative part showed that all dimensions and components of the proposed research model were confirmed. Manuscript profile
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  35 - Provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management
  mehrzad sarfarazi gholamreza memarzadeh tehran seyed mahdi alvani mohammadali afshar kazemi
  Background and Aim:The purpose of this study is to provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management in the Iranian banking industry. Methodology:The present study was an applied research More

  Background and Aim:The purpose of this study is to provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management in the Iranian banking industry. Methodology:The present study was an applied research, the purpose of exploratory research was the type of quantitative and qualitative data and the field implementation method and questionnaire and interview tools.Delphi fan methods, Delphi fuzzy, fuzzy network process analysis, linear optimization method was used to optimize the establishment of human resource electronic backbone management in the banking industry and was used to analyze the data. And Excel was done.Findings:The findings showed that 30 important components in six dimensions of organizational, environmental (government), process, cultural, technological and individual can be modeled and the component of "government laws" act as the cornerstone of the model and to begin the establishment Optimal human resource management system should be emphasized in the first place.Conclusion: Optimization of the model of electronic human resource management deployment showed that the model in a state of 100% benefit with a combination of individual dimensions of 0.61, process 0.55 and organizational 58 0. and technological 0.62 and cultural 0.71 and environmental-economic is 0.52 which in comparison with the current situation has a gap of 0.11 in the individual dimension, 0.15 in the process dimension, 0.18 in the organizational dimension, 27 0.0 in the technological dimension, 0.26 in the cultural dimension and finally 0.13 in the environmental-economic dimension, which will optimize the establishment of electronic human resource management. Manuscript profile
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  36 - Identifying and Ranking the Components of Human Resource Retention in knowledge-based Organizations based on Shannon Entropy
  Majid Nodeh Farahani Mir Ali Seyed Naghavi Javad Mehrabi
  The purpose of this paper is to identify and rank the components of human resource retention in knowledge-based organizations based on Shannon entropy technique. Applied research method is used and statistical population are 14 experts. The research tool is a researcher More

  The purpose of this paper is to identify and rank the components of human resource retention in knowledge-based organizations based on Shannon entropy technique. Applied research method is used and statistical population are 14 experts. The research tool is a researcher-made questionnaire consisting of 83 components based on theoretical literature, two rounds of Delphi survey and obtaining experts' opinions. Content validity was used to test the validity of the questionnaire. The reliability of the questionnaire was 97.9% using Cronbach's alpha. The results of Shannon entropy technique show that the components of "selecting top managers from among the elite", "smart behavior", "precise recruitment process", "knowledge work", "easy traffic", "creating consensus among the company's knowledge forces in Knowledge-based organizations to transfer experiences", "Persistent and eager to promote individual competencies in line with job responsibilities", "Implement motivational plans to motivate employees", "Establish management stability in knowledge-based organizations" and "Provide Opportunity for group research" are the most important components of human resource maintenance in knowledge-based organizations.With respect to the ranking, it is necessary for the managers to target the retention of human resources in knowledge-based organizations according to the specified priorities & the obtained ranks. Manuscript profile
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  37 - A comparative study of the skills of the diversification game with the competences of the managers
  mohammad hosein roozbeh Morteza Mousakhani Hamed Rahmani
  In this research, the comparative study of Gamification skills with the competencies of the managers' Assessment Center is discussed. This research is practical in terms of purpose and in terms of method it is a kind of mixed research(qualitative-quantitative). To More

  In this research, the comparative study of Gamification skills with the competencies of the managers' Assessment Center is discussed. This research is practical in terms of purpose and in terms of method it is a kind of mixed research(qualitative-quantitative). To accomplish a comparative study, a component-oriented method was used, in which the competency of Government Managers in 1657363 instructions of Administrative and Employer Organizations was evaluated with the competencies of Lumosity Gamification tools. To collect data, interview tools, and semi-structured questionnaires were used. The statistical population includes 5 experts and evaluators, 10 managers of evaluation centers, and 10 evaluatees. The Delphi method was used to analyze the qualitative data, and the quantitative analyses were accomplished by the Pearson correlation test. The results show that the Lumocity application covers 9 of the 12 competencies identified.The speed of decision making skills, analytical thinking, and team building skills; memory skills, problem solving skills, and analytical thinking; the skill of paying attention to the competencies of convergent thinking, planning and coordination skills, and systematic thinking; problem solving skills, analytical thinking, and problem solving skills; The skill of flexibility including the skills of team building and flexibility and the last skill introduced in the Lumocity application, which is the mathematical skill of problem solving, monitoring and control skills. Manuscript profile
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  38 - Pathology of Human Resources Management in Mazandaran University of Medical Sciences On the basis three ramifications model
  Hoshang Amiri Hoshang Amiri Ramin Ghadiri
  Given the role and importance of the headquarters staff in Mazandaran University of Medical Sciences and Health Services, the goals of education, health care, universities should be looking for ways to promote and develop human resources. The first step in this directio More

  Given the role and importance of the headquarters staff in Mazandaran University of Medical Sciences and Health Services, the goals of education, health care, universities should be looking for ways to promote and develop human resources. The first step in this direction through the process of awareness of the human resources situation is pathological. This study, to investigate and pathology of human resources management at the headquarters of Mazandaran University of Medical Sciences and Health Services based Three ramifications model done. The aim of this study applied the method is descriptive. The population consisted of all Human Resources Management staff experts Mazandaran University of Medical Sciences, 78 people had formed. The total population for the census were limited.To collect data the researcher made questionnaire with 40 questions in three dimensions (structural factors, behavioral factors and environmental factors) is used. The validity of the tool, which was approved by experts and its reliability by using Cronbach's alpha coefficient 89/0 = α is obtained . To analyze the data descriptive statistics in frequency tables, charts, mean, median, mode, standard deviation and inferential statistics department Kolmogorov-Smirnov test to evaluate the normal distribution of data and To investigate the hypothesis of one-sample t-test was used factor analysis. The results showed that behavioral factors, structural and environmental damage, human resources management have a significant role. The role of behavioral factors and environmental factors have the manpower is minimal role in trauma management. Manuscript profile
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  39 - Investigating the Factors Affecting Strategic Green Human Resource Management in the Dairy Industry
  Alireza Mikaeeli Abbasali Rastgar Davood Feiz Hossein Damghanian
  10.30495/qjopm.2021.1937552.3208
  This research seeks to investigate the factors affecting strategic green human resource management in manufacturing dairy products. The statistical population included 413 senior executives of 59 manufacturers of dairy products who were members of the Iranian Dairy Indu More

  This research seeks to investigate the factors affecting strategic green human resource management in manufacturing dairy products. The statistical population included 413 senior executives of 59 manufacturers of dairy products who were members of the Iranian Dairy Industry Association in 1399. To estimate the sample size, a stratified random sampling method and the Cochran formula were employed. The sample included 212 people. The data collection instruments included a structured green human resource management questionnaire based on Jabor (2010) and both in-person and phone interviews. The data were analyzed using SPSS software version 23 at two descriptive and inferential levels. In the inferential level, Kolmogorov-Smirnov tests, Pearson correlation, regression analysis and Friedman were used.The findings show that internal factors (82.7%) are more effective than environmental factors (79.8%) on green human resource management in the dairy industry. Also, it was found that the strategies for improvement and maintenance and maintenance of attraction and output strategies are effective in the management of green human resources in the dairy industry. Additionally, there was a significant and positive correlation between the four internal factors (technical, organizational, cultural and market) and human resource strategies in the dairy industry. The most important factor affecting the management of green human resources in the dairy industry was found to be organizational factors. The findings of the present study can function as a practical guide to fulfill strategic green human resource management in the dairy industry for senior executives in this industry. Manuscript profile
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  40 - Designing a Paradigm Model to Establish Idiosyncratic Deals in Private Companies: a Grounded Theory Approach
  Mahdieh Vishalghi Abbasali Rastgar Aliasghar Rouholamin
  10.30495/qjopm.2022.1944434.3261
  The purpose of the current study was to design a paradigm model in order to establish idiosyncratic deals within private companies of Iran. In this research, a qualitative method based on the grounded theory was utilized. Semi-structured interviews and Strauss and Corbi More

  The purpose of the current study was to design a paradigm model in order to establish idiosyncratic deals within private companies of Iran. In this research, a qualitative method based on the grounded theory was utilized. Semi-structured interviews and Strauss and Corbin data analysis were conducted to gather the data. Sampling was carried out using a theoretical sampling approach, and purposive-judgmental and snowball sampling techniques. After analyzing the results of the interviews with 19 professors and experts within private companies, in the process of open, axial, and selective coding, an idiosyncratic deals paradigm model was presented with 6 topics and 28 concepts. Based on the results, the casual factors influencing idiosyncratic deals within private companies are as follows: “hierarchical structures”, “motivation and collaboration”, “wage payment systems”, “resilience”, “behavior and task-oriented leadership style”, “employment limitations”, “lack of satisfaction among employees”, and “unwillingness to change”, the”, “strategic vision of the company”, and the intervening conditions are “managers’ support”, “negotiation power”, “management personal traits”, “leader-member exchanges”, “Adhocracy system within the company”, “meritocracy strategies”, “increased employees’ bargaining power”, “flexible work environment”, “providing novel ICT platforms”, “structural changes”, “improving service compensation system”, “decentralization”, “psychological empowerment”, and “holistic communication”. Moreover, establishing idiosyncratic deals can have “personal consequences” as well as “organizational consequences”. Manuscript profile
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  41 - Designing a Model of Human Resource Sustainability in Family Businesses
  Yousef Mohammadkarimi Mohammad Doostar Mohsen Akbari Reza Esmaeilpour
  10.30495/qjopm.2022.1943234.3254
  The main purpose of this study was to design a model of human resource sustainability for family business. The study was conducted within the framework of a qualitative approach using the six-step content analysis method of Brown and Clark (2006). The statistical popula More

  The main purpose of this study was to design a model of human resource sustainability for family business. The study was conducted within the framework of a qualitative approach using the six-step content analysis method of Brown and Clark (2006). The statistical population of the study included the managers and founders of family businesses dating back more than 30 years in the provinces of Kermanshah, Kurdistan and West Azerbaijan in 1400. In this study, semi-structured interviews were conducted with 18 managers and founders of this type of business, who were recruited using snowball sampling method with the aim of achieving theoretical data saturation. The model of human resource sustainability in family businesses was presented in the form of 1 comprehensive theme, 5 organizing themes and 23 basic themes. In order to determine the validity of the research, two methods of reviewing the participants and reviewing the non-participating experts (faculty members) were used. The findings showed that the organizational themes (strategic functions) related to the model of human resource sustainability for family businesses including maintaining family integrity, sustainable education based on family upbringing principles, family organizational culture, payment system and reward based on need family needs and work-life balance systems. Manuscript profile
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  42 - Presenting a Model and Investigating the Factors Affecting Employee Participation in Isfahan Governorate: a Fuzzy Delphi Approach
  mohsen esmaeilian hamid taboli mehdi yadollahi
  To achieve their goals, organizations need to consider several factors, one of the most important of which is organizational participation. Isfahan Governorate, in line with its organizational mission, tries to provide quality services with a central program through enc More

  To achieve their goals, organizations need to consider several factors, one of the most important of which is organizational participation. Isfahan Governorate, in line with its organizational mission, tries to provide quality services with a central program through encouraging increased participation of employees and taking advantage of their opinions and suggestions. Hence, the current research is aimed to present a model for increasing employee participation in Isfahan Governorate. To this end, 54 influencing factors regarding employee participation were extracted through the review of research literature. The intended research community consisted of all the employees and managers of Isfahan Governorate, and 21 senior managers of the organization who were recruited through convenience samling and their opinions were analyzed using the fuzzy Delphi method. The final factors were codyfied in 7 dimensions of leadership, job satisfaction, performance evaluation, clear goal setting and policy making, organizational culture, human resource measures and organizational structure. The conceptual model and the relationship of the factors were presented using the DEMATEL method. The conceptual model with the addition of employee participation as a dependent variable was quantitatively investigated using the structural equation modeling method. The results revealed that there is a positive significant relationship between leadership and human resources measures; leadership and organizational structure; organizational structure, goal-setting and policy-making; human resources measures and organizational culture; organizational culture and performance evaluation; goal-setting and policy-making component and performance evaluation; performance evaluation component and job satisfaction; and job satisfaction and employee participation. Manuscript profile
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  43 - برنامه ریزی نیروی انسانی به روش زنجیره مارکوف (مطالعه موردی دانشگاه آزاد اسلامی، واحد فیروزکوه)
  ملیحه صحرایی
  مقاله حاضر با هدف پیش بینی و تعیین عرضه خالص نیروی انسانی دانشگاه آزاد اسلامی واحد فیروزکوه برای یک دوره معین انجام شده است. لذا به کمک تجزیه و تحلیل اطلاعات گذشته منابع انسانی، از روش مدل زنجیره مارکوف استفاده شده است و در نهایت تعداد نیروی انسانی، ورود و خروج و همچنین More

  مقاله حاضر با هدف پیش بینی و تعیین عرضه خالص نیروی انسانی دانشگاه آزاد اسلامی واحد فیروزکوه برای یک دوره معین انجام شده است. لذا به کمک تجزیه و تحلیل اطلاعات گذشته منابع انسانی، از روش مدل زنجیره مارکوف استفاده شده است و در نهایت تعداد نیروی انسانی، ورود و خروج و همچنین کمبود و مازاد در هر یک از واحدها و پست های مختلف سازمانی برای 5 سال آینده ( از 1390 تا 1394) پیش بینی شده است و بدین ترتیب تصویر روشنی از وضعیت نیروی انسانی از لحاظ ارتقاء، تنزل، انتقال، استخدام و ترک خدمت کارکنان برای تصمیم گیری مدیران فراهم شده است. جامعه آماری این پژوهش شامل کلیه کارکنان دانشگاه آزاد اسلامی واحد فیروزکوه می‌باشد. Manuscript profile
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  44 - The effect of green human resource management on green innovation with the mediating role of green human capital and environmental knowledge in South Aluminum Industries Complex (SALCO)
  adel koulak Mohammad Ali Mousavi mokhtar ranjbar
  10/jtihr.2023.1976721.1123
  Today, green human resource management has become a key strategy for businesses to move towards environmentally friendly behaviors. One of the important challenges of industries is how to integrate environmental policies into human resources activities. Based on this, t More

  Today, green human resource management has become a key strategy for businesses to move towards environmentally friendly behaviors. One of the important challenges of industries is how to integrate environmental policies into human resources activities. Based on this, the aim of this research is to investigate the effect of green human resource management on green innovation with the mediating role of green human capital, green environmental knowledge in South Aluminum Industries Complex (SALCO). The research method of this research is quantitative, in terms of "applied" goal and the data collection method is "survey". The statistical population of the research includes all the employees of South Aluminum Industries Complex (Salco) in the number of 2300 people and the sample size is 330 people (using the Cochran formula) and the data collection was done using a standard questionnaire tool. The sampling method of this research is a stratified random method and the results were analyzed using SPSS version 20 and AMOS version 24 software at two levels of descriptive and inferential statistics. Manuscript profile
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  45 - Improving human resources based on Islamic criteria to reduce conscious organizational forgetfulness of employees of government organizations in Kerman city
  Rasoul Salarnejad Amin Nikpour Yaser Salari sanjar salajeghe
  The current research was carried out with the aim of designing a human resources improvement model based on Islamic criteria in order to reduce the conscious organizational forgetfulness of employees of government organizations in Kerman city. The statistical population More

  The current research was carried out with the aim of designing a human resources improvement model based on Islamic criteria in order to reduce the conscious organizational forgetfulness of employees of government organizations in Kerman city. The statistical population of this research consists of two groups, the first group includes experts who are familiar with the theories of improving human resources based on Islamic criteria and reducing the conscious organizational forgetfulness of employees, whose number is unknown and scattered throughout the country, and how they are selected selectively. and in this research, in the section of compiling and designing the model, their opinion has been used, and the second group includes all the employees of government offices in Kerman city (29,697 people), who are busy performing their duties in all government offices of this city, according to Cochran's formula 380 One of them was selected as a sample. The methodology of conducting a descriptive-survey research and in the field of data collection from human resource improvement questionnaires based on Islamic criteria and conscious organizational forgetfulness of employees, whose validity is 0.92, 0.91, and reliability respectively. 0.98.2, 0.93.7 are used. According to the average obtained for the human resources improvement variables based on Islamic criteria in order to reduce the conscious organizational forgetfulness of the employees of government organizations in Kerman city, it can be said that these variables are at a more than satisfactory level. Manuscript profile
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  46 - evaluation of the maturity of electronic human resource management and its impact on the optimization of intellectual capital in the organization (Case study: Telecommunication Company of Tehran)
  masoud mondeali maryam soleymani abolghasem bagheri hossein sotudeh arani
  The present research studies the evaluation of the maturity of electronic human resource management and its impact on the optimization of intellectual capital in the organization (Case study: Telecommunication Company of Tehran). Therefore, it is applied in the field of More

  The present research studies the evaluation of the maturity of electronic human resource management and its impact on the optimization of intellectual capital in the organization (Case study: Telecommunication Company of Tehran). Therefore, it is applied in the field of applied research and considering the field information used to test the research hypothesis, it is included in the research group. The research method is descriptive. The statistical population of the present study is the total number of 1,000 employees of Tehran Telecommunication Company. For collecting information, two matrixes of human resource management electronic questionnaires including dimensions (communication, automation, application, analytical software, software coordination, creation, alignment) and optimization of intellectual capital including dimensions (human capital optimization, structural capital optimization, customer capital optimization), interest It has been taken. In order to test the hypothesis of the research, the structural equation test was analyzed by SPSS and PLS software. The findings of the research indicate that the maturity of electronic human resource management has a significant effect on the optimization of intellectual capital Manuscript profile
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  47 - Identifying and prioritizing the factors affecting the internal rewards of human resources
  Iman Sharifi malikeh beheshtifar
  Internal reward means when a person's work and duties have value for him, and paying attention to it increases work motivation. The purpose of this research is to identify and prioritize factors affecting the internal rewards of human resources in Rafsanjan University o More

  Internal reward means when a person's work and duties have value for him, and paying attention to it increases work motivation. The purpose of this research is to identify and prioritize factors affecting the internal rewards of human resources in Rafsanjan University of Medical Sciences in 2022.Research method: This research was conducted using descriptive-survey studies in the statistical population of 144 staff members of Rafsanjan University of Medical Sciences and a statistical sample of 12 experts until theoretical saturation. To identify effective factors, library studies were used, and to influence factors and their prioritization, Fuzzy Dimetal technique and network analysis process were used.Findings: The findings showed that the index of managerial factors had the most influence with other factors and the index of giving valuable rewards had the most influence on other factors. Also, managerial factors, ethical leadership behavior, individual factors, working environment conditions, implementation of successful strategic planning, employee motivation mechanisms, job and employee fit, using employees' opinions in the way of rewarding, giving valuable rewards, respectively in the first to ninth priority were placedConclusion: It is very important to pay attention to internal rewards in order to achieve internal reinforcements in the work environment. To get this important, management factors and ethical leadership behavior should be considered by organizations. Manuscript profile
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  48 -  Designing a model of effective factors on the strategic improvement of human resources in the judiciary of the country
  الهه هاشم زهی امین نیک پور
  AbstractBackground and objective: successful organizations seek to improve their human resources strategies in such a way that they can attract, develop and retain the talents that are necessary for their survival. The purpose of this research is to design a model of fa More

  AbstractBackground and objective: successful organizations seek to improve their human resources strategies in such a way that they can attract, develop and retain the talents that are necessary for their survival. The purpose of this research is to design a model of factors affecting the strategic improvement of human resources in the courts of the country.Research method: In this applied research, the content analysis method was used. The statistical community in the qualitative section was formed by 25 managers and judicial experts who had experience and expertise in strategic improvement of human resources, who were selected by snowball method. In the quantitative section, the interpretive structural equation method was used.Findings: The results showed that the designed model includes 98 concepts, 13 categories and 9 dimensions. MICMAC analysis showed that the variables of establishing strategic communication and career path development were more influenced by other factors and the variables of succession and professional capabilities and strategic performance management and empowerment and training and strategic reward management were part of the linked variables in terms of effectiveness and effectiveness and the attitude variable Strategic is one of the key variables.Conclusion: Considering that the strategic attitude plays an important role in the strategic improvement of human resources, managers should pay attention to the strategic attitude as a successful paradigm, and employees with a full understanding of this attitude in the work environment can improve their personal growth.   Manuscript profile
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  49 - Investigating the roles of human resource management in achieving the organization's goals from the perspective of senior managers of Iranian companies
  Dariush Gholamzadeh Amirhossein Hoshangi
  Background and purpose: The key position and new roles of human resources management in order to achieve the country's organizational goals have not properly identified and this has caused many problems in organizations and companies. Therefore, the purpose of this rese More

  Background and purpose: The key position and new roles of human resources management in order to achieve the country's organizational goals have not properly identified and this has caused many problems in organizations and companies. Therefore, the purpose of this research is to investigate the roles of human resources management in realizing the organization's goals from the perspective of senior managers of Iranian companies.Research method: This applied research conducted by thematic analysis method. The studied community included nine experts familiar with the subject who selected purposefully. In this research, semi-structured interviews of experts used to collect data, and MAXQDA software used to analyze the obtained qualitative data.Findings: The findings of this study identified five overarching themes, which include improving the organization, improving the leadership style of senior managers, improving the leadership style of line managers, creating an active role in employees, and identifying the restructuring of the human resources unit.Conclusion: Every organization can take an effective path in achieving its goals by knowing the roles of human resource management and implementing these roles. In Iranian companies, changes and transformations should implement in line with the roles of human resource management. Manuscript profile
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  50 - Investigating the impact of green human resources management on organizational sustainability with the mediating role of innovation and empowerment in social security organization of Yazd province
  Asghar Karimi khorrami
  Background and purpose: Promoting organizational sustainability is an important issue, and examining the factors that affect this issue is the concern of today's managers. Therefore, the purpose of this research is to investigate the impact of green human resources mana More

  Background and purpose: Promoting organizational sustainability is an important issue, and examining the factors that affect this issue is the concern of today's managers. Therefore, the purpose of this research is to investigate the impact of green human resources management on organizational sustainability with the mediating role of innovation and empowerment in social security organization of Yazd province. Research method: The present study is a descriptive-survey of correlational type. The statistical population was 990 employees of social security organization of Yazd province, based on Cochran's formula, 277 people were selected as the sample size. The content validity of the questionnaires and their reliability were confirmed using Cronbach's alpha. The structural equation modeling method was used to analyze the data. Findings: The results showed that green human resource management has an effect on organizational sustainability with a path coefficient of 0.364, and innovation and empowerment variables play a mediating role in the effect of green human resource management on organizational sustainability. Conclusion: The application of green human resources management in the social security organization can be implemented, and aspects such as innovation and employee empowerment should also be considered in order to achieve organizational sustainability in the workplace. Manuscript profile
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  51 - Presenting the model of organizational loyalty in the central organization of Islamic Azad University
  Siddiqa Tutian Isfahani mohsen faraji
  The concept of loyalty and its related issues have become increasingly central to the study of organizations in the past few years.Today,the importance of loyalty in organizations has been well revealed,because establishing communication and realizing cooperation betwee More

  The concept of loyalty and its related issues have become increasingly central to the study of organizations in the past few years.Today,the importance of loyalty in organizations has been well revealed,because establishing communication and realizing cooperation between people requires the presence of loyalty,so the present research was conducted with the aim of presenting a model of organizational loyalty in the central organization of Islamic Azad University.The type of research is based on the purpose,applied and based on Exploratory execution method of qualitative type,which was used by theme analysis,which includes basic, organizing and comprehensive themes.The data collection method was library,field,and data collection tools were questionnaire and interview.They were collected with the help of scanning documents and texts and semi-structured interviews with experts, so that in this research,to evaluate and increase validity and reliability,the method suggested by Linkin and Goba was cited and to ensure validity and acceptability.The data was used from the permanent and continuous engagement method.The statistical research community of experts familiar with the subject,who were selected by targeted sampling through theoretical saturation,was 13 people.According to the research findings of the organizational loyalty model with 4 organizing themes,including organizational competence,Organizational affiliation,effectiveness,job motivation were obtained using the Brown and Clark method in thematic analysis method. From the results of the research, it is possible to mention the essential role of organizational loyalty in the organization,which is mentioned as one of the factors of the progress and transformation of the university and a tool for the growth and transformation of human resources Manuscript profile
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  52 - Providing A Conceptual Framework of Strategic Management of Agile Human Resources with A Meta-Synthesis Approach
  Shirvan Keivani Reza Rostamzadeh
  Abstract Bakground and purpose: Today, for development, organizations should be able to adapt, resist and have agile human resources against the challenges of their advancement. Hence familiarity with the fundamental concepts of strategic management of agile human reso More

  Abstract Bakground and purpose: Today, for development, organizations should be able to adapt, resist and have agile human resources against the challenges of their advancement. Hence familiarity with the fundamental concepts of strategic management of agile human resources and its development is important for organizations. The purpose of this research is to provide a conceptual model of strategic management of agile human resources with a hybrid approach. Research method: In the current research, a meta-composite qualitative method was used in order to systematically review the findings of the studies conducted in this regard. The data collection tool was the documents available in this field in reliable scientific databases in the period from 1999 to 2023 and included 20 studies. The method of data analysis was open coding. In this research, 226 codes were identified and then the identified codes were categorized and combined based on the degree of conceptual similarity. Findings: The findings showed that the factors affecting the strategic management of agile human resources include five dimensions of organizational factors, communication factors, knowledge factors, cultural factors and human factors, which finally drew the research pattern. Conclusion: Due to their nature, human resources in organizations should have a high level of capabilities in the field of strategic management in order to meet the long-term goals of organizations. For this reason, it is necessary for managers to pay attention to the factors influencing the strategic management of agile human resources. Manuscript profile
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  53 - Analyzing the effect of strategic human resource management on effective human resource risk management with the mediating role of employee resilience
  hossein hamzavi Mehdi Asadbak Behrouz Rezaei Manesh
  Background and purpose:Therefore, the purpose of this research is to analyze the effect of strategic human resources management on the effective risk management of human resources with the mediating role of employee resilience Research method: The current research is a More

  Background and purpose:Therefore, the purpose of this research is to analyze the effect of strategic human resources management on the effective risk management of human resources with the mediating role of employee resilience Research method: The current research is an applied research in terms of its purpose, and a descripti vesurvey research in terms of collecting data and information. The statistical population of this research is 706 employees of Raja company, and the size of the statistical sample is 249 employees based on Cochran's formula. The data collection method was through a questionnaire and the data analysis method was from the structural equation modeling approach Findings: The results showed that the strategic management of human resources has a significant effect on the effective risk management of human resources and the resilience of employees with t coefficients of 2.56 and 9.15, and standard coefficients of 0.62 and 0.86, respectively. The resilience of employees has a significant effect on the effective risk management of human resources with a t coefficient of 52.4 and a standard coefficient of 0.77. Strategic management of human resources has a significant effect on effective risk management of human resources with the mediating role of employee resilience with a t coefficient of 3.12 Conclusion: Employee resilience through planned resilience levels and adaptation with approaches to increase self-confidence, flexibility and adaptability in the organization, strategic management of human resources, effective risk management of human resources by reducing the consequences of job dissatisfaction, helps to increase the performance of organization Manuscript profile
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  54 - Presenting the network model of human resources' technical knowledge in the pharmaceutical industry for internationalization
  Farah Shapoori Zeinolabedin Amini Sabegh Ehsan Sadeh Alireza Afsharnezhad
  Background and purpose: The increasing importance of commercialization, becoming a global village and the need to communicate with the world, has caused a special look at the technical knowledge category of human resources. Therefore, the purpose of this research is t More

  Background and purpose: The increasing importance of commercialization, becoming a global village and the need to communicate with the world, has caused a special look at the technical knowledge category of human resources. Therefore, the purpose of this research is to provide a model of the technical knowledge network of human resources in the pharmaceutical industry for internationalization. Research method: This research was conducted qualitatively and quantitatively in terms of fundamental-applied purpose. In the qualitative part, the statistical population included experts familiar with the subject. The statistical population of the quantitative part was formed by the managers and experts of the pharmaceutical industry of Tehran province, and the stratified random sampling method and the data collection method was a questionnaire. Structural model software was used for data analysis. Findings: The final model includes the dimensions of the internal environment of the organization, the external environment of the organization, development and research, production of technical knowledge, commercialization, society and market needs, the latest state of technological progress and production and market in commercialization, strategic planning, network development, Threats, opportunities and limitations in foreign markets and the process of internationalization. Conclusion: The presented model is an answer to the real problem of pharmaceutical companies, and paying attention to the steps of the model can provide policymakers with the necessary knowledge and insight for the optimal allocation of resources Manuscript profile
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  55 - Presenting a Knowledge-Based Human Resource Management Model in Sari Executive Agencies
  Mahsa shahmoradi sanjar salajeghe Aflatoon Amiri
  The purpose of this study is to present a knowledge-based HRM model in the executive agencies of Sari. Questionnaire was used for data collection. The statistical population of this study is divided into two groups: experts, managers and assistants. Experts in this stud More

  The purpose of this study is to present a knowledge-based HRM model in the executive agencies of Sari. Questionnaire was used for data collection. The statistical population of this study is divided into two groups: experts, managers and assistants. Experts in this study consisted of 10 people including management professors and statistical community in pattern assessment process, all managers and assistants of executive agencies in Sari. 584 individuals were selected by stratified sampling method. Descriptive and inferential statistics and Spss, AMOS, KMO and T-Test were used to analyze the data. The results showed that there is a relationship between human resource management and knowledge management. There was a significant relationship between all variables of research and their dimensions and the only relationship between knowledge sharing dimension and HRM was not significant. Also, the status of human resource management and knowledge management is relatively favorable. In line with the goals of these executives, senior management support effectively enhances the level and quality of knowledge sharing through committed employees, human resource management practices, key approaches to extracting and enhancing the knowledge and expertise of staff that the organization needs. has it. Manuscript profile
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  56 - Design and validation of the human resources development model in the social security organization with a three-loop learning approach
  Elnaz Pakroo karamallah daneshfard Gholamreza Memarzadeh Tehran
  This article was done with the aim of designing and validating the human resources improvement model in the social security organization with a three-loop learning approach. The current study is applied-developmental in terms of its purpose, and survey-cross-sectional i More

  This article was done with the aim of designing and validating the human resources improvement model in the social security organization with a three-loop learning approach. The current study is applied-developmental in terms of its purpose, and survey-cross-sectional in terms of the data collection method. Also, an exploratory mixed research design was used. The community of participants of the qualitative part includes professors of human resource management and managers of the social security organization. Sampling was done in a targeted way and theoretical saturation was achieved with 11 people. The statistical population of the quantitative part also includes 200 managers and experts of the social security organization, which was estimated by Cohen's effect size method. Sampling was done by stratified-random method. A semi-structured interview and a researcher-made questionnaire were used to collect data. Qualitative interviews were analyzed with thematic analysis method in Maxqda software. The data of the quantitative part were also analyzed by structural equation modeling method in LISREL software. The research findings showed that the organization's support policies, commitment-making culture and transformational ethical leadership affect the standardization of education and individual empowerment. Education standardization and individual empowerment have an effect on group-organizational learning management and lead to cognitive, action and behavioral learning. Through the improvement of cognitive, action and behavioral learning, the improvement of human resources is finally possible. Manuscript profile
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  57 - Antecedents and Consequences of Sustainable Human Resource Management in Waste Management Organizations
  Gohar Pourahmadi Mansoor Irandoust Jamal Adhami
  10.30495/msds.2022.697972
  This research investigates the antecedents and consequences of sustainable human resource management in the waste management organizations of Iranian municipalities. The research methodology is applied and developmental research in terms of purpose and descriptive in te More

  This research investigates the antecedents and consequences of sustainable human resource management in the waste management organizations of Iranian municipalities. The research methodology is applied and developmental research in terms of purpose and descriptive in terms of collecting and analyzing information, and also it is field research. The statistical population includes managers and employees of waste management organizations. The sample size is 125 individuals selected by stratified random sampling method. The tool for collecting research data is a questionnaire, its validity has been accomplished by face validity, and Cronbach's alpha test has accomplished its reliability. Testing hypotheses were made using the binomial test method, and structural equation modeling was done using SPSS and PLS software. The results of data analysis showed that the antecedents of sustainable human resource management include organizational strategy and leadership style. The consequences of sustainable human resource management include organizational performance, attractiveness, employee involvement, and employee turnover. Manuscript profile
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  58 - Guidelines for Assessing and Enhancing the Organizational Human Resources Sprightliness: A Call to Action!
  Behnoush Jovari
  The purpose of this applied and qualitative research is to identify the necessary infrastructure for creating Organizational Human Resources Sprightliness in the university environment. Data collection has been done using the method of targeted observation, semi-structu More

  The purpose of this applied and qualitative research is to identify the necessary infrastructure for creating Organizational Human Resources Sprightliness in the university environment. Data collection has been done using the method of targeted observation, semi-structured interviews, and the review of documents related to the strategic and operational plans of universities. Based on the Kleizeri methodology, In the selective coding, obstacles of human resources Sprightliness management from the perspective of university members were identified including: weakness in talent management and substitution, structural inadequacies, neglect of the cultivation of positive psychological capacities in members, lack of support for members' organizational and family responsibilities, and abandonment of scientific-executive abilities of members in a competitive environment. Responding to the environmental needs of the university, honoring the stakeholders, dynamic knowledge, communication, skill of members of the academic members, and the flourishing of educational-research activities were drivers of human resources Sprightliness management. By calculating Cohen's kappa, the average coefficient of experts' agreement with each other about codes and research findings was 0.66, which is an acceptable proportion of their agreement. The coefficiency of agreement between experts and researcher was 79%, which was calculated by rounding the same 80%, which means that five experts had good agreement with each other regarding the coding of the data for this research, which indicates the excellent status of these identified concepts. Manuscript profile
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  59 - Performance Management of Human Resources Based on Individual Differences and the Fit Between the Individual and the Organization with a Personalization Approach in Tehran Municipality
  ALI Aghyan Ali Rezaiean Darush Gholamzadeh
  The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitativ More

  The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitative type and the purpose of the research is developmental. The community of experts is the senior managers of the 124 districts and human resources of Tehran municipality, who have conducted a semi-structured interview with twelve of them using a purposeful sampling method and in the form of a snowball until the theoretical saturation limit is reached. Twelve sub-themes, four organized themes and two overarching themes have been formed by the theme analysis method at the individual level. At the group level, thirteen sub-themes are organized in five theme categories and defined in two overarching theme categories. At the organizational level, forty-nine sub themes have emerged in eighteen themes, organized in the framework of six overarching themes. This article theorizes the phenomenon of human resource management based on individual differences and the fit of the individual with the organization. According to this theory, the management of human resource performance is different for different people in the same organization. This method seeks to attract, develop and maintain better human resources and provides high flexibility between human resources and the organization, which in general provides better performance of human resources at three levels. This theory is based on the theory of individual differences and the fit of the individual with the organization. The presented model offers better flexibility and performance than previous models. Manuscript profile
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  60 - investigation of the empact of leadership behaviors on performance effieciency of human resources in TheKilla Corporation
  paria ghanbari
  This research has been conducted on the investigation of the empact of leadership behaviors on performance effieciency of human resources in TheKilla Corporation. The research method used in this research is descriptive and analytical in terms of the applied purpose, in More

  This research has been conducted on the investigation of the empact of leadership behaviors on performance effieciency of human resources in TheKilla Corporation. The research method used in this research is descriptive and analytical in terms of the applied purpose, in terms of the type of data, and in terms of the method of collection. The statistical population in this researcher is TheKilla Corporation. The population of this Corporation in the census of 2017 is 1500 people. From the statistical population according to sampling (based on the method of sampling in Morgan's table), 306 people were selected as the research sample. In the next step, based on the conceptual model of the research, research questions and hypotheses, using the researcher's questionnaire, the extracted items were included in the statistical research sample of the questionnaire. In descriptive statistics, the descriptions are presented in two different sections, one and the main variety, and in the inferential statistics section, Pearson (parametric) test were used to check the research hypotheses. Considering the positive regression coefficient, it can be said that leadership behaviors has a positive effect on performance effieciency of human resources performance in TheKilla Corporation. Manuscript profile
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  61 - the current research is to model the organizational factors of human resource productivity with an emphasis on social capital with the approach of learning organizations in the country's higher education
  mohammadreza .gholampour yahya dadashkarimi soleyman iranzadeh
  The purpose of the current research is to model the organizational factors of human resource productivity with an emphasis on social capital with the approach of learning organizations in the country's higher education. The current research is a fundamental-applied rese More

  The purpose of the current research is to model the organizational factors of human resource productivity with an emphasis on social capital with the approach of learning organizations in the country's higher education. The current research is a fundamental-applied research in terms of its purpose and a survey in terms of the way of collecting information. The statistical population of the study included all experts of higher education in the country, including management professors who were selected purposefully and using the method of the number of questions in structural equations, 280 people were selected for the quantitative part and 17 university experts were selected for the qualitative part. In order to collect data, thematic analysis method was used by interview. After confirming the questions by confirmatory factor analysis, the questionnaire was used to conduct the quantitative part of the research, and the questionnaires were approved. In order to analyze the data in the qualitative part, the method of interview and manual coding was used, and in the quantitative part, Smart PLS3.3 software including confirmatory factor analysis tests was used. The research results show that in the qualitative part, there are 26 factors in the dimension. An organization was identified. And after analyzing the confirmatory factor and confirming the validity and reliability of the research questions in the quantitative part, the pattern and research questions were confirmed. Manuscript profile
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  62 - Using human resources on the basis of competence with emphasis on the progressive views of Imam Ali (AS (
  Tahereh Hasoumi Soghra Afkaneh Abbas Shakouri Sheldehi Sadaf Akhtari
  Human resources is one of the most invaluable assets and assets that are the pillars of an organization and its development is one of the programs and concerns of any organization; identifying, attracting, employing and benefiting from human resources in all organizatio More

  Human resources is one of the most invaluable assets and assets that are the pillars of an organization and its development is one of the programs and concerns of any organization; identifying, attracting, employing and benefiting from human resources in all organizations is complex. Is the most functional process that managers always strive to achieve with all available capacities; This research aims to understand the use of human resources based on competence, which has been done from the perspective of Imam Ali (AS), is applied and has been mixed with the type of research; The statistical population of this study included 30 education and university experts who were aware of the method, manners and managerial effects of Imam Ali (AS); The researcher-made research tool includes 63 indicators that by performing its validity and validity and through data analysis (T test) and the findings of this study showed that Imam Ali (AS) 's progressive views on the competencies of human resources in two categories of human values And the values of excellence can be an approach in the modern age for all organizations, including education and universities; An approach that highlights the issue of human beings and people more than ever in the local community and organization. Manuscript profile
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  63 - Qualitative study of green human resource management Case study: Ministry of Sports and Youth of the Islamic Republic of Iran
  Ali Elmi Shiva Azadfada Reza Shajie Ahad RezayannQyebashi
  The purpose of this study is to identify the effective factors of green human resource management in the Ministry of Sports and Youth of the Islamic Republic of Iran. The method of the present research is qualitative and exploratory. The statistical population included More

  The purpose of this study is to identify the effective factors of green human resource management in the Ministry of Sports and Youth of the Islamic Republic of Iran. The method of the present research is qualitative and exploratory. The statistical population included university professors in the field of sports marketing and managers of domestic sports brands. The statistical population consisted of experts, experts with university teaching experience and activists in the field of green human resource management, experts of sports federations and boards, staff and officials of sports and youth departments, policy makers and sports consultants. Sampling method was used as non-probability sampling, with purposeful selection and with maximum variability or heterogeneity. The sample size in this study was equal to 20 people based on the theoretical saturation index. The interview measurement tool was open and was analyzed based on three stages of open, axial and selective coding. The results obtained from the analysis of qualitative interviews showed that the development of a green human resource management model in the Ministry of Sports and Youth of the Islamic Republic of Iran consists of 102 open codes and also consists of 12 core categories. Finally, it can be said that the attention of the managers of the Ministry of Sports and Youth to the issue of green human resource management can help improve the organization and its sustainability as much as possible. Manuscript profile
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  64 - The Impact of Strategic Human Resource Management on Organization performance(Case Study: Mellat Bank of Tehran)
  Majid Kasirlo Abdullah Naami
  Manpower should be considered as the most important asset of an organization that plays a key and important role in achieving its goals. Today, organizations spend a lot of money to attract and retain human resources so as not to lag behind other competitors in the fiel More

  Manpower should be considered as the most important asset of an organization that plays a key and important role in achieving its goals. Today, organizations spend a lot of money to attract and retain human resources so as not to lag behind other competitors in the field of competition.Human resources, as the most key organizational resources, will be used efficiently and effectively when managed with a strategic attitude. Strategic approach in human resource management means using new techniques and methods that the organization can rely on to respond to the unstable environment and mobilize human resources to gain a competitive advantage. The main topic of this study is to investigate the impact of strategic human resource management on organizational performance. The statistical population of Bank Mellat employees in Tehran is in region 1 and by random sampling method, 180 people were selected as the population and a questionnaire was used to collect information in the field. Pearson correlation test using SPSS 19 software was also used to test the hypotheses. The results showed that strategic human resource management has a significant effect on organizational performance. Manuscript profile
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  65 - The Effect of Ownership Management on the Ratio of Short and Long Term Debts
  rahmatollah azad Yaser Rastegari rad
  10.30495/faar.2023.705562
  AbstractThe aim of this study was to model the complications of the system of conservation, maintenance and training of human resources through the research method of mixed exploratory model. Its statistical population in the quality department, a group of experts inclu More

  AbstractThe aim of this study was to model the complications of the system of conservation, maintenance and training of human resources through the research method of mixed exploratory model. Its statistical population in the quality department, a group of experts including senior managers of the National Iranian Oil Refining and Distribution Company and professors in the field of human resource management in higher education centers and in the quantitative department of the National Petroleum Products Distribution Company - Sari and Affairs Iran Oil Pipelines and Telecommunications - Northern Region, there were 835 people (789 men and 46 women). In the qualitative part of the snowball sampling method, 20 people and in the quantitative part with the relative class sampling method based on Cochran's formula, 263 people were selected as a statistical sample. Data in the qualitative part were extracted through the implementation of Delphi technique with a semi-structured questionnaire and in the quantitative part through the implementation of 120-item researcher-made questionnaires on a statistical sample and analyzed using SPSS and AMOS software. The validity of the questionnaires was confirmed in terms of content and structure. Reliability and combined reliability were estimated and confirmed by Cronbach's alpha coefficient with 84%. Descriptive statistics (mean, variance, standard deviation) and inferential statistics (exploratory and confirmatory factor analysis and Friedman test) were used to analyze the data. The results showed that modeling the complications of the system of conservation, maintenance and training of human resources has 6 dimensions (organizational (internal), environmental (external), occupational, individual (personal), governmental (political) and cultural-social) and 30 It has been a component. The results of the quantitative section showed that all dimensions of the research model were confirmed. Manuscript profile
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  66 - The Effect of Enterprise Resource Planning, Supply Chain Management and Human Resource Management on Firm Performance
  reza khorami ahad mahmoudzadeh
  Organizations increasingly rely on information technology (IT) to improve the supply chain process, implementing enterprise resource planning and human resource management.Yet, past evidence suggests that the investment in IT does not guarantee organizational performanc More

  Organizations increasingly rely on information technology (IT) to improve the supply chain process, implementing enterprise resource planning and human resource management.Yet, past evidence suggests that the investment in IT does not guarantee organizational performance improvement. The aim of this study was to investigate whether ERP systems, SCM, HRM increases the efficiency of organizational performance. The data for research hypotheses were obtained through a questionnaire. The structural equation modeling technique was used to evaluate the causal model and to examine the reliability and validity of the measurement model. The offered model and obtained data from the questionnaires are analyzed through the Smart PLS program. The results showed the positive impact of ERP systems on firm performance and increased efficiency. Also, the results showed SCM and HRM impact on firm performance.  Manuscript profile
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  67 - Simple and multiple relationships between Strategic Human Resources Management Programs and Employees Empowerment
  farshad nemati rafigh hasani
  Nowadays the success of any organization is linked to the quality and level of human resources’ capacity and empowering human resources is a significant strategic tool to gain competitive advantage. The main objective of this research was to investigate the relati More

  Nowadays the success of any organization is linked to the quality and level of human resources’ capacity and empowering human resources is a significant strategic tool to gain competitive advantage. The main objective of this research was to investigate the relationship between strategic human resources management programs and empowering employees. The purpose of this research is applied and its nature is descriptive-correlational. Statistical population consists of all private and public banking employees in the city of Marivan, totaling 277 employees. Finally 148 employees were selected using stratified random sampling. Chen and Huang questionnaire (2009) was used to measure the variable of strategic human resources management programs and Spreitzer and Mishra (1995) questionnaire was used to measure the variable of empowering employees. Kolmogrov-Smirnov test was used for investigating the normality of data and correlation test, regression coefficient, t independent groups, ANOVA was used to analyze data and test research hypothesis. The results showed that there is 0/56 positive and significant relationship between strategic human resources management programs and empowering employees (R=0/56, P<0/05). Also multiple regression analysis showed that 0/31 changes of employee empowerment through strategic human resource management programs is predictable, and the highest share in this prediction is related to the factor of participation (β=0/57). The results demonstrated no significant difference between any of the above variables in terms of empowerment.   Manuscript profile
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  68 - Designing the model of flexibility of human resources in the conditions of merger in Iran's government organizations
  Nasrin Jazani nahid azimian javad  mehrabi
  Nowadays, the flexible human force is the most important factor in responding to changes in the external environment, and after that, among the various strategies for the growth and development of organizations, mergers and acquisitions have become increasingly popular. More

  Nowadays, the flexible human force is the most important factor in responding to changes in the external environment, and after that, among the various strategies for the growth and development of organizations, mergers and acquisitions have become increasingly popular. The purpose of the present study is to provide a model of flexibility of human resources in the conditions of integration. The research method is practical in terms of its purpose. The present research is mixed. The participants of the research are human resources specialists and experts who worked in the ministries of sports and youth before and after the merger, and university experts including professors in the field of human resources who have been teaching and researching in this field for at least 10 years. give In the current research, among the types of mixed research methods, an exploratory design of categorization type was used. In this project, qualitative data was first obtained through structured interviews, and in the second step, we will examine the relationships between indicators and factors of the model using interpretive structural modeling, and then use the Mic-Mc matrix to examine the degree of dependence and influence of each factor. One of the factors will be discussed. The presented model of the flexibility of human resources in the conditions of integration has 6 main themes, 21 sub-themes and 41 sub-indices and three levels of strategy (management, personnel, adjustment and proportionality).the management after the merger. Manuscript profile
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  69 - Identifying the Components of the Quality of Work Life Pattern with a Strategic Approach of Human Resources in the Administrative System of Mellat Bank
  Vahid Mohammadi Musa Rezvani Chaman Zamin Badri  Abbasi Morteza Hazrati Mehran Nasirzad
  The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms More

  The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms of purpose and descriptive-survey in terms of nature. The sample in the qualitative section was 20 academic and banking experts who were selected as a snowball method. The statistical population of the quantitative part was all the employees and experts of Mellat Bank all over the Iran, who were selected from a sample of 378 people using a simple stratified method using the Cochran formula. The data collection tool in the quantitative section included a researcher-made questionnaire, the total Cronbach's alpha coefficient was calculated as 0.84, which is higher than the base value of 0.70, and as a result, the measurement tool has adequate reliability. Data analysis was done in the qualitative part by the method of open and axial coding in MAXQDA software, and in the quantitative part, the data were analyzed using descriptive statistics methods using SPSS software. The results obtained from the codings showed that the components of the model of quality of work life with a strategic approach of human resources in the administrative system of Mellat Bank include 5 strategies in the form of a career development strategy and a career path (career path), job design strategy, job security strategy, and job satisfaction strategy. And the deployment strategy of operation and decision support systems has 20 subcomponents and 118 subcomponents. Manuscript profile
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  70 - Presenting a model of organizational agility based on human resource development in Islamic Azad University of Tehran
  fatemeh soltani fattah nazem mohammad naghi Imani
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  71 - The Role of Justice in Improving the Human Resources of the Education System with Approaches to the Fundamental Transformation Document.
  abbas shakouri shaldehi heydar noorani
  This study aims to determine the role of justice in promoting the human resources of the education system, which is based on the document of fundamental change; the perspective of justice can be in all social, educational, cultural, research, legal, economic and means O More

  This study aims to determine the role of justice in promoting the human resources of the education system, which is based on the document of fundamental change; the perspective of justice can be in all social, educational, cultural, research, legal, economic and means Observed in the realm of education, and the administration of justice has always been among the expectations of the fundamental transformation document, the constitution, and religious and social scholars; The method of this research is descriptive and it is qualitative (conducting interviews) and the statistical population of this research has been selected from experts (20 people) in this field who have mastered and mastered the events of education; using research literature and specific functions Organization of education and correct selection of experts, available information (interview content and theoretical framework) was prepared and compiled; And the share of justice in four known categories: distributive (32) percent, procedural (22) percent, interactive (26) percent and information (20) percent based on the tables of discourses in open, central and selective codes; Findings of this study show that the share of indicators related to distributive justice, which is related to the components of matching the salaries and welfare of employees as well as their job promotion, is more important than other perspectives of justice and the statistical community. Correct and lawful information transparency is crucial in job promotion, appointments and understanding of human resource management and knowledgeable managers in the organization. Manuscript profile
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  72 - Investigating the impact of human resources entrepreneurial personality on the city brand with the aim of creating a sustainable income
  bahram ebrahimi Mojtaba Tabari
  The purpose of this study is to investigate the role that the entrepreneurial personality of city managers can play in the city brand model through which the city benefits from attracting foreign and domestic tourists. The statistical population in this study included a More

  The purpose of this study is to investigate the role that the entrepreneurial personality of city managers can play in the city brand model through which the city benefits from attracting foreign and domestic tourists. The statistical population in this study included all municipal managers at both senior and operational levels, members of the city council and officials of the heritage department related to the tourism sector in Mazandaran province. Purposeful (judgmental) sampling was performed in three cities of Amol, Babol and Mahmoudabad. The research tool included a library study and a researcher-made questionnaire, and in order to ensure its validity, in addition to the opinions of expert city managers, the mean of extracted variance was also used. Cronbach's alpha, combined coefficient and internal reliability were used to determine the reliability. In this study, two questionnaires were used. The first questionnaire was to examine the entrepreneurial personality of human resources, which was answered by senior municipal managers and members of the city council, and the second one which was designed to assess the status of the city brand, was answered by municipal operational managers and officials of the heritage department related to the tourism sector. To determine the degree of fit of the conceptual model, the structural equations method using the partial least squares method and Smart PLS 3 software were used. Fitting the conceptual model of the research with the success of the test and the findings showed that there were significant relationships between the variables of entrepreneurial personality of human resources, city brand and sustainable income. Therefore, the claimed model has a good fit. Manuscript profile
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  73 - Explaining Structure of Strategic Performance of Managers in empowerment of human resources in scientific and research centers (A Case Study of Islamic Azad University, Science and Research )
  ALIREZA ALIZADEH pooramirarsalani fattaneh yalda Hajialilou hashemi mandanasadat
  The main objective of this research was to investigate the effect of managers' actions on the empowerment of human resources in the organization of scientific and research centers.Research method, based on the practical objective,was a descriptive-survey scheme in terms More

  The main objective of this research was to investigate the effect of managers' actions on the empowerment of human resources in the organization of scientific and research centers.Research method, based on the practical objective,was a descriptive-survey scheme in terms of data-gathering with correlation, and was a quantitative scheme in terms of data type.Statistical society of this research were managers, responsible staff, chief executives of Islamic Azad University,Science and Research Branch, who were selected by random sampling.The number of samples in the studied statistical society was 800 people. Cochran formula, suitable for finite societies, was used to determine the number of samples being 261people.Also, after collecting the distributed questionnaires, the content analysis method was used for the validity of research variables.The Cronbach's alpha coefficient was utilized for the reliability.SPSSv.16 was used for the data analysis and the research assumption assessment.Initially, frequency tables were used for the descriptive statistics, and then the inferential statistics was applied for the data description. The Kolmogorov–Smirnov test was used testing for the normality of the data distribution,and the Pearson correlation coefficient was applied for the assessment of components, their mutual effect and meaningfulness of the relation between variables.The data analysis results confirmed the validity of all four research assumptions.Further more, research variables were investigated and ranked.The results revealed that there was no priority among the research variables,and no meaningful difference could be detected between them.Also, no variable dissimilarity with respect to ranking could be attributed meaning that all variables were identical in term of priority. Manuscript profile
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  74 - Depicting the competencies necessary for the development of human resources of the people's government in the horizon of 1404
  jalal rizaneh
  success of the people's government is to ensure the existence of competent and effective (desirable) employees in the country's government system. The presence of such employees can help the people's government in fulfilling its mission and in the administration of just More

  success of the people's government is to ensure the existence of competent and effective (desirable) employees in the country's government system. The presence of such employees can help the people's government in fulfilling its mission and in the administration of justice. Futuristic science is the systematic study of possible, probable, and desirable futures. Imagery is a creative effort to visualize, recognize, and purposefully build possible, probable, and desirable futures based on external facts, whose main purpose is to warn, or create a favorable situation. The purpose of this research is to discover the image of the most key competencies required for the development of human resources of the people's government until the horizon of 1404.Since exploring the mental world and experiences of people and extracting their attitudes requires the use of qualitative research methods, the grounded theory method was used to conduct the research. Semi-structured interviews were used to collect data, and after reaching theoretical saturation, necessary data were collected and analyzed by conducting interviews with 35 qualified officials. data set collected after the process of continuous data comparison and open, central and selective coding, in the form of 393 primary codes, 31 concepts, 11 categories and 5 classes, "image of human resources competencies of the popular government in the horizon of 1404" organization became. Considering the possible conditions in the coming years, this picture explains the set of personality, attitude, behavior, skills and competencies of the jihadi manager and employee who tries to work effectively in the people's government. Manuscript profile
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  75 - Investigating the Role of Strategic Human Resource Planning on Educational Quality
  Ahmad Sheybat saeedeh AghaHadi
  In recent years, the educational institution faces issues such as increasing costs and difficulties in providing costs and reducing educational quality. The constraints and pressures that the educational system faces through changing attitudes toward the quality of educ More

  In recent years, the educational institution faces issues such as increasing costs and difficulties in providing costs and reducing educational quality. The constraints and pressures that the educational system faces through changing attitudes toward the quality of education, such as: the phenomenon of globalization, sustainable development , Human rights, peace and security, the overall quality of life at the individual, family, social and global levels have led scholars to seek solutions to improve the quality of education. One of the most important solutions is the use of strategic planning and thinking rather than reactive planning. Strategic planning is at three levels beyond macro, macro, and micro. In this research, strategic planning of human resources and its relationship with quality of education have been considered. Manuscript profile
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  76 - An overview of artificial intelligence governance in e-government (challenges, benefits)
  kamran yeganegi
  Despite the increasing growth in the field of artificial intelligence, many organizational managers have not yet been able to establish a good relationship with this technology. Getting your head around artificial intelligence, like any new technology that comes with a More

  Despite the increasing growth in the field of artificial intelligence, many organizational managers have not yet been able to establish a good relationship with this technology. Getting your head around artificial intelligence, like any new technology that comes with a lot of hype and media controversy, can be confusing, and even experts in artificial intelligence can hardly keep up with the momentary developments of this technology. The present research tries to comprehensively examine behind the curtain the impact of this mysterious and powerful technology in the intelligentization of human resources management by means of thematic analysis. For this purpose, the findings of the latest studies conducted in the field of artificial intelligence, focusing on human resource management and the use of e-government, from international scientific-research publications were considered. After categorizing and coding the mentioned data, finally, the theoretical narrative of the research was compiled and presented. The mentioned findings were counted in five major codes, including the challenges facing artificial intelligence with nine components, professional ethics with seven components, electronic government system with six components, administrative system with seven components, and the intelligentization of governments with four components. Manuscript profile