فصلنامه مطالعات منابع انسانی
پیاپی 41 (پاییز 1400)

The role of line managers is vital and undeniable in realization of the linkage between HRM practices and performance. The specifications of that role have not received sufficient scrutinization in previous local studies. In this study, for the first time, by applying a new theoretical model and a new method, in National Oil and Natural Gas Company, we tried to deeply investigate the role of line managers in HRM black box, identify their challenges in fulfilling their practical roles, and prioritize the importance of each challenge

Regarding the method, current study composed of two separated phases. First, by applying a meta-synthesis approach, known as ''mixed research synthesis'', and by methodological scrutinization of 243 credible articles, we came up with a thorough description of line managers’ status in HRM black box and investigated their functional/practical challenges. Second, by using AHP method, the identified challenges in the first step were prioritized.

The phase of identification line managers’ practical challenges, led to explanation of many factors which then were categorized into five general challenges. In the factor prioritization phase, "CEO & HR managers support" was determined as the most important challenges, followed by "Knowledge, skill & ability", "commitment to people management". Finally, both factors of "role ambiguity & inconsistent priorities" and "load of work" together were rated as the less important challenges.

When line managers fail in their effective roles in relation to HRM-related duties, the probability of failure in all HRP efforts and subsequently wasting organizational resources will be high. Accordingly, it is essential for CEOs and decision makers to consider line managers’ functional challenges and particularly focus on solutions to overcome them. At the end, in addition to discussion of the findings, future research directions are provided.

Due to growth and development of transportation platforms in recent years and the growing importance of human resources, it is essential to investigate the way to create value through human resource management in this new form of business. The purpose of this study is to determine the values ​​of stakeholders and the way to create value through human resource management in transportation platform businesses for stakeholders.

Sequential mixed method was used in the present research. This research has been conducted in two main phases. In the first stage, using literature and thematic analysis method, a list of stakeholders’ values ​​was identified. Then, a sample of stakeholders from two famous Iranian transportation platforms were asked to rate the extracted values using an open-ended questionnaire. In phase two, an interview was performed with a group of experts who were purposefully selected. The value creation capabilities of the platforms and the way to create value through human resource management in the transportation platforms were identified via the thematic analysis.

In this study, 12 values considered by the main stakeholders in transportation platforms, two value creation capabilities (electronic processes management, information management), and two value creation methods (improving work planning and control system efficiency) were extracted through human resource management.

By creating a framework consisting of value creation capabilities, value creation methods, and stakeholders’ values, findings can be used in better understanding and more effective use of human resource management so as to create more and more values for stakeholders in transportation platforms. Using this results, practical recommendations for managers and operators as well as suggestions for future research are provided.

Due to the increasing expansion of holding structures in Iranian organizations, it is necessary for these companies to be able to properly assess the human resource management system of their subsidiaries, given the importance of human capital in creating value for companies. Thus, the purpose of this study is to provide a model for strategic evaluation and management of human resource management system in holding companies.

The research method is applied in terms of purpose and is a sequential exploratory mixed study regarding data collection. In the first part, by reviewing the literature and research, the initial model was calculated based on the CIPP framing framework, and then the opinions of the focus group, including 12 experts in the field of human resources, were used to complete the model. The AHP method has also been used to weigh the components and dimensions; Acceptable validity and reliability were achieved in qualitative and quantitative sections.

The field section of the model includes internal and external environment factors. Inputs of the model consists of orientation of strategies, role human resources manager, and human resources organization components. The processes section includes components of human resource risk management, knowledge and innovation management, management of organizational culture and values, development of capabilities and talents, planning and recruitment, training and learning, maintenance and compensation of services, performance management and promotion, safety and health, human resource information system, interaction and communication with stakeholders. Also, the output section contains procedural factors, resulting factors, and organizational effect factors.

Holding organizations can use this model to strategically evaluate the human resource management system of their subsidiaries. In this regard, it is essential, firstly, to adapt and possibly localize the dimensions of this model in their industry in addition to form a steering committee, and to strategize the strategic measures for the development of this model in their collection.

Pension funds are among the most important institutions that affect economic and social conditions of society. Presenting appropriate solutions to maintain the balance of these funds requires accurate knowledge of the conditions and factors affecting its status. Demographic change is one of the disruptive factors upsetting the balance between resource and expenditure of the funds. In this study, a model for simulating the balance of resources and expenditures in pension funds based on demographic risks is presented.

In this article, first the key factors affecting the status of the Pension Fund were identified. Then using modeling with system dynamics method, both increasing crisis of spending on fund resources in the form of cause and effect model and flow mode model in Vensim software on the horizon were designed and predicted in 50 years.

The results of this study uncovered that a 23% increase in the birth rate can have a positive effect on the liquidity of the organization. However, based on the results of this study, a sharp decline in the birth rate and an increase in inflation, in the long run, will have the most negative effect on the liquidity of the Pension Fund. The amount of support and liquidity ratio in the output of the simulation model indicates the emergence of a crisis in the gap between resource and expenditure of the Pension Fund after the early decades of the Year 1400.

The results obtained from the simulation of the resource system and expenditures of Pension Fund is the indicator of the occurrence of a pension crisis in condition that the current trend continues in the near future. On the other hand, the study of different scenarios has shown that in the short run, increasing the deduction and the attractiveness rates has the greatest effect on the stability of the Pension Fund, but in the long run, due to the adverse effect of increasing the deduction rate on premiums, this factor reduces the attractiveness of the Pension Fund. Demographic variables will have the greatest impact on the stability of the Pension Funds.

Nowadays, human resources are a vital asset for the organization. The sense of identity of human capital with the organization creates numerous added values for the organization. Accordingly, in this study, the model of employee identity management in public organizations using a mixed approach has been addressed.

This research is exploratory in terms of purpose and applied research regarding type of use.  Moreover, an exploratory mixed method was used in this study. In the qualitative part, the grounded theory was employed, and in the quantitative part, the descriptive-survey research method was utilized. In the qualitative section, the required data were collected using non-probable snowball sampling as well as semi-structured interview with 20 experts in human resources. In the quantitative section, the data were collected by cluster sampling among municipal employees of Kermanshah, Iran.

Based on data analysis, causal category includes organizational, managerial, and individual factors. Central category consists of membership, similarity, loyalty, and compatibility. Intervening category contains economic factors, political factors, organizational aspect, external relations. Contextual category includes organizational support, working groups, organizational culture, organizational strategy, and characteristics of the organization. Strategies comprises the development of organizational self-esteem, development of organizational intimacy, development of organizational vitality, and increasing legitimacy. And finally, the consequences include social, functional, behavioral, and attitudinal factors. Based on quantitative data analysis, the fit of the research model was confirmed.

Optimal implementation of employee identification strategies can improve employee retention in the organization. Managers can improve the recruitment rate of new employees by promoting identification.

The lack of precise criteria for promotion as well as ambiguous organizational goals have caused both the process of career path development and the outlined prospects achievement difficult. Nevertheless, managers, who have political acuity, achieve their goals by properly analyzing the organization, establishing strategic relationships, and managing key persons in the organization. The purpose of this study is to identify and explain the prerequisites and consequences of political acuity of state managers.

This study is applied in terms of purpose and descriptive survey regarding data collection. Furthermore, this study used qualitative-quantitative mixed approach in the deductive-inductive paradigm. The participants who were involved in the qualitative phase were 18 professors of management and political science selected via purposive sampling and the extracted data was analyzed using theme analysis. Besides, 29 middle managers from governmental organizations in West Azerbaijan Province were chosen to take part in the quantitative phase using a non-probability sampling method.

In the qualitative phase, the data obtained from the interviews were analyzed via theme analysis using ATLAS.ti software, and the quantitative phase of the research in addition to the final analysis were conducted using the Fuzzy Delphi Method. Using qualitative data obtained from exploratory interviews, the prerequisites and consequences of political managers were identified in the form of 24 factors, then by extracting these factors, they were ranked through quantitative research.

The results revealed that influence tactics learning, knowledge of way the system works, political knowledge and skill, foresight and analysis of the environment and atmosphere of the organization are the most important prerequisites of political acuity of government managers. Also, among the most important consequences of political acuity of government managers are job security, hierarchical promotion, formation of beneficial coalitions, and organizational acceptance.

Ethical behavior is of particular importance to public agents and it can be seen both as a framework for improving political and administrative actions and a criterion for assessing the amount of commitment of public agents so as to achieve the public benefit. The purpose of this study is to identify the ethical behavior of public agents based on Sa'di's Golestan.

The present study is exploratory in nature, conducted through inductive approach, and located on the framework of the interpretive paradigm. The second chapter of Sa'di's Golestan serves the data source of the study and theme analysis was used to analyze the data. Validity of the results was assessed and confirmed using census method done by an assessor and their reliability was assessed and confirmed Using Holsty method.

The findings of the present study indicated that the ethical behavior of public agents, based on the second chapter of Sa'di's Golestan, has 48 basic themes, 16 organizing themes, and four comprehensive themes. Comprehensive themes include slavery ethics, individual ethics, social ethics, and political ethics.

The explained model can be used as a guide to improve ethical behavior of public agents so as to pay more attention to public benefits, motivate staffs, increase the legitimacy of public agents, and develop political and administrative actions.

Experienced and specialized managers play an important role in the success of defense organizations. One element of identifying and training such managers is to have an effective performance appraisal system. The performance appraisal system demands a native model appropriate to Jihadi management, native Iranian- Islamic management style. Accordingly, the main purpose of this study is to provide a model for performance appraisal of logistics managers of a defense organization following a Jihadi approach.

This research is applied regarding purpose and sequential exploratory mixed method in terms of methodology. The statistical population consists of professors and managers of the logistics of a defense organization. In the qualitative part, which used content analysis, 10 individuals were selected through snowball method to participate in the interview. Additionally, 45 persons were chosen via judgmental method to take part in the quantitative part. Data collection instruments were a semi-structured interview and a researcher-made questionnaire which was developed and validated by the current researchers. Both confirmatory factor analysis and the Friedman Test were conducted to analyze the data.

Based on the results of study, a performance appraisal model of logistics managers consisting of 92 indicators, 12 components and 3 dimensions was developed. The ranking uncovered that the functional dimension is the most important dimension of the model.

The model presented in this research can be used as a tool or comprehensive criterion to evaluate the performance of logistics managers. It can be employed as an effective guide to promote Jihadi effort and performance among managers of the logistics of defense organization as well.