نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال پانزدهم شماره 58 (پاییز 1402)

The purpose of the current research is to identify the components of technology commercialization in the oil and gas industries in order to transfer the technology to other companies. Despite governmental requirements and also the existence of potential technological capabilities in this industry, revenue generation from the commercialization of technology and wealth creation from its transfer to other companies has been a neglected issue. This research is practical in terms of purpose and its approach is qualitative. The implementation of the survey is based on the steps of the grounded theory, including open coding, axial coding, and selective coding. For this purpose, in addition to extracting basic concepts based on the review of articles, books and theses, more than 200 open codes were determined in 46 classifications from the semi-structured interview method with 11 senior managers of the Ministry of Petroleum. Finally, 10 main components were identified in the form of a qualitative model of technology commercialization.

The study’s purpose is to design a model of wise managers based on the implicit theory of employees. In this research, the qualitative method of phenomenology has been used, which reveals the structure and implicit meaning of a phenomenon according to the implicit meaning that people have experienced in their lives. The statistical population included all employees of an industrial company, which continued by purposive sampling until theoretical saturation (26people). Semi-structured interviews were used for data collection. Reliability was examined using inter-rater reliability and validity was investigated and confirmed by subject-matter experts. The data were analyzed by qualitative analysis. The results showed the model consists of 7dimensions in which concern and awareness of others, organization and planning, problem-solving and decision making, and motivation had the highest frequencies. These results can be used in dimension-based selection and development of wise managers, as well as the design of simulated situations and assessment centers.

The organizational structure of the southern oil-rich regions underwent fundamental changes in two stages since 1379. This research was carried out with the aim of identifying the lived experience of the managers of the oil-rich areas in the south of organizational structure changes, which method is qualitative and phenomenological. The research sample consisted of 19 senior managers of oil-rich areas in the headquarters and operating companies, which was conducted with the purposeful sampling method until the data was completely saturated. The data obtained from the interview were analyzed by Van Manen's method and three main themes and 12 sub-themes were identified. The first main theme is the phenomenon of organizational structure change, which includes 3 sub-themes, the second main theme is the consequences of organizational structure change, which includes 5 sub-themes, and the third main theme is reactions to organizational structure change, which includes 4 sub-themes.

During the last century, Iran has made many efforts to transfer technology through oil companies, but it has been less successful in this field. One of the reasons for this lack of success can be found in the absorption capacity of oil companies in accepting transferred technologies. The aim of the current research is to analyze the impact of technology transfer methods on improving the absorption capacity of oil companies using a descriptive-survey method. For this purpose, while fully examining the effective criteria on absorption capacity in technology transfer methods, the status of technology transfer methods in Iran's exploration and production companies was surveyed from this point of view. The statistical population of this research was made up of all the experts and specialists in the field of technology management and oil and gas field, 31 of them were selected by the purposeful sampling method, and a researcher-made questionnaire was used to collect information, and the t-test was used to analyze the data. . The results indicate that relying on 20 selected criteria of absorption capacity and examining more than 23 cooperation methods among Iranian companies, 15 cooperation methods have had the greatest impact on absorption capacity in Iranian companies. In this regard, policy approaches were also presented.

The purpose of this research is to design a succession management model in the (NISOC). This research is applied in terms of purpose and in terms of method, it is a mixed type. In the qualitative part, by conducting theoretical studies, including reading books, theses, domestic and foreign articles, and databases, succession management approaches were identified from a conceptual perspective, and then 25 experts were asked to answer the questions in order to collect the required information. Sampling was done in the qualitative part by the targeted method and in the quantitative part by the random sampling method, and 341 people were selected from the official employees of the (NISOC). The method of determining the validity of the questionnaire is form and content. Based on the findings of the research, two individual and organizational dimensions with 10 components were identified for the concept of succession management.

The purpose of the current research is provide a model for measuring the organizational productivity of National Iranian Oil Company. In this regard, the components and indicators were identified with the qualitative-quantitative method. Socio-statistics of the qualitative part of the experts in the field of oil industry productivity, 14 experts were selected using the non-probability method, and in the quantitative part, the employees of the National Iranian Oil Company, who were determined by Cochran's formula, 75 people were determined by available sampling method. The data collection tool was an interview and a researcher-made questionnaire, the validity of which was confirmed by Delphi technique and confirmatory factor analysis, and its reliability was confirmed by Cronbach's alpha. In order to analyze the data, in the qualitative part, the coding method was used, and in the quantitative part, the AHP method was used to prioritize the components and model the structural equations to validate the model. The results showed that in this model, there are 2 dimensions, 4 components and 26 indicators, which in order of priority include: effectiveness (unwanted results, employee service quality, organization status and service improvement and satisfaction) and efficiency.

This research was conducted with the aim of investigating the impact of jihadi management dimensions based on Islamic criteria on the organization. The statistical population of this research is divided into two groups, the first group of 20 experts who are familiar with the Jihadi model of human resources and the effectiveness of the organization with an unspecified number with a selective selection that, and the second group is all the employees working in the Kerman Petroleum Products Distribution Company, 380 people were selected as a sample using Cochran's formula. The data were collected using the Jihadi model of human resources based on Islamic criteria, the data collection and analysis with descriptive and inferential statistical tests such univariate t, and Kolmogorov tests. Smirnov, exploratory and confirmatory factor analysis and SPSS, MINITAB and LISREL software were performed. Jihadi dimensions have a significant effect on the effectiveness of the organization in the Kerman Petroleum Products Distribution Company. The members of jihadi management, ethics, organizational spirituality, jihadi culture, jihadi commitment, and jihadi performance on the effectiveness of the organization in the Kerman Petroleum Products Distribution Company. Paying attention to Islamic strategies can provide the conditions for beneficial changes in organizations. The impact of variables of jihadi components of human resources based on Islamic criteria and the organisation's effectiveness has been calculated as 0.88, which shows that there is a meaningful impact. The t-statistic of the test is also 8.73, which is greater than the critical value of t at the 5% error level, i.e. 1.96, and it shows that the observed impact is significant. The jihadi model of human resources based on Islamic standards can be a coherent and solid tool for advancing organizational goals. And the effectiveness of the organization should be as helpful and effective as possible.

Despite massive investment in organizational restructuring, the failure rate of these projects is high. One of the reasons for the failure of these projects is the lack of attention to the existing knowledge gap. Therefore, the aim of this research is to identify knowledge gaps in organizational restructuring projects. The current research is applied in terms of purpose and has a qualitative approach. The research strategy is a case study. The participants in the research include Iranian oil refinery companies, which were semi-structured interviews with 12 people with the logic of theoretical saturation. The method of data analysis was theme analysis using Maxqda software. The results indicate that the knowledge gaps identified in organizational restructuring projects fall into 2 main categories: intra-organizational knowledge gap and extra-organizational knowledge gap. The intra-organizational knowledge gap includes 6 sub-categories: managerial knowledge gap, technical knowledge gap, personnel knowledge gap, intellectual knowledge gap, physical knowledge gap, organizational knowledge gap and extra-organizational knowledge gap including 3 sub-categories: strategic knowledge gap, legal knowledge gap and The knowledge gap is diplomacy.

The extant research aims to design a work-life balancing model for National Iranian Gas Company employees. The present paper is mixed research (qualitative and quantitative). This qualitative study has used the strategy of the thematic analysis method. The quantitative part of the study employed structural analysis. According to the results of the interviews with 7 experts, 124 factors affected the work-life balance of the National Iranian Gas Company employees. The most important factors affecting the work-life balance of Iranian National Gas Company employees were extracted using the Delphi method. The results indicated trust in the organization and employees’ loyalty to the organization as the most important components affecting the work-life balance of employees working for the National Iranian Gas Company. Moreover, the results confirmed the effect of government structure, e-government and smartening, human capital management, management technologies, organizational culture development, monitoring, evaluating, and protecting rights and people, and administrative soundness on the employees’ work-life balance.

The aim provide a model for managing digital human resources in gas refineriesa qualitative method of grounded theory. The data collection tool in this research is a semi-structured and in-depth interview. The validity of the research data was verified through returning to the interviewees, in-depth description and external auditors. showed that the model in National Gas Company of Iran has 35 main categories and 167 subcategories. The community consists of managers, elites and specialists in the field of human resources, among which interviews were conducted with 21 employees to the extent of data saturation; Sampling was done in a targeted method dependent on criteria; model consists of causal elements (technological development; environmental complexities; new attitude to management), intervening conditions (organizational interventions; changeability of human resources management), background conditions (technological culture; infrastructures).content, strategies (supportive strategies, development strategies, maintenance and care), outcomes (innovation and improvement, performance productivity, management, human resource development).

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.

The purpose of this study was to interpretive structural modeling of factors affecting the alignment of macro-strategies to improve the performance of the Central-Oil-Company of Iran. This study is based on the applied purpose and in terms of method with deductive-inductive approach. Identifying these factors was done through semi-structured interviews based on theoretical saturation with professors in the fields of strategic, human resource and government management and for modeling, the opinions of experts and senior managers of the oil industry relative field with the research topic were used by purposive sampling method and a questionnaire. The validity and reliability of the questionnaire were confirmed by content validity and test-post-test method, respectively. Modeling the identified consequences with the interpretive structural method resulted in the formation of seven levels, which were the most effective factors, convergence of strategic and operational levels and upstream documents, and improved strategic balance the most impressionable factor.

The current research was conducted with the aim of designing the optimal model of public relations management in the Ministry of Oil for the implementation of resistance economy policies. In the quantitative part of the research, 40 managers, specialists and experts in the field of public relations and economics of the Ministry of Oil, who had scientific and specialized records related to the subject of the research, and were selected purposefully and non-probably, the research data using a structured questionnaire with a pattern Comparison and analysis of 108 questions (items) in Stephenson's 7-choice continuum were collected and Q factor analysis method and standard Z score were used for data analysis. The findings of the research showed that there were three intellectual types (types) consisting of the first type (managers) including 19 people, the second type (experts of the first group) including 11 people and the third type (experts of the second group) including 10 people, on 85 items from the total They had consensus on 108 items, of which in 57 cases they agreed with the items and in 28 cases they disagreed with them, so that finally the optimal model of public relations management in the Ministry of Oil for the implementation of resistance economy policies has 4 economic elements (categories). It is managerial, structural and legal. This means that the thinking that governs the view of the respondents is a managerial and economic thinking with a structural and legal framework.