فصلنامه مطالعات منابع انسانی
پیاپی 50 (زمستان 1402)

The issue of work-family conflict has received much attention in today's organizations, because it affects the organizational success and the personal life of employees. Studies in this field emphasize its two-dimensionality: work family conflict (WFC) and family- work conflict (FWC). Therefore, the research seeks to identify the affecting factors and consequences of both of the conflicts.

This interpretive research has used the systematic literature review (SLR) method to answer the main research question. Its information sources include related articles that have been published in international scientific databases from 1992 to 2023 and entered the systematic review process based on acceptance criteria. Finally, after evaluating their quality based on Q and H indexes of publications, 91 articles were analyzed using coding method.

The identified antecedents of work-family conflict were classified into four categories: nature of job, time-related antecedents of the job, job requirements and work conditions, and social pressure of the job, which lead to two categories of consequences: weakening of the family role and Weakening the quality of family life. The antecedents affecting family-work conflict are also classified into three categories: family status of employees, role-oriented family antecedents, and family social pressure. The consequences of these antecedents include: psychological job consequences, behavior-oriented job consequences, and performance-oriented job consequences.

The findings of this research can help managers and organizations to better understand the antecedents and consequences related to both areas of the conflict so that they can effectively take steps to solve the problems of the working and family life of employees. Additionally, the findings of this study, by integratingng the findings of previous studies, have helped to improve the richness of existing knowledge in this field.

Rapid environmental changes require organizations to apply adaptive changes for survival and growth. Creating the fields of employee adaptation to respond to the demand and requirements of unstable environments is one of the main challenges of today's organizations and the existence of resource governance. Human resources in organizations, while maintaining the independence of departments, also creates an environment for interaction and cooperation between units. The main goal of this research is to present the governance model of human resources in government organizations (social security organization).

This research is of a qualitative, interpretive, and inductive type, and the approach of a single case study was implemented with the homogeneity analysis method. In the search process, only studies that answer the research question are desired. Finally, using the criterion sampling method axis, studies were selected that were related to the question or purpose of the research.

After investigating the results of the reviewed selected studies,14 subcategories in the form of 4 main forms of senior managers, line managers, human resource professionals, and employees were identified. which are defined along with concepts such as playing the role of a transformative leader, policy making. These subcategories construct the model of governance human resources in the social security organization.

According to the interviews conducted at two levels of managers and experts, concepts such as playing the role of a transformative leader, playing an active and superior role in human resources committees, creating a balance between stability and innovation, developing individual and organizational insight and communication transparent between units, complete the final model. Also, the category of human resources professionals plays the most important role in the social security organization.

The leadership development (LD) is one of the main issues in organizations, and without having the necessary skills and trying to strengthen them in the long term, one cannot expect to progress and achieve goals. In pioneering organizations, LD is considered as an enabling and important capacity. Thus, the aim of this research is to present the LD framework in Melli Bank.

This research is practical and qualitative. In this research, the collected data are analyzed using multi grounded theory approach. Research participants include 20 experts and senior managers of Melli Bank, and university professors who were selected through theoretical sampling method.

The main phenomenon of LD has two categories: individual LD (human capital) and collective LD (social capital). Also, factors affecting the LD include external and internal organizational factors as well as individual and collective strategies. The context of LD includes political, social, economic, environmental factors, instability and risk, and management systems. LD enablers include the categories of macro-policy, management development, coordination and coherence, provision of resources and management of service operations. The functions of LD include individual, organizational, and extra-organizational growth.

Leadership development is considered as a multidimensional process that requires a person's knowledge and the environment, development of communication skills, and effective interactions with group members. The development of collective leadership is the main result of this research and it means strengthening and expanding the skills, characteristics, and strengths related to a team.

One of the concerns of knowledge-based organizations after the retirement of their skilled employees is to ensure that their knowledge is retained by the organization. This issue is especially important for retired university faculty members who have extensive experience and a lot of explicit and implicit knowledge. In this regard, one of the key questions is how to take advantage of precious knowledge and literacy of these intellectuals, which has been created with great difficulty during their years of activity? The purpose of the current research is to qualitatively examine the lived experience of retired faculty members during their working years.

Using Husserl's descriptive phenomenology, 17 retired faculty members of Isfahan universities were chosen as participants using purposive sampling. The total number of participants was determined through theoretical saturation. In-depth interviews were used in order to collect information about the experiences of the participants. The interviews were analyzed using Colaizzi's method.

The results identified five main themes including adherence to university norms and red lines, personal, work and life balance, shifting focus from quantity to quality, preparing for life after retirement, and developing communication skills. Besides, the results identified 16 sub-themes.

From a theoretical point of view, the results of this study contribute to the development of concepts on knowledge management and especially knowledge sharing among retired faculty members. Practically, the results obtained can be used at the individual level (i.e., for younger faculty members), at the university level (i.e., for university administrators), and at the national level (i.e., for major policy making at Ministry of Science).

The tourism industry has grown significantly in recent years and has moved from traditional to structured, professional and globalized. This research was conducted with the aim of identifying and leveling the risks of human resources as well as drawing the relationships between them.

In terms of the purpose, this research is considered to be an applied type and an exploratory type of study, and in terms of method, it is laid in the category of mixed research. In the qualitative part, for this purpose, human resource risks were extracted from the studies conducted using theme analysis.

According to the findings of the research, the risks of "lack of appropriate educational structure", "non-compliance with the labor law and problems of the law for employees", and "lack of a suitable service compensation system (salary and benefits)" are the most basic human resource risks affecting the tourism industry, which should beprioritized.

Due to the service-oriented nature of the tourism industry, human resources and related risks have always been the concern of trustees and business owners in this field. These results help the policy makers in determining the most suitable path and development of the tourism industry.

Organizational ambidexterity refers to the ability of organizations to perform conflicting and contradictory activities. This concept is important in innovative technology-based organizations, because these organizations need to combine creativity and innovation with efficiency and productivity. As a technology-based organization, ACECR needs a duality to commercialize its innovative products and services. The aim of the current research is to design an ambidexterity development model of technology-oriented organizations to commercialize innovative products.

The research strategy is based on foundational data theorizing, and the data analysis method of the current research is the Strauss and Corbin’s systematic method (systematic model), and the data collection was done with the interview tool. In the qualitative phase, 16 interviews were conducted with the experts of technological organizations of ACECR and four additional interviews were also conducted to achieve theoretical saturation. In the quantitative phase, the descriptive-survey research method was used, and in this phase, the data collection tool was a questionnaire.

Organizational ambidexterity management has been identified as a central category in this research, and its subcategory concepts include ambidexterity structure management, innovative culture management, and ambidexterity process management, which constitute the central category. The causal conditions in this research include ambidexterity management and leadership, ambidextrous human resources are multifaceted structures. On the other hand, the bases include organizational ambidextrous culture, upstream documents, and Jihadi culture. Also, the strategies resulting from the foundation's data theorizing model include designing two-way human resources processes, designing a technology commercialization model, designing an organizational two-way evaluation system, and designing a resource allocation system. On the other hand, institutional communication in the field of science and technology and the environment of organizational ambivalence as intervening and ultimately value-creating factors, completing the technology chain, organizational development, and management of organizational contradictions, the consequences of identifying and explaining the factors affecting organizational ambidexterity in the direction of commercialization which have been in technology-based organizations.

The management of organizational ambidexterity plays a significant role in the success of commercialization of technology-based organizations. Management of structure, culture, and dual processes are key factors affecting organizational duality. Also, conditions such as ambidextrous management and leadership, ambidextrous human resources and multifaceted structures affect this process. Consequently, it is suggested that organizations focus on strategies such as the design of dual commercialization processes and models to provide the necessary ground to achieve duality and successful commercialization. It is necessary to conduct more studies in this area.