فاطمه کریمی جعفری

The main purpose of this research is to identify the functions of human resource management in the gig economy with the Meta-Synthesis approach. This research is developmental in terms of purpose. In terms of the nature of the data and the style of data analysis, it is part of qualitative research. And based on data collection, it is documented. From the point of view of the research method, it is analytical-descriptive, and the data of the research were collected and analyzed using the seven-stage meta- Synthesis qualitative method of Sandelowski and Barroso. In order to identify the functions of human resource management in the gig economy, the researchers systematically searched for researches related to these factors in 5 scientific databases: Science Direct, Emerald, Wiley, Sage and Taylor & Francis, as well as Scopus reference database between 2010 and 2023. In the initial investigations, 117 sources were found, and after screening and validation and using the CASP tool, finally 21 articles were analyzed. In total, there are 7 main functions of human resources management in the gig economy, including human resources planning, recruitment of human resources, training and development of human resources, compensation for human resources services, job design, performance management, and communication; And 18 sub-functions of human resource management have been identified in the gig economy.

Despite the consensus among different researchers on the importance of strategic thinking in the direction and sustainability of organizations, the evidence indicates the absence of this intellectual skill among the leaders of organizations and the lack of sufficient studies in this field (Bonn, 2001; Goldman et al. ., 2017; Liedtka, 1998). Strategic thinking is the creative combination of thoughts in people's minds that plays a key role in creating strategy and saving organizations in a complex and turbulent environment (Mintzberg, 1994). Strategic thinking is a divergent, creative process based on double-loop learning, the main goal of which is to discover innovative strategies that recreate the rules of the competitive game and envision futures that are fundamentally salvatory and different from the present (Heracleous, 1998). Strategic thinking is considered to be a key competence for the organization and especially for managers (Goldman et al., 2015, 2017; Goldman & Casey, 2010; Liedtka, 1998). The review of the research background in the field of strategic thinking indicates that often these studies have sought impact measurement, which means they have been conducted with a quantitative approach, and few studies that have been conducted with a qualitative approach have merely sought to identify the dimensions or factors affecting strategic thinking. It should be kept in mind that strategic thinking is a concept dependent on socio-cultural and political conditions that requires research in line with circumstances, and in this case, it will lead to achieving higher quality procedures, increasing the level of performance and a higher competitive advantage (Dhir et al., 2018) particularly conducting research in a specific industry, such as the poultry industry, which has a high potential for earning foreign currency for the country and is considered to be a strategic industry (Abdulahi et al. 2019). Therefore, it is evident that there is a lack of research that identifies the effective factors and consequences of strategic thinking skills in accordance with the country's circumstances. Considering the above-mentioned gaps, the main purposes of the current research are: identifying the dimensions of strategic thinking, identifying the factors influencing strategic thinking, and identifying the consequences of strategic thinking.

The approach adopted in the current research is qualitative, and the strategy used is grounded Theory. The tools of data collection were library studies and semi-structured interviews with livestock and poultry industry professionals until theoretical saturation was reached. To analyze the collected data, open, axial and selective coding was utilized. 

The final model consists of three categories. Antecedents of strategic thinking, dimensions of strategic thinking and consequences of strategic thinking. Antecedents consist of individual factors (knowledge and skill, perceptional factors, emotional and social intelligence), organizational dimension (knowledge management, organizational culture, structure and processes) and environmental factors (competitive environment, new technological trends, Supportive political and economic environment). The dimensions of strategic thinking were also identified in five categories of complexity approach, creative opportunism, analytical thinking, organizational awareness and crisis management. The consequences were at the organizational level (financial stability, Improving the position of the organization) and industrial level (Industry capacity development, Improving the position of the industry).

One of the results of this research that was different from other related researches was the introduction of crisis management as one of the dimensions of strategic thinking. Also, paying attention to knowledge management and organizational culture as important organizational factors affecting strategic thinking. Also, in addition to financial results, which until now have been the focus of studies on this factor as a consequence of strategic thinking, in this research, factors like competitiveness and export development, industry productivity, development of industry infrastructure was identified as other consequences of strategic thinking. Strategic thinking with a holistic view of the entire value chain consisting of stakeholders in society, understanding and analyzing influential trends, the ability to face various economic, political and social crises and with a creative approach to solve problems plays a key role in the development of sustainability goals which needs to be subjected to scrutiny as a new area for research in this sense.

The main purpose of this research is to identify the key managerial competencies in the era of the fourth industrial revolution with the Meta-Synthesis approach.

This research is developmental in terms of purpose. In terms of the nature of the data and the style of data analysis, it is part of qualitative research. And based on data collection, it is documented. From the point of view of the research method, it is analytical-descriptive, and the data of the research were collected and analyzed using the seven-stage meta- Synthesis qualitative method of Sandelowski and Barroso. In order to identify the key managerial competencies in the era of the fourth industrial revolution, the researchers systematically searched for researches related to these factors in 6 scientific databases: Science Direct, Emerald, Wiley, Sage, Taylor & Francis, Springer, as well as the Scopus citation database between 2010 and 2024. In the initial investigations, 107 sources were found, and after screening and validation and using the CASP tool, 18 articles were finally analyzed.

Based on the findings of the research, the key managerial competencies in the era of the fourth industrial revolution include six main competencies; There are individual, social, methodological, professional, technical and managerial competencies, and 225 sub-competencies.

Managers who work in the era of the fourth industrial revolution need different competencies to be successful, and the identified competencies model can provide a basis for selecting and appointing, evaluating performance, training and empowering managers.

The COVID-19 pandemic caused an unprecedented shock to many industries in the world, including food industries. They were forced to make fundamental changes in their business strategies to maintain their survival and competitive position. The identification of these crisis management strategies can be useful for making efficient and effective decisions in the future. Therefore, this study aims to identify crisis management strategies of small businesses active in the food industry in Iran during the COVID-19 pandemic.

This is a descriptive-survey mixed-method study. In the qualitative phase, participants were 15 experts who underwent interviews continued until reaching theoretical data saturation. They were selected using a snowball sampling method. In the quantitative phase, participants were 314 supervisors and senior and middle-level managers of organizations active in food production in Iran, who were selected using a cluster random sampling method. They completed a researcher-made questionnaire.

Ten crisis management strategies in three general categories of crisis strategies, survival strategies, and resilience strategies were identified. Crisis strategies included “reduction”, “integration and communication”, and “development and endurance”. Survival strategies were “chasing after competitors”, “infrastructure preparation”, and “strategic planning and orientation”. Resilience strategies were “work-related”, “financial”, “marketing”, and “human resource empowerment” strategies. 

The small businesses active in the food industry in Iran used different crisis, survival and resilience strategies during the pandemic to maintain their activities. Attention to these effective strategies is recommended to properly cope with future crises in the food industry.

The management and performance evaluation system as one of the management processes has a prominent role in helping to achieve the goals and missions of the organization. The purpose of this article is to present a method to evaluate the performance of the organization's task units. This approach, based on a scientific and systematic method, explicitly considers the existence of uncertainty and ambiguity in the nature of organizational activities.

In this paper, a MADM hybrid approach is used. First, the performance indicators have been determined by the literature review and consulting experts, and then the importance and weight of each of the performance indicators has been calculated using the intuitionistic Fuzzy DEMATEL and finally, the performance of organization's units has been evaluated using the ELECTRE intuitionistic Fuzzy method. In order to apply this method, the performance evaluation of the organization of industry, mining and trade of Tehran province has been done with the proposed method.

This study shows the effectiveness of the hybrid intuitionistic fuzzy DEMATEL-ELECTRE approach in performance evaluation the organizational units. This method correctly considers the uncertainty in the performance evaluation indicators by using the intuitionistic fuzzy approach and leads to a correct and reliable performance evaluation. The results showed that among performance indicators, organizational improvement and transformation, transparency and productivity improvement have the most weight and importance in performance evaluation of organizational units.

Originality/Value:

 For the first time, this research has used the hybrid intuitionistic fuzzy DEMATEL-ELECTRE approach to performance evaluation of organizational units. Using the intuitionistic fuzzy approach provides a unique perspective on uncertainty in performance evaluation and increases the reliability of performance evaluation and ranking. The application of this method in a government service organization provides a methodological tool for performance evaluation or rating of organizational units or work teams in different or similar organizations and fields.

The current research was conducted with the aim of investigating the impact of electronic government services on tax evasion with the moderating role of information and communication technology in order to increase access to information and transparency in order to reduce tax evasion.This research is applied in terms of purpose and descriptive-survey in terms of method. Therefore, the necessary sample size was determined by using the "power analysis" method and considering the expected return rate as 322 people, and finally, after performing the necessary pre-processing, 310 people entered the process of descriptive and inferential analysis. The variance-oriented method of partial least squares was used in SmartPLS software version 3.9.9 to analyze structural equation modeling.  After confirming the measurement model based on reliability and validity indicators, the structural model was evaluated. Among the two proposed hypotheses, the first hypothesis that the effect of electronic government services on reducing tax evasion was confirmed with a probability of 99%, and the amount of this effect is 68% in reverse. The results emphasize that creating a culture of information production and exchange by the government in the form of providing electronic services and aligning said services with the information needs and demands of taxpayers can lead to a reduction in tax evasion. It is suggested that, in order to establish a tax system based on emerging and efficient technologies, the government should review, modify, design and create specific models, standards, laws and regulations using successful international experiences. Also, design and create integrated systems according to the needs of all the beneficiaries of the tax system.

This research aims to identify the consequences of knowledge hiding and develop a structural model and the causal relationships between them using a mixed method. Research methodology is pragmatic paradigm in terms of research philosophy with integrated approach, the first phase is qualitative and the second phase is quantitative, it is also survey in terms of research strategy. The statistical population of the qualitative section includes 34 articles out of 45 related to the period 2000 to 2023 and related to the consequences of knowledge hiding. In the quantitative part of the research, the statistical population included 10 experts in the field of knowledge management. In the first phase, data was obtained from the content analysis of articles related to knowledge hiding, in which 16 consequences of knowledge hiding were identified. In the second step, fuzzy Delphi was adopted in order to select the most important ones and finally 8 factors were identified. In the next step, the structural model of these factors was developed using the interpretive structural modeling method. By using Micmac analysis, the factors were classified based on driving and dependence power. At the end, the fuzzy DEMATEL method was adopted in order to analyze the causal relationships between the factors. The results showed that lack of empowerment is the most important consequence of knowledge hiding, and lack of creativity and innovation, low quality of decision-making, lack of organizational commitment, job dissatisfaction, lack of organizational development, poor performance and turnover intentions are other consequences of knowledge hiding.

Today's organizations face unforeseen events that affect the workforce and the organization's performance and ultimately the organization's survival. The COVID-19 pandemic has created a challenging environment, especially in the field of human resource management, and has increased the need to implement technical, physical, psychological, and social activities for human resource management. On the other hand, due to the rapid development of technology and information and the fierce competition of organizations, the stress of people at work has increased, and concerns for the mental health of employees have become more important. The COVID-19 pandemic and the stress and anxiety caused by it can negatively affect the working lives of employees and disrupt the company's performance, so as to prevent the process of knowledge sharing, which is the essential need of any organization to survive in the tight competition of today's world. Therefore, the purpose of this research is to investigate the effect of socially responsible human resource management on knowledge sharing and fearlessness of external events with the mediating role of perceived respect and organizational trust and the moderating role of role conflict and role ambiguity during the outbreak of COVID-19.

Design/ methodology/ approach: 

 The current study in terms of paradigm; post-positivism, in terms of approach; quantitative, in terms of purpose; practical, and in terms of method; It is a descriptive survey. The statistical population of this research includes 2350 employees of Megamotor Company, and the sample size was determined by using the power analysis method to be 226 people, and considering the expected return rate of 0.7, in order to avoid reducing the generalizability of the sample, it was increased to 323 people. Finally, after the necessary pre-processing, the data of 319 people entered the process of descriptive and inferential analysis. The sampling method is also simple random. Inferential analysis was done through structural equation modeling with the partial least squares variance-based approach in the SmartPLS software version 3.3.9 due to the presence of quantitative constructs as moderators.

 All twelve proposed hypotheses were confirmed, among which the effect of socially responsible human resource management on organizational trust has the highest path coefficient (0.747). In addition, promoting perceived respect more than organizational trust can help improve knowledge sharing and fearlessness of external events. In other words, the implementation of socially responsible human resources management policies through creating an environment based on respect and trust as a complete mediator role transfers its effect to the final endogenous structures of the model. Increasing role ambiguity can reduce the impact of socially responsible human resource management policies on organizational trust. Similarly, role conflict is able to reduce the effect of socially responsible human resource management on perceived respect.

Limitations & Consequences:

 The limitation of this research is that it is carried out in a specific organization, which makes it difficult to generalize it to other organizations. Therefore, conducting studies in this field in other organizations is recommended. On the other hand, the use of questionnaires to measure people's attitudes is one of the other limitations of this research.

Practical Consequences: 

The prerequisite for the success of an organization is the success of knowledge-based agents in that organization. In this regard, managers should pay attention to the issue of increasing the motivation of employees and creating interest in them to share knowledge. Knowledge sharing plays an important role in innovation and improving the organization's competitive advantage. If organizations provide the necessary infrastructure for knowledge sharing, they provide a platform for sharing and applying knowledge to a large extent. Socially responsible human resources management activities, including communication between compensation and performance evaluation, transparency in performance evaluation criteria, lack of gender and ethnic discrimination in performance evaluation, and long-term attention to training, lead to increased employee trust and employees' voluntary willingness to share knowledge. By implementing socially responsible human resource management policies and, as a result, creating an atmosphere full of respect and trust, it is possible to reduce the stress and fear of employees caused by external events and strengthen action and knowledge sharing.

Innovation or value of the Article: 

So far, no research has investigated the impact of socially responsible human resource management on the two variables of fearlessness of external events and knowledge sharing. Also, the effect of variables of organizational trust and perceived respect as a mediator in the causal relationship between socially responsible human resource management and knowledge sharing and fearlessness of external events and the moderating role of role conflict and role ambiguity have been examined in this research for the first time.

Knowledge is always considered a valuable asset and strength for organizations, and its achievement is a competitive advantage for organizations. Just as sharing knowledge has positive consequences for the organization, knowledge hiding can have destructive effects on the organization's performance in various aspects. It is necessary to encourage the factors that reduce the knowledge hiding behavior of employees, and one of the strongest factors of this is the leadership in the organization. The aim of this study is to systematic review the impact of different leadership styles on knowledge hiding with a meta-analytical approach. From a total of 167 articles that were obtained in the initial search from reliable scientific information and citation databases, 24 articles were finally selected for meta-analysis based on the protocol clauses. The analyzes show that according to the heterogeneity of the reviewed studies in relation to the research hypotheses based on the random effect size, the effect of all leadership styles on knowledge hiding is confirmed. Also, the results of the fail-safe N test show the stability and immutability of the results of this research. The results of this research show that ethical, altruistic, knowledge, inclusive and empowering leadership styles have a negative effect on knowledge hiding and exploitative leadership style has a positive effect on knowledge hiding.

The purpose of this research is to investigate the effect of knowledge hiding behaviors on employees' silence and organizational deviant behaviors with the mediating role of psychological contract breach. This research is applied in terms of purpose and descriptive-surveillance in terms of nature. The statistical population of the current research includes the employees of the large taxpayer’s unit, which consists of 400 people, of which 227 people were determined as a statistical sample by simple random method and power analysis method. In order to collect information, a standard questionnaire was used and the data was analyzed by multivariate analysis based on structural equation modeling with a covariance-based approach in Amos software version 24. The research results show the confirmation of rationalized hiding on defensive silence, evasive hiding on relational silence, rationalized hiding on relational silence, evasive hiding on ineffective silence, rationalized hiding on ineffective silence and defensive silence on organizational deviant behavior, relational silence on organizational deviant behavior and Ineffectual silence on deviant organizational behavior and Also, the results of the mediation analysis show that the construct "psychological contract breach" has a mediating role for all relationships between the dimensions of knowledge-hiding behaviors and the dimensions of silence So that the said mediation process for the causal relationships between "playing dumb" and "defensive silence/ ineffective silence" is complete and partial for the rest of the relationships. In the section of the structural model, among the twenty-one proposed hypotheses, seventeen were confirmed, among which the effect of relational silence on organizational deviant behavior had the highest path coefficient (0.33).

In organization and management studies, the collective expression of constructive ideas, dissatisfactions, formal and informal participation in influencing the development of the organization is known as the employee's voice. Studies show that the two-way relationship between employees and supervisors and leader-member exchange (LMX) are factors influencing voice behavior. The purpose of this research is to investigate the impact of leader-member exchange (LMX) on employee voice. In this research, in order to understand more comprehensively the impact of leader-member exchange on the employee's voice a systematic review and meta-analysis approach were used. From the total of 88 articles obtained in the initial search, according to a systematic protocol 33 articles were analyzed using the meta-analysis method with two fixed and random effects models and using CMA 2 software. The results show that according to the heterogeneity of the reviewed studies, the influence of the leader-member relationship on the voice of the employees is confirmed. Also, the results of the Fail-Safe N test show the stability and immutability of the results of this research. The results of this research show that employees express their ideas when there is a strong LMX relationship between leaders and followers. This type of encouragement allows employees to be more creative and take risks and fostering innovative work behaviors.

the main purpose of this study is to investigate the impact of driving forces for green innovation including corporate environmental ethics, stakeholder view and market demand for green product on performance with the mediating role of green innovation and the moderating role of management commitment, training and HRM practices on these relationships. Data collected from a sample of 126 respondents working in Iran Ferrosilice Company were used to test the proposed relationships. PLS software has been employed in order to analyze the data and test the hypotheses. The final results of the research indicate that all the hypotheses except one of them are confirmed. Effect of the driving forces for green innovation on green innovation and performance, an effect of green innovation on performance, the moderating role of management commitment on the relation between green innovation and performance and also the moderating role of training and HRM practices on the relation between green innovatin and performance were confirmed. The moderating role of training and HRM practices on the relation between driving forces for green innovation and green innovation was rejected. Based on the path coefficients, the results showed that the driving forces for green innovation have the chief effect on green innovation and the lowest one is related to the moderating effect of green innovation and performance by training and HRM practices.

The main purpose of this study is to investigate the effect of social media advertising features including interaction, enjoyable motivation, expected performance, awareness, habit and perceived communication on the intention of young customers to buy in the electronics industry. The statistical population of the study is the customers of Digikala and young people (between 18 and 35 years old). In order to select the sample using stratified and random sampling method, the index-to-latitude ratio formula proposed by Bumsma (Westland, 2010) has been used. According to this formula, for 31 questions and 7 variables, at least 100 samples need to be collected. Finally, 143 questionnaires were collected online. This research is applied in terms of purpose type and descriptive-survey in terms of nature. PLS software was used to analyze the data and test the hypotheses. The results confirm the hypotheses of the effect of expected performance on purchase intention, the effect of habit on purchase intention, the effect of interaction on purchase intention, the effect of interaction on enjoyable motivation, the effect of awareness on purchasing intention, the effect of perceived relationship on expected performance On the intention to buy, the effect of interaction on the expected performance, the effect of awareness on the expected performance and the effect of perceived communication on the intention to buy. Finally, according to the obtained results, it is suggested to the mentioned company to pay attention to the quality of the relationship, interaction with the customer, use of business intelligence tools, awareness and building trust in order to influence the purchase intention of young customers.

In the era of global economy and technology enabled disruptions, career adaptability to the new demands of work i.e. cultural diversity of work groups, rapid changes in the work environments, and the nature of work, is significantly important. Career adaptability has significant and positive impacts on job satisfaction, career success, organizational commitment, and ultimately decreasing employee turnover. The present study intends to identify individual factors affecting the career adaptability of the employees of Shazand Petrochemical Company and in conclusion design a career adaptability model.
Case Study The statistical population consists of all employees and line managers of Shazand petrochemical companies in 1395 contains 2320 member. For sampling, stratified random sampling method was used. The number of sample is determined by 329 member using Cochran formula.
Materials and Methods This research is a developmental applied study. Research method is descriptive. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used. Alpha coefficient of questionnaire was 0.921. To respond to hypotheses, Confirmatory factor analysis and structural equation modeling techniques using partial least square method was used with the SMARTPLS VERSION 2 software.
Discussion and Results The results of structural equation shows that all individual factors have a significant positive impact on employee's career adaptability. Also, the results show the sum of the four factors of Personality, Career self-Efficacy, Emotional Intelligence, Spirituality and Occupational Hardiness explain 69.9% of changes in the career adaptability. emong these factors the personality with the 41% and Occupational Hardiness with 22% had the highest and lowest effect.
Conclusion Using the proposed model by this research, Shazand Petrochemical Company could improve their selection model for recruiting people who are most adaptable. This model could help maintaining and retaining key and strategic company employees.