هم افزایی

In today's fast-paced and changing world, all the evidence points to the centrality of the human role in overcoming problems, opening bottlenecks, creating advanced technology and producing various technologies. In this field, managers are the foundation stone of any organization, and the organization can achieve capability and development if it is properly managed and has skilled managers. Therefore, in this article, an attempt has been made to examine the unlearning of managers in skill enhancement in the digital age. The present study is a mixed-method research, in which data were collected through semi-structured interviews with elites of the Tax Affairs Organization who were selected through a purposeful method. The validity of the interview was assessed through a formal and content judgment approach based on the opinions of 7 experts (who had experience working or collaborating with the Tax Affairs Organization and were familiar with academic and organizational issues in the field of tax affairs). And the reliability was calculated and confirmed by the percentage of agreement method between the two coders as 85 and 88 percent, respectively. Thematic analysis was used to analyze the data. Ultimately, 60 basic themes, 10 organizing themes, and 3 super themes were obtained. The validity of the results of the qualitative section was verified by using the Kendall correlation In today's fast-paced and changing world, all the evidence points to the centrality of the human role in overcoming problems, opening bottlenecks, creating advanced technology and producing various technologies. In this field, managers are the foundation stone of any organization, and the organization can achieve capability and development if it is properly managed and has skilled managers. Therefore, in this article, an attempt has been made to examine the unlearning of managers in skill enhancement in the digital age. The present study is a mixed-method research, in which data were collected through semi-structured interviews with elites of the Tax Affairs Organization who were selected through a purposeful method. The validity of the interview was assessed through a formal and content judgment approach based on the opinions of 7 experts (who had experience working or collaborating with the Tax Affairs Organization and were familiar with academic and organizational issues in the field of tax affairs). And the reliability was calculated and confirmed by the percentage of agreement method between the two coders as 85 and 88 percent, respectively. Thematic analysis was used to analyze the data. Ultimately, 60 basic themes, 10 organizing themes, and 3 super themes were obtained. The validity of the results of the qualitative section was verified by using the Kendall correlation

In today's changing and dynamic world, organizations need to use their internal and external resources and capacities for survival and sustainable growth. One of the most important internal resources that has a significant impact on the performance and effectiveness of organizations is social capital. On the other hand, organizational learning as a continuous and dynamic process in which organizations take advantage of their past experiences and others to improve their performance, helps organizations to adapt to challenges and environmental changes. Therefore, the aim is to present a synergistic model of social capital and organizational learning in National Iranian Oil Company. The current research was conducted with a qualitative approach and in terms of purpose, it is among applied researches and using thematic analysis method. The experts included professors and senior managers, as well as the interviewees included 15 people who were selected by purposeful sampling until reaching the theoretical saturation level. Data were collected using semi-structured interviews. To ensure validity and reliability, the findings were approved by the interviewees. In order to analyze the data, Brown and Clark's method was used with Max Quda qualitative data analysis software. The findings of the interview analysis included 1 overarching theme, 5 organized themes, 10 basic themes and 73 primary codes were identified. The results of this the research can help managers and policy makers of National Iranian Oil Company to improve the performance of the organization and create a learning environment.

The purpose of this research was to provide a paradigm model of the future university with an entrepreneurial and knowledge-enhancing approach. The research method was qualitative mixed method, the statistical population included professors and managers of high levels of Azad universities in Mazandaran province, which through the purposeful sampling method and considering the saturation law, the number of 10 people  were selected. Data were collected through semi-structured interviews. The reliability and validity of the data were calculated from the three methods of participant feedback review, Christiansen's angle technique and external observers and were analyzed by open, axial and selective coding, the number of 99 open codes (concepts), 19 axial codes (dimensions and components) ) and 6 selection codes (main categories) were counted and the findings showed that the major and core categories in the form of six dimensions of causal conditions (structural conditions, cultural conditions, academic processes, characteristics of academic experts), central phenomenon (participatory planning) , forward-looking leadership, central problem, academic development), background conditions (academic entrepreneurship and increasing the economic role of the university, student participation, free interaction of scientific institutions in the international arena, necessary infrastructure for the development of the future university), intervening conditions (professional management) and meritocracy, rules and regulations of higher education, credits and government financial resources), strategies (reform the management structure of the higher education system, institutionalization of future research) and consequences (improvement of performance, control of the role of the higher education system) were upgraded to a higher abstract level and Finally

To achieve continuous growth in a project-oriented organization, managing projects individually does not work well. By combining multi-criteria decision-making methods (MCDM) and strategic analysis, the present research examines the challenges of selecting and managing the project portfolio in the Nano Development Headquarters, emphasizing the importance of optimal use of limited resources and reducing investment risk. Its main goal is to develop a model for evaluating and prioritizing projects based on the greatest synergies and values and improving the effectiveness of decisions in line with strategic goals.

This research uses a hybrid approach that includes the implementation of a scientific framework with five steps. At first, using the SWOT analysis, three key strategies were formulated to manage the portfolio of nano projects: portfolio of multidisciplinary cooperation, portfolio of commercialization of nano products and portfolio of connection between nano and everyday life. The projects were categorized using the concepts of synergies and the benefits map. Then, using the Electre method, the projects were prioritized based on 10 criteria and included in the final basket. Finally, a balanced portfolio of projects was selected and a roadmap for better management of this portfolio was presented.

The research showed that among the 32 initial projects, 7 projects were removed and 3 other projects were also abandoned due to non-compliance with the key criteria. According to the SWOT matrix, four options were presented and three strategies were developed based on that. The categorization of projects was done based on the concepts of synergy and proximity of projects to strategic goals and the intended value created through the logical map of benefits. The final grouping of the projects in three categories: pearls, oysters, and white elephants was done with the opinion of experts, and with the update of the final basket, the definite priority of each project in each basket was included in the portfolio roadmap. With this approach, an optimal combination of projects in portfolios was created, and the order of projects was determined. The presented model was able to create an optimal combination of projects and determine their execution order by considering the primary criteria, risk analysis, probability of success, earnings, and return on investment (ROI). Also, the roadmap of the project portfolio was drawn to help better management and achieve strategic goals. The final finding from the data analysis is that initially, basket 2 (D5, B3, A3, E5, E1, E2, D2, A1, C2) started with project D5 and at the end of the first three years of basket 1 (B6, A4, E4, B2, A5, D1, B5, E3, E6) with project B6 will start simultaneously with projects E5 and E1 and the start time of basket 3 (E7, D7, E8, C1) in the middle of the second schedule with project E7 with the implementation of projects D2, A1, E4, and B2. The maximum execution time for basket 1 is ten, for basket 2 eight, and for basket 3 six years.

Research limitations/implications: 

Access to data, experts' lack of familiarity with project portfolio management concepts, and the unpredictability of nanotechnology and changing criteria are some of the limitations of this research. The research is specifically focused on the field of nanotechnology, but it can be easily extended to other fields with personalization. In this research, the concepts of project portfolio management, synergy of projects, and logical map of benefits have been used for writing. It is suggested that in future research, aspects of uncertainty in the decision-making process allocation of resources and project schedule should be addressed with modelling.

Practical implications: 

By providing a comprehensive model for project portfolio management, managers can make better decisions in selecting and prioritizing projects. This helps to increase efficiency and reduce risks associated with projects. It also helps companies get closer to their business goals and grow and develop their business by creating synergies.

Social implications:

 In addition to the positive effects on improving public health, the environment, and increasing the quality of life, the correct selection of the portfolio of nano projects will help project-oriented companies to achieve higher standards in the fields of safety, health, and environment (SHE) by using project portfolio management. At a larger level, it helps government and policymakers make more informed decisions to invest in and support nanotechnology projects that directly lead to economic and social development.

Originality/value: 

This research is added to the literature on project management because it provides a comprehensive and new framework for selecting the project portfolio from different angles and can be a valuable resource for researchers and managers. Overall, this research provides a useful framework for organizations seeking to optimize their project portfolios.

This research was carried out with the purpose of identifying the factors of the complementary work team model in Iran's government organizations with meta-composite method. The current research is analytical-descriptive in terms of its practical purpose and in terms of the research method, which was carried out using the meta-composite qualitative research method. The metasynthesis method was performed using the seven steps of the method of Sandelowski and Barroso (2007). The statistical population of the research included all the articles in reliable domestic and foreign databases during the years 2000-2024, and 27 articles were selected based on the research criteria. The main and secondary factors of the pattern were extracted using the theme analysis method. Based on the meta-combination results, the factors of the model of complementary work teams in Iranian government organizations include 85 primary concepts, 18 sub-categories and 5 main categories, which include organizational soft factors, complementary The main and secondary factors of the pattern were extracted using the theme analysis method human resource management, complementary based on the research criteria team processes, complementary team internal interactions and complementary members. The findings of this research guide planners and policy makers in the field of achieving and realizing complementary work teams.

The main goal of the current research is to institutionalize an organizational culture based on synergy. In this research, descriptive-quantitative research method was used. The statistical population of this research included all employees (Tourism Holding - Parsian Hotels Group), the sample size was 165, and the sampling method was random. The questionnaire tool was made by the researcher, and its validity was verified by face validity and reliability with Cronbach's alpha test and it was 0.88. Structural equation method with PLS Smart software was also used for data analysis. The findings showed that all the factors constituting the organizational culture institutionalization model based on synergy in the tourism holding of Parsian Hotels Group (team building, cohesion, structure, innovation, support, motivation, participation and performance) are significant at the 95% confidence level, and as a result, the overall fit of the model GOF was equal to 0.65, which shows the usefulness of the model. Based on this, it can be concluded that the proposed model of institutionalization of organizational culture and synergy in the tourism holding of Parsian Hotel Group can be considered by its management.

Increasing insight, law enforcement knowledge, and using active and passive defense mechanisms have a significant role in crisis management, and many disasters can be solved with these mechanisms in the society. The current research aims to provide a structural equation modeling (SEM) of the relationship between insight and crisis management mediated by passive defense mechanism.

This is a descriptive survey using SEM method. The study population consists of the employees of Isfahan police department (FAA) in Isfahan, Iran, who had participated in the provincial insight courses (n=240). The sample size was determined using Cochran’s formula. By using simple random sampling method, 148 eligible employees were selected, all of whom were second-level managers. The standard crisis management questionnaires of Jahanbakhsh et al. (2015), a researcher-made insight scale with 14 items, and a researcher-made questionnaire of passive defense with 30 items were used to collect data. To analyze the data and test the hypotheses, correlation test, stepwise multiple regression analysis, and SEM were used in SPSS software, version 20 and Smart PLS software, version 3.

The findings showed that insight and its components together with passive defense had a significant relationship with crisis management. The variable of passive defense also had a significant mediating role in the relationship between insight and crisis management.

increasing insight is one of the important factors in improving the quality of crisis management along with paying attention to the dimensions and components of passive defense. One of the strengths of this study was the attention to the hidden layers of crisis management in the performance of police missions. By understanding the concept of passive defense, the relationship between insight and crisis management can be understood and it can be used to prevent and deal with internal and external threats.

In fact, the development and improvement of human resources is the most basic organizational component in order to prevent job plateauing. The police force is one of the most important and influential organizations created with the aim of ensuring social security and preventing crimes. For development in the new millennium, this organization can respond to the needs and ideals of the organization only through the use of the advanced model of development and growth of human resources capabilities as the capital of the organization; Therefore, in order to increase the efficiency and productivity of the employees, it is necessary to solve their work problems and challenges as much as possible. One of the challenges that most organizations, including military organizations, are facing is the problem of job plateauing. Job plateauing is one of the organizational challenges that demotivates employees regarding their personal and functional horizons and future. For this purpose, in this article, the promotion of human resources based on the career plateauing approach in Faraja was presented based on the opinions of 15 managers who were selected as a targeted and available sample, in the form of a data-based theory paradigm model. The results of the research showed that the causal factors include managers' decision-making, managers' attitudes, delegating authority to managers, policy making, synchronizing employees on the way to achieving the organization's goals, underlying factors including channelization, networking in the context of information technology, equipping the organization with Advanced information technology and network and information systems integration management, intervening factors include trust-building, culture-building and guidance, and strategies include the development of social responsibility, strategic needs assessment, partial acceptability and partial legitimacy.

The present research was conducted with the aim of presenting the model of spiritualization of human resources in Astan Quds Razavi, emphasizing on controlling and preventive factors. In terms of research approach, qualitative method has been used. This research used the metacombination method based on Sandelowski's steps. The statistical population of the research, all written documents related to organizational spirituality, including 43 articles and works, were selected and analyzed based on valid criteria among 90 articles and works. By applying the seven stages of metacomposition, a conceptual model was obtained in six conceptual layers, categories and codes. Concepts and topics were included in each of the layers, and finally 28 components were identified. For qualitative validation, Shannon's entropy method and CASP criteria were used, and finally the results of the research led to the identification of dimensions in six basic dimensions, which specifically, the main dimensions affecting the spiritualization of human resources in the Astan Quds Razavi organization include "guidance and management", "Structural", "Individual", "Culturalization", "Management" and "Deterrence" were presented. The conceptual model obtained from Sandelowski's stages of metacomposition can be used as a basis for future researches in the direction of guidance, management and behavior of employees in order to provide executive strategies and policies for officials and decision makers in the organization of Astan Quds Razavi. To be placed in the direction of guiding, guiding, monitoring and controlling the spirituality of human resources.

In today's competitive and contemporary world, unemployment has become a worrying issue and has had a profound impact on all aspects of an economy, culture, and society. In this regard, concern about employment is increasing day by day, and the trends of globalization, technological advances, and population growth have had a profound impact on the labor market. The Province of Ardabil, despite its abundant resources, is no exception to this, and is facing many problems in the field of economy and employment. Unemployment in the Province of Ardabil has become one of the most important challenges facing this region, and strategies such as employability skills that reduce unemployment in this province have been the focus of researchers and policy makers. Therefore, the present study was conducted with the aim of designing a model of employability skills for technology and knowledge-based units based on the Strauss and Corbin approach (1989). The present study has a qualitative approach and uses the grounded theory. The statistical population of the study was the technology and knowledge-based units of Ardabil Province, from which 20 faculty members, entrepreneurs, and experts were selected using purposive sampling and semi-structured interviews. The interviews were conducted until theoretical saturation (15 interviews). The time-frame of this study was also between 2022 and 2023, and open, axial, and selective coding’s were used to analyze the data. The data collected through interviews and the grounded theory were analyzed. The results of this study indicate the presentation of a model of employability skills for technology and knowledge-based units in Ardabil Province, which ultimately led to the identification of 6 key concepts in the form of 34 subcategories and 19 categories and 6 main categories of strategic factors, causal conditions (macro and micro), contextual factors (educational, infrastructural and supportive), core category (soft and hard skills), intervening variables (individual, experiential and developmental), strategy (reducing bureaucracy, strategic insight, reviewing educational content, etc.) and outcome (increased employment and job diversity, specialization, equal opportunity creation, matching between labor market and skills). Introducing the employability skills model can be used by policymakers and stakeholders in technology and knowledge-based companies in addition to increasing the employability of young people. Therefore, attention to employability and acquiring skills in this field is one of the important issues that should be made a priority for the organizations concerned. In general, it can be said that the introduced model explains mechanisms that led to individual growth and prosperity, specialization in occupations, improvement in employability skills, increased employment of young people, creating equal opportunities for employment, increasing interest in business and entrepreneurship, matching between market needs and skills and increased job diversity in the target community and similar companies.

Institutional integration is known as the seed of participatory and Social capital enhancer in metropolitan areas, which along with social trust and institutional rules can bring a fruitful product of institutional participation and good management. But the main issue is to recognize the internal and external capacities of institutions in promoting synergies. In this regard, the present study with the aim of measuring the capacity of institutional synergy in the management of Tehran metropolitan area, has investigated and analyzed the capabilities of intra-institutional and inter-institutional synergy. Due to the nature of the subject, this research is applied research that has been done with survey methods. The required data were collected using a questionnaire and analysis by T-test, one-way analysis of variance and F-test. The results show that the capacity of intra-institutional and inter-institutional synergy in the metropolitan area of Tehran is higher among public and private institutions than governmental and public institutions. Therefore, focusing on more capacities of private and public institutions in order to exploit them and reform the existing power structure in the metropolitan area of Tehran with emphasis on more capacity building in governmental and public institutions becomes more important. Development of positive institutional capacities, decentralization of power of key urban stakeholders in favor of institutions with greater capacity, design of dialogue and integrated program between institutions and institutionalization of Tehran metropolitan area can solve many of the problems of metropolitan areas due to segregation and institutional conflicts.

Considering the cultural and ideological problems facing the society, one of the expectations of the Imam Khamenei and the general public, especially the religious people, is the effective activism of the cultural front of the Islamic Revolution. It forms a diverse front across the country. In the meantime, focusing on a fundamental and effective solution to address those expectations is inevitable. The present study considers empowerment through the required skills training as one of the basic ways that can lead to the supply of capable and entrepreneurial manpower. Increasing the productivity and efficiency of tasks related to the activists of the Revolutionary Front, such as propaganda, education, jihad of explanation, and the like, is one of the topics on which this research has focused. In this research, an attempt was made to explain the importance of skills training in the cultural front of the revolution by using the documentary method and the evolutionary research method, and the operational strategy to strengthen skill-training was expressed by using the Tasqif skills model.

Sharing capacity among the manufacturing companies, which are not competitors at the same level, can increase their profit and sustainability. This study aims to propose a model for identifying and determining the horizontal collaborative clusters in industrial holdings. 

 To achieve the mentioned clusters in the pharmaceutical industry, first, the affecting criteria were determined based on the literature review, and according to the opinions of managers, supervisors and pharmaceutical holding experts. Then, the related dimensions of each sub-criteria were specified and the common products of the companies were grouped into eight clusters. In this step, each drug was assigned to a cluster of which, the characteristic vector had the shortest distance from it. In the following steps, the obtained clusters were assigned to the companies. For this purpose, the similarity of clusters and companies were measured and each cluster was assigned to the most similar company. Finally, the quality of clustering was measured using cosine similarity, by calculating the distance between the company's products in pairs. The average value of such distances was assumed as the representative value of the product distance in the clusters. 

Pharmaceutical products were categorized into eight clusters, and each one was assigned to a company. Also, the components’ cosine distance inside each cluster was compared, before and after the clustering. The results indicated that the mean distance of products decreased after clustering. Since the similarity of the products in each cluster was increased, it seems that the clustering was sufficiently qualified. 

 One of the main limitations of this study was the lack of a consistent standard in the information provision of companies. Another limitation was the lack of transparent information provided by companies and the time required to collect data. Also, there was a lack of related studies on how to implement such a method. The lack of cooperation of some experts in completing the questionnaire brought other difficulties and led to a longer-lasting research time. As a future study opportunity, it is suggested to perform a feasibility study on the horizontal collaboration in industrial holdings according to different variables such as holding size (small, medium, large), type of industry (manufacturing and commercial), type of sector (private and public) and legal status (Individual ownership, partnership), market demand and market size. Such study results in determining the extent to which, horizontal cooperation can bring synergy in different situations. 

Horizontal collaboration is an effective tool for business management to improve the competitiveness of the organization. It also fills the gap between the company's existing resources and future requirements. It also increases the competitiveness of organizations by providing external resources to them through creating synergy, promoting learning, and rapid change. Social implications: Holdings create synergies by establishing cooperation between their subsidiaries. The result will be higher production quality and more cost-effectiveness, which will lead to customer satisfaction.  

There are a variety of ways for determining a business partner, including game theory and clustering. While in several studies, cooperation among several factories through game theory negotiations has led to relative efficiency, decisions have been made based on a short-term perspective. Therefore, such cooperation may be unstable. The desired time horizon is long-term in clustering. Hence, the designated partners can consistently continue their cooperation in the long run.

One of the important categories in training human capital and maintaining the capability of organizations is succession breeding and one of the methods of succession planning is to design the organization's jobs based on indicators that can achieve succession in the organization.
Research

This research is a qualitative-quantitative type and has been done by exploratory method. The statistical population of the research in the qualitative study section was related experts and in the quantitative section was a number of experts and managers of the mobile communication company.

This study showed the dimensions, components and indicators of job design in the mobile communication company and finally a model that can put job design in the path of succession and purposefulness was extracted and it was found that job design with an approach Succession planning requires a process of identifying key jobs as well as talented employees and then implementing it in the company and finally evaluating and measuring the success rate in implementing it through special tools.

In the mobile communication company, due to the specialization of jobs and reliance on human and technical resources at the same time, the job design process should be done in such a way that successive breeding can be done systemically at the company level and in key jobs.

Cooperation of individuals, of course, in good and good deeds, can have great and positive results, so this has a special place in the teachings of Islam. The invitation to cooperate in good deeds is in fact the use of the collective power and synergy of individuals in improving the conditions of society. In cyberspace, there is a platform for collective cooperation and synergy, and one of the signs of an advanced society is the prevalence of this type of cooperation in that society. To compile this article, by studying religious documents and books as well as different interpretations of the Holy Quran and studying verses and hadiths and adapting the verses of the Quran to the sociological and social concepts of cooperation and cyberspace. This study tries to explain the importance of synergy from the perspective of verses and hadiths of the Ahl al-Bayt (AS) and how to perform and promote this religious obligation in cyberspace.

The purpose of outsourcing is productivity and it is accomplished through assigning tasks to out of the organization. There are different factors including the perspective of the managers which would effect the success of the outsourcing. To be aware of the perspective of the managers who are related to outsourcing would facilitate the whole process.The purpose of this study was to identify managers, view in outsourcing organizational activities of organizations in the Ahwaz city by examining the mentalities of the participants. The research method is applied in terms of the purpose and the method of data collection, which is used in the methodology of Q. The participants of the study included 11 managers of public organizations in Ahwaz, who had direct relevance to the research. The discourse space of the present study was gathered from a variety of sources. After evaluating and summarizing the discourse space by the expert, 32 sentences were selected as examples of phrases Q. After collecting the data from Q sorting, this information was analyzed by Q factor analysis. The results showed that four distinct mental patterns can be identified among managers of government organizations regarding the outsourcing of organizational activities, which accounts for ./72 of the total variance explained. These four mental patterns were named with titles “utilitarianism", "organizational agility", "empowerment and competitiveness, respectively.

Nowadays, In developing countries the women's participation in senior sectors of the organizations is lower than men, thus glass ceilings and walls have limited horizontally and vertically movement of women in the organizations. The synergistic leadership theory is the post-modern approach to leadership that conceptualized the presence of women in leadership positions of the leadership of the organizations as the synergistic agent in the organizations. This study aims to evaluate the effect of synergistic leadership on flexibility of human resources, in this evaluation the effect of the voice behavior of employees is considered as a mediator variable. This study is a practical search in terms of aim and is a descriptive survey in terms of method. The realm of study is the offices of social security organizations which is located in Tehran. For doing this study for measuring synergistic leadership in organization is used through the questionnaire of synergistic leadership, Thus after validation testes, reliability and validity were approved. Data analysis is done by using regression test and structural equations through software Amos and the findings of the research show the positive effect of synergistic leadership on the flexibility of human resources and also confirmed the positive and significant effect of synergistic leadership on the voice behavior of employees.