innovative strategy

The present article is designed with the aim of designing a model for improving organizational performance based on innovative strategy, capacities and human capital in the port and maritime organization of the country. This study is a cross-sectional survey research in terms of its practical-developmental purpose, in terms of the method and time frame of data collection. In line with this goal, an exploratory mixed research design was used. The community of participants in the quality section is made up of the senior managers of the Ports and Maritime Organization of the country. Sampling was done with a purposeful method and theoretical saturation was achieved with 12 interviews. The statistical community in the qualitative section is made up of managers and experts of the mentioned organization. The sample size was estimated to be 360 people using Cochran's formula. The data collection tools were semi-structured interview, ISM questionnaire and researcher-made questionnaire, which were validated by construct validity, convergent validity and divergent validity methods. Using Cronbach's alpha and composite reliability, the reliability of the questionnaire was also evaluated. In order to identify the dimensions and design components of the organizational performance improvement model based on innovative strategy, capacities and human capital, qualitative thematic analysis method was used, element relationships were determined using structural-interpretive modeling method, and partial least squares method was used for validation. The findings showed that hardware and software capacities have an effect on knowledge capital, expertise capital and skill capital. The aforementioned funds also affect surveillance and lead to service innovation and process innovation. The mentioned components lead to organizational innovation and organizational innovation also affects task performance, human performance, innovative performance and quality performance. Finally, the mentioned components lead to the improvement of organizational performance.

The present article was carried out with the aim of presenting a supply chain sustainability model using blockchain technology based on an innovative strategy in the food industry. In terms of purpose, it is mixed, cross-sectional and research. 21 participants of the qualitative part were selected in a purposeful way until reaching theoretical saturation. In the quantitative part, 135 managers and experts of companies active in the country's food industry were used. The data collection tools are semi-structured interviews and questionnaires. Validity according to Lincoln and Goba's point of view and reliability was estimated as 0.652 based on Holstein's formula. Convergent validity and divergent validity, combined reliability and Cronbach's alpha were used to measure the validity of the questionnaire. Data analysis was performed in the qualitative part with the foundation data method and MAXQDA software, and in the quantitative part with the partial least squares method and SMART PLS software. Based on the paradigm model of the research, it was determined that blockchain technical platforms and blockchain management platforms provide the necessary background, and blockchain barriers in the supply chain play an intervening role. Innovative strategy leads to environmental, economic and social sustainability.

The purpose of this research is to investigate innovative strategies on the motivation and growth of employee communication. The method of conducting this research is causal-comparative and the statistical population includes 300 employees of startups who have participated in training courses on innovative strategies. The sample size was estimated to be 110 people using Cochran's formula using simple random sampling. Another 110 people were selected from employees who did not participate in innovative strategies training courses. A researcher-made questionnaire was used to collect data. Data analysis was done using descriptive statistics and parametric t test for independent groups by SPSS statistical software. The results show that there is a significant difference between the growth rate of the communication of the sample group and the growth rate of the control group. Also, there is a significant difference between the level of motivation of the sample group and the level of motivation of the control group. Therefore, it can be concluded that holding training courses on innovative strategies has increased the growth rate of communication and motivation of the employees participating in these courses. Therefore, it is suggested to continue training courses on innovative strategies.