پژوهشنامه مدیریت اجرایی
سال دوازدهم شماره 24 (پاییز و زمستان 1399)

Today, human resources are the first factor in the development of societies and empowered employees have the ability to make independent decisions. In fact, organizations empower employees to delegate authority to the lowest organizational levels. Therefore, it is likely that identifying and determining the importance of factors affecting employee empowerment has a considerable role in improving organizational effectiveness. To this end, the main purpose of this study was the identification and determining the importance of the factors affecting the evaluation of the effectiveness of employee empowerment. The current study was based on a qualitative and quantitative approach. The statistical population of this study was the organizational managers of the governmental organization of Esfahan city which according to the impossibility of access to all members, a sample of 10 members was used. In the first step, the 9 variables consist of empowerment resources, leaders and managers, Psychological dimensions, organizational environment, training, organizational climate, organizational structure, empowerment methods, and mediators variables were obtained via literature. Then, using the 5 main rounds of the Delphi method, 44 sub-variables related to the 9 mentioned categories were identified. T Quantitative data analysis was performed to determine the weight and importance of categories using hierarchical analysis. The results of this section showed that the category of leaders and managers had the highest weight and the category of organizational climate had the lowest weight. Finally, the model of factors affecting the evaluation of the effectiveness of employee empowerment based on the obtained results was presented. The results of this study showed that evaluating the effectiveness of empowerment courses is a complex matter that is affected by many variables and attention and focuses on these variables is recommended to managers of government organizations in Isfahan.

Although small and medium-size enterprises (SMEs) constitute more than 85 percent of total business enterprises in Iran, most of the knowledge management studies concentrated on large enterprises. In this way, this study investigated the relationship between knowledge management, innovation (technology and marketing), and competitive advantage in SMEs. The statistical population of the study consists of SMEs in Rasht industrial parks which 124 out of them were selected based on the random sampling method. The collected data by a designed questionnaire were analyzed using structural equation modeling (SEM) and artificial neural network techniques. The results of data analysis based on Partial Least Square (PLS) indicate that knowledge management has positive and significant relationships with technological innovation and marketing innovation. In addition, knowledge management has a positive and significant relationship with a competitive advantage and its strongest relationship with competitive advantage mediated by technological innovation, So, technology innovation is a strong mediator between knowledge management and competitive advantage. On the other hand, the results of the neural network approach show that technology development is the most important predictor of a competitive advantage which this finding is consistent with the output of PLS analysis. Some suggestions also are provided for further researches and application in a statistical population.

This study aims to provide a model for the employee adjustment of the faculty members and staffs in the Islamic Azad University of Iran (a case study in Mazandaran province) and to examine the dimensions of the effectiveness indicators and procedures applicable to human resource adjustment. This study is purposefully a descriptive study and methodologically a survey research. In this research, data were collected from the interview with the university experts and the questionnaire. Five factors of effectiveness and related factors including organizational agility (4 components), human resource empowerment (16 components), adjustment effects (5 components), the ability to implement of the method (4 components) and legal contexts (3 components) and 11 methods were used in the first stage of the research. The adjustment of power was based on the initial selection model and the questionnaires were designed. In the next stage, the sample consisted of 35 faculty members and staffs from different branches of Azad University of Mazandaran province. All questionnaires of this research were designed using valid scientific questionnaires to determine the significant levels by PLS-SEM software. The statistical population in the final stage of the study included employees and faculty members of all Azad University of Mazandaran Branch in 2018. The final model of the research consists of 5 indicators, 13 components and 3 methods of human resource adjustment in each case.

This research aims to investigate the relationship between strategic human resource management and firms’ performance with the mediating role of entrepreneurial orientation in insurance firms listed in the Tehran stock exchange. By purpose, this research is an applied survey and methodologically is a descriptive study. The statistical population consists of the senior human resource experts, managers, and supervisors of insurance firms listed in the Tehran stock exchange. Research data was collected through standard questionnaires distributed straight- randomly among a sample of 117 respondents. The reliability of research tools was examined according to the Cronbach coefficient and composite reliability coefficients for each construct. Also, the construct validity of the research tool was tested through confirmatory factor analysis. Research conceptual framework and hypotheses were analyzed according to structural equation modeling via XLSTATE PLS. Findings indicate that there is a positive and significant relationship between strategic human resource management and insurance firms’ performance in its three dimensions as internal performance, job performance, and performance against competitors. Also, the mediating role of entrepreneurial orientation in the relationship between strategic human resource management and insurance firms’ performance in all of the three dimensions was confirmed. Meanwhile, the positive and significant effect of entrepreneurial orientation on performance dimensions was confirmed as well.

This study intends to identify and design a competency model of top and middle-level managers of the National Iranian Petrochemical Company. The methodology adopted is of the mixed qualitative and quantitative type. Ten interviews with top and middle managers of the National Iranian  Petrochemical Company were performed to collect qualitative data which was analyzed using the thematic analytical method thereafter with MAXQDA. The primary model of research was extracted from a study of high-level documents, a thematic analysis of the data provided by the interview, and a literature review. The resulting model was then studied using the Delphi method. On the quantitative side, a Questionnaire was used to collect data. In order to check the indices of the model, these data analyzed by SPSS25 and Exploratory Factor Analysis method. According to the results, the findings of exploratory factor analysis are in line with the qualitative research model. The competency model for the top and middle managers do not differ in dimensions, components, or indices and only the importance of the competencies was different in the top and middle management levels. The competency model of research for both top and middle managers was designed in three dimensions, personal competencies, interpersonal competencies and administrative competencies, eleven components, and forty-six indices.

Large companies today are looking for a variety of methods and channels to use new marketing methods to their full potential in order to attract their customers in a new space without one-way communication and through the use of new methods. For this purpose, The purpose of the present study is to Provide a role evaluation of sensory marketing on the impulse buying model of chain stores, which has simultaneously focused on most of the effective components of sensory marketing. For this purpose, 15 marketing experts were selected by the theoretical sampling method and conducted in-depth interviews until the theoretical saturation. The data analysis was conducted using systematic approach theory and three-level coding technique. The findings indicated that product factors and design factors were causal factors, demographic and environmental factors constituted the confounding conditions. Also, social factors and the desire to impulse buying were categorized as contextual. Therefore, business owners are advised to use optimal service strategies, customer orientation, branding, and networking as practical strategies that can lead to loyalty in impulse consumer buying.

Industrial enterprises are one of the most important economic sectors in creating job opportunities, the growth of which is a multidimensional phenomenon. Whenever the decline in resources and output of industrial firms is accompanied by a reduction in the size or scale of their operations, growth stops and the firm stagnates. So that, an analytic hierarchy of the stagnant model components of industrial enterprises, whose spatial domain is Kermanshah province has performed in the present study. The research model was developed based on a mixed exploration approach. For data gathering in the qualitative section, sampling and judging methods were used to achieve theoretical data saturation through in-depth semi-structured interviews with 31 experts. In the quantitative section, data were collected with questionnaires with 20 statistical populations. Analyzes show that the stagnant model of industrial enterprises is affected by various factors. In summary, prioritization of model components showed that "legal problems and partners' differences" were the highest priority of causal conditions; "financing" was the highest priority of intervening conditions; "economic challenges" were the highest priority "contextual conditions"; In terms of sales, "the highest priority of strategies/actions;" inactivity of industrial enterprise activists "are the highest priority of macro-level outcomes at the inconsistency of less than 0.1. Finally, suggestions were made to improve the status of stagnant industrial enterprises.

Today, achieving competitive advantage is considered as one of the most important initial steps for companies to enter the markets and expand their activities and success in these markets. On the other hand, with increasing competitiveness among companies, attention to competitive advantage has increased, especially in small businesses. The aim of this study was to investigate the effect of place on competitive advantage through the mediating role of intellectual capital (human, structural and communication capital) among small clothing businesses. The research is applied in terms of purpose and is descriptive - survey in terms of the method of research and the method of data collection. The statistical population consisted of small scale clothing businesses that 400 standard questionnaire, used for its validity of formal validity as well as Cronbach's alpha coefficient was used for its reliability, and it was distributed among the companies using the available sampling method, of which only 363 questionnaires were analyzed A covariance-based structural equation modeling approach has been used to test the hypotheses and validate the conceptual model of the research. The results show that Place has a significant positive effect on human capital, structural; communication and competitive advantage, as well as intellectual capital dimensions have a significant positive effect on competitive advantage.

Organizational rejuvenation as a strategic entrepreneurial phenomenon is an old but almost unknown concept. In this research, a systematic review based on bibliometric method has been performed. A total of 1004 selected articles (out of 61385 articles) obtained from Scopus and WOS scientific databases in the field of organizational rejuvenation and related scientific fields (Such as Business Turnaround, organizational Revitalization, Restructuring, Business Process Reengineering) have been used. These articles have been analyzed by Co-occurrence and Co-citation techniques using VOSviewer software. Based on the results of the Co-occurrence technique, seven clusters were identified as dimensions of the concept of organizational rejuvenation: 1-Development of organizational capabilities 2- Business Process Improvement 3-Organizational restructuring 4-Business turnaround strategies 5-Entrepreneurial leadership development 6-Innovation 7-Business rebranding. The last four dimensions of which are part of the theoretical contribution of this research. Also, based on the results of the co-citation technique, 8 clusters of authors (as a scientific community) were identified and practically three dimensions of the new dimensions of organizational rejuvenation concept(Business turnaround strategies, Entrepreneurial leadership development, and Business rebranding) can be seen in the results of both techniques. According to the proposed systematic model, businesses can achieve competitive advantage by responding to environmental uncertainty, to maintain a competitive position, or to address issues of declining performance by aligning the seven clusters of organizational rejuvenation. Finally, at the end of the article, a number of research gaps are suggested for future research.

Background; Policymakers need to change plans to grow skilled manpower. For this purpose, the document of the fundamental transformation of education in Iran was approved, but determining its examples needs to be explained and estimated. Purpose of the research; Content analysis of the transformation document is from an economic-professional and scientific-technological perspective. Method; Examples and components of economic-professional and scientific-technology fields of the document of fundamental change in education and training were analyzed, the content was used, and ATLAS.TI software was used. The dual sample test was performed on quantitative data in SPSS software. findings; For the first time, the research revealed the meanings, priorities, attitudes, methods of understanding, and organization of concepts and showed that according to educational experts, the goals of economic-professional and scientific-technological fields in the specialized books of the new system are estimated to an acceptable level. Be. Result; The concepts of this research, such as: discovering meanings, priorities, attitudes, organization, growth, and technical and scientific competencies, help technical and professional managers to design curriculum subsystems at all levels of general, technical, and skill education.

Human resource management in project-oriented organizations is a new issue that has a pivotal role in organizational processes due to the impact on how human resources are absorbed and used. Changing the business environment in today's world persuades organizations to implement their strategies and structures in a way that meets the needs of their customers so that they can deal with these changes and take steps toward organizational agility. Therefore, agility is one of the important concerns of organizations and it is necessary to identify the factors affecting employee agility. Therefore, thirteen factors that were more in line with the statistical population and were more considered by managers and experts were selected. For this purpose, two approaches of interpretive structural modeling and interpretive ranking process have been used to identify and rank key barriers to access to human resource mobility in project-based organizations. The results of the structural modeling approach show that the four factors of encouragement and support for management, participation, empathy and sense of need are the infrastructure for achieving human resource agility. Then, using the method of interpretive ranking process, the ranking of each factor is determined. Also, a comparison was made between the two methods of interpretive structural modeling and the process of interpretive ranking and the advantages and disadvantages of each were discussed.

The purpose of this study was to investigate the role of talent management in job performance mediated by social capital. The research population was all 3000 elementary teachers of Shiraz District 1 who were selected by simple random sampling method based on Morgan table with a sample size of 341. The research method is correlation studies and in particular structural equation modeling. The Early Talent Management Questionnaire (2007), the Nahapit & Goshal Social Capital Questionnaire (1998) and the Paterson Job Performance Questionnaire (2005) were used. Cronbach's alpha and confirmatory factor analysis were used to determine the reliability and validity of the tool. The results showed that: talent management had positive direct effect (0.36), indirect positive effect (0.157) and positive total effect (0.517) and significant effect on job performance variable at 0.05 level. The social capital variable has a positive direct effect (0.21) and significant on the job performance variable at the 0.05 level. Talent management variable with indirect path coefficient through social capital (0.157) and t value (4.63) have indirect, positive and significant effect on job performance variable at 0.05 level.