نشریه پژوهش های مدیریت منابع انسانی
سال سیزدهم شماره 1 (پیاپی 43، بهار 1400)

Digital revolution has fundamentally changed the nature of work, organizational boundaries, and the responsibilities of business leaders. In this regard, having leaders who are able to explain the need for digital change, define its scope and direction for employees, and provide a clear vision and roadmap for their employees, seems an undisputable necessity. However, one of the fundamental requirements for giving an effective role to digital leaders is to identify and define a set of competencies for this role on which they may design and develop their competency profiles. Hence, this study intends to identify the competencies of digital leaders using the meta-synthesis method, and provide a conceptual framework for explaining them. Accordingly, the research population consists of databases and sound international journals in this field. 40 subjects were selected based on pre-determined criteria related to the research question through criterion-oriented purposive sampling method. In the next steps, while analyzing, interpreting and combining the findings, the competency framework of digital leaders was formed by identifying 8 dimensions, 21 categories, 86 concepts (open codes) and 259 references. The related identified dimensions included emotional intelligence, social intelligence, coordination of socio-technical resources, competitive insight, organizational learning leadership and innovation, technological intelligence, user-orientation and cultural insight. The findings of this study can help organizational managers and researchers in this field understand the different aspects of the competencies of digital leaders, and provide a situation for cultivating and improving and equipping them with new competencies.

Individual performance can be considered as a central concept in human resource management. This research is a phenomenological exploration of this concept in order to discover and describe its nature and essence. To this end, a phenomenological method, which is aimed at discovering the nature of phenomena, is used. In this regard, phenomenological interviews were conducted with 16 employees working in 4 different organizations to find out what the concept of individual performance mean to them. Analysis of the data revealed that the concept of individual performance conveyed six different meanings and mental conformation for the interviewees. They perceived performance as result, technical action, social action, effort, mental capacity, and personality. Consideration of the fact that individual performance did not mean the same for the interviewees, and that a semantic relativity is dominant, can help human resource experts increase the effectiveness of communication. Furthermore, since several personnel decisions on individuals are affected by their perceptions of the individual’s performance, the findings of this study can help readers understand why the employees’ decisions are made. The present study can also serve as a basis for a phenomenological research program to discover the nature of important phenomena in human resource management.

The era of the Holy Defense was such a brilliant one that paved the way for the emergence of talents from whom young commanders grew up, who are now considered as the model of Jihadi commanding and management. The question raising here involves the constituents according to which these people were appointed as commanders. Hence, considering the experience of the Holy Defense era, this study is aimed at identify the components according to which they were appointed as commanders. To achieve this goal, this research is conducted using content analysis method and semi-structured interviews with 17 high-ranking commanders of the Holy Defense era. The results indicated that the selection of the commanders during the Holy Defense was according to 5 components: background, Jihadi morale, power of analysis, communication skills, and physical fitness. Each of these components contain dimensions categorized in 32 organizing themes identified in this study.

This research is intended to present the model of spiritual capital in non-governmental organizations in Tehran. It has followed qualitative research method, and has used Strauss and Corbin (1998) method for data collection. The population included health professionals in non-governmental organizations for whose sampling a purposeful method was used for the present qualitative design. Selection of the sample members from the experts was conducted through theoretical saturation method in the processes of  exploration and analysis including 27 experts. The results revealed that the components of the spiritual capital model in non-governmental organizations include organizational factors, group factors, value-orientation, culture of the society, family atmosphere, religious environment, social environment, work culture, organizational sustainability, job satisfaction, media feedback, productivity increase, employees efficiency, organizational commitment and mental peace. On the basis of the selective coding and the model of spiritual capital in non-governmental organizations, organizational and group factors were considered as causal conditions of values by way of a central phenomenon. In view of the culture of society, family atmosphere, religious environment and social environment, as a foundation of the phenomenon through work culture as a strategy, lead to organizational sustainability, job satisfaction, media feedback, increased productivity, employee efficiency, organizational commitment and mental peace.

The main reason underlying attention to startup companies is due to their positive impact on economic indicators and their role in increasing employment rates in different communities. However, the great problem confronting this business field ​​ relates to the high failure rate. The absence of proper management of human resource is one of the main causes of this failure. Therefore, the question is “How can an appropriate model of human resource management be achieved for such companies?” To find an answer, a developmental research was designed through a qualitative approach using the grounded theory. Data collected by in-depth interviews with 22 academic experts and senior executives of start-up companies, selected on the basis of purposeful sampling method through theoretical saturation, were analyzed by MAXQDA 2018 based on Carbin and Strauss systematic method and were coded. 1273 primary codes were identified in the open coding stage, from which 188 unique codes, with different frequencies, were obtained after screening and merging similar codes. They were finally classified into 55 subcategories and the final model was designed by formulating the relationships between the components. The findings indicated that carrying out human resource management model specific to startups, maximizes their growth rate and enhances interactive characteristics of the employees and creates a great competitive advantage for them in the startup ecosystem

This descriptive-exploratory research is intended to identify the factors affecting national branding in the field of elites and top talents and their ranking through a developmental-applied approach. The statistical population comprise the elites and directors of the National Elite Foundation and related professors in the field of national branding. The statistical sample was selected by a purposeful judgment of 15 people. The data were collected through library and field methods by semi-structured interviews with experts and expert-based questionnaire. Data analysis included thematic analysis method in the qualitative stage, and the gray-number theory method in the quantitative stage. In the end, the results of the thematic analysis led to the identification of factors affecting national branding in the field of elites and top talents consisting of six main criteria and 13 sub-criteria. Furthermore, the results of the quantitative section showed that the priorities of the factors affecting national branding in the field of elites included stakeholder participation and cooperation (0.186), depoliticizing the branding process (0.179), stakeholder commitment (0.170), culture building (0.167), governmental support (0.155), and changing the structure of government and institutions (0.140) respectively.

Human resource management contains a coherent set of processes for identifying, recruiting, retaining, optimizing and educating top people of the organizations. This qualitative study aims at modeling the recruitment and training of human resources in the preschool system on the basis of business schools models in selected countries through grounded theory framework. First, the primary factors were identified by reviewing the literature. Then, data were collected by conducting semi-structured interviews with thirty members of the board of directors of business schools having a preschool data center. Having organized the data conceptually, the components of human resource recruitment and training in the preschool course of business schools were identified by coding, identification, and extraction, and finally the research model were presented. The validity and reliability of the interviews were confirmed by the reliability method of test-retest and intra-rater agreement. The results indicated that recruitment and training of human resources through business school models refer to: causal conditions including individual factors, job factors, and organizational factors, motivational conditions including the level of educators, recruitment and retention policies, technology infrastructures, work balance, family responsibilities and parents' academic levels. Social capital, improvement of knowledge and information, organizational communication, support of the board of directors, and so on, create the contextual conditions. The strategies include interactive and collective approaches, technology-based approaches, and collaboration and assistance methods. The outcome of strengthening lifelong learning, instructors’ self-efficacy, improving the lives of employees result in limited possible effects. Promoting individual and professional competencies, increasing social trust lead to a wide range of possible effects.

This research is intended to identify the requirements of improving the effectiveness of in-service training of administrative employees of the Islamic Azad University, and to design a conceptual model in this regard. It is a mixed research conducted in two stages. In the first stage, the requirements of improving the effectiveness of in-service training were identified in four stages of needs analysis, designing, presentation and evaluation of these programs were identified through semi-structured interviews with 10 in-service training specialists of Azad University. The data were analyzed and conceptualized in three stages. Afterwards, using the Likert scale questionnaire, the views of 354 administrative employees of the university were explored regarding these requirements. All in all, 14 factors were identified as the necessary requirements for improving the effectiveness of training. They were explained in three categories of requirements: structural, behavioral and environmental. They were confirmed by the administrative employees of the university.