نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال دوازدهم شماره 47 (بهار 1400)

One of the methods used to measure and evaluate employees is the assessment center. Assessment centers usually have good validity at the instrumental level, but have weaknesses at the summation level. This research seeks to provide a fuzzy system for estimating AC final scores based on competency, intelligence and personality scores by modeling mentality of experts in this field. For this purpose, the data of the assessment center and expert’s opinion have collected and finally a model has been presented to combine these three categories of concepts. The developed model has three sets of trapezoidal fuzzy numbers and 27 rules. In order to validate this model, the data of 116 managers of the country and the simulation of Monte Carlo were used, and it is clear that competence, intelligence and personality are the most important parameters, respectively, in the final score of the evaluation center

In the current economic conditions of the country, retaining knowledge workers is one of the most important future challenges for organization, especially in the knowledge-based organizations. So, this study aimed at designing a knowledge worker turnover model. The mixed method has been used in this research. In order to collect data, three-stage Delphi technique, semi-structured interviews and research background were used in qualitative section and structural equations were used in the quantitative section. Based on the findings of qualitative section of the research, 7 factors including: environmental, organizational and structural, occupational, individual, legal, ideological and managerial factors, 35 components and 167 items were identified. The results of structural equations showed that model of turnover of knowledge workers in Oil Products Distribution Company Includes environmental, structural, occupational, legal, ideological factors, among which the structural factor was the most important and the legal factor was the least in the ranking.

Present research was conducted with the aim of designing and explaining the model of organizational toxicity measurement in South Zagros Oil and Gas Production Company through the mixed method (quantitative and qualitative). In terms of purpose and method, this research was in the category of applied and descriptive researches, respectively. The number of 32 experts from the South Zagros Oil and Gas Production Company formed the statistical population of the research, and based on the principle of theoretical adequacy and using the Purposive Sampling method, 17 of them were selected as the sample. In the qualitative and quantitative part of the research, data collection was performed through semi-structured interviews and questionnaire, respectively. In the qualitative section, the data obtained from the interview were analyzed using Atlas software and coding method. As a result of the analysis, 12 dimensions were identified as the dimensions of organizational toxicity. Using fuzzy Delphi technique, the consensus of experts on the identified dimensions was confirmed. Then, using the interpretive structural modeling method, the final research model (levels of the dimensions as well as the relationships between them) was drawn and also in relation to each of the dimensions of the model, some items were presented to design the questionnaire.

The present study was conducted with the aim of pathology of the components of the creativity and innovation system in Hormozgan Gas Company. This research is applied in terms of purpose and exploratory in terms of research approach. In the first stage, 13 heads of Hormozgan Gas Company were interviewed (to the extent of theoretical saturation). The interviews were analyzed by using MAXQDA software. The model of creativity and innovation was formulated with six main themes, based on six stages of Clark & ​​Brown (2006). In the second stage, in order to classify the factors affecting creativity and innovation system in the importance-performance matrix, a researcher-made questionnaire was used and the data were analyzed by using SPSS software. The validity of the questionnaire was confirmed by experts and its reliability was confirmed by Cronbachchr('39')s alpha. At this stage, the statistical population consisted of all employees working in the administrative units of Hormozgan Gas Company. The sample size was determined using the Cochranchr('39')s formula of 140 people .The research findings indicated that the human resources unit, strategic cross-organizational constraints, intra-organizational constraints and organizational culture are very important in terms of creativity and innovation, and given the poor performance of the firm, these components should be given more attention by relevant officials.

The purpose of this study was to design an organizational learning environment model for Alborz Gas Company. The research method is Grounded theory. At First, the library studies are conducted to examine the theoretical foundations of the variable and its components. The data were collected using the participatory observation method, the semi-structured interview technique, document analysis, and finally triangulation technique was applied to combine them. Sampling method in this study is standard-purposive sampling using the theoretical saturation index of the 10 professors and PhD students in related fields of the university as well as 15 experts and managers of the gas company, which were interviewed as a sample and their views on the organizational learning environment model were examined. The findings of this study resulting from the grounded theory include components such as individual factors, educational factors, organizational factors, psychological factors, environmental factors, application of learning and extra-organizational factors.

The aim of this study was to investigate the effect of Strengths-Based leadership on employee’s job crafting with the mediating role of psychological capital and learning. The correlation-descriptive research method has been used. All the employees of National Petrochemical Company (N=500) comprised the statistical population of the present study and 217 individuals were randomly selected as the sample who responded to the questionnaires of Strengths-Based Leadership (researcher made), learning agility Gravett and Caldwell (2016) psychological capital Luthans et al. (2007) and job crafting Times et al, (2014). Reliability of all questionnaires evaluated and verified by Cronbachchr('39')s alpha greater than 0.7. In addition, both the construct and the content validity of the questionnaires were confirmed. Data was analyzed using structural equation modeling and SPSS and Amos software. Findings indicated that strengths-based leadership directly affectshas direct effects upon job crafting. In addition, learning and psychological capital play the role of mediator between strengths-based leadership and job crafting.

Green Human Resource Management is a comprehensive approach in todaychr('39')s organization and management, especially in the last decade, which has been met with great success in the scientific and industrial communities. In the Petroleum industry, the use of green human resources has become a strategic tool for achieving sustainable competitive advantage. So, this study intended to identify and prioritize the obstacles to the implementation of green human resource management. An expert questionnaire was used to collect research data. The statistical population of this study included managers and experts with a history of Tehran Oil Refining Company (TORC). The ANP and DEMATEL algorithms were used as research tools. The results showed that individual factors are the main obstacles in the implementation of green human resource management and infrastructural and cross-organizational barriers are also of great importance.

In recent years, the role of coaching human resource managers has been proposed as a new paradigm in organizations. Accordingly, present research aimed at designing HR as coach paradigm in National Iranian Petrochemical Company by utilizing a qualitative technique based on grounded theory. Data collection has been done by semi-structured interview with 15 managers, heads and expert of human resources and the receivers of HR services in petrochemical industry who were selected and interviewed by objective and snowball sampling methods. The collected data was analyzed in three steps of open coding, critical coding and selective coding. Research findings indicate 18 general category, 51 sub-category and 160 minor category that were designed and identified as a paradigm of human resources manager as coach in the form of causal, contextual and intervener conditions, axial category, strategies and consequences.

The aim of this study was to investigate the effect of succession on human resource productivity and organizational performance by considering the mediating role of job satisfaction in Pars Oil Company. This research is a descriptive correlational study in terms of the method of collecting survey-field information, nature, and method. The research tool is a researcher-made questionnaire, the validity and reliability of which have been confirmed. The statistical population of the study is 410 people, entailing  all managers, deputies and experts of Pars Oil Company. The simultaneous structural equation method was used in AMOS software to analyze the data. The results of the research model showed that succession management has a direct and indirect effect on human resource productivity and organizational performance by considering the mediating role of employee job satisfaction. In previous research, the simultaneous effects of four variables have not been studied. Meanwhile, in this regard, no research has been conducted in the Pars Oil Company.

The purpose of this study was to investigate the effect of implementing the suggestion system on reducing the silent behavior of employees of the Petroleum Industry Research Institute (RIPI). This research is consumed an applied research; based on the research method, quasi-experimental a pre-test and post-test with a group staff before and after the implementation of a comprehensive. To perform the research, a self-structured questionnaire has been developed and distributed among all staff. Quasi-experimental methodology has been carried out by comparing pre-test and post-test results of silence status in regard to implementing suggestion system. The results show that silence behavior has been meaningfully reduced as based on simple T- test done by SPSS software there is a meaningful difference between silence status of pretest and posttest. In other words, suggestion system could be a communication opportunity to acknowledge staff to provide suggestions and cooperate in promoting the organization; which finally reduces the organizational silence.

The main purpose of this study was to analyze the content of scientific products of the Quarterly Journal of Human Resources Management in the Oil Industry. This research was a qualitative research based on content analysis, which was considered applied in terms of purpose and descriptive-analytical in terms of approach. The statistical population of the study included 200 articles published in 24 issues of this quarterly during 2014-2017. Since all articles were reviewed, no sampling was required and the census method was used. The reliability of the research was calculated based on Scottchr('39')s formula equal to 0.84, which is an acceptable number. The results of the present study showed that in the scientific publications of the quarterly categorized into specialized, main and basic topics, fields of talent management, knowledge management and leadership had shown the highest frequency, respectively. Most of the articles in this study were applied in terms of purpose (with a frequency of %95), using statistical methods (with a frequency of %72) in terms of data analysis, quantitative (with a frequency of %73) in terms of approach, and has done by dominance of men (with a frequency of %79) in terms of author gender.

The purpose of the present study was to prioritize the main and sub-factors that affecting learning quality assurance in universities and higher education institutes in the case of Petroleum University of Technology (PUT). The statistical population of this study consisted of experts (professors, managers and staff) and students of PUT. Twenty one experts were identified and interviewed to determine the main and sub-academic elements affecting the learning quality assurance. The snowball method was used to determine the adequacy of the findings. Among the students, 386 students were selected through random sampling and Cochranchr('39')s relationship in the restricted society was used. Descriptive and inferential statistics (mean, frequency and standard deviation, chi-square, correlation and analysis of Friedmanchr('39')s variance) were used for data analysis and data collection and analysing in Lisrel and SPSS software were done. Finally, the results of the research led to the identification of the main factors and prioritization of the internal- and external-university factors influencing the quality assurance of learning in PUT Based on these results, the main factors were managerial, technological and educational; and sub-factors related to each major were identified and prioritized.

The present study aimed to investigate the effect of the leaderchr('39')s motivational language on employee pro-activity with the mediating role of psychological meaningfulness of job and organizational vitality of the individuals. This research was an applied research in terms of practical purpose, and descriptive-correlation in terms of data collection and it was a type of quantitative research. The statistical population of the study consisted of 793 employees of Buali Sina Petrochemical Company. Based on the Cochranchr('39')s formula, the sample size was estimated to be 259, which were selected by simple random sampling. The data collection tool was a questionnaire that its reliability was confirmed by Cronbachchr('39')s alpha and its validity was confirmed by convergent and divergent validity. Descriptive and inferential statistics including: normality, correlation and structural equation modeling tests were used to analyze the data through SPSS and PLS software. The findings indicated that leader’s motivational language affects proactivity of employees, psychological meaningfulness and vitality. Also, the effects of psychological meaningfulness and vitality on employee proactivity and the effect of psychological meaningfulness on vitality were approved. Finally, the mediator role of the psychological meaningfulness and vitality was confirmed through the indirect impact of the leaderchr('39')s motivational language on employeeschr('39') proactivity.