فصلنامه پژوهش های مدیریت منابع سازمانی
سال یازدهم شماره 1 (پیاپی 41، بهار 1400)

According to experts, one of the ways to improve sustainable development in projects is to improve organizational capabilities related to the three dimensions of sustainable development in project-based organizations. The purpose of this study is to identify and assess the status of organizational capabilities for sustainable development in oil and gas project-based organizations in Iran.

In order to in-depth study of sustainable development capabilities in context of Iranian oil and gas organizations, the case study strategy was used in eight Iranian oil and gas organizations. In order to collect information, 23 informants were selected and interviewed. According to the list of capabilities extracted from the literature and the preparation of a capability definition matrix, the interviewees were asked to describe the capabilities that exist in Iranian oil and gas project-based organizations in the field of sustainable development. The data obtained from the interview were coded by deductive qualitative content analysis.

In the present study, the capabilities of sustainable development in oil and gas project-oriented organizations were identified in seven main categories of factors including process, structural, technological, cultural, knowledge, human, political and financial, and the relative status of these capabilities in Iranian oil and gas organizations was examined. The contribution of the present study is due to the fact that the capabilities were identified according to the specific context of Iranian oil and gas organizations, on the other hand, organizational capabilities in all three areas of environmental, social and economic at the same time have been examined.

The purpose of the paper was to design a sustainable leadership model in crisis response from COVID-19 for resilience in food industry jobs of Guilan Province. This research in the field of interpretive paradigm is a qualitative research of an inductive approach, and it is based on Grounded Theory.The statistical population is the managers of line and staff departments in companies and food production factories of Guilan province. In this study, purposeful sampling was used to select the sample. According to the saturation rule, this was achieved by using 15 interviews, and for more confidence, the interview was continued until the 20th. Data were analyzed in three stages of open, axial and selective coding to classify concepts and categories. Core category was capacity building for sustainable leadership in the crisis response from COVID-19 and in three foundational, motivational measures and evaluation and control and causal conditions, context, intervening conditions, strategies and consequences at three levels of customers, employers and organizations were and the final model was presented. Managerschr('39') practices in crisis situations play a pivotal role in identifying opportunities, threats, and strengths and weaknesses, and managers must have a strong link between fundamental, motivational measures, and evaluation and control in order to effectively implement strategies in crisis. The results of research in the field of crisis response from COVID-19 in food industry jobs will present theoretical innovations and help employers, researchers in the field of food industry to better understand the pattern of sustainable leadership in the coping of the crisis.

Most experts see human resources as the most important and most valuable asset of any company. As a result, a method that would help create an accurate plan for this asset is highly valued and functional. This study aimed to improve challenges and gaps in human resource planning using a Markov chain model.  There are two fundamental problems with Markov chain model in predicting human resources, which are respectively failing to account for future uncertainties and generalization of the data from one basic period in the prediction of the future needs. These problems are embedded in the Markov chain model. In order to deal with these problems, a fuzzy Markov chain model (periodic or temporal) was proposed in this study. This study presented a fuzzy Markov model for predicting human resources. This was a descriptive, sectional study and the data were analyzed through a quantitative method. The application of the fuzzy Markov model in human resource planning was presented in five consecutive steps. The application of the traditional Markov model in human resource planning was also examined for comparison with the proposed model. The study findings suggest that the prediction of human resources using the periodic fuzzy Markov model offers a powerful tool that bridges the gaps in the traditional Markov planning. It considers three states, namely optimistic, positivist, and pessimistic, for determining human resources surplus and shortage, and does not generalize data pertaining to one period to future periods.

Organizational forgetting is a very important concept and a complementary concept to organizational learning in knowledge management. Unlearning is often used as a synonym for organizational forgetting. Unlearning means discarding of old routines to make way for new ones. In unlearning, organizations remove their embedded knowledge intentionally. Type-2 fuzzy sets are used for modeling uncertainty and imprecision in a better way because of fuzzy membership function. Therefore, the aim of this study is to present a model for the assessment of organizational unlearning using interval type-2 fuzzy (IT2F) weights. This research is an applied one, and has been carried out according to mixed method in three phases. Based on the previous studies, in the first phase the dimensions of organizational unlearning were recognized. In the second phase the extracted components are prioritized using type-2 Fuzzy Analytic Hierarchical Process (FAHP) based on the opinion of experts, then the organizational unlearning model was designed. In the last phase to clarify the suggested model, an IT company is taken as a case. The survey population consisted of 45 employees and managers of the case. An important part of the results revealed how to use suggested model for unlearning evaluating. in addition, adjusted unlearning and operative unlearning have the best rank among organizational unlearning.

Increasing greenhouse gas emissions and global warming and government support for renewable sources, as well as recent advances in electricity generation and related technologies, have led to the penetration of renewable energy products in the electricity supply chain. The infiltration of these resources, despite the uncertainty in their output power, has faced serious challenges in power supply chain planning. In this research, an effective and efficient method for security and probabilistic planning of power supply chain development is presented, taking into account the uncertainty of renewable energy production and the uncertainty of peak consumption. In the proposed method, a high limit for the allowable load cut is considered and the effect of existing uncertainties and changes in the high load cut limit on the investment cost of the supply chain is evaluated. The proposed method is implemented on the network by MATLAB software and solved by genetic algorithm. The final model of this method can be used effectively to plan the supply chain of the electricity network with the influence of renewable energy products.

Due to growth and development of platform businesses and the growing importance of human resources in recent years, it is necessary to study how to manage the so-called "Gig workers" in this new form of business. The purpose of this paper is to provide a framework for Gig human resource management through creating value for stakeholders in platform businesses. Using multiple case study research method, five Iranian platforms were studied. The main data collection tool was semi-structured interviews with managers and Gig workers of platform businesses, which were selected by theoretical sampling. Thematic analysis method was used for data analysis. As a result of data analysis, 13 environmental factors, 7 main functions of HRM and the ways they perform and 8 ways of value creation through HRM functions, were identified and categorized. The findings provide a framework for HRM in platforms by identifying contingency forces and factors affecting HRM, main functions of HRM and the way they create value for stakeholders.

Today, with the arrival of the new generation of workforce in organizations, one of the most important concerns that any organization faces is low level of motivation and reduced employee participation in training courses. In order to solve this problem, one of the techniques to improve employee interaction with the training course is to use a new approach called gamification. In this way, learnerschr('39') motivation to participate in training courses and, consequently, the effectiveness of the training course will be increased. The present study aims to identify the challenges of gamification design in human resource training courses based on the experiences of gamification and game experts. In accordance with this goal, a qualitative research project of the inductive theme analysis type has been adopted. Data collected from face-to-face interviews were analyzed and coded according to Clark and Brownchr('39')s six-step procedure (2006). A total of 190 open codes were identified in the findings, in 23 sub-themes and 5 main themes behavioral dimensions of gamification design, organizational dimensions of gamification design, technical dimensions of gamification design, various aspects of gamification design, executive requirements of gamification design. Therefore, it is expected that by using this model, effective gamified training courses can be designed in the organization that will be useful in training the human resources of the millennial generation.