فصلنامه پژوهش های مدیریت در ایران
سال بیست و پنجم شماره 2 (پیاپی 112، تابستان 1400)

Banks as one of the influential financial institutions in the economy, their financial performance and financial stability are considered by many governments. How the relationship between bankschr(chr('39')39chr('39')) financial performance and financial stability works in times of financial crisis is also very important. Therefore, due to the necessity of this study, the purpose of investigating the effect of financial performance criteria on the financial stability of banks in the financial crisis among banks listed on the Tehran Stock Exchange was conducted. The sample studied in this research included 11 banks (all banks) listed on the Tehran Stock Exchange for a period of six years from 1392 to 1397. Data analysis and research hypotheses were performed using combined regression by EViews10 software. Hypothesis analysis using the Generalized Least Squares (EGLS) method at 95% confidence level showed that return on assets and return on equity have a positive and significant effect on the financial stability of banks. Also, in times of financial crisis, the return on equity leads to an increase in the financial stability of banks.

Innovative teams in the economies of countries play an important role in creating added value in the economy. For this reason, they are of interest to many investors, so many of them invest in innovative teams instead of investing in ideas. The present study is in terms of development-applied purpose, in terms of exploratory nature. The research population in the qualitative section is 17 experienced and successful managers of investment companies, investors and entrepreneurs, and the statistical population of the quantitative section consists of 360 managers and experts of successful investment companies and entrepreneurs. 178 people were selected by simple random sampling. The data collection tool is in the qualitative stage of the interview and in the quantitative part is a questionnaire. Data analysis was performed in the qualitative part by content analysis method and in the quantitative part by confirmatory factor analysis. By summarizing the theoretical literature and analyzing the data, the evaluation criteria of innovative teams are classified into three dimensions: team cohesion, group integration, and individual competencies. Also, 12 separate components and 80 approved indicators constitute these criteria.

Value creation strategies from the management of tangible assets to knowledge-based strategies and intangible asset management are changing direction. In this regard, regulating an appropriate communication strategy and information amassed can affect the process of value creation. The aim of this study was to investigate the reflection of strategic communication in employee value creation with the mediating and moderating role of information capital and organizational intelligence. This study is applied based on the purpose and survey description in terms of how to collect data the statistical population of this study consists of employees of four companies affiliated the Iran Air Industries Organization, which were selected as a sample based on stratified-random sampling and using Cochranchr(chr('39')39chr('39'))s formula, 204 people. Strategic communication, both directly and indirectly, with the mediation of information capital, has a positive and significant effect on employee value creation. Organizational intelligence as a moderating variable also modulates the relationship between strategic communication and value creation. The results of the research in the field of value creation will be innovative and will help managers and employees in understanding the importance of strategic communication and managing intangible assets as stimuli for value creation.

The issue of a suitable career path and womenchr  participation in the labor market is one of the most important changes of the last century. Therefore, the purpose of this study is to explain the factors related to the glass ceiling in order to develop the career path of female employees of the executive organization of Kerman. For this purpose, the statistical population includes two groups of university experts and all female employees of the executive organization of Kerman in the number of 14,186 people. To identify the components of the research, the theoretical foundations of the research and the components proposed by the experts, the Delphi method was used. Confirmatory factor analysis and structural equations have been used in data analysis. The number of statistical samples in the qualitative section by Delphi technique was 30 and in the quantitative section through Morgan table, 374 people were selected by stratified sampling. By performing factor analysis test through two software SPSS and Amos, 14 components in the form of 6 dimensions were extracted and tested. Findings showed that there is a significant relationship between organizational factors, individual factors, socio-cultural factors and legal factors with career development (-p <0.05). Also, the correlation coefficient between legal factors and career development is more important (r = 0.686) and the correlation coefficient between socio-cultural factors and the presence of the glass ceiling phenomenon is more important (0.769).

Despite the change in the structure of banking systems after the financial crisis, international banking is still considered as one of the important sources of financing for developing countries. In the Iranian economy, due to the low level depth of capital market and the lack of suitable alternatives, the financing system is a bank-based system and banks have a great responsibility in financing small and large enterprises. The absence of foreign banks in Iran at the level and scale of other developing economies indicates Iran failure to properly exploit its sources of financing, especially when the country was not subject to economic sanctions. This study has argued about the importance and position of international banking in the economic system and then has tried to identify the key challenges of the international banking system in Iran. In this regard, qualitative research has been conducted by qualitative content analysis method with the presence of 15 experts in this field. The data collected through semi-structured interviews have been analyzed and the results indicate that: Very limited connection and access to the global financial system,limited implementation of internationally accepted standards in banking operations, non-compliance with the standards of the Financial Action Task Force, exchange rate fluctuations, corporate governance weakness, and credit risk rating are the most important challenges of our countrychr(chr('39')39chr('39'))s international banking system and these challenges have been due to macro variables such as: foreign policy orientation, dollar hegemony in the global financial system, comprehensive and targeted sanctions and regulatory barriers.

The purpose of this article is to determine and rank the dimensions and indicators affecting the strategic human resources development and provide a model for the effective implementation of the strategic development of human resources in the government research organizations. In terms of purpose and method, this study is developmental and a combination of qualitative and quantitative methods, respectively. We first collected information from the electronic resources of strategic human resource development by a content analysis method and then, using Delphi technique and the opinion of elites, calculated the dimensions and indicators of strategic human. In the next step, the dimensions and indicators obtained in the form of a model were analyzed using a second-order confirmatory factor analysis in the Lisrel software and the structure of the model was confirmed according to the analyzes. The results also show that the factors affecting the strategic development of human resources are divided into four general categories: structural, policy-making, cultural, and environmental factors, among which the policy-making one has the greatest impact on the strategic development of human resources.

The purpose of this study is to develop a store brand competitiveness model for chain stores through customerschr responses to store environmental stimuli. The research is applied in terms of purpose and uses a mixed or combined method in terms of data type. For data collection, the semi-structured in-depth interview approach along with library studies was considered. The statistical population of this study was organizational experts and senior managers in the chain store industry. Purposeful sampling was used to identify experts and senior managers, during which 10 experts were interviewed due to the adequacy of the data. In the next step, 58 basic conceptual propositions of open coding, 21 categorical propositions of axial coding and 7 main categories of selective coding were obtained. Also, in the quantitative section, 160 questionnaires were distributed. According to the research results, using the qualitative method and the opinions of experts and managers in the quantitative method, led to the creation of a framework for competitiveness of the store brand of chain stores and the necessary steps to achieve a strong store brand were identified. Creating external and internal environmental stimuli in the store through an enjoyble shopping experience can create the authenticity, attachment and image of the store brand, which results in increasing market share, creating a strong brand and competitive advantage, and ultimately making the store brand competitive.

In the organizational world, women have more opportunities to participate and compete with men. Despite the increasing participation of women in organizations, the advancement and entry of women into high positions faces obstacles known as the glass ceiling. In this regard, the present study was conducted with the aim of identifying barriers to the promotion of women using the qualitative Q method in the National Iranian Oil Company. Q statement were explored through 19 selected studies based on research protocols and media sources such as publications, newspapers, television programs, and conversations with experts and elites. Then, a questionnaire consisting of 39 cards and an answer sheet (Q diagram) was given to 43 experts who expressed their opinion based on a range of strongly agree (+4) to strongly disagree (4-). The collected data were analyzed by Q-type explorative factor analysis using SPSS software. The results showed that there are seven perceptions and mental groups about the obstacles faced by women in achieving managerial positions. In these mental models, the statements “less skill of women in political games”, “less ability of women to bear the psychological pressures of managerial jobs”, “family priority over work for women”, “Womenchr(chr('39')39chr('39'))s dependence on men in terms of geography and place of residence” “need a flexible work plan” were among the most important barriers to womenchr(chr('39')39chr('39'))s career advancement.