نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال دوازدهم شماره 48 (بهار 1400)

The purpose of this study is to design the infrastructure model required for the implementation of knowledge management system in the international marketing of the oil industry. Since in applied research, the main goal is not only scientific discovery, but also to test and study the application of knowledge, so the method of this research is applied in terms of purpose and has been done by exploratory method. The data collection method is mixed (quantitative and qualitative) and the data collection tool is specialized interviews with experts using Delphi method and a questionnaire. Therefore, 12 experts and specialists in this field (in the qualitative section) participated in this study and 383 people from the implementation of knowledge management system in the international marketing department of the oil industry (in the quantitative section)The collected data were analyzed by descriptive and inferential methods through SPSS 16 and Smart PLS softwares. After conducting the research, the results showed that: knowledge creation, knowledge acquisition, knowledge organization, knowledge storage, knowledge dissemination, knowledge application, knowledge perspective, and finally knowledge planning; as the components of knowledge management system implementation in the international marketing sector of the oil industry were confirmed. Model fit tests showed the validity of the model.

The aim of this study was to design and validate the competency model of the Senior managers of South Pars gas refineries with a mixed approach. In the qualitative part, the researcher collected information using semi-structured in-depth field and purposeful interviews with 15 senior managers of the refinery in the gas complex and in the quantitative part, using a researcher-made questionnaire from the board members and training and system analysis officials of refineries. And using the method of theme analysis and three-step coding, has analyzed qualitative data and in the quantitative part through confirmatory factor analysis has validated the model. Based on the research findings, the competency model of the senior managers of the refinery was studied with 4 comprehensive themes and 11 main themes that The comprehensive themes include individual, interpersonal, organizational and strategic competencies that were validated in all dimensions and components.

The purpose of this study is to investigate the factors and barriers to employee productivity in South Pars Jam Company. The statistical population is the qualitative part of all managers and experts of South Pars Gas Complex Company. Using purposive sampling method, managers and specialists who had the information needed for the research were selected and information was collected through semi-structured interviews. The statistical population of the research in the quantitative part is all managers and specialists of South Pars Gas Company, numbering 250 people. The method of determining the validity of the questionnaire is formal and content. The results showed that the factors and barriers to employee productivity in South Pars Jam Company are: organizational climate, effective leadership, professional maturity of employees and environmental conditions. The results also showed the direct relationship between the model designed by the researcher and the theory of clock productivity factors and barriers.

Economic development in societies depends on resources (capital, government, human resources) research has shown that role of human resources in human development is very important. However, many factors, including media, which have an awareness-raising mission can be effective in human development. Human development using media requires a strategy, but in our country there is a lack of research, so in this research has provided a model for human development using the media, in this regard, using grounded theory and interviews with managers in this field, a model based on the approach of Strauss and Corbin has been presented. The research method was based on the grounded theory and the data collection tool was an interview with 12 oil & media industry’s expert. The results of the research indicate that source, emotional and continual improvement process strategies for the human development of oil organizations should be pursued.

Moving to newer generations of human resource management leads this management to adopt new approaches to respond appropriately, quickly and in a timely manner to change. This study aims to provide a model for human resource management agility with a qualitative approach and Grounded theory method. Due to the exploratory nature, purposive sampling method was used, which after conducting a semi-structured interview with 15 experts from Headquarters of the Ministry of Petroleum, theoretical saturation was obtained. Kappa agreement index with a coefficient of 0/724 shows the valid level of data. Findings show that agility with the dimensions of speed and promptness, adaptability and responsiveness are affected from three causal conditions, five context conditions and five intervening factors and Through continuous improvement, strengthening strategic human resource management, development and empowerment will have consequences for individuals, groups and the entire organization.

The purpose of this study was to develop a model for evaluating the financial performance of  petrochemical companies. The methodology of the research was exploratory in terms of purpose and mixed (quantitative-qualitative) in terms of data collection method. 200 experts and engineers working in petrochemical companies were available by sampling method. To achieve the objectives of the research, first in the qualitative section and after reviewing the background and conducting in-depth interviews with experts and applying the Strauss and Corbin approach from the Grounded theory, the research model was obtained in 98 key concepts, 24 components and 6 dimensions. Structural equation analysis, model validation was performed. The results showed that the good fit index of the whole model is 0.486 and it seems that the results of this study can be effective in evaluating the financial performance of petrochemical companies

Today, the optimal performance of organizations has a Fundamental role in national development, so identifying organizational narcissism, and preventing turmoil and controlling it, is very important to achieve organizational goals. Accordingly, in the present study, an organizational narcissism model was designed with a qualitative approach and grounded theory method based on the Strauss & Corbinchr('39')s model. Data were obtained from semi-structured interviews with 17 experts to reach theoretical saturation and distribution of questionnaires among 209 managers and experts of the National Iranian Oil Products Distribution Company by purposive and random sampling. Using MAXQDA, SPSS and LISREL software, 77 Open Cod, 22 Axial Cod and 11 Selective Cod were extracted. The results of the research on causal factors, context, intervener, core phenomenon, strategies and consequences were presented with the focus on organizational narcissism in the form of the model

The main purpose of this paper is to identify the barriers to the succession management system in the Iranian gas industry. The present study is in the framework of the interpretive paradigm and qualitative study and the researcher uses systematically collected conceptual data to identify barriers in the Iranian gas industry. In this regard, a survey strategy based unstructured interviews with selected samples from 12 human resource managers of Iranchr('39')s gas industry was used. After designing the interview protocol and gathering information through the interview, a three-step coding process including open, Axial and Selective coding was used to determine the categories and concepts. The identified barriers were classified based on the visual model into four dimensions: managerial, structural, contextual and technical, and finally the paradigm model was explained in six categories: causal, environmental, strategic, pivotal, mediating and consequential.

The aim of this study was to design and explain the quality of life of the offshore employees of the oil industry. Based on the purpose, this research is applied and in terms of data collection method, exploratory mix based on interpretive structural approach. The statistical population in the qualitative section was 12 experts who were selected based on the principle of theoretical adequacy and purposeful sampling. Data collection tools are semi-structured interviews in the qualitative section and questionnaires consisting of standard and researcher-made questions in the quantitative section. In the qualitative section, the data obtained from the interview were analyzed using Atlas.ti software and coding method, and 9 components of the quality of working life of offshore employees were identified. In a small part, structural equation modeling was used using PLS software and by using the model power explanation test, the GOF value of model 0/516 was obtained, which is a high explanatory power. Using the Friedman test, the components were ranked, and the dimensions of each component were prioritized for applicability in the industry.

The omnipresent objective of the present investigation was to examine the organizational behavior of those employees who possess qualifications beyond their job demands. More precisely, in the present research, the association between Perceived Overqualification (POQ) and Job Crafting was examined. In terms of research objective, it was applied and in terms of data collection, the study was descriptive (cross-sectional). The participants were randomly chosen from National Iranian Oil Company (NIOC). To measure POQ, Self-efficacy, and Job Crafting, inquirers used Maynard et al. (2006), Schwarzer and Jerusalem (1995), and Tims et al. (2012) respectively. In order to test the conceptual model, researchers used Structural Equation Modeling via SPSS and AMOS. According to AMOS output, path coefficient of -0.013 and t = -0.500 indicated that Perceived Overqualification was not directly related to job crafting, . However, the two constructs were indirectly and positively associated regarding the mediating role of Self-efficacy.

The aim of this study is codification of indicators affecting the organizational performance management in the oil industry. This research was carried out in two parts: qualitative and quantitative by fuzzy Delphi methods and exploratory factor analysis and confirmatory factor analysis. The qualitative section was conducted by semi-structured interviews with 20 oil industry experts and academic experts. In the qualitative part, by fuzzy Delphi method, four main components (regulator, recognition of dimensions and performance criteria, executive plan and performance measurement, continuous improvement and improvement of performance) and 31 sub-components were identified. In the quantitative part, exploratory factor analysis and confirmatory factor analysis were used for modeling. The results of heuristic factor analysis show that 96.366% of the total variance is explained by these 31 components. In confirmatory factor analysis, factor loads indicate that in order to improve the performance of the organization, especially the countrychr('39')s oil industry, the identified components should be used.

The main purpose of the study was to investigate the effect of human resource management strategies on competitive advantage. In terms of applied purpose, the research was a correlational survey. The statistical population of the study was 1500 employees of the National Iranian Oil Company. 306 people were selected based on Cochranchr('39')s formula as a statistical sample by simple random sampling method. The tools used in this study were Chang and Hang (2005) Human Resource Management Strategy Questionnaire with 14 items and competitive advantage questionnaire of Chang and Hang (2005) with six questions. The validity of the tools was calculated formally and in terms of content and structure using expert opinions and its reliability was calculated using Cronbachchr('39')s alpha. Structural equation modeling was used to analyze the collected data. The results showed that human resource management strategies and their various dimensions have an impact on competitive advantage. Therefore, it has taken steps to improve the competitive advantage of National Iranian Oil Company by using human resource management strategies.

The purpose of this article is to design an employer brand model on social responsibility in National Iranian South Oil Company (NISOC). The present study was applied in terms of purpose and in terms of data collection method, it was descriptive exploratory and mixed type. In this study, in-depth interviews were conducted with 15 specialists and experts of the NISOC.Then, using the hierarchical method through structural-interpretive method, the relationship and sequence of dimensions, indicators and components of the employer brand were determined based on social responsibility. Results showed that in the proposed model, qualitative indicators are located at 4 levels. At the highest level of the model (fourth level) are stakeholders, customers, employees, government, environment and humanitarian. These factors act as the cornerstone of the model, which affects the social responsibility factor. The proposed model has an acceptable validity and can be used with high accuracy in NISOC.

The purpose of this study is to design human capital management model in West Oil and Gas Exploitation Company. This research is an applied development in terms of purpose and qualitative in terms of nature. Experts were identified by targeted sampling and snowball sampling, which interviewed with 15 experts. The method of analysis was grounded theory and data were collected through semi-structured interviews. Findings showed that in causal conditions, individual, group and organizational components; Central category, job and organizational planning; In the context of aligning programs with organizational strategies; In intervening conditions, organizational pathology; In relation to strategies, institutionalization of human resource information system; In terms of consequences, individual, organizational, and social consequences were identified. In this study, by referring to the interviewees to confirm the codes and the final model, qualitative data analysis using software and an independent analyst was used to check the validity.

The purpose of this study is to model the legitimacy of human resource management. The present research is applied in terms of purpose and in terms of nature and qualitative method of data theory. The study population includes academic experts and human resource managers of the National Iranian Oil Company. Data collection tool is semi-structured interview. The sample required for structured interviews was collected to the extent of theoretical saturation through snowball sampling. MAXQDA software was used to facilitate coding. Finally, the model of human resource legitimacy was drawn based on the identification of 8 components. Components of human resource management legitimacy include structural, cognitive, communicative components, human resource processes, individual characteristics, social system compliance, professional human resource, and subjective components

E-learning is one of the new ways of learning in the present era. Thus, for the efficiency and the optimal use of E-learning capacities, requires identifying and eliminating the disadvantages ahead the purpose of this study was the pathology of E-learning courses in the National Iranian Gas Company based on the three-branch model. Thus, a qualitative approach and phenomenological study was adopted. Participants in this research were managers and technical experts of the headquarters of the National Gas Company who were purposefully selected and theoretical saturation was achieved by semi-structured interviews with 10 people. Findings were analyzed using Strauss and Corbin coding methods at both open and axial coding levels. Finally, 15 categories, which included 50 concepts, were extracted as the main disadvantages of E-learning courses, which were obtained in three parts: process, structural and environmental.

The purpose of this research was identification of coaching ethics indicators for managers in the national gas company of Iran.The research method was the Exploratory mixed type and fundamental. The participants of the qualitative section were 12 of managers and experts of the national gas company of iran, and participants of the quantitative section were 384 people. Data collection in the qualitative section was semi-structured interview and in the quantitative section through the questionnaire which was the result of qualitative part. The qualitative data analysis was conducted using the content analysis, and quantitative data analysis was carried out using confirmatory factor analysis and AMOS software.The findings indicated the recognition of the indexes including justice, humanity, responsiveness, knowledge and rationality, serving, humility, moderation, transcendence and excellence, courage and daring as the coaching ethics of managers in the national gas company of iran.

The present qualitative study aimed to offer a model to gain sustainable competitive. Using purposive sampling, the study ran semi-structured interviews with 17 elites in Iran National Company of Petrochemical industries and other active companies in petrochemical industry. Collected data were then analyzed through directional content analysis in ATLAS.ti 8. Finally, the intended conceptual model was designed with the mediation of dimensions such as social capital, human capital, knowledge management, innovative working behavior, intellectual (relational) capital, and organizational citizenship behavior. The study indicated that to achieve sustainable competitive advantage, positive psychological capital plays a pivotal role in other capitals related to human resources. Thus, creating a data bank of positive psychological capital of staff and strategies of developing human resources can substantially contribute to a dynamic capability to gain sustainable competitive advantage.

The present study was a survey description based on the applied purpose and in terms of how to collect data. The statistical population of this study was the employees of West Azerbaijan Province Gas Company that based on stratified-random sampling and using Cochranchr('39')s formula, 105 people were selected as a sample. The data needed to analyze the relationships were collected using a questionnaire based on a five-point Likert scale whose validity was confirmed using the opinions of professors and experts and its reliability was confirmed by Cronbachchr('39')s alpha coefficient. Data analysis was performed using structural equation modeling with partial least squares approach using Smart PLS software. Findings showed that a Protein career path has a significant effect on human resource productivity both directly and indirectly through the mediation of human resources Ambidexterity. The research results in the field of diverse career paths and employee productivity will have innovations and will help managers of state-owned companies to understand the importance of diverse career paths and use it to improve individual productivity.