نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال سیزدهم شماره 49 (تابستان 1400)

The purpose of this study was to provide a model for designing management dashboards. For this purpose, the exploratory mixed research method has been used. The statistical population of the qualitative section included 40 articles out of 452 articles related to the period 2005 to 2020, and the Meta-Synthetizing method was used to present a model with a QFD approach for designing management dashboards. In order to validate the qualitative model, the fuzzy Delphi technique was used. The statistical population at this stage was 18managers and experts in the field of management and 12 experts in the field of IT. The model consisting of 4 dimensions, 12components and 111 indicators. We used the QFD and SAW fuzzy technique, and the dashboard quality house was created in the NIOC. In this section, the statistical population of the research was 14 managers of the company and 10 IT specialists.

The aim of this comparative study was to conduct a study of personality and job satisfaction based on Career anchors and 505 people of supervisors and managers of 10 regions and the headquarters of the Iranian Gas Transmission Company were selected using non-random and available sampling method and answered the NEO, JDI and career anchor. The results showed that there was a significant difference between managers with the dominant career anchor of independence in comparison with the diversity in terms of conscientious personality traits. In addition, there was a significant difference between managers, in terms of job satisfaction between managers with the dominant job anchorage of independence in comparison with the anchors of service, diversity and management. These findings showed the importance of career anchor in organizations Therefore, in order to achieve job satisfaction and greater fit of individuals with the organization, the role of career anchors should be carefully considered.

The aim of this study was to identify and level the competency components of human resource managers based on spirituality in the workplace based on interpretive structural modeling. In order to analyze the data, interpretive structural modeling technique was used to level the factors and classify them. Participants in this study were 10 academic experts and human resources managers of the gas company in the qualitative section and 200 employees of the gas company in the quantitative section. After identifying the components, questionnaires were developed and distributed among statistical samples to determine validity and reliability.This questionnaire is of descriptive-exploratory and qualitative-quantitative type. According to the research results, 44 identified components were divided into seven factors. 21 components were related to the competence of human resource managers and 23 components were related to spirituality in the workplace. And the questionnaire index was affected by seven underlying factors, which explain more than 73% of the variability (variance) of variables.

Today, organizations comprehend that training without transfer it to the workplace is a waste of time and resources. Based on importance transfer of training in business and considering high rate of transfer failure, create more fluencies ways in order to convenient training transfer is required. The aim of this research is investigating status of project managers transfer training in oil industry based on Halton model. The research method is applied while obtaining information will be done through quantity aspect. The statistical population of the study consist of all project managers in oil industry with 60 people which 52 of them were selected by simple random sampling. For collecting the data, the questioners with 0/78 permanence has been used. collected data has been analyzed by spss software, which include of one sample test. The final result of this research has shown project managers are desired situation of second factor, ability and motivationally, but they are not in an optimum situation from environmental condition.

Agile human resource management affects individuals, groups and organizations. The purpose of this study is to design a structural model of agile human resource management in the headquarters of the Ministry of Oil with a mixed method. The statistical population is managers and human resource management experts. Data were collected through semi-structured interviews in the qualitative section and a researcher-made questionnaire in the quantitative section. Questionnaire validity and construct validity, and reliability were calculated and confirmed using Cronbachchr('39')s alpha. The model was designed based on theme analysis in the framework of grounded theory in 5 dimensions with 226 indicators, 50 sub-categories and 20 main categories and was tested as a structural equation model with partial least squares method in PLS software. Findings showed that causal factors affect human resource management agility; Also, underlying, intervening, and pivotal factors influence strategies, and strategies influence outcomes.

The purpose of this study was to explain the multilevel relationships of job motivation antecedents. The method of the present study was descriptive-correlation. Due to the multilevel nature of this research, its statistical population was examined at both organizational and individual levels. At the organizational level, twenty petrochemical companies located in Mahshahr Special Economic Zone were selected by census method, and at the individual level, the statistical population of the study was 17,000 employees of the mentioned companies, of which 384 were selected as a sample. SPSS  24, SMART PLS 3 and HLM software were used for data analysis. The results showed that at the individual level, psychological capital had a positive and significant effect on psychological health and job motivation. In addition, psychological health showed a positive and significant effect on job motivation. In addition, the mediating role of psychological health in the relationship between psychological capital and job motivation was confirmed. Moreover, the results of analysis at the organizational level showed that commitment-based human resource management had a positive and significant effect on psychological capital and job motivation, but the effect of commitment-based human resource management on psychological health in the study population was not confirmed.

The main purpose of this study is to design a model for talent identification and training of managers in the National Iranian Petroleum Products Distribution Company. This study was conducted based on two approaches, quantitative and qualitative.The results of the Delphi method show that proposed a total of 3 dimensions and 9 components for talent identification and training of managers in the public sector and  the results of research from the quantitative sector show that the identification and acquisition of talent (job component, organizational component and individual component) has an effect on talent identification and development of managers in the public sector. Also, the development and use of talent (career path management, interactive communication and staff training) has an impact on talent identification and training of managers. Finally, talent retention (managerial and leadership component, cultural and organizational component and motivational component) has an impact on talent identification and managerial training.

The purpose of this study is to identify and prioritize the factors affecting the success of strategic human resource management in the Isfahan Petroleum Products Distribution Companies. The present study is an applied development in terms of cross-sectional time and was conducted in a mixed manner. The statistical population of the study was the managers of three oil companies in the city of Isfahan, which was determined from among 10 managers using targeted sampling method. In the qualitative part, the theme analysis was used to codify and identify the factors of theme analysis and to quantify the factors in the quantitative part. The results showed that the factors affecting the strategic management of human resources include 6 general themes of quality development of human resources, strategic plan implementation team, strategies and strategies of the organization, managerschr('39') awareness, employee participation, and application of new technology in human resources. Using DEMATEL method, it was found that managerschr('39') knowledge is the most influential factor on other factors and strategies and strategies of the organization is the most influential factor among other factors. Finally, three oil companies in Isfahan were ranked with the QUALIFLEX technique.

The purpose of this study is to review the literature related to the organizational values ​​model with emphasis on talent management, and the study of this research is the "National Iranian Gas Company". To extract the basic components, two methods of studying the extensive library and Delphi technique were used using 15 academic and corporate experts. The experts were selected by purposive judgmental sampling. Finally, 45 components were categorized into 6 dimensions: individual values, professional ethics, organizational, group, spiritual, psychological and social. Kendallchr('39')s coordination coefficient was 0.804, indicating a strong consensus among the panel of experts. This research showed; Paying attention to the values ​​of talents and institutionalizing important values ​​in their view, such as challenging work, continuous learning, maintaining self-esteem, giving them independence and freedom, etc., should be among the priorities of the National Iranian Gas Company.

The aim of this study was to design a model for empowering managers in the banking industry based on a mixed study with a descriptive-exploratory approach. The statistical population of the study included academic experts as well as senior managers of the Central Bank (such as board members, managers, heads of departments and senior experts in the central bank). The statistical sample up to the theoretical saturation stage of the data was selected by 15 people in a purposeful judgment method. Data collection tools in this study include a semi-structured interview and a basic expert questionnaire that the validity of the measurement tools was confirmed by the content method and the reliability of the interview was confirmed by the open test method. Data analysis was performed in the qualitative part by thematic analysis method and in the quantitative part by soft structural-interpretive modeling (ISM) method. The results of content analysis led to the identification of themes and categories related to the empowerment of managers in the banking industry. Also in the second part, based on the identified themes and categories and using soft structural-interpretive modeling method, a model for empowering managers in the banking industry was designed, which was presented at five levels and includes major categories such as "structural enablers", "Are "managerial empowerments", "knowledge empowerments", "motivational empow-erments", "empowering actors", "psychological empowerment", "behavioral empowerment", and "behavioral consequences".

Agility enables today’s agencies to compete with other agencies and also makes today’s agencies adapt themselves with the changes and respond rapidly. Therefore, agility is among the main factors of today’s agencies success and survival. Nowadays, innovation agility and agile innovative organizations have been included into the plans of many organizations senior managers. However, factors effective on innovation agility have been less investigated in many educational organizations such as Ministry of Education in Iran. The present study aims at responding to this necessity; therefore, the current study has been conducted aiming at identifying effective factors on innovation agility in educational organizations and presetting structural interpretational model. Therefore, purposeful sampling has been done in the Ministry of Education statistical population and the samples selected in snowball sampling technique. The results of identifying concepts showed that innovation agility model in the Ministry of Education had 79 concepts. In addition, the results of identifying minor concepts showed that this model had 8 minor concepts which had been divided into 3 major concepts. Capabilities was among the major concepts. This major concept included two minor concepts of personal characteristics and cultural factors. The next concept was background factors. This major concept included two minor concepts of human sources and environmental factors. The third concept was facilitating factors. This major factor included four minor concepts of structural factors, strategic factors, organizational factors and management factors.

 The purpose of this research was the influence of the destructive leadership on health of employees with the mediating role of independence and self-efficacy. The statistical population of  this study has included 370 of personal of one of the refineries of South Pars Gas Complex where 171 are chosen through simple random sampling by limited statistical population. The collected data are analyzed by structural equation modeling method with the approach of the minimum partial squares. The result shows that the destructive leadership has meaningful and negative influences on the health of employees, independence and the self-efficacy. Independence and self-efficacy have meaningful and positive effect on personal health. Independence as well as the self- efficacy of the employees mediate the relations between destructive leadership and health.

The present study aims to identify the role of human resources in the successful establishment of business intelligence in the Iranian oil industry using a qualitative method. The data collection method was semi-structured text review and interview. The proposed indicators were taken from business intelligence and literature establishment models. The sampling method was purposeful and included interviews with 10 managers and senior experts of information and communication technology departments of companies affiliated to the Ministry of Petroleum. Texts and interviews coded with MAXQDA software using inductive method. The analysis of the findings consisted of 10 categories related to the organizationchr('39')s internal resources and perception of innovation and successful establishment of business intelligence, based on common codes between the research literature and the opinion of experts. Using Friedman test, it was found that the most important factor in accepting business intelligence in the oil industry was human resources.