International Journal of Human Capital in Urban Management
Volume:7 Issue: 1, Winter 2022

Human communities encompass significant population proportion via various strategies of livelihood around the wetlands, including urban development, municipal wastewater discharge or solid disposal, construction growth, agriculture, and fishery piers. Wetlands essentially prepare precious biodiversity and are excellently approved as valuable ecosystems; however, have been exposed to destruction and ruin. The most impressive objectives of the research are briefly to improve the wetland ecosystem by highlighting biodiversity protection approaches. In this paper, the whole socio-economic activities, besides the environmental concerns, have been probed on the Boujagh Wetland to better figure out the trade-offs with this management practice.

Overall, a conceptual integrated management model has been utilized as the framework of the study, afterward identifying hazardous factors, vulnerability, and indicator species threshold, Ecological Risk Assessment has been implemented by Tiered-ERA model; MIKE 21 simulated contaminants in the widespread aquatic area. SWOT and Quantitative Strategic Planning Matrix have been selected for strategy identification and classification, respectively. In order to illustrate sensitive habitats and other features, Geographic Information System and Remote Sensing instruments have been applied.

Results demonstrated “chemical fertilizers and pesticides of upstream farmlands” and “toxic metals of industrial wastes and boating” led to ecological hazards for organisms; in addition, nitrogen and phosphor parameters affected eutrophication, influenced due to residential effluents. Furthermore, the most sensitive ecosystems are situated on the surrounding Boujagh Wetland and Sefidrud River margin. Conservation and tourism are prioritized as key strategies and wise uses by scores 10.19 and 9.79 on the QSPM respectively.

Finally, conservation, extensive tourism, urban wastewater treatment establishment, elimination of chemical fertilizers and pesticide consumption, prevention of boating, especially military maneuvers, and landfill removal have been suggested to restore the Boujagh Wetland instead of countless unaccustomed land uses.

The impact of the COVID-19 pandemic on labor markets are extensive. One of the few labor sectors where demand has exceeded supply as a result of the impact of the pandemic is the intellectual labor market. It is explained by two factors. First, intellectual work is the engine for scientific and technological progress, which helps to overcome the crisis. And, secondly, in most cases, such employees can work at home.

The "loosened rock" method, factor analysis were used to determine the factors influencing supply and demand in the labor market before and after the COVID-19 pandemic in Ukraine. STATISTICA software (version 13.0) was used to conduct all the analyses.

The results showed that the demand on the labor market is affected by 3 factors: the number of implemented scientific-innovative developments (dispersion 65.93%), the volume of their financing (dispersion 12.19%), and the level of their legal protection (dispersion 11.13%). Supply depends as well on three factors: the potential volume of scientific developments in Ukraine (the dispersion of 48.61%), the number of employees engaged in intellectual labor (the dispersion of 24.79%), and the level of qualitative supply of executors of scientific-innovative developments (the dispersion of 14.23%). The monitoring of supply and demand in the market of intellectual labor showed that there was an excess of supply over demand (by 13%) before the pandemic COVID-19, and there was an excess of demand (by 20%) after the pandemic COVID-19.

These results can provide employers with important information to optimize the organization and planning of intellectual work, which will help to resolve the conflict between the possible consequences of the COVID-19 pandemic and scientific and technological progress, may be applicable in Ukraine and other countries.

Self-leadership is an uplifting concept in this technologically driven world.  Given the potential benefits of self-leadership and its increasing popularity, it is surprising that self-leadership is an under-researched topic. The purpose of this study was to understand the personality factors related to the use of self-leadership behaviors.

  This study analyzed data obtained from 217 respondents through an online survey. The study proposed model was tested using multiple regression to analyze individual characteristics of self-leaders and the results indicated that the model was partially supported.

The findings indicate that individual characteristics do predict self-leadership. Personality traits variables conscientiousness (beta = .32, p < .01) and openness (beta = .26, p < .05) have a significant positive relationship with self-leadership practices. Surprisingly, this study found emotional stability has no significant relationship with self-leadership behavior.

The results of this study suggested that conscientiousness is important in the development of self-leadership meta-skills possibly through self-directed self-regulation and the practice of self-leadership. This study also employed a rigorous validation technique therefore, this study was able to address some of the methodological limitations of previous studies such as common method variance by examining the proposed relationships in a longitudinal setting.

The main purpose of this study in qualitative section is to identify the factors affecting social media marketing in urban cyberspace and then in quantitative section, ranking these factors. Hence, the question has been raised as to what factors affect social media marketing in urban cyberspace?

Due to the exploratory nature of this research, it is not possible to provide an initial answer or hypothesis to the aforementioned question, and the final answer has been obtained using the theme analysis approach. In addition, based on the Analytic Network Process multi-criteria decision-making technique, the priority of the elements affecting social media marketing was discussed. In order to collect the data and get the opinions of experts, professors of the Iran Broadcasting University and senior media managers, in-depth and semi-structured interviews were conducted with 15 participants who were selected using the theoretical sampling method as well as the snowball method.

Through a reciprocal process based on the theme analysis, key concepts associated with the social media marketing in urban cyberspace were extracted and finally, 1 pervasive theme and 32 subthemes were identified and categorized within the 4 main themes including factors related to marketing, competitive, and managerial factors, as well as, factors related to the social media. Also, the results from Analytic Network Process shows the preference value (Φ) of these factors respectively include the parameters of: Marketing-related factors (Φ=0.169); Managerial (Φ= 0.163); Competitiveness (Φ=0.139); and Social media (Φ=-0.133).

Presence of media in novel communication space with its general and special audiences is   an opportunity which should not be ignored by the National Media. Compared to the commercial advertisements in various radio and Television channels, marketing in this atmosphere is likely to make less money (particularly at the early days), but such presence is highly significant. According to the results, the most important factors affecting social media marketing in urban cyberspace are Marketing-related factors, Managerial, Competitiveness and Social media factors.

Job satisfaction is important to improve the effectiveness and efficiency of bank employees. Moreover, quality of work-life and leadership’s communication ability are also required to increase their productivity.

This research was conducted to investigate the effect of leadership’s communication ability on the quality of work-life and employees job satisfaction. A quantitative approach was adopted using a survey method with the employees of the local bank in Magelang in Indonesia used as the respondents. Moreover, data were collected using a questionnaire as the research instrument and analyzed through the means of path analysis.

Leadership’s communication has a positive effect on the quality of work-life with a standardized coefficient of 0.928 and sig. 0.000 < 0.05 and this means the influence is significant by 86.11%. The quality of work-life influenced the employees’ job satisfaction, with a standardized coefficient of 0.451 and sig. 0.032< 0.05 and this means the effect is significant by 20.34%. Leadership’s communication directly influenced employees job satisfaction  with 0.460=21.16% and sig. 0.029 < 0.05 and indirectly through the intervening or mediating variable of quality of work-life by P2 x P3 (0.928 x 0.451= 0.4185 or 41.85%). Therefore, the total effect of leadership's communication on the  employees job satisfaction were found to be 0.460 + 0.4185 = 0.8785 which means the significance of the influence is 87.85%.

The results showed leadership’s communication influences the employees’ job satisfaction directly and also indirectly through the mediation of the quality of work Life. Communication was also observed to have a positive significant effect on the quality of work-life and this subsequently affected the job satisfaction of employees positively. The results of this research increase and improve the quality of leadership's communication patterns to enhance employee’s job satisfaction and quality of work-life.

Talent management is an emerging research field in human resource management which is vital for the survival and competitive advantage of the organization. Albeit many studies have been done on the component of talent management, yet so far the entrepreneurship segment has not been much considered in this field, and surprisingly an extensive model of entrepreneurial talent management in the organization has not been presented. Therefore, the purpose of this study is to present a conceptual model of entrepreneurial talent management in organizations.

The present study is conducted with a mixed and exploratory approach in order to present a management model of entrepreneurial talent in 22 Districts of the Municipality of Tehran municipality in Iran.  In the qualitative section, while reviewing the literature and research background, semi-structured in-depth interviews were conducted with 45 experts from Municipality of Tehran and university professors. In the quantitative part, the statistical population consisted of 450 managers and experts who have been working in the Municipality of Tehran from the beginning of 2019 to the end of 2020. The sample size was estimated to be 212 people according to the sampling of classified clusters through Cochran's formula, and the researcher-made questionnaire consisting of 56 items was distributed among the statistical sample according to the qualitative part. Using Amus 22 structural equation software, the data were statistically analyzed in a quantitative section to analyze the path and test the hypotheses.  

In the qualitative part, by performing the process of coding and approval of experts by fuzzy Delphi method in two stages and expert response analysis to 11 components of perceptual skills, decision making, social intelligence, change leadership, consequentialism (performance management), people management, sustainability and accountability, adherence to ethical principles, complexity, recognition and focus and 57 indicators appropriate to these components were confirmed as influential factors in the model.  In the quantitative part, the approved indicators were placed in the form of a questionnaire. Analysis of the questionnaire revealed that the complexity component, people management and decision-making with 0.64, 0.63 and 0.61 had the highest factor load and the sustainability and accountability component with 0.5 had the lowest impact on the model, respectively.

The results of this paper show that this model depends on various variables and can be considered and used in technology-based programs in talent assessment centers. The results also showed that municipal managers must create a creative environment for employees to express their ideas and participate in decision-making, and this leads to improving and changing the attitude and behavior of employees.

Technological advances and the expansion of its application in urban communities have led to extensive changes in conceptual dimensions, strategic importance and geographical concentration of urban services. Today, cities are at the highest level of need to use new methods and technologies of service. Utilizing the numerous capabilities of technology in the field of urban management also has tremendous consequences, and its development in the form of intelligent municipal services requires the proper management of human resources. With the advent of the Fourth Revolution and the development of a new paradigm called digital human resource management, various areas of the human resource management process, including human resource performance management, need to be revised and updated based on this approach. Therefore, the purpose of this study is to identify the factors affecting human resource performance management with emphasis on the digital city and the prioritization of factors in the Municipality of Tehran.

This research is applied in terms of purpose, descriptive-survey in terms of method. In order to extract the research background the library method and for data collection purposes the field method, and questionnaire tools were used. After applying the selection criteria, 10 articles were selected for information extraction. After extracting the initial indicators using Delphi technique, 10 experts were interviewed. In order to analyze the data, confirmatory factor analysis and structural equations using partial least squares method have been used. The perspective of 11 employees of Municipality of Tehran using pairwise comparison questionnaire and their aggregation (with geometric mean) and analytic technique network process were performed and factors were prioritized with Super Decisions software.

All items had a t-statistic greater than 1.96; therefore, none of the items were removed from the model and in total, all coefficients were significant at the 95% level. The relative weight of technological factor was 0.537, organizational 0.045, behavioral 0.078 and environmental 0.340 and since IR > 0.1=0.07, then there is consistency in pairwise comparisons. With the formation of a limit super matrix through software, the values of technological factors with 0.133, organizational 0.124, behavioral 0.086 and environmental 0.071, respectively, had the first to fourth priorities for human resource performance management with emphasis on the role of digital city.

According to the obtained indicators, four factors affecting the management of human resource performance including technological, organizational, behavioral, and environmental factors were obtained. Findings from network analysis among all the factors, technological factor had the most impact and organizational factor had the least impact on human resource performance management with emphasis on the role of the digital city.

The study aims to use the opinions of experts to analyze the factors involved in the financial empowerment of hotels in crises, with an emphasis on the prevalence of COVID-19 in five-star hotels.

The population consists of administrative and managers, and the sample size consisted of 384 members of the studied hotels. The questionnaire was sent to the sample members via social media, or they answered the online questionnaire. Smart PLS software was used to analyze the raw data and the research model was designed using structural equation modeling.

According to the main hypothesis, controlling coronary disease will improve the financial condition of hotels, and this hypothesis was confirmed with a coefficient of β: 0.781. As sub-hypotheses of factors of creating consistent use, consistent use change, reducing unnecessary costs, maintaining customer relationship and marketing in proportion to the coefficients of β:0.594, 0.506, 0.591, 0.623, 0.523 were confirmed as effective factors in financial empowerment. On the other hand, restricting businesses, reducing unnecessary traffic, and emphasizing social distance with coefficients of β: 0.498, 0.522, 0.618 were approved as effective factors in disease control.  

Because the specific time for the end of the Coronavirus epidemic is not known; therefore, closure is not a good solution to overcome the virus in the hotel industry. Adapting the business to the new conditions can be a good way to financially empower the hotel industry. On the other hand, observing the factors discussed in disease control in the present study can cause disease control; since disease control is ultimately directly related to the hotel's financial empowerment. Finally, it should be said that the most important achievement of the present study is to present a financial crisis management approach during its occurrence.

Global Warming is expected to induce grave effects around the world. It is predicted that many communities, mostly in the third world, experience numerous consequences because of climate change. Therefore, effective action is needed and universities play a huge role in addressing Global Warming issues and their impacts through research and innovations. Hence, assessing the extent to which African university students understand climate change and its impacts shows the extent of hope in mitigating the climate related risks. This Case study assesses how deep is the knowledge of young educated Africans on Global Warming causes and risks, how committed they are on fighting the issue and applying solutions.

A hypothesis testing and descriptive statistics models were employed to analyze a qualified data set collected through an online interview survey among young educated Africans taken from a sample of oversea students in Chinese state universities. After a consistency study, Out of 250 questionnaires received, 224 were useful data, and Cronbach’s alpha was 0.75. Participants were taken from 34 different African nationalities. All analyses were conducted using SPSS24.

The results have shown that 39% of the students are very familiar with the topic, and 33% consider it as a known issue and the participants mostly rely on social media to get information about Global Warming. Two hypotheses were tested at 95% level of confidence; the critical statistic was 41.3 against a 51.2 calculated chi square for H01: Young educated Africans don’t have significant knowledge on Global Warming causes. Similarly, a critical value of 36.4 was compared to a calculated chi-square of 40.6 for H02: Young educated Africans don’t have significant knowledge on Global Warming risks. Hence, both hypotheses were rejected. Consequently, it was deduced that young Africans students do have general knowledge on GW risks and causes, even if some deep aspects are still unclear for some. It was revealed that most of the students (81%) are ready to take actions against climate change, and some have even started to do so; besides, they mostly believe that the solutions should come from every human being at any age or background. Using these results, recommendations were given to different stakeholders. 

In Africa, where education about climate change is generally low, the findings in this study may provide all stakeholders with crucial information for better understanding of Global Warming risks and effective response plans. This study has shown that Young educated Africans report a general sense that global warming can negatively impact people’s lives, but relatively few are willing to personally get involved in the response. Therefore, there is need for practical climate change health and safety education leading to improve behaviors among the most remote communities.

Management experts believe that in order to achieve competitive advantage, Human resource management is the most important factor, because human capital according to characteristics such as: scarcity, value creation, irreplaceability and imitation, it is different from other organizational assets. Due to the importance of human resource management, this study seeks to describe the 100-year historical trend of human resource management in the world, Iran and Municipality of Tehran.

In this research, the philosophy of interpretive research, inductive research approach, historical research strategy are selected and the method of data collection is library and field with document review tools and semi-structured interviews. The historical sources studied in this research include: theoretical literature of human resources, laws and regulations of human resources in different periods of the municipality, employment regulations, strategic documents and human resources and five-year development plans of Tehran. For this purpose, non-random and purposeful sampling was performed from the research community, which includes senior managers of human resources of Municipality of Tehran, who have been in charge since 1987. In this way, 10 people were interviewed. Data analysis was performed by qualitative content analysis.

Human resource management in the world can be divided into 10 periods: before the Industrial Revolution, the Industrial Revolution, the emergence of modern companies, scientific management, social welfare movement, industrial psychology, World War I. After World War II, industrial relations divided the emergence of the field of human resource management, strategic focus on human resource management and human resource management in the era of cloud and mobile technology. The study of the historical trend of human resource management in Iran has been influenced by the employment laws of the country in 1922, 1966 and 2007 and according to it, the country is witnessing a change in human resource management from traditional (administrative and recruitment) to specialized and professional (strategic). Human resource management in Municipality of Tehran in the framework of the mission, development programs and development documents of human resources in the direction of playing administrative (recruitment, selection, promotion) and executive roles (training, development, empowerment, succession) has taken many steps and with simultaneous focus on inside and outside the organization, has moved towards urban Human resource management.

The results of the research provide important information about the historical course of Human resource management in three levels of the world, Iran and Municipality of Tehran, and by studying it, the gap between human resource management activities and measures are achieved.