نشریه توانمندسازی سرمایه انسانی
سال چهارم شماره 2 (پیاپی 13، تابستان 1400)

In recent years, many efforts have been made to design a performance management model in governmental and quasi-governmental organizations and enterprises. Despite these measures, many organizations still have little productivity, because there is no efficient and effective model that can manage performance in a principled way and in the direction of improving the organization. The purpose of this study is to introduce a model which would provide a suitable platform for innovation and its growth in the organization. In other words, it shows how the organization can improve its performance management by using innovation and dynamic capabilities. In this study, the research questionnaire was developed by consulting experts and using CVI and CVR indicators, the content validity of the questionnaire questions was reviewed and confirmed. Then, 380 questionnaires were distributed among Statistical population (managers and employees of Pars Special Economic Energy Zone Organization), of which 292 were answered and returned. The collected data were analyzed using SmartPLS software and structural equation modeling (SEM) technique, along with confirmatory factor analysis. Based on the findings of statistical analysis, it was found that all three dimensions of dynamic capabilities (perception, acquisition and change) have a positive and significant effect on performance management. Regarding the innovation variable, all three dimensions of innovation (product innovation, process innovation and structural innovation) have a positive and significant effect on performance management.

The aim of this study was to design an interpretive structural model of talent management in the country's electricity industry. Therefore, this research is based on the purpose of development-applied type and based on the method, descriptive-correlation. The present research is based on the purpose of development-applied type and based on the method, descriptive-correlation. The research team consists of 10 theoretical and experimental experts who have been selected by purposeful method and snowball technique. For this purpose, in the first step, the constituent elements of the talent management model were identified from the theoretical literature (by systematic review method) and interviews with experts (content analysis). The output of this step was to identify 36 components in the form of six main dimensions. In the next step, in order to establish the relationship and sequence between the dimensions and present their structural model, the interpretive structural modeling method was used. In this method, based on the opinions of experts and analyzes, the talent management model was calculated. The results indicate that the dimensions of talent acquisition, talent development, talent retention, talent discovery and development of internal capacities of individuals were in the first level and talent assessment were in the second level.

The main objective of this study was to Predicting Empowerment of Female employees of the Ministry of Sport and Youth Based on Glass Ceiling and Organizational Justice. The statistical sampling of research consists of 170 female Employees of Ministry of Sport and Youth. The data collection instrument involved Glass Ceiling questionnaire (Ahmadi,1394), Employees Empowerment questionnaire (Spreitzer,1992), Organizational Justice questionnaire (Niehoff and Moorman, 1993) and Psychological Capital questionnaire (Luthans, 2007). The reliability of questionnaires was obtained as 0.78, 0.80, 0.70 and 0.71 respectively. Then, one sample T-Test was used to compare the means, Discriminant Correlation Coefficient to examine the relationships between variables in terms of the moderating role of organizational justice and Multiple Regression to predict and explain the empowerment variable. The results indicated that glass ceiling and organizational justice can predict women’s levels of empowerment strongly. This means that a unit of standard deviation increase in glass ceiling reduced the standard deviation of empowerment variable to -0.23. Also, a unit of standard deviation increase in organizational justice led to a 0.79 increase in standard deviation of empowerment variable.It is recommended that the Ministry of Sport and Youth take positive measures to support Employees to improve their self-confidence and self-esteem so that they can break Glass Ceiling to increase their empowerment.

Ports always play a strategic role in the development of a country's domestic and international trade, whether it is developing or developed. Ports as a base of maritime trade have changed a lot in recent decades, but in line with these changes, the Ports and Maritime Organization, as the main custodian of port and maritime policy, must adapt quickly, and this adaptation and the process of change in the next generations of ports of the country should lead to good governance in the management of port affairs.The evolutionary process of port governance shows that a single version can not be used for governance reforms in all ports of the world, so in this study we try to examine the factors affecting good governance at the organizational level. The present study is a descriptive-survey research in terms of applied purpose and based on its nature and method. In this study, we first identify the factors affecting good governance by examining past literature studies in a hybrid manner and then examine the components by surveying experts using the Fuzzy Delphi method and finally to show the causal reasoning between the components of the technique. Fuzzy Cognitive Mapping is used. Findings indicate that the components of Equal rights and Equity, Responsiveness & Accountability, Defining Outcomes have the highest degree of centrality, respectively, and this indicates the importance of the above components compared to other components of good governance in the Ports and Maritime Organization.

The concept of supply chain sustainability as a new and very influential discussion has recently attracted the attention of researchers in the field of supply chain management. This concept is of particular importance in the oil and gas industry due to its nature and the risks and risks of sustainability related to this industry, especially environmental hazards. In this regard, in this study we seek to explain the model of sustainable supply chain evaluation based on the structural equation model. The statistical population of the study is all companies active in the oil and gas industry, of which 252 companies were selected as a sample by available sampling method and finally 240 questionnaires were returned by acceptable method. The results of testing the hypotheses of this study using structural equations and LISREL software, indicated that the variables of external factors, commitment to sustainability and management readiness affect sustainable supply chain management in the oil and gas industry, also considering the analysis of the results The impact of these factors has also been compared, which could be a new achievement in the country's oil and gas industry.

The purpose of this study is to present a model of human resource flexibility enablers in Bank Saderat Iran .Human resource flexibility emphasizes the multiple talents of individuals through changes in their expertise, behavior, and learning .This research is a mixed research that has been done in two phases, qualitative and quantitative . In the qualitative part, the phenomenological approach was used and in the quantitative part, the validation approach was used. The statistical population of the study is banking system experts and management experts and employees of Bank Saderat Iran. Structural equations, confirmatory factor analysis were used to fit the model using LISREL, Amos and SPSS software .Findings showed that the ranking order of the 6 identified dimensions of employee flexibility enablers are: training and development, organizational structure, managerial attitude, employee retention and organizational climate. The results of fitting indices of the general structural model of the research have been confirmed.