نشریه مطالعات راهبردی در صنعت نفت و انرژی
سال سیزدهم شماره 50 (پاییز 1400)

This article identifies the most important barriers that have led to the lack of Combined heat and power (CHP) in Iran in comparison with the national plans. In present study, a model for policy analyzing of combined heat and power technologies on the basis of integrating the two approaches of technological innovation system and multi-level perspective which has been provided. The barriers of CHP development, were extracted through semi-structured interviews and focus groups and then by sending a questionnaire to 161 experts and with the method of structural equation modeling and factor analysis, the validity and reliability of identified barriers as well as the hypotheses of the conceptual model of the research were confirmed.The results show that the social, cultural, and macro-economic factors play a more important role compared to technological factors. According to the framework developed, corresponding to the priority of extracted barriers, in order to extract the proposed policies, a focus group meeting was held and based on the content analysis method, 11 policies were proposed to overcome the most important barriers.

The complex and ambiguous nature of innovative activities has forced organizations to think beyond their conventional boundaries. In this regard, inter-organizational projects are carried out with the aim of developing complex technological systems, changing organizational routines and developing capabilities. Designing and implementing inter-organizational projects creates many inter-organizational challenges and tensions. Appropriate response to these challenges requires determining the milestones, goals and adaptation of the project to the environment through the boundary-spanning mechanism. Although boundary-spanning research has expanded significantly recently, studies show that there are a few Iranian review studies that discusses boundary-spanning, and at the international level, after several decades of the formation of the boundary-spanning literature, there are a few review studies that explore the boundary-spanning phenomena focusing on the inter-organizational projects. Using qualitative meta-synthesis method, this study identifies the main elements and components of boundary-spanning literature and presents a theoretical framework in this field as well as gaps in the literature and the direction of future research. In this research, the concept of boundary, definitions, activities, levels and structure of boundary-spanning and boundary objects are described. Findings from this study show that boundary-spanning research is moving towards the areas of innovation management, collaboration management and knowledge management.

The aim of this study is designing the integrated framework of strategic planning and policy making in upstream oil and gas drilling sector. In this regard variety of‌‌‌‌‌‌‌‌‌ robust strategies were designed using SWOT matrix and in order to weighting and prioritizeing decision options, all effective factors and parameters were extracted and explained using Delphi technique and pairwise comparison questionnaires. PROMETHEE and ANP decision-making techniques have been used to prioritize strategies. In order to screen and perform pairwise comparisons of indicators, 51 questionnaires obtained by snowball sampling method were used and the validity and reliability of the questionnaires were assessed.The results show that the strategy of maximizing the efficiency of drilling operations and human resources in the North Drilling Company is the most important among other strategies.

This study aimed to find the factors affecting green innovation performance (GIP). Utilizing an applied deductive approach with a cross-sectional descriptive-correlational design, this study was conducted on a statistical population consisting of all employees at Borzouyeh Petrochemical Company (BPC), Bushehr Province, Iran (n=340), of whom 180 individuals were selected as the statistical sample using the Krejcie and Morgan Table, and were then randomly assigned to complete the questionnaires on knowledge absorptive capacity (KAP, Minbaeva et al., 2010, 2003), KAP developed by Lichtenthaler (2009), GIP (Chen et al., 2006), unlearning measurement designed by Becker (2008), and relationship learning (Selnes & Sallis, 2003). The Cronbach’s alpha coefficient for all questionnaires was also greater than 0.7. Moreover, the face and content validity of the given scales were established based on expert opinions, and the construct validity was confirmed via factor analysis. Data analysis was further fulfilled using the SPSS-22 and SmartPLS-3 software as well as structural equation modeling (SEM). The study findings validated the fit of the analytical model and approved the research hypotheses. The results correspondingly highlighted the importance of KAP to develop the GIP process to create a competitive advantage since it could improve organizational performance against competitors, and unlearning could aid the organization to develop new skills to adapt, through changing constantly according to new environmental needs, and learn to communicate by information exchange/sharing to boost GIP

The purpose of this article is to analyze the dimensions of knowledge development of employees of Iranian oil companies during the embargo. The research method is exploratory and the statistical population is in the qualitative part of 40 senior managers of the National Iranian Oil Company and in the quantitative part, elites and scientific and executive researchers and employees of 1300 people. In the qualitative part, in-depth sampling was conducted with experts using purposive sampling method to achieve theoretical saturation, and in the quantitative part to measure the model, a researcher-made questionnaire with simple random sampling method was distributed among 480 samples. The validity of the questionnaire was confirmed by confirmatory factor analysis. Qualitative data were analyzed by content analysis method and quantitative data were analyzed by structural equation modeling and confirmatory factor analysis using SPSS and AMOS software. The results of the qualitative section showed that the knowledge development model of employees in Pars Oil Company has three dimensions and 14 components in terms of knowledge process capability (knowledge application, knowledge transfer, knowledge integration, knowledge production), human resource strategies (recruitment, human resource development). Employee performance, service compensation, labor relations) and knowledge assets (human capital, structural capital, innovation capital, social capital, process capital

The aim of this study was to present and validate the model of outsourcing human resource functions.‌‌ The present study is a type of developmental study that was conducted by combined (qualitative-quantitative) method. In the qualitative part, using the content analysis method, the conceptual model was identified and in the next step, using a researcher-made questionnaire, it was validated. In the qualitative section, from among the works related to human resource outsourcing, 81 works were selected as a sample. In the quantitative part, the statistical population included experts and experts of human resources of the National Iranian Oil Company that 52 people were selected as a sample. The results showed that the outsourcing model of human resource functions has three main dimensions including contextual factors, processes and results. Among the innovations of this research, it can be referred to combine different dimensions of outsourcing human resource practices in a comprehensive.

The human resources system is a source of advantage in organizations that these resources must be continuously evaluated to become a real source of advantage. The aim of this study was to identify a model for evaluating the human resource management system with a strategic approach for petrochemical companies. In terms of purpose, this research is applied in terms of qualitative data and in terms of field implementation process. The statistical population includes experts in the field of human resources. Using purposive sampling method, 20 experts were selected by snowball method and the dimensions and components of the evaluation model of the human resources management system were identified in three stages. Data from Delphi implementation were analyzed by Kendall agreement statistical test method. As a result of Delphi implementation, four dimensions and 28 components were identified in order to evaluate the human resource management system with a strategic approach.

Green human resource management (GHRM) is a key element of sustainable development. The goal of this study was to design a green human resource management model in Iranian government organizations. The statistical population of this research was headquarter of the Iranian Oil Ministry. The research was a developmental study with hybrid methodology. The method of data collection was inductive-deductive. The questionnaire was answered by 20 experts who were selected by purposive sampling. 11 dimensions and 28 components were approved. Validity and reliability of the designed questionnaire was assessed using factor analysis and Cronbach's alpha test, respectively. Furthermore, 28 components and 84 indices were confirmed by first and second order factor analysis test; and 11 dimensions were examined by confirmatory factor analysis. The results showed that four organizational, four motivational and three individual dimensions were approved in designing the GHRM model. Green recruitment and selection was the most important practice in the GHRM model.

The purpose of study is to present the educational needs assessment model of Abadan Oil Refining Company with the approach of realizing the organization's strategies. The research is of applied type and in terms of combined method. The study population includes experts of Abadan Oil Refining Company. Using purposive sampling, the Delphi panel consisting of 15 people was formed. Then, by designing an open Delphi questionnaire and confirming the validity and reliability, six main factors were identified at the end of the second Delphi round. Finally, After prioritization, six main factors including infrastructure, environmental, managerial, behavioral, structural, functional and 33 indicators with appropriate reliability coefficient were identified. In a quantitative step, using Cochran's formula, 384 senior managers were selected based on simple random sampling. Then, using PLS statistical software, the educational needs assessment model of Abadan Oil Refining Company was extracted with the approach of realizing the strategies of the organization.

The purpose of this research is to design a model system for upgrade the productivity of human resources in the NIOC. This research, in terms of philosophical foundations of research in the paradigm of interpretiveness, from the perspective of purpose is part of exploratory research and the method of performing the work qualitatively; From the research strategy of data foundation theorizing with a systematic approach and by conducting semi-structured interviews, the necessary data have been collected and open, pivotal and selective coding has been done.‌ The statistical population of the study is the human resources managers of NIOC.‌ To evaluate the validity of the qualitative findings, the peer review strategy and the validation strategy were used by the members and for the reliability of the interview; the two-coder agreement method was used by calculating the percentage of agreement.‌ The research results show the extraction of 36 sub-categories and 13 main categories.

This research investigated the effect of rejection in the workplace on employees' performance considering the moderating role of spouse support in the relationship between rejection, physical strength, and emotional energy. This research is condidered an applied research based on the purpose and in terms of data collection is categorized in the field of descriptive-causal survey studies. The statistical population was included all employees of Tehran Oil Refining Company out of which 285 people were chosen as a research sample using a simple image sampling method and Cochran's formula. The research data was collected using the library method and literature review and research background and also a questionnaire. The validity of the questionnaire was confirmed using convergent and divergent validity coefficients and reliability by using Cronbach's alpha coefficient and composite reliability. Data analysis was performed using structural equivalence modeling to help Smart-PLS software. The results showed that the rejection in the workplace affects job performance through physical strength and emotional energy. Spouse support can also mitigate the effect of workplace rejection on emotional energy, but can not reduce the negative effects of workplace rejection on employees' physical strength.

This study is practical and its purpose was to present a model based on examining the relationships between three variables: employee performance indicators, human error and employee evaluation methods, respecting the mediating role of methods in the oil refining industry. 281of 1050 official employees of the refining industry were selected by Morgn table for main model and 140 of 220 employees for the validation sample by random sampling. Data were collected using three researcher-made questionnaires as survey. Their validity was assessed by experts and reliability was measured by Cronbach's alpha and peer model. The data were analyzed by structural equations method using SPSS and LISREL softwares. The findings of the original and peer model show that with an error level of 0.05, the relationship between all three variables of performance indicators and methods and errors is significant and evaluation methods mediate between performance indicators and human errors with indirect coefficient.