نشریه پژوهش های مدیریت منابع انسانی
سال سیزدهم شماره 4 (پیاپی 46، زمستان 1400)

As we are experiencing complex interactions among people's personal and professional lives today, theorists are increasingly trying to understand these relationships more deeply in order to develop theoretical knowledge. Meanwhile, organizations and administrative managers are trying to identify the preferences and needs of the employees in order to balance these two areas. The concept of work/life relations was considered aiming at designing a model that includes a two-way relationship and both negative and positive aspects of interaction between work and life. Due to the nature of knowledge work and its special requirements, this research has selected the faculty members of the Institute of Humanities and Cultural Studies as its sample. Accordingly, using semi-structured interviews with 18 faculty members, the data were collected and analyzed through qualitative method of thematic analysis and QSR NVivo software in a model consisting of four comprehensive themes, 10 organized themes and 30 basic themes. Constant mental engagement, multiplicity and diversity of work plans, overflow of negative / positive work and family attitudes, demanding family tasks, family support, and fear of caring for and improving life skills included the constituent dimensions of this model.  In addition to the negative side (the inconsistency between work and life), the positive side of this concept (enrichment of work and life) was also taken into account.

Workforce planning responds to the number of recruitments, redemptions, relocations and promotions according to different levels and the axis of the organization's strategic plans. Adopting a human resource architecture approach, we can consider different groups of employees for different jobs of the organization according to the strategy of the organization, as suggested in the categories of Stuart and Brown, the loyal soldier, simple recruited workforce, committed specialist by contraction. This study is intended to identify the dynamics of the workforce planning system under four scenarios of demand changes of basic labor force, case changes, sudden and gradual changes, and showing of the pattern of changes to identify causes. To achieve the goal of the research, the workforce planning system of a public sector company active in the production of wood products with a dynamic approach were performed in four scenarios to the design the system. The model was validated by structure validity methods, dimensional validity, comparison test with reference behavior, sensitivity analysis and limit test. Having made sure of the validity of the model, the researchers came to the result that the planning of the workforce under the conditions of at once case changes, occasional and gradual changes contain a complex process for the organization, and that its adaptation to the conditions of change is delayed. Recruitment, transfer, redemption and promotion. In this paper, the answers to these variables are presented in a specific planning horizon with the designed model. If the model is to be modified for the initial process of an organization, considerations such as changing the outcome of the delay due to the time required for conversion and upgrading should be taken into account by researchers in future studies.

Managers and the methods of their performance illustrate the intentions of the governments to achieve the promised ideals and goals. Therefore, deciding on the competencies of the righteous and praiseworthy managers, as well as selecting and developing managers on that basis, comprise an essential issue for transcendent governments. Countries such as the Islamic Republic of Iran, which follow the path of evolution and development, require righteous and competent managers to govern themselves. Accordingly, considering the need to explain the competencies of managers on the basis of local and cultural characteristics in line with the Islamic worldview, this study tries to identify the competencies required by righteous managers for managing organizations and societies from the view of the Holy Quran as its main purpose.  Using thematic analysis of the Holy Quran and methodical thinking, the researchers identified 104 sub-components of competency related to righteous managers. They were classified into 14 main competencies categorized into four general classes including: leadership competencies, spiritual competencies, mental competencies, and social competencies.

The concept of human capital implies that the qualitative characteristics of human resources (knowledge, experience, skills, abilities and other cognitive and non-cognitive characteristics) are kinds of capital that, due to their intangible nature, require a new approach of human resource management through a capitalist approach, that is, “human capital management”. This research is intended to design a model of human capital management in the public sector. This is qualitative research based on systematic grounded theory. The data are collected through in-depth semi-structured interviews with 15 academic and organizational experts of Khorasan Razawi province. The sample is selected theoretically using purposive sampling method. Based on the research findings and analysis performed through coding method in the first stage, 218 initial codes were identified. In the next stage, these codes were categorized into 39 classes, and finally 16 final codes were identified, which were grouped into six dimensions of the paradigm model (causal conditions, main category, contextual conditions, intervening conditions, actions and reactions, and consequences).

Employing qualitative research method and the research strategy of grounded theory, this study aims at designing and explaining sustainable belongings model of the new employees, which causes fewer negative effects of environmental changes and challenges and prolongs the servicing of new generation employees in the organization. Data collection is performed by semi-structured in-depth interviews with 25 new generation employees working in ICT-related business and experts in the field of employee belongings in the ICT industry. The sample is selected theoretically by snowball technique. The analysis of the collected data, according to the Strauss and Corbin paradigm model, is performed in three stages of open coding, axial coding and selective coding. The results revealed that belongings of the new generation of employees are the final consequence of their experience in the workplace. Pleasing and developing workspace (as actions and interactions) can promote the new generation’s belongings. Furthermore, efficient interaction between managers and employees (as a central category), actions and activities focusing on the expectations of new generation employees (as intervening factors) designed and implemented by the human resources units, the nature and the brand of the company (as a governing body), involve factors which affect the development of attractive and developing workspace. Organizational culture in line with the values ​​of new generation employees were identified and introduced in this study as causal conditions and the baises promoting sustainable belongings of new generation employees.

Competency based selection can be considered as a proper tool for providing the best services, achieving maximum capacity, improving responsiveness and increasing the revenue. This research is aimed at analyzing and evaluating the mentality of managers in order select human resources through competency-based method in the post-Corona era using the Q method. The research population consists of senior and middle managers of public organizations (Management and Planning Organization, Lorestan University, Department of Economy and Finance, Department of Cultural Heritage, Registration of Property Department, and Social Security Organization) in Lorestan province, from whom  24 persons were selected as the sample through purposive sampling method on the basis of the principle of adequacy. It is worth mentioning that due to the research approach, which is in the category of mixed researches, a discourse space was obtained by using 24 interviews in the qualitative part of the research, and by using their opinions and views, the sample and options of Q and, subsequently, the Q set were obtained. The obtained data in the qualitative part were analyzed in the quantitative part using SPSS software. The results indicated that high emotional intelligence, analytical and innovative thinking, digital skills, adaptability, cultural skills, active learning and cultural intelligence contain the seven mental models of managers in relation to competency-based selection of human resources in the post-Corona era.

This research aims at providing a comprehensive model of intellectual capital. This is an applied research which follows Meta-synthesis method. Having reviewed the subject precisely, and making use of meta-synthesis method the findings of qualitative and quantitative researches related to the subject were synthesized, and the present model was designed. All in all, 863 researches in the field of intellectual capital were evaluated from which 112 ones were selected and the relevant dimensions and codes were extracted and the importance and priority of each was determined through Shannon entropy method. The findings revealed that the codes reputation and picture of the organization, organizational procedures, patents, customer loyalty, employee creativity and training programs for employees were the most important factors of the three dimensions of intellectual capital. Finally, having covered all research phases, the researchers presented a comprehensive model of intellectual capital in three dimensions of human capital, structural capital and communicational capital.