فصلنامه مطالعات منابع انسانی
پیاپی 42 (زمستان 1400)

Knowledge-based organizations emphasize certain competencies to achieve goals because the competency model of employees is different for the levels of occupations. Accordingly, the present study was conducted with the aim of designing a professional competencies model for knowledge workers in knowledge-based organizations.

This research is applied in terms of purpose and exploratory mixed research in terms of data type. Participants of the qualitative section consist of 12 experts of knowledge-based organizations that were selected by non-probabilistic purposeful sampling method. The data of this section were collected through semi-structured interviews and analyzed by thematic analysis. The statistical population of the quantitative part was 330 knowledge workers of knowledge-based organizations, among which 178 persons were selected by simple random sampling method. The data of this section was collected through a researcher-made questionnaire and analyzed using structural equation modeling.

The professional competencies model was structured in five main categories and 20 categories and 78 sub-categories including: 1. Knowledge (knowledge update, professional knowledge, environmental awareness, and knowledge management); 2. Skill (social, managerial, problem solving, negotiation, and marketing skills); 3. Ability (educational, intellectual, modeling, business counseling, and new product development ability); 4. Characteristics (self-efficacy, commitment, work ethics, and research spirit); 5. Attitude (entrepreneurship and foresight). The second-order confirmatory factor analysis indicates the significant relationship between indicators, components, and dimensions of competency model.

The professional competencies development of knowledge workers can prevent waste of time, energy, and resources of knowledge-based organizations. It also can make deep reviewing in employment criteria, staff selection, and composition of development and reform programs.

The happiness of man and society depends on one’s making the right decisions, therefore every school that wants to contribute to human’s happiness should teach him how to make the right decisions. The Qur’an is the book of guidance; its lessons are comprehensive for human happiness. Thus, the present study identifies the barriers to making the right decisions and the solutions to overcome them through the Qur’anic guidelines.

In this qualitative research, the most important Qur’anic implications concerning the barriers to decision-making were identified through the Thematic Contemplation method in the Qur’an, and the validity was assessed using the expert panel method. In addition, to have a better analysis and understanding of the findings, concerning the social network analysis method, the UCINET and the NetDraw software were used.

In this paper, the barriers can be distinguished in the form of two categories: internal (individual) and external (environmental) barriers. The barriers such as doubt, fear, selfishness, following Nafs (An-Nafs al-Ammārah), ignorance, superficiality, haste, stubbornness and worldliness are considered as internal barriers, and the ones such as the Devil, being blamed and ridiculed, facing force, hypocrisy, and threat from those in power are considered as external barriers. Meanwhile, the need for eliminating the conflict among the statements concerning the right decision-making has been emphasized. Besides, using the social network analysis method, it was found that ignorance is one of the most important barriers to making the right decision.

When the managers correctly understand the internal and external barriers to decision-making, they can increase the credibility of their decisions through strengthening attributes such as faith in God, the belief in the resurrection, divine piety, justice orientation, specialized knowledge, patience and hope for God's mercy as well as reasoning and avoiding selfishness.

Due to the epidemic of Corona virus and creating challenges in the world, organizations have also changed, and accepting remote-working is one of the most important challenges facing employees. The purpose of this study is to investigate the lived experience of employees during the existence of this pervasive disease.

This study is qualitative research with an exploratory goal   adopting a phenomenological approach. The study population included employees affected by the outbreak of the Covid 19 pandemic and its consequences such as social distancing, who were required to do most of their work through remote-working. 47 members of the study population were interviewed using purposive sampling.

The research results were classified into three main themes and ten sub-themes. The main themes of the research are individual factors, family factors, and organizational factors. The individual-level includes physical and mental injuries, psychological and social changes, and learning and personal development. The family level also   contains opportunities to improve family relationships, family challenges, and financial resilience. Remote-working infrastructure, job perceptions, remote-working management, and attitude/needs new work were also addressed to the organizational level.

Due to the emergence of corona epidemics, the study of its consequences in the field of remote-working is also in the early stages of development; however, the extracted factors affect the activities of employees, and it is necessary to pay attention to them to promote the activities of employees.

In the current era, due to the intense competition of organizations to attract qualified and talented people, organizations try to empower their human resources. Therefore, organizations pay special attention to their training process and development to overcome this issue. As a result, the aim of this study was to identify and prioritize the effective criteria in outsourcing the human resources training process and selecting the best educational institution.

This research is applied in terms of purpose and quantitative in terms of method. In the first step, the effective criteria on the selection of the educational institution were identified by studying the theoretical and experimental literature as well as consulting the experts. Then, the four selected educational institutions were ranked by using Marcos' multi-criteria decision making technique. In this regard, statistical population of the research consisted of managers and experts of the human resources unit of Saba Electricity, Energy Company, and its subsidiaries. Six managers and experts were selected as sample members by purposeful judgmental sampling method.

Research results show that among the studied dimensions, the "benefits" dimension has the highest weight, and "A2" institute has obtained the highest score among the educational institutions. Also, from another perspective, the use of Marcos multi-criteria decision making technique in the field of human resource management is one of the most important achievements of this research.

Senior managers and human resource managers of companies of Saba Electricity and Energy Holding to achieve their long-term and short-term goals should pay special attention to various aspects of outsourcing the human resources training process. In this regard, paying attention to the dimension of benefits is of special importance. For outsourcing the training process, decision-making techniques offer a better choice.

Nowadays, being and moving in the direction of digital transformation in organizations has become a fundamental requirement, which requires rethinking the content of organizational culture. Since Asan-pardakht Company is a technology-oriented company and is familiar with digital transformations in organizational processes, the people working of human resources department of Asan-pardakht Company were examined as the research community in identifying digital cultural contexts.

This research has been done using qualitative approach and theme analysis method to analyze the data. Participants of the study were selected through purposive sampling method, which involved 12 individuals working in Asan-pardakht Company, including the deputy manager of human resources, human resources experts, and its employees.

According to the research findings, five main categories including accompaniment context, functional context, processal context, systemic context, and maintenance context, have been identified as the main cultural contexts in order to digitalize the processes of human resource management. Qualitative research indicators were used to assess the study credibility, transferability, dependability, and confirmability which were confirmed.

The results of this study showed that organizational culture, as one of the main infrastructures of digital transformations, has an adaptive and facilitating role in the optimal combination of human resources and technological resources of the organization. Digital Organizational culture, by integrating the attitudes, mindsets and performance of employees in accepting technological changes and using new systems, makes it possible to effectively align them to digital transformations.

In today's society, one of the main duties of the university should be to train responsible citizens who not only feel self-worth but also consider themselves members of society. In addition, these citizens should not only face and solve problematic situations but also be able to take on various responsibilities in society and have high social participation. Accordingly, the purpose of this study is to examine the role of the university in educating a responsible citizen and to provide effective solutions.

This research is applied in terms of purpose and has been done using a qualitative approach and content analysis. Participants of this study are university administrators, professors, experts, and specialists (employees of universities, related institutions and organizations) with a doctoral degree and at least 15 years of service. For sampling, the snowball targeted method has been used to the extent of theoretical saturation.

The analysis of the information collected in the interviews using open and axial coding indicates that the most important fundamental harms in reducing the effectiveness of the administrators of the universities of the Islamic Republic of Iran in educating responsible citizens include: the uncontrolled spread of quantitativeism in the development of universities and the weakness of quality, the weak relationship among academia, society, and industry, and the wrong system of promoting professors. Besides, the most important and effective ways to achieve this goal include: rethinking institutional values of university, establishing educational sites in the city with the help of other social institutions (municipality), reviewing the functions of higher education by specialists and experts in educational sciences.

Applying strategies to improve the role of the university in educating responsible citizens can provide the ground for sustainable development in country by producing and promoting sustainable order and strengthening, deepening, and developing the values ​​of democracy in society.

Today, the expansion of the knowledge-based economy paradigm has doubled the need to promote the organization's learning capacity to achieve superior strategic performance. Based on previous studies, it seems that although organizational learning capacity is related to organizational performance, its impact on performance is not direct. Learning capacity, due to the tendency to acquire, use, share and ultimately disseminate knowledge, stimulates employees' innovation capabilities. On the other hand, organizational learning capacity, due to the encouragement of collective learning, is one of the main drivers of the development of electronic human resources in order to automate, improve, and accelerate communication and performance processes. Thus, this study, based on the definition of the problem and the literature, seeks to investigate the mediating role of electronic human resource development and employee innovation capabilities in the impact of organizational learning capacity on the strategic performance of the organization.

The statistical population includes employees of Iran’s Ministry of Communications Information Technology, from which 162 persons have been selected by available random sampling. The data collection instrument is a questionnaire, and data analysis has been done through modeling structural equations using the least squares method (PLS).

In this study, the direct, indirect, and total learning capacity effects on strategic performance have been explored. The results show that in relation between learning capacity and strategic performance, the indirect effect is stronger than the direct effect, which means that the variables of electronic human resource development and employee innovation capabilities mediate the effect of learning capacity on strategic performance.

In order to use of the organizational learning capacity effectively and improve strategic performance of organization, managers need to pay attention to the development of electronic human resources as well as improve the innovation capabilities of employees. In this regard, in the present study in the field of electronic human resource development as well as employees’ innovation capabilities, some management solutions have been proposed.

Today, the classical structures and approaches of organization and management have often lost their effectiveness in the face of increasing environmental changes, and organizations are forced to abandon and forget these traditional approaches. The purpose of this study is to identify the antecedents and consequences of purposeful organizational forgetfulness using a meta-analysis approach.

The present study is developmental in terms of purpose and descriptive regarding method. The study population consists of scientific articles and master’s theses in the field of targeted organizational forgetting from 2011 to 2020, from which 45 cases were entered through meta-analysis process with a non- random purposive sampling method. The selected studies were analyzed using CMA2 software. The reliability of the research includes the reliability of identification that was obtained through the agreement of the referees in selecting and categorizing the researches, the reliability of coding was achieved through the agreement of the referees on the use of specific concepts for coding variables, and the reliability of significant level and effect size was gained through an agreement in measuring the effect size between the two meta- analysts.

Findings suggested that the variables of information technology, organizational learning, knowledge management, organizational intelligence, transformational leadership and servant leadership have the highest impact factor among the antecedents, and variables of organizational change, staff empowerment, knowledge management, organizational learning, organizational agility and organizational performance have the highest impact factor among the consequences of targeted organizational forgetfulness.

By using the antecedents identified in the present study, organizations can take steps to break the dependence on their outdated habits, structure, knowledge and technology, and be ready to accept changes and new approaches in the field of organization.