فصلنامه علوم مدیریت ایران
پیاپی 63 (پاییز 1400)

Online customer feedback plays a fundamental role in the purchasing decision-making process. It profoundly affects people's opinions and attitudes. The purpose of this study is to investigate the effect of one of the most important decision-making tools in the context of social business, namely customer advice by controlling other effective factors such as brand reputation, on the sales performance of empirical products. In this study, the book product selected as a unit of analysis and the sales rank of 162 of such a product in one year with 67,817 opinions from buyers and ordinary users of this product collected from the Amazon online store and analyzed using the regression method. The longitudinal data was analyzed by  functional regression. The evaluation of the cumulative effect of the recorded opinions on the sales rank of products in one year evaluated and recognized as the historical effect of the relevant variables in the functional regression model. Findings indicated that customer recommendations and their feedback on other product buyers significantly influenced product sales rankings. The cumulative effect of the opinions of regular users at the end of the review period on sales rank was evident, while the cumulative influence of the approved buyers' viewpoints during the review period had a nonlinear curve. Therefore, such an effect weighs more in the middle of the review period. In this study, compared to the regular users, the opinions of approved buyers had a 60 percent greater impact on product sales rankings.

The purpose of this study is to  understand  the employees lived experiences of workspace. Employees experiences refer to any perception, sense, understanding and interpreting of the workspace (physical, cultural and technological). Understanding the employees lived experiences plays a main role in aligning organizational efforts with employees values. We took up this study in order to expose the importance of employees experiences at workspace and shed light on previous studies that have been done on understanding humane lived experiences as well. The research focuses on two questions: what are the employees’ lived experiences? and how they interpret those experiences? We used the Dickelman’s phenomenological approach in this study. We interviewed 16 employees and middle managers who hold BA and BS degrees and worked at a telecom organization. Findings show that: employees experiences and interpretation at their workspace can be expressed in 6 main themes: “precaution”, “strait”, “inefficiency”, “belonging”, “discouragement” and “lagging behind of personal life”. These main themes included 22 subthemes which clarify and interpret the employees experiences in details.

Over the past few decades, researchers have shown that trust have many positive consequences at the individual, group, and organizational levels. Also, throughout the literature writers, have acknowledged that trust could be fragile. Creating trust at each of these levels could be obtained by appropriate interactions. But repairing broken trust is a different and more complex issue that has attracted the attention of researchers and human resources experts since the early 1990s. The purpose of this study is to systematically review the literature in the field of trust repair to compare research in this area, extract various strategies and mechanisms of trust repair, identify research gaps and provide suggestions in this area. For this purpose, we used a systematic literature review to carry on this study. We searched articles and studies related to the issue of repairing trust that have been published in English language journals in a period between  the year 2000 and 2020.. The results of the research present the achievements in the area of trust repairing at individual, group and organizational levels. Finally, several points for further research in this field have been suggested..

Despite the importance of Human Resource Management in project-oriented organizations, there are not adequate studies in this field. As a qualitative study, the purpose of this research is firstly to diagnose the status of performance management and compensation system in Niroo Research Institute. Secondly, this study aims to suggest mechanisms to implement a pay for performance system. The population of this study is researchers and employees working directly in projects. We used a purposive sampling method and collected data through a semi-structured interviews. Besides the interview, we examined the organizational documents pertinent to performance appraisal. Moreover, to increase the research validity, the opinions of experts were also taken into account. Findings of the study suggest  four types of appraisal: 1) employees’ annual performance appraisal as a basis for grading and annual promotion, 2) employees’ monthly appraisal for merit pay, 3) project evaluation by employer regarding the related data, and  4) the combination of individual and group performance appraisal when  the project is completed  and being linked to the rewards.

With increasing complexity and uncertainty in the various processes of human societies, predicting the future by generalizing past trends, seems to be unwise and almost impractical. Therefore, instead of relying on one status of the future, futurists tend to study alternative futures and present future-oriented strategies to predict the future. The purpose of this study is to explain and categorize strategies for uplifting social capital in four layers: litany, social, discourse and metaphor based on Casual Layer Analysis method. The innovation in this method, is to move from the present to the future by identifying the root factors of a phenomenon in four layers. Through identifying the factors affecting a phenomenon future, we can formulate strategies for acting in present and move from future to present. In this study, in order to identify the main causes  of social capital decline, we formed an online expert’s panels in four stages, comprising of fourteen persons. Findings indicated  that,  8 strategies at the level of symbols and metaphors, 13 strategies at the level of beliefs and discourses, 27 strategies at the level of structures and 31 strategies at the litany level has to be applied for formulating and implementing the necessary policies to increase social capital.

The study was is aimed at identifying and explaining the factors that hinder the implementation of the administrative reform in the HR area. This mixed research is descriptive in terms of purpose and cross sectional in terms of time dimension. The statistical population in qualitative Delphi section of the research comprises of thirty academicians and organizational experts who were selected on purposive sampling method. The statistical population of the quantitative section covers all employees of the executive agencies of Kerman in 1398, from which 450 people were selected on a stratified random sampling. A researcher-made questionnaire was used to collect data. Structural equation modeling (SEM)and SPSS and AMOS software was used for analyzing the data. The results show that the factors that impede the HR reforms initiatives in HR include: nepotism, inadequate education, Lack of welfare, inadequate retirement benefits, inadequacy of performance management, politicized  bureaucratic behavior, , technical and administrative incompetency, favoritism, inadequate ICT skills, ,organizational goals  ambiguity, lack of continuous improved thinking, having anti-regulatory spirit, lack of effective motivational system, favoritism and inefficient leadership.