نشریه مدیریت بهره وری
پیاپی 60 (بهار 1401)

In this paper, data envelopment analysis (DEA) was discussed for non-homogenous mixed network structure where the outputs of each stage can enter the next stage in the same or another layer as inputs or come out from the system as final products. In this model, in addition to intermediate inputs, each stage can also have independent inputs. For this purpose, a mathematical model has been developed in which the independent inputs and final outputs for the components of the decision making units (DMUs) are examined. To show the efficiency of the model, real data for 20 DMUs were used and the results were compared with those of traditional models. The results obtained from the proposed method eliminate the shortcomings of traditional methods for proper detection of units that are on the efficient border (with an efficiency of one). The developed method can provide the managers and decision makers with a more accurate understanding of the performance of components of DMUs.

The purpose of the present study was to design a model of  human resource supply chain in  nuclear industry using simultaneous mixed method design (three-sided). To this end, initially, the researchers reviewed the pertinent theoretical literature in the field of human resource provision and human resource planning and identified 213 preliminary themes. In the next step, by categorizing the codes and through three stages of open, axial and selective coding using Max QDA software, it was revealed that there were six main themes in the human resource supply chain model, including: organizational needs analysis, human resource planning, hiring and selecting human resources, improving human resources, performance evalualuation and maintaining human resources. Then, using the Fuzzy Delphi method and forming a panel of 15 experts in two rounds, the final components in the two occupations of this industry were identified and it was concluded that the pattern of human resource supply chain in the nuclear industry is different between these two occupations.

Knowledge workers are the most valuable assets of knowledge-based companies, which necessitates to take measures in order to encourage knowledge worker retention. Definitely, talent management activities constitute an important part of these measures. Accordingly, the current study set out to identify the factors affecting talent management in knowledge-based companies with a focus on the retention of knowledge workers. To this end, after defining the research topic and conducting preliminary exploratory and library studies, the researchers consulted a panel of experts about the factors and components which were identified through Delphi method and a researcher- made questionnaire. Having received qualitative and quantitative feedback from the experts, the related analyses were conducted and ultimately, the model, components and the combination of factors were agreed upon. The study population at this point included 33 academic experts and professionals, familiar with the subject who were recruited through non-probability judgmental sampling. Then, in order to test the researcher-made questionnaire, it was distributed among 295 managers and experts of knowledge-based companies, located in the southeastern provinces of the country who were selected through random cluster sampling. The collected data were analyzed conducting confirmative factor analyses using Smart PLS 3 software. The results revealed that four factors of environmental, organizational, personal and occupational are effective in talent management in knowledge-based companies contributing to the retention of knowledge workers. Among these factors, organizational factors with the effect size of 68.7 were found to have the highest impact on talent management in knowledge-based companies in order to encourage the retention of knowledge workers.

The purpose of this study was to investigate the effect of creative deviance on the innovation inertia considering the mediating role of human resource intelligence. This applied research employed a descriptive survey design. The statistical population of the study included 1600 employees of knowledge-based organizations of Lorestan province. Using Cochran formula and stratified sampling method, the researchers estimated the sample size to be 309 people. The instrument used to gather the data was a standard questionnaire whose content validity was established and its reliability was confirmed using Cronbach's alpha coefficient. In this study, structural equation modeling and Smart Pls2 and SPSS 19 software were used to test the hypotheses. The results emerging from the data analyses revealed that creative deviance has a positive significant effect on innovation and human resources intelligence. Additionally, the results indicated that human intelligence has a mediating role in the effect of creative deviance on innovation inertia. Therefore, overall, it can be concluded that in knowledge-based organizations, the foundation of intelligent human resources, creative deviance and creative violation of the bureaucratic and restrictive regulations of the organization, lead to innovation and keep the knowledge-based organizations away from innovation inertia.

The purpose of the present study was to investigate the role of social capital in improving effective organizational structure. This quantitative applied research employed a descriptive -correlational design.The statistical population of this study consisted of two groups of experts and all employees, including 36 experts and 6584 employees of regional electricity companies in Iran. To answer the research questionnaire, all 36 experts were selected by census method and 363 employees were recruited through stratified random sampling. The data were collected using a questionnaire whose reliability was estimated through Cronbach's alpha. Normality tests and Structural Equation Modeling were conducted via SPSS and PLS softwares to analyze the data. The findings emerging from the study revealed that social capital and its six dimensions, namely cultural, communication, political, economic, cognitive and structural, have a positive significant effect on organizational structure.

The present study set out to identify the human resource productivity antecedents conducting a meta- analysis.  This applied study employed a quantitative descriptive research design. The study corpus consisted of articles published in scientific journals in the field of human resource productivity within the period from 2011 to 2019, among which 48 articles were recruited through a non- random purposive sampling procedure and underwent the meta-analysis. The selected studies were analyzed using CMA2 (Comprehensive Meta-Analysis Software) software. The reliability of the selection procedure and categorization of the studies as well as the reliability of using specific concepts for coding the variables were both confirmed by the examiners. Moreover, the reliability of the significance level and effect size were obtained through the agreement in measuring the effect size by two analysts. The findings revealed that among the antecedents of human resource productivity, emotional intelligence (0.767), organizational entrepreneurship (0.761), talent management (0.728), self-discipline (0.720), job motivation (0.705), organizational health (0.691), career advancement (0.652), effective leadership (0.635), quality of work life (0.632), job autonomy (0.623), employee creativity (0.618), organizational agility (0.618), information and communication technology (0.585), organizational trust (0.581), knowledge management (0.563), social responsibility (0.548), and social capital (0.523) had high effect sizes (above 0.5), respectively.

The current study was an attempt to present a model of human resource planning in the public sector with a focus on the efficiency and organizational productivity. The research population included the experts and managers of the Ministry of Culture and Islamic Guidance in Fars province. In this research, all 100 senior managers in the population were considered as the sample of the study since the whole population had a limited number of members, and thus, total population sampling was employed. Due to the lack of information on human resource management as well as the nature of management research, the target population had to be recruited from among the managers and experts of the Ministry of Culture and Islamic Guidance of Fars province, which justifies the statistical number of the population in this study. In order to identify the factors influencing human resource planning, library and Delphi techniques were utilized. The18 identified factors were evaluated considering 59 items. In the exploratory factor analysis, these 18 factors were classified into three groups of occupational factors, organizational factors, and individual factors. Moreover, conducting confirmatory factor analysis, the researchers examined the items, and the sub- and main factors.

The concept of idiosyncratic deals (i-deals) as personalized work arrangements that are different in nature from the usual employment contracts, negotiated to meet the specific needs of employees individually, has created a new trend in the area of employer-employee relationships. The current study was an attempt to investigate the impact of idiosyncratic deals, as flexibility and development deals, on the mutual relationship of work-family enrichment. Additionally, the moderating effect of employees' self-efficacy in this relationship was examined. The present applied study employed a descriptive survey design. The statistical population of the study included the employees of three companies engaged in information technology in banking sector, located in Pardis Technology Park, who were randomly recruited. Standard questionnaires were used for the data collection and the data analyses were done by structural equation modeling using Smart PLS software. The results indicated that flexibility and development i-deals have a significant positive effect on the work to family enrichment and that self-efficacy, as a moderating variable, enhances this relationship. However, the impact of flexibility and development i-deals on the family to work enrichment was not significant, and only through adding the self-efficacy moderator variable, a significant positive relationship was established between these variables.

This study aimed to investigate the relationship among knowledge management, productivity and empowerment at Islamic Azad University. This applied research had a descriptive- correlational design. The statistical population of this study consisted of the administrative staff of the comprehensive, very large, and large branches of Islamic Azad University in all 14 regions who were employed in the affiliated academic branches of this university.The Cochran formula was used to estimate the required minimum sample size which came out to be 1906. Cluster sampling followed by stratified random sampling were used to select the required sample. The sampling stages were as follows:  initially, the comprehensive, very large, and large branches were selected from among various university branches. After that, in proportion to the number of staff in each branch, a certain proportion of the staff were selected and were provided with the questionnaires. In order to collect the data, Sallis and Jones’ Knowledge Management Questionnaire, Employee Productivity Questionnaire based on Hershey and Goldsmith’s ACHIEVE model, and Thomas and Velthouse’s Empowerment Questionnaire (1990) were used. To analyze the data, the researchers used Structural Equation Modeling. The results showed that knowledge management has a direct effect on empowerment and productivity and that empowerment has an indirect impact on productivity.

Productivity means maximizing scientifically the use of resources, manpower, facilities, and the like, reducing production costs, expanding markets, increasing employment and striving to increase real wages and living standards as they benefit workers, management, and society. Due to limited resources and unlimited needs, improving productivity, along with population growth and fierce competition in the global economy, is not a choice but an inevitable necessity. The present study set out to investigate the effect of economic variables on the total productivity index in Iran over the period of 1999 to 2017, employing the Autoregressive Distributed Lag (ARDL) method. The findings indicated the significant positive effect of Qarz al-Hasna facility balance, exchange contract facility balance and partnership contracts facility balance as the components of Islamic banking facilities on the Total Productivity Index. Accordingly, it can be concluded that Islamic banking facilities have a positive effect on the Total Productivity Index in Iran, both in the short and long term. In the short and long term, real GDP (economic growth) was found to have a positive effect on the Total Productivity Index. The effect of inflation and the official exchange rate on the total Productivity Index was negative and statistically significant in the short run, after one year, and in the long run.