فصلنامه مطالعات منابع انسانی
پیاپی 43 (بهار 1401)

Today, human resources is one of the most important assets in the organization, and many solutions are made to use its practices optimally and effectively. Blockchain technology has the potential to fundamentally change the perspective of human resources. Thus, in order to better understand the efficiency of this technology in human resource management, the present study reviews the results of studies conducted on this subject.

This research is qualitative, applied, and descriptive. Sources of information from articles published on blockchain technology in human resource management were searched three two scientific databases: Scopus (Elsevier), Web of Science and Google Scholar.

After reviewing the extracted studies, their results were described generally in three separate sections of applications, opportunities and challenges of blockchain technology in human resource management. The highest function was in employment-related practices by creating opportunities such as preventing fraud, maintaining a secure record, and reducing costs.

These findings can provide an overview of the blockchain for human resource management that provides the opportunities and applications it creates. More attention should be paid to its establishment to have optimal and effective practices in human resource management.

Focusing on the diversity of human capital in organizations and its possible role in the effectiveness of the compensation system, the purpose of this study was to predict the effectiveness of the compensation system for various types of human capital in Police Force of Qazvin Province.

The present research is descriptive, and it is applied in terms of purpose. The statistical population of the study includes 53 senior, middle, and operational managers of Qazvin Police Force, of which it was possible to access the opinions of 46 of them. The assessment tool was a questionnaire. In order to analyze the data, network analysis methods and fuzzy inference system were used.

According to the results, the effectiveness of the service compensation system varies according to its types of human capital. Priority of the elements of compensation for core human capital included perquisites, rewards, salaries, benefits, welfare services, awards; for idiosyncratic human capital: salaries, benefits, perquisites, rewards, welfare services, awards; for compulsory human capital: salaries, benefits, welfare services, rewards, awards, perquisites; for ancillary human capital: benefits, rewards, salaries, welfare services, awards, perquisites respectively. Also, the evaluation of the model in the police force suggested that the most observed effectiveness belongs to compulsory human capital.

The most important achievement of this article is designing an effective compensation system in the Police Force, which will dynamically determine the amount of output based to the amount of inputs. This model can be used to predict the effectiveness of the service compensation system.

In the new era, public and private organizations consider having environmental awareness as an important and necessary thing for their survival. Thus, the present study has systematically reviewed green human resource management studies to provide a comprehensive framework of green human resource management.

This study is fundamental in terms of purpose and a combination-documentary in terms of data collection. Through a meta-synthesis approach and systematic review, researchers evaluated published studies on green human resource management from 2000 to 2019 at Scopus, Thomson Routers external databases, Meg Iran, and Noor Magz internal databases. They selected and analyzed 21 related articles. In order to determine the importance and priority of the extracted dimensions, Shannon entropy method was used.

Generally, after content analysis of the selected studies, 100 codes, 27 concepts, and 10 categories including design and analysis of green jobs, green recruitment process, green socialization, green performance appraisal, green incentives and rewards, green human resources training and development, green employee relationships and participation, green accountability system, green work safety and health, and green discipline were extracted.  According to the research findings, the concept of Link payment to environmental performance assessment had the highest coefficient of importance. Finally, after conducting the research steps, a comprehensive framework of green human resource management was provided.

The proposed framework can be a good basis for implementing green human resource management in organizations so that the organizations, by being aware of the potentials, can adjust their future policies in line with the organization's environment and increase organizational green performance. Additionally, it is expected that the implementation of the human resource management framework can affect the health of the community and contribute to the efficient and effective use of natural resources by using the methods and strategies of green human resource management.

Dark sides of the organization are integral parts of any organization and encompass all aspects of the organization. The theory of social interactionism also examines the behaviors and interactions of human beings in social life. Accordingly, the purpose of this study is to present a model of the dark sides of the organization in the higher education system based on the theory of social interaction.

This research is applied in terms of type, developmental in terms of purpose, descriptive-exploratory in terms of implementation method, and qualitative in terms of data type. The sample of participants in the study included 15 scientific experts in the field of higher education management in Fars Province who were selected by purposive sampling. Data were collected using interview tools. The interviews continued until the theoretical saturation stage was reached after 12 interviews. Data were analyzed using the foundation data theorizing approach in three stages of open, axial, and selective coding.

118 concepts of open source interviews were classified into 24 sub-categories and 12 main categories, which were placed in a paradigm model in the form of six main categories: causal conditions (organizational causes and individual causes), background (internal and external environment), interventionist (employee characteristics and managerial characteristics), central phenomenon (dark sides of organization), strategies (individual development strategies and organizational level strategies) and consequences (individual, organizational, and social consequences). The model deeply describes the dark sides of the organization in the higher education system based on the theory of social interaction.

Understanding the influential factors, strategies, and consequences of the dark sides of the organization in the higher education system using the proposed model can help policy makers, planners, and agents of the higher education system to manage this phenomenon.

Employer brand as one of the organization's brand dimensions and an important factor of differentiating from competitors has an important role in the field of maintaining and increasing the intangible assets of the organization. The present study sought to identify ranking the predictors of development employer brand based on the viewpoints of professors and faculty members of the University of Defense Departments.

This research is applied in orientation and positivist philosophically which was done using Q method. In this research, first, by reviewing the literature and the semi-structured interview, entrepreneurial brand development predictors were extracted and the final factors were determined by the help of experts. These factors, in the form of Q cards, were delivered to 23 professors of the Defense University, who were purposefully selected as the participants of the study. Finally, their perspectives were analyzed using exploratory factor analysis through SPSS Software.

The results suggest that participants possess seven mental models including functionalist, functionalist, public relations, non-bureaucratic, employee oriented, multi-dimensional, and human resources maintenance.

Improving identified employer brand predictors in the studied universities may cause employer brand development and help to upgrade the intangible resources (especially human resources) of these universities. Besides, focusing on the identified employer brand predictors can augment the efficiency of these attempts.

With the growth of societies, women nowadays are much more involved in organizations and jobs than ever before and are active as an influential workforce. Although there has been a lot of progress in the presence of women today comparing with the past, the structural and social barriers and pressures to create a glass ceiling for women continue to this day. The purpose of this research is to design a glass ceiling approach to break based on grounded theory analysis.

This study is developmental in terms of result, exploratory in terms of the purpose, qualitative regarding methodology. Fifteen professionals including directors, officers, and professionals from different levels of the oil company took part in this study. The research data collection tool was interview and the data theory method was used to analyze the data. In the present study, the interviews were conducted in depth in the early stages, but because of the conceptual codes, the interviews were more purposeful and semi-open in order to properly conceptualize the topic.

The analysis of the research codes after performing open coding and axial coding revealed a total of 829 open source coding, 424 coding, 307 sub-themes, and 61 main themes.

Recognizing the causal factors, contextual and confounding conditions of the glass ceiling can increase the level of perception of women's empowerment as a basis for promotion and the level of organizational functions, both in human resource strategies and in enhancing the level of outcomes. This understanding can prepare the possibility to use the women’s abilities and promote gender equality in the organization.

voluntary turnover of employees. Voluntary turnover makes numerous direct and indirect costs for the organizations. Thus, the organizations are always looking for approaches to retain their employees. Job embeddedness is one of the innovative approaches to prevent employees from voluntary turnover. Accordingly, the purpose of this study is to present an employees' job embeddedness model.

The present study employed a mixed sequential exploratory design. The research strategy was data theory of the foundation and its participants include Iranian senior managers and deputy human resources in insurance industry. Through targeted sampling and observance of theoretical saturation, 13 individuals were interviewed. The main data collection tools in the qualitative section were semi-structured interviews, and in the quantitative section, a researcher-made questionnaire was used to validate the conceptual model. The inter-coder reliability method was employed to assess the reliability of the interviews, and the seven-step procedure was used to assess the validity.

The conceptual model was determined in the form of a paradigm model. Causal factors include individual, occupational, organizational, and community factors; Dimensions of the main phenomenon consist of cohesion, proportion, and sacrifice; Intervention conditions contain type of organization, individualist-collectivist culture, and gender; Underlying conditions include facilitators and limiting factors; Mechanisms consist of external links, internal links, maintaining human dignity, human resource management measures, empowerment, and participation programs; And finally, the consequences encompass the consequences of individual level, organizational level, and macro level (community). Besides, the results of model validation carried out through structural equation modeling revealed that, according to the experts' opinions, the conceptual model has sufficient validity.

Using this model as well as observing the considerations governing it at each stage, aid organizations, especially insurance companies, to prevent the voluntary departure of their staff and keep them in the organization. This provides a new platform for future research on employee retention in the organization and attention to the community context in this area.