نشریه پژوهش های مدیریت منابع انسانی
سال چهاردهم شماره 2 (پیاپی 48، تابستان 1401)

Attracting, motivating and retaining knowledge workers is critical in a knowledge-based economy, where knowledge management practices and global technology convergence have redefined the nature of work; While the success of today's organizations depends on the knowledge of its people, retaining knowledge employees due to their high mobility and fluidity remains a challenge. The purpose of this qualitative-exploratory research is to investigate and identify the sources and factors of job embeddedness of knowledge workers in Iranian knowledge-based firms with their work environment. For this purpose, after an in-depth study of the theoretical foundations of job embeddedness, the framework of semi-structured interview questions was designed. Then, in order to collect field data, managers and human resources experts of 17 knowledge-based companies were interviewed by purposeful sampling in the form of snowball sampling. Subsequently, the interviews were transcribed and coded using MAXQDA2018 software and Clark and Brown six-step theme analysis method; As a result, knowledge workers' job embeddedness sources, consisting of 372 sub-codes in the form of 27 sub-themes and 9 main themes including individual-human resources, supportive practices, interpersonal processes, job-related and work environment sources, knowledge management, improvement and sustainability of human resources, Survey and measurement practices, organizational structure and barriers and challenges were identified, analyzed and classified.

At the same time with the advancement of management science in modern societies, managers are sensitive to the importance of environmental issues in their work environment and in the human resource sector they created a new area under the title of green human resource management. The aim of this study is to identify the effective requirements for the implementing green human resource management. The research method is qualitative and based on theme analysis. In the present study, a semi-structured interview tool was used to collect data. The statistical population is experts in the field of human resource management and managers of departments related to human resources in public hospitals in Qom province. Sampling was done theoretically using a snowball technique, based on which 8 interviews were conducted with experts in this field. The results of the research on identifying the Effective requirements for the implementation of green human resource management included 292 concept codes and 54 sub-themes. Finally, the sub-themes were categorized into 16 main themes. These main themes can be examined in 4 categories with titles, green selection and recruitment, green education, green performance evaluation, as well as green reward and compensation management.

The human resources (elites and specialists) of any country are its most valuable national wealth because the elites achieve development in the shortest possible time. The main purpose of this research is to design a systematic model for attracting and using top talents in a defense organization and for this purpose, a qualitative research method has been used. This research, in terms of the type of applied goal, is of the qualitative method, in terms of the exploratory nature. Necessary information was collected through library studies, document review and in-depth interviews with 11 organizational and academic experts. The statistical population of the study includes academic and organizational experts in the field of human resources and in order to select the sample, the snowball sampling method has been used until the time of theoretical saturation. In order to analyze the data, a systematic approach and content analysis method (content network) have been used. The designed model shows that the inputs of the system of attracting and using top talents include mission, rules, material resources, strategies and policies, analysis and design of appropriate jobs, structure and attitude, and processes include the method of identifying and attracting, Assessment methods, examinations, training methods and how to use; And the output includes individual, organizational and extra-organizational consequences.

In recent years, much attention has been paid to mentoring as one of the most important methods of human resource development in leading organizations. Therefore, the purpose of this study is to design a mentoring model and analyze the factors affecting its successful implementation in the Mobile Telecommunication Company of Iran. The research method is mixed (qualitative-quantitative) and in terms of strategy is case study. To achieve this, after reviewing the mentoring literature community, interview questions were designed and after confirming the validity of the questions, 15 people with expertise in the field of human resource development, especially mentoring, were interviewed by purposive sampling. Then, the results of the interviews were analyzed by theme analysis method using Brown and Clark approach and the factors affecting the implementation of the mentoring process in 17 sub-categories and 3 main categories; Planning, implementation, evaluation and feedback were provided. Then, in the quantitative stage of the research, these main and sub-categories were measured using fuzzy hierarchical analysis technique. The results of the research in the second step of the research showed that the category of "implementation" was the most important among the three main categories of implementation of the mentoring process in the Mobile Telecommunication Company of Iran. After that, the categories of "planning", "evaluation, and feedback" are in the second and third ranks. Finally, for the successful implementation of the mentoring process, suggestions based on research findings are provided for the managers of the Mobile Telecommunication Company of Iran.

One of the most prominent functions of human resource management in organizations is employee performance management, which plays an important role as a lever point in the change, transformation and development of the organization. The present study aims to design a model of employee performance management in the national aviation industry.The present study is based on philosophy, interpretation, inductive approach, case study strategy, complex hybrid methodology, one-time cross-sectional horizon, and techniques and processes using interviews and expert questionnaires. The statistical population of the study included university professors and experts from senior human resource managers of companies active in the national aviation industry. The statistical sample was selected by a purposeful judgment method of 14 people and continued until the stage of theoretical saturation of data. Data collection tools in this study include a semi-structured interview and an expert-based questionnaire. To ensure the validity of the research tool, the criterion of acceptability and verifiable validity was used by the interview participants. The retest method was used to calculate the reliability of the research tool. The test reliability of the test was 87.71%. Data analysis was performed in the qualitative part by thematic analysis method and in the quantitative part by structural-interpretive modeling (ISM).The results of the content analysis resulted in the identification of themes and categories related to employee performance management, which is formed in the form of five comprehensive categories: drivers, planning, actions, drivers of effectiveness, and outcomes of performance management.

The concept of human resource risk indicates what the risks and characteristics of employees potentially pose the danger to the organization. One of the problems that managers and institutions, especially banks, are facing to measure human resource risk; Not having a model and model is to explain the platforms and requirements of human resource risk in important structural aspects of the organization. The purpose of this study was to provide a human resource risk preparation model at the National Bank of North Khorasan. Risk measurement requires risk identification and the purpose of the human resource risk preparation model is to identify platforms and risk requirements. Human Resource Risk Identification is the basis and field of human resource risk management, which was usually identified by historical documents and data as well as organizational experts. The research method is evaluated in a combination of the quality of theme based on theme analysis, and the quantitative part using structural equations, AHP techniques, and the single sample test. Since the number of people in the research community has been 240, 144 people, for example, are sufficient in the Korjesi and Morgan’d table. The validity in the qualitative section has been used using the techniques of the interview text, defining the boundary, and in the quantitative section for the formal and content validity of the questionnaire designed by experts. Cronbach's incompatibility and alpha rates are used to reinforce the qualitative part of the test and for the quantitative part (AHP). This study uses Expert Choice and SPSS software. The results showed that the bank was at risk of human resources in the human capital risk dimension.

Due to environmental turmoil, many companies today have no choice but to link organizational learning levels with their intellectual capital, because the potential consequences of such strategies enable companies to be superficial by stimulating motivational levels in the context of environmental change. Realizing intellectual maturity paves the way for sustainability in companies' competitive processes. The purpose of this research is Intellectual Capital Maturity Evaluation based on Themes of Ambidextrous Learning Link. In this study, theoretical screening based on similar research was used to identify the components (intellectual capital maturity) and research propositions (ambidextrous learning link). Then, Delphi analysis was used to determine the reliability of research components and propositions through the participation of 16 management specialists and experts. In the quantitative part, the components and propositions identified in the form of matrix questionnaires were evaluated by interpretive analysis by 22 managers, officials and experts at different levels of knowledge-based companies. The results showed that the proposition of strategic tendencies in learning is considered as the most effective themes of the two-way learning link in the studied companies, which strengthens the sustainability of knowledge creation as an effective component in the maturity of intellectual capital. This result shows that strategic trends through the sustainability and effectiveness of identifying environmental capacities, enable the company to acquire knowledge based on environmental changes and by combining them to increase productivity and institutionalize the capacity to absorb and create knowledge as a value.