فصلنامه مدیریت توسعه و تحول
پیاپی 49 (تابستان 1401)

Most researches in the field of e-banking acceptance models have ignored the cultural dimension and have neglected or paid little attention to this important and key factor.One of the problems of banks in attracting customers to e-banking services is the lack of attention to customer culture in the development of e-banking services. Therefore, recognizing the cultural dimension is a key factor both to achieve the principle of customer orientation and to increase market share by attracting and retaining customers and spreading the culture of using it and also directing the development of electronic banking services.The purpose of this study is to identify the cultural dimensions affecting the attraction of bank customers to e-banking services as an innovative step in serving the community to focus on these factors, accurate approaches in the field of customer marketing management. This research is descriptive in nature and method and applied in purpose. Typically, interviews are semi-structured in the category of qualitative research and in the inductive paradigm and data collection tools. Qualitative data obtained from interviews with customers and managers of Bank Mellat's marketing were coded using thematic analysis and the most important cultural factors affecting the attraction of Iranian customers to e-banking services have been extracted, categorized and approved by experts. The results show that cultural factors affecting the attraction of Iranian customers to e-banking services are: religious values, emotions, art, customs, symbols and symbols

Internal Corporate Venturing has grown dramatically in recent years and has become a business growth strategy and has an important role in corporate profitability. However, research in this field, especially in context of Iran, is scattered. Since entrepreneurial behaviors are primarily centered on entrepreneurial opportunities, this research seeks a qualitative approach and focuses on the selected food industries, to present a Corporate Entrepreneurship Model in Corporate Ventures with the Corporate Governance. The results of this research in the field of Iran context, shows that professionalism (hiring expert and professional managers), diversity in board members (not restricting them to family members, etc.), passive control, or feedback from activity (Setting challenging goals and periodic oversight of actions) as well as implementing entrepreneurial compensation policies such as equity rewards and cash and non-cash rewards can play an effective role in adopting strategies and monitoring and controlling the implementation of programs at the parent company. Moreover the implementation of corporate governance mechanisms, factors such as the use of people in different areas of expertise, professional expertise and sufficient motivation to progress the organization goals can drive Internal Corporate Venturing activities using corporate governance mechanisms. These results can provide valuable insights into identifying the behaviors required for the development of corporate entrepreneurship in parent companies through Internal Corporate Venturing.

With the expansion of communication and networking between various organizations, the type of values ​​and, consequently, the culture in interaction with other organizations has changed. Intelligent understanding of organizational culture affected by cross-networking is essential for organizations with a coordinating or so-called intermediary role. The purpose of this research is to design a network-coordinator organizational culture model in a government institution. The research approach is mixed and based on the results, it is applied. Semi-structured interviews were conducted with 15 experts to collect data. The foundation and apparent data theory approach was used to analyze the interview data, which identified and finalized 5 main components, 30 concepts and 225 events. To test the model, confirmatory factor analysis and Smart PLS software were used. The factor load of each item with its variable had a t-statistic higher than 1.96 and the items had the necessary accuracy to measure the structure or latent variable. And none of the model items have been removed. The test results show that the identified indicators in five main components (interaction-centered, network-centered, citizen-centered, vision-centered, and outcome-oriented) are confirmed.

The aim of the study was to model the components of strategic intelligence with an emphasis on the role of job-creating skills in higher education centers (HEC). For this purpose, a mixed-method based on qualitative-quantitative studies was used. The statistical population in the qualitative part for conducting semi-structured interviews related to data theory including professors of Golestan universities, and in the quantitative part using a researcher-made questionnaire consisting of professors of Gorgan universities. Data analysis in the qualitative part used the grounded theory method based on Strauss-Corbin theory and in the quantitative part structural equation modeling and LISREL software was used. Based on qualitative findings, the most important organizational skills that create employment in the HEC of the province are communication, teamwork, information technology, management, problem-solving, planning, and learning. The results of the analysis using the structural equation model method showed that organizational skills and strategic intelligence have a positive-significant effect on employment in Gorgan HEC. Strategic intelligence can be divided into three main components: strategic management, intelligence related to other universities, and environmental intelligence. The validity of the questionnaire was confirmed by calculating the CVR index and Cronbach's alpha of all dimensions was above 0.7.

The social organizations that have tasks need human resources to achieve the highest level of productivity. In order to playing role human resources in the organization's agility in the Iranian administrative system, it requires to explant a pattern. The purpose of this study is a combination of human resource management activities in the Iranian administrative system with the focus on agile social organization. This research of method is descriptive and survey, and in terms of purpose, it is a development. Data were collected by library and field methods. 9 dimensions of agility, 5 dimensions and 30 components of human resource management were obtained by reviewing the literature and research background and expert opinion. The identified components were screened in three stages using the Delphi technique. Then using the best-worst (BWM) method, the importance factor or weight of the components for agile social organizations was obtained. Finally, by combining dimensions and components, the model of human resource management in agile social organizations in Iran was obtained. The highest degree of importance among human resource management dimensions was "absorption", and also among the components was “Selecting based on meritocracy, meritocracy and centralized selection".

The present study seeks to develop an entrepreneurial development model with a social responsibility approach in higher education in Islamic Azad University. This research has been done within the framework of a qualitative approach and using the research method of data foundation. Data collection tool was semi-structured interviews and in order to collect information, interviews were conducted by purposive sampling method with 20 experts including university professors and university experts' proficient in entrepreneurship and social accountability. Data analysis was performed in three stages of open coding, axial coding and selective coding. Based on this, a qualitative research model was designed. The results of the present study show that 258 open source codes, 43 subcategories or concepts and 6 categories of extraction and their characteristics have been identified. It was presented in the form of a paradigm model including contextual conditions (including: technological changes, etc.), pivotal conditions (entrepreneurship development with a social responsibility approach in higher education at university), causal conditions (including: requirements for entrepreneurial development, etc.), intervention conditions (including: Iran's position in entrepreneurship indicators, etc.), strategies (including: monitoring students and entrepreneurs, localization of specialized knowledge, learning methods and advancement of science, empowerment, value creation and social effectiveness, etc.) and results (includes: growth in science production and academic achievement, etc.).

In the world full of changes, having competent human resources and awareness of their competencies can guarantee the long-term organizations success. Knowledge-based organizations need knowledge workers with special professional competencies. The aim of this study was to comparison of the knowledge workers professional competencies in separation of knowledge-based organizations duties, which in terms of purpose, is applied and in terms of data type, is quantitative. The nature of research, is descriptive and has been done by using survey technique. The statistical population of study was the 328 knowledge workers of the knowledge-based organizations of selected provinces (Tehran, Qazvin, Qom and Alborz), and 177 people were determined by using Morgan table with simple random sampling. The data collection tool was a researcher-made questionnaire whose content validity was evaluated by CVR index and reliability was confirmed by Cronbach's alpha coefficient. Data analysis was performed using SPSS software in two sections of descriptive and inferential statistics and emphasized one-way ANOVA and post hoc test. The results show that the organizational knowledge updating, professional knowledge acquisition, social, managerial, negotiation and marketing skills, intellectual and modeling ability, business counseling, research spirit and entrepreneurship spirit are the most important competencies of knowledge workers. The organizational knowledge updating for each knowledge-based organizations duties has a significant difference. Also, to provide entrepreneurship consultants and providing innovative goods, having marketing skills, entrepreneurship spirit and research spirit are great importance.

Coaching culture in organizations is a transformational process in which coaches as an organizational catalyst facilitate the development of leaders, managers, and employees. Entrepreneurship development is one of the challenges facing policymakers and managers of companies. The coaching culture plays a vital role in the organization entrepreneurial activities by providing supportive programs to employees for achieving high levels of self-efficacy. The main purpose of this study is to provide a model for institutionalizing the coaching culture in order to develop Intrapreneurship. Accordingly, the research method in terms of purpose is applied and, in terms of data collection is qualitative-exploratory. The sampling method is purposeful using the snowball method. Semi-structured interviews with 15 experts used to answer the research questions. The data analyzed during two stages of open and axial coding. Based on the findings of the research, organizational characteristics, organizational platforms that support coaching culture, employees' feelings and perceptions, organizational atmosphere, organizational managers' characteristics, and coaches' characteristics are effective factors in the institutionalization of coaching culture. Also, institutionalization strategies including the continuous use of coaching at multiple organizational levels, employee and manager empowerment programs, the use of entrepreneurial organization's human resources management, the implementation of systemic thinking in the organization, the establishment of a collaborative management system, and aligning the coaching culture with organizational values identified.

Talent management is the performance of a series of integrated activities to ensure the recruitment, retention, motivation and development of talented employees required by organizations now and in the future. This research seeks to identify the factors affecting talent assessment, optimal talent management, better understanding of the talent management process and its future prediction, which ultimately designed an optimal model and for this purpose has used the system dynamics (SD) method. The sample includes 150 managers, professors, and skilled staff in various organizations (universities, Ministry of Science and Education) and the data were collected by previous research, interviews with human resources experts of the organizations and a questionnaire collected, with the opinion of experts and groups. Focal point, cause-and-effect relationships were identified and plotted in vensim software, proposed scenarios and policies that indicated important influential factors for predicting future talent management, and finally an optimal model was designed to better understand talent management, optimal talent management and its future.

Exchange rates always have a high priority and attractiveness in society, especially among companies. Different methods are used to predict the exchange rate, among which structural methods as methods of fundamental analysis, a little precision in advance. They have an accurate forecast of the exchange rate, but they are very useful as a long-term perspective and illuminate the movement of the exchange rate. Technical compensation can be used to compensate for the shortcomings of these methods. Using futures research techniques, in addition to covering the study gap of futures research techniques in forecasting exchange rates, errors due to quantitative methods have been minimized so that companies are prepared for the occurrence of various situations. In the final part of the article, the effect of currency fluctuations on the performance indicators of the tobacco company during the last three years is examined. The results of the study indicate that currency fluctuations have the first and greatest impact on the implementation of development projects and also sudden economic shocks are not immediately reflected in the performance of companies and due to the presence of shock absorbers such as inventory in Warehousing, borrowing purchases and long-term debt creation, over time, gradually affect and weaken the company's performance.

Exports are one of the most important ways to enter international markets,, the increase in exports in recent years is on the agenda of almost all guilds and businesses in the country . Failure to analyze the issue of exports and related barriers will cause damage to production and industrial units and failure against competitors. The purpose of this study is to analyze the export barriers of businesses from an economic perspective in the field of nuts. at first, by reviewing the research literature and research background, conducting semi-structured hobby interviews with 10 experts in the field of export, the theoretical framework of the research was developed. Based on this framework, a conceptual model of the research was presented and research hypotheses were developed. In order to test the research hypotheses, the statistical population includes managers, experts and economic activists who are members of the Chamber of Commerce, In case of non-probability sampling, the questionnaires whose validity and reliability were confirmed were distributed among 100 statistical samples and due to the non-normal distribution of data, the partial least squares method and Smart PLS 2 software for Statistical analysis was used. Based on the significant values related to the hypotheses, all were confirmed. According to the analysis, the three most important obstacles are the instability of policies, rules and regulations and executive procedures - unpredictability and changes in the prices of raw materials and products-the lack of proper communication between the manufacturer and the customer.

The aim of this study was to provide a pattern of consumer hope in the brand (Case study: online retail). The present study was conducted in a quantitative phase, using a descriptive survey method, for a statistical sample. The required data were collected by a researcher-made questionnaire by qualitative phase and the validity of this questionnaire was confirmed due to its usability in similar organizations and the reliability of this questionnaire was measured by Cronbach's alpha coefficient and combined reliability. The statistical population of the quantitative stage of the research includes online retail customers, whose number is unlimited. Simple / cluster random sampling method was used to select the appropriate research sample. In order to estimate the appropriate sample size, Morgan table was used, based on which, since the number of statistical population is unlimited, so the sample size was considered 384 subscribers using Morgan table, which are available by random sampling method. A cluster was selected. Data collection was used to analyze the data in the descriptive statistics section of SPSS software version 21 and in the inferential statistics section through structural equation modeling and PLS software. The results showed; The brand satisfaction component has the highest rank and the brand commitment component has the lowest rank. The components also include brand satisfaction, brand experience, brand trust, perceived value, brand love, and brand commitment in order of priority.