مجله مدیریت نوآوری در سازمان های دفاعی
سال پنجم شماره 3 (پیاپی 17، پاییز 1401)

Today, technological Mega projects are considered to achieve complex products and systems (CoPs). Identifying and managing complexity is important in the successful operation of technological Mega-projects. The purpose of this study is to comprehensively identify the dimensions, components and indicators of complexity in technological Mega projects using the meta-combined method and provide a model.

First, 210 valid scientific texts in Persian and English between 2020-2007 were identified, extracted, and finally 45 titles of articles and dissertations were used for meta-composition.

After studying the sources, initial coding, then the main and pivotal categories of classification and the relationships between the dimensions of complexity were identified with MaxQDA software and four dimensions of technology, structure, environment and uncertainty with 14 categories and 43 indicators were identified.

The complexity of technology, which is of special importance in technological Mega projects, was considered in two categories: soft complexity with indicators of information availability, interdependence of information systems and interrelationships between technology processes, and hard complexity with indicators of number and variety of technology. Technology experience and complex production processes were categorized. Finally, regarding to the importance of technology complexity in technological Mega projects, it is suggested that the identification and monitoring of continuous technologies in this field be considered to identify weak signals of technological change.

Human capital is one of the most important requirements for success in the new world of organizations and equipping it with tools for success in the new world is one of the concerns of managers in the banking industry. Accordingly, in this study, the competency model of human resources in digital banking is presented.

This study is an applied research that has been done qualitatively using content analysis strategy. Semi-structured interviews used to collect data. Interviews were conducted with 20 banking experts in the form of snowballs to the stage of theoretical saturation. Data analysis was performed in three stages of extracting basic, organizing and inclusive concepts.

The results of data analysis showed that the human resource competency model in digital banking includes two dimensions: general dimensions (executive skills and communication skills), professional dimension (perceptual skills, specialized knowledge, strategic knowledge).

The model of human resource competence in digital banking resulting from the present study can be the basis for managers' actions in order to identify and select human capital and strategies for human capital development, training and employment of employees.

Limited financial resources and lack of access of knowledge-based companies to financial resources in the growth stages, policy makers and planners have been required to formulate strategies and policies to deal with it. Accordingly, the present study aims to provide solutions to address and overcome this challenge in Iran.

The present research is applied in terms of purpose and descriptive-survey in terms of method. Data were collected through a comparative study and semi-structured interviews with 24 experts in the field, and analyzed using contextual analysis.

Formulation of various policies and laws has been one of the main strategies of the country to solve the financial problems of knowledge-based companies .Based on the analysis of the views of experts, solving the financial problem of knowledge-based companies in Iran is in the group of optimal role-playing of knowledge-based ecosystem operators, which includes 3 organizing themes and 18 basic themes.

Improving the financing system is a comprehensive approach, so in order to eliminate the financial challenges, managers must pay attention to all its dimensions and by institutionalizing and providing technical and operational infrastructure, the ground for the implementation of the above strategies. Provide in the country.

Nowadays, a wave of changes is directed towards organization and gaining the necessary skills to deal with this accelerating element is inevitable. At this point in time, preparing managers to deal with current change is the focus of organizational development discussions. Accordingly, in this study, the proactive model of development bank managers is presented.

The present study is fundamental from the point of view of purpose and is is descriptive-exploratory in terms of research strategy, which has been done with a qualitative approach. Field method was used to collect data and in particular semi-structured interview tools have been used to collect data. Participants were selected by purposeful judgment and the intrviews continued until the theoretical saturation stage was reached. Also, research data were analyzed using the grounded theory approach in three stages: open, axial and selective.

Based on the analysis of research data, 119 open codes were identified, which were combined into 42 subcategories and 15 main categories, which were finally located in 6 main categories consisting of causal conditions, central phenomenon, background condition, intervening conditions, strategies and consequences.

Deepening, reflecting on and respecting the concepts of self-innovation, futurism and changeism while focusing on psychological development and the development of employee job involvement can strengthen and promote proactive behaviors in development banks.

In order to manage and coordinate inter-organizational networks, an orchestrator role is essential. Hub firm typically performs this role in a network and therefore needs orchestration capability. Most conceptualizations of orchestration capabilities in literature are focused on network management, and this meta-capability is often viewed statically. In this study, focusing on the identification and comprehensive collection of orchestration capabilities, the orchestration skills and processes have been categorized.

Systematic literature review is conducted through structured screening, coding, and categorization of concepts based on Prisma. It is classified as an applied research with a qualitative approach using Thematic analysis over the selected articles in innovation management orchestration and checking with Sandelowski and Barroso method.

The orchestration of innovation networks requires 84 capabilities, which have been identified and collected, and a coherent framework and classification was derived by comparing and analyzing different concepts and drawing clear lines in three dimensions namely design, manage and control of the network and seven categories. We also introduced the third dimension of orchestration capability of innovation networks including the analysis of changes and reconfiguration.

Considering the dynamic nature of internal, external and technological factors, The network orchestrator should also review his activities and roles in accordance with this dynamic and update his behavior in order to increase the efficiency of the network. In this way, benefiting from the capabilities of the network control category is mandatory for orchestration.

Background & Rulers and managers have put achieving sustainable development on their agenda. Sustainable development leads to the improvement of economic, social and environmental conditions. But there are very few researches on the factors that lead to this goal. Therefore, in this research, a good governance model in the field of industry and mining for sustainable development with the approach of innovative actions is designed. The statistical sample consisted of 22 managers of Gol Gohar Industrial and Mining Company and faculty members of universities who were selected by purposive sampling method. Semi-structured interview tools were used to collect data and the interview texts were analyzed in three stages of open, axial and selective coding. The analysis of research data showed that Comprehensive responsibility leads to the formation of good governance, and along with that, knowledge linkage, innovation platforms and innovative actions lead to sustainable development in social, economic and environmental dimensions. Also, the country's natural resources are a great opportunity for the comprehensive development of the country. Considering that natural resources are a valuable opportunity for the comprehensive development of the country, managers should take steps according to their responsibility towards different groups of society and prepare the necessary conditions to transform natural resources into long-term benefits of society. It was also found that one of the ways to reduce wandering is to segment customers according to whether they are real or legal, the amount of profitability and the amount of deposits.

Background & Innovation has been proposed as a kind of strategic competitive advantage for organizational growth and excellence.The development of green human resource management is one of the strategies of organizations for growth and excellence. Therefore, in this research, the modeling of the green human resources management system with the approach of promoting organizational innovation with the mediating role of organizational participation is discussed.
Based on the result, this research is developmental, in terms of practical purpose and in terms of data type, it is a mixed-exploratory method. The statistical population in the qualitative section includes 20 academic and executive experts in the social security organization, and in the quantitative section, it includes 190 managers, heads of units, and supervisors of the social security organization. The data collection tool was semi-structured interviews in the qualitative part and questionnaires in the quantitative part. For data analysis, theme analysis was used in the qualitative part and structural equation modeling (PLS software) was used in the quantitative part.
The results of the research in the qualitative part indicated the identification of 4 main themes (green training, green recruitment and hiring, green performance evaluation, green rewards), 11 sub-themes and 43 primary codes. Also, the results of the quantitative analysis indicated the confirmation of the impact of green human resource management on organizational innovation with the mediating role of organizational participation.
The promotion of organizational innovation requires focusing on inputs whose central pillar is the subsystems and policies of the human resource management system. The modeling of the present research can be a guide for agents of social security organization.

Background & In the cycle of supply and distribution of goods, the customs is responsible for the accurate and fast supervision and at the same time facilitating the customs clearance procedures. the current research was conducted with the aim of designing an organizational learning model in monitoring cross-border trade in order to improve security and facilitation in the customs. Exploratory mixed method was used to conduct the research. The identification of the effective factors on the organizational learning model was done through the database strategy. Participants were selected based on purposive sampling and snowball method. The data collection tool was semi-structured interviews with 14 customs experts and university professors. The coding method was used to analyze the data. The statistical population of the quantitative part included 220 senior customs managers and experts, 145 of whom were selected as a sample according to Cochran's formula. In the qualitative part, research data after analysis in the form of organizational learning model as a central category, causal conditions (resources and facilities, communication, mental models and individual skills), background factors (organizational factors and economic conditions), intervening conditions (laws and regulations, environmental factors and common vision), strategies (organizational change, reengineering and systemic thinking) and consequences (realization of learning model design goals in the organization, increasing organizational success, environmental adaptation and development of employee capabilities in order to improve the organization's performance) were categorized. In the quantitative part, the structural equation method was used to test the null hypothesis of the appropriateness of the model, and the results confirmed the significance of the fitted model at the 99% confidence level. The final model of the research can be used as a guide for senior managers to plan and implement the organizational learning system in the studied organization and improve performance, continuous improvement and gain a sustainable competitive advantage.