فصلنامه پژوهش های مدیریت منابع سازمانی
سال دوازدهم شماره 3 (پیاپی 47، پاییز 1401)

Competition in the industry and the scarcity of talented human resources convince managers to respond to the present and future needs of the organization by creating a talent management unit and focusing on the talent capacity of individuals along with their identification. This study aimed to identify criteria through which potentially talented people can be recognized, while responding to the needs of managers in this area. This research is exploratory in terms of nature and applied in terms of purpose. Interview was used to collect first-hand data since identifying talent in the telecom industry is more important due to the continuous and rapid growth of technology. After designing and conducting semi-structured interviews with 16 deputies, managers, supervisors and senior experts of the human resources department of companies operating in this industry by using the method suggested by Brown and Clark (2006) for theme analysis was used. After coding the initial data, the criteria for identifying talent capacity were created in three general categories of individual criteria, job criteria and organizational criteria based on ten sub-themes. Finally, Telecom industry organizations can use individual criteria including creativity, ambiguity management, attitude, knowledge, learning, communication as well as job criteria such as high performance and engagement as well as organizational criteria including leadership and perfectionism to identify talent capacity.

The purpose of this study is to develop A Model for the Resilience of SME's in black swan conditions with emphasis on the internal axes of the organization.

Design/methodology/approach: 

Research data in the content analysis section was collected through interviews with 26 licensed consultants from consulting, information and entrepreneurship services centers. Fuzzy Delphi technique was used to assess the adequacy of content analysis, in-depth understanding of expert opinions and reaching a general consensus. The output of this stage was 11 main categories and 25 sub-categories in two axes. The output of this stage was 11 main categories and 25 sub-categories in two axes. Structural-interpretive modeling technique was used to structure the research model, interpret the conceptual relationships and level the variables.

Categories of managerial schema, behavioral and professional competence in the field of senior management, as independent variables of Mic Mac in the third and fourth levels of the diagram and the axis of organizational capabilities including strategic orientation, reforming the structure and excellence of processes, promoting positive culture, financial system Accurate, well-organized human resources, appropriate market orientation, readiness of physical and information infrastructure and the use of information technology in the first and second levels of the diagram were placed in the group of dependent and linked variables.

Misbehavior as irrational behavior is a type of behavior and decision-making among customers of markets and organizations, especially in the financial and investment sector, which recognizing its nature, as well as its effective factors and consequences can help to better predict markets. The purpose of this study is to design a model of misbehavior of customers of this type of organizations (specifically capital market). In this research, an attempt has been made to use a qualitative and quantitative methods, as well as the technique of interview content analysis and data analysis and measurement of the research model with the help of SPSS 22 and Smart PLS 3 statistical software to provide a better understanding of this phenomenon To be obtained. The results of this study indicate that customers' misbehavior is directly affected by 3 types of mental biases and cultural values, economic conditions and laws and political factors also affect the formation of mental biases. In addition to identifying instances of misbehavior in this market, the economic instability and social chaos are also known as important and key consequences of customer misbehavior.

Customer Retention and maintaining customer relationships and preventing customers from Churn is one of the most important tasks of organizations in today's highly competitive markets. In this study, the issue of customer churn and customer retention strategies have been investigated. These issues have been studied through systematic literature review and from different angles such as the field of organization, degree of individualization of customer relationship management, customer segmentation, and selection of key customers, employee engagement and evaluation. In addition, a model based on deep learning networks has been used to predict customer churn. As a result, a conceptual framework and model is created based on the existing literature in this field and then combined with the customer churn prediction model using deep learning networks. The results show that the use of deep learning in predicting customer churn is a very effective and efficient way to solve the problem of customer retention and customer churn. This approach is not only able to accurately predict which of the organization's customers are turning away from the organization and disconnecting from the organization, but also can accurately identify the factors and parameters affecting customer churn and bring very valuable insight for the organization.

Relations at the work environment are unique interpersonal relationships with important outcomes for individuals and organizations. An important aspect of these relationships is the relations quality of the between the manager and the employee. The quality of manager-employee relationships is associated with a variety of important individual and organizational implications. It is expected that the staff at the higher levels of this relationship will show higher levels of performance and commitment to the organization than the low-quality relationship. Accordingly, the present study was developed with a synthetic method. In this research, the qualitative method and thematic approach, Primary codes were identified and subsequently the concepts of research were categorized. In the quantitative method, the identified index was evaluated using a questionnaire in tax offices of Tehran. The results were analyzed by exploratory factor analysis using spss software. The results of this study stating that six dimensions of Reassuring behaviors, Professional behaviors, technical skills, Human skills and Communication skills for the concept of relations quality between manager and employee and the direct and meaningful relationship between the concept of research with two variables of employee job performance and Organizational Commitment.

Employees' creative ideas are the source of new insights and products that enrich daily life and make a valuable contribution to business development. In other words, employee creativity is the result of interaction between individual and contextual factors with the environment; Also, the source of creativity and innovation is at the intersection between skills and knowledge of the individual and the study of this issue requires the study of internal and environmental triggers in the context of the organizational environment. In this study, which is focused on the role of financial rewards in enhancing the performance of new business/venture ideas in a High Tech ICT Accelerator in China, 168 volunteers employees at this accelerator participated in an empirical experiment. To explore the different interventions of continuous reward allocation in an idea generation process for creating new venture ideas, we defined three forms of maximum, random, and null (control group) types of reward in the experiment. The results of this study show that the allocation of financial rewards improves the performance of idea generation, but also in the lack of reward allocation into the idea generation process reduces creativity and innovation in this field.

Culture has a direct impact on project processes, especially the initial process of the project, this issue is more pronounced in multinational projects or environments with high cultural complexity. According to the literature review, it seems that the existing theories and models have neglected the influence of cultural factors on the performance of initial project management processes and the lack of a clear theoretical framework to explain the performance of initial project management processes that requires attention to cultural factors in the literature. it is obvious. In this study, considering the gap in the literature in the field of studying the role of culture in the initial processes and early actions of projects, the study of cultural components affecting the performance of the initial processes of project management has been considered. Due to the fact that there is no clear theoretical framework in the literature to analyze the above problem, in this study, qualitative research method and GT-based methodology with Strauss and Carbin approach have been used. Based on the analysis of the findings, it seems that national cultural factors such as "short-sightedness", "partiality", "unplannedness", "haste", and "convenience-seeking", as well as professional cultural factors such as: "lack of language" Common between project pillars "," project pillars mismatch "," client's pleasant preference for reality "," disbelief in project management standards "," disbelief in documentation "and" technical overcoming of project management ", paving the way for" hasty start " Projects "is in the country.

Psychological contracts are defined as employees' beliefs and perceptions of implicit and explicit obligations in working relationships with the organization. The aim of this study was to discover the content of psychological contracts of public hospital nurses.

A qualitative study is needed to properly understand the content of nurses' psychological contracts. The required data were collected from semi-structured interviews and with emphasis on the lived experience of nurses in public hospitals. In this regard, participants were selected using purposive sampling method and snowball technique and 19 interviews were conducted to ensure theoretical saturation.

Findings showed that psychological contracts in nurses included 3 main themes (transaction-based, relation-based and value-based) and 14 sub-themes. Transaction-based contracts included five sub-themes: good work climate, fair payment, non-work problems, workplace safety, and a peaceful environment. Relation-based contracts included five sub-themes: decision-making permission, superior support, job challenge, promotion opportunity, and job security. Value-based contracts included four sub-themes: fulfillment of individual values, fulfillment of collective values, fulfillment of educational values and fulfillment of moral values.

Conclusion:

 Findings showed that psychological contract of nurses with two themes (transactional and relational) is not comprehensive and nurses had very important values ​​beyond personal and organization interests, which were related to the nature of the nursing profession, and these values are reflected in the value-based psychological contract. As a result, in order to increase organizational commitment and job satisfaction and reduce nurses' turnover, it is necessary to pay attention to the content of all three types of psychological contract.