مجله مدیریت فرهنگ سازمانی
پیاپی 67 (بهار 1402)

Retention of employees is a key and of course challenging issue due to the increasing competition on the recruitment and retention of skillful employees and the heavy costs of employee departure. Employee retention is one of the key parameters for measuring the power of an organization. The purpose of this study was to identify the sources of retention and to employ job embeddedness approach to understand key employee retention mechanisms in the organization.

The study used mixed meta-synthesis method. This exploratory method is used to create and extract a common framework of reference for the results of previous studies in a quantitative and qualitative format. In the study at hand, the seven-stage meta-synthesis method was used. This method involves seven stages, including setting the research question, making a systematic review of texts, searching and selecting proper quantitative and qualitative articles, extracting article information, analysis and synthesis of the quantitative research findings, conducting quality control, and presenting the findings.

The study at hand tried to identify the antecedents of human resource embeddedness. Thus, the factors related to the creation of embeddedness were found. The factors creating embeddedness involve various layers, which were identified as five components, namely personal factors, job factors/ job environment, supportive measures, leadership, and contextual factors.

The factors identified in this study are resources and instruments for the retention of employees and provide an image of the resources available to managers to employ in the entry plans and measures, selection and recruitment of human resources, and investment on the creation of various dimensions of human resource embeddedness model in various parts of the organization in order to retain and develop them.

Organizational insensitivity is a kind of inclination toward reluctance and deliberate lack of understanding by the employees that appears in their thoughts and behavior when their expectations are not met. The purpose of this study was to design and validate the organizational insensitivity model in the human resources.Research

The study is applied in terms of purpose and exploratory based on grounded theory in terms of research method. The statistical population included the experts of National Gas Company in Kermanshah province. Based on purposive sampling, 13 interviews were made up to the saturation point. Data collection instruments included semi-structured interviews and a questionnaire. Data analysis was done using grounded theory and MAXQDA, and validation of the model was done using one-sample t-test.

the findings included 367 codes, 77 concepts, 24 secondary categories, and 6 main categories, which were presented as a model. The model was validated, too.

The results indicated the main causal factors (injustice, lack of meritocracy, economic issues, and manager’s disregard of growth), intervening factors (following others, lack of attention to interests and opinions, factors reducing success, and extra-organizational issues), contextual factors (personal attributes, improper reward and punishment system, organizational culture, and contradictory goals), axial phenomenon (silent inactivity, indifference, numbness, and organizational disinterest), strategies (reduction of commitment and participation, negative spiritual and mental issues, objection, and reduction of job quantity and quality), and consequences of organizational insensitivity in the human resources of National Gas Company branch in Kermanshah province (increase of infringements, reduction of efficiency, loathing work and organization, and widespread dissatisfaction).

School culture is an important managerial tool that helps school succeed. In many successful organizations, managers pay sufficient attention to this issue. However, studies related to this issue show that many organizations are not informed about the existence and performance manner of organizational culture. Thus, the present study was carried out to design and validate the successful school culture model. The research method adopted in this study was mixed-methods approach. In the qualitative phase, the statistical population involved articles published about school culture and successful school from 2005 to 2020 in Iranian and non-Iranian journals, out of which 50 articles were selected for the final analysis. In the quantitative phase, the statistical population involved all teachers of secondary high schools of Ardabil (five hundred teachers). Out of these, 217 individuals were selected as the statical sample using cluster random sampling. In the qualitative phase, the seven-stage meta-synthesis instrument proposed by Sandelowski and Barroso (2007) was used. In the quantitative phase, a researcher-made questionnaire was used. The results of the study led to the identification of 55 indices of successful school culture model. These were formed as 12 components, namely school prospect and mission, attention to the comprehensive growth of students, school’s empowering structure, effective cooperation and relation of employees, social support, cooperative management, positive learning environment, professional morality, effective leadership, learners’ cognitive features, effectiveness and efficiency, and effective human resource management. The validity of designed model was assessed and confirmed using SmartPLS3 software through factorial analysis. The results of this study can help educational managers and staff develop school culture, identify successful schools’ features, and improve effectiveness of schools.

The current research was carried out with the aim of strategic foresight of entrepreneurship in Iran's sports industry. This research was applied with a qualitative-quantitative approach. The research participants were experts in entrepreneurship, entrepreneurship in sports and management professors, and 20 of them were selected as a research sample until the researcher reached theoretical saturation. Data analysis was done in the qualitative part by coding theoretical bases and expert interviews. In the quantitative part, the effective factors were identified, they were entered into the matrix of cross-effects in the Mikmak software, and the key factors were extracted, and then the ideal future scenario of the entrepreneurship of the sports industry in Iran was compiled. The research results showed that there are 10 common factors between influential and influential key factors and 30 possible situations were defined for 10 factors. In the scenario writing section, 12 scenarios have a very high probability of occurrence, and the first scenario is the most likely scenario for the development of entrepreneurship in Iran's sports industry. As a result, managers and planners should be prepared to deal with all possible situations by considering all conditions.

Today, Recruitment has moved from the traditional era, the age of modern technology has embraced us, and new strategies are emerging, such as an emphasis on skills assessment and the use of online methods. On the other hand, the establishment of AI with general goals is still a long-term goal in the field of HRM. The rapid development of specialized AI systems in the automotive industry, social media, advertising and marketing has been remarkable, but much less progress has been made on employee management issues as the first step in the path of AI in HRM. The present research tries to identify the applications of AI as a new knowledge in recruitment, in addition to creating a bridge between these two areas by using AI in HRM to take an effective step in attracting qualified and effective people in organizations.

The present research has been done qualitatively and with a case study strategy. Interviews were used to collect information and themes analysis was used to analyze the information.

Based on the findings, the identified applications and requirements for using AI in recruitment include 7 main themes: Applications, Technical requirements, Intelligence requirements, Performance requirements, Ethical requirements, dysfunctions and Non-structural factors.

The main purpose of this study was determining the cause-effect relationships among the components of meritophobia within the public organizations’ culture based on the viewpoint of organizational experts. The study at hand was an exploratory mixed-methods research project. In the qualitative phase of the study, the thematic analysis, and in the quantitative phase, the Fuzzy DEMATEL method was used. Data triangulation was used to examine the validity of the instrument, and interrater and test-retest reliability measures were employed for reliability checking.  The statistical population in the quantitative phase were the experts and managers of Tehran city public organizations who were familiar with meritophobia issue. In this section, 14 participants were selected using snowball sampling. In the quantitative phase, the statistical population were 10 experts. The data collection instruments were semi-structured interviews in the qualitative phase and questionnaire in the quantitative phase. The findings of the qualitative phase showed that overall, 8 factors – including toxic organizational atmosphere, political biases of the managers, administrative corruption, deviations from law, human resource challenges, inconsideration of meritocracy system, the sick structure of the society, and the dominant culture at workplace – were identified as the factors forming meritophobia. The sick structure of the society, the dominant culture at workplace, organizational corruption, and deviations from law affect other variables more, and the inconsideration of meritocracy system is highly influenced by other factors. Culture is the most important tool that can prevent meritophobia in organizations. Attention to cultural ground-setting in the societies and organizations paves the way for the institutionalization of meritocracy system in organizations.