فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 39 (پاییز 1401)

The purpose of the present research was to design a strategic agility development model of the organization based on human resource management measures in Golestan gas company.

The combined research method is based on exploratory mixed research (qualitative-quantitative). The statistical population included official, contract and contractor employees in 27 branches of the gas company of the province. In the qualitative part, they were selected using the snowball sampling method and in the quantitative part, they were selected using the multi-stage relative cluster method based on Cochran's formula. Data were extracted in the qualitative part through the implementation of ground theory with in-depth interviews and in the quantitative part through structural equation modeling (SEM) with a 77-item researcher-made questionnaire. The data was analyzed in the qualitative stage with MAXqda2018 software and in the quantitative stage with SPSS and AMOS software.

The results of the qualitative part indicated that the organization's strategic agility development model based on human resource management measures has 16 dimensions describing causal conditions (agility drivers, use of information and flexibility), background conditions (about the roles and duties of human resource managers, employee capabilities and agility capabilities), intervention conditions (employee retention, strategic agility empowerment and organizational and non-organizational obstacles and challenges), strategy (human resource planning, human resource development, motivation of employees and expansion of culture of change) and result (increasing integration, gaining competitive advantage and improving organizational performance).

The results of the quantitative part showed that all dimensions of the research model were confirmed. The results of the prioritization section also indicate the importance of the results and the improvement of the organization's performance.

The organizational pride of employees is a vital factor in the success of organizations. This concept has emotional and cognitive dimensions that make employees experience positive perceptions of successful events and the general atmosphere in the organization. The purpose of this research is to identify the components of organizational pride in Khorasan Regional Electricity Company.

The philosophy of this research is interpretive, and its approach and strategy are qualitative and phenomenological respectively. The data of this research was collected through semi-structured interviews with managers of Khorasan regional electricity company who are familiar and experienced with the subject of the research. The participants were selected through targeted sampling by snowball method among 30 managers, and the data reached saturation after interviewing 20 samples.

The research results show that organizational pride includes 2 themes in individual and organizational domains, which are explained in 21 clusters.

According to the obtained framework, the individual theme includes pride in the job, colleagues, personality, appropriate behaviour, and positive emotions, and the organizational theme includes categories such as organizational, cultural, behavioural and functional pride, as well as organizational atmosphere, the importance of activity, productivity, Transcendent goals, organizational support, trust, incentive systems and human resources, production, distribution and market indicators, pride to customers and brand reputation.

Today, the Faculty Development has expanded greatly in order to strengthen the scientific base of higher education institutions, and the need to know its components is of particular importance. took

The research method is a mixed exploratory method (qualitative-quantitative) which includes qualitative content analysis in the qualitative part and survey in the quantitative part. The participants of the qualitative part are 20 managers and university professors and experts in the field of behavioral sciences, organizational behavior and human resources of Islamic Azad Universities of Razavi Khorasan Province, who were selected using the theoretical sampling method and snowball technique, and in a small part, the faculty members of Azad University. 195 people were selected by stratified random sampling according to the size of the faculties. The interview data analysis method is selected in the qualitative section, open, central and selective coding and in the quantitative section structural equations.

The research findings in the qualitative part included 81 open codes, 11 secondary codes and 4 main categories, and the results of the quantitative part of the research showed that the presented model has a good fit.

According to the results of the research, the Faculty Development should be planned with a systematic and all-round approach in the form of contextual, environmental factors and components, and consequences, and taking into account the diverse goals and needs of universities and faculty members, and should be done in all evaluation stages.

In this research, according to studies and new trends in the field of excellence and emphasizing sustainability as a necessary pillar of organizations to survive, the design of a sustainable excellence model in Iran Telecommunication Company has been discussed.

The current research is applied and developmental in terms of purpose and descriptive and survey methods. Using the meta-combination approach of previous studies and experts' opinions, the practical dimensions and components of the sustainable excellence of organizations were identified. In the quantitative part, the research community includes managers of Iran Telecommunication Company headquarters. Sampling from the community was done in a judgmental way and based on the expertise, knowledge and experience of the people, and by using their opinions, a coherent model for the sustainable excellence of the Iranian Telecommunications Company was presented. To verify the model, confirmatory factor analysis and Smart Pls software were used.

Finally, the model approved by experts consisting of 3 main dimensions of sustainability, including commercial and organizational sizes, human activities, and environmental activities, along with 11 components and 35 sub-components, was designed and approved.

The results show that some of the identified components, including human capital management of the organization, technology management and intelligentization, as well as consumption management, play a significant role in realizing the main dimensions of sustainable excellence; Therefore, company managers must pay more attention and focus on the successful implementation of these factors.

The basic concept of a personal brand is based on strategy promotion, and promotion of development concepts towards the advancement of people to strengthen the competence of people to enter the market. The current research has investigated the influence of the strategic role of individual competencies on the strengthening of the personal brand about the part of employment quality.

The research method in the present research, since research aims to determine the empirical relationships in the field of relationships between the factors influencing the development of the personal brand and the competencies related to the creation and development of a personal brand, in terms of the purpose applied, and in terms of the way of collecting descriptive information, it is correlational. The statistical population includes post-graduate university graduates. The random sample size was 356 people using Cochran's formula and the data collection tool was a researcher-made questionnaire. The face validity was confirmed based on the opinion of professors and experts, and the overall reliability was in the acceptable range. Through Cronbach's alpha test, the total reliability of the questions was 876. / is 0. Statistical analysis, normality test with the Kolmogorov-Smirnov test method, confirmatory factor analysis, path analysis and fitting of the research model were done with the help of SPSS software and Smart pls software.

Examining the data obtained from standard coefficients, t-statistics, as well as the graph of standard coefficients and significance of the personal brand model showed that all dimensions of the specialized component have a direct and significant effect on the unique brand model at a confidence level of 99%.

The results of the research have shown that the main hypotheses are accepted and the components of individual competence based on the components of employment quality have a significant positive effect on the components of personal brand.

Planning and policy-making to identify elites, support them materially and spiritually, and recruit, employ and retain them are the path required by the development of Iran's administrative system. This issue has been stressed highly in science and technology production, art and literature, scientific development and balanced growth, and reaching the highest level of the scientific and economic situation in the region, regarding the country's vision document on the horizon of 1404. Considering the necessity of using the capacity of elites in the Iranian administrative system and the continuous emphasis of Iran's Supreme Leader, this study aims at identifying and crediting the factors concerning elites attracting to proceed the vision document 1404.

The present study used the fuzzy Delphi method. The members of the panel of experts were a group of twelve experts and specialists of the administrative system at the university level. They were identified and selected based on four characteristics, knowledge, experience, desire, and sufficient time to participate in the Delphi stages, using a purposive or judgmental sampling method.

Findings of data obtained from the first round of Delphi showed that out of 30 identified factors, 5 factors were removed with the opinion of experts. Therefore, in the second round of Delphi, the validity of 25 indicators in 6 concepts and 2 categories was confirmed based on the opinion of experts.

The results showed that two categories of factors are effective in attracting elites in the Iranian administrative system, which are: a. Elite characteristics (including components: 1. Belief and value characteristics; 2. Individual characteristics and 3. Perceptual characteristics); B. Organizational characteristics (including components: 1. organizational characteristics; 2. job characteristics and 3. motivational characteristics).

 The nature of business in today's world requires high interaction between companies and customers, as well as the adoption of business models in the provision of services according to updated technologies. Entrepreneurial marketing and strategic agility are part of the discussion of how companies are organized in dynamic business environments. Based on the importance of entrepreneurial marketing and strategic agility, the present study was conducted to design a model of effective components of entrepreneurial marketing with an emphasis on the strategic agility of knowledge-based companies in the Islamic Republic of Iran. The research method is qualitative and quantitative. In the qualitative part, semi-structured interviews with experts, including managers and supervisors in knowledge-based companies and university professors, were used in a theoretical saturation and were conducted by the Atlas-ti software using the foundation data method. In the quantitative part, the questionnaire was provided to 336 experts and employees of knowledge-based companies and was modelled by structural equations and Smart PLS software. In the results of the qualitative section, 11 main networks and 35 categories were identified in the selected coding. The results of the quantitative section also showed that the underlying factors were 0.054, the causal factors were 0.053, the intervention factors were 0.131, the strategies were 0.316 and the consequences were 0.601 on entrepreneurial marketing. They are effective for strategic agility. Outcomes including competing with competitors have the highest role in entrepreneurial marketing for strategic agility. To increase their entrepreneurial marketing, the managers of knowledge-based companies must examine the changes in technology at different times and align themselves and the company with the changes in technology in the shortest possible time.

 Branding within the organization to achieve the special brand value of employees is a new strategy to ensure the behaviour of employees by brand commitments. In service organizations, sales staff can influence customers' perceptions and purchasing decisions.

The research method is a mixed (qualitative-quantitative) approach. Using the Foundation's data theorizing method, by conducting in-depth and semi-structured interviews with academic experts and business experts in chain stores, through a back-and-forth process, until reaching the theoretical saturation stage, coding the data extracted from the text of the interviews (open coding) And then he classified the resulting concepts (axial coding) and presented the theory extracted from the data of the previous stages, in the framework of the conceptual model of the research (selective coding). Then, in the second stage of this research (quantitative part), he used confirmatory factor analysis and structural equation modelling.

The brand-oriented category of organizational behaviour is formed from causal, contextual and intervening factors, and through strategies such as brand-oriented development of human resources, brand-oriented management of internal communications and brand-oriented management of performance in the organization, it leads to the creation of consequences such as increasing brand-oriented behaviours. Promote the brand and improve the performance of the organization.

According to the obtained results, it can be acknowledged that internal branding, through the coordination of human resources within the organization with its brand goals and perspectives, has a significant impact on the attitudinal and behavioural aspects of employees towards the company's brand and as a result, the emergence of brand-oriented behaviours in line with It strengthens the brand and the performance of the organization.

Considering that human resources are among the strategic assets of any organization, their scientific and conscious application will be the basis for the development of the organization. The main purpose of this study is to investigate the dimensions and components of competence in human resource development in the country's water and electricity industry.

This research has been done with a qualitative approach. Participants in this study are 16 managers and experts in the country's water and electricity industry who are active in the field of human resources of the country's water and electricity industry and participated in the research through purposeful sampling and theoretical saturation rule. Data were collected using a semi-structured interview and the validity of the interview questions was assessed using participants' feedback strategies and receiving peer feedback. The data analysis method is a content analysis using coding at three levels: open, central and selective.

According to data coding and categorization, a comprehensive suspect (competency), four main categories (individual competencies; managerial competencies; communication competencies; perceptual competencies), 11 component codes and 50 open codes, extraction and model Competency in human resource development was designed.

The results indicate that knowledge and self-awareness, personality traits and perceptual skills as the most important components of competence along with attention to all dimensions, are the factors of human resource development in the water and electricity industry.