نشریه مدیریت بهره وری
پیاپی 65 (تابستان 1402)

Resource management is one of the most important practices in sustainability. Resource management, due to the scarcity of resources, requires attention and scientific-based organizing. Manufacturing industries are among the largest centers of resource consumption, especially natural resources. Therefore, different industries need to be committed to the principles of sustainable development in meeting their needs. Hence, the purpose of this study is to provide a model of resource management in sustainable supply chain in the selected industries. To do so, first, resource management indicators in the sustainable supply chain have been identified based on the previous studies and the experts’ opinions, and then, a model of indicators have provided in order to show their importance in the different industry by applying three methods of K-average, principal component analysis and random forests. In order to gather data, a survey-based questionnaire is used. The results demonstrate that environmental management and cross-functional cooperation indicators in the automotive industry are the most important indicators. In ceramic tile industry, social issues and human resource management indicators are important but, in the steel industry, social issues and environmental management indicators were important. In the foodstuffs industry, quality management, cross-functional cooperation indicators and human resource management have great importance. In addition, in the textile industry, the quality management indicator was the most important one. The results obtained from the various industries provide practical suggestions for prioritizing improvement practices for resource utilization for having sustainable supply chain.

In recent decades, the issue of entrepreneurship has attracted a lot of attention in the public sector, creating a new approach to government management called entrepreneurial government which has been raised to address the chronic problems of administrative and government services. Hence, there is a need to study and identify the drivers that affect this approach. Accordingly, the present study aims to investigate the drivers for developing entrepreneurial government in the country. To this end, after defining the subject and conducting initial exploratory and library studies, the relevant factors and components were considered by experts using the Delphi method and a researcher-made questionnaire. Having revised the factors and their components qualitatively and quantitatively based on related statistical methods, the experts reached a consensus on the balance among the model, its components, and combination of factors. The study sample in this section included 33 academic experts and professionals familiar with the subject who were recruited through non-probability, judgmental sampling. Then, in order to test the designed model, a researcher-made questionnaire was distributed among 335 managers and experts of the selected public sector organizations in Sistan and Balouchestan province who were recruited through random cluster sampling. Finally, PLS 3 was performed to analyze the data. The results showed that three categories of structural, content and contextual drivers are effective on the development of entrepreneurial government in the country, from among which content factors with an impact factor of 43.6 have the greatest impact on the development of entrepreneurial government.

The knowledge-based economy and the widespread emergence of knowledge-based companies as well as the creation of knowledge-based values and the importance of the knowledge worker in organizations have attracted the governments’ attention which in turn has lead to new styles of leadership and management be tailored to the specific conditions of these companies. In the leadership literature, corresponding to the knowledge worker who wants a degree of independence and works in environments with high complexity and task interdependence, shared leadership has been suggested as a predictor of enhancing individual performance, team effectiveness and increasing productivity in organizations. Hence, the present study was conducted to investigate the consequences of shared leadership in knowledge-based companies and to determine the variables affecting the implementation of this leadership style in knowledge-based companies. This descriptive research was developmental and applied in terms of purpose and had an exploratory mixed method design. The statistical population of the study consisted of the managers and employees of knowledge-based companies in the field of information and communication technology. In the qualitative part, sampling was performed in a purposeful and judgmental manner and the sample size was determined based on theoretical saturation. In the quantitative part, sampling was done through convenience sampling procedure. During 18 interviews, the outcomes of organizational leadership, at the individual level, were found to be increasing motivation, organizational commitment, job satisfaction and skill development, at the group and team level, group cohesion, team empowerment and group identity, and at the organizational level, productivity, organizational learning and innovation were identified. Moreover, knowledge sharing was identified as a mediating variable. These findings were also confirmed by the data obtained from 127 electronic questionnaires using the partial least squares (PLS) technique for analysis.

Innovation can be a source of competitive advantage for companies. Therefore, recognizing and evaluating innovation in manufacturing and service industries is an effective step to start measuring innovation in these industries. Considering the importance of this issue, it is very important to know key dimensions and indicators to measure these innovations. Hence, the purpose of this research is to address each of the main indicators of organizational innovation and discuss the inherent advantages and disadvantages of their deployment separately. In this research, based on the literature review and the opinions of 15 academic experts and manufacturing industry experts, 10 indicators have been categorized as the most important key indicators of innovation evaluation in three general categories of input, intermediary and output. In order to evaluate and prioritize the most important innovation evaluation indicators, a non-linear quantitative analysis based on hierarchical analysis (Mikhailov's method) was used in a fuzzy environment, and for the analysis of cause and effect relationships, the fuzzy Dimetal method was used. The results show that the presence knowledgeable people and the growth of education are the most important indicators in the evaluation of innovation, and therefore, with special emphasis and attention on these indicators, we can witness an increasing growth in the field of innovation in organizations. The amount of effort to register a patent as well as the number of registered patents are among other important indicators in the field of innovation evaluation, which should be given special support in order to develop innovation in organizations. Also, it was found that the protection of innovation during the growth period is the next priority and can be very important in creating a safe environment as well as increasing the peace of technology people in innovative organizations. The analysis of cause and effect relationships using the Dimtel method also showed that the development of knowledge capital and educated people has the highest impact on other factors, which confirms the hierarchical analysis.

Startups are usually built around innovative ideas, and mentors serve as watchdogs and entrepreneurs in the creation and growth of startups. The purpose of this research was to design a mentoring model for the development of startups in food industry. The research method was mixed employing sequential-exploratory design, grand-theoretical method and applied-developmental goal. Through purposeful theoretical sampling, in the qualitative section, 15 academic experts in the field of entrepreneurship management and food industry were selected. In the quantitative section, using stratified random sampling, 384 entrepreneurs, mentors and students active in food industry startups were recruited who answered a researcher-made questionnaire. The qualitative analysis was performed with five rounds of interviews to reach saturation and theoretical consensus for open, axial and selective coding of mentoring model categories in food industry startups, the quantitative analysis of which was performed with Smart pls (2) statistical software. The paradigm pattern of research was established in 4 axes, 29 categories, 193 items and 6 constructs including: causal conditions, central phenomena, strategies, contextual conditions, intervening conditions and consequences. The relationship between causal condition structures and central phenomenon, central phenomenon and strategies, contextual conditions and strategies, intervening conditions and strategies and strategies and consequencies of mentoring development was found to be positive and significant (T ≤ 2.58), and research model fit was assessed as strong (GOF = 0.682). Therefore, it can be concluded that the managers and policymakers of the country's food industry can benefit from the consequences of mentoring development in the startups of the country's food industry by implementing the antecedents of the research model and implementing its strategies.

Decision making is one of the most important duties of managers and there has been an ongoing effort to improve this. In fact, recognizing and developing managers’ abilities and capabilities have an undeniable role in improving decision making. Hence, in the present study, the researchers investigated the impact of managers’ cognitive abilities on their strategic decision making, and how these abilities can be decisive in advancing, procrastinating or delaying and scoring the institution's grand plans. This research is a practical study in terms of purpose. The participants of the study included 10 managers of the Management and Program Organization of Ardabil province. The data was collected through a semi-structured interview and categorized using open coding and qualitative content analysis. The results revealed that management in decision-making prevents challenges and crises, and in case they occur, it alleviates them before they become insoluble and long-lasting. It was also found that the ability to solve problems accelerates the process of achieving goals in a systematic way and that creativity can help solve problems and crises with easy, low-cost and fast solutions. It can be concluded that experts’ critical thinking can address challenging issues and provide a ground for their solutions.

The purpose of this study was to explain the mediating role of organizational justice in the relationship between job insecurity and burnout, especially in crisis situations. The research is of applied nature using the descriptive-survey method. The statistical population of the study was the staff of Tabriz Tractor Manufacturing Company with 281 people who were stratified through stratified random sampling method. Three standard questionnaires of job insecurity, burnout and organizational justice were used to collect the data. The validity of the questionnaires was assessed using confirmatory factor analysis and their reliability was assessed by Cronbach's alpha. Structural equation modeling was used to analyze the hypotheses and the data were analyzed by PLS software. Other related studies suggest that individuals experienced a significant burden of mental health as a result of job insecurity in the midst of the COVID-19 epidemic. This study revealed that organizational justice can have a moderating effect in such crises and reduce the negative impact of job insecurity on burnout and consequent disorders. In particular, the procedural and interactional dimensions of organizational justice have the most inverse effect on burnout. Thus, the role of organizational justice in modifying employee burnout, especially in crisis situations, similar to the current situation resulting from the Covid-19 pandimic crisis, is important.

The present study aimed to design a human resource management model in client-centered government organizations (studied by the Civil Registration Organization). This descriptive-survey study has a mixed method design.  The statistical population of the qualitative data included university experts and faculty members and experts in the field of human resource management ten of whom were recruited through purposive sampling, and the quantitative data included all the 260 managers of Tehran Civil Registration Organizations who were selected through total population sampling. The data collection instrument was a researcher-made questionnaire. The results of the analysis of the interviews using the Delphi method showed that the dimensions of the human resource management model in client-centered organizations are: performance management, talent management, recruitment, retention and promotion, succession, payroll, reward and punishment, education and personal development. Assessing  Tehran Civil Registration Organizations in the dimensions of the model showed that, in terms of their status, the dimensions were performance management, payroll, personal training and development, recruitment and promotion, succession breeding and talent management, respectively, and that , in all dimensions of the model, there was a functional gap among the status of Tehran civil registration organizations regarding the indicators of the human resource management model and their importance. In general, it is concluded that the civil registration organizations of Tehran province are not in a good position in terms of human resource management in the six dimensions of the model and its sub-components.

In this paper, the effect of situational factors on the consumers' buying behavior has been investigated in order to increase the productivity of Kish business centers. This applied exploratory-explanatory research has a mixed (qualitative-quantitative) method design. The statistical population in the qualitative part included the managers of Kish business centers and in the quantitative part included the customers of Kish business centers. From the first group, 12 samples were selected through targeted snowball method and from the second group, 117 samples were recruited through simple random sampling procedure. Grounded theory was used to analyze the qualitative data and to analyze the quantitative data structural equation modeling was employed. The findings regarding the qualitative part showed that situational factors affecting the consumers’ behavioral tendencies include: available money, store browsing, social environment, seller attitude, physical characteristics, security and entertainment. It was also found that customers' behavioral tendencies affect their intention to buy. Additionally, it was revealed that marketing factors such as background conditions and management factors as intervening factors affect the customers’ intention to buy and make Kish business centers productive. The analyses of the quantitative data also confirmed the findings of the qualitative part sinc the results of the structural equation modeling showed that situational factors affect behavioral tendencies, behavioral tendencies, marketing and managerial factors affect shopping, and the intention to buy affects productivity. Therefore, it can be said that improving the productivity of Kish business centers is a complex process and is influenced by situational, marketing and managerial factors.

Regarding the strategic role and importance of human resources in organizational valuation in modern business space, investment is highly important. Hence, the present study aimed to investigate the effective factors affecting the efficiency of human resources investment in Iranian capital market. This survey study had a descriptive design. The statistical population consisted of all firms listed in Tehran Stock Exchange. The statistical sample included 155 companies recruited through convinience sampling method. A researcher-made questionnaire based on Likert scale was used for collecting the data. Kolmogorov-Smirnov test was used to test the normality of the data and structural equation modeling was employed to test the hypotheses. The results showed that the quality of financial reporting, the quality of profit and financial stability, human capital disclosure, social responsibility reporting, motivational commitment of employees, conservatism in financial reporting, organizational atmosphere and improvement of business environment have a positive and significant effect on the efficiency of investment in human resources.