فصلنامه پژوهش های مدیریت منابع سازمانی
سال سیزدهم شماره 1 (پیاپی 49، بهار 1402)

The current research was conducted with the aim of identifying and prioritizing business coaching competencies in the Iranian market with a qualitative-quantitative approach, which is classified as developmental-applied research. The population studied in the qualitative section included business coaches, a sample of 20 of them was selected with a targeted approach and snowball method. In a quantitative part, the statistical population included business coaching activists who provide services in scientific-research institutions (307 official coaches and 87 informal coaches) and a sample of 200 of them using Cochran's formula Systematic randomness was considered. In order to collect data in the qualitative part, documentary and interview methods were used, and in the quantitative part, a researcher-made questionnaire was used, the validity and reliability of which was confirmed. Also, in order to analyze the data, exploratory factor analysis Verification and Friedman rank test were used to prioritize the identified criteria. The findings show that among the identified criteria, the highest average rank is related to the variable of gaining experience with a rank of 4.04 and the lowest rank is related to the variable of psychological characteristics with a rank of 3.67. It should be mentioned that very few studies have been done in relation to business skills and its impact on business development, and a serious vacuum is felt in this field.

A new trend in human resources, especially in the last decade, is the issue of digital talent. This event is certainly influenced by the evolution of the digital economy and the effects that digital technologies such as artificial intelligence have left on the business environment. As little research has been done on digital talent, there is still insufficient knowledge on what digital talent is and what to do about it. Therefore, this study, as one of the earliest studies in the field of digital talent, has investigated this issue in the banking industry. The research approach in this study is grounded theory. Data were obtained through interviews. At the end of the research, the extraction of 326 common first-order open source codes (out of 434 first-order codes), 72 second-order open source codes (resulting from common open source coding), 24 axial categories and 5 selective categories including: Philosophical and organizational orientations of digital business; Cognitive mapping of digital talent based on digitization initiatives; Recognize situational patterns and perspectives with the aim of understanding environmental events; Orientations of strategic actions in the development of DTs; And improved the level of individual and organizational performance.

Positive Character Strengths can be defined as characteristics that allow an individual to function at their personal best. The strengths are especially important for knowledge acquisition and problem solving. Knowing the dimensions of character strengths is effective on business continuity and development. Therefore, this research aims to investigate the impact of positive character strengths to business continuity with the mediating role of resilience and moderating social responsibility in corona-drive conditions. The statistical sample of this research includes 240 managers of service businesses in Isfahan. In order to data collection, the questionnaire and convenience sampling method were used. The reliability and validity of the research constructs using Cronbach's alpha and average variance extracted (AVE) were confirmed. Research hypotheses were checked with the help of Smart PLS3 software. The results of the research showed that positive character strengths have a positive and significant effect on resilience. As well as, resilience has a positive and significant effect on business continuity. In order to promote the business continuity of through the positive character strengths, emphasis should be placed on resilience. Also, four important functions of character strengths; the virtues of wisdom, self-control, courage and excellence have a positive and significant effect on resilience. Two other functions of character strengths; the virtue of humanity and justice has no significant effect on resilience. It should be noted that the social responsibility-moderating variable does not moderate the relationship between resilience and business continuity in the Covid-19 era.

The High level of uncertainty is harmful to the performance of knowledge-based companies. Therefore, this study examines the role of human resource management strategies and entrepreneurial orientation that can play in improving the performance of knowledge-based companies in volatility environments.

In this research, the data collection tool is questionnaire in which reliability has been evaluated by Cronbach's alpha and its validity has been evaluated by content validity, CFA, divergent and convergent validity. The questionnaire was distributed among 227 knowledge-based companies in Tehran Science and Technology Park and was answered by one of the senior managers from each firm. The collected data were analyzed by structural equation modeling with Amos software.

The results showed that human resource management strategies have a significant effect on firm performance by the mediating role of entrepreneurial orientation. The results also showed that human resource recruitment, human resource development and human resource retention have a positive and significant effect on firm performance and entrepreneurial orientation, while human resource exit strategy has a negative and significant effect on both firm performance and entrepreneurial orientation. It was also found that entrepreneurial orientation has a positive and significant effect on firm performance. Finally, the results showed that the volatility environment reduces the impact of entrepreneurial orientation on firm performance.

Based on the results, the improvement of the performance of knowledge-based companies depends on the degree of acceptance and establishment of human resource management strategies and entrepreneurial orientation by the companies. Also, the effect of entrepreneurial orientation on performance is stronger for companies operating in a less volatility environment.

Todays, because of the household sector consumption amount, the role of individual consumption behavior has been highlighted in energy policy. Although various tools has been designed to intervene energy consumption behavior, existence of some problems in energy management sector indicates that at the national level, understanding of behaviors and how to change and manage them has been pursued in an incomplete manner. This research, by adopting a qualitative approach and turning from focuse on factors affecting consumer behavior to behavior governance, aims to investigate how energy consumption behavior is managed. The process of data collection was done through individual interviews and focus group with electricity industry managers. The result of using thematic analysis, showed that there is two types of gaps within and between energy technical and behavioral policies, which warns the need to change in the current approach and reformulate policies in order to create integrity and balance in energy consumption behavior governance. Article emphasize the use of behavioral insights is not limited to the use of behavioral tools to solve problems; rather, it requires improvement of policy makers understanding of problems based on behavioral insights.

Today, sustainability is a serious concern of many countries. Many changes in the business environment have changed the functioning of organizations, and in fact, the excellence and sustainability of organizations in the current complex and changing conditions requires the use of a new attitude in formulating organizational strategies. The most important current management challenge of organizations is to achieve organizational sustainability and then balanced movement towards improvement and excellence. Sustainability is related to the organization's ability to monitor opportunities, changes in trends, and risks in the external environment, and its purpose is to create a balance between the financial, economic, social, and environmental interests of the organization in the long term. On the one hand, the ever-increasing economic, social and environmental challenges and on the other hand, the neglect of the sustainable approach to the organization in internal studies, the author decided to provide a framework and model for organizational sustainability by conducting a qualitative study based on the Grounded-theory strategy. For this purpose, an open and semi-structured interview was conducted with 17 managers and experts of petrochemical companies located in Mahshahr Special Economic Zone and university faculty members who were selected by purposeful sampling until reaching theoretical saturation. The analysis of the interviews was done based on three types of open, central and selective coding, and then the organizational sustainability model was designed. Evaluation and refinement of the model was done by a group of experts using the Delphi method. The results of the analysis of the interviews based on Grounded Theory resulted in 174 concepts, 13 categories and 4 core categories. The results showed that managers can by recognizing the factors affecting organizational sustainability (Social pressures, environmental and economic issues), and strengthening the attitude of employees, choose strategies for producing green products and planning, research and development to achieve sustainability and its promotion. The implementation of organizational sustainability will lead to beneficial results and consequences for the people, the owners and the government.

Attracting talented and skilled employees as well as retaining the current workforce has become one of the most important concerns of leading organizations and businesses in today's competitive and dynamic environment. Employee value proposition in the form of a set of suggestions and values ​​is a key stimulus to attract top talent in the labor market and while creating job satisfaction for current employees, has a significant impact on reducing the rate of turnovers of people from the organization. The aim of this study is to identify and prioritize the types of value proposition of employees in knowledge-based businesses with a mixed method (qualitative-quantitative). In the first phase, through semi-structured interviews with 10 experts from knowledge-based companies, the data were collected and analyzed by thematic analysis. In order to prioritize the types of value propositions identified, the questionnaire was distributed among 10 experts in the field. The Best-Worst Method (BWM) was used to analyze the obtained data. Finally, by prioritizing 14 core values, designing an attractive and purposeful career path as the most important value and designing a friendly organizational culture were identified as the least important type of value proposition

The high rate of extensive changes in the contemporary environment creates more difficult conditions for organizations and disrupts their performance. Therefore, the ability of organizations to maintain proper performance has become important in recent years despite the crises that have occurred. One of the important issues in this situation is how can improve the reliability of organizations or the ability to maintain their proper performance in crisis conditions. Organizational reliability has two hard and soft areas that the dimensions of its hard area have attracted the attention of researchers for several decades but the dimensions of its soft area have been less addressed. In this way, despite the scope of wide application and the recent theoretical attention focused on the dimensions of the soft area of organizational reliability, still the dimensions and components of this type of reliability have not been identified and formulated in a way that can help its implementation in organizations. Therefore, this research has tried to extract main and sub-themes and codes which were renamed the soft dimensions, components and indicators of organizational reliability by using the sequential exploratory mixed research design based on semi-structured interviews and review of published articles and using thematic analysis method (qualitative research) and in the second step, use confirmatory factor analysis to determine construct validity. The obtained result is a valid measure for measuring reliability in organizations.