نشریه منابع انسانی تحول آفرین
پیاپی 5 (بهار 1402)

The concern of many organizations today is that they cannot create the ability to perform another activity at the same time that they are engaged in one activity. Achieving such a transformation is difficult and requires serious attention to create the capacity of behavioral ambivalence in the organization. Therefore, it is important to identify the factors that promote ambivalence among employees. The present study was conducted with the aim of identifying individual factors affecting behavioral ambivalence.

In this research, which was conducted as a systematic review, studies related to the subject were retrieved using defined search terms and using specific databases. Based on the compliance with the entry and exit criteria, the articles were extracted from them and entered into Excel version 2010.

Among 123 articles, 9 articles were selected. These studies had studied the factors affecting behavioral ambivalence. The results of the research showed that factors such as personality traits, flexibility of human resources, internal motivation, self-efficacy, innovative behavior, and managers' support are effective on behavioral ambivalence.

In order to optimally use the capacity of intelligence, knowledge and existing skills of employees and behaviors such as searching for new products or services and innovation in the process, it is necessary for managers to pay attention to individual factors on behavioral ambivalence in organizations.

Entrepreneurship is a powerful tool for recognizing opportunities that can solve problems such as employment, lack of creative and dynamic human resources, low productivity, reduction in the quality of products and services, economic stagnation and increased competition. In recent years, the share of women in private businesses as well as in government jobs has gone through a growing trend.The success of women entrepreneurs in societies not only causes economic benefits, but also creates social and cultural benefits.This research is a sequential mixed type (qualitative-quantitative) with the aim of investigating and analyzing women's entrepreneurship based on home jobs using the systematic design of the foundation's data theory. For this purpose, while conducting open interviews with 19 professors and women entrepreneurs, a set of primary themes (138 themes) were collected during the recoding process until reaching theoretical saturation, and categories were extracted from them. Then, in the central coding stage, the link between these categories under the title of causal conditions (personality factors including cognitive, motivational, behavioral and business-related factors including customers, market, goods, work), central phenomenon (structural, process, behavioral, development), strategic factors (defensive, offensive, revision/adaptation, contingency/diversity), contextual conditions (work environment, ecology and family environment), intervening conditions (cultural, political, economic) and the consequences of women's entrepreneurship in home businesses at the level of ( individual, group and social) was determined.

The water and electricity equipment company is active in the field of infrastructure related to production and technical inspection, equipment of water supply networks, dams and power plants, which is currently planning and establishing an approach to improve customer experience. to be The purpose of the current research is to improve the customer experience through the design and implementation of the co-creation approach with the customer in this company.

This research is practical and a qualitative approach is used to collect information, library and archival document review methods, observation and interviews are used. The main research strategy is action research, which has been repeated twice in the current research process with the aim of consolidating the learning from the research. The statistical population of the research was experts and managers related to the customer field in the company. Judgmental sampling method has been used for sampling.

The planning and implementation of the value co-creation approach encourages customers to provide timely and effective feedback to suppliers' actions, so that by promoting organizational agility, they can speed up the identification and timely response to problems and Related issues will ultimately improve the performance of the entire company.

Considering the importance of the issue, the implementation of the joint creation approach with customers has been investigated and implemented in order to improve customer experience management.

In recent years, employee energy has become an important topic in management literature and an emerging concept. The purpose of this research is to investigate the factors affecting the energy of employees in public organizations and to determine its consequences.

The current research method, which was implemented quantitatively, is applied in terms of purpose, and in terms of descriptive research method, and correlation type. The statistical population of this research is the employees and managers of government organizations in Kermanshah city. The sample size is 150 people who were selected by equal stratified random sampling. The tool for collecting research data is a questionnaire, which has been validated through formal and structural validity and its reliability through Cronbach's alpha test. The method of structural equation model with the help of Smart PLS software has been used to test the hypotheses.

The results showed that the employee's energy has a direct and meaningful relationship with the variables of humor, enthusiasm, self-efficacy, and effective communication. In addition, employee energy has a direct and significant relationship with variables of learning, creativity, job performance, job satisfaction, and self-actualization.

Results of this research show that strategic attention to the factors affecting the employee's energy leads to consequences that play a significant role in the realization of individual goals and organizational goals.

considering the importance of human resources and maintaining efficient human resources in the development of the organization and the view of human resources. The purpose of this research is to identify and prioritize the factors of human resource retention in Islamic Azad University (Tehran North Branch) in 1401.

The current research was based on a mixed exploratory study that was saturated after interviewing 9 people and was selected by the criterion method and based on the main principles of saturation. In the quantitative part of this research, 385 administrative and operational employees of the Islamic Azad University Tehran) was based on Cochran's formula and participated in the research by purposeful sampling. The results obtained from the exploratory factor analysis in different fields of the effect of selection on the identification and prioritization of human resource retention in Islamic Azad University (North Tehran branch) 181 open codes were identified, which were categorized and centered around the most important category of 53 indicators and 5 main factors. is identified.

In a descriptive and inferential study based on structural equations, the findings showed that the identified components have a significant and meaningful effect on the retention of human resources of Islamic Azad University, North Tehran branch.

Considering the role of maintaining human resources in Islamic Azad University, North Tehran Branch, factors such as job satisfaction, human resource management, organizational support, organizational climate and job selection are effective

Nowadays, many studies by management researchers aim to increase the efficiency and effectiveness of organizational activities towards work teams. In a way that teamwork has always been given a special place in the literature of excellent organizations. The other important point is the obstacles to teamwork. In this research, the fuzzy DEMATEL technique was used. Experts were selected through purposive sampling to collect data. The results showed that among the components, the lack of up-to-date and practical training had the most impact, and also the inappropriate culture of teamwork had the most susceptibility and more interaction. Negative and inappropriate personality traits, insufficient knowledge, awareness of the benefits of teamwork, lack of material resources and incentives were ineffective, and the inefficiency of interpersonal communication system, inappropriate organizational structure with teamwork, and inappropriate culture of teamwork were also accountable. Also, the inappropriate culture of teamwork is the key and most influential component, and the lack of up-to-date and practical training is the most effective component. Before taking any action, organizations must initiate problem-solving skill training based on individuals' abilities to prevent obstacles to teamwork. To improve teamwork, individuals' personality traits should be taken into account, especially during recruitment and hiring, and their incompatibility with teamwork should be avoided.