نشریه منابع انسانی تحول آفرین
پیاپی 3 (پاییز 1401)

Background and

With the emergence of new sciences, management styles have also changed. Among these management styles, there is the emergence of showcase management that focuses on displaying performance instead of actual performance. The purpose of this research was to identify and rank the factors affecting the emergence of showcase management in Sarcheshme copper complex in 2021.Research

The current research was conducted using descriptive-survey studies in a statistical sample of 50 employees of Sarcheshme Copper Complex until theoretical saturation. Research literature and questionnaires were used to identify the factors influencing the emergence of storefront management. The fuzzy Delphi technique was used to analyze the data.

The findings showed that among the identified factors, 7 factors were approved by the experts in two rounds. Also, in the ranking of factors affecting the emergence of showcase management, the factor of lack of strategic intelligence, the factor of lack of meritocracy system and the factor of lack of effective performance evaluation system were ranked first to third.

Showcase management style can have a negative aspect on various aspects of the work of the employees of an organization. In order to diminish this style in the workplace, it is necessary to focus on strengthening the strategic intelligence of managers, observing the meritocracy system, and implementing an effective performance evaluation system.

Background and

One of the essentials of crisis management is the high level of preparedness and capability of the human force in these conditions. As a crisis, the spread of the corona disease stopped the wheels of industry and trade, and undoubtedly brought changes to the organizational approaches after the outbreak. Therefore, the role of human resources management in facing these damages was highlighted. The purpose of this research is to design a prescriptive model of governance in human resource management after the crisis of the Corona outbreak.

Context and

Despite the fact that many programs have been designed and implemented to fight administrative corruption, little success has been achieved in this field. It seems that one of the basic solutions to deal with administrative corruption is the supervision of management over its sub-categories. The purpose of this study is to design a model the managerial supervision to prevent administrative corruption.Research

This study is a descriptive- correlation research that has been conducted through the survey method. Also this research is according to aim the development- applied research. The statistical population of the research in order to test the model consisted of all staffs in public organizations of Kerman city and 286 pepole have been selected as volume of sample using Cochran’s formula. To analyze the data have been used descriptive and inferential statistical (t test and enter multiple regression), and the organizational supervision and administrative corruption questionnaires have been to collect the data.

The findings of the study indicated that the suggested model has appropriate fit, and organizational supervision dimensions have negative impact on administrative corruption, and of among the dimensions, supervision by organization inspectors has had the most negative impact on administrative corruption and supervision by administrative delegations, supervision by hidden inspectors, direct supervision of director, supervision by electronic equipments and hierarchical supervision have been in next ranks.

Considering that managerial supervision plays an important role in preventing the occurrence of administrative corruption, managers of organizations should know well the various methods of supervision of their subordinates and apply them correctly.

Internal reward means when a person's work and duties have value for him, and paying attention to it increases work motivation. The purpose of this research is to identify and prioritize factors affecting the internal rewards of human resources in Rafsanjan University of Medical Sciences in 2022.Research

This research was conducted using descriptive-survey studies in the statistical population of 144 staff members of Rafsanjan University of Medical Sciences and a statistical sample of 12 experts until theoretical saturation. To identify effective factors, library studies were used, and to influence factors and their prioritization, Fuzzy Dimetal technique and network analysis process were used.

The findings showed that the index of managerial factors had the most influence with other factors and the index of giving valuable rewards had the most influence on other factors. Also, managerial factors, ethical leadership behavior, individual factors, working environment conditions, implementation of successful strategic planning, employee motivation mechanisms, job and employee fit, using employees' opinions in the way of rewarding, giving valuable rewards, respectively in the first to ninth priority were placed

It is very important to pay attention to internal rewards in order to achieve internal reinforcements in the work environment. To get this important, management factors and ethical leadership behavior should be considered by organizations.

The purpose of this research is to investigate the impact of organizational culture on innovation capability with the mediating role of knowledge management in the companies under the Gohar Rosh Sirjan Group.Research

The method of this research was descriptive and correlational. The statistical population consisted of 2121 employees of the companies under the Gohr Rosh Sirjan Group in 1401, and according to the table of Karjesi and Morgan, a sample of 322 people was selected as a stratified random sampling proportional to the sample size. The measurement tool included three questionnaires of organizational culture, innovation capability, and knowledge management. Descriptive statistics (prevalence, mean, median, mode, skewness, kurtosis) and inferential statistics (structural equations using Lisrel 8.8 software) were used for data analysis.

The results showed that organizational culture has a significant effect on innovation capability with the mediating role of knowledge management. Organizational culture has a significant effect on the ability to innovate and manage knowledge, as well as knowledge management on the ability to innovate.

The relationship between organizational culture, knowledge management, and innovation capability can provide useful insight for managers in the field of strong cultural development, promotion of efficient knowledge management practices, and ultimately improvement of the innovation capability of the entire organization.

Successful organizations consider the process of finding talent and developing managers in the form of a succession plan as a vital and necessary activity for their continued success. Although models of various aspects have been designed regarding the succession plan, the purpose of this review is to identify the dimensions and components of the succession plan.Research

A systematic survey was conducted between 1387 and 1401 and 2000 and 2022. Out of 193 articles in the search field, 65 articles were removed and the titles of 128 articles were reviewed. Among these, 117 articles had specialized titles and 81 articles (27 Farsi articles and 54 English articles) were comprehensively studied to understand the dimensions and components of the succession plan.

The review of this study showed that 4 dimensions and 15 components were the common points of the reviewed articles. This review study showed that the dimension of organizational support and support, the dimension of strategic planning in the succession plan, the dimension of talent identification and the formation of a talent fund, and the dimension of training and improvement of talents are important aspects of succession plans.

The succession plan is considered an effective solution for providing competent people in organizations and this solution provides the necessary infrastructure for providing key positions in organizations. Therefore, organizations should prioritize the implementation of the succession plan and prepare the ground for its implementation by focusing on the introduced dimensions.