نشریه منابع انسانی تحول آفرین
پیاپی 1 (بهار 1401)

Background and

Undoubtedly, the most sensitive activity that managers perform in any organization is decision making. But today's world is so complex that decision makers are faced with many problems. This qualitative research was conducted with the aim of analyzing the phenomenon of decision phobia of managers in the Ministry of Cooperatives, Labor and Social Welfare.Research

This research is based on fundamental-applicative purpose and descriptive-exploratory in terms of gathering information, and it is a qualitative research type that was conducted using foundational data theory. 16 interviews were conducted. The result of these interviews was a set of primary themes that were collected during the open coding process and categories were extracted from them. Then, the titles of central, causal factors, contextual factors, intervening factors and environmental factors were specified in the paradigm model of decision phobia.

According to the findings, central phenomenon factors, causal factors, contextual factors, intervening factors, strategies, and environmental factors were identified in the form of a paradigm model.

Managers should strive to strengthen their decision-making and problem-solving skills, specialization in the decision-making process, familiar with psychological techniques to eliminate decision phobia and lack of secrecy in decision-making, so that they can overcome decision-phobia in this way. Minimize the work environment.

Background and

Managers of organizations have different opinions about quantum leadership, each of which represents their mental model. These different opinions form the discourse space in which the mental patterns of the managers can be revealed and solutions can be presented to improve the planning. The purpose of the research is to design the mental model of National Bank managers regarding quantum leadership using the Q method.Research

The present research is exploratory in terms of its purpose and practical in terms of results. It was designed in two phases, in the first phase, thematic analysis method was used for Q analysis in order to identify, analyze and report existing patterns and topics. In the second phase, using the Q method, managers' perceptions were identified and groups were classified. Using the Q method, different mentalities were identified in the discussion forum and 74 factors were obtained, and by evaluating these propositions, 59 factors formed the Q statements. These propositions were written separately on 59 separate cards and 42 managers of the National Bank arranged these cards on the Q chart with specific instructions.

By analyzing the results, three mental patterns were identified: ambassadors of change, pioneers of protection, and helmsmen of stability.

Identifying the types of managerial thinking in their working mechanisms can be very different and it seems that all three combinations of these mental types can be efficient in the management structures of National Bank of Iran.

Background and

Increasing the presence of women in management positions can lead to good results, despite their lack of experience in management positions, it can create challenges for the organization. The purpose of this research is to design and validate the key competencies of female managers in the General Directorate of Cooperation, Labor and Social Welfare of Tehran Province.Research

The type of research was applied in terms of result and exploratory in terms of purpose. The statistical population of the research in the qualitative phase included 5 executive and academic experts who were selected by purposeful sampling, and the statistical population in the model test phase included all female managers working in the General Directorate of Cooperatives, Labor and Social Welfare of Tehran Province in the number of There were 100 people, based on simple random sampling, 80 people were selected as a sample using Cochran's formula. The content validity of the questionnaires was confirmed by experts and the reliability of the questionnaire was also confirmed using Cronbach's alpha. The data was analyzed by SPSS and Smart PLS software.

The findings showed that the competence model of female managers has four dimensions of knowledge and awareness, skill and ability, individual characteristics and values, and nine components of cognitive skill, female identity, protecting the rights of beneficiaries, belief in God, awareness It is intra-organizational, extra-organizational awareness, human and communication skills, technical and executive skills, and soft communication.

Paying attention to the dimensions and components of competence of women managers can be one of the ways to improve the quality of their management in the country's organizations.

Background and

One of the prominent organizations whose administrative transformation system is very important is the banking system of a country, because banks play an important role in the economic system by holding a major part of the society's liquidity. Therefore, the purpose of this research is to present the model of the transformation of the administrative system in the headquarters of Maskan Bank offices.Research

This qualitative-quantitative study is practical in terms of its purpose, and the statistical sample of the qualitative part was 20 experts who were knowledgeable about the subject, who were selected by snowball sampling. In the quantitative part, 92 employees of Maskan Bank headquarters were selected as the sample size. First, the primary components were identified from the research literature and the final model was designed using the Delphi method. In the quantitative part, structural equations were used with Smart PLS software.

9 components and 62 indicators were identified in the administrative transformation system model. In order to determine the rank of each of the factors, it was determined that the index of reforming structures, and the processes and methods of doing work is the most important index, and the index of customer orientation and honoring clients is the least important.

The general result showed that more than 50% of the identified components did not explain the administrative transformation in Maskan Bank. It is clear that the institutionalization of these components will be effective in implementing the administrative transformation of Maskan Bank.

AbstractBackground and

goals such as strengthening revolutionary religious attitudes and beliefs, preserving and realizing ideals, the mission of the achievements of the revolution in the field of human growth and excellence, are possible in the shadow of having competent managers to guide organizations in the current situation. Therefore, the purpose of this research is to design the model of strategic competencies of managers from the perspective of Imam Khomeini (RA) and the Supreme Leader (Madazla Al-Aali) in the Ministry of Oil of the Islamic Republic of Iran.Research

In this exploratory-applied research, first of all, the strategic competencies of managers were identified from the statements and opinions of Imam Khomeini (RA) and the Supreme Leader (Madazla Al-Ali) and the research literature, and during semi-structured interviews with 15 people from Experts knowledgeable about the subject evaluated the desired components and were approved by the Delphi method in the third round. Then, from the scenario writing method, the best scenarios were selected among the identified components.

The findings of the Delphi method in the third round confirmed 17 components as the strategic competencies of managers. Also, in scenario writing, the most attractive scenarios in the strategic competencies of managers were introduced in the order of improving human growth and development, improving leadership expectations, and improving the advanced Islamic-Iranian model.

Paying attention to the strategic competencies of managers at the time of their appointment and focusing on identified priorities, especially human growth and development in the work environment, meeting leadership expectations, and institutionalizing the advanced Islamic-Iranian model, can provide effective results for organizations.

Background and

One of the problems of the country's organizations is the presence of ethnocentrism in the organizations, in such a way that the organization is out of the rational state and is moving towards a political organization lacking the necessary efficiency and productivity. The purpose of this research is to investigate the impact of human resource management measures on reducing ethnicism among the headquarters and operational departments of Masjid Sulaiman Oil and Gas Exploitation Company.Research

The method of this research is descriptive correlation type. The statistical population of the research is 813 employees, 261 of whom were selected using Cochran's method and stratified random sampling. Data were collected through standard questionnaires. Statistical analysis was done through SPSS and LISREL software.

The findings showed that human resource management measures have an effect on reducing ethnocentrism, while all research hypotheses showed a positive and significant effect on ethnocentrism. Also, the overall fit of the proposed model was confirmed.

Ethnicism in organizations can cause internal and external conflicts and, as a result, create many problems for employees in the workplace. Human resource management measures as an effective factor can reduce the problem of ethnocentrism in organizations so that employees with different ethnicities can work together peacefully.