فصلنامه علوم مدیریت ایران
پیاپی 69 (بهار 1402)

Today, employee experiences have gained recognition as a new concept and approach in human resource management, and their significance for the success of individuals and organizations cannot be overlooked. Hence, the objective of this study is to identify the dimensions and components of employee experiences. This research employs a descriptive design with a mixed-methods approach, combining qualitative techniques such as meta-synthesis and quantitative methods including fuzzy Delphi and analytic hierarchy process. In the qualitative phase, we conducted a systematic search   in databases to achieve the research objective, employing a seven-step method developed by Sandelowski and Barroso for meta-synthesis. All relevant articles were reviewed, and the thematic analysis method was used to analyze and code each dimension and component of employee experiences with the assistance of MAXQDA software. The Critical Appraisal Skills Programme tool and content validity method were utilized to ensure the validity of the qualitative and meta-synthesis section. Reliability was assessed through the intercoder reliability method and the calculation of the kappa coefficient. In the quantitative section, the fuzzy Delphi technique was employed to refine and validate the indicators. Finally, the analytic hierarchy process was used to prioritize the research findings. The results reveal that employee experiences encompass four dimensions and fourteen components, with the organizational dimension being the most important, having a weight of 0.443. The development of a comprehensive model through the integration of meta-synthesis and fuzzy Delphi represented the innovative aspect of this research, which can serve as a framework for future studies.

The effectiveness of online education in the recent pandemic, has led to a shift toward a hybrid education (a combination of in-person and online education). This study focuses on the challenges of communication in online classes and is aimed to investigate the impact of personality traits (Big five) and cultural values (Horizontal and Vertical Individualism/Collectivism) on the communication apprehension (CA) level (communication participation avoidance and low level of communication confidence). The participant of this research were the MBA students of Iranian business schools via an online survey. The results indicate that extroverted and agreeable students and those who show a high level of openness to experience, exhibit a lower level of CA in online classes. However, neuroticism predicts a higher level of CA positively and significantly. The results also demonstrate that students with high levels of horizontal collectivism are more prone to show higher levels of CA. In contrast, a high level of individualism (whether vertical or horizontal) predicts CA negatively.

The administrative burden is a new concept in the field of public administration and refers to implicit social contracts established between citizens and the state. The concept of administrative burden (inconvenience) is a new research agenda of public administration in terms of citizens’ interactions with the state. Indicators of administrative burden include unequal citizenship rights, bafflement, delays and hopelessness, lack of autonomy, and the sense of humiliation arising from inappropriate workers behaviors. The Significant points in this regard are the organizational and political roots of the issues, the mechanisms whereby they influence citizens, and the ways for the state to mitigate them. The state is an institution that determines rules concerning its service structures and behaviors in dealing with citizens, and, consequently, this creates some problems for the latter. The consequences of the above problems for the citizens typically entail learning costs, financial loss, and psychological damages to some extent. The purpose of this study is to cast some light to Burden Concept in the age of declining confidence and trust of citizens in states.

The purpose of this article is to present and validate the human resources recruitment model in the Social Security Organization of Iran. The paper is exploratory in terms of its goal, basic in terms of audience and cross- sectional in terms of time. The research approach is mixed. The statistical population in the qualitative part of the research were 11 Head  Deputies of the Organization, General Directors and human resource Managers (Administrative and Finance, Human Resources Development and Support) who were selected  on a purposive sampling method. The research population in the quantitative part of the research include 384 employees  of the Social  Security Organization. Based on the Cochran formula, we selected 361 employees who participated in this stage of the research and filled out the research questionnaire. As for collection of data in qualitative stage, we used the semi- structured interviews with those 11 pre-mentioned experts. The grounded theory method was the research tool for analysis of the collected data, that was done through MAXQDA software. We could identify, the basic categories of the human resource development. The final model was validated with SMART PLS. The results showed that the main aspects of recruiting human resources in the country's Social Security Organization are: causal conditions (constitutional law, vision of the development plans and organizational culture); Intervening conditions (lack of competence); background conditions (selection and recruitment system); the central phenomenon (recruitment of human resources); Strategies (development of professional skills of human resources) and Consequences( the Country economic growth and development,, improvement of organizational performance, efficiency and gaining competitive advantage).|

Economic family businesses make up 70% of all businesses and play a significant role in growth and work of most of countries. The family businesses are the backbone of many economies. Many of these companies have a well-defined governance structures, but still most families operate without a transparent corporate governance system. The increasing volume of studies related to the concept of corporate governance and the concepts derived from it, as well as some of the inconsistencies drawn around the consequences of this concept, was a motivating factor, to inspire   the researchers of this study. We Conducted a review of the introduction, decision and conclusion; in order to integrate the components obtained from the findings of other authors in the field of corporate governance in family companies. Analyzing and fabricating the concept of corporate governance, especially in family companies; 2) knowing the factors and constituents of corporate governance in family companies and 3) introducing the antecedents and messages of corporate governance in private companies were among the main goals of this research. This study was done based on the pattern of four stages of systematic review and search articles. Then, by searching in reliable databases, this research was started and implemented. In the first stage, the top 440 articles in the scientific databases approved in CABS, a list that dealt with the theoretical field of corporate governance in the context of family businesses, were selected in five years period (2019-2023). In the first stage, the best and most qualified articles for in-depth review and finding the appropriate answer to the research question were downloaded, selected, screened and evaluated. Our Research was done in two phases, descriptive analysis and Research analysis.. By conducting this systematic review, 43 eligible articles were selected for final evaluation. The results showed that the main structure of corporate governance in family companies made up of a set of 75 codes, that included 17 antecedent codes, 29 dimension codes and 29 the consequences codes.

Disruption in the supply chain is an event that disrupts the normal flow of goods and services in the production process, and this issue can have negative consequences on the performance of the operation, financial and market areas of businesses. Managing these risks, that is, making the supply chain resilient, is one of the current and future challenges of organizations. The food industry is one of the industries that both in terms of the extent of the regional and global market, has the aspect of export and foreign exchange and employment creation, and in terms of the scope of food consumption in the country, it is considered important and valuable as necessary and relatively necessary goods for ensuring food security. This study is aimed at identifying the most important factors affecting the resilience of the supply chain of Kale company in a 10-year horizon (as one of the active companies in the country's food industry) and to discover the future scenarios, the   company is facing in the field of supply chain resilience. The research in terms of goal is exploratory, in terms of audience is applied and in terms of time is cross- sectional. The data collected through semi- structured interviews and questionnaire. In this research we used the new futuristic knowledge of   exploratory structural   analysis methods. The data was collected through a semi-structured interviews and questionnaire.   We also used structural analysis to analyze data with the help of Mic Mac   software, and for scenario analysis and its compilation, Scenario Vizard software was used. The research results show, the 6 key strategic factors that are influential on the resilience of the supply chain of Kale Dairy Company are: economic, environmental, technological, social, political and internal organizational. The results of Scenario Wizard also showed 211 scenarios with weak probability of occurrence, 7 plausible scenarios and 2 scenarios with strong probability to occur. Finally, several strategies are also provided.