فصلنامه مطالعات منابع انسانی
پیاپی 48 (تابستان 1402)

Considering the increase in age, population aging, improvement in life expectancy, reduction in birth rate, economic and social conditions of society, the desire of retired employees to return to the labor market has increased and it is necessary to address the conditions and expectations of this working group in society. Employment after retirement from regular full-time employment and before complete withdrawal from income-generating activities is known as bridge employment. This research seeks to investigate the factors affecting bridge employment and also to provide a model of employment decision.

This research is of a qualitative, developmental, interpretive and inductive type with a meta-composite approach and qualitative content analysis method. The sources of information used in the research are articles published in Elsevier and Thomson Reuters Databases. After collecting the published articles from two databases based on the index considered by the researchers, the selected articles were selected for review.

After reviewing and combining the results of the selected studies reviewed, three categories of factors i.e., personal (micro level), organizational (medium level) and contextual (macro level) were recognized as effective factors on bridge employment. Each of the mentioned factors has different dimensions. These factors along with other variables such as organizational attitude, the overt and hidden functions of work, etc. construct the employment decision-making framework of the bridge.

This framework can be a basis for planning organizations in order to re-employ retirees in professional and non-professional jobs and use their experiences, knowledge, expertise, and skills. It should be noted that the prerequisite for the correct implementation of bridge employment in governmental and non-governmental organizations of the country, formulation and implementation of human resource policies and strategies are appropriate to it.

This research, as one of the most elementary studies in the field of digital talent in Iran, has explained the model of digital talent management in Iran's banking industry (Mixed Method).

The research approach in this study is grounded theory and structural equation modeling. Data were obtained through semi-structured interviews with organizational experts in the banking industry and a quantitative questionnaire among employees.

The findings include the final categories: philosophical and organizational orientations, situational analysis of digital talent, recognizing situational and perspective patterns, directions of strategic measures in the development of DTs, and improving the level of individual and organizational performance. In the quantitative part, the organizational and philosophical orientations have affected its three direct structures, i.e. digital talent situational analysis, recognition of situational patterns, and digital talent developing. In the studied structural model, the recognition of situational patterns structure is considered as the most effective structure in relation to digital talent developing and strategic actions orientations in digital talents development in the conceptual model.

In general, the spread of digital thinking in various elements of banking is important and the development of internal orientations of banks towards digital ideology is a policy that can create more capabilities and capacities in the HR department, and the bring banks to better competitive advantages in the field of digital talents.

Self-empowerment refers to the processes that employees themselves decide to go through, and according to the skills, knowledge, and abilities that a person acquires in the direction of self-empowerment, it results in the formation of a sense of competence, meaning, the right to choose, influence, etc. Accordingly, this article tries to present a model of self-empowerment of healthcare workers and the health sector.

This research was done using the qualitative method of the grounded theory and using the interview tool. The target population of the research was experts, professors and university informants in the field of management, as well as managers of the two studied hospitals of "Irfan Saadat Abad" and "Irfan Niayesh", among them 40 people using the method of "theoretical sampling" (20 hospital managers and 20 scientific and academic experts and experts) were chosen and the collection of information continued until saturation and theoretical adequacy.

"Causal factors" (internal and external organizational factors), "contextual factors" (environment including organizational, social, and cultural factors) and "intervening factors" (organizational requirements) are effective in the emergence of self-empowerment in hospital centers. Thus, in the model that is presented for the purpose of self-empowerment of health workers, treatment and health field, "macro management strategies" should be used in order to change the management paradigm, including transformation in the structure, strengthening of organizational culture, etc. applied to witness "organizational and extra-organizational" consequences and achievements including personal growth and excellence (employees), transformation of administrative system, satisfaction of managers, employees, and visitors to hospital centers.

Since self-empowerment is a person's belief about the ability and power necessary to perform duties if this belief is strengthened, and in the meantime, hospital centers are also using modern practices and efforts to support employees and rule justice and lawfulness in the organization, which lays the groundwork. The establishment of meritocracy and rule over the relationship can provide the necessary incentives for self-empowerment in employees.

Outsourcing of human resources with the aim of strengthening competitive advantage is one of the important approaches of organizations to maintain survival. However, domestic airlines, such as "Homa" Company, have not welcomed this approach. The purpose of this research is to identify the strategic reference points of human resources outsourcing in order to strengthen the competitive advantage of “Homa” Company.

The current research is of a mixed type and was conducted in two qualitative and quantitative stages. The qualitative stage was conducted by thematic analysis and data was collected through semi-structured interviews and theoretical saturation method. In the quantitative stage, data were collected through a researcher-made questionnaire.

In the qualitative phase, the strategic reference points of human resources sub-system outsourcing were determined. The research findings in the quantitative phase indicated that increasing the quality of services has the most importance in the outsourcing of human resource subsystems, and the executive managers of the outsourcing process of “Homa” Company should emphasize this factor more in their plans.

The research findings enable “Homa” Company to evaluate the results of human resources outsourcing based on strategic reference points and if necessary, take corrective action and guarantee the success of outsourcing. Besides, the results of the research will help to focus on the strategic activities of “Homa” human resources. In addition, these results can be used for other domestic airlines.

While there are currently many discussions about the impact of Covid-19 and its consequences on work practices and human resource management (HRM), no research has been conducted to explore the effective and efficient management of human resources and big theoretical gaps exist. By knowing the main categories of effective and efficient management of human resources in responsible and decision-making organizations, strategies can be adopted while avoiding its disadvantages. Therefore, the main goal of this research is to identify and prioritize the factors influencing the effective and efficient management of human resources in the Corona Pandemic.

This research in the point of the purpose is applied, and has used mixed method. In this research, thematic analysis and survey methods were used respectively. In the qualitative part, the participants includes the influential actors of Administrative and Recruitment Affairs Organization in the field of human resources. 13 experts were selected and interviewed using the purposeful sampling method, which is one of the qualitative sampling methods. In the quantitative part, the probability sampling method was used in a systematic way. Finally, 31 people answered the questionnaires. Structural equation modeling method and Smart PLS4 software were used for data analysis.

After examining the interviews, 80 codes were identified, from which 80 primary codes, 15 basic themes, 7 organizing themes, and 3 global themes were extracted. In the quantitative part, all the themes have obtained values higher than the acceptable limit, and the appropriateness of the themes (indices) of the model indicates the appropriateness of the measurement model.

In uncertain conditions caused by Covid-19, for the effective and efficient management of human resources in the organization, it is necessary to focus on the three principles: “intelligence and flexibility of organizational processes”, environmental and psychological empowerment of the organization and preparation of the necessary infrastructure”, and “management, improvement, promotion, ability and capabilities of human resources.”

Today, accidents in the oil and gas industry have increased all over the world, and therefore, paying attention to the health and safety of employees as well as improving ergonomic and human conditions in the workplace has become a necessity in the oil and gas industry. In the present article, a general question about the categories affecting human conditions and ergonomics in Iran's gas transmission industry was investigated.

In order to investigate the issue, an exploratory study was conducted and the data was collected using a qualitative research method based on unstructured interviews and three-stage coding process to determine categories that are effective in conditions and ergonomics and human were used and then the paradigm model of the research was explained.

A number of 20 open coding extracted from the transcript of the interviews were obtained and then by classifying the concepts that had a common semantic load, 7 sub-categories and 4 main categories were assigned to the concept of the present research, and then the paradigm model was explained in 5 categories of causal, central, strategic, Mediation, and consequences.

The realization of the mission and goals of Iran Gas Transmission Company depends on the existence of a safe work environment and improvement of human relations in the work environment, and in this regard, effective measures should be taken in the field of human resources management and improvement of the level of mental and physical health of employees and ergonomics of the work environment.