نشریه پژوهش های مدیریت منابع انسانی
سال پانزدهم شماره 2 (پیاپی 52، تابستان 1402)

Today, the issue of emergence of social networks and its dramatic effects on various aspects of human society have soared, and meanwhile organizations have not remained deprived from the influence of this novel phenomenon. Human resource management, as the organization regulator, deems it necessary to take a prudent approach to face such changes. The present study aims to provide a framework to human resource managers to formulate policies to face the opportunities and threats of using social networks in Iran's government organizations . The research method is qualitative and thematic analysis method is used to extract concepts. The statistical population of the research was Iranian government organizations, and its statistical sample consisted of current and former managers of human resource departments of government organizations, experts in the field of cyberspace and faculty members of management and communication departments of universities in Tehran and Alborz provinces. In addition to extensive review of scientific works, a semi-structured interview tool was used to collect data, and 10 people were interviewed using the snowball sampling method. .Totally, analyzing the research data we tried to identify opportunities and threats of utilizing social networks in government organizations, we dealt with preparing policies in six legal, security, educational, ethical, occupational, and administrative pivots to face social networks in Iranian government organizations.

In today’s societies, leading organizations are looking for a strategy to develop resources and improve the organization. The coaching organization is a new paradigm in the field of organizational management that focuses on coaching as a tool to increase productivity, motivation of human resources. The aim of this study was to identify the antecedents and consequences of the coaching organization with a human capital fostering approach for universities. This research is of a mixed type, in the paradigm of deductive-inductive and qualitatively-quantitative. The statistical population in qualitative and quantitative section of the study is experts in the field of coaching, including professors and managers of universities. 25 people of the desired sample were selected through targeted method and snowball technique. The data collection tool is interview in the qualitative part and questionnaire in the quantitative part. In the qualitative part, the data were analyzed using theme analysis method and ATLAS. TI software, and in the quantitative part, the importance and priority of the components were determined using the Fuzzy Delphi technique. 12 components were identified including: environmental changes and transformations, the need for human capital cultivating and organizational development,, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, coaching culture, Infrastructure and technology identified as antecedents and individual benefits and organizational benefits as consequences of coaching organization with human capital fostering approach for universities.

The present study was conducted with the aim of designing an engaging leadership model for knowledge-based companies using a qualitative method of the grounded theory method. The data of this research was derived from in-depth and semi-structured interviews with 16 subject matter experts in the field of knowledge-based companies in the country, which was based on purposeful sampling dependent on the selection criteria and continued until reaching theoretical saturation. The validity of the research data was checked and confirmed by returning results to participants and external auditors. Data analysis was done based on the Strauss and Corbin model in the form of open, axial and selective coding in Atlas TI8 software. The results showed that the engaging leadership model for knowledge-based companies includes causal factors (requirements of knowledge-based companies, environmental requirements, intra-organizational challenges), intervenors (organizational tensions, leadership skills), contextual (innovative network space) , the level of group motivations, individual motivations) strategies (human strengthening, culture building, excitement) and consequences (strengthening of individual powers, development of social capacities, collective action capabilities, development of active leadership).

This research was conducted with the aim of qualitatively identifying the dimensions, components and indicators of green human resources management with the approach of green organizational citizenship behavior in Shiraz Municipality. The research method has been conducted in a qualitative way using the grounded theory method. In order to collect data, by using library studies, research literature was collected, and then, using semi-structured interviews, experts' opinions were received. The statistical population includes 20 experts and university professors, specialists and human resource managers of Shiraz municipality, who were selected by snowball sampling until reaching theoretical saturation. The data analysis method was developed using open, axial and selective coding. The findings of this research include 63 indicators, 16 components and 6 dimensions in the field of green human resource management with the approach of green organizational citizenship behavior. The results of this research showed that the most important dimensions of green human resources management include green recruitment and selection, green training and development, green supports and incentives, and green human resources performance planning and evaluation. Also, this research showed that green organizational citizenship behavior can be presented in two parts, organization-oriented and individual-oriented.

Administrative discipline is one of the main tasks of the human resources management department in organizations and plays a vital role in the performance and improvement of the organization; Therefore, the purpose of this research is to identify the main and sub-categories and key indicators of administrative discipline through a meta synthesis approach, which is one of the qualitative research and meta-study methods. In this research, a number of 126 scientific texts in Farsi and English were discovered and extracted from reliable domestic and foreign websites and scientific databases between the years 2003 to 2022 and 1390 to 1401, and finally 32 research titles using the skills method critical assessment (CASP), were considered and the main indicators were extracted through the document analysis method. After studying and extracting the key codes, finally these codes were aggregated and clustered and the main and subcategories were set. The findings showed that 11 main categories, 26 subcategories and 126 indicators or primary codes were extracted. So that the main categories of administrative discipline included: rules and regulations, administrative control, behavioral control, coordination, obedience, responsibility, incentives, punishments, disciplinary procedures, self-discipline and guidance. The results of this research can significantly help managers and organizations in developing and improving performance as the driving force of organizations and turn them into leading organizations in their field.

The main purpose of present study was to investigate the state of technology in leadership from leaders’ and followers’ point of view. This study in purpose was applied and from methodology point of view was based on mixture of exploratory-sequential (qualitative-quantitative). The community of the study were educational experts and principals of governmental girl’s elementary schools in Tehran. The qualitative sampling method was purposeful and criterion-oriented, and 9 people were selected; and in the quantitative stage, the sample size was estimated to be 369 people based on the "Cochran" formula, of which 340 people were the final sample using the stratified and cluster sampling method. The data collection tool in the qualitative part was a semi-structured interview, whose reliability was confirmed by the agreement coefficient (75%). The data was collected in the quantitative section using a researcher-made questionnaire, the reliability of which was estimated with Cronbach's alpha coefficient of 0.95. In the qualitative data analysis part of this research, grounded theory coding method based on Strauss and Corbin's approach was used, and in the quantitative stage, one-sample t, independent groups t, and analysis of variance were used. The findings of this research showed that technology has been able to have a positive effect on the activities of leaders and by identifying their most important challenges when using technology and the effective factors of virtual teams, leaders and followers can greatly better use technologies and increase their efficiency during daily activities.