نشریه مطالعات رفتاری در مدیریت
پیاپی 34 (تابستان 1402)

Due to the nature of the unexpected and the magnitude of the events, the variety and the amount of supplies and services needed by the victims, natural disasters require immediate mobilization and action of multiple stakeholders. Crisis relief operations focus on planning the transportation of first aid materials, food, equipment and rescue personnel from supply points to a large number of destination nodes that are geographically dispersed throughout the crisis area and the rapid evacuation and transfer of people affected by the crisis to centers. Medicine and safe shelters. Therefore, one of the most important and efficient issues in humanitarian transportation is the issue of routing the relief vehicle. In this article, the location problem of dense fuzzy facilities with multi-level capacity in UAV-based rescue operations is studied. The purpose of this problem is to determine the best places to set up and refuel the stations so that the waiting time of the victims to receive the needed assistance does not exceed a certain threshold. Due to the non-deterministic nature of the crisis, fuzzy demand is considered in the proposed model, then this fuzzy model is converted into a deterministic model using the Jimenez method. Finally, the proposed mathematical model was solved using NSGA-II algorithm and the results were presented.

Today, air pollution, smoking, use of fatty and ready-made foods, etc., have exacerbated heart disease. For this purpose, controlling the risk of such diseases can prevent or reduce their incidence. The present study aimed at using Markov decision processes (MDP) to estimate the risk of cardiovascular disease. For this purpose, model inputs were first determined using a validated micro-simulation model for screening cardiovascular disease developed at Tehran University of Medical Sciences, Iran using genetic algorithm. The model input factors were then defined accordingly and using these inputs, three risk estimation models were identified. The results of these models support World Health Organization guidelines that provide medicine with high discount to patients with high expected Life Years. Finally, conflicts are usually observed in the risk models determining the likelihood of complications. Hence, to develop Markov Decision Processes methodology, policies should be adopted that work well despite the difference between the risk model and the actual risk.

The aim of the current applied, descriptive and correlational study was to investigate the effect of Green behaviors of managers on Human resource management strategic developement at medical science university in Kurdistan. The research population comprised 3500 employees in medical science university in Kurdistan out of whom a sample 340 was randomly selected, based on Morgan Table, to participate in the study. The research data were collected using a researcher-made five-point level Likert scale questionnaire comprising 4 factors and 32 items tapping the participants’ responses were. Therefore, 340 questionnaires were distributed among members of the target population. Having distributed and collected the questionnaires, we analyzed descriptively and inferentially. Descriptively, features like absolute and relative frequency, mean, standard deviation and variance of background and main variables were estimated. Inferentially, correlational tests, multiple regression and F-Test used indicated that of Green behaviors of managers had a significant effect on Human resource management strategic developement at medical science university in Kurdistan.

This research was conducted in order to investigate the behavioral factors affecting the promotion of the organizational identity of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province. The research method used in this study is descriptive and correlational in terms of its applied purpose, quantitative in terms of data type, and in terms of data collection method. The statistical population of this research consists of all employees of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province, whose number is about 2500 people. The sampling method in this research is a simple sampling method.From the mentioned statistical population, according to the sampling criteria (based on the sampling method listed in Morgan's table), 308 people were selected as the research sample, and then using a researcher-made questionnaire in four dimensions and 32 items, adjusted according to a five-point Likert scale. , and the extracted items have been questioned in the statistical sample of the research. In the descriptive statistics section, the description of the data is presented in two sections, background variables and main variables, and in the inferential statistics section, in order to check the hypotheses from the K-test Square (Chi-square) has been used. According to the research data, it can be said that there is a positive and significant relationship between the behavioral factors of organizational justice, job satisfaction, job security and organizational health and the organizational identity of the Cultural Heritage, Tourism and Handicrafts Organization of the province. .

  Considering the Position of Talent Management, the Aim of the Current Research is to Achieve the Model of Talent Management. In terms of Purpose, This Research is Applied With a Mixed Exploratory Research Method. In the Qualitative Stage, Using Semi-Structured Interviews Among 15 Experts in the Field of Education in ACECR*, It has been Identified and Inalyzed by Thematic Analysis With Purposeful Sampling and Data Saturation Criteria. The Statistical Population of the Quantitative Part Was the Managers of the Educational Field of the ACECR of the Country (650 People), and the Sample Size Was 305 People Based on the Morgan Table and Were Selected by Stratified Sampling. Data Collection is Based on a Researcher-made Talent Management Questionnaire and Data Analysis is Done Using Lisrel Software. Qualitative Results Showed that the Talent Management System in ACECR in the Dimensions of Planning and Prganization, Talent Search, Professionalism and Development-Oriented, Justice-oriented, Specialization and Meritocracy, Human Resource Management, Knowledge Creation, Providing Feedback, Culture Creation, Staffing and Livelihood are Classified in the Section The Fit, Validity and Reliability of this Talent Management Model Have Also been Verified.

This research was conducted with the aim of presenting a model of knowledge management and empowering bank employees, a case study of National Bank.

The tool of this research is a semi-structured interview method, the statistical population of this research is the experts and senior managers of the National Bank, 11 people were selected by snowball sampling until reaching the theoretical saturation stage. The method of analysis is of qualitative type and foundational data method. The software used is MAXQDA.

The findings of the research showed that the factors of creating a healthy and happy educational environment, creating platforms for making the organization smarter, creating a platform for the expansion of information technology, creating transparency in the missions and goals and visions of the organization as background factors, individual development of employees and learning environment. Bank as the final result, online education and coherent education and the creation of a learning council as strategies, obtaining the commitment of the CEO and senior managers regarding the development of an individual development plan for employees and financial resources as intervening factors, personalization of education and emphasis on on-the-job learning are the categories were recognized as central to this paradigmatic model.

It is very important to pay attention to the training and empowerment of employees in different fields and the competencies expected for them during the process of individual development, especially in the field of human resources management in banks.

The current research was conducted with the aim of providing a model of internal organizational factors affecting the implementation of the talent management model (case study of Iran Khodro Industrial Group). The research method is in terms of applied-developmental purpose, in terms of descriptive-survey collection method, in terms of cross-sectional time, and in terms of the nature of data collection, it is mixed (qualitative-quantitative). Semi-structured interviews were used in the qualitative part and researcher-made questionnaires in the quantitative part to collect information. The statistical population in the qualitative part included experts and managers of the middle and large departments of Iran Khodro Industrial Group, and in the quantitative part it included employees, experts and middle managers of Iran Khodro Industrial Group in the number of 1500 people. The sample size was 15 people in the qualitative section andbased on Cochran's formula 306 people in the quantitative section , which were selected based on the purposeful (judgmental) sampling method and cluster sampling, respectively. The findings showed that four internal organizational factors including talent attraction, talent evaluation and discovery, talent development and training, and talent retention have an effect on the implementation of talent management. In attracting talent, three components were identified in the order of priority, including recruitment, selection and recruitment. In the assessment and talent discovery dimension, the performance management component and evaluation centers were introduced. In the dimension of talent development and training, two components of career management and development and training, and in the dimension of talent retention, two components of discipline and service compensation were identified and prioritized.Key words: Talent management, talent attraction, talent retention, Iran Khodro Industrial Group.

Responsibility and responsible behavior have always been considered by managers and organizational planners as a plan for sustainable development and growth in organizations. The purpose of this study was to develop a paradigm model Professional Behavior Responsibility of Employees with emphasis on the twentieth paragraph of the general policies of the administrative system. Research in terms of constructivist philosophy and in terms of the nature of research is qualitative with inductive approach and in terms of nature, it is exploratory research. Participants in the study included 15 specialists and experts in the field of public administration, faculty members of universities who had executive experience in government organizations. Sampling was performed in a targeted manner. The study continued until theoretical saturation. Data analysis was performed based on Strauss and Corbin method. Interview analysis was performed using MAXQDA, 12 software. Coding stage 143 basic concepts and 33 pivotal concepts were identified. The six dimensions of the paradigm model of causal conditions (7 codes), contextual conditions (3 codes), strategies (7 codes), axial phenomenon (6 codes) intervening conditions (3 codes) and consequences (7 codes) were calculated. So, for establish the responsibility, managers should pay special attention to combating indifference and developing an organizational culture based on professional ethics