فصلنامه مطالعات منابع انسانی
پیاپی 49 (پاییز 1402)

Human Resources Analytics (HRA) was considered to replace decision-making based on intuition and experience with data-driven decisions, thereby connecting human resources functions with business outcomes through quantitative analysis. As this area is still in its infancy, it requires extensive examination from both theoretical and practical perspectives. To contribute to the literature on this topic, this study seeks to review the evolution of research and extract the intellectual-conceptual foundations of human resources analytics.

In relation to the article's purpose, relevant research published between 1991 and 2022 was extracted from the Web of Science database and analyzed using VOS Viewer software. Descriptive, co-authorship, co-citation, and keyword co-occurrence analyses were performed on the collected data. Specifically, co-citation analysis was used to extract the intellectual-conceptual foundations of the subject.

Research findings revealed that in terms of quantity, the highest number of articles were published on this topic in 2017. The highest number of citations was recorded in 2022. Ulrich and Dave are the most cited researchers, Human Resource Management was the most cited journal, and the University of Southern California was the most cited university. Co-citation analysis, which expresses intellectual-conceptual foundations in the field, presented the literature on human resources analytics in the form of four clusters. The first cluster showed the "nature and necessity of human resources analytics", the second cluster focused on the discussion of "the link between human resources analytics and technology", the third cluster was formed around the topic of "human resources analytics and data science", and finally the fourth cluster was called “the dark strain of human resource analytics.

The topic of human resource analytics has a research history of about two decades in the world, although the process of published research in this field has been very fast. The structural dispersion of the research of the four clusters counted in this research shows that a so-called "bird's eye view" is required in human resources analytics. Furthermore, the most important weakness of research or even projects carried out in the field of human resources analytics is the limitation of work to people with human resources expertise or technical expertise, which deserves cooperation between these two types of expertise in the form of interdisciplinary collaboration.

Family life and professional life are two inseparable components in people's lives;in such a way that the secret of people's success depends on advancing their goals in these two areas.If a person faces problems and challenges in his professional or family life, their side effects spread through the individual, organization, and the society. The aim of this research is to analyze the narrative inquiry of workaholic programmers from the work-family interface through a gender approach.

The current qualitative research is a research narrative in terms of interpretive paradigm, inductive theory development approach, and narrative research in terms of research strategy.The data collection instruments are a semi-structured and an open-ended interview. To reach the required data, the interviews continued until saturation was reached, and finally, according to the defined standards and based on targeted sampling, a maximum of 30 participants (15 female and 15 male participants) participated in the current research. Thematic narrative analysis was used to identify the themes and describe the experiences of the participants.

The results uncovered that the general narrative of workaholic women and men differ in the factors affecting work-family relationships, and some factors lead to the strengthening of work-family relationships and others result in addiction to work increases. According to this research, among women, family factors including family orientation, work-family fit, work-family integration, and supportive family lead to more balance between work and family since women have more roles, duties, and responsibilities in home affairs. Also, from the point of view of male programmers, organizational factors such as work addiction, forced overtime, extreme work, income generation, and lack of support from the organization lead to more work addiction and disrupting the work-family balance.

Due to the fact that men are the breadwinners and provide the living expenses, which have been entrusted to them for a long time and in a traditional way, if they find themselves in unfavorable economic conditions and are unable to provide for the expenses, they tend to become more addicted to work

The generational diversity in the human force that today's organizations are facing is one of the factors of the spread of conflict in organizations. The purpose of this study is to design a model for intergenerational conflict management in Iran's government organizations.

Thematic analysis method has been used to conduct this research. The statistical population of this research was formed by academic and organizational experts. In order to collect data, a semi-structured interview was used.

The research resulted in 119 basic themes, 35 organizing themes, as well as 12 comprehensive themes (i.e., civility gap in events of meaningfulness and perceptualization, the gap in the regularization of communication general rules, self-determination framework of job value-driven, environmental-organizational divergences in generational culturalization, authenticity semantic collapse in intergenerational interactions, organizational withdrawal in intergenerational dissimilarity management, intergenerational conflicts in job ideologies, intergenerational uncertainty in job accomplishment quality, task and relational conflict bilinear orientations, selective criteria in choosing conflict management style, functionalist conflict management strategies, and interpretive conflict management strategies).

Based on the findings, it can be claimed that in order to better understand intergenerational conflicts, it is essential to find the root of the disputed areas in the structure of perceptions of generational differences, and in formulating the types of strategies, it is necessary to consider both areas of discord and conflict in the reactional way.

Today, flexibility has become one of the important subjects in management theories and policies, and flexible human resource is the most important factor in responding to changes in the external environment. Human resource flexibility patterns are one of the most important aspects of organizational flexibility, which focuses on the adaptation of employees in characteristics such as knowledge, skills, and behavior to changing environmental conditions. In this regard, this research seeks to re-identify the effective factors and results of the flexibility of human resources based on quantitative studies.

The current research is developmental in terms of purpose, applied regarding type of use, and quantitative in terms of the type of data. The research population included scientific-research articles and theses in internal and external databases in the field of human resource flexibility from 2011 to 2021, during which 38 cases were included in the meta-analysis using a non-random sampling method. The selected studies were analyzed using comprehensive meta-analysis software.

According to the findings of the research, two types of factors are effective in creating the flexibility of human resources: organizational and individual factors, and among the antecedents of human resource flexibility, leadership style variables, meaningful approach training, and commitment-oriented human resource management measures have the greatest effect size respectively, and among the outcomes of human resource flexibility, human resource development variables, employee well-being, and organizational ambidexterity have the largest effect size.

Based on the results of this research, a suitable framework of antecedents and approaches to the flexibility of human resources has been presented. Identifying and creating the flexibility of human resources, as the ability to respond appropriately to environmental changes, are effective in gaining competitive advantage and organizational success. Flexible human resources are realized through the tools available to managers, such as leadership style, training, and commitment-oriented actions, and it entails creative, innovative, perfectionist, and flexible employees.

Emerging of biological-viral crises in a wide range such as Covid-19 has made serious issues in the field of human capital management for the organizations. In such a situation, the development of leaders so as to effectively manage employees is of great importance. Thus, the current research aims to identify leadership development strategies and investigate the its effects on army's human capital management in bio-viral crises.

This research conducted based on a mixed approach (qualitative-quantitative) and during a descriptive-exploratory study. The statistical population for the qualitative stage includes experts (senior managers of deputy of human resources of headquarters and their four forces as well as expert professors of AJA organizational universities), and for the quantitative stage, employees of the mentioned deputy of human resources with at least a bachelor's degree. Data was collected by the purposeful method up to the theoretical saturation with the number of 15 people in the qualitative stage and by stratified random sampling with 169 people by calculating Cochran's formula in the quantitative stage. The data collection tool in the first stage includes a semi-structured interview and in the second stage includes a 50-item questionnaire to measure the relationships between research variables. Qualitative data analysis conducted by thematic analysis method and quantitative data was analyzed through structural equation modeling.

The findings indicated that leadership development strategies in bio-viral crises include behavioral development strategy (i.e., improving self-awareness, interpersonal cooperation, perceptual skills, leadership thinking and recognition of contributions), structural development strategy (i.e., distribution of leadership structure, segmentation of talents, value architecture and organizational structure architecture) and contextual development strategy (i.e., forecasting and analyzing the environment, promoting risk-taking, expanding effective communication with other leaders, and environmental analysis). Besides, the effectiveness of behavioral, environmental, and structural development strategies were the most effective ones to affect Army’s human capital management respectively.

It is concluded that in order to effectively manage human resources in the upcoming bio-viral crises, it is necessary and effectual to focus on the behavioral development of commanders and managers. The developmental strategies introduced in this study could be helpful in this issue.

The performance of helth centers is a multi-dimensional and complex construction and requires meeting the expectations and satisfying several key stakeholders at different levels of such service-based organizations. In order to gain a more comprehensive understanding of the evaluation of the comprehensive performance of these organizations, the current research has reviewed and classified the indicators that have been approved in various studies to assess various aspects of the performance of medical (helth) centers.

This is a qualitative applied research and it has been used in meta-composite method. The information sources of this stage included articles published in international scientific databases, which were selected based on the criteria for entering the meta-synthesis process.

The model presented for evaluating the performance of medical centers includes three main levels: individual (medical staff), group (hospital departments) and organizational (hospitals). Each of these three levels includes components that evaluate different aspects of health service performance through related criteria.

In evaluating the performance of medical centers, simultaneous attention to the performance of employees, organizational departments, and the entire organization can achieve a more comprehensive understanding and help improve the effectiveness of performance improvement programs. The findings of the present research can be used as a guiding model for such evaluations.