نشریه مدیریت منابع انسانی پایدار
پیاپی 9 (پاییز و زمستان 1402)

Due to the existing competitive environment that makes the presence of talented human resources in organizations an inevitable necessity, organizations need to use human resource development strategies for organizational development. the effective approaches in the field of human resource development is coaching. the present research; With the aim of investigating the impact of coaching on employee performance with the intermediary role of reward and appreciation, commitment and learning of employees in Golestan Gas Company, it has been done. it is of applied type and in terms of method, it is descriptive-survey type of research. The population of this research; All the official employees of Golestan Gas Company are 184 people, and according to Kerchesi and Morgan's table, 124 were selected as a sample by simple random sampling method. A questionnaire was used to collect data, confirming its validity and reliability. structural equation modeling method and SPSS and Smart PLS software were used. The current research had nine hypotheses that the findings of this research show the relationship between coaching and reward and appreciation, coaching and commitment, coaching and employee learning; It is positive and meaningful. Also reward and appreciation and performance, commitment and performance and learning and performance of employees; They have a positive and meaningful relationship with each other., reward and appreciation, commitment and learning; They significantly mediate the relationship between coaching and employee performance, and their mediating role was confirmed.

In most countries, one of the most important and interesting topics in research is the discussion of tax aggressiveness, how it is measured, the factors affecting it, and the results obtained from it. Tax aggressiveness leads to countries' tax revenues being lower than the estimated amount. One of the main factors affecting management's motivations for tax aggressiveness in developing countries is the political factor of company managers due to the fact that the companies are state owned. On the other hand, social responsibility guided by the government can be effective in reducing corporate tax aggressiveness. This study attempts to investigate the impact of political connections on tax aggressiveness and identify the moderating role of human resources social responsibility in relation to these variables. The statistical population of the present study is small and medium sized companies active in Tehran Stock Exchange. For this purpose, 126 companies were selected by systematic elimination sampling method between 2014 to 2020. In this study, multivariate regression analysis with combination data whith fixed effects method in Eviews 9 software was used. The results indicate that the company's political connections affect on tax aggressiveness. Human resources social responsibility has a moderating role in the relationship between corporate political connections and tax aggressiveness.

Performance evaluation is one of the management processes,, the accuracy and validity of the results of this process is of great importance. In the performance evaluation process. common performance evaluation scales do not have the appropriate capability of modeling and dealing with uncertainty. Among the methods of dealing with uncertainty, the theory of belief functions is a suitable structure for gathering inconclusive opinions from evaluators and it has the ability to simultaneously face the uncertainty caused by the variability and uncertainty of the lack of knowledge. In this paper, a new way to get opinions from evaluators based on belief functions structure was presented and the advantages and improvements of the presented model were compared to the common metrics used in the performance evaluation process. Two questionnaires were prepared to evaluate different scales including Likert , Fuzzy Linguistic , Visual Analogue and Belief Functions. The first questionnaire contains 5 simple questions and the second questionnaire contains 3 complex questions. after summarizing the results of each questionnaire, a survey was conducted regarding the acceptability of the obtained results. According to the data conditions, one-way ANOVA test and Friedman's non-parametric test were used to analyze. The results of the implementation of the model in evaluating the performance of university lecturers showed that the advantages of the belief functions structure in the face of uncertainty can facilitate the possibility of expressing opinions for evaluators and improve the final results of the evaluation.

The emergence of new technologies creates roles and responsibilities. On the other hand, there was a crisis of specialized human resources in this field, which required a framework of roles and responsibilities to deal with BIM. In addition, one of the main challenges is to pay attention to the suitability of BIM tools, which requires a model to measure BIM competence. First, in research, with the help of qualitative content analysis method and data collection through semi-interviews Structured with 13 experts to describe the roles and responsibilities of human resources and develop the BIM competency model. The following analysis with a homogeneous sampling of experts to a framework of BIM roles and responsibilities which consist of 3 roles and 10 distinct responsibilities achieved. Also, in the second part of the research, a framework of the competence of roles which includes 20 BIM topics Competence is analyzed in 8 sets and 3 components of competence. Finally, the results in two The main part have 2 distinct responsibilities of "Planning" and "Individual development" from the set of roles, also BIM 4 unique competencies: "Evaluation and Continuous improvement" "Willingness to learn", "Certificate" and "Honesty and Mutual respect" achieved.

The purpose of this research is the effect of GHRM and environmental awareness on employees' green behaviors: emphasizing the moderating role of servant leadership. The current research is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population was the employees (150) of Yasuj Province Customs Department who were selected by simple random method using Cochran's 108 formula. The data collection tool was a questionnaire that had good validity and reliability. The results of the hypotheses showed that GHRM has an effect on the environmental awareness and GBE, environmental awareness has an effect on the GBE, and environmental awareness can play a mediating role in the influence of GHRM on behavior. Finally, servant leadership can play a weak moderating role in the influence of GHRM on environmental awareness and GHRM on the GBE. Despite the design model, it can be expected that the said department can pay enough attention to the green behaviors of the employees in order to advance its goals. Therefore, it should be able to consider the level of GHRM in order to promote the GBE, so that they can increase the level of EA of employees. Also, he should be able not to reduce the level of leadership of his employees in order to improve the level of GHRM in order to increase EA and GBE, because it will have irreparable effects on the body of the organization both in the long term and in the short term.

the present research was conducted with the aim of investigating the roles of managers of public and private companies with an emphasis on improving performance. In terms of purpose, this research is applied-developmental, which was done in a mixed way. In this regard, to identify the roles, an exploratory qualitative method was used using semi-structured interviews, and for data analysis, the foundational data theory method was used, and MaxQDA software was used for initial coding. Is. The statistical population of the interview included managers working in private and public companies in Tehran. Sampling is of the snowball type and the sample size has been investigated to the limit of theoretical saturation; Therefore, after interviewing 26 people, the answers reached theoretical saturation. In the quantitative part the research is of a descriptive-correlation type, which was conducted using a questionnaire tool and analyzed with the structural equation modeling method and Lisrel and SPSS software. The statistical sample in this section is 200 people for each of the public and private companies, which were selected using the available sampling method and the data was collected in the summer of 2022. The findings of the research indicate that managers in private companies have 16 main roles and in public companies they have 15 main roles, such as providing exploitative innovation, providing exploratory innovation, etc. are that these roles differ from each other only in one case, including the ability to form a coalition, which is specific to the managers of private companies.

The present study is descriptive in terms of its exploratory-applicative purpose, in terms of the method of data collection. The statistical population of this research was industry experts in Khuzestan province. samples were selected using the purposeful and accessible sampling method. In order to determine the sample size in the qualitative phase of the research, the theoretical saturation of the data and in the quantitative phase of the research was limited to the most referenced answers. In the qualitative phase of the research, a semi-structured interview method was used to collect data. The data of the qualitative phase of the research were analyzed with the help of qualitative content analysis technique. In the quantitative phase of the research, the data collection tool was a researcher-made questionnaire. Data from the quantitative section were analyzed using the best-worst method. We have also used Excel, Spss and Lingo software for data analysis. The findings of the qualitative phase of the research included 4 basic applications for the Internet of Things in the human resource management sector. These applications include: human resource technologies, ease of human resource activities, assistance to human resource actors and human resource development. The findings of the quantitative phase of the research showed that among the identified applications, the criterion of human resources development has the highest relative importance (with a weight of 0.386) and the criterion of ease in human resources activities has the lowest relative importance (with a weight of 0.145) from the point of view Industry experts.

Platform workers typically face challenges that are different in nature or severity from those experienced by traditional organizational workers. In order to better understand and support platform workers, the need to identify these challenges and make policies to solve them is strongly felt. Considering the variety of views on these challenges, there is an urgent need to collect and combine research findings to serve as a basis for future discussions. Therefore, this research aims to examine the results of primary studies in platform human resources challenges and analyze, combine, and classify them and provide suggestions. The current research is qualitative research, and a systematic literature review and a meta-synthesis approach were used for a more comprehensive understanding of the research subject. From a total of 875 articles that were counted in the initial search, based on a systematic protocol, 116 articles were analyzed through "Atlas TI8" software. The results showed that the human resources challenges of the platform are placed in three classes of industrial relations (government, employer, and worker), with the most significant amount of challenges in the government class, respectively related to weak social protection of workers' rights, the battle over the classification of workers, weak social justice, weak regulation, the capitalism system, and tax problem in digital work. Also, the most important challenge related to the worker class is job difficulty, and finally, the challenges related to the employer class were also counted, among which the most important challenge is the weakness of human resource systems.

Today, due to the importance of establishing the Internet of Things in the industry and the increasing progress of technologies in this field, the use of skilled workforce is necessary for the success of industries. The increasing complexity of technologies requires focusing on the necessary criteria for the skills and attributes of the workforce in the field of industrial Internet of Things.Therefore, in this research, in order to investigate the efficiency of the workforce in the implementation and acceptance of the Internet of Industrial Things in the automotive industry, the evaluation criteria and the structural relationships between them should be identified and used. For this purpose, after studying the research literature and extracting the criteria, the criteria have been localized using expert evaluation and the fuzzy Delphi Method. In following, the cause and effect relationships of the criteria have been identified by means of the Revised DEMATEL Method, then the leveling of the criteria has been done by using the Modified Total Interpretive Structural Model. MATLAB software was used for data analysis.According to the obtained results, the criteria of management support, communication skills, leadership, risk and crisis management and related work experience are causal criteria and the criteria of employee performance level, value and belief and work culture, use of digital technology and flexibility with Change of conditions are effect criteria; Therefore, managers and industries should focus on effective criteria for better implementation of industrial Internet of Things to achieve effective results.

The purpose of this article is to identify the dimensions of cognitive development of students based on the cognitive model in the form of a qualitative study at the level of Tehran University students. This research with an exploratory approach seeks to answer this basic question: what are the dimensions and components of students' cognitive development based on the cognitive model in the form of a qualitative study at the level of Tehran University students? Therefore, after explaining the basic concepts and reviewing the theoretical foundations, related reports and documents, a review and an interview guide were prepared, then, along with the targeted identification of 15 specialized and related academic and executive experts in the University of Tehran, an in-depth interview was conducted and followed by Those concepts, dimensions and components of cognitive development were extracted from the experts' point of view by using the theme analysis strategy. By analyzing the theme, a total of 95 descriptive codes (basic theme) were extracted, and 8 interpretive codes (organizing theme) were obtained from their analysis, and finally, 2 relational codes (overarching themes) were obtained through the final analysis. Was obtained.Based on the findings, it was found that strengthening the sense of competence among students, improving the level of responsibility and authority of students, increasing the team-oriented level among students, creating mutual trust between students, using student talents, problem solving ability, Helping students' living standards, increasing the level of social communication is effective on the cognitive development of Tehran University students.

Today, in all organizations, knowledge management and human resources management are seen as complementary concepts. Knowledge-based human resources management is one of the main and basic requirements of public organizations that has been implemented and used in many societies. The main purpose of this research is to provide a pattern of knowledge-based human resource management in public organizations. This research is applied in terms of purpose and mixed in terms of methodology. The approach used in the research is a sequential explanatory approach in which quantitative data and information are first collected and analyzed, and then qualitative information is examined. In the first phase of the study, the quantitative content analysis method was used, and in the second phase, the qualitative method of grounded theory was used to design the relevant pattern. According to the findings of the research, in the first phase, among 214 related researches, 28 main researches or criteria were identified and analyzed. In the second phase, data and information were extracted through targeted sampling from 12 experts in this field using semi-structured interviews. Extracted propositions were coded using the systematic approach of Strauss and Corbin, and finally, 137 open codes, 63 central codes and 20 selective codes were obtained. According to the resulting pattern, it can be concluded that knowledge-based human resources is dependent on human resource management methods, which includes a set of methods used by the organization to manage human resources by facilitating the development of competencies and knowledge management, while creating knowledge-based intellectual.

The increasing growth of artificial intelligence (AI) as a new and fundamental technology has attracted the attention of many management researchers. In the field of human resources (HR),, AI is an expanding and unstoppable revolution that increases the importance of AI in HRM. Despite the growing desire of organizations to invest in AI, research that provides a comprehensive understanding of the dimensions of using AI in the field of HR for managers has not been done so far. Therefore, the aim of the current research is to provide a framework to use a systemic approach to identify the antecedents, processes and consequences of using AI in HRM. In terms of the method of data collection, the current research is a qualitative research and in terms of the goal, it has an exploratory approach, in order to extract the components of the proposed framework, open and in-depth interviews with experts have been conducted. The results of the analysis show that the antecedents were categorized into three groups including technological, competitive environment and organizational factors. The second facet of the model under the name of processes includes the selection and recruitment of talents, training and development, performance evaluation, service compensation and human resource retention. Finally, the consequences of using AI in HRMinclude consequences related to finance, internal process, people and growth and learning. Companies can use research findings to evaluate the advancement of human resource intelligence programs and benefit from it as guiding principles for the implementation of AI in HRM.