فصلنامه مطالعات مدیریت (بهبود و تحول)
پیاپی 113 (پاییز 1403)

This research was conducted to design a human resource flexibility model with the fuzzy TISM approach at Lorestan University. The research is based on a practical purpose and in terms of method, it is a mixed quantitative and qualitative research. The data have been analyzed through fuzzy total interpretive structural modeling. The statistical population of the research in the qualitative and quantitative part was a group of experts, consisting of professors from the Faculty of Economics and Management of Lorestan University, whose orientation and expertise were in the field of human resources management. The flexibility indicators of human resources were identified through theoretical literature and interviews with 7 experts in this field who were selected as a sample using the purposeful sampling method and based on the theoretical adequacy principle. As a result, 12 indicators were extracted. In the quantitative part of the questionnaire, the sample completed pairwise comparisons of indicators. Then, the interpretive structural modeling method was used in the fuzzy environment to create a connection and sequence between the factors and provide a structural model. The leveling of human resource flexibility indicators was done in thirteen stages, finally forming the human resource flexibility model

In the current era the banking industry is considered one of the most important industries of the country and banks need to take advantage of the dynamic capabilities of Ambidextrousinnovation to survive in competitive and dynamic market era.this research has been conducted with the aim of the effect of knowledgesharing on ambidextrousinnovation with the mediating role of intellectualcapital and moderating of openinnovation The current research is of quantitative type fromthe point of view ofthe objective, itis of applied type and the data collection method is of descriptivesurvey type.statistical population of this research was the stateprivate and QarzulHasneh banks of Golestan province,which were referred to the central office of all of them 26 banks at the organizational level and questionnaires were distributed among 5 employees in each bank and a total of 130 questionnaires were collected form of 26 banks.In general the structural equation modeling method was used to analyze the hypotheses;The results of the research showed that the effect of knowledgesharing on ambidextrousinnovation,the effect of knowledgesharing on intellectualcapital,the effect of intellectualcapital Ambidextrousinnovation and the effect of knowledgesharing through the mediating role of intellectualcapital on ambidextrousinnovation are confirmed.However the effect of knowledgesharing through moderation of openinnovation on ambidextrousinnovation is not confirmed.

The purpose of this research was to investigate the key leadership competencies of female entrepreneurs in Hormozgan Province, Iran. The research was applied and descriptive in terms of its purpose, and qualitative and quantitative in terms of data collection. The statistical population in the first part included all domestic and foreign research related to the leadership competencies of female entrepreneurs in reputable scientific databases. Using a systematic review method, 172 articles in the field of leadership and entrepreneurship of women were initially identified, and finally 32 articles in Persian and English were reviewed over a ten-year period (2012 to 2022). In the second part, through interviews with 25 female entrepreneurs in Hormozgan Province who were selected using purposive sampling, the key leadership competencies of women were finalized. Based on the research findings, these competencies can be categorized into the key axes of strategic competencies, commitment competencies, technical competencies, innovation competencies, analytical/cognitive competencies, communication/interpersonal competencies, and opportunity competencies.

The purpose of this research is to identify and categorize the mentality of faculty members towards job attachment in the university. The philosophical framework of this research is an interpretive-positivist paradigm, and in terms of orientation, it is placed in the category of applied research. Q phrase was formed by reviewing literature, background, documents and documents, interview and questionnaire from 12 experts. Then, they are asked to categorize the cue expressions on the set axes of agreeing, disagreeing, and abstaining in the form of a six-option spectrum from +6 to -6. After that, data was analyzed based on inferential statistics (factor analysis) based on SPSS software. The reliability of the test has been confirmed through re-testing and the validity of the test according to the interview and application of experts' opinions. In line with the general goal of the research to identify the classification of academic members' mentalities to occupational attachment, three mental model approaches were identified, which in order of importance are the skill and suitability of work and person, the current facilities and conditions of the organization (university), and interest and relaxation in work.

This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the research is the senior managers and human resource managers of government organizations, 15 of whom have been selected using a purposive sampling method. The data collection tool is a semi-structured interview in the qualitative part and a questionnaire in the quantitative part, In this research, the data were analyzed in the qualitative part using the content analysis method and Maxqda software, and in the quantitative part using the ISM method. The findings of the research include identifying the dimensions and components of the emergence of revenge behaviors of human resources in four axes, which are: platforms for the formation of retaliatory behaviors, intervening factors in revenge behaviors, types of revenge behaviors of human resources, and consequences of revenge behaviors of human resources. Eventually, the results of the research show that the emergence of revenge behaviors in human resources will have consequences such as: creating a toxic and harmful organizational atmosphere, increasing organizational conflict, increasing organizational friction and dysfunctional behaviors, and reducing the efficiency and productivity of human resources.

Organizational decline is situation that is created in the form of dissatisfaction or indifference towards work , which reduces the performance and motivation of employees, and the probability of organizational problems increases according to this apathy. The main purpose of this research is to investigate the effect of the spider management style on organizational decline with regard to the mediating role of anti-elitism. This research is applied based on the purpose and descriptive-correlation based on the nature of the method. The statistical population of this research includes the employees of the government organizations of Ilam city, 325 of them have been selected for the research sample using simple random sampling method. The tool for collecting research data is a standard questionnaire. The content validity and construct validity of the questionnaire have been confirmed, and Cronbach's alpha coefficient and composite reliability have been used to check the reliability of the questionnaires. Visual PLS was used to analyze the research data. The results showed that spider management has a significant effect on organizational decline and anti-elitism. Anti-elitism has a significant effect on organizational decline. The mediating role of anti-elitism in the influence of spider management on organizational decline has also been confirmed.

The current research is applied research and is included in the category of exploratory research.This research is based on mixed research that was conducted qualitatively and in an inductive analogical paradigm.Statistical population of this research is the experts, 25 of whom were selected using the purposeful sampling method based on the principle of theoretical adequacy.Tool for collecting information in the qualitative part of the research is a semi-structured interview, based on which, key and effective factors on the acceptance and participation of women in the leadership of the organization were identified. The data collection tool in the quantitative part is the critical uncertainty questionnaire.To analyze the data in the qualitative part, the content analysis method coding approach and Maxqda software were used.Also to formulate the future scenarios of women's roles and participation in the organization's leadership the critical uncertainty approach has been used in the quantitative part. Results of the research indicate that the male-dominated and female-dominated organizational culture and the empowerment and professional development of women to hold managerial positions are two important key factors in the role and participation of women in the leadership of the organization, which are the main basis of scenario writing in this research.