List of Articles Arian  Gholipour

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  1 - Studying the Effect of Employee Assistance Programs (EAPs) on Work – Family Balance (WFB) in Refah Bank
  Aryan gholipour  
  Today's work environment is competitive with complex and different activities. Organizations need appropriate strategies for different parts ,in order to work in such environments and to realize their goals. These strategies are implemented by human resources or human c More

  Today's work environment is competitive with complex and different activities. Organizations need appropriate strategies for different parts ,in order to work in such environments and to realize their goals. These strategies are implemented by human resources or human capital, and they are critical factors for the success of the organization. So readiness, abilities and effectiveness of these resources are important for organization .In fact, employees are faced with different problems that can effect on their workplace and family performance. So the mechanisms are required to offer solutions to these problems. One of these mechanisms is Employees Assistance Programs (EAPs) that are created in order to help to solve their employees and family member problems. Among of these problems, we can consider the Work – Family Balance (WFB) issue and its importance in today's organization. Existence of balance between all of these areas will have a positive effect on performance at work and family life. Refah K. Bank has recognized the importance of employees and it offers some EAPs to them. One of the problems of Refah K. Bank that has created the importance of addressing the issue of work – family balance, is employees’ overtime and its consequences for the bank.According to what was said, the main research question was: “Do EAP are influencing on WFB for employees of Refah Bank?” 385 questionnaires were distributed among Refah Bank employees. The research method of this study was Survey method and Regression analysis was used to analyze the data. The results show that EAPs are influencing on WFB by reducing Work- Family Conflict (WFC) and increasing Work- Family Enrichment (WFE). Manuscript profile
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  2 - Identifying Talent Development Mechanisms in Iranian Electric Industry
    Khodayar Abili   Aryan gholipour
  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile
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  3 - Exploring the Positive and Negative Roles of Mentoring on Improving Knowledge Sharing: Barriers and Solutions
  Aryan gholipour seyed Javad Mousavi Mohammad hashemi
  The purpose of this research is to explore the positive and negative roles of mentoring on improving knowledge sharing. High turnover rate of talented and experienced employees in this industry are seen due to the fierce competition between active companies in the capi More

  The purpose of this research is to explore the positive and negative roles of mentoring on improving knowledge sharing. High turnover rate of talented and experienced employees in this industry are seen due to the fierce competition between active companies in the capital market industry. Thus, we suggest mentoring to keep and share knowledge in company before they intend to quit. The statistical society of the research is experienced employees and human resource specialists in Amin Tamin Sarmayeh, Lotos Parsian, and Melat bank who were aware of the subject. In addition, the sample was selected using snowball sampling. Qualitative research method is used and we used interview to data collecting. Theme analysis is used to data anlyzing. Generally, the purpose of this research is to answer to three questions: 1. what are the barriers of sharing knowledge? 2. What are the volunteer ways to perform mentoring in company? And 3. What strategies would you recommend to prevent the mentee to quit the organization? According to the results, from the perspective of Participators, knowledge sharing barriers were divided to three parts: individual, organizational, and cultural barriers. To perform mentoring, volunteer strategies in organization include three following parts: training, compensation, and appointed curator of the implementation of mentoring. To prevent the mentee to quit the organization, the strategies are divided in four parts as follows: hiring, job advantages after mentoring, branding, mentoring executive procedures. Manuscript profile
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  4 - Designing a National Human Resource Development Model Using System-Dynamic Approach
  Rahmatollah  Pakdel Aryan gholipour Syed Hosain Hosseini
  20.1001.1.24233277.1397.5.16.3.6
  Redesigning the systems and processes associated with each of them can have a significant effect on the guidance and management of the human resources of the country towards the goals and aspirations of the country's development and also prevent parallel and non-systemi More

  Redesigning the systems and processes associated with each of them can have a significant effect on the guidance and management of the human resources of the country towards the goals and aspirations of the country's development and also prevent parallel and non-systemic actions & activities. This article designed with the purpose of providing a model for explaining the components and the way in which communication and interaction between policies, strategies, plans along with actions of each of these organizations and relevant ministries in the development of human resources. Based on the exploratory method, the required qualitative data for analysis is extracted for analysis based on the systemic approach, the interactions between national human resources components & subsystems and also system variables. The results of this study indicated that the National Human Resources Development System (NHRDS) has the main sub-systems of training and supply of human resources and labor market. These two subsystems are subordinated to HRM and Economic Development. In other words, the HR policies of the country act as inputs for the supply and labor market subsystem. Also, the causal circles derived from the six subsystems of this model, trace the effective variables and how to interact with each other and propose it as a basis for the solution presentation. Manuscript profile
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  5 - Designing Talent Management Model in Banking Industry
  allahvirdi habibpoor Arian  Gholipour Gholamreza Memarzadeh
  In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in More

  In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in the banking industry and to determine & prioritize dimensions and components". First, the literature was studied well and according to that, the elemental model was designed. Considering the purpose, the current study is applied and method of the research is mixed exploratory. Then, deep and targeted structured interview was conducted with 15 selected individuals, consisting of two groups of managers, experts and academic experts, as well as managers and banking professionals and gathered data was analyzed using content analysis method and dimensions and components were determined. After that, a researcher-made questionnaire was used to confirm and prioritize research model. For validity of questionnaire, content considered and for reliability, Cronbach's alpha was used. The questionnaire distributed between 164 people including heads and deputies of the of welfare of workers bank, national bank and Saman bank and, in order to analyze the data, the structural equation modeling method was applied using the smart P.L.S.3 software. According to the results of study, nine dimensions and 80 components were identified & prioritized. About this, talent retaining factors, talent management results, talent strategy, talent development methods, talent characteristics, talent absorb and selection methods, talent assessment, banking industry characteristics and organizational culture have significant roles in explaining talent management model in the banking industry. Manuscript profile
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  6 - Explaining criteria of human resource training system to development of administrative integrity
  Hossein Imani Aryan Gholipour Adel Azar Ali Asghar Pourezzat
  20.1001.1.24233277.1399.7.27.1.0
  One of the essentials of every society is its administrative and managerial system. An ideal and efficient administrative system might lead to developmental plans’ aims. A health organization is constructed by employees who are commitment to their work and also are crea More

  One of the essentials of every society is its administrative and managerial system. An ideal and efficient administrative system might lead to developmental plans’ aims. A health organization is constructed by employees who are commitment to their work and also are creative, innovative, high performance and high morale. These innovative employees help organizations gaining their goals and even also societies being thrived. Many factors affect organizational integrity and one of them is comprehensive employee training. Because of importance and role of employee training system in administrative integrity and preventing corruption, in this research we are going to identify components and criteria of employee training system to develop administrative integrity in public organizations. The approach of research is qualitative and the method is theme analysis and to extract criteria and components of training system to develop administrative integrity, the interviews have been done with experts of the administrative and recruitment organization using purposive sampling method. The ideal criteria of training system to develop administrative integrity is extracted in format of 4 main theme, 13 subsidiary theme and 48 concepts and results showed that characteristics of training system to develop administrative integrity includes expert-based training, ethical-based training, continuous improvement and priority and continuous courses of development of administrative integrity. Manuscript profile
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  7 - Identify the Prerequisites for Implementation a Formal Mentoring Program in the Organization
  Mahnaz  Akbari Ebrahim  Rajabpour Aryan gholipour
  20.1001.1.24233277.1401.9.32.7.0
  Given the importance and necessity of mentoring, as one of the methods of human resource development in Iranian organizations and the fact that the successful implementation of formal mentoring requires a proper platform and the necessary maturity in the organization. T More

  Given the importance and necessity of mentoring, as one of the methods of human resource development in Iranian organizations and the fact that the successful implementation of formal mentoring requires a proper platform and the necessary maturity in the organization. Therefore, the purpose of this study is to identify the prerequisites for the successful implementation of the formal mentoring program. The statistical population of the research is university professors and experts familiar with human resource development and especially mentoring method. The research method is qualitative and based on the paradigm of interpretiveness. To achieve this, after reviewing the mentoring literature community, interview questions were ‎designed and after confirming the validity of the questions, ‎‏15‏‎ people with expertise in the ‎field of human resource development, especially mentoring, were interviewed by purposive ‎sampling. Then, the results of the interviews were analyzed using the theme analysis method using Brown and Clark approach and the necessary prerequisites for mentoring were categorized in the form of McKenzie 7S model. The results showed that factors such as; a culture based on learning, the maturity of human resource processes, the financial strength of the organization and the existence of a strategic vision in the organization are the main prerequisites for implementing a formal mentoring program in the organization. Manuscript profile
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  8 - Identifying and Ranking Effectiveness Factors of E-Learning System
  Hamidreza Nematollahi ندا  محمداسمعیلی Arian  Gholipour saeed پاکدل
  20.1001.1.24233277.1402.10.37.3.3
  Electronic education and learning is one of the subjects which has recently received great attention in the educational system. Hence it is important to investigate the factors that have a significant impact on the success of the electronic education process and lead to More

  Electronic education and learning is one of the subjects which has recently received great attention in the educational system. Hence it is important to investigate the factors that have a significant impact on the success of the electronic education process and lead to the improvement or reduction of the quality of this educational system. In this regard, the present study ought to provide a comprehensive classification of effective factors in the e-learning system by using the mixed method. First, this study by using the mixed method (theme analysis) method, tried to provide a comprehensive classification of effective factors in the e-learning system, and then by using TOPSIS method the factors were ranked. With regard to the goal, this was an applied research and in terms of time it is a cross-sectional. The participants in the research were employees, professors and students in different fields of Tehran University. 15 individuals were selected after theoretical saturation and the data was collected through semi-structured interviews. By analyzing the obtained data, 43 organizing themes were extracted from the codes, and with further consideration the researchers reached 6 main and comprehensive themes. As the result of ranking revealed, the factors including standardization of e-learning, content interaction, documentation and monitoring of education, and the factors of pedagogy and educational design have the greatest impact, and the factors including increase in perceived usefulness, personal and skill improvement, and network learning have the least impact. Manuscript profile
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  9 - Factors Affecting Self-Empowerment of Employees in Private Hospitals in Iran
  sahar nazifkar mojtaba amiri Arian  Gholipour
  The purpose of this study was to identify the factors which affect the self-empowerment of employees in private hospitals in Iran and it was conducted by combining qualitative (data base) and quantitative (survey) methods. The statistical population were selected for bo More

  The purpose of this study was to identify the factors which affect the self-empowerment of employees in private hospitals in Iran and it was conducted by combining qualitative (data base) and quantitative (survey) methods. The statistical population were selected for both qualitative and quantitative parts. In the qualitative phase 40 individuals were selected. From this sample, 20 individuals were managers and employees of private hospitals and 20 individuals were university professors and experts in the field of management. The data in this part was collected through interviews which continued until theoretical saturation was reached. In the quantitative phase, using Cochran's formula, 293 individuals were selected randomly. The data collected from the interviews were analyzed through the grounded theory and the data from the questionnaire were analyzed using SPSS statistical software. The findings revealed that self-empowerment could be considered as a psychological phenomenon based on individual activism. This refers to a process where a set of causal factors (individual and organizational factors or, in other words, internal and external factors), contextual factors (including cultural-social and organizational factors), intervening organizational factors (including organizational justice and organizational transformation and modernization) involve in its formation. Among the mentioned factors, the respondents offered a better evaluation of individual factors compared to organizational factors regarding the casual factors, of organizational nature compared to cultural and social factors in terms of the contextual factors, and of organization change and update compared to organizational justice in terms of intervening factors. Manuscript profile