List of articles (by subject)
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Open Access Article
1 - Integrative Review of HRD Theory Building Literature: Thinking Proceedings and Applied Learnings
Rasool Rasayi FardThis article aims to conduct an integrative review of the theory building literature of human resource development in order to identify thinking Proceedings and applied learnings in the 28-year history of theory building. Literature Thematic analyze based on Creswell (2 MoreThis article aims to conduct an integrative review of the theory building literature of human resource development in order to identify thinking Proceedings and applied learnings in the 28-year history of theory building. Literature Thematic analyze based on Creswell (2008) procedure and Callahan (2010) method has used for getting research goal. Research data has been scientific work about Human Resource Development include scientific article, paper, book chapter and conferences paper that published from 1990 to 2018. Criteria for choosing data has been theory building research in Human Resource Development, role of other scientific disciplines in Human Resource Development and theory development in Human Resource Development. Research data has been searched and selected in scientific databases. Data has included 183 article, paper and book chapter. In the next round articles and book chapters has studied and themes has extracted. Entirely 341 themes has extracted. The next step has been Coding, analyzing and recognizing the communicational model among the codes. The criteria for themes analyze has been Toulmin Intellectual Evolution Theory of Scientific Community (for identifying thinking Proceedings), Christopher Mabey Model (for identifying expectations from theory) and First Four Steps of Dubin’s Theory Building Model (for identifying HRD Functional framework in practice). The results include thinking Proceedings of theory building in Human Resource Development (Creating and Keeping Productivity, Increasing Productivity, Progressive Human, Progressive Institute, Creating Social Content), Expectations from Human Resource Development Theory in Practice (Instituting Development Thinking, Being in Adaption with Predominant Rationality, Being in Adaption with Diversity, Being Purposefully Synergic, Being Operative, Ethical Agency) and Functional framework Human Resource Development in Practice (Development Foundation, Development Approach, Development Methodology, Development Plan). Manuscript profile -
Open Access Article
2 - Career Management Strategy in Human Resource Development
Amir Shahrabi Farahani Kaveh TeimoornejadThe purpose of this study is to present the job career management model of Tehran Municipality Organization as a strategy for human resource development. Research is qualitative in terms of inductive nature and qualitative in terms of method. The statistical population MoreThe purpose of this study is to present the job career management model of Tehran Municipality Organization as a strategy for human resource development. Research is qualitative in terms of inductive nature and qualitative in terms of method. The statistical population of the research is the experts of Tehran Municipality Organization. Using targeted snowballing technique, 11 people were selected by considering the theoretical saturation. The data collection tool was a semi-structured interview. The approach used in the present study is the Granded Theory technique, which was presented after performing the three steps of open, central and selective coding of the initial model, and then using the Delphi technique and obtaining the opinion of experts, the final research model It was based on 6 dimensions of causal factors, pivotal category, strategy, bedrock factors, intervening factors and consequences. Then, causal factors were formulated in the form of individual and organizational factors. Bedding factors include; they were hardware and software capabilities. Environmental, behavioral, and structural barriers were identified as interfering factors in the model, and development strategies and current strategies were classified as model strategies. Also, the executive consequences of the model were categorized into three dimensions: the consequences of employees, the organization, and the citizens. Manuscript profile -
Open Access Article
3 - Identify Mechanisms and Barriers to Employing Coaching for Managers' Succession (Case Study: Khorasan Razavi Relief Committee)
Farzad Mashhadi Davood GhoroonehThe present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools inc MoreThe present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools included semi-structured interviews with twelve managers and heads of the organization as well as analysis of organizational documents. In order to analyze the data, the coding method was used in two stages of open and axial coding. The results of data analysis indicate that coaching can provide a substitute for managers through mechanisms. The main mechanisms are: on-the-job learning, improving problem-solving skills, providing growth opportunities, foresight, delegation, rotation and career advancement, and risk-taking opportunities. The results of this study also show that the process of applying coaching in the organization has faced structural, legal, financial, cultural and individual challenges. Manuscript profile -
Open Access Article
4 - Validation of the Cultural Security Model in Knowledge-Based Sustainable Development
Saeide Zare ramezan jahanian mahtab salimiThis research validates the model of cultural security in sustainable knowledge-based development. The research method is applied in terms of purpose and descriptive-survey in terms of data collection method and mixed (quantitative-qualitative) in terms of the type of d MoreThis research validates the model of cultural security in sustainable knowledge-based development. The research method is applied in terms of purpose and descriptive-survey in terms of data collection method and mixed (quantitative-qualitative) in terms of the type of data. The statistical population in the qualitative section (interview section) comprised 15 experts and specialists familiar with cultural and scientific issues in the Ministry of Science, Research and Technology, who were selected by purposive sampling. The statistical population in the quantitative part included 551 experts and managers of the Ministry of Science, Research and Technology in 2019-20, from among whom, some 226 persons were selected by stratified random sampling. Both library research and field observation methods were employed for data collection. In the field observation method, in order to collect the qualitative part, interviews were conducted with a number of mangers enaged in cultural affairs, and in the quantitative part, the data was collected through a researcher-made questionnaire. The reliability of this questionnaire was estimated based on 0.86 Cronbach's alpha coefficient. Confirmatory factor analysis was used in relation to the validity of the obtained indices and also a questionnaire was designed to assess the validity of the model, which measured the dimensions of the final model using a single sample t-test. The results showed that the model was valid and the model of cultural security in the knowledge-based sustainable development gained the required validity with cultural, economic, social, environmental, political as well as national and religious factors. Manuscript profile -
Open Access Article
5 - Developing a model of professional competencies of engineers for industrial modern organizations
Fatemeh Narenji thani Zeinab Sadat MostafaviThe present study industrial modern organizations industrial organizations. The research method was applied in terms of purpose and a little descriptive-analytical in terms of data collection. The statistical population of the study includes; 1) Expert faculty members i MoreThe present study industrial modern organizations industrial organizations. The research method was applied in terms of purpose and a little descriptive-analytical in terms of data collection. The statistical population of the study includes; 1) Expert faculty members in engineering and active in the field of industry, 2) Managers and experts working in industrial organizations with experience of 5 years or more and have an engineering degree from 46 universities and 4 top industrial organizations to 467 people. Using Cochran's sampling formula, a sample size of 216 people was selected by stratified random sampling. In order to identify the professional competencies of engineers to enter industrial organizations, the background of the researches and the onet site have been examined, then the qualifications of extraction and based on it into two general categories; General and specialized were classified. In order to collect data, a 42-item researcher-made questionnaire was used and the Cronbach's alpha coefficient for all underlying indices was 82.3. To evaluate the validity of the questionnaire, the opinions of relevant experts as well as the validity of the structure were used. The results showed that: 1- The required professional competencies include; General competencies (personality competence, planning, cognitive competence) and specialized competencies (systematic, applied, professional ethics and strategic. 2- The general model of the research was fitted by using confirmatory factor analysis. 3. All indicators were significantly related to their underlying factor and the measurement model was desirable during the evaluation of minor indicators. Manuscript profile -
Open Access Article
6 - Typology of Workplace Learning Cultures in Iranian Organizations
Saeid Safaei Movahhed Mohammad HajizadThis study aimed at identifying learning cultures in various workplaces through an emergent grounded theory study. To gather data, in-depth interviews were conducted on 98 employees of small to large companies to reach a vast breadth and depth of data. For purpose of in MoreThis study aimed at identifying learning cultures in various workplaces through an emergent grounded theory study. To gather data, in-depth interviews were conducted on 98 employees of small to large companies to reach a vast breadth and depth of data. For purpose of inclusiveness, a maximum variation strategy was adopted for sampling to select participants purposively from manufacturing, business and service companies. The data were thematically analyzed at two levels, namely initial and secondary coding. To establish credibility, two dominant strategies were continuously used as member check and peer debriefing and external auditing. Consequently, a tripartite typology emerged to represent learning culture in various enterprises based on three criteria: management approach, peers' reaction, promotion expectancy. To sum up, in a malignant learning culture, bad working habits are learned and shared by staff, and commitment to work is gradually minimized to its lowest possible point. In a deterministic learning culture, a neutral learning climate dominates the workplace as staffs perceive no link between self-development and job promotion. Finally, in a demanding learning culture, people may clearly view the sensible link between competency development and job promotion, so they try their utmost to keep up with the latest developments in their field to avert the risk of demotion or job loss. The study suggests that if enterprises plan to achieve and keep a competitive edge, they should focus firmly on creating a demanding workplace learning culture. Manuscript profile -
Open Access Article
7 - Provide a model for the growth of human resources in the Ministry of Labor Cooperation and Welfare and Social Affairs
mohsen akbari Abolghasem Delkhosh Kasmaee Mahmood safariThe purpose of this study is to provide a model for identifying and developing the growth of government employees (Case study: Ministry of Labor Welfare and Social Affairs). The research has been done in terms of applied purpose and exploratory methods. The data collect MoreThe purpose of this study is to provide a model for identifying and developing the growth of government employees (Case study: Ministry of Labor Welfare and Social Affairs). The research has been done in terms of applied purpose and exploratory methods. The data collection method was quantitative and the data collection tool was a questionnaire. The sample size is 237 employees of the Ministry of Labor Welfare and Social Affairs of Tehran living in Tehran (villages and cities), who have answered the above-mentioned distribution questionnaire in this study. In this study, to collect information, two methods of library studies were used to review books and articles and related and dissertations, and documents in libraries related to the subject and content in cyberspace, as well as field studies using a questionnaire. The researcher-made questionnaire is based on semi-structured interviews (individual or group) that include components that were administered after confirmation of reliability and validity. Data analysis was performed by descriptive and inferential methods using SPSS 16 and Smart PLS software. In the model of factor analysis between components because organizational growth dimension (one component) and ethical growth dimension (four components); they had a factor load of less than 0.3, were removed from the factor analysis process, and were considered "very desirable" given that the remaining 14 items were greater than 0.6. Finally, all 14 remaining components and their indicators were accepted under the heading of dimensions and components of the growth pattern of the Ministry of Welfare and Social Affairs. The results indicate that the main components of staff growth in the Ministry of Labor Welfare and Social Affairs are process maturity, individual maturity, organizational maturity, professional maturity, and moral maturity. To check the fit of the model, check the X2, R, and RS; It was discussed that the presence of low X2 and the ratio of chi-square to the degree of freedom less than three, as well as the coefficient of determination and the adjusted coefficient of determination, were calculated; Indicates the proper fit of the model. Findings showed that in the studied companies, there is a positive and strong relationship between intelligence and organizational performance. Also, the relationship between intelligence and organizational growth principles is positive and significant, but there is no significant relationship between organizational growth principles and performance.The results showed that the components of improving the quality of education and growth of municipal managers are individual, educational and organizational. The results of organizational maturity research align individual and organizational goals in order to create cohesive and efficient groups in the workplace, in accordance with the mission and interests of the organization, and this is important through responsibility and voluntary participation in continuous improvement activities. Reduces negative behaviors in the organization In general, organizational maturity is a very complex theory of behavior that refers to behavior change at the organizational level. Manuscript profile -
Open Access Article
8 - Designing a model of critical success factors in human resource training
حیدریه naser gholami Hadi Ramezanian Fahndari Hossein momenimahmouei mehdi zirakThe purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is fiel MoreThe purpose of this study is to design a model of critical success factors in human resource education. The purpose of this research is applied research and in terms of research method is mixed. On the other hand, the type of research in terms of data collection is field type. In the qualitative part, interviews were used to collect data. Since semi-structured interviews were used in the qualitative stage, the three-stage coding method of Strauss and Corbin (1998) was used to analyze the data. In the second stage of research and construction of the questionnaire, a quantitative method was used to test the proposed model and in this stage, structural equation modeling was used. The statistical population of the employees of Iran State Trading Company and its affiliated offices was 2756 people. The calculated alpha coefficient for the researcher-made questionnaire was 0.867, which confirms the reliability of the research tool. Mean and standard deviation were used to analyze the data and in the inferential statistics section, confirmatory factor analysis was used with the help of Lisrel 8.80 software. The results of factors ﻋﻠ ای, contextual, strategic, intervening, ﭘﯿﺎﻣﺪﻫﺎ and ﻣﻮﺛﺮ ﻣﻮﺛﺮ on the success of human resource training of the State Trading Company of Iran were identified. Also, factors ﻣﺪﻣﺪ ﮔﺮ, زﻣﯿﻨﻪ ای, رادی and ﻋﻠﻋﻠ تاثیر have an effect on the success of human resources training of Iran State Trading Company. Manuscript profile -
Open Access Article
9 - Design a succession planning modelin the Hajj and Pilgrimage Organization with the human resource development approach
saeed koozehgaran Malikeh Beheshtifar Mohammad ZiaaddiniThe purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substituti MoreThe purpose of this study was to design a succession planning model with the human resource development approach in the Hajj and Pilgrimage Organization using a meta-analysis. To do this, after studied the research literature and identifying the components of substitution breeding from its heart, they were classified and separated and the components were extracted. This research was based on the purpose of applied research and based on descriptive and exploratory nature. In terms of method, meta-analysis technique has been used to extract the results, which was a qualitative study. In the present study, articles published in domestic and Latin journals have been used. At the beginning of the study, in the first stage, 81 studies were collected. In the second stage, those articles that had p-value, t-value and other statistics were separated from each other. Of these, 43 accepted articles were used. Based on the findings of this study, Hajj and Pilgrimage Organization was prone to successful implementation of succession planning and The strategic improvement of human resources, and on the other hand, organizational commitment to succession planning, Senior management support in the Hajj and Pilgrimage Organization. It is also possible to provide the necessary platform to improve the other components associated with this condition. Manuscript profile -
Open Access Article
10 - Designing a model for human resource empowerment in the National Standard Organization of Iran
Ali Abazari SivandiToday, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human MoreToday, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human resources empowerment, is developing a valid and executable model. Therefore, the present study aimed to design a human resource empowerment model in the National Iranian Standards Organization. For this purpose, a qualitative and quantitative mixed approach has been used to design and develop a comprehensive model. Also, the present study is an exploratory, survey, causal, applied and fundamental research in terms of the purpose and method. The research statistical population consists of the staff of the Iranian National Standards Organization (400 persons) as well as experts and academics in the field of human resources empowerment and human resources managers of the Iranian National Standards Organization. In the first step, the categories were extracted by interviewing human resources and human resources empowerment Managers of the Iranian National Standards Organization to design the model; then, the research questionnaire was distributed among the staff of the organization that 302 questionnaires (75.5% rate of return) were returned and analyzed. The results, obtained from the analysis, showed the importance of relationships and components of the proposed model. Manuscript profile -
Open Access Article
11 - Providing a model of empowerment of administrative system employees based on organizational intelligence components and interpersonal organizational relationships (Case study of electricity industry in Sistan and Baluchestan province
Fatemeh khoshhal Alireza sargolzaie Zahra VazifeManpower is the main focus of behavior and performance in the organization. In today's organizations, new paradigms are based on empowering human capital to take advantage of the ability of individuals to deal with uncertain and complex conditions and achieve their plan MoreManpower is the main focus of behavior and performance in the organization. In today's organizations, new paradigms are based on empowering human capital to take advantage of the ability of individuals to deal with uncertain and complex conditions and achieve their plans and goals and contribute to the survival and success of the organization.Considering the importance of the performance of the electricity industry, the purpose of this study is to provide a model of empowerment of administrative system employees based on the components of organizational intelligence and interpersonal organizational relationships. The research method is descriptive in terms of applied nature and in terms of data collection and survey in terms of implementation method. It is a tool for compiling questionnaire information. Interpretive structural modeling methodology, relationships between dimensions and specifics were determined and analyzed.The results showed that in the seventh level, there is a performance management index, which is the most important index. The basis of employee empowerment is based on performance management and in any action to empower employees, the high impact of this index on macro variables of the organization should be considered. Also in the first level, the role impact index was placed, which has the highest dependence. Manuscript profile -
Open Access Article
12 - Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers
hadi barati hamideh jaliliEntrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the univer MoreEntrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the universities in particular play a highly central part in the innovative and entrepreneurial process. Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers. This research, based on the purpose, following the applied research that has done by the qualitative method. The participants study included all experts and activists in the field of entrepreneurship and policy-making in the field of human resources at Farhangian University in the academic year of 2019-2020, that by using purposive sampling method, 19 people were selected as participants. To collect the data, a semi-structured interview used.The validity of the measurement tool has confirmed through Coders agreement. The results of the research showed that the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers could be classified form of 3 components (Management, tangible and intangible resources, and strategies) and 56 indicators. The most important factors affecting the training of entrepreneur-oriented human resources are: institutionalization of the entrepreneurship debate; Improving the career path system and succession planning; Strengthen teamwork spirit; Strengthen strategic vision and transformational leadership; tangible and intangible support and Use of new generations of education. Manuscript profile -
Open Access Article
13 - Wisdom analysis to develop it in training staff and model presentation
Farhad Shafiepour Motlagh Abbas HgoltashThe purpose of this study was to analyze wisdom in order to develop it in educational staff (teachers) and to present a model. Mixed research method has been used for the study. The research environment consisted of all education teachers in Mahallat city (840 people) i MoreThe purpose of this study was to analyze wisdom in order to develop it in educational staff (teachers) and to present a model. Mixed research method has been used for the study. The research environment consisted of all education teachers in Mahallat city (840 people) in the quantitative section and 70 people in the qualitative section of all teachers in Mahallat city and articles and documents published during the last 20 years (2001-2021).The sampling method was continuous in the quantitative part with one-stage-random cluster method (237 people) and in the qualitative part in a targeted manner until the data saturation with 18 people. For data analysis, one-sample t-test was used in quantitative part and coding method was used in qualitative part. In general, the results showed that the average level of teachers' wisdom is moderate. Model of improving teachers' wisdom in the causal conditions section under the name of benevolence with 4 central codes, in the strategic conditions section under the name of balancing the learning space with 6 central codes, in the contextual section called teacher ranking with 3 central codes, in the intervention section called Individual life problems have 3 central codes and in the consequences section under the name of teaching efficiency, it has 3 central codes (power to influence students, class vitality, reduction of academic failure). Manuscript profile -
Open Access Article
14 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
Abbas abbas pour Vadood Ghasem Talebi Morteza Taheri Hamid Rahimian Saeed Ghiasi NodooshanAbstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe MoreAbstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile