Performance

Open Access Article

1 - Studying the Role of Knowledge Management and Innovation in Organizational Performance (Case study: The Technology and Entrepreneurship Development Centre of Shahid Beheshti University)
بهروز قلیچ‌لی الهام اقتصاد

The process of innovation depends strongly on the knowledge and the knowledge management. Some organizations are not aware of the actual outcomes of the knowledge management. The researches show that the management of knowledge and innovation affects either directly or More

The process of innovation depends strongly on the knowledge and the knowledge management. Some organizations are not aware of the actual outcomes of the knowledge management. The researches show that the management of knowledge and innovation affects either directly or indirectly on organizational performance. The purpose of this study is to evaluate the role of knowledge management and innovation in organizational performance. The statistical population of this study consists of 100 Technology and Entrepreneurship Development Centers of Shahid Beheshti University staffs. The data used in this study were selected randomly and through a questionnaire and a sample by the way Cochran formula of 79 people. Therefore the questionnaires were distributed between 90 persons of the staff and meanwhile 80 questionnaires were received. And the content and research structure validity were confirmed by using expert instructors, as well. The reliability of all 3 variables of the study was confirmed by using Cronbach's alpha: Knowledge management0.830, innovation 0.828, performance 0.802. The results of the Structural Equation Model showed that the knowledge management and innovation affect the organizational performance strongly. In other words, knowledge affects the organizational performance through innovation. Manuscript profile

Open Access Article

2 - Impact of Training for Authentic Leadership Behaviors on Enhancement of Employees’ Performance
Nasrin Arshadi Mohammad فروهر

The purpose of this study was to investigate the effectiveness of training for positive leadership behaviors of managers on job performance of employees. The experimental research design was through pre-test and post-test with control group. The participants were 42 man More

The purpose of this study was to investigate the effectiveness of training for positive leadership behaviors of managers on job performance of employees. The experimental research design was through pre-test and post-test with control group. The participants were 42 managers in NIPC who were selected by random sampling method and then divided randomly in experimental and control groups (each 21 employees). Furthermore in order to evaluate the impact of educational programs, 2 to 3 employees per manager were randomly selected then a pre-test was tested on control groups. After 3 days (20 hours training) educational interventions related to the main treatment were performed on managers and after 6 months the experimental test have been done on control groups. Data has been collected by using from two questioners: authentic leadership questionnaire (by Walumbwa and et al, 2008) and job performance questionnaire (by Heilman and et al, 2000(. Data analysis with ANCOVA indicated that the training of positive leadership behaviors of managers increases employees’ job performance. Manuscript profile

Open Access Article

3 - Identifying and Modeling Iranian Large Enterprises’ Motivators in Implementing Performance Management System in their Human Resource Divisions
مهسا فاضل حسن‌آبادی Ghanbar Mohammadielyasi

Implementing Performance Management System (PMS) is seen as a main concern of enterprises. According to research findings, near to 70 per cent of enterprises’ evolutionary programmes, such as: Strategic Planning, Knowledge Management, Performance Management, and Total Q More

Implementing Performance Management System (PMS) is seen as a main concern of enterprises. According to research findings, near to 70 per cent of enterprises’ evolutionary programmes, such as: Strategic Planning, Knowledge Management, Performance Management, and Total Quality Management (TQM), have been failed due to a lack of enough motivational factors. Therefore, it is important to identify and trigger motivational factors of enterprises in order to decrease the failure rate of their evolutionary programmes. PMS as one of these evolutional programmes needs to be aggravated by the relevant motivational factors; and therefore, the current study seeks to identify these motivators in Iranian large enterprises. Further to identifying these motivators, the current study explores the interdependencies amongst the motivators in order to weigh their importance as well. Semi-structured interviews and Interactive Management (IM) as two qualitative research methods were used to explore the ideas of PMS experts in six Iranian large enterprises. All of the interviews and IM sessions have been transcribed and coded in three stages, using Strauss’s open coding process. Idea Writing, Nominative Group Technique (NGT), and Interpretive Structural modeling (ISM) were also used in the process of gathering and analyzing data in IM stage of this research. According to the findings of the current study, the most important motivators of Iranian large enterprises to implement PMS in their businesses are: working in a competitive environment, willingness of their leaders to make an evolution in their working processes, making sure of achieving their goals, matching between the enterprises and their employees’ goals, performance evaluation and adjusting their employees compensation system based on this evaluation, and finally, willingness to being recognized by their performance. Further to identifying the most important motivators of Iranian large enterprises in implementing PMS, the final model draw by ISM shows that existing a competitive environment is the most influential factor which affects all of the other motivators as well. Moreover, some of the other motivators, such as: performance-based compensation system, performance evaluation, and being recognized by the performance, are seen to mutually affect and interact with each other. The practical and research implications of the findings of the current study are also highlighted and the limitations of the study are discussed. Manuscript profile

Open Access Article

4 - Electronic Performance Support System as a New Solution for Supporting Employee Performance in Organizations: Presenting a Framework for its Design
kiumars taghipour hashem fardanesh

In recent years, the use of Electronic Performance Support Systems (EPSS) has become common to improve the performance of employees in organizations. The appropriate design of this new method has definitely a major role in its effectiveness and efficiency. Therefore, th More

In recent years, the use of Electronic Performance Support Systems (EPSS) has become common to improve the performance of employees in organizations. The appropriate design of this new method has definitely a major role in its effectiveness and efficiency. Therefore, the current study was conducted with the aim of providing a framework for the design of EPSS. Qualitative content analysis method of deductive type was used in this study. The study population consisted of all the relevant sources and articles indexed in databases such as, Proquest, Springer, Science Direct, Emerald, EBSCO, Sage, Eric, and Google Scholar. Sampling from these sources was conducted with the purposeful sampling method, 45 papers and books were evaluated according to the target criteria, and to form the proposed framework, the obtained data were combined. As a result of this study, seven principles were identified in order to comply with EPSS as follows: career context, user interface, assessment and monitoring, access to resources of performance support, adaptability, prompt response, and usability. In addition, strategies for operating them were presented, and finally the framework was presented in order to show how to apply these principles and strategies in the design of EPSS. The results of this study can be a guide for EPSS designers in the selection and provision of efficient and effective performance support system to improve the employee performance of the organization. Manuscript profile

Open Access Article

5 - Analysis of the Impact of Intellectual Capital on Organizational Performance with the Mediating Role of Knowledge Management in Iranian Oil Terminals Company
Elham Nowrouzi cheshmeh ali SeyedAligholi Rowshan Milad Vafadar

Nowadays, the performance of organizations cannot be judged solely on the basis of financial criteria, because research has shown that the market value of companies and financial institutions is mainly non-financial assets to which assets intangible or intellectual capi More

Nowadays, the performance of organizations cannot be judged solely on the basis of financial criteria, because research has shown that the market value of companies and financial institutions is mainly non-financial assets to which assets intangible or intellectual capital. This study is tended to identify the dimensions of intellectual capital and knowledge management and their impact on organizational performance in IOTC. This research has been done by using a descriptive analyzing method. The population sample in this study was the managerial members of the company (managers and supervisors) which included 214 individuals at the time, and was conducted by a census method, the structural equation modeling is utilized for data analyzing. The results of data analysis indicate that the proposed model has a suitable fitness. In this model, human capital (HC), structural capital (SC) and relational capital (RC) had positive effect on organization performance, and also these components have indirect positive effect as a mediating role of knowledge management on organization performance, which the impact of each factor has been specified and ranked; then some suggestions have been made accordingly. Manuscript profile

Open Access Article

6 - Investigating the Effect of Implementation of Interactive Mobile Learning System on Personal Performance of Drivers
Ghasemali Bazaee Hasan Asadzadeh

The use of information and communication technology tools has provided new solutions to the development and improvement of the educational system, which is an e-learning and mobile learning outcome. Among the important issues of the education sector in the railways are More

The use of information and communication technology tools has provided new solutions to the development and improvement of the educational system, which is an e-learning and mobile learning outcome. Among the important issues of the education sector in the railways are certain conditions for some occupations, including operation, fleet, track, communications, and signaling, which diminish the possibility of their presence in specific periods of time. This research was carried out using a semi-experimental research and a pretest-posttest with the control group. The aim of this study was to investigate the effect of interactive mobile learning system on the personal performance of drivers. In order to investigate the research problem and hypothesis testing, a quasi-experimental research method was used and a pre-test post-test design with the control group was used. The groups were selected through a purposeful sampling method from drivers in Tehran station and randomly divided into experimental and control groups. The statistical population consisted of all locomotives in Tehran station with 420 people. Purposefully, 45 people were selected as a sample of their job burnout score in their personal performance component below 32. Using random sampling method and randomly divided into three groups of 15, two groups of participants with adult education (andragogy) and interactive mobile learning system (IMLS) with a heutagogy approach and a control group. According to the test results, learning by interactive learning method was effective in increasing the frequency and intensity of the individual performance of the drivers. Manuscript profile

Open Access Article

7 - Designing a Performance Management Model with a Human Resources Development Approach in the Public Sector
Mohammad mohammadi

Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state More

Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state of the country's administrative system regarding performance management for the development of human resources and considering that the model being implemented today does not have the ability to properly assess employees, the main objective of this research is to design a model of performance management with the approach of HR development in the administrative sector was considered. This research has been implemented with qualitative content analysis method in the field of model extraction and based on a field survey to evaluate it, which led to the design of performance management model for human resource development in government agencies. The main dimensions of this model include the impact of human capital strategy on organizational strategy and reference laws; the coordination of accountability process; the relationship of responsibility and authority with employee performance appraisal; the impact of evaluation strategies on the process of employee performance evaluation; the existence of a significant relationship between the individual characteristics of employees and their evaluation process; Finally, the effect of the relationship of labor relations on employee performance management. Manuscript profile

Open Access Article

8 - The Barriers of Effective Managerial Coaching When Facing Employees' Unsatisfactory Performance in a Data Center Services Unit
Golnoosh Sharifan Seyyed Babak Alavi

20.1001.1.24233277.1397.5.16.2.5

The purpose of this research was identifying the barriers of effective managerial coaching and their mechanisms of influence when "a manager faces the employee's unsatisfactory performance" in a data center services unit. The research was carried out using the grounded More

The purpose of this research was identifying the barriers of effective managerial coaching and their mechanisms of influence when "a manager faces the employee's unsatisfactory performance" in a data center services unit. The research was carried out using the grounded theory strategy. Data was collected through semi-structured interviews with eighteen people comprising eight managers and ten employees, using theoretical sampling. Five barriers were identified one of which is a contextual characteristic of data center industry and its influence on coaching in that industry was not studied before. Two other barriers were not identified in previous studies either. The core category of the identified barriers is that sometimes the manger or the employee, ignore the unsatisfactory performance situation as a coaching situation. The mechanisms of influence of barriers were not found in the literature but in this study, three mechanisms were identified. First, they prevent manager from coaching behavior. Second, they prevent employee’s learning despite manager’s coaching behavior. Third, they weaken the employee-manager work relationship despite manager’s coaching behavior. Three solutions are suggested to data center service providers. First, employees and managers can take the situations of unsatisfactory performance as an appropriate opportunity for coaching by enhancement of their self awareness and mindfulness such that they consciously recognize the suitable moments for coaching. The organization should also promote the supportive approach of managers when they react to the employee’s unsatisfactory performance. Second, the human resource specialists and managers should help the employees develop required non-technical competencies. Third, the human resource specialists should help the managers learn how to motivate their employees and mechanisms of employee motivation for learning should be designed in the organization. Manuscript profile

Open Access Article

9 - Recognition of the Performance Gap Model in Iran's Social Security Organization in order to Approach Shift in Conventional Training
Mohammad salehi Shervin Mashayekhi Taraneh Enayati

20.1001.1.24233277.1397.5.17.1.6

The purpose of this study was to identify the dimensions and components of the performance gap in the social security organization. The main method of this study was survey method. Data collection by questionnaire and the analysis is done with the help of PLS software. More

The purpose of this study was to identify the dimensions and components of the performance gap in the social security organization. The main method of this study was survey method. Data collection by questionnaire and the analysis is done with the help of PLS software. The statistical population of the study includes all employees of different levels of social security organization that 395 of them were selected randomly as the sample. Data collected through exploratory factor analysis were analyzed and then finalized the reliance on the confirmatory factor analysis; The research findings indicate that the "performance gap" can be explained in three dimensions: leadership style, work environment, and manpower management; Based on the findings in the first dimension, the components of the "strategic approach", "interactive and transparent work environment", " "style of authority" and "feedback from stakeholders", the components of second dimension are, "performance management", "recruitment and appointment system", "the effectiveness of job incentive tools", "effective training", "compensation system" and "specialized knowledge , and Finally, the components of the third dimension are, "moral and informational discipline", "participatory culture" and "knowledge-based" were confirmed. In this way, while developing the final model of the performance gap in the Social Security Organization, and the provided model had a good fit in terms of the experts' perspective with a strong 0.6 value. Manuscript profile

Open Access Article

10 - Designing an Individual Human Resources Development Plan and Elaboration of its Role in the Organizational Performance (Case Study: Social Security Organization, Tehran Branch)
Naeimeh Tazakori Mohammad Feizi Mohammad Rouhi Eisalou Eshagh Rasouli

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members wor More

The study is of the basic-applied research type that uses a combined exploratory research method. The study population is comprised of 16 human resources development experts and social security organization’s managers in the qualitative section and 351 staff members working in social security organization as the study sample volume in the quantitative section. Purposive sampling was the method of choice in the qualitative section and simple randomized sampling was utilized in the quantitative part. The data collection instrument was semi-structured interviews in the qualitative section and Heresy and Goldsmith’s organizational performance questionnaire and a researcher-constructed human resources development questionnaire in the quantitative section. To analyze the data in the qualitative section, use was made of NVivo11 in the qualitative section and SPSS19 was employed in the quantitative section. The data analysis method included a qualitative grounded theory method (open, pivotal and selective coding) and Pearson correlation and simultaneous regression in the quantitative section. The study results resulted in the formation of an individual HR development pattern in the qualitative section for Tehran’s social security organization; in the quantitative section, the effect of the pattern on the organizational performance was investigated and the results signified the positive effect of the individual HR development on the organizational performance. The present study’s findings can offer applied and operational implications in line with individual HR development and organizational performance improvement in social security organization. Manuscript profile

Open Access Article

11 - Comparison of the Effectiveness and Efficiency of Three Methods: Electronic training, Electronic Performance Support System, and Combination of Electronic Training with Electronic Performance Support System to Improve Employee Performance (Case Study: Employees of Day Insurance Company)
Marjan Zahedian Hashem Fardanesh Javad Hatami kiumars taghipour

The purpose of the present study was to measure the effectiveness and efficiency of three methods: training, electronic support system, the combination of training and electronic performance support system, for improving performance and increasing employee efficiency. T More

The purpose of the present study was to measure the effectiveness and efficiency of three methods: training, electronic support system, the combination of training and electronic performance support system, for improving performance and increasing employee efficiency. The research method was semi-experimental, and the post-test with the control group was used to measure the performance and efficiency of the staff. The statistical population in this research was 570 insurance agents of the Day insurance company throughout the country. Among them, 60 insurance agents were selected by cluster sampling method and randomly divided into three groups: "Electronic training," "Electronic Performance Support System" And "Combination of electronic training and electronic performance support system.” A questionnaire was designed with the help of subject specialists to measure the actual performance of the participants. Content validity was used to determine the validity of the questionnaire, and the reliability of the sculptors (correlation coefficient was 0.79) was used to assess the reliability of the questionnaire. To measure the efficiency (amount of time spent completing the job task), the arrival time of the insurance agents to the Electronic Performance Support System and the moment of their departure from this environment is estimated. The collected data were analyzed using multivariate analysis of variance and post hoc tests. The results of the data analysis showed that the insurance agents who participated in the "Combination of Electronic training and the Electronic Performance Support System" group had better performance compared to the insurance agents in the other two groups, and they did their job activity in a shorter time. Manuscript profile

Open Access Article

12 - Developing and validating of talent Identification Model of Faculty Members at Comprehensive Universities with regional performance level (Case: university of Lorestan)
Khodayar abili unes romiani javad porkarimi saeid frahbakhsh

20.1001.1.24233277.1402.10.36.1.9

The main purpose of this research is to develop a talent Identification Model of Faculty Members at Comprehensive Universities with regional performance level with using a mixed research method. In the qualitative section, the statistical population consisted of academi More

The main purpose of this research is to develop a talent Identification Model of Faculty Members at Comprehensive Universities with regional performance level with using a mixed research method. In the qualitative section, the statistical population consisted of academic and executive experts that 19 of whom were purposefully selected and interviewed in a semi-structured manner. Also, in the quantitative section, the statistical population consisted of all faculty members of University of Lorestan (307) that 110 individuals were selected Using stratified random sampling method as sample. In the qualitative section, to collect data Semi-structured interviews and in quantitative section tow questionnaire were used. The results showed talent Identification Model consist of three Component: educational dimension (Scientific mastery, effective teaching, and learning), research dimension (Applying knowledge, research capability, writing and scientific publication, analysis) and consultation dimension (consultation to business environments, consultation to students and consultation to the community). It was also found that all observable and latent variables have a factor loading above .70. Manuscript profile

Open Access Article

13 - A Model of Performance Coaching Competency for Supervisors and Managers(Case: NIOc))
Ali Sotudeh Parivash Jaafari Amir hosein Mohammad davoudi

The aim of the present research is to put forward a model for Performance Coaching Competency regarding supervisors and managers in NIOC. This research is a heuristic inquiry with a pragmatic purpose wherein we have utilized the qualitative and quantitative data collect More

The aim of the present research is to put forward a model for Performance Coaching Competency regarding supervisors and managers in NIOC. This research is a heuristic inquiry with a pragmatic purpose wherein we have utilized the qualitative and quantitative data collection and analysis approaches .Data analysis strategy in qualitative inquiry comprises literature content analysis, interview and Delphi survey questionnaires analyses, Moreover, purposive sampling is applied in qualitative research inquiries. The sample size, in literature based upon data saturation and semi-structured interview, were 12 subjects and in Delphi method were 20 subjects of experts, people in charge, and managers familiar with performance coaching in NIOC. The questionnaires face validity was obtained via pilot implementation, the interview reliability via Double-coded Agreement Coefficient .The sample size, in ANP Method were 20 subjects of experts. Key concepts in the literature and semi-structured interviews were primarily extracted and then combined into 16 components on common grounds. Delphi questionnaires in two stages and then ANP questionnaire were made and implemented respectively. The literature data and the interview analyses were done inductively via MAXQDA software, Delphi Questionnaires via SPSS, ANP Questionnaire via MATLAB (for measuring the weight and importance of the dimensions and indicators) and Super Decision (for investigating the relation between dimensions and indicators and their mutual influence). Data analyses resulted in recommending a model for performance coaching which comprises 15 components and 56 indicators in three dimensions, namely: individual, organizational, and managerial; while expressing the ranking among indicators and their internal influence. Manuscript profile

Open Access Article

14 - Explaining the Multilevel Model of Consequences of Organizational Coaching
Shadi Jaldani Faraj Allah Rahimi Reza Salehi

Aim: This study investigates the impact of organizational coaching on cynicism and job performance with a multilevel approach. Methods: The research method is descriptive-survey. The statistical population of this study included all employees of petrochemical companies More

Aim: This study investigates the impact of organizational coaching on cynicism and job performance with a multilevel approach. Methods: The research method is descriptive-survey. The statistical population of this study included all employees of petrochemical companies in Mahshahr Special Economic Zone. Through a sample size formula in limited societies, 245 people were randomly selected from 18 companies and questionnaires were distributed among these employees. Smart PLS software and HLM software were used for data analysis. At the individual level, the results showed that cynicism had a significant negative effect on job performance. Results: The results of multilevel analysis showed that coaching at the organizational level had a significant and negative effect on organizational cynicism at the individual level and a positive and significant effect on job performance. In this study, the moderating role of Multilevel coaching on the relationship between cynicism and job performance was confirmed. Conclusion: It seems that organizational coaching and strengthening it in the organization reduces organizational pessimism and improves employee job performance. Manuscript profile

Open Access Article

15 - Designing a Hybrid Model Based on Mick McFuzzy Approaches and Network Analysis Process to Evaluate the Indicators of Coaching Competencies in Tejarat Bank
Seyedeh Zobeideh Falaki Kolori Sirous Tadbiri Ali Reza Afsharnejad Maryam Majidi

10.52547/istd.31344.8.30.334

20.1001.1.24233277.1400.8.30.6.8

by using coaching skills. However, there is no research or literature on which of the factors of coaching competencies will provide the greatest improvement in individual and organizational performance for these organizations, especially banks. The present study, which More

by using coaching skills. However, there is no research or literature on which of the factors of coaching competencies will provide the greatest improvement in individual and organizational performance for these organizations, especially banks. The present study, which is an applied development in terms of purpose or orientation, in order to meet this challenge, comprehensively and systematically all the indicators that are effective in the field of coaching competencies through documentary study and using fuzzy Delphi method and Opinion of 10 experts Identifying and using interpretive structural modeling / Mick McFuzzy approach to regulate and direct the complexity of relationships between indicators and network analysis process method to identify indicators that improve performance in the field The coaching skills they bring to Tejarat Bank were exploited. The results showed that the "coaching mindset" cluster is more important and influential in the coaching competency indicators in Tejarat Bank than the other clusters and the "long-term performance enthusiasm" index. Manuscript profile

Open Access Article

16 - Review the gap between the existing and desired performance of the employees in order to implementation of the human performance improvement in the social security organization
SHERVIN MASHAYEKHI Mohammad salehi TARANEH ENAYATI

10.52547/istd.31469.8.29.123

20.1001.1.24233277.1400.8.29.8.8

performance analysis in organizations and identifying the gap of performance , its causes and roots is very important which can improve the quality of services of organizations , customer satisfaction and services . therefore , this study aims to identify the dimensions More

performance analysis in organizations and identifying the gap of performance , its causes and roots is very important which can improve the quality of services of organizations , customer satisfaction and services . therefore , this study aims to identify the dimensions of employee performance gap in order to deploy human performance improvement in social security organization . this research has been done in terms of purpose among applied research and qualitative method . the statistical sample of this research includes 120 experts ( academic and organizational ) and data collection tool is taking notes from texts , theoretical studies and available models . the results indicate that performance gap can be divided into three aspects : leadership style , workplace and human resource management . based on the findings in the first dimension , components of strategic management , structure , processes , style of management and interests of stakeholders , in the second dimension , components of organizational culture , environmental conditions , data and information and finally in the third dimension , components of human resource management , individual competencies , service system and compensation were confirmed . furthermore , by confirming the final model of performance gap , the stages of human performance improvement were identified in five stages . Manuscript profile

Open Access Article

17 - Study of the role of knowledge management in technological learning by considering the mediating variable of R&D activities in the oil industry
Hamid Babadinia Tahmoores Sohrabi Hossain Adab

10.52547/istd.31494.8.31.232

20.1001.1.24233277.1400.8.31.7.1

Current need for oil products and their applications in various fields, plus Iran’s potential has attracted significant investment in this field as the strategy of the Islamic Republic of Iran is to become self-sufficient and localize oil and gas industry.This study aim More

Current need for oil products and their applications in various fields, plus Iran’s potential has attracted significant investment in this field as the strategy of the Islamic Republic of Iran is to become self-sufficient and localize oil and gas industry.This study aimed to investigate the role of knowledge management in technological learning through the mediating variable of research and development activities in an oil and gas organization.To this end, a research model was presented based on theoretical studies, which yielded three hypotheses. A valid and reliable questionnaire was used to collect data to test the research hypotheses. The statistical population of the study included managers and experts of the company under study (n > 100). Due to the abnormality of data distribution, Smart PLS software was used to test the hypotheses. According to the software outputs, knowledge management affects research and development activities, research and development activities affect technological learning, and knowledge management affects technological learning. Therefore, better implementation of technological learning requires special attention to the creation, sharing and application of knowledge and experience that exists in the organization. Manuscript profile

Open Access Article

18 - Determining Performance Coaching Indices and Developing a Coaching Model for Managers in the Petrochemical Industry
Omid Ali Mashodi Hassan Darzian Rostami Hadi Zeraatpisheh

10.52547/istd.31546.8.31.248

20.1001.1.24233277.1400.8.31.11.5

The present study aimed to develop a model for performance coaching indices for public relations managers of petrochemical companies in the South Pars region. This applied study used exploratory content analysis to form categories including dimensions, components, and b More

The present study aimed to develop a model for performance coaching indices for public relations managers of petrochemical companies in the South Pars region. This applied study used exploratory content analysis to form categories including dimensions, components, and behavioral indices. A mixed-methods approach was used for data collection and analysis. In the qualitative phase, data were collected via interviews with experts in the field of coaching. The data collected in the qualitative phase were analyzed using content analysis of texts, interviews, and questionnaires with a Delphi approach. In the quantitative phase, data were collected via surveys with the network pairwise comparison questionnaire and the standard ACHIEVE performance measurement questionnaire. Twenty experts were recruited for the qualitative phase and 160 public relations managers for the quantitative phase. The results of the research showed that experts agreed on three individual, social, and organizational dimensions by consensus. Experts agreed on the indices obtained from the review of literature and interviews, which included eight individual indices, six social indices, and five organizational indices. Organizational dimension had the highest effect on performance management with a path coefficient of 4.6, followed by the individual dimension with a path coefficient of 2.55, and the social dimension with a path coefficient of 2.46. Based on path coefficient analysis in structural equations, the priority of indices (path coefficient) in the individual dimension was as follows: behavior and character (9.36), media literacy (2.33), cognitive intelligence and empowerment (7.25), personality (5.19), and accountability (8.9). The priority of indices for the social dimension was as follows: communication skills (4.28), status and position (3.26), participation (2.24), dynamism (5.19), altruism (3.17), and team planning (1.14). The obtained indices were tested for their relationship with performance components based on the ACHIEVE model. The test results showed that the path coefficients of individual, social and organizational dimensions on performance management were 0.190, 0.267, and 0.397, respectively. This means that the factors have a positive and significant effect on performance management and the developed model is approved. Manuscript profile

Open Access Article

19 - Comparison of the three levels of Electronic Performance Support System (EPSS) on improving performance and increasing employee efficiency (Case study: Day Insurance employees)
Marjan zahedian Hashem Fardanesh Javad Hatami kiumars taghipour

20.1001.1.24233277.1401.9.32.5.8

The purpose of this study was to measure the effectiveness of the three types of electronic performance support systems (Intrinsic, Extrinsic, and External) on employee performance improvement. The statistical population in this research was 750 insurance agents of the More

The purpose of this study was to measure the effectiveness of the three types of electronic performance support systems (Intrinsic, Extrinsic, and External) on employee performance improvement. The statistical population in this research was 750 insurance agents of the Day insurance. The cluster sampling method was used to select 90 participants. These participants were divided randomly into three groups: Intrinsic and Extrinsic, and External Performance Support Systems. To assess the performance of the participants, we used questionnaires, and for efficiency, insurance agent's arrival, and departure time to the electronic environment were estimated. The collected data was analyzed using MANOVA. The results of the data analysis showed that the insurance agents who participated in the Intrinsic and Extrinsic Performance Support Systems had better performance. In addition, Intrinsic Performance Support Systems participants have been able to perform their job responsibilities in a shorter time than insurance agents of the other two groups. Manuscript profile

Open Access Article

20 - Performance evaluation model of educational centers using artificial neural network: One of the government organizations in the country
zaman azhdari Hosein Abdollahi samad Borzoian morteza Taheri mostafa Ebrahimpour Azbari

20.1001.1.24233277.1401.9.34.4.1

The purpose of this study is “to design a model for evaluating the performance of educational centers of one of the government organizations in the country using artificial neural network”. This is an evaluation study to evaluate the performance of public organizational More

The purpose of this study is “to design a model for evaluating the performance of educational centers of one of the government organizations in the country using artificial neural network”. This is an evaluation study to evaluate the performance of public organizational educational centers. The information required for this research was collected through parallel information channels such as using the documents of educational centers under the organization and referring to their documents while maintaining the classification level. The statistical population of this study was five educational centers, one of the government organizations that hold educational courses for about 10 thousand personnel between 2013 and 2020; Based on the opinion of experts and the results of related studies, the inputs and outputs of the research were selected and determined. In order to reduce the input and output variables, the structural equation modeling method - partial least squares were used. In order to train the MLP bilayer neural network, the training method was used. After the teaching of neural network. The performance of neural network was examined through test patterns. The value (mean square error) of the MSE corresponds to 13 equal test patterns and 74/7413, which indicated the high accuracy of the trained network. Finally, the performance of the educational centers was ranked based on the analyzed data. Manuscript profile

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