JOURNAL OF MANAGEMENT STUDIES IN DEVELOPMENT & EVALUATION
Year:2019 | Volume:28 | Issue:93 |Papers Count:6

In choosing among innovative ideas, venture capitalists use factors that reflect the merits of the plan and also mertis of the team. This research focuses on the factors relating to the team and examines the relation between the perceived authenticity of the founder in their leadership and success of the venture. We gathered data from 32 young, high-technology firms that had used financial aids in Iran. This finance was provided by Iran Innvation Fund according to the high-technology law. We used proxies to measure success and a standard questionnaire to measure perceived authenticity of the founder. Findings illustrate that perceived authenticity of the founder in their leadership has a positive moderation impact on the success of the venture. As the perceived authenticity increased, the chance of success increased for the venture. This research extends the innovation literature and contributes to the aunthenticity research. Venture capitalist can use the findings to reduce their risk in choosing profitable ventures.

This research has been done to investigate the effect of gamification on employees' motivation and loyalty. This work is a strategic, experimental and applied research and the data have been collected using a questionnaire. The statistical population of this research includes all Babolsar branch of Family clothing (Yalit) sales staff in 2018. All sale staffs were questioned in this study, in which 15 of them were in the experimental group and 15 were in the control group. At first, each group was subjected to pretest and then, the gameplay test was performed for a week and at the end, a post-test was performed. In this research, gameplay was considered as an independent variable and motivation and loyalty were considered as dependent variables. To test the research hypotheses, Unpaired or paired test or paired was used. The results showed that the use of gamification had a positive effect on the motivation of sales staff. In the second hypothesis, the result showed that the gamification has a significant positive effect on the employee's loyalty.

Understanding the importance of staff role in service organizations has led them to seek solutions for employee participation in the organization’ s branding process and becoming a brand champion. Hence, this reinforces the need to pay attention to the concept of employer branding. Most studies are dedicated to the examination of employer branding as a talent attraction technique among potential employees. However, the present research has examined the consequences of the internal employer brand and the effect of employer brand on brand champion behavior through the variable of organizational identification has been investigated. This study is an applied research with descriptive-correlation analytical methodology. This research was carried out among Maskan bank branches in Tehran city and 215 complete questionnaires were gathered. A structural equation modeling approach is employed to examine the relationship posited in this study and hypotheses were analyzed through SmartPLS2 softwares. . The result of research shows that the employer brand has a positive and significant effect on organizational identification. Organizational identification has a positive and significant effect on brand champion behavior and also the employer brand has a positive and significant effect on brand champion behavior.

The banking industry and the desirable performance of banks have a significant impact on the country's economic development. The environmental factors affecting the industry, such as the complex global economy, the economic climate of the country influenced by economic sanctions, as well as the growth of private banks and financial and credit institutions, have led banks to attract, cultivate and sustain people in order to sustain its growth and survival and to gain superior competitive advantage. Therefore, the design of a system that allows banks to attract, develop, and maintain a talented personnel is one of the needs of this industry. Therefore, the present study amid to design a talent management model in the banking industry. The present research has interpretive philosophical foundations and its orientation is developed and applied. The approach of this research is inductive and a qualitative method for its implementation is used. The field study method and the strategy of the grounded theory were used. The method of data collection was interview and to select a sample, a combination of purposeful or judging methods and snowball method and theoretical sampling were used. In the present research, the paradigm model of talent management was identified in the role of causal, subjective, interventional, main phenomena and outcomes, design and development, and the dimensions of planning talent, acquire talent, , talent development, applying talent, retaining talent, for the main phenomenon have been identified.

The journal of science and research of Management Studies (Improvement and Development) belong to Allameh Tabataba'i University In order to provide the latest theoretical and scientific findings on management focusing on the issues of evolution management. The purpose of this study is to examine and evaluate the form and content of the articles in this Journal. The research method is qualitative and based on content analysis and a descriptive-analytical approach is used to describe and evaluate the content of the articles in the target community. The statistical population of this study, 163 articles published in the last 7 years from No: 63 (spring 2011) to No: 86 (winter 2018) is the «Management Studies in Development and Evolution Journal». In order to describe the objective and qualitative content of the concepts, systematically and in the form of 11 parameters has been done. The results of the thematic study show that the articles are categorized in 13 general topics and 55 sub-topics, among which the subject of organizational behavior was the most discussed topic in the papers with the remaining 41/20 percent. Also, the rate of participation of researchers was well evaluated, as 417 researchers contributed to the writing of 163 articles, while the participation of Tehran universities was higher. Investigating research methods showed that descriptive-applied articles, quantitative research method and questionnaire's tools were well-known techniques of researchers in this field.

The purpose of this study is to provide a framework for reproduction of social capital in the workplace, to analyze the qualitative results of researches carried out in the field of social capital and its decline in the organization to create solutions for the reproduction of social capital. The emphasis of this research is on the reproduction of social capital, the application of the method of extension, which is one of the overarching methods, along with the foundation's analysis of the data. According to this approach, after compilation of research questions, initial search and refinement of resources related to the issue of social capital between 2010 and 2019, 356 sources were found, out of which 93 sources were selected and analyzed using the Strauss and Corbin Foundation (1990) was coded. The result of coding is the extraction of 11 sub-categories and the six main categories in relation to reproduction of social capital in the workplace. The results show that the categories of reproduction of social capital in the workplace in the context of causative causation include behavioral capacity building and normative co-operation, in the dimension of the intervening factors including perceived individual and perceived value, in the dimension of the field factors including organizational and environmental adaptation and in the dimensions of the strategies including structural and social strategies. According to the results of this research, the reproduction of social capital in the workplace creates a variety of individual, organizational and social implications.