مدیریت بهره وری (فراسوی مدیریت)
سال:1400 | دوره: | شماره: |تعداد مقالات:10

Emerging research findings underscore the competitive nature of attracting and maintaining knowledge workers in information technology industry and the knowledge workers’,propensity to find an appropriate workplace with fun as a distinctive feature attributed to it. This study investigated knowledge workers’,feeling of organizational attachment in relation to the fun they experienced in their workplace and with regard to the attitude they held toward workplace fun. The research population comprised 437 employees in the information technology industrial companies in Mazandaran Province, Iran. The data collection instruments included three standardized questionnaires measuring the amount of experienced fun, organizational attachment and attitude toward fun that were administered to a stratified sample of 212 participants. The collected data were analyzed statistically and revealed that the fun knowledge workers experienced in their workplace, with an impact factor of 0. 441, was significantly correlated with their organizational attachment. In addition, the moderating role of attitude toward workplace fun, with an impact factor of 0. 262, was approved. Scrutiny of fun activities indicated that celebration of work achievement and success was of paramount importance for knowledge workers.

The purpose of this applied descriptive survey was to measure the productivity of higher education. The research population consisted of first level different university faculty members and assistants from whom a cluster sample of 34 participants from Allameh Tabataba'I University, Tehran University and Sharif Industrial universities were randomly selected to partake in the study. The research data were collected employing a researcher-made productivity measurement questionnaire comprising four factors tapping quality, value added, efficiency and effectiveness. Smart-PLS software was employed to confirm the validity and reliability of the questionnaire and the structural and general fitting of the proposed model. The research data were analyzed via SPSS software and dependent samples t-test to answer the research questions. The findings demonstrated that overall productivity of higher education was below expectations and that higher education productivity facets including quality, value added, efficiency and effectiveness were far below favoured averages. The findings accentuate consistent measurement, causal scrutiny and planning as prerequisites for productivity enhancement of higher education.

Nowadays, competition affects all stages involved in producing and supplying products so greatly that most material manufacturers and suppliers can hardly hold their market shares unless they attempt to promote product quality and reduce prices. Hence, the current study scrutinized the effect competition among raw material suppliers can exert on the supply and procurement costs in a multi-product Green closed loop supply chain. Initially, competitive modeling among raw material suppliers in different groups in the supply process is undertaken,Then, the equilibrium point of competition among each group of chain suppliers is established by estimating the demand for each of the chain products, setting the demand rate parameters of each product and the rate of return flow in the competitive model based on the principles of game theory. Finally, decisions can be made by comparing the fluctuation patterns in supply and procurement costs for manufacturers and raw material supply chains under competitive and noncompetitive conditions.

The purpose of this study was to investigate the effect of high-performance work practices on organizational performance of Companies located in Jey Industrial City, Isfahan with regard to the mediating role of E-human resource management. The research population comprised all managers and employees working in human resource management sectors of the target companies from whom a convenience sample of 342 participants was selected based on structural equation principles. The research data were collected employing the High-Performance Workplace Questionnaire (Flood et al., 2008) with 9 items, the Organizational Performance Questionnaire (Katkar & Satt, 2009), with 5 items, and Electronic Human Resource Management Questionnaire (Hooi, 2006), with 9 items. The Cronbach's alpha measures of the the questionnaires were calculated and found to be 0. 882, 0. 823 and 0. 823, respectively. Sstructural Equation Modeling (SEM) was utilized to test the research hypotheses using PLS software. The findings confirmed that organizational performance of Jay Industrial City companies was significantly and positively influenced by high-performance work practices and E-human resource management, however, E-human resource management did not significantly mediate relationship between high-performance work practices and organizational performance.

The present qualitative research set out to design a model for invisible employee control in public organizations. The research sample included managers at various universities and educational institutes in Ilam selected based on snowball sampling. A semi-structured interview was conducted with the participants to collect the research data which were further analyzed based on Grounded Theory. The findings indicated that three sets of causal, contextual and intervening factors can influence invisible employee control. Causal factors include efficient evaluation system, adequate organizational supportive atmosphere, efficient supervision and control system and fair and unbiased employee promotion. Contextual factors comprise appreciating and rewarding effective services, taking personality characteristics into account and managers’,ethical supportive behavior towards employees. Intervening factors were found to be maintaining rule-orientation, reducing hidden powers and existence of clear specific control plans. Control pattern strategies were found to include empowering managers, developing human resources, promoting organizational intimacy, matching jobs with employees’,capabilities and adequate employment system. Finally, invisible employee control was construed as leading to organizational efficiency, customer satisfaction, promoting organizational accountability, and boosting employees’,participation and commitment.

Methods of clustering in data mining have dramatically developed in recent years as a result of the crucial need to categorize data leading to the expansion of data mining techniques and enhanced productivity of clustering methods in management and decision making. Whale optimization algorithm is a new stochastic global optimization method employed to resolve various problems. We already presented a data clustering method based on Whale optimization algorithm in which the initial solutions are randomly selected. What has made K-mean algorithm a highly popular clustering approaches appealing to many researchers is the simplicity and brevity of the stages involved in the process. The present enquiry aimed at employing K-mean algorithm to improve the capability of Whale optimization clustering and proposing the hybrid KWOA algorithm which can find more accurate clusters. The computational results of running the newly proposed algorithm, along with some well-known clustering algorithms, on real data sets from a well-known machine learning repository underscored the promising performance of the proposed algorithm in terms of the quality and standard deviation of the final solutions.