PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT)
Year:2022 | Volume:16 | Issue:2 (61)|Papers Count:10

Measuring the success rate of knowledge management implementation is difficult due to its long-term and indirect benefits in public organizations. Therefore, measuring knowledge management maturity is considered as a way to evaluate the success of knowledge management implementation in these organizations. In this regard, the present study aims to provide a framework for measuring knowledge management maturity in public organizations. To this end, in a four-step process, after identifying the weekly dimensions of knowledge management maturity and confirming them with the help of confirmatory factor analysis, artificial neural networks have been used to assess the importance of each dimension. Then, based on the position of each dimension in the importance-performance analysis matrix and examining the gap between the current and desired status of each of them through the pairwise average comparison test, the level of knowledge management maturity for each dimension is determined. The results revealed that the dimensions of leadership, organizational culture and knowledge management processes are in good condition while the dimensions of human resources, organizational structure and knowledge management strategy need to be improved. The ICT dimension is the only dimension in which it is necessary to adjust activities.

The purpose of this study was to design a model of the factors affecting the revitalization of small and medium-scale ailing food companies and industries in Ardabil province. To this end, through reviewing the related literature and interviewing experts, first, 97 factors affecting the revitalization of these companies were identified, using the Fuzzy Delphi Method (FDM). Next, through exploratoratory factor analysis, the relationship between the factors was investigated. For this purpose, the factors in 10 demensions were determined and using fuzzy hierarchical analysis, these dimensions were ranked based on the views of 48 managers and senior experts of small and midumscale food industreis in Ardabil. The results revealed the periorty of economic factors, factors related to infrastructure, factors related to research and development processes, factors related to financial problems, legal and judicial factors, respectively, and factors due to the sanctions, market-related factors, legislation related to work-place, organizing managers and staff, and social and cultural factors were the next priorities. According to the objectives of the research, the clustering of active food industries in Ardabil was done based on the available documents and the relevant industries were divided into five clusters. The effect size of each set of factors in each cluster was determined using multivariate regression method and finally the appropriate revitalization model for each cluster was identified and presented.

One of the key factors for the survival of governments is constant promotion of performance management in their organizations. This means that if governmental organizations sufficiently respond to different needs of the society, they provide the basics for organizational development and growth. Since there was no model in the context of social performance management in governmental organizationsthis study aims to design this model. After approving the model using Delphi technique as well as gaining the opinions of experts in two intervals with over 80% agreement, the model was presented. Next, 10 major dimensions, 39 components, and 136 indexes were extracted as model items. Then, the model was tested by the panel of experts and it was approved. In terms of objective, result, and data, this study is descriptive and applied using both quantitive and qualitative data. The population of this study included governmental organizations of Najaf Abad. In the quantitative section, 94 researchermade questionnaires were distributed among senior executives. Finally, for data analysis, confirmatory factor analysis and SPSS and Smart-PLs were used. The factor loadings of all items were above 0. 4,therefore, the model was reliable. The objective was to present a model for governmental organizations to promote resilience in social accountability and excellence of governmental organizations in productivity.

Recognizing and managing the factors affecting employees’,productivity are important issues. However, the importance of these factors has not been much studied by management researchers. On the other hand, today, teleworking as one of the factors affecting the global economy is a topic that has been considered by scholars and its importance during the spread of COVID-19 has become much debatable. Therefore, the main purpose of this study is to identify the factors affecting teleworking during COVID-19 pandemic. The present study consists of two parts: qualitative and quantitative. In the qualitative section, with a systematic review of the related studies, the dimensions and indicators of the employees’,productivity have been extracted in the form of a model with 7 dimensions and 21 indicators, including: physiological and psychological factors, social factors, organizational factors, technological factors and situational factors related to the work environment. Thus, using the content analysis method, a model with 7 dimensions and 21 indicators was extracted and approved by a panel of academic experts. In the quantitative part, 35 experts of Tadbirgaran Brokerage Company, using an expertly designed questionnaire, determined the weight of the factors and the relationships between them using the fuzzy best-worst method and fuzzy DEMATEL techniques The results revealed that, among the main factors, the phsilogical factors are the most important and the technological factors are the least important factors. Additionally, it was found that, among the sub-indicators, the effect of physical condition and the gender of the employees are the most important and the quality of work is the least important indicators.

The present study aims to design a brand model in the social manufacturing efficiency of the domestic clothing industry. The present study has a descriptive-explanatory design. The qualitative data required for the interview were collected from social manufacturing activists in the textile industry. Sampling in this study was done using theoretical sampling method. To design a brand model in the social production efficiency of the domestic clothing industry, Strauss and Corbin’, s grounded theory was used. Based on the results of open and axial coding, the factors of communication networks, industry dynamics, branding goals and motivations, social production associations and authorities’,support are among the causal factors. Capacities of participation, brand development, legal frameworks, agile organizational structure, training capacities of branding and ideation capabilities in branding are in the category of requirements. Legal ownership challenges, management challenges, planning challenges and unpredictable developments are among the intervening factors. Also, custom manufacturing, improving the quality of services, improving relations with the target market, developing brand research activities, increasing organizational agility, developing ideas to increase brand power, developing partnership networks and integrating micro-social producers are among the most important strategies. Reducing costs, increasing profitability, optimal planning and development of communication channels are among the most important consequences of the research model.

The main purpose of this research was to test the conceptual model of causal relationship between organizational silence and productivity with the mediation of job security among Iranian physical education professors of northwest Azad universities with a focus on full-time and adjunct professors ‘, views. The research method is descriptive-correlational. The statistical population of the study consisted of of the physical education professors at northwestern Azad universities. The sample size consisted of 320 professors based on Morgan table recruited through relative stratified random sampling. In the present study, Dashchi and Kamal Oglu’, s questionnaire of organizational silence, the Niece et al. ’, s Job Security Questionnaire and Achiev’, s questionnaire of productivity were used and Cronbach's alpha was 0. 88, 0. 86 and 0. 91, respectively. Structural equation modeling was used to analyze the data by using PLS-SMART software. The results of the study showed that there was a negative significant relationship between organizational silence with job security. In other words, there was a negative significant relationship between organizational silence and productivity of physical education professors of Northwest Azad universities considering the mediating role of job security. Moreover, the results revealed that the views of adjunct and full-time professors of northwestern Azad universities regarding the impact of organizational silence on productivity were significantly different.

Human resource risk management has been proposed as a controversial approach to the continuous growth of investment companies. Hence, companies should be able to identify and evaluate existing risks and manage them properly. The present study aims to develop a model for human resource risk management in investment banking companies. The research method is qualitative, based on a data-driven theory. Semi-structured interviews were used to collect the data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was purposive and was done using targeted (judgmental) techniques. In accordance with the systematic pattern of data-driven theory, experts and managers with experience in investment companies were selected as the statistical population of the study. The results of the optained data from the interviews, using open, axial, and selective coding, led to a human resoursce risk management model based on a data-driven theory. Thus a model for human resource risk management in investment companies was identified. The findings of this study indicate that for the success of human resource risk management in investment companies, managers must pay attention to all the categories and sub-categories identified in the present study, and have the necessary sufficient information about each of them. In addition, this study shows the need to pay attention to human resource risk management for the development of investment companies.

Productivity can be studied from different dimensions such as energy efficiency, capital, manpower, equipment, etc. Productivity of human resources is one of its most important dimensions and the correct use of other resources also depends on its productivity. Identifying and describing productivity indicators in different dimensions is one of the basic steps of productivity management. This is especially important in scientific and technological organizations. In the current study, the statistical population includes managers and experts of scientific and technological organizations. In this article, the mentioned indicators, with a sample size of 350 were reviewed through a questionnaire using qualitative methods of content analysis and content analysis and confirmatory factor analysis using MAXQDA, SPSS and AMOS software. The results revealed five general indicators: "effective and efficient planning", "financial and technological factors", "motivation, commitment and teamwork spirit", "competitiveness and development" and "knowledge, skills and system thinking" as the most important indicators of human resource productivity in scientific and technological organizations. The indicator of knowledge, skills and system thinking has the lowest coefficient and that of effective and efficient planning has the highest coefficient in the final model. Accordingly, to increase the productivity of their human resources, scientific and technological organizations should pay special attention to team building skills, development of decentralized decision processes, strengthening the spirit of participation along with factors such as improving the quality of equipment, technologies and financial issues.

Research and development (R & D) play an important role in the development of societies and the country's economic growth and developed and industrialized countries have put a considerable investment on these issues. The aim of this study was to investigate the effects of research and development on the organizational agility and productivity of the manufacturing companies in the industrial town of Semnan. In this research, after reviewing theoretical foundations and previous studies, a model of the effects of research and development on organizational agility and productivity was presented and validated using structural equation method. Then, based on the obtained results and using experts' opinions, a dynamic model was designed to show the dynamics of the variables over time. The validity of the model was evaluated and validated using system dynamic approach. The results in the first section indicate the positive significant impact of research and development activities on the agility and productivity. Additionally, the results of different simulations in the model revealed that an increase in research and development budget through a self-reinforcing loop after the twelfth month from the twelfth month after can make an increase in the agility and productivity in the form of exponential growth.

The present study used an exploratory mixed research method according to its purpose. The research population in the qualitative section was the managers of the Social Security Organization and the data collection was performed using semistructured interviews and purposive sampling with the participation of 20 senior and intermediate managers of the organization. For the data analysis, inductive content analysis method was used in three stages of open, axial and selective coding. In order to estimate the pattern and identify the current status of activities and processes in the Social Security Organization, a questionnaire from the analysis of qualitative interviews with 28 items was distributed among 245 managers of the Social Security Organization by simple random sampling. In the qualitative part of this research, the talent management model in four dimensions of recruitment (talent seeking) with 12 components, selection (talent search) with 7 components, development (talent development) with 10components and retention (talent recruitment) with 8 components, in total 37components, were obtained. The results of performing one-sample t-test on the obtained data showed that in the talent management cycle in the Social Security Organization, the talent-seeking dimension has attracted the lowest average while the talent-raising dimension has the highest average in the current situation. It seems that the Social Security Administration should pay more attention to the recruitment process (talent search).