JOURNAL OF MANAGEMENT STUDIES IN DEVELOPMENT & EVALUATION
Year:2022 | Volume:31 | Issue:105|Papers Count:6

The purpose of this study is to identify the underlying factors impact of the mentoring on women's career advancement in Tehran Municipality. The research method used in the study was a qualitative method with an exploratory nature that is performed using constructivist grounded theory method. For this purpose, eighteen interviews were conducted and analyzed using a constructivist approach. The research population consists of specialists participating in the mentoring in Tehran Municipality. For sampling, Judgmental sampling was used and data from field studies were coded using grounded theory method that consisted of four stages of coding. The analysis of the findings shows that Underlying factors of the impact of mentoring on women's career advancement include eight categories individual requirements, mentor requirements, demographic requirements, mentor requirements, cultural requirements, extra-organizational requirements and interpersonal requirements. Implementing mentoring can help women's career advancement in organizations. In this regard, organizations must consider the requirements for proper implementation of mentoring and improvement of results.

By the end of the nineteenth century, organizations that did not have adequate physical and financial capital were out of the cycle of competition and survival. But today, intangible capitals such as intellectual capital have created added value and created competitiveness in various fields. This research is a mixed-exploratory and goal-oriented, applied-developmental study and its purpose is to identify components, indicators, metrics to evaluate intellectual capital in knowledge-based companies. In the qualitative section, with the help of Semistructured interviews, a deeper assessment of the perception and attitude of the target community was conducted. In addition, the necessary information about the research objectives was obtained by reviewing the research literature (field study) and through Delphi method and expert questionnaire by 12 professors, experts and managers of knowledge-based companies, the conceptual model was approved and the questionnaire was finalized for testing. In the quantitative part of the research, the data obtained from the qualitative part were compiled in the form of a questionnaire and completed by 153 managers of knowledge-based companies located in Tehran Science and Technology Park. Finally, four components of human capital-structural capital-communication capital-innovation capital and 17 indices and 78 related metrics were identified and classified and the relationships between the components were evaluated and finalized using the structural equation model. What distinguishes this research from other researches is the addition of innovation capital as a separate component and testing the model in knowledge-based companies for the effective role of these companies in the economic prosperity of our country.

Environmental and social challenges have led to considerable attention to sustainable development. Considering that the human being is both the goal of and the factor of development, therefore the human factor is considered as one of the most significant factors in attaining the highest level of sustainability. Moreover, digital transformation also represents a fresh challenge to organizations, which is the reason behind the special attention to digital human resource management. Thus, what is the human resource management model, which is both committed to complying with the requirements of sustainability and has the most and best positive use of digital developments, is the subject of this research. Also, in order for human resource management to be successful with regard to the two challenges of sustainability and digital transformation, it requires new dynamic capabilities of digital/sustainable human resources. The study applies a combination of six research methods including Meta-Synthesis, Thematic Analysis, Interpretive Structural Model (ISM), Cognitive Rating Cluster Map, DEMATEL, and Analytic Network Process (ANP), and it represents the final model with 3 approaches, 3 aspects and 9 dimensions.

Participatory governance in higher education is one of the approaches that has been presented to the management of the academic institution by focusing on participation and involvement of all stakeholders in matters of oversight. This study was conducted to explore the components of the implementation process and the realization of participatory governance in higher education institutions. The present research is qualitative and is applied research in the paradigm of interpretivism and from the point of view of pure pose and cross-sectional in terms of research time. The method of data analysis was thematic analysis and the participants were professors and experts in the field of governance and higher education who were purposefully selected and after theoretical saturation reached 14 people. Data collection was done through semistructured interviews. According to the coding and the included categories, the research findings show that four stages can be envisaged for the implementation and realization of participatory governance in higher education institutions: 1-awareness and awareness stage. 2-evaluation. 3-improvement. 4-care and maintenance. The results show that the realization of participatory governance, given the current situation of higher education institutions and benefits this style of governance brings to improve their efficiency and effectiveness, will be important step to increase higher education success in the country.

Todays, in organizations, employees are expected to be involved and creative in their work and take initiative themselves. access to such a situation requires that the organizations in the work environment create conditions that have sufficient incentive and energy resources. these motivational sources are considered as job resources. the main purpose of this study is determination of impact of job resources and cultural intelligence on task performance by mediating role of job institutional needs and working conflict of employees of the entrepreneurs bank. in this thesis, the impact of embedded factors on job performance of entrepreneur bank employees, including job resources and cultural intelligence on the basic job requirements, job engagement and job performance of the entrepreneur bank has been investigated. the present study is applicable in terms of purpose, in terms of method of data collection from descriptive research and from the field. in terms of the relationship between the research variables, it is causal. the method of conducting research is survey. the population has been investigated in this study, the administrative staff of the entrepreneurs bank in branches across the country and stratified random sampling method. data were collected using questionnaire. in order to analyze the data, structural equation modeling was used to examine the significant effect of the proposed variables on each other. in this way, spss and AMOS software were used. the results of the analysis of the hypotheses of this study indicate that the work conflict has the highest positive and significant effect on functional performance as well as cultural intelligence has the least positive and meaningful effect on work conflict. Organizations need to improve employee work by providing job needs to improve their functional performance. the results showed that cultural intelligence variables and job resources are effective in providing job requirements.

The present study aims to investigate the effects of complementary information technology resources on organizational capabilities, strategic goals and performance (Case Study: auto parts manufacturing companies in Tehran province). The methodology of the research was applied in terms of the purpose,also, according to the time of the research, it was a cross-sectional study,and in terms of data collection, it was among quantitative studies. The method of the research was descriptive-correlational. The statistical population in this research included all CEOs of auto parts companies in Tehran province (417 employees). Using Random-cluster sampling method, 200 employees were selected as the sample size using the Cochran formula. in this research, standard questionnaires have been used. The results of the research showed that Strategic goals affect the financial performance of the company,Organizational capabilities (operational, research and development, and marketing) affect strategic goals,also, IT resources have a positive and significant effect on organizational capabilities (operational, research and development and marketing), respectively. Finally, suggestions are provided in accordance with the research results.