JOURNAL OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT
Year:2024 | Volume:6 | Issue:10|Papers Count:14

Electronic human resources management is an opportunity to make human resources professionals more productive by freeing them from many routine tasks and tasks and focusing them on the strategic aspectsof their jobs.Therefore,it is necessary to systematically consider thechallenges faced by organizations and the measures theymust take to be more successful.Theaim of the current research is practical and it deals with presenting the model of electronic human resource management strategies based on the green behavior of employees in educational institutions.Thepresent research was conducted with a mixed approach(a combination of qualitative and quantitative methods), using thematic analysis,MaxQuda software, structural equations and SmartPLSsoftware.Thetools of data collection are interviews and questionnaires, and the sampling method in the qualitative part is purposeful judgment and in thequantitative part, it is simple random. Thestatistical population in the qualitative section included 25 experts and managers in educational institutions and in thequantitative section 202managers and employees of educational institutions.In thequalitative section, there are 8 main categories(green behavior of employees, green motivation of employees, green performance of employees, suitability of person to job, methodsof development of electronic human resources management, dynamic capabilities in electronic human resources management, preparation in electronic human resources management and acceptance of management electronic human resources) and 42concepts were identified.Theresults showed that electronic human resources management has a strong position in influencing the capabilities of employees, which leads to the green performance of employees,but it is necessary to strengthen the supporting factors of the fit of the person with the job and the motivation of theemployees.

Objective(s): After the outbreak of the COVID-19 pandemic, many organizations in Iran implemented remote work. This study was conducted to investigate the mediating role of remote work satisfaction and the moderating role of self-discipline in the effect of stress on employees' performance in remote work. Methods: This study is applied and follows a quantitative approach in terms of research methods. The sample was 340 employees working in public and private organizations in Iran, selected by convenience sampling. Due to the special conditions of the COVID-19 pandemic and the lack of in-person access, the link to the online questionnaire was sent to the participants. The data were analyzed through confirmatory factor analysis and AMOS software. Results: The results demonstrated that job stress has a negative effect on employees' performance and satisfaction with remote working. Furthermore, self-discipline plays a positive moderating role in the impact of job stress on employee performance. Therefore, it can be considered a kind of personal resource in the job demands-resources (JD-R) model. Conclusion: Although this research was conducted during the COVID-19 pandemic, considering the prevalence of remote work in organizations after the COVID-19 pandemic, the results of this research can be used in organizational planning in the field of remote work.

Identifying and exploiting existing opportunities is the basis for creating and promoting employee creativity and requires appropriate prerequisites. The aim of this study is to investigate the impact of leadership styles on the innovation climate and its impact on employee creativity with the moderating role of creative self-efficacy and the mediating role of trust and personal identity of the General Directorate of Information Technology of the Tax Administration. This is an applied and descriptive-correlational research. The statistical population includes managers and employees of the General Department of Information Technology of the Tax Administration, from which 138 were selected by simple random sampling. The data collection tool is a researcher-made questionnaire. To test the hypotheses, structural equation modeling was performed with the partial least squares approach using Smart PLS software. All hypotheses were confirmed except the hypotheses related to trust and creative self-efficacy. Also, by using transformational and interactive leadership styles as well as identifying employees, innovation can be created in the organization and thus employee creativity indicators will be improved.

This study examines the effect of successive monetary rewards on employee satisfaction using an experimental method with the participation of 109 ICT professionals in China. Participants took a computerized ideation test with random rewards. Data were collected using the posttest ideation process based on Gussman’s business model and analyzed by SPSS using the mixed-model method. The research findings challenge the dominant literature in the area of motivation and satisfaction and show that monetary rewards increase satisfaction only in the first allocation, but even if they are continued, they do not increase satisfaction. Therefore, although paying a bonus in the first round, satisfaction is at its highest value in all groups, but in all subsequent periods, it decreases significantly, so that in all groups, satisfaction during and at the end of the period is lower than at the beginning of the period. Moreover, although the highest level of satisfaction was observed in the group receiving the highest reward, it did not lead to an improvement in ideation performance and an increase in idea quality. These results contrast with previous studies that report a positive relationship between rewards, motivation, satisfaction, and performance and question the effectiveness of monetary rewards in increasing employees’ long-term motivation, satisfaction, and performance.

Objective: This study aimed to understand the transition process of governors in the Islamic Republic of Iran. Method: The study used a qualitative research approach and developed a grounded theory. Data were collected through semi-structured interviews with ten previous governors and reviewing three former governors' biographies. The Strauss and Corbin technique was used to analyze the data. Result: The study found that governors in the Islamic Republic of Iran experience confusion between institutional fields during the transition process. To overcome this confusion, governors employ tactics to discover institutional fields, develop communication channels, build connections with individuals within these fields, and exert influence over these fields. The governor's cultural and social capital is a contextual aspect that plays a role in this process. There are also intervening elements outside the governor's control, such as the public's perception of the government, the governor's legal standing and authority, the competence of the interior minister, and the province's degree of development. Conclusion: The findings provide a model for the transition process that can be used to support new governors in their transition to the governorate. The model emphasizes the importance of discovering institutional fields, developing communication channels, building connections with individuals within these fields, and exerting influence over these fields. The findings highlight the importance of contextual aspects and intervening elements outside the governor's control. The study's results may help enhance governors’ performance during their transition process and improve the governance of provinces in the Islamic Republic of Iran.

Aim: Despite the significant investment in applying artificial intelligence in human resources, identifying the challenges and opportunities of this new approach has remained far from the opinions. In this regard, the present research aims to identify the challenges and opportunities of using artificial intelligence in human resources management. Method and Data: This research was conducted using a meta-synthesis qualitative method. The tool for collecting data and information in the current study was previous documents and literature in this field, which generally included 44 articles. The data analysis was done through open coding. Findings: Based on the results of data analysis, the challenges of using artificial intelligence in human resources management are technical/informational challenges, human challenges, ethical/legal challenges, and organizational challenges. Moreover, the opportunities for using artificial intelligence in human resources management include improving the user experience of employees, improving human resources processes, reducing the cost of human resources management, developing strategies, aligning with digital transformation and the movement of the millennial generation, and improving the level of management. Conclusion: Identifying the challenges and opportunities of applying artificial intelligence in human resource management will lead to recognizing possible future reactions and using opportunities in the current digital world.

Emotional labor means paying attention to the role of emotions in successful job accomplishment. The purpose of this research is to design a comprehensive model of emotional labor in service organizations. The present research follows a qualitative approach, is descriptive in terms of method, and is developmental in terms of goal. Considering the existence of a suitable background, the main goal of the current research is to systematically review the concept of emotional labor. In this regard, the classification and integration of dimensions, effective factors, mediators, moderators, and consequences of emotional labor were done based on a selection of past literature. For this purpose, internal and external studies about emotional labor were considered in the period from 1983 to 2023, and 80 qualitative and quantitative papers were selected for a more detailed study. According to the findings of the research, the emotional labor model can be categorized into five comprehensive themes, 14 organizing themes, and 50 basic themes. The dimensions of emotional labor, effective factors, moderating factors, mediating factors, and consequences form five comprehensive themes in the emotional labor model. The number of interactions, the variety of emotions, the intensity of emotions, and the duration of the interaction are job components of emotional labor. Surface action, deep action, and expressing real feelings are the behavioral components of emotional labor. Effective factors of emotional labor include demographic, personality, occupational and situational characteristics and attitudinal and organizational factors. Also, the emotional labor consequences are classified as a person's health status, attitudinal and organizational consequences, and customer's attitude and behavior. The mediators of emotional labor are separated in the form of a person's health status and attitudinal and organizational characteristics. Finally, emotional labor modifiers are classified as individual characteristics, job characteristics, and attitudinal and organizational characteristics. The results of the current research, by strengthening a comprehensive view of emotional labor, help organizations increase employees’ quality of emotional labor and reduce emotional labor injuries. In addition, organizations can minimize the damage caused by doing emotional labor by knowing the mediating and moderating factors of emotional labor.

Employees and their performance, play an essential role in the success of any organization, and employee performance management is one of the most important issues in organization management. In this regard, one of the organizational concerns is sustainability of human resources and the factors affecting it. Therefore, the current research was conducted through the combination of previous research with the aim of presenting a all-inclusive image of the factors affecting sustainable human resources. This research has an applied purpose and meta synthesis method has been used in it. The researchers have done a detailed and in-depth investigation on the subject with the meta synthesis method and have combined the results of the past researches which are qualitative. Accordingly, after searching the databases, in the time range of 2016 to 2023 for domestic research and 2000 to 2023 for foreign research, 147 related studies were evaluated and finally, after reviewing 56 articles, they were selected. Using the seven-step model of Sandusky and Barroso, the findings of 56 previous studies related to the research objectives were reviewed, aggregated, combined and interpreted. Using the coding method, the number of 155 codes, 21 components and 5 concepts (social factors, environmental factors, economic factors, organizational factors and welfare factors) were identified and the pattern of factors affecting sustainable human resources was presented and drawn

Despite efforts to promote knowledge transfer in organizations, success has been elusive. In many cases, employees are unwilling to share their knowledge, even when organizational practices are designed to facilitate knowledge transfer. This research aims to identify the consequences of human resources’ knowledge hiding and develop a structural model and the causal relationships between them using a mixed method. Research methodology is a pragmatic paradigm with an integrated approach in terms of research philosophy and survey in terms of research strategy. The first phase of the study is qualitative, and the second phase is quantitative. The statistical population of the qualitative section includes 34 articles out of 45 from 2000 to 2023 related to the consequences of human resources’ knowledge hiding. In the quantitative part of the research, the statistical population included ten experts in the field of knowledge management. In the first phase, which is the qualitative phase of the research, data was obtained from the content analysis of articles related to human resources’ knowledge hiding, in which 16 consequences of human resources’ knowledge hiding were identified. In the second phase, fuzzy Delphi was adopted in order to select the most important ones, and finally, eight factors were identified. In the next step, the structural model of these factors was developed using the interpretive structural modeling method. Then, by using Micmac analysis, the factors were classified based on driving and dependence power. Finally, the fuzzy DEMATEL method was adopted to analyze the causal relationships between the factors. The results showed that lack of empowerment is the most important consequence of knowledge hiding, and lack of creativity and innovation, low quality of decision-making, lack of organizational commitment, job dissatisfaction, lack of organizational development, poor performance, and turnover intentions are other consequences of knowledge hiding. In the end, the authors' proposed model in the field of human resources’ knowledge hiding is presented based on the results.

Recently, a lot of attention has been paid to e-learning in the educational system. This educational system consists of factors that have a significant impact on the success of the e-learning process and lead to the improvement or reduction of the quality of the implementation of the e-learning system. The aim of the current research is to provide a comprehensive classification of the challenges of implementing participatory governance in higher education based on studies in this field and their analysis using the meta-composite method. The current research method is qualitative with an exploratory approach. From the objective point of view, it is an explanatory-applied research. In this method, by using the meta-combination method and selecting about 150 articles and related researches, which are mostly from 2010 to 2022 and collected from various reliable scientific databases, finally using this method, 100 selected articles were identified and effective factors in improving the implementation. The electronic education system was identified. Finally, the researcher found 188 codes, 28 subcategories and 5 main categories or the same factors. As a result, the factors of planning and determining the application perspective, hardware and software factors, content and learning factors, support factors and functional analysis factors and feedback were introduced as the most important factors in improving the electronic learning system for implementation.

This research investigated the concept of "meaningful work" in the oil industry (Bandar Abbas Oil Refining Company). Based on its nature, the research is qualitative in terms of practical purpose and data collection method, and the meta-synthesis method and Delphi strategies were used in it. The identified components were ranked using the best and worst methods. The statistical population of the research in the meta-synthesis method section included articles related to meaningful work published from 2010 to 2021. The statistical population in the Delphi section also included 20 Bandar Abbas Oil Refining Company managers, who were selected using a targeted sampling method. The results of the research show that the concept of meaningful work consists of three individual levels with five components, the intraorganizational level with eight components, and the extra-organizational level with five components. Moreover, based on the research results, it can be said that the intraorganizational level, with a score of 0. 42, is the highest priority, followed by the individual level, with a score of 0. 30, which is placed in the second priority. The extra-organizational level, with a score of 0. 28, is also placed in the third priority.

The aim of this research is to identify and stratify the factors affecting sustainable human resource management in order to implement it effectively using structural interpretive modeling (ISM).Method: The current research is applied in terms of purpose and exploratory in terms of method, which was done in a mixed qualitative and quantitative way. In the first phase of the research, the meta synthesis method was used. In the second phase and the quantitative part, Interpretive Structural Modeling (ISM) method was used to level the factors and identify the most influential components.Findings: According to the results obtained from the research, 7 components and 43 indicators were identified and validated for this purpose.Conclusion: The results of this research indicate that the components of stakeholder pressure, government policies and regulations, factors related to human resources policy, cultural factors, and factors related to employees are interrelated variables; These variables have high dependence and high guiding power, in other words, the effectiveness and effectiveness of these criteria are very high and any small change on these variables causes fundamental changes in the system. Since the components that are determined as outputs in the last iterations will be more effective in terms of the interpretive structural equation method, therefore the components of government policies and regulations, and economic factors will be more effective and in order to achieve the implementation of sustainable human resources management. You should pay attention to these factors.

Research show that the concept of sustainability based on employees' environmental behavior has been largely ignored, and there is a need for a comprehensive research on past and future research trends. The present study was carried out to design a model of sustainability in the workplace based on the environmental behavior of employees. This research is based on a mixed approach and done by using bibliometric network analysis of the existing research background published between 2005 and 2024, a systematic review of the literature and a semi-structured interview. The dimensions of environmental behavior in the workplace include protection, avoiding harm, transforming, influencing others and, taking the initiative, and the antecedents of environmental behavior in the workplace include personality traits, demographic characteristics, external factors including interventions, period educational programs, and environmental campaigns, situational factors related to the organization and leadership support, and internal factors include cognitive factors, emotional factors, social factors, and motivational factors.. Education for sustainability and the design of environmental campaigns is one of the most frequent concepts in the systematic review of articles and interviews of experts; therefore, policymakers and planning managers of organizations and macro-level planning managers of the country can develop environmental policies in the field of designing educational courses and environmental campaigns for companies at individual, organizational and social levels.

Purpose: The main purpose of this research is to develop knowledge of effective competencies in sustainable project management. Originally: research was conducted on sustainability competencies,however, less attention is paid to sustainable project manage ment competencies in the construction industry. Methodology: The current study has a developmental orientation and an exploratory objective. Data was collected through 11 semi structured interviews with the qualitative method of multiple case studies and t hematic analysis. Findings: This analysis has resulted in a list of 12 sustainability competencies of project managers, which are categorized into three categories: knowledge, skill, and attitude. Having stable knowledge and being up to date in this field are two competencies with a major scientific approach. Moreover, in the skill category, creative utilization of resources, interpersonal skills, and execution capability issues related to sustainability are three key skills. However, in the third category, which has the largest contribution, value oriented thinking, ethical orientation, forward looking, continuous learning, education oriented thinking, and sustainability based behavior are among the most important competencies for sustainable project manage ment.