Purpose: The purpose of this applied research is to study the effectiveness of gamification on corporate training.  Methodology: A gamified course was designed and implemented to train the location of Fire Hosing Cabinet for 24 employees of a firefighting maintenance company in Iran Mall shopping Center in Tehran. Using a quantitative quasi-experimental research plan (post-test only control group design) the participants of the study were randomly assigned to treatment (12) and control (12) groups and trained for a week.  Conclusion: The descriptive and interpretive result of the posttest analyses indicated the effectiveness of gamification of the training performed for the employees of the firefighting maintenance company in Iran Mall shopping Center in Tehran. Moreover, the descriptive result of Gamification Acceptance Questionnaire answered by the members of the experimental group after gamified training indicated that all the participants in the experimental group were satisfied with the gamified training course.

Background & Purpose: Human resources slack refers to more human resources than the organization needs, which can have different and even contradictory effects on organizational performance. The objective of the present study was to investigate the effect of this new concept in the field of human resources on the organization performance. Methodology: This study was qualitative and fundamental with a systematic review in case of purpose. Therefore, the systematic search was limited to two databases including Elsevier (Scopus) and scientific network information sciences institute (Thomson Reuters) to identify and extract the articles. CASP standard checklist was used to assess the study validity, and Cohen kappa index equal to 0. 731 was applied in SPSS software to assess the study reliability which was confirmed. Findings: A model was suggested through investigating the existing articles in order to clearly state the manner of human resources slack effect on the organizations performance. Referring to the articles, the model introduces our types of human resources slack including Value-oriented, Knowledge-oriented, Surplus-oriented, Accumulation-oriented from two aspects of being relative or absolute, and also being knowledge-based or non-knowledge-based and considering short-term and long-term period. Conclusion. The model presented in the research can be the basis for future research in order to optimize Human resource slack in various human resource management measures such as training, rewarding, and compensating evaluation, etc. In the proposed pattern, value-oriented and knowledge-based human resources slack with positive effects and Surplus-oriented human resources slack and to some extent Accumulation-oriented human resources slack with negative effects were evaluated. However, having too many of each type can be detrimental to an organization's performance.

Human resource slack is one of the terms that has recently entered the human resources management literature. Human resources slack refer to more resources than the organization needs. This study aims to identify the types of stagnant human resources and provide a model of human resource management functions appropriate for each type of stagnant employees. The present research is qualitative and fundamental in terms of systematic method and content analysis. For this purpose, systematic search was limited to two databases, including Scopus (Elsevier) and the Scientific Network Information Science Institute (Thomson Reuters), to identify and extract articles. After reviewing the articles, the model was presented. The CASP standard checklist was used to assess the validity of the research and in order to assess the reliability of the research, the Kappa Cohen index in SPSS software was used, which was approved. After presenting the model, using semi-structured interviews with academic and industrial experts and conducting content analysis of human resource management functions such as training, development, rewarding and Service compensation, and performance control and evaluation, for each type of employee slack. The model presented, citing articles, introduces four types of human resources slack by considering two dimensions of strategic value and competence,Surplus-oriented, Accumulated-oriented, Knowledge-oriented and Value-oriented. The proposed model and the proposed functions for each type of employee slack can be the basis for future researchers' research.

We are... So, to reframe the inquiry: who are we on a metaphysical level? Which aspects of ourselves are the most universally representative of who we are? How do we fare in the face of the passage of time? For decades, philosophers have debated the concept of diachronic personal identity, which focuses on the question of what keeps us alive. An intricate debate has developed between those who hold the body view (animalism) and those who hold the psychological view (memory) on the question of who we are. The two groups will eventually become so firmly set in their views that they will be unable to compromise. Hylomorphic animalism, or the view that humans are rational animals, living bodies made of prime matter and a rational soul, is an alternative answer to this divisive question that I propose in this study, following in the footsteps of Aristotle and Aquinas. We only survive if matter and rational souls do.

Rough data envelopment analysis (RDEA) evaluates the performance of the decision making units (DMUs) under rough uncertainty assumption. In this paper, new discussion regarding RDEA is extended. The RSBM model is proposed by integrating SBM model and rough set theory. The process of reaching solution is presented and this model is applied to efficiency evaluation of the DMUs with uncertain information.

Todays, product development has faced the dramatically growth, due to the rapid changes in customers’ demands, needs and the competitiveness of the market. Success in new product development requires a deep understanding of our customers. And this necessitates an interactive and active interaction with them. New product development is a way to listen to what customers want and also, to response their needs. Creating customer participation capability causes innovative and practical ideas and enhances firms’ competitive environment. Therefore, the purpose of this paper is investigating the effect of customer involvement capability on the success of the new product development. Also, this research attempts to develop previous researches by considering the effect of customer knowledge assimilation as a mediating variable and the moderating role of resources slack of company. This article is practical in term of purpose and descriptive in term of method. Questionnaire is used to collect the data. And 30 knowledge-based companies in Rasht city participated in this research. In order to test the hypotheses, the Structural Equation Modeling approach has been used. The research findings show that the customer participation capability directly and indirectly through the absorption of customer knowledge affects the success of the new product development; however, the role of resources slack as a moderated variable is not confirmed by the relation between customer knowledge assimilation and the success of new product development. Hence, knowledge-based companies need to pay particular attention to knowledge assimilation and customer involvement capability in order to succeed in new product development. As a result, they can possess an appropriate competitive position in the marketplace.

Background & Purpose: Human resource management as a scientific and practical field is growing and developing amazingly, but due to various factors, it faces challenges that can turn it into pure opportunities and a competitive advantage in the case of correct and timely measures achieved. Such a function of human resources at the national and macro levels can become a platform for the economic progress and development of the country, thus, the purpose of the current research is to identify the factors affecting the management of national human resources with an emphasis on the challenges of human resources in three structural, contextual, and behavioral dimensions. Methodology: The research method is based on library studies and using meta-synthesis method. The sampling method is purposeful and available sampling, and domestic and foreign scientific databases are also referred to in the collection databases. Among the internal databases, Magiran, Irandoc, ensani.ir, Noormags, and SID can be mentioned.  From the foreign databases, Google Scholar, Science Direct, and Emerald sites were also examined. In the first step, based on the collection of previous studies, effective factors were extracted in the form of themes, then based on the meta-synthesis process in the framework of the three-pronged model, these factors were categorized in the three dimensions of structure, context and behavior. Findings: According to the findings, the most important factors in the structural dimension include "architectural and structural maturity of human resources management", "amendment of processes and structures and laws of human resources policy at the national level", "reconstruction of social, economic and political structures related to human resources management in national level", "modification of education and empowerment structures at the national level"; and the most important factors in the context dimension include "state of development of the country", "maturity of innovation in human resources management systems", "globalization and internationalization of human resources", "cultural and contextual differences in countries", "participatory governance in human resources management", "technology and its role in human resource management" and the most important factors in the behavioral dimension include "attention to cultural and social components in the management of national human resources", "reconstruction of social attitudes, perceptions and behaviors in the management of national human resources", "attention to multinational components and ethnic differences", "the importance of leadership and networking in the management of national human resources" have been identified in the policy making process of national human resources. Conclusion: The special achievement of the research, based on the review and analysis of previous studies, pointed out that in the design of the national human resources management system, it is necessary to pay special attention to structural components, contextual components, and behavioral components at the same time, and therefore, in accordance with the identification of these causes, solutions for the system management was provided. Moreover, the knowledge-building and practical contribution of the current research can be seen in considering the challenges of human resources at macro and national levels and from an institutional perspective.

Introduction: Electronic human resource management includes electronic tools that enable human resource managers to manage human resource data and information and also provide the possibility for the beneficiaries to have access to specific information and tasks of human resources through the Internet. Therefore, this research was conducted to identify the effective factors of electronic human resources management in the Iranian Health Insurance Organization using the fuzzy Delphi approach. Methods: The current research, which was carried out in 2023, has a mixed approach and an inductive paradigm. The statistical population of the research in the qualitative and quantitative part are academic experts and (senior) managers of the health insurance organization in Tehran province, and 30 of them were selected as sample members based on the principle of theoretical saturation. The data collection tool in the qualitative part of the research is a semi-structured interview and in the quantitative part, a fuzzy Delphi questionnaire. In this research, to analyze the data in the qualitative part, the content analysis method and coding approach using MAXQDA software was used and in the quantitative part, the fuzzy Delphi method was used. The validity and reliability of the interview were confirmed using content validity and intra-coder inter-coder reliability and the validity and reliability of the questionnaire were confirmed using content validity and inconsistency rate. Results: The results of the qualitative part indicate the identification of 15 factors as effective factors in electronic human resources management in Iran's health insurance organization. On the other hand, the results of the quantitative part using the fuzzy Delphi approach show that human resources architecture, structure and process reform, integration of human resources processes, reduction of administrative bureaucracy, the existence of financial support, and the creation of a suitable culture as the most important factors on the effective management of electronic human resources in Iran's health insurance organization. Conclusion: The application of electronic human resources management in the current changing conditions helps the health insurance organization more than ever in achieving its goals and agility.