بهاره عابدین

Iran's gas industry plays a strategic role in supplying and distributing natural gas energy to society. The project-based, operational, and service-oriented nature of this industry, combined with its large workforce, underscores the necessity to address the risks confronting its human resource management system. This study was conducted to identify and analyse these human resource management risks. This study employed a mixed-methods approach. In the qualitative phase, the researcher's lived experience was utilized to identify and categorize 35 human resource management risk factors in Iran's gas industry. For the quantitative phase, a risk management framework was applied to evaluate each identified factor based on two key dimensions: risk probability and risk impact. The assessment results were subsequently visualized through a heat map. The study results demonstrated that none of the indicators fell within the low-risk zone, with 15 indicators classified as medium-risk and 20 as high-risk, while two critical indicators - imposition of salary and benefit restrictions with a risk rating of 9 and dependence on political affiliations for filling key positions with a risk rating of 8 - were identified as the most substantial challenges facing the human resource management system in Iran's gas industry.

The goal of this study is to examine the antecedents of brand citizenship behavior in financial institutions by considering the internal relationship between them. The research method is descriptive and applied in terms of purpose and in terms of data collection method is field. The data collection tool in this study was a questionnaire. In this study, the statistical population was the employees of private and public banks and financial institutions in Bandar Abbas. The sampling method was cluster-random. After placing the banks in the three clusters of state-owned banks, private banks and financial and credit institutions, Sepah, Sanat and Ma'dan banks were randomly selected from among the state-owned banks. Ansar Cooperative, Ayandeh, Shahr, Refah and Mehr Eghtesad Banks were randomly selected from among private banks and Noor and Caspian Financial and Credit Institutions were also randomly selected from among financial and credit institutions. A total of 213 questionnaires were distributed among the customers of selected banks as convenient, and finally 203 questionnaires could be reviewed. Data analysis was performed by SPSS16 and PLS3-SMART software. The results show that brand-centered human resource management and brand identification have a positive and significant effect on brand citizenship behavior, but a positive relationship between brand trust, brand commitment, employees' self-concept of brand and brand pride with brand citizenship behavior was not found. Also, a positive relationship between brand-centered human resource management and employees' self-concept of brand, employees' self-concept of brand and brand pride, employees' self-concept of brand and brand identification, brand identification and brand pride, brand identification and brand commitment, and brand trust and brand commitment were confirmed.