درخت حوزه‌های تخصصی

The aim of this study is to define and design organizational learning model among the country’s National Petrochemical Company employees. According to the design and explanation of organizational learning model in the Petrochemical Company, we first study the subject by using library studies, theoretical foundations and variable components. Then we designed a new questionnaire through interviews, to examine the views of the population on the basis of the local culture. Then, the questionnaire distributed among the population with using the software SPSS by exploratory factors analysis to identify factors and sub-factors is confirmed by confirmatory factor analysis and structural factors. Finally, management experts assessed the model from different dimensions. Statistical Society of managers and staff of petrochemical, informants and elites of organizational learning of petrochemical such as university professors, researchers and those who have information from process of petrochemical organization will be selected. We will use Random sampling methods to test the quantitative and qualitative targeted selection for testing qualitative part to complete theories. The mixed method will be used in this research. For analysis of data resulted from interviews, the theory-based method will be used. This theory-based method is not theory but it is used for discover sleeping data in theory. So, the theories appear slowly in a gradual process of abstraction of the data and after obtaining qualitative information from the raw data, we will analysis them by quantitative methods and suitable test.

Human Resource Development (HRD) at work is now a prominent and central of Human Resource Management (HRM). This course is designed to provide a complete, integrated introduction to the process, practices and perspectives of the important area of people management. The process of HRD at work is an interparty of the overall performance management of organizations. Selected, repressive and prominent practices in HRD at work are explored, using case studies to illustrate what this process involves in practice. Finally, contemporary perspectives that should illuminate concerns, concepts, arguments and evidence are explore course is thus an ‘all in one’ view of processes, practices and perspectives. There are powerful forces in many organizations that cause widespread withholding of information about potential problems or issues by employees named as organizational silence. The base of our model factors are from Morrison & Milliken. They know organizational silence as a “collective” phenomenon and these factors have been organized under levels of analysis (1) Top management team characteristics, (2) Organizational and environmental characteristics, (3) Affecting employee interaction, (4) Managerial belief, (5) Organizational structures and policies, (6) Managements’ fear of negative feedback and (7) Demographic dissimilarity.