درخت حوزه‌های تخصصی

The present study was conducted to design and validate the model of exit from organizational mobbing in the Education Organization. It is an applied-developmental research. In terms of how to collect data, it is a cross-sectional survey. To achieve the research purpose, the exploratory mixed research design was employed. Qualitative meta-synthesis was used to identify the model categories and the partial least squares approach was utilized to validate the model. Data analysis in the qualitative phase was conducted via Maxqda software and in the quantitative phase via the Smart PLS software. The statistical population included managers and employees of the Education Organization. The sample volume was estimated equal to 140 persons by means of Cohen's statistical power analysis. Cluster-random sampling was used for sampling. Finally, the final indicators were categorized into 13 main categories and 72 subcategories. Conflict management and stress management led to exit from organizational mobbing in the Education Organization through improving the professional capability of employees, organizational intimacy, and emotional intimacy.

One of the methods to apply preferred information of the decision maker (DM) in the process of evaluating the efficiency of banks is the method of production trade-offs in data envelopment analysis (DEA). In this paper, we propose a two stage network DEA framework for incorporating value-judgments in the form of production trade-offs to analyze the efficiency of banks. We obtain technical and cost efficiency from banks based on bank manager's opinion. We use the production trade-off method to consider the importance of each of the inputs, intermediate measure and outputs relative to each other to evaluate the performance of commercial banks. We show that by changing the production trade-offs matrix, the technical and cost efficiency scores of banks also change. We propose efficient targets for inefficient banks. At the end, we bring the results of the paper.

Purpose: The main goal of this research is to design a model of human resource capabilities, with an emphasis on digital knowledge management, for Iran Oil Terminals Company. Method: This research is descriptive-survey in terms of research design, cross-sectional in terms of time, and applied in terms of purpose. It is categorized as exploratory research. The statistical sample consisted of 20 professors and senior managers from the Ministry of Oil in the qualitative section and 100 managers and experts from Iran Oil Terminals Company in the quantitative section. Data collection in the qualitative part was conducted through interviews and data analysis techniques, while the quantitative section utilized questionnaires and structural equation modeling techniques. Findings: The findings were categorized into 114 codes and 26 concepts, which were further grouped into three categories: human-behavioral capabilities, specialized-technical capabilities, and analytical capabilities. The research confirmed that the role of human resource capabilities in the growth and development of organizations is undeniable. It emphasized that human resources management must leverage this intra-organizational capital to foster organizational advancement and excellence. A lack of qualified human resources can be a significant reason for an organization's stagnation. Conclusion: The analysis revealed that human resource capabilities, with an emphasis on digital knowledge management, encompass behavioral, specialized-technical, and analytical capabilities. Ultimately, a suitable model for human resource capabilities, emphasizing digital knowledge management, was proposed for Iran Oil Terminals Company. Human resource capability is valuable, rare, irreplaceable, and difficult to imitate; thus, it is essential for creating sustainable competitive advantages. Proper utilization of human resource capabilities can enhance organizational performance. This study took a process-oriented approach to propose an integrated model that comprehensively considers key variables such as human resource capability and knowledge management effectiveness.