https://www.qjimdo.ir/ Innovation Management in Defensive Organizations en daily 1 Mon, 20 Jan 2025 00:00:00 +0330 Mon, 20 Jan 2025 00:00:00 +0330 https://www.qjimdo.ir/article_215134.html Background & Purpose: In this research, the model of human capital empowerment (covered aid seekers) in the welfare organization based on the support process of creativity and innovation growth centers from the growth cores,as well as exit strategies and independence of the developed teams, is discussed.Methodology: According to the purpose, the research is applied, and in terms of the research approach, it is mixed type. In the first stage of this research, grounded theory was used as a qualitative approach, and in the second stage, a survey method was used as a quantitative approach.Findings: The results of the qualitative findings of the research were analyzed through open, axial, and selective coding, as well as content analysis of interviews and scientific sources, and 3680 codes were identified in the form of 84 subcategories, 15 axial categories, and 5 selective categories. This model provides a framework based on which practitioners in this field can obtain the necessary potential for transformation in their empowerment processes through self-efficacyConclusion: the results of this study enable the incubators to design a more suitable executive framework for empowerment in intra-organizational, extra-organizational and inter-organizational dimensions by using the model of empowerment of the teams located in the incubators with the aim of self-efficacy of the incubators, teams and established units. https://www.qjimdo.ir/article_242268.html Background & Purpose: Rapid technological developments, changing nature of jobs, and increasing expectations of citizens have forced public sector organizations to seriously consider the issue of human resource branding. Government organizations are faced with special requirements such as transparency, public trust, administrative ethics, and service orientation, which require a different model. On the other hand, the emergence of new skills and capabilities required by future jobs has doubled the need to design a framework. Accordingly, the purpose of this study is to present a three-layer futuristic model for human resource branding in the public sector.Methodology: This study was conducted with an applied and inductive approach, and in order to extract the dimensions of the three-layer model of human resource branding in government organizations, a qualitative field method was used. Research data were collected through semi-structured interviews with experts in the field of human resource management and futures studies in the public sector. Participants were selected using criterion-based purposive sampling, and the interview process continued until theoretical saturation of 15 people was achieved. The resulting data were analyzed using thematic analysis based on the Atride-Stirling theme network framework to extract basic, organizing, and overarching themes, and ultimately explain the three-layer structure of the model. Findings: The three-layer model included employee identity, future job capabilities, and organizational requirements. The first layer, HR brand identity, included five overarching themes of professional identity, social identity, digital identity, personal values, and expected image of brand employees, which, with 15 organizing themes, helps explain the dimensions of brand employee identity. The second layer, future job capabilities, included six overarching themes of digital skills, cognitive skills, human skills, green skills, global skills, and technological and data-driven competencies, which, with 18 organizing themes, identifies the skills and competencies required by employees to face future job changes. The third layer, specific requirements for government organizations, included five overarching themes of transparency, administrative ethics, service-orientedness, public trust, and future job security and flexibility, which, with 15 organizing themes, provides a framework for employee performance requirements in the public sector.Conclusion: HR branding in government organizations goes beyond the individual identity of employees and requires alignment of professional and value identity, future-oriented skills and compliance with good governance requirements. Implementing this model can help attract, retain and develop employees with the capabilities required for future jobs and strengthen the organization’s brand. https://www.qjimdo.ir/article_242269.html زمینه و هدف: با رشد سریع و ظهور هزاران کسب‌وکار نوپا در سال‌های اخیر، به‌ویژه در حوزه فناوری اطلاعات، این کسب‌وکارها با چالش‌های متعددی در مسیر تثبیت، توسعه و رقابت‌پذیری روبه‌رو شده‌اند. در این میان، مربیگری کسب‌وکار به عنوان یکی از رویکردهای مؤثر در ارتقای ظرفیت‌های مدیریتی، تصمیم‌گیری و رشد پایدار، اهمیت فزاینده‌ای یافته است. این مطالعه با رویکرد پدیدارشناختی به واکاوی تجربه‌های زیسته خبرگان از  مربیگری کسب‌وکار در کسب‌وکارهای نوپا می‌پردازد. روش‌شناسی: این پژوهش با رویکرد کیفی و بر مبنای استراتژی پدیدارشناسی تفسیری (هرمنوتیکی) به‌منظور فهم عمیق تجربه زیسته مربیان و شاگردان در زمینه مربی‌گری کسب‌وکار در استارت‌آپ‌های حوزه فناوری اطلاعات انجام شده است. فلسفه پژوهش در پارادایم تفسیری و با رویکرد استقرایی شکل گرفته است. داده‌ها با استفاده از مصاحبه‌های نیمه‌ساخت‌یافته و از طریق نمونه‌گیری هدفمند قضاوتی از ۲۰ مشارکت‌کننده گردآوری شده‌اند. تحلیل داده‌ها بر اساس روش شش‌مرحله‌ای پدیدارشناسی تفسیری ون منن انجام گرفته و افق زمانی پژوهش، مقطعی بوده است. یافته‌ها: تحلیل کیفی داده‌ها به شناسایی شش بُعد اصلی مؤثر بر اثربخشی مربیگری کسب‌وکار در استارت‌آپ‌های فناورانه منجر شد. این ابعاد شامل: ساختار و فرهنگ سازمانی، فرآیندها و ابزارهای مربیگری، توسعه و رشد فردی و سازمانی، راهبردها و چالش‌ها، روابط و ارتباطات، و محیط کار هستند. یافته‌ها نشان دادند که مربیگری موفق در استارت‌آپ‌ها مستلزم تلفیق دقیق رویکردهای روان‌شناختی، مدیریتی، و فرهنگی با نیازهای پویای این کسب‌وکارها است. این شش بُعد در قالب یک چارچوب مفهومی، مسیر طراحی و اجرای مؤثر برنامه‌های مربیگری در اکوسیستم نوآوری را روشن می‌سازند. نتیجه‌گیری: یافته‌های این مطالعه نشان می‌دهد که مربیگری کسب‌وکار نقش مهمی در افزایش خودآگاهی، اعتماد به نفس، تصمیم‌گیری راهبردی و تسهیل یادگیری در میان بنیان‌گذاران کسب‌وکارهای نوپا دارد. همچنین، تجربه مربیگری به‌عنوان یک فرآیند تعاملی و تحول‌آفرین درک می‌شود که فراتر از انتقال دانش، به توانمندسازی ذهنی و توسعه فردی و سازمانی منجر می‌گردد. این نتایج می‌تواند راهگشای طراحی برنامه‌های اثربخش مربیگری برای حمایت هدفمند از اکوسیستم استارتاپی باشد. https://www.qjimdo.ir/article_242271.html Background & Purpose: The evolution of digital technologies has brought about fundamental changes in higher education and has made e-learning one of the main teaching methods in universities. In the meantime, effective student training in such environments requires the design of a comprehensive, native model based on the needs of learners and the characteristics of the digital environment. However, many existing approaches lack the necessary theoretical coherence or empirical validity and do not respond to the educational challenges in the e-learning environment. This study designs a conceptual model for training students in the e-learning environment. Methodology: The present study is applied in terms of purpose and qualitative in terms of data collection method, and a grounded theory strategy was used. The statistical population of this study consists of e-learning professors (Payam Noor Universities in Tehran), whose number was limited to 15 after reaching theoretical saturation. The sample selection was carried out using a snowball method. The data collection method was field and library, and semi-structured interviews were used to collect information. A three-stage coding process was also used in data analysis. Findings: Based on the analysis of research data, causal factors were divided into three subcategories including educational, institutional, and technological requirements, pivotal phenomena were divided into three subcategories including knowledge, skills, and attitudes, contextual factors including individual characteristics and institutional contexts at Payam Noor University, intervening factors including teacher competencies and educational regulations, and strategies including developing student individual competencies in distance education, improving infrastructure and developing technology systems in the e-learning environment, and improving teacher competencies in distance education, and outcomes including educational and organizational outcomes. Conclusion: Implementing this model can lead to positive outcomes in distance education universities. The presented model provides a comprehensive framework for improving policymaking, designing educational programs, and enhancing the quality of e-learning at Payam Noor University and other similar institutions. https://www.qjimdo.ir/article_180978.html in this research, the model of human resources development in the main companies of Saipa Automotive Group in the digital age is discussed.This research is applied in terms of purpose and qualitative in terms of method, and the foundation's data theory strategy is used in it. The statistical population of the research in the qualitative part included 18 academic experts and executive managers of the SAIPA automotive industry, 15 of whom were selected using the snowball sampling method and the theoretical saturation point. In this research, semi-structured interview tool was used for data collection and data analysis was done through three-step coding.Based on the data analysis, causal factors include "individual factors and organizational factors", central factors include "organizational environment, green culture management, social and behavioral position and organizational sustainability position", strategic factors include "hiring people based on the conditions of employment, to Application and establishment of human resources recruitment system, management principles for the application of payment system and strategic analysis", consequences of the model including "development of human capital and human resources to achieve goals in the digital age", background factors including "sustainability and maintenance of human resources" and the use of infrastructures for the sustainability of the organization" and the intervening factors included "social political restrictions, financial restrictions and environmental legal restrictions". https://www.qjimdo.ir/article_183251.html The aim of the current research is to design a suitable model for governing the system approach to human resource areas in the civil service management law. In this qualitative research, based on the systematic design of the data base theory, the perception of the officials of the government organizations about the process, content, strategies, context and consequences of the human resources fields in the law of state service management has been investigated with a systemic approach, the data through the process of coding and based on Based on the systematic design of Strauss and Korben Foundation's data theory, the findings of open and axial coding were analyzed by separating the components of the paradigm of axial coding of causal conditions (background factors, interfering factors in the success of human resources and the consequences of implementing strategies). The results of the research showed 17 general categories that reflect the human resources fields with a systemic approach and the relationships between its different dimensions in the form of a model in the form of six classes (contextual factors, intervening factors, strategies and consequences). In the obtained model, recognizing the focal category, the category with which other concepts are related and located in the center of the model, is of great importance. After reviewing the obtained categories several times, what is in the center of human resources includes the existence of recruitment, maintenance, promotion, https://www.qjimdo.ir/article_197996.html Background & Purpose: In market conditions, the goods or services offered should be based on customer needs and customer knowledge, and on the other hand, market dynamics can also affect the provision of innovative products. The purpose of this study is to Survey the effects of environmental management on product innovation with the moderating role dynamic capabilities in Tehran Oil Design and Construction Company.Methodology: The research method is applied in terms of purpose and in terms of collecting data, survey descriptive. The population of this study is the Tehran Oil Design and Construction Company employees. For this purpose, with using Cocran Formula, 240 questionnaires were distributed between the statistical sample and 211 questionnaires was gathered. The data collection tool was a questionnaire whose reliability was calculated as 0.870 using Cronbach's alpha coefficient. The validity of the research instrument was confirmed by confirmatory factor analysis technique. Structural equation modeling method was also used for data analysis.Findings: The results of the research showed that environmental management have the effect on product innovation with the moderating role dynamic capabilities in Tehran Oil Design and Construction Company.Conclusion: Environment and sustainability motivates companies to adapt to their business environment and create a healthier production process and resource optimization. This leads to an improved product or an innovative product that consumes less material, uses sustainable materials, and reduces waste and energy consumption. https://www.qjimdo.ir/article_215136.html Background & Purpose: The fifth post-revolution development program was formed in the heart of the government's justice discourse. This bill was the most fundamental approach to economic transformation in the country, which led to vast changes in the social sphere as well. The purpose of this research is to investigate the dimensions affecting the discourse space of the social approach of the fifth post-revolution development plan from the perspective of the subsidy targeting bill.Methodology: The method of conducting the research was done using Laclau and Mouffe's discourse analysis method.Findings: The results show that, in general, the targeting of subsidies as one of the main signs articulated in the discourse of the fifth development program in the form of a central sign, is stopped and in the elaboration of this discourse around the said central sign, the semantic system It consists of the main signs of "direct support for the needy", "optimal resource allocation", "consumption management","economic transparency","productivity increase", "liberation of prices".Conclusion: The subsidy targeting bill, as one of the most important plans for the economic transformation of the country, led to fundamental transformations in social components, this transformation in basic social sectors such as poverty and deprivation removal, health and wellness, employment, social security, housing and education. It became effective and created a great transformation, so the element of targeting subsidies was placed as a central sign in the discourse of government justice in its articulation and stopped as a central sign and created a special semantic system. https://www.qjimdo.ir/article_242270.html In the era of digital transformation, responding to challenges arising from environmental changes requires agile governance to meet the ever-changing needs of society. This research aims to develop an agile governance model based on digital transformation for Iranian public organizations (case study: Information Technology(IT) Organization of Iran).This applied and developmental research employs an exploratory mixed-method sequential design. At first, using thematic analysis, dimensions, components, and indicators of the model were extracted through semi-structured interviews with 15 academic and executive experts from the IT Organization. Three dimensions, nineteen components, and fifty-seven indicators were identified in this phase. Then, structural equation modeling (SEM) was used to validate the model. A questionnaire based on the factors extracted in the qualitative phase was designed and distributed among 120 experts from the IT Organization to assess the relationships between indicators and constructs. Data were analyzed using SmartPLS.The results indicate that agile governance based on digital transformation in Iranian public organizations encompasses content dimensions (such as agile decision-making, transparency, culture of change acceptance, citizen participation), structural dimensions (including agile technological infrastructure, innovative human resources, data-driven leadership, and digital transformation institutions), and process dimensions (such as agile methods, continuous learning, and participatory policymaking). Quantitative analysis also confirmed the significance of the relationships between the indicators and the relevant components.The findings of this study can enrich the theoretical literature in the field of agile governance and digital transformation and pave the way for developing optimized policies and strategies in public organizations. https://www.qjimdo.ir/article_242272.html AbstractBackground and Purpose: Given rapid technological advancements and their impact on the structure and function of educational institutions, aligning university organizational culture with technological megatrends is essential. The main objective of this research is to design an organizational culture model for Malek-Ashtar University of Technology based on technological megatrends.Methodology: This study employed a sequential exploratory mixed-methods approach (qualitative-quantitative). In the qualitative phase, technological megatrends were first identified and prioritized using the Delphi method with the participation of 15 experts. Subsequently, utilizing thematic analysis of semi-structured interviews, the initial conceptual model of organizational culture was extracted. In the quantitative phase, a researcher-developed questionnaire was administered to a sample of 59 managers and executive specialists. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).Findings: The university's organizational culture based on technological megatrends can be organized into five key conceptual categories: innovative and learning leadership, technological adaptability and future-orientedness, organizational cohesion and technological security, technological and strategic mission, and interdisciplinary and team-based collaboration. Each of these categories comprises components that systematically outline the essential dimensions for forming a transformative technological organizational culture in technical and scientific universities. The proposed model demonstrated good fit in the structural equation analysis.Conclusion: The presented organizational culture model provides a comprehensive framework grounded in the organizational and technological realities of Malek-Ashtar University of Technology. Aligned with technological megatrends, it can serve as a foundation for sustainable transformation, systematic innovation, and intelligent organizational adaptation. https://www.qjimdo.ir/article_242327.html Background & Purpose: Family businesses, particularly in the tourism industry, play a crucial role in local economic development and job creation. However, their sustainability and competitiveness depend on continuous business model innovation to adapt to the rapidly changing market and environmental demands. This study aims to examine the effects of dynamic capabilities, institutional pressures, and top management team heterogeneity on business model innovation in family-owned tourism businesses in Gilan Province, Iran.Methodology: This study adopts a quantitative approach and is classified as descriptive-correlational in nature. Data were collected using a structured questionnaire distributed to a sample of 120 family-owned businesses active in the tourism sector. The sampling was non-probabilistic and based on availability. To test the proposed hypotheses, structural equation modeling (SEM) was employed using SmartPLS software.Findings: The results indicated that dynamic capabilities have a significant and positive effect on business model innovation. Institutional pressures and top management team heterogeneity also had significant effects on business model innovation. Furthermore, dynamic capabilities significantly influenced team heterogeneity, while the effect of institutional pressures on team heterogeneity was not statistically significant.Conclusion: The findings suggest that to enhance business model innovation, family businesses in the tourism sector should invest in developing their dynamic capabilities and assembling diverse management teams. Policymakers and business managers should also recognize the potential of institutional pressures as a driver of innovation and provide supportive institutional environments to facilitate innovation in family businesses.