https://www.qjimdo.ir/ Innovation Management in Defensive Organizations en daily 1 Mon, 22 Jun 2026 00:00:00 +0330 Mon, 22 Jun 2026 00:00:00 +0330 https://www.qjimdo.ir/article_247024.html Background & Purpose: Digital service innovation has emerged as one of the most significant drivers of organizational transformation in the design, delivery, and continuous improvement of electronic services. The evaluation of e-service quality can no longer rely solely on traditional indicators and static assessment models, as such approaches fail to capture the dynamic characteristics of innovative services, digital interactions, and continuously evolving user needs. Accordingly, the objective of this study is to develop a model for evaluating electronic service quality based on digital service innovation. Methodology: This study is applied in terms of purpose and qualitative-exploratory in terms of research approach. Data were collected through semi-structured interviews with 20 experts in the fields of management, information technology, digital innovation, service management, and digital transformation, who were selected using snowball sampling. Data collection continued until theoretical saturation was achieved. Data analysis was conducted using the grounded theory approach with MAXQDA software through three stages of open, axial, and selective coding to identify and explain the dimensions, components, and relationships among them. Findings: Data analysis resulted in the extraction of 225 open codes, 75 subcategories, and 25 main categories, based on which a paradigmatic model was developed comprising six dimensions. These dimensions include: causal conditions (the acceleration of digital transformation, the advancement of intelligent technologies, intensified competition, and changing user expectations); the core phenomenon (dimensions of electronic service quality assessment, digital service innovation capabilities, and an intelligent system for evaluation and continuous improvement); contextual conditions (digital innovation maturity, technological infrastructure, an innovation-oriented culture, knowledge management, and top management support); the central phenomenon (a digital service innovation-based model for evaluating electronic service quality); intervening conditions (resource constraints, security and privacy requirements, resistance to change, and environmental uncertainties); strategies (developing digital innovation capabilities, intelligently optimizing service processes, establishing an integrated service quality evaluation system, and leveraging data analytics for continuous improvement); and consequences (enhanced electronic service quality, improved user experience and satisfaction, increased service agility and innovation, value creation for stakeholders, and improved organizational performance). Conclusion: Evaluating electronic service quality in the era of digital innovation requires a dynamic, integrated approach that extends beyond traditional quality assessment indicators. By integrating the dimensions of digital service innovation with electronic service quality, the proposed model provides a practical framework for continuous service improvement, enhanced user experience, and strengthened organizational performance. It also offers a valuable foundation for managerial decision-making in the development of innovative digital services. https://www.qjimdo.ir/article_244066.html Background & Purpose: With the increasing expansion of e-learning in higher education systems, training professors who can play a role in digital learning environments by utilizing the required competencies has become one of the key requirements for the success of virtual education. Accordingly, the present study has designed a conceptual model for training professors in an e-learning environment. Methodology: This study has an applied nature in terms of its purpose and is classified as a qualitative study in terms of data collection method. To carry it out, the grounded theory strategy has been used. The statistical population of the study consists of professors active in the field of e-learning at Payam Noor universities in Tehran, and sampling continued until the theoretical saturation stage, which was finally limited to 15 people. The process of selecting participants was carried out using snowball sampling. Data were collected through field and library methods, and the main data collection tool was semi-structured interviews. Data analysis was also performed using a three-stage coding process. Findings: Findings: Based on the analysis of research data, causal factors were divided into three subcategories including university requirements, education, and technology, pivotal phenomena were divided into three subcategories including knowledge, skills, and attitudes, contextual factors including technical and technological conditions and infrastructures, structural conditions, and institutional quality, intervening factors including university culture, educational laws and regulations, and students' individual characteristics and competencies, and strategies including developing professors' professional qualifications appropriate to the e-learning environment, improving technological and educational infrastructures and tools, implementing blended and self-directed learning models by professors, and facilitating organizational learning and knowledge sharing among professors, and outcomes including increasing the efficiency and effectiveness of e-learning and strengthening the university's scientific brand. Conclusion: This model can serve as a foundation for designing faculty development and empowerment programs, improving the quality of teaching in virtual learning environments, and enhancing the effectiveness of distance education systems in universities such as the Payame Noor University https://www.qjimdo.ir/article_245754.html Background & Purpose: Given the complexity and sensitivity of the piloting profession and the critical role of competent human resources in operational success, a revision of educational policies is deemed essential. Hence,This study aimed to design a policy framework for talent development in pilot training at Shahid Sattari University of Aeronautical Sciences and Technology.Methodology: This research employed a sequential exploratory mixed-methods approach. In the qualitative phase, through a systematic literature review and semi-structured interviews with 12 experts in pilot training, the dimensions and components of talent development policy were identified. The qualitative data were analyzed using reflexive thematic analysis. In the quantitative phase, a questionnaire was developed based on the qualitative findings and distributed among 167 Air Force instructors, trainers, and pilots. The quantitative data were analyzed using structural equation modeling (SEM) via Smart PLS software. Findings: The results indicated that talent development policy in pilot training comprises four key dimensions: (1) formulation of strategic documents, (2) macro-level policymaking, (3) adaptive and innovative strategies, and (4) strategic talent development planning. The final research model showed a good fit and all path coefficients were statistically significant. The reliability and validity of the research instrument were confirmed through Cronbach’s alpha, composite reliability and model indices.Conclusion: Talent development policymaking, with an emphasis on purposeful planning, institutional coordination, and the integration of modern technologies, plays a vital role in the identification, cultivation, and optimal utilization of pilot talents. These policies, by aligning with global developments, designing professional growth paths, and strengthening soft skills, enhance the quality of pilot training and increase the preparedness of specialized personnel. https://www.qjimdo.ir/article_245755.html The phenomenon of "talent exhaustion" refers to a situation in which individuals with high potential abilities and capabilities, for various reasons, do not find the opportunity to grow, learn, and fully utilize their abilities in the organization, and as a result, their talents remain in the organization as potential or are reduced. In other words, individuals' talents do not flourish in their work environment and their productivity and creativity are limited. The main objective of the present study is to identify and model the antecedents and consequences of this phenomenon in the Navy; therefore, the focus is on its negative effects on organizational performance.This study is applied in terms of purpose and survey and exploratory in terms of data collection method. The research approach is a combination of deductive and inductive methods. The statistical population includes 20 senior managers and human resources managers of the Navy who were selected purposefully and using the snowball method. The data collection tools included interviews in the qualitative part and questionnaires in the quantitative part. The validity of the tools was confirmed through content validity and intra-coder reliability (for interviews) and test-retest reliability (for questionnaires). Data analysis was conducted using content analysis and coding (in the qualitative part) and fuzzy mapping analysis (FCM) in the quantitative part. https://www.qjimdo.ir/article_245757.html Based on the research classification, this research is considered an applied research that identifies talent management indicators in government organizations. The type of data in this research is quantitative and qualitative and was collected using interviews and questionnaires and analyzed using statistical methods. The participants of this study were human resource experts and organizational development staff in government organizations. The researcher also used the snowball sampling method in this research. After the initial extraction of data from the interviews, open, axial and selective coding was performed. Then, based on the extracted data, a questionnaire was developed, distributed among the experts and the results were analyzed. To conduct this research, the researcher will use MAXQDA 2020 software as a tool to help organize and analyze data through coding. In this research, factors such as identifying and attracting expert employees, the quality of the organization's innovative functions, developing entrepreneurial values, creative mindset, entrepreneurial culture, employee mental development, employee empowerment, employee capabilities, employee perception and expectations of the organization's facilities, multiple value creation for employees, constructive interactions, patronage, creating profitability, improving communication capabilities with employees, and career advancement were identified as factors in the management model for the challenges of retaining talented workforce in government organizations. https://www.qjimdo.ir/article_245759.html Background & Purpose: In recent years, the banking industry has become more in need of new approaches to internal marketing than ever before, with the intensification of competition, technological evolution, and increasing customer expectations. Internal marketing is considered a key strategy, focusing on improving employee satisfaction, motivation, and commitment, paving the way for improving service quality and increasing customer loyalty. On the other hand, human resource management, by playing a pivotal role in attracting, training, empowering, and retaining employees, can provide the main platform for realizing internal marketing. Given this importance, the purpose of this study is to design a model for internal marketing in the banking industry with special emphasis on the role of human resource management.Methodology: The research was conducted with a qualitative approach and aimed at explaining in depth the dimensions of internal marketing in the banking industry. Data were collected through semi-structured interviews with 15 selected participants, including bank managers and employees. In order to analyze the data, a three-stage coding method including open, axial and selective coding was used to extract basic concepts, identify axial categories and finally formulate the proposed internal marketing model. https://www.qjimdo.ir/article_245760.html Purpose: The petrochemical industry is considered one of the major contributors to environmental pollution due to its high-energy consumption and greenhouse gas emissions. In recent years, with increasing environmental awareness and stricter sustainability regulations, petrochemical companies have been under growing pressure to reduce the negative impact of their activities on the environment. In this regard, the study examines the impact of regulatory pressure and customer pressure on sustainable innovation in petrochemical companies and analyzes the mediating role of opportunity recognition and exploitation. Methodology: This research is quantitative in terms of data, and descriptive-correlational in terms of research design. The statistical population of the research consists of manufacturing and service companies active in the petrochemical industry. After distributing questionnaires, 336 questionnaires from 288 companies were returned. Structural equation modeling (SEM) and PLS software were used for data analysis and hypothesis testing.Findings: The results indicate that regulatory pressure has a direct and significant effect on sustainable innovation. Companies facing stricter regulations are more inclined to invest in green technologies and develop environmentally friendly products. Moreover, customer pressure plays an important role in encouraging firms to adopt sustainable innovation strategies, as growing demand for eco-friendly products and social responsibility drives companies toward sustainable innovation.Conclution: government can encourage companies to adopt sustainable innovations by offering financial incentives and facilitating R&D conditions. It's also suggested that petrochemical companies enhance their competitive advantage in global markets by utilizing strategies such as transparent environmental reporting, developing green technologies, and collaborating with innovators. 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_247605.html This study aims to develop an Adaptive Human Resource Intelligence model within smart communication processes, integrating human and technological capabilities to enhance intelligent interaction with audiences. The research adopts an applied mixed-methods (exploratory–descriptive) design conducted in qualitative and quantitative phases.In the qualitative phase, data were collected through a twelve-stage netnographic approach and analyzed using thematic analysis, resulting in an initial conceptual model comprising five dimensions: content quality, automation tools, data analytics efficiency, audience engagement, and intelligent decision-making. In the quantitative phase, data from 489 respondents were analyzed using confirmatory factor analysis and structural equation modeling, confirming a good model fit with 42 indicators.The findings indicate that data analytics efficiency and audience engagement significantly enhance content quality, which in turn plays a mediating role in improving adaptive intelligence–based decision-making. Overall, the proposed model offers a coherent theoretical–practical framework in which artificial intelligence bridges human resources and automated systems, supporting intelligent content development and strategic human resource decision-making. https://www.qjimdo.ir/article_247732.html Background and Objective:Given the global economy’s shift towards knowledge, innovation, and creativity, creative industries have gained importance as one of the important sectors of the modern economy. However, traditional performance assessment tools are not sufficient for these industries, because value creation in them depends more than anything on intangible factors such as creativity, innovation, interaction with the audience, intellectual capital, and cultural capital. Therefore, the aim of this research is to design and localize a performance assessment model for creative industries employees based on a balanced scorecard.Methodology:This research is applied in terms of purpose and exploratory-developmental in nature. Data were collected qualitatively through in-depth interviews. Also, the time horizon of the research was cross-sectional. To ensure the validity and reliability of qualitative data, four criteria of trustworthiness, confirmability, transferability, and Lincoln and Guba’s validity were used.Findings:The research findings show that performance evaluation within the balanced scorecard framework should be based on four main dimensions: financial, customer, internal processes, and learning and growth. In the financial dimension, indicators such as revenue growth, cost optimization, and financial performance evaluation are considered. In the customer dimension, new customer acquisition, customer loyalty and interaction, and customer analysis are important. In the internal processes dimension, improving advertising processes, improving services and quality, and optimizing internal operations are considered. Also, in the learning and growth dimension, improving organizational skills and knowledge, innovation and process improvement, and strengthening organizational culture are recognized as key components. https://www.qjimdo.ir/article_248248.html Background & Purpose: the aim of this study is using a mixed methods approach,to develop a model of effective methods and tools for implementing public participation policies.Methodology: This applied study was conducted using a mixed methods design. Qualitative data were collected through semi structured interviews and quantitative data were gathered by questionnaire. Participants were selected using purposive snowball sampling in the qualitative phase and stratified sampling in the quantitative phase. Qualitative data were analyzed using thematic analysis based on the Attride Stirling thematic network framework.Findings: Based on the analysis of the research data, the methods for implementing public participation policies were categorized into two overarching themes: consultative participation methods (consultation with citizens and local communities, consultation with professional and expert groups, and consultation with civil and social institutions) and empowering and co creative participation methods (participation in design and decision-making, co creation of health policies, and participation in policy evaluation and revision). Likewise, the tools for implementing public participation policies were organized into two main themes: formal communicative and institutional participation tools (formal participatory institutions and structures, participatory documents and frameworks, and media, digital, and technological tools) and supportive and capacity building tools (educational and empowering tools, motivational and incentive tools, and participation monitoring and feedback tools).Conclusion: Implementing public participation policies requires the application of a coherent set of methods and tools that can both address the consultative dimensions of participation and create the necessary conditions for citizen empowerment and co creation.