استعداد

Open Access Article

1 - Survey of the relationship between talent management and Social capital in NIOC
hamid rahimi

The purpose of this research was study of relationships between the talent management and social capital in NIOC. Research type was descriptive correlative. Statistical population of research included all personnels who were 220. Statistical sample was 110 who were sel More

The purpose of this research was study of relationships between the talent management and social capital in NIOC. Research type was descriptive correlative. Statistical population of research included all personnels who were 220. Statistical sample was 110 who were selected by random simple sampling method. To gather data, two questionnaires were used: talent management questionnaire with 24 items and social capital questionnaire with 24 items in terms of 5 scales likert. Questionnaires content validity confirmed by experts.The reliability coefficients of questionnaires were obtained through Cronbach alpha as 0.81 for social capital and 0.87 for talent management. Collected data was analyzed at level of inferential statistics (Pearson correlation coefficient, one sample t-test and regression) by spss software. Research findings revealed that mean of talent management components and social capital was higher than average. The biggest mean in talent management related to talent Recruitment (3/93). There is a significant and positive relation between talent management components and social capital. Manuscript profile

Open Access Article

2 - Designing talent management model in the banking industry using grounded Theory
mahboobeh memari

Abstract The banking industry and the desirable performance of banks have a significant impact on the country's economic development. The environmental factors affecting the industry, such as the complex global economy, the economic climate of the country influenced by More

Abstract The banking industry and the desirable performance of banks have a significant impact on the country's economic development. The environmental factors affecting the industry, such as the complex global economy, the economic climate of the country influenced by economic sanctions, as well as the growth of private banks and financial and credit institutions, have led banks to attract, cultivate and sustain people in order to sustain its growth and survival and to gain superior competitive advantage. On the one hand, because of the vertical hierarchy structure in most of the country's banks and the lack of flexibility of the human resources system, there are often problems in attracting and retaining talent. Therefore, the design of a system that allows banks to attract, develop, and maintain a talented personnel is one of the needs of this industry. Therefore, the present study amid to design a talent management model in the banking industry. The present research has interpretive philosophical foundations and its orientation is fundamental and applied. The approach of this research is inductive and a qualitative method for its implementation is used. The field study method and the strategy of the grounded theory were used. The main purpose of the research was the discovery and understanding and the method of data collection was interview. To select a sample, a combination of purposeful or judging methods and snowball method and theoretical sampling were used. In the present research, the paradigm model of talent management was identified in the role of causal, subjective, interventional, main phenomena and outcomes, design and development, and the dimensions of planning talent, acquire talent,, Talent development, Applying talent, retaining talent, for the main phenomenon have been identified. Manuscript profile

Open Access Article

3 - Designing an ethical model for human resource development for Public Agencies
Vahid Hajilo Gholamreza Memarzadeh Mahmood Alborzi

Achieving ethical orientation in economic development is considered a way to turn the threat into opportunity. In addition to paying attention to the strategic position of ethics in organizational success, Iranian directors are embracing business ethics based on religio More

Achieving ethical orientation in economic development is considered a way to turn the threat into opportunity. In addition to paying attention to the strategic position of ethics in organizational success, Iranian directors are embracing business ethics based on religious concerns and values of society. Development of human resources is one of the essential requirements of the organization, which necessitates its connection with ethical values is inevitable because negligence and injustice in its implementation lead to lack of individual and organizational development. This article aims to provide a model of the ethical development of human capital for Iranian Public Agencies. The research is applied in terms of purpose and is survey in terms of nature with a combination of quantitative and qualitative approach. In designing the model, Philips and Bandura's human development model have been considered with an ecological approach. Human capital development has been investigated in three dimensions of empowerment, talent management and knowledge management in order to achieve optimal combination. To collect data, interviews with experts were used and a fuzzy Delphi technique, multi-objective math functions and GAMS software, were used for analyzing. Based on the findings, the level of empowerment variable is 0.5, knowledge management is 0.4 and talent management is 0.4. In a desirable situation and at the level of 100% efficiency, the empowerment level was 0.6, knowledge management level was 0.56 and talent management level was 0.53. Also, 11 factors were identified as ethical and cultural barriers to human resource development. The results showed that there is a significant difference between the desirable and existing status of empowerment, talent management and knowledge management. Manuscript profile

Open Access Article

4 - Explain the factors affecting students' entrepreneurial talent using Fuzzy method
maryam rashki Zahra hemmat

Fostering students' entrepreneurial talents in higher education institutions is one of the goals of universities in order to create an entrepreneurial university. The main purpose of this study is to explain the factors affecting the entrepreneurial aptitude of Sistan a More

Fostering students' entrepreneurial talents in higher education institutions is one of the goals of universities in order to create an entrepreneurial university. The main purpose of this study is to explain the factors affecting the entrepreneurial aptitude of Sistan and Baluchestan University students by AHP-Fuzzy hierarchical analysis. The statistical population of this study is entrepreneurial students of higher education institutions in Sistan and Baluchestan province. 20 entrepreneurial and successful students in business and expertise were selected and finally 15 questionnaires were completed and analyzed by the researcher. According to the opinion of entrepreneurs and using the Delphi technique, 14 components affecting entrepreneurial talent were identified and classified into five groups. The research results show that among the five factors affecting entrepreneurial talent, according to experts, creative talent has the most impact, and the talent to limit mental uncertainty and the ability to discover and take advantage of opportunities are in the next ranks. Manuscript profile

Open Access Article

5 - Provide a talent management framework with an emphasis on the expansion of succession in knowledge enterprises
asef sanjideh Samad jabbariasl Musa Rezvani Chamanzamin

The aim of this study is to provide a framework of talent management based on the current situation in Iran, considering the importance of the discussion of attracting, cultivating, and retaining talents in the field of knowledge enterprises and also the theoretical pov More

The aim of this study is to provide a framework of talent management based on the current situation in Iran, considering the importance of the discussion of attracting, cultivating, and retaining talents in the field of knowledge enterprises and also the theoretical poverty in the field of talent management. For this study, several knowledge enterprises in the country have been selected as the case study and due to the lack of qualitative research in the field of talent management using the method of "Grounded theory" version 2015 Corbin and Strauss, in the first step, the current framework Talent management in these companies is based on interviews with 30 people (sampling to theoretical saturation) of the stakeholders of the talent management system (talents, managers and human resources experts). The method of data collection from research participants according to Bernard's (2006) typology in structured and semi-structured interviews was appropriate to the type of participant (human resources specialist, elite, manager, or policymaker). In the first step, the most important finding is the dynamics of the various talent management processes and their placement on a spectrum, from the most undesirable to the most desirable. In the next step, according to the existing superior experiences and the identified injuries in the previous step, the optimal framework for this space was designed and by presenting the framework to managers and experts in the field, was evaluated qualitatively. The design of this framework can pave the way for moving towards the desired situation of talent management and in addition, according to the individual, organizational and cultural dimensions of talent management, enrich the literature in this field Manuscript profile

Open Access Article

6 - Providing a model for talent identification and succession in order to establish a competency system (Case study: Bank Mellat companies)
elaheh sheykhi masoud haghighi Alireza Rezghirostami

The new era is characterized by features such as innovation, knowledge development, globalization and increased competition; For this reason, organizations are doing their best to win the growing competition, of which human resources is the most important. The present More

The new era is characterized by features such as innovation, knowledge development, globalization and increased competition; For this reason, organizations are doing their best to win the growing competition, of which human resources is the most important. The present study is a descriptive-survey research and in terms of data collection, it is a type of descriptive survey research. The statistical population of the study is 755 managers and experts of Bank Mellat companies who have selected a sample of 255 people using the Cochran's formula and a simple sampling method. A questionnaire was used to collect information. For data analysis, Smart PLS software have been used. Following this research, components and indicators were determined. On the other hand, in the relationships between the components, it was found that the identified components for each variable have a high correlation with them and have been able to explain the main variable well. Finally, during modeling, it was found that talent identification has an effect on succession and the establishment of the competency system, and in addition, succession has a mediating role in the effect of talent identification on competency. Manuscript profile

Open Access Article

7 - Mediating Effect of Moral Disengagement on the Relationship between Dark Traits of Personality and Infidelity Tendency
Sajjad Basharpoor Mir Nader Miri

This study aimed to investigate the relationship between dark traits of personality with infidelity tendency and role of moral disengagement as a mediator. Hence, 204 individuals, were selected by means of multistage cluster sampling from district 8 in Tehran and compl More

This study aimed to investigate the relationship between dark traits of personality with infidelity tendency and role of moral disengagement as a mediator. Hence, 204 individuals, were selected by means of multistage cluster sampling from district 8 in Tehran and completed The Dark Triad Personality Questionnaire (Jonson and Webster, 2010), Moral Disengagement Questionnaire (Bandura, 1995), and Infidelity Tendency Questionnaire (Polat, 2006). Data were analyzed using the correlation coefficient and regression analysis. Findings from analysis showed that each of dark traits of personality had significant correlation with moral disengagement and infidelity tendency variables and also moral disengagement had a significant correlation with infidelity tendency. On the other hand, traits of Narcissism and Machiavellianism in addition to direct effect by moral disengagement have indirect effect over infidelity tendency. Finally, according to findings, it can be expressed that infidelity tendency the relation between traits of Narcissism and Machiavellianism with infidelity tendency plays a mediating role. Manuscript profile

Open Access Article

8 - The Investigating the Factor Structure and Psychometric Characteristics of Extramarital Affairs Proneness Scale in Females
Nasim Zafargholizadeh Ali khademi Reza Tasbihsazan-Mashhadi

The purpose of the present study was to investigate the Factor Structure and Psychometric Characteristics of Extramarital Affairs Proneness Scale in females. This research have done using mixed-method in two qualitative and quantitative sections. In the qualitative sect More

The purpose of the present study was to investigate the Factor Structure and Psychometric Characteristics of Extramarital Affairs Proneness Scale in females. This research have done using mixed-method in two qualitative and quantitative sections. In the qualitative section of the research, expert interviews included 7 experts on family and Couples therapy were conducted using structured interviews and semi -structured interviews that led to the extraction of primary indicators.The method of research in the quantitative part was descriptive –correlation. The statistical population included married females in Urmia in 2017, and 1000 of these females were selected by available sampling. The tools of the present study were Extramarital Affairs Proneness Scale (EAPS) and Marital Happiness Scale (MHS). Exploratory and confirmatory factor analysis were used to analyze the data. Based on exploratory factor analysis, five factors were identified: Family Properties, media, Sexual behavior style, Personality Traits and cognitive. Overall, the extracted factors accounted for 51/56% of the total variance of the test. Content validity, Structural validity and confirmatory factor analysis were used to determine the validity. Fit indices in confirmatory factor analysis model, confirmed validity of this attitude scale. Its reliability through the Cronbach’s alpha coefficient was 0.88 obtained. Based on the findings Extramarital Affairs Proneness Scale is a valid and reliable tool and can be used in clinical and research situations. Manuscript profile

Open Access Article

9 - Talent Management and Meritocracy in Organization: Analyzing the Mediating Role of Organizational Factors
maryam hesami roohalla samiee Fereydon Azma mahmoodreza mostaghimi

The present study investigates the effect of talent management on meritocracy: by explaining the mediating role of organizational factors (organizational memory - organizational strategy - organizational intelligence - knowledge management - organizational development). More

The present study investigates the effect of talent management on meritocracy: by explaining the mediating role of organizational factors (organizational memory - organizational strategy - organizational intelligence - knowledge management - organizational development). This research has been applied in terms of purpose and descriptive-survey. The statistical population of the study was the managers of 124 electricity distribution companies. The sample size was determined according to Krejcie and Morgan table of 94 people and simple random sampling method was used for sampling. Data analysis was performed by structural equation method with Smart PLS software. Talent management has a significant effect on meritocracy and organizational factors. Organizational factors have a significant impact on meritocracy. The findings also confirmed the mediating role of organizational factors in the relationship between talent management and meritocracy. Manuscript profile

Open Access Article

10 - Essential Possibility and Potential Possibility in Mulla Sadra and ‘Allamah Tabataba’i
Mohammad Saeedimehr Seyyed Shahriyar Kamali Sabziwari

Mulla Sadra, initially, considers essential and potential possibilities to be homonyms but, finally, he accepts their polysemous relationship and maintains that both of them are of the type of secondary philosophical intelligibles, which exist through the existence of t More

Mulla Sadra, initially, considers essential and potential possibilities to be homonyms but, finally, he accepts their polysemous relationship and maintains that both of them are of the type of secondary philosophical intelligibles, which exist through the existence of their origin. In the discussion of potency and act in al-Asfar, he goes even further and considers potential possibility to be of the type of the secondary philosophical intelligibles which are abstracted from existence in the other and external relation. However, his response to the question (the relation existing through non-being) is not convincing and raises some doubts. While accepting the existence of potential possibility through existence in the other and relation, and providing a correct explanation of the quality of this relation in the outside, ‘Allamah Tabataba’i gives an appropriate response to the above question. In this way he presents his innovative argument regarding moving from potency to act. Manuscript profile

Open Access Article

11 - Limitation of the Modes of Propositions to Necessity and Possibility
Ahmad Ahmadi

One of the accurate and profound discussions in logic pertains to the problem of modality in propositions. In the common books of logic, the definition of modality begins with the concepts of necessity, possibility, and impossibility and is later extended to perpetuity, More

One of the accurate and profound discussions in logic pertains to the problem of modality in propositions. In the common books of logic, the definition of modality begins with the concepts of necessity, possibility, and impossibility and is later extended to perpetuity, eternity, activity, and temporality. Some logicians have referred to a maximum of 28 modes. Nevertheless, Kant maintains that the modes of propositions are only limited to possibility and impossibility, existence (actuality or in actuality) and non-existence, and necessity and contingency. In this paper, given the author’s epistemological stance, he argues that the modes of propositions are merely limited to necessity and possibility. This is because a proposition is either affirmative, with a necessity mode, or negative, again with a necessity mode. The former is called a “necessary proposition” and the latter an “impossible proposition”. In fact, it is the structures of affirmation and negation which are different from each other; otherwise, both share the same necessity mode. The mode of possibility is also related to the mind’s hesitation regarding the quality of the relationship between the predicate and the subject. If enough care is not exercised in extracting the predicate from the subject, or if the product of this process is manipulated, possibility will arise. Manuscript profile

Open Access Article

12 - Investigating the effect of employer brand on human resources productivity with the mediating role of Talent Management (Case Study: Elites in a defense organization)
younes nazari majid ramezan Masih Ebrahimi

Iranian governmental agencies, to realize the slogan of "resistance economy, action and implementation", require special attention to the human resources productivity. This leads to the customer retention, improving financial performance and profitability. The employer More

Iranian governmental agencies, to realize the slogan of "resistance economy, action and implementation", require special attention to the human resources productivity. This leads to the customer retention, improving financial performance and profitability. The employer brand is a long-term strategy to attract, retain and develop human resources that can be an important factor affecting labor productivity. Research has also shown that one of the factors affecting the productivity of human resources is talent management. The present study has investigated the influence of the employer brand on the human resources productivity as well as the mediating role of talent management in influencing human resources productivity by employer brand. Implementation of the outcomes of this study will provide an increase in labor productivity. The study population includes the elite employees of a defense organization. This study was conducted on a sample of 45 members of staff; the purposive sampling was used in this regard. The research method was descriptive correlational and a researcher-made questionnaire was used to collect data. Data analysis was conducted using equation modeling in PLS software. The findings indicate that the employer brand and talent management affect human resources productivity; the employer brand also affects talent management. Manuscript profile

Open Access Article

13 - Analyzing and prioritizing of Effective Factors on Conceptual Construct of Talent Management in Creative Industries
sayyed mohammad sadegh davoudi mahdi hamzehpoor علی سبحانی متین

Today’S world is shifting the boundaries of truth amazingly, with reaching out the modern technologies including soft technologies, that are based on the intellectual property; human capital. And in the meantime, creativity, innovation, and in one word, "human talent" i More

Today’S world is shifting the boundaries of truth amazingly, with reaching out the modern technologies including soft technologies, that are based on the intellectual property; human capital. And in the meantime, creativity, innovation, and in one word, "human talent" is the mainstay of these stunning developments. The softening of industry and the emergence of soft industries such as cultural and creative industries are the pivotal phenomenon of industries and technologies of our era. Accordingly, the issue of the talent management and factors affecting these industries, that are considered the industries of the whole brain, are of the great strategic importance. In this research, these factors were analyzed and prioritized in terms of effectiveness by identifying and explaining the twelve factors affecting the talent management, through strategy of the operational research and especially the DEMATEL technique, the most important of which include: " Approach of the Organizational Leaders and Managers ", "Organizational Culture", "Personnel Empowerment and Training Programs," "Organizational Learning," "Government Rules and Regulations," and "Human Capital Characteristics". Manuscript profile

Open Access Article

14 - Authoritarian Leadership and Decrease in Protein Talent: An Analysis of the Mediating Role of Bureaucratic Culture (Case Study: State-Owned Pharmaceutical Companies)
reza sepahvand Mohammad hakkak masood sepahvand fariborz fathichegini

bureaucratic culture on the reduction of protein talent of R&D staff in state-owned pharmaceutical companies. Conclusion: The results of the analysis of the research data show that authoritarian leaders consider employees as inherently lazy and responsible as the X-McG More

bureaucratic culture on the reduction of protein talent of R&D staff in state-owned pharmaceutical companies. Conclusion: The results of the analysis of the research data show that authoritarian leaders consider employees as inherently lazy and responsible as the X-McGregor theory and try to bring about bureaucratic culture in their organization under their strict control. . In such an environment, no diversification of work and promotion of excessive skill and knowledge are required, and any effort beyond the established standards will result in severe penalties. Therefore, the process of nurturing protein talent in such an organization is definitely going downhill, and even if one sets his or her career path apart from organizational goals, he or she will face severe penalties or be forced out of the organization. Unwittingly provided. Manuscript profile

Open Access Article

15 - Investigating the impact of future-oriented talent management on career success; explaining the mediating role of Proactive Career behaviors
Mohammad Jafari nasim mousavi Ali Shariat nejad Reza Vali nejad,

The purpose of the present study was to investigate the impact of future-oriented talent management on the success of employees' career through the mediating role of Proactive Career behaviors. This research is an applied research and is a descriptive survey research. T More

The purpose of the present study was to investigate the impact of future-oriented talent management on the success of employees' career through the mediating role of Proactive Career behaviors. This research is an applied research and is a descriptive survey research. The statistical population of this study was 384 people who work in South Oil and Gas Companies that were estimated using Cochran formula and cluster sampling method. The data collection tool was a standard questionnaire whose validity was confirmed by content validity method and its reliability was confirmed by Cronbach's alpha method. In this study, structural equation modeling approach and Smart Pls2 and Spss 19 software were used. The results show that future-oriented talent management has a positive and significant effect on career success and Proactive Career behaviors. The results also indicate that proactive career behaviors have a mediating role in the impact of future-oriented talent management on career success. Manuscript profile

Open Access Article

16 - The study of Mediating Role of Early Maladaptive schemas Between Parental Bonding and Addiction Talent.
Mosayeb Yarmohamadi Vasel Khosrow Rashid Majid Karimi ali nozari

The aim of the present study was the study of mediating role of early maladaptive schemas in the relationship between parental bonding and addiction talent in Bu- Ali Sina University students. The population of this study consists of all arrival undergraduat More

The aim of the present study was the study of mediating role of early maladaptive schemas in the relationship between parental bonding and addiction talent in Bu- Ali Sina University students. The population of this study consists of all arrival undergraduate students( 94-95 academic year) in Bu-Ali Sina University, 322(male and female) students were selected as a sample. Three questionnaire used: Parental Bonding questionnaire( PBI), Maladaptive schema questionnaire short form(SQ-SF) and addiction talent questionnaire students version( ASQ-SV). SPSS and LISREL software was used to analyze the data collected. The results showed that parental bonding( parental low care and overprotection) either directly or indirectly with mediating of early maladaptive schemas impact on addiction talent. Finally, in this research the mediating role of early maladaptive schemas in the relationship between parental bonding and addiction talent was presented as a model. Manuscript profile

Open Access Article

17 - Determining the Consistency in Competencies of Human Resource Managers Based on Ulrich Competencies Model: A Case Study (Mobarake Steel Co.)
iraj soltani

The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises o More

The current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises of 16 human resource managers among 32 and also 90 operational managers among 120 that were randomly selected using the Morgan table. Then two kinds of questionnaires were designed in order to compare the viewpoints of human resource managers about their own performance and also operational managers’ viewpoints about human resource managers’ performance using Ulrich competencies model. The data were analyzed through SPSS software, ANOVA, normality test, one sample T test, two independent sample T test, simple regression, multivariate regression and Pearson correlation. Finally the following results were estimated: Credible Activist 3.12 ,Culture & Change Steward 2.98, Talent manager/organization designer 3.04, Strategy architect 2.89, Operational executor 2.98, Business ally 2.96, and the mean was 3.00. Manuscript profile

Open Access Article

18 - Evaluating Talent- based Development in Saipa Automobile Manufacturing Company
Khodayar Abili سارا رحمتی

The aim of this study was to determine the status of talent- based development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statis More

The aim of this study was to determine the status of talent- based development process in the human resources department of Saipa automobile manufacturing company. In terms of purpose this study is an applied research, and research evaluation for data collection. Statistical society was staff of Saipa Company’s human resources department to 260 people using the random sampling method, 155 of them were selected and questioned. A researcher-made questionnaire consisted of 20 closed questions was used to collect data. The validity of this was reviewed and approved by using view point of university professors and its reliability was calculated 94/5% by using Cronbach's alpha. After gathering and summarizing data, were used descriptive and inferential statistics to analyze and interpret the research questions. The results showed that from the organization's employees point of views the situation of talent based development process is in a favorable level. Moreover, the results indicate a significant gap between the current situation and the desired situation in all components of talent based development process. Solutions for lowering this gap were suggested. Manuscript profile

Open Access Article

19 - Identifying Talent Development Mechanisms in Iranian Electric Industry

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

Open Access Article

20 - Identifying Talent Development Mechanisms in Iranian Electric Industry
Khodayar Abili

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

Open Access Article

21 - Identifying Talent Development Mechanisms in Iranian Electric Industry
Khodayar Abili Aryan gholipour

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile

Open Access Article

22 - Designing Talent Management Model in Banking Industry
allahvirdi habibpoor Arian Gholipour Gholamreza Memarzadeh

In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in More

In order to retain competent human resources as a rare and valuable organizational source and guarantee the performance, Successful organizations have considered recognizing and developing talents. The present study is done in order to "design talent management model in the banking industry and to determine & prioritize dimensions and components". First, the literature was studied well and according to that, the elemental model was designed. Considering the purpose, the current study is applied and method of the research is mixed exploratory. Then, deep and targeted structured interview was conducted with 15 selected individuals, consisting of two groups of managers, experts and academic experts, as well as managers and banking professionals and gathered data was analyzed using content analysis method and dimensions and components were determined. After that, a researcher-made questionnaire was used to confirm and prioritize research model. For validity of questionnaire, content considered and for reliability, Cronbach's alpha was used. The questionnaire distributed between 164 people including heads and deputies of the of welfare of workers bank, national bank and Saman bank and, in order to analyze the data, the structural equation modeling method was applied using the smart P.L.S.3 software. According to the results of study, nine dimensions and 80 components were identified & prioritized. About this, talent retaining factors, talent management results, talent strategy, talent development methods, talent characteristics, talent absorb and selection methods, talent assessment, banking industry characteristics and organizational culture have significant roles in explaining talent management model in the banking industry. Manuscript profile

Open Access Article

23 - A Model of Talent Search for Faculty Members in Comprehensive Universities with Regional Performance Level based on Human Resources Development Strategies (A Case Study: Lorestan University)
unes romiani Khodayar abili javad porkarimi saeid frahbakhsh

Talent management is one of approaches that could assure the universities that competent and talented individuals could receive appropriate job positions and focuses on the significance of managing people and situations at different organizational levels. The current re More

Talent management is one of approaches that could assure the universities that competent and talented individuals could receive appropriate job positions and focuses on the significance of managing people and situations at different organizational levels. The current research was conducted with the aim of designing a model of talent search for academic staff members in comprehensive universities with regional performance level based on the principles of human resources development. The research method of this study was applied in terms of purpose and exploratory in terms of data collection. In the qualitative phase, the statistical population consisted of academic and executive experts, 19 of whom were purposefully selected and interviewed in a semi-structured manner. In the quantitative part, the statistical population included all the academic staff members of Lorestan University, (n=307) and 110 individuals were selected as a sample using stratified random sampling. The tool of data collection in the qualitative part was semi-structured interviews and in the quantitative part two researcher-made questionnaires used for the purpose of accreditation and validation of the exploratory model. The results showed that the educational component (scientific mastery, effective teaching, learning), the research component (application of knowledge, research ability, scientific writing and publication, analysis), and the consulting component (consulting business environments, consulting students and advice to the community) constitute the main dimensions of the model, in addition, the results of the t-test in the validation section of the model indicated that all components have sufficient validity to be included in the final model. Furthermore, the findings of the research revealed that all observable and immediate variables had a factor load higher than 0.70 on their current variable; therefore, it was significant at the 0.01 level. Manuscript profile

Open Access Article

24 - Explorating and Validating the Talent Management’ Model in Academic Organizational Capacity: A Mixed Method Research
jafar torkzadeh فاطمه زینعلی Mehdi Mohammadi GHasem Salimi

The purpose of this study was Explorating and Validating the Talent Management’ Model in Academic Organizational Capacity. The research design was a sequential exploratory mixed method and research method in the qualitative sector Meta-synthesis. Data were extracted fro More

The purpose of this study was Explorating and Validating the Talent Management’ Model in Academic Organizational Capacity. The research design was a sequential exploratory mixed method and research method in the qualitative sector Meta-synthesis. Data were extracted from 63 qualitative studies, which included 120 validated internal and external scientific databases and criteria for inclusion. After analyzing the data, 16 basic themes related to talent management were identified. Then, 16 basic themes were grouped into 4 first level organizing themes including human resource management, human resource competencies, student management, and job responsibilities of faculty members, and accordingly the themes network was drawn up. In the quantitative part, the research method was descriptive survey and the research variables included the dimensions of talent management. The statistical population in this section consisted of managers and heads of different departments of universities across the country who were selected as the research participants using purposeful sampling approach and key informants sampling method, 60 people were selected as research participants. The research instrument is a researcher-made scale of talent management model that is derived from the qualitative stages of the research. Confirmatory factor analysis, correlation of each item with total score and Cronbach's alpha were used for statistical analysis. The results showed that according to the respondents' viewpoints, the job responsibilities of the faculty members of Human Resources Management and Human Resources Competencies had the highest to the least explanatory power, respectively. It should be noted that student management does not explain talent management. Manuscript profile

Open Access Article

25 - Investigating the Relationship between of Myers-Briggs Type Indicator (MBTI) with Transformational Leadership Style in Talent Management Process of National Iranian Oil Company
دکتر مجید سلیمی Mohammad Montakhab Yeganeh

Understanding and managing the unique talent, capability and characteristics of leaders who guide employees to achieve organizational goals is so important; because the leadership style they adopt is based on their personal preferences and characteristics. The purpose o More

Understanding and managing the unique talent, capability and characteristics of leaders who guide employees to achieve organizational goals is so important; because the leadership style they adopt is based on their personal preferences and characteristics. The purpose of this study was to investigate the relationship between Myers-Briggs type indicator (MBTI) and transformational leadership style. The sample of this study was selected through simple random sampling from all the managers of the National Iranian Oil Company (NIOC) who participated in the talent management process in the assessment center, between 2011 and 2019, and finally, 1045 people were selected as the sample. The research method was descriptive and correlational and Myers-Briggs Type Indicator (MBTI) scores were used with transformational leadership scores in interview process and game group process for perform the required analyzes. Cronbach's alpha method were used to evaluate the reliability of instruments. Findings showed that Myers-Briggs types indicator had a significant relationship with transformational leadership style so that the more extroversion, thinking and intuitive scores, the higher the leadership score. As result can help to select, choose and training transformational leaders by identifying personality preferences and types. Manuscript profile

Open Access Article

26 - Identifying the Factors Affecting the Development of Organizations talents: A Qualitative Study
Darush Mehri Mahmood abolghasemi Hassan mahjoub Ali farhadi

Today, Talents is recognized as an important factor in gaining sustainable competitive advantages and maximizing organizational performance. Regarding the scientific and technological goals in development documents, Iran has emphasized on the education and development o More

Today, Talents is recognized as an important factor in gaining sustainable competitive advantages and maximizing organizational performance. Regarding the scientific and technological goals in development documents, Iran has emphasized on the education and development of job talents in order to meet the needs of the society and achieve the level of knowledge and skills of the workforce in accordance with international standards. Thus, the present study aimed to identify the factors affecting the development of the talent of aerospace engineering personnel of an organizational university in the workplace with a qualitative approach. The research sample Consisted of 15 experts and were selected by snowball sampling method. Semi-structured interviews were used to collect data which were later analyzed using the Thematic Analysis Strategy and MAXQDA software version 11. The validity and reliability of the data obtained from the interviews were re-coded and received feedback from the participants. Based on research findings, the factors influencing the development of Organizations talents were identified and categorized in three main component, including organizational, management and individual and 16 sub-components. The results of this research can be utilized as an effective model for the development of talent in organizations Manuscript profile

Open Access Article

27 - The effect of future-oriented talent management on career discovery of medical students: An analysis of the mediating role of organizational knowledge architecture
Reza sepahvand mohammad amin aeiny

Choosing the right career path because of its importance in work and personal life, satisfaction, motivation, progress and development, individual and organizational productivity, is always one of the most important concerns of employees and managers of organizations. A More

Choosing the right career path because of its importance in work and personal life, satisfaction, motivation, progress and development, individual and organizational productivity, is always one of the most important concerns of employees and managers of organizations. According to this article, the aim of the present study is to investigate the effect of future-oriented talent management on career path discovery by considering the mediating role of organizational knowledge architecture. The present study is applied in terms of purpose and descriptive-correlation in terms of research method. The statistical population of the study was all medical students of Kermanshah University of Medical Sciences. The sample size was estimated to be 278 using Morgan's table, which was selected by stratified random sampling. The data collection tool was a questionnaire whose reliability was confirmed by Cronbach's alpha test. In order to investigate and test the research hypotheses, the structural equation model has been used through the laser software. The results of data analysis showed that future-oriented talent management affects the two variables of organizational knowledge architecture and career path discovery in a positive and significant way. In addition, organizational knowledge architecture has a positive and significant effect on career path discovery. Finally, the mediating role of organizational knowledge architecture in the impact of future-oriented talent management on career path discovery was confirmed. Manuscript profile

Open Access Article

28 - Investigating the impact of identification and directing top talent ‎‎(Shahab) on Equal Training Opportunities and Self-actualization ‎student Shirvan
mahboubeh soleymanpour omran aliasghar taalohi

The main purpose of this study was Investigating the impact of identification and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization student ‎Shirvan 2018-2019. The Comparative Causal Research was descipitive in terms of method ‎and n More

The main purpose of this study was Investigating the impact of identification and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization student ‎Shirvan 2018-2019. The Comparative Causal Research was descipitive in terms of method ‎and nature. The statistical population inconsisted all students of Difth grads Shirvan 2550 ‎people who didi not pass the shahab plan and sixth graders student out of the 2100 who ‎passed the shahab plan. Statistical sample was selected by simple random sampling method ‎using Gorges Morgan table with 334 and 325 subjects, respectively. The Data were collected ‎by two questionnaires Equal Training Opportunities Javanmard (2014) and Self-‎actualization Ahvaz (2009) . Their validity was of a formal and content type, approved by ‎the professors and their reliability through Cronbach's alpha Were estimated for the past ‎‎(0.71), (0.87) and not passed (0.73) , (0.94) respectively. Data were analyzed by descriptive ‎statistics (frequency distribution table, graph, mean, standard deviation and central indexes ‎and dispersion calculation) and inferential statistics (covariance analysis and t-test) using ‎spss21 software. The results showed that 99% considering of Plan dor idenrifying and ‎directing top talent (Shahab) on Equal Training Opportunities and Self-actualization sixth ‎grade student who dropped out of this course. It can be concluded that guiding all the top ‎talents can an important step towards equal opportunity for education and academic Self-‎actualization.‎ Manuscript profile

Open Access Article

29 - Designing a diversity-based talent management model (Grounded theory approach
neda shakoori ali shirazi faribirz rahimnia azar kafashpor

One of the newest approaches in the discussion of talent management is to consider the issues of diversity in it. Given the novelty of combining these two concepts, the aim of this study is to provide a model of talent management in which the issue of diversity is consi More

One of the newest approaches in the discussion of talent management is to consider the issues of diversity in it. Given the novelty of combining these two concepts, the aim of this study is to provide a model of talent management in which the issue of diversity is considered. Therefore, the comprehensive model was extracted using the Grounded theory method and the glaser approach. With the purposeful sampling method, semi-structured interviews were conducted with 26 managers of consulting engineering companies in the electricity industry, until theoretical saturation was achieved. The software used to encode the data was Maxqda version 10. According to the model, the main process was known as diversity-based talent management, which includes four processes: strategic convergence, recruitment, development and the use of diverse talent. The main reasons include: leadership style and changing the demographic composition of the workforce, factors related to the causes include: manager's belief in non-discrimination, organizational culture, economic factors, minority competence, manager's personal characteristics and manager's mentality of talent management based on Diversity, context of study including: competitive environment, conflict management and positive beliefs in the minority, requirements including: governance factors, nature of task, organizational capital, organizational memory, organizational structure, technology and personal communication skills, mediating factors including: organizational justice, Organizational creativity, psychological capital was obtained. The results were classified into three categories: individual, organizational and extra-organizational (social) results Manuscript profile

Open Access Article

30 - Designing a Land of Opportunities pattern to form Small and Medium Enterprises: With emphasis on Causal conditions and central phenomenon
محمدرضا رخیده esmaeil Malekakhlagh

purpose: The aim of this study is to understand the nature and factors that shape the land of opportunities in small and medium enterprises. Methodology: The method used in the research is a mixed-method and a combination of quantitative and qualitative methods. The qua More

purpose: The aim of this study is to understand the nature and factors that shape the land of opportunities in small and medium enterprises. Methodology: The method used in the research is a mixed-method and a combination of quantitative and qualitative methods. The qualitative part is done using "Grounded theory" and the quantitative part is done using "structural equation modeling". Necessary data were collected through interviews with academic experts, managers, and consultants of small and medium industries in city rasht. The tool for collecting information in the qualitative section is semi-structured interviews. The text analysis of the interviews was performed in three stages of open, axial, and selective coding. And In a quantitative part, Using a researcher-made questionnaire, Its validity and reliability were examined. Finding: Using the codes extracted from the text of the interviews and extracting the codes using the software maxqda 18; Number 353 open coding 28 axial coding, and finally 9 selective coding were extracted. Among these, the dimensions of the land of talent, the land of the market, the land of professional management, the land of finance and investment (central phenomenon), the land of innovation, the land of professional policymaking, the land of democracy, the land of social development and the land of expectations were identified as causal conditions. Conclusion: According to the research findings in the qualitative section (extracted codes), by confirming the relationship between dimensions and the variables "land of opportunities" and "structural equation model" which was Manuscript profile

Open Access Article

31 - A dairy Products Green Supply Chain model with Emphasis on Customer Satisfaction: Combining Interpretive Structural Modeling Approach and Analytical Network Process
heydar Safari rashid Zolfaghari Zafarani Mohsen Mohammadian Saravi

Changing the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overc More

Changing the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overcome these challenges, future organizations must be able to harness and develop the potential of their talents. Talents are the rarest resource in the current knowledge-based market. In the wake of the globalization of the economy, the downsizing of most public and private organizations, rapid environmental developments and global challenges, the need for organizations to have capable and experienced leaders. Despite the global need and attention to talent, the principles of talent management in all organizations follow the same rules. Talent management includes a set of plans that, in general, make effective use of these individuals to achieve the goals of business and achievement. In this research, with the aim of identifying the variables affecting talent management with the approach of managers' capabilities, Delphi method has been performed by 50 experts. After collecting data and conducting interviews and Delphi method in 2 replications and confirmation of validity and reliability tests using CVR, reflectivity and Cronbach's alpha, the final model is calculated in 3 main components, 14 dimensions and 59 indicators. Among these, management support, engaging talented people, increasing learning capacity, self-centered learning, continuing education, setting criteria for promotion, appreciation and creating internal motivation with an average of 4.9 have been identified as the most effective factors. Finally, the structural model with the partial least squares method was approved by PLS software with a GOF fit coefficient of 0.58. Manuscript profile

Open Access Article

32 - مدیریت استعداد و شایسته سالاری در سازمان: تحلیل نقش میانجی عوامل سازمانی
روح اله سمیعی

Manuscript profile

Open Access Article

33 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
Abbas abbas pour Vadood Ghasem Talebi Morteza Taheri Hamid Rahimian Saeed Ghiasi Nodooshan

Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe More

Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile

Open Access Article

34 - Succession Planning in Schools and Educational Centers: A Synthesis Research Approach
Behzad Jahanshiri hadi pourshafei Hossain Momenimahmouei

Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future pos More

Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered. Manuscript profile

List of Articles استعداد

Rimag

Links

Related Centers

Technical Support

Official pages