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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 - Pathology of retaining factors of professional staff with organizational ethics approach in National Oil Company
gholamreza amjadi Karamolah Daneshfard Amir Hossein Mohammad Davoudi

This study focuses on pathology of retaining professional staff, identifying retaining factors and recognizing the present and pleasant situation of these factors in National Oil Company. Accordingly, reviewing the literature and using the experts’ ideas, factors and ef More

This study focuses on pathology of retaining professional staff, identifying retaining factors and recognizing the present and pleasant situation of these factors in National Oil Company. Accordingly, reviewing the literature and using the experts’ ideas, factors and effective components to retain professional staff were identified and the final research scheme (draft) was prepared in three stages, conducting the Delphi Technique. This is a descriptive study. The participants included 800 staff in National and Engineering Oil Company, of which 260 were selected through simple sampling Method using Morgan Table. Experts include 30 faculty members and Oil Company managers. The results show that retaining factors include organizational, individual and the cultural factors. Moreover, pair t-test shows that except for 3 components of ‘standards’ , ‘entrepreneurship orientation’ , and ‘identity’, there is a meaningful difference between the present & pleasant situation in the rest of components. According to Freedman Ranking, the present and pleasant situation, the components of conflict, the leadership method, the independency, the occupation scheme, and the risk are vulnerable. Manuscript profile

Open Access Article

3 - Presenting an Elite Maintenance Ethical Model for Iranian Public Agencies
Ayob Sarafraz Gholamreza Memarzadeh Naser Hamidi

One of the most important factors influencing the success of organizations is the useful and efficient human resources. In addition to facilitating elite retention, ethical governance in the organization reduces conflicts and increases productivity. For this reason, in More

One of the most important factors influencing the success of organizations is the useful and efficient human resources. In addition to facilitating elite retention, ethical governance in the organization reduces conflicts and increases productivity. For this reason, in this paper, a model for elite maintenance in Iranian public agencies is designed based on the ethics and specific culture of the Iranian society. This research is a combination of two quantitative and qualitative approaches. It is also applied in terms of purpose and is descriptive-exploratory in terms of nature. The research method is thematic analysis. The data collection method was a deep interview with 13 experts. The results are categorized into four main themes, including organizational, individual, psychological and occupational themes. Ten companies were selected as sample by cluster sampling and the questionnaires were distributed among managers and their human resources experts. According to research findings in organizational aspect, factors such as organizational justice, organizational support, participation and organizational culture are important in maintaining the elites. From the psychological point of view, the reverence of the elites and in terms of job, job independence, challenge, and quality play an important role in maintaining the elite. Also, paying attention to individual features of the elite, especially risk-taking, is a very important factor in keeping them alive. Manuscript profile

Open Access Article

4 - The ethical compatible of a conceptual model for promoting the determinants factors for retention of professional staff Case Study: National Oil Company
gholamreza amjadi Karamallah Daneshfard Amir Hossein Mohammad Davoudi

The purpose of this research is to identify the determinants factors of rtention of professional staff at the National Oil Company. This research is carried out in a qualitative and exploratory approach. For this purpose, after reviewing the literature and theoretical f More

The purpose of this research is to identify the determinants factors of rtention of professional staff at the National Oil Company. This research is carried out in a qualitative and exploratory approach. For this purpose, after reviewing the literature and theoretical foundations, this research determines the determinants factors affecting retention of professional staff and the initial model of research is that set and after the implementation of the Delphi technique in three rounds the final model of the study was prepared. The experts of this research consist of 15 N.O.C managers and 15 university faculty members selected through targeted sampling. Validity of Delphi questionnaire was used to determine the validity of the content and validity of the scribes and also to determine the reliability of the theoretical saturation method. In first and second steps of Delphi, a number of indicators such as social support, … and several other indicators with an average of less than 4.5 were excluded from the model and the rest of Indices were provided to the experts, which was approved at this stage. The result of this assessment led to the confirmation and finalization of the general framework of the conceptual model of research. Findings show that organizational, individual and cultural factors affect the mediating variable "employee’s attitude" and the most frequent is the effect of organizational factors on employees' attitude. Also, these factors affect the "retention of employees" as the criterion variable Manuscript profile

Open Access Article

5 - Analysis and explanation of the factors affecting the departure of scientists in the ICT industry of the country
Saeed Hadavand

In recent years, one of the main concerns of the knowledge-based organization is the increasing willingness of students to leave the service voluntarily. The reason for this concern is the fluidity of students and expert scientists, which makes their development and mai More

In recent years, one of the main concerns of the knowledge-based organization is the increasing willingness of students to leave the service voluntarily. The reason for this concern is the fluidity of students and expert scientists, which makes their development and maintenance difficult. The main purpose of this study is to identify and analyze the factors proving the departure of student staff in the country's ICT industry. The presented research is described in terms of purpose, application and research of the research design and data collection method of the research type, which has been done by survey method. The statistical population of the study consists of 118 students of the five companies required for the study. The data collection tool is a 45-year-old questionnaire that is set in a five-point Likert scale. Cronbach's alpha was used to evaluate the reliability of the questionnaire, which had an alpha value of 873. Indicates the appropriate reliability of the questionnaire. Its validity coefficient has also been calculated using counting sigma. The obtained data are analyzed using descriptive and inferential statistics and SPSSwin22 software. Findings show that job characteristics with an average of 69.5 as a result have the greatest impact on job dissatisfaction and consequently leaving the organization. Also, managerial factors with an average of 61.9, organizational culture with an average of 54.2, human resource practices with an average of 46.6, work shocks with a minimum of 36.4 and temptation with a minimum of 34.7 are other more reasons to motivate leaving. Students can serve. Manuscript profile

Open Access Article

6 - Optimal Strategy Determination of Preventive Maintenance Scheduling in the Presence of Demand Response Resources
V. Sharifi M. Rashidinejad A. Abdollahi M. Mollahassani-pour

In this paper, a new method is proposed for maintenance scheduling of generation units in a competitive electricity market environment. The problem of productive maintenance scheduling is one of the most important problems in the restructured power system due to its imp More

In this paper, a new method is proposed for maintenance scheduling of generation units in a competitive electricity market environment. The problem of productive maintenance scheduling is one of the most important problems in the restructured power system due to its impact on the safety and emission of pollutants and producers' profits. In order to consider producers' risk, productive maintenance scheduling has been modeled from the producer's point of view using non-cooperative game theory, which is used to achieve an optimal Nash equilibrium strategy. On the other hand, the independent system operator seeks to achieve a level of appropriate reliability and pollution reduction. In this paper, load response programs are one of the options for influencing energy policy decision-making. Also, the coordination procedure has been used to coordinate producers' maintenance programs with reliability-pollution maintenance program. The proposed model has been implemented on the IEEE-RTS Modified 24 Bus. The results indicate the effectiveness of the proposed method. Manuscript profile

Open Access Article

7 - Strategies for retention human resources in knowledge-based companies in university
saeed khademian seyed mojtaba mahmoudzadeh hamed dehghanan mohamad saleh torkestani

10.61186/mf.38251.71.71.127

Human resource management affects the recruitment, empowerment and retention of productivity and effectiveness of the organization. Given the nature of knowledge-based companies and human resources working in these companies, identifying strategies to retain these knowl More

Human resource management affects the recruitment, empowerment and retention of productivity and effectiveness of the organization. Given the nature of knowledge-based companies and human resources working in these companies, identifying strategies to retain these knowledgeable people within the organization is essential so that the organization can use the capabilities and expertise of these people to achieve their goals. The research method consists of two parts: qualitative and quantitative. The qualitative part analyzes the subject literature and interviews with CEOs of knowledge-based companies, and the quantitative part analyzes the confirmatory factor of the components of the identified variables. Key variables affecting the retention of key employees in academic knowledge-based companies: salaries and benefits, company profit sharing and rewards and shareholding of key employees, work independence, work life balance, motivational job and job satisfaction, organizational commitment, vision and goals Support for management and leadership, learning opportunities and career advancement, organizational culture and communication, and participation in decision making. The results show that all components and strategies identified based on the results of data analysis have been effective on the retention of key human resources, but organizational strategies have shown the greatest impact on the retention and also the component of rights. And the advantages in service compensation strategies, the component of learning opportunity and progress in organizational strategies and job motivation and job satisfaction in job strategies have had the greatest impact on the organization. Manuscript profile

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