Fatemeh Alavi Matin; Abbas Ali Rastegar; Hasan Abedi Jafari; Mohsen Shafiei Nikabadi
Articles in Press, Accepted Manuscript, Available Online from 20 December 2024
Abstract
The purpose of this research is to investigate the state of knowledge in the field of “employee-organization relationship”, using bibliometric analysis. The research is applied in terms of purpose and descriptive-analytical in terms of data collection, with a quantitative approach. The statistical ...
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The purpose of this research is to investigate the state of knowledge in the field of “employee-organization relationship”, using bibliometric analysis. The research is applied in terms of purpose and descriptive-analytical in terms of data collection, with a quantitative approach. The statistical population of the research includes 289 studies indexed in the Scopus comprehensive database in the time period from 1978 to 2024. By examining the title, abstract and keywords of the studies, it was ensured that all these documents are suitable for analysis; therefore, in the analysis process, all these studies were reviewed. The bibliometric method and VOS viewer software (tool) have been used to analyze, visualize and interpret the collected data. According to the research findings, the most published documents in the field of employee-organization relationship were published in 2023. The United States, China and the United Kingdom respectively have the most published documents in the field of employee-organization relationship. Based on the co-occurrence author's key words, the keywords of perceived organizational support, employee-organization relationship, internal communication, job satisfaction, and human resource management respectively have the highest total link strength; in addition, some of the latest topics in this research field are: fractal organizations, organizational framework, human systems, non-linear modeling and organization relationships. The findings of this research can be considered as a guide for future research in the field of employee-organization relationship.
Farshid Farokhizadeh; Azim zarei; Abbas Ali Rastegar; Seyed Abbas Ebrahimi
Volume 27, Issue 4 , January 2024, , Pages 90-114
Abstract
To this end, organizations are planning to enter different digital arenas and evaluation of D-Readiness for measuring their level of success is of particular importance. Determining the degree of readiness to accept, use and apply new technologies and their related applications inside and outside organizations ...
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To this end, organizations are planning to enter different digital arenas and evaluation of D-Readiness for measuring their level of success is of particular importance. Determining the degree of readiness to accept, use and apply new technologies and their related applications inside and outside organizations is one of the things that is of interest and emphasis. This research examines the theoretical and experimental foundations as well as existing models related to the subject under study, while considering the strengths and weaknesses of each of them; It has presented the dimensions and components of preparation for accepting and entering the field of digital banking with a newer classification of them in the form of a dynamic model. The research method of this research is mixed (Qualitative- Quantitative) and its statistical population is the banking industry. In the qualitative phase, 15 academic and Iranian banking system experts were contacted in the form of five rounds of the Delphi panel, and as a result, the main factors of the model were calculated, extracted and finalized in the form of dimensions and components. In the quantitative phase of the research, various presuppositions in the research model for the country's banking system were tested and simulated using systems dynamics, the results of which indicate the attention and focus of the managers, policy makers and actors of the country's banking system on the main variables of the research, namely; Digital Readiness, Incentive Policies and System Quality is improvement.
Mohammad Shahab Sheybani Far; Abbas Ali Rastegar; Seyyed Mahdi Alvani; Hosein Damghanian; Hasan Danai Fard Danai Fard
Volume 24, Issue 4 , December 2020, , Pages 156-175
Abstract
Adopting a scientific approach to management and human resource management in Iran is less than a century old. This study has studied the evolution of "human resource management knowledge" in Iran using the qualitative research strategy of the Grounded Theory. The research data were obtained ...
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Adopting a scientific approach to management and human resource management in Iran is less than a century old. This study has studied the evolution of "human resource management knowledge" in Iran using the qualitative research strategy of the Grounded Theory. The research data were obtained from interviews with a group of veteran professors of Iranian management knowledge, supplemented with data collected from written sources. The oral and written data of the research were then analyzed using open coding, central coding, and selective coding. The final theory based on the systematic model of the Strauss and Corbinchr('39')s Grounded theory categorizes the evolution of human resource management knowledge in Iran into four historical periods: "period of formation", "period of growth", "period of separation" and "period of re-creation" of human resources.
