Management Research in Iran

Abstract Isomorphic imitation, as a latent yet influential mechanism, can contribute to the formation of ineffective human resource policies in organizations through widespread and uncritical adoption of policies, thereby challenging paths of transformation and innovation—particularly in public organizations where normative and legal pressures are more pronounced. The present study aims to develop a model of ineffective human resource policies from an isomorphic perspective. This research is qualitative in nature and was conducted using thematic analysis. The study population consisted of managers in public organizations and university faculty members, from whom 21 participants were selected through purposive sampling based on the principle of theoretical sufficiency. Data were collected through semi-structured interviews and analyzed using Braun and Clarke’s six-phase framework. The findings led to the identification and development of a model that explicates the drivers of isomorphism, types of ineffective human resource policies, organizational barriers and constraints, and the consequences of isomorphic imitation in public organizations. In addition, strategies for correcting the cycle of policy formation were identified, each playing a distinct role in mitigating the negative effects of isomorphism and improving the effectiveness of human resource policies

Abstract The present study compared the effectiveness of two decision-making approaches—statistical judgment and clinical judgment—in selecting employees for job rotation based on the Effort–Reward Imbalance (ERI) model. This applied study used a quasi-experimental pretest–posttest design with a control group. The population consisted of production-line employees of an automobile manufacturing company. Sixty participants were selected through convenience sampling and randomly assigned, after the pretest, to statistical judgment, clinical judgment, or control groups.

Data were collected using the standardized Effort–Reward Imbalance questionnaire developed by Siegrist and semi-structured interviews with managers and supervisors to operationalize clinical judgment. Data were analyzed using SPSS version 27 through paired-samples t-tests, one-way analysis of variance (ANOVA), and the LSD post hoc test.

Results showed that the statistical judgment group experienced significant increases in both effort and reward (p < 0.001). Mean effort increased from 14.00 to 17.35, and mean reward increased from 28.25 to 32.10. Significant differences were also found among the three groups, and post hoc analyses confirmed the superiority of the statistical judgment approach over the clinical judgment and control groups. Additionally, the effort–reward ratio was significantly lower in the statistical judgment group, indicating a more favorable perceived balance.

Overall, the findings suggest that data-driven decision-making in selecting employees for job rotation can improve employees’ perceived effort–reward balance. However, limitations such as the sample size and focus on a single industrial setting require caution in generalizing the results.

Abstract Considering the many challenges that petrochemical industries are facing today, including new technologies, sanctions and production issues, strategic planning has become one of the key tools to strengthen these industries in the field of national, regional and international competition. The competence and ability of senior managers in designing and implementing strategic plans plays a vital role in the success of organizations. This research was conducted with the aim of identifying the strategic competencies of senior managers and employees of Nouri Petrochemical Company in order to achieve strategic goals in the petrochemical industry. By using the theme analysis method, the aforementioned competencies were identified in five dimensions, including knowledge, skills, experience, attitude and personality traits, and categorized into 10 main components and 53 sub-components. Then these components were evaluated using five-point Likert scale. The results of the research showed that it was ranked 5 in many of these components, which is a confirmation of the successes of Nouri Petrochemical Company and its capable strategic management. Hence, this company can serve as a model for other petrochemical complexes in Iran and even the world. Also, using the experience and knowledge of these capable managers in the form of training sessions can help increase productivity in other petrochemical complexes of the country

Abstract This research, with the aim of providing more accurate and effective solutions, has used the Delphi method based on artificial intelligence and expert opinions to identify and prioritize the needs and personal development skills of human resource managers. This research is applied in terms of its purpose, which seeks to combine the human-based Delphi method (traditional) and artificial intelligence (modern), to provide an innovative approach in the field of research methods and data analysis that can be classified as fundamental research. The statistical population of the research is 15 experts in the fields of human resources, coaching and personal development and three types of language models such as Microsoft Copilot, Chat GPT and Gemini. The data collection tool in this research was the Delphi method, and the angle method was also used to examine the validity of the data. The findings showed that the Delphi method based on artificial intelligence analyzes the components with high speed and accuracy and provides access to rotational data. This method consists of 5 stages that begin with precise prompt writing. This method is best used as a complementary method along with human methods.

Abstract The purpose of this research is to design and explain the model of employees' tendency to work deviant behaviors based on the theory of resource protection in Iran's banking industry. The methodological approach of mixed research was exploratory. Two methods of theme analysis and path analysis were used. The qualitative statistical population includes academic and organizational experts and, in the quantitative part, employees of the banking industry, centered in Ahvaz city. In order to collect qualitative data, a semi-structured interview with 12 experts was used, and for quantitative data, a researcher-made questionnaire based on the findings of the qualitative section was used. In the analysis of qualitative data, coding based on basic, organizing and comprehensive codes was used, and in order to analyze quantitative data, structural equations were used in PLS 3 software. The findings of the theme analysis were based on 443 common primary codes, 96 basic codes, 24 organizing codes and 5 inclusive codes. Quantitative findings confirmed the fact that the structure of the development of DBs' deterrence mechanism is directly influenced by the non-productive foundation structures of the banking system and the structures of content-action incompatibility within the structure and non-functional orientations. Indirectly, a behavior is a more decisive variable than the cooperative structure of dealing with DBs. Also, the structure of the unproductive foundation of the banking system is considered as a central structure in relation to the tendency of employees to deviant behaviors. Therefore, in order to manage, control and monitor deviant behaviors of employees,

Abstract This study was conducted with the aim of identifying the components of charlatan behavior and investigating the effect of authentic leadership with the moderating role of moral identity on it in government organizations of South Khorasan province. The research philosophy is pragmatism and its approach is exploratory mixed method. The strategy of the qualitative part is phenomenology, which is based on the lived experience of 16 government employees who were selected purposefully. The data were analyzed using MAXQDA software and Colaizzi's method. Based on the results of this section, the primary model of charlatan behavior in the organization was extracted in the form of four components, fifteen sub-components and a total of thirty-four main themes. In the quantitative part, a questionnaire was prepared based on the initial model. After confirming its validity and reliability, it was distributed to 612 government employees who were selected through stratified sampling. Structural equation method and Amos software were used to analyze the data of this section and perform confirmatory factor analysis. Based on the results, all 34 main themes of charlatan behavior were confirmed. The comparative fit index for the research model was estimated 0.983, which showed the good fit of the model. The results showed that authentic leadership has a negative and significant effect on charlatan behavior. Employees' moral identity also moderates the effect of authentic leadership on charlatan behavior. Considering its context-oriented nature, this research led to identifying new angles for charlatan behavior in the public sector.