Human capital in urban management
O. Kolodiziev; V. Shcherbak; M. Krupka; V.r Kovalenko; T. Kolodizieva; V. Yatsenko
Abstract
BACKGROUND AND OBJECTIVES: In a context of instability caused by various crises, including military crises, the higher education system is at great risk. Practice-oriented (dual) education is one of the most effective ways to address this problem. The innovation of this study is that for the first time ...
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BACKGROUND AND OBJECTIVES: In a context of instability caused by various crises, including military crises, the higher education system is at great risk. Practice-oriented (dual) education is one of the most effective ways to address this problem. The innovation of this study is that for the first time a theoretical and practical model for involving all stakeholders in this process has been created and tested. The aim of the article is to substantiate a socially responsible dual education system in an unstable environment.METHODS: In terms of objective, this is an applied and quantitative study. The study population is estimated at 13 universities, 10 companies, 50 students between November 2021 and November 2022. The sample size is estimated using the Cochrane formula. A standard 5-point Likert scale questionnaire was used to collect data, where groups of questions corresponded to 4 hypotheses. All data were investigated by factor and cluster analysis using STATISTICA software (version 10.0).FINDINGS: All four hypotheses were confirmed. Before the war, the first and second hypotheses were prioritized. According to them, the process approach of social responsibility of dual education allows designing and launching a system of social responsibility of dual education and creating a talent pool at the employing enterprise. After the outbreak of hostilities, the priorities changed. The third and fourth hypotheses allow, through the organization of supportive (enabling) processes, to ensure the effective functioning of the system. As a result, the majority of stakeholders (31%) consider it necessary to modernize the mentoring system and provide graduates with relevant professional skills, while methodological and career guidance came in second and third (16% and 13% respectively).CONCLUSION: Using the theoretical and practical model of formation and implementation of dual education in the unstable conditions of Ukraine will help to solve the problems of the country out of crisis, post-war recovery of higher education system, to bring the requirements of production with the possibilities of training specialists in universities and can be applied in other countries in a similar situation.
Human capital in urban management
Z. Delrobay; A. Vedadi; N. Pilevari salmasi
Abstract
BACKGROUND AND OBJECTIVES: Sustainable development is a process that envisions a desirable future for human societies in which living conditions and resource use meet human needs without compromising the integrity, beauty, and stability of vital systems. Knowledge-based companies today are among those ...
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BACKGROUND AND OBJECTIVES: Sustainable development is a process that envisions a desirable future for human societies in which living conditions and resource use meet human needs without compromising the integrity, beauty, and stability of vital systems. Knowledge-based companies today are among those companies that act as factories for converting knowledge into goods and services. In this regard, organizational social responsibility can be the basis for the sustainable development of companies and organizations. Therefore, this research aims are to examine the role of the organization’s social responsibility for sustainable development in terms of mediating the participation of employees of knowledge-based companies. METHODS: This research is applied in terms of purpose, descriptive survey and correlation in terms of method. Field and library methods, literature reviews, and standard questionnaires were used to collect information. The statistical population consisted of 578 senior and middle managers of knowledge-based companies in the Science and Technology Park of Sharif University of Technology, Tehran- Iran, and 231 people were sampled using Cochran's formula method and stratified random sampling. A standard questionnaire was also used to collect information. The validity of the questionnaire was checked and confirmed using convergent and divergent validity and confirmatory factor analysis and its reliability using Cronbach's alpha coefficient, joint and combined reliability. Finally, the collected data was analyzed using SPSS and smartPLS software’s.FINDINGS: Based on the results of the Kolmogorov-Smirnov test, the significance of this test was calculated for all indicators less than 0.05 and 0.000, and due to the lack of normal distribution of the data, the smart PLS software was used. The overall fitting criterion was calculated to be 0.551, which means that the model fits well. When testing the main hypothesis, a coefficient of 0.408 was calculated, showing that employee participation explains 40% of the impact of social responsibility on sustainable development. The path coefficient of the sub-hypotheses for these relationships is above 0.5 and the significance is above 1.96. It can be said that the sub-hypotheses of the research are confirmed.CONCLUSION: According to the indicators obtained, the organization’s social responsibility positively and significantly impacts sustainable development and employee participation. The positive role of employee participation in sustainable development was also confirmed. Finally, the results showed that employee participation can mediate the impact of social responsibility on sustainable development.
Human capital in urban management
B.Kh. Almagharbeh; N.A. Alalean
Abstract
BACKGROUND AND OBJECTIVES: Green human resource management has become one of the most critical components of a forward-thinking for eco-friendly companies. The majority of academics hold the opinion that in order to implement green human resource management techniques, personnel must be encouraged and ...
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BACKGROUND AND OBJECTIVES: Green human resource management has become one of the most critical components of a forward-thinking for eco-friendly companies. The majority of academics hold the opinion that in order to implement green human resource management techniques, personnel must be encouraged and motivated to be ecofriendly. This study aims at investigating the impact of Green human resources practices on organizational sustainability: The mediating role of job embeddedness in the pharmaceutical manufacturing companies in Jordan.METHODS: The current study looks at the effects of several green human resource management strategies on organizational sustainability either directly or indirectly through job embeddedness. a quantitative approach was used. The data is collected through questionnaire from the Study sample included (404) employee in (16) Jordanian Pharmaceutical manufacturing companies. A Structural Equation Modelling is conducted to achieve study objectives.FINDINGS: Findings confirmed, that (green work life balance, green reward) showed a significant positive effect on the organizational sustainability, while (green training, green career opportunities) didn’t have direct significant effects on organizational sustainability, as well, the outcomes indicated that all green human resources practices (green work life balance, green reward, green training, green career opportunities) had direct significant effect on job embeddedness. The findings indicated that the mediator (Job embeddedness) improved the organizational sustainability. The results illustrate that green work life balance exerted positive and significant effects on organizational sustainability (β = 0.41) and Job embeddedness (β = 0.27). While No abbreviation in the abstract didn’t has direct significant effects on organizational sustainability (β = 0.03; t = 0.64; ρ > 0.01), and significant effects on Job embeddedness (β = 0.40). Also the result indicated that green rewards has direct significant effects on organizational sustainability (β = 0.24), and Job embeddedness (β = 0.26). While GCO green career opportunities didn’t has direct significant effects on organizational sustainability (β = 0.04 t = 0.87; ρ > 0.01) and significant effects on Job embeddedness (β = 0.39). As well as JE exerted positive and significant effects on organizational sustainability (β = 0.38). The findings imply that the mediator does increase organizational sustainability.CONCLUSION: The study suggests that the pharmaceutical manufacturing businesses should provide their workers with green benefits and promote a green work-life balance and search for other green practices in order to prevent organizational deterioration.
Human capital in urban management
M. Hakkak; M. Nadaf; H. Khalilipour
Abstract
BACKGROUND AND OBJECTIVES: Today, human resources play a key role in the success of organizations and leading organizations have creative, motivated and capable employees. In addition to the characteristics of the employees, the measures and practices related to strategic human resources management ...
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BACKGROUND AND OBJECTIVES: Today, human resources play a key role in the success of organizations and leading organizations have creative, motivated and capable employees. In addition to the characteristics of the employees, the measures and practices related to strategic human resources management planned and implemented by organizations are effective mechanisms to attract employees who believe in their abilities and create energy and motivation in the Khuzestan Regional Water Organization, like any other organization. Also, it requires the deployment of the strategic human resources management capacity and its subsystems to improve the perceived organizational fairness of employees in order to improve work behavior and employee satisfaction, which the present study has dedicated to this important topic. The aim of the study is therefore to examine the relationship between performance appraisal measures and employee satisfaction and to investigate the mediating role of procedural and distributive justice in the relationship. METHODS: The research population were employees of the Khuzestan Regional Water Organization. The sample size was selected based on Morgan's table as 297 people. Data were collected using simple random sampling method. Data were analyzed by descriptive and inferential statistics using SPSS25 and AMOS24 software.FINDINGS: Based on the quantitative data analysis, the results of testing the research hypotheses show that financial measures are significantly related to procedural fairness (C.R.= 6.009) and distributive fairness (C.R.= 5.748), non-financial measures are significantly related to procedural fairness (C.R. = 3.643) and Distributive Justice (C.R.= 5.196). Financial metrics have a significant correlation with employee satisfaction (C.R.= 4,080), non-financial metrics have a significant correlation with employee satisfaction (C.R.= 2,569). Procedural fairness has a significant association with employee satisfaction (C.R.= 2.786), distributive fairness has a significant association with employee satisfaction (C.R.= 2.084). Procedural and distributive justice play a partially mediating role in the relationship between financial and non-financial measures and employee satisfaction.CONCLUSION: The results showed that the use of the comprehensive performance evaluation system is effective on organizational justice and the result will lead to the improvement of the job satisfaction of the employees and the results of this research can be used and generalized in governmental organizations and public non-governmental organizations that have almost the same organizational structure. The use of non-financial measures is suggested to evaluate employee performance, in addition to using traditional financial objective measures to evaluate performance.
Human capital in urban management
H. Xiao; H.L. Vasudevan
Abstract
BACKGROUND AND OBJECTIVES: Services in China have recently emerged as the leading contributor to economic growth and job creation. It employs low-skilled workers in China's service sectors, such as tourism and retail. In terms of value-added, the service sector is the largest sector of the global economy ...
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BACKGROUND AND OBJECTIVES: Services in China have recently emerged as the leading contributor to economic growth and job creation. It employs low-skilled workers in China's service sectors, such as tourism and retail. In terms of value-added, the service sector is the largest sector of the global economy and is crucial in more advanced economies. Businesses in this sector are concentrating on what is becoming known as the knowledge economy, or the ability to outperform competitors by understanding what target customers want and need and operating to meet those wants and needs quickly and cheaply. Almost all industries within the sector use new technology to boost production, increase speed and efficiency, and reduce the number of employees required to operate. It reduces costs while increasing revenue streams. However, when compared to Western economies, China's service sector lags. The services sector's Gross Domestic Product and employment share are small. Services trade accounts for a small portion of China's economic growth. China's new services are still in their infancy. This research aims to determine how Yukl’s leadership style impacts Chinese service organizations' performance. Due to ineffective management in guiding the staff, China is currently experiencing low performance in the firm's finance or marketing, which has resulted in low performance in the operating activities and lower productivity, which has a direct impact on the company's performance in the service industry.METHODS: The research is carried out quantitatively, using questionnaire surveys to obtain data on the determinants of the company's success. Total of 384 respondents were selected to give responses to the study. The technique is used in this study is probability sampling, with systematic method.FINDINGS: The findings showed that the hypotheses were influenced significantly and recommend to all industries because it successfully highlighted that the dimensions of Yukl’s leadership style such as transactional and transformational leadership will affect firm performance especially in the Chinese service sector about the right of leadership. The dependent and independent variables, as well as the two dimensions r2, are all 0.553, indicating that the model has good goodness of fit. This variable is responsible for 55.3 percent of China's service industry. It indicates that the model reasonably well fits the data. As a result, the results show that the model employed in this study is both relevant and acceptable.CONCLUSION: These findings may provide policymakers with critical information by implementing the Management by Objective policy in China's service sector due to underperformance in the firm's finance or marketing due to ineffective management in guiding the staff, which leads to underperformance in the operating activities and lower productivity, which directly influences the company performance in China's service industry. Company performance is significant because it indicates the company's ability to generate high profits, high product quality, market share, and better financial results over time.
Human capital in urban management
H. Izadkhasti
Abstract
BACKGROUND AND OBJECTIVES: Differences in the fundamental factors of production and technology are cited as the reason for the disparity in growth rates by primary research. Improving the quality of human capital through education, the quality of institutions such as the public policies and innovation ...
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BACKGROUND AND OBJECTIVES: Differences in the fundamental factors of production and technology are cited as the reason for the disparity in growth rates by primary research. Improving the quality of human capital through education, the quality of institutions such as the public policies and innovation play an important role in economic growth. Also, technological innovation creates circumstances for any region to extract more value from limited resources to support sustainable economic growth. In this study, the effect of human capital, institutional quality, and innovation are investigated on regional gross domestic product per capita in oil-exporting countries. Moreover, the effect of institutional quality has been investigated on the regional gross domestic product through government consumption expenditures.METHODS: The panel data method is used to investigate the effect of human capital, institutional quality, and innovation on regional gross domestic product per capita from 2011 to 2021. The Levin-Lin-Chu test was employed to determine the reliability of the variables. The panel cointegration are used to ensure the existence of long-term relationship between the dependent variable and the independent variables. In order to select the pooling and panel method, Flemer's test was used, and Hausman's test was used to select fixed and random effects methods. Also, statistical and econometric analysis is done with Stata17.0 software.FINDINGS: The results of the random effects method in the first and the second models indicated that the human capital index has had a positive and significant effect on gross domestic product per capita at the level of 1% and its coefficient are 0.878 and 0.905, respectively. So, human capital improvement facilitating the absorption of technology, and boosting the productivity of production factors and increases economic growth. Also, the institutional quality has had a positive and significant effect on gross domestic product per capita at the 1% level in the first model and its coefficient is 0.182. Moreover, the coefficient of interaction effects of institutional quality and government consumption expenditure in second model is 0.073 and is statistically significant at the 1% level. According to this, Institutional quality shape the economic environment of countries and improves the economic performance. The Innovation index has had a positive and significant effect on gross domestic product per capita at the level of 1% and its coefficient in the first and the second models are 0.324 and 0.331, respectively. Therefore, strengthening the innovation system expanding the supply of new products and services.CONCLUSION: The results indicate that, growth rate of gross domestic product per capita averaged at 2.12% over the sample period with standard deviation of 3.66 among the selected oil-exporting countries. Based on the results, improving the human capital through education and the acquisition of diverse skills have led to an increase in gross domestic product per capita at the level of 1%. In addition, the institutional quality limit government spending and direct financial resources towards healthy investments. According to this, institutional quality has increased regional gross domestic product through government consumption expenditures at the level of 1%. In addition, improving the system of innovation by maximizing the use of existing resources and boosting productivity has increased production.
Human capital in urban management
A.R. Santos
Abstract
BACKGROUND AND OBJECTIVES: One of the key indicators in the evaluation of service quality is the execution of a Quality Management System (ISO 9001:2015) and the success of any organization lies in its ability to effectively manage its resources. Human resources play an integral role in this process, ...
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BACKGROUND AND OBJECTIVES: One of the key indicators in the evaluation of service quality is the execution of a Quality Management System (ISO 9001:2015) and the success of any organization lies in its ability to effectively manage its resources. Human resources play an integral role in this process, and their contribution to quality management systems is invaluable. This study described the profile of the respondents in terms of age, sex, working experience, employee position, and sector of an organization. This study also assessed respondents' attitudes toward hiring and selection, compensation and rewards, and training and development. Additionally, this study tried to establish a strong correlation between the respondent profile and their attitudes regarding education and training, recruitment and selection, and compensation and rewards.METHODS: This study used a descriptive quantitative method. A total of 150 employees of the ISO 9001:2015 certified service sector within the Cities in Nueva Ecija were surveyed using a survey questionnaire.FINDINGS: Findings present 40% of the respondents came from Generation Y and 26.67 respondents from Generation Z. The respondents' attitudes toward the training and development practices of various service firms found that the highest mean of 3.52 representing a distinct plan for learning and development and encouraging employees to participate in relevant training programs got the second-highest weighted mean of 3.47. Having a criterion to measure the effectiveness of the training got the lowest weighted mean of 3.09. This study also determines the attitude of the employees on recruitment and selection practices of their respective organizations. Filling up vacancies with internally qualified employees got the highest weighted mean of 3.32 followed by informing the applicants about the job conditions needed to achieve a job before hiring, Furthermore, the posting of job advertisements got a weighted mean of 2.19. Lastly, the respondents' attitude toward rewards and compensation practices showed the highest score of 3.59 that Employees are encouraged to accomplish the company's goals by their compensation packages. Other rewards and compensation practices include satisfactory rewards and compensation system, salary satisfaction, rewarding employee collaboration, and reviewing salary increments, bonuses, and other allowances fairly and justifiably with a weighted mean of 3.37, 3.32, 2.85, and 2.77, respectively.CONCLUSION: The results show that specific practices of Human Resource Management, which have been identified, are crucial to improving organizational performance since they contribute to the success of businesses.
Human capital in urban management
M. Tajpour; S.M. Razavi
Abstract
BACKGROUND AND OBJECTIVES: Team performance is one of the ways to deal with successive changes from the point of view of experts. Therefore, continuous changes in the work environment and daily work activities require sharing ideas and the need for continuous learning and entrepreneurship. Neglecting ...
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BACKGROUND AND OBJECTIVES: Team performance is one of the ways to deal with successive changes from the point of view of experts. Therefore, continuous changes in the work environment and daily work activities require sharing ideas and the need for continuous learning and entrepreneurship. Neglecting entrepreneurship has a negative effect on companies and by neglecting entrepreneurship, it is impossible to operate effectively in a dynamic environment. Therefore, in today's competitive world, companies will lose their competitiveness. Thus, the purpose of this study is to investigate the effect of team performance on the internationalization of digital startups through mediating role of entrepreneurship.METHODS: In terms of the purpose, it is applied and quantitative research. The research population is estimated to be 375 employees of 101 Iranian international digital startups in the field of technology and city services, which accounted for 10% of exports between 2021 and 2022. The sample size is estimated through Cochran's formula of 190 people. To collect data, a standard 5- point Likert scale questionnaire with 22 items was used. Finally, the data were analyzed by using Smart PLS 3 software.FINDINGS: The results showed that emotional commitment, creating an environment of innovation, and knowledge sharing through mediating role of entrepreneurship have a positive and significant effect on the internationalization of digital startups. The results of the research indicate positive relationships among Emotional Commitment (2.671) and with entrepreneurship mediating (2.927), Innovative environment (2.478) and with entrepreneurship mediating (2.697), and Knowledge sharing (2.707) and with entrepreneurship mediating (3.333) concerning the internationalization of digital startups. Therefore, these hypotheses were confirmed.CONCLUSION: The team performance of employees plays an important role in the survival and success of companies in the international sector. The knowledge that companies gain from other companies, especially during internationalization, can escalate their competitiveness in the global market. The performance of the team as the primary factor of learning and innovation facilitates trust among the company's employees.
Human capital in urban management
M.R. Bahadoran; H. Ghasemi; A. Farahani; M. Hoseini
Abstract
BACKGROUND AND OBJECTIVES: Knowledge is a key factor and strategic resource for gaining assets and non-functional organizational capabilities. Knowledge Management is the knowledgeable process of creating, validating, presenting, distributing and using the knowledge in an organization. Successful organizations ...
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BACKGROUND AND OBJECTIVES: Knowledge is a key factor and strategic resource for gaining assets and non-functional organizational capabilities. Knowledge Management is the knowledgeable process of creating, validating, presenting, distributing and using the knowledge in an organization. Successful organizations consider human resource development as a fundamental principle. Many organization find their knowledge management process to be ignored by the employees. Gamification is a way of enhancing knowledge management with game design elements to increase employee’s engagement, content creation and satisfaction.METHODS: The research method was descriptive-survey and based on variance-based structural equation modeling. The statistical population included 384 employees of the sports organization of selected metropolises. The statistical sample size was determined by stratified random sampling method, 384 employees who answered the research tools: questionnaires of gamification, performance improvement and knowledge management. The validity of the instrument was confirmed by 5 professors of sports management and their reliability was calculated with Cronbach’s alpha coefficient and combined reliability in the dimensions of the questionnaires, higher than 0.696 and 0.757, respectively. Data analysis was performed by descriptive and inferential statistics tests and sobel test in SPSS 22.0 and SmartPLS 2.0.FINDINGS: The relationship between research constructs with their dimensions, gamification with performance improvement and knowledge management with performance improvement of positive and significant research model (T≥2.86) and research model fit (GOF = 0.589) was evaluated as strong. As a result, managers of metropolitan municipal sports organizations can play a mediating role in the relationship between gamification and performance improvement by implementing knowledge management in the organization.CONCLUSION: According to the research results, although gamification is an effective factor in improving employee performance, but knowledge management plays a crucial role. Therefore, it is suggested that municipal sports managers pay special attention to knowledge management and gamification to improve employee performance.
Human capital in urban management
D. Halvachizadeh; Gh. Memarzadeh; N. Mohammadi; H. Doroudi
Abstract
BACKGROUND & OBJECTIVES: Quick advancement of technology, rising risks, globalization, and expectations for privatization are among the environmental characteristics that current organizations are facing. To be successful in this setting, lean human resources provide a competitive advantage, which ...
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BACKGROUND & OBJECTIVES: Quick advancement of technology, rising risks, globalization, and expectations for privatization are among the environmental characteristics that current organizations are facing. To be successful in this setting, lean human resources provide a competitive advantage, which its implementation results in the continuous removal of wastes (obstacles) and the high-quality and low-cost providing of services. Therefore, the objective of the current study is to Evaluation of lean human resource management model in the Islamic Council of Tehran. Tehran''s City Council as a service organization must reform the structure of Human Resource to increase the skills of employee, so this study aimed to changing the approach of Human Resource Management to Lean and increasing the productivity. METHODS: The present study uses a quantitative approach. This article has a “descriptive-correlational” methodology of the type of “analysis of variance-covariance matrix”. In other words, the relationship between variables is analyzed based on the purpose of the research. The survey was carried out in the form of a desk and field research. The research model was extracted via analysis and interpretation of the interviews with the experts of the Islamic City Council of Tehran by employing the thematic analysis method and four rounds of the Delphi technique. Eventually, the measurement model and the structural model to assess the relationships between variables, as well as confirm the developed model, were examined utilizing the data gained from the Islamic City Council of Tehran.FINDINGS: On the basis of the findings achieved from the structural equation modeling, the items "Performance Appraisal" with a factor loading of 0.89, "Employment" with a factor loading of 0.91, "Improvement" with a factor loading of 0.77, "Remuneration" with a factor loading of 0.87, "Supply" with a factor loading of 0.92, "Compensation System (Benefits and Rewards)" with a factor loading of 0.84, "Flow" with a factor loading of 0.76, "Relationships" with a factor loading of 0.79, and "Maintenance" with a factor loading of 0.86 explain the latent variable of the "lean human resource management model in the Islamic City Council of Tehran".CONCLUSION: Results of this investigation have presented a comprehensive model for the evaluation of the lean human resources management in Tehran''s City Council that could be exploited by industrialists and scholars.NOVELTY AND ORGINALITY: The LHRM model has not been designed and localized for Tehran''s City Council up to now. Therefore, this research enhances the existing knowledge about LHRM.
Human capital in urban management
M. Pourehtesham
Abstract
BACKGROUND AND OBJECTIVES: Most economists believe that the lack of investment in manpower is the cause of low economic growth in developing countries, and as long as these countries do not use their knowledge to improve their professional skills, the return on labor and capital will remain at a low ...
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BACKGROUND AND OBJECTIVES: Most economists believe that the lack of investment in manpower is the cause of low economic growth in developing countries, and as long as these countries do not use their knowledge to improve their professional skills, the return on labor and capital will remain at a low level. This study was designed to evaluate the impact of human capital on the relationship between technological advances and economic growth in Southwest Asia within 2000 and 2018. For this purpose, the growth of internet economy in the world and the development of education for strengthening the human capital and its effect on the world economic growth were studied.METHODS: The technological advances were assessed using two Components of the number of… internet users …and the number of mobile subscribers. The scope of this research is from 2000 to 2018.The Generalized Movement Method and the EViews 10.0 software were used to test the research hypothesis through model.FINDINGS: The first model showed that the significant effect of human capital on the relationship between internet and economic growth. In this model, the internet coefficient was equal to 0.357, implying that the economic growth in the studied countries would increase at a rate of 0.0357 units with the increase of the internet coefficient by one unit. Moreover, the human capital coefficient was equal to 0.0618, implying that the economic growth in the intended countries would be improve by 0.06 units with the increase of the human capital coefficient by one unit. The second model revealed the significant relationship between mobile phones and economic growth in the countries with a higher human capital involving the educated employed people. This was consistent with the results of self-correlation of fixed effects.CONCLUSION: According to the results, it was concluded that human capital would moderate the relationship between internet and economic growth. Moreover, it was confirmed that the effect of education on the relationship between mobile phones and economic growth was significant.
Human capital in urban management
S. Amani; M. Mosakhani; K. Daneshfard
Abstract
BACKGROUND AND OBJECTIVS: Today, creative and innovative manpower is one of the most important assets and capital of organizations. Although strategic human resource management can be effective in enhancing employee innovation capability, not many research examined the impact of this type of management ...
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BACKGROUND AND OBJECTIVS: Today, creative and innovative manpower is one of the most important assets and capital of organizations. Although strategic human resource management can be effective in enhancing employee innovation capability, not many research examined the impact of this type of management subsystems on innovation. Therefore, the purpose of current study is to evaluate the impact of strategic HRM subsystems on improving innovation capability in Municipality of Tehran.METHODS: The present study is mixed in terms of applied-developmental purpose and among the researches. In the qualitative stage of the research, the theme analysis method was used and the purposeful participants were selected and interviewed, which included 13 university professors and 19 managers of Municipality of Tehran. Based on the results of the qualitative stage, the strategies of 7 strategic HRM subsystems were identified and a research model was designed. In a quantitative step, in order to validate the model, the structural equation modeling method and smartPLS software were used. For this purpose, while conducting the validity and reliability of the researcher-made questionnaire, 169 managers and experts in Municipality of Tehran who were randomly selected were interviewed.FINDINGS: According to the study, the relationship between strategic HRM subsystems and innovation capability is positive and significant. Also, the results showed that the coefficient of determination for the strategic HRM variable is 0.611, which means that 61.1% of the changes in the innovation capability variable can be predicted with strategic HRM strategies and its subsystems. Moreover, among human resource subsystems, "talent management system and succession management" and "service compensation and reward system" have the greatest impact on innovation capability.CONCLUSION: The results showed that strategic human resource management subsystems are effective on innovation capability in Municipality of Tehran, and the results of this study can be utilized and generalized in municipal organizations and public non-governmental organizations that have an almost similar organizational structure.
Human capital in urban management
L. Wei; HL. Vasudevan
Abstract
BACKGROUND AND OBJECTIVES: Leadership styles will have different effects on company performance, so many literatures in China study the relationship between leadership styles and company performance in manufacturing. The purpose of this study is to investigate the relationship between leadership styles ...
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BACKGROUND AND OBJECTIVES: Leadership styles will have different effects on company performance, so many literatures in China study the relationship between leadership styles and company performance in manufacturing. The purpose of this study is to investigate the relationship between leadership styles and company performance in Chinese manufacturing. As a result of ineffective management in leading employees, China is currently experiencing poor financial and marketing performance, which has resulted in poor business operations and lower productivity, both of which have a direct impact on the company's performance in China's manufacturing industry.METHODS: This study adopts quantitative research method to collect data of factors affecting company performance through questionnaires, the sampling technique is snowball sampling. A total of 450 questionnaires were sent out to the respondents, and a total of 384 questionnaires were returned. Among them, 290 questionnaires were usable. A preliminary study was conducted to ensure that the adjusted questionnaire items were appropriate and valid for the study. In actual data collection, 290 responses were successfully collected in this study, with a response rate of 65%. The SPSS software was utilized to analyze the data in this study.FINDINGS: Based on the quantitative data analysis, the findings found that dictatorial leadership style paternalistic leadership style, autocratic leadership style, and laissez-faire leadership style insignificantly correlated with company performance in China. Democratic leadership style significantly correlated with company performance in China. Further, research findings have been discussed in the discussion of results.CONCLUSION: These findings may provide the purpose of this study that characterize company performance, confirm leadership style in the Chinese manufacturing sector, and apply performance theory to further analyze the effect of leadership style. The Tannenbaum and Schmidt leadership styles should suggest that leadership behaviour varies along a continuum, with a level of follower participation and involvement in decision-making growing as leaders move away from the authoritarian extreme.
Human capital in urban management
A.A. Bayati; A. Khodayari; N. Khalife
Abstract
BACKGROUND AND OBJECTIVS: The theory of organizational trauma or organizational crisis, is one of the theories to deal with organizational unrest. Some of these crises show signs of a traumatic experience. If not properly managed, the experience of mass harm appears to disappear under the surface behind ...
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BACKGROUND AND OBJECTIVS: The theory of organizational trauma or organizational crisis, is one of the theories to deal with organizational unrest. Some of these crises show signs of a traumatic experience. If not properly managed, the experience of mass harm appears to disappear under the surface behind the mask of silence, leading to dysfunctional tissue behavior. The aim of the present study is to design an organizational trauma model for Sports Organization in the Municipality of Tehran.MATERIALS AND METHODS: Survey methods are, mixed with exploratory approaches. Qualitative sampling were performed using the view of 11 faculty / managers and statistical sampling in the snowball sampling method and quantitative section, considering that 5 to 10 people are required for each item, so 350 people were selected by stratified random sampling method. The means of collecting data for the qualitative part of the interview was semi-structured, in that the results of the interview were designed in the form of a questionnaire with three main components. Expert content validity and composition validity (exploratory and confirmatory factor analysis) and combined reliability indicators include Cronbach's alpha, divergence and convergence validity, and structural equation modeling, SPSS software Version 23 and LISREL version 8.54 were used.FINDINGS: The results showed the final model in 3 factors: individual factors 26.268, structural and technological 21.517, environmental factors 15.228, which in total had 62.841% predictability. Also individual (T-Value = 11.70, β = 0.93), environmental (T-Value = 12.122, β = 0.92) and structural factors (T-Value = 9.91, = 0.76) b) had a significant effect on the concept of organizational trauma. In the goodness-of-fit test, a total of seven indicators of model fit were confirmed, so all three identified factors can be integrated into the structural model of the research.CONCLUSION: The results presented in this paper insinuate that in-service training, salaries and benefits based on organizational position and years of service and taking into account various environmental factors can be fruitful in developing the proposed model.
Human capital in urban management
M. Saveh; D. Gholamzadeh; H Safarzadeh
Abstract
BACKGROUND AND OBJECTIVES: Rapid technological advances, widespread globalization advances, and the strong desire of people to change their career paths make the question of job and career path selection and decision making, and future predictions important today. Future work self is a new concept in ...
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BACKGROUND AND OBJECTIVES: Rapid technological advances, widespread globalization advances, and the strong desire of people to change their career paths make the question of job and career path selection and decision making, and future predictions important today. Future work self is a new concept in the career path process that originates from the postmodern approach that has entered in the field of management in the last ten years and organizations that guide and manage individual career paths need to understand the factors that influence career path design. Therefore, this study was conducted with the aim of designing and explaining models of factors that influence the design of career paths by the postmodern approach.METHOD: This study is a mixed method (qualitative-quantitative) in terms of development goal. First, library methods, scientific texts and related articles, and internal and external research on the topic were reviewed, followed by qualitative interviews with the participation of 15 professors, experts and the middle management of Municipality of Tehran in the field of human resource management, psychology, career counseling and, which were selected by purposive sampling method, was performed. The data of this stage were collected with the help of semi-structured interviews and analyzed by the Thematic analysis method. The statistical population of the quantitative section included experts of human resources of the Municipality of Tehran, who were familiar with the subject of research, from which 94 people were selected by simple random method. The data of this stage were collected with the help of a questionnaire and analyzed using structural equation modeling.RESULTS: At the individual level, 38 keywords in the form of 9 Sub-themes and 3 Main-themes, which were: self-concept, job concern, personality, and at the environmental level, 46 keywords, in the form of 16 Sub-themes, and 6 Main-themes, which were: key personalities, family circumstances, educational conditions, community conditions, media and technology and political conditions were extracted from the interviews. Findings from double confirmatory factor analysis showed that the factor numbers are all greater than 0.4 and the significance of the relationship between indices, components and constituent dimensions has been confirmed and all items had a t-statistic greater than 1.96, so none of the items were removed from the model and in total, all coefficients were significant at the 95% level. And the study of model fit indices and the result of 0.573 showed a strong fit of the model.CONCLUSION: According to the results of this study, individual factors (self-concept, job concern and personality) and environmental factors (key personalities, family conditions, educational conditions, community conditions, media and technology and political conditions) that affect the formation of career path were identified and the effect of these factors was determined through the model.
Human capital in urban management
N. Moradi; A. Rezaeian; F. Hamidifar
Abstract
BACKGROUND AND OBJECTIVES: Improvisation befalls during work and one cannot reprieve the response to the challenge and take action after thinking and planning. Improvisation can also enable organizations to be flexible and adapt to complex and turbulent conditions. Extensive researches have been ...
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BACKGROUND AND OBJECTIVES: Improvisation befalls during work and one cannot reprieve the response to the challenge and take action after thinking and planning. Improvisation can also enable organizations to be flexible and adapt to complex and turbulent conditions. Extensive researches have been conducted in the field of organizational entrepreneurship, but as far as experts have examined, the design of organizational entrepreneurship model with an improvisational approach has not been considered by researchers in this field, so the issue has remained largely unknown among researchers. Therefore, the objective of the current study is to design and illustrate the improvisation model in the organizational entrepreneurship process in 22 districts, organizations, and companies affiliated with the Municipality of Tehran.METHODS: The present study is an exploratory study using a mixed approach (qualitative-quantitative). A semi-structured and in-depth interviews were conducted with 9 experts in The Municipality of Tehran and university professors. Next, through the implementation of the coding process and expert approval, four dimensions were identified, including human, facilitator, behavioral and environmental factors. In the quantitative part, the statistical population consists of 63,000 managers and experts employed in 22 districts, organizations and companies affiliated to the Municipality of Tehran. The sample size was estimated through Cochran's formula of 381 people and to validate the model, a 47-item researcher-made questionnaire was designed and distributed to the available sample members. The data were statistically analyzed in a quantitative section to analyze the path and test the hypotheses by PLS3 software.FINDINGS: In the qualitative part, four main components and the related matrixes of human factors, facilitating factors, behavioral factors, and environmental factors, were identified. Indicators of facilitating factors including support and motivational policies, human factor indicators including strategy and personality traits, behavioral factor indicators including communication and culture, and environmental factor indicators including internal and external organizational factors. The results in the quantitative section also showed that environmental factors with 0.324 and behavioral factors with 0.249 had the highest and lowest impact on organizational entrepreneurship with improvisation approach, respectively. Finally, the native model is obtained by explaining the coefficients of the path in each section.CONCLUSION: Local government managers need to create a creative environment in which employees can come up with ideas and participate in decision-making. In short, organizations respond quickly and dynamically to environmental and critical situations. Hence and according to the results, it turned out that not everyone can be a successful entrepreneur or make an improvised decision, and not all organizations can implement their entrepreneurial spirit with an improvisational approach, because these cases require different capabilities that the people in question must have.
Human capital in urban management
S. Ahmadvand; H. Rahmani; M. Mousa khani
Abstract
Human Resource Architecture, one of the components of organizational architecture, is the process of identifying and combining the appropriate elements of human resource management to create and present a vision of human resources in the organization. Organization in which there is a coordination between ...
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Human Resource Architecture, one of the components of organizational architecture, is the process of identifying and combining the appropriate elements of human resource management to create and present a vision of human resources in the organization. Organization in which there is a coordination between employee behavior, human resource systems, resource activities, and the mission and goals of the organization. Governance is also an economic and political means of exercising power in a country's economic, political and social institutions, or as a set of traditions and institutions in which a sovereign operates, or for managing all relationships, and is defined as an executive term at all levels. The purpose of this study is to investigate the architectural performance of human resource management in municipalities.METHODS: This study is quantitative and developmental research. In this study, non-interactive method and thematic analysis of documents were used. Initially, 30 documents were identified and examined, and then the text reading table using the Scopus index identified 7 fully related documents. Next, three open, axial and selective encodings are performed on the specified documents. MAXQDA2020 software was used for data analysis. Then, to verify the validity of the identified components of the cryptographic output, its validation was performed using a distribution of 75 questionnaires among middle and senior managers of the Municipality of Tehran, using LISREL software.FINDINGS: Considering the coding, finally, human resource architecture with a governance approach in four dimensions (partnership and network governance; contractual and joint governance from above; outsourcing and job-oriented governance and hierarchical and knowledge-based governance) and 15 components of the category was classified. In partnership and network governance, the most repetition in component-related documents emphasizes on joined-up management (5 repetitions) and in contract and partnership governance, the most repetition is related to the commitment and accountability components (5 repetitions) and outsourced and job-oriented government with private component. (6 repetitions) and hierarchical and knowledge-based governance with an internalization component (4 repetitions). Based on the findings of confirmatory factor analysis, only the internalization component (T-Value <1.96) was not approved in the Municipality of Tehran.CONCLUSION: From the coding, it is finally concluded that the human resource architecture with a four-way governance approach of the partnership and network architecture; contractual and joint governance from above; Outsourcing and job-oriented architectures as well as hierarchical and knowledge-based architectures have the most iterations in the reviewed literature.
Human capital in urban management
A. Salehi; N.M. Yaqhoubi; A. keikha
Abstract
BACKGROUND AND OBJECTIVES: In recent years, the occurrence of natural disasters, including floods, earthquakes, storms, and the like, has increasingly resulted in severe concerns in Iran as such disasters were unfortunate, causing human and financial losses, especially in disaster-prone areas like the ...
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BACKGROUND AND OBJECTIVES: In recent years, the occurrence of natural disasters, including floods, earthquakes, storms, and the like, has increasingly resulted in severe concerns in Iran as such disasters were unfortunate, causing human and financial losses, especially in disaster-prone areas like the south of Kerman province. Thus, it is critical to focus on innovative Community-based Crisis Management approaches. The present research aims to study the effect of community-based crisis management on the resilience to disasters with the role of social capital in the south of Kerman province. Although much research has been conducted in this area in recent years, no study can be found that has simultaneously measured these three variables and from the citizens' perspective, which is the innovation of this paper. METHODS: Research data were collected using a questionnaire; thus, the research questionnaire was distributed among many citizens in the south of Kerman province. Research findings were analyzed through using LISREL.FINDINGS: The results showed that the community-based crisis management variable with an impact factor of 0.37 has a positive and significant effect on citizens' resilience. Social capital also plays a mediating role in the relationship between community-based crisis management and resilience, while having a positive and significant effect on citizens' resilience.CONCLUSION: The research findings help policymakers, managers, and crisis management experts deliver effective programs to reduce vulnerability and enhance citizen resilience of south of Kerman province against natural disasters.
Human capital in urban management
Z. Farasat; A.R. Amirkabiri; R. Najafbagy
Abstract
BACKGROUND AND OBJECTIVES: The civil service management law in the administrative system of the country is a public policy and the mother law, which includes valuable concepts and norms in the field of administrative law. Despite the fact that some chapters of this law, including the chapter of people's ...
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BACKGROUND AND OBJECTIVES: The civil service management law in the administrative system of the country is a public policy and the mother law, which includes valuable concepts and norms in the field of administrative law. Despite the fact that some chapters of this law, including the chapter of people's rights (chapter 3), are considered as innovations; however, some of the goals of the law in this chapter have not yet been achieved. As a result, this chapter of the law needs further scrutiny and implementation. Therefore, this study intends to take an important step towards the growth of the country's administrative system by identifying the pathologies of this chapter and providing corrective solutions.METHOD: The research is inductive and qualitative. The interviewees in the present study are members of parliament, managers and experts, who were selected by snowball sampling method. The data collection tool is a semi-structured interview and the "Theme Analysis" approach is used to analyze the data. The coding is done by MAXQDA quality software.RESULTS: The findings of the study showed that the content deficiencies identified in the chapter on people's rights are: "Lack of attention to the needs of society, lack of law enforcement trustee, lack of trustee for public awareness, lack of mechanism for accountability Citizens, failure to specify and specify the bodies supervising the implementation of the chapter on people's rights, suffice to express the generalities in the provisions of the law and the lack of expression of the law in a common language between users and legislators and etc. These findings indicate that the observance of transverse features in the Civil Service Management Law, such as: "Responding to the needs of society, efficiency, focus on justice, feasibility and progress, etc." is ambiguous.CONCLUSION: Given that a rule lacks transversal features, it may be called a law, but it may not have the power to persuade citizens or executors to enforce it. On the other hand, considering the importance and key role of the chapter 3 of the Civil Service Management Law on citizenship rights, which includes: "Duties and responsibilities of citizens towards each other, duties and responsibilities of citizens towards the city and the ruling forces of the country, duties of the government towards citizens and people." In order to increase the quality of the law and protect the rights of the people in the quality of public administration, it is necessary to eliminate the deficiencies identified in this study. Also, the method and model considered in this research, to review the law, can be considered in other laws and public policies, including urban management laws.
Human capital in urban management
V. Shcherbak; L. Ganushchak-Yefimenko; O. Nifatova; V. Yatsenko
Abstract
BACKGROUND AND OBJECTIVES: The impact of the COVID-19 pandemic on labor markets are extensive. One of the few labor sectors where demand has exceeded supply as a result of the impact of the pandemic is the intellectual labor market. It is explained by two factors. First, intellectual work is the engine ...
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BACKGROUND AND OBJECTIVES: The impact of the COVID-19 pandemic on labor markets are extensive. One of the few labor sectors where demand has exceeded supply as a result of the impact of the pandemic is the intellectual labor market. It is explained by two factors. First, intellectual work is the engine for scientific and technological progress, which helps to overcome the crisis. And, secondly, in most cases, such employees can work at home.METHODS: The "loosened rock" method, factor analysis were used to determine the factors influencing supply and demand in the labor market before and after the COVID-19 pandemic in Ukraine. STATISTICA software (version 13.0) was used to conduct all the analyses.FINDINGS: The results showed that the demand on the labor market is affected by 3 factors: the number of implemented scientific-innovative developments (dispersion 65.93%), the volume of their financing (dispersion 12.19%), and the level of their legal protection (dispersion 11.13%). Supply depends as well on three factors: the potential volume of scientific developments in Ukraine (the dispersion of 48.61%), the number of employees engaged in intellectual labor (the dispersion of 24.79%), and the level of qualitative supply of executors of scientific-innovative developments (the dispersion of 14.23%). The monitoring of supply and demand in the market of intellectual labor showed that there was an excess of supply over demand (by 13%) before the pandemic COVID-19, and there was an excess of demand (by 20%) after the pandemic COVID-19.CONCLUSION: These results can provide employers with important information to optimize the organization and planning of intellectual work, which will help to resolve the conflict between the possible consequences of the COVID-19 pandemic and scientific and technological progress, may be applicable in Ukraine and other countries.
Human capital in urban management
F.E.A. Afridi; Sh. Jan; B. Ayaz
Abstract
BACKGROUND AND OBJECTIVES: Self-leadership is an uplifting concept in this technologically driven world. Given the potential benefits of self-leadership and its increasing popularity, it is surprising that self-leadership is an under-researched topic. The purpose of this study was to understand ...
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BACKGROUND AND OBJECTIVES: Self-leadership is an uplifting concept in this technologically driven world. Given the potential benefits of self-leadership and its increasing popularity, it is surprising that self-leadership is an under-researched topic. The purpose of this study was to understand the personality factors related to the use of self-leadership behaviors.METHODS: This study analyzed data obtained from 217 respondents through an online survey. The study proposed model was tested using multiple regression to analyze individual characteristics of self-leaders and the results indicated that the model was partially supported.FINDINGS: The findings indicate that individual characteristics do predict self-leadership. Personality traits variables conscientiousness (beta = .32, p < .01) and openness (beta = .26, p < .05) have a significant positive relationship with self-leadership practices. Surprisingly, this study found emotional stability has no significant relationship with self-leadership behavior.CONCLUSION: The results of this study suggested that conscientiousness is important in the development of self-leadership meta-skills possibly through self-directed self-regulation and the practice of self-leadership. This study also employed a rigorous validation technique therefore, this study was able to address some of the methodological limitations of previous studies such as common method variance by examining the proposed relationships in a longitudinal setting.
Human capital in urban management
S. Sutiyatno
Abstract
BACKGROUND AND OBJECTIVES: Job satisfaction is important to improve the effectiveness and efficiency of bank employees. Moreover, quality of work-life and leadership’s communication ability are also required to increase their productivity.METHODS: This research was conducted to investigate the ...
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BACKGROUND AND OBJECTIVES: Job satisfaction is important to improve the effectiveness and efficiency of bank employees. Moreover, quality of work-life and leadership’s communication ability are also required to increase their productivity.METHODS: This research was conducted to investigate the effect of leadership’s communication ability on the quality of work-life and employees job satisfaction. A quantitative approach was adopted using a survey method with the employees of the local bank in Magelang in Indonesia used as the respondents. Moreover, data were collected using a questionnaire as the research instrument and analyzed through the means of path analysis.FINDINGS: Leadership’s communication has a positive effect on the quality of work-life with a standardized coefficient of 0.928 and sig. 0.000 < 0.05 and this means the influence is significant by 86.11%. The quality of work-life influenced the employees’ job satisfaction, with a standardized coefficient of 0.451 and sig. 0.032< 0.05 and this means the effect is significant by 20.34%. Leadership’s communication directly influenced employees job satisfaction with 0.460=21.16% and sig. 0.029 < 0.05 and indirectly through the intervening or mediating variable of quality of work-life by P2 x P3 (0.928 x 0.451= 0.4185 or 41.85%). Therefore, the total effect of leadership's communication on the employees job satisfaction were found to be 0.460 + 0.4185 = 0.8785 which means the significance of the influence is 87.85%.CONCLUSIONS: The results showed leadership’s communication influences the employees’ job satisfaction directly and also indirectly through the mediation of the quality of work Life. Communication was also observed to have a positive significant effect on the quality of work-life and this subsequently affected the job satisfaction of employees positively. The results of this research increase and improve the quality of leadership's communication patterns to enhance employee’s job satisfaction and quality of work-life.
Human capital in urban management
F. Moradi; A. Momayez; A. Zamani Moghadam
Abstract
BACKGROUND AND OBJECTIVES: Talent management is an emerging research field in human resource management which is vital for the survival and competitive advantage of the organization. Albeit many studies have been done on the component of talent management, yet so far the entrepreneurship segment has ...
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BACKGROUND AND OBJECTIVES: Talent management is an emerging research field in human resource management which is vital for the survival and competitive advantage of the organization. Albeit many studies have been done on the component of talent management, yet so far the entrepreneurship segment has not been much considered in this field, and surprisingly an extensive model of entrepreneurial talent management in the organization has not been presented. Therefore, the purpose of this study is to present a conceptual model of entrepreneurial talent management in organizations.METHOD: The present study is conducted with a mixed and exploratory approach in order to present a management model of entrepreneurial talent in 22 Districts of the Municipality of Tehran municipality in Iran. In the qualitative section, while reviewing the literature and research background, semi-structured in-depth interviews were conducted with 45 experts from Municipality of Tehran and university professors. In the quantitative part, the statistical population consisted of 450 managers and experts who have been working in the Municipality of Tehran from the beginning of 2019 to the end of 2020. The sample size was estimated to be 212 people according to the sampling of classified clusters through Cochran's formula, and the researcher-made questionnaire consisting of 56 items was distributed among the statistical sample according to the qualitative part. Using Amus 22 structural equation software, the data were statistically analyzed in a quantitative section to analyze the path and test the hypotheses. RESULTS: In the qualitative part, by performing the process of coding and approval of experts by fuzzy Delphi method in two stages and expert response analysis to 11 components of perceptual skills, decision making, social intelligence, change leadership, consequentialism (performance management), people management, sustainability and accountability, adherence to ethical principles, complexity, recognition and focus and 57 indicators appropriate to these components were confirmed as influential factors in the model. In the quantitative part, the approved indicators were placed in the form of a questionnaire. Analysis of the questionnaire revealed that the complexity component, people management and decision-making with 0.64, 0.63 and 0.61 had the highest factor load and the sustainability and accountability component with 0.5 had the lowest impact on the model, respectively.CONCLUSION: The results of this paper show that this model depends on various variables and can be considered and used in technology-based programs in talent assessment centers. The results also showed that municipal managers must create a creative environment for employees to express their ideas and participate in decision-making, and this leads to improving and changing the attitude and behavior of employees.
Human capital in urban management
Y. Nazimi; K. Teymournejad; K. Daneshfard
Abstract
BACKGROUND AND OBJECTIVES: Technological advances and the expansion of its application in urban communities have led to extensive changes in conceptual dimensions, strategic importance and geographical concentration of urban services. Today, cities are at the highest level of need to use new methods ...
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BACKGROUND AND OBJECTIVES: Technological advances and the expansion of its application in urban communities have led to extensive changes in conceptual dimensions, strategic importance and geographical concentration of urban services. Today, cities are at the highest level of need to use new methods and technologies of service. Utilizing the numerous capabilities of technology in the field of urban management also has tremendous consequences, and its development in the form of intelligent municipal services requires the proper management of human resources. With the advent of the Fourth Revolution and the development of a new paradigm called digital human resource management, various areas of the human resource management process, including human resource performance management, need to be revised and updated based on this approach. Therefore, the purpose of this study is to identify the factors affecting human resource performance management with emphasis on the digital city and the prioritization of factors in the Municipality of Tehran.METHOD: This research is applied in terms of purpose, descriptive-survey in terms of method. In order to extract the research background the library method and for data collection purposes the field method, and questionnaire tools were used. After applying the selection criteria, 10 articles were selected for information extraction. After extracting the initial indicators using Delphi technique, 10 experts were interviewed. In order to analyze the data, confirmatory factor analysis and structural equations using partial least squares method have been used. The perspective of 11 employees of Municipality of Tehran using pairwise comparison questionnaire and their aggregation (with geometric mean) and analytic technique network process were performed and factors were prioritized with Super Decisions software.RESULTS: All items had a t-statistic greater than 1.96; therefore, none of the items were removed from the model and in total, all coefficients were significant at the 95% level. The relative weight of technological factor was 0.537, organizational 0.045, behavioral 0.078 and environmental 0.340 and since IR > 0.1=0.07, then there is consistency in pairwise comparisons. With the formation of a limit super matrix through software, the values of technological factors with 0.133, organizational 0.124, behavioral 0.086 and environmental 0.071, respectively, had the first to fourth priorities for human resource performance management with emphasis on the role of digital city.CONCLUSION: According to the obtained indicators, four factors affecting the management of human resource performance including technological, organizational, behavioral, and environmental factors were obtained. Findings from network analysis among all the factors, technological factor had the most impact and organizational factor had the least impact on human resource performance management with emphasis on the role of the digital city.
Human capital in urban management
A. Faez; A.K. Salehi; S. Ghane
Abstract
BACKGROUND AND OBJECTIVES: The study aims to use the opinions of experts to analyze the factors involved in the financial empowerment of hotels in crises, with an emphasis on the prevalence of COVID-19 in five-star hotels.METHODS: The population consists of administrative and managers, and the sample ...
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BACKGROUND AND OBJECTIVES: The study aims to use the opinions of experts to analyze the factors involved in the financial empowerment of hotels in crises, with an emphasis on the prevalence of COVID-19 in five-star hotels.METHODS: The population consists of administrative and managers, and the sample size consisted of 384 members of the studied hotels. The questionnaire was sent to the sample members via social media, or they answered the online questionnaire. Smart PLS software was used to analyze the raw data and the research model was designed using structural equation modeling.FINDING: According to the main hypothesis, controlling coronary disease will improve the financial condition of hotels, and this hypothesis was confirmed with a coefficient of β: 0.781. As sub-hypotheses of factors of creating consistent use, consistent use change, reducing unnecessary costs, maintaining customer relationship and marketing in proportion to the coefficients of β:0.594, 0.506, 0.591, 0.623, 0.523 were confirmed as effective factors in financial empowerment. On the other hand, restricting businesses, reducing unnecessary traffic, and emphasizing social distance with coefficients of β: 0.498, 0.522, 0.618 were approved as effective factors in disease control. CONCLUSION: Because the specific time for the end of the Coronavirus epidemic is not known; therefore, closure is not a good solution to overcome the virus in the hotel industry. Adapting the business to the new conditions can be a good way to financially empower the hotel industry. On the other hand, observing the factors discussed in disease control in the present study can cause disease control; since disease control is ultimately directly related to the hotel's financial empowerment. Finally, it should be said that the most important achievement of the present study is to present a financial crisis management approach during its occurrence.
