News

 Statistics

Number of Journals34
Number of Issues1,306
Number of Articles9,427
Article View9,188,648
PDF Download5,620,936
Lashgari, E., Shirvani, A., Dalvi, M. (2024). Future Research of Human Resource Sustainability in Steel Industry: An Analysis on Facilitating the Sustainability Development by Ambidextrous Learning. Electronic and Cyber Defense, 16(2), 43-91.
Elahe Lashgari; Alireza Shirvani; Mohammadreza Dalvi. "Future Research of Human Resource Sustainability in Steel Industry: An Analysis on Facilitating the Sustainability Development by Ambidextrous Learning". Electronic and Cyber Defense, 16, 2, 2024, 43-91.
Lashgari, E., Shirvani, A., Dalvi, M. (2024). 'Future Research of Human Resource Sustainability in Steel Industry: An Analysis on Facilitating the Sustainability Development by Ambidextrous Learning', Electronic and Cyber Defense, 16(2), pp. 43-91.
Lashgari, E., Shirvani, A., Dalvi, M. Future Research of Human Resource Sustainability in Steel Industry: An Analysis on Facilitating the Sustainability Development by Ambidextrous Learning. Electronic and Cyber Defense, 2024; 16(2): 43-91.

Future Research of Human Resource Sustainability in Steel Industry: An Analysis on Facilitating the Sustainability Development by Ambidextrous Learning

پژوهش‌های مدیریت منابع انسانی
Article 2, Volume 16, Issue 2 - Serial Number 56, September 2024, Pages 43-91    PDF (1.76 M)
Document Type: Research Paper
Authors
Elahe Lashgari1; Alireza Shirvani* 2; Mohammadreza Dalvi2
1PhD student, Department of Management, Dehagan branch, Islamic Azad University, Dehagan, Iran
2Associate Professor, Department of Management, Dehagan Branch, Islamic Azad University, Dehagan, Iran
Receive Date: 21 June 2023,  Revise Date: 19 May 2024,  Accept Date: 31 August 2024 
Abstract
The purpose of this research is the future study of human resource sustainability in Steel Industry: by ambidextrous learning. In terms of the type of result, this study is considered applied, and from the point of view of the goal, it is placed in the category of exploratory studies that have been carried out using quantitative and qualitative models.

The present study does not follow one type of research method, but uses a separate method to answer the formulated questions according to each department. Therefore, based on the nature of collection, this study can be classified as mixed research. The statistical population in the qualitative part was 12 experts in the field of public administration, and in the quantitative part 25 human resource managers of companies active in the steel industry participated in this study. The result of this study in the qualitative part of the existence of 3 categories; There were 13 components and 47 themes for the development of human resources sustainability, which were confirmed based on Delphi analysis. Then, by selecting 2 factors from the total identified components as the basis of scenario creation, 7 themes identified as sub-factors of scenario creation were examined.
Keywords
Human Resource Sustainability; Future Research; Scenario Wizard
References
احمد بیگی، علیرضا، احمدی، مسعود، ضامنی، فرشیده. (1400). طراحی مدل جامع نظام مدیریت منابع انسانی پایدار در راستای توسعه صنعت خودرو، فصلنامه توسعه تکنولوژی صنعتی، 19(43): 37-48

بولتن داخلی انجمن تولیدکنندگان فولاد ایران. (1399). دنیای صنعت فولاد، شماره 154، 1-28.

تفرج‌خواه، محمد.، باقرزاده خواجه، مجید.، ایران‌زاده، سلیمان. (1400). مدیریت منابع انسانی پایدار در صنعت برق، فصلنامه مطالعات مدیریت و توسعه پایدار، 1(1): 1-35.

سیدنقوی، میرعلی.، قربانی‌زاده، وجه الله.، حسین‌پور، داود.، کوشکی‌جهرمی، علیرضا. (1395). الگوی توسعه یادگیری دوجانبه برای سازمان‌ها، مطالعات مدیریت (بهبود و تحول)، 25(80): 1-26.

قلیپور، وحید.، حامدی‌نیا، امیر. (1400). اهمیت مدیریت منابع انسانی پایدار برای دستیابی مقاصد و اهداف توسعه پایدار، دوماهنامه نگرش‌های نوین مدیریت بازرگانی، 2(5): 200-216.

کردی، احسان.، عبدلی، محمدرضا.، ولیان، حسن. (1401). ارزیابی بلوغ سرمایه فکری براساس مضامین پیوند یادگیری دوجانبه در شرکت‌های دانش‌بنیان حوزه نفت و گاز، پژوهش‌های مدیریت منابع انسانی، 14(2): 227-270.

محمدکریمی، یوسف.، دوستار، محمد.، اکبری، محسن.، اسماعیل‌پور، رضا. (1401). مدل‌یابی مؤلفه‌های مؤثر بر پایداری منابع انسانی در کسب و کارهای خانوادگی، پژوهش‌های مدیریت در ایران، 26(2): 71-93.

مختارپور اصل، حامد.، کاملی، محمدجواد. (1401). مدل ارزیابی عملکرد پایدار منابع انسانی، فرآیند مدیریت و توسعه،  ۳۵(۱): ۱۱۵-۸۱

مرادی، نسرین.، حاج‌علیان، فرشاد.، امیرمیاندرق، مهدی.، شایان‌نیا، سیداحمد. (1401). طراحی مدل راهبردی یادگیری دوجانبه براساس کارکردهای منابع انسانی در سازمان تامین اجتماعی، فصلنامه مدیریت پرستاری، 11(۲): ۲۳-۱۴

معاونت محیط‌زیست انسانی وزارت صمت. (۱۳۹۸). دستورالعمل و راهنمای اجرای آیین نامه نظام مدیریت سبز، دبیرخانه نظام مدیریت سبز هیئت وزیران.

نایب‌زاده، شهناز.، اشرف‌گنجوئی، اسماء.، معین‌الدین، محمود. (1392). بررسی روابط بین گرایشات استراتژیک، قابلیت‌های سازمانی و عملکرد باتوجه به نقش تغییرات سیستم‌های کنترل و حسابداری مدیریت، دانش حسابداری و حسابرسی مدیریت، 2(8): 71-82.

نائیجی، محمدجواد.، عالم‌‌نجفی، سیدمصطفی.، نورانی، سیده‌سپیده. (1397). تأثیر گرایش استراتژیک بر رشد کسب‌وکارهای کوچک و متوسط با میانجیگری عملکرد برند و بازار، فصلنامه مطالعات مدیریت راهبردی، 9(33): 45-74.

 

Ahuja, G., & Katia, R. (2004). Where do resources come from? The role of idiosyncratic situations. Strategic Management Journal, 25(4): 887–907.

Anand, J., Mesquita, L. F., & Vassolo, R. S. (2009). The dynamics of multimarket competition in exploration and exploitation activities. Academy of Management Journal, 52(2): 802–821

Anlesinya, A. and Susomrith, P. (2020). Sustainable human resource management: a systematic review of a developing field, Journal of Global Responsibility, 11(3): 295-324. https://doi.org/10.1108/JGR-04-2019-0038

Asif, M. (2020). Strategic leadership and ambidextrous learning: Exploring the role of dynamic capabilities and intellectual capital, International Journal of Quality and Service Sciences, 12(1): 1-14. https://doi.org/10.1108/IJQSS-03-2019-0034

Baum, T. (2018). Sustainable human resource management as a driver in tourism policy and planning: a serious sin of omission?, Journal of Sustainable Tourism, 26(6): 873-889. https://doi.org/10.1080/09669582.2017.1423318

Bhattacharyya, D, K. (2019). Sustainable Business Transformation through Ambidextrous Practices, Business Transformation and Sustainability through Cloud System Implementation: IGI Global, https://doi.org/10.4018/978-1-5225-6192-7.ch015

Charmaz, K. (2011). Grounded theory methods in social justice research. The Sage Handbook of Qualitative Research, 4(3): 359-380.

Cohen, D., Levinthal, D. A. (1990). Absorptive capacity: A new perspective on learning and innovation. Administrative Science Quarterly, 35(1): 128–152.

Ehnert, I., Parsa, S., Roper, I., Wagner, M., Muller-Camen, M. (2016). Reporting on sustainability and HRM: a comparative study of sustainability reporting practices by the world’s largest companies, International Journal of Human Recourse Management, 27(1): 88-108.

Fernández, W. D. (2004). The grounded theory method and case study data in IS research: issues and design. In Information Systems Foundations Workshop: Constructing and Criticizing, 1(1): 43-59.

Glaser, B. G., & Holton, J. (2007). Remodeling grounded theory, Historical Social Research/Historische Sozialforschung. Supplement, 19(32): 47-68.

Huseynova, A. (2022). Sustainable Human Resource Management Practices Impacting Employer Branding, Cognitive Sustainability, 1(2): 90-115. https://doi.org/10.55343/cogsust.15

Kramar, R. (2022). Sustainable human resource management: six defining characteristics, Asia Pacific Journal of Human Resources, 60(1): 146-170. https://doi.org/10.1111/1744-7941.12321

Maheshwari, M., Samal, A. and Bhamoriya, V. (2020). Role of employee relations and HRM in driving commitment to sustainability in MSME firms, International Journal of Productivity and Performance Management, 69(8): 1743-1764. https://doi.org/10.1108/IJPPM-12-2019-0599

March, J. G. (1991). Exploration and exploitation in organizational learning. Organization Science, 2(2): 71-87

Nguyen, H, Th. (2012). Social interaction and competence development: Learning the structural organization of a communicative practice, Learning, Culture and Social Interaction, 1(2): 127-142. https://doi.org/10.1016/j.lcsi.2012.05.006

Northcutt, N., McCoy, D. (2004). Interactive Qualitative Analysis: A Systems Method for Qualitative Research, US: Sage.

O‘Reilly, C. A., Tushman, M. L. (2008). Ambidexterity as a dynamic capability: Resolving the innovator‘s dilemma. Research in Organizational Behavior, 28(1): 185-206.

Plant, K., K. Barac, and H. De Jager. (2017). Developing early career professional auditors at work: what are the Determinants of success?, Meditari Accountancy Research, https://doi.org/10.1108/MEDAR-03-2017-0119

Podgorodnichenko, N., Akmal, A., Edgar, F. and Everett, A.M. (2022). Sustainable HRM: toward addressing diverse employee roles, Employee Relations, 44(3): 576-608. https://doi.org/10.1108/ER-01-2019-0016

Prieto-Pastor, I., Martin-Perez, V. (2015). Does HRM generate ambidextrous employees for ambidextrous learning? The moderating role of management support, The International Journal of Human Resource Management, 26(5): 589-615. https://doi.org/10.1080/09585192.2014.938682

Puhan, T-X. (2008). Balancing exploration and exploitation by creating organizational think tanks. Wiesbaden, Germany: Gabler Edition Wissenschaft

Salmon, G. (2014). Learning Innovation: A Framework for Transformation, European Journal of Open, Distance and E-Learning, 17(2): 133-172. https://doi.org/10.2478/eurodl-2014-0031

Sukalova, V., Stofkova, Z., Stofkova, J. (2022). Human Resource Management in Sustainable Development. Sustainability, 14(2): 14-58. https://doi.org/10.3390/su142114258

Tansley, C., Kirk, S. (2016). Exploratory Learners, HR Ambidexterity and e-HRM Projects. In: Shipton, H., Budhwar, P., Sparrow, P., Brown, A. (eds) Human Resource Management, Innovation and Performance. Palgrave Macmillan, London. https://doi.org/10.1057/9781137465191_9

Terouhid, S.A. and Ries, R. (2016). Organizational sustainability excellence of construction firms – a framework, Journal of Modelling in Management, 11(4): 911-931. https://doi.org/10.1108/JM2-06-2014-0055

Tripathi, D., Priyadarshi, P., Kumar, P. and Kumar, S. (2020). Micro-foundations for sustainable development: leadership and employee performance, International Journal of Organizational Analysis, 28(1): 92-108. https://doi.org/10.1108/IJOA-01-2019-1622

Vanhaverbeke, W., Gilsing, V., Beerkens, B., & Duysters, G. (2009). The role of alliance network redundancy in the creation of core and noncore technologies. Journal of Management Studies, 46(3): 215–244

Venugopal, A., Krishnan, T, N., Kumar, M., Upadhyayula, R, S. (2019). Strengthening organizational ambidexterity with top management team mechanisms and processes, The International Journal of Human Resource Management, 30(4): 586-617. https://doi.org/10.1080/09585192.2016.1277369

Weerts, K., Vermeulen, W., Witjes, S. (2018). On corporate sustainability integration research: Analysing corporate leaders' experiences and academic learnings from an organizational culture perspective, Journal of Cleaner Production, 2013(1): 1201-1215. https://doi.org/10.1016/j.jclepro.2018.07.173

Yasmeen, A., Khan, M, M., Ahmed, W, Sh. (2022). How Ambidextrous Human Resource System Affect Employee Creativity? A Study in the Pakistani Context, South Asian Journal of Human Resources Management, https://doi.org/10.1177/23220937221082771

Statistics
Article View: 341
PDF Download: 409