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      • Open Access Article

        1 - The effect of information and communication technologies to empower employees by mediating knowledge sharing
        مهدیه عبدالله زاده
        The purpose of this study was to investigate the impact of information technology on empowerment of employees through knowledge sharing. The statistical population consisted of the employees of the University of Urmia. The sample size was 139 by simple random sampling m Full Text
        The purpose of this study was to investigate the impact of information technology on empowerment of employees through knowledge sharing. The statistical population consisted of the employees of the University of Urmia. The sample size was 139 by simple random sampling method using Morgan-Krejcy table. Questionnaires were used to collect information, knowledge sharing, information technology and staff empowerment. Validity of the questionnaires was approved by the experts. The internal consistency of the questionnaire questionnaire was confirmed using the Cronbach alpha coefficient. For data analysis, partial least squares method or variance-axis method was used. The results of data analysis show that ICT can predict the variance of employee empowerment either directly or indirectly through knowledge sharing. Manuscript Document
      • Open Access Article

        2 - The effect of information and communication technologies to empower employees by mediating knowledge sharing
        مهدیه عبدالله زاده
        The purpose of this study was to investigate the impact of information technology on empowerment of employees through knowledge sharing. The statistical population consisted of the employees of the University of Urmia. The sample size was 139 by simple random sampling m Full Text
        The purpose of this study was to investigate the impact of information technology on empowerment of employees through knowledge sharing. The statistical population consisted of the employees of the University of Urmia. The sample size was 139 by simple random sampling method using Morgan-Krejcy table. Questionnaires were used to collect information, knowledge sharing, information technology and staff empowerment. Validity of the questionnaires was approved by the experts. The internal consistency of the questionnaire questionnaire was confirmed using the Cronbach alpha coefficient. For data analysis, partial least squares method or variance-axis method was used. The results of data analysis show that ICT can predict the variance of employee empowerment either directly or indirectly through knowledge sharing. Manuscript Document
      • Open Access Article

        3 - مدلسازی معادلات ساختاری ارزش خلق شده در کسب و کارها
        ناصر شمس
      • Open Access Article

        4 - Modeling structural equations of value created in businesses
        ناصر شمس
        The world economy has undergone significant changes in the last two centuries, moving from an agricultural system to an industrial system. Most of the changes in the last four decades have been due to the evolution of service-based economies. The growth of more develope Full Text
        The world economy has undergone significant changes in the last two centuries, moving from an agricultural system to an industrial system. Most of the changes in the last four decades have been due to the evolution of service-based economies. The growth of more developed economies around the world has been in the direction of economies where the majority of services are. Manuscript Document
      • Open Access Article

        5 - Provide a talent management model focusing on the technical, human and perceptual capabilities of managers in the Social Security Organization
        حیدر Haidar
        Changing the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overc Full Text
        Changing the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overcome these challenges, future organizations must be able to harness and develop the potential of their talents. Talents are the rarest resource in the current knowledge-based market. Talent management includes a set of plans that, in combination with the effective use of these individuals to achieve business goals and achievement goals. In this research, with the aim of identifying the variables affecting talent management with the approach of managers' capabilities, Delphi method has been performed by 15 experts. After collecting data and conducting interviews and Delphi method in 2 replications and confirmation of validity and reliability tests using CVR, Cronbach's reflectivity and alpha, the final model is calculated in 3 main components, 14 dimensions and 59 indicators. Among these, management support, engaging talented people, increasing learning capacity, self-centered learning, continuing education, setting criteria for promotion, appreciation and creating internal motivation with an average of 4.9 have been identified as the most effective factors. Finally, the structural model by partial least squares method with the help of PLS software and with the participation of 234 samples with a GOF fit coefficient of 0.58 was approved. Manuscript Document
      • Open Access Article

        6 - Presenting a human resource development model focusing on productivity in the country's tax administration using the structural equation approach
        منصور  قلی زاده
        Human resource development is an important part of human resource management and in fact a kind of complement to human resource management. Garavan believes that human resource development is considered very important because its scope is much wider than human resource Full Text
        Human resource development is an important part of human resource management and in fact a kind of complement to human resource management. Garavan believes that human resource development is considered very important because its scope is much wider than human resource management (Garavan et al., 2012). The first efforts to develop human resources began in the 18th century with the establishment of the first technical school (Al-Faki, 2015). Today, human resources are the main assets and capital of the organization and the main factor of competitive advantage of organizations and this source is the only capital and assets in the organization that can not be imitated and has a unique feature. In addition, this resource is one of the assets that can grow. And development, and this development can only be achieved through learning and knowledge, and human resource development emphasizes the leadership perspective on employees to gain knowledge, expertise, experience and efficient decision-making and problem-solving skills in the organization. In this study, with the aim of identifying the variables affecting human resource development with a focus on productivity in the country's tax affairs organization, the Delphi method has been performed by 15 experts. After collecting data and conducting interviews and Delphi method in 2 replications and confirmation of validity and reliability tests using CVR, Cronbach's reflectivity and alpha, the final model is calculated in 4 main components, 15 dimensions and 53 indicators. Among these, group dynamics and team spirit, motivations for success and talent assessment and completion of talent banks from employees, documentation and continuity in learning, motivation and success among employees with an average weight of 4.9 are the most important factors identified. Finally, the structural model by partial least squares method was approved by PLS software with a sample of 251 people with a GOF fit coefficient of 0.63. Manuscript Document