مهرداد متانی

Purpose : The purpose of this study is a policy-making model of the Ministry of Industry, Mine and Trade (MIMT) based on digital transformation is presented. Method : The study is an applied-developmental study in terms of purpose and cross-sectional survey research. A semi-structured interview and Likert scale questionnaire were used to collect data. The reliability of the questionnaire was assessed using Cronbach's alpha and combined reliability. The statistical population includes experts in the automotive industry until the theoretical saturation was reached and 15 experts participated. Using Cochran's formula for indeterminate populations, 365 people were calculated as a sample and cluster sampling method. To analyze the data, the grounded theory analysis method was used to identify the research indicators, and to validate and present the final model, the structural equation modeling method and LISREL software were used. Findings : it can be acknowledged that before deciding to transform processes and enter the digital arena, it is necessary to assess the readiness of the organization as well as its human resources to accept this change Conclusion : the implementation of the automotive industry policy for digital transformation will make the Ministry of Industry, Mine, and Trade the digital leader in the automotive industry.

Purpose: Today, the media has an effective role in human life and based on this, the present study was conducted with the aim of providing a pattern of media influence on the spread of life insurance culture. Methodology : This study in terms of purpose was applied and in terms of implementation method was qualitative. The study population was the managers of Iran Life Insurance Company in 1400 year, which based on the theoretical saturation principle number of 15 people were selected by purposive sampling method. To collect data were used from semi-structured interviews, which their validity was confirmed by the triangulation method and their reliability by Cohen's Kappa coefficient method was obtained 0.78. Finally, the data were analyzed by open, axial and selective coding method based on the grounded theory in Maxquda software. Findings : The results of the analysis showed that the pattern of media influence on the spread of life insurance culture had 79 indicators in 24 sub-categories and 6 main categories; so that the main category of causal conditions included 3 sub-categories of media management development, strengthening insurance culture and dynamic interactions, the main category of contextual conditions included 3 sub-categories of media patterns diversity, media awareness and cultural capabilities of mass media, the main category of intervention conditions included 3 sub-categories of media transparency, media space and audience characteristics, the main category of the central phenomenon included 3 sub-categories of media structural requirements, media management requirements and media forces requirements, the main category of strategies included 3 sub-categories of evaluation of positioning process, evaluation of target media selection process and evaluation of media channels and the main categories of outcomes included 3 sub-categories of competitive advantage, development of culture insurance and market and design practical strategies. Finally, the pattern of media influence on the spread of life insurance culture based on grounded theory was drawn. Conclusion : The results indicated the identification of many categories and indicators in the pattern of media influence on the spread of life insurance culture. Therefore, in order to spread of life insurance culture, it is necessary to provide the ground for improving the identified indicators and categories.

Purpose: Considering the importance of human resources in e-government and emphasis on administrative health, the aim of this study was to design a model for the development of human resources in e-government with an administrative health approach. Methodology: The present study was applied in terms of purpose and mixed (qualitative and quantitative) in terms of implementation method. In the qualitative part, the research community was experts and managers of government organizations in the field of policy making in Mazandaran province, and according to the principle of theoretical saturation, 17 of them were selected by targeted sampling methods. In the quantitative part, the research community was the employees and administrative managers of government organizations in Mazandaran province, according to Cochran's formula, 303 of them were selected by multi-stage cluster random sampling. The research tool was a semi-structured interview in the qualitative part and a researcher-made questionnaire (84 items) in the quantitative part, whose psychometric indicators were checked and confirmed. Qualitative part data were analyzed by coding method in Maxqda software and quantitative part data were analyzed by exploratory factor analysis and structural equation modeling methods in SPSS and Lisrel software. Findings: The findings of the qualitative section showed that for the development of e-government human resources, there are 5 components of professional development, social cultural development, organizational development, individual development and educational development, and for administrative health there are 7 components of institutional unity, manager's influence, consideration, constructiveness, resource support, morale and emphasis. Scientifically identified. Also, the findings of the quantitative section showed that the factor load and the average variance of the extracted components were higher than 0.50 and their reliability with Cronbach's alpha method was higher than 0.70. In addition, the human resources development model of e-government had a good fit with the administrative health approach, and administrative health had a positive and significant effect on the development of human resources of e-government, administrative health on its seven components, and the development of human resources of e-government on its five components(05/0P<). Conclusion: According to the results of the present study, for the development of e-government human resources, it is possible to provide the basis for the realization of administrative health through the components identified for it, including institutional unity, manager's influence, considerateness, creativity, resource support, morale and scientific emphasis.

Purpose : The main purpose of this study is to present a change management model in the automotive industry based on general industry policies in the fourth-generation industrial revolution. Method : To achieve this goal, first the effective factors and indicators affecting change management are identified based on the data model of the foundation and then these factors and indicators are categorized. Given that the purpose of this research is exploratory, the use of the grounded theory research method and semi-structured interviews with experts and professors led to the development of research model criteria. Findings : Based on the interviews and previous studies, the factors affecting the management of change in internal and external categories have been identified. Finally, change management strategies have been identified in three components: selecting acceptable managers, using consultants and expert staff, and creating a sense of empathy and trust. Conclusion : The use of expert managers and appropriate leaders causes change management to be implemented productively. Ultimately, these strategies result in increased survival under the components of greater brand acceptance and profitability. Change management strategies have been identified in three components: selecting acceptable managers, using consultants and expert staff, and creating a sense of empathy and trust. Changes are more about the individual's feelings than emotions and are technical, and associating them with change is the most difficult stage of change

The purpose of job rotation policies is to create a talent pool for the organization along with mutual training of employees. Ensuring that a planned job transfer is beneficial to both the employee and the organization requires consideration of the organization and the company's value chain. The current research has been conducted with the aim of designing a job rotation implementation model based on the organization, methods, and value chain of Iran's National Gas Company. The qualitative research method is based on foundational data theorizing. Semi-structured interviews were used to collect information, and data analysis was done using the Strauss and Corbin method and the paradigm model. Sampling was done theoretically and with the benefit of targeted (judgmental) and snowball (chain) techniques, based on which 18 interviews were conducted with knowledgeable professors and experts in the field of human resource management and public administration. The results of the data analysis obtained from the interviews during the process of open, axial, and selective coding led to the creation of a job rotation implementation model based on the foundation's data theory including 6 main dimensions, 64 sub-dimensions, and 186 characteristics.