درخت حوزه‌های تخصصی

Market orientation is the ability of appropriate response in complex conditions of the market and that is the most fundamental issue in the marketing and business literature. In fact, market orientation is considered as a practical marketing application. market orientation enables companies to learn about customers, competitors and environmental factors continuously within the existing and potential market. One of the best ways to extract significant relationships among data is to use data mining algorithms. The purpose of this research is to investigate the relationship between learning orientation and market orientation by association rules and data mining. after sampling, 132 questionnaires have been used for data analysis. After data collection the relationship between learning orientation components (commitment to learning, shared vision and open mindedness) and market orientation (customer orientation, competitor orientation and inter-functional coordination) was explored. Learning orientation is one of the factors that plays a key role in organizations’ market orientation. the relationship between learning orientation components including commitment to learning, open mindedness and inter-functional coordination was investigated using data mining. The findings showed that commitment to learning, shared vision and open mindedness lead to customer orientation, commitment to learning and open mindedness lead to competitor orientation and commitment to learning and shared vision lead to inter-functional coordination.

Labor relations are a solution for solving organizational problems in order to solve the gaps in government organizations based on the macro policies of the administrative system. The purpose of the research is to identify and validate the drivers of labor relations for digital human resources in government organizations. The current research method is mixed (qualitative-quantitative) in terms of philosophical presuppositions of pragmatism (pragmatism), in terms of cross-sectional data collection, and in terms of exploratory nature, researchers use purposeful sampling in the qualitative phase to collect data using From the method of theme analysis (topic) to interviews with human resource experts in the executive field in the administrative and employment organization with 15 people, they reached theoretical saturation and in the quantitative stage by using G-power specialized software using the sampling method. A simple random sampling of 155 people with the position of executive expert was selected as a sample. The tool of data collection in the qualitative stage was an interview and in the quantitative part, a questionnaire. Validity and reliability were confirmed in the qualitative phase by experts and in the quantitative phase by using composite, Cronbach, and shared reliability in Pls software. The findings of the article showed that digital communication, structural innovation, organizational factors, digital culture, employee retention, and legal factors were introduced as drivers of labor relations.

To ensure the continuity of the training activity within the framework of the specific precau-tions for the Covid 19 health crisis , the regional centers for training and education profes-sions, such as universities and schools, have radically reversed their training strategy, from face-to-face training to alternating training mode known as `` hybrid training mode '', the training of which is provided remotely one week and face-to-face during the following week and vice versa. In this sense, digital platforms of social networks and videoconferencing soft-ware have been mobilized to succeed in the mission of trainers.  The objective of this article is to verify the contribution of videoconferencing software '' on training practices on the one hand and on the development of trainees' skills on the other hand, in order to trace a training methodology based on technological choices aimed at guar-anteeing maximum socio-professional performance. Finally, we confirm that despite the satisfaction of the majority of trainees 87% with respect to the advantages of videoconferencing tools in the process of assessing skills, technical, spa-tiotemporal and organizational disparities were noted among trainers compared to the use of digital tools in the evaluation (only 53% agree), or also in relation to the transition from one technological choice to another.