| تعداد نشریات | 60 |
| تعداد شمارهها | 2,064 |
| تعداد مقالات | 16,647 |
| تعداد مشاهده مقاله | 44,676,436 |
| تعداد دریافت فایل اصل مقاله | 25,269,814 |
Designing a Model of Human Resources Capabilities with an Emphasis on Digital Knowledge Management in Iran Oil Terminals Company | ||
| International Journal of Digital Content Management | ||
| مقاله 9، دوره 6، شماره 10، فروردین 2025، صفحه 197-219 اصل مقاله (1.15 M) | ||
| نوع مقاله: Original Article | ||
| شناسه دیجیتال (DOI): 10.22054/dcm.2023.75903.1215 | ||
| نویسندگان | ||
| Rahim Vejdan Taleshmekael1؛ Morteza Hazrati* 2؛ Badri Abbasi3؛ Mousa Rezvani Chamanzamin4؛ Mehran Nasirzad5 | ||
| 1Ph.D. Candidate ,Department of Public Administration (Human Resources), Astara Branch, Islamic Azad University,Astara, Iran | ||
| 2Assistant Professor, Department of Management, Bandar Anzali Branch, Islamic Azad University, Bandar Anzali, Iran | ||
| 3Associate Professor, Public Administration, Dehaghan Branch, Islamic Azad University, Esfahan, Iran | ||
| 4Assistant professor ,Department of Management, Astara Branch, Islamic Azad University, Astara, Iran | ||
| 5Assistant professor,Department of Management, Astara branch, Islamic Azad University, Astara, Iran | ||
| چکیده | ||
| Purpose: The main goal of this research is to design a model of human resource capabilities, with an emphasis on digital knowledge management, for Iran Oil Terminals Company. Method: This research is descriptive-survey in terms of research design, cross-sectional in terms of time, and applied in terms of purpose. It is categorized as exploratory research. The statistical sample consisted of 20 professors and senior managers from the Ministry of Oil in the qualitative section and 100 managers and experts from Iran Oil Terminals Company in the quantitative section. Data collection in the qualitative part was conducted through interviews and data analysis techniques, while the quantitative section utilized questionnaires and structural equation modeling techniques. Findings: The findings were categorized into 114 codes and 26 concepts, which were further grouped into three categories: human-behavioral capabilities, specialized-technical capabilities, and analytical capabilities. The research confirmed that the role of human resource capabilities in the growth and development of organizations is undeniable. It emphasized that human resources management must leverage this intra-organizational capital to foster organizational advancement and excellence. A lack of qualified human resources can be a significant reason for an organization's stagnation. Conclusion: The analysis revealed that human resource capabilities, with an emphasis on digital knowledge management, encompass behavioral, specialized-technical, and analytical capabilities. Ultimately, a suitable model for human resource capabilities, emphasizing digital knowledge management, was proposed for Iran Oil Terminals Company. Human resource capability is valuable, rare, irreplaceable, and difficult to imitate; thus, it is essential for creating sustainable competitive advantages. Proper utilization of human resource capabilities can enhance organizational performance. This study took a process-oriented approach to propose an integrated model that comprehensively considers key variables such as human resource capability and knowledge management effectiveness. | ||
| کلیدواژهها | ||
| Capabilities؛ Digital Information؛ Digital Information Management؛ Digital Knowledge Management؛ Human Resource؛ Oil Terminals Company | ||
| مراجع | ||
|
Abbasnejad, A. & Farzadfar, M. (2014). “Investigating the relationship between transformational management and organizational health in police force command”. In The first international conference on organizational health, Tehran.(In Persian)
Abdollahi, S. M. (2014).” Examining the Impact of Digital knowledge management on Organizational Learning and Creativity: A Perspective from the Managers of Executive Agencies in Ardabil Province”. In The first national conference of economics and management with a national approach, Mazandaran University, Babolsar.(In Persian)
Ahmed, M., Zehou, S., Raza, S.A., Qureshi, M.A., & Yousufi, S.Q., (2020). “Impact of CSR and environmental triggers on employee green behavior: the mediating effect of employee well-being.”Corp. Soc. Responsib. Environ. Manag, 27 (5), 2225–2239.
Amiri, M., Jashni Arani, M. & Khalouei, A. (2018). The link between human resource management and digital knowledge management. Management Studies Quarterly, 3(2), 1-9..(In Persian)
Asim, Z., & Soroushian, H. (2019). Does servant leadership moderate the link between strategic human resource management on rule breaking and job satisfaction?. European Research on Management and Business Economics, 26 (2), 103–110.
Barclays, H. (2018). CAHRS Working Group The Evolving Role of the Human Resources Business Partner. Center for Advanced Human Resource Studies, 2(1), 151-177.
Čalopa, M. K., Horvat, J., & Kuzminski, L. (2015). “The Role of Human Resource Management Practice Mediated by Digital knowledge management (Study on companies from ICT sector, Croatia)”. TEM Journal, 4(2),178-186.
Curtis, B., Hefley, W.E., & Miller, S. (2007). The People Capability Maturity Model: Guidelines for Improving the Workforce. Delhi, India: Dorling Kindersley (India) Pvt. Ltd.
Fındıklı, M. A., Yozgat, U., & Rofcanin, Y. (2015). Examining Organizational Innovation and Digital knowledge management Capacity The Central Role of Strategic Human Resources Practices. 3rd International Conference on Leadership. Technology and Innovation Management.
Govender, L.N., Perumal, R., & Perumal, S. (2018). Digital knowledge management as a strategic tool for human resource management at higher education institutions. South African Journal of Information Management, 20(1), 966-976.
KoushkiJahromi, A. & Valian, H. (2016). Designing and developing the model of human resources capabilities based on Grounded Theory (case study: knowledge-based organizations). Scientific Research Quarterly of Resource Management in the Police Force, 6(7), 23-65. .(In Persian)
Millar, P., & Doherty, A. (2016). Capacity building in nonprofit sport organizations: Development of a process model. Sport Management Review, http://dx.doi.org/10.1016/j.smr.2016.01.002.
Narimani, M. (2017). Human resource management strategies in digital knowledge management. In The second international conference on management in the 21st century, Tehran. .(In Persian)
Nor’ashikin, A., Tretiakov, A., Whiddett, D., & Hunter, I. (2017). Digital knowledge management systems success in healthcare: Leadership matters. International Journal of Medical Informatics, 97(2), 331–340.
Poór, J., Juhász, T., Machová, R., Bencsik, A., & Bilan, S. (2018). Digital knowledge management in human resource management: Foreign-owned subsidiaries’ practices in four CEE countries. Journal of International Studies, 11(3), 295-308.
Ranjbar, M. & Pourkiaie, M. (2014). Presenting a suitable model of strategic management of human resources with the approach of the ability to create organizational knowledge in government organizations of the Islamic Republic of Iran. Journal of Development and Transformation Management, 16(2), 51-59. .(In Persian)
Rasouli, R., Olfatpour, N., & Gorbani, S. (2015). Investigating the effect of digital knowledge management and human resource development on organizational performance in the central headquarters of the country's management and planning organization .InThe fifth international conference on accounting and management and the second conference on entrepreneurship and open innovation, Tehran. .(In Persian)
Swart, J., & Nicholas, K. (2015). Organisational learning, knowledge assets and HR practices in professional service firms. Human Resources Research Management Journal, 20(1), 64-79.
Zbuchea, A., Florina, P. Mihail, B., Sergiu-Octavian S., & Bârgaoanu, A. (2019). Sustainable Digital knowledge management and Its Impact on the Performances of Biotechnology Organizations. Sustainability, 11(1), 359-370. | ||
|
آمار تعداد مشاهده مقاله: 235 تعداد دریافت فایل اصل مقاله: 38 |
||