اخبار و اعلانات

 آمار

تعداد نشریات418
تعداد شماره‌ها9,985
تعداد مقالات83,464
تعداد مشاهده مقاله76,550,258
تعداد دریافت فایل اصل مقاله53,666,674
عباچی, امیر, طبری, مجتبی, مجیبی, تورج. (1400). الگوی یکپارچه سازی رویکردهای ناب، چابک، تاب آور و سبز در مدیریت منابع انسانی در صنعت بانکداری ایران. نشریه علمی پژوهشی دانشگاه آزاد اسلامی, 16(57), 132-151. doi: 10.30495/imj.2021.686411
امیر عباچی; مجتبی طبری; تورج مجیبی. "الگوی یکپارچه سازی رویکردهای ناب، چابک، تاب آور و سبز در مدیریت منابع انسانی در صنعت بانکداری ایران". نشریه علمی پژوهشی دانشگاه آزاد اسلامی, 16, 57, 1400, 132-151. doi: 10.30495/imj.2021.686411
عباچی, امیر, طبری, مجتبی, مجیبی, تورج. (1400). 'الگوی یکپارچه سازی رویکردهای ناب، چابک، تاب آور و سبز در مدیریت منابع انسانی در صنعت بانکداری ایران', نشریه علمی پژوهشی دانشگاه آزاد اسلامی, 16(57), pp. 132-151. doi: 10.30495/imj.2021.686411
عباچی, امیر, طبری, مجتبی, مجیبی, تورج. الگوی یکپارچه سازی رویکردهای ناب، چابک، تاب آور و سبز در مدیریت منابع انسانی در صنعت بانکداری ایران. نشریه علمی پژوهشی دانشگاه آزاد اسلامی, 1400; 16(57): 132-151. doi: 10.30495/imj.2021.686411

الگوی یکپارچه سازی رویکردهای ناب، چابک، تاب آور و سبز در مدیریت منابع انسانی در صنعت بانکداری ایران

فصلنامه مدیریت راهبردی در سیستم های صنعتی (مدیریت صنعتی سابق)
مقاله 7، دوره 16، شماره 57، آبان 1400، صفحه 132-151    اصل مقاله (739.22 K)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.30495/imj.2021.686411
نویسندگان
امیر عباچی1؛ مجتبی طبری* 2؛ تورج مجیبی2
1دانشجوی دکتری مدیریت دولتی- مدیریت منابع انسانی، گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه، ایران
2دانشیار گروه مدیریت، واحد فیروزکوه، دانشگاه آزاد اسلامی، فیروزکوه، ایران
چکیده
سرمایه انسانی به عنوان یک دارایی نامشهود و منبع مهم ایجاد مزیت رقابتی در صنعت بانکداری، زمینه را برای بهبود قابلیتهـای سازمانی فـراهم مـی‌آورد. در سال‌های اخیر، تغییرات سریع و متنوع در محیط‌های کسب و کار و دغدغه سازمان ها برای رقابت پذیری و حفظ حیات، منجر به معرفی و به کارگیری مفاهیمی نظیر ناب، چابک، تاب‌آور و سبز و ترکیب آن ها به اشکال مختلف شده است. از آن جایی که پیاده‌سازی رویکردهای فوق، مستلزم به کارگیری آن‌ها در مدیریت منابع انسانی سازمان‌ها است، هدف اصلی این پژوهش، طراحی الگویی است که بتواند به صورت یکپارچه از چهار رویکرد ناب، چابک، تاب‌آور و سبز در مدیریت منابع انسانی صنعت بانکداری ایران استفاده نماید. جامعه آماری این پژوهش کیفی، 12 نفر از خبرگان حوزه مدیریت منابع انسانی سیستم بانکی و اساتید دانشگاه می باشند، که به روش نمونه گیری غیر احتمالی هدفمند، برای مطالعه انتخاب شده اند. داده‌های پژوهش از طریق مصاحبه نیمه‌ساختار یافته با خبرگان گردآوری و با استفاده از روش تحلیل تم، مورد تحلیل قرار گرفته است. تم-های استخراج شده، در قالب الگوی یکپارچه مدیریت منابع انسانی در صنعت بانکداری، متشکل از رویکردهای ناب، چابک، تاب آور و سبز، عوامل زمینه ساز، فرایند و پیامدها ارائه شده است.
کلیدواژه‌ها
ناب؛ چابک؛ تاب آور؛ سبز؛ مدیریت منابع انسانی
مراجع
  1. Abbasgholipour, M. (2010). Factors Affecting Improving the Performance of Banks, Banking and Economy, 106, 24-35. (In Persian)
  2. Abderaouf, Bouguerra. Ismail Gölgeci., David M.Gligor., (2021). How do agile organizations contribute to environmental collaboration? Evidence from MNEs in Turkey, Journal of International Management, 27(1), 100711
  3. Azizi, N. Mohseni, R. & Tajuddin, M. (2018). Internal and external activities of social responsibility of organizations in the banking system and its relationship with social capital, Sociology of Social Institutions, 5 (11), 340-311.(In Persian)
  4. Aghahoseini, M. Rezaei,H.&Nilipour,S.A.(2016). Agility of Human Resources on Crisis Management, Two Quarterly Journal of Science and Research, 41, 807-813. (In Persian)
  5. Ahmad,S.(2015).Green Human Resource Management: Policies and Practices ,Cogent Business & Management, 2(10),1-13.
  6. Ananthram, S., Nankervis, A.(2013). Strategic agility and the role of HR as a strategic business partner: an Indian perspective, Asia Pacific Journal of Human Resources , 51, 454–470.
  7. L. Shikha. G. (2015). Impact of green human resource factors on environmental performance in manufacturing companies :empirical evidence, International journal of engineering and management  science,6 (1), 23-30.
  8. Arokodare, M. A. & Asikhia, O.U. (2020). Strategic Agility: Achieving Superior Organizational Performance through Strategic Foresight, Global Journal of Management and Business Research (A), XX(III), 7-16.
  9. Azevedo, S. Carvalho, H. & Cruz-Machado, V. (2011). A proposal of LARG Supply Chain Management Practices and a Performance Measurement International Journal of e-Education, e-Business, e-Management and e-Learning,1(1), 7-14.
  10. Bardoel, E.A. Pettit, T.M. Cieri, H, D. & McMillan, L.(2014). Employee resilience: an emerging challenge for HRM. Asia Pacific Journal of Human Resources, 52, 279–297.
  11. Barghandan, A. Barghandan k. Sotoudeh S. & Pazand,M. (2010).The Effect of Human Capital on Economic Growth in Iran, Quarterly Journal of Economic Modeling, 4( 12), 39-56. (In Persian)
  12. Basu, P. Ghosh, I.& Dan, P,K.(2018). Using structural equation modelling to integrate human resources with internal practices for lean manufacturing implementation, Management Science Letters, 8 , 51–68.
  13. Bhattacharya, M. Gibson, D. E. & Doty, D. H. (2005). The Effects of Flexibility in Employee Skills, Employee Behaviors, and Human Resource Practices on Firm Performance. Journal of Management, (31),622–640.
  14. Bonavia, T. Marin-Garcia, J.A.(2011). Integrating human resource management into lean production and their impact on organizational performance, International Journal of Manpower, 32 (8), 923-938.
  15. Boswell C, Cannon Sh.)2012). Introduction to nursing research. 3rd ed. Burlington, MA: Jones & Bartlett Publishers.
  16. Cabral, I. Grilo,A. & Cruz-Machado,V. (2012). A decision-making model for Lean, Agile, Resilient & Green supply chain management, International Journal of Production Research, 50(17), 4830- 4845.
  17. Carvalho, H. Duarte, S. & Cruz Machado,V.(2011). Lean, agile, resilient and green: divergences and synergies, International Journal of Lean Six Sigma, 2(2), 151-179.
  18. Charbel, J. & Lopes, H. (2015). Green Human Resource Management and Green Supply Chain Management, linking two emerging agendas, Journal of Cleaner Production ,12(3),1824-1833.
  19. Cheema , S. & Javed  (2017). The effects of corporate social responsibility toward green human resource management: The mediating role of sustainable environment, Cogent Business & Management,4
  20. Chen, T.B. & Chai, L.T. (2010). Attitude towards the Environment and Green Products: Consumers’ Perspective. Management Science and Engineering. 4(2), 27-39.
  21. Cockburn, A. & Highsmith, J. (2001). Agile Software Development 2: the People Factor, Computer, 34(11), 131-133.
  22. Conner, M. & Davidson, J.R.T.(2003). Development of a new resilience scale: the Conner- Davidson Resilience Scale (CD_RISC), Depression and Anxiety, 18, 76-82.
  23. Cooper, L. Liu, Y. & Tarba, S. Y. (2014). Resilience, HRM practices and impact on organizational performance and employee well-being, International Journal of Human Resource Management , Special Issue,2466-2471.
  24. Dejpsand, F. & Bukharaei, R. (2016). A Study of the Relationship between Financial Development and Economic Growth in Iran Based on the Post-Keynesian Macroeconomic Model, Quarterly Journal of Financial Economics and Development, 10(34), 59-92.(In Persian)
  25. DoRosario Cabrita, M. Duarte,S. Carvalho,M. &Cruz Machado,C.(2016). Integration of Lean, Agile, Resilient and Green Paradigms in a Business Model Perspective: Theoretical Foundations, IFAC-PapersOnLine ,49(12), 1306-1311
  26. Ebrahimi, S. A. Feyz, D.& Chit Kran, H.(2017).Comprehensive analysis of factors affecting organizational resilience in small and medium industries, Organizational Resource Management Research,7( 3), 37-58. (In Persian)
  27. Ebrahimi, A. & Safari, S. (2012). Measuring the Competitiveness of Banks in the Iranian Banking System, Business Research Journal,16, 64, 187-221. .(In Persian)
  28. Esmaili, M.& Heydari, A. (2013). Identification and prioritization of factors affecting human resource agility in Iran's automotive industry, Public Management Perspective, 15,117-95. (In Persian)
  29. Farokhi, M. Nasrasfahani, A.& Safari, A. (2017). Presenting a Green Human Resource Management Framework in the Steel Industry, Journal of Human Resource Management Research, Imam Hossein University, 9, 4 (30), 153-179. (In Persian)
  30. Feghhi Farahmand, Nasser. (2017).A model for evaluating lean production in small and medium industries using a combination of confirmatory factor analysis methods, clustering and LINMAP technique, productivity management, 10) 40(, 212-258. (In Persian)
  31. Goldman, S. L. Nagel, R. N. & Preiss, K. (1995). Agile Competitors and Virtual Organizations. New York: Van Nosteand Reinhold .
  32. Gollan, P. Kalfa, S. Xu, Y. (2015). Strategic HRM and devolving HR to the line: Cochlear during the shift to lean manufacturing, Asia Pacific Journal of Human Resources , 53,144–162.
  33. Goswami, G. T. & Ranjan, K. S. (2015). Green HRM: Approach to Sustainability in Current Scenario. Journal for Studies in Manage-ment and Planning, 1(4): 250-259.
  34. Guerci, M., Decramer, A. Van Waeyenberg, T. & Aust, I.(2018). Moving Beyond the Link Between HRM and Economic Performance: A Study on the Individual Reactions of HR Managers and Professionals to Sustainable HRM. Journal of Business Ethics,160(4),1-18.
  35. Gutierrez-Gutierrez, L. J. Barrales-Molina, V. & Kaynak, H. (2018). The role of human resource-related quality management practices in new product development: A dynamic capability perspective, International Journal of Operations & Production Management, 38(1), 43-66.
  36. Gunasekaran, A.Yusuf, Y. (2002). Agile manufacturing, Taxonomy of strategic and technological imperatives, Int J Prod Res, 40(6), 1357-1385.
  37. Hallam, C., Valerdi, R., & Contreras C. (2018). Strategic lean actions for sustainable competitive advantage. International Journal of Quality & Reliability Management, 35(2), 481-509.
  38. Hansen, N. K. Güttel, W. H. & Swart, J. (2017). HRM in dynamic environments: Exploitative, exploratory, and ambidextrous HR architectures, The International Journal of Human Resource Management, 1-32.
  39. Hardcopf  Gensheng (Jason)Liu  Rachna (2021). Lean production and operational performance: The influence of organizational culture, International Journal of Production Economics, 235, 108060
  40. Hassanpour, A. Abdollahi,B. Jafarinia,S. & Memari,M. (2019). Designing a Talent Management Model in the Banking Industry Using Foundation Data Theory, Quarterly Journal of Improvement and Transformation Management Studies, 28( 93), 93- 129. (In Persian)
  41. Holsti, O. R. (1969). Content analysis for the social sciences and humanities.Reading, MA: Addison- Wesley Publishing Company.
  42. Hosseini Nejad, S. B. & Mohseni A. (2017). A Study of the Role of Banks in Economic and Social Development, Social Science Studies Quarterly Journal, 3, 81-89. (In Persian)
  43. Hopp,W. Tekin,E.& Van Oyen,M.(1995). Benefits of Skill Chaining in Serial Production Lines with Cross-Trained Workers,Management Science, 50(1),83-98.
  44. Jabbour,C.J.C.(2011).How green are HRM practices,organizational culture,learning and teamwork?A Brazilian study, Industrial and Commercial Training, 43(2), 98 -105.
  45. Jafarnejad, A., Safari, H., & Mohsseni, M. (2015). Analysis of Relationship Between Measures of Supply Chain Management Paradigms and Functional Criteria with Structural Interpretative Modeling Approach. Journal of Industrial Management Perspective, 18 (2), 9-31(In Persian)
  46. Kabue, L. W., & Kilika, J. M. (2016). Firm Resources, Core Competencies and Sustainable Competitive Advantage: An Integrative Theoretical Framework, Journal of Management and Strategy, 7(1), 98-112.
  47. A ,(2019). The role of human resource flexibility and agility in achieving sustainable competitiveness. International Journal of Sustainable Economy.11(4). 324 – 346
  48. Kerrie L.Unsworth,Matthew C.Davis,Sally V.Russell,(2021), Employee green behaviour: How organizations can help the environment, Current Opinion in Psychology ,42, 1-6
  49. Khadivar, A. salemi S.(2017). Presenting an acceptance model of location-based services (LBS) in Iranian banks, ORMR. 7 (2) ,21-38.(In Persian)
  50. Khan, Z. Rao-Nicholson, R., Akhtar, P. Tarba, S. Y. Ahammad, M. F. & Vorley, T. (2019). The role of HR practices in developing employee resilience: a case study from the Pakistani telecommunications sector. The International Journal of Human Resource Management, 1-28.
  51. Khan, Z., Soundararajan, V., & Shoham, A. (2020). Global postmerger agility, transactive memory systems and human resource management practices. Human Resource Management Review, 30(1), 100697.
  52. Lari Dasht Bayaz, M. Hajizadeh, F. & Sufi,H. (2017). A Study of the Relationship between Strategic Human Capital and Improving Financial Performance in the Banking Industry, Monetary-Banking Research Quarterly, 10( 32), 265-247. (In Persian)
  53. Lengnick-Hall, C.A. Beck, T.E.& Lengnick-Hall, M,L. (2011). Developing a capacity for organizational resilience through strategic human resource management, Human Resource Management Review ,21,243–255.
  54. Ma, H., Sun, Q., Gao, Y., & Gao, Y. (2019). Resource integration, reconfiguration, and sustainable competitive advantages: The different between traditional and emerging industries. Sustainability, 11(2), 551-571.
  55. Maleki,M. Espadinha-cruz,P. Valente,R. & Cruz-Machado,V. (2011).Supply Chain Integration Methodology: LARG Supply Chain, ENEGI2011 ConferencePortugal :University of Minho,57–66.
  56. Martin, G. Farndale, E. Paauwe, J. & Stiles, P. G. (2016). Corporate governance and strategic human resource management: Four archetypes and proposals for a new approach to corporate sustainability, European Management Journal, 34(1), 22-35.
  57. Martinez-Jurado,P. Moyano-Fuentes, J.& Jerez-Gomez, P. (2014). Human resource management in Lean Production adoption and implementation processes: Success factors in the aeronautics industry, RQ Business Research Quarterly,17, 47-68.
  58. Mayer A., Weigelt M., Kuhl A., Grimm S., Erll A., Potzel M., Franke J. (2018), A conceptual conjunction of lean management and Industry, Procedia CTRP,51st CIRP Conference on Manufacturing Systems,72, 622-628
  59. McAslan, A. (2010). The concept of resilience: Understanding its origins, meaning .and utility. Adelaide: Torrens Resilience Institute, 1-13.
  60. Mohammadnejad Shourkaei, M. Seyed Javadin, S.R. Shah Hosseini, M.A. Haj Karimi, A. (2016). Presenting a Framework for Green Human Resource Management, Public adminstration, University of Tehran, 8(4), 691-710. (In Persian)
  61. Nagel, R.N. Dove, R. (1991). 21 st Century Manufacturing Enterprise Strategy : An Industry Led View, Iacocca Institute, Lehigh University, Bethlehem,PA.
  62. Nikpour, A. & Selajgeh, S. (2010). The study of the relationship between organizational agility and job satisfaction of employees of government organizations in Kerman, Management Research, 3, 169-184. (In Persian)
  63. Omar Mohammed Ali Ababneh.(2021).How do green HRM practices affect employees’ green behaviors The role of employee engagement and personality attributes, Journal of Environmental Planning and Management, 64( 7), 1204–1226
  64. Ones, D. S. & Dilchert, S. (2012a). Employee Green Behaviors, Managing human resources for environmental sustainability. San Francisco, CA: Jossey – Bass, 85-116.
  65. Ones, D. S. & Dilchert, S. (2012b). Environmental sustainabil-ity at work: A call to action. Industrial and Organizational Psychology: Perspectives on Science and Practice,5(10), 444 - 466.
  66. Onwughalu, O.O. Okeke, K.E. Henry-Chibor, E. (2017). Lean production and its effect in organizations: A study of selected manufacturing firms in Nigeria, Scholarly Journal of Science Research and Essay, 6(4), 85-98.
  67. Paille, P. Boiral, O. & Chen, Y. (2014). Linking environmental management practices and organizational citizenship behavior for the environment: A social exchange perspective, International Journal of Human Resource Management, 24(18), 3552-3575.
  68. Papadas, K. K., Avlonitis, G., Carrigan, M., & Piha, L. (2019). The interplay of strategic and internal green marketing orientation on competitive advantage. Journal of Business Research, 104(1), 632-643.
  69. Qin, R. Nembhard, D. A. (2015). Workforce agility in operations management, Surveys in Operations Research and Management Science ,20 , 55–69.
  70. Rahimi, S. Vahdati, H. Sepahvand, R. & Esmaili, M. Reza. (2016). Designing a model of sustainable competitive advantage based on the competence of human capital in the insurance industry, Quarterly Journal of Human Resources Management Research, Imam Hossein University, 8( 23), 179-208.(In Persian)
  71. Resnick, B. (2010). The relationship between resilience and motivivation. In Rensick, B. Gwyther, L. P., & Roberto, K. A. (Eds), Resilience in aging: Concepts, research and outcomes ,199-215.
  72. Renwick, D. Redman, T. & Maguire, S. (2008). Green HRM: A review, process model, and research agenda. University of Sheffield Management School Discussion Paper, 1.
  73. Richtner, A. & Sodergren, B. (2008). Innovation projects need resilience, International Journal of Technology Intelligence and Planning, 4, ( 3), 257-275.
  74. Saha, N. Gregar, A.& Sáha, P. (2017). Organizational agility and HRM strategy: Do they really enhance firms competitiveness, International Journal of Organizational Leadership, 6, 323-334.
  75. Sanober, Tariq. Farzand, Jan & Ahmad, M.( 2016). Green employee empowerment: a systematic literature review on state-of-art in green human resource management, Quality & Quantity: International Journal of Methodology, 50(1), 237-269.
  76. Schuler, R. S., & Jackson, S. E. (2014). Human resource management and organizational effectiveness: Yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1, 35–55.
  77. Shah, R. & Ward. P. T. (2003). Lean manufacturing: context, practice bundles, and performance. Journal of Operations Management, 21, 129-149.
  78. Sharifi, H. Zhang, Z. (1999). A methodology for achieving agility in manufacturing organization, international journal of production Economics, 62,7-22.
  79. Shortell, Stephen M., Rundall, Thomas G., Blodgett, Janet C.(2021). Assessing the relationship of the human resource, finance, and information technology functions on reported performance in hospitals using the Lean management system,Health Care Management Review, 46 ( 2),145-152
  80. Sreedharan ,Raja. Anjana Balagopalan, Murale, V.&Arunprasad arena,V.(2018). Synergising Lean Six Sigma with human resource practices: evidence from literature, Journal of Total Quality Management & Business Excellence, 31( 5-6) , 636-653
  81. Seyed Javadin, S. R. Roshandel Arbatani, T. Nobari, A. (2016).Green Human Resource Management "An Investment Approach and Sustainable Development", Journal of Investment Science, 5(20), 297-327. (In Persian)
  82. Sherehiy, B. Karwowski, W. & Layer, J. (2007). A review of Enterprise agility: Concepts, framework, and attributes, International Journal of Industrial Ergonomics, 37, 445-460.
  83. Shakerian,Hamed.(2017). Identifying and prioritizing measures
  84. Green human resource management actions using fuzzy TOPSIS technique,New research approaches in management and accounting, 6.143-152
  85. Sparrow, P. & Otaye-Ebede, L. (2014). Lean management and HR function capability: the role of HR architecture and the location of intellectual capital, The International Journal of Human Resource Management, 25:21, 2892-2910.
  86. Sudin, S. (2011). Strategic Green HRM: A proposed model that supports Corporate Environmental Citizenship, International Conference on Sociality and Economics Development,79-83.
  87. Teddlie, C. & A. Tashakkori. (2009). Foundations of Mixed Method Research: Integrating Quantitative and Qualitative Techniques in the Social and Behavioral Sciences, First Edition, London: Sage Publications. 86, 294.
  88. Thirkell,E. & Ashman,I. (2014).Lean towards learning: connecting Lean Thinking and human resource management in UK higher education, The International Journal of Human Resource Management, 25,21, 2957-2977.
  89. Tortorella, G. & Fogliatto,F. (2014). Method for assessing human resources management practices and organisational learning factors in a company under lean manufacturing implementation, International Journal of Production Research, 52:15, 4623-4645.
  90. Tzabbar, D. Tzafrir, S. & Baruch, Y. (2017). A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis, Human Resource Management Review, 27(1), 134-148.
  91. Vikash Sharma,Rakesh D. Raut,Sachin Kumar Mangla,Balkrishna E. Narkhede,Sunil Luthra,Ravindra Gokhale. ( 2020). A systematic literature review to integrate lean, agile, resilient, green and sustainable paradigms in the supply chain management, Business Strategy and the Environment,30,1191–1212.
  92. Wagner, M. (2013). Green Human Resource Benefits: Do they Matter as Determinants of Environmental Management System Implementation, Journal of Business Ethics, 114(3), 443-456.
  93. Walklate, S. McGarry, R. & Mythen, G.(2014). Searching for Resilience: A Conceptual Excavation, Armed Forces & Society, 40(3), , 408-427.
  94. Wawak, S., Rogala, P., Dahlgaard-Park, S.M.(2020). Research trends in quality management in years 2000–2019. J. Qual. Serv. Sci. 12(4), 417–433. 
  95. Wickramasinghe, V. & Wickramasinghe, G. L. D. (2017): Effects of HRM practices, lean production practices and lean duration on performance, The International Journal of Human Resource Management, 31(11) , 1467–1512.
  96. Wikhamn, W. (2019). Innovation, sustainable HRM and customer satisfaction, Journal of Hospitality Management, 76, 102-110.
  97. Wilkinson, S. Yan Chang,R. Sapeciay, A. Costello,Z.& ,Seosamh B. (2016). Improving construction sector resilience, International Journal of Disaster Resilience in the Built Environment, 7(2). 173-185.
  98. XinJia .Chowdhury .GirishPrayag .Md MarufHossan. Chowdhury.(2020). The role of social capital on proactive and reactive resilience of organizations post-disaster, International Journal of Disaster Risk Reduction, 48, 101614
  99. Ying, Q., Hassan, H., & Ahmad, H. (2019). The role of a manager’s intangible capabilities in resource acquisition and sustainable competitive advantage. Sustainability, 11(2), 527-547.
  100. Zanjir chi, S. M. Mohammadi,KH.(2017). Studying possibility of making LARG supply chain by compiling four paradigms of lean, agile, recessive and green, Andisheh Amad,15( 56), 81-105. (In Persian)
  101. Zhou, J. Bi, G. Liu, H. Fang, Y. Hua, Zh. (2018). Understanding employee competence, operational IS alignment, and organizational agility, An ambidexterity perspective, Information & Management, 695-708.
آمار
تعداد مشاهده مقاله: 182
تعداد دریافت فایل اصل مقاله: 242


سامانه مدیریت نشریات علمی. قدرت گرفته از سیناوب