The model of workforce agility dependent on drivers, strategies, practices, and results

For the time being, organizations throughout the world are in an environment that is constantly changing in various aspects including technological developments, customers’ preferences, emerging markets, and globalization. In this environment, the concept of agility, especially workforce agility is a valuable tool for organizations and can assist them considerably to cope with this situation. Given a substantial number of scholars have studied the concept of agility from the technical point of view up until now, and have neglected the human resource aspect, this study aims to, first of all, investigate the concept of workforce agility through a model incorporating drivers, practices, strategies advocating and stimulating the implementation of this concept and examine the relationships between these variables and second of all determine the results of implementing workforce agility system. The sample of the present study was selected from the staff and managers of the Ports and Maritime Organization of Iran, who had a bachelor's degree or higher and were working in the field of human resource management. Besides, we used a questionnaire to evaluate the variable. According to the findings, except for the relationship between drivers and implementation results all other relationships between drivers, practices, strategies, and results have been supported

El modelo de agilidad de la fuerza laboral dependiente de los conductores, estrategias, prácticas y resultados

For the time being, organizations throughout the world are in an environment that is constantly changing in various aspects including technological developments, customers’ preferences, emerging markets, and globalization. In this environment, the concept of agility, especially workforce agility is a valuable tool for organizations and can assist them considerably to cope with this situation. Given a substantial number of scholars have studied the concept of agility from the technical point of view up until now, and have neglected the human resource aspect, this study aims to, first of all, investigate the concept of workforce agility through a model incorporating drivers, practices, strategies advocating and stimulating the implementation of this concept and examine the relationships between these variables and second of all determine the results of implementing workforce agility system. The sample of the present study was selected from the staff and managers of the Ports and Maritime Organization of Iran, who had a bachelor's degree or higher and were working in the field of human resource management. Besides, we used a questionnaire to evaluate the variable. According to the findings, except for the relationship between drivers and implementation results all other relationships between drivers, practices, strategies, and results have been supported.         Por el momento, las organizaciones de todo el mundo se encuentran en un entorno que cambia constantemente en varios aspectos, incluidos los desarrollos tecnológicos, las preferencias de los clientes, los mercados emergentes y la globalización. En este entorno, el concepto de agilidad, especialmente la agilidad de la fuerza laboral, es una herramienta valiosa para las organizaciones y puede ayudarlas considerablemente a hacer frente a esta situación. Dado que un número sustancial de académicos han estudiado el concepto de agilidad desde el punto de vista técnico hasta ahora, y han descuidado el aspecto de recursos humanos, este estudio tiene como objetivo, en primer lugar, investigar el concepto de agilidad de la fuerza laboral a través de un modelo que incorpora impulsores. , prácticas, estrategias que propugnan y estimulan la implementación de este concepto y examinan las relaciones entre estas variables y, en segundo lugar, determinan los resultados de la implementación del sistema de agilidad laboral. La muestra del presente estudio fue seleccionada entre el personal y los gerentes de la Organización de Puertos y Marítima de Irán, que tenían una licenciatura o un título superior y trabajaban en el campo de la gestión de recursos humanos. Además, utilizamos un cuestionario para evaluar la variable. Según los hallazgos, a excepción de la relación entre los impulsores y los resultados de la implementación, se han respaldado todas las demás relaciones entre los impulsores, las prácticas, las estrategias y los resultados

Development of E-banking channels and market share in developing countries

There is fierce global competition within the banking industry. Therefore, banks endeavor to grow and strive to increase their market share. We analyzed the effect of developing innovative channels of presenting bank services on banks' market share. The statistical population of this research was Shahr bank's central headquarter and its branches in Tehran, Iran. We developed questionnaires for gathering the data. The validity and reliability of the scales were tested by EFA, CFA, experts' opinion, and Cronbach's alpha. We used linear regression to assess the impact of innovative channels, including internet banking, automatic teller machines (ATMs), mobile banking, telephone banking (TB), and point of sales (POS) on banks' market share. The results indicated that some of these channels, including internet banking, POS, and TB, positively affect a bank's market share. The effect of two other platforms, including mobile banking and ATM development, on banks' market share was rejected. The findings of this study expand our understanding of how bank managers can improve their market share by developing innovative e-banking channels

Investigating the relationship between organizational culture and organizational innovation with competitive advantage (case study: Taba electric company)

The purpose of this study is investigating the relationship between organizational culture and organizational innovation with competitive advantage in Taba Electronic Co. in Tehran on 2017. The statistical population and the sample size of this research have been made by all managers and employees of Taba Electronic Company (300 people). According to Cochran's formula, 119 people were identified as the sample size and simple random sampling was distributed among the sample size. The data collection tool was a standard questionnaire which was distributed among 15 people in the statistical society and confirmed by reliability. Then the data obtained by the software were analyzed. Descriptive statistics including frequency, percentage, mean and standard deviation were used to describe the data. To analyze the data, a correlation and multiple regression analysis were used to test the hypotheses. The findings of this research indicate that increasing the power of organizational culture increases the competitive advantage in the organization, and because the Spearman correlation coefficient is 0.327, this relationship is weak and lower than average. In addition, with the increase of organizational innovation, the competitive advantage increases in the organization, and due to the fact that the Speyer Correlation Coefficient is 0.431, this relationship is of moderate intensity. The results show that there is a positive and significant relationship between organizational culture with competitive advantage as well as organizational innovation with competitive advantage in Taba Electronic Company. Whereas the regression test proved that organizational culture does not affect competitive advantage. While the impact of organizational innovation on competitive advantage is confirmed by regression model. Results based on my Friedman test, I ranked the competitive advantage, organizational innovation, and organizational culture