Pathology
Mehdi Mohammadi; Farshid Aslani; Alireza Soleymani Marghmaleki
Abstract
IntroductionHuman capital productivity is widely recognized as a cornerstone of organizational success in the knowledge-based economy. Universities, as fundamental educational institutions, are central to nurturing and advancing human capital. Ensuring that both academic and administrative staff operate ...
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IntroductionHuman capital productivity is widely recognized as a cornerstone of organizational success in the knowledge-based economy. Universities, as fundamental educational institutions, are central to nurturing and advancing human capital. Ensuring that both academic and administrative staff operate at a high level of efficiency and effectiveness is therefore not only desirable but also critical for achieving institutional goals. Declines in productivity, however, can weaken institutional performance and limit the ability to deliver on educational mandates. The analysis of such challenges—often referred to as the pathology of human capital productivity—provides valuable insights into organizational health and performance improvement. This study investigates the barriers to human capital productivity within Payame Noor University, with the aim of offering strategic recommendations to inform policy and managerial decision-making. MothodologyThe study employed a qualitative research design combining documentary analysis with thematic analysis techniques. MAXQDA 2020 software was used to manage and code the data systematically. The research population consisted of experts in human resource management and senior staff members at Payame Noor University. Data were collected through semi-structured interviews, and theoretical saturation was reached after 13 interviews. The coding process yielded 236 open codes, which were further refined into 30 subcategories and then synthesized into 10 overarching categories. This approach ensured methodological rigor and provided a robust framework for identifying the factors contributing to reduced human capital productivity. FingdingsThe results revealed that the productivity of human capital at Payame Noor University is undermined by ten interrelated domains:Organizational Structure and Culture, Recruitment and Selection, Appointments and Promotions Compensation and Rewards System, Knowledge and Skills, Performance Evaluation, Role Clarity, Organizational Support, Motivational Incentives, Managerial Decisions and Policy-Making.The analysis further indicated that these factors are not isolated but rather interconnected, creating a web of systemic issues. For example, weak recruitment processes feed into structural inefficiencies, while inequitable compensation undermines both motivation and professional development. Such interdependencies demonstrate that human capital productivity challenges are multidimensional and mutually reinforcing. Discussion and ConclusionThe study concludes that addressing the productivity challenges of human capital at Payame Noor University requires a systemic and integrated strategy. Partial or isolated reforms in individual domains are unlikely to yield sustainable results, given the interconnectedness of the identified barriers. Instead, comprehensive reforms should focus on:Restructuring organizational frameworks to enhance flexibility and adaptability.Implementing transparent recruitment and promotion mechanisms.Establishing equitable and motivating compensation systems.Strengthening training and continuous skill development programs.Designing fair and comprehensive performance evaluation methods.Providing greater organizational support and resource allocation.Encouraging evidence-based managerial decision-making and long-term policy planning.By adopting such an integrated approach, Payame Noor University can enhance workforce productivity, improve institutional performance, and better align with its mission as a higher education institution. The findings not only contribute to the literature on human capital productivity but also provide practical guidance for policymakers and administrators seeking to strengthen human resource management in academic settings
Regression
Mehdi Mohammadi; Morteza Agha Tehrani; Somayeh Akhlaghiyan; Tahereh Sahrai
Abstract
The purpose of this study was to identify the impact of remediation policies on organizational performance with emphasis on the mediating role of staff competency and toxic partner at Mellat Bank in Isfahan. Avery. The target population of this research is the esteemed personnel of the branches of Mellat ...
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The purpose of this study was to identify the impact of remediation policies on organizational performance with emphasis on the mediating role of staff competency and toxic partner at Mellat Bank in Isfahan. Avery. The target population of this research is the esteemed personnel of the branches of Mellat Bank of Isfahan province, which are divided into three groups: Chief, Deputy and Employee. A total of 168 questionnaires were collected from the selected 200 population. The software used in this study was PLS. According to the findings of this study, remittance policies have a direct and significant impact on organizational performance in Bank Mellat in Isfahan province. In addition, the competence of staff and toxic associates in mediating the effect of remediation policies on organizational performance in Mellat Bank of Isfahan has a significant and significant mediating effect. Therefore, according to the theories presented by the researchers of recent decades, it is clearly clear that the results of the current research do not have any contradictions with the past theories and the results of the current research can be used as a complement to the previous projects.
Modeling
Mehdi Mohammadi; farshid aslani; habib kazemi
Abstract
The appearance of unworthy and yes sacrificial office holders who, like marionettes with flattery and flattery, are trying to obey the orders of their superiors and have seen the key to their growth in flattery and yes sacrificialism and not in expertise, commitment and sincere service. It will have ...
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The appearance of unworthy and yes sacrificial office holders who, like marionettes with flattery and flattery, are trying to obey the orders of their superiors and have seen the key to their growth in flattery and yes sacrificialism and not in expertise, commitment and sincere service. It will have unfortunate consequences in organizations. Therefore, the purpose of this study is to analyze the phenomenon of marquee dolls in managers. The present research has been exploratory and using a qualitative approach with content analysis method. In the present study, in-depth interview method was used to collect information. The statistical population of this research is all experts and specialists in the field of organization, management theories, organizational behavior, human resources and organizational management. The sampling method of the research is purposeful sampling method. In this study, 13 interviews were conducted to reach the saturation point. Findings were counted in the form of 368 open source, 94 basic themes, 45 organizing themes. According to the organizing themes and also the mentality formed during the research, 4 comprehensive themes were identified. Thematic analysis led to the identification of 4 comprehensive themes of contextual conditions, individual factors, intervention conditions and consequences
