Designing and explaining the model of postponing the limit of incompetence in human capital (case study of Postbank of Iran)

Nekoui Shirazi, Ali; Rashidi, Ehtesham; Hematian, Hadi

doi:10.22075/ijnaa.2022.28462.3899

اداره چاپ و انتشارات دانشگاه سمنان

تعداد نشریات	21
تعداد شماره‌ها	651
تعداد مقالات	9,508
تعداد مشاهده مقاله	68,346,098
تعداد دریافت فایل اصل مقاله	47,849,002

	Designing and explaining the model of postponing the limit of incompetence in human capital (case study of Postbank of Iran)
International Journal of Nonlinear Analysis and Applications
مقاله 246، دوره 14، شماره 1، فروردین 2023، صفحه 3155-3167 اصل مقاله (364.69 K)
نوع مقاله: Research Paper
شناسه دیجیتال (DOI): 10.22075/ijnaa.2022.28462.3899
نویسندگان
Ali Nekoui Shirazi؛ Ehtesham Rashidi^* ؛ Hadi Hematian
Department of Management, Semnan Branch, Islamic Azad University, Semnan, Iran
تاریخ دریافت: 28 شهریور 1401، تاریخ پذیرش: 10 آذر 1401
چکیده
The current research was conducted with the aim of designing a model to obtain a tool for measuring adequacy limits with a heuristic mixture. This, is due to the selection of exploratory mixes of qualitative data, in addition to the fact that more researchers have collected qualitative data first and then collected quantitative data. The required information has been collected by interviewing experts. In this research, "a model to obtain a tool for measuring inadequacy" was chosen as the central category. A total of 37 categories and 132 concepts were identified and selected. In the proposed model, three personality codes "individual factors", "organizational factors", and "social factors" are considered as causal conditions. Private individual factors of personal experiences, personality patterns and individual values, organizational factors of spirituality at work, organizational and organizational values, and in the consequences of social factors, social solidarity and social accountability are expressed. In the next step, the identified codes were investigated. For this purpose, they were identified and screened as the main factors using the Delphi technique, and in the next step, they were analyzed using the structural techniques of the proposed model. The factor load of causal factors in the main category is 0.74 and its t-statistic is 9.75, the factor load of contextual factors on strategies is 0.56 and its t-statistic is 2.10. The factor load of the intervening factors on strategies is 0.59 and its t-statistic is 2.06, the factor load of the main category on strategies is 0.52 and its t-statistic is 6.07. Finally, the factor load of the strategies on the outcomes was 0.87 and the Tian statistic was 9.06. Therefore, it can be said that the research model is approved.
کلیدواژه‌ها
incompetence capital؛ human resource capital؛ grand theory

مراجع
[1] P. Acosta, Promotion dynamics the Peter principle: incumbents vs. external hires, Labour Econ. 17 (2010), 975–986. [2] A. Adhvaya, V. Bassi, A. Nyshadham and J. Tamayo, No line left behind: assortative matching inside the firm, J. Politic. Econ. 111 (2019), no. 3. [3] M.B. Arthur, The boundaryless career: a new perspective for organizational inquiry, J. Organ. Behav. 15 (1994),295–306. [4] A. Benson, D. Li and K. Shue, Promotions and the Peter principle, Univer. Minnesota Carlson School Manag. 12 (2019), 1–44. [5] S. Brilon, Job assignment with multivariate skills and the Peter principle, Labour Econ. 32 (2015), 112–121. [6] T.R. Davis and F. Luthans, A social learning approach to organizational behavior, Acad. Manag. Rev. 5 (1980), 281–290. [7] E. Ekinci, A. Kauhanen and M. Waldman, Bonuses and promotion tournaments: theory and evidence, Econ. J. 71 (2018), no. 622, 2342–2389. [8] J.A. Fairburn and J.M. Malcomson, Performance, promotion, and the Peter principle, Rev. Econ. Stud. 68 (2001), 45–66. [9] M. Hoffman and S. Tadelis, People management skills, employee attrition, and manager rewards: an empirical analysis, J. Political Econ. 129 (2019), no. 1, 243–285. [10] X. Jin and M. Waldman, Lateral moves, promotions, and task-specific human capital: theory and evidence, J. Law Econ. Organ. 36 (2020), no. 1, 1–46. [11] R. Ke, L. Jin and P. Michael, Managing careers in organizations, J. Labor Econ. 36 (2018), 197–252. [12] P. Lazear, L. Kathryn, T. Shaw and F. Stanton, Who gets hired? The importance of competition among applicants, J. Labor Econ. 36 (2018), 133–181. [13] M.H. Motaghi, Fear of success and reaching the level of incompetence in employees, J. Bus. Manag. Prespect. 7-8 (2008), 75–92. [14] L. Peter and R. Hull, The Peter principle: why things always go wrong, Morrow, New York, NY, 1969. [15] A. Pluchino and A. Rapisarda, The Peter principle revisited: a computational study, Phys. A: Statist. Mech. Appl. 389 (2010), no. 3, 467–472. [16] J. Rynolds and H. Xian, Perceptions of meritocracy in the land of opportunity, Res. Soc. Stratific. Mobil. 36 (2014), 121–137. [17] C.F. Waltz and B.R. Bausell, Nursing research: design statistics and computer analysis, Davis FA, New York, 1981.
آمار تعداد مشاهده مقاله: 17,194 تعداد دریافت فایل اصل مقاله: 9,008

سامانه مدیریت نشریات علمی. قدرت گرفته از سیناوب

پیوندهای مفید

پیوندهای مفید

آمار

Designing and explaining the model of postponing the limit of incompetence in human capital (case study of Postbank of Iran)