The aim of this study is introducing a technique to illuminate composite issue, aspects or system factors, the complicated problems need to be structured with graphical illustration and analyzed casual interdependence and influences throughout the organization. Decision-Making Trial and Evaluation Laboratory (DEMATEL) methodology is proposed to for researching and solving complex and intertwined problem groups because of its capability in verifying interdependence between variables and try to improve them by offering a specific chart to reflect interrelationships between variables. In this technique experts plays complementary and approval role in all steps and sections. , key factors will be clarified by using the direct-influenced matrix and then it specifies priorities of each factor. The end product of the DEMATEL process is a visual demonstration-the Impact-Relations Map (IRM)-by which respondents organize their own actions in the world. First In this study, DEMATEL methodology in explained and then kind of different problems which can be solved by DEMATEL, will discussed and finally the method of DEMATEL is detailed completely.

Building on motivation crowding theory (MCT), this article contributes to the human resources management (HRM)‐innovation debate by examining the potential trade‐offs between HRM practices targeted to increase employees' intrinsic motivation, such as direct employee voice (EV), and the presence of extrinsic incentives in the form of individual and collective performance‐related pay (PRP). The results of the analysis on more than 22,000 European establishments show support for the positive relationship between EV and a firm's organizational innovation, and that this relationship is weaker in companies that adopted individual PRP schemes (piece‐rate plans). Moreover, while we found that collective PRP (profit‐sharing) does not moderate the relationship between EV and organizational innovation, a positive and significant moderation effect emerged when the combined presence of individual and collective PRP was considered. By advocating that the coexistence of multiple forms of PRP could overcome the crowding‐out effect of individual PRP on EV, the study contributes to the HRM debate by also calling for a better understanding of the potential contingencies between different HRM practices when innovation is focus of the analysis.

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