Educational demographics: a system dynamics model for human resource management

Bastan, Mahdi; Ganjavi, Hamed Shakouri; Tavakkoli–Moghaddam, Reza

doi:10.1007/s13198-020-00982-z

Cited by 6 publications

(6 citation statements)

References 22 publications

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“…Then, different managerial suggestions introduced for problem-solving are added as a policy to the valid model and the results of their implementation are simulated and analyzed using w hat-if analyses and learning from the system's dynamic behavior. Eventually, an effective solution is selected to control and improve the problem (Bastan et al , 2020).…”

Section: Methodsmentioning

confidence: 99%

“…Then, different managerial suggestions introduced for problem-solving are added as a policy to the A mixedmethod of grounded theory valid model and the results of their implementation are simulated and analyzed using what-if analyses and learning from the system's dynamic behavior. Eventually, an effective solution is selected to control and improve the problem (Bastan et al, 2020). Given the difficulty in exhaustively enumerating all factors affecting BIM acceptance and implementation in Iran due to the lack of reliable data and a strong background, as well as its relative novelty, and considering the specific conditions of each country, it seems that it is not appropriate to apply technology variables of some countries to study technology acceptance in another country, here Iran.…”

Section: System Dynamicsmentioning

confidence: 99%

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A new technology acceptance model: a mixed-method of grounded theory and system dynamics

Bastan

Zarei²,

Tavakkoli–Moghaddam

et al. 2021

Self Cite

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Purpose The Iranian construction industry has been grappling with numerous problems in recent years, including rework, high costs and design errors. Engineers in this field have always highlighted the use of modern technological methods of construction to improve quality and productivity and reduce time and cost. One of these technologies is the so-called building information modeling (BIM), which has been very difficult to adopt and implement in Iran. The purpose of this study is to propose a systemic and holistic model to analyze the dynamics of adoption and implementation of BIM in this country. The purpose of this paper is to understand the dynamics of BIM acceptance to identify the most effective policy to maximize it in the Iranian manufacturing industry. Design/methodology/approach A two-stage methodology has been developed to achieve the purpose of the research. In the first stage, a technology acceptance model for BIM acceptance was developed using the grounded theory (GT) method. This conceptual model provides a holistic basis for building a simulation model. Thus, in the second stage, we used the dynamics system methodology to extract a dynamic model from the conceptual one. This dynamic model can simulate different policies and may be used to evaluate their respective effectiveness. Findings In this study, using the GT method, we obtained 510 primary codes, 118 secondary codes, 50 concepts and 17 categories. After determining the relationships between categories through axial coding, we reached a conceptual model based on selective coding. Mention some of the variables of the conceptual model. Awareness, security, perceived usefulness and perceived ease of use are some of the most important variables of this model. In the next part, this conceptual model was run using system dynamics and, thus, turned into a causal model in which all the effective variables on BIM technology and their relationships with each other are specified. The stock and flow diagram of the problem and its related equations were presented. To improve the model and solve the problem, we examined the four policies as four future scenarios on the model: continuing the status quo, development of specialist workforce training, bolstering governmental support and increasing awareness via advertisement within. The simulation results showed that government support is the most effective policy for maximizing BIM acceptance in Iran. Practical implications In addition to enumerating all the factors affecting BIM technology, this paper proposes a systemic model that provides an accurate and comprehensive view of the acceptance of this technology. In this regard, by introducing feedback loops, as well as reinforcing and balancing factors versus factors causing stasis, the model offers a much deeper insight into mechanisms associated with BIM development and its barriers. Therefore, this study provides a very useful perspective and basis for policy-makers and all stakeholders to accept and implement BIM technology. The findings of this study can lead to more accurate policy-making, removal of acceptance barriers, promotion of incentives, and consequently more effective acceptance of BIM technology. Originality/value In this study, a new mixed research method was used. The innovation of our study lies in its simultaneous use of GT method to construct an accurate and holistic model and applying the system dynamics methodology to build a holistic and systemic model of the BIM acceptance problem. This research also provides a suitable standard and tool for studying BIM technology in developing countries.

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Section: Methodsmentioning

confidence: 99%

Section: System Dynamicsmentioning

confidence: 99%

A new technology acceptance model: a mixed-method of grounded theory and system dynamics

Bastan

Zarei²,

Tavakkoli–Moghaddam

et al. 2021

Self Cite

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“…The other is that HRMS harms enterprise innovation. American scholars Bastan et al (2020) collected relevant data from 200 enterprises and analyzed employees’ organizational psychological ownership and innovation ability. The results show that most HRMS practice variables positively correlate with enterprises’ innovation ability, while performance has a negative correlation with employees’ organizational psychology.…”

Section: Introductionmentioning

confidence: 99%

“…The results show that most HRMS practice variables positively correlate with enterprises’ innovation ability, while performance has a negative correlation with employees’ organizational psychology. Therefore, performance cannot improve enterprises’ innovation ability ( Bastan et al, 2020 ).…”

Section: Introductionmentioning

confidence: 99%

The Employee Relationship Analysis on Innovation Behavior of New Ventures Under the Organizational Psychology and Culture

Wang

2022

Front. Psychol.

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The study aims to explore the psychology and behavior of employees in organizations in enterprise innovation. Based on the human resource management system (HRMS), organizational psychological ownership, and other related theories, the transformational leaders and their advice behavior in start-ups are taken as the research object. The data obtained from the questionnaire as the research samples. Second, the influence and intermediary effect of employees’ organizational psychological ownership on colleagues, leaders, and the whole enterprise are discussed, and the corresponding conclusions are drawn. The results show that the path coefficients of transformational leaders of start-up enterprises for employees’ advice to their superiors and their peers are 0.28 and 0.31, respectively, and p < 0.01. Therefore, transformational leadership has a positive impact on both elements. In the relationship between organizational psychological ownership and employee creativity, the r value is 0.34 and p < 0.01. This shows that organizational psychological ownership positively correlates with employees’ creativity. In addition, corporate support can mediate employees’ behavior and psychological ownership in the organization and has a positive correlation in support, identity, and care. Therefore, the impact of organization-employees relations on employees’ innovation behavior is discussed based on organizational psychology and culture, which can improve employees’ subjective initiative for work and provides ideas for the management and development of start-ups.

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“…This stage is marked by the management of human resources as resources. However, when studying its development process, human resource management, and other personnel management and interpersonal management before the concept is put forward are inseparable [1]. From a broad perspective, whether people define human resources as resources, human resources as one of the four major resources of society, human resources, economy, material, and information, always exist [2].…”

Section: Introductionmentioning

confidence: 99%

Research Huawei’s Human Resource Management Model by Wireless Network Communication and Association Rule Algorithms

Li¹,

Zheng

2021

Wireless Communications and Mobile Computing

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The pros and cons of the human resource management model are related to the size of an enterprise’s future development space. In the current era of increasingly fierce competition among enterprises, it is becoming more and more important to study the latest types of human resource management models and apply them to themselves. As a great management enterprise, it is necessary for Huawei to study its human resource management model. This article is based on the wireless network communication method and association rule algorithm applied to the research of Huawei’s human resource management model. Through interviews with Huawei employees, we found that 18% of people are very satisfied with the company, 27% are relatively satisfied with the company, and 40% are satisfied with the company now. Therefore, most employees are satisfied with the company now. 85% of people are satisfied with the company’s current situation. The results show that Huawei’s excellent human resource management model has made employees more satisfied with the current company’s current situation. There are great opportunities for employees to continue to learn and progress in the company.

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Educational demographics: a system dynamics model for human resource management

Cited by 6 publications

References 22 publications

A new technology acceptance model: a mixed-method of grounded theory and system dynamics

A new technology acceptance model: a mixed-method of grounded theory and system dynamics

The Employee Relationship Analysis on Innovation Behavior of New Ventures Under the Organizational Psychology and Culture

Research Huawei’s Human Resource Management Model by Wireless Network Communication and Association Rule Algorithms

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