https://www.imhr.ir/ Intelligent Management of Human Capital en daily 1 Sat, 22 Nov 2025 00:00:00 +0330 Sat, 22 Nov 2025 00:00:00 +0330 https://www.imhr.ir/article_239404.html Purpose: Resilient leadership, as one of the key factors in organizational sustainability and development, is not achieved solely through leaders’ attributes; rather, followers play a significant role in shaping and strengthening organizational resilience. The present study aims to explain and analyze the mapping of followers’ characteristics in achieving resilient leadership.Method: This research is applied in purpose and survey–exploratory in terms of data collection. The research approach combines deductive and inductive methods. The statistical population consists of 20 management scholars and human resource managers selected purposefully using the snowball sampling method. Data collection tools include interviews in the qualitative phase and questionnaires in the quantitative phase. Instrument validity was confirmed through content validity and inter-coder reliability (for interviews), and test–retest reliability (for questionnaires). Data were analyzed using content analysis and coding (in the qualitative section) and Fuzzy Cognitive Mapping (FCM) in the quantitative section.Findings and Results: The findings indicate that resilient leadership results from the interaction between followers’ characteristics, the leader, and the organizational environment. Factors such as followers’ individual resilience, active participation, positive attitude, continuous learning, and trust in the leader play a decisive role. The quantitative and fuzzy analysis further showed that followers’ personal resilience, along with enhanced learning and team development, are the most central components in achieving resilient leadership. It was also found that strengthening organizational resilience requires developing followers’ resilient characteristics and creating a supportive environment by human resource management. https://www.imhr.ir/article_239402.html Background and Objective: In the contemporary perspective of economic development and organizational success, the concept of intelligent intellectual capital has been proposed as a determining factor. Therefore, paying attention to intelligent intellectual capital as the foundation of service provision in organizations is considered one of the basic solutions to increase organizational productivity. Therefore, the aim of the present study is to identify and classify the dimensions of the intelligent intellectual capital model in Region One medical universities.Methodology: The present study is applied in terms of purpose and qualitative in terms of method. In the first step, the dimensions of intelligent intellectual capital were identified through interviews with 10 academic and executive experts. Then, in the second step, an interpretive structural method with Excel software was used for classification.Findings: The results showed that the smart intellectual capital model includes 7 dimensions (culture and learning environment, smart processes and systems, human resource empowerment and improvement, effective leadership and management, artificial intelligence technologies, smart knowledge management and smart financing) and has four levels, with human resource empowerment and improvement at the first level, learning culture and environment at the second level, dimensions (smart processes and systems, effective leadership and management, artificial intelligence technologies) at the third level, and dimensions (smart knowledge management and smart financing) at the fourth level. https://www.imhr.ir/article_239606.html Background and Purpose: The objective of this Research is to explore and explain the role of digital leadership in strengthening artificial intelligence-based strategic alignment in Iranian government organizations. Methodology: The present study was conducted using a qualitative approach and employing the grounded theory strategy. Data were collected through in-depth semi-structured interviews with 22 senior managers and expert specialists from government organizations with experience in implementing artificial intelligence projects, and were simultaneously analyzed using open, axial, and selective coding until theoretical saturation was achieved. Findings: The paradigmatic model of "AI-Driven Digital Leadership" was extracted, with its core phenomenon being "Transformative Digital Leadership Based on Artificial Intelligence." This model encompasses causal conditions (national policy pressures and digital transformation), contextual conditions (bureaucratic structure and infrastructural limitations), intervening conditions (cultural and ethical challenges), strategies (development of digital competencies and culture-building), and consequences (strengthening strategic alignment, innovation in public services, and improvement in organizational performance.Conclusion: This research, employs a grounded theory approach to indigenously examine the role of digital leadership in artificial intelligence-based strategic alignment within the Iranian public sector, presenting a conceptual model that can serve as a framework for policy-making and the development of managerial competencies in government digital transformation programs. https://www.imhr.ir/article_239508.html Background and Objective: Despite the importance of leader conscientiousness, its precise consequences in the organization have received less attention. The main goal of this research is to design and test a structural model of the consequences of "leader conscientiousness" in the organization.Methodology: Considering the quantitative research approach, this research is applied in terms of purpose and descriptive-survey in terms of method. The statistical population consisted of 1,100 employees of Ibn Sina Petrochemical Company, and the sample size was determined as 284 using the Cochran formula. The data collection tool was a standard questionnaire, whose validity (convergent and divergent) and reliability (Cronbach's alpha, composite reliability, and factor loading) were confirmed.Findings: The results of data analysis using SMART-PLS software and t-statistics and path coefficients (β) indicate that all research hypotheses, except for the mediating role of "emotional burnout", were confirmed.Conclusion: The structural model designed in the context of the petrochemical industry shows that the leader's conscientiousness is a key variable that can bring important consequences such as "ethical leadership", "personal moral climate", "decision to leave the service" and "emotional burnout" in the organization. However, given the specific cultural and environmental characteristics of the statistical population under study, direct generalization of these results to other organizations, industries or societies with different cultural backgrounds requires further research and caution in interpretation. Therefore, it is suggested that Ibn Sina Petrochemical pays special attention to strengthening this characteristic in its leaders in order to advance its organizational goals. https://www.imhr.ir/article_239646.html Background and Objective: This research was conducted with the aim of explaining the role of technology in sports talent identification in Iraq based on the five components of talent identification in Gagné's model.Methodology: The present research was conducted using a qualitative approach and thematic analysis method. The research sample included 15 sports talent identification specialists from three leading cities in the field of sports in Iraq, namely Baghdad, Erbil, and Basra, who were selected through purposive convenience sampling. Data were collected through semi-structured interviews based on Gagné's model and analyzed according to Braun and Clarke's six-phase framework. Research credibility was established through member checking, and dependability was ensured through independent coding with an inter-rater agreement coefficient exceeding 75%.Findings: Data analysis resulted in the extraction of 110 basic themes, 12 organizing themes, and 4 global themes. The global themes included initial assessment tools, development systems, psychological-motivational catalysts, and institutional infrastructure. The findings revealed that in the Iraqi context, technology plays a complementary role to coaches' judgment, and coaches employ simple tools systematically through creativity within constraints.Conclusion: The present research proposed a four-layer interactive framework for understanding the role of technology in talent identification, which demonstrated that in resource-constrained contexts, success lies not in technological complexity but in the systematic and creative application of technology. This framework extends Gagné's model by adding interactive and contextual dimensions. https://www.imhr.ir/article_240116.html AbstractBackground and Objective: Not much research has been conducted on the applications of artificial intelligence in human resource development planning. As a result, the main objective of this study is to evaluate the applications of artificial intelligence in human resource development planning.Methodology: Comparisons were made with Solving SEM structural equations by smart pls software. Inputs were through questionnaires, interviews, and library studies. A total of 60 people knowledgeable about the research topic formed the statistical population.Findings: The outputs show that the easiest choice for development through this technology is the component of predicting and managing attrition, retaining and retaining talent with a coefficient of 0.773. In the next stage, facilitating recruitment and hiring based on skills and talent with a coefficient of 0.718, Identifying development needs and analyzing skill gaps with a coefficient of 0.553, succession planning and talent management with a coefficient of 0.483, designing and personalizing development and training programs with a coefficient of 0.450, and finally performance management and continuous feedback with a coefficient of 0.289, Requires help from complementary technologies as they are respectively less effective in this research.Conclusion: To exploit artificial intelligence that drives human resource development, this innovative research presents thematic data mining techniques with the highest relevance.