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The purpose of this research is to identify and empowerments of relationship managers in Tabriz Oil Refining Company. The target population included all managers are Tabriz Oil Refining Company. To collect the data necessary to identify the components of the questionnaire was used. The validity for validity and reliability was calculated using Cronbach's alpha coefficient.  The statistical community managers Tabriz Oil Refining Company is the number of directors is 68 that using the Bartlett 46 of them were selected as sample. In order to collect data to identify the components of research, draw the primary diagram and table form adjacency relations of the company's survey. For this purpose, a questionnaire was used. Kolmogorov-Smirnov test to achieve the purpose of research, T-test to identify the components and techniques Interpretive Structural Modeling (ISM) to the level of relations of the components used. The results show that between twenty one  method of empowerment extracted from the literature, Thirteen Ways of more importance to other methods of empowering. The results of the study show, Components of "accountability" and "according to merit" are located on the first level that Indicate the high influence of these two variables. The indices of "education," "lead managers" and "employee involvement" as the most influential managers in Tabriz Oil Refinery's empowerment indicators. Finally, using MICMAC variables were analyzed in terms of power and dependency. Finally, using MICMAC variables were analyzed in terms of power and dependency.

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The purpose of this paper was to present the talent supply chain management model of the National Iranian Oil Company. In term of aim, this research is considered an applied and developmental research based on mixed method. The statistic population in qualitative step consisted articles in domstic and foreign scientific information bases related to talent management and in Quantitative step the human resources experts of company. The statistical samples for Meta synthesis included 12 articles related to talent supply chain management, which was determined through a multi-stage refinement of 109 papers and for Fuzzy interpretive structural modeling 22 HRM experts were selected by purposeful and judgmental method. Based on the research findings, talent supply chain network structure, talent supply chain key processes, managerial elements, core functions, talent supply chain performance and talent supply chain strategies are dimensions of the talent supply chain management model. In the presented model, the structure of the talent supply chain network has the highest driving power and the performance of talent supply chain management has the highest dependence degree.
 

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The focus of this research, due to the importance of human resource risks issues, has been on providing an analytical qualitative model to optimize the human resource risk management.  In order to carry out the project, twenty samples were selected among faculty members and top managers in related fields. Fuzzy Delphi and interpretive structural modeling were used to analyze the data. The findings were led to an integrated model of human resource risks with four levels. Contextual risks as the foundation level and the most influential one and the behavioral risks as the most influenced level of the proposed model were identified. Managers were expected, in order to minimize human resource risks, to be more responsive to the levels of the model.

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The purpose of this article is to design an employer brand model on social responsibility in National Iranian South Oil Company (NISOC). The present study was applied in terms of purpose and in terms of data collection method, it was descriptive exploratory and mixed type. In this study, in-depth interviews were conducted with 15 specialists and experts of the NISOC.Then, using the hierarchical method through structural-interpretive method, the relationship and sequence of dimensions, indicators and components of the employer brand were determined based on social responsibility. Results showed that in the proposed model, qualitative indicators are located at 4 levels. At the highest level of the model (fourth level) are stakeholders, customers, employees, government, environment and humanitarian. These factors act as the cornerstone of the model, which affects the social responsibility factor. The proposed model has an acceptable validity and can be used with high accuracy in NISOC.
 

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The purpose of this study is to provide a strategic model of human resources with an interpretive structure approach in the Petrochemical Research and Technology Company in order to increase productivity and reduce costs. The present research has been descriptive, survey and applied in terms of purpose. By reviewing the research literature, eight factors were identified and then an interpretive structural model based on research factors and roadmap was presented. Accordingly, recruitment, learning, maintenance, initiative, benefits, training, capability and self-management are at different levels. Then the model was reviewed and confirmed through qualitative validation. Finally, some suggestions were made to strengthen this strategy. The results showed that in the organization, the knowledge of employees is the most important input of the organization and the strategic view and comprehensive planning in the field of human resources in accordance with the organization's macro strategies can maintain and improve the organization's position in the market.
 

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Today, oil is a strategic commodity in the world that, in addition to focusing on development, makes industrial capacities more active or creates new capacities and industries. Considering the importance of intrapreneurship in the oil and gas drilling industry, the present study was conducted with the aim of interpretive structural modeling of intrapreneurship in the oil and gas drilling industry. This study was conducted by mixed research method with the help of interviews and questionnaires and by content analysis and interpretive structural modeling (ISM) methods. The statistical population in the qualitative section includes academic experts, senior and middle managers of the Northern Drilling Company. In this study, purposive sampling method was used to select experts and the selection of experts was continued until the theoretical saturation was reached. According to this issue, 12 people were selected as a statistical sample. The statistical population in the quantitative part is the employees of the Northern Drilling Company, and by available sampling, 30 people were selected as the statistical sample. According to the results of the quality section, finally 5 dimensions, 14 main components and 119 sub-components intrapreneurship were identified in North Drilling Company. The results of the quantitative section also showed that the social dimension affects other identified dimensions of intrapreneurship. The managerial dimension is a dependent and influential variable, and among these, the economic dimension, the political dimension and the electronic dimension act as link variables.
 

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Vitality and welfare can be considered as one of the strategic needs for long-term success of the organization. Accordingly, the present study was conducted with the aim of interpretive structural modeling of factors affecting organizational vitality in Yazd Gas Company. Statistical sample in the qualitative section, management experts including university professors, managers and experts of Yazd Province Gas Company are 15 people. This section was done by interviewing experts and three stages of open coding, axial coding and selective coding. Finally, the selected codes were filtered by fuzzy Delphi method. The statistical sample in the quantitative section is 144 official and employed employees of Yazd Province Gas Company. The results of the section showed that the factors affecting organizational vitality include 11 main components and 54 sub-components. Finally, using fuzzy Delphi technique, the consensus of experts on the importance of each factor was calculated. The validation of the identified indicators was confirmed by the consensus of experts and the fuzzy Delphi method. This section was performed by method of interpretive structural modeling. In the interpretivestructural modeling section, a pairwise comparison questionnaire was selected from the selected components in the qualitative section and modeling was performed. The results of interpretive structural modeling showed that managerial and organizational variables are the first and second key and strategic variables, respectively.

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The purpose of this study was to interpretive structural modeling of factors affecting the alignment of macro-strategies to improve the performance of the Central-Oil-Company of Iran. This study is based on the applied purpose and in terms of method with deductive-inductive approach. Identifying these factors was done through semi-structured interviews based on theoretical saturation with professors in the fields of strategic, human resource and government management and for modeling, the opinions of experts and senior managers of the oil industry relative field with the research topic were used by purposive sampling method and a questionnaire. The validity and reliability of the questionnaire were confirmed by content validity and test-post-test method, respectively. Modeling the identified consequences with the interpretive structural method resulted in the formation of seven levels, which were the most effective factors, convergence of strategic and operational levels and upstream documents, and improved strategic balance the most impressionable factor.