دانشگاه شاهد فصلنامه مطالعات بنیادین تمدن نوین اسلامی 2676-525X 8 2 2025 09 23 Analysis of interaction between human roles and organizational promotion systems, a guideline for Islamic government administrations واکاوی تأثیر متقابل نقش‌های انسانی و نظام‌های تعالی سازمانی، خط راهنمایی برای اداره‌های دولت اسلامی 1 20 5010 10.22070/nic.2025.19272.1314 FA محمدعلی هاتفی دانشیار گروه مدیریت و قراردادهای نفت و گاز، دانشگاه صنعت نفت، تهران، ایران. 0000-0001-8740-2392 سیدعبداله رضوی دانشیار گروه اقتصاد نفت و دیپلماسی انرژی، دانشگاه صنعت نفت، ‌تهران، ایران. 0000-0001-7253-7411 Journal Article 2024 10 21 <strong>Purpose: </strong>A 5-stage model to get the New Islamic Civilization has been advised by the Supreme Leader of the Islamic Iran Revolution. The 5 stages are Islamic revolution, Islamic system, Islamic government, Islamic society, and Islamic civilization. On the basis of this famous model, the Islamic motion in Iran is currently in the third stage of that model, namely “Islamic government” stage. In this stage, the government has to establish all the Islamic advisements and dimensions. Owing to this stage, and considering this fact that novel society expects the Islamic government to be in line with the world progress, thus establishment of organizational systems is a major need for the Islamic government. The organizational promotion systems refer the systems such as customer relationship management, productivity management system, performance management system, project management system, knowledge management system, quality management system, human resource management system, production management system, communication management system, education management system, investigation management system, and so on. Indubitably, human roles are one of the basic factors affecting the establishment and operation of such systems. The purpose of the current paper is to identify <br />different human roles, and to determine the most important roles influencing the succession of the systems.<br /><strong>Methodology: </strong>The paper employs the analysis of promotion human roles in succession of the organizational promotion systems, to evaluate interaction between human roles and the organizational promotion systems. The paper employs the “expert judgement” to get the purpose of the paper. For this, eleven experts take part in the process. Consequently, this process belongs to group decision making. The methodology also includes a numerical analysis. A structure like the famous analytical hierarchy process is formed. Then a method named simple multi-attribute rating technique is used to assign the numerical weights to different ranked items by each of the experts. Finally, the geometric average of individual weights is used to calculate the final weights.<br /><strong>Findings: </strong>Briefly, the findings consist of: (1) Identification of the two criteria to evaluate different human roles. The criteria are “flexibility” and “effect”. (2) Identification of the seven sub-criteria. The three for the flexibility, including accessibility, scale, and training. The four for the influence, including participation, influence, capacity, and stability. (3) Forming a hierarchy for analysis. This hierarchy is a tree-shape structure like those in the analytical hierarchy process method. (4) Determining the ranks and weights of the identified items in the hierarchy. The rank refers the relative standing or position of the human roles in the overall sorting of the roles. The weight is a number between zero and one showing the importance of a human role among all the roles. (5) Diagnosing the equilibrium region among the human roles. This is performed by drawing a diagram displaying the trends of the two above-mentioned criteria.<br /><strong>Conclusion: </strong>The paper, on the basis of the said analysis, declares and confirms the fundamental roles of top managers and staffs of organization, in the succession of the organizational promotion systems. As a major recommendation, the paper advises the policy makers of the Islamic government, to make the preliminary needs and platforms in organizations, before defining and performing any promotion system. This needs may be organizational culture, personnel categories, management's belief in the new system, and so on. The paper also expresses that by copying the foreign models, the implementation of the systems may not even lead to productivity and be just an additional expense. Finally, the paper states that implementation of an organizational promotion system should be based on organizational needs.<br /> <br /> <br /> <br /> <br /> <br />  رهبر انقلاب اسلامی رسیدن به تمدن نوین اسلامی را هدف نهایی انقلاب دانسته، این را در گرو طی کردن پنج مرحله می‌دانند. نظام اسلامی هم‌اکنون در مرحلۀ سوم با عنوان «دولت اسلامی» است که در آن دولتمردان و نظام‌های ادارۀ کشور باید با رهنمودهای اسلامی تطبیق یابند. با این توصیف جامعۀ نوین از دولت اسلامی انتظار دارد که همگام با سیر پیشرفت جهانی نظام‌های تعالی سازمانی را استقرار دهد تا بهره‌وری سازمان‌ها افزایش یابد. منظور نظام‌هایی نظیر نظام ارتباط با ارباب‌رجوع، نظام مدیریت بهره‌وری، نظام مدیریت عملکرد، نظام مدیریت پروژه‌ها، نظام مدیریت دانش، نظام مدیریت کیفیت و نظام مدیریت منابع انسانی هستند. انکارناپذیر است که یکی از بنیادی‌ترین عوامل مؤثر بر پیاده‌سازی این‌گونه برنامه‌ها نقش‌های انسانی است. این مقاله با استفاده از واکاوی نقش‌های مختلف انسان در موفقیت این‌گونه نظام‌ها تأثیر متقابل این نقش‌ها و نظام‌های تعالی سازمانی را بررسی کرده، بر مبنای تحلیل صورت‌گرفته تأثیر چشمگیر مدیران ارشد و کارمندان سازمان در دستیابی به اهداف مربوط به آن را مورد تأکید قرار می‌دهد. واکاوی مذکور با استفاده از نظر خبرگان امر انجام می‌شود و درنهایت پیشنهادهایی برای سیاستگذاران و کارگزاران دولت اسلامی تقدیم می‌شود.<br /> <br /> <br /> <br /> <br />  https://nic.shahed.ac.ir/article_5010_df2ee1640ced0e9f6481b4552fe3cd79.pdf