Journal of value creating in Business Management

Abstract Abstract
The purpose of this research is to design a model for the re-employment of employees during retirement in the Ministry of Education. The research method is a qualitative type of theorizing data-based, and the participants are decision-making and policy-making managers in the field of re-employment of retirees as well as some teachers who have taken re-employment during retirement. The sampling method is purposeful and snowball-type with the number of 12 people as sample, which include working retirees and experts in the field of education, and the research reached theoretical saturation with the targeted people. Data analysis is through open, central and selective coding, and Max Kyuda version 22 software is utilized. The findings of the research consists of 8 dimensions including individual, social, organizational, environmental, economic, political, individual performance, education system performance; and 23 components in the form of causal conditions, central conditions, strategies, consequences, interveners and contexts. The results of the research showed that conditions such as individual, social and organizational factors cause the re-employment of retired education workers. The mentioned factors make strategies such as livelihood-oriented strategy and entrepreneurial strategy to be defined as re-employment strategies. These strategies definitely have consequences, which include improving individual performance and improving the performance of the education system. The background of these strategies, i.e. political and economic factors, must be provided. Meanwhile, interveners such as environmental factors should not be ignored.
Extended Abstract
Introduction
Today, due to the increase in life expectancy, people still have many years ahead after retirement, and even in a considerable period of time, they have the physical strength and mental desire to work and accept job responsibilities.
Research has shown that the world's population was almost constant until the 18th century, and most of the people had a low average life expectancy due to wars and various diseases; but during the following years, it can be seen that more than three decades have been added to the average life of people. The predictions of the United Nations (2017) indicate that by 2050, the population over 60 years old will be more than 4 times compared to the year 2000 (Dehghani et. al. 2019). Considering the country's demographic changes and the effects and consequences of transitioning the age structure of the population, it is expected that the number of retirees in our society will continue to increase in the future decades (Statistical and Socioeconomic Analysis Office, 2019). On the other hand, regarding the financial resources of the education organization, it is stated that the share of the education budget from the public resources of the government in 1401 is 9.6%; while the share of the education budget from the government's public resources in 1400 was 12.7 percent (Fars News Agency, 2022). Therefore, serious attention and scientific planning to meet the needs of society's education workers can have significant effects on society's health from various aspects. But the more important issue after knowing about the increase in the number of retirees is the issue of their employment, which has two aspects and is somewhat contradictory. On one hand, we should pay attention to the fact that a retired person, after a relatively long and continuous period of work and effort, needs to enjoy welfare and rest and benefit from the welfare and support facilities of the society.
Theoretical framework
Regarding the theory of Maslow's hierarchy of needs, Maslow has stated 5 basic needs in humans, including physiological needs, safety, belongingness, affection, respect (dignity), and self-actualization (Naili, 2014). Regarding the re-employment of retirees, according to Maslow's theory, it is stated that in order to meet high-level needs, retirees are first forced to meet their physiological needs, so they turn to re-employment to meet their physiological needs by earning income. According to manifest need theory, needs that are more acquired than inherited are activated by external body stimuli. For example, if a person finds a need for social relations, he communicates with others only if he considers the social situation appropriate, and only then does his need become apparent. According to this theory, needs include the needs of solicitation, affection, autocracy-autonomy, power, aggression, stimulation, tolerance, pretentiousness, convenience-seeking, nurturing, order, unburden, and recognition (Zohori, 2015). According to existence-dependence-growth theory, human needs include existence needs, dependence needs, and growth needs (Naili, 2014). However, he does not agree that every need appears after satisfying the lower order need (Zohori, 2015). According to this theory, the re-employment of retirees is due to the fact that all the needs of retirees can be created at the same time and combined to motivate them. According to disengagement theory, the decline in social interaction during retirement is because, against the will of most retirees, society leaves them. In fact, the society and the retired person mutually limit many of their bilateral relations with each other. According to this theory, the inevitability of death forces a person to leave an important part of their social roles. Also, in activity theory, activity increases health during retirement and a person who remains active will adapt to the situation in a better way. In fact, successful retirement requires new roles to be discovered, or new means to maintain old roles (Afra et al. 2020).
Methodology
The method used in this research is qualitative. The strategy used is data-oriented theorizing with Strauss and Corbin's approach. The participants of this research are decision-making managers and policy makers in a sense in the field of re-employment of retirees and some teachers who have taken re-employment during retirement. They were selected to identify, extract, and explore "concepts" and "categories". The sampling method is non-random or purposeful and snowball. The number of participants is 12.
Research findings
The findings of the research include all the causal conditions, the central category, strategies, consequences, contexts and interveners of the research. Individual factors in causal conditions are subsistence and material needs, emotional and communication needs, and psychological needs. Organizational factors include the educational structure of the education system and the economic structure of the education system. The educational structure of the education system is in such a way that according to the fundamental transformation document and the vision document of the education system, it should benefit from the expertise and experience of human capital. The central category is the main category that appeared in the data multiple times with other categories. The central category of this research is called re-employment, which contains the components of skill diversity, task identity, and the importance of task and independence. The meaning of skill diversity is that a job that requires the use of a large number of personal skills and talents, challenges all the abilities and skills of a person; and people will most likely find such jobs meaningful. The strategy considered in this research is based on livelihood strategy and entrepreneurship strategy. It is stated in the livelihood-oriented strategy that this strategy is written with this name due to the fact that it only solves the livelihood problems of retirees. The consequences of re-employment of education workers during retirement lead to improved performance and sustainable development. Regarding the improvement of individual performance, it is stated that after retirees return to work, according to research data, one of the consequences is the improvement of individual performance. The background conditions in this research are economic and political factors; economic factors means financial resources and equipment that must be provided for the re-employment of retired education workers. As stated in the previous chapters, the Ministry of Education and the inadequacy of its budget with the received expenses should be reviewed. Economic factors include financial resources and equipment, which are explained separately below.
Discussion
As the findings of the research showed, the re-employment model of retired employees includes 8 dimensions including individual, social, organizational, environmental, economic, political, individual performance, education system performance; and 23 components in the form of causal conditions, central, strategies, consequences, interveners and contexts. The causal conditions of re-employment of education workers during retirement in this research include individual, social and organizational factors. The central category, which is the re-employment of retired education staff, includes skill diversity, task identity, and the importance of task and independence. Research findings in the category of strategies include livelihood-oriented strategies and entrepreneurship. The results of the research have led to improved performance and sustainable development. Intervening conditions, which are factors such as environmental factors, have affected livelihood-oriented strategies and entrepreneurship. Environmental factors include beneficiaries and demographic characteristics of retirees. Background conditions also include economic and political factors. In the end, it is concluded that conditions such as individual, social and organizational factors cause the re-employment of retired education workers. The mentioned factors make strategies such as livelihood-oriented strategy and entrepreneurial strategy to be defined as re-employment strategies. These strategies definitely have consequences, which include improving individual performance and improving the performance of the education system. The background of these strategies, i.e. political and economic factors, must be facilitated. In the meantime, interveners such as environmental factors should not be ignored.

Abstract Abstract The purpose of this research is to provide a model of managerial competencies of women in the industry (case study: Sabah Food Company). The current research is applicable in terms of purpose, and descriptive-exploratory in terms of nature and method. The statistical population of the present study included 10 female managers in the food industry. Sampling was done by a targeted technique. The collection tool in this research is a semi-structured interview. Data-based theory and MAXQDA18 software were used for data analysis. Based on the results of qualitative analysis, six categories of main factors including background factors, causal conditions, central phenomenon, interventionist, strategies, and consequences were identified as the main components of women's competence development. In this research, the establishment of women's management culture is reported as the most important condition for the development of women's competence. Based on the results obtained, it was found that the phenomenon of "glass ceiling" is the most important intervening factor in the development of the competences of women managers; women's empowerment as the most important strategy for the development of women's managerial competences; and gender equality and career advancement of women are the most important consequences of the development of competences of female managers; which is very important in terms of organization management. Extended Abstract Introduction Competency-based management has emerged from the integration of human resource planning with business planning, which allows organizations to align the current capacity of their managers and human resources with the competencies required to achieve predetermined organizational goals and missions (Emerson et al, 2018). It is very important to pay attention to the issue of merit-based management in developing countries, including Iran; because a large part of the waste of capital and time in the organizations of such countries is due to poor management and lack of attention to the competencies and capabilities of managers (Mahmudi et al, 2020). Paying attention to the issue of management based on competence in developing countries, including Iran, is very important; because a large part of the waste of capital and time in the organizations of such countries is due to poor management and lack of attention to the competencies and capabilities of managers (Mahmudi et al, 2020). On the other hand, in many developing countries, following the example of developed countries, the isomorphic imitation approach has been used, which evidence shows that the use of this method is not very effective due to social, cultural and political differences (Adachi et al, 2020). By placing these two propositions (the weakness of management in Iran, and the inefficiency of using models from other countries), the necessity of presenting a new model of competence of managers in Iran is well felt. During the last few decades, with a significant increase in the amount of employment of women in the society; the progress of women in management jobs has not grown much and in the division of human resources in organizations, consciously or unconsciously, women are marginalized and their achievement of high degrees and high levels of management is considered unusual and even unbearable (Mosadeghrad et al., 2020). Despite the decades of progress of women in obtaining university degrees and holding managerial positions, women are still a small minority in the field of organization management and leadership. Wide gender stereotypes and known organizational leadership styles that associate men more with the organization's leadership and senior management can create differential evaluations of male and female leaders and cause a gender gap in leadership. For these reasons, management science experts consider the persistent and pervasive gender gap in organization management as an urgent problem that requires innovative and effective solutions (Gloor et al, 2020). Therefore, the researcher tries to answer the question: what is the model of managerial competence of women in the industry? Theoretical Framework Merit The competency approach is not a new approach in human resource management and the Romans used it in an effort to achieve the detailed attributes of a good Roman soldier. However, the competency-based methodology was presented in its codified and modern form by the Hay-Macber company, whose founder was David McClelland, a prominent Harvard psychologist, in the late 1960s and early 1970s. McClelland began by defining competency variables that could predict job performance and were not influenced by gender, race, or socioeconomic factors. His studies helped identify different aspects of performance (Aqqad et al, 2019). Women's managerial competence Management competencies are management skills and behaviors that contribute to the superior performance of the organization. By using the competency-based approach in management, organizations can identify their next generation of managers in a better way and develop the required skills in them. In today's work environment, women face many challenges in the career field. Some of these include the lack of female role models and mentors, unconscious bias in hiring decisions, and lack of opportunities for senior management roles. Women have natural leadership skills that they use to get things done. They are not afraid to show their emotions and are great at building relationships with their people. Women also have a natural ability to empathize with other people. They can connect emotionally, which is why they often make great leaders. Leadership skills for women often differ from men. The characteristics, skills and styles that make a woman an exceptional leader are often quite different from their male counterparts (Javed et al, 2023). Almutairi et al, (2022) conducted a study titled Investigating managerial competencies and organizational commitment among female nurses in public hospitals in Saudi Arabia. The results showed that managerial competence and organizational commitment were reported as moderate among the sample. Also, there was a positive and significant relationship between the variables of managerial competence and organizational commitment. Khodadadi et al, (2022) conducted a study titled identifying the pattern of educational competence of women to hold executive positions in Khuzestan Governorate. The findings of the research show that based on the considered criteria, key components were identified in each variable: and based on related criteria, in order to check the level of importance of each criteria and value these criteria in meeting the needs from the point of view of female employees, these variables were provided to the female employees of Khuzestan governorate to ask for their opinion. Research methodology The current research is applicable in terms of purpose and descriptive-exploratory in terms of nature and method. According to the nature and method of the research, the statistical population of this research includes people who have an opinion on the research problem. For this purpose, 10 female managers in the food industry (at different levels) are considered as a statistical population. Selection of people is done by snowball technique. The method of data collection is library and field studies and it has been cross-sectional in terms of time. The collection tool in this research is a semi-structured interview. In order to conduct interviews, two preliminary interviews were conducted with experts, and then ten main interviews were conducted. Data-base method (grounded theory) is used for data analysis. Research findings MAXQUDA software was used to analyze the qualitative data of this research. The findings of the research showed that the research model has a suitable fit with the collected data. Also, in order to improve the fit indices of the model, the suggested terms in accordance with the research literature were used and finally the research model was approved. In the background conditions based on the secondary coding results of the research; indicators of change in the traditional attitude governing the society, enjoying equal benefits and facilities, acceptance of women's management by subordinates, women's participation in organizational legislation, and revision of existing laws and regulations for the benefit of women was chosen as background categories in presenting the model of managerial competencies of women in the food industry. Based on the secondary coding results of the research; indicators of analytical and critical thinking, creative thinking, strategic thinking, systemic thinking, general and specialized knowledge, research skills, presenting innovative and scientific ideas, sufficient knowledge and expertise, work commitment, emotional intelligence, responsibility and accountability, self-esteem and self-confidence, self-awareness and insight, order and discipline, confidentiality and solving interpersonal conflicts, criticism and recommendability were selected as categories of causal conditions in presenting the model of managerial competencies of women in the food industry, and based on the secondary coding results of the research; indicators of the use of information systems, monitoring and control, planning and organizing, guiding and providing advice, problem solving power, increasing the participation of people in teamwork, and conflict management were selected as the central phenomenon category in presenting the model of managerial competencies of women in the food industry. Based on the results of the secondary coding of the research, the indicators of creating a fit between the ability and the assigned task, resolving the conflict between work and family, working experience and mastering one's profession, updating one's knowledge, awareness and expertise were selected as a category of strategies and actions in presenting the model of managerial competencies of women in the food industry. Based on the results of the secondary coding of the research, the indicators of negative attitudes of the society towards women's management, patriarchal rule and gender stereotypes, the absence of women in political groups, the presence of religious prejudices, household responsibilities and family restrictions were chosen as the category of interfering conditions in presenting the model of women's managerial competencies in the industry Food items. Conclusion Based on the obtained results, it was found that the "glass ceiling" phenomenon is the most important interfering factor in the development of female managers' competencies. Empowering women was identified as the most important strategy for developing women's managerial competence. Based on the results obtained in this research, it was found that gender equality and career advancement of women are the most important consequences of developing the competence of female managers, which is very important in terms of organization management. The results of this research are in agreement with the results of Almutairi et al, (2022), Khodadadi et al, (2022), Shamshiri & Keshavarzi (2021), Cosentino & Paoloni (2021), Gloor et al, (2020), Kabir (2020), Damm-Ganamet (2020), Soleimani et al, (2020), Cohen et al, (2020), and Sellers & Akers (2018). Gloor et al, (2020) showed that when the gender composition of the management group is male, then the chance of success of female managers decreases, but when the gender composition is more balanced, then female managers get a lot of support. They also showed that the gender of the leader (manager) and the gender composition of the organization's management group interact with each other, which affects the level of trust of employees in the female manager. In total, the results of this research indicate the significant effects of the gender composition of employees on the success of female managers in the organization. Hariri (2020) showed that women have a long and difficult way to express their abilities and worthiness in this field, because despite women's competence in obtaining managerial positions; the society, as it should, have not played a significant role for them at this level. Even in matters related to women, most of the high level managers are men, and middle level management is commited to women.