محمدرضا معتدل

Supply Chain Sustainability is a new and highly influential debate that has drawn the attention of researchers in the field of supply chain management. This concept is particularly important in the oil and gas industry because of its nature and the risks and sustainability risks associated with this industry, especially environmental hazards. The purpose of this study was to evaluate the risks related to supply chain sustainability in the oil and gas industry based on the FMEA method. The statistical population of this study consisted of all experts familiar with the concept of sustainability in the oil and gas industry, out of which 10 experts were selected and surveyed through snowball sampling. The results showed that among the risks posed in the field of supply chain sustainability in the oil and gas industry, risks such as failure and pollution in surface (hydrological) and groundwater (hydrogeological) systems and flows, energy price fluctuations and sanctions as well as the emission of hazardous and greenhouse gases, the reduction of air quality and climate change were prioritized over other risks, as well as sustainability commitment (organizational culture, top management leadership and transparency), management readiness (risk management, cross-functional teams and performance management) and external factors (political stability, economic stability, stakeholder pressure, energy transition policies, and laws and regulations) can all play an important role in managing the risks associated with this industry.

Considering the importance of the concept of strategic alignment of information technology (IT) in today economic organizations, this study attempted to extract the organization's IT strategies in order to increase the degree of strategic alignment and consequently the optimal strategies in the field of marketing and service delivery for social security organization. Using QFD technique and hierarchical analysis, the results of the study showed that among the IT strategies collected, three strategies of introducing the application of new technologies to operation department employees of the organization, standardizing software problem solving methods in the organization, and increase the organization users' sense of responsibility for IT costs were the top three priorities of IT strategy in the Social Security Organization to increase strategic alignment. Also based on the other results of the study, three strategies of forming a specialist team for emerging technologies, increasing the share of not-in-person services and enhancing the quality of information in the organization's electronic port are among the most desirable marketing strategies, and three strategies for improving the quality of electronic services, create a unity of working procedure among the employees and review and updating of services delivery processes, have been among three most desirable strategies of the organization in the field of service delivery.

Purpose: Evaluation of employee performance plays an effective role in organizational productivity and effectiveness. As a result, the purpose of this study was identification the components of evaluation of employee performance smart pattern. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The research population was specialist managers and experts evaluation of employee performance of the bank of industry and mine in 2020 year, which according to the principle of theoretical saturation number of 16 people was selected by purposeful sampling method. The research tool was a semi-structured interview, which whose validity was confirmed by the triangulation method and its reliability was calculated by the agreement coefficient method between the two coders 0.82. Finally, data were analyzed based on open, axial and selective coding methods. Findings: The findings showed that components of evaluation of employee performance smart pattern had 50 open codes in 12 axial codes and 3 selective codes. The selective codes included the factors of functional (with 4 axial codes of optimal function, quality of work, active and effective participation in meetings and planning, forearm and follow-up), job behavior (with 7 axial codes of observing administrative regulations and discipline, proper behavior and encounter with clients and colleagues, cooperation and accountability, analysis of issues and providing appropriate solutions, self-propulsion and innovation, increased job information and skills and information transfer) and ethical behavior (with 1 axial code of observing ethics and Islamic behavior). Finally, according to the identified components, the evaluation of employee performance smart pattern was painted. Conclusion: The results of this research have practical implications for the specialists and officials of the Bank of Industry and Mine, and they with the help of identified components for evaluation of employee performance smart pattern can provide the ground for improving the performance of the organization.