شناسایی روش‌های افزایش بهره‌وری ناظران پروژه‌های گازرسانی با استفاده از روش تلفیقی نظریه‌های تریز و داده بنیاد (مطالعه موردی: شرکت گاز خراسان رضوی)

ایمانی فر, محمد; شیخانی, حمیده

doi:10.22034/sep.2025.2076610.1422

شناسایی روش‌های افزایش بهره‌وری ناظران پروژه‌های گازرسانی با استفاده از روش تلفیقی نظریه‌های تریز و داده بنیاد (مطالعه موردی: شرکت گاز خراسان رضوی)

مقالات آماده انتشار

نوع مقاله : پژوهشی

نویسندگان

محمد ایمانی فر ¹

حمیده شیخانی ²

¹ نویسنده مسئول: کارشناسی ارشد، رئیس اجرای طرح‌ها، گروه مهندسی و اجرای طرح‌ها، شرکت گاز خراسان رضوی، مشهد، ایران

² دکتری، مهندس اجرای شبکه گازرسانی، گروه مهندسی و اجرای طرح‌ها، شرکت گاز خراسان رضوی، مشهد، ایران

10.22034/sep.2025.2076610.1422

چکیده

این مطالعه به طور سیستماتیک، پیش‌نیازها، پیامدها، و روش‌های بهبود بهره‌وری ناظران در پروژه‌های توزیع گاز در شرکت گاز خراسان رضوی را شناسایی و سازماندهی می‌کند. با اتخاذ رویکرد تفسیری-سازنده‌گرایانه، پژوهش دو روش‌شناسی را ادغام می‌نماید: نظریه داده‌بنیاد و تریز (به طور خاص، ماتریس تضادهای آلتشولر و ۴۰ اصل ابداعی). داده‌ها از طریق مصاحبه‌های نیمه‌ساختاریافته و مبتنی بر رویداد با ۱۹ ناظر جمع‌آوری شد. با استفاده از نظریه داده‌بنیاد سازنده‌گرایانه در نرم‌افزار MAXQDA، تحلیل پنج دسته اصلی تأثیرگذار بر بهره‌وری ناظران را شناسایی کرد: (۱) آموزش و توانمندسازی، (۲) انگیزش و رضایت شغلی، (۳) ارتباطات سازمانی مؤثر، (۴) تعادل کار-زندگی، و (۵) سلامت روانشناختی. ابتکارات برای بهبود این عوامل، اغلب هزینه‌های قابل توجه، زمان و انرژی را به همراه دارد. برای حل این تضادهای ذاتی، مطالعه از مفهوم نتیجه نهایی ایده‌آل تریز و ماتریس تضاد از طریق نرم‌افزار CREAX استفاده کرد و نه اصل ابداعی مناسب را استخراج نمود: ادغام، عمل مقدماتی، تداوم عمل مفید، تبدیل زیان به سود، پرش، بازخورد، جایگزینی مکانیکی، سیستم سیال، و تغییر ویژگی. کاربرد استراتژیک این اصول نشان می‌دهد که امکان بهبود بهره‌وری هسته‌ای همزمان با کاهش محدودیت‌های منابع مرتبط وجود دارد.

تازه های تحقیق

شناسایی راهبردهای ارتقاء بهره‌وری و کاهش تناقضات با بهره‌گیری از اصول ابداعی تریز
ارائه معماری مدل پارادایمی ترکیب نظریه داده بنیاد و حل مسئله خلاقانه تریز
تدوین مدل تلفیقی روش‌های افزایش بهره‌وری ناظران پروژه‌های گازرسانی

کلیدواژه‌ها

نظریه تریز

نظریه داده‌بنیاد

بهره‌وری کارکنان

تناقضات ماتریس تریز

اصول ابداعی

موضوعات

مدیریت دولتی

عنوان مقاله English

Identifying Methods to Enhance Productivity of Supervisors in Gas Supply Projects Using an Integrated Approach of TRIZ and Grounded Theory (Case Study: Khorasan Razavi Gas Company)

نویسندگان English

Mohammad Imanifar ¹

Hamideh Sheikhani ²

¹ Corresponding author: M.Sc., Head of Project Execution, Department of Engineering and Project Execution, Khorasan Razavi Gas Company, Mashhad, Iran

² Ph.D., Gas Network Project Execution Engineer, Department of Engineering and Project Execution, Khorasan Razavi Gas Company, Mashhad, Iran

چکیده English

This study systematically identifies and organizes the antecedents, consequences, and methods for improving the productivity of supervisors in gas distribution projects at the Khorasan Razavi Gas Company. Employing an interpretivist-constructivist approach, the research integrates two methodologies: grounded theory and TRIZ (specifically, Alʹtshuller’s Contradiction Matrix and the 40 inventive principles). Data were collected through semi-structured, event-based interviews with 19 supervisors. Using constructivist grounded theory within MAXQDA software, the analysis identified five primary categories influencing supervisor productivity: (1) training and empowerment, (2) motivation and job satisfaction, (3) effective organizational communication, (4) work-life balance, and (5) psychological well-being. Initiatives to enhance these factors, however, often entail significant costs, time, and energy. To resolve these inherent contradictions, the study applied the TRIZ Ideal Final Result concept and Contradiction Matrix via CREAX software, deriving nine suitable inventive principles: Merging, Prior Action, Continuity of Useful Action, Blessing in Disguise, Skipping, Feedback, Mechanical Substitution, Fluid System, and Changing Properties. The strategic application of these principles demonstrates that it is possible to enhance core productivity while simultaneously mitigating the associated resource constraints.

کلیدواژه‌ها English

TRIZ

Grounded Theory

Employee Productivity

Contradiction Matrix

Inventive Principles

Copyright © Mohammad Imanifar, Hamideh Sheikhani

License

This article is released under the Creative Commons Attribution (CC BY 4.0) license. Anyone is free to copy, share, translate, and adapt this article for any purpose, whether commercial or non-commercial, as long as proper citation is given to the authors and original publication.

Akay, D. İ. Y. A. R., Demıray, A., & Kurt, M. (2008). Collaborative tool for solving human factors problems in the manufacturing environment: the Theory of Inventive Problem Solving Technique (TRIZ) method. International Journal of Production Research, 46(11), 2913-2925.https://doi.org/10.1080/00207540600969774. https://doi.org/10.1080/00207540600969774

Almaamari, Q. A. (2023). Factors influencing employees’ productivity in Bahraini Alhelli Company—literature review. From Industry 4.0 to Industry 5.0: Mapping the Transitions, 383-387. https://doi.org/10.1007/978-3-031-28314-7_32

Almaamari, Q. A., & Alaswad, H. I. (2021). Literature review of factors influencing employees' performance at Almarai company in Bahrain. Turkish Online Journal of Qualitative Inquiry, 12(6).

Alʹtshuller, G. S. (1999). The innovation algorithm: TRIZ, systematic innovation and technical creativity. Technical innovation center, Inc.

Amirkhani, A., & Akbari, H. (2022). The Effective Factors on Improving Human Resource Productivity based on Kopman Model (Case study: Iran Khodro Industrial Group). Journal of Intelligent Marketing Management, 3(3), 132-147 (In Persian).

Askari, A., Mashinchi, A., & Gholami, H. (2015). The study of the implication of social capital on the staffs’ productivity of Mellat Bank of Fars Province.‏ Journal of Scientific Research and Development, 2 (2): 12-16.

Azizinejad, H., Tavakoli, G., Ehsanifar, M., & Najafi, A. (2025). Explaining the factors affecting intellectual capital to facilitate productivity in knowledge-based businesses. System Engineering and Productivity, 5(2), 149-174 (In Persian). https://doi.org/10.22034/sep.2025.2055329.1299

Bahrami, T., Ghanizadeh, S., & Jahandideh, H. (2020). The effect of make smart on efficiency staff in the organization. NAJA Human Resources, 11(60), 135-159 (In Persian). http://phr.jrl.police.ir/article_94910.html?lang=fa

Bashirimanesh, N., & Arab, N. (2024). The Effect of Intellectual capital on employee productivity and company performance based on a balanced scorecard approach with the mediating role of dynamic capability. System Engineering and Productivity, 3(4), 81-105 (In Persian). https://doi.org/10.22034/msb.2024.2001212.1144

Berinato, S. (2014). To raise productivity, let more employees work from home. Harvard Business Review, 92(1), 12.

Black, S. E., & Lynch, L. M. (2001). How to compete: the impact of workplace practices and information technology on productivity. Review of Economics and Statistics, 83(3), 434-445. https://doi.org/10.1162/00346530152480081

Bloom, N., & Van Reenen, J. (2007). Measuring and explaining management practices across firms and countries. The Quarterly Journal of Economics, 122(4), 1351-1408. https://doi.org/10.1162/qjec.2007.122.4.1351

Bordbar, G., Mansouri, H., Karimsarizdi, M., & Hassani, M. H. (2009). Evaluation and assessment of human resource productivity in the electricity industry (case study: Qom Province Electricity Distribution Company). In the Second Conference of Human Resource Empowerment of Iran, Tehran, Iran. https://civilica.com/doc/76242/

Chaudhary, A. (2025). Age diversity management and bridging generational gaps for organizational productivity: a theoretical study. Orchid Insights: A Multi-Disciplinary Journal of Orchid College, 1(1), 1-6. https://doi.org/10.3126/oimjoc.v1i1.82481

Danaeifard, H., Alvani, S. M., & Azar, A. (2004). Qualitative research methodology in management: a comprehensive approach. Tehran: Saffar Pub.

Deming, W. E. (1986). Out of the crisis. MIT Press.

Ershadi, M. J., Kianmehr, N., Nabatchian, M., & Dinmohammadi, L. (2024). Designing a productivity assessment model to identify and prioritize influential factors and examine obstacles facing Iranian research organizations. System Engineering and Productivity, 4(2), 31-46. https://doi.org/10.22034/msb.2024.2019692.1171

Ersin, F. (2009). Implementation of TRIZ methodology in human capital.

Gates, A. (2024). Impact of knowledge management on employee performance and satisfaction. European Journal of Information and Journal Management, 3(3), 1-13. https://doi.org/10.47941/ejikm.2065

Gimeno, D. B. G., Geroy, C. A., & Prado, N. I. (2025). Employee engagement, job satisfaction, organizational commitment on productivity of employees in higher education setting. International Journal of Research and Innovation in Social Science, 9(3s), 2285-2292. https://dx.doi.org/10.47772/IJRISS.2025.903SEDU0177

Hackman, J. R., & Oldham, G. R. (1980), Work Redesign. Reading. Addison-Westley, Massachusetts.

Hamidi, Y., Shaterabadi, S., & Soltanian, A. R. (2020). Investigation of the relationship between the Organizational Justice and the Organizational Performance and productivity in the Health Center of Kermanshah Province. Iranian Journal of Ergonomics, 7(4), 52-61. http://dx.doi.org/10.30699/jergon.7.4.52

Hashemnia, S. J., Khodashenas, M., Salehi Baygi, S. H., & Mohammadi Moghadam, M. M. (2022). Examining the role of employee participation in organizations. In Fourth International Conference on Modern Approaches to Management, Psychology, and Humanities in the 21st Century. https://civilica.com/doc/1597775/

Hashmi, M. A., Al Ghaithi, A., & Sartawi, K. (2023). Impact of flexible work arrangements on employees’ perceived productivity, organisational commitment and perceived work quality: A United Arab Emirates case-study. Competitiveness Review: An International Business Journal, 33(2), 332-363. https://doi.org/10.1108/CR-10-2020-0130

Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672. https://doi.org/10.5465/256741

Ichniowski, C., Shaw, K. L., & Prennushi, G. (1995). The effects of human resource management practices on productivity. National Bureau of Economic Research, 1-42. https://doi.org/10.3386/w5333

Jiang, S., Li, W., Qian, Y., Zhang, Y., & Luo, J. (2025). AutoTRIZ: Automating engineering innovation with TRIZ and large language models. Advanced Engineering Informatics, 65, 103312. ‏ https://doi.org/10.1016/j.aei.2025.103312

Jovevski, D., Drakulevski, L., & Firfov, O. (2023). Digital transformation and productivity. Knowledge-International Journal, 59(1), 15-21.

Joy, S. K., & Sharma, A. (2025). Exploring the impact of remote work on employee productivity. Advance. https://doi.org/10.31124/advance.174607645.58020342/v1

Kalasangiāni, A. (2017). Examining the factors affecting the increase in human resource productivity; with emphasis on the role of participation in increasing human resource productivity. In Second International Conference on Management and Accounting. https://civilica.com/doc/643066/

Kannamma, V. B., & Krithika, M. (2024, July). Investigating the impact of evolving work culture on employee productivity in the post-pandemic period. In 2024 10th International Conference on Smart Computing and Communication (ICSCC) (pp. 333-336). IEEE.

Kariman, A., & Rafiei, V. (2016). The role of ability and its relationship with human resource productivity at Iran Khodro Company. In the International Conference on Research in Behavioral and Social Sciences, Tehran, Iran. https://civilica.com/doc/440813/

Karimi, P., & Shekarivand, A. (2025). Investigating the relationship between organizational culture and human resource productivity among employees. Cultural Leadership Studies, 22(7), 18-28 (In Persian).

Kassa, B. Y., & Worku, E. K. (2025). The impact of artificial intelligence on organizational performance: The mediating role of employee productivity. Journal of open innovation: technology, market, and complexity, 11(1), 100474. https://doi.org/10.1016/j.joitmc.2025.100474

Kazemzadeh Poshtiri, M., & Hassani, M. (2022). Examining the factors affecting human resource productivity in Iranian government organizations. In Seventh International Conference on Research in Science and Engineering and Fourth International Congress on Civil Engineering, Architecture and Urban Development in Asia. https://civilica.com/doc/1640790/

Khaledi, R., Heydariyeh, S. A., & Hematian, H. (2025). Analysis and design of a human resource productivity improvement model in the public sector (a study in the Ministry of Health, Treatment, and Medical Education). System Engineering and Productivity, 5(2), 119-147 (In Persian). https://doi.org/10.22034/sep.2025.2047029.1240

Khurshid, R., Ahmed, R., & Saeed, A. (2024). Impact of organizational justice on employee productivity in Millat Tractors Limited. Research Journal for Societal Issues Учредители: Universal Research Network, 6(2), 713-724.

Kumpikaitė, V. (2007). Human resource training evaluation. Engineering Economics, (5 (55)), 29-36.

Lincoln, Y. S. (1985). Naturalistic inquiry. Sage Publications.

Locke, E. A., & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice-Hall, Inc.

Marfriady, D. (2023). The effect of performance on organizational culture, digital transformation and employee productivity in the company. Dinasti International Journal of Management Science (DIJMS), 4(6), 115-1124. https://doi.org/10.31933/dijms.v4i4

Mehranfard, F. (2023). Examination of factors affecting employee motivation on performance evaluation improvement and providing solutions (Case study: Khuzestan Regional Electricity Company). In Sixth International Conference on Management and Industry. https://civilica.com/doc/1936777/

Mirrezaei, S. H., Ayoubi, A., Mosallanejad, A., & Mousavifard, F. (2018). The effect of in-service training on employees' productivity in education and training organisation, Shiraz, Iran. International Journal of Productivity and Quality Management, 24(1), 134-142. https://doi.org/10.1504/IJPQM.2018.091168

Mirzadeh Kouhshahi, L. (2022). Investigating the effect of organizational engagement and employee job motivation on human resource productivity: the moderating role of job satisfaction. Governance and Development Journal, 2(3), 89-110. https://doi.org/10.22111/jipaa.2023.388614.1101

Mohammadpour, A. (2011). Qualitative research method (anti-method).

Nika, F. A., & Bashir, I. (2023). Impact of psychological well-being on employee performance and productivity. Productivity, 63(4), 417-427. https://doi.org/10.32381/PROD.2023.63.04.5

Nzuva, S. M., & Mwende Kimanzi, P. (2022). The Impact of organisational culture on employees' productivity: a comprehensive systematic review. European Journal of Business and Management, 14(4), 42-55. https://dx.doi.org/10.7176/EJBM/14-4-05

Owrangi, A., Gholtash, A., Shahamat, N., & Yoselyani, G.. (2011). An investigation into the impact of in-service training on the professional performance of teachers of Shiraz. Journal of New Approach in Educational Administration, 2(1), 95-114. https://sid.ir/paper/168834/en

Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the work force. Harvard Business School Press.

Pfeffer, J. (1998). The human equation: Building profits by putting people first. Harvard Business Press.

Pfeffer, J., & Veiga, J. F. (1999). Putting people first for organizational success. Academy of management perspectives, 13(2), 37-48. https://doi.org/10.5465/ame.1999.1899547

Porter, L. W., & Lawler, E. E. (1968). Managerial attitudes and performance.

Pourghorban, B., Malekmohammadi, M., & Samiei, R. (2014). Investigating the relationship between social capital and human resource productivity among Bank Sepah employees in Golestan province. In the First National Conference on the Position of Management and Accounting in the New World of Business, Economy and Culture, Tehran, Iran. https://civilica.com/doc/313756/

Raofi, M. H., & Tarikhi, G. A. (2004). The impact of in-service training on efficiency and productivity of managers and staff. Foundations of Education, 05(1) (In Persian). https://doi.org/10.22067/fe.v5i1.1823

Robbins, S. P. (2005). Organizational behavior (11th, Ed.). Pearson Prentice Hall.

Safayee, A., KeshtPour, & M., Khaligh, J., (2022). Analyzing the relationship between psychological empowerment and personnel productivity at Tehran University of Medical Sciences. Fourth International Conference on New Developments in Management, Economics and Accounting (In Persian). https://civilica.com/doc/1268611/

Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students. Pearson education.

Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315. https://doi.org/10.1002/job.248

Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92. https://doi.org/10.1023/A:1015630930326

Shaikh, F., Afshan, G., Anwar, R. S., Abbas, Z., & Chana, K. A. (2023). Analyzing the impact of artificial intelligence on employee productivity: the mediating effect of knowledge sharing and well‐being. Asia Pacific Journal of Human Resources, 61(4), 794-820. https://doi.org/10.1111/1744-7941.12385

Shamout, M. D., Elayan, M. B. H., Hamouche, S., & Chabani, Z. (2025). The role of collaboration technology and knowledge sharing climate on employee productivity and innovative behavior. Knowledge and Process Management. https://doi.org/10.1002/kpm.1801

Shayesteh, E., Azizi, A., & Ershadi, M. J. (2024). Modeling the relationship between age and salary on the productivity of specialized human resources in project-oriented engineering companies. System Engineering and Productivity, 4(1), 22-67 (In Persian). https://doi.org/10.22034/msb.2024.2009347.1155

Shiri Gharaghooni, G., Bigzadeh, Y., & Shiri, E. (2018). Investigating the effect of organizational justice on the productivity of employees at East Azerbaijan Electricity Distribution Company. Journal of Modern Research Approaches in Management and Accounting, 3(24), Article 8. https://civilica.com/doc/721886/

Souchkov, V. (2007). Breakthrough thinking with TRIZ for business and management: An overview. ICG Training & Consulting, 3-12.

Suryani, S., & Fitri, M. A. (2023). Analysis of factors affecting employee productivity. Journal of Management and Business Insight, 1(2), 142-149. https://doi.org/10.12928/jombi.v1i2.738

Torkianpour, H., Torkiantabar, L., & Naghdi Sedeh, E. (2016). Examining factors affecting the productivity of employees in non-industrial operations of Abadan Refinery. In International Conference on Change and Transformation Management. https://civilica.com/doc/597700/

Tsui-yuan, T., & Li, D. F. (2020). Solving Management Conflict in Human Resource Management: A TRIZ Approach. In Education and Awareness of Sustainability: Proceedings of the 3rd Eurasian Conference on Educational Innovation 2020 (ECEI 2020) (pp. 707-709). https://doi.org/10.1142/9789811228001_0161

Valah, A., & Farahani, T. (2017). Investigating the impact of social capital dimensions on organizational innovation among Bank Mellat employees in Tehran. In the Fourth International Conference on Accounting and Management with an Approach to Modern Research Sciences, Tehran, Iran. https://civilica.com/doc/547400/

Vatankhah, S., Alirezaei, S., Khosravizadeh, O., Mirbahaeddin, S. E., Alikhani, M., & Alipanah, M. (2017). Role of transformational leadership on employee productivity of teaching hospitals: using structural equation modeling. Electronic Physician, 9(8), 4978. https://doi.org/10.19082/4978