List of Articles Human Resource

• Open Access Article
  • Abstract Page
  • Full-Text
  
  1 - Designing the pattern of alignment of organizational elements with the strategies of the organization and its relationship with performance
  faride defaei Seyed Mohammad Aarabi saheb1 badrei
  The main goal of the current research is to design a model of alignment of human resources strategies, organizational structure and culture with organizational strategies and its effect on the performance of schools covered by Allameh Tabatabai educational and cultural More

  The main goal of the current research is to design a model of alignment of human resources strategies, organizational structure and culture with organizational strategies and its effect on the performance of schools covered by Allameh Tabatabai educational and cultural complex. Based on the theory of strategic reference points, this research presents a model for coordination between the organization's strategy and the level strategy of human resources and the elements of the organization. Two reference points of low or intense control and internal or external attention were considered as reference points. Based on the strategic reference points (SRP), human resource strategies, structure, culture and organizational strategies were determined and then the relationship between the various types of these strategies and organizational elements was investigated. To measure the performance of the schools covered by the Allameh Tabatabai complex 4 organizational performance criteria of balanced scorecard model (BSC) was used. The statistical population in this research includes managers, employees and teachers of Allameh Tabatabai complex, which are about 400 people. The type is correlation and the unit of analysis is the school. The field data collection method of this research is a questionnaire. The collected data was analyzed with spss and PLS software. The obtained data and their interpretation show that in Allameh complex Tabatabai, the dominant type of competitive organization strategy, the dominant type of human resource strategy, the secondary strategy, the dominant type of mechanical organizational structure, and the dominant type of organizational culture is mission culture. There is an alignment between the organization's strategies and other studied elements. The performance of those schools that are between Organization strategies and organizational elements are more aligned, their performance is also higher. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  2 - Investigating the relationship between multicultural management and sports in schools
  Atefeh khodabakhshi Zynalabedin Fallah Amir Montazeri Taher Bahlekeh
  Abstract: The purpose of the current research was to investigate the relationship between the multicultural management model and sports in schools, which was done in a quantitative and mixed method. The statistical population of the quantitative part of the study inclu More

  Abstract: The purpose of the current research was to investigate the relationship between the multicultural management model and sports in schools, which was done in a quantitative and mixed method. The statistical population of the quantitative part of the study included all the physical education teachers of the country (N=34000). The statistical sample in this study was considered to be 380 people according to the Karjesi and Morgan table, and the sampling was done using the random cluster method. The data needed to identify the components and analyze the measurement model were collected using a researcher-made questionnaire, after obtaining validity (face, content and structure) and validation. Cronbach's alpha method (α=0.91) was used to calculate the reliability of the instrument, and exploratory factor analysis, confirmatory factor analysis, and structural equations were used to analyze the data. Data analysis was done using SPSS and Lisrel software. Examining and testing the structural equation model of the research showed that the general indicators of fit are in a suitable and favorable condition. So, the antecedent variable of multicultural management has a positive and significant effect on the variable of multicultural management process. Also, the multicultural management process variable has a positive and significant effect on the multicultural management results variable. In addition, the indirect effect of the antecedent variable of multicultural management on the outcome variable of multicultural management was significant, and in the meantime, the variable of multicultural management process played a mediating role. Therefore, the administrators and senior managers and decision-makers of the Ministry of Education should have a special look at multicultural schools and by strengthening and equipping these schools in a fair manner, they should create empathy in the country and prevent suspicions of ethnic discrimination. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  3 - The effect of cultural intelligence on the job satisfaction of employees with the role of emotional labor mediator (Assalouye Special Economic Zone)
  adel koulak adel koulak
  Job satisfaction is considered one of the important factors in increasing the efficiency and success of the job. Development is created by efficient, interested human resources with a deep psychological bond. Teachers and trainers who train a huge student force must be More

  Job satisfaction is considered one of the important factors in increasing the efficiency and success of the job. Development is created by efficient, interested human resources with a deep psychological bond. Teachers and trainers who train a huge student force must be interested in their job so that they can develop the potential talents of students. From the point of view of experts, satisfaction is the general attitude of a person towards a job. One of the influential concepts in job satisfaction can be cultural intelligence. The purpose of this research is to investigate the effect of cultural intelligence on the job satisfaction of employees with the mediator role of emotional labor in the Asaluye Special Economic Zone, which was collected with a quantitative approach and using the survey method and questionnaire tool. The statistical population of the research includes all the employees of Asalouye Special Economic Zone, numbering 2300 people, and using stratified random sampling, 340 people were investigated as a statistical sample. Structural equation modeling method and Smart PLS software were used to analyze the research data. The purpose of this study is to evaluate the effect of a wide range of emotional labor and cultural intelligence on the job satisfaction of employees. It was shown that paying attention to cognitive, motivational factors, emotional dissonance and the expression of natural feelings felt on job satisfaction among employees of the organization is very important. The results show that cultural intelligence has a significant effect on the job satisfaction of employees of Asalouye Special Economic Zone. Also, emotional labor has a significant effect on job satisfaction. In addition to this, emotional work also has a significant effect as a mediating variable on the relationship between cultural intelligence and the job satisfaction of employees of Asalouye Special Economic Zone. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  4 - Fostering and flourishing cultural intelligence in organizations
  Adham Zahedifar seyed masoud seyedi
  One of the effects of cultural intelligence is to increase the productivity of human resources of organizations.In business,cultural intelligence is an important source of productivity,and to get things done,workers and professionals need to apply the advice and support More

  One of the effects of cultural intelligence is to increase the productivity of human resources of organizations.In business,cultural intelligence is an important source of productivity,and to get things done,workers and professionals need to apply the advice and support of others beyond the corporate hierarchy.The present study aimed to investigate the cultivation and flourishing of cultural intelligence in organizations.The case study of Fars Gas company which examines the age,gender,education and work experience of employees.the peresnt study is applied from the perspective of the objective and from the perspective of the metod of collecting desciptive data is correlational.The statistical population of the present study includes the employees of Fars Gas company which is equal to 700 people.The results of structural equation modeling showd that cultural intelligence has a significant effect on behavior and its effect on human capital productivity has a significant effect. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  5 - analysis of the causal contexts of human resources development for the management of human development of disabled people with social disabilities
  syyed ali mohammad moosavi reza esmaeili akbar etebarian
  Effectiveness of the activities of human forces with the aim of empowering and improving people who are injured or at risk of injury in boarding centers is a very difficult, complex and erosive task. This important thing requires developed employees with the spirit of More

  Effectiveness of the activities of human forces with the aim of empowering and improving people who are injured or at risk of injury in boarding centers is a very difficult, complex and erosive task. This important thing requires developed employees with the spirit of Organizational Citizenship . Government policies at the operational level by using the capacity of human resources of non-governmental organizations, is the ability of emancipation for their return to society and family. This article seeks to find an answer to the analysis of the causal context of human resource development for the management and development of disabled people in the mental health park of Shiraz. is. The statistical population was 15 academic subject matter experts, policy makers, and operatives who were selected by theoretical purposeful sampling. In terms of approach, this research is qualitative based on grounded theory, and by using semi-structured in-depth interview method, the necessary data were collected and after coding on them, the causal context factors were analyzed semantically. The findings and results have shown that the causal context include: the need for a suitable organizational structure, improving the level of behavioral-perceptual support of leaders, paying attention to individual emotions, improving the level of cognitive depth of leaders, the need for social participation, paying attention to individual development and competencies, Strengthening information and communication technologies, the need to develop appropriate organizational processes. The need for human development and drawing vision and goal statement. . For structural validation, the technique of collecting from multiple sources and internal validity through member control by reviewing and confirming the implemented text of the interview, the long-term involvement of the writer and the intensiveness of receiving information and external validity through the rich description of the data have been used. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  6 - Provide Effective Human Resources Strategic Capabilities Model (Case study: Branches of Saderat Bank)
  shima arjomand kermani Malikeh Beheshtifar masoud pourkiani Ayob Sheikhi
  Background: Successful organizations, based on their grand goals, identify the strategic capabilities of the human resources they need or train their employees to acquire these capabilities.Objective: The purpose of this study is to provide a model of strategic capabili More

  Background: Successful organizations, based on their grand goals, identify the strategic capabilities of the human resources they need or train their employees to acquire these capabilities.Objective: The purpose of this study is to provide a model of strategic capabilities of human resources in the branches of Bank Saderat Iran.Method: The strategic capabilities of human resources were identified through exploratory studies and surveys of knowledgeable experts using the Delphi technique. To select the sample, selective non-random sampling method was used and the statistical sample of the research was selected from 18 professors, managers and experts of Bank Saderat. Data collection tools were documents and a semi-structured questionnaire. For data analysis, one-sample t-test, factor analysis and structural equation modeling were used to construct the research model using LISREL and PLS software.Results: The results showed that the model of strategic capabilities of human resources has the dimensions of leadership capabilities, main capabilities of human resources, special capabilities of the role of human resources and individual traits because according to factor analysis test, all standard coefficients are greater than 0.5 and factor loads greater than 1.96. Conclusion: Considering that the model of strategic capabilities of human resources has been designed for the first time in the country, it is necessary for managers to focus on dimensions and components that have not been considered before. Also, this template can be used in other banks and the organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  7 - Investigating the ability to predict human resource excellence through futures study skills in ceramic tile companies of Yazd province
  Amirehsan Eshaghiyeh Hossien Eslami Hadi Hematian
  Background:Quality human resources are the most important resource of any company and leading industries,realizing this fact,have made an indescribable effort to make optimal use of this key resource to achieve their goals.Therefore,the present study was conducted with More

  Background:Quality human resources are the most important resource of any company and leading industries,realizing this fact,have made an indescribable effort to make optimal use of this key resource to achieve their goals.Therefore,the present study was conducted with the ability to predict human resource excellence through futures study skills in ceramic tile companies of Yazd province. Method:This research is applied in terms of purpose and is from a descriptive-correlational type.The statistical population of this study is the managers and personnel of ceramic tile companies of Yazd province,whose number is 22,000people and using Krejcie and Morgan table,at least384people were selected as a statistical sample and 390 questionnaires were collected based on an available sampling process,distribution, and data. Data collection was done by the field method and the collection tool was a researcher-made questionnaire.In data analysis,the SPSS software was used to test the hypotheses and conceptual model of the research,and the SmartPLS was used for the validity and reliability of the questionnaire.Findings:The findings showed that the correlation coefficient between futures study skills and human resource excellence as well as other dimensions of futures study and human resource excellence is significant and future study skills have25.3%of the ability to predict the human resource excellence of ceramic tiles of Yazd province.Conclusion:The managers of ceramic tile companies can achieve human resource excellence based on the past work process to identify the current changes signals of possible situations that may occur in the future,as well as to shape the desired world of tomorrow. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  8 - Designing lay-off pattern of human resources, Based on Securing Future Job Approach for the Staff in Municipalities of Esfahan Province
  Mohsen Sanei Naser Mirsepasi Karamollah Daneshfard Nazanin Pilehveri
  The purpose of the research is to present a pattern regarding lay-off in municipalities of Esfahan province, and to analyze the impact of structural, behavioral and individual factors on lay-off and its aspects. The research was done to secure future jobs for the staff More

  The purpose of the research is to present a pattern regarding lay-off in municipalities of Esfahan province, and to analyze the impact of structural, behavioral and individual factors on lay-off and its aspects. The research was done to secure future jobs for the staff who either want to leave or the staff who have remained in the organization. The method used to do this research is descriptive and correlative .The method used to collect information is mixed (qualitative and quantitative).In the first stage (qualitative approach), the subjects were 22 experts who had suitable information about the issue of lay-off. A lay-off pattern and the influential factors on lay-off were designed using the fuzzy Delphi method and also fuzzy logic. The two methods were used to have more correlation between the views of the experts. Then, in the quantitative part, a questionnaire was designed in order to evaluate the pattern and then after reviewing the validity of the questionnaire through Exploratory Factor Analysis, it was given to some managers who, based on Judgmental Sampling, had been chosen out of managers of branches of municipalities in Esfahan province. The relationships between components of the model were reviewed using structural equation model. The findings demonstrated that all of the e hypotheses were confirmed. Considering the mentioned indices  for the aspects of lay-off in this research ,municipalities can adopt effective decisions regarding determining the kind of job ,the kind of performance they will have in future  (for the staff that will remain in the organization) and also about necessary measures taken to secure future jobs for the staff leaving the organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  9 - The Role of Human Resource Management in Promoting Organizational Social Capital: Based on future study approach
  Maryam Abedini Nasser Mirsapasi Farideh Haghshenas
  organizational social capital using future research tools and its analysis in comparison with emerging HR trends. The research is applied in terms of its purpose and is descriptive-survey in terms of data collection. Human resource management practices has been measure More

  organizational social capital using future research tools and its analysis in comparison with emerging HR trends. The research is applied in terms of its purpose and is descriptive-survey in terms of data collection. Human resource management practices has been measured through a researcher-made questionnaire with Delphi method during two consecutive runs, which include four dimensions of selection, human resource development, compensation, and communication. A standard questionnaire was used to measure organizational social capital and the reliability of the research tool was calculated through the Cronbach's alpha of 0.969. The statistical population of the study was the Ministry of Education in the survey stage and the Shannon Entropy method was used to measure the indicators. Findings show the positive and significant impact of each of the four measures of human resource management practices on the three dimensions of organizational social capital. The impact of human resource development variable on the structural dimension and variable of service compensation on the social capital's social dimension was not confirmed. The greatest influence is the subsystem of choice on social capital, so that up to 74% of the changes related to social capital can be influenced by the selection of human resources. The results of the research indicate that the impact of HRMP on organizational social capital is emphasized on the emerging HR trends.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  10 - Explaining Business Strategies and Strategic Orientation to Future Design of Human Resources Management System (Case Study: Export Development Bank of Iran)
  Mohammad reza Reyhani tooraj mojibi Hassanali Aghajani Mojtaba Tabari ali Mehdizadeh Ashrafi
  One of the main challenges of organizations is to achieve competitive advantage through a strategic vision of the future. The purpose of this study is to explain business strategies using the Michael Porter model (1985) and strategic orientation (recruitment from the in More

  One of the main challenges of organizations is to achieve competitive advantage through a strategic vision of the future. The purpose of this study is to explain business strategies using the Michael Porter model (1985) and strategic orientation (recruitment from the internal or external labor market) as reference points in order to design the future of the HRM system at the Export Development Bank of Iran. The present study is descriptive survey. The statistical population consisted of 381 experts, 181 of them were selected as the statistical sample. The validity of the research was determined by experts in several stages and its reliability was 0.76 Cronbach's alpha and the data were analyzed using fuzzy hypothesis test. According to the findings, the Bank's strategy did not fit in with both dimensions of cost leadership and differentiation. From the perspective of the strategic orientation of the labor market, the maintenance of internal staff was confirmed with a moderate possibility, but the attraction of talents from the external labor market was not confirmed. Finally, it was concluded that the bank's policymakers with a futuristic look, use new e-technologies, Think about the customer-specific service and reduce the cost of providing services and pay attention to internal resources instead of outsourcing contracts. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  11 - Providing Identification of Dimensions, Components and Indicators of Professional Competency Model Promotion
  AMIR TIMORZADE AFSANEH ZAMANI MOGHADAM Naser Mirsepasi
  This study was designed and developed to provide a model for enhancing the professional competence of faculty members of Islamic Azad University of Science and Research of Tehran. The importance of the issue is due to the weakness in the professional characteristics of More

  This study was designed and developed to provide a model for enhancing the professional competence of faculty members of Islamic Azad University of Science and Research of Tehran. The importance of the issue is due to the weakness in the professional characteristics of its members and other universities as reported by previous research. The statistical population includes all the faculty members of the Azad University of Science and Research Branch; this university was chosen to extend its criteria to other units if the features were identified. Due to the relative novelty of the subject, the researcher used a qualitative method. In this way, using Delphi technique, the indicators of professional competency model of the faculty were designed. The sample consisted of 10 faculty members who were randomly selected. The results showed that the designed model can be used in Islamic Azad University; this model was tested for use elsewhere by statistical indices and the findings confirmed the model. Keywords (English): Professional Competency Model, Islamic Azad University, Science and Research Branch, Tehran, Human Resources, Higher Education System Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  12 - Presenting a green human resources strategy model in the Workers' Welfare Bank with a future approach
  افسانه زمانی مقدم leila ghasemi zeinolabedin amini sabegh Seyyed abdollah sajadi seyyed ahmad hashemi
  10.30495/jmfr.2022.20266
  Foresight and transformation of possible alternatives and scenarios in the future of human resources in the banking industry is the main purpose of this study. In terms of purpose, this research is of the type of analytical future research. In terms of how to collect an More

  Foresight and transformation of possible alternatives and scenarios in the future of human resources in the banking industry is the main purpose of this study. In terms of purpose, this research is of the type of analytical future research. In terms of how to collect and type of data is a combination. In the first stage of the research, which is based on qualitative method, the statistical population is all experts and experts in the field of human resource management (organizational and academic experts) that finally 10 people were selected as an expert group using purposive or judgmental sampling. In a quantitative stage, the statistical population of the study consisted of all managers and planners of the Workers' Welfare Bank in Greater Tehran Province. Using Morgan sample size determination table, 338 people were selected as a sample by stratified random sampling. The collected data are analyzed in the qualitative stage by the method of directional and analytical content analysis and then based on the open, axial and selective coding method in a comparative manner and in the quantitative stage using structural equation modeling. The results showed that the green human resources strategy model in the Workers' Welfare Bank has three levels and twelve components. Individual strategies include green attitude, green knowledge and green motivation, team strategies including green team participation, team building. Green Homes, Green Team Leadership, Green Team Engagement, and Organizational Strategies include Green Recruitment, Green Training and Development, Green Performance Management, Green Discipline, and Green Work Environment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  13 - Designing a of Human Resource Excellence Model in Iranian Public Sectors using the Fuzzy Delphi Technique
  N. Mirsepassi A. Toloie Eshlaghy Gh. Memarzadeh M. Peidaie
  A literature search failed to identify a preferred definition of organizational excellence. While manyclaim to know its meaning and may indeed profess to be working towards the achievement ofexcellence, few give the same definition. Despite this, the term “excelle More

  A literature search failed to identify a preferred definition of organizational excellence. While manyclaim to know its meaning and may indeed profess to be working towards the achievement ofexcellence, few give the same definition. Despite this, the term “excellence” is widely used within thepublic sector. This problem exists more in the public sector than in other sectors and is more in HRMthan in other organizational departments.In this paper, we develop an approach based on the Fuzzy Delphi Technique (FDT) to model humanresource excellence (HRE) in the Iranian public sector. We efficiently apply the new definition ofexcellence in HRM. The HRE conceptual model is formed based on literature reviews and expertsopinions collected using FDT. The HRE model is formed on four dimensions and 57 criteria and isproposed for HRM pathology and Iranian National awards in public sectors. The proposed model hasbeen efficiently been applied on a large scale in Iran for the evaluation of existing and developing HRcapabilities Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  14 - Presenting an integrated comprehensive model for accounting system of human resources
  جواد Jassbi هاشم Nikoumaram
    Every organization by nature aims at realizing a mission and its objectives. the objectivesof an organization merely indicate what should be done, what is important in this regard of the elements inside and outside the organization. Among the internal factors. h More

    Every organization by nature aims at realizing a mission and its objectives. the objectivesof an organization merely indicate what should be done, what is important in this regard of the elements inside and outside the organization. Among the internal factors. human resources has always been regarded as one of the most important ones. Capabilities, skills, abilities, knowlegge, etc,are all indices that affect the performance of man power and as a result,affect the function of an organization.So, the higher the quality of the man power, and the more ligically-relatedthe functions and organizational interactions to the optimal use of man power are formed, the better the performance of man power will be.Nowadays,organizations benefiting from qualified man power mention this privilege as one of their strategic advantages in the world of competition.Therefore the value of man power to a large extent determines the success or failure of organization.But the point that how man power can be valued,and how the values pertaining to this important factor should basically be detrmined, has been the major concern of many thinkers in management sciences.In this regad various methods- especially after 1960s-have been presented: most of them recommend valuation of man power via the accounting system of the human resources.The model presented in this article attempts to identify a combination of significant factors influencing the processof valuation of human resources, and offer the result in the form of an operational model.Accordingly, a model will be presented that delineates the factors affecting the process of valuation of man power as a balance sheet for man power. To realize this,all factors embracing job,employee,and the interaction between them will be taken into accont through considering the environmental , and organizational indices, and then, the value of human resources of the organization will be calculated via operational solutions .In the conceptual model presented in this research , an all - out recognition of internal and external factors,as will as the functions and activitiesof organization , as input data, is required, To implement the model,various requirements at all organizational levels must be determind,and the components and processes influencing the implementation of the model must be identified. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  15 - The survey of behavioral impacts over privatization in human sources whit using of brokners survivor syndrome
  Seyyed Ali Akbar Afjeh Hojjat Ghasemloo
  The basic element of privatization on the basis of profitability all over the world, is the increasing of contestpower and effectiveness. Because of expectations from privatization about decreasing of salaries and increasing ofexpulsion from job, the employees are again More

  The basic element of privatization on the basis of profitability all over the world, is the increasing of contestpower and effectiveness. Because of expectations from privatization about decreasing of salaries and increasing ofexpulsion from job, the employees are against implementing of privatization. The economical outcomes showvague impacts of privatization. One of the ways of decreasing of expenses and increasing of effectiveness ofsubmission companies to private sector is decreasing of employees. With submission of public companies to privatesector, employees of privatized companies are steadily encounter whit increasing of effectiveness from their newbosses. Incompliance of these demands will result in decreasing of salaries, changing of jobs seats and expulsions.these new terms has caused anxieties in human sources areas. This survey has probed the impact of privatizationwhit emphasis on incitement of job, organizational commitment and mentality. The outcome of survey shows thatthe commitment, mentality and incitement of employees are decreased after privatization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  16 - To suggest Model for Determining of Faculty Members Workload in iran’s Higher Education
  مینا جمشیدی Jamshidi
  Measuring the faculty workload as an instrument to find out the real standara workload  through scientific indicators.The main objective of this research is to manage the faculty  activities according to their prophecy and professional career which have not be More

  Measuring the faculty workload as an instrument to find out the real standara workload  through scientific indicators.The main objective of this research is to manage the faculty  activities according to their prophecy and professional career which have not been under remarkable consideration. Based on the factor analysis out of the seven factors under  inspection, a single one concluded  based on the following categorization: Personal and professional growth 0/759 , counseling and academic services inside and outside the university as well as the society’s expectations 0/356,  Research 0/736, Job Enrichment 0/460, Teaching and training 0/820, Managerial, Administrative, and official activities 0/644, Innovation and prospective research showed 0/844 of growth. The average of each agent according to Friedman Test  was resulted as follows: Relationship is not strong and it is not easy to explain.Finally , by using the delfa style, new components were found for the domestic  culture, and they were named political culture. By  another  method examining  the leadership  styles  used  by  the  managers  in the  governing  bodies , new  components  were found  and  were  named  the  covering  style. Political culture  is  a collection of symbols, beliefs, experiences , and atlitudes  in a valued  administration  that includes elements  such  as using  values as a tool,  ambiguous  orienting, having connestions, short-time  goal  orienting , and a self decision  marking atmosphere. Covering  style is a collection of deeds and  actions that managers  use to achieve individual  and group benefits, that  includes  element  such as  power  relations  trends, political  bargaining , constitute  satisfaction. Ingroup  orienting , intuitional  analysis of problems. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  17 - Identifying and prioritizing the components of strategic foresight capabilities, crisis management and human resource agility in the blood transfusion organization using Delphi method and AHP
  Mostafa Aghahosseini Eshkavandi Hossein Rezaie Dolatabadi Sayed Akbar Nilipour Tabatabai
  Today, the term "strategic foresight" is widely used to describe the activities and processes that help decision-makers to guide the companies' future action plan. This study was undertaken to identify and prioritize the Components of strategic foresight capabilities, c More

  Today, the term "strategic foresight" is widely used to describe the activities and processes that help decision-makers to guide the companies' future action plan. This study was undertaken to identify and prioritize the Components of strategic foresight capabilities, crisis management and human resource agility in the blood transfusion organization using Delphi and AHP techniques during 1393.The study population consists of the managers, officials and experts in Isfahan Blood Transfusion Center and 3 accident-prone provinces with at least 10 years of experience which includes 160 people. The study utilized Delphi Technique to identify the components of strategic foresight capabilities, crisis management and human resource agility in Isfahan Blood Transfusion Center and AHP method to prioritize these components. Based on the obtained results from the Delphi method 5 components for strategic foresight capabilities, 5 components for HR Agility and 6 components for crisis management were identified that each of which has also the components which are prioritized and weighted using AHP method. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  18 - Identifying the Influential Factors on an Islamic-Iranian Model of Human Resource Development in Governmental Sector with Aspect of future studies
  Ismail Kamali Rad Naser Mirsepasi Reza NajafBagy Afshar Kazemi
  Since the development of human resource in every organization is significant, this paper aims to identify the influential and effective factors on public policies of administrative system as well as considering its future studies. The participants of the present study a More

  Since the development of human resource in every organization is significant, this paper aims to identify the influential and effective factors on public policies of administrative system as well as considering its future studies. The participants of the present study are the governmental organizational. Due to the large number of members in each sample participants, random selection method was employed to select the required participant's i.e 174 participants.Structural Equation Modeling in Amos Graphics software utilized to examine and test conceptual model of the research. The Data analysis shows that the infrastructure variables, the Islamic and environmental values have direct effect on the development of Islamic-Iranian. The analysis also reveals that the development of Islamic-Iranian has direct influence on the alignment of the attitude and output of human resource in governmental organization.In this way, the conceptual model was extracted and then the hypothesis were made and tested. Next, by means of open coding the obtained information of qualitative interview with purposeful sampling, the main model of research with systematic view to the development of human resource in organizational governments were presented. The present model is relevant to the eleven policy of administrative system suggested by the leader of Islamic Revolutionary of Iran. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  19 - Investigating and Analysis the Role of Quality Management in Constructing Knowledge Management Value Chain in Organization
  K. Bahreini M. Houshangi
  Nowadays, with developing and promoting knowledge in organizations, effective management ofknowledge in trend of organizational goals is so important. Constructing infrastructures of knowledgemanagement is crucial for better controlling and monitoring of organizational More

  Nowadays, with developing and promoting knowledge in organizations, effective management ofknowledge in trend of organizational goals is so important. Constructing infrastructures of knowledgemanagement is crucial for better controlling and monitoring of organizational knowledge. Knowledgeis a capital that couldn't dominate it simply. For guide employee of organization toward constructingand managing infrastructures of knowledge, it should be provided stimulus factors for them. QualityManagement as a comprehensive management system could has a crucial role in creating provocativefactors for organization's employee. In this article, with the perspective of human resources to qualitymanagement, we want to investigate influences of people-oriented factors of quality management inconstructing knowledge management value chain activities in organization, at three dimensions, thatinclude: Top management leadership and commitment, Plans of promoting competences of employeesand Customer-Oriented.From results of literature review and case study of research, at all of factors in quality management,we concluded that quality management has discernible relation with knowledge management valuechain activities. In analysis of correlation coefficient between variables of quality management andknowledge management value chain activities, the highest coefficient was between customer-orientedin plans of organization and knowledge management value chain activities, and plans of promotingcompetences of employees and Top management leadership and commitment were in later steps.Importance of customer-oriented in plans of organization is notable in constructing infrastructures ofknowledge management. Quality management creates inherent potentials in organization that couldplay prominent role in creating infrastructures of knowledge management in organization. Thisresearch tries to investigate, influences of Quality Management systems in constructing infrastructuresof knowledge management in organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  20 - Strategic Pathology of Human Resource Management System Based on International Competency Policies in the National Company of Southern Oilfields
  yousef ravanpaikar afsaneh zamanimoghadam seead abdolla sajadijaghargh seeyad ahmad hashemi zeinolabedin amini sabegh
  10.30495/ijpa.2022.66762.10865
  Background and Aim: Manpower in any organization is considered as a capital based on four dimensions of physiological, intellectual, social and emotional; The purpose of this study is the pathology of human resource management system policy based on international and gl More

  Background and Aim: Manpower in any organization is considered as a capital based on four dimensions of physiological, intellectual, social and emotional; The purpose of this study is the pathology of human resource management system policy based on international and global competencies in the National Company of Southern Oilfields.                                        Method: which was done in two parts: qualitative-quantitative and descriptive-exploratory. The statistical sample of the study in the qualitative section as members of the Delphi panel of executives and university professors to 32 people who were selected in a non-random method and in the quantitative section of human resources deputy managers in the National Company of Southern Oilfields to 10 people. In the qualitative stage, the indicators and competency components of the human resource management system were designed by Delphi method. In the quantitative stage, data analysis was performed using three significance analysis techniques - performance, fuzzy dimtel and fuzzy network analysis process.                                                                                                                                         Findings: Based on the findings obtained in the qualitative section, the competencies of the human resource management system in six dimensions of the human resource supply system (7 indicators), human resource service compensation system (6 indicators), human resource performance management system (12 indicators) ), Human resources training and development system (10 indicators), human resources maintenance system (7 indicators) and human resources labor relations system (10 indicators) were designed.                                     Conclusion: Also, the results of the quantitative stage indicate that 25 sub-factors were identified as damages of human resource management systems in the National Company of Southern Oilfields.                                   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  21 - Identifying incentives and outcomes of informal learning using exploratory mixed method
  سمیه زراعت کار
  Abstract According to the results of many researches, informal learning is the most important of instruments of the development and it plays an effective and important role in competencies development. The aim of this research is to identify the effective factors on the More

  Abstract According to the results of many researches, informal learning is the most important of instruments of the development and it plays an effective and important role in competencies development. The aim of this research is to identify the effective factors on the use of informal learning, informal learning methods and outcomes of informal learning by human resources managers and research is done by using an exploratory mixed method and an in- depth and objective interview. Statistical population of this research is human resource managers in large organizations in IRAN. The model has been tested quantitatively and by using of the LISREL software. The results of this research showed that individual and behavioral features and managerial - organizational factors were identified as effective factors for informal learning and informal learning have outcomes for person and unit of human resource and organization. Keywords: Informal learning, human resources manager, exploratory mixed method Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  22 - Providing a Human Resources Strategy Model in Iranian Banks with an Environmental Attention Approach (Case Study: Workers' Welfare Bank)
  lilasadat ghasemiram afsaneh zamanimoghadam zainlabedin amini seead abdolla sajadijaghargh seeyad ahmad hashemi
  10.30495/ijpa.2022.67256.10883
  Background and Aim: Green human resource management seeks to make optimal use of scarce environmental resources and its emphasis is on philosophy, policy and activities that help organizations achieve green goals. The present study aimed to present a green human resourc More

  Background and Aim: Green human resource management seeks to make optimal use of scarce environmental resources and its emphasis is on philosophy, policy and activities that help organizations achieve green goals. The present study aimed to present a green human resource management model in the Workers' Welfare Bank.  Method: The present research was conducted by mixed method (qualitative-quantitative) and the research community in the qualitative section consisted of professors, specialists and experts in this field and in the quantitative section, all professors, staff, managers and specialists in the field of human resources strategy. Green. In the qualitative section, which was purposefully selected, 12 professors, specialists and experts were selected, and in the quantitative section, 332 managers and deputies of the Workers' Welfare Bank were selected using the Cochran's formula. Research tools include; Semi-structured interview and researcher-made questionnaire. In the quality part, it has been done by Delphi method and through coding (open, axial and selective) using SPSS 16 and Smart PLS software. Results: The findings showed that, as observed, one of the components that represented the indicators of green human resources strategy in the Workers' Welfare Bank, because none of the components had a factor load of less than 0.3, was removed from the factor analysis process. They were not, and considering that all the remaining items were larger than 0.6, the model is desirable. Conclusion: The results showed that green human resource plans and strategies are increasingly essential for the successful implementation of green strategies and environmental management practices of organizations and in this model Confirmed. In this model, the human resources strategy is approved based on three levels: individual, team and organizational.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  23 - Impact of knowledge-based human resource management policies on innovation performance and intellectual capital (Case Study: National Oil Products Distribution Company - Golestan Region)
  shamim vaziri ali Farhadi Mahalli
  Nowadays, knowledge has become an asset and advantage that organizations in the world of the global economy can compete with others. The purpose of this applied research is to examine the impact of knowledge-based human resource management policies on innovation perform More

  Nowadays, knowledge has become an asset and advantage that organizations in the world of the global economy can compete with others. The purpose of this applied research is to examine the impact of knowledge-based human resource management policies on innovation performance and the dimensions of intellectual capital The research method was descriptive survey and correlation.The statistical population consisted of all employees of the national company for distribution of petroleum products in Golestan province to 274 people.The sample size was 180 people.To test the variables, the Kantö governor's questionnaire was used. Stratified random sampling was used. The content of the questionnaire was verified by Cronbach's alpha, which was reported above 0.7 for all three variables, the data were analyzed by structural equation modeling with Using the Smart-Pls software was analyzed Data analysis showed that knowledge-based human resource management policies have a significant effect on the dimensions of intellectual capital, as well as human capital has a significant effect on the innovation performance of the human capital on communication capital and capital, between knowledge-based human resource management policies and performance Innovation has a significant relationship and human capital has a significant effect on innovation performance with the mediating role of communication capital Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  24 - Identify relevant factors in evaluation human resource development policies of government employees
  kambiz hamidi Sayyed Ali Akbar Ahmadi َAsghar Seyf
  Background: A large volume of executive activities in the country is carried out by public sector employees. Therefore, any activity related to the development of employees in this sector will bring significant results in promoting public services. Purpose: The main pu More

  Background: A large volume of executive activities in the country is carried out by public sector employees. Therefore, any activity related to the development of employees in this sector will bring significant results in promoting public services. Purpose: The main purpose of this study was to identify dimensions and related components with human resource development in government employees of organization in Islamic republic of Iran . Methods: The research was descriptive in terms of qualitative type and inductive in terms of approach. The research data included documents, documents and the results of interviews with 12 people and a questionnaire was presented to 20 academic and executive elites selected through purposeful sampling. Findings: Based on this study, four comprehensive themes and fifteen theme organizer and eighties basic theme identified and extracted. Conclusion: Accordingly, four main themes, 15 organizing themes (later) from 89 themes (components) related to the model of evaluation of implementation of human resources development policies of the staff of the Government of the Islamic Republic of Iran were identified and extracted. In order to validate the extraction factors, 20 factors were introduced to the university elite, and 76 of the components were confirmed and 13 of them were rejected. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  25 - Investigating the Impact of HR Strategies on Organizational Agility in Shooshtar Jameh Islamic Azad University (from the Viewpoint of Managers and Professors)
  ghanbar amirnejad
  Capability and flexibility of human resources plays an important role in the organizational success, in agile organizations that experiences continuous environmental changes. Human resource strategy develops human resource competence for responding the future needs of i More

  Capability and flexibility of human resources plays an important role in the organizational success, in agile organizations that experiences continuous environmental changes. Human resource strategy develops human resource competence for responding the future needs of internal and external environment and access the organizational success. Hence, the aim of this research is the effect evaluation of human resource strategies on organizational agility in Islamic Azad University of Shoushtar. The method of present study based on objective is practical and in terms of how data collection descriptive-causal. The study population is consisting of 200 masters and 40 managers that were selected 132 masters and 36 managers as sample with using stratified sampling method and distribute the questionnaire of human resource strategies from model of Armstrang (1994) and Organizational agility questionnaire from Bardvaj and Sambamurti (2005). In order to the hypothesis test, we used structural equation modeling. Data from the questionnaires got analyze with SPSS and LISREL statistical software. The results showed human resources strategy has a significant positive impact on organizational agility and their Components. In addition the components of human resource Strategy have significant positive impact on organizational agility. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  26 - Top Strategies for Human Resources Management in the Public Sector Studied: West Azarbaijan Administration of Economic Affairs and Finance
  jamal bahrisales farooq rasooli
  Background: Strategic planning of human resources in public sector organizations is very important because achieving organizational goals and providing quality services and the reason for its success in developed countries is having intellectual capital. Purpose: The pu More

  Background: Strategic planning of human resources in public sector organizations is very important because achieving organizational goals and providing quality services and the reason for its success in developed countries is having intellectual capital. Purpose: The purpose of the present study was to utilize strategic management tools for HR planning in the Economic and Financial Administration of West Azerbaijan Province. Because of the organization's oversight, strategic HR planning doubles the importance of research. Methods: The statistical population included managers and staff of the organization (n = 115). The data were collected through a researcher-made questionnaire consisting of 36 items based on the Likert scale and collected in autumn 1977. Strategic management tools used included the QSPM Quantitative Strategic Planning Matrix, Internal and External Factors Matrix, and SWOT analysis. Results: The strategies formulated consisted of 10 strategies listed in Table 4 and prioritization of the strategies in Table 5. Conclusion: The results showed that the strategy of remuneration system based on performance and systematization of appointments and succession based on merit is one of the most important human resource planning strategies in this organization. It is therefore recommended that the organization prioritize strategic planning in HR by prioritizing these factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  27 - Human Resource Planning Model of Mehr Eghtesad Bank Using System Dynamics
  Amir behboudi gol khatmi Houshang Taghizadeh Alireza Bafandeh Zandeh
  Background and objective: Adopting a strategic approach in the field of human capital management and human resource planning can be used to transform the strategic goals of the organization into human resource strategies and adapt people to the strategic needs of the or More

  Background and objective: Adopting a strategic approach in the field of human capital management and human resource planning can be used to transform the strategic goals of the organization into human resource strategies and adapt people to the strategic needs of the organization, both in the short and long term. Accordingly, the purpose of this study is to present the human resource planning model of Mehr Eghtesad Bank using system dynamics. Method: The study is a qualitative research that in terms of purpose is a developmentapplied and in terms of research method, is a descriptive-analytical type that has been performed with Delphi technique. The statistical population of this study consists of 15 human resource planning experts who have executive background in the bank or scientific activity in the university.In this study, a questionnaire and documents in Mehr Eghtesad Bank were used to collect data and in order to analyze the data in this research, Delphi method and system dynamics modeling were used. The identified effective factors on human resource planning in Mehr Eghtesad Bank were used as system boundary variables and a dynamic hypothesis was developed based on causal diagrams and based on it, flowaccumulation diagrams were drawn and formulated. Results: According to experts, employment indicators, staff resignations, workload, new skills, skilled and specialized staff, number of employees, manpower supply, manpower training, training time, training costs, quality of services, variety of services, new bank technology and number of customers Fourteen factors affecting human resource planning in Mehr Eghtesad Bank. The findings of the modeling section show that the parameter of maximum employment in Bank Mehr Eghtesad has a direct relationship with the number of manpower, manpower outflow and training hours. Conclusion: The results of this study, by creating a dynamic system framework, help human resource planning to overcome the limitations of the existing system for human resource planning, and by providing different scenarios for Bank Mehr Eghtesad, provide a suitable decision-making framework for bank managers and them. Enables them to make more appropriate decisions and to predict the system's response to changes in key variables using simulation execution. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  28 - Ranking of green human resource management components affecting the environmental performance of Mashhad Municipality (Hierarchical analysis approach)
  MAHDI JANALIZADEH GHAZVINI Azr Kaffashpoor Amir Rahimpour Mosayeb Samanian
  Background: Due to the increase in pollution and environmental degradation, recent studies have been conducted on the relationship between human resource management and green performance of organizations. Objective: The present study sought to rank the components of gr More

  Background: Due to the increase in pollution and environmental degradation, recent studies have been conducted on the relationship between human resource management and green performance of organizations. Objective: The present study sought to rank the components of green human resource management in Mashhad Municipality that had the greatest impact on the development and improvement of environmental performance.  Methods: In this study, Delphi technique and hierarchical analysis process method were used in Expert Choice software version 11. The statistical population of the study was university professors specializing in human resource management and sustainable development in Mashhad and human resource management officials in the organization. The statistical sample of this study included 35 people, of which 10 faculty members of universities and 25 officials related to human resource management in Mashhad Municipality were purposefully selected. Findings: The components of green human resource management were collected in the form of a conceptual model presented in the study. Degrees of effectiveness of different components of human resource management on improving and developing environmental performance in this organization were identified. Conclusion: The results showed that among the components of human resource management, green selection and selection of employees, their training and empowerment and evaluation and monitoring of green performance of employees can have the greatest impact on the development and improvement of environmental performance of this organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  29 - The Effect of Human Resource Policies on Human Capital quality with the Moderating Role of Generational Stage in Family Firms
  ali Farhadi Mahalli narjes sherafati
  Context and Purpose: Human resource management policies and practices in family companies can shape the skills, attitudes, and behaviors of individuals to do the work and bring them closer to corporate goals. Method: A sample of 108 managers and shareholders of family- More

  Context and Purpose: Human resource management policies and practices in family companies can shape the skills, attitudes, and behaviors of individuals to do the work and bring them closer to corporate goals. Method: A sample of 108 managers and shareholders of family-owned companies was selected by random sampling. Data gathering tool was Masagatos et al. (2018) standard questionnaire .validity and reliability coefficients with Cronbach's alpha coefficient. the constructs of the relationship skills enhancement staff (0.94) Employee Motivation Skills for Relationships (0.84) Skills for Skills Employees (0.77) Motivation Skills(0.83) were confirmed. Structural equation modeling was used to test the hypotheses using PLS software. Results: there was a positive and significant relationship between HR policies, skills enhancement and motivation of employees with and without relationship with organizational HR quality. Generation change stages did not play a moderating role in enhancing the skills and motivation of unrelated employees and the quality of organizational human capital. But the relationship between skill enhancement and employee motivation moderated the relationship with organizational HR quality. Conclusion: the positive effect of HRM measures on the tendency of non-relational employees to develop human capital quality is independent of the stage of change in the generation of family-owned firms Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  30 - Investigating the Dimensions of the Strategic Agility Development Model of the Organization Based on Human Resource Management Measures (Case Study: Golestan Gas Company)
  Hadis Aali acadollah mehrara Mehrdad Matani
  10.30495/ijpa.2022.67716.10912
  Background and Aim: Strategic agility is an developed type of agility that, in addition to rapid response, pays special attention to the strategic aspect and predicts environmental changes before they occur. The present study aimed to investigate the dimensions of the s More

  Background and Aim: Strategic agility is an developed type of agility that, in addition to rapid response, pays special attention to the strategic aspect and predicts environmental changes before they occur. The present study aimed to investigate the dimensions of the strategic agility development model of the organization based on human resource management measures in Golestan Gas Company. Method: The method of the present research is descriptive-survey method and applied in terms of purpose Statistical population in the quantitative section, all official employees of Golestan Province Gas Company with 846 people Sampling of the present study according to the statistical population, was in the form of multi-stage relative clusters with Cochran's formula and 264 people. Data were used through structural equation modeling (SEM) with a Structural Researcher Questionnaire. Results: The research findings showed from the respondents' point of view in the research, the use of information is effective in explaining the causal conditions. Conclusion: The results indicate that the strategic agility development model of the organization is based on human resource management measures with 16 dimensions in terms of causal conditions, background conditions, intervention conditions, strategy and consequences (increasing integration, acquisition). Competitive advantage and improve the performance of the organization Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  31 - Presenting the Organizational Architecture Model and its Effect on the Maturity of Human Resources Capabilities of Bushehr Gas Company
  laila ghasemi hadi rezghi shirsavar maryam mosleh azita joubari
  10.30495/ijpa.2022.19657
  Background: In the third millennium, organizational architecture and the maturity of human resource capabilities emerged as a new and controversial category. Objective: The purpose of this study is to analyze and present an appropriate model of organizational architectu More

  Background: In the third millennium, organizational architecture and the maturity of human resource capabilities emerged as a new and controversial category. Objective: The purpose of this study is to analyze and present an appropriate model of organizational architecture and its impact on the maturity of human resource capabilities of Bushehr Gas Company.  Method: The research method was exploratory. In the qualitative part, exploratory factor analysis method and in the quantitative part, structural equations were used. The statistical population in the qualitative section was 12 university experts who were selected by purposive method. In a small part of the statistical population, 300 employees of Bushehr Gas Company were selected. According to Morgan table, 169 people were selected by simple random sampling. Data were extracted in the qualitative part from the exploratory factor analysis method and in the quantitative part from the structural equation method. The validity and reliability of the questionnaire were confirmed through heuristic factor analysis and Cronbach's alpha. Results: Organizational architecture with 4 dimensions and 20 indicators and organizational maturity with 4 dimensions and 60 indicators were identified. Organizational architecture with four dimensions (business, information, applications and technology) with a coefficient of 0.52 affects the maturity of human resource capabilities with four dimensions (managed, defined, predicted and optimized)  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  32 - Review and explain the Human Resource Management Model in Client-Centered Government Organizations (Case Study of the National Organization for Civil Registration)
  khadijeh souri Afsaneh Zamanimoghadam
  the principle problem in this study is the lack of coordination between Human Resource Management and Other Management Subsystems of the Civil Registration Organization .The research method is descriptive-survey according to the research process, . The statistical popul More

  the principle problem in this study is the lack of coordination between Human Resource Management and Other Management Subsystems of the Civil Registration Organization .The research method is descriptive-survey according to the research process, . The statistical population in the qualitative section includes university experts and faculty members and experts in the field of human resource management as experts who have been selected through purpose sampling method 10 people and in a small part all managers of Tehran Civil Registration Organizations 260 people were selected by counting method. The data collection tools were interviews and a researcher-made questionnaire. The results of Delphi interview analysis showed that the dimensions of human resource management model in client-centered organizations are: performance management (client satisfaction, teamwork performance, responsibility). Resilience, individual skills, efficiency and effectiveness); Talent management (discovering and identifying people's talents, evaluating and using people's talents, creating a platform for the growth and development of talents; attracting, retaining and promoting (performance results, competencies, creating motivational programs); Determining the required competencies, assessing the status of individuals' competencies), Salary (individual performance, experience and work experience, reward and punishment system and individual training and development (educational needs assessment, specialized trainings, in-service training, General Education.) Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  33 - Prioritization of Policies Human Resource Development Policy Model of Iranian Governmental Organizations Based on Results of ImportancePerformance Gap Analysis
  Ali Mostafa Roozbeh kaveh timorneghad محمد رضا ربیعی مندجین
  Context: For nearly three decades the human resources that are attracted to the government will be at the service of the government. Understanding the priorities of the HRD policy model will greatly contribute to the success of government education and development progr More

  Context: For nearly three decades the human resources that are attracted to the government will be at the service of the government. Understanding the priorities of the HRD policy model will greatly contribute to the success of government education and development programs. Purpose: The purpose of this study was to prioritize the HR policies based on the analysis of the gap between importance and performance from the perspective of target population. Methodology: Quantitative data were collected through a questionnaire by stratified random sampling and Cochran formula. The research is a cross-sectional descriptive survey and analyzed by SPSS 22 software and dependent t-test. Findings: Out of fifteen general policies analyzed, five policies at the first level of importance, seven policies at the second priority, and three policies at the third priority. On the other hand, by incorporating the influence coefficient of each policy, redesigning the system of training of government employees using the rational decision mechanism becomes more important. Conclusion: The necessity of redesigning the system of training of government employees by using rational decision-making mechanism based on human resources development approach can be considered as the most important macro policies.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  34 - Designing and explaining the human resource risk management model of Iranian government organizations
  amir hossien amir khani mehdi ebrahimifar reza najari mojtaba rafiei
  Objective: The aim of this study is to design a model appropriate to Iranian government organizations by identifying risk components to measure and provide solutions to deal with identified risks. Method: Survey research method has been used. The present research is exp More

  Objective: The aim of this study is to design a model appropriate to Iranian government organizations by identifying risk components to measure and provide solutions to deal with identified risks. Method: Survey research method has been used. The present research is exploratory research in nature; Because it addresses an issue that has not been addressed in this way and at this level before. For this purpose, we use a hybrid approach, which aims to combine quantitative and qualitative research methods to achieve a suitable method to achieve research objectives. Findings: Human resource risk components based on the division of Ernst & Young Institute into four groups; Strategic-operational-financial and compliance segregation and using Delphi technique and expert point of view 33 risk factors were extracted and then using a structured questionnaire in a government organization, risk components and severity And the probability of occurrence of each component was evaluated. After confirmatory factor analysis, pairwise comparisons of components and extraction of component weights were performed and finally the level of risk-taking of the studied organization in relation to each of the components was determined. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  35 - Identify The Dimensions of the Positive-Behavior Based Human Resource Architecture Model
  Majid Iravani Seyed Mahdi Alvani Naser Hamidi
  Background: The human resource architecture model is the process of determining and combining appropriate elements of HRM in order to present an image in which coordination between the behavior and activities of HR, missions, and goals of the organization can be viewed. More

  Background: The human resource architecture model is the process of determining and combining appropriate elements of HRM in order to present an image in which coordination between the behavior and activities of HR, missions, and goals of the organization can be viewed. Positive organizational behavior is the study and use of HR strengths and psychological capacities that can be measured and trained to improved performance.Objective: The research is to identify the dimensions of the Positive Human Resource Architecture Model, which is a combination of indicators of strategic and unique value, and adding dimension of positive behavior. This research in terms of goal is development and in terms of data type and method is quantitative. Method: 16 experts in the field of HR and psychology were selected by judgmental sampling. Data were collected by a researcher-made questionnaire, analyzed by the Fuzzy Delphi method. The validity and reliability of the questionnaire were evaluated and confirmed by content, and Cronbach's-alpha methods. Results: This study confirmed the uniqueness and strategic dimension and confirmed the positive-behavior dimension in the Positive Human Resource Architecture Model.Conclusion: The Positive Human Resource Architecture Model with eight occupational groups, based on three main dimensions, was identified and introduced. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  36 - appropriate indicators for evaluating the policy-making process Industrial development based on human resource value creation
  Nader Naroui Abdolali Keshtgar Bahareh Naseri
  10.30495/ijpa.2022.65007.10828
  Background and Aim: The purpose of this study is to identify appropriate indicators for evaluating the industrial development policy-making process based on human resource value creation.In terms of nature and purpose, the present study is applied research. The statisti More

  Background and Aim: The purpose of this study is to identify appropriate indicators for evaluating the industrial development policy-making process based on human resource value creation.In terms of nature and purpose, the present study is applied research. The statistical population in this study includes all employees of the General Directorate of Industry, Mining and Trade of Sistan and Baluchestan Province and its affiliated organizations. In order to analyze the data, to identify the dimensions and components of the research, first using extensive library studies and reviewing the texts and literature of the research, the initial dimensions of the research were identified. In order to understand the appropriate factors and components for evaluating the industrial development policy-making process, data foundation theories were designed and developed, and then a semi-structured interview was conducted to identify the dimensions of the research.Nineteen indicators with a maximum of 25% less than the index of utilitarianism of industrial development policies were identified.Different social organizations and institutions face a high volume of different issues that affect their functioning. Issues such as the environment, industrial development, social welfare, human resource development and many others that manifest themselves with conflicting goals and in a single environment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  37 - Investigation of the duties of human resources management in public sector in Siasatnameh of Nezam-ol-Molk –e-Tusi and Qaboosnameh of Onsor-ol-Maali'
  Azizeh Yousefi
  10.30495/ijpa.2022.65793.10836
  Background: Human resources and their proper management have been considered by experts today and new theories want to manage human resources properly. Throughout history, human resources have been considered as the most important factor in the productivity and success More

  Background: Human resources and their proper management have been considered by experts today and new theories want to manage human resources properly. Throughout history, human resources have been considered as the most important factor in the productivity and success of organizations Therefore, human resource management ideas can be found in the works of Iranian writers.Goal: The purpose is to identify the components of human resource management in the Siasatnameh of Nezam-ol-Molk and Qaboosnameh of the Onsor-ol-Maali in relation to current views of human resource management.Method: The research method is descriptive with a historical approach. In terms of qualitative execution and has used thematic analysis tools and has used the library type in terms of data collection.Findings: Components of human resource management process and description of duties of members of the organization in human resource management are evident in the studied works and has in common with contemporary theories of human resource management.Conclusion: Nezam-ol-Molk and Onsor-ol-Maali have provided a model of the management process on how to manage government affairs and human resource management, most of which are still valid today, and therefore the system can be considered as a thinker and theorist in this field. Introduced. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  38 - Designing the human resource Retention Model in knowledge-based organizations: A Review of Experts` views
  Nodeh Farahani Majid Mir Ali Seyed Naghavi Javad Mehrabi
  10.30495/ijpa.2023.71113.11036
  این مقاله با هدف شناسایی مولفه ها و طراحی مدل نگهداشت منابع انسانی در سازمان های دانش بنیان بر اساس نظریات اندیشمندان مختلف صورت گرفته است. پژوهش از نظر هدف کاربردی و به لحاظ شیوه گردآوری و تجزیه داده ها از نوع پیمایشی است، که بر این اساس ضمن بررسی مفاهیم و ادبیات موضوع More

  این مقاله با هدف شناسایی مولفه ها و طراحی مدل نگهداشت منابع انسانی در سازمان های دانش بنیان بر اساس نظریات اندیشمندان مختلف صورت گرفته است. پژوهش از نظر هدف کاربردی و به لحاظ شیوه گردآوری و تجزیه داده ها از نوع پیمایشی است، که بر این اساس ضمن بررسی مفاهیم و ادبیات موضوع، مولفه ها استخراج و در چهارچوب مراحل مطالعه دلفی انجام شده است. به روش نمونه گیری هدفمند، اعضای پانل دلفی به تعداد 15 نفر از میان متخصصان مرتبط با موضوع انتخاب شد. پیمایش دلفی طی دو دور تکرار (پرسشنامه دور اول خبره با 162 گزاره و پرسشنامه دور دوم خبره با 99 گزاره) و پس از رسیدن به اجماع قابل قبول میان اعضای پانل، متوقف شد. آزمونهای توصیفی شامل میانگین برای تجزیه و تحلیل نتایج نظرسنجی دلفی و همچنین ضریب توافقی کندال برای بررسی سطح اجماع میان مشارکت کنندگان به کار گرفته شد. مدل پیشنهادی خبره پژوهش پس از اجرای دو راند دلفی با 83 مولفه شامل مربی یا الهام بخش، فرهنگ گشودگی و یادگیری چگونه آموختن و ... ارائه شده است. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  39 - Designing three-dimensional model of impelementing public policy
  Mahtab Mohammadi Seid Mehdi Alvani Gholamreza Memarzadeh Tehran Ghasem Ansari Ranani
  BACKGROUND: The implementation of policies derived ideal of harmony and balance between the government's policy. Law enforcement service management and structural reforms the country needs to create the context of each sector.As a result of state authority in the implem More

  BACKGROUND: The implementation of policies derived ideal of harmony and balance between the government's policy. Law enforcement service management and structural reforms the country needs to create the context of each sector.As a result of state authority in the implementation of policy in any part of the law must be clear and clearly identified and defined,To get the best performance from the management of our country. Objective: To present a comprehensive model that would regulate the implementation of the civil service law, so the law can be implemented more effectively manage the civil service. Methods: This study analyzed data is presented in three levels, the first level data analysis has been done.At the second level as well as the analytical data was acting andmain advantage of fuzzy logic to model the three-dimensional model is formed. Results: In this study, a model is developed to determine the most appropriate type of governance in all three areas (recruitment, retention and training) policies paid civil service law. Conclusion: the better the recruitment of their power and influence to more efficient and regulated to benefit this area. In the field of education and development through the private sector realize its state sovereignty.In the area of maintenance is required in this area to the coalition government organizations and influential corporate trust formed only by encouraging them to maintain their form of government. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  40 - Floating Pattern Codification of Human Resource Management Development Based on Organizational Cultural Factor In Iranian National Gas Company
  Ali Frahadi Mahalli Morteza Mosakhani Mojtaba Tabari
  Background: In the context of its review, human resource management and organizational behavior. Objective: Floating Pattern Codification of Human Resource Management Development Based on organizational cultural factor. Methods: The hybrid research methodology (quantita More

  Background: In the context of its review, human resource management and organizational behavior. Objective: Floating Pattern Codification of Human Resource Management Development Based on organizational cultural factor. Methods: The hybrid research methodology (quantitative and qualitative) and in terms of purpose and terms of gathering information from the descriptive - survey with semi-structured interviews and questionnaires made in the community of experts, model with Fuzzy Inference System (software MATLAB) and determination among the north states of experts using structural equation modeling (SEM) were tested Lisrel software. Findings: The bureaucratic culture (34/09) more than other cultures (market, 25/08; clan, 21/04 adhocracy, 18/02) respectively, but preferred, clan culture with ( 29/04) more than other cultures respectively, four HRM strategy was explained that bargaining laborer strategy with 3/17 higher than other strategies (committed experts 2/97; free agent, 2/93; loyal soldier ,2/89) took place. Conclusion: confirming the theoretical and empirical fit model, this gap in National Gas Company human resource management strategies in alignment and fit the cultural context shows, The results showed that the cultural status (bureaucratic) and cultural preferred (Clan) with the status of human resource management strategies (bargaining laborer) have alignment and a perfect fit. Therefore, to fix it, confirmed the floating pattern suggested. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  41 - Study of the human resource reduction project in the Ministry of Economic Affairs and Finance and its effect on human resource productivity
  S. A. Afjahi L. Khanzadeh Asl
  Subject is to study human resource reduction project in the Ministry ofEconomic Affairs and Finance and its effect on human resourceproductivity. This research is performed using essay – measurementmethod with the aim to study the influence on productivity scales More

  Subject is to study human resource reduction project in the Ministry ofEconomic Affairs and Finance and its effect on human resourceproductivity. This research is performed using essay – measurementmethod with the aim to study the influence on productivity scales amongthe employees from execution of human resource reduction project .Statistical community includes all salaried and contractual employees in theMinistry of Economic Affairs and Finance. Research sample is consistedfrom 300 subjects .Results indicate that execution of human reduction project in the Ministryof Economic Affairs and Finance has been effective on employee'sproductivity and these two alternatives have significant relationship witheach other. As well, it was found that prioritizing productivity scales has thefollowing status in terms of being influenced and relation with morecorrelation with human resource reduction project :Performance feedback, Job identification, Environmental adaptability, Workability, Validity of directors’ order, motivation and Organizational support(no significant relationship) Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  42 - Ranking of Human Resources Empowerment Method Based on GREY THEORY
  Majid Iravani Manochehr Omidvari
  Rating system organizations is done as the empowerment of the Human resource National Conference of Iran. The lack of transparency of the rating agencies, the possibility of assessing the impact of personal opinion, need to copy and use the experience of successful orga More

  Rating system organizations is done as the empowerment of the Human resource National Conference of Iran. The lack of transparency of the rating agencies, the possibility of assessing the impact of personal opinion, need to copy and use the experience of successful organizations, existing gaps in the ranking model. In this study, the sub-main criteria and application of the model have been introduced. Then the evaluation process and criteria used ADLI discussed the results of LeTCI has been done. On the basis of the questionnaire was designed by using gray theory rating two levels on each of the main criteria and ranked based on the total level and finally the total points were done. As a result, the improving of the ranking model was determined by using the gray theory and the strengths and weaknesses of each model were identified in each of the criteria. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  43 - Proposing a model on the role of Transactive Memory Systems, Learning, and Human Resource Development in Entrepreneurship
  Mohsen Nezhad Mohammad Nameghi
  The purpose of this article is to propose a conceptual model about the role of Transactive Memory Systems (TMS), Learning, and Human Resource Development (HRD) in Entrepreneurship. This paper is a conceptual article and used one of the four kinds of conceptual papers wi More

  The purpose of this article is to propose a conceptual model about the role of Transactive Memory Systems (TMS), Learning, and Human Resource Development (HRD) in Entrepreneurship. This paper is a conceptual article and used one of the four kinds of conceptual papers with the name of "Model". The overall style of the "Model" type of conceptual paper is deductive reasoning (Jaakkola, 2020), and this paper is used this approach. The finding of this paper is a conceptual model about the relationship between TMS, Learning, and HRD with Entrepreneurship. This paper proposes that based on the definition of entrepreneurship, knowledge and as a consequence educating and learning have fundamental roles in entrepreneurship. In this regard, TMS as a theory that enables the understanding of the structure and the process of knowledge sharing and their measurement can have a significant role in the above learning matter. Finally, HRD as a wide field of study can enable the correct approach toward the development of human resources (individuals) as one of the main components of entrepreneurship. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  44 - The role of cognitive and aesthetic components of media literacy in the development of social capital among Tehrani citizens
  ali khosh zaban
  Media literacy as a strategy has to be implemented in the country after it has become known as a necessity for promotion in the country in order to benefit from the effective and effective use of the media and reduce its destructive effects, and it should support a scie More

  Media literacy as a strategy has to be implemented in the country after it has become known as a necessity for promotion in the country in order to benefit from the effective and effective use of the media and reduce its destructive effects, and it should support a scientific consensus. Therefore, it was necessary to take action. Some governments in the world have included this issue in their various topics and accepted the importance that citizens and citizens need to obtain from the media a lot of information and to obtain the necessary literacy and knowledge for their use and then to refer to them. This was the motive for critical thinking and the formation of sprawling spaces in the media field, which gave a special look to this issue. Also, the result of the research showed that there is a direct and significant relationship between the aesthetic dimension of media literacy and social capital, that with the aesthetic dimension of media literacy, the social capital of the individual also increases. After that, aesthetics refers to the ability to understand media concepts from an artistic point of view, and this depends on the art and skill of the media in producing the message in the dimensions of aesthetics, which works just like the artist's unique artistic style. Achieving literacy skills through the media can help to connect the audience with the mass media, and it strengthens the trust and social capital of the media to audiences and collective minds. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  45 - The relation between empowerment and human resource productivity in Islamic Azad University (East Tehran Branch)
  Sedighe totian esfahani
  Empowerment is a fundamental principal in managing of today organizations upon which the authority or power is delegatedto the subordinates. The researcher has done this research in order to prove the relation between empowerment and humanresource productivity in Islami More

  Empowerment is a fundamental principal in managing of today organizations upon which the authority or power is delegatedto the subordinates. The researcher has done this research in order to prove the relation between empowerment and humanresource productivity in Islamic Azad University (East Tehran Branch).Statistical samples are subsisted of 340. The research method was descriptive-surveying from the data-collecting viewpoint.The main tool for gathering the data was questionnaire whose validity was examined by Cranach-Test, and also Delphi-Technique was used to make it reliable. SPSS software was used to analyze the data.Research findings showed that based on Spearman Test with the value of 0.25, there is a meaningful relation betweenempowerment and human resource productivity whose secured value was 95 percent. According to its positive value instatistic and 2-D table, a direct relation among these two variant is also observed. Consequently it shows that asempowerment is increased, human resource productivity is also surged. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  46 - Mathematical modeling and problem solving Integrated production planning and preventive maintenance with limited human resources
  ، mohammd sharifzadegan Adel Pourghader Chobar
  The need for integration has long been the focus of researchers and industry managers. Therefore, some researchers sought to coordinate and integrate production, maintenance and repair. The issues of integrating production planning, maintenance and repair and quality co More

  The need for integration has long been the focus of researchers and industry managers. Therefore, some researchers sought to coordinate and integrate production, maintenance and repair. The issues of integrating production planning, maintenance and repair and quality control with other parts of production and industrial systems reduce costs and increase the profitability of production organizations. Accordingly, in this research, integration and continuity in simultaneous planning of production areas and support in production organizations have been discussed. These areas include the schedule of production, maintenance and preventive maintenance, and human resources. Therefore, the mathematical optimization model is presented with the aim of manpower planning and increasing the volume of the company's production by considering the limitations of human resources. In this model, personnel skills, equipment usage rate and equipment failure rate in case of uncertainty with fuzzy method are used in the model parameters. The purpose of the proposed model is to minimize the labor force deficit over production efficiency. The results obtained from the implementation in a production organization by comparing the indefinite and meta-innovative solution show the improvement in the company's production with the least reasonable time, provide answers with the least possible error. Sensitivity analysis shows that the rate of equipment failure in the intervals before and after the preventive maintenance process has a great impact on the value of the objective function of the mathematical model. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  47 - Analysis of the Cultural-Environmental Foundation Role of Cultural Centers in the Development of Tehran (Case Study: Cultural Centers of Tehran City)
  Niloofar Soodmand Khadije Zolghadr Alieh ShekarBeigi
  10.30495/IJSS.2023.75056.1406
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  48 - Offering a Human Resources Model for Training in the Ministry of Sports and Youth
  GhanbarAli Delfan Azari Ferdos Yadegari Fattah Nazem
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  49 - Designing a Human Resource Valuation Model with a Data Envelopment Analysis Approach
  samira rahimi Qodrat Allah Talebnia rezvan hejazi mohammad hosein ranjbar
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  50 - Designing a labor Relations Model with a Human Resource Accounting Approach (Study Case: Universities of Medical Sciences)
  Fatemeh Laali karamollah daneshfard Shahrzad Tayaran
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  51 - Analyzing social justice according to the 6th Development Plan of Article 78
  Parima Beidaghi Sedighe Tootian Esfahani Nazanin pilevari Hasan Rangriz
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  52 - The Impact of Human Resource Capabilities on Innovation in Health Care of Private Hospital
  Maede Sharifi Kousha Seyed Jamaledin Tabibi Leila Nazary Manesh
  Introduction: Recent growth in the number of private hospitals on one hand; and on the other hand, the increasing needs of the patient as a client of private hospitals have resulted in rising attention to have innovation in providing services. The importance of human re More

  Introduction: Recent growth in the number of private hospitals on one hand; and on the other hand, the increasing needs of the patient as a client of private hospitals have resulted in rising attention to have innovation in providing services. The importance of human resources' capabilities as promoters of supplying modern services is undeniable. The objective of this study was to evaluate the effect of HR capabilities on health care innovation within private hospitals of Alborz Province. Methods: This research was in the category of descriptive, Surveying studies and had a practical objective. In this research, after assessing the validity of the questionnaire, in terms of form and reliability comliance with Cronbach's alpha test, it was distributed among 303 of professional medical staff from 4 private hospitals of Alborz Province which were selected by random cluster sampling as our statistical samples. Collected data were analyzed using descriptive statistics, inferential statistics of one-way variance analysis and multiple linear regression. Results: According to the results of one-way ANOVA and multivariate regression, the ability of human resources in education dimensions (P = 0.000), initiative (P = 0.000), perceived flexibility (P = 0.000), organizational commitment (0.001 = P), Knowledge sharing (P = 0.002) and innovation culture (P = 0.001) have a significant effect on health care innovation. Conclusion: It is essential that the managers of these hospitals pay more attention to have highly professional human resources and promoting them at the hospital in order to improve healthcare innovation.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  53 - The Relationship between Islamic-Iranian Management and Human Resource Development with the Mediation Role of Meritocracy and Accountability (Case Study: State Hospitals and Medical Centers of West Azerbaijan Province)
  Masoud Ghahremani Behrouz Behrouz Osmanzadeh
  Introduction: Islamic-Iranian management (A knowledgeable keeper management) is based on a blueprint for progress that derives its ends, values, goals, and methods from Islamic foundations and principles, and is designed by Iranian intellectuals and scholars to ideal tr More

  Introduction: Islamic-Iranian management (A knowledgeable keeper management) is based on a blueprint for progress that derives its ends, values, goals, and methods from Islamic foundations and principles, and is designed by Iranian intellectuals and scholars to ideal transformation in the realms of intellectuality, science, spirituality, and human life. The study purpose was to investigate the relationship between Islamic-Iranian Management and human resource development with the mediator role of meritocracy and accountability in state hospitals and health centers of west Azerbaijan province. Methods: the purpose of practical and survey descriptive method. The population consisted of 136 first and second level managers in twenty two state hospitals and health centers of west Azerbaijan province, 100 of whom were selected by simple random sampling. to collect data from researcher-made questionnaires of Islamic-Iranian Management Mesah et al. (2011) with reliability coefficients of 0.978, and Nickerson Airbay's Human Resource Development Standard (1998) 0.849, Ansari meritocracy (2014) 0.945, Bowens accountability (2005) was 0.857. Descriptive and inferential statistics, Smart pls statistical software, structural equation method were used. Results: Islamic-Iranian management through accountability and meritocracy could explain more than 23% of human resource development changes in state hospitals and health centers of west Azerbaijan province. a direct and positive relationship between Islamic-Iranian management and meritocracy, Islamic-Iranian management and accountability, meritocracy and human resource development, accountability and human resource development. Conclusion: the drawing a model of relationship between Islamic-Iranian management and human resource development with the mediating role of meritocracy and accountability. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  54 - The Role of Information and Communication Technology in Human Resource Management and Performance Improvement of Gilan Veterinary Networks
  Houri Shoja Maryam Pour Nasir Roudbane
  Introduction: The purpose of this study was to investigate the role of information and communication technology in human resource management and improving the performance of veterinary networks in Gilan province. Methods: For this purpose, 175 senior staff and managers More

  Introduction: The purpose of this study was to investigate the role of information and communication technology in human resource management and improving the performance of veterinary networks in Gilan province. Methods: For this purpose, 175 senior staff and managers of veterinary networks of Gilan province were selected. The data were collected by standard questionnaire of Yunis et al. 2018. Data were evaluated using SPSS software and Smart PLS version 3 and SEM structural equation modeling. Results: According to the results, the effect of using information and communication technology on human resource management is 4.72 and the coefficient of impact of human resource management on entrepreneurship is 2.89, which is significant considering that the statistical T is greater than 1.96. The mediating role of variable human resource management in influencing the use of information and communication technology in organizational entrepreneurship is thus confirmed. Also, the degree of impact of information and communication technology acceptance on human resource management is 3.6 and the coefficient of impact of human resource management on entrepreneurship is 2.89. Thus, the mediating role of variable human resource management in influencing the acceptance of information and communication technology in organizational entrepreneurship is confirmed. Conclusion: Acceptance of ICT alone cannot affect organizational entrepreneurship and performance, and that ICT can be seen as an enduring competitive advantage that employees recognize as a tool and employ in organizational processes. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  55 - Designing a Model for Upgrading and Optimizing the System of Selection and Recruitment of Human Resources in Government-Oriented Health Organizations
  mahdi noroozian hassan rangriz mohamad reza rabiee mondjin
  Introduction: Reengineering of systems and processes for selecting committed and specialized human resources as the main capital of the Health Organization based on general and specialized competencies using progressive administrative and selection laws in this type of More

  Introduction: Reengineering of systems and processes for selecting committed and specialized human resources as the main capital of the Health Organization based on general and specialized competencies using progressive administrative and selection laws in this type of government organizations in Iran, which is mainly challenging. Unique in various political, economic and social spheres, along with the requirements of health advocates, is possible. Therefore, the purpose of this study is to explain the model for the selection system so that it can be qualified (specialized and committed) to be employed in health-oriented organizations. Methods: This research has been done in terms of exploratory research in an exploratory mix, in the field and using the data theorizing strategy of the foundation (qualitative part) and survey (quantitative part). For statistical calculations, the method of structural equations with partial least squares approach (PLS-SEM) has been used. The open test method was used to analyze the data obtained from the interview. Criteria of Z, R2, F2 and Q2 have also been used to evaluate the structural. Results: The results of data analysis show that the selection model includes components of using new tools, efficient in collecting information about job applicants. In order to fully implement the selection model, it is necessary to amend some of the rules and regulations and regulations used in the selection and to reform the qualification criteria of applicants in health-oriented organizations in three dimensions: organizational, social and individual. In this study, the factor loads of all observable variables, with the exception of one case, have a factor load greater than 5%, and the measured Krubnach alpha values for all codified variables are more than 7%. All calculated values for T statistic are greater than 1.96. Conclusion: The process selection model is based on ethical and scientific principles to determine and monitor the praise of accrual competence as the most important dimension of excellent health quality along with other specialized skills. This model is so dynamic and quantitative that if punished if a person replaces you without using it in order to establish the model, it is necessary to design and establish an information management system for selection and review of selection and administrative rules and regulations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  56 - Designing a human resource management pattern based on generational differences (Case study: one of the medical universities in IRAN)
  maryam moradiyan adel salavati kuomars Ahmadi
  Introduction: Human resource management has always been influenced by many factors and one of these factors is the ruling generations of the organization that determine the type of management within the organization. Therefore, the purpose of this study is to design a h More

  Introduction: Human resource management has always been influenced by many factors and one of these factors is the ruling generations of the organization that determine the type of management within the organization. Therefore, the purpose of this study is to design a human resource management model based on generational differences among employees. It was one of the medical universities in IRAN. Methods: The research method was applied in terms of purpose, exploratory in terms of data type, mixed (qualitative-quantitative), and descriptive-correlation in terms of data collection time. The statistical population of the qualitative research section included university experts in the fields of human resource management and educational management, as well as executive experts, including senior and middle managers of the university. Using targeted sampling method and saturation principle, 11 people were selected as sample size. The second group of the statistical population of this study included all employees of the University of Medical Sciences, who were selected as the sample size using the stochastic cluster random sampling method. In this study, in order to collect data, the library method, semi-structured interview and researcher-made questionnaire of human resource management based on the qualitative part (in the quantitative part) were used. In order to investigate the validity of the questionnaire, formal validity, content and structure were used and to calculate its reliability, Cronbach's alpha coefficient and combined (composite) reliability were used. The results showed that the researcher's questionnaire was valid and reliable. Content analysis and content analysis using MAXQDA12 software were used to analyze the qualitative data of the research. In the quantitative section, according to the research questions, descriptive statistics methods (mean, standard deviation, frequency distribution charts and diagrams) and inferential (confirmatory factor analysis) and SPSS and LISREL software were used. Results: Findings from the implementation of the research model showed that idealistic components with a coefficient of 0.82, action components with a coefficient of 0.56, technology component with a coefficient of 0.40 and civil component with a coefficient of 0.31 are effective on human resource management. Conclusion: Analysis of the current situation showed that the most important components of human resource management based on generational differences include the idealistic generation with the first rank and the active generation, technology and civil with the next ranks. Therefore, it is necessary to pay attention to strengthening the culture of creativity and innovation, diversity, observance of professional ethics, professionalism and meritocracy in universities. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  57 - Development a model of Human Resource Risks in The Field of Health and Treatment Using Systematic Review and Delphi Method
  Sareh Noorian Zavare zahra sadeqi-arani
  10.30495/jhm.2022.62873.10980
  Introduction: Today, the important asset of organizations and their competitive advantage is capable and quality human resources. Despite, the risks of human resources have not been addressed especially in the health sector, and there is a significant research and pract More

  Introduction: Today, the important asset of organizations and their competitive advantage is capable and quality human resources. Despite, the risks of human resources have not been addressed especially in the health sector, and there is a significant research and practical gap in this area. Therefore, the present study aims to identify the risks of human capital in the health sector and provide a comprehensive model of this Risks. Methods: For this purpose, in the first step, the dimensions and indicators of the human resources risk model were extracted from the theoretical literature using the systematic review method. The Delphi technique is then used to validate the final model of human resource risks in the healthcare sector. Results: In the first phase and systematic review of scientific documents, 1050 documents were obtained in the initial search, which were found after refining 67 related documents. Which by examining these documents, 271 risks of human resources were identified. After eliminating duplicates and merging similar these, the number of human resources risks was reduced to 139 risks, which was validated in the second phase by Delphi method. After 2 rounds of Delphi, 4 main themes, 14 sub-themes 1, 4 sub-themes 2 and 134 concepts (risks) related to human resource risks in the field of health were identified and validated. Conclusion: According to the identification and validation of human resources risks in the healthcare, the critical risks include human capital risks, operational risk of human resources, risk of attitude on the human resources unit and individual risks of employees of the human resources unit. The comprehensive model of human resource risks in the field of health that is presented in this study can be a tool for assessing and prioritizing of human resource risks in the organizations under this section and its results can be the basis for human resource risk management action in these organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  58 - Investigating the Effect of Human Resource Information Systems on Employee Innovation Capacity with the Mediating Role of Human Resource Management Functions and Employee Creativity in Pharmaceutical Companies
  Ali Amini
  10.30495/jhm.2022.67265.11040
  Introduction: In this study, the effect of human resource information systems on employee innovation capacity with the mediating role of human resource management functions and employee creativity has been investigated. Human resource information systems are a set of to More

  Introduction: In this study, the effect of human resource information systems on employee innovation capacity with the mediating role of human resource management functions and employee creativity has been investigated. Human resource information systems are a set of tools that enable managers to achieve the goals of the organization by implementing the functions and tasks of human resource management and using the human resources of the organization and determine the extent to which the goals are achieved.Methods: This is a descriptive-causal study and its statistical population is all Iranian companies in the sixth Iran Pharma exhibition in 1400. In this study, by presenting a conceptual model and proposing related hypotheses in the study population, the opinions of 194 employees of pharmaceutical companies were examined and the data collected by Smart-PLS software were analyzed.Results: Based on the results of this study, human resource information systems had a positive (β=0.511) and significant (t=7.449) effect on the innovation capacity of employees in pharmaceutical companies. In addition, the variables of human resource management functions and employee creativity with an impact factor of 0.209 and 0.085, respectively, play a mediating role in the relationship between human resource information systems and employee innovation capacity.Conclusion: The results showed that the use of human resource information systems improves the innovation capacity of employees in these companies. In addition, the mediating role of human resource management functions and employee creativity in the relationship between the use of human resource information systems and staff innovation capacity was also confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  59 - Human Resources Challenges in Health Care Providers Units during the Covid-19 Pandemic: Identification, Solutions, and Consequences
  sareh samadi touraj harati khalilabad
  10.30495/jhm.2023.71799.11104
  Introduction: The spread of Covid-19 disease in the country and the increase in the number of patients led to an increase in the workload of staff, apathy, fatigue, and leaving the medical staff, which eventually led to a shortage of medical staff and challenges in manp More

  Introduction: The spread of Covid-19 disease in the country and the increase in the number of patients led to an increase in the workload of staff, apathy, fatigue, and leaving the medical staff, which eventually led to a shortage of medical staff and challenges in manpower in hospitals. Therefore, by using the experiences of managers in identifying challenges related to human resources and solving the problems can be appropriate in order to modify the challenge related to human resources in hospitals for providing medical services to patients with Covid-19. Methods: The present applied study was a qualitative study conducted among 31 international, national, and domestic managers who had specialized in hospital management. Data were collected using semi-structured interviews and analysed by thematic analysis, using MAXQDA. Results: Based on the analysis of qualitative interviews, the most important challenges related to human resources were: “stress and staff fears of contracting the virus in hospitals”, “existence of resistance in personnel against unexpected changes”, “increase staff workload”, “lack of specialized manpower”, “reluctance of some forces to be present at work in the early days of the disease”, “psychological issues in the treatment team. Conclusion: Given the challenges, the existence of well-planned and pre-determined planning, as well as the importance of manpower in planning for crisis management during epidemics plays an important role. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  60 - Presenting the Accreditation Model of Human Resource Management in Iranian Hospitals
  hashem rahimi alisaraei hamidreza rezaee kelidbari morad rezaei dizgah
  10.30495/jhm.2023.73010.11134
  Introduction: Accreditation is one of the evaluation tools of health care systems, especially hospitals, which is one of the priorities of the Ministry of Health in Iran. Human resources have been seen as the most important resource of the organization in the accreditat More

  Introduction: Accreditation is one of the evaluation tools of health care systems, especially hospitals, which is one of the priorities of the Ministry of Health in Iran. Human resources have been seen as the most important resource of the organization in the accreditation of hospitals as a common axis with professional health. The purpose of the current research is to determine the parameters and present the model of the national accreditation program for hospitals with emphasis on the axis of human resource management from the point of view of experts in this field at the country level.Methods: This study was conducted using the qualitative method of content analysis and through the review of related articles and semi-structured interviews with a number of experts and accreditation evaluators at the country level, and 12 scientific and executive experts based on data saturation in a purposeful judgment manner were interviewed.Results: Accreditation measures of human resources management in five axes: employing employees with six sub-axes, empowering and growing with six sub-axes, supporting employees with six sub-axes, leadership and management with eight sub-axes, and monitoring and control with seven sub-axes.Conclusion: In accreditation standards with emphasis on human resource management axis, the metrics related to monitoring and control were emphasized more with an average score of 7.39 out of 9. More attention of the compilers of accreditation standards to the metrics related to this axis can lead to more accurate accreditation of the human resources of the country's hospitals. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  61 - Factors Affecting Planned Human Resource Development in the Iranian Social Security Organization’s Hospitals
  S. Jamaledin Tabibi Sudabe Vatankhah Amir Ashkan Nasiripour Shaghayegh Vahdat Somayeh Hessam
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  62 - Feasibility study of human resource accounting Case study at institute of international energy studies (iies)
  Nasser Mirsepassi Farzaneh Heydarpour Roghyeh Ebrahimi
  Analysisof human resource accounting feasibility with monetaryappraisal method at research institutions, specially at Institute of International Energy Studies (IIES) is purpose of this research. In other word, analysis of organizational climate readiness for human reso More

  Analysisof human resource accounting feasibility with monetaryappraisal method at research institutions, specially at Institute of International Energy Studies (IIES) is purpose of this research. In other word, analysis of organizational climate readiness for human resource accounting system installation and diagnosis method of suitable human resource accounting method at IIES is purpose of this research. For this purpose, three method of monetary appraisal include historical cost method, replacement cost method and opportunity cost of loss method be analyzed. In order to diagnosis of organizational readiness for human resource accounting installation, a questionnaire designed and distributed among researchstatisticalpopulation included 40 person of IIES managers and experts. Research hypothesis analyzed with single sample T-Student parametrical test.Research finding show that IIES organizational climate has readiness for human resource accounting system, and also,historical cost model among other method is more possible for installation in there.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  63 - Introducing a cost-effective engineering model for increasing productivity indicators
  Mehrdad masoudnejad Morteza Rayati Damavandi Seros Gholampoor Dahaki
  The importance and role of human resources in organizations and enterprises, economic and industrial as the stimulus of the economic cycle of the society is not at all anybody. But today, work-related accidents, as one of the key factors in the loss of efficient human r More

  The importance and role of human resources in organizations and enterprises, economic and industrial as the stimulus of the economic cycle of the society is not at all anybody. But today, work-related accidents, as one of the key factors in the loss of efficient human resources and the loss of capital and time, are a threat to the development and development of any country. These incidents have a huge impact on the productivity of various industry workers and ultimately on the economy of society.In most of the studies, cost estimates have often been used to calculate the costs of safety in the workplace, and usually the cost of any damage or cost of the entire accident is calculated, and despite the importance of reducing productivity from work-related accidents , This important is still ignored. Therefore, in the present study, a multi-criteria decision-making methodology for presenting a cost-effective engineering model based on productivity indicators has been used. The results of this study showed that, according to the criteria, the priority of conducting classes and training courses, creation of safety regulations in administrative and manufacturing departments, investment in medical care, safety equipment and machinery purchase, equipment and technology The newest have the greatest impact on engineering safety costs based on productivity indicators Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  64 - An analysis of accounting software based on accounting information systems (AIS) (case study: companies based on zanjan province)
  دکتر مهرداد علیپور حسین بدیعی مرتضی رمضانی
  Accounting software has been used as one of the parameters of accountinginformation systems in companies. As such, a study of whether exist maincharacteristics of AIS in these software or not, is the main interest of this article. Anaccounting information system should More

  Accounting software has been used as one of the parameters of accountinginformation systems in companies. As such, a study of whether exist maincharacteristics of AIS in these software or not, is the main interest of this article. Anaccounting information system should have features such as compatibility, flexibility,internal control, general characteristics, training, and reporting structure. The above –mentioned characteristics can be considered as main variables of this study withregard to their impact on. Dependent variable – accounting software.These variables have been selected and a six-hypothesis of research have beenanalyzed. Research method in this article is descriptive – survey and is completelyapplied one. The basis of data gathering consists of primary inputs and secondaryinputs by making use of questionnairs, interviews and documented inputs, derivedfrom traditional and digital libraries. Statistical societies in this study are zanjanbasedbusiness, service and merchandising companies. The sampling method israndom quota sampling which derives from Cochran Formula by using size of sample.Descriptive and inferential statistics have been used for information analysis. Fordescriptive statistics, general characteristics of sample (sex, age, work experience,discipline, kind of activity and the number of human resources) have been described.For inferential statistics by using one- sample T-test and kroskal valis the significancehas been defined. With regard to indentifying the extent of influence of some usedvariables in case companies. All of them except reporting structure have beencharacterized as suitable AIS. All hypotheses indicate that compatibility and controlhave nothing to do with companies' activity and flexibility in the number of humanresources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  65 - Adjustment of Audit Expectation Gap based on Human Resources Strategies through the Rough and Gray Theory
  Hasan Valiyan Mohammadreza Abdoli Mehran Orooyee
  The Audit Expectation Gap (AEG) has been investigated in many countries through different definitions as well as the various expressions of the structure, boundaries of each component, and its associated influencing factors. The Purpose of this research is Adjustment of More

  The Audit Expectation Gap (AEG) has been investigated in many countries through different definitions as well as the various expressions of the structure, boundaries of each component, and its associated influencing factors. The Purpose of this research is Adjustment of Audit Expectation Gap based on Human Resources Strategies through the Rough and Gray Theory. The method of this Mixed research is based on the adaptation of theoretical foundations through the Critical Appraisal Skills Program( CASP), as well as Delphi analysis to confirm the indices, and finally, Rough analysis and gray theory in order to select the most important option among the five options of human resources strategies for the auditors working in The audit firms were. In this research, which was conducted in a one-year period, 10 associate professors in accounting and auditing were involved in various research steps. The results of the research showed that the stakeholders 'perceptual gap, functional gap, legal gap, organizational gap, individual gap and knowledge gap were considered as the most frequent in the research, which led to the creation of a gap between auditors' expectations. Among the 36 identified indicators of the components, 21 indicators were identified as Delphi-approved indicators, which were identified by the formation of decision matrix with the help of 4 participants of the research, the index of conflict of interest as the most important factor in The gap between auditors' expectations is highlighted, based on Rough's analysis. Also, based on gray theory analysis, human resource development strategies are considered as the most important priority for reducing the gap between auditors' expectations, which audit firms can use as a way to increase confidence in future human resource policies. And stakeholder confidence in the audit reports. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  66 - The Effect of Environmental Management Accounting on Human Resource Management and Technology Focused on the Environment
  afsaneh tazikeh lemeski ali khozein alireza matoufi mansor garkaz
  10.30495/jma.2023.21914
  Given the importance of many environmental problems that are largely due to business and economic activities, the implementation of environmental management accounting helps companies to have better operational and business performance. The present study aims to investi More

  Given the importance of many environmental problems that are largely due to business and economic activities, the implementation of environmental management accounting helps companies to have better operational and business performance. The present study aims to investigate environmental management accounting on human resource management and technology focused on the environment. The statistical population of financial managers and senior accountants of companies listed on the Tehran Stock Exchange in 1400 and the sample size was 300 people. This research is applied in terms of purpose, descriptive and correlational in terms of data collection method. Data were collected using a questionnaire and then analyzed descriptively and inferentially by structural equation modeling using PLS software. Findings showed that companies that pay more attention to environmental management accounting are more likely to use environmentally focused technology more effectively and use more environmentally focused technology. Accordingly, companies can have a comparative advantage in the fields of human resource management and production technologies and business processes and operations in general by applying environmental management accounting Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  67 - A Study of Relationships between Cultural Intelligence and Human Resource Productivity in Kashan Saipa Company
  Hamid Rahimi Maryam Momenian
  Introduction and purpose of the Research: The purpose of this research was to study relationship between cultural intelligence and human resource productivity in Kashan Saipa Company. Research type was descriptive correlative. The statistical population consisted of 270 More

  Introduction and purpose of the Research: The purpose of this research was to study relationship between cultural intelligence and human resource productivity in Kashan Saipa Company. Research type was descriptive correlative. The statistical population consisted of 2700 managers and staffs in the Kashan Saipa Company that by Cocran Formula from the 2700, 172 were chosen by using stratified randomized sampling were chosen. Methods: The information gathering tools at were cultural intelligence questionnaire with 20 items and productivity questionnaire with 20 items on base 5 likert scale. Questionnaires validity confirmed by content and construction validity. Through Cronbach alpha coefficient, reliability coefficients were obtained equal to 0.83 for cultural intelligence and 0.88 for productivity. Data analyses were used in levels descriptive statistics (frequency, average, percent, and standard deviation) and inferential statistics (correlation, t-test & regresion) through SPSS software. Findings: Finding showed mean of cultural intelligence and productivity components are bigger than average and there are positive and significant relationship between all of components cultural intelligence and productivity components. Conclusions: Since cultural intelligence is capable of adapting to new cultural contexts and settings, it seems that those who are considered to be intellectually culturally more productive. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  68 - Investigating the role of organizational citizenship behavior on promoting organizational entrepreneurial culture by designing an empirical study
  Hossein Samadi-Miarkolaei Hamzeh Samadi-Miarkolaei
  Introduction & Objective: Today, the importance of entrepreneurship for a society that is moving towards improving organizational and individual productivity is not hidden from anyone. In the growing research that has been done in the field of entrepreneurship, more More

  Introduction & Objective: Today, the importance of entrepreneurship for a society that is moving towards improving organizational and individual productivity is not hidden from anyone. In the growing research that has been done in the field of entrepreneurship, more emphasis is placed on creating and developing an entrepreneurial culture in the organization's infrastructure and the organization's adaptation to the business environment. On the other hand, organizational citizenship behavior is a behavior for which in the formal reward system, no reward is considered, but combining it with the same type of behavior in the group, leads to effectiveness and productivity. The purpose of this study is to investigate the role of organizational citizenship behavior in promoting organizational entrepreneurial culture.Method: The research method is descriptive-survey in terms of data collection and applied in terms of research purposes. The statistical population of the study is 238 employees of the Housing Foundation of Mazandaran province. 147 people were selected as a sample. Standard questionnaires were used to collect data. This is done by SPSS and LISREL software.Results: The results showed that all dimensions of organizational citizenship behavior have a positive and significant relationship with organizational entrepreneurship culture (P0.001). Regarding the main hypothesis of the research, the structural equation model test showed that organizational citizenship behavior has an effect on entrepreneurial culture (β = 0.68).Conclusion: The results indicate that improving organizational citizenship behavior can affect the development of entrepreneurial culture, and as a result, employees are more involved in innovative and risky behaviors. On the other hand, the results of this study will make the managers of the organization more determined in using organizational citizenship behavior to develop entrepreneurial culture to improve productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  69 - The investigation of E-readiness Effect on Human Resource Development
  ebrahim rajabpour
  With the emergence and development of modern information technology, organizations to achieve their strategic goals are needed of specialists and qualified. The purpose of this study was to investigate the role of e-readiness on the development of human resource. The re More

  With the emergence and development of modern information technology, organizations to achieve their strategic goals are needed of specialists and qualified. The purpose of this study was to investigate the role of e-readiness on the development of human resource. The research based on objective is implicated and based on Data collection methods is survey. The statistical population of the research (active companies in the field of oil and gas in Assalouyeh) is about 400 people. Using the Morgan table, a sample of 196 people is included. For generalizability, around 270 questionnaires were distributed among respondents with a return rate of 92%; 236 questionnaires were analyzed. The data gathering tool was a questionnaire and a purposeful and non-random sampling method. Also, face validity, content and structure of the questionnaire were confirmed with the help of professors and expert experts and statistical analyzes. The results show a positive and significant correlation between the level of e-readiness and human resource development. It was also found that e-readiness has the greatest effect on the social development of human resources.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  70 - Investigating Organizational Culture in Outsourcing IT Organizational Projects on Human Resources; Risks and Benefits
  Morteza Ghazanfari Azam Tahari Alenjareghi
  Outsourcing in the field of information technology in organizations is a necessity so that organizations can focus on their core tasks. Research method: Descriptive inferential, and in terms of data type, a little, In terms of the purpose of the application. The stati More

  Outsourcing in the field of information technology in organizations is a necessity so that organizations can focus on their core tasks. Research method: Descriptive inferential, and in terms of data type, a little, In terms of the purpose of the application. The statistical population includes employees of one of the private banks that has been fieldworked. The sample size was determined using purposeful sampling method of 93 people. The data gathering tool was a researcher-made questionnaire and also job satisfaction questionnaire (JFS). The reliability of the questionnaire was obtained using Cronbach's alpha coefficient of 8.02, The reliability of the job satisfaction questionnaire is confirmed by standardization. Findings: it shows that is the way of selecting companies and foreign contractors through the existing guidelines the perfect way to outsource IT projects. Of the 13 services offered for outsourcing, programming has the highest amount of outsourcing and ecommerce has the smallest amount of outsourcing. Conclusion: Outsourcing eliminates the most important organizational defect and It has made the organization's main focus on its main missions Which ultimately leads to improved quality of service delivery. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  71 - Identifying Influencing Corporate Culture’s Elements on Knowledge Management’s Establishment in National Library and Archives of IR of Iran
  Marzieh Sadat Akbari Mohsen Ghadami Afsaneh Zamani Moghadam Seyed Reza Salehi Amiri Fatemeh Farahani Azizabadi
  This study has been focused on establishment of knowledge management influenced by corporate culture’s bases. Its methodology was survey- analytics as well as exploratory-applicable one as goal. Delphi technic was applied as a research performing in two rounds. Fi More

  This study has been focused on establishment of knowledge management influenced by corporate culture’s bases. Its methodology was survey- analytics as well as exploratory-applicable one as goal. Delphi technic was applied as a research performing in two rounds. First round was done through experts as a purposed sampling to identify qualitative variables. Second round as a simple random sampling was completed via Morgan table in National Library & Archived of I.R. of Iran. Output of Kendall Test approved the variables in First round. In second round, after estimating the validity and reliability, then intensity and type of correlation in linkages were tested by Spearman. As well regression test was calculated to predict amounts of changes and effects in linkages between variables to confirm the directions and significations. As an innovative facet, it was categorized the importance of bases based on independence variables through Friedman test. Results showed the effect of identified organizational culture’s elements on three dimensions of knowledge management establishment and beside the relations were meaningful and positive but being some differences in the intensities of relations. Maximum amount belongs to effective linkage of fundamental concepts on knowledge management equal to 62% as well as minimum amount belongs to effective linkage of artifacts to identifying knowledge equal to 16%. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  72 - Identification and Prioritization of Human Resources Risks of the Bank Melli of North Khorasan Using a Mixed Approach
  Tayebeh Kamali Hoseinali Bahramzadeh Mosayeb Samanian
  One of the most important issues in the management of banks is risk management. This issue can be of interest to managers given the importance of risk types in the bank. One of the issues that raised in recent years is human resource risk management which that refers to More

  One of the most important issues in the management of banks is risk management. This issue can be of interest to managers given the importance of risk types in the bank. One of the issues that raised in recent years is human resource risk management which that refers to the threats by the human resources in organization. Therefore, considering the high role of human resources in the bank, the purpose of this research is to identify and prioritize human resources risks in the Bank of North Khorasan. This is a mixed metod study. The qualitative section is a case study and its data was collected using interviews with 9 experts through a targeted snowball sampling. Then, the collected data were analyzed with using the theme analysis method and sub themes were classified into 4 types of HR risk. A paired comparison questionnaire for ranking risks among 144 people has been distributed. The AHP analysis showed that the priority of human resources risks in the bank is financial risk, human capital, structural-operational, and informational. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  73 - Interpretive structural modeling of factors affecting the migration of human resources from Iran
  Niazi Mohsen Halime hossein panahi Rahim Baizidi
  10.30495/jcm.2022.63350.1553
  Migration of human resources is one of the important factors affecting the development of countries. In addition to the factors affecting migration, determining the relationships between these factors is also an important question. The purpose of this research is to ide More

  Migration of human resources is one of the important factors affecting the development of countries. In addition to the factors affecting migration, determining the relationships between these factors is also an important question. The purpose of this research is to identify the causes affecting the migration of human resources and determine how they interact. The present research is applied in terms of purpose and combined (quantitative-qualitative) in terms of research type. First, effective factors were extracted by reviewing the literature, content analysis, and analysis of related research themes. In the next step, using interpretive structural modeling (ISM) technique and based on the opinions of academic and executive experts, the relationships between different factors were determined and analyzed. The data collection tool is the researcher-made matrix table and the analysis unit are the theme extracted from the literature. Based on the research results, 80 influential factors were identified, which were divided into 18 main categories. Finally, the analysis of the relationships of the variables led to the extraction of a six-level model. Environmental and climatic conditions, level of economic development, globalization and cosmopolitan values, cultural development, quality of governance, level of welfare and living facilities are in the fifth and sixth levels, which are considered as the most important factors. Also,after MICMAC analysis, the variables were divided into three groups of independent or key variables, communication and dependent, and no variable was included in the group of autonomous variables, which indicates the coherence and interaction that creates the concept of migration. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  74 - The relationship between strategic human resource plans and job innovation Study A (Case Study: Jahad- Agriculture Organization of Khouzestan province)
  مهدی نورالدین موسی محمد حسین پور حسین وظیفه دوست
  Introduction and Objective: Organizations need motivation and ability of human capital for creation the innovative ideas,develop innovative ways and create new opportunities for their improvement.This study was conducted to investigate the relationships between strategi More

  Introduction and Objective: Organizations need motivation and ability of human capital for creation the innovative ideas,develop innovative ways and create new opportunities for their improvement.This study was conducted to investigate the relationships between strategic human resource plans (staffing, training, participation, performance appraisal and compensation) and job innovation in Jahad- Agriculture Organization of Khouzestan province. Method: Regarding the research objective, it is an applied research and It is considered as a "descriptive - correlation " research based on data collection methodology. Using random sampling, 128 employees of the mentioned organization were selected and data were collected.Data were analyzed using Pearson correlation and regression technique by SPSS 19 software. Findings: There was a significant positive correlation between strategic human resource palans and job innovation. Also there was significant relationship between the dimensions of strategic human resource practices and organizational innovation (p<0.05). The multiple regression analysis indicated that staffing, participation, performance appraisal and compensation  are significant predictors of  job innovation. Conclusions: Strategic human resource plans including staffing, training, participation, performance appraisal and compensation, positively explains the organizational innovation and can influence the attitudes and behaviors of employees and create job innovation. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  75 - Presentation the human resource empowerment model in cultural organizations (Case study: cultural organization of Tehran Municipality)
  محمدباقر نوبخت محمدمهدی مظاهری مینا اصفهانی
  Objective of the research: Empowering employees is one of the most effective techniques to increase productivity and efficient use of their capacity for individual and organization goals. In this paper an attempt has been made to the concept of a functional approach to More

  Objective of the research: Empowering employees is one of the most effective techniques to increase productivity and efficient use of their capacity for individual and organization goals. In this paper an attempt has been made to the concept of a functional approach to the explanation of the concept of empowerment Dimensions, empowerment and initiatives in cultural organizations will introduce conceptual model. Method: According to the fact that the result of this research is used to promote empowering employees' of cultural organization, this paper is based on goal applied. In addition, considering method of data gathering, it is survey. The research tool for data gathering has been questionnaire. Results: The results of the t- test shows component of the state strategy executive, management support, organizational culture, organizational structure and cultural organization of Tehran municipality in terms of the sample is too weak. Individual and job characteristics and components of the sample are in satisfactory Condition: The results show: Among all variables there was a. significant correlation. This assumption is confirmed by the linear relationship between variables, furthermore, significant correlations, none of the coefficients greater than 0/9 and it doesn't mean that there is not much shared variance between d and can be used in the analysis. The highest correlation between organizational structure and the nature of the job Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  76 - To study employed women's productivity in central offices of Agriculture Bank of Islamic Republic of Iran
  هادی رزقی شیرسوار وحید محمودی حمیرا پای خوان
  Introduction and Objective : Among effective factors on organization productivity, human resources are of effective and determinant role. Naturally, every organization must make particularly attempt for quality and promotion and optimizing its human resources to ob More

  Introduction and Objective : Among effective factors on organization productivity, human resources are of effective and determinant role. Naturally, every organization must make particularly attempt for quality and promotion and optimizing its human resources to obtain its outlook and development goals. According to the importance of productivity in management and variation and importance of women role in productivity, a main goal of this research is to study the situation of women productivity in Agriculture Bank. Methods : This study is application in terms of goal and descriptive‐survey in terms of executed method. In this study, statistical population includes all employed women staffs in central o ffices of Agriculture Bank, the number of which is 384 peoples. Sample size of this study was calculated 195 peoples through Kergeksy and Morgan table that related sample were randomly selected through related population. Study tool of this research is Moghimi (2010) standard ques 􀆟onnaire. Mentioned questionnaire involves in studying productivity in two dimensions in terms of management: human resources and productivity. Justifiability of questionnaire was apparently approved. Assessing questionnaire stability was calculated through Conbach's alpha coefficient after performing preliminary study and verifying variance of questions that this stability score (Cronbach's alpha) was calculated 0.901. Results: According to load factor of each factor and literature of productivity and questionnaire content, obtained factors can be called as follow: first factor: human resources productivity; second factor: productivity is correct in a management views. Conclusions: Obtained results from done research showed that the components of women productivity in Agriculture Bank is assessed in high level in a sample individuals view. But in human resources productivity due to practical average has no significant difference with theoretical average, it can be reasoned that the situation of human resources productivity of employed women in Agriculture Bank is in mediate level. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  77 - Providing solutions for attracting human resources talents in Tehran Municipality
  Seyyed Mohsen Tabatabaei Mozdabadi َAzadeh Ghamari
  10.30495/jisds.2007.21289
  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents More

  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents in Tehran Municipality. In the qualitative section, in-depth interviews were conducted with 10 managers, deputies and senior experts of Tehran Municipality and 6 members of the faculty of the university. Interpretive analysis was used to analyze the data. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The results showed that the mechanisms of attracting human resources talents in Tehran Municipality, including the existence of individual and job development opportunities, competitive advantages, reputation and brand of the organization, facilitating administrative rules, designing and establishing an evaluation center in recruitment, and a systematic program to attract, construct propositions. The value of employees is the formulation of job descriptions and the conditions for obtaining different jobs.Approach, Attracting human resources, Municipality of Tehran Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  78 - to identify the dimensions of improvements training of air defence station with a development approach based on pattern EFQM
  Arshad Nonahal fariba hanifi mohamadnaghi imani
  10.30495/jisds.2021.18994
  the present study aimed to identify the dimensions of improvement of human resources training in air defence station with development approach based on organizational excellence model. the research method is based on the fundamental purpose - development and in terms of More

  the present study aimed to identify the dimensions of improvement of human resources training in air defence station with development approach based on organizational excellence model. the research method is based on the fundamental purpose - development and in terms of data nature and a confirmatory factor analysis. data analysis was used in qualitative part of the semi - structured method with 12 نفر وخبرگان with purposeful snowball sampling in the quantitative part of محقق researcher of 848 people and sample size 265 people with sample of 265 نفربا sampling. validity of questions through content validity and structural validity and validity of questions through cronbach's alpha coefficient above 7 / 7. It was evaluated. for data analysis, مکس applications, لیزرل, لیزرل and S. P. S. S. Interest was taken. the results of this study were 124 indices (گویه), 6 factors and 18 components, and in the ومولفه factors, the goodness of goodness index of fit /.. It was estimated. the results showed that the existing status of human resource improvement programs in the dimensions of national security improvement, personal and military mobility, national security transformation, national security, national security and national sovereignty were evaluated by relative satisfaction and low - level defensive factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  79 - Meta-analysis of the Performance of Iran Higher Education System with a Focus on National Development Plans
  حمید سجادی ابراهیم متقی
  10.30495/jisds.2007.21225
  One of the main functions of the higher education system is the placement and employment of educated academic forces. All developed countries consider this principle as the central point in developing lesson plans, providing education and conducting research in academic More

  One of the main functions of the higher education system is the placement and employment of educated academic forces. All developed countries consider this principle as the central point in developing lesson plans, providing education and conducting research in academic centers. However, the higher education system of Iran has not succeeded in coordinating with the social system to create a business environment for expert human resources. Exploring the causes and reasons of this failure has been the subject of many researches. Considering the large volume of research in this field and the necessity of using the results of these researches, the subject of the current study is summarizing articles and reports that have analyzed Iran higher education system. With this explanation, the main purpose of this research was to identify the causes of weak performance of Iran higher education system, combine and analyze the results and formulate a conceptual model. Adopting a systematic approach, the causes of the failure of higher education system were identified and categorized at five levels: inter-organizational communication, performance of higher education system, social constraints, management performance and policy making, and business. Finally, strategies and outcomes in each of these areas were conceptualized. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  80 - Meta-analysis of the Performance of Iran Higher Education System with a Focus on National Development Plans
  Hamid Sajjadi Ebrahim Mottaghi
  One of the main functions of the higher education system is the placement and employment of educated academic forces. All developed countries consider this principle as the central point in developing lesson plans, providing education and conducting research in academic More

  One of the main functions of the higher education system is the placement and employment of educated academic forces. All developed countries consider this principle as the central point in developing lesson plans, providing education and conducting research in academic centers. However, the higher education system of Iran has not succeeded in coordinating with the social system to create a business environment for expert human resources. Exploring the causes and reasons of this failure has been the subject of many researches. Considering the large volume of research in this field and the necessity of using the results of these researches, the subject of the current study is summarizing articles and reports that have analyzed Iran higher education system. With this explanation, the main purpose of this research was to identify the causes of weak performance of Iran higher education system, combine and analyze the results and formulate a conceptual model. Adopting a systematic approach, the causes of the failure of higher education system were identified and categorized at five levels: inter-organizational communication, performance of higher education system, social constraints, management performance and policy making, and business. Finally, strategies and outcomes in each of these areas were conceptualized. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  81 - Providing Solutions for Attracting Human Resources’ Talents in Tehran Municipality
  Seyed Mohsen Tabatabai Mazdabadi Seyed Alireza Seyed Ordobadi Azadeh Ghamari
  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents More

  As a social institution, Tehran Municipality needs worthy human capital, knowledge-based and talented human resources to achieve its lofty goals. In this regard, the present study has used qualitative methods to study the mechanisms of attracting human resources talents in Tehran Municipality. In the qualitative section, in-depth interviews were conducted with 10 managers, deputies and senior experts of Tehran Municipality and 6 members of the faculty of the university. Interpretive analysis was used to analyze the data. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The validity of the qualitative findings was confirmed by review by interviewees and multidisciplinary data sources, and a retested reliability method was used to calculate the reliability of the coding. The results showed that the mechanisms of attracting human resources talents in Tehran Municipality, including the existence of individual and job development opportunities, competitive advantages, reputation and brand of the organization, facilitating administrative rules, designing and establishing an evaluation center in recruitment, and a systematic program to attract, construct propositions. The value of employees is the formulation of job descriptions and the conditions for obtaining different jobs. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  82 - The role of islamic azad university on formation human capital (a survey on its units scattering in iran)
  ناصر Eghbali
  In this article the write explains human and social resources and their mutualinteractions . He believes that in the developing countries including Iran, human resourcesbecause of their prominent role in increasing awareness and productivity of the membersof society has More

  In this article the write explains human and social resources and their mutualinteractions . He believes that in the developing countries including Iran, human resourcesbecause of their prominent role in increasing awareness and productivity of the membersof society has a leading role in the formation of social resources. Next the writer points atthe role of Islamic Azad. University in establishing higher educational system throughoutthe country and facilitating the access of all people the higher education to accelerate theformation of human resources. Therefore in the next step he points at the humandistribution of the students of this university by using the indicator of human resources.He furthermore mentions the student distribution of this university by using averageindicator and the co efficiency of branch changes and the center of each province. Hebelieves that the process of student distribution had an acceptable direction (growth)during 1380-1384. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  83 - Investigating the Relation between knowledge management practices and the psychological empowerment of human resources in municipality of Tehran
  Mohammad Javad Esfandiari HamidReza Adabi
  Introduction and purpose of the research: Psychological empowerment is one of the most important issues in the development of human resources and it's influenced by numerous factors of which can be point in knowledge management. The present research investigates the Rel More

  Introduction and purpose of the research: Psychological empowerment is one of the most important issues in the development of human resources and it's influenced by numerous factors of which can be point in knowledge management. The present research investigates the Relation between of knowledge management and the psychological empowerment of human resources in municipality of Tehran. Research type: Research type is applied and on the other hand descriptive- Correlation. Results: Between KM's Components, Creation Knowledge, capture knowledge and Dissemination Knowledgehave the most impressible effect  (0.95) on psychological empowerment. Conclusion: The results of research showed that knowledge management has significant effect on psychological empowerment.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  84 - Tourism development with emphasis on the role of workforce training
  زهرا خدائی حسین کلانتری خلیل آباد
  Introduction and Objective: Understanding and knowledge of tourism and also its development and sustainability is hide not only in the spread of tourism knowledge for understanding its needs, but also in the education of successful field about tourism trading and also t More

  Introduction and Objective: Understanding and knowledge of tourism and also its development and sustainability is hide not only in the spread of tourism knowledge for understanding its needs, but also in the education of successful field about tourism trading and also the needs of every society to tourism which is needed a human attitude and approach. In other word, formation, sustainability and development of tourism in every society needs and education. This paper examines and analysis the role of education and human resources for tourism development. Methods:  this paper uses analytical – descriptive method and describe the challenges of tourism education system in Iran about human resource education, focus on Corrective strategies to improve the country's education system. Results: The result shows that Tourism education and training units, training facilities and more importantly, regulatory criteria and how to apply them to quickly be transformed and make these changes is necessary to provide facility and exemption for educational institutions, promote international exchange in education and teacher education requirements. Conclusion: Provide effective training in a modern organization requires new thinking, new models, new approaches and new tools and mechanisms. Since education is as a fundamental part of human resource management and quality management in the tourism industry, For structural reform of the country's tourism industry, it could be began from to reform education system to reform. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  85 - Human Resources Productivity with a Structural Equation Modeling Approach in the Organization
  Ali Javadian Asadollah Mehrara Mohammadreza Bagerzadeh
  Introduction and Objective: One of the main priorities of managers is the efficiency and improvement of services provided in the health sector to increase satisfaction and meet the level of people's expectations; Therefore, the goal of any organizations is to achieve pr More

  Introduction and Objective: One of the main priorities of managers is the efficiency and improvement of services provided in the health sector to increase satisfaction and meet the level of people's expectations; Therefore, the goal of any organizations is to achieve productivity or efficiency and effectiveness. The purpose of the research is to develop a human resource productivity model. Method: In this study, 27 people of the decision-making team (participants) which included experts and university professors were involved in the qualitative phase. In order to collect data in a quantitative stage, all middle and basic managers of organizations with a bachelor's degree or higher were selected as a sample size equal to 384 people according to Krejcie Morgan table. The statistical community was Gorgan Province. Both field and library methods and questionnaire tools have been used to collect data. To analyze the data, statistical methods and tests were applied at both descriptive and inferential levels such as single-variable t-test, the Kolmogorov-Smirnov test, quantitative technique of Analytical Hierarchy process (AHP), and confirmatory factor analysis as well as software such as Excel, SPSS, LISREL, and Expert Choice. Results: Human resource productivity indicators extracted from previous research was presented as a model with the help of structural equivalence include seven main indicators (Structural-Managerial factors, Cultural factors, Individual factors, Ave Mel economic, environmental factors, risk factors intimacy and cooperation, socio-psychological factors) and 56 sub-indices. Conclusion: The research findings show that the proposed model can be used in all government organizations such as the Ministry of Science, Ministry of Health, etc. and public non-governmental organizations such as municipalities, housing foundation, social security organization, etc. For better performance of the proposed model, it is necessary to prioritize and localize the components and indicators for each organization separately.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  86 - The Model of Capital Attraction Process in the Municipality; Based on a Mixed Study
  Hamideh Mirshahi Golnar Shojaei Baghini
  10.30495/ums.2023.22644
  Introduction and Purpose: Attracting investment in the urban area is an important and influential factor for the progress and prosperity of the urban economy. Investment in each province is influenced by a set of macro factors of the country and specific factors of that More

  Introduction and Purpose: Attracting investment in the urban area is an important and influential factor for the progress and prosperity of the urban economy. Investment in each province is influenced by a set of macro factors of the country and specific factors of that province. If in a society, investment is not made to the required extent, economic growth slows down or stops. In recent years, the necessary platform to attract and support investment has been provided, the ground for increasing the participation of the private sector in the matter of investment in municipalities has been provided, hence the process of attracting capital in the municipality is important and necessary. Methods: This research was based on a mixed exploratory study in which the statistical population in the qualitative section was experts and experts in the field of management model in the municipality and managers in this field, etc., with the criterion sampling method included the criteria of expertise, operational history , teaching, etc., which was achieved after interviewing 11 people, who were selected by the criterion method and based on the principle of saturation. In the quantitative part of this research, 385 municipal employees participated in the research based on Cochran's formula and by purposeful sampling. Results: The results of exploratory factor analysis in the field of influencing variables on the capital attraction process model in the municipality identified 97 open codes, which were identified by categorizing and centering around the most important category of 33 indicators and 6 main factors. On this basis and based on a semi-structured interview in this field, investor recognition, incentive creation, plan provision, framing, electronic human resource management, innovative strategies, multi-dimensional business structuring, digital leadership, multi-dimensional monitoring. Dynamic process, recognition of capacities, use of resources, experience and knowledge are the most important causal factors; Perceived value and profitability is a central category in attracting capital; Policy model, structural design, Government support, legal model, reducing the risk of cooperation and political factors are the most important contextual factors, Marketing, structure and reconstruction, culture building, structural independence and infrastructure building are the most important strategies and building trust, increasing capacities, organizational profitability, increasing the power and credibility of the organization as a result of the strategies applied based on the perceived value and profitability in Capital attraction is in the municipality. Discussion: The identified components have an indicative and significant effect on attracting capital in the municipality. Therefore, this model can be used in the process of attracting capital in the municipality.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  87 - Human resources attitude towards knowledge management application (Case Study)
  Fatemeh Helaliyan Motlagh Mohammad Hasanzadeh Fatemeh zandian
  Purpose: In this era of knowledge and creativity are likely to draw the attention of managers on issues and subsequently, Danshgra people are more important than pragmatic people. Thus, this study aims to identify the attitudes of staff of the South Pars Special Economi More

  Purpose: In this era of knowledge and creativity are likely to draw the attention of managers on issues and subsequently, Danshgra people are more important than pragmatic people. Thus, this study aims to identify the attitudes of staff of the South Pars Special Economic Energy Zone petrochemical companies to use their knowledge management.. Methodology: A descriptive - survey. The population included 11,424 employees, 13 of South Pars Petrochemical Special Economic Zone, which according to Morgan as the sample size was 370 people. The data collection instrument was a questionnaire. Its validity was confirmed by experts and professors and Cronbach's alpha was used to determine its reliability and 0/91 reliability was determined. Data analysis using descriptive statistics (frequency, percentage, mean, standard deviation) and inferential (Spearman, I'm Whitney, Kruskal -Valys) software was SPSS21. Findings: The findings show that a positive attitude toward the application of knowledge management. And a significant positive correlation between gender, age, education and years of service with the attitude of the staff there. Moreover, based on the findings Mnadray difference between these variables and attitude toward applied knowledge management in the organization. Conclusion: Results of this study was to understand the accretion of knowledge and knowledge management in the organization, effective and accurate decisions in the light emphasizes knowledge sharing. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  88 - Effectiveness of Green Transformational Leadership under Human Resources Sustainable Competency of Golestan Oil Company
  Ehsan Shahhosseini Mahmudreza Mostaghimi Samere Shojaie
  10.22034/jest.2021.62719.5475
  Background and Objective: The Purpose of this research is evaluating the effectiveness of green transformational leadership under the human resources sustainable competency of Golestan Oil Company by Intuitive fuzzy sets. Material and Methodology: This research is a de More

  Background and Objective: The Purpose of this research is evaluating the effectiveness of green transformational leadership under the human resources sustainable competency of Golestan Oil Company by Intuitive fuzzy sets. Material and Methodology: This research is a developmental research in terms of purpose, because of the lack of a basis for evaluating the effectiveness of green transformational leadership under a sustainable human resource competency system in previous research, based on meta-analysis in the first step, an attempt was made to identify components as analytical basis for research and themes as decision variables. Then, in order to explain the identified components and themes, in a small part, Intuitive Fuzzy Sets (IFSs) was used to determine the most effective dimension of green transformational leadership based on the most important theme of sustainable human resource competence. In this study, the target population consisted of two sections: qualitative and quantitative. In the qualitative section, with the help of 15 experts and experts in the field of human resource management at the university level, an attempt was made to identify research components, components and propositions in the form of scores. In the quantitative sector, 21 middle managers of the oil company in Golestan province participated to evaluate the quantitative sector analyzes. Findings: The results showed that, despite the participatory competencies of human resources, the most important dimension of green transformational leadership is the effectiveness of opportunity. Discussion and Conclusion: In fact, the result of this study reflects the fact that the participatory competence of human resources strengthens the level of interoperability and communication within the organization in the field of decision-making on environmental issues and problems and it strengthens the dimension of effective opportunity in transformational green leadership to create more ideas and support for human resource innovations in the field of green operations in the oil company. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  89 - Measuring the Sustainability of Green Human Resource Management in the Steel Industry
  Elaheh Lashgari Alireza Shirvani Mohammadreza Delvi
  10.30495/jest.2023.66832.5660
  Background and Objective: Today, the increasing development of societies has led to the indiscriminate use of natural resources; Environmental degradation; various pollutions have been created and this factor is a threat to the sustainable development of these communiti More

  Background and Objective: Today, the increasing development of societies has led to the indiscriminate use of natural resources; Environmental degradation; various pollutions have been created and this factor is a threat to the sustainable development of these communities. Therefore, it is necessary for organizations as the largest members of communities to recognize the effects of their behaviors on the environment and to take measures to reduce the negative effects of these behaviors on natural ecosystems. The purpose of this research is measuring the sustainability of green human resource management in the steel industry.Material and Methodology:  The methodology of this research is developmental and combined and based on the nature of the research, an attempt was made to identify the dimensions of sustainability of green human resource management based on Meta Synthetic and Delphi analysis in the qualitative part of the research. Then, in a small part, Interpretive ranking process and Mick Mac were used to identify the most effective dimension of green human resource management sustainability at the level of steel companies.Fidings: These components were evaluated through Delphi analysis and the results of this section showed that all seven dimensions were approved. The results in the quantitative part of the research showed that from the total impact based on the pair scale between the components of the research, the percentage of the impact of the sustainability component of green professional identity flow has a more effective role in environmental sustainability than other components of green human resource management.Discussion & Conclusion: The identity of the green profession, which is based on the values of social contexts, can contribute to the sustainability of human resource management functions against the environment. In other words, the existence of stimuli arising from the functions of green human resource management will encourage adherence to values and social norms outside the organization, and this can pave the way for the formation of the dominant culture of green human resource management in the organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  90 - Designing of a successful management of green human resources with the use of explanatory-structural attitude (Study case: Keshavarzi bank of Ardabil province)
  Mohammad Mahmoodi meymand Tohid Alizadeh hossein hajlou Reza Norouzi Ajirloo Mojtaba Ashrafi Sultanahmadi
  10.22034/jest.2021.40049.4474
  Background and Objective: The aim of this study, is to design a structural model of management of green human resources on the foundation of human being management system that offers for the first time in the green human management’s literature.Material and Method More

  Background and Objective: The aim of this study, is to design a structural model of management of green human resources on the foundation of human being management system that offers for the first time in the green human management’s literature.Material and Methodology: In this study first the most important factors of vital cases which cause the success in management derived. Then, these factors were given to 150 experts of Keshavarzi bank of Ardabil province by questionnaire. After the gathering questionnaire, preliminary dials with the use of analyses stand in four elements. With the help of structural-explanatory model and asking from 10 virtuosos of agricultural bank of Ardabil province these factors analyzed and relationship between these variables discovered.Findings:The results of interpretive structural modeling on the four factors involved in the implementation of green human resource management show that the factor of green thinking and the environmental management factor have weak influence and weakness. Human resource management factor has weak influence but high dependence and green movement factor with high influence and low dependence. Results show that, the green move factors in the green human resource management in agricultural bank of Ardabil province was vital and must be in the first grade.Discussion and Conclusion: The results indicate that approved variables were categorized into four factors of human resource management, environmental management, green thinking, green movement (Green Initiatives include Green Thinking and Green Movement). The results also show that green movement factors and green thinking have the most impact on other factors, respectively, and human resource management and environmental management variables are most influenced by other factors.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  91 - Human Resource Performance Management Pathology based on Lack of Green Ambidextrous Learning in The Banking System
  Majid aryanzadegan Reza Najafbagy Nazanin Pilevari
  10.22034/jest.2021.63300.5507
  Background & Objective: With drastic changes in the external environment, many organizations today cannot continue their activities and create stability in achieving long-term goals without having carefully designed and coordinated systems. The human resource perfor More

  Background & Objective: With drastic changes in the external environment, many organizations today cannot continue their activities and create stability in achieving long-term goals without having carefully designed and coordinated systems. The human resource performance management system is considered as one of the most important process pillars of any organization that faces a variety of challenges and harmful conflicts without having a clear strategic mechanism such as inclusive learning. The Purpose of this research is Human resource performance management pathology based on the lack of Green Ambidextrous Learning. Material and Methodology:  In this study, theoretical screening based on similar research was used to identify the components (pathology of human resource performance management) and research propositions (Ambidextrous Learning themes). Then, Delphi analysis was used to determine the reliability of research components and propositions through the participation of 13 management specialists and experts. In the quantitative part, the components and propositions identified in the form of matrix questionnaires were evaluated by interpretive analysis by 18 human resource managers, officials and experts at the banking level. Findings: The results showed that the proposition of lack of strategic tendencies in learning is considered as the most effective theme of mutual learning in reinforcing the damage of strategic incompatibility in the performance functions of human resource management. Discussion and Conclusions: This result shows that the lack of strategic tendencies due to the ineffectiveness in identifying environmental capacities, poses a new challenge to the bank in the field of human resource performance management harms. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  92 - The effect of human resource management and green supply chain on the sustainable performance of Tehran Municipality Sports Organization with the mediating role of organizational sustainability
  Davar Khaksar boldaji, majid soleymani , adel afkar
  10.30495/jest.2023.64240.5559
  Background and Objective: The aim of the research was to determine the effect of green human resource management and green supply chain on the sustainable performance of Tehran Municipal Sports Organization with the mediating role of organizational sustainability.Materi More

  Background and Objective: The aim of the research was to determine the effect of green human resource management and green supply chain on the sustainable performance of Tehran Municipal Sports Organization with the mediating role of organizational sustainability.Material and Methodology: descriptive research is correlational and based on structural equation modeling. The statistical population was formed by the employees of Tehran Municipal Sports Organization (2610 people) and the statistical sample was considered to be 335 people based on Morgan's table and available. The questionnaires of human resource management by Zayed et al. (2018), Sabze supply chain by Zayed et al. (2018), organizational sustainability by Karkulian et al. (2016), sustainable performance by Zayed et al. (2018) were used. Structural equation modeling with partial least squares approach was used to analyze the data, and confirmatory factor analysis was used to check the validity of the questionnaire. SPSS software version 24 and Smart Pls software version 3 were used for the statistical analysis of this research.Findings: The results of the research showed that green human resource management has a significant positive effect on the organizational sustainability of Tehran Municipal Sports Organization. The green supply chain has a significant positive effect on the sustainable performance and organizational sustainability of Tehran Municipal Sports Organization. Organizational sustainability has a significant positive effect on the sustainable performance of Tehran Municipal Sports Organization. Organizational sustainability has a significant mediating role as a result of green human resource management and green supply chain on the sustainable performance of Tehran Municipal Sports Organization.Discussion and Conclusion: The results of this research can be used and applied in order to improve the sustainable performance of Tehran Municipal Sports Organization in the field of environmental factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  93 - The impact of green human resource management on environmentally friendly behavior and environmental performance
  Khalil Safari Maryam Sheikhi Samad Khabaz Bavil Iman Hakimi
  10.30495/jest.2022.62625.5471
  Background and Objective: The purpose of this study is to investigate the effect of green human resource management in increasing the environmentally friendly behavior of employees and whether this can reduce the environmental damage of employees and improve the perform More

  Background and Objective: The purpose of this study is to investigate the effect of green human resource management in increasing the environmentally friendly behavior of employees and whether this can reduce the environmental damage of employees and improve the performance of hotels? Also, the intensity and weakness of these relationships have been studied in both groups of men and women. Material and Methodology: This study is applied in terms of purpose and descriptive-correlational in nature, the standard questionnaire of Kim et al. (2019) was used. In this regard, a sample of 204 employees of 35 active hotels in Shiraz was studied. The research hypotheses were analyzed using structural equation modeling by Smart-PLS3.0 software. Findings: The results indicate that Green human resource management has a positive and significant effect on environmentally friendly behavior (β = 0.423 and t =6.734) and also, on environmental performance (β =0.637 and t = 10.10) and also, environmentally friendly behavior mediates the relationship between the two variables of green human resource management and environmental performance (β =0.099 and t = 840, α = 0.005). It was also found that gender can not moderate the relationships between variables. Discusion and Conclusion: Having environmentally friendly and supportive human resources not only enhances environmentally friendly behavior but also improves the environmental performance of hotels. There is no differece between men and women in this issue. Also, hotels that do not take steps to protect and preserve the environment, will be gradually rejected and will be less welcomed.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  94 - Evaluating the Effectiveness of Sustainability Accounting based on Green Human Resource Functions
  Narges Najmadini Mehdi Dasineh david khodadady Hamid Rostami Jazz
  10.30495/jest.2022.67343.5681
  Background and Objective: An important part of the development of accounting knowledge, beyond financial performance, today concentration on sustainability, which under the presence of human resource functions can provide the basis for increasing information transparenc More

  Background and Objective: An important part of the development of accounting knowledge, beyond financial performance, today concentration on sustainability, which under the presence of human resource functions can provide the basis for increasing information transparency for stakeholders. The purpose of this research is evaluating the effectiveness of sustainability accounting based on green human resource functions. Material and Methodology: In terms of methodology, this research is mix method in terms of data collection and in terms of results is in the category of developmental research. In this study, first, through Meta-synthesis, the themes of green human resource function and sustainability accounting components were identified, and then, based on Delphi analysis, the reliability of the identified dimensions was examined. In the quantitative part, this research also used Intuitive Fuzzy VIKOR Process. Findings: The results showed that, firstly, the most important parameter of research topics (green human resource management functions) is the identity of the green profession, which has the highest importance rate compared to other research topics due to the fuzzy weights obtained, Second, the disclosure of human capital based on the value of the  index equal to 0.051 is the most important measure of sustainability accounting under the themes of green human resource functions, especially the theme of green professional identity. Discussion and Conclusion: The results of the present study show that the disclosure of human capital information as an important dimension of sustainability accounting arising from green professional identity, is an important component in the potential decision-making of the company in the future and it is in the interest of companies that seek to satisfy all investors seeking information to increase market value. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  95 - Pathology of Sustainable Performance of Green Human Resources
  Majid aryanzadegan Reza Najafbagy Nazanin Pilevari
  10.30495/jest.2021.61558.5426
  Background and Objective: Considering the gradual evolution and expansion of the effective role of human resources in increasing the effectiveness of the quality of services available over time, experts have enumerated several functions for their development based on th More

  Background and Objective: Considering the gradual evolution and expansion of the effective role of human resources in increasing the effectiveness of the quality of services available over time, experts have enumerated several functions for their development based on the dynamics of strategic processes. One of these strategic functions is the capabilities of human resources to improve the quality of services. In fact, human resource capabilities range from psychological characteristics to responsible and social characteristics in individual actions that develop an organization's capacity to provide better services to customers. The Purpose of this research is Pathology of sustainable performance of green human resources.Material and Methodology:  In this study, theoretical screening based on similar research was used to identify the components (pathology of human resource performance management) and research propositions (Ambidextrous Learning themes).Findings: Then, Delphi analysis was used to determine the reliability of research components and propositions. In the quantitative part, the components and propositions identified in the form of matrix questionnaires were evaluated by interpretive analysis by 22 human resource managers, officials and experts at the banking level.Discussion and Conclusion: The results showed in terms of perceptual improvement capabilities; Explaining job perception conflicts with the aim of increasing the level of knowledge of human resources directly affects the level of human resource participation in skill promotion goals and creating a fit between specialized strategies and educational needs assessment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  96 - Designing a model for measuring the critical risk of human resources in the capital market based on fuzzy FMEA method and Pareto principle
  alireza jafari doudaran rouzbeh ghousi ahmad makui mostafa jafari
  Working in financial institutions and the capital market is one of the most stressful and sensitive jobs in the world. Given the importance of the role of human resources in the performance and events of the capital market, in this study, an attempt has been made to pro More

  Working in financial institutions and the capital market is one of the most stressful and sensitive jobs in the world. Given the importance of the role of human resources in the performance and events of the capital market, in this study, an attempt has been made to provide a model for analyzing and measuring the critical risks of human resources based on fuzzy FMEA and Pareto principle in the capital market. For this purpose, in the first step, multiple dimensions of risk were identified by semi-structured interviews with HR experts in the capital market, and factors affecting HR risk were identified and fitted to the model by using structural equation modeling method with Smart-PLS software. In the next step, the risk factors of RPN number were determined by FMEA method, which also used the concept of fuzzy logic to solve this deficiency in order to eliminate the weaknesses of FMEA method and to avoid uncertainty. Finally, human resource risks were measured and identified by Pareto Critical Risks based on the fuzzy FMEA method. The results indicate that the critical human resource risks are unethical behaviors (financial fraud), poor leadership, and inadequate rules and policies in the capital market, respectively. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  97 - Designing an Effective Human Resources Valuation Model Using Qualitative Methods (Case Study: Islamic Azad University Hormozgan Branches)
  samira rahimi qodratallah talebnia Rezvan Hejazi mohammad hosein ranjbar
  Objective: The purpose of this study was to design an efficient human resources evaluation model using qualitative methods in Islamic Azad University units of Hormozgan province.Method: In this study, qualitative field theory theoretic approach is used in the systematic More

  Objective: The purpose of this study was to design an efficient human resources evaluation model using qualitative methods in Islamic Azad University units of Hormozgan province.Method: In this study, qualitative field theory theoretic approach is used in the systematic approach. Also, due to the exploratory nature of the research, the researcher has used the grounded theory method. The statistical population of this research consists of the head and deputy of faculties, experts and staff (including education, research, finance, etc.) of Hormozgan Branch.Results: The results of the testing of research hypotheses show that Hormozgan University has focused more on functional areas and has gained more from these components. Based on the results, most people have earned an average score, indicating that individuals are one-dimensional and not all individuals have all dimensions.Conclusion: The findings of the study show that the components of human resources evaluation in Islamic Azad University of Hormozgan are: skills, creativity, innovation, adaptability and teamwork capabilities (in capability index, Participation, information and work conscience (in performance index (age, health, talent and experience (in potential)), achievement, optimism, honesty, kindness and sacrifice) in attitude index) Performance is more important than capability, potential and attitude. Among the dimensions of performance horn, conscientiousness, in the index of ability, skill, attitude index, achievement, and in the index of potentiality, talent are prioritized. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  98 - The Impact of the Quality of Human Resources On attracting Foreign Direct Investment A Case Study of the South East Asian countries and Iran
  Azam Asadnezhad Taghi Torabi Reza Radfar
  Foreign direct investment (FDI) is of the major factors in the field of increasing international economic interactions. Utilizing this type of investment will lead into technology improvement, management skill development in order to improve the quality of domestic work More

  Foreign direct investment (FDI) is of the major factors in the field of increasing international economic interactions. Utilizing this type of investment will lead into technology improvement, management skill development in order to improve the quality of domestic work labor, increasing domestic production standards, expanding export markets and transition into market economy. Hence, government plays a major role in order to make domestic industries and entrepreneurs to attract FDI (for capital or technology) This study evaluates the impact of the quality of human resources along with other factors such as currency exchange rates, openness, market size and economic stability on attracting foreign direct investment in developing countries of the South-East Asia (Thailand, South Korea, Singapore, Malaysia, Indonesia and China) during 1995 to 2012 And Iran from 1980 to 2012.hence, the research model has been selected by implementing data panel for selected countries of South-East Asia. Moreover, time series has been used, in order to model the data for Iran to compare the results with the south East Asian countries models. The results show that in Iran and other developing countries, attracting FDI has direct relation with quality of human resource. Hence, it is necessary for the decision makers of the country to increase their focus on the development of human resource specially improvement of education and training level and scope in different age groups. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  99 - Green Human Resource Management A Investment Approach and Sustainable Development
  Seyed-Reza Seyedjavadin Taher Roshandel Arbatani Alireza Nobari
  The world is entering and experiencing green economy. In this economy, human resource and human capital as the bases of economic growth showed its superiority over physical capital. Considering consumers' demand and future changes of jobs are survival necessities of eco More

  The world is entering and experiencing green economy. In this economy, human resource and human capital as the bases of economic growth showed its superiority over physical capital. Considering consumers' demand and future changes of jobs are survival necessities of economy. Of course environmental issues and sustainable development are priorities of these changes. Human resource management introduce green Human Resource Management by focusing on human capital, environmental management plans and integrating them. In this way, they provide facilities and interesting conditions for all actors and investors. Consequently, by practicing in these programs, in addition to improving environmental performance of organization and considering sustainable development policies, the create beneficial relationships. Green management by optimizing resource  and reducing waste of energy is passing industry- based financial systems and moving toward talent and capacity- based economic. In this paper, we introduce human capital as a key factor in sustainable development for improving economic development. Moreover, as a model of green Human Resource Management that is the main problem of the study. To fulfill the purpose of the study, seven stages of meta- synthesis were applied for investigating previous studies of researchers in 2010 to 2015. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  100 - Implementation of the Rough Set Process to Determine the Most Important Green Transformational Leadership Function based on the Competency Axis of Human Resource Sustainability
  Ehsan Shahhosseini Mahmoodreza Mostaghimi Samere Shojaie
  Purpose: Environment, as one of the foundations of sustainability in various fields of corporate structure, has become a development strategy for effectiveness beyond the recommendations and suggestions of regulatory bodies. Human resources are considered as an integral More

  Purpose: Environment, as one of the foundations of sustainability in various fields of corporate structure, has become a development strategy for effectiveness beyond the recommendations and suggestions of regulatory bodies. Human resources are considered as an integral part of the field of sustainability of environmental behaviors in any structure that focusing on green transformational leadership functions can provide the company with environmental advantages in social contexts. The Purpose of this research is Implementation of the Rough set process to determine the most important green transformational leadership function based on the competency axis of human resource sustainability. Methodology: In this research, where the main basis of analysis was the collection of Raff's pattern, an attempt was made to determine the dimensions of the research through several stages of content screening. Then, through two stages of Delphi analysis, an attempt was made to evaluate the reliability of the components and propositions as the basis of the analysis in order to finally determine the most important functions of green transformative leadership based on the competency axes of human resources sustainability. Result: The results of the research showed the proposition of collaborative competence as the basis of sustainable competence of human resources as a measure of influence on green transformational leadership mechanisms that can help the development and sustainability of environmental behaviors of human resources. Conclusion: The obtained result shows that the collaborative competence of human resources strengthens the level of interactivity and intra-organizational communication in the field of decision-making of environmental issues and problems and it makes the dimension of the effectiveness of the opportunity in green transformative leadership to strengthen the atmosphere of creating ideas and supporting the innovations of human resources in the field of green functions in the oil company. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  101 - The role of sustainable and green human resources in gaining the competitive advantage of organizations
  nasrin barforoush akbar etebarian amir naghsh arash shahin
  Background and Objective: Many organizations are implementing environmental protection strategies in response to the conditions and demands of today's world. This study aims to identify and evaluate how sustainable and green human resources can be used for competitive a More

  Background and Objective: Many organizations are implementing environmental protection strategies in response to the conditions and demands of today's world. This study aims to identify and evaluate how sustainable and green human resources can be used for competitive advantage in the oil industry. Material and Methodology: Research in the present study has a quantitative-qualitative approach in terms of its purpose and data collection methodology. In the field of organizational sustainability, written materials and electronic resources have been used purposefully to collect information. In the qualitative part, it was done purposefully and non-randomly through semi-structured interviews, and in the quantitative part, it was done using simple random sampling and a questionnaire. Based on the structural equation model, hypotheses were tested with SMART-PLS software. Findings: the result of running SMARTPLS final model According to the results obtained from the software, it can be acknowledged that the dimensions of senior management, employees and the organization have a positive and significant effect on the green performance of the organization and ultimately have a positive effect on gaining a competitive advantage. The path coefficient values in the model for the components of the organization are 0.504, employees are 0.286, and senior management is 0.191 percent, which directly explains the changes related to the sustainable and green organizational performance variable of 0.431. The results show that among the main indicators of the research, human resources (with path coefficient: 0.386) has the greatest impact on the green performance of the organization. Also, the impact of the organization's green performance on competitive advantage (with a path coefficient of 0.437) is significant. Discussion and Conclusion: Results have shown that the environmental performance of the organization is influenced by the staff, senior management, and stakeholders, and thus affects its competitive advantage. In order to implement green strategies successfully in polluting industries, especially in oil refining, senior managers will need to focus on the intangible assets of their investment organizations to leverage the creativity of their employees. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  102 - Designing a model for the role of strategic human resource management in reducing the organizational anomie in higher education
  simin mohammadi mohammad feizi zangir mohammad roohi isaloo mohammad hasan zadeh mahmoodabadi habib ebrahimpour
  Any disturbance in the normative system of organizations causes a kind of confusion and disorder, which is interpreted as organizational anomie that imposes harmful effects on the organization. Educational organizations and universities, like any other organization, may More

  Any disturbance in the normative system of organizations causes a kind of confusion and disorder, which is interpreted as organizational anomie that imposes harmful effects on the organization. Educational organizations and universities, like any other organization, may be in disarray. Therefore, they need a management that can use its vital and strategic resources, which are the human resources of the organization, in the best possible way to achieve its goals and achieve the maximum organizational effectiveness. The present study is applied in terms of purpose, in terms of data type, it is qualitative and in terms of research method, it is foundation data. Participants in this study were based on the rule and principle of theoretical saturation, including 15 university professors in the field of human resources and managers of education and research in public universities who were selected by purposive and theoretical sampling method. Data collection tools are semi-structured in-depth interviews. Data were analyzed in three stages of open, axial and selective coding. Data validation was performed by participants using the verification method. Based on the research findings, dimensions and components were identified in six dimensions including: causal conditions, axial phenomena, contextual factors, intervening conditions, strategies, and consequences. In selective coding, 17 main categories and 44 subcategories were extracted which were placed in the form of a paradigm model. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  103 - Study of Electronic Human Resource Management Syndrome Using Foundation Data Method (Case Study: Staff of Kermanshah University of Medical Sciences)
  صفدر آتش بر فرامرز ملکیان مریم اسلام پناه الهام کاویانی
  The main purpose of this study was to study the electronic human resource management Index using data foundation method. To identify the components of electronic human resource management by referring to specialized texts of electronic human resource management includin More

  The main purpose of this study was to study the electronic human resource management Index using data foundation method. To identify the components of electronic human resource management by referring to specialized texts of electronic human resource management including internal and external articles, books and publications, electronic human resource management indicators were identified, reviewed and summarized by kernel study method. In this study, the components were identified to the extent of theoretical saturation. Also, the interview method was used to be surer of the indicators. The selected experts were a group of experts from Kermanshah University of Medical Sciences who have taught at least 5 years in managerial positions. According to the results of the interview, finally, the syndrome of electronic human resource management in the data method of the foundation for the staff of Kermanshah University of Medical Sciences was identified. The results showed that among the comprehensive and general factors under study, two organizational factors and the leading factor of human resources information and communication technology in the development of electronic human resource management have an effective role. In addition, the results showed that various components of organizational factors such as agreement and support of the senior manager, proper understanding of electronic human resource management among senior managers, participation and coordination between different levels of the organization with the human resources unit, human resources training, the presence of capable managers In the use of human resource information systems have a very important role in the adoption and application of electronic human resource management. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  104 - Presenting and evaluating the sustainable management model of human resources in the free universities of Fars province with a mixed approach
  میترا رستگار نادر شهامت مسلم صالحی رضا زارعی
  This study aims to present and evaluate a paradigm model for the sustainable management of human resources in the free universities of Fars province based on the review of studies. This research was conducted using a qualitative method. The statistical population includ More

  This study aims to present and evaluate a paradigm model for the sustainable management of human resources in the free universities of Fars province based on the review of studies. This research was conducted using a qualitative method. The statistical population includes 18 experts of the executive managers of Fars province free universities who were selected using the purposeful sampling method. The data collection tool is a semi-structured interview. This research is applied in terms of purpose and descriptive-analytical. The results show that adding environmental requirements in the job description, planning environmental criteria in employment advertisements, matching environmental goals with the organization's evaluation system, examining and determining educational needs in environmental issues are causal factors, asking questions instead of observing, using persuasive methods, the necessity of knowledge, technology and knowledge resulting from research, having social responsibility and accountability, among the underlying factors, transferring environmental concerns in employment activities, defining incentives for environmental actions such as recycling, among the intervening factors, choosing people who are aware of environmental issues, establishing Environmental management system and environmental audit, planning green criteria in employee performance evaluation, are among the strategies and creating a systematic training program to ensure the environmental skills of employees, creating environmental measures to reduce the risks of the work environment, as consequences of the model. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  105 - Designing a structural model of staff talent management in public universities
  Hadi Hajiyan Abolfazl Danaei
  Purpose: Considering the tenure of the government in public universities, this role is doubly important for public universities and their employees. Therefore, the main goal of this research is to design a structural model of staff talent management in public universiti More

  Purpose: Considering the tenure of the government in public universities, this role is doubly important for public universities and their employees. Therefore, the main goal of this research is to design a structural model of staff talent management in public universities.Method: The statistical population of the research is the heads and senior experts of human resource development of public universities in Tehran, and 147 people were selected by a non-probability method. The tool of data collection in this research is a researcher-made questionnaire. SPSS version 22 and Smart PLS version 3 software were used for data analysis.          Findings: Talent attraction mechanisms have a positive effect on talent retention mechanisms, talent development and capability mechanisms, exploitation and exploration. Talent development and capability mechanisms have a positive effect on talent retention and exploitation mechanisms. Also, in the research model, the greatest impact is related to the impact of talent development and empowerment mechanisms on talent retention mechanisms, the value of which is 0.639.              Conclusion: It is suggested to pay special attention to the role of talent development and empowerment mechanisms on talent retention mechanisms, because in the analysis of the model, as shown, this relationship has the strongest coefficient of influence and can help to preserve the talent of public universities. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  106 - Knowledge management establishment model in Farhangian University of Khuzestan province
  Firoozeh Mayahi AbdolMahdi Moarefzadeh Mohammad Hosseinpour
  Purpose: Knowledge management is the promotion of a comprehensive approach to identify, capture, recover, share and evaluate an organization's information capital and affects various dimensions of the organization. Organizations have to design knowledge management strat More

  Purpose: Knowledge management is the promotion of a comprehensive approach to identify, capture, recover, share and evaluate an organization's information capital and affects various dimensions of the organization. Organizations have to design knowledge management strategies according to their organization's environment. The aim of the current research is to achieve the establishment model of knowledge management in Farhangian University of Khuzestan province. Method: This research is a part of mixed exploratory research (qualitative and quantitative). In the qualitative part, the Delphi technique and 12 experts were used to determine the components and indicators of the research; Then, the leveling of the factors was done by using Mic Mac software and structural-interpretive method (ISM). In the quantitative part of cluster random sampling method, 217 employees of Farhangian University were selected and analyzed with SmartPLS software. For the validity of both methods, the formal and reliability method was also used with Cronbach's alpha test. Findings: The findings showed that the structural-interpretive technique showed that the factor of exploiting the two-column system of the learner is at the highest level, i.e. the first level, and the continuous performance and discovery of the knowledge base is at the lowest level. Conclusion: The results showed that there is a significant relationship between the components and the establishment pattern of knowledge management of Farhangian University in Khuzestan province. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  107 - The Analysis of Effective Features in EducationalPrograms in the Agricultural Sector
  Mohammad Ali Nadi Narges KeshtiaraY Ramezan Jahanian Mozhgani Arefi Shahin Raz Masoud Salimi Arsalan. ErajiRad. Nozhatozamani Moshfeghi AliReza Uosefi Fariba Karimi Seyed Ali t Siyadat Shahram Shahbazi Hamideh Goharan
  Abstract Executing different educational programs with respect to the structure and tasks of the Ministry of Agricultural Jihad in order to update the knowledge and skills of staff is one of the primary tasks of the Research and Education Organization. This study ai More

  Abstract Executing different educational programs with respect to the structure and tasks of the Ministry of Agricultural Jihad in order to update the knowledge and skills of staff is one of the primary tasks of the Research and Education Organization. This study aims at analyzing and formulating effective features in educational programs in the agricultural sector. In so doing, the following two questions about formulating effective features in educational programs in the agricultural sector were asked of the teaching and research staff and educational experts of the Ministry of Agricultural Jihad. 1. What are the effective features of educational programs in agricultural sector? 2. Which of the identified features to promote the effectivity of the presented model of educational programs are of more importance? This research is descriptive and survey – based. The statistical community, a total of 383 people, were the teaching /research staff, instructors, educational directors, and experts o the Ministry of Agricultural Jihad. Data – collection and measurement tools at this study were researcher – tailored. Data analysis was conducted on two levels of descriptive statistics (frequency, mean, standard deviation) and inferential statistics (t– tests, multi – variable regression, and path analysis diagram). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  108 - Effect of Management of Human Resources on Improving Performance of Staff Islamic Azad University, East of Tehran Unit
  اسماعیل عیوض زاده داود معینان
  This research concerns study and analysis of the role of human resource (man power) on improving Staff performance at the Islamic Azad University, East of Tehran unit. The objective of this research was to study the principal organizational indices comprising 5 microsca More

  This research concerns study and analysis of the role of human resource (man power) on improving Staff performance at the Islamic Azad University, East of Tehran unit. The objective of this research was to study the principal organizational indices comprising 5 microscales of: man power search of staff, altraction and elletion of staff, planning and execution of educational programs, evaluating performace of staff and pertormance of instrucfors during the educational courses in the organizational unit. For this purpose, from the statistical population of directors and employees of the Islamic Azad university of the bastern Tehran, 90 individuals were selected through simple random sampling. The research tool is a verified questionnaire with 33 questions scored according to the Likret scale. Following completing the questionnaire, by the sampled individuals, data was collected. To analyse data, the T single-sample statistical model was used for each of the questions relevant to the human resources management undex and also employing the T model, of the two independent groups, level of each of the speeches was compared with emphasis on the organizational position (employee, director) and was concluded that the management of the human resources on improvement of organizational performance is effective at the 0.01 percent Cronbach alpha Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  109 - Investigation the role of distance education on human resource development in the students of Payam Noor University (Iran)
  hossein najafi mehran farajolahi reza norozzadeh mohamad reza sarmadi
  The purpose of the present research was to investigate the role of distance education on human resources development in the doctoral students of Payam Noor University (PNU). The method of the research was descriptive-survey. The statistical population was consisted of 1 More

  The purpose of the present research was to investigate the role of distance education on human resources development in the doctoral students of Payam Noor University (PNU). The method of the research was descriptive-survey. The statistical population was consisted of 1082 doctoral students of PNU who 132 students were selected as samples by using the random sampling method and Cochran’s formula. The required data were collected by using a questionnaire with a Cronbach’s alpha of 0.927 for the component of distance education and 0.901 for the component of human resources development. The results showed that there was a significant positive relationship between distance education and human resources development at α=0.01 (r = 0.841). The result of LISREL analysis showed that distance education affected students’ knowledge, attitude, skill and behavior as the components of human resources development. Chi-square to df ratio (1.23) was less than three. The value of RMSEA (0.0033) was less than the threshold (α=0.01). P-value (0.321) was greater than the threshold (α=0.05) and the values of GFI (0.92) and AGFI (0.96) were greater than the threshold (0.90). All of them suggested the goodness of fit of the model and further indicated the causal relationship between the distance education and human resources development. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  110 - Developing Indicators for Preparation of Faculty Description in Medical University (Isfahan Medical University)
  مریم فولادوند طاهره چنگیز علیرضا یوسفی
  According to the important role of faculty members in the fulfillment of university mission and goals, the current study is aimed at identifying indicators to develop faculty horoscope in a medical university. In a descriptive survey, all the academic managers of Isfaha More

  According to the important role of faculty members in the fulfillment of university mission and goals, the current study is aimed at identifying indicators to develop faculty horoscope in a medical university. In a descriptive survey, all the academic managers of Isfahan Medical University (including vice presidents in education and research, and department heads) participated as purposeful sample (n= ), during the academic year . A questionnaire was developed based on the structured interview with experts in faculty member affairs which organized proposed indicators of faculty in five areas. Its content and face validity was approved by expert panel. The percent age of responses to each item was calculated. According to the expert idea, items with more than agreement on the necessity were proposed to be included in faculty description ( indicators in five areas). areas were: faculty demography ( indicators), employment status (four indicators), educational activities ( indicators), research activities and capabilities (nine indicators), and administrative activities and services (four indicators). It seems that developing a faculty description including the proposed indicators could meet at least some information needs of academic managers in decision- making for faculty affairs. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  111 - the Factors Affecting the Export Performance of Sporting Products to Achieve a World Class with an Emphasis on Human Resource Development
  Forough Mohammadi Narges Azam nezami Masoumeh Kalateh Mohammad Hossein Razavi Hasan Farsijani
  10.30486/4s.2022.1953232.1028
  The purpose of this paper was to level the factors affecting the export performance of sports products to reach the global class with an emphasis on human resource development by employing interpretive-structural modeling. The current research is a mixture of developmen More

  The purpose of this paper was to level the factors affecting the export performance of sports products to reach the global class with an emphasis on human resource development by employing interpretive-structural modeling. The current research is a mixture of developmental and applied. Based on the Galyzeri approach and deep interview with 15 people (sports marketing, economists, industrial management) in the NVIVO10 software environment, the main factors of the model were identified in the form of 92 open source, 13 selective and 5 theoretical codes, and then using the interpretive- The structure in the MATLAB2014 software Based on the Galyzeri approach and deep interview with 15 people (sports marketing, economists, industrial management) in the NVIVO10 software environment, the main factors of the model were identified in the form of 92 open source, 13 selective and 5 theoretical codes, and then using the interpretive- The structure in the MATLAB2014 software environment is the level and internal relationships between extraction factors and finally classified based on MICMAC analysis of power and dependency. The results showed that model factors are located in 5 levels and motivate people for human resources, trust building, organizational communication, training and human resource skills at the fifth level of the model and have the most impact on human resource development (level four), quality, Innovation, flexibility, cost reduction, time reduction, sales and after-sales services (third level), production and service in the world class (second level), world-class sports industry, and the empowerment of export performance of sports products (Level one) . In MICMAC analysis, human resource development factors (independent variables) that stimulate and motivate other factors. Based on the results of the research, successful and effective sports managers and marketers, by establishing effective communication mechanisms with individuals inside and outside the organization, identifying and educating people, empowering, motivating, and building trust can lead to the development of world-class human resources to the extent of empowerment The export performance of sports products and the boom in the production of Iranian sports goods are provided.by establishing effective communication mechanisms with individuals inside and outside the organization, identifying and educating people, empowering, motivating, and building trust can lead to the development of world-class human resources to the extent of empowerment The export performance of sports products and the boom in the production of Iranian sports goods are provided. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  112 - The role of human resource management on the maintenance of coaches of sports clubs in Isfahan during the covid 19
  gholamreza dadkhah mina Mostahfeziyan
  10.30486/4s.2022.1949785.1007
  Objective: The purpose of this study was to investigate the role of human resource management on the maintenance of coaches in sports clubs in Isfahan during the Covid period. Objective: The purpose of this study was to investigate the role of human resource management More

  Objective: The purpose of this study was to investigate the role of human resource management on the maintenance of coaches in sports clubs in Isfahan during the Covid period. Objective: The purpose of this study was to investigate the role of human resource management on the maintenance of coaches in sports clubs in Isfahan during the Covid period. Methodology: The present study was a descriptive-correlational descriptive study and in terms of the purpose of its implementation is an application that was conducted as a survey. The statistical population includes all male coaches of sports clubs in Isfahan in the first half of 1400 with a coaching experience of more than 5 years and above, whose number is reported to be 240 people. That (150) people were considered as a statistical sample. To collect the required information, the standard questionnaire of methods of conservation of human resources (2014) was used. Data analysis at two levels of descriptive and inferential statistics. In the descriptive statistics section, statistical characteristics such as frequency, percentage, mean and standard deviation were used, and in the inferential statistics section, multiple regression tests, Pearson correlation coefficient and analysis of variance tests were used. Results: The results showed that the correlation coefficient between welfare services and retention of coaches is significant. That is, it has an effect between welfare services and the maintenance of coaches (B = -0.362). The results also show that the correlation coefficient between safety and retention of coaches is significant. That is, safety affects the maintenance of coaches (B = 0.437). It also shows that the correlation coefficient between health and maintenance of coaches is significant. That is, health has an effect on the maintenance of coaches (B = 0.482). The results show that the correlation coefficient between the benefits on retention of coaches is significant. That is, the benefits are affected by the retention of coaches (B = 0.409). Conclusion: It is suggested that the process of upgrading safety management be done in order to achieve the maintenance of club coaches in line with their safety policy against Covid 19 virus. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  113 - Analyzing the situation of human resources and effect on the development and social sustainable performance of Iran's football industry
  javad moradi Zahra Sohrabi soheila noroozian
  10.30486/4s.2022.1967371.1059
  Objective: Today, due to the globalization of competition, rapid technological advances, continuous environmental changes, organizations are faced with uncertainties that have forced them to move beyond the local and national level to the international level based on ne More

  Objective: Today, due to the globalization of competition, rapid technological advances, continuous environmental changes, organizations are faced with uncertainties that have forced them to move beyond the local and national level to the international level based on new competitive patterns. have a more special look. By taking a comparative look at the countries of the world and comparing advanced countries, we find that the reason for the progress and development of countries is having efficient and capable human capital. If a society does not have this blessing, it certainly cannot achieve its desired goal. Therefore, the existence of effective human capital is one of the prerequisites for progress and development of any country. according to this, the purpose of this study is to investigate and analyze the state of human resources and its effect on the development and social sustainable performance of Iran's football industry.Methodology: Considering the exploratory nature of the research, the qualitative research method was used to identify the most important factors related to the research topic. For this purpose,  The required data were collected using in-depth interviews and analyzed in three stages of open, axial and selective coding. According to the use of foundation data method, the research sample was selected as a combination of theoretical and snowball sampling methods.Results : Research findings were obtained using simultaneous analysis and coding process, during and after the interviews. In the end, the research results showed research showed obstacles in 2 general sectors, including organizational and behavioral factors, have an effect on the social sustainable performance of the Iranian football industry, and in order to have a social sustainable performance in the two sectors, the above obstacles should be specially addressed.Conclusion: In the current, organizations gain their real power and authority through the existence of expert human resources, as strategic assets. Humans, by possessing the greatest source of power, thinking, can provide the means of excellence, movement and growth of the organization. based on the findings of the research and since human resources are the most important asset of the organization and the essential factor for gaining a competitive advantage, in order to remove the obstacles affecting the development and social sustainable performance of the Iranian football industry in this field, it is necessary to comply with the requirements of planning, governance, Legal opportunities, training, support and facilities, partnership opportunities, transparency, integrated system of knowledge management and strategic management of human resources overcome the challenges. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  114 - The Formulation of a Model based on Strategic Thinking of Human Resource Management in Iranian Sports
  Samane Samimi Rasool Nazari Saeid Tabesh Mohammad Ali Nadi
  10.30486/4s.2023.1974968.1086
  Objective: The purpose of the research is to develop a model of intelligence and strategic thinking for the management of human resources in Iranian sports.Methodology: The characteristics of the current research in terms of methodology include the orientation of the re More

  Objective: The purpose of the research is to develop a model of intelligence and strategic thinking for the management of human resources in Iranian sports.Methodology: The characteristics of the current research in terms of methodology include the orientation of the research to the fundamental method; Qualitative research method; philosophy of research, interpretation; The research strategy is based on data theory method and the research approach is based on inductive method and finally the goal of exploratory research. The methods of snowball sampling and theoretical saturation index were used for sampling from the research community who were professors and experts in sports management. Interviews with experts and experts were considered as the starting point of the data collection process of this research. The people to be interviewed included 15 people who were selected in a theoretical manner. By selective coding by integrating the categories discovered from all the interviewees, he identified the main and sub-categories.Results : The results show that 179 initial conceptual propositions were obtained in these codings. According to the results of research among different organizational factors, organizational culture can play a vital role in limiting or persuading; Leaders who play important roles in relation to culture and strategic thinking process. Finally, after analyzing all the categories related to thinking and intelligence, we reached the model. Mobin shows the relationships between the main components and components resulting from the central coding about the thinking and intelligence of human resource management in Iranian sports. The categories extracted from the components formed the paradigm model. The conceptual model in this research shows the intelligence and strategic thinking model of human resource management in Iranian sports, which is based on the findings of this research.Conclusion: Strategic planning alone cannot help managers in advancing their goals. Since strategic planning is based on past information, it will not be effective in the long term and due to the rapid changes in the external environment. Therefore, it is the responsibility of the strategy to guess the future of the business and plan for it. Senior management is not omnipotent in formulating a strategy and other factors are also effective. Formulation of strategy requires full understanding of business elements. Modern strategy leaves us in a dilemma. Strategy responds to needs and frees us from crisis. However, the role of management becomes particularly important when the environment is complex, unstable and ambiguous. May it be this manager who, with his tact, will lead the organization through the mysterious and foggy atmosphere of the crisis and bring it to its destination. The learning organization helps us in planning to promote people's innovation and their ability to deal with unpredictable situations, to promote innovators, people and their ability to deal with unpredictable situations, and educational planning to achieve the above goals. It will not be very difficult, but it needs to be careful. Learning should be a part of the daily schedule of the employees. Suggested that organizations pay more attention to employees through increasing motivation and raising the level of awareness and knowledge of employees in order to increase the information of employees in the field of intelligence and strategic thinking. Also, to differentiate their organizational position from competitors and create superiority over them. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  115 - Presentation of Structural Equation Modeling the Role of Human Resource Strategies on the Development of Job Performance
  Abbas Sabet Saeed. Razeghi
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  116 - Designing a Comprehensive Human Resources Model Based on ISO34000 Standard
  Shirin Danaei Shandiz Davod Ghoroneh Moslem Charabin Ahmad Akbari
  10.30495/jsm.2020.673657
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  117 - Designing a Model of Human Resource Mentoring System Based on a Mixed Approach, With the Aim of Increasing Productivity
  Somayeh Sabet Mehrdad Goodarzvand Chegini Hamidreza Rezaei Klidbari Morad Rezaei Dizgah
  10.30495/jsm.2021.1933379.1490
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  118 - Identifying Indicators and Components of Knowledge Capital and Human Resource Strategies in the Iranian Higher Education System
  Aliakbar Jaafari Karamollah Daneshfard: Asadollah Mehrara
  10.30495/jsm.2021.1934005.1492
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  119 - Optimizing the human resource management process with artificial intelligence algorithmic approach
  MOKHTAR RANJBAR
  10.30495/jsm.2023.1978493.1756
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  120 - Presenting the Model of Strategic Management of Human Resources in the Marketing Department based on the Grounded Theory
  Peiman Tirabadi Majid Bagherzadeh Khajeh Hooshang Taghizadeh
  10.30495/jsm.2023.1983892.1807
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  121 - Identifying and Validating the Drivers of Labor Relations Anabatic Digital Human Resources (Case Study: Government Organizations)
  Fatemeh Laali Karamollah Daneshfard Shahrzad Tayyaran
  10.30495/jsm.2023.1982668.1797
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  122 - Identifying Human Resource Management Indicators with a Strategic Tthinking Approach in the Organization for the Collection and Sale of Proprietary Property
  GholamHossein Mehri Nowrouz Izadpanah Samad JabbariAsl
  10.30495/jsm.2023.1977599.1747
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  123 - The Effect of Green Human Resources Management in the Resilience Cconomy in Small and Medium Companies (Case Study: Eshtehard Industrial park)
  Ali Saeidi Talab Morteza Ghasemi Ehsan Sadeh ZeinolAbedin Amini Sabegh
  10.30495/jsm.2023.1976078.1737
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  124 - Presenting the Native Model of Professionalism in Iran's Administrative System (Case study: Shiraz University of Medical Sciences)
  Shima Shima
  10.30495/jsm.2023.1978702.1758
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  125 - A counterfactual thinking approach to human resources' perception of unfavorable aspects of organizational life: A two-stage methodology based on a systematic review and AHP method
  Gholamreza Ghanimati Zahra Alipour Darvishi Hamidreza Yazdani nader sheikh al-Islami
  10.30495/jsm.2023.1994278.1866
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  126 - Project Manager Competency Model Based on ANP Method in Construction Projects
  Ali Maleki Kaveh-Mohammad Cyrus
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  127 - Project Manager Competency Model based on ANP Method in Construction Projects
  Ali Maleki Maleki Kaveh Mohammad Cyrus
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  128 - The Effect of Human Resource Empowerment on Organizational Effectiveness
  Noushin Qaderi-Sadi Abdolmohammad Taheri
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  129 - Provide a Framework for Identifying and Prioritize the Factors Affecting the Human Resources Effectiveness with ANP Approach
  Parisa Aghababaie-Poor Mehrdad Hosseini-Shakib Abbas Khamseh
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  130 - Analysis of human resources performance using the two-stage data envelopment analysis approach-Case study: Azar Noosh Shokofeh Co.
  HAMIDREZA ASILFARID Mehran Khalaj Maryam Zaeri
  Evaluation and assessment has been always considered by human beings. Human resources performance evaluation has been considered for organization and managers, so that has owned very important and conductive role and considered as one of the effective elements on organi More

  Evaluation and assessment has been always considered by human beings. Human resources performance evaluation has been considered for organization and managers, so that has owned very important and conductive role and considered as one of the effective elements on organizational competition priorities. In this article, personnel’s’ performance and efficiency analysis has been operated by 2 stage DEA function. However, different functional models have been presented in this field but include some difficulties and do not meet all decision makers’ needs. The provided functional model in this research has resolved all previous models difficulties which are not only based on factors such as extra work hours, salaries and day off as primal entrance, effective working hour and availability of being in learning sessions as middle entrance, the amount of valid production and invalid production as final entrance. As result one of the newest personnel performance assessment is DEA that is multi-criteria method for determining and evaluating companies and personnel’s’ performance. The purposed operational model has been used in assessing efficiency and effectiveness of AZARNOOSH SHEKOUFEH’s personnel’s performances, and analysis for improving the efficiency and effectiveness of each personnel and production optimized performance fro decision makers. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  131 - Designing and explaining the process model of human resource value creation in knowledge-based companies
  ALI AHMADI Mohammad Reza Rabiee Mondejin zeynolabdin Aminisabegh Ehsan Sadeh
  The aim of this study was to design a process model for human resource value creation in knowledge companies. Research is mixed in terms of applied purpose, exploratory in terms of approach, and qualitative-quantitative in terms of data analysis. In the qualitative phas More

  The aim of this study was to design a process model for human resource value creation in knowledge companies. Research is mixed in terms of applied purpose, exploratory in terms of approach, and qualitative-quantitative in terms of data analysis. In the qualitative phase of the research and in order to design a model based on the data theory methodology of the foundation, a group of experts (university professors, executives, and consultants) in the field of human resource management and knowledge-based companies were selected and interviewed in depth. In this phase, the snowball sampling method was used and this process continued until the theoretical saturation was reached and a total of 16 interviews were conducted. In the quantitative phase, the managers of knowledge-based companies in science and technology parks of Lorestan, Markazi and Hamedan provinces were considered as a community and among them, 175 people were selected as a statistical sample based on random stratified sampling to proportional sharing. In the qualitative phase of the research, because the data theory theory method was used, the data collection tool was unstructured interviews with experts. In the quantitative phase of the research, the main tool of data collection was a researcher-made questionnaire consisting of 58 items that was designed based on the initial conceptual model. In the quantitative phase, SPSS, Lisrel and smartPLS software were used for descriptive and inferential analysis. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  132 - Model of integrating lean, agile, resilient and green approaches in Human Resource Management in Iranian banking industry
  Amir Abachi Mojtaba Tabari toraj mojibi
  10.30495/imj.2021.686411
  Human capital as an intangible asset and an important source of competitive advantage in the banking industry, provides the basis for improving organizational capabilities. In recent years, rapid and diverse changes in business environments and the concern of organizati More

  Human capital as an intangible asset and an important source of competitive advantage in the banking industry, provides the basis for improving organizational capabilities. In recent years, rapid and diverse changes in business environments and the concern of organizations for competitiveness and survival, led to the introduction and application of concepts such as lean, agile, resilient and green and their combination in various forms. Since the implementation of the above approaches requires their application in human resource management of organizations, the main purpose of this study is to design a model that can use the four approaches of lean, agile, resilient and green as integrated model, in human resources management of the Iranian banking industry.The statistical population of this qualitative study is 12 experts in the field of human resource management of the banking system and university professors, who have been selected for the study by purposive non-probability sampling. Research data were collected through semi-structured interviews with experts and analyzed using the thematic analysis method. The extracted themes are presented in the form of a Integration model of human resource management in the banking industry, consisting of lean, agile, resilient and green approaches, underlying factors, process and consequences. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  133 - Development and validation of predictors of human resource outsourcing in Iran's agricultural sector: Meta-Synthesis Approach
  Rahman iranpour رویا شاکری kumars ahmadi
  10.30495/imj.2023.1974370.1814
  The aim of this research was to identify the predictors of human resource outsourcing in Iran's agricultural sector using a Meta-Synthesis Approach. The research method is developmental and mixed research (qualitative-quantitative) and based on the method of data collec More

  The aim of this research was to identify the predictors of human resource outsourcing in Iran's agricultural sector using a Meta-Synthesis Approach. The research method is developmental and mixed research (qualitative-quantitative) and based on the method of data collection, documentation and correlation.The research population in the first stage included all the research in the field of outsourcing from 2000 to 2020, and in the second stage, there were 750 managers and experts of the Agricultural Research and Training Organization. The sample size was obtained by simple random sampling method and according to Cochran's formula. The data collection tool was a researcher-made questionnaire, whose reliability was 0/93 through Cronbach's alpha Was obtained. After refining the articles, finally, 44 scientific articles that directly addressed the issue of human resources outsourcing entered the analysis stage in MAXQDA software. After the integration stage, 44 distinct codes were identified and among the identified codes, cost reduction strategy codes with 8 references, formulation of supplier selection criteria with 6 references, creation of internal organizational capacity with 4 references, organizational culture with 4 references, monitoring, evaluation suppliers with 4 references, knowledge management with 3 references, reforming the employment system, training and improving human resources with 3 references, re-engineering human resources processes with an emphasis on improving quality with 3 references, improving productivity with 3 references, networking (collaboration external organizations) with 3 references, upstream policies and documents with 2 references and senior management support with 1 reference respectively had the highest number of references in research texts. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  134 - An Investigation on the Impact of the Financial Ratios and Growth Rates on Future Abnormal Stock Returns (Case Study: Iran Khodro Co.)
  Alireza Koushkie Jahromie Seyed Hassan Abtahie Hassan Bodleaie Mehrdad Gholami
  Human capitals are the key to success in the knowledge-based economies where competitive advantages are the only distinction between the organizations. In fact, among all the three prominent elements of knowledge management (i.e. Human, Process, Technology), knowledge-b More

  Human capitals are the key to success in the knowledge-based economies where competitive advantages are the only distinction between the organizations. In fact, among all the three prominent elements of knowledge management (i.e. Human, Process, Technology), knowledge-based human resources are invaluable in any organization. Hence, human resources, knowledge, and experience should be handled appropriately in a way to have a competitive economy and industry. The present study is aimed at the identification of different prospects of knowledge-based human resources in the Iran Khodro company. Using the Estovart elements including creativity, self-confidence, need for achievement, learning, thinking, self-motivating, flexibility, job mobility and independence, conceptual models were extracted to study the Iran Khodro company systematically. Collecting all the data via questionnaires, the implemented method was based on a survey research. Expert staff in a unit of Iran Khodro Company called Gataat Peresi Production were selected and considered as the statistical set. The entire major and minor hypothesizes were confirmed except independence. In the end, some suggestions for identification, recruitment, maintenance, and actuation of the efficient knowledge-based human capitals were presented to the authorities of the company.     Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  135 - Analysis of Human Resources Productivity in the Industrial Sector According to the Resistive Economy Approach
  Habibullah Jalili Rahele Jamshid Loo Alborz Hajikhani
  The industrial sector is a complex and the most vital pillar of the economy in the world. In fact, in this century, economic activity is formed whereby the continuity of the subprime industry is hardly possible. On the other hand, human resource is considered a major as More

  The industrial sector is a complex and the most vital pillar of the economy in the world. In fact, in this century, economic activity is formed whereby the continuity of the subprime industry is hardly possible. On the other hand, human resource is considered a major asset and unmatched success and survival of organizations is really depends on it. So, the productivity of human resources is the most important factor which is the ultimate goal of most organizations. Productivity and efficiency require an understanding of the components and analyze the changes in the process of development with regard to the third paragraph of the general policies of Resistive Economy indicating the supply a significant share of economic growth from improving productivity, as well as the undeniable productivity targets of the sixth program of the development and the comprehensive program of delivering productivity. The purpose of this article is to assess of labor productivity at the industrial sector and its relationship with economic component of resistance. Research methodology is a descriptive survey in terms of the purpose and terms of the nature of data collection. The statistical method used in this study is Friedman test and Spearman’s correlation coefficient. The population included 563 employees of the industrial towns of Sanandaj counting a sample of 170 people. Data analysis was performed with the help of software. The findings suggest that there is no significant relationship at the industrial sector among the components of consumption pattern reform, innovation and development, and supporting Jihadi activities with labor productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  136 - Improving Inventory Performance with Clustering based Demand Forecasts
  Yaser Taghinezhad
  Proper management and better control of inventory of food items are one of the most important and important goals of food store managers. In this study, we try to provide knowledge of customer segmentation based on various characteristics as inputs in predicting retail More

  Proper management and better control of inventory of food items are one of the most important and important goals of food store managers. In this study, we try to provide knowledge of customer segmentation based on various characteristics as inputs in predicting retail demand. The purpose of this paper is to provide a prediction model for retailers based on customer clustering to improve inventory performance. Customer clustering with the genetic algorithm is performed in MATLAB R2016a software. The proposed model is used to predict the demand for five items of supermarket goods in Gorgan. In this paper, the predictions of ARIMA, ARIMA, MLP, and GMDH neural networks are used to predict. Modeling of these models has been done in MATLAB software. The results showed that the GMDH neural network with the clustering of customers had the least predictive error. The model predicted by the inventory control policy reduces the number of days that the shortage faces and increases the level of service to the customer. Retailers can use the proposed model to predict the demand for various items to improve inventory performance and profitability of operations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  137 - Investigating the Relationship between School Principals' Conflict Management Styles and Perceived Organizational Ethics and Justice (Case Study: Secondary School Teachers in Isfahan city)
  Farhad Shafiepour Motlagh
  10.30495/ee.2022.1956903.1089
  Introduction: Perceived organizational ethics and justice of teachers is always dependent on the use of conflict management styles by principals. The aim of this study was to determine the relationship between school principals' conflict management styles and perceived More

  Introduction: Perceived organizational ethics and justice of teachers is always dependent on the use of conflict management styles by principals. The aim of this study was to determine the relationship between school principals' conflict management styles and perceived organizational ethics and justice. research methodology: A descriptive-correlational research method was used to study the variables. The statistical population consisted of all secondary school teachers in Isfahan city with 3537 people in the academic year 2017-2018. The sampling method was multi-stage cluster sampling based on the Cochran's sample size formula and 347 people were randomly selected for the study. The research tool consisted of four categories of questionnaires: Conflict Management Styles Questionnaire (Robbins, 2010), Niehoff and Moorman Organizational Justice Questionnaire (2003), School Principals Ethics Questionnaire (Haj Khazime, 2016) and Standard Organizational Belonging Questionnaire (Andre, 2010). Two levels of descriptive statistics (frequency, percentage, mean) and inferential statistics (Kalmogorov-Smirnov tests, Pearson correlation, stepwise multiple regression and structural equation modeling) were used to analyze the data. Findings: The results showed that there is a significant relationship between conflict management styles in five dimensions (dominance or competition, collaboration, avoidance, tolerance, compromise) with professional ethics and perceived organizational justice at the level of P <0.05. Sense of organizational belonging mediates the relationship between five-dimensional conflict management styles with perceived professional ethics and organizational justice at the P <0.05 level. The proposed experimental model has a suitable fit. Conclusion: it can be concluded that in order to improve organizational ethics and justice perceived by teachers, principals should use the conflict management style of cooperation and compromise and should avoid resisting or confronting teachers' opinions. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  138 - Designing and explaining the Effectiveness Measuring Model of the Educational System Based on Human Resource Strategies
  Elham Kaviani leila jazayeri Leila Ghazaghi
  10.30495/ee.2022.1970917.1138
  Introduction: Human resources are one of the best criteria for measuring effectiveness of the educational system in educational centers; therefore, the aim of this study was to design and explain the model for measuring the effectiveness of the educational system based More

  Introduction: Human resources are one of the best criteria for measuring effectiveness of the educational system in educational centers; therefore, the aim of this study was to design and explain the model for measuring the effectiveness of the educational system based on human resource strategies in Farhangian University of Ilam. research methodology: The current research was conducted using a mixed (quantitative-qualitative) method. In the qualitative part, first, extensive library studies and reviews were conducted on the subject and existing models of the effectiveness of training courses, and then a basic model was conceptually designed to measure the effectiveness. In order to test the validity and reliability of the primary model, it was discussed with many academic and educational experts and exploratory interviews were conducted, and in order to identify the components, dimensions and indicators effective, several interviews were held during different stages. The statistical population of the research includes trainers and teachers of education, education experts and academic experts of Farhangian University of Ilam, among which 38 people were selected through available sampling method. Findings: This model had three dimensions of input, process dimension and output dimension. Input dimension includes 8 components and 33 indicators.The process dimension consisted of 1 component and 4 indicators and the output dimension consisted of 1 component and 4 indicators.The model obtained from data analysis includes 10 components of goal setting and planning, course content of educational facilities and equipment, financial resources, learners, educational needs assessment, experts and executive agents, reviewing the characteristics of instructors and trainers, how to implement training courses and performance and the result. The results of the Friedman's test also indicated that among the indicators related to the educational effectiveness, the component of reviewing the characteristics of instructors and trainers, and educational evaluation has the first and second ranks and the last ranks are related to the indicators of financial resources and educational facilities and equipment. Conclusion: The best way to measure the effectiveness of the educational system is through measuring human resources, and this model has three input dimensions, process dimension and output dimension. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  139 - Presenting an interpretative structural model of a productive organization with the approach of empowering employees in educational and research organizations (case study: education in Fars province)
  Eshrat Karami Abdolkhaleq Gholami Serajoddin Mohebbi
  10.30495/ee.2023.1988016.1176
  Introduction: Productivity is one of the indicators of managerial performance, and the purpose of this research was to provide a model of a productive organization with the approach of empowering employees in educational and research organizations (case study: education More

  Introduction: Productivity is one of the indicators of managerial performance, and the purpose of this research was to provide a model of a productive organization with the approach of empowering employees in educational and research organizations (case study: education in Fars province). research methodology: This research is applied in terms of purpose and the data was collected in the field using a mixed method (qualitative and quantitative). The statistical population in the qualitative section contained 21 education experts of Fars province, who were selected purposefully, and in the quantitative section, there were managers, experts and teachers of education, who were first selected through stratified random method, then 384 non-randomly available people were selected as a sample. The research tool included a researcher-made questionnaire and a structured self-interaction form. The validity of the questionnaire was confirmed by 10 university professors and its reliability was confirmed through Cronbach's alpha test (α=0.86). An interpretative structural model was used to structure the components. Findings: Based on the findings, 74 indicators in the form of 18 components have an effect on the productivity of education in Fars province, and the components were structured at six levels. The components of employee teaching and training, structural factors, employee empowerment and organizational knowledge management were placed at the sixth level (infrastructure level). Conclusion: Providing the context and opportunity for the growth and prosperity of teachers, decentralization and organizational incentives will facilitate the empowerment of employees and Fars education will be moved towards a productive organization.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  140 - Presenting the human resources productivity management system model to attract efficient workforce in Islamic Azad Universities in the northeast of the country
  zhara yazdan panah Mohammad Salehi negin jabbary
  843 / 5,000Translation resultsThis research was conducted with the aim of presenting the human resources productivity management model to attract efficient workforce in Islamic Azad Universities in the northeast of the country. The current research was carried out with More

  843 / 5,000Translation resultsThis research was conducted with the aim of presenting the human resources productivity management model to attract efficient workforce in Islamic Azad Universities in the northeast of the country. The current research was carried out with a practical purpose and a mixed approach with an exploratory design. The data collection tool in the qualitative part of the interview was semi-structured, and the quantitative part was used to collect data from the researcher-made questionnaire of human resources productivity with 4 main components (individual, organizational, economic and cultural factors) and efficient workforce recruitment with 3 main components. (Giving information to employees, delegation of authority and salary system) derived from the interview results were used in the qualitative section. The results showed that among the 57 available indicators, 7 main factors (dimensions) can be identified. The dimension of organizational factors with a factor load of 0.89 has the highest influence coefficient and the dimension of delegation of authority with a factor load of 0.51 has the lowest influence factor in the effective factors in the establishment of the human resources productivity management system to attract efficient staff in the university. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  141 - Analysis of the role of organizational culture on the performance of human resource management of executive bodies
  faranak mosavi HOSSIN HAYDARI
  This study analyzes the effect of organizational culture on human resource management using descriptive-visual method. The statistical population of this study consisted of all executive agencies of Kermanshah (64 agencies) and (274 people) of senior and middle managers More

  This study analyzes the effect of organizational culture on human resource management using descriptive-visual method. The statistical population of this study consisted of all executive agencies of Kermanshah (64 agencies) and (274 people) of senior and middle managers of these agencies using the possible sampling method of clusters of selection and research was performed on them. Data were collected using a standard questionnaire (Jerome, 2013) with Cronbach's alpha coefficient (92.6%) and analyzed using regression test and correlation coefficient. Findings indicate that there is a positive and significant relationship between organizational culture and human resource management performance. The findings of this study enable the leaders of organizations and human resource managers to design appropriate strategies for human resource planning according to the culture of the organization.This study analyzes the effect of organizational culture on human resource management using descriptive-visual method. The statistical population of this study consisted of all executive agencies of Kermanshah (64 agencies) and (274 people) of senior and middle managers of these agencies using the possible sampling method of clusters of selection and research was performed on them. Data were collected using a standard questionnaire (Jerome, 2013) with Cronbach's alpha coefficient (92.6%) and analyzed using regression test and correlation coefficient. Findings indicate that there is a positive and significant relationship between organizational culture and human resource management performance. The findings of this study enable the leaders of organizations and human resource managers to design appropriate strategies for human resource planning according to the culture of the organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  142 - Structural Equation Modeling The Impact of Green Human Resource Management Dimensions on Company Financial Performance (Case Study: Iran Khodro)
  soheila zarin jouy alvar Donya Bavi
  The purpose of this study is to investigate the effect of green human resource management dimensions on the financial performance of the company. This research is applied in terms of purpose and descriptive in nature. The statistical population of the research includes More

  The purpose of this study is to investigate the effect of green human resource management dimensions on the financial performance of the company. This research is applied in terms of purpose and descriptive in nature. The statistical population of the research includes 110 managers and deputies of Iran Khodro Company and the stratified random sampling method is 86. The number of sample members was determined using Morgan table to 86 people. Data were collected using Kim's standard 26-item Human Resource Management Questionnaire (2019) and data analysis was performed by structural equation modeling using LISREL software. Findings indicate that when environmental concerns are one of the characteristics identified in the job description of the organization, experts are attracted to the organization who care about environmental issues, and on the other hand, the organization itself to fill positions Jobs give priority to those who have a high level of environmental awareness, and in the meantime, savings occur that ultimately lead to improved corporate financial performance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  143 - Designing a Comparative Model of Role of the Impact of Human Resource Management Activities on Organizational Performance
  adel koulak hassan soltani shiva madahian mahdi mohammad bagheri navid fatehi rad
  Background & Purpose: The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, o More

  Background & Purpose: The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in open universities in Fars provinceMethodology: The research method was applied in terms of purpose and heuristic mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of free universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff (including faculty members) of free universities in Fars province. Using Morgan table and stratified random sampling method with proportional allocation of 357 people as Sample sizes were selectedFindings: The results of structural equation test showed that from the perspective of managers, the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationshipConclusion: Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  144 - Designing a strategic model for training and improving human resources with the aim of success in domestic and foreign markets
  mohsen forghani arefeh davoodi amirreza alizadeh majd
  The purpose of this study is to provide a model for success in domestic and foreign markets using training and improvement of human resources. Achieving the goals of the organization depends on the ability of employees to perform the assigned tasks and adapt to the chan More

  The purpose of this study is to provide a model for success in domestic and foreign markets using training and improvement of human resources. Achieving the goals of the organization depends on the ability of employees to perform the assigned tasks and adapt to the changing environment. Implementation of training and improvement of human resources causes people to be able to effectively continue their activities in accordance with organizational and environmental changes and increase their efficiency. For this purpose, according to the literature review and analysis of the opinions of experts, experts and managers and the use of qualitative research method, exploratory type was used and semi-structured interview, content analysis, focus group and expert grouping were used. It is of qualitative type. First, qualitative data were obtained through semi-structured interviews as well as several articles. In Table 4, a total of 140 codes were extracted, which was obtained through 15 interviews. It was found that in the expert grouping session, it was grouped into 7 components and 3 dimensions by the experts. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  145 - Explaining the sustainable productivity measurement model in order to improve the strategic management of human resources in Maskan Bank
  Saeid Shaker AmirBabak Marjani masoud haghighi
  The current research was conducted with the aim of explaining the model of improving the strategic management of human resources through the measurement of sustainable productivity in Maskan Bank. The type of research is developmental in terms of purpose and practical i More

  The current research was conducted with the aim of explaining the model of improving the strategic management of human resources through the measurement of sustainable productivity in Maskan Bank. The type of research is developmental in terms of purpose and practical in terms of results, and the type of data is mixed (qualitative and quantitative). The statistical population in the qualitative part of the research included 14 university experts and senior managers and expert experts of Maskan Bank, who were selected by purposeful sampling, and in the quantitative part, there were 1238 employees working in Maskan Bank, including (senior managers - experts and heads of branches was selected in the whole country) that according to the sampling formula of limited communities of Cochran, the sample size of 294 people was determined, who were selected using simple random sampling method.The data collection tools in the qualitative part include semi-structured interviews and in the quantitative part, the researcher made a questionnaire. To analyze the qualitative data, the theme analysis method (theme) was used and Maxqda software was used for coding, which was examined in three parts: comprehensive theme, organizing theme, and basic theme. In the quantitative part, the structural equation modeling method was used to validate the model. Based on the obtained results, in the theme analysis section, 8 overarching themes were identified in the form of 20 organizing themes derived from 62 basic themes. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  146 - Designing a Green Human Resource Management Maturity Model in the First Class Areas of the National Iranian Petroleum Products Distribution Company
  hadi afrasiabi malikeh beheshtifar Mohamad Zyaaddini
  The purpose of this study was to design a pattern of maturity of green human resources in the first class areas of the National Petroleum Products Distribution Company. This research is developmental in terms of purpose and qualitative research in terms of strategy and More

  The purpose of this study was to design a pattern of maturity of green human resources in the first class areas of the National Petroleum Products Distribution Company. This research is developmental in terms of purpose and qualitative research in terms of strategy and method. In this section, interviews were conducted with 13 human resources experts and managers and experts of the National Petroleum Products Distribution Company. The data of this study were open through semi-structured interviews and 10 new concepts were not obtained from the interview, which was conducted to ensure the theoretical saturation of the other 3 interviews. In the open and axial coding stage, 21 categories and 128 concepts of recognition and connection between these categories have been identified. In the research results, while recognizing the conditions against the interventionist, the context, the central phenomenon, the strategies and the consequences have led to the formation of a paradigm model Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  147 - Causal factors of human resource Self-empowerment in Iranian government organizations
  mohsen Gharakhani kumars Ahmadi adel salavati
  The present study was performed by combining qualitative (data-based) and quantitative (survey) methods. The statistical population of the study consisted of two qualitative-quantitative parts; in the qualitative section, it consisted of two groups: managers and employe More

  The present study was performed by combining qualitative (data-based) and quantitative (survey) methods. The statistical population of the study consisted of two qualitative-quantitative parts; in the qualitative section, it consisted of two groups: managers and employees of government organizations. Sampling in this section was non-random and purposeful. In total, the initial sample of the research was for 40 people (20 managers of government organizations and 20 employees). Finally, by conducting 20 interviews, the researcher achieved theoretical saturation to calculate the final model and in the quantitative section, the statistical population included all employees of the Department of Economy and Finance of Kurdistan Province (89 people in total). Using Cochran's general formula, 72 of them were randomly selected as the sample size. Findings indicated that three categories of individual, organizational and social factors were identified as causal factors affecting the phenomenon of employee empowerment; The results of assessing the causal conditions and creating self-empowerment of human resources in a small sector by confirming the findings of the quality sector, showed that 26% of respondents assessed the current causal situation in the organization as unfavorable and 30% as favorable and the results of the assessment of the current situation after the causal conditions showed that the respondents had the best evaluation of organizational factors and in contrast to the worst evaluation of social factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  148 - The effect of high performance human resource management on social responsibility with the mediating role of organizational citizenship behavior of Hamedan government organizations
  reza taghvaei owlia zare
  The main purpose of this study was the effect of high performance human resource management on social responsibility with the mediating role of organizational citizenship behavior of government organizations in Hamadan. This research was applied in terms of purpose, des More

  The main purpose of this study was the effect of high performance human resource management on social responsibility with the mediating role of organizational citizenship behavior of government organizations in Hamadan. This research was applied in terms of purpose, descriptive, survey method and library-field data collection method. In this study, high performance human resource management model with standard Armstrong questionnaire, social responsibility model, Carol , organizational citizenship behavior model, Apple Yum, were used. The method of data collection was a questionnaire. The statistical population of this research is all employees of government organizations in Hamedan, which according to the statistics of 2019 is 36114 people. The sample size calculated according to Morgan formula is equal to 380 people. Also, stratified random sampling was used to collect information. LISREL software was used to analyze the tests. The results showed that high performance human resource management has an effect on social responsibility with the mediating role of organizational citizenship behavior of government organizations in Hamadan, Also, high-performance human resource management affects the organizational citizenship behavior of government organizations in Hamadan ,On the other hand, organizational citizenship behavior has a mediating role in the relationship between high performance human resource management and social responsibility. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  149 - Designing the human resource agility model in the Ministry of Justice
  Masoomeh Hojati mohamad reza Rabiee mandajin alireza amirkabiri
  The purpose of this research is to design the human resource agility model in the Ministry of Justice. This research is in terms of philosophy, interpretation, inductive approach, and the goal is developmental-applicative, and in terms of the nature of the data, it is o More

  The purpose of this research is to design the human resource agility model in the Ministry of Justice. This research is in terms of philosophy, interpretation, inductive approach, and the goal is developmental-applicative, and in terms of the nature of the data, it is of a qualitative type using thematic analysis method. 11 people were selected for purposive sampling and continued until the theoretical data saturation stage. Data collection was done through semi-structured interviews. To ensure the validity and reliability of the research data, two methods of review by participants and review by colleagues and intra-coder reliability were used. Data analysis was done by thematic method and using MAXQDA software. As a result, the human resources agility model in the Ministry of Justice consists of 94 basic themes, 21 organizing themes and 6 main or comprehensive themes, including management and leadership, organizational climate, efficient human resources information systems, strategic agility, behavioral agility of human resources and structural agility. Therefore, the efforts of the managers and policy makers of the Ministry of Justice to implement the identified categories in this ministry and paying attention to the identified indicators can make human resources agile in this ministry. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  150 - Identifying the components of the strategic integrated model of human resource empowerment based on the meta-synthesis approach in the water and waste water industry
  Akbar Sheidaei habashi Soleymam Iranzadeh Houshang Taghizadeh
  The purpose of the current research is to identify the components of empowerment strategy, transformational leadership and Job Involvement to be used in the strategic integrated model of human resource empowerment in water and wastewater companies of West and East Azarb More

  The purpose of the current research is to identify the components of empowerment strategy, transformational leadership and Job Involvement to be used in the strategic integrated model of human resource empowerment in water and wastewater companies of West and East Azarbaijan provinces based on the meta-synthesis approach. Based on the review of the basics and background of the researches, it can be seen that most of these researches have been investigated separately, quantitatively, and correlationally. In other words, none of the conducted studies have used a comprehensive model in the process of empowering human resources, just like the leading research. This research is one of the first studies that can be used as a basis for the development and theoretical expansion of concepts related to the process of human resource empowerment, in the form of a strategic integrated model of human resource empowerment in organizations, especially industrial organizations such as water and wastewater companies in the field of application and research. In this research, qualitative meta-synthesis approach and Barroso and Sandelowski's method were used. In this way, the components related to the integrated model by analyzing domestic and foreign articles in a specific time frame (1392-1400) and (2013-2021) and using the opinion of experts (with experience in the field of water and wastewater industry) and based on The Critical Appraisal Skills Program was identified. In the following, the conceptual model resulting from the meta-synthesis method and the Critical Appraisal Skills Program were presented. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  151 - Identifying factors related to sustainable human resources management model and explaining its relationship with structural empowerment and employee voice in the National Copper Industries Company of Iran using thematic analysis method
  abbas pourafghan sanjar salajeghe Mohammad Jalalkamali Rahman Jalali Javaran
  The aim of the research is to identify the factors related to the sustainable human resource management model and explain its relationship with the structural empowerment and voice of the employees in the National Copper Company with thematic analysis method.The researc More

  The aim of the research is to identify the factors related to the sustainable human resource management model and explain its relationship with the structural empowerment and voice of the employees in the National Copper Company with thematic analysis method.The research has a mixed approach(qualitative and quantitative)which is developmental-applied in terms of purpose and survey in terms of nature and method. The data collection method in this research was a combination of library and field studies and the data collection tools were referring to documents,interviews with experts and questionnaires,and the validity and reliability of interviews and questionnaires were confirmed with a high percentage.The statistical population of the research includes 22 university professors,managers and human resources specialists who were selected by purposeful sampling; Also,using the method of thematic analysis, the interviews were analyzed and coded. In this research,NVIVO software was used to extract and analyze the codes related to interviews with experts, and SPSS software was used to check the validity of the model.the results of open coding of qualitative data; leading to the extraction of 115 primary codes,39 basic themes and 14 organizing themes,including sustainable targeting of human resources,sustainable behavior and attitude of human resources,environmental sustainability,economic productivity,provision of talented human resources,management support,creation of equal opportunities,information sharing,effective allocation resources,control of the organization's decisions, individual opposition with the purpose of benefiting,collective and constructive protests,participation in decision-making and efforts to promote mutual relations;98 codes of research variables were approved by experts in the Delphi process. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  152 - Analyzing the dimensions of the requirements of strategic planning of human resources, examining its relationship with the positioning strategies of sports services in the sports complexes of Kerman
  mohsen manzari tavakoli mohammad ali safa nia salahaddin naghsh bandi reza Nikbakhsh
  The aim of the current research is to analyze the dimensions of the requirements of strategic planning of human resources, to examine its relationship with the positioning strategies of sports services in the sports complexes of Kerman. The research method of descriptiv More

  The aim of the current research is to analyze the dimensions of the requirements of strategic planning of human resources, to examine its relationship with the positioning strategies of sports services in the sports complexes of Kerman. The research method of descriptive statistics and inferential statistics was used and the statistical population included the employees of sports complexes in Kerman, taking into account the possibility of unusability of some completed questionnaires, a total of 400 questionnaires were distributed, and finally 385 questionnaires were used as the basis for statistical analysis. Two researcher-made questionnaires were used to collect data. Validity assessment was done using face validity and approval by management experts. The questionnaire of requirements for strategic planning of manpower equal to (85%) and positioning strategies of sports services has been calculated equal to (86.1%). Data analysis was carried out quantitatively and qualitatively with SPSS version 23 and PLS Smart version 23 software, in the current research, the significance level is 0.05, based on the research findings, it can be concluded that the effect Positive and meaningful requirements of strategic planning of human resources on positioning strategies of sports services. Also, the coefficient of determination shows that 13% of the changes in the positioning strategies of sports services are explained by the strategic planning requirements of human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  153 - Predictive model of administrative system transformation in the field of human resources
  Reza Farahmand Sanjar Salajegheh Masoud Pourkiani Saeed Sayadi
  The aim of this study was to design a model for predicting the evolution of the administrative system in the field of human resources. The existing research is applied and developmental in terms of purpose and a mixed exploratory research in terms of method. The statist More

  The aim of this study was to design a model for predicting the evolution of the administrative system in the field of human resources. The existing research is applied and developmental in terms of purpose and a mixed exploratory research in terms of method. The statistical population of the study included all employees of the executive bodies of Kerman in the number of 23,270 people who were selected as a sample using stratified random sampling method of 450 people. To collect data, two researcher-made questionnaires were used to prevent the implementation of administrative system transformation in the field of human resources and administrative system transformation. The results showed that the conceptual model of the research has an acceptable fit and the factors hindering the evolution of the administrative system in the field of human resources are: Inadequacy, inadequate education, lack of welfare, inadequate retirement benefits, inadequate evaluation, high degree of politicization, bureaucratic domination, institutional, technical and administrative incompetence, Lack of attention to the simultaneous implementation of public interests and administrative rights, weakness of information and communication technologies, lack of effective causal conditions, cultural, political, managerial, judicial, value and structural factors, ambiguity of goals and lack of dominance of continuous improvement thinking, These factors explain 0.35 of the variance of the administrative transformation system in the field of human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  154 - Airport Human Resource Excellence Model (Comparative Approach)
  Ali Yaghoubipoor Ali Jafari
  In the last decade, the aviation industry in the world has been considered as one of the most important axes of development and growth of developed and developing countries and has a special place in the economic, social, cultural and technological development programs More

  In the last decade, the aviation industry in the world has been considered as one of the most important axes of development and growth of developed and developing countries and has a special place in the economic, social, cultural and technological development programs of developed and developing countries.This study was conducted to develop a model of airport human resource excellence (comparative approach). This research was applied in terms of purpose and in terms of qualitative approach and especially metacombination approach. In terms of research methodology, Sandlowski and Barroso seven-step method has been used and to achieve a comprehensive model of human resource excellence, seven steps must be taken and finally the model of airport human resource excellence (comparative approach) was identified. In order to check the validity of the content validity model based on the opinion of experts and for the reliability of the model, the kappa index was used and reported to an acceptable level. In order to determine the concepts and codes, after reviewing different models in reputable domestic and foreign scientific sites, as well as reviewing different texts and books, after identifying 35 different models, 21 models were selected and analyzed. The results of the analysis are 69 adaptive codes and 15 concepts (airport leadership and specialized management, airport human resource maintenance, airport human resource organization, airport human resource management, airport human resource provision, airport human resource planning and strategy, Development of airport staff career, application of airport human resources, change and integrated use of human resource management, functional results of airport human resource management, environmental and perceptual results of airport staff, safety and health results of airport customers, social results and union reactions, organizational results and productivity Airport, identified the cultural and structural results of airport human resources) and finally the research model was presented. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  155 - Provide an electronic human resource management model in the field of navy
  Roholah sharifi Ahmad Malaki
  Today, advances in technology have affected the atmosphere of the organization, including the functioning of human resource managers. An example of the presence of technology in the human resources space is the electronic human resource management of the Navy; A phenome More

  Today, advances in technology have affected the atmosphere of the organization, including the functioning of human resource managers. An example of the presence of technology in the human resources space is the electronic human resource management of the Navy; A phenomenon that has been widely used with the development of the Internet in developed countries and has recently been considered in Iranian academic and organizational discussions, but in this area, the application of this issue faces two problems; There is a significant lack of research in electronic human resource management and also the neglect of localization of this new system, which has caused the reception of this new system and its establishment has faced problems. Therefore, the present research article, with the pluralism of data collection methods (interviews, questionnaires and Q), identifies the obstacles and factors of establishing electronic human resource management in the field of navy and by Q method, the consensus of these obstacles and factors is determined and finally a suitable model. Designed with a localization approach to establish electronic human resource management in this area. The model is presented by considering strategic reference points as input and considering the attitude towards the new system. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  156 - Designing and Explaining Multicultural Management Model in Schools Sports
  Atefeh Atefeh Zeynalabedin Fallah Amir Montazeri Taher Bahlakeh
  10.30495/kmsj.2023.1988926.1136
  The purpose of this research was to design and explain the model of multicultural management in school sports. The research method was descriptive and correlational. The statistical population of the study was made up of all the physical education teachers of the countr More

  The purpose of this research was to design and explain the model of multicultural management in school sports. The research method was descriptive and correlational. The statistical population of the study was made up of all the physical education teachers of the country (N=34000). The statistical sample was estimated to be 332 people using the Karjesi and Morgan table (n=332). The data needed to identify the components and analyze the measurement model were collected using a researcher-made questionnaire, after obtaining validity (face, content and structure) and validation. Cronbach's alpha method (α=0.91) was used to calculate the reliability of the instrument, and confirmatory factor analysis and structural equations were used to analyze the data. Examining and testing the structural equation model of the research showed that the general fit indicators are in a suitable and desirable condition. As the changes in the antecedents of the multicultural management of sports schools have a positive and significant effect on the management processes of sports schools. Also, multicultural management processes have a positive and significant effect on the consequences of multicultural management. In addition, the indirect effect of multicultural management antecedents on multicultural management messages was significant, and in this regard, multicultural management processes played a mediating role. Therefore, educational planning officials should pay more attention to multicultural schools in macro plans and policies. In order to empower and require human resources to develop multicultural management skills, pay more attention to in-service training and include multicultural concepts in the planning of new teachers. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  157 - Identifying the Pattern of Causal Relationships of Factors Affecting Talent Management in Sports Organizations: Combined Research Approach
  Ehsan Shahgholi Mehdi Salimi Rasool Nazari
  10.30495/kmsj.2023.1974973.1061
  Background and purpose: The purpose of this research was to identify the pattern of causal relationships of factors affecting talent management in sports organizations.Methods: The approach of this research was mixed. The participants of this research were experts in th More

  Background and purpose: The purpose of this research was to identify the pattern of causal relationships of factors affecting talent management in sports organizations.Methods: The approach of this research was mixed. The participants of this research were experts in the qualitative part and all employees of the Ministry of Sports and Youth in the quantitative part. In the qualitative study, the purposeful sampling method was snowball type, and in the quantitative study, the random cluster sampling method was used. The number of participants in the qualitative study based on theoretical saturation was 15, and in the quantitative study, the sample size was 250. It should be mentioned that this analysis was done with the help of software Maxqda version 12, SPSS version 23, Smart PLS version 3, and Excel macro of Demetal.Findings: Based on the findings of a qualitative study, talent management in sports organizations as an input depends on internal organizational factors (strategic agility, diversity management, convergent innovation, flexibility maturity, business intelligence, electronic knowledge management, online learning and training, organizational transformation, turbulent atmosphere of the organization) and extra-organizational (globalization, digital transformation, global mobility). Conclusion: As a result, it can be pointed out that a large part of the efficiency of talent management in sports organizations is affected by diversity management, and attention and focus on it makes the talent management system effective in sports organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  158 - Explaining the components and indicators of efficient human resources in pharmaceutical companies
  habib piri
  Efficient human resources should be considered as one of the important factors in the success of the organization. The main goal of the current research is to explain the components and indicators and finally to rank the components of easy and efficient resources in pha More

  Efficient human resources should be considered as one of the important factors in the success of the organization. The main goal of the current research is to explain the components and indicators and finally to rank the components of easy and efficient resources in pharmaceutical companies of the country. Qualitative research method was conducted through content analysis method and sending questionnaires and interviews with 22 professional and university experts in 1402. According to the research results, six components of education and learning with indicators, 1) institutionalization of learning, 2) expansion of in-service programs, 3) empowerment of employees and 4) learning and creative thinking, organizational culture component with indicators, 1) adherence to values and principles , 2) group cooperation, 3) proper guidance and supervision, and 4) social skills and communication, recruitment and employment component with indicators, 1) expertise, 2) experience, and 3) human resource management, 4) efficiency, and 5) job needs assessment and Reward and benefits component with indicators, 1) employee motivation, 2) fairness of rewards, 3) identification and 4) change of values and beliefs and performance evaluation component with indicators, 1) rate of achieving goals, 2) efficiency, 3) effectiveness. , 4) service quality and 5) continuous improvement and the component of commitment and accountability were extracted with the indicators of 1) work commitment, 2) individual accountability and 3) organizational accountability. Also, based on the results of the Friedman test, the commitment and accountability component ranks first, the performance evaluation component ranks second, the training and learning component ranks third, the recruitment and recruitment component ranks fourth, the organizational culture component ranks fifth, and the reward and benefits component ranks Ranked sixth. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  159 - Designing a branding model of human resources in the field of health with an Islamic approach
  sahar abedini saeed sayadi
  Objective: The organizations’ ignorance or disregard for social norms and values ​​can have many negative effects on their comprehensiveness and brand in the society. This research tries to answer some fundemental questions about the branding criteria based on Ira More

  Objective: The organizations’ ignorance or disregard for social norms and values ​​can have many negative effects on their comprehensiveness and brand in the society. This research tries to answer some fundemental questions about the branding criteria based on Iranian-Islamic principles and presents a branding model of human resources applying Islamic culture and teachings.Research method: A mixed-method research design (qualitative and quantitative) was applied in this study and a survey was used to gather the required data. The data obtaibed from the qualitative phase of the study was used to offer a conceptual model for human resources branding.Accoringly, in the first phase of the research, in order to provide a comprehensive model, a meta-composite qualitative research method was used and after identifying the categories, concepts and codes of the human resources brand, Structural Modeling Method (ISM) was applied to provide the optimal combination of the components of the model in such a way that the relationship between the categories of the human resources brand can be determined. After the primary model was developed, it was validated therough Partial Least Squares (PLS) method.Findings: The intended model consists of 8 main categories (Islamic human resources branding, human resources performance evaluation, human resources training and development, organizational leadership, organizational justice, satisfaction and commitment of human resources, organizational culture and internal branding).Discussion and conclusion: Every health-care organization can use the Islamic indicators extracted in this research in addition to the scientific principles of meritocracy and talent management for its branding druring its talent-hunting process It can eventually complement  its branding procedure by relying on religious and Islamic principles, and by hiring and maintaining talented human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  160 - The effects of TRIZ knowledge to promote creativity, empowerment and management capability of the Bahman diesel company’s labors
  Mostafa Jafari Mohammad Ali Shafia Narges Rahimi Hamidreza Zarghami
  Objective: The aim of this study was to investigate the effect of TRIZ training in creativity, empowerment and management skills of the labors. Methodology: This research is an experimental study, Bahman Diesel collection was selected a sample of workers and TRIZ knowle More

  Objective: The aim of this study was to investigate the effect of TRIZ training in creativity, empowerment and management skills of the labors. Methodology: This research is an experimental study, Bahman Diesel collection was selected a sample of workers and TRIZ knowledge was taught within 9 hours and The effect on creativity, empowerment and management skills test samples were examined, In the pre-test and post-test samples 46 and 44 were given. Three standard questionnaires to measure the desired effect Randsyp creativity, empowerment of Spritzer and management skills have been used. For investigation the effect of TRIZ on The dependent variable and Statistical analysis, independent t test with normative data and Mann-Whitney test with non-normalized data is used, Statistical analysis was performed with SPSS software. Finding: According to the results, significant in relation to creativity and management skills were, respectively, 0.02 and 0.013. As a result, the null hypothesis is rejected, Also significant in relation to empowerment was 0.917, That did not reject the null hypothesis. Conclusion: TRIZ training in creativity and management skills workers Bahman Diesel has a positive effect. There is also a significant positive relationship between TRIZ training and management skills and creativity of employees, It can be used as an effective strategy to enhance the creativity and skills of the managers applied. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  161 - The purpose of this paper is to examine the role of Human Resource management practices on innovation, test the role of mediator organizational learning and knowledge management among employers by Imam Khomeini Committee in West Azarbaijan.
  Maryam Rajabi Mohammad Hassani Behnaz Mohajeran
  Purpose: The purpose of this paper is to examine the role of Human Resource management practices on innovation, test the role of mediator organizational learning and knowledge management Methodology: The methodology of this study was descriptive and correlational. The More

  Purpose: The purpose of this paper is to examine the role of Human Resource management practices on innovation, test the role of mediator organizational learning and knowledge management Methodology: The methodology of this study was descriptive and correlational. The sample included all employees of the Imam Khomeini Committee in West Azerbaijan, which was to include 437 subjects, of whom 205 subjects were selected using Morgan table estimates. Data were collected using standard questionnaires for Human Resource management practices perceived, knowledge management, organizational learning and innovation were used. Also, in order to examine the changing relationships in the conceptual model structural equation model was used. Results: The findings indicate a significant relationship between activities, human resource development and knowledge management and organizational learning. The mediating role of knowledge management and organizational learning in this study were approved. Direct link between human resource development and innovation activities in this study was not confirmed. The relationship between knowledge management and organizational learning and innovation in this study were approved. Conclusion: The important conclusion of this study was that To strengthen knowledge management and organizational learning, innovation of staff will improve. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  162 - Designing a Human Resource Effectiveness Model at the University with an Innovative Data Base Approach (Case Study: Islamic Azad University)
  Mehrdad Ghaffari Zenozi Serah aldin Mohebbi Karam ollah Daneshfard
  Objective: In this study, the model of human resources effectiveness from the perspective of faculty members in the Islamic Azad University of East Azerbaijan has been designed. Method: The mixed research method (qualitative and quantitative) and the paradigmatic approa More

  Objective: In this study, the model of human resources effectiveness from the perspective of faculty members in the Islamic Azad University of East Azerbaijan has been designed. Method: The mixed research method (qualitative and quantitative) and the paradigmatic approach of the foundation data processing theory have been implemented and implemented in three stages of open, axial and selective coding. According to the conditions of adequacy of sampling and achieving the theoretical saturation of qualitative research, eighteen members of the faculty with academic executive positions were purposefully selected and interviewed. In the quantitative part of the research, the statistical population of the research included the faculty members of the Islamic Azad University and senior executive staff in East Azarbaijan province. The statistical sample of the research was 230 people. In order to collect data, a researcher-made questionnaire based on the findings of the qualitative section was used. Structural equation tests using SmartPLS software were used to analyze the quantitative data. Findings: The results showed that the conceptual model obtained from the qualitative part in the form of components in the form of: providing targeted training, developing human resource competencies, paving the way for creativity and innovation, using appropriate strategies and procedures of knowledge management to improve knowledge absorption and promotion An appropriate form has been developed and has been statistically confirmed. Also, the human resource functions of the university have not been designed in an innovative, transformational and forward-looking manner based on a strategic approach and based on scientific beliefs and principles. Conclusion: The results indicate a positive and significant effect of foundation data approaches and structural equations and path analysis on the formation of a model for designing a model of human resource effectiveness in the university. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  163 - Investigating the relationship between green human resource management and creativity and green behavioral intention with regard to the role of green values
  Mozhdeh Nsirzadeh Gholamreza Memarzadeh Tehran Ghanbar Amirnejad Foad Makvandi Siroos Korahi Moghadam
  The aim of this study was to evaluate the effect of green human resource management on green creativity and green behavioral intentions with moderating role of green values. This is an applied research that was carried out as a descriptive-survey. The statistical popula More

  The aim of this study was to evaluate the effect of green human resource management on green creativity and green behavioral intentions with moderating role of green values. This is an applied research that was carried out as a descriptive-survey. The statistical population of this study includes senior managers, deputies and staff of the headquarters of the Ministry of Oil of Iran (N=191), of which a sample of 128 people was selected using the Cochran's formula. In this study, a questionnaire consisting of four dimensions and 20 items was used to collect data to test the hypotheses, which was developed based on a five-point Likert scale. The validity of the standard questionnaire was confirmed by the convergent validity method and the reliability of the questionnaire was approved by Cronbach's alpha coefficient and composite reliability. The partial least squares technique was used to test the hypotheses. The results of testing the research hypotheses showed that green human resource management has a positive and significant effect on both behavioral intentions and green creativity of employees. It was also found that green values moderate the relationship between green human resource management with green creativity and green behavioral intentions of employees. According the results green human resource management can provide the basis for green creativity of employees and influence the green attitude of employees. It can also motivate employees toward green environmental behaviors by institutionalizing organizational green values. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  164 - The effect of green human resource management on green creativity with the moderating role of ethical leadership in Isfahan Jahad Agricultural Organization
  farshid aslani akram Mashayekhi Marziyeh Malekiha
  Context :Today, green human resource management has become a key business strategy for organizations in which human resources departments play an active role in the green path of their office.Objective :The purpose of this study is the effect of green human resource man More

  Context :Today, green human resource management has become a key business strategy for organizations in which human resources departments play an active role in the green path of their office.Objective :The purpose of this study is the effect of green human resource management on green creativity with a moderating role of moral leadership in the Agricultural Jihad Organization of Isfahan Province. Research method: The present study is of descriptive-survey type and is of applied type. The statistical population of the present study consists of the staff of Isfahan Jihad Agricultural Organization (180 people), some of whom (123 people) were studied by simple random sampling. The data collection tool was a questionnaire and the construct validity was assessed through factor analysis. The research data were analyzed by structural equation modeling using Spss and Pls software. Findings: Findings of this study showed that green human resource management has a positive effect on green creativity with the moderating role of moral leadership of Isfahan Agricultural Jihad Organization. Conclusion: The manegers of agricultural jahad, as pioneers of environmental protection, must develop green creativity by strengthening and training their human resources and ethical leadership styles. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  165 - Analyzing the dimensions and components of behavioral innovation of human resources in the organization of exceptional children
  golchehreh Lohrasbi mitra sadoughi Hossein Ali taghipoor esmaeil kazempour
  Introduction and purpose: The purpose of this research was to investigate and identify the behavioral innovation of human resources in the organization of exceptional children.Research methodology: The research was conducted qualitatively using thematic analysis method. More

  Introduction and purpose: The purpose of this research was to investigate and identify the behavioral innovation of human resources in the organization of exceptional children.Research methodology: The research was conducted qualitatively using thematic analysis method. Collecting data and extracting related themes was done using semi-structured interviews with key informants in this field. The participants were selected using the purposeful sampling method and the theoretical saturation criterion based on which 14 experts, experts, Faculty members of universities and general managers of exceptional children organization were selected. In order to obtain the reliability and validity of the data, two methods of review of participants and review of non-participating experts were used in the research. The data were analyzed by thematic analysis.Findings: A model for behavioral innovation of human resources in the organization of exceptional children in the form of 14 components (behavioral honesty, positive thinking in behavior, empowerment, self-control culture, innovative self-efficacy, confidence building, collaborative management, participation, timely thinking, job satisfaction, Organizational justice, culture of organizational communication, healthy space for competition, objective evaluation of resources) and 53 indicators were designed and the component of innovative self-efficacy has the highest and the component of objective evaluation of resources has the lowest impact on behavioral innovation of human resources.Discussion and conclusion: By using the components of behavioral innovation of human resources, employees can engage in innovative behaviors away from physical, psychological and... as well as welfare problems and difficulties caused by facilities and equipment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  166 - The Role of Green Transformational Leadership and Green Human Resource Management on Green Innovation and Environmental Performance
  Mehdi Sabokro Negin Ranjbaran Maryam Ahmadi zahrani
  Background: Drawing upon the resource-based view, the ability-motivation-opportunity theory and social exchange theory I examined how green human resource management interplays on to the linkages amongst green transformational leadership, green innovation, and environme More

  Background: Drawing upon the resource-based view, the ability-motivation-opportunity theory and social exchange theory I examined how green human resource management interplays on to the linkages amongst green transformational leadership, green innovation, and environmental performance. Using a survey questionnaire, I collected data from 170 employees in the Zobahan factory. Methodology: So. We used covariance-based structural equation modeling (SEM) to examine hypotheses in this study. Results of the study suggest that green HRM practices mediate the influence of green transformational leadership on green innovation. Results: Result also found that green HRM indirectly through green innovation influences a firm's environmental performance. Overall, the findings of this study support all hypotheses of direct and indirect effects and have several theoretical and practical implications. Finally, this study significantly advances theory and suggests that the HRM-performance relationship neither depends upon the additive effect of green transformational leadership and green innovation as antecedent and mediator, respectively nor on their interactive effect but a mix of both combinational forms (i.e., additive and interactive) to affect firm environmental performance. Conclusion: Managers can achieve sustainable development by empowering their human resources through implementing green human resource management. Developing environmental protection policies, hiring people based on environmental values have an influential role in the organization.Key words: Green Transformational Leadership, Green Human Resource Management, Green Innovation, Environmental performance Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  167 - The Moderating Role of Psychological Well-Being on Showing Creative and Innovative Behavior through the Suggestion System
  Alireza Khorakian Yaghoob Maharati Mohammad Rasoul Heshmati
    Background: Organizations in a globalized society are experiencing external challenges and changes more than ever before. In order to adapt and react to these changes, creativity and innovation are seen as the most important means. The standpoint in this research More

    Background: Organizations in a globalized society are experiencing external challenges and changes more than ever before. In order to adapt and react to these changes, creativity and innovation are seen as the most important means. The standpoint in this research was that all employees have creative potential, and how the creative potential is expressed may depend on variables in the organizational context. Participative management as a new approach in management through suggestion system can help organizations to exploit the creative potential and intellectual capital of employees. Suggestion systems offer the opportunity for organizations to benefit directly from their employees’ innovativeness and creativity. Objectives: This study intended to investigate the moderating role of "Psychological Wellbeing"in relationship between "Valence of Suggestion System" and "Motivation to Submit Creative Suggestion". The importance of studying creativity and suggestion system has been admitted and investigated in many researches. Therefore, this study aimed to help organizations to utilize the creative potential of employees through improve participation in suggestion system considering psychological well-being and valence of suggestion system variables. Methods: Statistical population of this research consists of employees of Ferdowsi University of Mashhad. A questionnaire with Lickert’s 5-scale spectrum was distributed among employees. Method of research was correlation and moderated multiple regression was employed to test hypotheses. Results: Regression analysis revealed that psychological well-being moderated the relationship between valence of suggestion system and motivation to submit suggestion. Conclusion: The results of the current study have implications for managers and practitioners of suggestion system to improve motivation of employee to submit creative idea.     Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  168 - Identifying the Indicators and Components of Human Resource Management Based on Knowledge Management and Prioritizing Them in the Executive Organs of the City of Sari
  Mahsa Shah Moradi Sanjar Salajegheh Aflatoon Amiri Masoud Pourkiani Ayob Sheykhi
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  169 - Explaining and Designing the Model of Internal Factors of Strategic Human Resource Planning Based on the Recruitment and Adjustment of Knowledge-Based Employees (Case Study: National Development Fund)
  Haniyeh Fardmanesh Saeed Sayadi Sanjar Salajegheh Ayob Sheykhi Mohammad Jalal Kamali
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  170 - Identification of the Desired Human Resources Capabilities Following Macro-Level and Task-Level Strategies Implementation Approach in the Social Security Organization of Kerman
  Somayeh Poursoltani Zarandi Malikeh Beheshtifar Mohmmad Montazery Amin Nikpour
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  171 - Explaining Human Resource Strategies and Talent Management of Government Organizations in Iran and Presenting a Desirable Model
  Sedigheh Hasani Ahmadiyeh Alireza Manzari Tavakoli Sanjar Salajegheh
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  172 - A Model for Factors Involved in Human Resource Productivity in the Affiliated Offices of a Government Organization
  Mehdi Sadeghi Fard Saeed Sayadi Masoud Pourkiani Sanjar Salajegheh Hojat Babaei
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  173 - Explaining the Role of Green Human Resource Management on the Sustainable Performance of Governmental Organizations
  Shahram Eshghi, Norouz Eyzadpanah Mousa Rezani Chamanzamin
  Abstract Environmental sustainability in organizations depends on the extent of the performance of the employees of that organization and creating such a function in employees is highly dependent on creating an environmentally friendly attitude in managers. Therefore, a More

  Abstract Environmental sustainability in organizations depends on the extent of the performance of the employees of that organization and creating such a function in employees is highly dependent on creating an environmentally friendly attitude in managers. Therefore, a comprehensive study of green resource management and providing a management model appropriate to government organizations' policy transition is needed. Therefore, the present study was conducted to determine the most effective component of green human resource management on organizational sustainability performance. To determine the most effective components of green human resource management, more than 388 electronic questionnaires were distributed. In addition to a descriptive study of components and component options, a multivariate statistical analysis of principal components analysis was used to identify the most effective options. The results of the study showed that green human resource management has a positive effect on individual, organizational and extra-organizational consequences, and the challenges and limitations of applying the proposed model were also examined. The proposed method can be effective in achieving sustainable human resource development for managers and operational staff.Key words: Organizational Sustainability, Green Management, Green Human Resource Management and Principal Component Analysis Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  174 - Explanation and Validation of Intervening and Background Factors Effective in Developing the Maturity of Green Human Resource Management in First Class Areas of National Iranian Oil Products Distribution Company
  هادی افراسیابی ملیکه بهشتی فر محمد ضیاءالدینی
  AbstractThe purpose of this study was to explain and validate the intervening and background factors effective in creating the green human resources maturity pattern in the first-class areas of the National Oil Products Distribution Company. This research is a descripti More

  AbstractThe purpose of this study was to explain and validate the intervening and background factors effective in creating the green human resources maturity pattern in the first-class areas of the National Oil Products Distribution Company. This research is a descriptive research and is a type of correlational study. After confirming the validity and reliability among the statistical community that the employees with organizational base 14 and above were in the first-class regions of Iran's National Oil Products Distribution Company and the sample size was estimated at 300 people, the data was distributed and analyzed using SPSS and AMOS software. The findings showed that the result of Bartlett's sphericity test was at a significant level (Sig=0.001) and this means that the variables have a high enough correlation to provide a logical basis for exploratory factor analysis. Also, the results of the fit indicators of the measurement model showed that the intervening factors and background questionnaire had favorable conditions and the fit of the structural model indicated that all the components of the intervening and background factors confirmed the fit of the model and finally using the questionnaire The aforementioned measures acceptably the characteristics of the intervening factors and the background of the creation of green human resources surplus in the first-class areas of the Iranian National Petroleum Products Distribution Company. Keywords: Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  175 - Explaining the human resource management model of Iran's administrative system with the focus on agile economic organization
  داود امامزاده غلامرضا معمارزاده طهران ناصر حمیدی جواد محرابی
  AbstractPlaying the role of human resources in the agility of Iranian economic organizations requires an explanation of the pattern and combination of human resource management activities that this study seeks to understand what these dimensions, components and also the More

  AbstractPlaying the role of human resources in the agility of Iranian economic organizations requires an explanation of the pattern and combination of human resource management activities that this study seeks to understand what these dimensions, components and also their composition. This research is from the perspective of developmental goal, and in terms of descriptive and survey method. The statistical population of the present study consists of experts and specialists of the Social Security Organizatio who were selected using random sampling method. 9 dimensions of agility, 5 dimensions and 30 components of human resource management were obtained from reviewing the literature and experts' opinions. The identified components were screened in three steps by Delphi technique. Then, using (BWM) method, the significance coefficient or weight of the components was obtained. From the combination of dimensions and components, the model of human resource management in agile economic organizations of Iran was obtained. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  176 - Recognition and prioritization of outsourcing components in Lorestan Province of Education (With a consecutive mixed approach)
  Parastoo Godarzi Naser Javaherizadeh Hossein Mehrdad
  10.30495/educ.2022.1908895.2525
  The purpose of this study was to identify and prioritize the components of outsourcing in education in Lorestan province. The research method was a consecutive (qualitative-quantitative) mixed approach. The research approach was one of combined type under which in quali More

  The purpose of this study was to identify and prioritize the components of outsourcing in education in Lorestan province. The research method was a consecutive (qualitative-quantitative) mixed approach. The research approach was one of combined type under which in qualitative part theme analysis method and in quantitative part descriptive survey method was applied. The sampling method was simple random in the qualitative stratified part and in the quantitative part in order to create the same conditions for the statistical population to be included in the sample. Statistical society had the number of 152 persons (University professors have authored in the field of outsourcing, staff experts, principals of vocational schools that have outsourced students' skills, and principals of non-governmental schools) and in qualitative part semi- structured interview to theoretically saturation of the dates was continued with 14 Experts (University Professors). Also in quantitative part data collection was done in whole numbers with the help of outsourcing questionnaire and due to the coronavirus epidemic was done virtually (final coefficient of 78%). 38 basic components and 5 structuring components were prioritized after several reviews and analysis of the collected data through interview, inclusive theme, respectively: financial department, education, equipment’s, human resources and internal processes identification based on Friedman test. The result is that outsourcing, while providing the required educational facilities and equipment and providing support and technological needs, has been effective in attracting specialized personnel and creating entrepreneurial fields and can reduce costs in education in Lorestan province. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  177 - The effect of social capital on human resources empowerment of Islamic Azad universities of Mazandaran province to present a model
  seyed zeynolabedin ebrahimin shiyadeh Aliasghar shojaee babak hoseinzadeh
  The purpose of this study was the effect of social capital on human resource empowerment of Islamic Azad universities in Mazandaran province to present a model. The research method was a combination of exploratory mixed research design (qualitative-quantitative). The st More

  The purpose of this study was the effect of social capital on human resource empowerment of Islamic Azad universities in Mazandaran province to present a model. The research method was a combination of exploratory mixed research design (qualitative-quantitative). The statistical population of the research in the qualitative section includes (managers and deputies Islamic Azad University) to agree on the Delphi method, the sample size in the qualitative section, taking into account the law of saturation to 17 people. And in a small part of the statistical population included all faculty members of the Islamic Azad University in 14 academic units of this university in Mazandaran province in 1399. The sample size was determined using Cochran's formula to 305 people. Cluster sampling method was used to select the samples. Library data collection method and measurement tools in the qualitative part of the interview. Semi-structured and in a small part included a researcher-made questionnaire, whose questions were taken from the data obtained from the interview. In order to analyze the data in the qualitative part of the Delphi technique and in the quantitative part of the structural equation modeling method, SPSS and LISREL software have been used. Findings showed that 63% of human resource empowerment in Islamic Azad universities of Mazandaran province to the dimensions of social capital, which includes seven dimensions in terms of trust (5 items), networks (4 items), participation (4 items), relationships ( 4 items), values ​​(3 items), mutual understanding (4 items) and organizational commitment (4 items) are dependent. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  178 - A study of the relationship between some social factors with self-efficacy, job satisfaction, productivity among the employees of Islamic Azad University, Mahabad and Orumie Branches
  soleman erannezhad shouresh ak farhad mohregan
  Human resource is considered as the most important part of every society and organization. It would be difficult to achieve organizational goals without taking into account the employees’ internal motives and desires. The study aims to investigate the relationship More

  Human resource is considered as the most important part of every society and organization. It would be difficult to achieve organizational goals without taking into account the employees’ internal motives and desires. The study aims to investigate the relationship between some social factors and employees’ self-efficacy (each individual’s attitude towards his/her efficacy) at Islamic Azad University, Mahabad and Orumie Branches. Results indicate that gender variable has no significant effect on self-efficacy. Education has an effect on it. There is also a significant relationship between the homogeneousness of employees’ fields of study and their positions, their interest in the positions, salary and benefits, the amount of discrimination, employees’ participation in decision making, their freedom to act, job satisfaction, and organizational productivity Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  179 - Designing and Explaining the Model of Improving the Efficiency of Human Resources Based on the Component of Modern Methods of the Third Millennium
  doustali dehghanchachkami Rashid Zolfaghari Saffron fariba hanifi
  The importance of the human factor in organizations and its unique role in planning, implementing and monitoring organizational affairs in different fields and levels has made it a strategic factor, and that's why today organizations pay more attention to human resource More

  The importance of the human factor in organizations and its unique role in planning, implementing and monitoring organizational affairs in different fields and levels has made it a strategic factor, and that's why today organizations pay more attention to human resources as "human capital" than in the past. This article aims to answer this question, what model can be presented to improve the efficiency of human resources based on the components of the modern practices of the third millennium? In terms of the practical purpose, the method of collecting field information, the descriptive implementation method of the mixed exploratory type, the statistical population in the qualitative part of the experts and in the quantitative part included the employees and experts of the technical and professional university in 2013 was 1800 people. The sample size was determined based on the Krejcie and Morgan table of 317 people by stratified random quantitative sampling method and snowball qualitative sampling method.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  180 - The Effect of Strategic Human Resources Management Models on Empowerment of Employees of Iranian Public Organizations
  Asadolah Karimi shahabi Seywd mehdi Alvani
  The main purpose of this study was to investigate the effect of SHRM models on empowerment of employees Governmental Organizations of Iran. In this regard, after studying the theoretical foundations and research background, the conceptual and operational model of the re More

  The main purpose of this study was to investigate the effect of SHRM models on empowerment of employees Governmental Organizations of Iran. In this regard, after studying the theoretical foundations and research background, the conceptual and operational model of the research was determined. In order to collect data, a questionnaire was arranged in 19 questions. In the setting of questionnaires, the views of a number of academic and organizational experts were used. Cronbach's alpha test was used to measure the validity of the questionnaire. The questionnaire was distributed to a sample of 50 people. The analysis of the data of the questionnaire with Excel software and FVIKOR method showed that the effect of each SHRM models on the empowerment of the employees of governmental organizations of Iran was 51% High- performance management model, 33% High- Commitment management model and 16% High- involvement management model. Also, the results showed that performance management, one of the dimensions of the high-performance management model, has the most impact on empowerment of employees. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  181 - Developing a Tool for Assessing Sustainable Human Resource Management in Iranian Public Administration
  AliReza Jalali Farahani Morteza Mousakhani Seyed Mahdi Alvani Abolfazl Kazemi
  The purpose of this research is to identify and rank sustainable HRM indicators for developing a tool for assessing the sustainability of HRM in Iran's administrative system. Research is applied in terms of purpose, and in terms of collecting data, descriptive-survey. S More

  The purpose of this research is to identify and rank sustainable HRM indicators for developing a tool for assessing the sustainability of HRM in Iran's administrative system. Research is applied in terms of purpose, and in terms of collecting data, descriptive-survey. Statistical population includes experts and specialists in the field of organizational behavior management and HR with managerial background in governmental organizations located in Tehran or with a degree in management of 25 people who were selected through a judiciary (targeted) and snowball method. In the first step, by examining and evaluating the theoretical foundations, 31 factors were identified as indicators of sustainable HRM. Next step, questionnaire was used to collect experts' opinions for implementation in the Fuzzy Delphi technique, with 7indicators lower than the average and were eliminated for the priority determination stage. Subsequently, using a pairwise matrix and in the form of verbal phrases, a checklist questionnaire was developed to determine the weight of the skills and distributed among the experts. The validity of the questionnaire was confirmed using expert opinions. Then, based on the weights obtained by fuzzy AHP method, using the ARAS technique, prioritized the HRM indicators. Based on the results, 5indicators have been taken into account: employees' expectations, the move toward the development of teleworking business, Alignment of human resources policies, policies and infrastructure with the goals of strategic organization sustainability, Localization of HR Recruitment, and expanding the culture and development of environmentally friendly behaviors among employees. The order of the highest priority was achieved. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  182 - Ranking of the functional requirements of the ambidexterity organization in the field of human resources management in Iran's Export Development Bank
  Ahmad Soleimani kalahroudi Mirali Seyednaghavi Maghsoud Amiri Syed Mehdi Alvani
  The purpose of this research is to identify and rank the functional requirements of organizational ambidexterity in the field of human resources management in the Export Development Bank of Iran, which was carried out using a mixed exploratory method. In the qualitative More

  The purpose of this research is to identify and rank the functional requirements of organizational ambidexterity in the field of human resources management in the Export Development Bank of Iran, which was carried out using a mixed exploratory method. In the qualitative step, interviews were conducted with 13 experts and the functional requirements of the organizational ambidexterity were identified in the field of human resource management. The results of the analysis of this step, led to the identification of 104 primary codes, which were categorized into 5 main factors (managemental, organizational, motivational, legal and physical) and 14 sub-factors. Then, hierarchical analysis method was used to rank the calculated indicators. The results show that creating mental preparation in the motivation section has a higher rank, and then under the motivation topic, strengthening the spirit of innovation in employees, reducing government dependence and leaving the job based on the determined methods, in the management dimension at the second and third levels, placed fourth. At the fifth level, choosing the appropriate leadership style, increasing dynamism, eliminating the fixed structure, all of which are part of organizational dimensions. In the following, the aspects of reducing the hierarchy, providing new equipment and facilities, and creating an exploitation space for the forces outside the organization are placed in the sixth, seventh and eighth ranks. Providing rewards for cooperation, removing restrictive laws and revising existing laws in the ninth place, and determining special laws for in the legal sector are ranked tenth, which has the lowest rank. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  183 - Studying the impact of high performance work systems on job satisfaction with focus on mediating role of work engagement
  zahra derakhshan Ahmad Esakhani
  This research has been done with the aim of studying the impact of high performance work systems ( HPWS ) on job satisfaction ( JS ) and work engagement ( WE ) . Data collected from ( 221 ) employees of Qazvin medical university via questionnaire Correlating analysis an More

  This research has been done with the aim of studying the impact of high performance work systems ( HPWS ) on job satisfaction ( JS ) and work engagement ( WE ) . Data collected from ( 221 ) employees of Qazvin medical university via questionnaire Correlating analysis and methods through ( SPSS ) and ( LISRELL ) software showed that there are positive significant relationship between High performance work systems ( HPWS ) dimensions ( training , empowerment , reward ) and also between high performance work system ( HPWS ) and job satisfaction ( JS ) and work engagement ( WE ). Testing hypothesis using structural equation modeling show between high performance work systems ( HPWS ) has a positive impact on job satisfaction ( JS )directly and it has a positive impact on job satisfaction ( JS ) the way work engagement ( WE ) indirectly . Finally, there are suggestions for improve the organization . Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  184 - Impact of Information Technology Training on Human Resource Development
  Ebrahim Rajabpour Mahnosh Soheilinik
  With the advent of information and communication technology and its rapid growth in society, Necessity of IT Training especially in education and government organizations is very important.The Purpose of the Present research was to investigate the role of Information Te More

  With the advent of information and communication technology and its rapid growth in society, Necessity of IT Training especially in education and government organizations is very important.The Purpose of the Present research was to investigate the role of Information Technology training on human resource development in Public Organizations. The method of the research was descriptive- survey. The statistical population was consisted of the staff of government organizations in Bushehr province. By Using of the two-phase method, 150 persons were selected as samples. The required data were collected by using a questionnaire with a Cronbach,s alpha of 0/924 for the component IT training and 0/897 for the component of human resource development. To analyze the data, descriptive and inferential statistics methods by SPSS software was used. The results show that IT training has significant correlation with human resource development (except knowledge dimension). Also, between the Attitude of staff about the impact of IT training and human resource development based on Work experience (except work knowledge) and, by education level (except Occupational Attitudes and behavior) is a significant difference. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  185 - Strategic Human Resource Development, Training Needs Assessment Model
  Mehdi Samimi Ramin Alivand Seyed Ali Hoseini
  چکیده با شناسایی صحیح نیازهای آموزشی کارکنان، سازمانها می‌‌توانند به هدف‌های اصلی و استراتژی خود نائل یابند و از اتلاف هزینه‌ها جلوگیری نمایند. یک الگوی مناسب برای شناسایی نیازهای آموزشی کارکنان در راستای استراتژی‌ها ضروری است. در این مقاله با یک تحقیق توصیفی پیمایشی، More

  چکیده با شناسایی صحیح نیازهای آموزشی کارکنان، سازمانها می‌‌توانند به هدف‌های اصلی و استراتژی خود نائل یابند و از اتلاف هزینه‌ها جلوگیری نمایند. یک الگوی مناسب برای شناسایی نیازهای آموزشی کارکنان در راستای استراتژی‌ها ضروری است. در این مقاله با یک تحقیق توصیفی پیمایشی، ضمن بیان الگوها، روشها و فنون نیازسنجی آموزش و نقش نیازسنجی صحیح آموزش در پیاده‌سازی استراتژی و تحقق اهداف بلند‌مدت سازمانی، با تمرکز بر اقدامات و پروژه‌های استراتژیک قشه‌های استراتژی سازمان تعریف می‌شود، مدلی جهت شناسایی نیازهای آموزشی شامل دانش، مهارت و توانایی‌های لازم برای موفقیت اعضای تیم‌های اجرایی اقدامات و پروژه های مذکور ارائه نماید. نمونه آماری به روش قضاوتی، خبرگان حیطه منابع انسانی صاحب نظر در زمینه استراتژی بودند و برای تحلیل‌های آماری نظرات خبرگان و اثبات فرضیه‌ها از آزمونهایی نظیر علامت و فریدمن استفاده شده است. بعد از حذف نیازهای آموزشی غیر‌موثر مدلی با دسته‌بندی خاص به روش تحلیل عاملی اکتشافی و نظر خبرگان ایجاد گردید و با توجه به فرضیات اثبات شده و نتایج تحقیق، پیشنهاداتی نیز ارائه گردیده است. از جنبه‌های نوآوری تحقیق بکارگیری دو فرض اثبات شده بعنوان متدهای اولویت‌بندی برنامه‌ریزی آموزش کارکنان در قسمت پیشنهادات می‌باشد. با توجه نتایج آماری تحقیق و اثبات فرضیه‌ها می‌توان نتیجه‌گیری نمود که نیازهای آموزشی و همچنین دسته نیازهای آموزشی در مقایسه با یکدیگر دارای اولویت‌های متفاوتی می‌باشند و از این طریق جهت برگزاری آموزشهای سازمانها در اینگونه نیازهای آموزشی، پیشنهاد می شود که سازمانها چنانچه اقدام به برگزاری تفصیلی آموزش‌ها می‌نمایند، در برنامه‌ریزی و اجراء، اولویتهای حاصل شده را مد‌نظر داشته باشند. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  186 - Development and evolution of human resource agility model
  Ali Aali Mohammad Ziaaddini Mostafa Hadavinejad
  The purpose of this study is to develop and transform the manpower agility model with the help of fuzzy meta-analysis and fuzzy dimethyl method. Initially, using meta-analysis method, quantitative studies on human resource agility precedents were extracted and 35 models More

  The purpose of this study is to develop and transform the manpower agility model with the help of fuzzy meta-analysis and fuzzy dimethyl method. Initially, using meta-analysis method, quantitative studies on human resource agility precedents were extracted and 35 models of human resource agility were identified. Then, these antecedents were compiled into 4 categories of macro antecedents, 19 categories of micro-antecedents and 50 components. Human resource antecedents include 23 components, job antecedents 4 components, organizational antecedents 11 components and managerial prerequisites 12 components. Managerial backgrounds oversee human infrastructure development, inhumane infrastructure development, and agility leadership. The comprehensiveness of the components in such a way that it includes all previous researches as well as the use of fuzzy meta-analysis and fuzzy dimtel research method are aspects of its innovation.Finally, using fuzzy dimethyl technique, it was found that the compatibility component is the most important and the passive component is the least important component of this study. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  187 - Designing a human resource management model in voluntary organizations
  Mohammad ali Alimardani Mahdy Mortazavi Abolfazl Kazemi
  10.22094/jdem.2023.1990087.3113
  AbstractToday, human resources are considered as the key factor and development of any organization, in this regard, the importance of human resources management in third sector organizations is of double importance due to its characteristics such as voluntary and non-s More

  AbstractToday, human resources are considered as the key factor and development of any organization, in this regard, the importance of human resources management in third sector organizations is of double importance due to its characteristics such as voluntary and non-selective nature. Therefore, this research has addressed the modeling of human resource management in voluntary organizations and has used the mixed exploratory research method.In the qualitative part, theme analysis is done in NVIVO software, and the statistical community of the research consists of experts from the Imam Relief Committee. In terms of expertise, the size of the expert community was 15 people and the number of samples was determined using the snowball sampling technique of 15 people, and finally 8 dimensions with 29 indicators were identified. Care and maintenance are human resource infrastructure, perceptual and functional results and consequences, internal environment and external environment.In the quantitative part, the statistical community was the experts of the Imam Relief Committee (R.A.), in this regard, 175 questionnaires were collected and the analysis was done with the confirmatory factor analysis method in AMOS software.The obtained results confirm that voluntary organizations also need human resource management systems and processes in accordance with their nature. The results of the quantitative part showed that all dimensions and components of the proposed research model were confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  188 - Explaining the human resource management model of the Iranian administrative system with the focus on agile social organization.
  Davood Emamzade Gholamreza Memarzadeh Naser Hamidi Javad Mehrabi
  The social organizations that have tasks need human resources to achieve the highest level of productivity. In order to playing role human resources in the organization's agility in the Iranian administrative system, it requires to explant a pattern. The purpose of this More

  The social organizations that have tasks need human resources to achieve the highest level of productivity. In order to playing role human resources in the organization's agility in the Iranian administrative system, it requires to explant a pattern. The purpose of this study is a combination of human resource management activities in the Iranian administrative system with the focus on agile social organization. This research of method is descriptive and survey, and in terms of purpose, it is a development. Data were collected by library and field methods. 9 dimensions of agility, 5 dimensions and 30 components of human resource management were obtained by reviewing the literature and research background and expert opinion. The identified components were screened in three stages using the Delphi technique. Then using the best-worst (BWM) method, the importance factor or weight of the components for agile social organizations was obtained. Finally, by combining dimensions and components, the model of human resource management in agile social organizations in Iran was obtained. The highest degree of importance among human resource management dimensions was "absorption", and also among the components was “Selecting based on meritocracy, meritocracy and centralized selection". Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  189 - Designing the optimal model of elite recruitment in Public agencies
  zahra moghimi gholamreza memarzadeh tehran
  Implementing an effective recruitment process is directly related to the performance of the organization. the shortage of talent is the biggest Barrier to growth in the organizations, This study aimed to design the optimal model of elite recruitment in public agencies. More

  Implementing an effective recruitment process is directly related to the performance of the organization. the shortage of talent is the biggest Barrier to growth in the organizations, This study aimed to design the optimal model of elite recruitment in public agencies. Research has a quantitative and qualitative approach. In the qualitative part, a hybrid technique was used to achieve the appropriate model. At this point, after identifying elite categories, concepts, and codes, an initial conceptual model was formed. In the next step, mathematical modeling technique (fuzzy expert system) in MATLAB software was used to achieve the desired combination of dimensions. The results showed that in the ideal combination the coefficient of ssocio-cultural factor is 11%, economic factor is 16%, political-legal factor is 12%, job attractions is 17%, organizational attractions is 10%, cultural attractions is 17% and ideal attractions is 15%. Therefore, enhancing job attractions such as challenging jobs, competing salaries and competencies, job-to-employee fit, outsourcing, job security, utilizing up-to-date technology, and creating opportunities for advancement and promotion can facilitate the recruitment of elites. Concerning cultural attractions, it will also be important to respect the principle of meritocracy in installing, promoting justice, elite respect, and promoting a culture of elitism and central talent in attracting elites to government agencies. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  190 - Inquiring the Factors Affecting Coaching Establishment in Organization with a Qualitative Approach
  Mohammad Rafati Morteza Mousakhani Mohammad Reza Zabihi Mahmoud Ghorbani Hamed Rahmani
  Coaching is a new paradigm in learning and connecting the two words of human capital development and organizational learning that enables individuals to adapt more quickly to environmental change and identify their capacities and abilities and leads to increased organiz More

  Coaching is a new paradigm in learning and connecting the two words of human capital development and organizational learning that enables individuals to adapt more quickly to environmental change and identify their capacities and abilities and leads to increased organizational productivity through the actualization of the potential skills of organization human resources, which are key drivers of the success of any organization.Therefore, the purpose of this research is to inquiring the factors affecting the establishment of coaching in public organizations that have been done by qualitative method and content analysis. The statistical sample in this research consisted of 12 experts that had some published works in the field of coaching and selected by Snowballing sampling method and MAXQDA software is used for data analysis.The results of the research identified two factors of human and organizational resources. The human resources factor consists of two dimensions of coach and coachee and the organizational resources factor consists both structure and content dimensions. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  191 - Provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management
  mehrzad sarfarazi gholamreza memarzadeh tehran seyed mahdi alvani mohammadali afshar kazemi
  Background and Aim:The purpose of this study is to provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management in the Iranian banking industry. Methodology:The present study was an applied research More

  Background and Aim:The purpose of this study is to provide a model of dimensions and components affecting the optimization of the establishment of electronic human resource management in the Iranian banking industry. Methodology:The present study was an applied research, the purpose of exploratory research was the type of quantitative and qualitative data and the field implementation method and questionnaire and interview tools.Delphi fan methods, Delphi fuzzy, fuzzy network process analysis, linear optimization method was used to optimize the establishment of human resource electronic backbone management in the banking industry and was used to analyze the data. And Excel was done.Findings:The findings showed that 30 important components in six dimensions of organizational, environmental (government), process, cultural, technological and individual can be modeled and the component of "government laws" act as the cornerstone of the model and to begin the establishment Optimal human resource management system should be emphasized in the first place.Conclusion: Optimization of the model of electronic human resource management deployment showed that the model in a state of 100% benefit with a combination of individual dimensions of 0.61, process 0.55 and organizational 58 0. and technological 0.62 and cultural 0.71 and environmental-economic is 0.52 which in comparison with the current situation has a gap of 0.11 in the individual dimension, 0.15 in the process dimension, 0.18 in the organizational dimension, 27 0.0 in the technological dimension, 0.26 in the cultural dimension and finally 0.13 in the environmental-economic dimension, which will optimize the establishment of electronic human resource management. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  192 - Presenting the fuzzy cognitive mapping model of human resource motivation system in fourth generation universities
  Fahimeh Babaei Mohammad Ataie mehdi alvani Naser Hamidi
  10.22094/jdem.2023.1971092.2992
  Background: The fourth generation university is based on educational, research, entrepreneurship and software technology, and the impact of this modern generation of universities is unlikely without motivated human resources. Purpose: The purpose of this study was to ex More

  Background: The fourth generation university is based on educational, research, entrepreneurship and software technology, and the impact of this modern generation of universities is unlikely without motivated human resources. Purpose: The purpose of this study was to explain the policy of the country's fourth generation universities towards motivating academic human resources. Methods: This study was based on a mixed qualitative (metasynthesis) and quantitative (FCM) method. In the qualitative stage, 16 concepts have been defined using the theoretical, research and analytical foundations of experts and the analytical model and concepts in Matlab software. The output of the final matrix in the form of high-triangular matrix data for FCM design was entered into Mental Modeler online software and the graphic design model and weights of input, output, degree of centrality and any type of concepts were clarified. Findings: According to the degree of centrality of each concept, professionalization through intelligent specialization as the first factor, excellence based on intra-university transcendence as the second meaningful concept and internationalization through the development of science and technology parks as the third important concept to achieve the optimum policy and use of human resources were introduced in the fourth generation universities of the country. Based on the output of FCM, four scenarios were designed, each of which represented the changes caused by the increase in other components. Conclusion: Professionalization through intelligent specialization is an important priority in the way of motivating human resources of the fourth generation university. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  193 - Explaining the effective factors on Strategic customer - oriented human resource management and the managers' competencies in Iran's banking system .
  Tahereh Marzdashti nasrin jazani Javad Mehrabi
  10.22094/jdem.2023.705869
  There are different approaches to strategic human resource management. One of the latest approaches for businesses in today’s competitive era , is customer orientation alongside raising the competencies of managers. However , human resource management with custome More

  There are different approaches to strategic human resource management. One of the latest approaches for businesses in today’s competitive era , is customer orientation alongside raising the competencies of managers. However , human resource management with customer-oriented approach and raising manager’s competencies has not been given much attention to . Therefore this study has taken place with the goal of designing a strategic customer-oriented human resource model and also raising managers’ competencies in Iran’s banking system. This is an applied research regarding its goal and its using a mixed method which has an exploratory approach. The community of the qualitative sector is university professors in the field of human resource management as well as experts in the state banking system in Keshavarzi Bank and the statistical population .To collect data, the method of library review and interviews with experts and finally distribution of questionnaires has been used .The analysis of findings in the qualitative stage was performed with the thematic analysis approach and Nvivo 12 software, and the results showed that there are 250 sub-themes in 7 main-themes and in the quantitative stage, confirmatory factor analysis and structural equation modeling with LISREL software was performed. The results showed that five main factors including customer-oriented human resource functions and relationship,customer-oriented organizational culture , external factors , customer-oriented strategic resource and customer-oriented human resource results , characteristic individual and interpersonal components are effective in designing a customer-oriented strategic human resource model and raising managers’ competencies . Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  194 - Identifying and Ranking the Components of Human Resource Retention in knowledge-based Organizations based on Shannon Entropy
  Majid Nodeh Farahani Mir Ali Seyed Naghavi Javad Mehrabi
  The purpose of this paper is to identify and rank the components of human resource retention in knowledge-based organizations based on Shannon entropy technique. Applied research method is used and statistical population are 14 experts. The research tool is a researcher More

  The purpose of this paper is to identify and rank the components of human resource retention in knowledge-based organizations based on Shannon entropy technique. Applied research method is used and statistical population are 14 experts. The research tool is a researcher-made questionnaire consisting of 83 components based on theoretical literature, two rounds of Delphi survey and obtaining experts' opinions. Content validity was used to test the validity of the questionnaire. The reliability of the questionnaire was 97.9% using Cronbach's alpha. The results of Shannon entropy technique show that the components of "selecting top managers from among the elite", "smart behavior", "precise recruitment process", "knowledge work", "easy traffic", "creating consensus among the company's knowledge forces in Knowledge-based organizations to transfer experiences", "Persistent and eager to promote individual competencies in line with job responsibilities", "Implement motivational plans to motivate employees", "Establish management stability in knowledge-based organizations" and "Provide Opportunity for group research" are the most important components of human resource maintenance in knowledge-based organizations.With respect to the ranking, it is necessary for the managers to target the retention of human resources in knowledge-based organizations according to the specified priorities & the obtained ranks. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  195 - A comparative study of the skills of the diversification game with the competences of the managers
  mohammad hosein roozbeh Morteza Mousakhani Hamed Rahmani
  In this research, the comparative study of Gamification skills with the competencies of the managers' Assessment Center is discussed. This research is practical in terms of purpose and in terms of method it is a kind of mixed research(qualitative-quantitative). To More

  In this research, the comparative study of Gamification skills with the competencies of the managers' Assessment Center is discussed. This research is practical in terms of purpose and in terms of method it is a kind of mixed research(qualitative-quantitative). To accomplish a comparative study, a component-oriented method was used, in which the competency of Government Managers in 1657363 instructions of Administrative and Employer Organizations was evaluated with the competencies of Lumosity Gamification tools. To collect data, interview tools, and semi-structured questionnaires were used. The statistical population includes 5 experts and evaluators, 10 managers of evaluation centers, and 10 evaluatees. The Delphi method was used to analyze the qualitative data, and the quantitative analyses were accomplished by the Pearson correlation test. The results show that the Lumocity application covers 9 of the 12 competencies identified.The speed of decision making skills, analytical thinking, and team building skills; memory skills, problem solving skills, and analytical thinking; the skill of paying attention to the competencies of convergent thinking, planning and coordination skills, and systematic thinking; problem solving skills, analytical thinking, and problem solving skills; The skill of flexibility including the skills of team building and flexibility and the last skill introduced in the Lumocity application, which is the mathematical skill of problem solving, monitoring and control skills. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  196 - Designing -the hierarchical fuzzy expert system in order to human risk assessment with emphasis on improve productivity
  zahra sofi Mohammad Attai Seyyed Mahdi Alvani Keyvan Shahgoliyan
  According to the importance of human productivity for government organizations and the important role of human risk on productivity, this research aims to design a mathematical model in the field of human risk assessment by emphasis on improve productivity. For this pur More

  According to the importance of human productivity for government organizations and the important role of human risk on productivity, this research aims to design a mathematical model in the field of human risk assessment by emphasis on improve productivity. For this purpose we have used the mixed approach. In the qualitative part the open innovation researchers were interviwed. . Qualitative data were analyzed by theme analyze.The results of this part led to identifying dimentions, components, and indicators of human risks and the designing of qualitative model. Then according to the theme analyze, quantitative questionnaire were developed. Quantitative data were prepared and distributed to 353 employees of west and east Azarbayjans Tax and Finance office. The analyze of quantitative data and the quantitative model was developed by hierarchical fuzzy expert system. The results show that dimentions and components of human risk has negative effects on human productivity and can weak the organization. . So recognizing types of human risk and finding the ways of decreasing them can improve human productivity and action of organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  197 - Exploitation of HR Strategies in QIAU Base on SRP
  Morteza Musakhani Nahid Mojarrad
  Given the importance of manpower to organizations and the role played by it in growth and realization of goals of them, addressing this issue is among the concerns of today managers and in this respect, universities are of more importance as centers of training speciali More

  Given the importance of manpower to organizations and the role played by it in growth and realization of goals of them, addressing this issue is among the concerns of today managers and in this respect, universities are of more importance as centers of training specialist and competent manpower. The aim of conducting this research is to identify human resource strategies in Islamic Azad University of Qazvin on the basis of strategic reference points approach .The present study is practical with respect to it` s aim and is a survey one from methodological view point. In order to collect data, questionnaires were used and for selecting sample, stratified random sampling method was used. Statistical methods used for data analysis were mean test and t- test. According to strategic reference point approach, the jobs were classified and they were divided in to two groups of faculty members (official/guest) and non-faculty staff. The latter in turn was divided in to two groups of academic staff and financial-clerical one. After performing analyses, the strategies appropriate to these jobs were indicated. For faculty members, contractor strategy and for non-faculty staff (academic and financial-clerical staff) contractor strategy with a trend towards secondary strategy were selected as superior strategies. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  198 - The Relationship between Organizational Citizenship Behavior and Human Resource Productivity (Case Study)
  Mohammad Ataei Alireza Alinezhad Neda Rahmany
  In this research the relationship between organizational citizenship behavior and human resource productivity in Islamic Azad University of Qazvin has been investigated. This research is a type of descriptive research which has been done by the base of correlation. In t More

  In this research the relationship between organizational citizenship behavior and human resource productivity in Islamic Azad University of Qazvin has been investigated. This research is a type of descriptive research which has been done by the base of correlation. In terms of goal, it is a practical research. Survey method has been used to collect the data. Statistical population is the personnel of Islamic Azad University of Qazvin. Bienstock's and his colleague's questionnaire has been used to evaluate the variables of organizational citizenship behavior which includes: loyalty behaviors, obedience behaviors and participation behaviors. A questionnaire has been made by researcher to evaluate the variables of human resource productivity. After determining the sample size the questionnaires have been sorted randomly and 183 questionnaires were distributed and collected. SPSS software has been used for statistical computing and data analyses have been done by Spearman and Regression Correlation methods. The results show that there is a significant and direct relationship between organizational citizenship behavior and human resource productivity. The correlation rate has been obtained 0.683. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  199 - The Study of Relationship between Strategic Human Resource Management and Companies' Performance
  Seyed Ali akbar Afjeh Mohammad Esmaeilzadeh
  The purpose of this paper is to examine the relationship between Strategic Human Resource Management and Companies' Performance. To this end, a descriptive (survey) method was adopted in order to probe the relationship between type of method used in Strategic Human Reso More

  The purpose of this paper is to examine the relationship between Strategic Human Resource Management and Companies' Performance. To this end, a descriptive (survey) method was adopted in order to probe the relationship between type of method used in Strategic Human Resource Management and Companies' Performance. More specifically, hang and Chang’s Questionnaires were used in order to study application of Strategic Human Resource Management and Companies' Performance. The participants were selected from among a group of fifty industrial and commercial super companies quoted by Industrial Management Organization. To analyze the data, descriptive and inferential statistics were employed using SPSS Software, version 13. The findings show that: 1-There is a significant relationship between policies of human resources for job compensation and companies' performance. 2-There is a significant relationship between policies of human resources for training human resources development and companies' performance. 3-There is a meaningless relationship between policies of human resources for effective Communication Employee (publication of information) and companies' performance. 4-There is a meaningless relationship between policies of human resources for Equal Opportunity (non-discrimination) and companies' performance. 5-There is a significant relationship between policies of human resources for management development & improvement and companies' performance. 6-There is a meaningless relationship between policies of human resources for Flexible Working Schedule and companies' performance. 7-There is a significant relationship between policies of human resources for staffing and companies' performance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  200 - Criteria to Identify Attract and Retain Human Resources and Provide Appropriate Solutions (Case Study: Staff of Tehran University Campus Faculties)
  Syyad Mohammad Mirkamali Mojtaba Hajkhozeymh Salahodin Ebrahimi
  The aim of this study is to identify criteria absorb and retain the human resources focuses on technical campus staff of Tehran University. To achieve this goal of case study research method used anatomical mixed. Research population consisted of 356 employees of the te More

  The aim of this study is to identify criteria absorb and retain the human resources focuses on technical campus staff of Tehran University. To achieve this goal of case study research method used anatomical mixed. Research population consisted of 356 employees of the technical campus of Tehran University in which a quantitative section using stratified sampling, 185 of them in quality by using purposive sampling snowball 10 people attended. The data quantitative questionnaire (2012), which was Cronbach's alpha coefficient of 0.89 and semi-structured interviews were qualitative. In order to analyze quantitative data one-sample t-test and qualitative inductive content analysis was based on open coding. The results showed that: 1) Criteria attract and retain the human resources staff of the below average and average is hypothetical. 2) Criteria that attract and retain the human resources that are considered include the three criteria are: Competence and personal abilities, Matters of faith, morals and religion and having special privileges. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  201 - Analysis of Impact of Human Resource Management’s Practices Over Employee’s Retention
  Ali Shirazi Seyyedeh Mansoureh Hosseini Robat
  Empowerment human resource is as an important and fundamental source for organizations and to achieve pre-determined goals, organization need and efficient human resource. Although management cannot always prevent meritorious employees turnover, but with implementation More

  Empowerment human resource is as an important and fundamental source for organizations and to achieve pre-determined goals, organization need and efficient human resource. Although management cannot always prevent meritorious employees turnover, but with implementation of some policies and effective Practices toward human resource management can reduce this  event. In the current research, effects of human resource management’s reactions have been studied with job satisfaction and organizational commitment as mediators. Research hypotheses test was done in two steps for modeling according to partial least squares method by the use of PLS computer application for 72 employees of Toosab Engineering Corporation through random sampling; question distribution was used. Research validity through content validity and its reliability was ratified through Cronbach’s Alpha coefficient. Results show that reactions of human resource management through organizational commitment affect employee’s retention; job satisfaction role was not ratified. In each studied factor reactions, recruitment, training, and performance appraisal except compensation has meaningful effect on employee’s retention through organizational commitment and job satisfaction.    Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  202 - The Effect of Employing Official Automation on Human Resource Productivity
  Asghar Sarafizadeh Samaneh Alipour
  This article discusses that official automation is one of the important tools to reach useful ways to save time and for the optimum utilization of available resource in an organization. This article aims to identify the effect of employing official automation on the pro More

  This article discusses that official automation is one of the important tools to reach useful ways to save time and for the optimum utilization of available resource in an organization. This article aims to identify the effect of employing official automation on the productivity of human resources. Using the analyses carried out on collected data, it was concluded that official automation is effective in increasing productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  203 - Designing a Process Model Achieving Human Resource Management With High Commitment in Government Organizations
  Ahmad kalhor Gholamreza Memarzadehtehran Mahmood Modiri
  The purpose of this study is to provide a suitable model for the achievement of Iranian government agencies to high-level human resources management, taking into account their specific characteristics, which will increase the commitment of employees to the organization More

  The purpose of this study is to provide a suitable model for the achievement of Iranian government agencies to high-level human resources management, taking into account their specific characteristics, which will increase the commitment of employees to the organization and increase the efficiency and effectiveness of economic development and development. Most human resources are organized. In terms of purpose, research is applied and is descriptive-analytic in terms of collecting information. The research community of the expert group includes professors and managers of human resources management of Iranian governmental agencies. Data were collected using Likert scale five-point questionnaire and paired comparisons, which confirmed its validity and reliability. The model was designed with expert opinion in a fuzzy Delphi method. Fuzzy multi-criteria decision-making methods were used to analyze the data. Using fuzzy DMD method to determine the effectiveness and effectiveness of the research, it was shown that among the main criteria, "education" is the most influential factor in increasing the organization's commitment and commitment and "promoting social responsibility culture" among the main criteria. Which should be improved. Fuzzy network analysis and analysis process was used to determine the significance of HRM actions affecting high commitment, and its solution showed that "public interest" is of paramount importance in the high commitment. Finally, the findings of the ranking of high-profile features using gray-correlation analysis showed that "high organizational commitment" has the highest rank among the characteristics of commitment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  204 - The Impact of Computer Utilization on Human Resource Productivity in Industrial
  Keyvan Shahgholian
  In order to obtain an optimum economical system in our country, there is a call to choose the shortest and fastest path for achieving the goal. The system can only achieve this goal, when it could obtain the best and maximum outputs by spending the least inputs. Hence, More

  In order to obtain an optimum economical system in our country, there is a call to choose the shortest and fastest path for achieving the goal. The system can only achieve this goal, when it could obtain the best and maximum outputs by spending the least inputs. Hence, there is only one way ahead, which is the way of productivity. Among different areas of productivities, human resource productivity plays one of the most significant roles in the whole system productivity because the human resource is the provider of the capital. Hence, the lack of human resources reflects itself as capital demand and economical dependency. The present paper, based on the investigation carried out on the country industry and by considering the impact of computer on the level of human resource productivity in the administrative section, has been attempted to determine the drawbacks of the system. In order to successfully determine the drawbacks, the parameters such as the conditions of securing a job vacancy regarding to the level of computer literacy of the personnel, the speed of fulfilling a task using computers and the condition of the job, the security of computer utilization, the level of output yield from investing in computer utilization and the level of satisfaction from computer utilization, has been taken into account. The mentioned parameters have been ranked according to their maladjustment with computer utilization, from personnel and managers point of view. Consequently, in order to remove these drawbacks and increase human resource productivity, some solutions are presented. For conducting this research, several automobile industries as the investigating cases have been chosen randomly. The final analysis by information collection and data statistical surveys has been carried out and then the outcomes are presented. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  205 - Exploring the Relationship Between the Use of Information Technology By Staff Or Their Productivity: The Case of Qazvin Islamic Azad University
  Mohammad Naghi Imani Asghar Sharifi Fatemeh Vafamanesh
  This study examined the impact of IT on productivity of human resources in Qazvin Islamic Azad University. Given the applied nature of the study, a correlational design was adopted. Instrumentation included questionnaires and interviews. The sample included 169 staff an More

  This study examined the impact of IT on productivity of human resources in Qazvin Islamic Azad University. Given the applied nature of the study, a correlational design was adopted. Instrumentation included questionnaires and interviews. The sample included 169 staff and managers of Qazvin Islamic Azad University. Data analysis comprised descriptive statistics and inferential statistics using SPSS software.  The findings confirmed the relationship between productivity of the staff in terms of the eight variables considered in this study and their degree of using IT. The results promise direct implications and suggestions for increasing productivity of human resources with regard to variables discussed in Qazvin Islamic Azad University. Finally, suggestions for future research are presented. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  206 - The impact of human resource strategies to gain competitive advantage with the mediating role of organizational agility
  Ghanbar Amirnejad Zhale Azhdari
  One of the most important factors that lead to access competitive advantage is organizational agility. Capability and flexibility of human resources plays an important role in the organizational success, in agile organizations that experiences Continuous environmental c More

  One of the most important factors that lead to access competitive advantage is organizational agility. Capability and flexibility of human resources plays an important role in the organizational success, in agile organizations that experiences Continuous environmental changes. Human resource strategy with determination, implementation of plans and programs, develop Human Resource competence for responding the future needs of internal and external environment and access the organizational success. Hence, the aim of this research is develop a model to gain competitive advantage as well to create organizational agility capabilities as a tool to cope with continuous and unpredictable changes with a special emphasis on the human resources. In fact, our suggest is to use effective human resource strategies for training and creating agile human resources to access desired organizational results. This study is a Applied-descriptive research and been done in Islamic Azad University of Shoushtar. The study population is consisting of 200 masters and 40 managers that were selected 132 masters and 36 managers as sample with using stratified sampling method. In order to the hypothesis test, we used structural equation modeling. Data from the questionnaires got analyze with SPSS and LISREL statistical software. The results showed human resources strategy has a significant positive impact on the competitive advantages with the mediation of organizational agility. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  207 - The Causal Structure Model of Human Resources Productivity, Job Satisfaction, Organizational Citizenship Behavior and Organizational Commitment in Water and Wastewater Industry (Case Study: Alborz Province
  Ali Badizadeh Gholam Reza Rezaifar
  Empowered human resource in any organization is an effective factor for success of organization. Human resource productivity as a key factor is proposed. The Aim of this study is to make causal model for human resource productivity, job satisfaction, organizational citi More

  Empowered human resource in any organization is an effective factor for success of organization. Human resource productivity as a key factor is proposed. The Aim of this study is to make causal model for human resource productivity, job satisfaction, organizational citizenship behavior and organizational commitment. Standard questionnaire as research tool and statistical population of study was official and contract employees of Alborz Province water and Wastewater Company. Partial Least square method is used for modeling. Findings show that there is significant and positive relation between human resource productivity with job satisfaction, organizational citizenship behavior and organizational commitment .Also, there are significant and positive relation between organizational commitment with job satisfaction and organizational citizenship behavior .Finally, there is significant and positive relation between job satisfaction and organizational citizenship behavior. Further research advices have been proposed at the end. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  208 - Using different learning algorithms in the stock price prediction by using neural networks
  Reza Kiyani Mavi Kamran Sayadi Nik
  Stock price prediction is a very important financial topic, and is considered a challenging task and worthy of the considerableattention received from both researchers and practitioners. Stock price series have properties of high volatility, complexity,dynamics and turb More

  Stock price prediction is a very important financial topic, and is considered a challenging task and worthy of the considerableattention received from both researchers and practitioners. Stock price series have properties of high volatility, complexity,dynamics and turbulence, thus the implicit relationship between the stock price and predictors is quite dynamic. Hence, it isdifficult to tackle the stock price prediction problems effectively by using only single soft computing technique.In this research, in the first step, the possibility of predicting stock price of National Iranian Copper Industries Company wasstudied. Then, for predicting of stock price after one day neural ¬network of MLP by learning algorithm of Levenberg-Marquardt were used. Then optimize structure of neural network was trained with the standard BP algorithm, the learningrate is 3/0 has the best performance. And for this learning rate, sensitive of standard BP algorithm was calculated to minimizelocal. At the end, standard BP algorithm with momentum is used. The results showed that predicting by standards BPalgorithm with momentum is better than the standard BP algorithm. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  209 - Using different learning algorithms in the stock price prediction by using neural networks
  Ahmad Esa Khani Akbar Hassan pour Sima Naghde froshha
  Stock price prediction is a very important financial topic, and is considered a challenging task and worthy of the considerableattention received from both researchers and practitioners. Stock price series have properties of high volatility, complexity,dynamics and turb More

  Stock price prediction is a very important financial topic, and is considered a challenging task and worthy of the considerableattention received from both researchers and practitioners. Stock price series have properties of high volatility, complexity,dynamics and turbulence, thus the implicit relationship between the stock price and predictors is quite dynamic. Hence, it isdifficult to tackle the stock price prediction problems effectively by using only single soft computing technique.In this research, in the first step, the possibility of predicting stock price of National Iranian Copper Industries Company wasstudied. Then, for predicting of stock price after one day neural ¬network of MLP by learning algorithm of Levenberg-Marquardt were used. Then optimize structure of neural network was trained with the standard BP algorithm, the learningrate is 3/0 has the best performance. And for this learning rate, sensitive of standard BP algorithm was calculated to minimizelocal. At the end, standard BP algorithm with momentum is used. The results showed that predicting by standards BPalgorithm with momentum is better than the standard BP algorithm. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  210 - Survey on Alignment of Competitive Intelligence and Personnel’s Performance in Human Resources Development Planning
  Ahmad Ali Yazdanpanah Nasim Piralaie
    The Aim of this research is survey the alignment of competitive intelligence and personnel’s performance in the pharmaceutical industry in Iran. Because of extensive population, determining the required sample size, would be difficult. Therefore, by the ass More

    The Aim of this research is survey the alignment of competitive intelligence and personnel’s performance in the pharmaceutical industry in Iran. Because of extensive population, determining the required sample size, would be difficult. Therefore, by the assumption of indefinite population, Morgan sampling methods were used. 108 people were selected as statistical sample in KISH tropical pharmaceutical company. In this study, it has been used of descriptive survey method. To gather competitive intelligence information, a questionnaire was pontificated based on the literature review Elements and then, the validity and reliability were measured. The reliability of study was over %70. In this survey, descriptive statistic was used for classification and interpretation of data and to testing the assumptions, it used of Pearson Correlation Test. The results of statistical analysis show the relevance intensity between competitive intelligence and its dimensions and personnel’s performances. This result affect on the strategy as moderator variable in the research. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  211 - The relationship between organizational intelligence and Human resource productivity of employees in Islamic Azad University, Ardabil Branch
  khadijeh azar
  The study was aimed at investigating the relationship between organizational intelligence and productivity of employees of Islamic Azad University of Ardebil. The research has been done in a descriptive-correlation method which used as a field method. The population wer More

  The study was aimed at investigating the relationship between organizational intelligence and productivity of employees of Islamic Azad University of Ardebil. The research has been done in a descriptive-correlation method which used as a field method. The population were all personnel of the university (400 people) and a sample of 200 people were selected according to the Kerjesi and Morgan Table by means of a classified random sampling method. Two standard questionnairs organizational intelligence of Albresht and productivity of Hersi and Good Smith were used to collect data with the reliabilities of 0/90 and 0/91 calculated by Cronbach Alpha. The results of data analysis by SPSS software indicated that there is a positive and meaningful relationship between all aspects of organizational intelligence and productivity. Furthermore, the regression analysis indicated that among the elements of organizational intelligence, tendency to change, strategic insight and knowledge are able to anticipate productivity. According to these results, paying attention to all components of organizational intelligence plays an important role in improving the level of employees' productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  212 - Pathology of Human Resources Management in Mazandaran University of Medical Sciences On the basis three ramifications model
  Hoshang Amiri Hoshang Amiri Ramin Ghadiri
  Given the role and importance of the headquarters staff in Mazandaran University of Medical Sciences and Health Services, the goals of education, health care, universities should be looking for ways to promote and develop human resources. The first step in this directio More

  Given the role and importance of the headquarters staff in Mazandaran University of Medical Sciences and Health Services, the goals of education, health care, universities should be looking for ways to promote and develop human resources. The first step in this direction through the process of awareness of the human resources situation is pathological. This study, to investigate and pathology of human resources management at the headquarters of Mazandaran University of Medical Sciences and Health Services based Three ramifications model done. The aim of this study applied the method is descriptive. The population consisted of all Human Resources Management staff experts Mazandaran University of Medical Sciences, 78 people had formed. The total population for the census were limited.To collect data the researcher made questionnaire with 40 questions in three dimensions (structural factors, behavioral factors and environmental factors) is used. The validity of the tool, which was approved by experts and its reliability by using Cronbach's alpha coefficient 89/0 = α is obtained . To analyze the data descriptive statistics in frequency tables, charts, mean, median, mode, standard deviation and inferential statistics department Kolmogorov-Smirnov test to evaluate the normal distribution of data and To investigate the hypothesis of one-sample t-test was used factor analysis. The results showed that behavioral factors, structural and environmental damage, human resources management have a significant role. The role of behavioral factors and environmental factors have the manpower is minimal role in trauma management. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  213 - Training Transfer at University of Ferdosi in Mashhad: Identifying Factors Related to Trainees Characteristics and Training Process
  Hamideh Lotfi Mohammad Reza Ahanchian Mortaza Karami
  The purpose of the study is to identify factors related to two categories of "trainee's characteristics" and "training process", affecting training transfer in organizations. The data was gathered using qualitative research and case study. The research field was Ferdows More

  The purpose of the study is to identify factors related to two categories of "trainee's characteristics" and "training process", affecting training transfer in organizations. The data was gathered using qualitative research and case study. The research field was Ferdowsi University of Mashhad in 2014. The research sample included 34 participants comprising 13 managers, 12 faculty members and 9 employees. The research instrument was a semi-structured interview. The results showed that factors affecting training transfer with regard to trainees characteristics were eight factors of individual capabilities, continuity of knowledge, practical background, functional leverages, job knowledge, behavioral motives, perceived capability and a sense of need, and regarding training process, seven factors of training needs analysis, training materials and resources, the role of the trainee, desired training output and training policy, time of classes, and continuity of learning experiences. Considering these factors could help organizations to achieve the goal of "Training Transfer" or "Transfer of Learned materials into the workplace" that is the perennial concern of managers and main factor to assess the effectiveness of training Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  214 - A Human Resources Development Model for Small and Medium Enterprises (SMEs) via the Three-Branch Management Model Approach
  Houshang Mobarakabadi Vahid Nasehifar Maghsoud Amiri
  10.30495/qjopm.2019.668704
  Owing to the key role small and medium enterprises play in achieving social and economic goals, it has become gradually more vital to scrutinize their performance. Human resource development via expanding organizational and employees’ capabilities guarantee surviv More

  Owing to the key role small and medium enterprises play in achieving social and economic goals, it has become gradually more vital to scrutinize their performance. Human resource development via expanding organizational and employees’ capabilities guarantee survival and functional improvement of such companies. This descriptive mixed-method research was thus undertaken to identify the dimensions, components and indicators of human resources development in SMEs and explicate the factors affecting it based on the three-dimensional management model. The research sample in the qualitative phase comprised a panel of 25 professors and experts from different universities and industries selected via snowball sampling procedure. In the quantitative phase, the research population comprised all manufacturing organizations and companies with 10-99 employees and operating under the name of SMEs. Using a two-step purposeful cluster sampling based on geographical distribution and the company’s orientation, nine provinces and two randomly selected cities in each province were chosen to form the cluster sample of 384 workshops. The research data were collected via interviews with experts that were analyzed using the Delphi technique to form the 50-item questionnaire which was employed in the quantitative phase. The research data were further analyzed using Mic Mac Software to locate the identified variables and exploratory analysis was conducted to define the components that were effective on human resources.     Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  215 - Exploration of Human Resource Development in Research Institute of Petroleum Industry: The Fuzzy Dematel Technique
  ebrahim rajabpour Jahanshah Chartab Moghadam Mehdi Afkhami Ardakani Mehdi Hashemi
  10.30495/qjopm.2020.1869453.2479
  This qualitative, applied and descriptive study was undertaken at the Research Institute of Petroleum Industry to identify critical factors affecting human resource development and to offer a model by applying Fuzzy Dematel technique. Initially, through extensive review More

  This qualitative, applied and descriptive study was undertaken at the Research Institute of Petroleum Industry to identify critical factors affecting human resource development and to offer a model by applying Fuzzy Dematel technique. Initially, through extensive review of existing literature on human resource development and interview with a purposeful sample of 13 experts in the field of petroleum industry research, 24 influenceing factors were identified on human resource development. Next, a researcher-made questionnaire was developed, as the data collection instrument, comprising seven of the most recurring factors. The content validity of the questionnaire was confirmed by the experts at the organization and university professors. An internal consistency correlation coefficient of 0.87 was found suggesting that the reliability of the device was acceptably high. The results of the statistical analyses indicated that, among the identified human resource development factors, Training and Organizational Structure were the main barriers to the development of human resources while Leadership Style, Organizational Culture, Strategy and Knowledge Management were effective factors to overcome the obstacles in the way of human resource development. Technology was also found as an independent variable influencing the human resources development in Research Institute of Petroleum Industry. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  216 - The Effect of Immaculate leadership on Human Resource Productivity: The Role of Social Capital
  Mohammad Hakkak Masoome Momenimofrad abdollah saedi
  10.30495/qjopm.2020.1876890.2596
  The purpose of the current descriptive and applied survey was to examine the effect of immaculate leadership on human resource productivity with regard to the mediating role of social capital. The research population included Knowledge-Based Companies in Khorramabad out More

  The purpose of the current descriptive and applied survey was to examine the effect of immaculate leadership on human resource productivity with regard to the mediating role of social capital. The research population included Knowledge-Based Companies in Khorramabad out of which an available sample of 197 employees were selected using Kukran formula. The research data were collected using a standardized questionnaire the content validity and reliability of which had initially been confirmed through expert views and Cronbach's alpha. The gleaned research data were analyzed using Structural Equation Modeling with AMOS and SPSS software. The findings verified the positive and significant effect of immaculate leadership on social capital at confidence level of 0.95 and the significant increase it made in human resource productivity in Knowledge-Based companies. In addition, the analysis of indirect paths confirmed the significant role of social capital in moderating the effect of immaculate leadership on human resource productivity enhancement. The findings underscore the facilitative role of leadership skills like communication and motivation promoting skills in not only formation of communication networks among employees but also increasing profits and human resources through enhanced individual trust and reliability. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  217 - Enhancing Telecommuting Productivity in Public Organizations via Identification and Ranking Human Resource Challenges
  Mehdi Kheirandish Nasser Asgari
  10.30495/qjopm.2020.572855.2150
  An inevitable consequence of the information era is the rise in the number of various virtual organizations such as telecommuting which can be productive if a number of conditions are met. The current exploratory applied survey aimed to identify and rank order challenge More

  An inevitable consequence of the information era is the rise in the number of various virtual organizations such as telecommuting which can be productive if a number of conditions are met. The current exploratory applied survey aimed to identify and rank order challenges in human resources which are among prerequisite conditions determining the extent of productivity and efficiency of telecommuting. The research data were collected employing a researcher-made questionnaire that was developed based on an extensive literature review to tap human resource challenges. The questionnaire was administered to the cluster sample comprising 144 managers and experts who had been selected randomly from a population of 230 at the challenge identification stage. In the ranking stage, a purposeful sample of 10 experts was selected to rank order the challenges. The data were further analyzed through Exploratory Factor Analysis, Principal Components Analysis and Analytic Hierarchy Process. The findings indicated that challenges relevant to occupation-related factors, personality traits, career quality, individualistic attitudes, professional qualifications and personal characteristics were respectively considered as the most important human resources challenges of telecommuters. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  218 - Investigating the Factors Affecting Strategic Green Human Resource Management in the Dairy Industry
  Alireza Mikaeeli Abbasali Rastgar Davood Feiz Hossein Damghanian
  10.30495/qjopm.2021.1937552.3208
  This research seeks to investigate the factors affecting strategic green human resource management in manufacturing dairy products. The statistical population included 413 senior executives of 59 manufacturers of dairy products who were members of the Iranian Dairy Indu More

  This research seeks to investigate the factors affecting strategic green human resource management in manufacturing dairy products. The statistical population included 413 senior executives of 59 manufacturers of dairy products who were members of the Iranian Dairy Industry Association in 1399. To estimate the sample size, a stratified random sampling method and the Cochran formula were employed. The sample included 212 people. The data collection instruments included a structured green human resource management questionnaire based on Jabor (2010) and both in-person and phone interviews. The data were analyzed using SPSS software version 23 at two descriptive and inferential levels. In the inferential level, Kolmogorov-Smirnov tests, Pearson correlation, regression analysis and Friedman were used.The findings show that internal factors (82.7%) are more effective than environmental factors (79.8%) on green human resource management in the dairy industry. Also, it was found that the strategies for improvement and maintenance and maintenance of attraction and output strategies are effective in the management of green human resources in the dairy industry. Additionally, there was a significant and positive correlation between the four internal factors (technical, organizational, cultural and market) and human resource strategies in the dairy industry. The most important factor affecting the management of green human resources in the dairy industry was found to be organizational factors. The findings of the present study can function as a practical guide to fulfill strategic green human resource management in the dairy industry for senior executives in this industry. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  219 - The Relationship among Job Rotation, Musculoskeletal Disorders and Human Resource Productivity: The Case of Iran Carton Company
  fatemeh hosseinverdi mahmood doroodian
  10.30495/qjopm.2020.567876.2087
  The current empirical enquiry aimed to investigate the relationship among job rotation, musculoskeletal disorders and human resource productivity in Iran Carton Manufacturing Company and to detect any significant and interaction effect among the constructs. To this end, More

  The current empirical enquiry aimed to investigate the relationship among job rotation, musculoskeletal disorders and human resource productivity in Iran Carton Manufacturing Company and to detect any significant and interaction effect among the constructs. To this end, a sample of 116 laborers at Iran Carton Company was randomly selected to take part in the study. The research data collected from the sample were analyzed via ANOVA, Independent Samples T-test and Paired Samples T-test. The results revealed significant differences in the human resource productivity of the participants with and without job rotation practice. Similarly, significant differences were observed in risk levels of musculoskeletal disorders before and after job rotation. However, the difference in human productivity of laborers with varying risk levels of musculoskeletal disorders did not reach significance level. Moreover, the results indicated that risk level of musculoskeletal disorders did not mediate the relationship between job rotation practice and human resource productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  220 - The Relationship between Intellectual Capital and Human Resource Productivity: A Meta-Analysis Study
  Forouzan Safari Ojgaz Hassan Rangriz
  10.30495/qjopm.2020.1864565.2401
  This applied qualitative meta-analysis study explored the relationship between intellectual capital and human resource productivity. The research population comprised 50 dissertations, thesis and articles out of which a sample of 13 was purposefully selected to be analy More

  This applied qualitative meta-analysis study explored the relationship between intellectual capital and human resource productivity. The research population comprised 50 dissertations, thesis and articles out of which a sample of 13 was purposefully selected to be analyzed. Expert consensus was employed to verify the identification reliability of the selection, categorization of the research data and the reliability of the coding system used. The significance and effect size reliability was checked via expert agreement of two meta-analyzers on effect size calculation. The results of the met-analysis revealed that intellectual capital was correlated with human resource productivity as a moderator variable. It was also found that among the 26 effect size figures calculated, 15 were high (< 0.5), four were low (from 0.1 to 0.3) and 7 were medium (from 0.3 to 0.5). Also, the results indicated that structural and human dimensions had respectively the greatest effect size with regard to their relationship with human resource productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  221 - A Model of Human Resource Improvement with a Transformational Leadership Approach in Education Organization of Tehran Province
  Behnam Gheysari Mojtaba Moazzami Abd alreza Sobhani
  10.30495/qjopm.2020.1904904.2901
  The current study aimed at presenting a model of human resource improvement with a transformational leadership approach in the education organization of Tehran Province. It was a descriptive study. The statistical population of this study consisted of the principals and More

  The current study aimed at presenting a model of human resource improvement with a transformational leadership approach in the education organization of Tehran Province. It was a descriptive study. The statistical population of this study consisted of the principals and deputies of the education organization in Tehran Province. The sample size was 320 people who were selected through simple random sampling. The data were collected by a human resource improvement with a transformational leadership approach questionnaire, which was developed during a qualitative study. The reliability of the instrument was calculated through Cronbach's alpha (r = .87). The data analysis, using confirmatory factor analysis method and structural equation model, revealed that the proposed model has a good fit. As a result, relying on the components of the model, the characteristics of transformational leadership can provide the basis for improving human resources in organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  222 - Designing a Model of Human Resource Supply Chain in Nuclear Industry
  Maryam Zarandi Hamed Dehghanan Saeed Sehat Seyed Mojtaba Mahmudzadeh
  10.30495/qjopm.2020.1872816.2531
  The purpose of the present study was to design a model of  human resource supply chain in  nuclear industry using simultaneous mixed method design (three-sided). To this end, initially, the researchers reviewed the pertinent theoretical literature in the field More

  The purpose of the present study was to design a model of  human resource supply chain in  nuclear industry using simultaneous mixed method design (three-sided). To this end, initially, the researchers reviewed the pertinent theoretical literature in the field of human resource provision and human resource planning and identified 213 preliminary themes. In the next step, by categorizing the codes and through three stages of open, axial and selective coding using Max QDA software, it was revealed that there were six main themes in the human resource supply chain model, including: organizational needs analysis, human resource planning, hiring and selecting human resources, improving human resources, performance evalualuation and maintaining human resources. Then, using the Fuzzy Delphi method and forming a panel of 15 experts in two rounds, the final components in the two occupations of this industry were identified and it was concluded that the pattern of human resource supply chain in the nuclear industry is different between these two occupations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  223 - Identification of Factors and Components Affecting Performance Management System at Governmental Organizations
  hossein mansoori
  10.30495/qjopm.2020.579476.2276
  The present positivist applied study sought to identify the factors and components affecting the performance management system at governmental organizations at two stages. Initially, the factors and components affecting organizational performance management were identif More

  The present positivist applied study sought to identify the factors and components affecting the performance management system at governmental organizations at two stages. Initially, the factors and components affecting organizational performance management were identified based on views of 21 administrative system and university experts that were analyzed through the Delphi technique in three rounds. The results of Delphi analysis revealed 29 factors which were further classified via exploratory factor analysis into five major groups of factors within a questionnaire that could explains 79.5% of the total variance. The construct and content validity of the researcher-made questionnaire was then verified via factor analysis and its reliability was estimated through Cronbach's alpha, indicating a coefficient of 0.846. In the second phase, the validated questionnaire was employed to collect the research data from a sample of 108 governmental organizations selected randomly based on Morgan and Krejci Table. The gleaned research data were subsequently analyzed through SPSS and Amos software and employing confirmatory factor analysis, fitness indexes, assumptions, analysis of variance and Bonferron's post hoc test. The results indicated that five general factors impacting effective performance management of governmental organizations included human resources, customer service, leadership, organizational transformation, and culture and values, respectively. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  224 - Causal Relationships among Sustainable Human Resource Management Antecedents via Structural-Interpretive Modeling
  sayad nadimidarab mohammadreza mardani gholamreza memarzadeh tehran Naser Hamidi
  10.30495/qjopm.2020.1895058.2800
  The purpose of the current applied descriptive enquiry was to examine the causal relationships among sustainable human resource management (HRM) antecedents using structural-interpretive modeling. The research population consisted of staff at the Ministry of Health and More

  The purpose of the current applied descriptive enquiry was to examine the causal relationships among sustainable human resource management (HRM) antecedents using structural-interpretive modeling. The research population consisted of staff at the Ministry of Health and Medical Education as well as the experts in the field. Two questionnaires were employed to glean the research data. The first researcher-made questionnaire was initially distributed among the research population to identify and validate the theoretical framework after its validity and reliability were statistically verified. The second questionnaire was employed for the sake of structural-interpretive modeling. The collected research data were analyzed through confirmatory factor analysis and structural-interpretive modeling the results of which revealed ten factors as antecedents of sustainable HRM in the target population. Likewise, the results of structural-interpretive modeling bore on organizational support and supervision as the basis of sustainable HRM practices that may directly and indirectly affect other antecedents. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  225 - A Human Resource Risk Management Model in Investment Banking Companies
  Azim Sabet Vajhollah Ghorbanizadeh Ahmad Vedadi
  10.30495/qjopm.2020.1909722.2948
  Human resource risk management has been proposed as a controversial approach to the continuous growth of investment companies. Hence, companies should be able to identify and evaluate existing risks and manage them properly. The present study aims to develop a model for More

  Human resource risk management has been proposed as a controversial approach to the continuous growth of investment companies. Hence, companies should be able to identify and evaluate existing risks and manage them properly. The present study aims to develop a model for human resource risk management in investment banking companies. The research method is qualitative, based on a data-driven theory. Semi-structured interviews were used to collect the data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was purposive and was done using targeted (judgmental) techniques. In accordance with the systematic pattern of data-driven theory, experts and managers with experience in investment companies were selected as the statistical population of the study. The results of the optained data from the interviews, using open, axial, and selective coding, led to a human resoursce risk management model based on a data-driven theory. Thus a model for human resource risk management in investment companies was identified. The findings of this study indicate that for the success of human resource risk management in investment companies, managers must pay attention to all the categories and sub-categories identified in the present study, and have the necessary sufficient information about each of them. In addition, this study shows the need to pay attention to human resource risk management for the development of investment companies. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  226 - Resource Productivity Indicators in Scientific and Technological Organizations Human
  Najaf Ghrachorloo Javid ghahremani nahr
  10.30495/qjopm.2021.1926283.3118
  Productivity can be studied from different dimensions such as energy efficiency, capital, manpower, equipment, etc. Productivity of human resources is one of its most important dimensions and the correct use of other resources also depends on its productivity. Identifyi More

  Productivity can be studied from different dimensions such as energy efficiency, capital, manpower, equipment, etc. Productivity of human resources is one of its most important dimensions and the correct use of other resources also depends on its productivity. Identifying and describing productivity indicators in different dimensions is one of the basic steps of productivity management. This is especially important in scientific and technological organizations. In the current study, the statistical population includes managers and experts of scientific and technological organizations. In this article, the mentioned indicators, with a sample size of 350 were reviewed through a questionnaire using qualitative methods of content analysis and content analysis and confirmatory factor analysis using MAXQDA, SPSS and AMOS software. The results revealed five general indicators: "effective and efficient planning", "financial and technological factors", "motivation, commitment and teamwork spirit","competitiveness and development" and "knowledge, skills and system thinking" as the most important indicators of human resource productivity in scientific and technological organizations. The indicator of knowledge, skills and system thinking has the lowest coefficient and that of effective and efficient planning has the highest coefficient in the final model. Accordingly, to increase the productivity of their human resources, scientific and technological organizations should pay special attention to team building skills, development of decentralized decision processes, strengthening the spirit of participation along with factors such as improving the quality of equipment, technologies and financial issues. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  227 - An Entrepreneurship-Oriented Human Resource Development Model for State Organizations: The Foundation Data Theory
  javid rakhshani Habib Ebrahimpour Farzad Sattary ardabili Eshag Rasoli Mohammad Hasanzadeh
  10.30495/qjopm.2020.584134.2361
  Human resource development is currently of paramount importance in state organizations owing to the intricacy of environmental conditions and the diversity of social needs. The purpose of this exploratory descriptive quantitative study was, thus, to present an entrepren More

  Human resource development is currently of paramount importance in state organizations owing to the intricacy of environmental conditions and the diversity of social needs. The purpose of this exploratory descriptive quantitative study was, thus, to present an entrepreneurship-oriented human resource model for state organizations based on the foundation data theory. The research population included 15 professors working in human resource areas and managers and experts in human resource planning and management at state organizations in Ardabil province, Iran. The research data were systematically gleaned through administering a semi-structured interview and further coded selectively, openly and axially. The validity of the qualitative data was verified through expert views offered by research participants and the reliability of the interview was checked through interrater reliability. The results were indicative of 12 major and 33 minor factors in the form of a paradigmatic model comprising entrepreneurship-oriented human resource activities as the central scale, causal conditions (organizational accountability and competitiveness), contextual factors (the managers’ developmental tendencies, organizational culture, human resource development incentives), intervening variables (organizational atmosphere, dominant conventional executive approach), strategies (individual and organizational empowerment), and consequences (individual and organizational development). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  228 - Investigating the Effect of Knowledge Management and Human Resource Management Activities on Innovation in Growth and Technology Centers
  Hossein Azimi Roghayeh Bayat
  10.30495/qjopm.2022.1930852.3154
  Today, with the change in the competitive environment, successful countries are those with more knowledge, and knowledge management and knowledge-based human resource activities in organizations, especially in knowledge-based companies, which are the basis for the integ More

  Today, with the change in the competitive environment, successful countries are those with more knowledge, and knowledge management and knowledge-based human resource activities in organizations, especially in knowledge-based companies, which are the basis for the integration of science, technology and wealth, has become particularly important. Therefore, the present applied research was conducted to investigate the impact of knowledge management and human resource management activities on innovation using a descriptive survey research method. The statistical population was the employees of companies located in the growth and technology centers, from among whom, using Cochran's formula, 120 answered the questionnaire. The reliability of the questionnaire was confirmed with a combined reliability of more than 0.6 and a Cronbach's alpha coefficient of 0.892. Its validity was also confirmed through content validity and convergent validity with the mean variance criterion of structures which was more than 0.4. Finally, the conceptual model of the research was fitted using the structural equation model in PLS software.The results showed that various factors in the subset of knowledge management including supervisory actions, knowledge-based service compensation, learning mechanism and information technology measures affect innovation whereas the significance of the impact of factors such as knowledge protection, strategic management of knowledge and competence, knowledge-based employment, knowledge-based education and development, knowledge-based performance evaluation and work organization on innovation was not confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  229 - Cognitive Analysis of Managers' Mental Models in Human Resource Risk Management to Improve Organizational Performance via Zaltman Metaphor Elicitation Technique
  Elmira Shakeri Hamed dehghanan vahid Khashei Mohammad Taghi Taghavifard
  10.30495/qjopm.2020.1891306.2745
  Research on perception, reasoning and decision-making processes has recently focused on managers’ cognitive and mental structures. The present qualitative study, hence, set out to examine managers' mental models in the process of human resource risk management and More

  Research on perception, reasoning and decision-making processes has recently focused on managers’ cognitive and mental structures. The present qualitative study, hence, set out to examine managers' mental models in the process of human resource risk management and the role they play in improving organizational performance. The research data were collected through in-depth and semi-structured interviews with a sample of 21 managers at knowledge-based companies that were run based on Zaltman Metaphorical Extraction Technique (ZMET) and were subsequently analyzed through Phenomenology approach. The results indicated some similarity in structural features of participating managers’risk-taking and risk-avoiding mental models which can be attributed to the common problems they need to tackle at work. However, significant differences were also observed in terms of inter-relationships in their mental model structures; unlike the risk-avoiding managers who would evade risks, risk-taking managers were found to more frequently employ risk reduction and retention strategies. Moreover, the risk of losing key employees was identified as the most important human resource risk in those knowledge-based companies. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  230 - The Effect of Creative Deviace on Innovation Inertia Considering the Mediating Role of Human Resources Intelligence
  Ali Shariatnejad Seydeh Nasim Mousavi⃰ mohammad jafari
  10.30495/qjopm.2020.1872250.2523
  The purpose of this study was to investigate the effect of creative deviance on the innovation inertia considering the mediating role of human resource intelligence. This applied research employed a descriptive survey design. The statistical population of the study incl More

  The purpose of this study was to investigate the effect of creative deviance on the innovation inertia considering the mediating role of human resource intelligence. This applied research employed a descriptive survey design. The statistical population of the study included 1600 employees of knowledge-based organizations of Lorestan province. Using Cochran formula and stratified sampling method, the researchers estimated the sample size to be 309 people. The instrument used to gather the data was a standard questionnaire whose content validity was established and its reliability was confirmed using Cronbach's alpha coefficient. In this study, structural equation modeling and Smart Pls2 and SPSS 19 software were used to test the hypotheses. The results emerging from the data analyses revealed that creative deviance has a positive significant effect on innovation and human resources intelligence. Additionally, the results indicated that human intelligence has a mediating role in the effect of creative deviance on innovation inertia. Therefore, overall, it can be concluded that in knowledge-based organizations, the foundation of intelligent human resources, creative deviance and creative violation of the bureaucratic and restrictive regulations of the organization, lead to innovation and keep the knowledge-based organizations away from innovation inertia. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  231 - Identifying and Categorizing the Mental Model of Human Resource Experts Regarding the Drivers of Human Capital Engagement Development Using the Q Methodology
  Ehsan Namdar joyami Seyed Aligholi Roshan Nour Mohammad Yaghoubi Badredin Orai Yazdani
  10.30495/qjopm.2023.1882845.2842
  The drivers of human capital engagement development are the factors influencing the processes, events, actions, and images that produce distinct results and consequences for the concept of engagement. The purpose of this study was to identify and categorize the drivers More

  The drivers of human capital engagement development are the factors influencing the processes, events, actions, and images that produce distinct results and consequences for the concept of engagement. The purpose of this study was to identify and categorize the drivers of development of human capital commitment and the views of human resource experts about the drivers of human capital commitment. To this end, the Q methodology was employed. First, the related literature and research background were reviewed and then, based on the documents, interviews and questionnaires from 12 experts, the phrase Q (49 phrases) was formed. In the next step, human resources and academic experts were asked to categorize the Q statements on the agreed-upon, opposite, and abstracted axes in the form of a six-choice spectrum of 6+ to -6. Then, based on the inferential statistics (factor analysis) using SPSS software, the data were analyzed and categorized into different mental patterns, and finally, three mental patterns were identified. Based on the results, it can be stated that the Q statements obtained are capable and comprehensive. Therefore, it has an accepted and approved narrative. In this study, re-test was used to confirm the reliability. In this way, at least 20% of the sample subjects, that is, three people (12 experts in total) were tested twice, and the correlation coefficient obtained was 82% (0.82), which indicates a high level of reliability. The mentalities obtained based on the order of importance are: first pattern: leadership and personal and identity development; third pattern: structural, process and procedural; and second pattern: management and organizational resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  232 - A Productivity-Oriented Faculty Members Professional Credentials Enhancement Model: The Case of Tehran Science and Research Branch of Islamic Azad University
  Amir Teimourzadeh Afsaneh Zamanimoqadam Naser Mir Sepasi
  10.30495/qjopm.2020.1884789.2702
  This applied descriptive mixed-methods research set out to propose a productivity-oriented model to enhance professional credentials of faculty members at Tehran Science and Research Branch of Islamic Azad University. The research population comprised all faculty member More

  This applied descriptive mixed-methods research set out to propose a productivity-oriented model to enhance professional credentials of faculty members at Tehran Science and Research Branch of Islamic Azad University. The research population comprised all faculty members of the Science and Research Branch of the Azad University. Initially, the indicators of faculty members’ professional efficacy enhancement model were qualitatively specified via the Delphi technique. Having verified the content validity of the proposed questionnaire, it was subsequently piloted by distributing it among a larger sample and its reliability was confirmed through z test and Cronbach's alpha, respectively. The collected research data were analyzed using t and z tests, Structural Equational Modelling (SEM), Friedman, Kolmogorov-Smirnov, Bartlett, KMO and factor analysis. The findings revealed that the participants had identified 6 types of educational, technological, research and specialized services credentials like individual and value, organizational and perceptual competencies, all of which were confirmed in the final model. Moreover, the findings underscored the unsatisfactory level of these credentials in both the existing and desirable situations and the need to improve them. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  233 - Proposing a Model of Human Resource Planning in the Public Sector with a Focus on the Efficiency of Public Organizations
  Ali Davodi Karamollah ِ Daneshfard Abdolkhalegh Gholami
  10.30495/qjopm.2020.1877003.2598
  The current study was an attempt to present a model of human resource planning in the public sector with a focus on the efficiency and organizational productivity. The research population included the experts and managers of the Ministry of Culture and Islamic Guidance More

  The current study was an attempt to present a model of human resource planning in the public sector with a focus on the efficiency and organizational productivity. The research population included the experts and managers of the Ministry of Culture and Islamic Guidance in Fars province. In this research, all 100 senior managers in the population were considered as the sample of the study since the whole population had a limited number of members, and thus, total population sampling was employed. Due to the lack of information on human resource management as well as the nature of management research, the target population had to be recruited from among the managers and experts of the Ministry of Culture and Islamic Guidance of Fars province, which justifies the statistical number of the population in this study. In order to identify the factors influencing human resource planning, library and Delphi techniques were utilized. The18 identified factors were evaluated considering 59 items. In the exploratory factor analysis, these 18 factors were classified into three groups of occupational factors, organizational factors, and individual factors. Moreover, conducting confirmatory factor analysis, the researchers examined the items, and the sub- and main factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  234 - A Meta-Analysis of Human Resource Productivity Antecedents
  Yousef Vakili Hamed Khamehchi
  10.30495/qjopm.2021.1898224.2829
  The present study set out to identify the human resource productivity antecedents conducting a meta- analysis.  This applied study employed a quantitative descriptive research design. The study corpus consisted of articles published in scientific journals in the fi More

  The present study set out to identify the human resource productivity antecedents conducting a meta- analysis.  This applied study employed a quantitative descriptive research design. The study corpus consisted of articles published in scientific journals in the field of human resource productivity within the period from 2011 to 2019, among which 48 articles were recruited through a non- random purposive sampling procedure and underwent the meta-analysis. The selected studies were analyzed using CMA2 (Comprehensive Meta-Analysis Software) software. The reliability of the selection procedure and categorization of the studies as well as the reliability of using specific concepts for coding the variables were both confirmed by the examiners. Moreover, the reliability of the significance level and effect size were obtained through the agreement in measuring the effect size by two analysts. The findings revealed that among the antecedents of human resource productivity, emotional intelligence (0.767), organizational entrepreneurship (0.761), talent management (0.728), self-discipline (0.720), job motivation (0.705), organizational health (0.691), career advancement (0.652), effective leadership (0.635), quality of work life (0.632), job autonomy (0.623), employee creativity (0.618), organizational agility (0.618), information and communication technology (0.585), organizational trust (0.581), knowledge management (0.563), social responsibility (0.548), and social capital (0.523) had high effect sizes (above 0.5), respectively.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  235 - Analyzing the Effect of Humble Leadership Style on Human Resource Productivity: The Mediating Role of Psychological Security
  Reza Sepahvand Mohsen Arefnezhad Farzad Ziviyar Fariborz Fathi Chegeni Maryam Mashoodi
  10.30495/qjopm.2022.1943158.3253
  Human resource productivity is one of the fundamental strategies to increase the performance and survival of today's organizations. Hence, the purpose of this study was to investigate the effect of humble leadership on human resource productivity with the mediating role More

  Human resource productivity is one of the fundamental strategies to increase the performance and survival of today's organizations. Hence, the purpose of this study was to investigate the effect of humble leadership on human resource productivity with the mediating role of psychological security at Lorestan University. In terms of purpose, the present study is an applied research which is of the causal type. The statistical population of the study was 440 employees of Lorestan University, based on Krejcie and Morgan's table, from among whom a sample of 205 people was selected by stratified random sampling.  In order to measure the variables of the research, Owens et al’s humble leadership (2013), Carmeli et al’s psychological security (2010) and Hersey and Goldsmith 's (1980) human resource productivity questionnaires have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used. Additionally, to analyze the research data, structural equation modeling and pls software have been employed. The findings demonstrated that humble leadership, when coupled with psychological security, exerts a positive influence on human resource productivity.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  236 - A model of the Antecedents and Consequences of Green Human Resource Management in Governmental Organizations within a Sustainable Development Approach: A Case Study of Ministry of Energy
  Hamid Reza Karimanpour Reza Rasooli Hasan Alvedari Heshmat Khalifeh soltani
  10.30495/qjopm.2021.1933092.3174
  The development of green behaviors means understanding the position of human resources in the field of realization of green organizations and brands. In the meantime, the development of green behaviors requires a context that has always been one of the concerns of manag More

  The development of green behaviors means understanding the position of human resources in the field of realization of green organizations and brands. In the meantime, the development of green behaviors requires a context that has always been one of the concerns of managers. The main purpose of this study was to design and explain the antecedent model and consequences of green human resource management with a sustainable development approach. The research method of this research has been applied-developmental in terms of purpose and is classified as qualitative research. The statistical population was experts in the field of human resources in the water supply department of the Ministry of Energy. Using a judgmental approach, snowballs as well as theoretical adequacy, 20 experts were recruited to participate in this study. To analyze the data gathered through interviews, the systematic grounded theory approach was imployed. The results showed that in the designed model, the causal conditions were the social responsibility of the companies. Discussing the main phenomenon, green human resource management was identified and regarding the dominant context of green culture, manpower was identified as a category. Moreover, individual characteristics were found to be among the interfering factors. Also, green support and green initiatives have been considered as strategies. Finally, in the outcome section, green efficient performance was identified as a macro category. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  237 - Designing a Paradigm Model to Establish Idiosyncratic Deals in Private Companies: a Grounded Theory Approach
  Mahdieh Vishalghi Abbasali Rastgar Aliasghar Rouholamin
  10.30495/qjopm.2022.1944434.3261
  The purpose of the current study was to design a paradigm model in order to establish idiosyncratic deals within private companies of Iran. In this research, a qualitative method based on the grounded theory was utilized. Semi-structured interviews and Strauss and Corbi More

  The purpose of the current study was to design a paradigm model in order to establish idiosyncratic deals within private companies of Iran. In this research, a qualitative method based on the grounded theory was utilized. Semi-structured interviews and Strauss and Corbin data analysis were conducted to gather the data. Sampling was carried out using a theoretical sampling approach, and purposive-judgmental and snowball sampling techniques. After analyzing the results of the interviews with 19 professors and experts within private companies, in the process of open, axial, and selective coding, an idiosyncratic deals paradigm model was presented with 6 topics and 28 concepts. Based on the results, the casual factors influencing idiosyncratic deals within private companies are as follows: “hierarchical structures”, “motivation and collaboration”, “wage payment systems”, “resilience”, “behavior and task-oriented leadership style”, “employment limitations”, “lack of satisfaction among employees”, and “unwillingness to change”, the”, “strategic vision of the company”, and the intervening conditions are “managers’ support”, “negotiation power”, “management personal traits”, “leader-member exchanges”, “Adhocracy system within the company”, “meritocracy strategies”, “increased employees’ bargaining power”, “flexible work environment”, “providing novel ICT platforms”, “structural changes”, “improving service compensation system”, “decentralization”, “psychological empowerment”, and “holistic communication”. Moreover, establishing idiosyncratic deals can have “personal consequences” as well as “organizational consequences”. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  238 - Designing a Model of Human Resource Sustainability in Family Businesses
  Yousef Mohammadkarimi Mohammad Doostar Mohsen Akbari Reza Esmaeilpour
  10.30495/qjopm.2022.1943234.3254
  The main purpose of this study was to design a model of human resource sustainability for family business. The study was conducted within the framework of a qualitative approach using the six-step content analysis method of Brown and Clark (2006). The statistical popula More

  The main purpose of this study was to design a model of human resource sustainability for family business. The study was conducted within the framework of a qualitative approach using the six-step content analysis method of Brown and Clark (2006). The statistical population of the study included the managers and founders of family businesses dating back more than 30 years in the provinces of Kermanshah, Kurdistan and West Azerbaijan in 1400. In this study, semi-structured interviews were conducted with 18 managers and founders of this type of business, who were recruited using snowball sampling method with the aim of achieving theoretical data saturation. The model of human resource sustainability in family businesses was presented in the form of 1 comprehensive theme, 5 organizing themes and 23 basic themes. In order to determine the validity of the research, two methods of reviewing the participants and reviewing the non-participating experts (faculty members) were used. The findings showed that the organizational themes (strategic functions) related to the model of human resource sustainability for family businesses including maintaining family integrity, sustainable education based on family upbringing principles, family organizational culture, payment system and reward based on need family needs and work-life balance systems. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  239 - Proposing a Model for the Efficiency of Human Resources Investment in Iranian Capital Market
  Rasoul masroori Asgar Pakmaram Ahmad Mohammadi Rahimi Gholamreza
  10.30495/qjopm.2023.1905654.2912
  Regarding the strategic role and importance of human resources in organizational valuation in modern business space, investment is highly important. Hence, the present study aimed to investigate the effective factors affecting the efficiency of human resources investmen More

  Regarding the strategic role and importance of human resources in organizational valuation in modern business space, investment is highly important. Hence, the present study aimed to investigate the effective factors affecting the efficiency of human resources investment in Iranian capital market. This survey study had a descriptive design. The statistical population consisted of all firms listed in Tehran Stock Exchange. The statistical sample included 155 companies recruited through convinience sampling method. A researcher-made questionnaire based on Likert scale was used for collecting the data. Kolmogorov-Smirnov test was used to test the normality of the data and structural equation modeling was employed to test the hypotheses. The results showed that the quality of financial reporting, the quality of profit and financial stability, human capital disclosure, social responsibility reporting, motivational commitment of employees, conservatism in financial reporting, organizational atmosphere and improvement of business environment have a positive and significant effect on the efficiency of investment in human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  240 - Presenting a Model and Investigating the Factors Affecting Employee Participation in Isfahan Governorate: a Fuzzy Delphi Approach
  mohsen esmaeilian hamid taboli mehdi yadollahi
  To achieve their goals, organizations need to consider several factors, one of the most important of which is organizational participation. Isfahan Governorate, in line with its organizational mission, tries to provide quality services with a central program through enc More

  To achieve their goals, organizations need to consider several factors, one of the most important of which is organizational participation. Isfahan Governorate, in line with its organizational mission, tries to provide quality services with a central program through encouraging increased participation of employees and taking advantage of their opinions and suggestions. Hence, the current research is aimed to present a model for increasing employee participation in Isfahan Governorate. To this end, 54 influencing factors regarding employee participation were extracted through the review of research literature. The intended research community consisted of all the employees and managers of Isfahan Governorate, and 21 senior managers of the organization who were recruited through convenience samling and their opinions were analyzed using the fuzzy Delphi method. The final factors were codyfied in 7 dimensions of leadership, job satisfaction, performance evaluation, clear goal setting and policy making, organizational culture, human resource measures and organizational structure. The conceptual model and the relationship of the factors were presented using the DEMATEL method. The conceptual model with the addition of employee participation as a dependent variable was quantitatively investigated using the structural equation modeling method. The results revealed that there is a positive significant relationship between leadership and human resources measures; leadership and organizational structure; organizational structure, goal-setting and policy-making; human resources measures and organizational culture; organizational culture and performance evaluation; goal-setting and policy-making component and performance evaluation; performance evaluation component and job satisfaction; and job satisfaction and employee participation. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  241 - Designing a Human Resource Management Model in Client-Centered Government Organizations
  Khadijeh Souri Afsaneh Zamanimoghadam Nasser Mirsepasi
  10.30495/qjopm.2020.1906295.2913
  The present study aimed to design a human resource management model in client-centered government organizations (studied by the Civil Registration Organization). This descriptive-survey study has a mixed method design.  The statistical population of the qualitative More

  The present study aimed to design a human resource management model in client-centered government organizations (studied by the Civil Registration Organization). This descriptive-survey study has a mixed method design.  The statistical population of the qualitative data included university experts and faculty members and experts in the field of human resource management ten of whom were recruited through purposive sampling, and the quantitative data included all the 260 managers of Tehran Civil Registration Organizations who were selected through total population sampling. The data collection instrument was a researcher-made questionnaire. The results of the analysis of the interviews using the Delphi method showed that the dimensions of the human resource management model in client-centered organizations are: performance management, talent management, recruitment, retention and promotion, succession, payroll, reward and punishment, education and personal development. Assessing  Tehran Civil Registration Organizations in the dimensions of the model showed that, in terms of their status, the dimensions were performance management, payroll, personal training and development, recruitment and promotion, succession breeding and talent management, respectively, and that , in all dimensions of the model, there was a functional gap among the status of Tehran civil registration organizations regarding the indicators of the human resource management model and their importance. In general, it is concluded that the civil registration organizations of Tehran province are not in a good position in terms of human resource management in the six dimensions of the model and its sub-components. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  242 - Human Resource Empowerment via In-service Training
  Mahdy Karroubi Mehrdad Mattany
  Empowerment is nowadays considered as one of the useful tools to promote employees' quality and increase organizational effectivenes.To achieve success in today's ever-changing working environment, organizations need employees' knowledge, views, and creativity. Having d More

  Empowerment is nowadays considered as one of the useful tools to promote employees' quality and increase organizational effectivenes.To achieve success in today's ever-changing working environment, organizations need employees' knowledge, views, and creativity. Having defined Empowerment and its goals, the article examines employees' views on how to increase employees' working empowerment through in-service training. The research method is descriptive and its type is survey. The stratified sample includes 103 participants from the employees of the Islamic Azad University in Mazandaran. The data-collection device is a closed ended questionnaire using Likert scale, and one-way t-test and analysis of variance (ANOVA) are used to analyze the data.The results have shown that in-service training courses are really effective on employees' performance, job satisfaction, required preparation to do their duties, and on improving working skills. The findings also suggest that there is a significant difference between the effectiveness averages of the two groups of men and women, and also the results by one-way t-test show that a siginificant difference exists among the three groups having 5-10, 10-15 and above 15 years of service background.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  243 - Change in Organizational Productivity by Electronic Human Resources Management (Proposing a Model by Q Method)
  Hamid Erfaniyan Reza Najaf beygi Karamollah Daneshfard
  In the past decades, technology has had a considerable impact on the processes and practices of human resource manaegement. For instance, technology, particularly the Internet, has helped many HR processes to be followed with higher productivity.New systems have enabled More

  In the past decades, technology has had a considerable impact on the processes and practices of human resource manaegement. For instance, technology, particularly the Internet, has helped many HR processes to be followed with higher productivity.New systems have enabled HR professionals to provide their beneficiaries with better services.Electronic human resource management(EHRM) is the best example of such systems. Its application in the present era is so widespread that it has become a necessity.Of course, this system in Iran is faced with some problems.On the one hand, a suitable explanation of the concept has not been provided,and on the other hand, due to factors affecting its establishment,the system has faced some problems.The present research article proceeds,through a mixed approach, to identify the factors affecting the establishment of EHRM through focusing on the overall strategic pattern.What has made the article unique is the pluralistic method of data collection.Finally,by means of"Q"method,which is a quantitative-qualitative method, the conceptual model of establishing electronic human resource management in the governmental organizations of Razavi Khorasgan Province has been presented. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  244 - The relationship between conflict management styles with human resource productivity in Sina Bank.
  Mirali Seyednaghavi Vajhollah Ghorbanizadeh Aghil Ghorbani paji
  This paper is considering the relationship between conflict management styles with human resource productivity in Sina Bank. The statistical population using Cochranʼ formula was 85 people in Sina Bank staff in Tehran. The sampling method was purposive non-probability. More

  This paper is considering the relationship between conflict management styles with human resource productivity in Sina Bank. The statistical population using Cochranʼ formula was 85 people in Sina Bank staff in Tehran. The sampling method was purposive non-probability. The research method was correlational and applied one. The conflict management styles were measured by Daria and Prause (2015) questionnaire and human resource productivity was measured through Taylor & Brient questionnaire (2013).  The validity and reliability of the research tools were measured by factors loading coefficient, Cronbach's (a), composite reliability, convergent and divergent validity. The data were analyzed through the SPSS and smart-PLS software. The results showed that there was a significant positive relationship between conflict management styles and human resource productivity in Sina Bank. The results of minor hypotheses also showed that there was a significant positive relationship between integrating, dominating and compromising with productivity, but there was not positive relationship between avoidance and obliging with productivity.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  245 - A Study of HR Practices Affecting the Perceived Productivity of Teleworkers (Case Study: Ministry of Cooperation, Labour and Social Welfare)
  Mehdi Hagi kaffash Mohammad Rasul Almasi fard Jahanyar Bamdad soufi
  The present article examines the impact of human resource activities on the perceived job productivity of teleworkers. Analyzing the data from a survey among 217 Teleworkers in the Ministry of Cooperation, Labour and Social Welfare shows that various activities of human More

  The present article examines the impact of human resource activities on the perceived job productivity of teleworkers. Analyzing the data from a survey among 217 Teleworkers in the Ministry of Cooperation, Labour and Social Welfare shows that various activities of human resources in accordance with telework arrangements have significantly improved the job productivity of teleworkers. Results of testing the hypotheses by structural equation modeling indicate that voluntary selection, job involvement, output-based control, electronic monitoring, variable pay and social protection have a positive impact on the job productivity of teleworkers. However, the research data do not confirm the influence of cooperative learning and behavioral training. Based on these findings, the paper emphasizes that managerial contingencies in the field of human resources are critical and in this way policy makers and practitioners should consider them for the successful implementation of telework arrangements Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  246 - The Relationship between Entrepreneurial Agility and Human Resource Practices in Active Manufacturing Companies in Beshel Industrial Town with Respect to Organization Size
  Aboalhasan Hosseini Mohsen Alizadeh Sani Hamidreza Abedi
  10.30495/qjopm.2019.666862
  High-speed responsiveness and flexibility are currently two important survival requirements for modern organizations directed by humans whose appropriate functioning can lead the organizations to the achievement of their major goals. This applied and descriptive correla More

  High-speed responsiveness and flexibility are currently two important survival requirements for modern organizations directed by humans whose appropriate functioning can lead the organizations to the achievement of their major goals. This applied and descriptive correlational study surveys the relationship between entrepreneurial agility and human resources practices, with respect to the moderating role of organization size, in active manufacturing companies in industrial town of Beshel. The research data were collected via two questionnaires that were administered to employees working in 60 companies recruited based on Cochran formula from the research population that was 71 active manufacturing companies of industrial town of Beshel. Entrepreneurial agility was measured via the questionnaire designed by Kharabe , and human resources practices were quantified employing the questionnaires developed by Vlachos (2009), Herdman (2008) and Kooij (2010) in combination. The reliability of the questionnaires was calculated through Cronbach's alpha and were found to be 0.89 for the Entrepreneurial Agility Questionnaire and 0.92 for the Human Resources Practices. The obtained research data were analyzed using Structural Equation Modeling and PLS. According to the values obtained for the path coefficients and t-statistics, the findings showed that entrepreneurial agility was positively and significantly associated with human resource practices. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  247 - Analyzing Multiple Relationships of Effective Leadership, Strategic Planning by with Human Resource Efficiency of Higher Education Institutions in West Azerbaijan Province
  naser sedgy boukany Mir Mohammad Abbaszadeh hasen ghalavand Mohammad Hassani
  This study aimed to test the conceptual model for predicting  the for human resource productivity of higher education based on the variables of effective leadership and strategic planning. The research community samples were universities of western Azerbaijan facul More

  This study aimed to test the conceptual model for predicting  the for human resource productivity of higher education based on the variables of effective leadership and strategic planning. The research community samples were universities of western Azerbaijan faculty members consisted of 310 people randomly stratified (112 from state universities, 114 from Islamic Azad Medical, 84 from medical sciences univrsities). The research method was descriptive and multivariate with three effective leadership tools Saatchi and colleagues, strategic planning based on University of New Jersey model  and Shah & Schaniz models (2008), and Human Resources Productivity Questionnaire based on the Acheive Model by Hers And Goldsmith  that the content validity (construction) and content reliability (Cronbach's alpha) were reported suitable. Analysis was done using AMOS software and structural equation model. Results have shown meaningful positive relationship between effective leadership and strategic planning with the scientific Human Resources Productivity.Additionally, effective leadership has the most direct positive impact on strategic planning and improving the Human Resources Productivity of scientific research and strategic planning is less effective on improving the Productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  248 - Designing a Model Explaining the Relationship of Spirituality in the Workplace with Human Resource and Organizational Performance
  Mohammad Sabet Motlagh mehdi alvani
  The rapid spread of spirituality and religious beliefs in the new millennium has increased the importance of spirituality and its applications for governments, organizations and managers. One of the most significant issues in this regard is the role spirituality can pla More

  The rapid spread of spirituality and religious beliefs in the new millennium has increased the importance of spirituality and its applications for governments, organizations and managers. One of the most significant issues in this regard is the role spirituality can play in promoting the workplace atmosphere. Thus, the aim of the present research was to design a model to assess the relationship between spirituality in workplace with human resource and organizational performance. To achieve the aim, the researchers first designed a conceptual model using relevant variables collected through a rich literature review and via exploratory factor analysis. Secondly, they examined the model using Structural Equation Modeling. The results of the questionnaires that were collected from a random sample of 217 workers at Allameh Tabataba'i University showed that trust in God, catering for human values of employees, fostering labor force creativity, felling a sense of meaningfulness of work and increasing organization productivity have the greatest impact on each of the latent variables of the model. Based on the values of CPR statistics, the set significant level and model fit indices, the research hypotheses were confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  249 - An Exploratory study of factors influencing human resource productivity aspects in an Islamic context from the point of views of Mashhad municipal employees
  Afagh Arjmandi Nejad Habibolah Doaei Noor Mohammad Yaghoubi Seyed Aligholi Rowshan
  In recent years, regarding human resources has been considered as human capital and empowerment and developing them toward achieving human resource productivity. This study aims at an exploratory study of aspects of human resource productivity from employee's attitude o More

  In recent years, regarding human resources has been considered as human capital and empowerment and developing them toward achieving human resource productivity. This study aims at an exploratory study of aspects of human resource productivity from employee's attitude of Mashhad municipal. Thereby using qualitative method and content analysis approach with 20 persons of scientific and administrative experts from Mashhad municipal organization, deep interviews was conformed. The results of semi-structured interviews was classified in seven themes namely organizational indifference, human resource development, human resource empowerment, problems of structure and job, managerial remissness, organizational health and Islamic context that each item comprising other related concepts. In fact, the findings are providing a ground for developing this field in organizational studies from employee's point of view and increasing human resource productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  250 - Investigating and Specifying the Factors Affecting the Efficiency of Human Resources and Ranking the Factors among the Staff Members in Izeh Branch of Islamic Azad University
  Mahmood Danyali Deh Hoz Sayed Mohsen Allameh Hossein Mansoori
  The present research aims to specify and rank the factors effective on the efficiency of the staff in Izeh Islamic Azad University. The statistical population includes all the staff of Izeh Azad University, from among whom 160 people were chosen randomly. This research More

  The present research aims to specify and rank the factors effective on the efficiency of the staff in Izeh Islamic Azad University. The statistical population includes all the staff of Izeh Azad University, from among whom 160 people were chosen randomly. This research is a descriptive survey and data gathering was done through both library and field methods. A researcher-made questionnaire was used for data collecting process. In order to analyze the data, we used T-student test and variance analysis (ANOVA). For ranking the factors effective on the efficiency of the staff, we used MADM techniques. The findings show that structural and management factors, professional factors, physical and mental factors in the work place, individual factors, and factors which provide intimacy and co-operations are the factors effective on the efficiency of human resource in this university. Furthermore, by using MADM techniques such as AHP and TOPSIS, we have drawn the conclusion that the factors providing intimacy and co-operation are the most effective factors on the efficiency of the staff in Izeh Islamic Azad University. Other effective factors are ranked as follows: structural and management factors, professional factors, individual factors and environmental and physical factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  251 - The Causal Relationship between Organizational Culture and Organizational Silence with Human Resource Productivity with respect to Organizational Citizenship Behavior Among the Municipal Employees
  Zekrollah morovati fatane fathi zohreh barzegar
  The purpose of this causal-correlational study was to investigate the causal relationship between organizational culture and organizational silence with human resource productivity with respect to mediating role of organizational citizenship behavior among the municipal More

  The purpose of this causal-correlational study was to investigate the causal relationship between organizational culture and organizational silence with human resource productivity with respect to mediating role of organizational citizenship behavior among the municipal employees in Zanjan. In this study, a sample of 180 municipal employees was randomly selected. The instruments used in this research included the Human Resources Productivity Inventory (Hersey & Goldsmith, 1999), Organizational Citizenship Questionnaire (Podesakoff et al., 1991), Organizational Culture Questionnaire (Denison, 2000) and Organizational Silence Questionnaire (Morrison & Milliken, 2000). The proposed model of the relationships among variables was tested using path analysis software (AMOS-22). The findings emerging from the study revealed that the proposed model of causal relationships among these variables was of an acceptable fit. That is, organizational culture was found directly and indirectly related with human resource productivity through organizational citizenship behavior. Organizational silence was also found related to human resource productivity via organizational citizenship behavior with. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  252 - Critical Success Factors in Implementing Organizational Strategies: A Case Study
  Farajollah Rahnavard Roghayeh Fathi Taher Roshandel Arbatanh
  Supposing that senior management has formulated an appropriate organizational strategy in the light of environmental analysis and strategic direction of an organization, there is still a key question regarding its successful implementation. East Azerbaijan Broadcasting More

  Supposing that senior management has formulated an appropriate organizational strategy in the light of environmental analysis and strategic direction of an organization, there is still a key question regarding its successful implementation. East Azerbaijan Broadcasting has spent a lot of money and time to formulate its organization strategies, but at the implementation stage has faced serious barriers, and its strategies have not been put into practice yet. A literature review and a number of interviews were used to identify twenty three key contingency factors that influence successful implementation of strategy among public sector organizations. A survey was administered to 223 employees in East Azerbaijan Broadcasting. The data were analyzed using factor analysis. The study only explores the perceptions of employees regarding critical success factors for strategy implementation. The results indicate that organizational structure, organizational culture, managerial control, empowered human resource, adequate financial resource, rewarding system, and vertical alignment of strategic levels are the key factors to address factors influencing strategy implementation. The model explains 59 percent of the variance in strategy implementation, which is a suitable model in this regard.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  253 - The Analysis and Evaluation of Human Capital Management Maturity Level in Public Sector Organizations in Esfahan
  Alireza shirvani Masoud Shafieeye
  Nowadays the importance of Human Capital Management arises from the fact that improved or deteriorated organizational performance can be directly linked to the way human resources is managed. Accordingly, in recent years, the concept of Human Capital Management reflecti More

  Nowadays the importance of Human Capital Management arises from the fact that improved or deteriorated organizational performance can be directly linked to the way human resources is managed. Accordingly, in recent years, the concept of Human Capital Management reflecting the ultimate attention to and concentration on human has come into focus. In this study, the outcome of an applied survey study, the researcher have sought to measure the maturity of human capital management in the public sector organizations of the city of Esfahan. This study is a survey in nature conducted on the basis of Basis and McMurrer's Model. The hypotheses were based on motives arising from human capital including leadership styles, access to knowledge, staff participation, and manpower optimization and learning capacity. Analysis of the findings from the components comprising the maturity of human capital management in the public sector organizations revealed that the mean score of leadership styles was 2.70, degree of participation 1.94, access to knowledge 2.17, and manpower  optimization 2.81 and that of capacity for learning 2.70. Comparison of the mean scores for components of the maturity of human capital management in the organization under study revealed that the maturity of human capital management in the above organizations was below average. The mean scores for the maturity of human capital management ranged from 41.51 to 53.38 for 16 organizations. Based on Basis and McMurrer's Model, all the organizations under study had a low maturity level. Finally, recommendations were made to raise the maturity of human capital management Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  254 - The Effect of Human ResourcesS strategies on the Manpower Productivity in Sari 1 and 2 Industrial Estate Productive Firms with Moderating role on cost leadership business strategy
  Abolhassan Hosseini Mohsen Alizadeh Sani Hamed Gholami Kordkheili
  Nowadays, the importance of human resource is very evident and crucial for the organizations. The proper use of human resources has been considered very valuable for the government. In other words human being is both the means and target for development. The research me More

  Nowadays, the importance of human resource is very evident and crucial for the organizations. The proper use of human resources has been considered very valuable for the government. In other words human being is both the means and target for development. The research method was descriptive survey correlations. To gather the data three questionnaires were used namely: Human resources strategy (Lepak & Snell); manpower productivity (Hersey& Goldsmith); cost leadership strategy (Dess & Davis). The Cronbach’s alphas respectively were 0.94, 0.92 and 0.93. To analyze the data structural equation modeling and PLS software were used. The results showed that according to the value obtained for the path coefficient and T-statistics, commitment, productivity and collaboration Strategy associated with labor productivity, and cost leadership strategy as moderating variable, moderate the relationship between human resources and manpower productivity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  255 - Measuring and Explaining the Effects of Emotional Intelligence on Social-mental Factors of Human Resource Productivity with Emphasis on Mediator Role of Emotional Creativity
  Mohammad Hakak Amir Hoshang nazare pour Seyed Najm Aldin Mosavi Masud Godsi
  This paper seeks to investigate the effects of emotional intelligence on social-mental factors of human resource productivity with emphasis on mediator role of emotional creativity. The statistical population includes employees of Region 2 Mellat Bank in TehranProvince, More

  This paper seeks to investigate the effects of emotional intelligence on social-mental factors of human resource productivity with emphasis on mediator role of emotional creativity. The statistical population includes employees of Region 2 Mellat Bank in TehranProvince, 248 of who were selected for data analysis. A questionnaire is used for data collection. Dimensions of emotional intelligence come from bar-on model(1980), emotional creativity come from Averill(1999), and social-mental factors of human resource productivity comes from Tavari et al(2008). Variance-based SEM is used for analysing data. Results at 99 percent confidence interval show that emotional intelligence has positive and meaningful effects on social-mental factors of human resource productivity through emotional creativity. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  256 - Designing an Optimal Model for Human Resource Brand in Iranian’ Estate Organizations (in Line with Human Resource Productivity)
  Karim Esgandari Nasrin Jazani Gholamreza Memarzadeh Tehran Morteza Mousakhani Ali Mohtashami
  Human resource branding is a relatively new approach taken from the field of "marketing" which is regarded as the essence of human resource marketing. This emerging arena provides a tremendous opportunity for enhancing human resource assumptions and stabilizing estate o More

  Human resource branding is a relatively new approach taken from the field of "marketing" which is regarded as the essence of human resource marketing. This emerging arena provides a tremendous opportunity for enhancing human resource assumptions and stabilizing estate organizations as brands. This mixed-method study was undertaken to design an optimal model of human resource brand in estate organizations based on the Fuzzy Inference Method. The first phase of the study, thus, employed a qualitative method to propose a comprehensive model of human resource branding. Further, the initial conceptual model of the research was formed after the categories, concepts and codes of the human resource brand were identified.In the second phase, the mathematical model of Fuzzy Expert System was employed to provide a desirable combination of the components of the model that could optimize the human resource brand. The findings emerging from the study revealed that human resource brand of the organization employees can be optimized by 49.5 if they concentrate on organizational values (13.3%), cultural values (17.7%), social values (44.2%), Iranian-Islamic cultural values (76.3%), Individual competencies (29.9%), professional competencies (88.6%), and employer's brand (29.3%). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  257 - The structural modeling of human resource management activities and organizational software capital with the mediation role of organizational levels capabilities
  DAvood feiz Hossein Shool Vahid Sharafi
  Given that the software capital are unknown and covered, organizational are not aware of the value of software capital as compared with hard capital. The aim of this paper was to examine the effect of human resource management practices on the organization software capi More

  Given that the software capital are unknown and covered, organizational are not aware of the value of software capital as compared with hard capital. The aim of this paper was to examine the effect of human resource management practices on the organization software capital. Therefore the purpose of this study was the promotion of software capital in social security organization in Ilam city and consequently the promotion of its performance so, the effect of human resource management activities on the software capitals of organization and organizational levels capabilities is also consider as mediation variable in relation with human resource management activities and organizational Software capitals are investigated. The research method was correlational descriptive survey based on structural equations. The statistical population included all the managers and employees in social security organization in Ilam, whit added to 400 people, using Morgan’s table 196 people were selected as the sample size. The sampling method was random sampling. To gather the data a questionnaire was used. The result indicated that the human resource management activities have an effect on software capitals and the organizational levels capabilities; furthermore the capabilities of organizational levels can have effect on software capitals and play medical between human research management activities and software capitals. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  258 - Ranking the Tabriz Branches of Keshavarzi Bank on the Basis of Human Resource Productivity and Examining its Effect on Branch Performance
  Raheme Ranjbare Mahid Bagerzadeh
  In this research, we have tried to rank Tabriz Keshavarzi Bank branches on the basis of human resource productivity by using fuzzy TOPSIS. We have also examined the effect of human resource productivity on the performance of the branches. The research population include More

  In this research, we have tried to rank Tabriz Keshavarzi Bank branches on the basis of human resource productivity by using fuzzy TOPSIS. We have also examined the effect of human resource productivity on the performance of the branches. The research population includes the personnel of Tabriz Keshavarzi Bank, from among whom 124 people were selected as the research sample by using random sampling technique. Then, Herseys questionnaire, which measures seven criteria-Ability, Clarity, Organizational support, Incentive, Evaluation, Validity, and Environment, was distributed among the participants. In order to measure the performance of the bank branches, we made use of the bank data base at the end of the year 2011, focusing on the three criteria, equipping the resources, recovering demands, and granting facilities. The data were analyzed through the use of Excel 2007 software, and the Spearman correlation correlation coefficient was equal to 0.93, which indicates that there is a direct  relationship between human resource productivity and performance in the sample branches and that the increase in one of the variables will cause the increase in the other. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  259 - The Effect of Human Resource Flexibility on Organizational Effectiveness with Respect to Organizational Citizenship Behavior: Iran Insurance Company
  Saeed Sehat Behrooz Izadpanah Aghil Ghorbani Paji
  10.30495/qjopm.2019.665038
  Today, Human Resource (HR) is regarded as one of the essential corporate capitals especially among service companies like insurance companies. Given the role that HR plays in achieving organizational effectiveness, HR managers have always focused on maximizing HR Organi More

  Today, Human Resource (HR) is regarded as one of the essential corporate capitals especially among service companies like insurance companies. Given the role that HR plays in achieving organizational effectiveness, HR managers have always focused on maximizing HR Organizational effectiveness.  Hence, the aim of the current study was to examine the effect of HR flexibility on the organizational effectiveness of Iran Insurance Company with respect to organizational citizenship behavior. Based on sample of 100 was selected from a population of ….. The research data were collected using a questionnaire which was piloted to verify its content validity through convergent and divergent validity. Further, its reliability was assessed via Cronbach's alpha and composite reliability (CR) and reliability of factors was measured through factor loading. The data in this study were analyzed via Confirmatory Factor Analysis and variance-based Structural Equation Modeling using Partial Least Squares Method. The SPSS and Smart-PLS software were employed in the analyses. The findings verified the significant effect of HR flexibility on organizational effectiveness (t=9/478) and on organizational citizenship behavior (t=28.894). Moreover, significant correlation was found betweenv organizational behavior and organizational effectiveness (t=2.092). The findings from the Sobel test revealed that organizational citizenship behavior could account for approximately 17% of the effect of HR flexibility on organizational effectiveness (t =0.154) and that intensity is significantly correlated with organizational effectiveness (0.1730). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  260 - The Relationship between Market-orientation Culture and Human Resource Productivity: Business Organizations in the Focus
  Gholamreza Amini Khiabami Karim Hamdi
  Market-orientation culture represents a form of creative flexibility the purpose of which is to boost values for market stake holders by prioritizing the role of costumer in all business activities. Productivity, along with efficiency as an inherent economic factor acco More

  Market-orientation culture represents a form of creative flexibility the purpose of which is to boost values for market stake holders by prioritizing the role of costumer in all business activities. Productivity, along with efficiency as an inherent economic factor accompanying it, is the ultimate goal for numerous business organizations. The purpose of the present enquiry was to find out the extent to which market-orientation culture and productivity of human resources may influence each other. The study is based on the mixed findings regarding the nature of the relationship and the orientation of causality. To serve the purpose, the Granger Causality Test and the Hausman Test in simultaneous equation system were employed. Employing Market-orientation Culture Model of Denison and Human Resource Productivity Model of Hersi and Blanchard, the research data were obtained via direct observation of behavioral attitudes of the personnel working at Yaas Chain Stores in Tehran up to saturation point. The findings indicated significant positive relationship between the two research variables with enhanced human resource productivity boosting market-orientation culture and vice-versa.     Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  261 - Investigating and determining the human resources productivity functions based on the architecture of human resources model
  Ali Rezaei Mirghaed Mirali Seyed naghavi Hamed Dehghana Maghsoud Amiri
  The aim of this research was determining the proper functions ofhuman resources in human resources architectural model in order torealize ambidexterity at Tom's firm. This quantitative study was run intwo stages. At first, the architectural questionnaire was distributed More

  The aim of this research was determining the proper functions ofhuman resources in human resources architectural model in order torealize ambidexterity at Tom's firm. This quantitative study was run intwo stages. At first, the architectural questionnaire was distributedamong managers and assistants to differentiate the jobs.Second, humanresource functions questionnaire in terms of renumeration, rewards,performance appraisal, training and development was distributed amongthe managers and assistants so that the proper kind of human resourcefunctions for each architecture be distinguished. To analyse the datainferential statistics (one sample t-test) was used. The results indicatedthat, the rewards in job-oriented should lead the employees toambidexterity. The rewards in partnership type should lead theemployees toward the improvement ambidexterity in organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  262 - Determining The Effect of Human resource Management Procedures on Organizational Learning Capability with the Human Capital Mediation
  Mohammad Akbary Booreng Samira Pour
  The aim the present study was to determine the effect of human resource management procedures on organizational learning capability with the human capital mediation. In order to achieve this goal, using the simple random sampling method, 80 members from the research and More

  The aim the present study was to determine the effect of human resource management procedures on organizational learning capability with the human capital mediation. In order to achieve this goal, using the simple random sampling method, 80 members from the research and development active units were selected as the sample size. To collect the data questionnaire was used. To analyze the data, PLS statistical software was used. The indexes of conceptual model showed that this model enjoys the optimal fitness. The research results showed that human resource management procedures (selection, improvement, development, and merit based assessment) and human capital have positive significant effect on organizational learning capability. The results also showed that human capital plays a mediating role among these procedures. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  263 - Surveying the Mutual Relationship between Productivity and the Quality of Work Life in Human Resources (Case study: Sewage System of Maragheh)
  Mohammad Kalami Esmaeel Omranzadeh Seyed Reza Sharifi Seyed Sina Sharifi Sharifi
  In most of the international conferences about productivity, it has been stated that the level of productivity, particularly that of human resources, is low in various economic parts of the developing countries. The issue of increasing population is also another factor. More

  In most of the international conferences about productivity, it has been stated that the level of productivity, particularly that of human resources, is low in various economic parts of the developing countries. The issue of increasing population is also another factor. Almost all of the connoisseurs and top managers of the world’s industries, in justifying the importance of the role of the people compared with capital and technology, claim that there are three important factors in increasing productivity, and human being is the most important factor, so in top-industrialized communities, the purpose and the kind of culture are based upon QWL and human relationships, respectively. They believe that capital and technology can be provided as a loan and by purchase, but we can neither borrow human beings nor buy them. Human beings should be trained as the main capitals of the developing countries, and they should be motivated. Therefore, in this paper, the authors have tried to survey the mutual relationship between productivity and the quality of work life in human resources. They have concluded that by increasing the quality of work life, the productivity also increases. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  264 - Presenting on Optimum Model of Managers' Effectiveness (Case study: Managers of East Azarbaijan Governor General Office)
  Nader Bahloli Bahram Sarmast Alireza Karimi
  The present research offers an optimum model of managers' effectiveness based on the fuzzy sets theory. In this research based on Lotanz theoretical framework, four kinds of activities including grillwork activities, communications, management of human resources, and tr More

  The present research offers an optimum model of managers' effectiveness based on the fuzzy sets theory. In this research based on Lotanz theoretical framework, four kinds of activities including grillwork activities, communications, management of human resources, and traditional management have been defined for the managers, and the offered model is indeed the optimum proportion of these activities, which maximizes the managers' effectiveness rate. The statistical population consists of all the skilled managers working in East Azarbaijan Governor General office with at least four years of managerial experience. Because of the limited number of the managers, all the 17 managers have been chosen as research sample. For data collection, a questionnaire was used, and, ultimately, the optimum model was obtained. The results showed that if the largest amount of managers' resources is used in human resources activities (53.5%), communications (28.5%), traditional management (10.5%), and networking (7.5%), the maximum rate of effectiveness (61.9%) can be obtained for the managers. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  265 - A Comparative Study on the Status of Technical Students with Standard Indexes in Educational Components
  Morteza Sadati Arash Ghahreman
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  266 - Formulation of Urban Tourism Roadmaping with Human Resources Development Approach (Case Study: Isfahan Province)
  Abdulmajid Mohammadi Akbar Etebarian Reza Ebrahimzadeh
  The purpose of this study is to Formulation an urban tourism road map of Isfahan province with human resources development (HRD) approach. In the first phase, all related published research (48 research) was analyzed using Meta-synthesis method. The results were identif More

  The purpose of this study is to Formulation an urban tourism road map of Isfahan province with human resources development (HRD) approach. In the first phase, all related published research (48 research) was analyzed using Meta-synthesis method. The results were identified and categorized into 9 HRD indices. In the second, 57 operational strategies for implementation of indicators were identified by reviewing the literature and interviewing 21 experts in Industry. Finally, by surveying 10 experts and analyzing them using Structural-Interpretive Modeling Methodology, indicators and operational solutions of Leveling and relationships were determined and presented as a roadmap for HRD of urban tourism in Isfahan province. The results showed that at the lowest level, the indicators "Designing Competency Model of Tourism Industry Jobs" and "Designing Human Resources Information System (HRIS)" had the most impact on the other indicators and in fact the most important indicators of tourism HRD. Isfahan province is considered to be the highest index of "Definition and Award of Excellence in Human Resource Management Excellence in Tourism Industry", which was the most dependent. Finally, indicators such as "utilization of social networks", "allocation of subsidies and discounts in training", "provision of public education", "Designing Competency Model of Tourism Industry" and "Designing HRIS" affect all indicators, and authorities must pay special attention to them in order to monitor their impact on others and select mechanisms to improve on others. In the present study, these mechanisms were presented in the form of operational solutions along with a roadmap for their implementation. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  267 - Investigating factors affecting outsourcing of human resources activities of Saman bank
  Seyed ahmad Hosseini Golafshani Masoud Samadzadeh
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  268 - Designing Brilliant Model for Human Resources Excellence in Industry with Fuzzy Delphi Technique
  mohsen emamifar naser mirsepassi Seyed jamledin Tabibi
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  269 - Identification of Environmental Strategies for Managing Human Resources in Islamic Azad University
  Iraj Rashidi Ghanbar Amirnejad Karamollah Daneshfard
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  270 - A Model of Effective Internal Factors for SMEs’ Performance
  Jahangir Yadollahi Farsi Aliakbar Aghajani Mohammad Mahdi Mardanshahi
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  271 - برنامه ریزی نیروی انسانی به روش زنجیره مارکوف (مطالعه موردی دانشگاه آزاد اسلامی، واحد فیروزکوه)
  ملیحه صحرایی
  مقاله حاضر با هدف پیش بینی و تعیین عرضه خالص نیروی انسانی دانشگاه آزاد اسلامی واحد فیروزکوه برای یک دوره معین انجام شده است. لذا به کمک تجزیه و تحلیل اطلاعات گذشته منابع انسانی، از روش مدل زنجیره مارکوف استفاده شده است و در نهایت تعداد نیروی انسانی، ورود و خروج و همچنین More

  مقاله حاضر با هدف پیش بینی و تعیین عرضه خالص نیروی انسانی دانشگاه آزاد اسلامی واحد فیروزکوه برای یک دوره معین انجام شده است. لذا به کمک تجزیه و تحلیل اطلاعات گذشته منابع انسانی، از روش مدل زنجیره مارکوف استفاده شده است و در نهایت تعداد نیروی انسانی، ورود و خروج و همچنین کمبود و مازاد در هر یک از واحدها و پست های مختلف سازمانی برای 5 سال آینده ( از 1390 تا 1394) پیش بینی شده است و بدین ترتیب تصویر روشنی از وضعیت نیروی انسانی از لحاظ ارتقاء، تنزل، انتقال، استخدام و ترک خدمت کارکنان برای تصمیم گیری مدیران فراهم شده است. جامعه آماری این پژوهش شامل کلیه کارکنان دانشگاه آزاد اسلامی واحد فیروزکوه می‌باشد. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  272 - Investigating The Impact of Human Resources Development on Sustainable Competitive Advantage with The Mediating Role of Organizational Innovation (Study Case: Parsian Gas Refinery Company)
  Afshin Zarif Abdoljavad Khalili mokhtar ranjbar
  10/jtihr.2023.1996630.1182
  This research designed to investigate the impact of human resources development on sustainable competitive advantage with the mediating role of organizational innovation in Parsian Gas Refining Company.This inquiry is an applied-base objective , a correlation-base natur More

  This research designed to investigate the impact of human resources development on sustainable competitive advantage with the mediating role of organizational innovation in Parsian Gas Refining Company.This inquiry is an applied-base objective , a correlation-base nature/methodology.The population comprises all the employees of the above organization , the number of them added up to 1206 individuals in 2023.The sample includes 292 subjects based upon Krejcie & Morgan Table (1970) which appointed in proportionate simple random sampling.The data gathering tools have been three standard questionnaires of Banmairuroy et al. (2021). The validity of the research was done by referring to professors and experts. The reliability of this research was checked and confirmed using Cronbach's alpha criterion in SPSS software. SmartPLS3 software was used to analyze the data. The findings show that:The human resources development is posetively and significantly via mediating role of organizational innovation related to sustainable competitive advantage.The human resources development is posetively and significantly related sustainable competitive advantage.The human resources development is directly and significantly related to organizational innovation.The organizational innovation is reversly and significantly related to sustainable competitive advantage. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  273 - Presenting a theoretical framework for human resource management from the perspective of Quran and Hadith sciences
  eisa amiri mohsen zarei jelyani mokhtar ranjbar
  Effective human resources Managment is vital for the success of any organization. Many of human resource management issues are rooted in religion, and the effects of religion on human resource practices are very important. Given the comprehensive view of Islam on all as More

  Effective human resources Managment is vital for the success of any organization. Many of human resource management issues are rooted in religion, and the effects of religion on human resource practices are very important. Given the comprehensive view of Islam on all aspects of human life, the purpose of the study is comparative comparison of human resource management from the perspective of Quranic sciences and hadith and contemporary management theories and presenting a theoretical framework for human resource management from the perspective of Quran and Hadith sciences. The research method is applied in terms of purpose and in terms of deductive content analysis method. The statistical population of the research includes resources related to human resource management from the perspective of Quranic sciences and hadith and contemporary theorists which have been studied based on purposeful sampling method and critical study. The results show that despite the similarity of the framework and functions of human resource management from the perspective of Quranic and Hadith sciences with contemporary management theories, but structurally, fundamentally and behaviorally there are fundamental differences and the need to pay attention to value and normative backgrounds to development and implementation human resource management strategies. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  274 - investigating and identifying the effective factors on human resource management empowerment in small and medium businesses (Case study of industrial towns in Mazandaran province)
  maryam taghvaee yazdi
  نوشتار مبدأ 1348 / 5000 نتایج ترجمه Background and purpose: New approaches to empowerment have been very important and challenging issues in the field of human resource management. The purpose of this study was to identify and investigate new approaches and its impact o More

  نوشتار مبدأ 1348 / 5000 نتایج ترجمه Background and purpose: New approaches to empowerment have been very important and challenging issues in the field of human resource management. The purpose of this study was to identify and investigate new approaches and its impact on human resource management empowerment in small and medium businesses (Case study of industrial towns in Mazandaran province). Method: The research method was correlational. The research was applied in terms of purpose and descriptive in method and nature. The statistical population of this study consisted of all employees, managers and deputies of industrial towns in Mazandaran province (350 people), the statistical sample was 180 people based on Cochran's formula. The sampling method was stratified random. It was a library and field data collection tool. The validity of the questionnaire has been confirmed by professors and experts. In this study, Cronbach's alpha was used to measure reliability. The reliability coefficient of the Human Resources Management Questionnaire was 0.89 and the Empowerment Questionnaire was 0.91. Results: Descriptive and inferential statistical analyzes were used to analyze the research data. To test the hypotheses, the data normality test method, structural equation test were used to test the hypotheses and to examine the relationship between variables with the help of SPSS 20 software. Conclusion: The results showed that new approaches (infrastructure-support, management, information technology, motivation and education) were effective on empowering human resources in small and medium businesses in industrial towns of Mazandaran province. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  275 - The effect of human resource management on organizational performance from the perspective of managers and employees with a comparative approach
  adel koulak hassan soltani shiva maddahian mehdi mohammadbagheri navid fatehi rad
  10/jtihr.2023.1978883.1137
  The purpose of this research was the effect of human resource management on organizational performance from the perspective of managers and employees with a comparative approach with the mediating role of organizational culture, organizational commitment and employee re More

  The purpose of this research was the effect of human resource management on organizational performance from the perspective of managers and employees with a comparative approach with the mediating role of organizational culture, organizational commitment and employee retention in Islamic Azad Universities of Fars province. The research method was applied in terms of purpose, and in terms of data collection, it was an exploratory mixed method. The participants in this research in the qualitative part included managers and expert employees of the Islamic Azad Universities of Fars province, and 10 of them were selected using a purposive sampling method. Also, in the quantitative part, the statistical population of the research included all administrators and employees of Islamic Azad Universities in Fars province, who were selected as the sample size using Morgan's table and stratified random sampling method with proportional allocation of 357 people. . The results of the structural equation test from the managers' point of view showed that the two variables of organizational culture and organizational commitment have a significant mediating effect on the relationship between human resource management and organizational performance, but employee retention has a mediating effect on the said relationship. Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  276 - Localization of human resource education with the approach of developing social networks and society
  hassan soltani kimia mokhtari
  The purpose of this study is to investigate the localization of human resource education with the approach of social network and community development. Research Method The present research is applied in terms of purpose and in terms of data collection method is descript More

  The purpose of this study is to investigate the localization of human resource education with the approach of social network and community development. Research Method The present research is applied in terms of purpose and in terms of data collection method is descriptive-survey based on structural equation modeling. The statistical population of the present study was 112 students of the Islamic Azad University of Zarghan, which was selected as a sample using Morgan's table of 92 people and non-random sampling method is available. The data collection tool in this study was the standard questionnaire Lee (2021). Divergent validity and convergent validity tests in SPSS and SMART PLS software were used to assess the validity of the questionnaire. Cronbach's alpha test was also used to determine the reliability of the questionnaire, which was higher than 0.70 for each variable, which indicates the reliability of the questionnaire. Findings show that localization of education has a significant effect on the development of social networks and society. Considering that the research findings show that the localization of e-learning among students has a significant impact on the development of social networks and society, it can be used using different methods in the suggestions section. Has been, these effects have increased Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  277 - Semantic Analysis of the Strategies in human resources development in the field of social harms management by the use of grounded theory approach
  syyed ali mohammad moosavi reza esmaili akbar etebarian khorasgani
  10/jtihr.2022.1973037.1113
  The purpose of this study is to find an answer to a fundamental question:What would be the human resources development strategies in controlling social harms related to addiction, children and the mentally handicapped Shiraz mental health park plan? The methodology of t More

  The purpose of this study is to find an answer to a fundamental question:What would be the human resources development strategies in controlling social harms related to addiction, children and the mentally handicapped Shiraz mental health park plan? The methodology of this research in terms of approach is qualitative based on foundation and result data, applied and developmental, and in terms of purpose, research and exploratory, with the use of in-depth semi-structured interviews and observation, the necessary data was collected and coding was done on it, and the strategies have been identified. To validate the structure of the technique of collecting from multiple sources and internal validity through member control by reviewing and confirming the implemented text of the interview, the writer's long-term involvement and the intensive receiving of information from academic experts, policy makers, staff and operational managers And external validity is used through the rich description of the data, the use of coding procedures and the statistical were15 academic expert,policy makers ,staff and operational managerswhich were selected by purposeful and snowball sampling. The results of the research show the strategies include leaders intellectual abilities, education and development, merits, strategic alignment,organizational development, comprehensive system of compensation plans, recruitment and employment, welfare, safety, maintenance and organizational performance. ,Education and development with 39 meaningful significance and 10 categorical relations, recruitment and employment with 33 meaningful significance and 9 categorical relations, in addition to merits with 22 meaningful significance and 8 categorical relations are considered Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  278 - Investigating the Causal Conditions and Identifying the Consequences of Public Sector Human Resource Performance Management Based on the Islamic-Iranian Model of Progress (Case study: Court of Audit)
  ROYA HASHEMI Karamollh DaneshFard Naser Mirsepasi
  10/jtihr.2023.1968111.1108
  AbstractThe purpose of this study is to investigate the causal conditions and identify the consequences of human resource performance management based on the Iranian-Islamic model of progress. This study is an applied goal that was conducted with an approach combined wi More

  AbstractThe purpose of this study is to investigate the causal conditions and identify the consequences of human resource performance management based on the Iranian-Islamic model of progress. This study is an applied goal that was conducted with an approach combined with an exploratory design. The statistical population is 20 people in the qualitative section of professors in the field of human resource management and managers of organizations who are familiar with the field of performance management, and in the descriptive section of the staff of the Court of Audit (formal and contractual). 290 people were selected as a statistical sample based on Cochran's formula using random sampling method. To collect the data, a researcher-made questionnaire was used. Lisrel-V9.2 and Spss-V22, MAXQDA software were used. The performance of human resources based on the Iranian-Islamic model is 13 identifiable indicators (items), that 2 components are identifiable. (8 items), 2- Individual competence (5 items), was identified. Outcome components of human resource performance management based on the Iranian-Islamic model of progress, 15 identifiable indicators (items), that 3 components are identifiable. Finally, effective factors such as; 1- Effective learning and training (4 items), 2- Employee motivation (6 items), 3- Communication (5 items); is identified. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  279 - An Investigating the impact of human resource accounting on the organization's financial efficiency in the context of small and medium enterprises in Asalouye region
  saleh shahabi ebrahim abbasi abbas allahyari
  10/jtihr.2023.1977284.1127
  Objective: The purpose of this study is to determine the effect of human resource accounting on the financial efficiency of the organization in the context of small and medium enterprises in the special region of Assalouye.Methods: The descriptive-survey research method More

  Objective: The purpose of this study is to determine the effect of human resource accounting on the financial efficiency of the organization in the context of small and medium enterprises in the special region of Assalouye.Methods: The descriptive-survey research method is of applied type and it was done by SPSS software version 20 and the validity and reliability of the data was done using Cronbach's alpha test. The research data was collected cross-sectionally and in the year 2022, through a questionnaire. Human resource accounting, human efficiency, profitability, return on assets, return on equity are among the variables of this research. The statistical population is the small and medium companies of the special region of Asaluyeh, and the statistical sample was selected using Morgan's table and 196 people including managers, employees, accounting and financial experts active in this company.Results: The results show that human resource accounting has a positive and significant effect on the financial efficiency of the organization in the field of small and medium-sized companies in the special region of Asalouye.Conclusion: Therefore, human resource accounting can have an effect on organizational productivity indicators such as human efficiency, profitability, return on assets, return on equity in small and medium-sized companies in Asalouye region, which ultimately improves the stability of the company, the continuity of activity and the growth of the company. comes with Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  280 - analyzing the guidance strategies of the guidance strategies of the holy quran to improve human resources
  mohammad sharifani Mohammad Marefat
  10/jtihr.2022.1968369.1109
  In this article, with descriptive and analytical methods and with the help of written documents, guidance strategies of the Holy Quran for improving human resources have been extracted from verse 23 of Surah Zammar and analyzed in order to improve efficiency and increas More

  In this article, with descriptive and analytical methods and with the help of written documents, guidance strategies of the Holy Quran for improving human resources have been extracted from verse 23 of Surah Zammar and analyzed in order to improve efficiency and increase the effectiveness and productivity growth of organizations. Strategies such as: "authentic and perfect source", "understandable and useful content", "innovation and innovation", "lawfulness and order", "similarity and homogeneity", "exciting repetition", "impact" and "relaxation".Recruitment process, manpower selection indicators, scientific needs assessment for manpower supply, internal and external trainings, manpower loyalty, planning in human resources department, organizational culture and behavior, manpower retention and performance evaluation indicators, including challenges and problems of institutions and companies are in the field of human resources.Improving human resources allows employees to effectively continue their activities in line with organizational transformations and environmental changes and increase their efficiency and usefulness; Therefore, in this article, to solve the existing problems and challenges, we have gone to the guidance strategies of the Holy Quran; Because the progress and realization of organizational goals depends on the ability of the forces and employees to fulfill their duties and adapt and adapt to changing and diverse environments, which depends on the provision of operational solutions and strategies. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  281 - Presenting a model of organizational ambivalence based on the tasks of Islamic human resource management in Naja
  salim Sanai Masoud Pour Kiyani Sanjar Salajegheh Saeed Sayyadi
  10/jtihr.2023.1976629.1122
  Islamic human resource management is one of the most important organizational areas that has an impact on organizational performance, and with proper focus and optimal use of this important, a balance between stability and change can be created; On the other hand, atten More

  Islamic human resource management is one of the most important organizational areas that has an impact on organizational performance, and with proper focus and optimal use of this important, a balance between stability and change can be created; On the other hand, attention to the concept of dualism is growing. As a result, in the current research, the department of human resources management in the police force of the Islamic Republic of Iran has been considered as the most efficient department for the realization of organizational dualism, and in this research, the model of organizational duality has been presented based on the tasks of Islamic human resource management in Naja. In order to collect the data, the opinions of the experts and experts of Naja were used by using a semi-structured interview and a questionnaire. Excel software was used for theme analysis and SPS software was used for exploratory factor analysis. Using theme analysis, 120 core codes were identified in 8 selective code categories (planning, performance evaluation, requirements, Islamic work relations, retention, power of influence, recruitment based on Islamic criteria and Islamic education). Exploratory factor analysis also classified the selective codes in two dimensions of exploration and exploitation. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  282 - Knowledge management and its role in the development of human resources, Kohgilouye and Boyer Ahmad
  saeed rashidi mohamad hatami kiya davood mosaviyan ali kamrani mokhadam
  10/jtihr.2023.1972952.1112
  Human resources and knowledge management are closely related and so far many knowledge management projects have failed due to inattention to the human factor. The purpose of this study is to investigate the views of 66 people from the statistical sample of the research, More

  Human resources and knowledge management are closely related and so far many knowledge management projects have failed due to inattention to the human factor. The purpose of this study is to investigate the views of 66 people from the statistical sample of the research, in a cluster method including: Kohgiluyeh and Boyer-Ahmad provincial registry staff regarding the impact of knowledge management on human resource development of Kohgiluyeh and Boyer-Ahmad registry. This research is a survey in terms of practical purpose and in terms of data collection method. According to the research background, after drawing the conceptual model of the research, information was collected using a questionnaire that had reliability and validity. After performing the necessary statistical tests with Smart pls and Spss software, while confirming the research hypotheses, it was determined that: Knowledge management on human resource development in Kohgiluyeh and Boyer-Ahmad provincial registry office, with regression coefficient Impact has an effect of 0.94. Therefore, the managers of this department should use knowledge management to develop their human resources, to achieve the development of competence, increase capability, information sharing and training of their employees in the workplace. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  283 - Comparative comparison of human resource management from the perspective of Quranic sciences and hadith and contemporary management theories
  eisa amiri mohsen zarei jelyani mokhtar ranjbar
  10/jtihr.2023.1987218.1164
  Effective human resources Managment is vital for the success of any organization. Many of human resource management issues are rooted in religion, and the effects of religion on human resource practices are very important. Given the comprehensive view of Islam on all as More

  Effective human resources Managment is vital for the success of any organization. Many of human resource management issues are rooted in religion, and the effects of religion on human resource practices are very important. Given the comprehensive view of Islam on all aspects of human life, the purpose of the study is comparative comparison of human resource management from the perspective of Quranic sciences and hadith and contemporary management theories. The research method is applied in terms of purpose and in terms of deductive content analysis method. The statistical population of the research includes resources related to human resource management from the perspective of Quranic sciences and hadith and contemporary theorists which have been studied based on purposeful sampling method and critical study. The results show that despite the similarity of the framework and functions of human resource management from the perspective of Quranic and Hadith sciences with contemporary management theories, but structurally, fundamentally and behaviorally there are fundamental differences and the need to pay attention to value and normative backgrounds to development and implementation human resource management strategies Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  284 - The effect of green human resource management on green innovation with the mediating role of green human capital and environmental knowledge in South Aluminum Industries Complex (SALCO)
  adel koulak Mohammad Ali Mousavi mokhtar ranjbar
  10/jtihr.2023.1976721.1123
  Today, green human resource management has become a key strategy for businesses to move towards environmentally friendly behaviors. One of the important challenges of industries is how to integrate environmental policies into human resources activities. Based on this, t More

  Today, green human resource management has become a key strategy for businesses to move towards environmentally friendly behaviors. One of the important challenges of industries is how to integrate environmental policies into human resources activities. Based on this, the aim of this research is to investigate the effect of green human resource management on green innovation with the mediating role of green human capital, green environmental knowledge in South Aluminum Industries Complex (SALCO). The research method of this research is quantitative, in terms of "applied" goal and the data collection method is "survey". The statistical population of the research includes all the employees of South Aluminum Industries Complex (Salco) in the number of 2300 people and the sample size is 330 people (using the Cochran formula) and the data collection was done using a standard questionnaire tool. The sampling method of this research is a stratified random method and the results were analyzed using SPSS version 20 and AMOS version 24 software at two levels of descriptive and inferential statistics. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  285 - Improving human resources based on Islamic criteria to reduce conscious organizational forgetfulness of employees of government organizations in Kerman city
  Rasoul Salarnejad Amin Nikpour Yaser Salari sanjar salajeghe
  The current research was carried out with the aim of designing a human resources improvement model based on Islamic criteria in order to reduce the conscious organizational forgetfulness of employees of government organizations in Kerman city. The statistical population More

  The current research was carried out with the aim of designing a human resources improvement model based on Islamic criteria in order to reduce the conscious organizational forgetfulness of employees of government organizations in Kerman city. The statistical population of this research consists of two groups, the first group includes experts who are familiar with the theories of improving human resources based on Islamic criteria and reducing the conscious organizational forgetfulness of employees, whose number is unknown and scattered throughout the country, and how they are selected selectively. and in this research, in the section of compiling and designing the model, their opinion has been used, and the second group includes all the employees of government offices in Kerman city (29,697 people), who are busy performing their duties in all government offices of this city, according to Cochran's formula 380 One of them was selected as a sample. The methodology of conducting a descriptive-survey research and in the field of data collection from human resource improvement questionnaires based on Islamic criteria and conscious organizational forgetfulness of employees, whose validity is 0.92, 0.91, and reliability respectively. 0.98.2, 0.93.7 are used. According to the average obtained for the human resources improvement variables based on Islamic criteria in order to reduce the conscious organizational forgetfulness of the employees of government organizations in Kerman city, it can be said that these variables are at a more than satisfactory level. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  286 - Investigating the impact of human resource retention system on productivity improvement in Parsian Gas Refining Company
  mokhtar ranjbar moslem azad
  The main purpose of this research was to investigate the impact of human resource retention system onimproving productivity in Parsian Gas Refining Company. The research method is descriptive surveytype. The statistical population of this study consisted of managers and More

  The main purpose of this research was to investigate the impact of human resource retention system onimproving productivity in Parsian Gas Refining Company. The research method is descriptive surveytype. The statistical population of this study consisted of managers and employees of Parsian refinerywith 524 people. They were examined by stratified sampling method of 220 people. The research toolwas a researcher-made questionnaire developed by Human Resources Retention System, as well asHersey and Goldsmith's (2000) Productivity Questionnaire. Validity of the questionnaires wascalculated using Content and Structural Validity analysis and its reliability was calculated usingCronbach's alpha coefficient. For human resources retention it was 0.85 and for the Hersey andGoldsmith's productivity questionnaire was 0.92. Data were analyzed using descriptive statistics andinferential statistics including multiple regressions and structural equation modeling using PLSsoftware. The findings showed that human resource retention system has a significant effect onimproving the productivity of Parsian gas refining company. Also, the dimensions of human resourceretention system including individual factors, organizational factors and environmental factors alsohave a positive and significant effect on improving the productivity in Parsian Gas Refining Company.The simultaneous effect of variables in the final model using multiple regression and path analysisshowed that all dimensions of human resources retention system have a positive and significantpredictor of improving the productivity in Parsian Gas Refining Company. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  287 - Investigating the effect of human resource management activities on organizational performance with the mediating role of organizational commitment in free universities of Fars province
  adel koulak hassan soltani shiva madahian mahdi mohamadbagheri navid fatehi rad
  The purpose of this study was to investigate the effect of human resource management activities onorganizational performance with the mediating role of organizational commitment in open universitiesin Fars province. The research method was applied in terms of purpose an More

  The purpose of this study was to investigate the effect of human resource management activities onorganizational performance with the mediating role of organizational commitment in open universitiesin Fars province. The research method was applied in terms of purpose and heuristic mixed method interms of data collection. Participants in this study in the qualitative section included managers andqualified staff of free universities in Fars province, from which 10 people were selected using purposivesampling. Also, in the quantitative part, the statistical population of the study included all managers andstaff (including faculty members) of free universities in Fars province, which using Morgan table andstratified random sampling method with proportional allocation of 357 people as Sample sizes wereselected. Collect the information required in the qualitative part to design a research model with a semistructured open interview and in the quantitative part using a researcher-made questionnaire thatincluded 3 structures (variables), 12 dimensions and 37 questions in the form of a 5-point Likert scale ..شدTo determine the validity and reliability of the questionnaire, convergent validity methods,Cronbach's alpha coefficient and combined reliability were used, respectively, based on which thevalidity and reliability were confirmed. The results of structural equation test showed that from theperspective of managers and staff of free universities in Fars province, the variable of organizationalcommitment has a mediating and significant effect on the relationship between human resourcemanagement and organizational performance Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  288 - Designing a Model for Selection and Implementation of Human Resource Planning Cycle among the Personnel of Sport Organizations
  vali nowzari aboozar zare
   The present study conducted with the aim of designing a Model for Selection andImplementation of Human Resource Planning Cycle among the Personnel of Sport Organizationsin Fars Province. The statisticall sample and population of this study, consisted of senior man More

   The present study conducted with the aim of designing a Model for Selection andImplementation of Human Resource Planning Cycle among the Personnel of Sport Organizationsin Fars Province. The statisticall sample and population of this study, consisted of senior managersof Sport Organizations in Fars Province wich are 11 person. Interperetive structural modeling(ISM) technique was used to design model. A 21-item questionnaire was used for this purpose.Based on the designed model, service compensation, planning and Recruitment, performanceappraisal, and employee relations were placed into the first level of the designed model. Testingand hiring, training and development were placed into the first level of the designed model; andneeds analysis came in the third level of the model. Based on the Power of influence - power ofdependency chart, Needs analysis was in area 2; Compensation services, planning and staffing,testing and recruitment, training and development, performance appraisal, and staff relations wereall included in Area 3. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  289 - Investigating the effect of human resource management activity on organizational performance with regard to the mediating role of talent management in Mapna Operation and Repair Company
  Vahid Taheri Abdoljavad Khalili ahmad askari
   The purpose of this study was to investigate the effect of human resource management activities onorganizational performance with regard to the mediating role of talent management in MapnaOperation and Repair Company. The method of the present study was descriptiv More

   The purpose of this study was to investigate the effect of human resource management activities onorganizational performance with regard to the mediating role of talent management in MapnaOperation and Repair Company. The method of the present study was descriptive-survey analyticaland applied in terms of purpose. The statistical population was all employees of Mapna Operationand Repair Company. Using Morgan table and simple random sampling method, 302 people wereselected as the sample. The research instruments in this study were Taksi (2007) standard humanresource management activity questionnaire, Patterson (2005) standard organizational performancequestionnaire and Phillips and Rapper (2009) standard talent management questionnaire. Todetermine the validity and reliability of the questionnaires, convergent validity methods, Cronbach'salpha coefficient and combined reliability were used, respectively, based on which the validity andreliability were confirmed. In this research, in order to analyze the data from the path analysistechnique using Smart PLS software, the identified research paths have been studied in accordancewith the conceptual model. Findings show that the talent management variable plays a mediatingrole in the impact of human resource management activities on the organizational performance ofMapna Operation and Repair Company. The results showed that human resource managementactivity and its dimensions through talent management had an indirect effect on the organizationalperformance of Mapna Operation and Repair Company. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  290 - Qualitative Study of Factors Affecting the retention of knowledge workers in the university
  leila hosseinitabaghdehi
  Human resource maintenance is one of the measures and measures of human resource management.The aim of this study was to identify the factors affecting the retention of knowledge workers in IslamicAzad universities of Mazandaran province. This research was a qualitative More

  Human resource maintenance is one of the measures and measures of human resource management.The aim of this study was to identify the factors affecting the retention of knowledge workers in IslamicAzad universities of Mazandaran province. This research was a qualitative study of inductive contentanalysis with an applied purpose. Its data were collected in 1398 Year using purposive sampling methodfrom snowball to saturation stage and semi-structured interviews with 28 academic experts andspecialists in the field of human resource management. Data analysis was using semantic unit analysisand Delphi technique. After analyzing the data, 22 codes (indicators) were identified in the form of 5concepts or factors including participation, reward system, job design, job significance andindependence of action for retaining knowledge staff in Islamic Azad universities of Mazandaranprovince. The results of this research can help managers in creating a suitable and attractive workenvironment in order to gain opportunities for growth and development and increase the participationof knowledge employees in value creation and creating a competitive advantage. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  291 - Investigating the Impact of Competition in the Product Market Using the Herfindahl-Hirschman Index on the Efficiency of Investing in Human Resources in Companies Listed on the Tehran Stock Exchange
  Hamid Reza Mohammadi Atefeh Abbasi
  Nowadays, Daneshgar human resources are considered as the most important ability of the organization to gain a competitive advantage and also the main intangible asset, and the organization believes that employees should be the basis for improving the quality and effici More

  Nowadays, Daneshgar human resources are considered as the most important ability of the organization to gain a competitive advantage and also the main intangible asset, and the organization believes that employees should be the basis for improving the quality and efficiency of all organizational processes The purpose of this study is to investigate the effect of competition in the product market using Herfindahl-Hirschman index on the efficiency of investment in human resources in companies listed on the Tehran Stock Exchange. The research data has been prepared using the library-documentation method and the statistical population of this research is the companies listed on the Tehran Stock Exchange during the period 1393 to 1398. Sampling was done by systematic elimination method and 124 companies were selected as a sample. This research is random, correlation and post-event. Multivariate regression technique using panel data method has been used to test the hypotheses. The findings showed that there is a significant inverse relationship between competition in the product market using the Herfindahl-Hirschman index and the efficiency of investment in human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  292 - Financial empowerment strategies in small and Medium Enterprises with a fuzzy Delphi approach
  Gholamreza Elahi parviz saeidi Jamadverdi Gorganli Dooji Maryam Bokharayan
  Financial empowerment strategies in small and Medium Enterprises can be searched in the interdisciplinary topics of management, especially in the field of commercial and industrial management, with an emphasis on market research in businesses. Of course, it is obvious t More

  Financial empowerment strategies in small and Medium Enterprises can be searched in the interdisciplinary topics of management, especially in the field of commercial and industrial management, with an emphasis on market research in businesses. Of course, it is obvious that the process of choosing financial empowerment strategies is not the same for every investor and small and medium-sized companies, so it is never possible to prescribe the same prescription for everyone and achieve more profit in the same way and succeed in the business market. In this article, an attempt has been made to determine financial empowerment strategies through collective wisdom. Therefore, the Delphi method, which is one of the group decision-making methods, is used. Undoubtedly Identifying financial empowerment strategies in practice brings the possibility of wide-ranging consequences for all stakeholders, including investors, managers and employees, suppliers and customers, as well as customer relationship management, customer satisfaction and complaints, consumer behavior analysis and the purchase decision process. In this thesis, using the research literature and theoretical foundations, empowerment strategies, the background of the research on domestic and foreign studies during the past decade, and then screening and identifying the final indicators of financial empowerment strategies in small and medium-sized companies with the approach Fuzzy Delphi with 63 final questions was conducted in two stages in the form of a questionnaire from experts, and finally the results and suggestions have been presented Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  293 - Enhancing Recruitment Efficiency: Leveraging Fuzzy Logic Optimization for Effective Skill Management in Human Resources
  Farideh Majidi Maryam Khademi
  10.30495/fomj.2023.1986706.1087
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  294 - The Factors Affecting Human Resources Productivity in Urban Construction Projects A Comparison of Relative Importance Index and Fuzzy Logic Methods
  Mobin Yarahmadi Mohammad Mirhoseini Mehdi Komasi Mohammad Ehsanifar
  10.30495/fomj.2023.1992756.1106
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  295 - Electronic Human Resource Management Role in Organizational Effectiveness in Educational Organization of Golestan Province
  Mostafa Ghanbari Vahid Fallah Farshideh Zameni
  Todays, quick and increasing development of information and communication technology and its usability in different fields of organization, creates a new approach which is called electronic human resource management. Human resource considered as a growth and survival pi More

  Todays, quick and increasing development of information and communication technology and its usability in different fields of organization, creates a new approach which is called electronic human resource management. Human resource considered as a growth and survival pillar of the organization and has a basic role in organization effectiveness. Therefore, this investigation aims to evaluate the role of electronic human resource management on organizational effectiveness in educational organization of Golestan province. The investigation was descriptive-survey. Statistical population of research was managers, assistant directors and educational experts of educational organization department and townships of Golestan in educational year of 2015-16 which was 643. Sampling method was stratified random based on organizational post. By using Cochran formula, and after drop out, 226 persons participate in the investigation as sample. Data gathering instruments were researcher made questionnaires which their validity was confirmed by experts and their reliability was obtained 0.97 by Alpha Cronbach coefficient. In order to data analysis in inferential statistics level, a statistical software SPSS proportional to data assessment and statistical assumption, one sample t test was used. Results revealed that electronic human resource management was affected organizational effectiveness, and using informational and communicational technology in planning, employment, training and development, performance evaluation and human resource maintenance will promote organizational effectiveness in Golestan province educational organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  296 - "Investigating the Capabilities of Social Networks in Human Resource Development in Iranian Higher Education: A Qualitative Study"
  Abasalt Khorasani Somaye Rahimi Morteza Rezaeezade
  Today, social networks are emerging as a strategy in systems. It is worth considering and using their capabilities to advance the goals of the organization. Accordingly, the purpose of this study is to identify the capabilities of social networks in HRD in Iranian highe More

  Today, social networks are emerging as a strategy in systems. It is worth considering and using their capabilities to advance the goals of the organization. Accordingly, the purpose of this study is to identify the capabilities of social networks in HRD in Iranian higher education. Capabilities were extracted qualitatively based on key components (learning and community building or interactions) in the VHRD approach. In-depth interviews were conducted with 8 HRD managers and experts at Shahid Beheshti and Sharif University of Technology. The obtained data were analyzed by qualitative content analysis technique. The results showed two main capabilities; Virtual interactive networks and virtual workflows Network learning is significant in human resource development processes. Virtual interactive network with features; Ease of access - Objectivity - Flexibility - Security - Transparency - Diversity - Attractiveness and motivation were considered. Also, the virtual way of learning networking with features; Immediate follow-up of learning outcomes; Ability to record and view virtual problems, needs and successful learning experiences of employees; Continuous and virtual knowledge enhancement of employees; Technology-based pathways in learning; An informative and somewhat cost-effective mechanism was also introduced in staff learning. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  297 - evaluation of the maturity of electronic human resource management and its impact on the optimization of intellectual capital in the organization (Case study: Telecommunication Company of Tehran)
  masoud mondeali maryam soleymani abolghasem bagheri hossein sotudeh arani
  The present research studies the evaluation of the maturity of electronic human resource management and its impact on the optimization of intellectual capital in the organization (Case study: Telecommunication Company of Tehran). Therefore, it is applied in the field of More

  The present research studies the evaluation of the maturity of electronic human resource management and its impact on the optimization of intellectual capital in the organization (Case study: Telecommunication Company of Tehran). Therefore, it is applied in the field of applied research and considering the field information used to test the research hypothesis, it is included in the research group. The research method is descriptive. The statistical population of the present study is the total number of 1,000 employees of Tehran Telecommunication Company. For collecting information, two matrixes of human resource management electronic questionnaires including dimensions (communication, automation, application, analytical software, software coordination, creation, alignment) and optimization of intellectual capital including dimensions (human capital optimization, structural capital optimization, customer capital optimization), interest It has been taken. In order to test the hypothesis of the research, the structural equation test was analyzed by SPSS and PLS software. The findings of the research indicate that the maturity of electronic human resource management has a significant effect on the optimization of intellectual capital Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  298 - The Psychological Empowerment; An Instrument for Controlling the Cyberloafing
  Hossein Samadi-Miarkolaei Hamzeh Samadi-Miarkolaei
  The purpose of the present research is exploring the relationships between psychological empowerment and cyberloafing in the healthcare and treatment sector. Present research is a survey study in which the questionnaire is considered as the data gathering method. The st More

  The purpose of the present research is exploring the relationships between psychological empowerment and cyberloafing in the healthcare and treatment sector. Present research is a survey study in which the questionnaire is considered as the data gathering method. The statistical population of the study includes 165 employees of Babolsar Healthcare and Treatment Network in 1397 [2018] that selected by simple random sampling method. The information collecting instruments included the Spreitzer’s (1995) psychological empowerment (PE) and Lim’s (2002) cyberloafing (CL) standard scales. Data analysis and hypothesis test has been done by Pearson's correlation test and the step by step multiple regression using SPSS software. Research findings showed that there is a negative and significant relation between psychological empowerment and cyberloafing. Also, the results of the regression analysis test showed that the psychological empowerment variable explains the 24 percent of changes in cyberloafing variable. Though the psychological empowerment dimensions have had separated significant relationships with cyberloafing behavior, but among them, the meaning variable is only able to negatively and significantly predict and influence on the employees' cyberloafing behavior. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  299 - Development of information technology communication model and human resource empowerment in education
  Shapoor Etehadnezhad Abdolghalegh Gholami CHENARESTAN OLYA Ali Pirzad Tahereh Etehadnezhad
  The purpose of this study is to investigate the relationship between IT and human resource empowerment and design the relevant communication model. This research is of descriptive-analytical type and in terms of purpose is of user type. The statistical population was hu More

  The purpose of this study is to investigate the relationship between IT and human resource empowerment and design the relevant communication model. This research is of descriptive-analytical type and in terms of purpose is of user type. The statistical population was human resources managers and information technology practitioners in Fars education and 210 people and the statistical sample was 136 people according to Cochran's formula which was selected by cluster random sampling. Data collection tools were two questionnaires of information technology and human resource empowerment whose face validity was confirmed by relevant experts and their reliability was obtained using Cronbach's alpha formula of 0.862 and 0.907, respectively. In order to study and analyze the data, descriptive statistical methods and confirmatory factor analysis were used with the help of SPSS and smart PLS software and the research analytical model was developed. According to the research findings, the coefficient of information technology to human resources empowerment path is equal to 0.717 and the value of t-statistic for this path is equal to 12.292, which due to the larger value of 1.96 indicates the estimated coefficient of significance. The result of information technology has a positive and significant effect on human resource empowerment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  300 - Relationship between e-learning and integrated management with the mediating role of human resource optimization with the performance of secondary school principals city in Neka
  fatemeh soghra sina
  The purpose of this study is to determine the relationship between e-learning and integrated management with the mediating role of human resource optimization with the performance of secondary school principals in Neka city. In terms of applied purpose, this research is More

  The purpose of this study is to determine the relationship between e-learning and integrated management with the mediating role of human resource optimization with the performance of secondary school principals in Neka city. In terms of applied purpose, this research is a method of collecting field and descriptive correlational information based on structural equation modeling. The statistical population was all principals and deputies of Neka schools, 173 people, who were selected as a sample using Krejcie and Morgan table and stratified random sampling method by gender. Data collection tools were standard questionnaires of Hosseini e-learning (2014), integrated management of Baldrige (1999), optimization of human resources of Zabat (2009), performance of Hersi and Goldsmith managers (1980). The validity of these questionnaires was confirmed by experts, the reliability was calculated through Cronbach's alpha coefficient. The value was 0.88 for e-learning, 0.95 for integrated management, 0.94 for human resource optimization, and 0.91 for managers' performance. Spss and Pls software were used to analyze the data. The results showed that there is a relationship between information and communication technology and job performance with the mediating role of organizational agility. There is a relationship between information and communication technology and the job performance of professors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  301 - The experiences of social security organization managers on the effectiveness of human resource management : phenomenological approach
  Seyed Masoud Khalili Mehraban Hadi Peykani Reza Ebrahimzadeh Dastjerdi
  10.30495/jmemiau.2023.705534
  This research was conducted with the aim of analyzing the phenomenological experiences of the effectiveness of human resource management in the social security organization. The research was conducted through the qualitative research approach of phenomenological type an More

  This research was conducted with the aim of analyzing the phenomenological experiences of the effectiveness of human resource management in the social security organization. The research was conducted through the qualitative research approach of phenomenological type and using the Clayey method of data analysis, by studying the experiences of the senior managers of the Social Security Organization. The statistical population of the research included The all managers of the Social Security Organization. The research tool is a structured interview based on collaboration. Sampling method, theoretical sampling and considering 7 specific criteria, the sample members were selected. The interviews continued until the saturation point was reached The number of samples is 12 people. The findings showed that the factors affecting the effectiveness of human resources management are three main dimensions: The structural dimension , the cultural dimension and the human dimension. And focusing on these factors and their subgroup indicators can increase the effectiveness of human resources management and due to alignment with the goals of the entire organization, it will also increase the effectiveness of the entire organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  302 - Environmental concerns and green human resource management: A meta-synthesis
  Ali Reza Nobari Seyed-Reza Seyedjavadin Taher Roshandel Arbatani Fereydoon Rahnamay Roodposhti
  10.30495/ijpp.2018.543510
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  303 - Mechanisms for the Development of Human Resources in Khouzestan Sugarcane Agro Industrial Company
  Neda Nasir pour Azadeh N. Noorivandi
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  304 - Designing human resource productivity model with organizational goals with emphasis on individual and organizational factors
  bahador changizi mojgan amirianzadeh moslem salehi reza zareie
  Organizations are equipped by their human resources and by the same human resources; Set goals will be achievable. Therefore, the human resources of the organization need more attention and development because human resources alone can increase efficiency and productivi More

  Organizations are equipped by their human resources and by the same human resources; Set goals will be achievable. Therefore, the human resources of the organization need more attention and development because human resources alone can increase efficiency and productivity. The research was done in two stages. In the first stage, which was done qualitatively. 18 interviews were conducted with experts. Then, the data were analyzed by content analysis method and based on this stage and the literature, the research model was designed and then a questionnaire including the basis of Likert spectrum and including individual, organizational and organizational productivity goals was prepared. In the second stage, 337 questionnaires were purposefully distributed among the employees of the National Iranian Gas Company, using SPSS and Smart Pls software and correlation test and implementation of structural equations were examined. According to the research findings, the individual and organizational dimensions have a positive and significant relationship with productivity. Therefore, in order to achieve organizational goals, individual performance and organizational performance should be given more attention. Based on the research results, suggestions were presented in both executive and research sections. The research results increase our knowledge in the field of individual factors and organizational factors and organizational goals. The study of research model in organizations and other departments with different statistical population is suggested to future researchers. The limitation of the statistical population to the National Iranian Gas Company is one of the limitations of the research that reduces its generalizability.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  305 - Role of knowledge management in determination of human resources strategy
  mohammad jalal kamali shahram zohdi rasoul salar nezhad
  In today world, organizations must pay all their attention to their most important capital, knowledge. Human resources management of organizations is the nearest group to human inside the organization. A great part of knowledge is inside the human thoughts of the organi More

  In today world, organizations must pay all their attention to their most important capital, knowledge. Human resources management of organizations is the nearest group to human inside the organization. A great part of knowledge is inside the human thoughts of the organization that knowledge management is responsible to capture and store this knowledge in knowledge bases. Meanwhile, the human resources unit is considered as an important and useful factor of managers of organization knowledge for the adjacency to organization members. This research aims at studying the role of knowledge management in determination of the essential strategies in human resources management. Thus, this research was conducted in 2018 by reviewing the domestic and foreign published references and articles about knowledge management and human resources management in data banks. The period to select the articles was 2015-2018. Studying the concepts and existed classifications about knowledge management show the extensive spectrum of ideas and views. However, the key point is that implementation factors of a knowledge management system can be different. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  306 - THE DESIGN OF A MODEL FOR THE GREEN HUMAN RESOURCE MANAGEMENT (CASE STUDY: EXECUTIVE ORGANS OF THE CITY OF SHIRAZ)
  Hamidreza Mohammadi masoud pourkiani Sanjar Solajegheh Saeed Sayyadi Hamidreza Malayi
  The objective of this research is to design a model for the green human resource management. The components of the green human resource management were identified through exploratory studies and a survey of experts. The statistical population of the study includes: The More

  The objective of this research is to design a model for the green human resource management. The components of the green human resource management were identified through exploratory studies and a survey of experts. The statistical population of the study includes: The first group consists of experts, where the comments of 26 people were used to design the model. The second group consists of employees of executive organs in the city of Shiraz, 732 of whom were selected as samples. The current study is descriptive research that is conducted by the survey method. In this research, SPSS and AMOS software were used to analyze the data. The findings of the study, while confirming the proposed model, showed that: The components of the green human resource management include: Green Human Resources Management Perspectives, Green Analysis and Design of Career, Green Planning of Human Resources, Green Recruitment and Employment, Sociability and Green Relationships, Green Education and Capability Development, Green Partnership and Cooperation, Green Maintenance of Human Resources, Green Service Compensation, Green Performance Assessment, Discipline, Empowerment, Green Motivation, Green Power and Discretion, Talent Management, Support and Commitment of Senior Managers, Teamwork, Work Relationships, Green Development, Green Administrative Processes, Green Communication and Employee Collaboration. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  307 - Analysis of human resource management promotion tools to measure performance quality
  soheila rezaei mohammad peikanpour behzad fatemi
  Objectives: "Performance-based payment" is a management tool in optimizing employee pay based on measuring the quality of their performance. The purpose of this study is to identify the types and benefits of each of the performance-based payment methods compared to each More

  Objectives: "Performance-based payment" is a management tool in optimizing employee pay based on measuring the quality of their performance. The purpose of this study is to identify the types and benefits of each of the performance-based payment methods compared to each other and to get acquainted with the prerequisites for implementing this system in an organization.Methods: In this study, the science direct and emerald Insight websites in October 2019 were reviewed using the mobile browsing method. Narrative review is one of the well-known methods for identifying, selecting and analyzing secondary data and understanding the vacuum of past research.Results: Performance-based payments are made in both individual and group formats. Merit and Bonus are two common types of individual payments. In a group payment system, payments based on group results obtained for a common purpose are awarded to individuals in a group. The different types of group payments include "pay to the management team", "main stock option", "employee ownership of shares", "profit sharing", "profit sharing" and "team payment to employees". Prerequisites for implementing this system in an organization include "organizational culture", "supervisor training", "funding", "appropriate timing for implementation" and "performance appraisal and rating system". After the implementation of the system, performance indicators should be regularly monitored and updated. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  308 - Designing a Model of Value System Based on War Command Management of Eight Years of Holy Defense Commanders Based on Data Base Theory
  Parvane Gheibi Yousef Mohammadi moqadam Zahra Alippour darvish Abbasali Qayoomi
  This study was designed to explore the subjective pattern of commanders of eight years of sacred defense of the value system based on sacred defense management. The core category was obtained. The 11 key themes included: value alignment, institutional harmony and alignm More

  This study was designed to explore the subjective pattern of commanders of eight years of sacred defense of the value system based on sacred defense management. The core category was obtained. The 11 key themes included: value alignment, institutional harmony and alignment, public service motivation, religious archetypes, exalted leaders, divine intentions, ideals, spiritual culture, strategy-based organization, integration of institutional and board leadership, charismatic recruitment The rule of God is that by further abstracting these categories into the selective coding phase, a core category called "Eight Years of Holy Defense Experience with Exalted Leadership and Vindictive Ideals, in the context of Religious Archives and Charismatic Attraction of Followers with Our Organized and Integrated Strategies Institutional and Board Following Modes extend the rule of God's law and public service motivation of human resources value creation led war "emerged, which can give all the other categories covered. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  309 - Designing A Model For Explaning Sustainable Human Resource Management In Government organization Iran
  Ezatollah kiani hassan rangriz kumars ahmadi
  The main purpose of this research is to Designing A Model For Explaning Sustainable Human Resource Management In Government organization In Iran.The present research is a developmental and applied based on objective and is qualitative in terms of its nature. The society More

  The main purpose of this research is to Designing A Model For Explaning Sustainable Human Resource Management In Government organization In Iran.The present research is a developmental and applied based on objective and is qualitative in terms of its nature. The society is marketing expert and human resources in the qualitative sector Experts were identified by purposeful sampling and snowball techniques ,which, according to the adequacy of the data,19 experts have been interviewed. Data was analysed based on Grounded theory. The results show that the components personal the Groups and organizational and attention to the are identified as casul conditions. The main phenomenon is individual characteristics. Internal and external factors as intervener condition, Organizational culture as capacity building .organizational change and planning context and the practices management infommation system Design. Personal outcom. Organizational outcom and social outcom of human resource management sustainable and competent and skill mananement of human resources as main strategies have been identified. it should be noted that the questions of interviews and questionnaires are survey method, therefore, controlling all the variables by the researcher is not totally possible. representing the solutions to the ministry and town amis at improving the management to sustainable human resource of the survival of the organization Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  310 - Social Consequences And Stratgies Sustainable Human Resource Management In Government Organizations Iran
  Ezatollah kiani Hassan Rangriz kumars ahmadi
  The main purpose of this research is Social Consequences And Stratgies Sustainable Human Resource Management In Government Organizations Iran .The present research is a developmental and applied based on objective and is qualitative in terms of its nature. The society i More

  The main purpose of this research is Social Consequences And Stratgies Sustainable Human Resource Management In Government Organizations Iran .The present research is a developmental and applied based on objective and is qualitative in terms of its nature. The society is marketing expert and human resources in the qualitative sector Experts were identified by purposeful sampling and snowball techniques ,which, according to the adequacy of the data,19 experts have been interviewed. Data was analysed based on Grounded theory. The results show that the components personal the Groups and organizational and attention to the are identified as casul conditions. The main phenomenon is individual characteristics. Internal and external factors as intervener condition, Organizational culture as capacity building .organizational change and planning context and the practices management infommation system Design. Personal outcom. Organizational outcom and social outcom of human resource management sustainable and competent and skill mananement of human resources as main strategies have been identified. it should be noted that the questions of interviews and questionnaires are survey method, therefore, controlling all the variables by the researcher is not totally possible. representing the solutions to Government Organizations Iran the management to sustainable human resource of the survival of the organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  311 - Antecedents of the Impact of Electronic Human Resource Management on Knowledge Leadership (Case Study: Qazvin Tax Administration)
  nasrin darogheh
   This paper examines the antecedents of the impact of e-HRM with knowledge leadership. Since the purpose of this study is to predict the impact of e-HRM with knowledge leadership, correlation method has been used. The purpose of this research is to apply the data c More

   This paper examines the antecedents of the impact of e-HRM with knowledge leadership. Since the purpose of this study is to predict the impact of e-HRM with knowledge leadership, correlation method has been used. The purpose of this research is to apply the data collected through field research and library studies. This research is a descriptive correlational research. Statistical population is 489 people. Random sampling method was used for sampling. The sample size was determined by Cochran formula at 5% error level. Sample size was 215 persons. In this study, data collection tool was a questionnaire. Kendall and Spearman correlation tests were used to determine the correlation. The Kolmogorov-Smirnov test was also used to determine the normality of the tests. All statistical analyzes were performed by SPSS software. The results showed that there is a significant relationship between knowledge leadership style, learning, and supportive learning environment and between support of individual and group learning processes and the rate of using HR system. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  312 - مدیریت استعداد در نظام آموزش عالی کشاورزی ایران: بر اساس گراندد تئوری
  سیدمحمدجواد سبحانی Mohammad Chizari Hassan Sadighi امیر علم بیگی
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  313 - بررسی عوامل مؤثر بر بهره وری منابع انسانی در صنایع تبدیلی(برنج)استان گیلان
  مهرداد گودرزوند ثمین یوسفی احمد قنبریان بروجنی
  با حرکت جوامع به سمت جهانی شدن و گسترش رقابت در بازار محصولات صنعتی، بهره­وری منابع انسانی بیش از پیش به عاملی تعیین­کننده در رقابت­پذیری محصولات صنعتی در بازازهای داخلی و خارجی و در نتیجه سودآوری صنایع، تبدیل شده است. هدف از این پژوهش شناسایی و تبیین عوامل More

  با حرکت جوامع به سمت جهانی شدن و گسترش رقابت در بازار محصولات صنعتی، بهره­وری منابع انسانی بیش از پیش به عاملی تعیین­کننده در رقابت­پذیری محصولات صنعتی در بازازهای داخلی و خارجی و در نتیجه سودآوری صنایع، تبدیل شده است. هدف از این پژوهش شناسایی و تبیین عوامل مؤثر بر بهره­وری منابع انسانی در صنایع تبدیلی(برنج) استان گیلان می­باشد. روش پژوهش از نوع توصیفی-تحلیلی می­باشد. جامعه آماری پژوهش حاضر شامل مسئولین و نیروهای شاغل به کار در کارگاه­های برنجکوبی که دارای سطح تحصیلی حداقل دیپلم و کارشناسان مربوط به صنایع تبدیلی برنج سازمان جهاد کشاورزی می­باشند که طبق گزارش مسئولین ذیربط 3750 نفردر کارگاه­های برنجکوبی و130 نفر در سازمان جهاد کشاورزی در سطح استان گیلان مشغول فعالیت هستند که از این تعداد نمونه­ای به حجم350 نفر به روش خوشه­ای انتخاب شدند. برای گردآوری اطلاعات از پرسشنامه بهره­وری نیروی انسانی مدل آچیو حاوی 24 سوال استفاده شد. ضریب پایایی پرسشنامه پژوهش حاضر نیز با توجه به استاندارد بودن با استفاده از آلفای کرونباخ90/0برآورد گردید که بیانگر اعتبار بالای سوالات پرسشنامه می­باشد. جهت تجزیه و تحلیل داده­ها از آزمون پارامتری tتک نمونه­ای با استفاده از نرم­افزار کاربردی Spssاستفاده شد. براساس پژوهش حاضر مشخص شد که کارکنان از توانایی، درک و شناخت، حمایت سازمانی، انگیزه، بازخورد، اعتبار و سازگاری لازم برخوردارند. نتایج هم­چنان حاکی از آن است که در بهره­وری منابع انسانی بین مردان و زنان از لحاظ آماری تفاوت معنی­دار وجود ندارد. بهره­وری منابع انسانی بین گروه­های سنی متفاوت است و با توجه به میانگین­های بهره­وری منابع انسانی در رده­های سنی مختلف، به­طور متوسط بهره­وری منابع انسانی در بین افراد 30-20 سال بیشتر از سایر افراد می­باشد. نتایج تحلیل واریانس برای مقایسه میانگین­های چهار گروه(دیپلم، فوق دیپلم، لیسانس و فوق لیسانس) با سطح معنی­داری بیشتر از 05/0 نشان می­دهد که در بهره­وری منابع انسانی بین افراد با سطح تحصیلات مختلف از نظر آماری تفاوت معنی­دار وجود ندارد. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  314 - توسعه‌ی منابع انسانی: مدلی برای توسعه‌ی اعضای هیات علمی در ایران
  مرتضی اکبری سید محمود حسینی بابک ضیایی
  امروزه، میان سازمان‌ها توافقی وجود دارد که تقویت آموزش و پرورش منجر به بهبود عملکرد سازمانی می‌شود. تأکید بر سرمایه‌های انسانی در سازمان‌ها نشان‌دهنده این دیدگاه است که ارزش‌های بازار وابستگی کمتری به منابع ملموس دارد و بیشتر به منابع ناملموس، به ویژه منابع انسانی مرتبط More

  امروزه، میان سازمان‌ها توافقی وجود دارد که تقویت آموزش و پرورش منجر به بهبود عملکرد سازمانی می‌شود. تأکید بر سرمایه‌های انسانی در سازمان‌ها نشان‌دهنده این دیدگاه است که ارزش‌های بازار وابستگی کمتری به منابع ملموس دارد و بیشتر به منابع ناملموس، به ویژه منابع انسانی مرتبط است. باتوجه به این، هدف اصلی این مطالعه، طراحی مدلی برای اعضای هیات علمی در آموزش عالی کشاورزی ایران بود. جمع‌آوری داده‌ها در نه دانشکده کشاورزی به روش پیمایشی انجام شد. تعداد 284تن اعضای هیات علمی با استفاده از روش نمونه‌گیری تصادفی ساده جمع‌آوری شدند. ابزار تحقیق پرسشنامه‌ای بود که روایی و پایایی آن با استفاده از روش مدل معادلات ساختاری و نرم‌افزار لیزرل محاسبه شد. در نهایت، مدلی برای اعضای هیئت علمی در نظام آموزش عالی کشاورزی ایران ارائه شد. یافته ها نشان دادند که متغیرهای زمینه‌ای (یعنی، توسعه فردی، سازمانی، اجتماعی، آموزشی، و حرفه‌ای) اثرات مستقیم بر فرایند توسعه اعضای هیئت علمی دارد. علاوه بر این، توسعه فردی و سازمانی، اثرات مستقیم و غیر مستقیم در توسعه اعضای هیئت علمی دارند (R2 = 0.70). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  315 - Prescriptive model of governance in human resource management after the crisis of corona outbreak
  ali tayyebi rahani Youssef Mohammadi Moghadam
  Background and purpose: One of the essentials of crisis management is the high level of preparedness and capability of the human force in these conditions. As a crisis, the spread of the corona disease stopped the wheels of industry and trade, and undoubtedly brought ch More

  Background and purpose: One of the essentials of crisis management is the high level of preparedness and capability of the human force in these conditions. As a crisis, the spread of the corona disease stopped the wheels of industry and trade, and undoubtedly brought changes to the organizational approaches after the outbreak. Therefore, the role of human resources management in facing these damages was highlighted. The purpose of this research is to design a prescriptive model of governance in human resource management after the crisis of the Corona outbreak. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  316 - Investigating the impact of human resource management measures on reducing ethnocentrism
  Hossein Sadaqat ali rahmanifirozjah foad makvandi
  Background and purpose: One of the problems of the country's organizations is the presence of ethnocentrism in the organizations, in such a way that the organization is out of the rational state and is moving towards a political organization lacking the necessary effici More

  Background and purpose: One of the problems of the country's organizations is the presence of ethnocentrism in the organizations, in such a way that the organization is out of the rational state and is moving towards a political organization lacking the necessary efficiency and productivity. The purpose of this research is to investigate the impact of human resource management measures on reducing ethnicism among the headquarters and operational departments of Masjid Sulaiman Oil and Gas Exploitation Company.Research method: The method of this research is descriptive correlation type. The statistical population of the research is 813 employees, 261 of whom were selected using Cochran's method and stratified random sampling. Data were collected through standard questionnaires. Statistical analysis was done through SPSS and LISREL software.Findings: The findings showed that human resource management measures have an effect on reducing ethnocentrism, while all research hypotheses showed a positive and significant effect on ethnocentrism. Also, the overall fit of the proposed model was confirmed.Conclusion: Ethnicism in organizations can cause internal and external conflicts and, as a result, create many problems for employees in the workplace. Human resource management measures as an effective factor can reduce the problem of ethnocentrism in organizations so that employees with different ethnicities can work together peacefully. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  317 - Identifying and prioritizing factors affecting the maintenance of human resources of Islamic Azad University (Case of study: North Tehran branch)
  مریم ادیب زاده حسین مهدی رکن آبادی
  AbstractBackground and purpose: The effort of every successful organization is to preserve and maintain efficient human resources, and it is important for every organization to know the effectiveness factors that cause this. Therefore, the purpose of this research is to More

  AbstractBackground and purpose: The effort of every successful organization is to preserve and maintain efficient human resources, and it is important for every organization to know the effectiveness factors that cause this. Therefore, the purpose of this research is to identify and prioritize the factors affecting the maintenance of human resources of Islamic Azad University, North Tehran branch in 1401.Research method: The present study was a mixed exploratory study. First, categories were identified using thematic analysis and interviews with 9 academic and organizational experts until theoretical saturation. In the quantitative part, 144 university employees responded to the questionnaires as a sample size, and structural equation modeling was used to analyze the data.Findings: After identifying 181 open codes, by categorizing and centering around the most important category, 53 secondary factors and 5 main factors were identified. 5 factors affecting the retention of human resources include job satisfaction, optimal management of human resources, organizational support, organizational atmosphere and efficient selection.Conclusion: In order to preserve and maintain human resources, it is necessary to pay attention to its effective factors by university managers and try to institutionalize them.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  318 - Identifying and prioritizing the factors affecting the internal rewards of human resources
  Iman Sharifi malikeh beheshtifar
  Internal reward means when a person's work and duties have value for him, and paying attention to it increases work motivation. The purpose of this research is to identify and prioritize factors affecting the internal rewards of human resources in Rafsanjan University o More

  Internal reward means when a person's work and duties have value for him, and paying attention to it increases work motivation. The purpose of this research is to identify and prioritize factors affecting the internal rewards of human resources in Rafsanjan University of Medical Sciences in 2022.Research method: This research was conducted using descriptive-survey studies in the statistical population of 144 staff members of Rafsanjan University of Medical Sciences and a statistical sample of 12 experts until theoretical saturation. To identify effective factors, library studies were used, and to influence factors and their prioritization, Fuzzy Dimetal technique and network analysis process were used.Findings: The findings showed that the index of managerial factors had the most influence with other factors and the index of giving valuable rewards had the most influence on other factors. Also, managerial factors, ethical leadership behavior, individual factors, working environment conditions, implementation of successful strategic planning, employee motivation mechanisms, job and employee fit, using employees' opinions in the way of rewarding, giving valuable rewards, respectively in the first to ninth priority were placedConclusion: It is very important to pay attention to internal rewards in order to achieve internal reinforcements in the work environment. To get this important, management factors and ethical leadership behavior should be considered by organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  319 - Designing the human resources audit model with the approach of macro and task level strategies using the cognitive mapping method in the social security organization
  Mohammad Montazeri Somaiye Poursoltani Zarandi
  Background and purpose: Human resources audit helps to evaluate the role of human resources performance in the organization's strategic planning and helps in effectively formulating human resources strategies to be in line with the organization's macro strategies. The p More

  Background and purpose: Human resources audit helps to evaluate the role of human resources performance in the organization's strategic planning and helps in effectively formulating human resources strategies to be in line with the organization's macro strategies. The purpose of this research is to design the human resources audit model with the approach of task-level and macro-level strategies of the social security organization.Research method: In this research, the qualitative method of content analysis as well as single-stage fuzzy Delphi and cognitive mapping was used. The statistical population was the human resources experts of the Social Security Organization, who were selected by non-random sampling method. SPSS, NETDRAW, UCINT, MaxQda2020 and Excel software were used for data analysis.Findings: Using the cross-matrix questionnaire that was provided to human resources experts and the cognitive mapping method, the intended model was designed. This model includes the categories of intellectual and mental abilities, spiritual and psychological abilities, scientific abilities, interaction skills, allocation skills, organization skills, supervision skills, thinking skills, job and professional skills. These are cognitive skills, personal skills, interpersonal skills, strategic skills and management skills.Conclusion: The human resources audit model, in addition to identifying gaps and weaknesses in the organization, will lead to solutions for corrective measures and improving human resources' abilities in implementing the organization's strategies at the macro and task level.Keywords: human resources audit, task-level and macro-level strategies, cognitive mapping method, Social Security Organization Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  320 - Analysis of the roles of strategic human resource management in knowledge-based companies of the country and identifying its critical points
  Omid Ali Niknam ali tayyebi rahani Nader Sheikhul Islam Jamshid Salehi Sedkiani
  Context and purpose: Less attention has been paid to the role of human resources as a strategic partner in the country's organizations and the existing harms in strategic management roles. The purpose of this research is to analyze the roles of strategic human resource More

  Context and purpose: Less attention has been paid to the role of human resources as a strategic partner in the country's organizations and the existing harms in strategic management roles. The purpose of this research is to analyze the roles of strategic human resource management in the knowledge-based companies of the country and to identify the critical points of these roles.Research method: This exploratory-applied research was done in a mixed way. In the qualitative section, a group of 15 experts familiar with the subject were consulted. The quantitative part included 230 experts and human resource managers in knowledge-based companies in the country. Also, average analysis method and importance-severity matrix formation were used to identify vulnerable points.Findings: In this research, after studying the existing models and using the existing literature, 16 roles of strategic human resources management were identified and confirmed by experts. Then, the most important critical point in achieving the roles of strategic human resource management was defined as human resource retention.Conclusion: Considering that the issue of maintaining human resources is one of the critical points and basic challenges of knowledge-based companies in playing a strategic role, the need to maintain efficient and committed human resources is of great importance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  321 -  Designing a model of effective factors on the strategic improvement of human resources in the judiciary of the country
  الهه هاشم زهی امین نیک پور
  AbstractBackground and objective: successful organizations seek to improve their human resources strategies in such a way that they can attract, develop and retain the talents that are necessary for their survival. The purpose of this research is to design a model of fa More

  AbstractBackground and objective: successful organizations seek to improve their human resources strategies in such a way that they can attract, develop and retain the talents that are necessary for their survival. The purpose of this research is to design a model of factors affecting the strategic improvement of human resources in the courts of the country.Research method: In this applied research, the content analysis method was used. The statistical community in the qualitative section was formed by 25 managers and judicial experts who had experience and expertise in strategic improvement of human resources, who were selected by snowball method. In the quantitative section, the interpretive structural equation method was used.Findings: The results showed that the designed model includes 98 concepts, 13 categories and 9 dimensions. MICMAC analysis showed that the variables of establishing strategic communication and career path development were more influenced by other factors and the variables of succession and professional capabilities and strategic performance management and empowerment and training and strategic reward management were part of the linked variables in terms of effectiveness and effectiveness and the attitude variable Strategic is one of the key variables.Conclusion: Considering that the strategic attitude plays an important role in the strategic improvement of human resources, managers should pay attention to the strategic attitude as a successful paradigm, and employees with a full understanding of this attitude in the work environment can improve their personal growth.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  322 - Investigating the roles of human resource management in achieving the organization's goals from the perspective of senior managers of Iranian companies
  Dariush Gholamzadeh Amirhossein Hoshangi
  Background and purpose: The key position and new roles of human resources management in order to achieve the country's organizational goals have not properly identified and this has caused many problems in organizations and companies. Therefore, the purpose of this rese More

  Background and purpose: The key position and new roles of human resources management in order to achieve the country's organizational goals have not properly identified and this has caused many problems in organizations and companies. Therefore, the purpose of this research is to investigate the roles of human resources management in realizing the organization's goals from the perspective of senior managers of Iranian companies.Research method: This applied research conducted by thematic analysis method. The studied community included nine experts familiar with the subject who selected purposefully. In this research, semi-structured interviews of experts used to collect data, and MAXQDA software used to analyze the obtained qualitative data.Findings: The findings of this study identified five overarching themes, which include improving the organization, improving the leadership style of senior managers, improving the leadership style of line managers, creating an active role in employees, and identifying the restructuring of the human resources unit.Conclusion: Every organization can take an effective path in achieving its goals by knowing the roles of human resource management and implementing these roles. In Iranian companies, changes and transformations should implement in line with the roles of human resource management. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  323 - Designing the pattern of of human resources vitality for social security organizations
  yousef mohammadi moghadam yousef mohammadi moghadam ali tayyebi rahani ساعدی ساعدی
  AbstractBackground and purpose: cheerful employees have a favorable and satisfactory attitude towards themselves and others and have balanced social relations. The purpose of this research is to design a model of human resource vitality in the social security organizati More

  AbstractBackground and purpose: cheerful employees have a favorable and satisfactory attitude towards themselves and others and have balanced social relations. The purpose of this research is to design a model of human resource vitality in the social security organization.Research method: The current research is applied in terms of purpose and in terms of approach, it is qualitative research using foundation data method. The statistical sample included 26 organizational and academic experts up to theoretical saturation, and the data collection tool was a structured interview.Findings: The findings showed that the pattern of vitality of human resources in the social security organization includes causal factors (in two individual and organizational dimensions), contextual factors, intervening factors (in two macro and micro dimensions), strategies (in three individual, occupational and organizational dimensions ) and the consequences (in three dimensions, individual, occupational and organizational) which were presented in the form of a paradigm model.Conclusion: In order to increase the vitality of employees in the work environment, it is necessary that the managers and planners of the social security organization consider the dimensions designed in the model, especially the causal factors in both individual and organizational dimensions that lead to vitality in the work environment. should pay special attention.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  324 - Analysis of the effect of sustainable human resource management and industry progress on employees' employability skills (Study case: University of Sistan and Baluchistan)
  abdolali keshtegar Asma Salehi abdulwasi sadat
  AbstractBackground and purpose: Organizations in today's changing and unpredictable world, where environmental changes have caused extensive changes in the nature of jobs, need employees with stable employability skills in order to survive, grow and gain a competitive a More

  AbstractBackground and purpose: Organizations in today's changing and unpredictable world, where environmental changes have caused extensive changes in the nature of jobs, need employees with stable employability skills in order to survive, grow and gain a competitive advantage. The purpose of this research is to analyze the effect of sustainable human resource management and industry progress on employees' employability skills of Sistan and Baluchistan University.Research method: The research method is based on the applied goal and based on the descriptive-survey implementation method. The statistical population of the research included all employees with master's and doctorate degrees of the University of Sistan and Baluchistan in the number of 248 people, based on Cochran's formula, 150 people were selected as the sample size by simple random method. The data collection method was library and field studies. And the data analysis method was the structural equation modeling approach.Findings: The results showed that the sustainable human resource management variable has a positive and significant effect on the employability skills of employees with an impact factor of 0.55. Also, the impact of industry development on the employability skills of employees was estimated with an impact factor of 0.63.Conclusion: The more flexible the employees, the more training courses based on long-term skills, the more opportunities for participation and empowerment, and the knowledge of technological skills such as artificial intelligence, cloud computing, etc. They will become far more employable and will be more prepared to accept future jobs in the changing world. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  325 - Investigating the impact of green human resources management on organizational sustainability with the mediating role of innovation and empowerment in social security organization of Yazd province
  Asghar Karimi khorrami
  Background and purpose: Promoting organizational sustainability is an important issue, and examining the factors that affect this issue is the concern of today's managers. Therefore, the purpose of this research is to investigate the impact of green human resources mana More

  Background and purpose: Promoting organizational sustainability is an important issue, and examining the factors that affect this issue is the concern of today's managers. Therefore, the purpose of this research is to investigate the impact of green human resources management on organizational sustainability with the mediating role of innovation and empowerment in social security organization of Yazd province. Research method: The present study is a descriptive-survey of correlational type. The statistical population was 990 employees of social security organization of Yazd province, based on Cochran's formula, 277 people were selected as the sample size. The content validity of the questionnaires and their reliability were confirmed using Cronbach's alpha. The structural equation modeling method was used to analyze the data. Findings: The results showed that green human resource management has an effect on organizational sustainability with a path coefficient of 0.364, and innovation and empowerment variables play a mediating role in the effect of green human resource management on organizational sustainability. Conclusion: The application of green human resources management in the social security organization can be implemented, and aspects such as innovation and employee empowerment should also be considered in order to achieve organizational sustainability in the workplace. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  326 - Presenting the model of organizational loyalty in the central organization of Islamic Azad University
  Siddiqa Tutian Isfahani mohsen faraji
  The concept of loyalty and its related issues have become increasingly central to the study of organizations in the past few years.Today,the importance of loyalty in organizations has been well revealed,because establishing communication and realizing cooperation betwee More

  The concept of loyalty and its related issues have become increasingly central to the study of organizations in the past few years.Today,the importance of loyalty in organizations has been well revealed,because establishing communication and realizing cooperation between people requires the presence of loyalty,so the present research was conducted with the aim of presenting a model of organizational loyalty in the central organization of Islamic Azad University.The type of research is based on the purpose,applied and based on Exploratory execution method of qualitative type,which was used by theme analysis,which includes basic, organizing and comprehensive themes.The data collection method was library,field,and data collection tools were questionnaire and interview.They were collected with the help of scanning documents and texts and semi-structured interviews with experts, so that in this research,to evaluate and increase validity and reliability,the method suggested by Linkin and Goba was cited and to ensure validity and acceptability.The data was used from the permanent and continuous engagement method.The statistical research community of experts familiar with the subject,who were selected by targeted sampling through theoretical saturation,was 13 people.According to the research findings of the organizational loyalty model with 4 organizing themes,including organizational competence,Organizational affiliation,effectiveness,job motivation were obtained using the Brown and Clark method in thematic analysis method. From the results of the research, it is possible to mention the essential role of organizational loyalty in the organization,which is mentioned as one of the factors of the progress and transformation of the university and a tool for the growth and transformation of human resources Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  327 - Providing A Conceptual Framework of Strategic Management of Agile Human Resources with A Meta-Synthesis Approach
  Shirvan Keivani Reza Rostamzadeh
  Abstract Bakground and purpose: Today, for development, organizations should be able to adapt, resist and have agile human resources against the challenges of their advancement. Hence familiarity with the fundamental concepts of strategic management of agile human reso More

  Abstract Bakground and purpose: Today, for development, organizations should be able to adapt, resist and have agile human resources against the challenges of their advancement. Hence familiarity with the fundamental concepts of strategic management of agile human resources and its development is important for organizations. The purpose of this research is to provide a conceptual model of strategic management of agile human resources with a hybrid approach. Research method: In the current research, a meta-composite qualitative method was used in order to systematically review the findings of the studies conducted in this regard. The data collection tool was the documents available in this field in reliable scientific databases in the period from 1999 to 2023 and included 20 studies. The method of data analysis was open coding. In this research, 226 codes were identified and then the identified codes were categorized and combined based on the degree of conceptual similarity. Findings: The findings showed that the factors affecting the strategic management of agile human resources include five dimensions of organizational factors, communication factors, knowledge factors, cultural factors and human factors, which finally drew the research pattern. Conclusion: Due to their nature, human resources in organizations should have a high level of capabilities in the field of strategic management in order to meet the long-term goals of organizations. For this reason, it is necessary for managers to pay attention to the factors influencing the strategic management of agile human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  328 - Analyzing the effect of strategic human resource management on effective human resource risk management with the mediating role of employee resilience
  hossein hamzavi Mehdi Asadbak Behrouz Rezaei Manesh
  Background and purpose:Therefore, the purpose of this research is to analyze the effect of strategic human resources management on the effective risk management of human resources with the mediating role of employee resilience Research method: The current research is a More

  Background and purpose:Therefore, the purpose of this research is to analyze the effect of strategic human resources management on the effective risk management of human resources with the mediating role of employee resilience Research method: The current research is an applied research in terms of its purpose, and a descripti vesurvey research in terms of collecting data and information. The statistical population of this research is 706 employees of Raja company, and the size of the statistical sample is 249 employees based on Cochran's formula. The data collection method was through a questionnaire and the data analysis method was from the structural equation modeling approach Findings: The results showed that the strategic management of human resources has a significant effect on the effective risk management of human resources and the resilience of employees with t coefficients of 2.56 and 9.15, and standard coefficients of 0.62 and 0.86, respectively. The resilience of employees has a significant effect on the effective risk management of human resources with a t coefficient of 52.4 and a standard coefficient of 0.77. Strategic management of human resources has a significant effect on effective risk management of human resources with the mediating role of employee resilience with a t coefficient of 3.12 Conclusion: Employee resilience through planned resilience levels and adaptation with approaches to increase self-confidence, flexibility and adaptability in the organization, strategic management of human resources, effective risk management of human resources by reducing the consequences of job dissatisfaction, helps to increase the performance of organization Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  329 - The effect of sustainable human resource management on the maintenance of human resources and the mediating role of social capital
  hossein hamzavi atefe mohebi, AbdulWase khademi Behrouz Rezaei Manesh
  Abstract Background and purpose: Today, the maintenance of human resources in hospitals is very important due to improving the quality of healthcare services, increasing the trust of patients, maintaining knowledge and saving financial costs. The purpose of this researc More

  Abstract Background and purpose: Today, the maintenance of human resources in hospitals is very important due to improving the quality of healthcare services, increasing the trust of patients, maintaining knowledge and saving financial costs. The purpose of this research is to investigate the effect of sustainable human resource management on the maintenance of human resources and the mediating role of social capital.Research method: This research is applied in terms of purpose and descriptive-survey approach. The statistical population includes all the employees of Salman Farsi Bushehr Hospital in the number of 353 people and the statistical sample size based on the Cochran sample estimation formula is 184 employees. Structural equation modeling method was used to analyze the data.Findings: The findings showed that sustainable human resources management have a significant effect on the maintenance of human resources with a coefficient of 0.60, sustainable human resources management on social capital with a coefficient of 0.42, and social capital on the maintenance of human resources with a coefficient of 0.44. Sustainable human resources management have a significant effect on the maintenance of human resources with the mediating role of social capital.Conclusion: Hospital managers of the country can contribute to the longevity of employees by focusing on sustainable human resource management and promoting social capital.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  330 - Analyzing the human resources' cyberloafing in the health field of Iraq with a mixed approach
  Karar Abdul Kazem Saeed Sharifi Amer Ellami Mehrda Sdadeghi
  Abstract Background and purpose: Human resources' cyberloafing has been recognized as an important issue in today's world with the development of the use of communication tools. The purpose of this research is to analyze the components of human resources' cyberloafing More

  Abstract Background and purpose: Human resources' cyberloafing has been recognized as an important issue in today's world with the development of the use of communication tools. The purpose of this research is to analyze the components of human resources' cyberloafing in the health field of Iraq. Research method: The research method was conducted in two phases: qualitative (thematic analysis) and quantitative (survey). The research community in the first phase was all the published texts between 2013 and 2023, of which 250 works were examined as a sample and the validity of the research data was confirmed through an external audit. The statistical sample of the quantitative part was 156 employees of health organizations in Iraq who were selected based on Cochran's formula. Through the researcher-made questionnaire based on the first phase, the data of this section were collected. In the quantitative section, structural equation modeling and second-order confirmatory factor analysis were used to analyze the data. Findings: The results of this section included 4 overarching themes including loitering behaviors, negative consequences of loitering, functions, and causes of loitering, 9 organizing themes, and 73 basic themes. Conclusion: One of the important issues that Iraqi health managers should pay attention to is the reduction of virtual roaming behaviors in order to reduce its negative consequences in the workplace. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  331 - Presenting the network model of human resources' technical knowledge in the pharmaceutical industry for internationalization
  Farah Shapoori Zeinolabedin Amini Sabegh Ehsan Sadeh Alireza Afsharnezhad
  Background and purpose: The increasing importance of commercialization, becoming a global village and the need to communicate with the world, has caused a special look at the technical knowledge category of human resources. Therefore, the purpose of this research is t More

  Background and purpose: The increasing importance of commercialization, becoming a global village and the need to communicate with the world, has caused a special look at the technical knowledge category of human resources. Therefore, the purpose of this research is to provide a model of the technical knowledge network of human resources in the pharmaceutical industry for internationalization. Research method: This research was conducted qualitatively and quantitatively in terms of fundamental-applied purpose. In the qualitative part, the statistical population included experts familiar with the subject. The statistical population of the quantitative part was formed by the managers and experts of the pharmaceutical industry of Tehran province, and the stratified random sampling method and the data collection method was a questionnaire. Structural model software was used for data analysis. Findings: The final model includes the dimensions of the internal environment of the organization, the external environment of the organization, development and research, production of technical knowledge, commercialization, society and market needs, the latest state of technological progress and production and market in commercialization, strategic planning, network development, Threats, opportunities and limitations in foreign markets and the process of internationalization. Conclusion: The presented model is an answer to the real problem of pharmaceutical companies, and paying attention to the steps of the model can provide policymakers with the necessary knowledge and insight for the optimal allocation of resources Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  332 - Presenting a Knowledge-Based Human Resource Management Model in Sari Executive Agencies
  Mahsa shahmoradi sanjar salajeghe Aflatoon Amiri
  The purpose of this study is to present a knowledge-based HRM model in the executive agencies of Sari. Questionnaire was used for data collection. The statistical population of this study is divided into two groups: experts, managers and assistants. Experts in this stud More

  The purpose of this study is to present a knowledge-based HRM model in the executive agencies of Sari. Questionnaire was used for data collection. The statistical population of this study is divided into two groups: experts, managers and assistants. Experts in this study consisted of 10 people including management professors and statistical community in pattern assessment process, all managers and assistants of executive agencies in Sari. 584 individuals were selected by stratified sampling method. Descriptive and inferential statistics and Spss, AMOS, KMO and T-Test were used to analyze the data. The results showed that there is a relationship between human resource management and knowledge management. There was a significant relationship between all variables of research and their dimensions and the only relationship between knowledge sharing dimension and HRM was not significant. Also, the status of human resource management and knowledge management is relatively favorable. In line with the goals of these executives, senior management support effectively enhances the level and quality of knowledge sharing through committed employees, human resource management practices, key approaches to extracting and enhancing the knowledge and expertise of staff that the organization needs. has it. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  333 - Identification and Validation of Intervening Factors in Human Resource Training Policymaking (Mixed Study)
  abdollah mooharramzadeh Behnam Talebi zarrin daneshvar
  This research has been conducted with the aim of identifying and validating the intervening factors in human resource training policymaking in one of the country's banks. This research is a combination of qualitative grounded theory approach with semi-structured intervi More

  This research has been conducted with the aim of identifying and validating the intervening factors in human resource training policymaking in one of the country's banks. This research is a combination of qualitative grounded theory approach with semi-structured interview tools and quantitative survey approach using qualitative study questionnaire. The number of participants in this study in the qualitative stage of 14 experts with obvious cases sampling method was selected and in the quantitative stage, 300 employees and branch managers were one of the banks in the country by random cluster sampling method and were selected according to the northern, southern, central, western and eastern regions of the country. For data analysis in qualitative research, content analysis based on continuous comparison method of Strauss and Corbin, in qualifying qualitative findings, refer to experts and participants in the research and to validate the data in quantitative research, confirmatory factor analysis of the first and second order used . The results of open, axial and selective coding showed that the intervening factors can be classified into three themes: non-working considerations, executive problems and infrastructural problems, and 12 sub-themes. In the validation of qualitative findings, three sub-themes were eliminated and nine sub-themes were confirmed in the quantitative validation stage. The average adjusted coefficient of the model is 0.86 and the good of fitness the quantitative model is 0.52 and is very high. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  334 - Qualitative analysis of human resource risks using Fuzzy dematel method(Case study: Islamic Azad University)
  Ameneh golsaran kermani Melika Beheshtifar Mohammad Montazeri Hossein Arabpour
  The present study was conducted with the aim of qualitative analysis of human resource risks using Fuzzy dematel method. And in terms of practical purpose, in terms of exploratory approach and qualitative and quantitative approach, and the main method to achieve the des More

  The present study was conducted with the aim of qualitative analysis of human resource risks using Fuzzy dematel method. And in terms of practical purpose, in terms of exploratory approach and qualitative and quantitative approach, and the main method to achieve the desired model in it, is qualitative methodology, the modeling of which is based on the paradigm model. The statistical population of the research for the qualitative section, including the deputies of the Islamic Azad University, who had some experience and expertise in the field of human resource risk issues, was formed. Risk Identification was first identified and classified through a semi-structured interview with human resource risk experts at Azad University. At this stage, 66 extraction risks were identified in the form of 10 main classification risks. In a second questionnaire, dematelasked experts to show how important each risk was to each other, and finally the risks were analyzed based on Fuzzy dematel using Excel software. The results showed that the risk of "organizational resistance" was the most effective, the risk of "psychology" was the most effective and the risk of "ethics" was the most interaction with other risks. Also, the risk of "employee ability and skill, career path, organizational resilience, regulations and financial resources" are variable and "moral, job, economic, economic, psychological and cultural and social uncertainty" are disabled. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  335 - Presenting a Human Resource Development Policy Model with Emphasis on the Roles of Actors and Drawing Relationships between Model Components in Iranian State Agencies
  Ali Mostafa Roozbeh Kaveh teymournejad Mohammad Reza Rabiee Mondajin
  Abstract Context/Purpose: One of the most successful areas of calligraphy patterns is the correct understanding of the actors and the relationships between them. The aim of this study is to first introduce a model for human resource development policy-making and then to More

  Abstract Context/Purpose: One of the most successful areas of calligraphy patterns is the correct understanding of the actors and the relationships between them. The aim of this study is to first introduce a model for human resource development policy-making and then to identify the most important and effective actors in the successful implementation of policy-making and provide a clearer model based on the policy-making process model by leveling and determining the relationship of components. Methodology:The present paper is qualitative in terms of practical purpose, qualitative in terms of data nature, and survey and cross-sectional in terms of data collection method. To achieve theoretical saturation, a semi-structured interview was conducted with 18 experts, and this data was analyzed by thematic method. The method of sampling was unlikely and purposeful judgment. Findings: In this study, seven main actors have been identified to implement the model and at the configuration of components, redesigning the staff education system with human resource development approach is at the level of one of the other findings of the research is to identify the seven main actors. The main actor is from a high-ranking institution such as the Islamic Consultative Assembly. Conclusion: The most important results of this study are the redesign of the staff education system using the first level rational mechanism that previous researchers have emphasized and the formation of an independent higher institution as the most central actor in the success of the model. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  336 - The Effect of Servant Leadership Style on Human Resource Development with Mediating Role of Employee Psychological Empowerment
  Mostafa Habibi rasoul ranjbarian
  The purpose of this study was to determine the effect of servant leadership style on human resource development with regard to mediating variables of employees' psychological empowerment in government agencies in Takab city. The present study is a descriptive correlatio More

  The purpose of this study was to determine the effect of servant leadership style on human resource development with regard to mediating variables of employees' psychological empowerment in government agencies in Takab city. The present study is a descriptive correlational one in terms of purpose of data collection. The population of this study was 1255 people. 295 people were selected through stratified random sampling through Cochran fumigation. Data were collected using standard questionnaires. To evaluate the validity and reliability of the measurement instruments, the results of the measurement model were invoked, which confirmed the validity and reliability of the questionnaires. Structural equation modeling and PLS software were used for data analysis. The hypotheses test results showed that the components of development of individuals, establishing friendly relationships, providing leadership and sharing leadership from the servant leadership variable and the components of feeling effective and feeling connected with others from the psychological empowerment variable had a significant positive effect on development. Also, the components of showing trust in the servant leadership variable and the components of meaningful job feeling, competence in the job, and feeling entitled to choose from the component of psychological empowerment have not been effective in human resource development. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  337 - Factor Identification and Analysis of Human Resource Productivity Indicators in Service Organizations with Emphasis on Management and Leadership Factor (Case Study: Ardebil Education Department Staff)
  mahmoud meshki bajlan sadraddin sattari tooran soleimani shahram daryani
  The purpose of this study was to identify and factor analysis of HRM indicators in service organizations with emphasis on management and leadership factors that have been used by sequential (qualitative and quantitative) exploration method. First, in qualitative phase, More

  The purpose of this study was to identify and factor analysis of HRM indicators in service organizations with emphasis on management and leadership factors that have been used by sequential (qualitative and quantitative) exploration method. First, in qualitative phase, to identify and critique the indicator. From documentary and library methods and interviews with experts, 54 indicators were identified and categorized into 4 dimensions; leadership quality, reward - encouragement, and targeting - planning and the organizational environment with a general management and leadership factor. In order to validate the results of the qualitative phase, the index was calculated using a researcher-made questionnaire with Cronbach's alpha of 0.988 among 250 managers and experts of Ardebil Province Education Department with 0.896 kmo and with soft Spss software was analyzed. According to the results of the variables of this study (with confidence level of 0.05) significant and the fit indices in all dimensions greater than 0.9 were confirmed and suggested as a model. The results of the present study can be used to measure and evaluate the human resource efficiency of service organizations to improve the efficiency and growth of organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  338 - Designing of the Human Resource Model of the country's banking system in1404
  Alireza Sohrabi hassan givarian gholamreza memarzadeh tehran
  Nowadays, the importance of human resources as knowledge workers is not particularly prone to people. This issue has been especially important in services organizations such as banks. The aim of this study is to present the human resource management model of the banking More

  Nowadays, the importance of human resources as knowledge workers is not particularly prone to people. This issue has been especially important in services organizations such as banks. The aim of this study is to present the human resource management model of the banking system in 1404. The present study is applicable in terms of purpose, practical and in terms of data collection. the statistical population of the research in the qualitative part includes experts and university experts in the field of human resources and top managers of iranian banks and in the quantitative part includes experts and. In the qualitative section, 15 people participated in the interview process and in the quantitative section 241 in this study. Data gathering in this study consisted of interviews and questionnaire which were calculated after validity, reliability, 81. For this purpose, after reviewing the literature literature, the initial model of the research was set and then by using the expert’s opinions, the final model of the research was designed. In order to confirm the dimensions, the components and identified indices have been used to analyze structural equations. the results of this study in qualitative part indicate that the human resource management component of the banking system in 1404 , 44 components in the next four dimensions include : the system of attraction and its competent supply , system of training and performance - oriented systems , system - oriented performance evaluation system and system - oriented compensation system . The results Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  339 - Pathology of the human resources planning system of the Social Security Organization
  jalil abbasi Asadollah Mehrara Mohammadreza Bagherzadeh Mehrdad Matani
  The main purpose of this research was to identify the problems and inadequacies of the human resource planning system of the Social Security Organization; The current research is a mixed (quantitative and qualitative) research in terms of its practical purpose, and in t More

  The main purpose of this research was to identify the problems and inadequacies of the human resource planning system of the Social Security Organization; The current research is a mixed (quantitative and qualitative) research in terms of its practical purpose, and in terms of the method of data collection; Based on this, first the qualitative method of content analysis was used and then the Delphi technique was used in order to obtain the consensus of a group of experts. In this research, the participants were 24 people, consisting of managers of the social security organization specializing in human resources planning and university experts and experts in the field of human resources planning, who were selected using the purposeful snowball sampling method and sampling of desirable cases. In the qualitative part, the data collection tool was a semi-structured interview, and in the quantitative part, it was a questionnaire based on the qualitative part, which was implemented during two stages of a fuzzy Delphi survey. The research findings identified 15 items as the most important problems in the human resources planning system in the social security organization. Based on the level of importance and priority, the lack of a suitable model of human resources planning, the lack of supervision, control and feedback in human resources planning and the inefficiency of the evaluation and evaluation system of employees are considered to be the most important problems of the human resources planning system in the social security organization, which deserve more attention. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  340 - Presenting a model of Human Resource Flexibility Enhancements at Saderat Bank of Iran
  Mohammad Heidari Goujani Mehraban Hadi Peykani Reza Ebrahim Zadeh Dastjerdi
  The purpose of this study is to present a model of human resource flexibility enablers in Bank Saderat Iran .Human resource flexibility emphasizes the multiple talents of individuals through changes in their expertise, behavior, and learning .This research is a mixed re More

  The purpose of this study is to present a model of human resource flexibility enablers in Bank Saderat Iran .Human resource flexibility emphasizes the multiple talents of individuals through changes in their expertise, behavior, and learning .This research is a mixed research that has been done in two phases, qualitative and quantitative . In the qualitative part, the phenomenological approach was used and in the quantitative part, the validation approach was used. The statistical population of the study is banking system experts and management experts and employees of Bank Saderat Iran. Structural equations, confirmatory factor analysis were used to fit the model using LISREL, Amos and SPSS software .Findings showed that the ranking order of the 6 identified dimensions of employee flexibility enablers are: training and development, organizational structure, managerial attitude, employee retention and organizational climate. The results of fitting indices of the general structural model of the research have been confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  341 - Designing a Comparative Model of Managers and Employees Understanding the Role of the Impact of Human Resource Management Activities on Organizational Performance with the Mediating Role of Organizational Culture, Organizational Commitment and Staff Retention in Free Universities of Fars Province
  adel koulak hassan soltani
  .Background & Purpose: The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, More

  .Background & Purpose: The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in open universities in Fars provinceMethodology: The research method was applied in terms of purpose and heuristic mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of free universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff (including faculty members) of free universities in Fars province. Using Morgan table and stratified random sampling method with proportional allocation of 357 people as Sample sizes were selectedFindings: The results of structural equation test showed that from the perspective of managers, the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationshipConclusion: Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  342 - Designing a model for the alignment of human resource subsystems with the compensation system
  sajjad ahadzadeh karamalah daneshfard gholamreza memarzadeh
  The public compensation system is not efficient and can not provide motivation and good performance among employees. One of the weaknesses of compensation system is its lack of optimal alignment with other human resource subsystems. Therefore, the purpose of the present More

  The public compensation system is not efficient and can not provide motivation and good performance among employees. One of the weaknesses of compensation system is its lack of optimal alignment with other human resource subsystems. Therefore, the purpose of the present study is to design a model for the alignment of human resource subsystems, including recruitment and selection, performance appraisal, human resource development, job promotion and job evaluation with the service compensation system. Research is of development-applied type and is a mixed research. In the qualitative section, 23 academic experts in human resources and administrative affairs in government organizations were interviewed semi-structured and the data were analyzed by theme analysis method. Based on the findings of this stage, 11 main strategies and 74 sub-strategies were identified. Also, in a quantitative step, the validity of the research model was tested by structural equation modeling and SmartPLS software. For this purpose, data were collected through a questionnaire and a survey of 384 managers and human resources experts and the research model was approved. The results showed that the coefficient of determination between the strategies of human resources subsystems and the service compensation system is equal to 0.644. The results showed that although the service compensation system should have a proper internal structure, but its efficiency is largely influenced by other human resource subsystems and their alignment. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  343 - Explanation of the model human resource agility in the Ministry of Justice
  masoomeh hojati mohammadreza rabiee mandejin alireza amirkabiri
  The aim of the current research is to explain the model of human resource agility in the Ministry of Justice. This research is of applied type, and in terms of method, descriptive-correlation. The statistical population of the research includes all employees of the cent More

  The aim of the current research is to explain the model of human resource agility in the Ministry of Justice. This research is of applied type, and in terms of method, descriptive-correlation. The statistical population of the research includes all employees of the central headquarters of the Ministry of Justice, in the number of 300 people, of which 169 people were estimated as a statistical sample based on the Cochran formula and were selected randomly. Data were collected through a researcher-made questionnaire. In order to ensure the existence or non-existence of a causal relationship between the research variables and to check the suitability of the observed data with the conceptual model of the research, indicators and items of human resource agility were tested using the structural equation model. In this research, structural equation modeling and the partial least squares (PLS) method were used to test the assumptions and model fit. Examining the fit indices of the model indicates that the structural model of the research has a good fitting condition. According to the findings of the research, the validity of all indicators and items of human resource agility was confirmed. the results showed that the t value of the human resource agility indicators in the Ministry of Justice is higher than its critical value at the level of 5 percent (1.96), and therefore the validity of the human resources agility indicators and items was confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  344 - Investigating human resource retention system and its impact on productivity improvement in Parsian Gas Refining Company
  mokhtar ranjbar
  The main purpose of this research was to investigate the human resource retention system and its impact on improving productivity in Parsian Gas Refining Company. The research method is descriptive survey type. The statistical population of this study consisted of manag More

  The main purpose of this research was to investigate the human resource retention system and its impact on improving productivity in Parsian Gas Refining Company. The research method is descriptive survey type. The statistical population of this study consisted of managers and employees of Parsian refinery with 524 people. They were examined by stratified sampling method of 220 people. The research tool was a researcher-made questionnaire developed by Human Resources Retention System, as well as Hersey and Goldsmith's (2000) Productivity Questionnaire. Data were analyzed using descriptive statistics and inferential statistics including multiple regressions and structural equation modeling using PLS software. The findings showed that human resource retention system has a significant effect on improving the productivity of Parsian gas refining company. Also, the dimensions of human resource retention system including individual factors, organizational factors and environmental factors also have a positive and significant effect on improving the productivity in Parsian Gas Refining Company. The simultaneous effect of variables in the final model using multiple regression and path analysis showed that all dimensions of human resources retention system have a positive and significant predictor of improving the productivity in Parsian Gas Refining Company. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  345 - Designing a model of Human Resource Competency with a Strategic Foresight approach in the Customs of the Islamic Republic of Iran
  Bagher Babanejad Mohsen Taheri Demneh samereh shojaei Mohammad bager Gorji
  Today, the importance of the role of human capital as a vital and privileged factor for the survival and success of organizations has been increasingly considered.Organizations should be familiar with the techniques of this action in order to identify and attract capabl More

  Today, the importance of the role of human capital as a vital and privileged factor for the survival and success of organizations has been increasingly considered.Organizations should be familiar with the techniques of this action in order to identify and attract capable HR.Competency identification is the common language for describing the needs of each job, and the competency model is an appropriate tool for identifying competencies.The purpose of this study is to present a model of HR competencies for customs organization in Futuristic approach. Identifying the factors Effective the Customs by studying processes by environmental scanning method (PESTEL technique) and identification of drivers is done by analyzing the data in Micmac software. Then, the future Customs scenarios was adjusted (CBI) and analyzed by data in Wizard scenario.To identify indicators of HR competency, while using the scenarios of Customs, the interview method was used and a questionnaire was used to assess the model. Data were analyzed using structural equation modeling and statistical tests in SPSS and PLS software. Identifying environmental factors affecting the organization, identifying drivers, uncertainties, and Customs future scenarios can improve long-term forecasting. Results show; Value, knowledge and skills have been identified as effective dimensions of the competency model and core values,professional, operational and managerial competencies have been identified as model areas (levels). Develop competency model with a futuristic approach as a practical solution can help customs managers define the skills and knowledge needed for jobs, evaluate and improve employee performance, align the talent management process with organizational strategy. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  346 - Organizational Excellence Model by Examining the Effects of Human Resources Competencies in the Marketing of Educational Services
  Saeed Talebi Seyyed Mahmoud Shabgoo Monsef kambiz shahroodi Farzin Farahbod
  UNESCO considers education to be the key to the development of societies. The current growing competitive environment also made educational institutions compete. Due to the importance of educational institutions that play a fundamental role in society's development, it More

  UNESCO considers education to be the key to the development of societies. The current growing competitive environment also made educational institutions compete. Due to the importance of educational institutions that play a fundamental role in society's development, it is necessary to select competent human resources in these institutions. The current research aims to investigate the effect of human resources competencies on the educational marketing approach in the Organizational excellence model and to present the Organizational excellence model based on competence in educational institutions. The current research is operational in terms of purpose and descriptive in correlation type. Its statistical community consists of experts and specialists in the specialized education field in the water and electricity industry of Iran in the technical education institute of the water and electricity industry number of 60 people; from this population, a sample of 50 people was chosen. The collected data, a questionnaire derived from the criteria and sub-criteria of the EFQM 2020 standard model, was used, whose reliability was determined by calculating Cronbach's alpha formula. The construct questionnaire validity was also selected by confirmatory factor analysis. Smart-PLS statistical software used the partial least squares method to analyze the obtained data and statistical confirmation of the model and its validation. The path coefficients' results indicate a significant relationship between the variables of human resource competence and organizational excellence. Also, the fit indices of the model suggest that the presented model has suitable fitness. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  347 - The effect of human resources competencies on organizational commitment and employee empowerment in government organizations
  toghyan baghery rasoul ranjbarian
  purpose: The aim of the current research is to determine the effect of human resources competencies on organizational commitment and employee empowerment in government organizations of Shahindej city. Method: The current research is applied in terms of purpose and descr More

  purpose: The aim of the current research is to determine the effect of human resources competencies on organizational commitment and employee empowerment in government organizations of Shahindej city. Method: The current research is applied in terms of purpose and descriptive in terms of data collection. The statistical population of this research includes all employees of government organizations in Shahindej city, which is 599 people. The sampling method in this research is proportional stratified random according to government organizations and 235 people were determined using Cochran's formula. The data collection tool in this research is a standard questionnaire. In order to investigate and explain the research hypotheses, Allen and Mayer's organizational commitment questionnaire (1992), Spritzer's employee empowerment questionnaire (1995) and Wau et al.'s (2015) employee competence were used. To analyze data from descriptive statistics and inferential statistics according to the level of data measurement and from spss and pls smart software to calculate Cronbach's alpha, mean and frequency table, to calculate confirmatory factor analysis and path analysis and estimate the relationships between the hidden variables of the problem and fitness model was used.Findings: The research results showed that all research hypotheses are confirmed. Based on this, human resource competencies have a significant effect on the dimensions of organizational commitment and the dimensions of employee empowerment in the government.Results: The results of the research indicate that competent employees have high organizational commitment and have a high ability to perform their duties, and as a result, organizational goals are achieved. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  348 - Explaining the sustainability of social capital relationships with knowledge management practices in Iran's insurance industry
  Davood Kia Kojouri pegah madah roudsari mehran mokhtaribayekolaee
  Background and purpose: Human resource management practices indirectly contribute to organizational performance through social capital. The purpose of this research was to present a structural, human and relational capital model suitable for knowledge management methods More

  Background and purpose: Human resource management practices indirectly contribute to organizational performance through social capital. The purpose of this research was to present a structural, human and relational capital model suitable for knowledge management methods in Iran's insurance industry. Method: The research method is descriptive and practical in terms of purpose. The statistical population of the research is 25 experts from Iran's insurance industry. Data collection was done through Delphi questionnaire with standard components, 3 main variables and 9 sub-variables of structural modeling were tested and validity and reliability of variables were ensured. In this research, structural equation modeling (SLR) technique was used to determine the relationships between variables and the comprehensiveness of the model using pls software. Findings: The findings of the research have shown that the final model of this research has 3 dimensions, 9 components, the relational dimension includes the components of trust and honesty, informal participation, social participation, economic participation, social obligations) structural capital includes (ability) network, network capitals) and human capital (cognitive shares, collective commonalities). Conclusion: And in the end, it is suggested that effective steps have been taken by the implementation and implementation of knowledge-based human resource management in the direction of improving social capital and achieving goals in Iran's insurance industry. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  349 - Design and validation of the human resources development model in the social security organization with a three-loop learning approach
  Elnaz Pakroo karamallah daneshfard Gholamreza Memarzadeh Tehran
  This article was done with the aim of designing and validating the human resources improvement model in the social security organization with a three-loop learning approach. The current study is applied-developmental in terms of its purpose, and survey-cross-sectional i More

  This article was done with the aim of designing and validating the human resources improvement model in the social security organization with a three-loop learning approach. The current study is applied-developmental in terms of its purpose, and survey-cross-sectional in terms of the data collection method. Also, an exploratory mixed research design was used. The community of participants of the qualitative part includes professors of human resource management and managers of the social security organization. Sampling was done in a targeted way and theoretical saturation was achieved with 11 people. The statistical population of the quantitative part also includes 200 managers and experts of the social security organization, which was estimated by Cohen's effect size method. Sampling was done by stratified-random method. A semi-structured interview and a researcher-made questionnaire were used to collect data. Qualitative interviews were analyzed with thematic analysis method in Maxqda software. The data of the quantitative part were also analyzed by structural equation modeling method in LISREL software. The research findings showed that the organization's support policies, commitment-making culture and transformational ethical leadership affect the standardization of education and individual empowerment. Education standardization and individual empowerment have an effect on group-organizational learning management and lead to cognitive, action and behavioral learning. Through the improvement of cognitive, action and behavioral learning, the improvement of human resources is finally possible. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  350 - The impact of green human resources management on extra-role behaviors through green organizational commitment and green human capital (case study: Organization of Economic Affairs and Property of West Azerbaijan Province)
  Soleiman Ahmadzadeh Ali Atashsooz Hassan Kiyanirad
  The aim of the current research is to investigate the impact of green human resource management through green organizational commitment and green human capital on extra-role behaviors in economic and financial affairs employees of West Azerbaijan province. The research More

  The aim of the current research is to investigate the impact of green human resource management through green organizational commitment and green human capital on extra-role behaviors in economic and financial affairs employees of West Azerbaijan province. The research method is applied in terms of purpose and descriptive in terms of data collection method. The statistical population of the employees of Economic Affairs and Property Organization in the south of West Azerbaijan province is 642 people, and 240 people were selected as a sample by stratified random sampling method and based on Cochran's formula. To measure the variable of organizational commitment from Liu et al.'s Sabz questionnaire (2021), green extra-role behaviors from Ho et al.'s questionnaire (2021), green human resource management from Malik et al.'s questionnaire (2021) and green human capital from Ma et al.'s questionnaire (2021). ) Used.. Data analysis was done using structural equation modeling in PLS software. The results showed that green human resources management has a positive and meaningful effect on extra-role behavior, organizational commitment and green human capital. Also, the results indicated that green organizational commitment has a significant effect on extra-role behaviors, and green human capital has a significant effect on extra-role behaviors, and organizational commitment and extra-role behaviors have a mediating role in the effect of human resource management on extra-role behaviors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  351 - The Mediating Role of Social Capital in the Impact of Knowledge-based Human Resource Management Practices System on Innovative Job Performance
  Mahdi Khodaparast Mohammad Hadi Asgari Seyed rasool Toudar
  10.30495/msds.2022.1953599.1045
  The purpose of this study is to investigate the mediating role of social capital in the impact of knowledge-based human resource management practices on innovative job performance (Case study: West Mazandaran Electricity Offices). The research method is descriptive-corr More

  The purpose of this study is to investigate the mediating role of social capital in the impact of knowledge-based human resource management practices on innovative job performance (Case study: West Mazandaran Electricity Offices). The research method is descriptive-correlational in nature and applied in terms of purpose. The statistical population of the study consisted of 187 employees of western electricity departments of Mazandaran province, of which 124 people were selected based on Krejcie and Morgan table and stratified random sampling as the sample size of the study. The collection tools include the questionnaires of human resource management practices of Lapak and Snell (2002), Putnam Social Capital (1999) and the innovative job performance of Scott and Brass (1994). In order to analyze the data, the structural equation method of LISREL statistical software and SPSS statistical software were used. Findings showed that knowledge-based human resource management practices have a positive and significant effect on innovative job performance, and the social capital component has the greatest impact on innovative job performance. The results showed that social capital has increasingly mediated the impact of knowledge-based human resource management practices on innovative job performance.      Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  352 - Sustainable Human Resource Management in Power Industry
  Mohammad Tafarrojkhah Majid Bagerzadeh Soleyman Iranzadeh
  10.30495/msds.2021.683552
  The purpose of the present study is to develop a human resource management model with a sustainable organizational development approach. This research was conducted in the framework of a qualitative approach using Grounded theory research method. The statistical populat More

  The purpose of the present study is to develop a human resource management model with a sustainable organizational development approach. This research was conducted in the framework of a qualitative approach using Grounded theory research method. The statistical population of the study consisted of managers working in the electrical industry and were selected through theoretical and purposeful sampling (judgment and quota). Sample size was determined by theoretical saturation criterion, 17 people. Atlas TI software was used to analyze the data from the interviews and coding. Data analysis was done in three stages of open coding, axial coding, and selective coding and based on this, a qualitative research model was presented. findings of the research resulted in the extraction of 373 open source codes, 80concepts and 23categories, which were in the paradigm model including axial categories (sustainable working systems, equilibrium, autonomy and Human resource management systems), causal conditions (organizational and community value and management system, necessity of Maintain and Human Resource Development and Socio-Economic Responsibility and legal Responsibility), Strategies (Creating and Developing a Common Idea, Process Approach, Selection and Maintenance and Awareness), Governing Background (Sustainability Insights, Organizational Capability, Strategic Alignment and Organizational Capital), and ultimately Outcomes (Economic superiority Performance, superior social performance, and superior environmental performance). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  353 - Investigating the Impact of Information Technology on the Development of Human Resources of the Organization (Case Study: Ports and Maritime Organization)
  Alireza Sargolzaei Hamidreza Khodadadi Didani
  10.30495/msds.2022.1965544.1082
  The purpose of this research is to investigate the impact of information technology on the development of human resources of the Ports and Maritime Organization. The statistical population of this research consists of 176 human resources experts from the Ports and Marit More

  The purpose of this research is to investigate the impact of information technology on the development of human resources of the Ports and Maritime Organization. The statistical population of this research consists of 176 human resources experts from the Ports and Maritime Organization and other ports affiliated with this organization. The researcher used a questionnaire as a tool to collect research data and used a descriptive and analytical approach to achieve the goals of the research. In this research, SPSS software was used for data analysis. The findings of the study show that the factor of management skill with an average of 4.653, the factor of the quality of employee performance with an average of 4.519, the factor of the speed of employee performance with an average of 4.348 and the factor of organizational communication with an average of 4.105 ranks first to fourth respectively the highest average They got it from the eyes of the experts. Also, according to the Pearson coefficients obtained regarding the variables of the research, the effect of information technology on all 4 categories of human resources development factors in ports and maritime organizations and the significant relationship between information technology on the factors of managerial skills, quality of employee performance, speed of employee performance and communication in The organization was approved. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  354 - Antecedents and Consequences of Sustainable Human Resource Management in Waste Management Organizations
  Gohar Pourahmadi Mansoor Irandoust Jamal Adhami
  10.30495/msds.2022.697972
  This research investigates the antecedents and consequences of sustainable human resource management in the waste management organizations of Iranian municipalities. The research methodology is applied and developmental research in terms of purpose and descriptive in te More

  This research investigates the antecedents and consequences of sustainable human resource management in the waste management organizations of Iranian municipalities. The research methodology is applied and developmental research in terms of purpose and descriptive in terms of collecting and analyzing information, and also it is field research. The statistical population includes managers and employees of waste management organizations. The sample size is 125 individuals selected by stratified random sampling method. The tool for collecting research data is a questionnaire, its validity has been accomplished by face validity, and Cronbach's alpha test has accomplished its reliability. Testing hypotheses were made using the binomial test method, and structural equation modeling was done using SPSS and PLS software. The results of data analysis showed that the antecedents of sustainable human resource management include organizational strategy and leadership style. The consequences of sustainable human resource management include organizational performance, attractiveness, employee involvement, and employee turnover. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  355 - Guidelines for Assessing and Enhancing the Organizational Human Resources Sprightliness: A Call to Action!
  Behnoush Jovari
  The purpose of this applied and qualitative research is to identify the necessary infrastructure for creating Organizational Human Resources Sprightliness in the university environment. Data collection has been done using the method of targeted observation, semi-structu More

  The purpose of this applied and qualitative research is to identify the necessary infrastructure for creating Organizational Human Resources Sprightliness in the university environment. Data collection has been done using the method of targeted observation, semi-structured interviews, and the review of documents related to the strategic and operational plans of universities. Based on the Kleizeri methodology, In the selective coding, obstacles of human resources Sprightliness management from the perspective of university members were identified including: weakness in talent management and substitution, structural inadequacies, neglect of the cultivation of positive psychological capacities in members, lack of support for members' organizational and family responsibilities, and abandonment of scientific-executive abilities of members in a competitive environment. Responding to the environmental needs of the university, honoring the stakeholders, dynamic knowledge, communication, skill of members of the academic members, and the flourishing of educational-research activities were drivers of human resources Sprightliness management. By calculating Cohen's kappa, the average coefficient of experts' agreement with each other about codes and research findings was 0.66, which is an acceptable proportion of their agreement. The coefficiency of agreement between experts and researcher was 79%, which was calculated by rounding the same 80%, which means that five experts had good agreement with each other regarding the coding of the data for this research, which indicates the excellent status of these identified concepts. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  356 - Performance Management of Human Resources Based on Individual Differences and the Fit Between the Individual and the Organization with a Personalization Approach in Tehran Municipality
  ALI Aghyan Ali Rezaiean Darush Gholamzadeh
  The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitativ More

  The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitative type and the purpose of the research is developmental. The community of experts is the senior managers of the 124 districts and human resources of Tehran municipality, who have conducted a semi-structured interview with twelve of them using a purposeful sampling method and in the form of a snowball until the theoretical saturation limit is reached. Twelve sub-themes, four organized themes and two overarching themes have been formed by the theme analysis method at the individual level. At the group level, thirteen sub-themes are organized in five theme categories and defined in two overarching theme categories. At the organizational level, forty-nine sub themes have emerged in eighteen themes, organized in the framework of six overarching themes. This article theorizes the phenomenon of human resource management based on individual differences and the fit of the individual with the organization. According to this theory, the management of human resource performance is different for different people in the same organization. This method seeks to attract, develop and maintain better human resources and provides high flexibility between human resources and the organization, which in general provides better performance of human resources at three levels. This theory is based on the theory of individual differences and the fit of the individual with the organization. The presented model offers better flexibility and performance than previous models. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  357 - The Effect of Green Human Resource Management and its Practices on Organizational Performance and Excellence with the Mediation of Green Innovation
  Saeid Landaran Esfahani Mina Omrani Ghajavarestani Babak Moaleminia
  10.30495/msds.2023.1985109.1140
  When the goals of the organization and human capital are aligned, the green management of human capital by creating constructive communication and internalizing commonalities can create holographic properties in the organization and increase organizational commitment. B More

  When the goals of the organization and human capital are aligned, the green management of human capital by creating constructive communication and internalizing commonalities can create holographic properties in the organization and increase organizational commitment. By encouraging learning and question-oriented training, green management increases creativity and, as a result, improves the organization's performance. In this research, a cross-sectional research was conducted based on a questionnaire to collect data from a sample of 207 people, who are employees of Zob Ahan Isfahan Company. Structural equation modeling method and Smart PLS software were used to test research hypotheses. The results of the research indicate that green human resource management and its methods are effective on green organizational creativity and commitment, as well as culture. Also, the influence of commitment and creativity and culture in innovation has also been confirmed. In addition, the results show that the presence of green innovation in the organization can have a significant impact on organizational performance and excellence. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  358 - A Novel Hybrid Approach to Enhance Intelligence Integration in Small-Medium Enterprises
  Hamidreza Seifi Kaveh Mohammad Cyrus Naser Shams Gharneh
  10.30495/jiei.2021.1923479.1099
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  359 - Motivation and burnout among academic librarians: A Case Study of East Azerbaijan province
  vahid Aghakishizadeh Torab Najjari Somayeh Safari Hajikhanloo
  Objective: Job burnout is known as a fact of librarian’s work environment. This study aimed to measurment and survey the relationship between academic librarian’s burnout and job motivation in East Azerbaijan province. Methods: The study sample is all aca More

  Objective: Job burnout is known as a fact of librarian’s work environment. This study aimed to measurment and survey the relationship between academic librarian’s burnout and job motivation in East Azerbaijan province. Methods: The study sample is all academic librarians in East Azerbaijan province. Research method is survey that analyzing data with statistical indicators Pearson and Spearman correlation coefficient. motivational and health factors mean in men than greater than women Motivational factor have inverse correlation. Data collection tools include: demographic characteristics questionnaire, Dunt… [et all] (1996) job motivation questionnaire and Hassels & Maslash (1977) Burnout Inventory. Descriptive and inferential statistics include, Pearson and Spearman correlation coefficient, were used for analyzing of collected data of questionnaires. Results: Motivation and burnout among academic librarians in East Azerbaijan province was assessed higher than average; and the relationship between motivation and burnout among librarians were observed. Conclusion: Regarding the relationship between job motivation and burnout is necessary case in human resource issue that need to control of them in academic librarians. these two organizational variables must be studied furtthermore. The state of burnout in academic libraries (due to higher levels of burnout) for more attention compared to other libraries are needed. Enhance of job motivation of Librarians will ultimately be effective in reducing the incidence of burnout and prevention and treatment it. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  360 - The Impact of Human Resource Management Measures on Employee Engagement with the Mediating Role of Organizational Commitment in Medical University Libraries
  nayyereh doost mohammadi saeed ghaffari sholeh zakiani
  Objective: The purpose of this study was to investigate the effect of HRM on staff participation through the mediating role of organizational commitment in Iranian Medical University Libraries. Method: This research is an applied- descriptive research. The statistical p More

  Objective: The purpose of this study was to investigate the effect of HRM on staff participation through the mediating role of organizational commitment in Iranian Medical University Libraries. Method: This research is an applied- descriptive research. The statistical population of the study is the staff of medical science libraries. Due to the assumption that the statistical population is limited through Cochran's formula, 113 people were selected as a sample and a questionnaire was distributed through simple random sampling. Three standard questionnaires with a range of five Likert options were used to collect data. The Human Resources Management Questionnaire was Martin (2011), Organizational Commitment Questionnaire was Allen and Mir (1991), and Staff Involvement Questionnaire was Wilmar (2006). Descriptive and inferential statistical methods (Kolmogorov-Smirnov-Sobel test and Spearman nonparametric correlation test) were used to analyze the data using SPSS 21 Software. Results: The research findings showed that the Spearman test correlation coefficient between the human resource management with organizational commitment and employee participation were 0.283 - 0.162, respectively, and their sig was 0.001 and less than α = 0.05, which  shows, there is a significant relationship between these three variables. The results of the study on the mediating role of organizational commitment in the impact of human resource management on employee participation through the Sobel Test was more than 1.96, which proved that organizational commitment has a mediating role in the impact of human resource management measures on employee participation. Conclusion: The results of the study confirmed the mediating role of organizational commitment in the relationship between human resource management practices and employee participation. In other words, human resource management actions both directly and indirectly (through the organizational commitment variable) affect employee participation. Therefore, managers of medical science libraries can improve the level of participation and commitment of employees to the organization by paying special attention to human resource management measures such as recruitment, training, and reward and performance evaluation. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  361 - Survey of infrastructure of information services in Hamedan high school libraries
  Fariba Ajhdeh Fereshte Sepehr
  Objective: The main purpose of this research is determining the information infrastructures ofoffering information services in high school libraries in terms of building, equipment, humanresources, financial resources and, the manner of offering services and complex mak More

  Objective: The main purpose of this research is determining the information infrastructures ofoffering information services in high school libraries in terms of building, equipment, humanresources, financial resources and, the manner of offering services and complex making has beenpaid attention to.Methodology: The method of research is survey-descriptive based on collecting data onquestionnaires. The statistical population consists of 63 school libraries available in governmentand privately funded school libraries in high school and pre-university schools that all aresurveyed.Findings: The findings show that 80% under-study schools had independent library and 18%lacked independent library. The school without independent space for library use school chapeland spiritual training room (36.5%). Over 70% of schools are at low level regarding equipment.About 55% of schools don’t have independent librarian in which the spiritual trainer performslibrary affairs. In all the schools, libraries lack the defined budget and their financing is donethrough school capita donation and temporary allocation. Library resources are done in terms ofrequiring information from teachers and students. The subject coverage of library is distributedas 87% for religion, the maximum, and 4% for computer, the minimum. The accessibilitymethod is performed through open shelf in 63% schools. Library services are available in thebreaks and training classes.Conclusion: Information infrastructures of offering information services in high school librariesin terms of building, equipment, human resources, financial resources and, the manner ofoffering services and policy are not in good condition. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  362 - The relation of emotional intelligence to librarians' empowerment: A case study of Tabriz academic libraries
  Fahimeh Babolhavaeji vahid Aghakishizadeh
  Purpose: This research aims to survey the relationship between librarians' emotional intelligence and empowerment, who work in Tabriz academic libraries. Methodology: For attaining this goal, we have used two research instruments, that included two questionnaires, Bar- More

  Purpose: This research aims to survey the relationship between librarians' emotional intelligence and empowerment, who work in Tabriz academic libraries. Methodology: For attaining this goal, we have used two research instruments, that included two questionnaires, Bar-On EI Scale and Model (consist of 30 questions for Emotional Intelligence Measurement), Nokelainen and Ruhotie Empowerment Model, consist of 10 questions for Empowerment Measurement. These questionnaires were distributed among 136 samples, who were working in Tabriz universities. Then, results of measurement have been analyzed using statistical descriptive and inferential methods (Pearson’s Correlation Test and Linear Regression). Findings: According to the findings, there is a significant relation (0.404 Pearson Correlations and 0.163 R Square) between EI and Empowerment of academic librarians in Tabriz. The score of EI has been attained 111.5221, which in comparison with scale (90-120) is high. And, the score of librarians' empowerment has been attained 40.6838. This score in comparison with scale (40-50) is very high. Conclusion: This research is the first report to collect data relating to librarians' emotional intelligence and empowerment in Iran.     Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  363 - Study of the acquisition possibilities within Agricultural Research, Education and Extension Organization (AREEO) affiliated libraries of research institutes and centers
  Tayyebeh Shahmirzadi Fardin Koolaeian Javad Bashiri
  Purpose: The present project studied the status of acquisition possibilities within the Agricultural Research, Education and Extension Organization (AREEO) affiliated libraries of research institutes and centers. Methodology: Survey method is used in this research. In More

  Purpose: The present project studied the status of acquisition possibilities within the Agricultural Research, Education and Extension Organization (AREEO) affiliated libraries of research institutes and centers. Methodology: Survey method is used in this research. In order to form a picture of the current situation, a questionnaire was designed and sent to 63 libraries. 49 libraries (%77/8) responded. The information was analyzed by descriptive statistical methods using Excel software. Findings: The results showed the total number of affiliated persons in libraries is 96. Totally 40 library staffs from 96 library staffs had university degrees in Library and Information Science. Most libraries had budget problem and they did not have access to stable financial resources. And, access to Internet with IP valid 55/1 and 28/58 percent of them lacked it. Conclusion: Finally, in order to eliminating the weakness of studied libraries and building coherence and concordance collections, some guidelines were proposed.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  364 - Presentation an structural model of human resource risks in capital market financial institutions In Islamic governance
  azim sabet Vajhollah Ghorbanizadeh Ahmad Vedadi
  Human resource risks for identifying and examining environmental factors that can have a positive and negative impact on the realization of the missions and goals of financial institutions. This study aims to investigate the structural model of human resource risks in c More

  Human resource risks for identifying and examining environmental factors that can have a positive and negative impact on the realization of the missions and goals of financial institutions. This study aims to investigate the structural model of human resource risks in capital market financial institutions. This research is applied in terms of purpose and in terms of descriptive-survey data collection method, is of correlation type. Data were collected from 86 employees of capital financing companies in Tehran and analyzed using structural equation modeling. Findings show manpower problems, the need for special manpower and special organizational needs have a significant effect on human resource risks. The results also showed that the impact of human resource risks, organizational characteristics, behind-the-scenes events and following the law on organizational strategies has been significant Organizational and human resource strategies have a significant impact on cost reduction. Therefore, taking into account that the occurrence of human resource risks in capital supply companies is considered inevitable, in order to prevent these risks and direct them in line with the improvement of the organization, the managers of these companies should be able to predict the factors that cause these risks. and take measures to reduce their harmful effects. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  365 - Presenting the model of organizational virtue in the central organization of Islamic Azad University
  mohsen faraji Sedigheh Tootian Esfehani leila saiedi
  Considering the role and importance of organizational virtue in improving organizational performance, the present research was conducted with the aim of presenting the model of organizational virtue in the central organization of Islamic Azad University. which included More

  Considering the role and importance of organizational virtue in improving organizational performance, the present research was conducted with the aim of presenting the model of organizational virtue in the central organization of Islamic Azad University. which included basic, organizing and universal themes. The data collection method was library, field and data collection tools, questionnaire and interview. The experts were gathered, so that in this research, to evaluate and increase the validity and reliability, the method suggested by Linkin and Goba was used, and to ensure the validity and acceptability of the data, the permanent and continuous engagement method was used. Purposive sampling method through theoretical saturation, 13 people were selected. According to the research findings of organizational virtue model with 9 organizational themes including organizational justice, organizational loyalty, job commitment, organizational trust, organizational optimism, organizational ethics, organizational culture, organizational generosity Organizational compassion was obtained using Brown and Clark's method in thematic analysis. From the results of the research, it is possible to point out the fundamental role of organizational virtue in the organization, which is mentioned as one of the factors of the progress and transformation of the university and the degree of growth and transformation of human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  366 - Identifying and prioritizing factors affecting coaching in improving human resources education In the social security organization
  AmirAli Setayesh Sarvar HADI HEMATIAN Seyed Mohammad Zargar
  Introduction: Nowadays, the maximum exploitation of human capital has become inevitable for organizations for reasons such as the rapid development of various technologies, the ever-increasing competition, the demand for increasing production and reducing costs. Based o More

  Introduction: Nowadays, the maximum exploitation of human capital has become inevitable for organizations for reasons such as the rapid development of various technologies, the ever-increasing competition, the demand for increasing production and reducing costs. Based on this, in this research, we decided to identify and prioritize effective factors on coaching in improving human resources training in the social security organization.Method: Based on the purpose, this research is in the applied research category, and in terms of nature and method, it is in the descriptive research category and in terms of the survey implementation method. The statistical population of this research is some specialists and experts in the social security organization and professionals active in the field of training and human resource management, and the snowball sampling method was used. In measuring reliability, these closed questionnaires were used using Cronbach's alpha method and using SPSS22 software.Findings: The results of the research show the fact that out of 31 variables affecting the role of coaching on the improvement of human resources training, 16 top indicators were identified and prioritized. Based on the results, the role of coaching from the education channel on reducing informational and motivational barriers; Reducing content barriers and reducing structural barriers are ranked first to third.Discussion: The most important factor in the possibility of using this training method in the social security organization is the level of acceptance and commitment of trainers and trainees, and that the employees of the organization believe that changing the working conditions and improving the existing situation requires changing themselves and increasing their professional and specialized capacities. is that it will be more successful than any other method in their success to influence and achieve organizational goals. Considering the country's embargo conditions and the special conditions governing it, it is now more than ever necessary for managers at all levels to be genuinely involved in coaching their employees. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  367 - Investigating the personality components of "extraversion" and "acceptance of new experiences" in the employee job fascination pattern
  Tayebeh Abasianfar Zahra Boroumand Ali Rezaeian Dariush Gholamzadeh
  The purpose of this study is to investigate the personality components of "extraversion" and "acceptance of new experiences" in the job fascination pattern of employees. This research is applied in terms of purpose and is exploratory in terms of mixed method. In the qua More

  The purpose of this study is to investigate the personality components of "extraversion" and "acceptance of new experiences" in the job fascination pattern of employees. This research is applied in terms of purpose and is exploratory in terms of mixed method. In the qualitative part of the content analysis with non-random sampling and snowball with 15 managers, experts and experts of government organizations as well as university professors, semi-structured interviews were conducted and the themes were extracted. The letter was collected and examined with a statistical population of 450 employees, including experts and organizational managers and a sample size of 205. Questionnaires were collected and analyzed using structural, exploratory, exploratory and confirmatory analysis, and structural equations of the theoretical model of employee job fascination. The presentation and impact of extraversion personality factors and the acceptance of new experiences on these components have been investigated. Findings showed that among the 17 components of the job fascination model, the feature of "extraversion" on the component of "organizational communication" with factor load (0.91) and also "acceptance of new experiences" on the components of "attractiveness of job with factor load" (0.94) and human resource development (0.856) and staff character (0.963) "has a positive effect and the most impact is related to" acceptance of new experiences on staff character "with a factor load (0.963). Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  368 - investigation of the empact of leadership behaviors on performance effieciency of human resources in TheKilla Corporation
  paria ghanbari
  This research has been conducted on the investigation of the empact of leadership behaviors on performance effieciency of human resources in TheKilla Corporation. The research method used in this research is descriptive and analytical in terms of the applied purpose, in More

  This research has been conducted on the investigation of the empact of leadership behaviors on performance effieciency of human resources in TheKilla Corporation. The research method used in this research is descriptive and analytical in terms of the applied purpose, in terms of the type of data, and in terms of the method of collection. The statistical population in this researcher is TheKilla Corporation. The population of this Corporation in the census of 2017 is 1500 people. From the statistical population according to sampling (based on the method of sampling in Morgan's table), 306 people were selected as the research sample. In the next step, based on the conceptual model of the research, research questions and hypotheses, using the researcher's questionnaire, the extracted items were included in the statistical research sample of the questionnaire. In descriptive statistics, the descriptions are presented in two different sections, one and the main variety, and in the inferential statistics section, Pearson (parametric) test were used to check the research hypotheses. Considering the positive regression coefficient, it can be said that leadership behaviors has a positive effect on performance effieciency of human resources performance in TheKilla Corporation. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  369 - Investigating the effect of Green behaviors of managers on Human resource management strategic developement at medical science university in Kurdistan
  Nadia Allah Moradi Masoud Bastami Amirmohsen Madani
  The aim of the current applied, descriptive and correlational study was to investigate the effect of Green behaviors of managers on Human resource management strategic developement at medical science university in Kurdistan. The research population comprised 3500 employ More

  The aim of the current applied, descriptive and correlational study was to investigate the effect of Green behaviors of managers on Human resource management strategic developement at medical science university in Kurdistan. The research population comprised 3500 employees in medical science university in Kurdistan out of whom a sample 340 was randomly selected, based on Morgan Table, to participate in the study. The research data were collected using a researcher-made five-point level Likert scale questionnaire comprising 4 factors and 32 items tapping the participants’ responses were. Therefore, 340 questionnaires were distributed among members of the target population. Having distributed and collected the questionnaires, we analyzed descriptively and inferentially. Descriptively, features like absolute and relative frequency, mean, standard deviation and variance of background and main variables were estimated. Inferentially, correlational tests, multiple regression and F-Test used indicated that of Green behaviors of managers had a significant effect on Human resource management strategic developement at medical science university in Kurdistan. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  370 - Identifying the Components of Talent Management in order to Increase the Productivity of Education Managers; A Mixed Method Study
  mazaher babaee Seyed ahmad hashemi abbas gholtash
  . Considering the Position of Talent Management, the Aim of the Current Research is to Achieve the Model of Talent Management. In terms of Purpose, This Research is Applied With a Mixed Exploratory Research Method. In the Qualitative Stage, Using Semi-Structured Intervi More

  . Considering the Position of Talent Management, the Aim of the Current Research is to Achieve the Model of Talent Management. In terms of Purpose, This Research is Applied With a Mixed Exploratory Research Method. In the Qualitative Stage, Using Semi-Structured Interviews Among 15 Experts in the Field of Education in ACECR*, It has been Identified and Inalyzed by Thematic Analysis With Purposeful Sampling and Data Saturation Criteria. The Statistical Population of the Quantitative Part Was the Managers of the Educational Field of the ACECR of the Country (650 People), and the Sample Size Was 305 People Based on the Morgan Table and Were Selected by Stratified Sampling. Data Collection is Based on a Researcher-made Talent Management Questionnaire and Data Analysis is Done Using Lisrel Software. Qualitative Results Showed that the Talent Management System in ACECR in the Dimensions of Planning and Prganization, Talent Search, Professionalism and Development-Oriented, Justice-oriented, Specialization and Meritocracy, Human Resource Management, Knowledge Creation, Providing Feedback, Culture Creation, Staffing and Livelihood are Classified in the Section The Fit, Validity and Reliability of this Talent Management Model Have Also been Verified. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  371 - The effect of green human resource management on green behavior, emphasizing the mediating role of the organization's social responsibility and green psychological climate
  Soleiman Ahmadzadeh Akbar Janalizadeh kari Samira Ghasemzadeh
  AbstractThis research was conducted with the aim of investigating the effect of green human resource management on green behavior, emphasizing the mediating role of the organization's social responsibility and green psychological climate. The statistical population of t More

  AbstractThis research was conducted with the aim of investigating the effect of green human resource management on green behavior, emphasizing the mediating role of the organization's social responsibility and green psychological climate. The statistical population of this research includes 4700 employees of Urmia municipality, 300 of whom were selected as a statistical sample by simple random sampling. The tool of data collection is a questionnaire, and structural equation modeling with the help of smart PLS3 software was used to analyze the data in order to test the hypotheses. The results of data analysis showed that 1) green human resource management has a significant effect on green behavior through green psychological climate and social responsibility. 2) Green human resource management has a significant effect on green psychological climate and social responsibility. 3) Organization's social responsibility and green psychological climate have a significant effect on green behavior. (P-Value ≥ 0.05). Therefore, it can be concluded that human resource management has a positive effect on employees' green behavior directly and indirectly through green psychological climate and green social responsibility green behavior directly and indirectly through green psychological climate and green social responsibility Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  372 - the current research is to model the organizational factors of human resource productivity with an emphasis on social capital with the approach of learning organizations in the country's higher education
  mohammadreza .gholampour yahya dadashkarimi soleyman iranzadeh
  The purpose of the current research is to model the organizational factors of human resource productivity with an emphasis on social capital with the approach of learning organizations in the country's higher education. The current research is a fundamental-applied rese More

  The purpose of the current research is to model the organizational factors of human resource productivity with an emphasis on social capital with the approach of learning organizations in the country's higher education. The current research is a fundamental-applied research in terms of its purpose and a survey in terms of the way of collecting information. The statistical population of the study included all experts of higher education in the country, including management professors who were selected purposefully and using the method of the number of questions in structural equations, 280 people were selected for the quantitative part and 17 university experts were selected for the qualitative part. In order to collect data, thematic analysis method was used by interview. After confirming the questions by confirmatory factor analysis, the questionnaire was used to conduct the quantitative part of the research, and the questionnaires were approved. In order to analyze the data in the qualitative part, the method of interview and manual coding was used, and in the quantitative part, Smart PLS3.3 software including confirmatory factor analysis tests was used. The research results show that in the qualitative part, there are 26 factors in the dimension. An organization was identified. And after analyzing the confirmatory factor and confirming the validity and reliability of the research questions in the quantitative part, the pattern and research questions were confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  373 - Strategies for establishing a mentoring system in the Ministry of Economic Affairs and Finance in order to realize the general policies of the administrative system
  Sadegh Nourmohammadi Kumars Ahmadi .Adel Salavati
  The development of organizational capital requires educational planning and the use of educational models and methods, which is emphasized in paragraphs 2-4-5-16 of the general policies of the administrative system. People under the mentor benefit from job mobility, bet More

  The development of organizational capital requires educational planning and the use of educational models and methods, which is emphasized in paragraphs 2-4-5-16 of the general policies of the administrative system. People under the mentor benefit from job mobility, better rewards, increased adaptability when faced with new positions, improved professional identity, more professional competence, increased job satisfaction, Reduce job stress and role conflict, the aim of this study is to design a comprehensive model for the establishment of mentoring system in the Ministry of Economic Affairs and Finance. The research approach is qualitative and strategic using the data-based method. The statistical population of the study also included 14 in-university experts, experts and accountants with experience of the Ministry of Economic Affairs and Finance. The results showed that the model of establishing a mentoring system in the Ministry of Economic Affairs and Finance includes: causal conditions (primary and secondary objectives), categories (achieving a model of establishing a mentoring system in the organization and interactions and communications in the organization), contexts (Management skills, organizational culture, operational planning, systems and technology, human capital), Stakeholders (structural barriers, content barriers), strategies (individual conditions and characteristics and organizational conditions and characteristics), consequences (Individual and organizational benefits) which, according to experts, can be introduced as a suitable model for establishing a mentoring system in the Ministry of Economic Affairs and Finance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  374 - Human resource management measures of the country's health sector in the pre-health crisis
  آزاده اشرفی محمودرضا محقق دولت‌ آبادی جواد فقیهی‌پور فاطمه دربندی کبری مافی
  The main purpose of this study was to identify the strategic measures of human resource management in the health and medical care section in a health crisis situation and emphatically on Epidemic coronavirus. The study was considered in the time domain of 2020 and the s More

  The main purpose of this study was to identify the strategic measures of human resource management in the health and medical care section in a health crisis situation and emphatically on Epidemic coronavirus. The study was considered in the time domain of 2020 and the spatial domain of all staff and managers of Iran University of Medical Sciences who have participated effectively in controlling the corona crisis (2019-2020). The research method was qualitative which was done based on Grounded theory method (without structure). Semi-structured interviews were used to collect data and snowball method was used for sampling. Finally, the data analysis method was performed using triple coding in MAXQDA software environment. The results showed that the strategic measures of human resource management measures in the health and medical care section before the health crisis can be considered in six functions. The six functions of the human resources unit of the health and medical care section before the health crisis are: Employee recruitment; Improving and educating employees  ; Service compensation system; Employee relations; Employee maintenance; Separation of employees from the organization . Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  375 - Investigate the effected factors on the knowledge management maturity in Art and Cultural Organization of Tehran Municipality
  Ali AliMohammadi Abdolreza Sobhani Alireza Ebrahimpour Bahram Alishiri
  The aim of the current applied, descriptive and correlational study was to investigate the effected factors on the the knowledge management maturity in Art and Cultural Organization of Tehran Municipality. The research population comprised 2500 employees in Art and Cult More

  The aim of the current applied, descriptive and correlational study was to investigate the effected factors on the the knowledge management maturity in Art and Cultural Organization of Tehran Municipality. The research population comprised 2500 employees in Art and Cultural Organization of Tehran Municipality out of whom a sample 384 was randomly selected, based on Morgan Table, to participate in the study. The research data were collected using a researcher-made five-point level Likert scale questionnaire comprising 5 factors and 25 items tapping the participants’ responses were. Therefore, 400 questionnaires were distributed among members of the target population. Having distributed and collected the questionnaires, we analyzed descriptively and inferentially. Descriptively, features like absolute and relative frequency, mean, standard deviation and variance of background and main variables were estimated. Inferentially, correlational tests, multiple regression and F-Test used indicated that human resource empowerment, knowledge-based organization, implementation of knowledge management strategy, redesigning the reward system, and redesigning the structure had a significant effect on the knowledge management maturity in Art and Cultural Organization of Tehran Municipality. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  376 - ....
  Babak Rezaei ardeshir bazrkar
  The purpose of this study was to investigate the effect of green human resource management measures on the environmental performance of the organization with respect to the mediating role of green organizational culture. The present study was based on the purpose of app More

  The purpose of this study was to investigate the effect of green human resource management measures on the environmental performance of the organization with respect to the mediating role of green organizational culture. The present study was based on the purpose of applied research and in terms of data collection and analysis method was survey-correlation. The statistical population of this study consisted of managers and human resource management experts of Saipa Automotive Group of 120 people. Data collection tools were three questionnaires related to human resource management measures, green organizational culture and environmental performance. After confirming the validity, the reliability of the questionnaires was calculated using Cronbach's alpha coefficient of 0.960, 0.975 and 0.944, respectively. To analyze the data, structural equation modeling method was used with the help of Smart PLS software. Findings showed that green human resource management measures directly explain 0.582 percent of the changes related to the environmental performance variable and 0.619 percent of the changes related to the green organizational culture variable. Green organizational culture also directly explains 0.657% of the changes related to the environmental performance variable. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  377 - Using human resources on the basis of competence with emphasis on the progressive views of Imam Ali (AS (
  Tahereh Hasoumi Soghra Afkaneh Abbas Shakouri Sheldehi Sadaf Akhtari
  Human resources is one of the most invaluable assets and assets that are the pillars of an organization and its development is one of the programs and concerns of any organization; identifying, attracting, employing and benefiting from human resources in all organizatio More

  Human resources is one of the most invaluable assets and assets that are the pillars of an organization and its development is one of the programs and concerns of any organization; identifying, attracting, employing and benefiting from human resources in all organizations is complex. Is the most functional process that managers always strive to achieve with all available capacities; This research aims to understand the use of human resources based on competence, which has been done from the perspective of Imam Ali (AS), is applied and has been mixed with the type of research; The statistical population of this study included 30 education and university experts who were aware of the method, manners and managerial effects of Imam Ali (AS); The researcher-made research tool includes 63 indicators that by performing its validity and validity and through data analysis (T test) and the findings of this study showed that Imam Ali (AS) 's progressive views on the competencies of human resources in two categories of human values And the values of excellence can be an approach in the modern age for all organizations, including education and universities; An approach that highlights the issue of human beings and people more than ever in the local community and organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  378 - Identify and determine the appropriate pattern of central justice in recruitment and employment Manpower in government organizations
  Mohammad Kazemzadeh Hochghan Reza NajafBeigi Naser Mirsepasi Karamollah Daneshfard
   Objective: The purpose of this study is to identify the factors affecting justice in the process of attracting and hiring human resources in Iranian government organizations.Methodology: The research method is mixed (quantitative content analysis method - quantita More

   Objective: The purpose of this study is to identify the factors affecting justice in the process of attracting and hiring human resources in Iranian government organizations.Methodology: The research method is mixed (quantitative content analysis method - quantitative method)Results: Factors affecting justice in the recruitment and employment of human resources were divided into two general categories of external and internal factors. 4 cultural, economic, social and political dimensions were identified as external factors and 3 dimensions (management of ethics, values ​​and culture), individual and internal as internal factors and a total of 2 factors, 7 dimensions and 48 indicators were identified in the 3 mentioned processes.To assess the impact and prioritization of the components, a researcher-made questionnaire was distributed among 214 managers and senior human resources experts of government organizations. Data were analyzed using binomial test and Friedman test.Discussion: Political, social, cultural and economic factors have an effect on attracting justice-oriented, respectively. Also, individual factors have the most impact and the factors of managing ethics and values ​​and organizational culture as well as internal organization, in terms of effectiveness in attracting justice-oriented, are in a group and after individual factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  379 - Qualitative study of green human resource management Case study: Ministry of Sports and Youth of the Islamic Republic of Iran
  Ali Elmi Shiva Azadfada Reza Shajie Ahad RezayannQyebashi
  The purpose of this study is to identify the effective factors of green human resource management in the Ministry of Sports and Youth of the Islamic Republic of Iran. The method of the present research is qualitative and exploratory. The statistical population included More

  The purpose of this study is to identify the effective factors of green human resource management in the Ministry of Sports and Youth of the Islamic Republic of Iran. The method of the present research is qualitative and exploratory. The statistical population included university professors in the field of sports marketing and managers of domestic sports brands. The statistical population consisted of experts, experts with university teaching experience and activists in the field of green human resource management, experts of sports federations and boards, staff and officials of sports and youth departments, policy makers and sports consultants. Sampling method was used as non-probability sampling, with purposeful selection and with maximum variability or heterogeneity. The sample size in this study was equal to 20 people based on the theoretical saturation index. The interview measurement tool was open and was analyzed based on three stages of open, axial and selective coding. The results obtained from the analysis of qualitative interviews showed that the development of a green human resource management model in the Ministry of Sports and Youth of the Islamic Republic of Iran consists of 102 open codes and also consists of 12 core categories. Finally, it can be said that the attention of the managers of the Ministry of Sports and Youth to the issue of green human resource management can help improve the organization and its sustainability as much as possible. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  380 - Determining factors of Human Resource Contexts (Experimental study in Manufacturing Industries of Turkey)
  بهرام Alishiri حمیده Abdolahi
  Human resource context is a new concept in Turkish.documents of this article are the results of an experimental study about determining factors of human resource context in 217 manufacturing industries of turkish.this study aims to make a new theory by evaluating detemi More

  Human resource context is a new concept in Turkish.documents of this article are the results of an experimental study about determining factors of human resource context in 217 manufacturing industries of turkish.this study aims to make a new theory by evaluating detemining factors in human resource practices context such as recruitment and selection,training and staff development,pay and benefit,assistance of  performance,career development and experience of industrial relation issues and external environment primary,it focused on human resource practices and the use of the same experience allowed the evaluation of detemining factors is human resource activities.this event has helped us to know he relation among human resource activities of other organizations and internal factors.It also enables us to discover the determining internal,external factors and controlled variables by knowing the relation between 6 human resource activities. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  381 - Designing a paradigm model of the organization's human resources interaction with subscribers in order to optimize energy consumption (drinking water)
  Reza Khordedan Reza Shabannezhad Khas Ali Mokhtari
  Energy consumption management is the one of the most important and fundamental issues in to-day's world. One of the sources of energy is the management of drinking water consumption. Considering the high per capita water consumption in Iran, it is the necessary to More

  Energy consumption management is the one of the most important and fundamental issues in to-day's world. One of the sources of energy is the management of drinking water consumption. Considering the high per capita water consumption in Iran, it is the necessary to emphasize the increase of water productivity through measures such as demand management and water con-sumption and social enhancement. In this article, it deals with the design of the interaction model of the organization's human resources with the subscribers in order to optimize drinking water consumption in Qazvin Province Water and Wastewater Company. This research is the descrip-tive-analytical, and the research method is qualitative. The statistical population of this research is university experts and executive managers of water and sewage industry in Qazvin province, 11 people were selected using snowball sampling method and theoretical saturation point. The re-sults of this research are explained in the form of five main categories and subcategories. The findings showed Causal factors include social factors, individual factors, government bodies, senior managers, legal, legal and technical-engineering factors and other factors, contextual fac-tors include individual background conditions and socio-economic shortcomings. Intervening factors include "the way of thinking and support of managers, the performance of those in charge, and the will and desire of society", strategic factors include "correct and correct perfor-mance, continuous training at different levels and advertising and media information" and the consequences of the model are: Short-term outcomes, individual outcomes, long-term outcomes, national and regional outcomes. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  382 - An Investigation of Higher Education Effects on Economic Growth in Iran
  Nemat Falihi
  Human resource allocation is one of the most important factor which can affect on value added creation in various sector. In this paper based on a dynamic model, we will test the relationship between human capital and economic growth in Iran. Our findings show that such More

  Human resource allocation is one of the most important factor which can affect on value added creation in various sector. In this paper based on a dynamic model, we will test the relationship between human capital and economic growth in Iran. Our findings show that such relation is weak because of mismatching between jobs and education field basicly. This matter leads us to a reality which means omission of this inefficiency source can enhands the labor productivity and increase economic growth. Other results confirm that high education labor force has positive effects than low level education (primary and high school) on different sectors value added. So, authorities should consider more on higher education labor force in their planning and polices. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  383 - Presenting the policy model of the talent management system in the country's banking network
  Fateme Memari Vahid Araei
  10.30495/fed.2023.705593
  AbstractThe aim of the current research is to identify the needs, find talent, attract and retain human resources talent in the country's banking network in order to provide a policy model for the talent management system. The research method is qualitative and to analy More

  AbstractThe aim of the current research is to identify the needs, find talent, attract and retain human resources talent in the country's banking network in order to provide a policy model for the talent management system. The research method is qualitative and to analyze the text of the interviews and identify the criteria and indicators, the analysis and theme analysis technique was used, and the data were analyzed during three stages of primary, secondary and selective coding. The statistical population includes 15 academic experts related to talent management and human resource managers of banks, and a combination of targeted judgment methods and snowball methods were used to select the sample. According to the results, the model of the talent management system in the country's banking network is based on three main components of input, talent management process and output, and banks should move towards talent management based on the dimensions of these components and in this context Don't be hasty. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  384 - The design of the optimal model of electronic resources management in the refah bank
  Mehrzad sarfarazi Gholamreza memarzadeh Tehran Sayyed Mahdi alvani Mohammadail afshar kazemiv
  Background and Objective: Human resource electronic management is one of the ways to implement human resource strategies, policies and operations related to human resources in organizations. The purpose of this research is to provide a model for optimizing the establish More

  Background and Objective: Human resource electronic management is one of the ways to implement human resource strategies, policies and operations related to human resources in organizations. The purpose of this research is to provide a model for optimizing the establishment of human resources electronic management in the banking system of Iran (Case study: Refah headquarters). Methodology: The present research is an applied research, the purpose of exploratory research, the quantitative and qualitative data types, and the method of implementation in the field and the questionnaire and interviewing tool. Validity and reliability of the questionnaires were approved. The statistical population of this research consisted of all managers and staff of the headquarters of the Bank of Welfare. The sample was selected by the Cochran formula and 277 employees and managers of the Bank of Welfare. The statistical methods of hidden markup chain optimization were used to analyze the data. These statistical tests were performed by soft content. Findings: There are six categories of important factors in the optimal deployment of human resource management in the Bank of Welfare, which include organizational, environmental (government), process, cultural, technological and personal factors. Also, the results indicate that at the Welfare Bank With processor factors of 23/708, organizational factors of 10/603, technological factors 12/652, environmental factors 11/6/11, cultural factors 15/198, individual factors 6/663 The optimization of the establishment of human resources electronic management would be optimal. Results: The results showed that individual factors influenced the Islamic attitude of employees and then, in order of process, cultural, technological, cultural, environmental and organizational factors, in the establishment of optimal management of human resources electronic resources.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  385 - Human Resources Agility Model: An Analysis of Automotive After-Sales Services Companies in Iran
  Farhad Tavakoli Moghadam Mir Ali Sayyednaghavi Ali Reza Eslambolchi Mohammad Reza Rabiee Mondajin Rabiee Mondajin
  The main purpose of this study is to develop human resource agility model in Automotive After-Sales Services Companies in Iran. The approach for the qualitative part of the study is based on Grounded theory. The data gathering tool was a semi-structured interview with 1 More

  The main purpose of this study is to develop human resource agility model in Automotive After-Sales Services Companies in Iran. The approach for the qualitative part of the study is based on Grounded theory. The data gathering tool was a semi-structured interview with 18 managers and deputies of human resources who were selected by snowball sampling. Human resource agility codes and components (115 key concepts, 52 subcategories, 22 main categories) of the interviews were summarized and formulated in a conceptual grounded model. The core category is human resource agility which is defined in four dimensions: Definition, Model Properties, Applications and Differences, was analyzed and due to causal conditions, contextual conditions, intervening conditions, strategies and the results the final model was developed. Then, a questionnaire was designed and modified by Delphi research method and the initial model was modified and approved by experts. In model testing, research hypotheses were formulated and a questionnaire was designed and tested by 120 managers and senior experts to collect and analyze data and test hypotheses using confirmatory factor analysis methods and path analysis model using PLS and SPSS softwares was performed. The results of the quantitative phase showed that the relationships in the model with acceptable impact coefficients were confirmed and did correspond with qualitative section Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  386 - Presentation of a public sector human resource planning model with an effective approach and organizational productivity
  Ali Davodi Karam allah Danesh fard Abdolkhalegh Gholami
  The purpose of this study is to present a model of human resource planning in the public sector with an effective approach and organizational productivity. The community is experts and managers of the Ministry of Islamic Guidance in Fars province. In this research, 100 More

  The purpose of this study is to present a model of human resource planning in the public sector with an effective approach and organizational productivity. The community is experts and managers of the Ministry of Islamic Guidance in Fars province. In this research, 100 senior managers and process managers are considered as examples, due to the limited number of people in the community, a total number method has been used. Due to the lack of information on human resource management as well as the management nature of this research, the community should be selected from the directors and experts of the Ministry of Islamic Guidance of the Islamic Republic of Fars province, which justifies the statistical population of the study. In order to identify the factors influencing human resource planning, library technique was used. 18 factors identified were evaluated by 59 items. In the exploratory factor analysis technique, 18 factors were classified into three groups of occupational factors, organizational factors, and individual factors. Using confirmatory factor analysis technique, we examined the items, sub factors and the main factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  387 - The Impact of Strategic Human Resource Management on Organization performance(Case Study: Mellat Bank of Tehran)
  Majid Kasirlo Abdullah Naami
  Manpower should be considered as the most important asset of an organization that plays a key and important role in achieving its goals. Today, organizations spend a lot of money to attract and retain human resources so as not to lag behind other competitors in the fiel More

  Manpower should be considered as the most important asset of an organization that plays a key and important role in achieving its goals. Today, organizations spend a lot of money to attract and retain human resources so as not to lag behind other competitors in the field of competition.Human resources, as the most key organizational resources, will be used efficiently and effectively when managed with a strategic attitude. Strategic approach in human resource management means using new techniques and methods that the organization can rely on to respond to the unstable environment and mobilize human resources to gain a competitive advantage. The main topic of this study is to investigate the impact of strategic human resource management on organizational performance. The statistical population of Bank Mellat employees in Tehran is in region 1 and by random sampling method, 180 people were selected as the population and a questionnaire was used to collect information in the field. Pearson correlation test using SPSS 19 software was also used to test the hypotheses. The results showed that strategic human resource management has a significant effect on organizational performance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  388 - Investigating the effects of emotional intelligence on social, psychological and human resource development (Case study: Chaharmahal and Bakhtiari Social Security Insurance Organization)
  hosein zamani Mansour Rafiei
  Emotional intelligence refers to the ability to maintain motivation and resistance to anonymity, impulse control, empathy with others, and hopefulness, as well as the development of human resources is a process that employees are continually assisted by in an organized More

  Emotional intelligence refers to the ability to maintain motivation and resistance to anonymity, impulse control, empathy with others, and hopefulness, as well as the development of human resources is a process that employees are continually assisted by in an organized manner. The purpose of this study was to investigate the effects of emotional intelligence on social, psychological factors and human resource development. was applied the correlation-survey method was used. The statistical population consisted of all employees of social security insurance in Chaharmahal va Bakhtiari province. It was returned that the collected data was analyzed by SPSS and Lisrel software. The results show that emotional intelligence has a positive effect on social, psychological and human resources development and it is suggested that managers of organization through effective personal and organizational communication, increase the sense of responsibility in employees and by transferring values. Subordinate organizations and the acceptance of goals motivate them to take into consideration this, the social security organization whose mission is to develop insurance services for every individual in the community, to select employees to provide services to those with emotional intelligence. And high social connectivity, which is the key to this Consideration is merit in the recruitment process. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  389 - Lean Thinking in Human Resource Management (Case Study: Tehran City Council)
  Delnaz Halvachizadeh Gholam Reza Memarzadeh Nabiolah Mohammadi Homa Doroudi
  The lean concept achieves measurable consequences in the process and work time by reducing or eliminating worthless activities. Therefore, the purpose of this study is to provide a model of lean human resource management for the Council of Tehran. The present research i More

  The lean concept achieves measurable consequences in the process and work time by reducing or eliminating worthless activities. Therefore, the purpose of this study is to provide a model of lean human resource management for the Council of Tehran. The present research is a developmental-applied objective and is a part of qualitative research. First, by analyzing and interpreting 5 interviews conducted with 5 experts of the Islamic Council of Tehran and line by line reviewing the interviews and integrating the model obtained from the interview and reviewing the literature using the theme analysis method, the Delphi process was completed in four rounds and an agreement was reached after the fourth round. In this study, 24 indicators were identified in 9 main dimensions after evaluating theoretical literature of the research and existing models and Delphi method for lean human resource management model. The results of the research provide a comprehensive model for lean human resource management that can be used by managers and researchers. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  390 - Studying the level of impact of factors affecting the implementation of human resources strategies
  AMIR MASOUD KAROUBI NASER POUR SADEGH Jamshid Salehi Sedghiani Behrouz Rezaie Manesh
  Efficiency and effectiveness of each organization depends on the management and efficient use of human resources. The alignment and linking of the strategies and contributions of the managers of different spheres of human resources with the top management of the organiz More

  Efficiency and effectiveness of each organization depends on the management and efficient use of human resources. The alignment and linking of the strategies and contributions of the managers of different spheres of human resources with the top management of the organization, has the development of human resources that Needs the implementation of planning for human resources development, the main problem in this study is the impact of factors that cause the gap between formulation and flow of strategies.The purpose of this study was to investigate the effect of factors affecting the current hr strategy. The statistical population consists of 990 experts, senior experts, supervisors, and managers of Tehran Municipality and certain governmental entities, and finally 277 questionnaires are reviewed. The hypothesis of the study is tested through smart.PLS software program. The results of the findings indicate that the amount of GOF index equals 0.579 which is a proof for the high quality of the model. All variables identified in the model were significant and the relationships between the variables in the model were significant and the variables considered in each part were significant. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  391 - Structural-Interpretive Model Of Human Resource Agility In Government Organizations
  leila bahramian AHMAD VEDADI Dariush Gholamzadeh
  The purpose of this study is to provide a structural interpretive model of human resource agility in government organizations. This research was applied in terms of purpose and was conducted with a combined approach. Data collection tools were semi-structured in-depth i More

  The purpose of this study is to provide a structural interpretive model of human resource agility in government organizations. This research was applied in terms of purpose and was conducted with a combined approach. Data collection tools were semi-structured in-depth interviews and the statistical population included senior managers of government agencies, 14 of whom were selected by purposive sampling (to achieve theoretical saturation). The model was validated based on the results of the interview, using interpretive structural modeling, design, and its validity and reliability. The results led to the development of 5 levels of manpower agility. The first level - the most important level - related to the organizational performance variable, the second level was allocated to productivity and the third to perceptual skills, planning and contemplation. Communication, team and job skills were ranked at the fourth level and personality variables at the fifth level. This model can be an effective help in creating the necessary infrastructure to improve the level of human resource agility in organizations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  392 - Effect of Green human resource management on Green supply chain management: Moderating role of Top management commitment
  Saeed Eghbal Alireza Rousta Farzad Asayesh
  Social concerns customer demands, and pressure from government regulations have led organizations to look at environmental issues, and the green view of management issues. Green management of human resources and the supply chain are important issues in management. Green More

  Social concerns customer demands, and pressure from government regulations have led organizations to look at environmental issues, and the green view of management issues. Green management of human resources and the supply chain are important issues in management. Greening the entire organization is a program for the organization, and the success of organizational programs requires a commitment of top management. Therefore, in this study, we seek to examine the green relationship between human resource management and supply chain management along with the role of moderating the commitment of the organization's senior management. The present study is a descriptive research with applied objectives and according to the study of the relationships between several variables of correlation type. A questionnaire was used to collect information. The statistical population of the furniture industry is the random sample size of 170. The data collected and tested the hypotheses were analyzed based on structural modeling by SPSS and PLS. The results showed that the five variables of green human resource management including development and training, empowerment, pay and rewards, performance management and recruitment have a positive effect on green supply chain management and the commitment of top managers moderates these effects. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  393 - Investigating the effective factors of investing in human resources in companies admitted to the Tehran Stock Exchange
  Rasoul Masroori Asgar Pakmaram Ahmad Mohammady Golamreza Rahimi
  A significant part of the the capital of the leading organizations has been attributed to the considering human resources in recent years. The knowledgeable and capable managers know that the more they provide the prerequisites for progress and promotion of human resour More

  A significant part of the the capital of the leading organizations has been attributed to the considering human resources in recent years. The knowledgeable and capable managers know that the more they provide the prerequisites for progress and promotion of human resources, the more they guarantee the success, efficiency and superiority of their organization before other organizations. The most efficient way for achieving high competitive advantage and the most important superiority index according to tremendous changes in the economic conditions is empowering and making efficient the human resources in organizations. Human resource is the most important capital of the organizations. The purpose of this research is to propose a model of efficiency of investment in human resources. The statistical population consisted of all companies listed in Tehran Stock Exchange. The research method is descriptive and survey. The statistical sample included 155 companies selected via available sampling method. The data were collected by author-made questionnaire based on Likert scale. Kolmogorov- Smirnov test was used for normality test and structural equations modeling was employed for hypotheses test. The results showed that the quality of financial disclosure, human capital disclosure, improvement of business environment have a positive and significant impact on human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  394 - Activity-based Costing in Health Chain based on Human Resource Stimuli Using Fuzzy Technique
  Laleh Enayat Sarkhosh Gholamreza Farsad
  10.30495/faar.2023.705558
  Abstract The health sector is facing financial problems due to the traditional accounting system approach. In recent years, experience has shown that an activity-based costing system can be a viable alternative to solving financial problems. The important point is how More

  Abstract The health sector is facing financial problems due to the traditional accounting system approach. In recent years, experience has shown that an activity-based costing system can be a viable alternative to solving financial problems. The important point is how to implement an activity-based costing system. Knowledge of activity-based costing implementation is far from its theoretical knowledge, so it is recommended to have an expert and familiar with the implementation steps along with theoretical issues. This research is a rationalistic and quantitative-qualitative research that is collected through questionnaires and interviews. The statistical population of this research is the experts and financial information of three prominent and active hospitals in Tehran. Statistical data were extracted through HIS hospital software. The results showed that activity-based costing systems, although transparency solves many of the problems of the hospital's financial area, is still ambiguous in some cases due to the dynamics of the system. Fuzzy logic provides ambiguity in calculations due to computational dynamics. slow. Using this logic can make intelligent decision making possible by software systems. Experience has shown that hospitals have more active operating room and angiography units with experienced physicians and surgeons. This is directly related to higher patient confidence in physicians and timely hospital services in diagnosis and treatment. Therefore, an efficient ABC system should pay special attention to other stimuli such as human resources in addition to activity stimuli. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  395 - The Effect of Ownership Management on the Ratio of Short and Long Term Debts
  rahmatollah azad Yaser Rastegari rad
  10.30495/faar.2023.705562
  AbstractThe aim of this study was to model the complications of the system of conservation, maintenance and training of human resources through the research method of mixed exploratory model. Its statistical population in the quality department, a group of experts inclu More

  AbstractThe aim of this study was to model the complications of the system of conservation, maintenance and training of human resources through the research method of mixed exploratory model. Its statistical population in the quality department, a group of experts including senior managers of the National Iranian Oil Refining and Distribution Company and professors in the field of human resource management in higher education centers and in the quantitative department of the National Petroleum Products Distribution Company - Sari and Affairs Iran Oil Pipelines and Telecommunications - Northern Region, there were 835 people (789 men and 46 women). In the qualitative part of the snowball sampling method, 20 people and in the quantitative part with the relative class sampling method based on Cochran's formula, 263 people were selected as a statistical sample. Data in the qualitative part were extracted through the implementation of Delphi technique with a semi-structured questionnaire and in the quantitative part through the implementation of 120-item researcher-made questionnaires on a statistical sample and analyzed using SPSS and AMOS software. The validity of the questionnaires was confirmed in terms of content and structure. Reliability and combined reliability were estimated and confirmed by Cronbach's alpha coefficient with 84%. Descriptive statistics (mean, variance, standard deviation) and inferential statistics (exploratory and confirmatory factor analysis and Friedman test) were used to analyze the data. The results showed that modeling the complications of the system of conservation, maintenance and training of human resources has 6 dimensions (organizational (internal), environmental (external), occupational, individual (personal), governmental (political) and cultural-social) and 30 It has been a component. The results of the quantitative section showed that all dimensions of the research model were confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  396 - Designing a model of factors affecting social wear affected by social changes in physical education with an interpretive structural approach
  sadry siyavashpoor seiyed Ehsan Amir Hosseini mehrzad Hamidi
  10.30495/jscc.2021.690327
  The purpose of this study was to design a model of factors affecting social wear affected by social changes in physical education with an interpretive structural approach. The present research was descriptive-survey in terms of nature and purpose, in terms of data type, More

  The purpose of this study was to design a model of factors affecting social wear affected by social changes in physical education with an interpretive structural approach. The present research was descriptive-survey in terms of nature and purpose, in terms of data type, quantitative and qualitative mix in terms of implementation method. The statistical population of the study in the quantitative section, including managers, senior experts and physical education experts of the Ministry of Education and provincial education departments was 384 people. 181 people were randomly selected as a statistical sample according to Morgan table. In the qualitative section, 18 experts were purposefully selected based on expertise, experience, theoretical mastery, access and willingness. The research instrument was a researcher-made questionnaire and the structural self-interaction form included 13 factors affecting social wear. The validity of the questionnaire was confirmed by 10 professors of university sports management and its reliability was confirmed by Cronbach's alpha test (α = 0.85). Also, interpretive structural modeling was used to model the factors. Findings showed that the factors were classified into seven levels. The factors of job involvement, motivation weakness and job conflict were in the first level of management weakness in the lowest level. Avoiding work politicization, developing organizational justice and eliminating managerial weaknesses have other effects on reducing other factors of social wear and tear. Ultimately, it will lead to a reduction in job deprivation, poor motivation and job conflict in physical education. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  397 - To Study the Intervening Factors of Return Migration of Faculty members in Public Universities of Tehran and its Consequences
  atyeh Abdmolaei reza Safari shali Shahla kazemipoursabat
  10.30495/jscc.2022.693356
  One of the most important capitals in each country is the professional human resources. No doubt, to develop a country, the role of universities ‘ faculty members is most important one. The aim of this article is to study the intervening and consequential factors More

  One of the most important capitals in each country is the professional human resources. No doubt, to develop a country, the role of universities ‘ faculty members is most important one. The aim of this article is to study the intervening and consequential factors of return migration of faculty members in public universities of Tehran. To do the research, the qualitative method was used, and the data – founded method (Grand Theory) was emphasized. The population is the public university faculty members who have had return migration from 1390 to now. The sample was thirty faculty members who were chosen using theoretical saturation. The findings were approved and improved by those who were expert in this subject. In this research, the data was collected using intensive and semi-structured interview. After the interviews which had been done with faculty members were analyzed, a conceptual framework was formed using faculty members’ interpretations. The findings were indicative of some intervening factors which were in the form of financial incapability and governing policies and also showed the consequential factors which were in the form of economical, social- cultural and psychological effects. After the above-mentioned categories were considered, the category “collective agency, function and structure” were chosen as the nucleus category. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  398 - Testing of multi criteria decision making model in designing success model of Succession Planning in Iranian Banking system
  zhila Mohamadi Dariush Gholamzadeh vahidreza mirabi ahmad vedadi
  , is the existence of an efficient management system. To have an effective and efficient management system, organizations need to train qualified managers. Training managers needs to have a comprehensive and complete framework in order to achieve the goals and strategie More

  , is the existence of an efficient management system. To have an effective and efficient management system, organizations need to train qualified managers. Training managers needs to have a comprehensive and complete framework in order to achieve the goals and strategies of the organization with the correct selection and training of effective managers. The aim of this research is to develop a model for affecting factors in success of succession programs in Iranian banks.The present study is based on a mixed research method. The statistical population is academic experts specializing in human resource management and experts working in Iranian banks. The number of statistical samples in the qualitative phase is sufficient to conduct interviews with 12 people, and 161 employees of the banking sector are selected for quantitave phase. In the qualitative dimension, the phenomenological method is used and in the quantitative dimension, in order to validate the model, Delphi method, confirmatory factor analysis and multi-criteria decision fuzzy SWARA technique are used for screening and prioritization of effective factors. Finally, after determining the categories, the general classes of the model are identified in the form of three categories of succession requirements, contextual conditions and facilitating factors. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  399 - Investigating the Relationship between Types of Human Resources Risks with Technological Innovation in Pharmaceutical Knowledge Companies
  arezu Hamzeie masoud pourkiani
  The main goal of this research also explains the relationship between the types of HR risks with technological innovation in pharmaceutical. The statistical population of this study consists of two knowledgeable sections of the subject and managers of knowledge based ph More

  The main goal of this research also explains the relationship between the types of HR risks with technological innovation in pharmaceutical. The statistical population of this study consists of two knowledgeable sections of the subject and managers of knowledge based pharmaceutical companies. The methodology used to examine the documents, interviews, and methodology for obtaining expert opinions and extraction of the native model in the knowledge-based companies studied were used. The results of this research indicate that among the most effective components of human resource risks, technological innovation has had the greatest impact on the risks of skills gaps and then financial risks, human resource operational risks, human capital risks and behavioral risks that were tested by tests Different stepwise regression and structural equation modeling with smartpls software were investigated and verified. Also, in the research phase, the greatest risk associated with skill skeletons, at the development stage, is the highest risk associated with human resource operational risks, and at the engineering stage, the greatest risk is related to behavioral risks. Knowledge companies that are in the engineering phase, in terms of the growth cycle of the company in the maturity stage, are likely to begin to grow at this stage of maturity in the face of future risks and reengineering of the system. For these companies, behavioral risks have shown their importance, paying attention to current values ​​and reviewing them, paying attention to current behavior among managers and employees, has shown great importance at this stage subsequently. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  400 - Identify the Factors Influencing the Decision of Outsourcing Cloud Accounting Using Structural Equations
  فاطمه صراف فاطمه بشارت پور محمدامین علی اکبری
  10.30495/jdaa.2022.693175
  Abstract The aim of this study was to investigate the characteristics of the accounting process for outsourcing decisions in cloud accounting. Cloud accounting information systems provide extensive and comprehensive network access per use; Compared to traditional accou More

  Abstract The aim of this study was to investigate the characteristics of the accounting process for outsourcing decisions in cloud accounting. Cloud accounting information systems provide extensive and comprehensive network access per use; Compared to traditional accounting systems, they provide better opportunities for scale, better access to the software and hardware in question, greater control, and the potential for better collaboration with supply chain partners. The main outsourcing mechanism allows business groups to split into smaller processes and cross organizational or geographical boundaries, making processes more outsourced and improving flexibility in organizing process delivery, reducing Costs and focus on the core processes of the company. The statistical population of the study includes 384 members of the Accounting and Auditing Association in 2021. The content method, convergent and divergent, was used to assess the validity of the questionnaire, and the structural equation method by LISREL software was used to test the accuracy of the theoretical model of the research and to calculate the impact coefficients. The results showed that process repetition, expert workforce, information intensity and customer contact need have a positive and significant effect on cloud accounting users, and uncertainty has a negative and significant effect on cloud accounting users. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  401 - Developing Pattern of human resources lay‐offs in islamic azad university of Tehran branches.
  Tahmoures Norouzi rashid zolfaghari zaferani esmaeel asadi
  10.30495/mlseo.2021.683724
  The aim of this study was to develop a model of human resource adjustment in the Islamic Azad University of Tehran and in a mixed (qualitative-quantitative) mix. In the qualitative part, 14 experts in the field of human resources and managers and experts of the Islamic More

  The aim of this study was to develop a model of human resource adjustment in the Islamic Azad University of Tehran and in a mixed (qualitative-quantitative) mix. In the qualitative part, 14 experts in the field of human resources and managers and experts of the Islamic Azad University of Tehran using targeted sampling and snowballs to achieve theoretical saturation and in the quantitative part 178 people in the statistical population 280 people by stratified random Cochran's formula was chosen. Dimensions, components and characteristics of the model through coding in the foundation data method in six main categories: "Reasons for requiring human resource lay‐offs ", "Human resource lay‐offs development system", "Human resource lay‐offs management system", "Human resource lay‐offs environment", "Human resource lay‐offs strategies", "Human resource lay‐offs" consequences" were identified. And the findings of structural equation modeling method with Smart PLS software showed that all dimensions and components have an appropriate and acceptable impact factor in the model. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  402 - A Comprehensive Model of Factors Affecting the Strategic Management of Human Resources in Iran’s Tax Organization
  Saeed Seifynezhad Mohammadreza Bagherzadeh Yousef Gholipour Kanani mehran mokhtaribayekolaee
  Human resources management is a dynamic discipline that is strongly related to individuals’ behavior and can have an impact on the organization's strategy and goal achievement. The purpose of this study is to provide a comprehensive model of the factors affecting More

  Human resources management is a dynamic discipline that is strongly related to individuals’ behavior and can have an impact on the organization's strategy and goal achievement. The purpose of this study is to provide a comprehensive model of the factors affecting the strategic management of human resources in Iran’s tax organization. The study followed a descriptive method and in terms of the goal, it was applied. The statistical population included employees and experts of the tax administrations from among whom, a total of 348 individuals were selected as the statistical sample. Obtaining the data was done through valid questionnaires, and the analysis of the collected data was accomplished using structural equation modeling. In addition, the validity and reliability of the variables were secured. The results showed that the factors presented for the strategic human resources management model include dimensions such as human resources training, organizational transformation, organizational commitment, organizational culture, management, human resources. Finally, it is suggested that the indicators can potentially have a positive effect on advancing the strategic goals of the organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  403 - Evaluating the Economic Productivity Model Based on Innovation with Emphasis on the Development of Human Resources in the Small and Medium Industries
  Karim Esgandari sheida Orafaye Jamshidi Shadi Orafaye Jamshidi Ali Reza Ahmadi
  The small and medium industries in the world are of great importance, the main reason being their flexibility and they can help in the industry of a country. The purpose of this study is to evaluate the improvement of economic productivity based on innovation, with emph More

  The small and medium industries in the world are of great importance, the main reason being their flexibility and they can help in the industry of a country. The purpose of this study is to evaluate the improvement of economic productivity based on innovation, with emphasis on the role of mediating human resource development. The Present Research is a Survey in terms of Method and is applied in terms of Purpose. The sample size is 384 by the Cochran formula for unlimited statistical population and selected by simple random sampling method. The required data were collected by field method and by a researcher-made questionnaire. Descriptive statistics were tested using SPSS software and the research hypotheses test and the proposed model using SEM equations using partial least squares method (PLS). The results of the collected data indicate that innovation with a path coefficient of -55.8% affects on economic productivity and also the innovation variable with a path coefficient of 96.6% due to the human resource development variable on economic productivity Human resource development with a path coefficient of 147. 9% affects economic efficiency. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  404 - The Effect of Enterprise Resource Planning, Supply Chain Management and Human Resource Management on Firm Performance
  reza khorami ahad mahmoudzadeh
  Organizations increasingly rely on information technology (IT) to improve the supply chain process, implementing enterprise resource planning and human resource management.Yet, past evidence suggests that the investment in IT does not guarantee organizational performanc More

  Organizations increasingly rely on information technology (IT) to improve the supply chain process, implementing enterprise resource planning and human resource management.Yet, past evidence suggests that the investment in IT does not guarantee organizational performance improvement. The aim of this study was to investigate whether ERP systems, SCM, HRM increases the efficiency of organizational performance. The data for research hypotheses were obtained through a questionnaire. The structural equation modeling technique was used to evaluate the causal model and to examine the reliability and validity of the measurement model. The offered model and obtained data from the questionnaires are analyzed through the Smart PLS program. The results showed the positive impact of ERP systems on firm performance and increased efficiency. Also, the results showed SCM and HRM impact on firm performance.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  405 - Evaluating the Economic Productivity Model Based on Innovation with Emphasis on the Development of Human Resources in the Small and Medium Industries
  Karim Esgandari sheida Orafaye Jamshidi Shadi Orafaye Jamshidi Ali Reza Ahmadi
  The small and medium industries in the world are of great importance, the main reason being their flexibility and they can help in the industry of a country. The purpose of this study is to evaluate the improvement of economic productivity based on innovation, with emph More

  The small and medium industries in the world are of great importance, the main reason being their flexibility and they can help in the industry of a country. The purpose of this study is to evaluate the improvement of economic productivity based on innovation, with emphasis on the role of mediating human resource development. The Present Research is a Survey in terms of Method and is applied in terms of Purpose. The sample size is 384 by the Cochran formula for unlimited statistical population and selected by simple random sampling method. The required data were collected by field method and by a researcher-made questionnaire. Descriptive statistics were tested using SPSS software and the research hypotheses test and the proposed model using SEM equations using partial least squares method (PLS). The results of the collected data indicate that innovation with a path coefficient of -55.8% affects on economic productivity and also the innovation variable with a path coefficient of 96.6% due to the human resource development variable on economic productivity Human resource development with a path coefficient of 147. 9% affects economic efficiency. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  406 - Investigating the Effects of Knowledge Management Processes on Human Resource Management with Emphasis on the Mediating Role of Knowledge Utilization (Case study: Razi Customs of West Azerbaijan Province)
  havaej Moghbeli, sirous Fakhimi Azar
  The purpose of this study is to investigate the effects of knowledge management processes on human resource management with emphasis on the mediating role of knowledge utilization. The statistical sample of this research includes all managers and employees of Razi Custo More

  The purpose of this study is to investigate the effects of knowledge management processes on human resource management with emphasis on the mediating role of knowledge utilization. The statistical sample of this research includes all managers and employees of Razi Customs of West Azerbaijan Province in the number of 110 people. The present research is descriptive-correlational in terms of data collection method and is applied in terms of purpose. Library-field method has been used to collect relevant information in the form of a questionnaire. The presented model and the information obtained from the questionnaires were analyzed through SMART PLS software. Finally, the results show that knowledge production has a positive and significant effect on knowledge sharing and knowledge utilization and also the effect of knowledge storage on knowledge utilization is significant. Knowledge sharing also has a significant effect on knowledge utilization. Therefore, according to the results of this study, knowledge sharing and knowledge utilization leads to improved human resource performance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  407 - Investigating the relationship between green management and economic performance, environmental performance and social performance (a study of companies active in the petrochemical industry)
  reza jalalianlarki Belqis Bavarsad saber alizadeh
  10.30495/afi.2022.1943475.1056
  Green management as a modern management method in the organization by creating a proper policy environment, recommends control and use of green technologies on the inputs and outputs of the organization. The purpose of this study is to investigate the relationship betwe More

  Green management as a modern management method in the organization by creating a proper policy environment, recommends control and use of green technologies on the inputs and outputs of the organization. The purpose of this study is to investigate the relationship between green management and economic performance, environmental performance and social performance. Because the petrochemical industry creates a very dangerous type of pollution due to its feed and product, which seriously harms human health and environmental health, the research method is analytical survey. The statistical population of the study includes 16 petrochemical companies in Khuzestan province. Using Cochran's formula, 190 managers, supervisors and employees were selected by stratified sampling. A questionnaire was used to collect data, the reliability of which was assessed by Cronbach's alpha method and the combined method and its validity was evaluated by the mean variance extracted. The results obtained using structural analysis method showed that green management has a significant positive relationship with economic performance, environmental performance and social performance and the intensity of the relationship between green management and environmental performance is more than the other two dimensions of sustainable performance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  408 - Designing a Crisis Management Model with a Human Resources Approach (Case Study: Kermanshah Province Earthquake)
  shahram kahrizi HASAN alodari
  What turns an earthquake into a devastating catastrophe is the confrontation of human phenomena and anthropogenic factors with this natural phenomenon. One of the most important factors that increase or decrease the amount of damage and human casualties in the event of More

  What turns an earthquake into a devastating catastrophe is the confrontation of human phenomena and anthropogenic factors with this natural phenomenon. One of the most important factors that increase or decrease the amount of damage and human casualties in the event of natural disasters, including earthquakes, is crisis management. The purpose of this study is to design a crisis management model with emphasis on human resources in Kermanshah earthquake. The method of this research is a qualitative approach with theme analysis. The statistical population of this study was all the literature in the field of crisis management models with a focus on human resources. The sample of this study included 11 related theories in the field of crisis management models based on focus on human resources. Library method was used to collect research data. Data analysis of this study was performed using Nvivo software. The results showed that the crisis management model with the human resources approach can be examined in three main stages: pre-crisis measures, crisis measures and post-crisis measures. Pre-crisis measures included themes to strengthen human resource efficiency, preventive measures, human resource training, and identification of early signs. Crisis measures included human resource preparedness. Post-crisis measures also included themes, identification and evaluation, limiting losses, and the ability to rebuild Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  409 - Pathology of selecting and stability of faculty members in Islamic Azad University with strategic approach
  nabiallahe Mohammadi Reza najafbagy morteza mosakhani akbar alam tabriz
  This study aimed to “Pathology of selecting and stability of faculty members in Islamic Azad University with strategic approach" has been implemented. The population consisted of faculty members of Islamic Azad University. The study in term of goal was descriptive More

  This study aimed to “Pathology of selecting and stability of faculty members in Islamic Azad University with strategic approach" has been implemented. The population consisted of faculty members of Islamic Azad University. The study in term of goal was descriptive, in term of time, cross-sectional and in term of the respondent, is applied. To collect data from a survey and a closed questionnaire has been used. The face and content validity of the questionnaire was confirmed by experts. SPSS software to evaluate the reliability of the questionnaire and Cronbach's alpha coefficient was 97%. To determine the optimal situation, using Morgan table sample size 360 patients was determined and cluster sampling was used.  To measure according to each criterion in the selection of faculty members, the experts in studied universities that attract at least 3 members of the faculty members participated in the working group meeting, purposive sampling method was used.  To determine the normal distribution of data Kolmogorov - Smirnov test was used for the test results for all variables, more than 0.5 (p>0.05); the paired t-test was used to assess the gap between current and desirable condition. The results showed that there is a significant difference between the current situation and desirable situation, for variables specialized knowledge, teaching skills, communication and leadership skills, complementary skills, research and technology, collectivism, personality and moral in the Islamic Azad University,  but for variables professional services (scientific executive) and religious criteria was not significant. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  410 - Simple and multiple relationships between Strategic Human Resources Management Programs and Employees Empowerment
  farshad nemati rafigh hasani
  Nowadays the success of any organization is linked to the quality and level of human resources’ capacity and empowering human resources is a significant strategic tool to gain competitive advantage. The main objective of this research was to investigate the relati More

  Nowadays the success of any organization is linked to the quality and level of human resources’ capacity and empowering human resources is a significant strategic tool to gain competitive advantage. The main objective of this research was to investigate the relationship between strategic human resources management programs and empowering employees. The purpose of this research is applied and its nature is descriptive-correlational. Statistical population consists of all private and public banking employees in the city of Marivan, totaling 277 employees. Finally 148 employees were selected using stratified random sampling. Chen and Huang questionnaire (2009) was used to measure the variable of strategic human resources management programs and Spreitzer and Mishra (1995) questionnaire was used to measure the variable of empowering employees. Kolmogrov-Smirnov test was used for investigating the normality of data and correlation test, regression coefficient, t independent groups, ANOVA was used to analyze data and test research hypothesis. The results showed that there is 0/56 positive and significant relationship between strategic human resources management programs and empowering employees (R=0/56, P<0/05). Also multiple regression analysis showed that 0/31 changes of employee empowerment through strategic human resource management programs is predictable, and the highest share in this prediction is related to the factor of participation (β=0/57). The results demonstrated no significant difference between any of the above variables in terms of empowerment.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  411 - Evaluation of Relationship between Human Resources Knowledge Sharing with Organization`s Performance with Emphasis on the Mediating Role of Intellectual Capital (Case Study: Yazd Tile and Ceramic Companies)
  Mohammad Zarei Mahmoudabadi
  Today, knowledge or intellectual capital plays a more significant role in achieving competitive advantage and attaining organizational goals. Tile and ceramic industry is one of important industries in Iran. So, attention to performance in this industry is very essentia More

  Today, knowledge or intellectual capital plays a more significant role in achieving competitive advantage and attaining organizational goals. Tile and ceramic industry is one of important industries in Iran. So, attention to performance in this industry is very essential. The aim of the current research is to assessment the effect of human resources knowledge sharing on performance in Yazd tile and ceramic companies with emphasizing on the mediating role of intellectual capital. The statistical population of the study was managers and experts in the tile and ceramic industry. The present research is a descriptive-correlational survey which data were collected using standard knowledge sharing, intellectual capital and organizational performance questionnaires. The validity and reliability of the questionnaires indicated that the instrumentation had a good validity and reliability. Structural equation modeling (SEM) based on partial least squares (PLS) method was used to test the research hypotheses and conceptual model. The results of data analysis showed that human, structural and relation capital have a significant effect on operational and financial performance. Also, explicit knowledge sharing and tacit knowledge sharing has a positive and significant effect on financial and operational performance, respectively. According to the findings, it can be concluded that paying attention to factors affecting knowledge sharing and promotion of intellectual capital dimensions is an effective factor in performance improvements. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  412 - The Impact of Human Resource Development Strategies on Organizational Effectiveness: A Mediating Role of Mutual Trust and Job Satisfaction of Employees in Sport and Youth Organization of Mazandaran Provinceth
  davood hosainpour Aghil Ghorbani paji
  Today the concept of human resource development is a distinct position in theories of organizational behavior, human resource management and strategic management. The purpose of this study is to investigate the effect of human resource development and organizational eff More

  Today the concept of human resource development is a distinct position in theories of organizational behavior, human resource management and strategic management. The purpose of this study is to investigate the effect of human resource development and organizational effectiveness with mediation role of mutual trust and job satisfaction. The required data were collected with using questionnaires human resource development Shay (2005), organizational effectiveness Hoda  & et al (2009), job satisfaction Ho & et al (2009) and employee mutual trust Tzafrir and Dolan (2004). The data were analyzed with using partial least squares (smart PLS) and SPSS. Also The Sobel test and VAF for measuring the impact and t – value of mediator variables. Data analysis showed that human resource development has a positive significant to organizational effectiveness, job satisfaction and employees' mutual trust. On the other hand, analysis is performed using Sobel test indicated that almost 36 percent of the changes in human resource development to organizational effectiveness explained through mediator role of mutual trust. Also almost 28 percent of the changes in human resource development to organizational effectiveness explained through mediator role of job satisfaction. The results of data analysis indicated that human resource development processes, including staff training, Development of competencies, information sharing and empowerment to influence organizational effectiveness, mutual trust and job satisfaction of employees to achieve organizational goals in the Youth and Sports Organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  413 - The Interactive Model of Organizational Communication Strategies and Human Resources Strategies with Performance (Case study: Research Units licensed by the Ministry of Science and Research and Technology)
  Fatemeh Alsadat Aarabi aliakbar farhangi seyedreza seyedjavadin
  Strategic alignment is a critical tool for organizing and standardizing the activities and operations of different organizational departments in order to achieve integration. In this research, this strategic alignment between Communication and human resources Strategies More

  Strategic alignment is a critical tool for organizing and standardizing the activities and operations of different organizational departments in order to achieve integration. In this research, this strategic alignment between Communication and human resources Strategies are investigated. The research population comprises the research institutions and mixed method was used as the research methodology. In qualitative section of the research, content analysis was used in order to analyze the data gathered from 95 individuals in sampled institutions. The research findings indicate that the third type strategy (conservative), second type HR strategy (loyal soldier), third type relation , first type recruitment (traditional), third type training and development (practical), second type performance appraisal, third type compensation (performance-based) and third type employee relations  and third type  in relations   and third type out relations had the most frequency in research institutions. The findings of one-way ANOVA and multivariate analysis indicate that internal and external alignments and their interactive influence were influential on the performance of research institutions. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  414 - Designing a Paradigm Model for Green Human Resource Management Using Data-Based Method (Case Study; Municipality of Mashhad)
  MAHDI JANALIZADEH GHAZVINI AZAR Kaffashpoor amir rahimpour MOSAYEB SAMANAIN
  Establishment of management systems such as green human resource management system can be effective to achieve the mission of sustainable development and environmental protection of cities. The purpose of this study is to discover, design and explain the green human res More

  Establishment of management systems such as green human resource management system can be effective to achieve the mission of sustainable development and environmental protection of cities. The purpose of this study is to discover, design and explain the green human resource management model of Mashhad Municipality. The statistical population consists of all managers and supervisors of Mashhad Municipality of 150 people. To achieve this goal, at first, a semi-structured interview with human resources experts, including professors of management and environment and human resources specialists in Mashhad Municipality, was conducted by snowball method. After 15 interviews, the researcher reached theoretical saturation and using the Grounded Theory method and MAXQDA software version 10 was used, in the open coding stage 318 codices were identified. Then in the axial coding stage it reached 108 codes which by reviewing and selectively coding the identified codes of green human resource management in 23 categories including: green motivation, green knowledge, personality Green, Green Behavior, Green Recruitment, Green Education, Green Evaluation, Green Organization, Green Participation, Green Maintenance, Green Service Rewards, Green Promotion and Appointment, Green Organizational Culture, Green City, City Council, Rules and Regulations, Government, Organizations International, suppliers, media and green men organizations were summarized which was classified into three levels: individual, organizational and extra-organizational, and finally the paradigm model of green human resource management was discovered Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  415 - Designing the Contingency Model of Human Resources Management Strategies
  Mohammad reza Reyhani tooraj Mojibi hasanali aghajani mojtaba tabari Ali Mehdizadeh Ashrafi
  Designing the contingency model of human resources management strategies using the strategic reference points of Stewart and Brown (2019) at the Export Development Bank of Iran is the purpose of this research. The present study is descriptive survey. The validity of the More

  Designing the contingency model of human resources management strategies using the strategic reference points of Stewart and Brown (2019) at the Export Development Bank of Iran is the purpose of this research. The present study is descriptive survey. The validity of the research was determined by experts' opinion and its reliability was 0.76 with Cronbach's alpha. In the first stage, the fuzzy method was used to design the model, in the second stage, the model was tested with 181 statistical population according to the Morgan table. The results of the Structural equations modeling test using Lisrel software, while confirming the theoretical, showed the experimental compatibility of the model. Finally in the third stage the gap between the status quo and the desired status of quadruple strategies was determined by the t-student test. According to the findings, the Bank's strategy did not fit in both the dimensions of differentiation and cost leadership as well as the employment of the foreign labor market. However, the maintenance of current personnel was confirmed. The HR practices in the whole bank coincided with loyal soldier strategy, but HR practices in the International-Credit Units aligned with committed expert and loyal soldier strategy. Finally, it is concluded that, depending on the various units, it is necessary to establish a complete alignment of strategies. Developing distinct services, reducing costs, training personnel for all units, however, for the headquarters, outsourcing contracts should also be considered.   Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  416 - Presenting a Sustainable Productivity Model in the Development of Strategic Management of Human Resources (Case Study: Bank Maskan)
  Saeid Shaker Amir Babak Marjani Masoud Haghigi
  The aim of this study was to provide a sustainable productivity model for the development of strategic human resource management in the Bank Maskan (Housing Bank). The type of research was applied in terms of developmental purpose and applied in terms of result and cont More

  The aim of this study was to provide a sustainable productivity model for the development of strategic human resource management in the Bank Maskan (Housing Bank). The type of research was applied in terms of developmental purpose and applied in terms of result and content analysis method was used in terms of data analysis. The statistical population of the study consisted of 14 university experts, senior managers and experts of Bank Maskan who were selected by judgmental and purposeful sampling. The data collection tool was a semi-structured interview. The validity of the interviews was confirmed by triangulation and its reliability was confirmed by the correlation between the two coders. Based on the obtained results, by analyzing the theme, 8 comprehensive themes were identified in the form of 20 organizing themes, which were taken from 62 basic themes, these overarching themes include human factors, managerial factors, organizational factors, technological factors, environmental physical and psychological factors, economic and social factors, efficiency and effectiveness in order of important. In total, the sustainable productivity model for the development of strategic human resource management in the Bank Maskan has 8 dimensions, 20 components and 62 indicators Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  417 - Estimating required administrative staffing based on timing method in Shiraz University of Medical Science
  ehsan goraki rahim masoumi saeideh negahdari seyedjalil masoumi
  The aim of this study is to determine an index for calculating required administrative human resources in staff department, and consequently specify the shortage or extra of employees working in organization. To determine the basic parameters for determining the adminis More

  The aim of this study is to determine an index for calculating required administrative human resources in staff department, and consequently specify the shortage or extra of employees working in organization. To determine the basic parameters for determining the administrative workload and the volume of office work, a project has been carried out using Workout and timing methods in Shiraz University of Medical Sciences. The project steps include: recognizing and reforming process, mining activities, recording standard time by researcher made forms and chronometers, and finally calculating favorable workload. Then the effective factors on employee’s workload have been analyzed. The Pierson Correlation, Anova and T Student Statistical test through the SPSS and EXCELL software have been used for data analysis. The result showed that, none of the constituent elements of salary’s determination, including: work experiences, education, type of employment have no effect on workload. On the other hand, changing in the amount of workload, which have been assigned to the employee has no effect on their salary. But the employee’s workload is depended on the number of their colleagues, who are working in the same department. Therefore, it is considered as a criterion to determine the number of required secretary in administrative department. In conclusion, it is worth mentioning that suggested framework upon which the possibility of modifying the structure of continuous workload in, is provided order to evaluate employees and estimate the human resources required in government agencies using the results of this study. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  418 - Model of Cultural Competencies of Human Resources from the Point of View of Islam (with an Emphasis on Alavi and Razavi Cultures)
  ehsan namdar jovami seyed aghil roshan noormohamad yaghobi badraldin yazdani
  In the spiritual teachings of Shiism in Islam, the infallibles in the status of perfect human beings have been a model for the believers and are the source of evangelism and guidance of seekers of eternal divine truths in Islamic culture. This article seeks a model of c More

  In the spiritual teachings of Shiism in Islam, the infallibles in the status of perfect human beings have been a model for the believers and are the source of evangelism and guidance of seekers of eternal divine truths in Islamic culture. This article seeks a model of cultural competencies in the life and culture of the infallibles, especially Alavi and Razavi culture in dealing with other people in cultural relations, so that by better understanding cultural competencies, this model for believers seeking knowledge and truth to the extent Use their power and capacity. According to the purpose of the research, the research question is: What is the model (dimensions and components) of cultural competencies from the perspective of Islam (Quran and Infallibles) with emphasis on Alawite and Razavi culture? In this regard, and to answer this question, qualitative content analysis method was used using thematic analysis method using the Delphi technique to confirm its validity and reliability. After careful study of texts (scientific documents and verses and narrations), the resulting concepts were extracted and a code was assigned to each. Then, similar concepts were identified and by combining them, sub-themes were compiled. Finally, it was approved by a group of experts and technicians in three stages, and the final model was extracted and approved. Findings of research in two main themes include: the first theme, respect and recognition of mutual culture while adhering to their own culture and the second theme is appropriate treatment of reciprocal culture and each of the main themes has several sub-themes that are presented in the research findings They have been talked about in detail. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  419 - The Casual Relationship of Strategic Alliance, Human Resource Flexibility and Sources of Organizational Conflict with Competitive Advantages in the Sport Industry Products
  bahman shahriary abbas khodayari ali zaree
  AbstractThe purpose of this study was to design a structural equation model for causal relationship of strategic alliance, human resource flexibility, and sources of organizational conflict with competitive advantages in the industry of sports production. The method of More

  AbstractThe purpose of this study was to design a structural equation model for causal relationship of strategic alliance, human resource flexibility, and sources of organizational conflict with competitive advantages in the industry of sports production. The method of this study was descriptive causal, which was conducted by survey method. Participants in this study included 306 owners, managers, marketing managers, and sales managers of sports production units in Tehran city. For data collection, four questionnaires were used to get the specific data which were the Strategic Alliance (r=0.88), Competitive Advantage (r=0.88), Organizational Conflict Resources (r=0.89), and Human Resource Flexibility (r=0.86). After confirming the validity and reliability of the questionnaires, these questionnaires were distributed among the participants. In addition, structural equation modeling was used to analyze the data. The results showed that strategic alliance significantly has a direct effect on the two components of human resource flexibility (0.27) and sources of organizational conflict (0.34). Moreover, organizational conflict resources significantly have a negative effect on human resource flexibility (-0.47). Furthermore, human resource flexibility has the greatest impact on competitive advantage (0.62). This coefficient is the sum of the indirect effects of strategic alliance and sources of organizational conflict, as well as the direct effect of human resource flexibility on competitive advantage. The following conclusion can be drawn from the present study that the management of the different companies of sports production enters the trade unions with full confidence, to take into account the issues within the organization, such as cost-effectiveness and time, which create a competitive advantage. Consequently, they can turn a competitive advantage from an impermanence competitive advantage to sustainable competitive advantage.    Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  420 - The Effect of Strategic Human Resource Management on Organizational Performance and Agility with Mediating Role of Intellectual Capital in the Staff of Physical Education Faculties in Tehran City
  abbas vahabi majeid solimani adel afkar
  AbstractAchieving strategic human resource management is necessary to respond effectively to environmental changes and gain a competitive advantage in physical education faculties. The present study aimed to investigate the effects of strategic human resource management More

  AbstractAchieving strategic human resource management is necessary to respond effectively to environmental changes and gain a competitive advantage in physical education faculties. The present study aimed to investigate the effects of strategic human resource management on organizational performance and agility with the mediating role of intellectual capital in the staff of Physical Education faculties in Tehran city. This research purpose was practical and a survey research method by structural equating has been used. The population of the study includes 344 male and female staff of physical education faculties, which sample size was estimated by stratified sampling method and using proportional allocation according to Cochran's formula. For data collection, four standard questionnaires of strategic human resource management (2006), Bontis (1996) intellectual capital questionnaire, Sharifi and Zhang (2001) organizational agility questionnaire, and Yang (2004) organizational performance questionnaire were used. Research data were analyzed by using IBM SPSS statistical v.21 software. In the staff of physical education faculties in Tehran city, the four variables of strategic human resource management, intellectual capital, organizational performance, and organizational agility possess worthwhile situations. Furthermore, strategic human resource management significantly impacts organizational performance, intellectual capital, and organizational agility. In addition, intellectual capital significantly affects organizational performance, organizational agility, and also, organizational agility has a significant effect on organizational performance.    Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  421 - Designing the model of flexibility of human resources in the conditions of merger in Iran's government organizations
  Nasrin Jazani nahid azimian javad  mehrabi
  Nowadays, the flexible human force is the most important factor in responding to changes in the external environment, and after that, among the various strategies for the growth and development of organizations, mergers and acquisitions have become increasingly popular. More

  Nowadays, the flexible human force is the most important factor in responding to changes in the external environment, and after that, among the various strategies for the growth and development of organizations, mergers and acquisitions have become increasingly popular. The purpose of the present study is to provide a model of flexibility of human resources in the conditions of integration. The research method is practical in terms of its purpose. The present research is mixed. The participants of the research are human resources specialists and experts who worked in the ministries of sports and youth before and after the merger, and university experts including professors in the field of human resources who have been teaching and researching in this field for at least 10 years. give In the current research, among the types of mixed research methods, an exploratory design of categorization type was used. In this project, qualitative data was first obtained through structured interviews, and in the second step, we will examine the relationships between indicators and factors of the model using interpretive structural modeling, and then use the Mic-Mc matrix to examine the degree of dependence and influence of each factor. One of the factors will be discussed. The presented model of the flexibility of human resources in the conditions of integration has 6 main themes, 21 sub-themes and 41 sub-indices and three levels of strategy (management, personnel, adjustment and proportionality).the management after the merger. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  422 - Identifying the Components of the Quality of Work Life Pattern with a Strategic Approach of Human Resources in the Administrative System of Mellat Bank
  Vahid Mohammadi Musa Rezvani Chaman Zamin Badri  Abbasi Morteza Hazrati Mehran Nasirzad
  The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms More

  The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms of purpose and descriptive-survey in terms of nature. The sample in the qualitative section was 20 academic and banking experts who were selected as a snowball method. The statistical population of the quantitative part was all the employees and experts of Mellat Bank all over the Iran, who were selected from a sample of 378 people using a simple stratified method using the Cochran formula. The data collection tool in the quantitative section included a researcher-made questionnaire, the total Cronbach's alpha coefficient was calculated as 0.84, which is higher than the base value of 0.70, and as a result, the measurement tool has adequate reliability. Data analysis was done in the qualitative part by the method of open and axial coding in MAXQDA software, and in the quantitative part, the data were analyzed using descriptive statistics methods using SPSS software. The results obtained from the codings showed that the components of the model of quality of work life with a strategic approach of human resources in the administrative system of Mellat Bank include 5 strategies in the form of a career development strategy and a career path (career path), job design strategy, job security strategy, and job satisfaction strategy. And the deployment strategy of operation and decision support systems has 20 subcomponents and 118 subcomponents. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  423 - Presenting a model of organizational agility based on human resource development in Islamic Azad University of Tehran
  fatemeh soltani fattah nazem mohammad naghi Imani
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  424 - Explaining and identifying the dimensions of the talent management model in the administrators of the field of academic Jihad education
  Mazaher Babaee Seyedahmad Hashemi Abbas Gholtash
  Usually, every organization tries to have people with the necessary capabilities and commitments for current and future organizational success, so they look for talent management. Talent management refers to an organization's efforts to attract, develop and retain skill More

  Usually, every organization tries to have people with the necessary capabilities and commitments for current and future organizational success, so they look for talent management. Talent management refers to an organization's efforts to attract, develop and retain skilled and valuable employees. The purpose of the current research was to explain and identify the dimensions of the talent management model. This research is practical in terms of purpose and quantitative in terms of research method. The community of the qualitative research department were some experts related to the topic of talent management, who were selected based on the rule of theoretical saturation and purposefully.The statistical population of the quantitative part included 650 managers of the country's academic Jihad educational field, of which 305 people were randomly selected as the sample size based on Morgan's table. In this research, a researcher-made talent management questionnaire was used to collect data, and then they were analyzed using Lisrel software. The findings of the quantitative part have confirmed the fit, validity and reliability of the explanation and identification of the dimensions of the talent management model in academic jihad. Finally, according to the data obtained from the quantitative research, the dimensions of the talent management model for the talent management process of Jihad university employees have been explained and identified. The main dimensions and categories counted are: planning and organization, talent search, professionalism and development-oriented, justice-oriented, specialization and meritocracy, livelihood, knowledge creation, providing feedback, culture building, staffing and human resources management. Based on the results, it can be concluded that nowadays talent management is a new and reliable approach for the success of organizations, and therefore the organizational and educational planners of the higher education system should pay serious attention to the key categories that were identified about talent management in this thesis. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  425 - The Impact of Human Resource Management Measures on Organizational Performance (Case Study: Islamic Azad University, Astara Branch)
  Masoomali Salimian Farahnaz Azizi Nazanin Boshrooyeh Parviz Zahedkar
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  426 - Explaining Human Resource Decision Making Model on Accepting Corporate Social Responsibility (CSR): (Case study: Physical Education and Health Department of Education in Khorasan Razavi)
  Hadi Vatankhah Ali Fahiminezahd Seyyed Mostafa Tayabisani
  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  427 - Modeling the Efficiency Improvement of Human Resources Based on Organizational Learning and Cultural Capital of Education Organization of Tehran Province
  Mona Omoidi Fatah Nazem Mohammad Naghi Imani
   This study aims to provide a model to improve the productivity of human resources based onorganizational learning and cultural capital of employees of the Tehran EducationOrganization.The present study is a descriptive-applied study with a correlation approach tha More

   This study aims to provide a model to improve the productivity of human resources based onorganizational learning and cultural capital of employees of the Tehran EducationOrganization.The present study is a descriptive-applied study with a correlation approach that hasbeen conducted by survey method among all employees of the Tehran Education Organization asa statistical population in the 2015-2014 academic year; For this purpose, using stratified randomsampling method, 202 people were selected as a statistical sample. The data were gathered usingthe Human Resource Efficiency Questionnaire of Hersey and Goldsmith (1980), Chris Argyris’Organizational Learning Questionnaire (1999) and Cultural Capital Questionnaire of AliceSullivan (2001). For data analysis, linear multiple regression analysis and path analysis were used.The findings stated that there is a significant relation among organizational learning, culturalcapital and efficiency. In addition, organizational learning’s dimensions define 52% of changesof efficiency and 41% of the rest is defined by cultural capital’s dimensions.  Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  428 - learning organization, leadership, organizational culture, human resources
  Maryam Sadat Yahya Zadeh Waqefi Mohammad Javad Salehi Ahmad Saeedi Saifullah Fazl Elahi
  The purpose of the present study was to provide a model of learning school in elementary schools in Tehran. The research method was applied in terms of applied-fundamental purpose; in terms of collecting data, it was descriptive-correlational and in terms of the data-ty More

  The purpose of the present study was to provide a model of learning school in elementary schools in Tehran. The research method was applied in terms of applied-fundamental purpose; in terms of collecting data, it was descriptive-correlational and in terms of the data-type it was (qualitative-quantitative) exploratory one. The statistical community of the qualitative research part included academic experts and educators. In the quantitative part, the statistical community included 905 teachers of Elementary schools in Tehran throughout the country. Samples were selected in a qualitative part with purposeful sampling. In order to estimate the required sample size in the quantitative part of the study, sample size was used in structural equation modeling and 310 individuals were selected as multi-stage cluster sampling. In the qualitative part, half-structured interviews were used and in the quantitative part, a researcher-made questionnaire was used. Reliability and validity of the study tools were meseared and they all were midified. The method of data analysis in the qualitative part of the theoretical coding was derived from the method of data theorizing. In the quantitative part, descriptive and inferential statistics (tests such as Pearson correlation, confirmatory factor analysis and exploratory factor analysis) were used. The results of the study showed that the components of the learning organization included components of individual domination, mental patterns, system thinking, common goal, team learning and information technology. Also, the components affecting the learning organization in the elementary school included components of organizational culture, leadership and human resources. In addition, in the present study, the learning organization model was presented which in addition to the mentioned components, facilitation factors, mechanism and barriers were also considered and fitted fit. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  429 - Identifying Factors Influencing Human Resource Improvement in Education
  Mahboubeh Farshad Mehdi Bagheri Amineh Ahmadi
  The aim of this study was to Identifying Factors Influencing Human Resource Improvement in Education. This research was qualitative in terms of purpose and qualitative in terms of data type. The statistical population included university experts and senior directors of More

  The aim of this study was to Identifying Factors Influencing Human Resource Improvement in Education. This research was qualitative in terms of purpose and qualitative in terms of data type. The statistical population included university experts and senior directors of education and training, and based on targeted sampling, 23 experts were selected. A semi-structured interview was used to collect data. The method of data analysis was theoretical coding derived from the method of data foundation theory. The results showed that the factors influencing the improvement of human resource selection and its components, respectively, are the behavior of professional citizens (individual characteristics, social responsibility, behavior in society); Job performance (professional performance, organizational performance, research performance); Innovation (individual, organizational, social). However, the findings showed that attention to human resources in education as a basis for production and service delivery in organizations is one of the basic strategies in increasing the efficiency and productivity of this organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  430 - Identifying and Prioritizing the Components of Sustainable Human Resource Management Affecting the Development of Iran's Automotive Industry
  Alireza Ahmadbeigi Masoud Ahmadi farshideh zameni
  The purpose of this study was to identify and prioritize the components of sustainable human resource management which affects the development of the automotive industry. In order to achieve the objectives of the research through non-probable snowball sampling method, t More

  The purpose of this study was to identify and prioritize the components of sustainable human resource management which affects the development of the automotive industry. In order to achieve the objectives of the research through non-probable snowball sampling method, the opinions of 15 experts in the field of human resources as well as senior development managers of Iran Khodro and Saipa companies, up to the theoretical saturation stage, were used.The present study has been carried out using a mixed exploratory research method in two parts: qualitative and quantitative. In the qualitative phase, using open source data theory and line-by-line analysis of the interviews, open coding was performed first. During open coding, about 129 items were extracted as basic concepts from the text of the interviews and then categorized into 20 indicators and five dimensions of causal conditions, contextual conditions, interventionist conditions, strategies and guidelines, and results and consequences. In the quantitative phase, the research was conducted in the form of a descriptive-survey research method and through a researcher-made questionnaire, the views of experts were collected and then the data were analyzed using a fuzzy hierarchical process (FAHP), and component priority in each of the five dimensions was determined.The results showed that economic conditions are the highest priority among causal conditions; recruitment and retention of manpower is the highest priority among the contextual conditions; government is the highest priority among interventionist conditions; investing in employee competencies for current and future scenarios have been given the highest priority among strategies and financial benefits and economic growth has the highest priority among outcomes and consequences. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  431 - The Role of Justice in Improving the Human Resources of the Education System with Approaches to the Fundamental Transformation Document.
  abbas shakouri shaldehi heydar noorani
  This study aims to determine the role of justice in promoting the human resources of the education system, which is based on the document of fundamental change; the perspective of justice can be in all social, educational, cultural, research, legal, economic and means O More

  This study aims to determine the role of justice in promoting the human resources of the education system, which is based on the document of fundamental change; the perspective of justice can be in all social, educational, cultural, research, legal, economic and means Observed in the realm of education, and the administration of justice has always been among the expectations of the fundamental transformation document, the constitution, and religious and social scholars; The method of this research is descriptive and it is qualitative (conducting interviews) and the statistical population of this research has been selected from experts (20 people) in this field who have mastered and mastered the events of education; using research literature and specific functions Organization of education and correct selection of experts, available information (interview content and theoretical framework) was prepared and compiled; And the share of justice in four known categories: distributive (32) percent, procedural (22) percent, interactive (26) percent and information (20) percent based on the tables of discourses in open, central and selective codes; Findings of this study show that the share of indicators related to distributive justice, which is related to the components of matching the salaries and welfare of employees as well as their job promotion, is more important than other perspectives of justice and the statistical community. Correct and lawful information transparency is crucial in job promotion, appointments and understanding of human resource management and knowledgeable managers in the organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  432 - Provide a model of higher education system based on the process of developing human resources
  maryam golipour ‌masoumeh Oladiyan Mahmood Safari
  The purpose of this study was to provide a model of higher education system based on the process of developing human resources. The research method was the ground theory method and model structural equation model. The research community in a small section consisted of p More

  The purpose of this study was to provide a model of higher education system based on the process of developing human resources. The research method was the ground theory method and model structural equation model. The research community in a small section consisted of professors, experts, experts and managers of higher education system. The number of samples in a small section was selected using Cochran formula 382 experts and managers of higher education system. The research tool was a researcher-made questionnaire. The analysis of collected data was performed using descriptive and inferential methods using SPSS 16 and Smart Pls software. The results showed that twelve components in explaining the model of higher education system are based on the process of human resource development, including; Automatic, self-esteem, motivation, empowerment, organizational learning, organizational culture, knowledge management, technology, job satisfaction, community development, networking facilitating, and ultimately human capital development. Coefficient determination and adjusted adjusted coefficient; Indicated the fitting fit of the model. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  433 - Investigating the impact of human resources entrepreneurial personality on the city brand with the aim of creating a sustainable income
  bahram ebrahimi Mojtaba Tabari
  The purpose of this study is to investigate the role that the entrepreneurial personality of city managers can play in the city brand model through which the city benefits from attracting foreign and domestic tourists. The statistical population in this study included a More

  The purpose of this study is to investigate the role that the entrepreneurial personality of city managers can play in the city brand model through which the city benefits from attracting foreign and domestic tourists. The statistical population in this study included all municipal managers at both senior and operational levels, members of the city council and officials of the heritage department related to the tourism sector in Mazandaran province. Purposeful (judgmental) sampling was performed in three cities of Amol, Babol and Mahmoudabad. The research tool included a library study and a researcher-made questionnaire, and in order to ensure its validity, in addition to the opinions of expert city managers, the mean of extracted variance was also used. Cronbach's alpha, combined coefficient and internal reliability were used to determine the reliability. In this study, two questionnaires were used. The first questionnaire was to examine the entrepreneurial personality of human resources, which was answered by senior municipal managers and members of the city council, and the second one which was designed to assess the status of the city brand, was answered by municipal operational managers and officials of the heritage department related to the tourism sector. To determine the degree of fit of the conceptual model, the structural equations method using the partial least squares method and Smart PLS 3 software were used. Fitting the conceptual model of the research with the success of the test and the findings showed that there were significant relationships between the variables of entrepreneurial personality of human resources, city brand and sustainable income. Therefore, the claimed model has a good fit. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  434 - Identifying the Effective Factors on Human Resource Education in Islamic Azad University and Presenting a Desirable Model (Case study: Islamic Azad University of Tehran)
  Bahereh Yalpanian Fattah Nazem Samad Karimzadeh
  The aim of this study was to identify the factors affecting human resource training and provide a model for human resource training in Islamic Azad University. The research method was mixed (qualitative and quantitative). The qualitative stage was a descriptive survey u More

  The aim of this study was to identify the factors affecting human resource training and provide a model for human resource training in Islamic Azad University. The research method was mixed (qualitative and quantitative). The qualitative stage was a descriptive survey using grounded theory and the quantitative stage was a descriptive survey. The statistical population was the qualitative stage of university experts and specialists who were selected using snowball sampling method to identify the components and indicators of human resource training and achieve a conceptual model. In the quantitative stage, it included all the staff of Islamic Azad University and 317 people were selected by stratified random sampling. The research tool in the qualitative part of the interview and in the quantitative part of the questionnaire has made the researcher that the collected data have been analyzed using t-test and structural equation modeling. Findings show that the current situation of factors affecting human resource education in the Islamic Azad University was below average and is very different from the desired situation. According to the model obtained in this study, the components of the course instructor with path coefficient (0. 683), nature and content of the course (0. 678), attitude and motivation (0. 631), space and environment of the course (0. 614), optimization (0. 594), organizational factors (0. 436), course approach and method (0. 381), follow-up measures (0. 370), have the greatest impact on human resource education in Islamic Azad University. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  435 - Explaining the dimensions and characteristics of the human capital model in Iran's education system
  Mashalah Azizi Naghi Kamali Rasol Davoudi
  The aim of this study was to identify the dimensions and components of human capital in the Iranian education system in order to provide a model for it. The present study was applied research in terms of purpose and mixed (qualitative/quantitative) research in terms of More

  The aim of this study was to identify the dimensions and components of human capital in the Iranian education system in order to provide a model for it. The present study was applied research in terms of purpose and mixed (qualitative/quantitative) research in terms of implementation method. In the qualitative section, the participants included 15 university experts from Zanjan in the academic year 2019-20, selected by purposive sampling. In the next part of the study, the statistical population consisted of 1029 high school principals in Zanjan in the academic year 2019-20. The sample size was determined 292 principals based on Morgan table and was selected by simple random sampling. Data were collected through a questionnaire obtained based on qualitative findings, the validity of which was confirmed by professors and the reliability of which was calculated to be 0.81 through Cronbach's alpha test. To analyze the data in the qualitative part, the researchers used the thematic analysis method, the validity of which was confirmed by experts and the reliability of which was obtained as the coding agreement coefficient (0.86). To analyze the quantitative part, the researchers used content analysis method and confirmatory factor analysis and structural modeling with Amos24 for the quantitative part analysis. The results demonstrated that HC had 5 dimensions and 20 components, namely skill (5 components), knowledge (4 components), ethics (4 components), mental health (4 components) and sociocultural (3 components), as well as 70 indicators (P <0/05). The results of confirmatory factor analysis showed that the measurement models have a good fit. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  436 - Presenting the model of factors affecting the acceptance and effectiveness of the electronic human resources management system in the Islamic Azad University of Mashhad
  Rasool Islami Nejad Muslim Charabin Mohammad Karimi Alireza Davoodi
  The aim of the current research was to provide a model of factors influencing the acceptance and effectiveness of the Electronic Human Resource Management (E-HRM) system in the Islamic Azad University of Mashhad. The current research was applied in terms of purpose and More

  The aim of the current research was to provide a model of factors influencing the acceptance and effectiveness of the Electronic Human Resource Management (E-HRM) system in the Islamic Azad University of Mashhad. The current research was applied in terms of purpose and descriptive-quantitative in terms of research type. The statistical population of this research included all the employees and managers of the Human Resources Unit of the Islamic Azad University of Mashhad in the academic year of 2019-2020, and 280 people were selected as the research sample by random sampling method. The method of collecting information in this research was library sources and a researcher-made questionnaire. For the validity of the instrument in terms of face validity and for reliability with Cronbach's alpha test, a value of 91% was obtained. In this research, Mir-Olkin and Bartlett adequacy test and structural equations were used for data analysis, and SPSS and Amos software were used in all statistical analyzes of this research. The results of the research showed that technological, organizational, behavioral and environmental factors have an effect on the acceptance and effectiveness of the Electronic Human Resource Management (E-HRM) system in Islamic Azad University, Mashhad Branch. Also, among the behavioral factors, the highest importance is related to the indicators of "top management support" and "creating a common vision between human resources (HR) and information systems (IS) managers" and among the organizational factors, the highest importance is related to the indicators to the indicators of "clarity of planning and goals of electronic human resources management" and "financial resources" and among the technological factors the highest importance is respectively related to the indicators of "language standardization" and "IT infrastructure" and among the factors The environment is of the highest importance related to the "economic development of the country". Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  437 - Determining and ranking the management and training components of potential non-working human resources (Case study of Red Crescent population of Bushehr province)
  Maryam Alboghabish Gholamhossein Barekat Mohammad Hosseinpour
  The main purpose of this research was to determine and rank the management and training components of potential non-working human resources of the Red Crescent population of Bushehr province. The method of the current research was quantitative and survey and practical i More

  The main purpose of this research was to determine and rank the management and training components of potential non-working human resources of the Red Crescent population of Bushehr province. The method of the current research was quantitative and survey and practical in terms of purpose. The statistical population of this research was all employees and volunteers of the Red Crescent of Bushehr province. To determine the sample size, Morgan's table was used and the number of 108 employees and volunteers of the Red Crescent of Bushehr province, 302 people, was selected as the statistical sample size. The random sampling method was simple. A researcher-made questionnaire tool was used to validate the research model. The OPA method was used for data analysis and the obtained themes were prioritized with Lingo software. The findings showed that in order to prioritize the components of the human resource management and training model using the OPA technique and Lingo software, the components of the training-oriented structure (0.246), determining training needs (0.215), planning training programs (0.164), Commitment of senior management (0.087), pillars of education (0.083), strict implementation of educational programs (0.075), strategies to improve education (0.061), evaluation of education results (0.032), volunteer-oriented (0.022) 0) and attracting potential volunteers (0.014) were ranked from one to ten respectively. In the end, the results of the importance-performance analysis showed that the indicators of education promotion strategies, education-oriented structure, education pillars and evaluation of the results of education programs are located in the "focus here" area. In other words, these components are highly important from the point of view of the members of the statistical sample, but the performance of the organization is low; Therefore, more attention should be paid to this area. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  438 - The Obstacles of Faculty Member Development in Islamic Azad University
  Mostafa Edjtehadi Nadergholi Ghorchian Parivash Jaafari Hamid Shafizadeh
  Abstract Faculty members are the most important capital in universities and higher education institutes, and investment in development programs and upgrading them is so important. The goal of the study is to study obstacles of the faculty members' development in Islami More

  Abstract Faculty members are the most important capital in universities and higher education institutes, and investment in development programs and upgrading them is so important. The goal of the study is to study obstacles of the faculty members' development in Islamic Azad University. It is a descriptive survey research and the instrument was a researcher-made questionnaire. The population consisted of all full time faculty members of IAU in regions 8 &12. Using stratified random sampling method, 360 of them were selected. The content validity of the research instrument was confirmed by a group of experts in the field. Cronbach alpha is used for determining the reliability of the questionnaire )α=0.81). Data analysis was conducted by means of SPSS software program (version 11.5). The results show that out of 13 obstacles of faculty member improvement, 8 obstacles were higher than middle average. Friedman test results show that the most important obstacles consist of ignoring faculty members' needs and preferences, lake of enough support from university managers, non-arbitrariness of programs and lake of necessary motivations and encouragement. Investigating demographic variables shows that there are no meaningful relation between variables (gender, faculty members work experience, scientific level and the course) and obstacles of faculty member improvement. Finally, a number of suggestions were presented in order to improve efficiency of faculty member's improving programs. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  439 - Investigating the Relationship between Job Ranking of Employees and their Performance in Education Office in Zanjan
  Masoumeh Sadat Abtahi Khadijeh Nadri Server Ali Qizilbash Hanieh Badiee
  The aim of this study is to investigate the relationship between job ranking of employees and their performance in education office in Zanjan. This is an applied research and data collection was of survey type. After studying the literature, the variables of the study w More

  The aim of this study is to investigate the relationship between job ranking of employees and their performance in education office in Zanjan. This is an applied research and data collection was of survey type. After studying the literature, the variables of the study were identified and research hypotheses were formulated. The dependent variable was measured through a questionnaire whose reliability was calculated through Cronbach’s Alpha as .83. The sample of this study included 248 employees of education department in Zanjan who were randomly selected. Coefficient of correlation used in data analysis revealed that there was significant relationship between employees’ performance and their job ranking. Finally, based on the obtained results, suggestions were presented to further researchers. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  440 - A Proposal to Run an Inter-Library Loan System in IAU Libraries
  Mohammadrahim Rasouliazad
    Abstract  This study aims at putting  forward the proposal to run an inter –library loan  (ILL) system in Islamic Azad University (IAU) libraries . Using survey method, 84 central libraries of the major branches of Islamic Azad University w More

    Abstract  This study aims at putting  forward the proposal to run an inter –library loan  (ILL) system in Islamic Azad University (IAU) libraries . Using survey method, 84 central libraries of the major branches of Islamic Azad University were under investigation. A questionnaire was administered to measure the standards of the university libraries, technological equipments and facilities, telecommunication and networking. Then, possibility analysis and needs analysis of the proposal was done from library managers’ point of view. The results indicate that libraries  undergo certain shortcomings regarding their organization and management,and their annual budget is floating. 99% of the libraries are equipped with LAN and 95% have internet connections. 54.2% of the libraries  have cooperation of any kind with the ither libraries, 48.6% of  which is related to ILL. Accoeding to the managers, the potential problems for running an ILL system include lack of dfficient management framework, lack of a comprehensive book classification in IAU, lack of a comprehensive information network, the possibility of losing and damaging  sources, low budget, lack of  computerized, telecommunication and network facilities, expert human resources, approapriate regulations and lack of mutusl cooperation of the libraries.          Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  441 - Normativeization human resources electronic management questionnaire in sport organizations
  Rohollah Arab Mokhtari esmael sharifian Kourosh Ghahraman Tabrizi Mohsen Manochehri Nezhad
  The purpose of the present study was to assess the normativeization of the E-HRM scale and to investigate its psychometric properties. As part of a descriptive study, the Persian version of the eHRM scale was administered to 269 employees of the General Directorate of S More

  The purpose of the present study was to assess the normativeization of the E-HRM scale and to investigate its psychometric properties. As part of a descriptive study, the Persian version of the eHRM scale was administered to 269 employees of the General Directorate of Sport and Youth after the double-translation method. The reliability of the Persian version of the Human Resources E-Management Scale was assessed by means of internal consistency, retesting, and correlation between sets of items. Also, the scale factor structure was evaluated by multidisciplinary correlational, content validity, divergent, convergent, and criterion through multidisciplinary, confirmatory, and validity factor analysis. Cronbach’s alpha coefficients ranging from 0.899- 0.962, Cronbach’s alpha coefficients of total scale of 0.965, test-retest coefficients ranging from 0.888- 0.998, and item-rest correlations ranging from 0.383-0.905, Content validity, divergence, convergence, and criterion indicated good scale validity. On the whole, it can be said that the Persian version of the E-HRM scale has good psychometric properties and is a valid tool for use in research situations. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  442 - Presenting a Model to Identify Indicators and Components of Human Resource Performance Improvement in Education, Case Study: Ray City
  Maryam Moradi Afsaneh Saber Qarekani Saeed Alizadeh
  The purpose of this study was to present a model for identifying the indicators and components of improving the performance of human resources in education. The main method of this study was survey method. Data was collected using questionnaire and analyzed using Lisrel More

  The purpose of this study was to present a model for identifying the indicators and components of improving the performance of human resources in education. The main method of this study was survey method. Data was collected using questionnaire and analyzed using Lisrel software for different statistics. The statistical population of the study consisted of all primary school teachers in Ray city. Among them, 173 people were selected as sample using random sampling method. Different factors were identified through exploratory factor analysis on the collected data, and then finalized based on Khanifar’s triple model. The findings of the study indicated that the "performance gap" in three dimensions of leadership style, work environment and manpower management can be explained. Based on the findings, three components of context, content, structure were identified and according to the importance of education in the system of improving human resource performance, another dimension entitled educational content was added to the triple model. The model was examined following confirmatory factor analysis. Thus, while developing the final model for improvement of human resource performance in education, the degree of fit of the proposed model was specified and its fit with a strong value of 0.6 was confirmed. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  443 - Explaining Structure of Strategic Performance of Managers in empowerment of human resources in scientific and research centers (A Case Study of Islamic Azad University, Science and Research )
  ALIREZA ALIZADEH pooramirarsalani fattaneh yalda Hajialilou hashemi mandanasadat
  The main objective of this research was to investigate the effect of managers' actions on the empowerment of human resources in the organization of scientific and research centers.Research method, based on the practical objective,was a descriptive-survey scheme in terms More

  The main objective of this research was to investigate the effect of managers' actions on the empowerment of human resources in the organization of scientific and research centers.Research method, based on the practical objective,was a descriptive-survey scheme in terms of data-gathering with correlation, and was a quantitative scheme in terms of data type.Statistical society of this research were managers, responsible staff, chief executives of Islamic Azad University,Science and Research Branch, who were selected by random sampling.The number of samples in the studied statistical society was 800 people. Cochran formula, suitable for finite societies, was used to determine the number of samples being 261people.Also, after collecting the distributed questionnaires, the content analysis method was used for the validity of research variables.The Cronbach's alpha coefficient was utilized for the reliability.SPSSv.16 was used for the data analysis and the research assumption assessment.Initially, frequency tables were used for the descriptive statistics, and then the inferential statistics was applied for the data description. The Kolmogorov–Smirnov test was used testing for the normality of the data distribution,and the Pearson correlation coefficient was applied for the assessment of components, their mutual effect and meaningfulness of the relation between variables.The data analysis results confirmed the validity of all four research assumptions.Further more, research variables were investigated and ranked.The results revealed that there was no priority among the research variables,and no meaningful difference could be detected between them.Also, no variable dissimilarity with respect to ranking could be attributed meaning that all variables were identical in term of priority. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  444 - Investigating the human resources management of Maskan Bank with the role of modern government management
  Habibullah Fallah Asadollah Mehrara Mojtaba Tabari
  In view of technological advances, in order to fulfill the will of society and government organizations, they must transform and modernize their structure in accordance with these advances. The purpose of this study is human resource management model based on a new gove More

  In view of technological advances, in order to fulfill the will of society and government organizations, they must transform and modernize their structure in accordance with these advances. The purpose of this study is human resource management model based on a new government management approach. In the present study, a mixed method (qualitative and quantitative) was used to collect data. In the qualitative part, using in-depth, semi-structured interviews and using the opinions of 12 experts, and in the quantitative part, information was collected. The interviews were analyzed using three-step coding method (open coding, axial coding and selective coding). In the qualitative part, the interviews continued until the theoretical saturation was reached, and in the quantitative part, 391 clients of the Housing Bank formed the sample size and completed the questionnaires. Finally, the components of human resource management were formulated and proposed based on the modern government management approach (principle of privatization, principle of decentralization, principle of downsizing, principle of management, decentralization). Also, the present research and identification and development of components and design of human resource management model, our view on human resource management and sustainable development, is a systematic view to promote human capital, which is the main factor in differentiating organizations. Therefore, it is necessary to try to design a human resources model in the housing bank in such a way that by creating a dynamic organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  445 - The Determining human resource strategies in implementing the strategy in the field of health, based on DELPHI and AHP techniques
  Mojtaba Moradi Farshad Hajalian Majid Jahangirfard Ali Mahdizadeh Ashrafi
  The aim of this study was to determine the strategies of human resources in implementing the strategy in the field of health through qualitative-quantitative method. The statistical population in the qualitative section was a group of deans of medical universities and s More

  The aim of this study was to determine the strategies of human resources in implementing the strategy in the field of health through qualitative-quantitative method. The statistical population in the qualitative section was a group of deans of medical universities and senior managers of the Ministry of Health and Medical Education, and in the quantitative section were senior and middle managers of the staff of medical universities. In the qualitative part of the snowball sampling method, 20 people and in the quantitative part with the available sampling method, 20 people were selected as a statistical sample. Data in the qualitative part were extracted by performing Delphi technique with a semi-structured questionnaire in the first round and structured in the next rounds and in a quantitative part by performing a matrix questionnaire on a statistical sample and analyzed using SPSS and EXPERT CHOICE software. And analyzed. Qualitative findings showed that "human resource strategies" have six dimensions: and "strategy implementation" have three dimensions and nine components: There were structural dimensions, environmental dimension and behavioral dimension. The results of the quantitative section showed that in the strategies of supply and training of human resources, the component of macro environment, in the strategies of evaluating the performance of human resources and development and improvement, the component of the structure of the executive organization, in the strategy of compensation, the component of behavior In the employee participation strategy, the specific environment component has been of the highest importance. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  446 - Application of Demetel method in identifying the effects of human resource architecture dimensions in medical hospitals of the country.
  Farhad Maadi Farhad Nejadirani Gholamreza Rahimi Seiied abdollah hojjati
  In the hospital environment, the role of human resource management and staff attention is more sensitive for all managers than other organizations. One of the ways to prevent competitors in the healthcare industry requires dynamic human resource management that responds More

  In the hospital environment, the role of human resource management and staff attention is more sensitive for all managers than other organizations. One of the ways to prevent competitors in the healthcare industry requires dynamic human resource management that responds appropriately to these developments. The extent of the effects of dimensions on the human resource architecture of medical hospitals in the country is a necessary matter. A hierarchy of factors along with the relationships of influence and mutual influence are identified and finally important and influential factors on the intelligent organization are extracted. The statistical population of the relevant managers and specialists in the Social Security Organization during October and November 1397 and the main data collection tool was a questionnaire. The results showed that among the 29 criteria, the criterion of applicability, organizational capital, management processes, vision and mission, economic justification and improvement and modernization with the highest line sum among other criteria in order to choose the most influential components of human resource architecture It has the most impact on other elements and has the needs identification with the least impact on other elements. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  447 - Designing an effective model of strategic thinking of human resource managers of the National Iranian Gas Company in the direction of individual productivity and innovation with a combined approach
  mahmud hashemi Malike Beheshtifar Seyed sobhan Lavasani
  The ability to think strategically at multiple organizational levels is critical to leaders and managers. Specific work experiences can contribute to the development of an individual's strategic thinking ability. Therefore, the capacity of managers for strategic thinkin More

  The ability to think strategically at multiple organizational levels is critical to leaders and managers. Specific work experiences can contribute to the development of an individual's strategic thinking ability. Therefore, the capacity of managers for strategic thinking is the key to a high level of performance.The purpose of this study was to design an effective model for the development of strategic thinking of human resource managers of the National Iranian Gas Company in terms of productivity and individual innovation. The present study was applied in terms of purpose, in terms of nature, survey and part of combined-exploratory research. The results indicate that senior management, individual factors, group factors, organizational factors and systemic factors affect the strategic thinking of the organization. Also, the analysis of statistical data proved that the use of strategic thinking on productivity in the implementation of organizational policies has a positive and significant relationship. The ISM technique was also used to conduct this research. Finally, after conducting research, the systemic approach is at the first level, which means that this index is the most influential element. At the last level is the senior management index, which means that this index is the most influential factor among the factors affecting the strategic thinking of human resources. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  448 - The qualitative analysis of the managerial behavior consequences in Iran's higher education system
  mohammadali kalantari sarcheshmeh jalil baharestan mohammadali nadi
  The present study is accomplished with the aim of identification of the managerial behavior consequences in Iran's higher education system, in qualitative type and in grounded theory method- Strauss and Corbin's objectivist approach by appling paradigmatic logic. By usi More

  The present study is accomplished with the aim of identification of the managerial behavior consequences in Iran's higher education system, in qualitative type and in grounded theory method- Strauss and Corbin's objectivist approach by appling paradigmatic logic. By using theoretical sampling method, 38 participating people in the study who were expert in relation with the subject of the study were selected include deans and vice presidents of the universities of the country, including state universities, Open universities, Payam-e Nour, teacher training and non-profit universities who are considered as experts in relevant fields of study. Data were collected using semi-structured interviews and the state of theoretical saturation was achieved. Data analysis was basically founded on three methods of open coding, axial coding and selective coding. The data obtained by semi-structured interviews were analyzed at the first place and some partial concepts were extracted. 32 general concepts were formed using those partial concepts; and 4 sub-categories were constructed out of main concepts. All the partial concepts, main concepts and sub-categories were reviewed and their relations with the main categories of the managerial behavior consequences in Iran's higher education system, were identified. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  449 - Depicting the competencies necessary for the development of human resources of the people's government in the horizon of 1404
  jalal rizaneh
  success of the people's government is to ensure the existence of competent and effective (desirable) employees in the country's government system. The presence of such employees can help the people's government in fulfilling its mission and in the administration of just More

  success of the people's government is to ensure the existence of competent and effective (desirable) employees in the country's government system. The presence of such employees can help the people's government in fulfilling its mission and in the administration of justice. Futuristic science is the systematic study of possible, probable, and desirable futures. Imagery is a creative effort to visualize, recognize, and purposefully build possible, probable, and desirable futures based on external facts, whose main purpose is to warn, or create a favorable situation. The purpose of this research is to discover the image of the most key competencies required for the development of human resources of the people's government until the horizon of 1404.Since exploring the mental world and experiences of people and extracting their attitudes requires the use of qualitative research methods, the grounded theory method was used to conduct the research. Semi-structured interviews were used to collect data, and after reaching theoretical saturation, necessary data were collected and analyzed by conducting interviews with 35 qualified officials. data set collected after the process of continuous data comparison and open, central and selective coding, in the form of 393 primary codes, 31 concepts, 11 categories and 5 classes, "image of human resources competencies of the popular government in the horizon of 1404" organization became. Considering the possible conditions in the coming years, this picture explains the set of personality, attitude, behavior, skills and competencies of the jihadi manager and employee who tries to work effectively in the people's government. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  450 - Investigating the Role of Strategic Human Resource Planning on Educational Quality
  Ahmad Sheybat saeedeh AghaHadi
  In recent years, the educational institution faces issues such as increasing costs and difficulties in providing costs and reducing educational quality. The constraints and pressures that the educational system faces through changing attitudes toward the quality of educ More

  In recent years, the educational institution faces issues such as increasing costs and difficulties in providing costs and reducing educational quality. The constraints and pressures that the educational system faces through changing attitudes toward the quality of education, such as: the phenomenon of globalization, sustainable development , Human rights, peace and security, the overall quality of life at the individual, family, social and global levels have led scholars to seek solutions to improve the quality of education. One of the most important solutions is the use of strategic planning and thinking rather than reactive planning. Strategic planning is at three levels beyond macro, macro, and micro. In this research, strategic planning of human resources and its relationship with quality of education have been considered. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  451 - The Impact of Organizational Excellence and Development on Human Resource Development (Case Study: Meteorological Organization)
  Hajar Shiri Kamran Mohammadkhani Babak Nasiri
  The purpose of this study was to investigate the impact of organizational excellence  and Maturity on human resource development. The present study is applied in nature by descriptive-survey method. The statistical population consisted of 400 members, including fac More

  The purpose of this study was to investigate the impact of organizational excellence  and Maturity on human resource development. The present study is applied in nature by descriptive-survey method. The statistical population consisted of 400 members, including faculty members of Tehran Free and State Universities and Meteorological Organization staff. The sample was selected using Morgan table. Research tools included library studies and questionnaires. The research questionnaire was a combination of the researcher-made questionnaire of human resources developed by Flint et al. (2002), the Strauss and Corbin Questionnaire, and the standard component model validation questionnaire. The validity and reliability of the instruments were assessed and confirmed. Data analysis was performed in two parts: descriptive and inferential (including software Structural Equation Method (PLS) and single group t test). The results of this study showed that maturity and excellence have an impact on the development of human resources in the Iranian Meteorological Organization. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  452 - An overview of artificial intelligence governance in e-government (challenges, benefits)
  kamran yeganegi
  Despite the increasing growth in the field of artificial intelligence, many organizational managers have not yet been able to establish a good relationship with this technology. Getting your head around artificial intelligence, like any new technology that comes with a More

  Despite the increasing growth in the field of artificial intelligence, many organizational managers have not yet been able to establish a good relationship with this technology. Getting your head around artificial intelligence, like any new technology that comes with a lot of hype and media controversy, can be confusing, and even experts in artificial intelligence can hardly keep up with the momentary developments of this technology. The present research tries to comprehensively examine behind the curtain the impact of this mysterious and powerful technology in the intelligentization of human resources management by means of thematic analysis. For this purpose, the findings of the latest studies conducted in the field of artificial intelligence, focusing on human resource management and the use of e-government, from international scientific-research publications were considered. After categorizing and coding the mentioned data, finally, the theoretical narrative of the research was compiled and presented. The mentioned findings were counted in five major codes, including the challenges facing artificial intelligence with nine components, professional ethics with seven components, electronic government system with six components, administrative system with seven components, and the intelligentization of governments with four components. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  453 - Explaining the challenges of advancing human resources management in the public education system of Iraq
  nadia atiyah shatti al kaabi taraneh enayati najm abdallah ghali mousavi نصراله قشقایی زاده
  The purpose of this research was to explain the challenges of advancing human resources management in the public education system of Iraq through the combination of qualitative and quantitative methods. The statistical population in the qualitative part was 12 Iraqi edu More

  The purpose of this research was to explain the challenges of advancing human resources management in the public education system of Iraq through the combination of qualitative and quantitative methods. The statistical population in the qualitative part was 12 Iraqi education experts, in the quantitative part the statistical population was 140 people according to the subject of the research and considering the expertise in the educational system and the experience of managerial activity in educational centers. The statistical sample in the qualitative part was selected in a targeted manner and 12 people were selected in the interview process and in the quantitative part, 100 people participated as a sample and in a simple random manner using the Morgan table. The data collection tool included an interview and a researcher-made questionnaire related to the challenges of advancing human resource management in the Iraqi education system. ¬ was approved. Exploratory and confirmatory factor analysis was used to analyze the data. The results of the research in the qualitative part showed that the challenges in the field of human resources management are in the four areas of attracting and providing, training and promoting, maintaining and using human resources in the educational system, taking into account the internal and external environment, as well as the results of the research interview. Also, the quantitative analysis of the research showed the existence of a set of factors as the challenges of advancing the human resources management of the Iraqi education system. Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  454 - An innovative approach to investigate the impact of human resource risk on production productivity with the moderating role of knowledge maturity in the Organization of Industry, Mining and Trade of Tehran Province
  Tahereh Hasoomi
  The purpose of this research is the innovative approach of human and financial resource risk on production productivity with the moderating role of knowledge maturity. The method of this research is quantitative and its purpose is practical. This research is a quant More

  The purpose of this research is the innovative approach of human and financial resource risk on production productivity with the moderating role of knowledge maturity. The method of this research is quantitative and its purpose is practical. This research is a quantitative research with an applied purpose and a descriptive survey strategy. The statistical population of the research was formed by the experts of the Organization of Industry, Mining and Trade of Tehran Province. The research sample is based on simple random sampling and 108 people were obtained using Cochran's limited population formula. The validity of the research questionnaire was obtained through face validity (expert opinion) and construct validity (confirmatory factor analysis) and its reliability was obtained through Cronbach's alpha coefficient. The results of the path analysis test showed that, in general, human resource risk and financial risk have a significant negative effect on production productivity in industry, mining and trade organizations.At the same time, according to the moderating role of knowledge maturity, the risk of human and financial resources has a positive and significant effect on the productivity of production in the organization of industry, mining and trade Manuscript profile
• Open Access Article
  • Abstract Page
  • Full-Text
  
  455 - Innovative Human Resources Management Policies in the Service of the National Meteorological Organization
  seyed ali akbar ahmadi رضا رسولی malek dalir fatemeh rahmatinezhad
  It should be kept in mind that in human resource management، organizational value increases، so sharing information in organizations depends on the people who facilitate this transfer، as a result of all the factors that encourage or hinder interpersonal communication. More

  It should be kept in mind that in human resource management، organizational value increases، so sharing information in organizations depends on the people who facilitate this transfer، as a result of all the factors that encourage or hinder interpersonal communication. That is، they will also affect people\\\'s information exchanges، that\\\'s why the importance of communication and interactions on trust and norms between people in the expansion and application of knowledge is very important. The headquarters staff of the country\\\'s Meteorological Organization also have different information and skills depending on their education، position, and work experience، which enables them to better perform their assigned tasks. They have to communicate and interact with their managers and colleagues to plan، coordinate، etc. Now، considering the multidimensional nature of each person\\\'s work in this organization، it is necessary to transfer and disseminate information and skills to facilitate the work of individuals and achieve organizational goals، and at the same time، eliminate weaknesses and strengthen strengths. Therefore، the purpose of this research is to investigate the impact of human resource management practices on the performance of the country\\\'s meteorological organization with the mediating role of organizational readiness and responsible innovative behavior. The statistical population of the current research consists of the staff of the country\\\'s Meteorological Organization (۲۸۶ people)، and some of them (۱۶۴ people) were studied by simple random sampling. The research method is descriptive-correlation and applied. The data collection tool was a questionnaire and the construct validity was examined through factor analysis، the analysis of research data was done through structural equation modeling using PLS software. The findings of this research showed that human resource management methods have a positive and significant effect on the performance of the country\\\'s meteorological organization with the mediating role of organizational readiness and responsible innovative behavior. Manuscript profile