List of Articles Human Resources

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  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
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  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
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  3 - 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
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  4 - 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
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  5 - 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
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  6 - 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
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  7 - 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
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  8 - 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
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  9 - 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
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  10 - 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
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  11 - 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
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  12 - 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
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  13 - 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
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  14 - 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
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  15 - 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
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  16 - 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
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  17 - 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
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  18 - 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
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  19 - 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
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  20 - Offering a Human Resources Model for Training in the Ministry of Sports and Youth
  GhanbarAli Delfan Azari Ferdos Yadegari Fattah Nazem
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  21 - Designing a Human Resource Valuation Model with a Data Envelopment Analysis Approach
  samira rahimi Qodrat Allah Talebnia rezvan hejazi mohammad hosein ranjbar
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  22 - Designing a labor Relations Model with a Human Resource Accounting Approach (Study Case: Universities of Medical Sciences)
  Fatemeh Laali karamollah daneshfard Shahrzad Tayaran
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  23 - Analyzing social justice according to the 6th Development Plan of Article 78
  Parima Beidaghi Sedighe Tootian Esfahani Nazanin pilevari Hasan Rangriz
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  24 - 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
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  25 - 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
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  26 - 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
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  27 - 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
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  28 - 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
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  29 - 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
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  30 - 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
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  31 - 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
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  32 - 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
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  33 - 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
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  34 - 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
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  35 - 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
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  36 - 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
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  37 - 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
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  38 - 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
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  39 - 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
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  40 - 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
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  41 - 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
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  42 - 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
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  43 - 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
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  44 - 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
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  45 - 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
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  46 - 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
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  47 - 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
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  48 - 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
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  49 - 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
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  50 - 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
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  51 - 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
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  52 - 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
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  53 - 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
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  54 - 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
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  55 - 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
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  56 - 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
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  57 - 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
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  58 - 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
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  59 - 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
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  60 - Presentation of Structural Equation Modeling the Role of Human Resource Strategies on the Development of Job Performance
  Abbas Sabet Saeed. Razeghi
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  61 - Designing a Comprehensive Human Resources Model Based on ISO34000 Standard
  Shirin Danaei Shandiz Davod Ghoroneh Moslem Charabin Ahmad Akbari
  10.30495/jsm.2020.673657
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  62 - 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
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  63 - 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
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  64 - 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
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  65 - The Effect of Human Resource Empowerment on Organizational Effectiveness
  Noushin Qaderi-Sadi Abdolmohammad Taheri
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  66 - 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
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  67 - 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
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  68 - 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
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  69 - 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
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  70 - 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
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  71 - 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
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  72 - 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
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  73 - 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
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  74 - 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
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  75 - 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
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  76 - 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
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  77 - 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
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  78 - 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
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  79 - 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
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  80 - 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
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  81 - 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
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  82 - 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
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  83 - 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
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  84 - 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
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  85 - 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
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  86 - 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
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  87 - 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
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  88 - 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
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  89 - 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
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  90 - 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
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  91 - 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
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  92 - 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
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  93 - 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
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  94 - 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
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  95 - 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
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  96 - 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
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  97 - 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
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  98 - 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
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  99 - 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
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  100 - 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
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  101 - 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
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  102 - 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
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  103 - 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
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  104 - 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
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  105 - 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
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  106 - 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
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  107 - 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
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  108 - 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
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  109 - 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
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  110 - 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
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  111 - 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
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  112 - 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
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  113 - 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
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  114 - 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
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  115 - 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
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  116 - 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
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  117 - 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
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  118 - 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
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  119 - 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
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  120 - 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
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  121 - 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
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  122 - 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
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  123 - 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
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  124 - 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
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  125 - 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
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  126 - A Comparative Study on the Status of Technical Students with Standard Indexes in Educational Components
  Morteza Sadati Arash Ghahreman
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  127 - Investigating factors affecting outsourcing of human resources activities of Saman bank
  Seyed ahmad Hosseini Golafshani Masoud Samadzadeh
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  128 - Designing Brilliant Model for Human Resources Excellence in Industry with Fuzzy Delphi Technique
  mohsen emamifar naser mirsepassi Seyed jamledin Tabibi
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  129 - Identification of Environmental Strategies for Managing Human Resources in Islamic Azad University
  Iraj Rashidi Ghanbar Amirnejad Karamollah Daneshfard
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  130 - 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
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  131 - 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
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  132 - 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
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  133 - 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
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  134 - 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
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  135 - 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
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  136 - 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
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  137 - 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
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  138 - 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
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  139 - 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
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  140 - 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
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  141 - Enhancing Recruitment Efficiency: Leveraging Fuzzy Logic Optimization for Effective Skill Management in Human Resources
  Farideh Majidi Maryam Khademi
  10.30495/fomj.2023.1986706.1087
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  142 - 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
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  143 - 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
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  144 - 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
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  145 - Mechanisms for the Development of Human Resources in Khouzestan Sugarcane Agro Industrial Company
  Neda Nasir pour Azadeh N. Noorivandi
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  146 - 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
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  147 - مدیریت استعداد در نظام آموزش عالی کشاورزی ایران: بر اساس گراندد تئوری
  سیدمحمدجواد سبحانی Mohammad Chizari Hassan Sadighi امیر علم بیگی
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  148 - 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
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  149 - 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
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  150 - 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
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  151 - 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
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  152 - 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
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  153 - 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
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  154 -  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
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  155 - 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
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  156 - 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
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  157 - 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
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  158 - 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
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  159 - 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
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  160 - 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
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  161 - 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
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  162 - 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
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  163 - 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
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  164 - 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
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  165 - 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
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  166 - 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
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  167 - 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
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  168 - 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
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  169 - 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
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  170 - 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
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  171 - 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
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  172 - 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
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  173 - 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
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  174 - 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
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  175 - 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
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  176 - 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
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  177 - 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
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  178 - 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
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  179 - 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
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  180 - 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
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  181 - 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
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  182 - 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
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  183 - 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
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  184 - 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
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  185 - 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
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  186 - 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
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  187 - 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
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  188 - 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
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  189 - 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
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  190 - 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
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  191 - 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
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  192 - 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
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  193 - 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
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  194 - 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
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  195 - 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
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  196 - 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
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  197 - Presenting a model of organizational agility based on human resource development in Islamic Azad University of Tehran
  fatemeh soltani fattah nazem mohammad naghi Imani
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  198 - 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
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  199 - 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
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  200 - 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
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  201 - 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
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  202 - 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
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  203 - 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
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  204 - 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
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  205 - 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
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  206 - 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
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  207 - 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
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  208 - 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
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  209 - 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
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  210 - 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
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  211 - 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
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  212 - 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
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  213 - 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
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  214 - 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
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  215 - 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