مجله پژوهش های مدیریت عمومی
پیاپی 14 (زمستان 1390)

HRM functions play a significant role in the development of nations. Review of literature reveals that while most of studies in the area of human resource management are devoted to developed world, studies on HRM in developing areas are few. The purpose of this article is to study the HRM functions in developing countries from an ecological perspective. The focus is to examine the political, economical and social/ cultural factors that affect HRM performance in these societies. Findings show that, perceptions on HRM differ greatly in developing and developed countries. That is; ecological factors among other variables have much influence in developing societies. These findings implicate a need for noticeable attention of HRM scholars to raise further research questions on this issue.

In the present study, technology strategic planning model based on neuro – fuzzy hybrid intelligence is suggested. It is the result of an integrated and systematic hybrid of existing models presented in literature of technology strategy planning and hybrid intelligent strategic planning. Neuro-fuzzy technique is used for modeling of technology strategies with MATLAB. The model is evaluated in Iran’s petrochemical industry based on average test error and average train error which were satisfying. A list of technologies in the industry, the industry's ability in the development of technology, attractiveness of technology in the industry, and patent indicators are identified based on expert’s viewpoints. According to the location of technologies in decision matrices of technology strategies, technology strategies are proposed in three categories: research driven, investment driven, and knowledge driven. Data is collected by the total researchers in subsidiary companies who do research in specific fields of petrochemical industry and have the knowledge in those fields

The result of former Studies indicate that, information and communication technologies have very profound impact on the field of human resource management and in some new aspects, triggered development. Experts believe that the electronic human resources management has potential to reduce management costs, increase productivity, accelerate response time, development customers services and improved decision-making process, and thus helps human resources management to be more strategic, more flexible and the cost is more affordable. This study concern of identified a model for the development electronic human resources management in the Iranian government organization has been designed and implemented. whit Reviewing background of the research and interview with professionals and experts, a prototype model of electronic human resources management development were designed, and based on its, the six hypotheses define and to test these hypotheses, a questionnaire was designed and distributed between the statistical community(Experts and line managers of Cooperation, Labor, Welfare and Social Security Ministry), and Using structural equations model were tested. The results indicate, for developing electronic human resource management in government organization, it is necessary that, at first organizational and environmental factors were reviewed, and based on human resources information and communication technology governance compilation, then based on the above items electronic human resources management will be forming

This article has surveyed the relationship between organizational citizenship behavior and knowledge sharing in public organization and has chosen transportation and urban ministries for testing. So, it has been specified 248 staff as a sample from 662 people in management and expert level as statistical society. For this purpose the researchers have used two questionnaires, organizational citizenship behavior test from Organ’s and knowledge sharing test by referred to Doctor Mousa Khani’s. All data have been analyzed Pierson coefficient and line regression and T-test one sample and has been added 15% because of generalization. The results have been shown that there were positive correlation between organizational citizenship behavior and knowledge sharing by 99% trust level, except sportsmanship and there has been observed that OCB as independent variable has affected on knowledge sharing by 18/4% and has been no meaningful difference between the two ministries through the two mentioned variables.

Human resource management functions because influence on the most important capital of organization are considered as crucial factor to the organization. On the other hand Market orientation is cultural practices in the organization to focused elements of organization on the needs and demands of the market.This study presents a model of human resource management functions separately and integrated in order to determine the effectiveness on market orientation and organizational performance. strategic managers of industrial companies of Hamadan Boali industrial zone were determined as statistical population and 82 were determined as a the sample using random sampling through cocran formol. Method of data collection went through a standard questionnaire. In this study, structural equation and partial least squares method were used for analyzing data and testing hypotheses using smart PLS. Results of research indicate that the model used in this research, is a strong theoretical model to predict organizational performance through human resource management functions and orientation secondly, all the direct relationship between the variables, were significant. Thirdly, the study emphasize that paying attention to human resources management practices can improved organizational performance through market orientation.

This study examined the relationship between GCB(general citizenship behavior)and spirituality as dependent variable,OCB(Organizational citizenship behavior) as independent variable and three job attitudes:" participation in decision making"," job satisfaction "and" organizational commitment" as mediator variables in Iran Insurance as a commercial service provider company in public sector by correlation-analysis. Questionnaire based data gathered by classificative sampling method from a sample off 250 persons witch selected from a statistical society off about 1000 persons. The results produced by LISREL software technique from path analyses method shows that both GCB and spirituality in general have positive correlation with job attitudes and OCB in two general dimensions: altruism and compliance. Despite the significant and surprising differences in the details of studied relationship, the important and distinguished aspect of this study is that spirituality has more effect on OCB. It wasnt unexpected, because people are more familiar with this concept.

The purpose of the present study was to ascertain the relationship of organizational commitment with job burnout and organizational spirituality between Zahedan and Gorgan post office employees. The sample size consisted of 200 post office employees (100 from Zahedan and 100 from Gorgan) that were selected randomly for this study. Organizational Commitment Scale, Job Burnout, and Organizational Spirituality Questionnaire were used to collect the data. Pearson correlation coefficient, stepwise regression, uni-variate regression and Independent t-test were applied to analyze the data. Results revealed that normative commitment and overall scores of organizational commitment had significant negative correlation with emotional exhaustion. Continuance commitment, normative commitment, and overall scores of organizational commitment had significant negative correlation with depersonalization. Personal accomplishment had significant positive correlation with continuance, normative and overall scores of organizational commitment. Results demonstrated that organizational spirituality had significant correlation with all dimensions of organizational commitment. Stepwise regression illustrated that personal accomplishment accounted 6.1% of the variance in continuance commitment and it was a positive predictor for continuance commitment. Depersonalization accounted 20.4% of the variance in normative commitment and it was a negative predictor. Results revealed that depersonalization and personal accomplishment together accounted 12.9% of the variance in overall scores of organization commitment; depersonalization was a negative predictor while personal accomplishment was a positive predictor. Results of the uni-variate regression showed that organizational spirituality could predict positively all dimensions of organizational commitment. Results of t-test revealed that there was no significant difference between Zahedan and Gorgan post office employees on organizational commitment dimensions, job burnout and organization spirituality