فصلنامه مطالعات منابع انسانی
پیاپی 10 (زمستان 1392)

This study is about "employee engagement". Since the study of organizational behavior has paid little attention to the dynamic process of change within the context of human resource management, which nowadays are prevalent and have a critical effect on the employee engagement, thus the aim of this study is to examine the nature of employee engagement, total reward management and psychological contract. Strictly speaking, this research would represent a suitable theoretical framework to form these theories and suggest modern methods to deduce the employee engagement effectively. Here, we consider the special compound of some of these changes and meanwhile we try to show the effectiveness of each variable on employee engagement and also on other variables.The reported results indicate that there are direct or indirect relationships among variables that significantly and uniquely related to employee engagement. In summary, employee engagement has much to offer organizations wishing to remain competitive in a dynamic circumstance.

Unfortunately some management expertise have limited views on meritocracy and consider it merely as one of the functions of human resources management; including selections and placements for managers’ occupations and therefore create meritocracy models for it and accordingly conceptualize it. Possibly many of them are not successful, because the process of selection and placement is merely an apparent criterion for a system. Whereas today, investigating and diagnosing meritocracy on the basis of current literature is an infra organizational approach and necessitates internal and external organizational dimensions considerations simultaneously. This paper suggests a total and comprehensive model for investigating and diagnosing meritocracy along with indications and criteria that are systematically presented.

Successful implementation of knowledge management necessitates key infrastructures such as organizational culture. Hence, universities and higher education institutes need knowledge culture to help them with creating and sharing knowledge among people. Knowledge culture addresses values and beliefs that facilitate and encourage knowledge management in an organization. This article is aimed to measure knowledge culture and to identify key factors influencing its development. Statistical population in this research includes faculties of Open University at Tehran and Qazvin Cities in Iran. A questionnaire was developed by researchers for gathering data from sample population. A t-test analysis showed that knowledge culture is under average in the units of Open University. Meanwhile, research findings based on regression analysis is indicative of following key factors for developing knowledge culture: leadership, evangelization recruitment; communities of practice; and physical environment.

This research is determining the relationship between distributive leadership and empowerment in the vocational schools of Saveh city. The research method is descriptive-correlation and it is an applied research. Statistical population includes 380 teachers of vocational schools. 191 persons are collected based on Morgan table by stratified random sampling as our sample. Researcher made questioners of distributive leadership and empowerment are the tools of data collecting. Stability of tools after preliminary construction were evaluated and approved. And Alpha Cronbach’ for each one of questioners of distributive leadership and empowerment were 0.92 and 0.88. Findings of the research showed that there is a positive and meaningful relationship between empowerment and 3 dimensions of classical, miss-planned and emerging leadership but there is a negative relationship between chaotic leadership and empowerment. In addition, miss-planned leadership has the highest correlation degree. At the end based on research findings is given some suggestions.

The present study investigates the pathology of emerged unethical behavior of employees. The main issue in this study is to deal with what are the causes of the unethical behavior of employees? How are the priorities of the components relative to each other? The study’s population includes all the secondary female-school teachers of Eslamshahr County and multistage cluster sampling method has been used. The required data was collected through questionnaire and the method was descriptive – survey. The reported results show the emergence of unethical behavior based on all the unknown components of unethical behavior; proper opportunities; pressure from inside or outside of the organization; and unclear rules, regulations, and policies. Finally, based on the present study’s results, further suggestions will be made.

In this paper, the Funding mechanisms and resource allocation in higher education was examined. In general various mechanisms were employed in higher education system of different countries. Providing a range of public funding and private funding can be observed in different countries, as in most European universities, public funding and in the U.S. universities, private funding is the dominant form of financing. In association with the resource allocation mechanism, some states subsidize the supply side (higher education institutions), a number of them subsidize demand side (customers), and some countries subsidize both sides.Generally, allocation is based on negotiation and bargaining, a formula, staff, student, per capita and the performance which are some mechanisms that have been used in this context. The results of this study shows that the funding mechanisms of higher education has the potential for policy making and guiding the behavior of different actors; in addition, it can affect the performance of universities and institutions of higher education at macro and micro (individual) levels. Graduates must participate in the funding of higher education. To increase efficiency and equity, and to achieve more equitable access, performance-based allocation mechanisms should be used.

To survive in the competitive and active world, organizations are developing their strategic assets. So, they can obtain competitive benefits using their non-duplicable and intangible resources and capabilities. The importance of human resource as a valuable asset is not hidden from managers and organizations. This research is trying to investigate the effects of knowledge management measures on human resources development of N.I.O.P.D.C employees. The main aim of the research is to improve the human resource of the mentioned community using knowledge management’s measures such as creation and sharing knowledge. This study is descriptive in which 204 of the employees have been selected by random sampling as the statistics community. The method of descriptive research is causative and the researcher is trying to study the causative relation between knowledge management measures and human resource. This research consists of one main theory and four sub-theories. For gathering the required data, questionnaires have been used, which its fluency through content method and its stability through Cronbach Alpha have been confirmed. For data analysis and theory examination, and the descriptive and consequential statistics, computer software is used. Thus, for testing the data normality we use the Kolomgrov-Smirnov, the relation between variants by Pearson correlation co efficiency, theory testing by simple two variants regression and for studying dimension importance of human resource by Freedman test. The research outcomes say there is a positive coordination between knowledge management measures and human resources. Also by confirming all theories of the research, it has been clarified that the knowledge management has positive and meaningful affect on human resource dimensions. The defining co¬ efficiency for main theory equals 0/556; this means that 55/6% of human resources variations are connected to knowledge management. Also the results of Freedman examination showed that the creativity dimension among human resources dimension has the most importance and the knowledge based organizations for development of their human resources through of knowledge management channel should pay special attention to the creativity aspect.