فصلنامه مطالعات منابع انسانی
پیاپی 16 (تابستان 1394)

The increasing growth of researches in the field of humanities and social sciences makes necessary the researcher-done meta-analysis of a problem for acquiring a relatively comprehensive understanding of these problems. This study combines a number of studies in the field of relationships between job satisfaction and organizational commitment in Iran's organizations. For this purpose, 24 articles related to this subject were investigated through meta-analysis. This analysis was conducted through the software of comprehensive meta-analysis (CMA2). The results showed that job satisfaction and organizational commitment relationship is above average (mean effect size 0/49). in addition, among the dimensions of job satisfaction, satisfaction with the nature of the work, approval of management and satisfaction of coworkers with effect size, respectively, 0/41, 0/33 and 0/32 have the largest share of the impact on organizational commitment. While aspects of wages and promotion satisfaction and promotion satisfaction with respectively 0/31 and 0/29 effect size had the lowest share in this area.

Identifying and improving the factors affecting organizational performance is a basic requirement of organization's survival and effectiveness in today's competitive world. The purpose of this paper is to examine the impact of value engineering on organizational performance in Tabriz. The theoretical framework of the research is based on the operational model Ayer value engineering and Kaplan and Norton's organizational performance. The population of interest consisted of employees of state-owned banks in Tabriz. The sample of 215 persons were randomly selected. Standard questionnaires were used to collect data on factors related to organizational performance and value engineering variables. The reliability of the questionnaire was confirmed by Cronbach's alpha test. The results of the analysis show that the impact of the value engineering on the performance of state banks in Tabriz. The value engineering has a direct and significant impact on employee satisfaction, financial results / market, customer satisfaction and organizational effectiveness. Comparison of the mean scores for each dimension of performance shows the importance of customer satisfaction and employee satisfaction in the first place, effectiveness and financial results / market were next in the ranking.

In the dynamic and competitive world, organizational entrepreneurship is a vital prerequisite for the survival and success of organizations.Therefore, it is necessary to identify and improve its enabling infrastructure. The aim of this study is evaluating the effect of organizational culture on academic entrepreneurship in university of Mazandaran. The method of this study is descriptive and is a correlation one. The Statistical Society of the research is all instructors in university of Mazandaran. Questionnaires distributed among 100 instructor selected randomly in different fields of basic science, engineering, social and human science of university of Mazandaran, and finally data’s analyzed. The research data collection tool was standard questionnaires regarding organizational culture and academic entrepreneurship. Organizational culture has been investigated through Denison’s questionnaire and academic entrepreneurship has been examined by Bernan’s standard questionnaire. The questionnaire reliability was confirmed by Cronbach's alpha. For analyzing data Kolmogorov-Smirnov test, Spearman correlation, multiple regression and analysis of variance were used. The results of multiple regression analysis showed that among the four components of organizational culture only adaptability has a meaningful significance on the development of entrepreneurship at the university.Based on findings, some practical suggestions are provided.

Human resource development causes people to continue their activities effectively and increase their efficiency with organizational and environmental changes. Since very limited studies are conducted to identify HR strategic management success, present study provides the results of an empirical study as well as strategic and management elites’ experiences by using Grounded theory in order to identify vital affecting factors on HR strategic management success. To identify affecting factors on HR strategic management success, a paradigm by Stratus and Corbin is used. Finally, a model is provided to identify success factors for HR strategic management success. Data collection instrument is deep and semi-structured interviews conducted by strategic managers and elites and HR strategic management in automotive industry. Results from analyses indicate that critical factors which lead into HR strategic management success in Iranian automakers include: HR development and empowerment.

Military organizations and their staff are among the most important components of any society. It is very important for these organizations to employ committed employees and continually reinforce their defensive morale. Skittish and unrighteous peoples inside corps destroy morale of others. Various factors affect defensive commitment of military employees that a statesman should attend to these factors to reinforce defensive stamina of his country. The purpose of this study is to scrutiny ways to creation strong military force and committed to defense according to Saadi's teachings. To collect data, library method was used. With thematic content analysis of Saadi’s books, themes that improve defensive commitment and military power of the country extracted. Findings show that recruiting military personnel with special ways motivate and grant morale to them, improving their social altitude, choose and appointment proper commander, provide their monetary and non-monetary needs, improving their credo and virtue, enemies tolerance and meditate with enemies, implementation military training and sport for them, providing them with advanced warrior weapons and trust building from chief of state by appointment proper headman are factors that improve defensive commitment.

Nowadays, human resource is considered a valuable capital for organizations and has a vital role in achieving their goals. Staff of health organizations are committed, conscientious and helpful and have a lot of spirit and high performance.In this study the effect of the components of organizational commitment (affective commitment, continuance commitment and normative commitment) on organizational health factors (institutional integration, manager's authority, structuring, consideration, spirit, support resources and scientific emphasis) were reviewed and prioritized. This research is an applied, quantitative, cross-sectional, descriptive and correlational survey. The population of the research composed of the staff of the organization of industry, mining and trade in Hamadan. Among which a sample of 145 person were selected by means of random sampling. Data collection tool has been a standard questionnaire. Pearson correlation test, Friedman test and one-sample t-test with SPSS software were used to investigate the hypothesis. Data analysis showed that there has been a significant relationship between all components of organizational commitment and organizational health. Furthermore, affective commitment and normative commitment have respectively the most and the least impact on organizational health factors. According to the results some suggestions for improving organizational health and commitment have been offered.

Today, an important part of human life will be spent in the Organization. Observing justice in large organizations can have an impact on the behavior of individual employees. The main purpose of doing this research determine the amount of the impact of organizational justice on organizational citizenship behavior. The study population consisted of employees of Telecom administration 6 urban area of Tehran who are 140 person. Among which a sample of 103 person were selected as a sample by random sampling. The method of this study is a descriptive survey. Data was collected through a standard questionnaire of OCB and organizational justice. In order to analyze data and test hypotheses of the research descriptive and inferential statistics were used. Data and test hypotheses of the research Kolmogorov-Smirnov, one-sample T-test and two-variable regression was used. The Kolmogorov-Smirnov test, one-sample t-test and two-variable regression were used for Data analysis and hypothesis. The results of data analysis showed organizational justice has a significant and positive impact on organizational citizenship behavior. Furthermore, the current status of organizational justice and organizational citizenship behavior in the studied organization has been respectively average and relatively appropriate. Accordingly, some practical recommendations for improving organizational citizenship behavior in the organization areoffered.

Implementing value-creating and revolutionary practices in the field of human resource management along with other organizational strategies and functions will develop organizational core competencies. The main purpose of this research is training needs assessment of judge's occupational groups in the Judicial Complex in Tehran province. The population of research is composed of Tehran province judiciary judges who are 300 persons. Among whom 176 persons were selected as samples. The research method is a descriptive survey. A researcher-made questionnaire was used for data collection. In order to analysis the data, exploratory factor analysis and Friedman test were used through SPSS software. The results showed that cognitive skills, decision making skills, social intelligence, scientific ability, ethical and interpersonal skills are among important factors in determining the training needs of judge's occupational groups. The findings also showed that intelligence, self -confidence and fairness are the most important indicators have been identified in this research.