فصلنامه مطالعات منابع انسانی
پیاپی 18 (زمستان 1394)

Considering the quantitative aspect of agility beyond the structural and operational characteristics is a new approach. Coming to conclusion with a quantitative measure of performance, which is close to the theoretical definition of agility and applicable to manufacturing organizations, can be used for making a comparison among manufacturing companies in different fields and providing an automatic up-to-date index of success in different time. This research is an attempt to present a quantitative and objective measure for performance agility so as to analyze it as an outcome of performance, to dominate both organizational success and environmental disturbance which is applicable to all manufacturing companies. The measure of performance agility is operationalized through making a theoretical model, reviewing the relevant literature, case studies and experimental surveys. Following that, it answers the questions in the form of a special channel. This measure is displayed using the data gathered from four manufacturing companies, representing four possible combinations of success and disturbance which are compatible with the theoretical model, and also is a practical certificate of the companies under study. To validate the measures, it is necessary to assess the reliability and validity of the research. This approach can be useful for managers to achieve a “complete picture” of the performance agility of an organization, and to consider the systematic effects of environmental variables.

Today, in the competitive atmosphere, knowledge-sharing among employees is not an option, but a strategic necessity. This article aims to examine the effects of intrinsic and extrinsic motivation on knowledge transfer of the experts working in Higher Education and Research Institute of Planning and Management. The purpose and methodology of this study are an applied and descriptive-survey, respectively. Eighty staff, through systematic sampling, according to Morgan Table, were selected to fill out the questionnaire. To assess the validity of the questionnaire, the experts’ comments, and to examine its reliability, Cronbach's alpha have been used. The results based on linear regression analysis showed that intrinsic motivation plays a key role in knowledge transfer; however, extrinsic motivation does not have any meaningful correlation with knowledge transfer. Hence, to facilitate the process of knowledge transfer among experts, it seems essential to take any relevant actions to provide a sense of independence in people, improve their self-esteem, and promote integrity as well as a sense of membership in the organization.

In the knowledge-based era, leading organizations are trying to provide required infrastructure for the successful implementation of knowledge management and encourage their personnel to actively participate in knowledge management processes and help in organizational knowledge creation and sharing. One of the enabling infrastructures is human capital that has become one of the most valuable and intangible assets. In this regard, the central question addressed in this study is that how human capital can help to develop organizational knowledge creation. To this end, the effect of four dimensions of human capital (expertise, skills, experience and education) on organizational knowledge creation capacity will be evaluated. The research method is descriptive and correlational. The statistical population consisted of 950 managers and experts of a service organization in Tehran, that 274 subjects were selected as sample using random sampling. Results show that all examined dimensions of human capital have a positive and significant effect on organizational knowledge creation capacity. On this basis, recommendations will be presented to managers and researchers.

The main concern of this research is to concentrate the development programs of human capital competency of organizations that have the greatest impact on the realization of the strategy of the organization. In the first step, the study determined the strategic jobs in Dodefam Company and in the second step, it codified the competency profile of each job to formulate the research questions as follows: which are the strategic jobs of this company? Which are their competency profiles? To answer the first question, Paired Test and AHP techniques have been used for ranking. And to answer the second question, interview, library study and Theme Analysis were utilized. Finally Sign test was used to validate the findings. The research was conducted as a case study in Dodefam Companies and the sample were selected from experts and top managers of the company. The data were collected through questionnaires and interviews. Finally 8 jobs as key jobs were identified their profiles were defined.

In the age of wisdom, competitive advantages of organizations are based on their intangible assets. What these days make organizations competitive are effective knowledge management and other intangible assets namely their intellectual capital. Hence, the present research investigated the effect of intellectual capital in promoting the efficacy of knowledge management in organizations. To this end, the effect of three key aspects of intellectual capital (human, structural and customer capital) on staff’s job attitudes in the form of their satisfaction and retention were analyzed. Interviews were used to gather the required data. To validate the questionnaire, the professors and experts’ comments have been taken into account, then exploratory and confirmatory factor analysis as well as KMO index were employed. Additionally, Cronbach’s alpha was used to calculate and confirm the reliability. The findings, via structural equation modeling done by PLS, revealed that intellectual capital is effective on the satisfaction and retention of staff.

These days, financial and technical resources are not considered the only organizational advantage. Not only having talented and capable people can result in competitive advantages, but also it can compensate any lack or defect of resources. In recent years, management thinkers have spoken of the concept of talent management, and organizations have employed talent management programs and surrogate training for finding a new generation of leaders over the past few decades. Taking library approach and utilizing relevant articles and literatures, this paper is an attempt to investigate and analyze various concepts and models of talent management. Having made a comparison among them, it presents a conceptual, theoretical and comprehensive model for talent management in organizations.

Given the role of universities and higher education in all aspects of human social life, the function of justice in these organizations has become more obvious than the past. In fact, universities are the symbol of the community, and the realization and implementation of justice in it are regarded as the realization and implementation of justice in the society. To this end, the aim of this study is to investigate the role of citizenship behavior in relation to organizational justice and job stress with organizational performance in the higher education system. The population consisted of 260 administrative and logistic staff of one military university that quite randomly and based upon Morgan Table, 155 of them were selected as the sample of the study. The questionnaires of Organizational Justice by Niehoff and Moorman (1993), Organizational Citizenship Behavior by Podsakoff et.al (1990), Job Stress by Dupuy (1977) and Employee Performance by Williams and Anderson (1981) were employed as the instruments of this study. The data was analyzed using structural equation modeling (smart PLS) and SPSS 19. The findings have reported that there is a meaningful negative correlation between job stress and organization citizenship behavior on one hand, and a positive meaningful correlation between staff performance with organizational justice as well as organizational justice, on the other hand.

New developments in technology, particularly the information technology, have changed the perception of learning. These changes have made distance learning or electronic learning (e-learning) an important part of education. However, it seems that this technology does not have a fixed position in governmental organizations yet. This is because of the existence of some barriers in organizations. According to the literature and according to the fact that employees play a very important role in electronic learning implementation, educational and human resource barriers were found to be one of the most important barriers to electronic learning implementation. In this regard, 23 barriers were extracted from literature review and then they were adjusted and classified into 2 categories with the help of 5 organizational experts. These two categories were educational barriers and human resource barriers. Likert scale questionnaires asking for the views of 361 employees working in Semnan governmental organizations was the main research instrument in the study. Factor analysis was used for analysing the data. Findings of this study showed that all of the extracted indices from the literature review and also those which were adjusted by organizational experts were key educational barriers to implementing electronic learning in governmental organizations.

These days, the historical development in the field of management and organization, in terms of theory and practice, has been affected by a powerful force; this enormous force is called organizational citizen-orientation. Due to the fact that organizational citizen-orientation has been directly associated with honesty improvement, commitment at workplaces, personal evolution and staff development, this is considered a challenge in the 21st century. This research aims to profoundly investigate the issues and problems of organizational and human resources. Additionally, this article is an attempt to present a conceptual modeling about organizational citizen-orientation (in Iran Central Iron Ore Corp.- Bafgh) using the concepts of organizational citizen-orientation and effective variables on it. This article is regarded a practical research. The sample was quite randomly selected from Iran Central Iron Ore Corp. in Bafgh. To analyze the data, structural equation modeling analysis, path analysis, factor analysis, Spearman correlation coefficient, multiple regression, Kolmogorov-Smirnov test, Kaiser, and Bartlett, Binomial test, Chi-square test, Friedman test and Delphi technique were used. The results indicate a direct and indirect impact of demographic factors (personal characteristics), contextual, structural and behavioral factors on organizational citizen-orientation, and confirming the eight research hypotheses.