نشریه مدیریت بهره وری
پیاپی 53 (تابستان 1399)

Targeting at sustainable development provides the government with formidable challenges in performance assessment of governmental employees. As a particular organization whose decisions can greatly impact the environment and citizens’ personal lives, the government should be held accountable for the quality of executive behavior incongruence with sustainable development. Hence, the current exploratory, developmental study aimed to operationalize a performance assessment model based on sustainable development to assess employees in public organizations. Initially, the intended model was designed based on an in-depth literature review and interview with a snow ball sample of 23 expert executive managers in the ministry of health headquarters. Next, a questionnaire was designed and administered to a straight random sample of 202 employees and managers of the Ministry of Health and Medical Education selected based on Kukran Table. The collected data were then analyzed via structural equation modelling, factor analysis and Lisrel software. The results identified four factors of sustainable development-based performance assessment model including economic, social-cultural, political and environmental. The results also revealed that the environmental and social-cultural factors had priority. Accordingly, suggestions and applications of the model are discussed to improve the performance evaluation of staff sustainable development.

Nowadays, organizational survival and success in the intricate and competitive business world entails effective strategic management that allows effective designing and planning of objectives and strategic implementation of the plans to achieve goals. Despite the vitality of strategic management, however, recent research findings underscore the absence of systematic procedures for organizational strategic implementation. Organizational strategy map is a common and functional strategic management element that helps to clarify strategies and reinforce effective implementation of strategic objectives by illustrating key factors defining success and the interaction among them. Hence, this study aimed to develop a strategy map and analyze the performance of Iran-Khodro Company in Mazandaran to help it successfully execute strategies and allocate resources to accomplish its mission. To this end, having reviewed the existing literature and specified the company's strategic goals, we weighed them and explored their causal relationship using FDANP. Further, a number of guidelines were offered based on the IPA analysis to help the management allocate resources and accomplish their goals. The findings can guide the company's managerial decisions in prioritizing ongoing reform projects and optimal allocation of resources.

One of the ubiquitous problems in modern organizations are suffering from in the realm of human capital concerns lethargy, hypothyroidism, aggression, bullying, obstinacy, intimidation and implacability which can deteriorate organizational performance, interpersonal relations and employees’ cooperativeness. Successful companies employ internal branding in order to reduce such undesirable behaviors and what determines their success rate is the extent of Person-Organization Fit. Hence, the current study was undertaken at Behpak Factory in Behshahr, Iran, to examine the impact of internal branding on the employees’ anti-citizenship organizational behavior with respect to the mediating role of Person-Organization Fit. The research sample comprised 140 employees at Behpak Factory who were randomly selected to completer the research questionnaire comprising multidimensional measures of internal branding, Person-Organization Fit and anti-citizenship organizational behavior.  The collected data were analyzed via SPSS, PLS and Structural Equation Modelling (SEM). With regard to the first research hypothesis, the results of the analyses verified the significant positive effect of internal branding on the Person-Organization Fit (-.25), and the significant negative effect of internal branding together with Person-Organization Fit     (-.48, -.25) on anti-citizenship organizational behavior, confirming the second and the third research hypotheses. Finally, Person-Organization Fit was found to mediate the relationship between internal branding and anti-citizenship organizational behavior, confirming the fourth research hypothesis.

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.

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.

The current empirical enquiry aimed to investigate the relationship among job rotation, musculoskeletal disorders and human resource productivity in Iran Carton Manufacturing Company and to detect any significant and interaction effect among the constructs. To this end, a sample of 116 laborers at Iran Carton Company was randomly selected to take part in the study. The research data collected from the sample were analyzed via ANOVA, Independent Samples T-test and Paired Samples T-test. The results revealed significant differences in the human resource productivity of the participants with and without job rotation practice. Similarly, significant differences were observed in risk levels of musculoskeletal disorders before and after job rotation. However, the difference in human productivity of laborers with varying risk levels of musculoskeletal disorders did not reach significance level. Moreover, the results indicated that risk level of musculoskeletal disorders did not mediate the relationship between job rotation practice and human resource productivity.

The primary purpose of this confirmatory survey was to examine the effect of knowledge absorptive capacity on strategic innovation in companies located in Tehran University Science and Technology Park with a focus on the moderating role of strategic orientation. To serve the purpose, an extensive extensive literature was undertaken to design a 33-item questionnaire. Its face and content validity was verified by experts in the field and its construct validity was verified through confirmatory factor analysis. The reliability of the questionnaire was also examined through Cronbach alpha, composite reliability, and variance average. The research population comprised all company employees from whom samples of 198 employees were randomly selected from 86 companies based on Kukran Table. Then, the data obtained from the research sample were further analyzed using Smart PLS software, Pearson Correlation Matrix, Structural Equation Modelling, and fitness test. The results indicated a significant relationship between knowledge absorptive capacity and strategic orientation which was not significant with regard to the minor research hypotheses. Moreover, the relationship was found to be reinforced in competitor-oriented and customer-oriented companies and to be weakened in cost-orientations companies. That is, to boost strategic innovation, and thereby, constantly adapting working models to fluctuations, the companies should not only enhance their absorptive knowledge capacity but also adopt competitor-oriented and customer-oriented strategies.

The present quantitative correlational applied study was undertaken to explore factors affecting the performance enhancement of managers at commerce and civil service companies in Gillan province. The research population comprised 2000 managers and employees at commerce and civil service companies in Gillan, Iran from whom a stratified sample of 384 was selected based on Morgan Table. A researcher-made questionnaire developed based on the research conceptual model, the research questions and hypotheses was administered to the research sample. The gleaned research data were analyzed descriptively and inferentially through linear and multiple regressions. The results demonstrated that Organizational Trust, Organizational Citizenship Behavior and Organizational Equity had significant impacts on the participating managers’ performance enhancement. Moreover, Organizational Citizenship Behavior and Organizational Trust, with respective coefficients of (.591) and (.368), were found to have the greatest and the smallest impacts on the managers’ performance enhancement in Gillan.