سید حسن علوی راد

Turnover the human capital service of any organization is one of the problems facing managers and this issue is exacerbated by bullying behaviors; Therefore, the present study aimed to analyze the effect of organizational bullying behaviors on the dismissal of military personnel by modifying the humorous behavior of commanders, which is applied in terms of purpose and descriptive-survey in terms of method. The statistical population of the study consisted of 571 employees of Imam Khomeini University of Marine Sciences and 230 people were selected using random sampling method based on Morgan table. The data collection tools were the organizational bullying questionnaires of Paranjik et al. (2006), the tendency to leave the service of Common et al. (1979) and the humorous behavior of the obedient et al. (2009) which were adjusted based on the Likert scale. To calculate the validity of the questionnaire through face validity (using expert theories) and convergent validity and to calculate the reliability of the questionnaire, Cronbach's alpha method was used, the coefficient was 0.81, 0.86 and 0.84. Demographic information (descriptive statistics) was used to analyze the data and SPSS and pls2 software were used to analyze the data in the inferential section. The results showed that organizational bullying behaviors affect the tendency of employees to leave the service and the variable behavior of commanders moderates this relationship.

The aim of this study was to identify the criteria for attracting faculty members and provide appropriate solutions focusing on non-governmental higher education institutions. Therefore, qualitative and quantitative data were used to achieve this goal. This research was conducted with a consecutive mixed approach in two parts, qualitative and quantitative; First, in the qualitative stage, using the law of theoretical saturation to determine the desired sample size, through semi-structured interviews with 16 faculty members who were selected by purposive sampling, the components of faculty recruitment components were identified and data The research items were analyzed using theme analysis technique. In the quantitative part to collect information using a researcher-made questionnaire on a larger scale among the sample consisting of experts (experts, recruitment specialists, faculty members and applicants involved in the faculty recruitment process) faculty recruitment programs that are informed in this regard. Were distributed. The sample size was determined based on a rule in order to perform confirmatory factor analysis, 300 people using the proportional stratified method. The method of data analysis in the qualitative part consists of three stages of open, axial and selective coding. Came. Also, in order to supplement the analysis and in order to validate the proposed model, the data were analyzed with Amos software and using confirmatory factor analysis. Structural equation modeling analyzes supported the fit of the model with the data. Based on the findings, this model can provide good information for attracting faculty members of non-governmental higher education institutions.

Today, the employment and use of human capital in organizations, especially higher education centers and universities, emphasizes the quality evaluation of applicants and attracting qualified and capable people. Therefore, it is important to provide a suitable model for attracting faculty. The present study is part of a mixed research with the aim of providing a model for faculty recruitment in higher education institutions. In this regard, the research was conducted with a mixed approach in a sequential manner in two parts: qualitative and quantitative; First, in the qualitative stage, using the theoretical saturation law to determine the desired sample size in the qualitative section, through semi-structured interviews with 16 faculty members who were selected by purposive sampling, the components of faculty recruitment were identified. The research data were analyzed using theme analysis technique. In the quantitative part to collect information using a researcher-made questionnaire on a larger scale among samples consisting of experts (experts, recruitment specialists, faculty members and applicants involved in the faculty recruitment process) faculty recruitment programs in the field Were considered informed, distributed. The sample size was determined based on a rule in order to perform a confirmatory factor analysis of 300 people using the proportional stratified method. In order to make additional analyzes and to validate the proposed model, the data were analyzed with Amos software and using confirmatory factor analysis. According to the findings of confirmatory analysis, all dimensions, components and indicators of the model have a good fit. Therefore, the current model can be a good model for attracting faculty members of higher education institutions.

Today, the employment and employment of human capital in organizations, especially higher education centers and universities, emphasizes the qualitative evaluation of applicants and the recruitment of qualified and capable people. Therefore, it is important to provide a suitable model for attracting academic staff. The aim of this study is to provide a model for attracting academic staff to universities and higher education institutions. The research method is qualitative and analyzes the content. The statistical population consists of professors, specialists and experts in the management and planning of policy-making bodies in the field of recruitment and maintenance of human resources. Theme analysis was used. The results were analyzed according to the four stages of the recruitment process, including planning, recruitment, selection and self-employment. Detection”, 2 components (announcing the call and reviewing the applicants' file), in the“ selection ”section, 3 components (reviewing the scientific and general competence, inquiring from the authorities and issuing the executive board vote) and finally in the“ employment ”section, 3 components (informing). Complaints and rulings have been identified and presented in the form of a model for attracting academic staff to universities and higher education institutions