فهرست مطالب محبوبه راحت دهمرده

The present research was conducted with the aim of providing a human capital management model to achieve the desired administrative system in Zahedan Islamic Azad University. The research method is a mixed exploratory one that was conducted in the qualitative part with the foundation data method and in the quantitative part as a descriptive survey. The statistical population includes professors, managers and assistants, graduates and informants related to human capital management and administrative system, 12 people in the qualitative part and 100 people in the quantitative part were selected as samples. . The data collection tool was semi-structured interview in the qualitative part and the researcher's questionnaire in the quantitative part. The collected data were conducted in the qualitative part with the Foundation's data analysis method and in the form of three stages of open, central and selective coding, and in the quantitative part with Friedman's test and sample T-Tech test. The findings of the research showed that structural factors, human resource management process, internal power and skills of managers as causal conditions and external environment, internal environment and supportive environment as background conditions affect human capital management and organizational resources. , the behavior of employees and trans-departmental factors act as intervenors in this process. The identified strategies were in the form of micro and macro strategies and the consequences of the model were presented in three levels of individual, organizational and social consequences.

One of the most important public health problems in recent years and one of the main crises of the 21st century is substance use disorders and addiction. The aim of this study was to evaluate the effectiveness of neurofeedback on cravings in substance abusers.

This study was a quasi-experimental study with random assignment of subjects in experimental and control groups along with pretest and posttest. 18 opioid-dependent patients referred to methadone treatment centers in Zahedan were selected by random sampling and then randomly divided into experimental (n = 9) and control (n = 9) groups. The instrument used in this study was Franken (2002) Consumption Questionnaire. Neurofeedback sessions consisted of 20 sessions, each session lasting 30 minutes. Then both groups answered the questionnaire again. The obtained data were analyzed using multivariate analysis of covariance.

The indicators show that in the components of desire to consume (F = 3.97), negative reinforcement (F = 14.57), perceived control (F = 6.56), general craving (F = 6.38) between There are significant differences between the experimental and control groups; In other words, neurofeedback reduced post-test cravings in the experimental group.

According to the results, it seems that neurofeedback can reduce cravings in substance abusers. Therefore, therapists are advised to use neurofeedback as an intervention method to treat addicts.

Organizational justice has shown the perception of fairness and equality in the workplace by staff. It seems that organizational justice related with mental health. Given that studies in this field are scarce، this study is trying to examine the relationship between perception of organizational justice and mental health by staff in their work environment. Population of this study was the workers of Jahad-e Keshavari of Zahedan city (500)، that 133of them filled the Questionnaires (GHQ and OGQ). (OGQ)، were tested organizational justice in four dimensions (distributive justice، procedural justice، interpersonal justice and informational justice)، and (GHQ) were tested general health in four dimensions (physical symptoms، anxiety and Impaired Sleep Symptoms، social symptoms and depression symptoms). The data were analyzed by SPSS and Pearson correlation tests. The obtained results indicate a significant relationship between organizational justice، distributive justice، procedural justice، interpersonal justice and informational justice with mental health staff، that the relationship between perceptions of organizational justice and informational justice whit mental health at 99% confidence level and the relationship between distributive justice، procedural justice، interpersonal justice with mental health at 95% confidence level are significant. Also the strongest relationship is between perceptions of organizational justice and mental health. According to the research findings، the organizational justice dimensions were inversely and significantly associated with mental health. So، in order to have a healthy human resource، especially in terms of mental health، to Create the conditions in which human resources understand high equity in their organization، is necessary، because the lack of justice perception by human resource and thereby lower mental health is a problem that Regardless of organizational authority، can cause damage to a person or organization.

One way of survival and success of organizations in the highly changeable world of today is to focus on “organizational agility”. Organizational agility is a rational and comprehensive response to the continuous changing demands of competitive markets and the gain of advantages at every available opportunity. Many authors have categorized the effective factors on organizational agility in three main groups including: stimulators، abilities and enabling factors. As recognizing the factors which enable the organization to obtain agility is a useful help to organizations for gaining the necessary information for managerial decision making in turbulent environments and reaching the advantageous aspects of change flows، this research has tried to identify the structural enabling factors of organizational agility. According to the nature of this subject، the research has been done in two phases. In the first phase، theoretical studies have been done about the literature of the topic. Based on the results، using various models and theories، 7 structural enabling factors in organizational agility were identified. Then some criteria were introduced for each factor. The second phase of the research was done as field study. The population was all of the employees of branch affairs offices of Sistan & Baluchestan Province and central branches of public and private banks of Zahedan، among which a sample of 242 people were selected through disproportionate categorized random sampling method. The 7 factors showed an acceptable correlation with organizational agility after the data analysis by LISREL software. The first and the last priorities were respectively “organizational integration and coordination” and “virtual organization establishment”. Finally، it is recommended that banking system moves for further promotion of its agility through focusing on، improving and investing in the identified enabling factors.