elmira shakeri

In the last two decades, throughout the advanced and industrialized countries of the world, attention to the sustainable management of human resources as a new paradigm has grown a lot, based on this, the purpose of this research is to provide a conceptual model to explain the obstacles to the implementation of human resources management in the National Industrial CompanyAccordingly, it uses grounded analysis and induction-based coding approach through Atlas.ti - specific explorative analysis software. The conclusions are emerged from 19 semi - structured field interviews and  some secondary documents. The samples are resulted from a combination of purposeful, snowball, and convenience sampling method. Finally, it is indicated that causal conditions of “inability to attract skillful and talented human resources, inability to maintain skillful and talented human resources andinability to direct skillful and talented human resources, Legal responsibility and value system” along with Intervener conditions of “labor conditions, customer conditions, management factors and macro-environment conditions” shape the phenomenon of  “instability of human resource management, The instability of work systems, the absence of cybernetic management, the absence of systemic thinking and imbalance” in a context of “environmental complexities and managers and culture’ perspectives”. This factors together, construct “illegality of management actions, Lack of legitimacy of management actions, lack of attention to creating common mental models and lack of awareness strategy” and consequence of “individual damages, organizational damages and social damages, economic damage and environmental damage”.

Critique of academic books causes due care to be taken in their proper organization. Accordingly, the purpose of this article is to critique the book of “The Basics of Neuroleadership: Organizational Leadership by Neuroscience”, by Kiumars Ahmadi and published in 2018 by the Termed Press. The method of evaluation and critique of this work is citation-analytical and in accordance with the model proposed by the Council for the Study of Humanities Texts and Books in the framework of general introduction, form and content study of the work. According to the findings, the strengths of the book include the innovation in the subject and its interdisciplinary and typography, quality of printing, the content congruence with the principles and Foundations of religion and Islam. Shortcomings of this book includes that the text is not that much fluent and eloquent. There are some necessary headlines completely missed in the text. Overall, in spite of its Excellency, the book is needed to be revised and edited in order to be applied as an educational textbook.

Due to the need to establish strong links between industry and academia to use scientific theories in industry, the use of case study in the management of organizational behavior is necessary. The purpose of this paper is to review and critique the book “Case Studies of Organizational Behavior Management”. The method of evaluation and critique of this work is citation-analytical and in accordance with the model proposed by the Council for the Study of Humanities Texts and Books in the framework of general introduction, form and content study of the work. In general, in terms of the form of the work, the form quality of the work is good, despite these formal weaknesses of the work are: not using a specific symbol of management behavior in the design on the cover of the book, not using tables, charts and the bug is inside the text. In terms of content, the use of case study method in managing organizational behavior is one of the strengths of the effect. However, the work suffers from lack of logical order and content coherence, content inaccuracy, and content defects. In general, the analysis of the content of scientific and academic books can provide their possible strengths and weaknesses for the possible modification and change of content and form, in accordance with the set goals and scientific principles to the planners and authors of academic books.

Recently, human resource risk management has attracted the attention of risk researchers. Risk is the uncertainty in the distribution of the consequences of an event, the probability of its occurrence, and its mental value. The environment has no independent role, and uncertainty is a characteristic of the manager who wants to make decisions. All the behaviors and decisions of individuals also depend on their cognitive frameworks and mental models. So, human resource risk management is a concept that manifests itself under the influence of managers’ mental model. In the present study, with a cognitive view of human resource risk management in knowledge-based companies, we try to gain a better understanding of a manager’s frame of mind. The cognitive aspect and mental framework of managers have widely been studied by management researchers in recent years. The present study aims at the cognitive analysis of human resource risk management strategies based on managers' mental models and risk assessment matrix to improve business performance.

The present research is applied in terms of purpose and descriptive-survey in terms of method. The data are collected through library and field studies. The statistical population of the study included 77 managers of knowledge-based companies in East Azerbaijan Province where human resource risk management was relevant. It was studied by the census sampling method. Questionnaires and scenarios were used for data collection. The validity of the questionnaire was assessed for its content. Its reliability was also calculated in terms of Cronbach's alpha coefficient (0.887). For the statistical analysis, descriptive statistics were used to describe the research variables. Then, the inferential statistics section was answered using chi-square, Tukey and one-way ANOVA tests.

In the present study, we cognitively analyzed human resource risk management strategies based on managers' mental models and a risk assessment matrix. The cognitive approach has developed significantly in recent years and, through the knowledge of the brain, mind and its functions, has been able to obtain valuable information about the origins of human behavior.The findings showed the type of managers' interpretation of real events, their attitude of risk, their choice of a particular type of human resource risk management strategy, and their interpretation of real events. There was a significant relationship between these parameters and human resource risk management. In addition, a significant difference was found between the choice of a particular type of risk management strategy in managers' estimation of risk outcomes and the probability of risk occurrence. The results were consistent with the risk assessment matrix. The risk is high, and, in the maintenance strategy, the average managers' assessment of the risk outcomes and the probability of risk occurring are low. In the risk reduction strategy, the average of managers 'assessment of low risk outcomes and the probability of occurrence of high risk and, in the risk transfer strategy, the average of managers' assessment of high risk outcomes and the probability of occurrence of risk are low.

In this study, it was found that most managers in knowledge-based companies are risk-takers, consider human resource risk management attractive, and, in the face of risks, choose risk reduction and maintenance strategies. There is also a significant relationship between managers' mental models and strategy selection. The more managers value the company's opportunities and strengths and find human resource risk management attractive, the more risk-averse they are, and the more they value weaknesses and threats. They consider human resource risk management as a necessity (determinism), and risk aversion is obvious in their management. In fact, instead of waiting for opportunities, risk-taking managers hunt for opportunities. In addition, it was found that the more risk-taking managers are, the more they tend to choose risk reduction and maintenance strategies, and the more risk-averse they are. The more prominent managers are more inclined to choose reduction and avoidance strategies. In fact, the differences in managers' interpretations and perceptions of risk make them act differently in their decisions and behave differently. In other words, the mental models of managers in knowledge-based companies in East Azerbaijan Province is a determining factor in interpreting the environmental events and identifying the opportunities and threats that affect the decision-making process. Therefore, it is better for these managers to increase their awareness of human resource risks, the source of risks, their control methods as well as the status and position of their company and competitors.

Research on perception, reasoning and decision-making processes has recently focused on managers’ cognitive and mental structures. The present qualitative study, hence, set out to examine managers' mental models in the process of human resource risk management and the role they play in improving organizational performance. The research data were collected through in-depth and semi-structured interviews with a sample of 21 managers at knowledge-based companies that were run based on Zaltman Metaphorical Extraction Technique (ZMET) and were subsequently analyzed through Phenomenology approach. The results indicated some similarity in structural features of participating managers’risk-taking and risk-avoiding mental models which can be attributed to the common problems they need to tackle at work. However, significant differences were also observed in terms of inter-relationships in their mental model structures; unlike the risk-avoiding managers who would evade risks, risk-taking managers were found to more frequently employ risk reduction and retention strategies. Moreover, the risk of losing key employees was identified as the most important human resource risk in those knowledge-based companies.

 Today, volunteers are one of the major assets of nonprofit organizations, governments and humanitarian organizations. The purpose of this research is to survey the relationship between Poor volunteers’ fit with their organization and intentions to quit with emphasis on the role of burnout, spirituality and narcissism. This study is based on both Conservation of Resources theory and person–organization(PO)fit theory.

Design/ Methodology/ Approach: 

This research is applied in terms of purpose and descriptive-survey in terms of nature and method. In order to analyze the data from the confirmatory factor analysis, correlation coefficient and Structural equation modeling was used.

 The result of the study showed that Poor volunteers’ fit with their organization and burnout have a positive effect on intentions to quit and Burnout mediate the relationship between poor volunteer fit and intentions to quit.
Limitations & Consequences: The intentions to quit the organization was observed as a strong predictor of leaving the organization by Red Crescent volunteers. This research is limited in terms of generalizing its results to volunteers from other organizations.

 The output of this research can be an effective step in maintaining the volunteers of non-profit organizations, the government, business and humanitarian organizations.

Innovation or Value of the Article:

 This study, considering the intentions to quit the organization by the volunteer based on the volunteer – organization fit and COR theory, adds to the managerial research in the field of volunteer and the intentions to quit the organization

Nowadays, observing ethics and preserving moral principles are some of the most significant phenomena which have been taken into account in most organizations. Therefore, the aim of this paper is to survey the effects of demographic characteristics of the individual, organizational and ethical variables in ethical decision-making of accountants in industrial enterprises of Tabriz. Statistical society of this research includes 1505 accountants in micro, small, medium, and large industries of Tabriz metropolitan city. Based on Morgan and krejcie sampling table sample size is about 306 and questionnaires have been used for gathering necessary data. For statistical analysis of the research, it has been first tried to describe the main variables of the research and some demographic variables by descriptive statistics. Then, in inferential statistics part, hierarchical regression analysis conducted within the framework of the research. The results indicate that there is a significant relationship between ethical recognition and ethical judgment, between ethical judgment and ethical intention, and also between ethical recognition and ethical intention. Consequently, the Rest’s model was supported. Ethical climate of the organization was the strong predictor factor in three stages of ethical decision-making.

One of the organizations manager's concerns in the micro and macro levels in production and services was the productivity category and identifying the factors which are effecting on it. As such, the aim of this study was to investigate the role of the organizational health and personnel's creativity on the employee's productivity. To obtain the aforementioned aim, four hypotheses were compiled and tested. The research method was descriptive survey. The population of the study included all the personnels in Aroum Gostar Company which added up to 700 hundred people. The sampling method was simple Radom one. Using Morgan's table, the sample size was 248 people. To gather the data, three questionnaires namely: employee's creativity; organizational health, and productivity were used. To analyze the data infirmatory factor analysis with Varimax relation, correlation coefficient test and structural equation modeling were used. The results showed that the organizational health had a positive effect on employee's creativity and productivity; the creativity also had a positive effect on employee's productivity. More over considering the effect of organizational health on creativity and effect of creativity on employee's productivity, the research showed the indirect effect of organizational health on employee's productivity.