فهرست مطالب saeed sayyadi

The purpose of this research is to design and explain the model of professional ethics relations and the level of implementation of the policies of the Natural Resources and Watershed Management Organization of the country (a case study of the General Directorate of Natural Resources and Watershed Management in the North of Kerman Province).

In terms of the purpose of this research, it was developmental and applied, which was done in a mixed way. In the qualitative part of the society, there were university professors and experts in the field of human resources management, from among whom 30 people were selected by a judgment method. The tool was exploratory interviews and finally the data was analyzed with Delphi technique. In the quantitative part, the descriptive method was of the correlation type. The statistical population included all the managers and employees of the General Directorate of Natural Resources and Watershed Management of Kerman province and the sub-departments of the cities. The sample consisted of 358 people who were selected based on the available sampling method. A questionnaire was used to collect the required data. Data analysis was done using descriptive statistics and inferential statistics (one-sample t-test and structural equation modeling) using SPSS23 and AMOS23 software.

In the qualitative section, 70 sub-dimensions (indices) related to professional ethics were summarized in 5 factors and 79 sub-dimensions (indices) related to the implementation of the organization's policies were summarized in 4 factors. The analysis of the data in the quantitative part showed that there is a positive and significant relationship between the variable of professional ethics and the level of implementation of the organization's policies. Extra-organizational and individual (extra-personal) on the implementation of the organization's policies is significant at the 5% level, and the positive path coefficients show that these structures have had an increasing (direct) effect on the implementation of the organization's policies.

Based on the present research, it was found that professional ethics has a significant effect on the level of implementation of the organization's policies.

The objective of this research is to design a model for the green human resource management. The components of the green human resource management were identified through exploratory studies and a survey of experts. The statistical population of the study includes: The first group consists of experts, where the comments of 26 people were used to design the model. The second group consists of employees of executive organs in the city of Shiraz, 732 of whom were selected as samples. The current study is descriptive research that is conducted by the survey method. In this research, SPSS and AMOS software were used to analyze the data. The findings of the study, while confirming the proposed model, showed that: The components of the green human resource management include: Green Human Resources Management Perspectives, Green Analysis and Design of Career, Green Planning of Human Resources, Green Recruitment and Employment, Sociability and Green Relationships, Green Education and Capability Development, Green Partnership and Cooperation, Green Maintenance of Human Resources, Green Service Compensation, Green Performance Assessment, Discipline, Empowerment, Green Motivation, Green Power and Discretion, Talent Management, Support and Commitment of Senior Managers, Teamwork, Work Relationships, Green Development, Green Administrative Processes, Green Communication and Employee Collaboration.

Today, organizations are confronted with the issue of what determines the growth and prosperity of their social responsibility. The current study aimed to investigate the relation between organizational entrepreneurship and transformational leadership with social responsibility of the medical society. 

The present study was a descriptive-analytic study with a cross-sectional survey design. The statistical population was the managers and staff of the Universities of Medical Sciences in Kerman province in 2018. 384 samples were selected using convenience sampling. Data was collected through the Persian version of the Allen et al.’s organizational entrepreneurship questionnaire, Mirmohammadi & Rajai's transformational leadership questionnaire, and Taheri’s social responsibility questionnaire. Data was analyzed using structural equations modeling in AMOS ver. 24.0.

The findings of this study showed that organizational entrepreneurship (P=0.002) and its dimensions including business environment (P=0.023), entrepreneurial culture (P=0.001), entrepreneurial orientation (P=0.031) and entrepreneurial action (P=0.001) had a positive and significant association with social responsibility. Also, transformational leadership (P=0.001) and its dimensions including perspective (P=0.004), institutionalization of change (P=0.001) and purposeful activities (P=0.001) had a positive and significant association with social responsibility.

According to the results of the study, it is suggested that using organizational entrepreneurship and transformational leadership strategies, can promote social responsibility in the medical community and provide appropriate services that match the needs of society.

The purpose of this study is to investigate the effect of personality traits of transformational leaders on social responsibility with regard to the interventionist role of organizational entrepreneurship. This research is applied in terms of purpose and in terms of data collection, it is descriptive-correlational. The statistical population of the study is informed experts and managers and experts of public universities of Kerman province. From this statistical population, a sample of 384 was selected as the appropriate category and the data were collected through a questionnaire and analyzed by structural equation modeling in Amos 24 software. The results showed that the model had a good fit. The personality traits of transformational leaders directly predicted the social responsibility of universities, and organizational entrepreneurship played a significant mediating role in this regard. Therefore, it is suggested that in universities and institutes of higher education, organizational entrepreneurship, social responsibility, and personality traits of transformational leaders are more prevalent.

The purpose of this research is to design an integrated model of cultural policymaking indicators of municipalities in the metropolises of the Islamic Republic of Iran. The methodology of the research is combinatory. This research, through Structural Interpretative Analysis (ISM), seeks to design a model based on classification and categorizing variables related to cultural policy in Tehran, Isfahan and Shiraz municipality.Accordingly, the qualitative section is based on the identification of factors related to cultural policy through the examination of theoretical foundations and the analysis of the subject with the participation of 21 expert panel members; And a small part through structuring a structural self-constructed matrix into structural and interpretive modeling. In this section, 15 senior managers of Tehran, Isfahan and Shiraz municipalities participated. According to the results of the research, the most important factors are the explanation of cultural policy, religious identity, revolutionary identity and cultural interactions; These factors are indicators of strengthening the cultural identity of citizens and managing cultural change in the results of the analysis of the subject. Also, the highest level and the least effective factor in explaining cultural policy, urban health factors, ethics and citizenship behavior, quasi-mysticism and constructive laws are indicators of lifestyle improvement and management of cultural change.

Talent management is defined as a system to identify, employ, develop, promote and maintain talented individuals with the aim of improving organizational capacity to meet the business ends. In view of such a definition and considering employees’ career as a model for integrating the most critical processes of human resources development, it is understandable that issues related to talent management could be extendable to the whole processes of the career. Yet, a majority of experts of human resources take weak management as the main cause of job dissatisfaction among the employees. This article tries to study is find out the relationship between talent management and job satisfaction among the employees of the central staff of Social Security Fund. This is a descriptive-correlation research and makes use of the survey method. The statistical population of the research includes 1034 persons from among the employees of the central staff of Social Security Fund. Later, a number of 278 individuals were selected through ordered stratified sampling. Questionnaires of job satisfaction and talent management were employed to collect the related data which were later analyzed by descriptive-inferential data analysis method. The findings of research indicate that there is a significant relationship between talent management (and its sub-variables) and job satisfaction.

Most aspects of development are dependent or guided by visual system. Defect of visual perception can cause secondary mental retardation in cerebral palsy children with normal intelligence. So, identifying the effective factors on visual perceptual skills and early treatment of them in these children can prevent learning disorders, slowing the treatment process and secondary problems. This study was designed to compare the effect of chronological age, strabismus and sex factors on visual perceptual quotient. In this cross-sectional study, 120 spastic cerebral palsy children with equal numbers of strabismal/non-strabismal disorder (age 8-10 years) were randomly selected from exceptional schools of educational departments and rehabilitation clinics of Tehran and were evaluated with the test of visual perceptual skill-revised (TVPS-R). The results showed that the scores of visual perceptual quotient (P<0.0001) and visual perceptual age were significantly different among 8 to 10 years old children (P<0.0001). There was no significant difference in visual perceptual quotient between two sexes (P=0.76) and that non-strabismal children had greater visual perceptual quotient compared to strabismal one (P<0.0001). It can be concluded that age and strabismus have a significant effect on visual perceptual quotient, while this is not the case on sex.