عملکرد کارکنان

Human capital excellence is a comprehensive framework of core values, criteria, and indicators for human resource management. This framework helps human resource managers within organizations to continuously evaluate activities, procedures, processes, and outcomes of their human resources, identifying strengths and areas for improvement (issues and problems), and planning for their enhancement. Therefore, the present study aims to determine the role of human capital excellence in improving employee performance in the Judiciary. The research method is descriptive-correlational. Cochran’s formula was used for sampling, and based on this, the sample size consisted of 175 individuals. Data were collected using the Human Capital Excellence Strategies questionnaire from the Iranian Human Resource Management Association (with a reliability of 0.869) and the Employee Performance questionnaire by Stephen Kendrey (with a reliability of 0.901). The data were analyzed using the Kolmogorov-Smirnov test and linear regression analysis. The results showed that human capital excellence has an impact on improving employee performance, and that human capital leadership and human capital strategies contribute to enhancing employee performance in the Judiciary.

The general aim of the current research was to investigate the effect of human resources competence dimensions on the performance of North Khorasan gas company employees, which was carried out using a correlational descriptive-survey method. The statistical population included all employees of North Khorasan gas company in 1402. 170 people were selected by a simple random method and according to Morgan. The data of this research was used to measure employee performance from the standard questionnaire of Hersey and Goldsmith (2008) and to measure the variable of competence dimensions from the questionnaire of employee competence dimensions: the standard questionnaire of employee competence dimensions. Afsharfar et al.(2016) have been collected that their validity was of form and content type and was approved by the professors and their reliability was estimated through Cronbach's alpha. , mean, standard deviation and calculation of central and dispersion indices) and in the inferential statistics section, SmartPLS version 3 was used to compile the structural equation model and SPSS version 22 was used for descriptive statistics. The results showed that between the dimensions of resource competence Humanity has a relationship with North Khorasan Gas Company employees' performance, including goodwill and reliability, customer-oriented service, motivation to progress, and organizational performance of North Khorasan Gas Company employees. There is no relationship between innovation and organizational performance of North Khorasan Gas Company employees.

The current research is applied in terms of purpose and descriptive in terms of correlational data collection. The statistical population of the present study was made up of all the employees working in Islamic Azad University of Isfahan branch (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. The research tool of the standard questionnaire of deviant behaviors in the workplace by Robinson and Bennett(2000), Koopmans et al.'s standard employee performance questionnaire (2014), Weiss et al.'s (1967) standard job satisfaction questionnaire, and Ashmos and Duchon's (2000) standard workplace spirituality questionnaire, the validity of the questionnaires was based on content, form and construct validity. were checked and after the necessary terms, validity was confirmed and on the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.88, 0.90, 0.88 and 0.90 respectively, and the data analysis was at the inferential level. including structural equation modeling. The results of the research showed that spirituality in the work environment through job satisfaction has a positive and significant effect on the performance of employees that the coefficient This effect is 0.65 and spirituality in the workplace through deviant behaviors has a negative and significant effect on the performance of employees, the coefficient of this effect is -0.25, and spirituality in the workplace through job satisfaction has a negative and significant effect on deviant behaviors The coefficient of this effect is -0.85.

The present study aims to identify the effective strategic factors of organizational intelligence relation with employee’s performance in Alburz Insurance Company. The research is mixed (qualitative- quantitative). In qualitative phase, the grounded theory approach was applied. The participants were selected by purposive sampling in this phase. The research tool was semi-structured interviews. In the quantitative phase, in order to fit the obtained model from qualitative phase, a researcher- made questionnaire was prepared and random-sampling from Alburz Insurance experts was performed. The statistics population includes 670 experts in central offices and 53 branches all through the country.For explaining the relations between the variants, structural equation techniques with partial least squares approach (pls), and smart pls software was used. The qualitative phase showed that the categories of process and the organization strategy, extra-organizational relationships, and organization knowledge are considered as effective strategies on organizational intelligence relation with employees’ performance in Alburz Insurance Company. The relation between the dimensions and categories was significant and the achieved model in the qualitative phase was confirmed. According to the proposed model in this study, the results show that the organizational intelligence with the impact of strategic categories (organizational knowledge, the process and strategy of the organization, and extra- organizational relationships) has positive and significant effect (with 0.184 path coefficient) on organizational performance.

Searching for ways to improve performance and use the maximum capabilities and ultimately increase the efficiency of employees to achieve organizational goals has been one of the constant concerns of the managers of Bushehr Ports and Maritime Authoriy; therefore, the purpose of this study is to prioritize factors affecting the performance of employees of Bushehr Ports and Maritime Authoriy. The present research is applied, based on its purpose, and its implementation method is descriptive-survey. In this study, using the conceptual model presented by Diamantidis and Chatzoglu (2019) and the opinions of the focus group, 16 factors were identified. These factors were designed in the form of a hierarchical questionnaire and were answered by 15 experts of Bushehr Ports and Maritime Authoriy and university professors. The validity of the questionnaire has been confirmed through face and content methods and its reliability due to the incompatibility rate of less than 0.1. The results showed that management support with a weight score of 0.288 is the most important organizational factor, job autonomy with a weight score of 0.319 is the most important occupational factor and motivation with a weight score of 0.254 is the most important individual factor affecting the performance of employees of Bushehr Ports and Maritime Authoriy.

The main purpose of the current research is to investigate the relationship between organizational intelligence and the performance of Melli Bank of Iran / South Tehran Branch Affairs Department employees.

The research method in this research is based on the objective of the applied type, based on the collection of information and analysis of the descriptive and non-experimental type, and in terms of the type of implementation of the survey. The statistical population of this research includes the employees of the South Tehran branch affairs department of the Melli Bank of Iran (about 110 branches) with 1128 employees, and 286 people were selected as a statistical sample using Cochran's formula. Two standard questionnaires of Albrecht's organizational intelligence and Robbins' organizational performance questionnaire were used to collect data. 18spss software was used to analyze the data, and the data were analyzed in two parts: descriptive and inferential statistics.

Kolmogorov-Smirnov test was used to check the distribution of data, and the results of this test with a significance level of less than 0.05 indicate the absence of normal distribution between the data. Also, using Spearman's correlation coefficient test, the relationship between organizational intelligence and employee performance was investigated.

The research results showed that organizational intelligence directly affects employee performance.

The aim of this study was to determine the relationship between the characteristics of successful change management needed by managers in the performance of the staff. This study, in terms of the purpose of research, descriptive - survey. The population of all the managers and employees of the education department of the city of Kashan. The sample using Morgan table and cluster random sampling, 198 subjects were selected. The measuring instrument in this study was questionnaire. Stephen Conder questionnaire and a questionnaire about the relationship between the characteristics of successful change management require managers with employee performance based on the Gato. Cronbach's Alpha coefficients for the variables of the features expected of managers in successful change management and employee performance 0/713 and 820/0 respectively was. The results of the study showed that, among the necessary functionality and performance of managers in managing successful change there is a significant relationship. Also the views of managers and employees, between risk managers, the determination results are expected by the management, the managers have a good understanding between general knowledge and expert analysis by managers, the need to know, before the change of the research and development the managers of motion with emphasis on the strengths of the features needed by managers and managers in successful change management and employee performance there is a significant relationship.

The aim of this research was to compare dimensions of employees’ performance in Physical Education departments with management stability and instability in Iran. The group of managers consisted of 90 people. To sample from the employees in the Departments of Physical Education, out of 2779 people in departments having management stability, (Relating to 16 provinces) 338, and out of 2475 employees in departments having management instability, (Relating to 14 provinces), 331were randomly selected. The research instrument was standard questionnaire of performance. To analyze the gathered data, inferential statistics such as Kolmogorov Smirnov test, Leuven test, independent t test (t) and Friedman were used. The results of the research showed that there is a meaningful difference between the mean scores of the dimensions and subscales of the employees performance (staff abilities, clarity of roles, organizational support, employee motivation, evaluation, validation and environment staff abilities, clarity of roles, organizational support, employee motivation, evaluation, validation and environment) at Physical Education Departments of offices with management stability and those with management instability

Spiritual intelligence has been emphasized implicitly in Islam. Recognizing the Spiritual models and setting the employee behavior based on them is the main point of Spiritual Intelligence. In work environment of public organizations, a new paradigm of spirituality and spiritual growth and maturity has emerged out. When the ethical issues are unresolved, their Spiritual growth is prevented. Spirituality can be reflected as a form of Intelligence. The Spiritual Intelligence combines the outer aspects of Intelligence with the inner aspects of Spirituality. The Spiritual Intelligence is a new issue which there are little theoretical materials and research and empirical finding about. This article is involved with measuring the Spiritual Intelligence of managers on which the ability of human to answer the serious question about the meaningfulness of life and the relationship of inner mind life with outer life is based and it reveals new aspect of organization activity which never consider people as tools but respects them and treat them kindly and respectfully and through that, the moral, scientific and social abilities of the employees are directed to were success and prosperity. The data in this research were gathered through questionnaire and were analyzed by using the social science analysis software. The results showed that the Spiritual Intelligence of managers has a remarkable effect on the employee performance and the meaning component have the greatest effect and the components of consciousness, grace and transcendence are in the later ranks, and at last the truth of the managers action has the least effect on the employee performance and also a new result was obtained about the new concept of Spiritual Intelligence as a solution to strengthen the employee performance in the public organizations in country. The Spiritual Intelligence has entered the other fields of humanities including management, not only in the individual fields but also in the psychological ones. The increasing researches in Spirituality have indicated the remarkable effect of it in the individual and organization performance. Also, the evidence indicate that the spiritual exercises, increase the awareness and knowledge to new multiple level of Intelligence and have a positive effect on the performance of people to look at it as directing light to achieve the job and life goals.

The aim of this study is to compare male and female students’ satisfaction of curriculum quality، and faculty and staff performance in the college of Education and Psychology، Shiraz University. A sample of 181 undergraduate students was selected from six different programs offered in the School of Education and Psychology، Shiraz University. Survey method was applied for this study and stratified random sampling approach was administered to select the sample. The outcome data was analyzed by SPSS and LISREL programs. The results convey that: 1. Female students have a more positive assessment of faculty performance quality than male students. 2. There is no significant difference between male and female students’ assessments of curriculum quality. 3. There is no significant difference between male and female students’ assessments of staff performance quality. 4. There is no significant difference between curricula assessments by different majors. 5. There is no significant difference between staff performance quality assessments by different majors. 6. Students of Pre-School Education have a more positive assessment of faculty performance quality. 7. Special courses rank top while internship courses are at the bottom of quality scale.

In this study, the effect of ICDL training courses on improving performance of the staffs of technical facultie's campus in the University of Tehran. Data collected through a five-option questionnaire whose validity was reviewed by a number of university professors and whose reliability was calculated using Cronbach's Alpha as 0.85. The population of the study was comprised of 120 staffs and technical experts employed in the campus of Tehran University. The research sample, totally 92, was determined using Morgan's sample size tables. The results of inferential statistics showed that there is a relationship between ICDL training courses and skills of new employees, their accuracy and effectiveness, speed and amount of staff work, job success, and their interest to work.