کار و رفاه اجتماعی

Human capital is considered as a valuable and competitive capital of organizations, and managers who are aware of the importance of human resources will be able to create a competitive advantage for the future of the organization and the economic development and growth of the country. The purpose of this research is to provide a model for measuring national human capital. The current research is applied in terms of purpose, descriptive-survey approach, and quantitative in terms of research method. The statistical population of the research is two parts. To collect information, in the qualitative section, after extracting a conceptual model from the research literature, the model was confirmed through a survey of experts and professors of human resource management using the Delphi technique. A small part were managers and human resources experts of government organizations of the Ministry of Cooperation, Labor and Social Welfare, and the statistical sample was determined with the help of Morgan's table. The data was collected with the help of a questionnaire from experts and employees, and the validity of the questionnaire was confirmed with the experts' opinions and its reliability was confirmed with Cronbach's alpha, and the data was analyzed using the structural equation approach. Based on the findings of the research, the dimensions of the national human capital measurement model were personal dimension, occupational dimension, organizational dimension, spiritual capital, intellectual capital. The research results indicate the applicability of the national human capital measurement model in the Ministry of Cooperation, Labor and Social Welfare.

The diversity of the workforce is of great importance in management activities, and managers need training in order to effectively manage diversity and provide effective strategies to manage such differences; Therefore, the current research was conducted with the aim of identifying the effects and consequences of diversity on social capital in the General Department of Cooperation, Labor and Social Welfare of Sistan and Baluchistan province.

The objective of this study was to investigate the mechanisms of developing entrepreneurial behavior in Iran's government organizations, with a focus on the Ministry of Cooperatives, Labor, and Social Welfare.

This study used a mixed method approach, combining qualitative and quantitative data analysis. The qualitative part involved semi-structured interviews with experts and managers of the Ministry of Cooperatives, Labor, and Social Welfare, who were selected using snowball sampling purposively method. The content analysis method was used for qualitative data analysis, which continued until theoretical saturation was reached. The quantitative part involved the use of structural equation modeling method with SPSS and SMART PLS software. For the research validity, the method of "Peers Debriefing and Members Checking" has been used in the qualitative part. To check the reliability of the research in the qualitative aspect, the "Inter-coder Agreement (ICA)" method has been used. Cronbach's alpha was used to check the reliability of each item in the quantitative section, and convergent validity and Discriminant validity were used to confirm the validity of the research in this section.

The study found that institutional and legal mechanisms, organizational mechanisms, environmental mechanisms, group and teamwork mechanisms, individual and personality mechanisms, and cultural and belief mechanisms, all played a role in the development of entrepreneurial behavior in government organizations. The findings suggest that the development of entrepreneurial behavior in government organizations requires a combination of these mechanisms.

The study provides insights into the mechanisms that can be used to develop entrepreneurial behavior in Iran's government organizations, with a focus on the Ministry of Cooperatives, Labor, and Social Welfare. The findings may have important implications for policymakers and organizational leaders who seek to foster entrepreneurship in government organizations. The mixed method approach used in this study provides a comprehensive understanding of the mechanisms that are necessary for developing entrepreneurial behavior in government organizations.

Well-being means developing a person's potentials and capacities, having control over life, having a goal (working for valuable goals) and experiencing positive relationships. This study is a qualitative research in which data were collected through theoretical sampling method and depth structured interviews with 18 managers of the ministry of Cooperative, Labor and Social Welfare and the foundation was analyzed using the data theory approach.The result of these interviews was a set of basic that were collected during the open coding process and categories were extracted from them. Then, in the axial coding stage, the link between these categories was explained under the headings of causal conditions, axial phenomena, strategies, contextual factors, intervening conditions and consequences of organizational well-being in the form of axial coding paradigm. Then, in the selected coding stage, the course of the story was drawn. The results showed that professional virtues, social virtues of work and psychological capital of individuals are the main factors in shaping the organizational well—being of employees. Organizational well -being consists of three professional, relational and reflective pleasures that create transitional, developmental and functional consequences by creating psychological ownership in employees along with intervening and infrastructural factors.

The purpose of the present study is to design a model for the promotion of general welfare based on good governance. The current research is developmental and applied in terms of its purpose. 

In the qualitative stage of the present study, the issue analysis method was used. The descriptive method was used in the validation phase. In the qualitative phase, in order to design the research model, Interviews were conducted with 20 academic and executive experts who were selected by purposive sampling. In the quantitative stage, to validate the research model, the employees of the Iranian Ministry of Cooperatives, Labor, and Social Welfare were asked for their opinions by answering a questionnaire. The gathered data were analyzed by structural equation modeling and Smart PLS software. The sample size included 216 people and was calculated using the Cochran formula. A subset of participants from the population was selected by the simple random method. 

According to the findings, three variable categories of propellants, strategies and consequences were identified for public welfare governance.

The results showed that the use of good governance principles can play a great role in promoting public welfare. Also, the strategies and characteristics of the Iranian Ministry of Cooperation, Labor and Social Welfare play a significant moderating role in improving the conditions of public welfare in society.

Today, due to the declining trend of public welfare in the country, it is important to the government, especially the Ministry of Cooperatives, Labor and Social Welfare, as the responsible body of public welfare, to implement appropriate strategies and programs. Therefore, the aim of this study is to design a public welfare model based on good governance in the Ministry of Cooperatives, Labor and Social Welfare. This study is applied, developmental in terms of purpose and is considered a descriptive-survey in terms of implementation method. In the qualitative stage, the theme analysis methodology was used and in the quantitative stage, the structural equation modeling was employed. In the qualitative stage, in order to design a framework, 20 academic and executive experts were interviewed who were purposefully selected. Based on the findings, 5 dimensions of economic, cultural, health, social, and happiness were identified for public welfare. As well, 9 strategies, based on good governance to promote public welfare, were identified to be implemented by Ministry of Cooperatives, Labor and Social Welfare. In the quantitative stage, to validate the research model, 216 managers and specialists in the Ministry of Cooperatives, Labor and Social Welfare were surveyed with a questionnaire, for which the Cochran's formula was used and the random sampling method was employed. The data were analyzed using structural equation modeling. The findings confirmed the components of the research model. Moreover, the results showed that the Ministry of Cooperatives, Labor and Social Welfare can improve public welfare in various dimensions of the model using strategies based on good governance.

public problems are the inputs of the process of public policy that may have a strong effect on the performance of organizations in some ways, and Implementation is one of the major steps in the process of public policy making.

Investigation of the situation of formal problem finding and the level of public policy performance in the Ministry of Cooperatives, Labour and Social Welfare.

The population of this study is all the employees of this ministry. cluster sampling was first used and then random sampling by using Cochran formula, 510 people were selected. Data collection was done through a questionnaire and the analysis of data was done by means of SPSS and Amos software. Findigs:The findings showed that the situation of these two processes of  official problem finding is higher than the average level and the level of performing public policies is lower and unsatisfactory. Also, in the direct finding problem, finding problem through overtaking other countries and in the indirect finding problem, finding problem through employees had the highest rate.

The results showed the high number of  problems in this field, and most of  public policies of this ministry have been performing incompletely resulted in major problem.

This study was performed with aim of the management competency model with emphasis on postmodern change management (case study: ministry of Cooperative, Labor and Social Welfare).20 managers of the Ministry of Cooperative, Labor and Social Welfare were selected based on the purposeful sampling with maximum difference. Semi-structured interview was done and the questionnaire of postmodern change management was conducted. Articles and books related to the management in postmodern organizations, national websites of the Ministry of Cooperatives, Labor and Social Welfare and job description of managers in the ministry of Cooperative, Labor and Welfare Social were studied. Management-Organizational competencies, Work place Competencies, Social Competencies and Personal Effectiveness Competencies were defined base on content analysis method. Postmodern Managerial competencies were divided to 20 axis competencies and 81 secondary competencies were divided. Validity and reliability of the model was confirmed at the end of research.

present research has been accomplished to present an infra-structural model of human resource management proportional to teleworking in the country's public organizations. It is an applied research in terms of purpose and considering data gathering method, it is a descriptive one and in correlation type and has been done in survey method. Present research is a kind of exploratory mixed research plans. Therefore, the first part of research has been done with no hypothesis. At the first phase, statistical universe of the research contains 20 of expert and elite people in management area including experienced managers of administrative system and management professors familiar to teleworking subject that were selected through snowball sampling method. Thematic analysis was used to analyze and coding interviews by MAXQDA2 software. After achieving the model, in quantitative part, five hypotheses were defined and to test them, a questionnaire was designed and distributed among responsible experts, line managers of ministry of cooperatives, labor and social welfare and also presidency human capital and management development department. Using structural equations modeling, the relationship between elements was studied. The results show that all hypotheses were confirmed and there is a significant and positive relationship between culture, technology and strategy. Thus, it is suggested to managers and in-charge people to take an action for strengthening necessary infrastructures for each elements regarding basic content and extracted codes of present study and in addition, future researchers can extend the test domain of teleworking human resource management infrastructural model in terms of subject and position in other organizations choosing strategic approach

Current advancements in the field of communication and information technologies have resulted in more robust utilization of such technologies for various purposes، including teleworking. For a more effective utilization of teleworking، development and conceptualization of it structural framework is considered to be of utmost importance. For that very reason، this article has been written with the intention of codifying the structural framework of the teleworking at the Ministry of Cooperatives، Labor، and Social Welfare. The research adopts a qualitative approach and is both fundamental and applied in nature. The statistical population if this research is the civil servants working at the Social Affairs segment of the Ministry، the interviews were conducted until they reached the saturation stage، and for augmenting the validity and the reliability of the research، a variety of methods including triangulation، group membership assessment، paired assessments، and assessment of inter-coder reliability were used. Based on the data analysis conducted، which was done through coding، it became clear that the structural framework is composed of 6 pillars and 3 levels. The study showed that teleworking could be examined at three different levels. The highest level at which teleworking could be examined is the strategy of the organization، followed by the intermediary level، and then by the operational level. The pillars are composed of the incentives، legal documents، the processes، information technology، information security، and the organizational structures.