human relations

Identifying factors affecting organizational efficiency and effectiveness can be a drastic step to improve time management in organizations. Taking this into account, the present research aims to investigate the effects of web-based management on organizational time management with the mediating role of human relations.

The research method was descriptive of correlational. The statistical population consisted of all top, middle and operational managers of Hormozgan Province Islamic Azad University. Using stratified random sampling method, 201 managers were selected as the statistical sample. To collect research data, three questionnaires were used: web-based management, human relations, and organizational time management. Data were analyzed using structural equation modeling.

Results show that on one hand, web-based management has a positive and significant relationship with organizational time management and human relations and on the other hand, human relations have the same relationship with organizational time management. Moreover, there is a positive and significant relationship between web-based management and organizational time management through the mediating role of human relations.

Originality: 

Studying the effects of web-based management on organizational time management, this research has developed the existing literature in this field. It has also emphasized that based on the relationship between web-based management and human relations development, we can expect the realization of development in organizational time management.

the present study aims to identify problems in establishing human communication as one of the most important and most effective components in the field of organizational behavior and identify ways to improve these relationships among middle managers, vice-presidents, employees of the corps of organization in 96 years. Has been. This qualitative research is a survey-oriented and applied-type strategy, and the tool used in this semi-structured interview is. The population under study in this study is all employees, middle managers and vice-presidents of one of the poorly resourced Basij organizations. For this purpose, a qualitative research method was used and a complete sampling was conducted with 30 managers and staff of the organization. Then, using the theme analysis method, they were analyzed. The results of this study indicate that the way human relations are conducted between employees, managers and vice-presidents of this organization plays an important role in managing it. middle managers and vice-presidents should have the expertise and experience of working in the organization and familiarity with the principles of human relations and communication skills, as well as being aware of the limits of their authority and responsibilities in the structure of the organization.

One of the features of the institutions of the Islamic Revolution is anthropocentric culture of its and identification of human-centered fundamental is a basic problem for the managers. The main objective of this study is to design human-centered culture is one of the institutions of the Islamic Revolution.
The method of investigation is qualitative of descriptive study. The population, experts & culture of inside and outside of the organization, , and samples of 14 patients were selected using purposive sampling. A questionnaire survey instrument (self-made) in four phases using the Delphi technique was observed. then The validity of the model was confirmed by the experts and its reliability was achieved using a standard deviation of 0.392.
Human-centered culture behavioral pattern corresponding to the following four components: (a) existing configuration (4:50), (b) Education and Empowerment (4.58), (c) human relations (4.64) (d) leading and guiding (4.49), was identified.
The findings of humanistic culture with an average ratio of 5 obtained 4/53 and human relationships with importance coefficient of 4/64 between the components by a factor of humanistic culture, is ranked first. Organizational behavior processes issue of how of act of people at the moment of work. this finding suggests that the human-centered culture is one of its strengths. This feature is disabled by sovereignty of intimate relationship.