نشریه پژوهش های مدیریت منابع انسانی
سال هفتم شماره 3 (پیاپی 21، پاییز 1394)

Adoption of information technology has now become a basic challenge in public organizations in Iran which has not been considered properly. This research is intended to explore the effects of individual, organizational, and managerial factors influencing the adoption of information technology in Iranian organizations. Having considered the characteristics of Iranian state organization, the researchers presented a model for effective factors. Factors and indicators of the model were confirmed through factor analysis based on structural equation modelling. The results included the assessment of factors such as normative components, mental image (individual factors), support by higher managers, information technology expertise, formality, concentration, size, depth of change and preparedness of the organization (organizational factors), attitude, entrepreneurship, information technology knowledge, and managerial tenure of the directors (managerial factors). The researchers found out that mental norms, organizational preparedness and innovations by the directors are more effective in the adoption of information technology by Iranian organizations

Up to now, performance management researches have mostly dealt with the influence of system factors on the effectiveness of such systems, and the effects of human interactions have not been considered properly. In the organizations, too, system factors have been applied to designing evaluation systems and performance management, and human factors have been neglected. This research is intended to explore the relationship between employees’ trust on managers as an interactive event with the effectiveness of performance evaluation system, and to compare it with the easiness of applying the system as a systematic event having effectiveness. The research was conducted in two Iranian available organizations which use performance evaluation system. The research population, including specialists and middle managers were subjected to 170 questionnaires from which 146 ones were collected. The researchers performed factor analysis to find out the main factors, variance analysis to discover group agreement, and multivariate regression to identify the relationship between variables. The results did not show significant correlation of the effectiveness from the views of the subjects. These two groups did not agree on the issue. Employees’ trust on their managers, opposite to that of the easiness of using the system, turned out to have a significant positive correlation with the effectiveness of the system. Conversely, easiness of the use of the system showed a positive relationship with the effectiveness of the system from the view of mangers. Employees’ intention towards trust is the only variable which indicate positive relationship which correlates with both investigated views in his research.

Having committed and devoted human resources is a prevailing characteristic of the Islamic revolutionary guard Corps (IRGC). By this, the IRGC has been able to protect the Islamic revolution and its values splendidly. This research is intended to investigate factors affecting human resource development in Khatamolanbia headquarters. This applied research follows a descriptive-survey method. The population includes all top managers and experts in the headquarters from whom 30 managers and 30 experts were selected through purposive sampling method as the sample group. The results indicated that increase of vision, future oriented curriculum, and multi-purpose educational system are effective factors in structural aspect. Behavioral factors included being ready-for-action, having revolutionary and faithful instructors as well as efficient employees. Legal support of the educational system, supporting creativity culture and protecting creative ideas gained the highest scores in contextual aspect.

Even if organizations contain efficient human resources, they still need to have the ability to make use of them properly. An efficient performance system, as an integrative entity composed of related practices in human resource management, is able to sustain human resources and motivate them after employment. The results of preceding researches have illustrated that these practices can be classified into through categories including enabling, motivating and paving the way for participation. In this research 278 employees of Mellat Bank were selected to study the effectiveness of motivational practices of the efficient work system with job satisfaction as an intermittent variable. The results indicated that there is a positive relationship between motivating aspects and highly efficient systems, performance based payments, performance evaluation, information sharing, instruction and development.

Employees comprise the most important assets of organizations. Scholars believe that managing human resources are now more difficult than managing technology or capital. Organizations can improve their competitive practices by utilizing their human resources. This research is intended to asset the effects of human resource management policies on organizational performance. The population included 550 employees at the University of Police from whom 226 employees were selected as the sample group according to Morgan table. Two questionnaires (human resource management policies and organizational performance questionnaires) were used for data collection. The face validity and content validity of organizational performance and organizational performance questionnaires were confirmed by Cronbach’s alpha (0.916 and 0.910 respectively). The results indicated that recruitment, instruction, performance evaluation with compensation of employees are significantly and positively related to organizational performance. If the university is to promote its performance, it should pay more attention to recruitment and instruction. Other factors including performance evaluation, employees’ participation, and compensation of employees are also effective in the university’s promotion.

Trying to identify, attract, motivate, develop and retain talent, human resource managers play a key role in business performance. Theirspecial and technical capabilities help them learn the skills and capabilities of human resource managers. This skill is the cornerstone of the capabilities of human resource managers. According to research findings, managers develop their competencies more from informal learning methods. This research is intended to design a model for informal learning for promoting human resource managers. Using narrative approach and in-depth purposive interviews,the researchers collected the experiences of 10 top human resource managers which were related tothe design and implementation of human resource systems and documentedand coded them for narrative analysis. The results indicated that they used 21 methods for improving their competencies. Personal-behavioral and organizational-managerial characteristics also played effective roles in informal learning. The human resource managers involved in this research stated that their informal learning has had positive individual and organizationalimplications for the human resource compartments.

The need to answer why activities must be in accordance with talent can be a good reason for investing on the discovery of innate, exceptional, and superior capacity. This research is intended to find out the answer in a qualitative-explorative method through valid scientific bases. The results show that the need to have activities in accordance with talent depend on five variables including practicing knowledge, creativity, avoiding profusion, freedom and self-reliance. If man’s activities are directed towards his talent, he can absorb, process and utilize the related dada because the structure of the brain and mental contents are correlated and complement each other relating one to its eternal capacity. This results in coincidence between him and the orderly system of the whole universe leading to successful activities. In this way, the individual becomes intermingled, like keys and locks, and experiences more practical knowledge, creativity, avoidance of profusion, freedom, and self-reliance.

Rapid progress in the intention towards spirituality has resulted in presenting a new paradigm in organizational science. Its advantages relate to establishing a new spiritual working atmosphere which has drawn the attention of many researchers. Due to the importance of spirituality in working environment, this research is intended to design a model for predicting spirituality through artificial neural network. This is a descriptive-exploratory research whose population contained all the employees of Yazd Gas Company (585 employees). The sample group included 140 subjects (26 women, 114 men), being exposed to a researcher-made questionnaire of 46 questions at individual, organizational, spiritual and group levels. The reliability and validity of the questionnaire had already been confirmed. The results indicated that factors relating to organizational processes including employees’ perception of the company’s sympathy with people, considering the spiritual needs of the employees, holding spiritual instructive classes, and selecting the employees on the basis of spiritual oriented philosophy turned out to be the most effective ones.

Higher education plays an important role in the reformation and constant change in societies. This process includes factors such as social capital, institutional partnership and human capital. This research is intended to investigate the effects of social capitals on institutional partnership along with human capital in Noushirvani University at Babul. Research population included all employees at this university (180 emloyees) from whom 110 were selected as the sample group by Morgan table. Two social capital questionnaires along with a single institutional partnership questionnaire were applied as research instruments. LISREL and structural equation modeling were used for data analysis. The results indicated that social capital were effective on institutional partnership and human capital. Human capital turned out to be effective on institutional partnership.

This research is intended to explore appropriate solutions for documentation and transference of experience at Esfahan University for decision-making by the official change committee. Documentation of the experience seem to be a vital step in knowledge management. This is a qualitative research whose population includes all faculty members at all faculties in Esfahan University. Data is collected by interviews. The results indicated that assistance as well as instructive workshops are the most important instruments in transferring experience. Moreover, the effects of research processes and writing down the experience are most import factors of documentation respectively. Choosing one of the departments of the organization as a sample unit can lead us to correct the problems after documentation in order to generalize it.