مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 52 (تابستان 1398)

The main purpose of the present study is to investigate the effect of work ethic atmosphere on proactive customer performance and employees' emotional commitment with regard to the mediating role of incentive system policies in the Hoopad Darya Shipping Company. This study is applied and the data collection was done through a questionnaire and its validity and reliability were confirmed. The statistical population of this study includes all employees of Maritime Hoopad Shipping Company. Accordingly, a sample of 280 individuals was studied. Correlation tests and structural equation modeling were also used to analyze the research data. The results of the research showed that the atmosphere of work ethics had a significant relationship with the employees' emotional commitment, the active performance of the customer service, and the incentives policies. On the other hand, incentive policies affect employees' emotional commitment, but incentive policies do not affect the proactive performance of customer service.

In today's changing world, the existence of groups is an inevitable aspect of today's life, and productive organizations can continue their lives with effective working groups. The purpose of this study was to investigate the personality dimensions of social avoidance. The importance of these issues in areas such as security and the military is doubly and to such an extent recognized as a fundamental strategy for the continuity of the systems. This study is an applied and descriptive one. Data were analyzed using Spearman's correlation coefficient. A researcher-made questionnaire was used and the five-point Likert scale was used. The statistical population was the Police Emergency Operations Units, from whom 60 heads of departments and 211 personnel were selected to fill out the questionnaire. Also, the partial least squares method was used to evaluate the effect of structures using SMART-PLS software. According to the results, there was a significant relationship between all personality traits and avoidance, and only personality openness had no effect on social avoidance, whereas the correlation test confirmed the existence of a relationship between them. The results also show that personality awareness can help managers to put the right people in the right positions to improve overall job satisfaction and organizational performance.

Nowadays, one of the most important and serious issues in the life of organizations is the issue of managers' strategic ability. Given the need to respond quickly to turbulent environments, job recognition, job diversity, and organizational support, and subsequently improving job adaptation, mean encouraging managers' strategic ability. As the strategic ability of managers is diminished, the ability of the organization to operate effectively is also diminished. Therefore, the purpose of this study was to determine the effect of job recognition, job diversity, organizational support and job adaptation on the strategic ability of Imam Khomeini Relief Committee managers in Fars province. The research is descriptive and is of survey type. The statistical population includes all the staff of the Imam Khomeini Relief Committee in Fars province. The sample estimated using the Morgan table was 140 people. Stratified sampling method was used to select the number of statistical samples. Descriptive statistics (mean and standard deviation) and inferential statistics (Pearson correlation coefficient, path analysis) were used for data analysis. Statistical analysis was performed using SPSS software. The results show that direct and positive effect of job diversity, job support, professional recognition and job adaptation on managers' strategic ability are 0.75, 0.63, 0.79 and 0.61, respectively. The indirect and positive effects of professional recognition, job diversity and job support on managers' ability to adapt to job strategies were 0.38, 0.317, and 0.311, respectively. Job recognition, job diversity, organizational support and job adaptation were effective on the strategic ability of Imam Khomeini Relief Committee managers in Fars province.

The purpose of this study was to investigate the role of human capital in organizational knowledge-orientation at Tehran University campus of social and behavioral sciences. The research method is applied in terms of purpose, and in terms of data collection, it is descriptive-correlational. The statistical population includes all faculty members of the University of Tehran Social and Behavioral Sciences Campus with 349 individuals. Using Cochran sampling formula, 183 students were selected by stratified random sampling. To collect data, Naderi standard human capital questionnaire (2011) and knowledge-based researcher-made questionnaire were used. Content and construct validity were used to determine the validity of the questionnaires. The reliability of the questionnaires was calculated using Cronbach's alpha coefficient to be 0.931 for human capital and 0.957 for knowledge-based organization. Correlation matrix tests, multivariate regression tests were used to test the research hypotheses. The results showed that the correlation between human capital and knowledge-based organization was 0.33. Also, the component of cognitive abilities (information, knowledge, skills and expertise) of human capital has the power of 0.258 to predict the knowledge-based organization.

The purpose of this study was to evaluate the effectiveness of emotion regulation skills training on emotional monitoring of police cadets in Amin Police University. This research is a quasi-experimental study with a post-test design with the statistical population covering police cadets in the academic year 2016-2017. The sample size in this study included 19 people. All subjects were trained in emotion regulation group in 8 sessions and then emotional monitoring questionnaire was given to all of them. Data were analyzed using the one-sample T-test and ratio test. Data analysis showed that T-values and mean changes in the components of mental review, emotional inhibition, anger monitoring after emotion regulation training were 95% reliable. Also, the ratio test and the mean change in benign monitoring were significant with 95% confidence. Emotional adjustment skills training was shown to affect the variables of emotional restraint, anger monitoring and benign monitoring.

The purpose of this study was to identify the effect of organizational support on innovative performance with the mediating role of social capital of the staff of Deputy of Logistics and Support of Police Command of Mazandaran Province. The research method is descriptive-correlational and is applied in terms of purpose. The statistical population consisted of the Mazandaran Police Deputy of Logistics and Support Staff. 90 individuals were selected as sample based on Morgan's standard sampling table (1970). In this study, simple random sampling method was used. Documentation and field methods were used to collect the data. The tools of the present study were the Alpken et al. (2010) standard questionnaire of organizational support, the Alpken et al. (2010) innovative performance standard questionnaire and Sabramaniam & Yandett (2005). Cronbach's alpha was 0.82 for organizational support questionnaire, 0.79 for innovative performance and 0.81 for the social capital questionnaire. Regression test was used to test the research hypotheses. Finally, the results showed that organizational support will have a positive and significant effect on the innovative performance of the Mazandaran Police Deputy of Logistics and Support Staff. Also, multiple regression analysis showed that among the components of organizational support, dimensions of manager support, performance-based reward system and balanced risk-taking, have a positive and significant effect on the innovative performance of the Mazandaran Police Deputy of Logistics and Support Staff. Finally, the result of adjusted regression test showed that organizational support in the presence of social capital variable will not have a significant effect on the innovative performance of the Mazandaran Police Deputy of Logistics and Support Staff.

Organizational commitment as a management concept is important because it can lead to competitive advantage and financial success. Therefore, organizations that want to operate and survive in today's complex and dynamic world must seek to reduce productivity and intend to quit, in order to gain more productivity and to empower employees and increase their organizational commitment. The main purpose of this study was to investigate the relationship between organizational commitment and intention to leave of the staff of Kermanshah University of Medical Sciences. This study is applied and the method is descriptive-correlational. The statistical population includes all staff of Kermanshah University of Medical Sciences in 1396. The sample size was determined based on Krejcie and Morgan table of 172 people using stratified random sampling method and was evaluated using Balfour & Wechsler Organizational Commitment Questionnaire and Hosseini Barzani Job Intention Questionnaire (2013). Data were also analyzed using Pearson correlation, multiple regression. The results using multiple regression analysis showed that there is no relationship between organizational commitment and intention to quit.