فصلنامه مشاوره شغلی و سازمانی
پیاپی 41 (زمستان 1398)

The application of the concept of competence is one of the latest methods in human resource management. Competency models are comprised of many skills that lead organizations to cope with problems in operation. The purpose of this study was to design a simple and practical competency model for general managers. The present study was carried out by using a crosssectional method and utilizing the results of 50 evaluation centers in an Iranian organization. For this purpose, 531 of the organization’s managers participated in a two-day assessment center and were evaluated by a comprehensive competency model with 24 dimensions. Of the scores of 531 people, 521 were used for modeling and the remaining 10 were used as the test set and proposed a method of validation. In order to simplify the initial model, the regression method was used to select the best subsets. The findings showed that the constraint on the determination coefficient is met when modeling is based on five independent variables. The findings of the validation also indicate that the values predicted are close to the actual values. The mean square error is 11. 97 and the mean absolute error is 2. 99. Therefore, based on the results, a simpler competency model that includes 5 accountability competency, effective communication, macroeconomics, negotiation and persuasion, and leadership effectiveness was introduced to the organization to use in their various Human Resources Management processes.

The present study investigated the proposed model in which the effect of job embeddedness on turnover intention and job performance has been mediated by job stress and psychological empowerment.

This descriptive correlational study was conducted in 2015. The proposed model was tested in a sample of 256 of 788 nurses in Ahvaz hospitals that were selected by stratified random sampling. Research tools included Job Stress Scale (Parker and Decotiis 1983), Michigan Organizational Assessment Questionnaire (Cammann, Fichman, Jenkins & Klesh, 1979) Job Intention Questionnaire (1979), Psychological Empowerment Questionnaire (PEQ; Spreitzer 1995), Occupational Embeddedness Scale (Adams, Webster & Buyarski, 2010) and Job Performance Scale(Peterson, 1922). Structural equation analysis and Bootstrap method were used to evaluate the proposed model and mediate effects test.

Based on the result, the final model has good fitness. In the approved model, job stress and psychological empowerment are suitable mediators to explain the impact of occupational embeddedness on job performance and turnover intention.

Based on the findings, it is suggested that, to improve the level of job performance and stay employees in the organization, organizations should provide conditions for improving the level of job stress and occupational embeddedness or increasing psychological empowerment.

One of the most important missions of university and higher education can be preparation of people to enter the world of market economy, and the humanities in general and in general are not particularly positive in this regard. This is despite the fact that there are challenges facing graduate students in the field of employment. In this regard, the present study was aimed at designing a model for the reconstruction of the university system in the field of economics, with an emphasis on the job creation approach, Also, a qualitative research that was carried out using a strategy based on the data theory of the foundation, In addition, due to the use of purposeful approach and application of theoretical saturation standard, semi-structured interviews were conducted with 28 faculty members and graduates of this field. The data collected in the ATLAS.tiTM software were analyzed and finally 269 identifiers, 39 sub categories and 6 main categories were identified, The results of data in three stages, open coding, axial and selective coding indicate the effect of several factors on the pivotal phenomenon of the research. Also, the findings of the study are analyzed in the framework of a pattern including the pivotal phenomenon, causative conditions, strategies, background, intervening conditions and outcomes.

The purpose of this study was to determine and design a structural model of the relationship between organizational virtue and organizational justice with the mediating role of professional ethics among faculty members and staffs of Payam-e-Noor universities in Khuzestan province.

The research method was descriptive-correlational which was performed in 2017-2018 academic years. The study population consisted of all faculty members and staffs of Payam-eNoor Universities in Khuzestan province (720 persons) that sample size (295) was estimated by stratified random sampling based on sample size using Krejcie and Morgan table. Organizational Justice Scale(Niehoff and Moorman,1993), Organizational Virtue Scale(Cameron et al. , 2004) and Professional Ethics Questionnaire (Cadozier, 2002) have been used that the coefficient of reliability of Cronbach's alpha was 0. 94, 0. 93 and 0. 83, respectively. Descriptive statistics and structural equation modeling were used for data analysis using SPSS24 and AMOSE statistical software.

The results showed that (a); the direct effect of organizational virtue on organizational justice was statistically significant (R=0. 74), (B); the direct effect of organizational virtue and professional ethics was statistically significant (R= 0. 31). (C); The direct effect of professional ethics on organizational justice was statistically significant (R = 0. 16). Finally, the indirect effect of the organizational virtue of organizational justice was not statistically significant.

professional ethics do not mediate the relationship between organizational virtue and organizational justice. Also, in an atmosphere of trust, honesty, and optimism, employees avoid engaging in unproductive and unethical behaviors caused by immorality and they are turning to produce work that provides them with the opportunity to learn and grow to promote organizational justice.

The physical and mental health of employees is an important issue and, at the same time, somewhat was neglected in organizations of the present age that it seems that organizations' managers can influence the shift and turnover of staff by guiding their leadership style towards this. The new problem discussed in discussions on management is the concept of healthpromoting leadership. This research was aimed at investigating the relationship between health-promoting leadership and employee intent to stay. This research is applied and in terms of data collection is descriptive and correlation type and is specifically based on path analysis. The statistical population of this research includes all staffs of the provincial headquarters of South Khorasan Electric Power Distribution Company which was ranked 90 personnel according to the company's internal statistics. Sampling was done by simple random method. Healthpromoting leadership(Jimenez et al. 2016) and Turnover Intention Scale(Hunt, Osborn, and Martin (1981) questionnaires were used to measure variables in this research. The results of the research hypothesis test indicated that the main hypothesis of the research about the impact of health-promoting leadership on employees’ intention to stay was confirmed. Among the seven components of healthpromoting leadership, only the control of employees had an effect on their intention to stay, and the effect of other components of health-promoting leadership on the employees’ intention to stay was not significant

The purpose of this study was to investigate the relationship between attachment styles, job satisfaction and organizational commitment among the staffs of the State Welfare Organization of Shahriar.

The research method was a correlational study. The statistical population consisted of all staffs of the State Welfare Organization of Shahriar (N= 148). According to Morgan table, the sample size was 118 staffs by using simple random sampling. The tools included The Adult Attachment Scale (AAS) (Collins & Read, 1990), Job Satisfaction Scale(Hackman & Oldham, 1975), and Organizational Commitment Questionnaire (Allen & Meyer, 1996). Pearson correlation coefficient, regression analyses, and path analysis were used to analyze the data by using SPSS and Lisrel software.

The findings showed that the relationship between secure attachment style with job satisfaction and organizational commitment was significant, while avoidant attachment style with job satisfaction and organizational commitment was negative. However, relationship between anxiety attachment style and job satisfaction was not significant but its relationship with organizational commitment was significant. Enter regression method showed that a secure attachment style with value (ß1=0. 540 and ß2=0. 324) and avoidant attachment style with value (ß1=0. 267 and ß2=-0. 217) were significant predictors of job satisfaction and organizational commitment. Thus, the secure attachment style had a significant effect on an organizational commitment not only directly but also indirectly through variable mediation of job satisfaction.

Based on these findings, it can be concluded that attachment styles, especially secure attachment, play an important role in job satisfaction and organizational commitment of staffs of the State Welfare Organization.

"Human Resource Branding" is today a comparatively new strategy derived from "Marketing" and is the spirit of the marketing of human resources. This emerging arena provides an excellent chance to create staffs’ value and strengthen governmental agencies' status as a brand. The aim of this study was to develop by the Meta-Synthesis Method a model of human resource branding in Iran's governmental organizations. This study was conducted in mixed research (qualitativequantitative). In the first phase of the study, therefore, the qualitative research methodology of the Sandelowski and Barroso's Meta-Synthesis (2007) was used to introduce a detailed human resources model. The initial conceptual research model was formed after identifying the categories, concepts, and codes of the human resource model and evaluating its validity and reliability. In the second phase of the study involving a survey method, the human resources model was clarified using expert remarks and assessing the comparative coefficient and content validity index (CVR-CVI). Research findings indicate that the dimensions, components and extractive characteristics of the Meta-Synthesis method (research model) were approved by the community of the expert. Finally, the current research model comprises of 6 dimensions, 19 components and 41 indicators that can demonstrate human resource branding in organizations in the governmental sector. The results showed that all six dimensions are: 1. Individual values, 2. Organizational values, and 3. Professional values, 4. Cultural values, 5. Social values, and 6. Iranian-Islamic values in human resource branding. Iranian governmental agencies play an important role.