نشریه پژوهش های مدیریت منابع انسانی
سال یازدهم شماره 3 (پیاپی 37، پاییز 1398)

This research is intended to present a model of competency development of commanders and executives of the Islamic Revolutionary Guard Corps of Iran (IRGC). To achieve this goal, one main question and 6 peripheral questions were raised. Using grounded theory, this qualitative research follows developmental research method on the basis of epistemology. The statistical population of this research includes three groups of "academic experts", “commanders", and "executives" of the IRGC. Theoretical sampling method is used to select the sample including 16 people. The data collection is performed by deep interviews and a questionnaire. Data analysis is performed through qualitative method. The research resulted in the competency model of the commanders and managers of Sepah including a comprehensive integrated model. Delphi method was employed for the validation of the research tools. The results of the research were exposed to the interviewees in a questionnaire and after receiving the answers, they were analyzed by binomial tests. With the exception of one environmental dimension, the overall model was confirmed.

This research is aimed at designing and explaining human resource knowledge architecture model in knowledge-based organizations using interpretive structural approach. It is based on mixed method including both qualitative and quantitative sections. The research is an applied one in terms of purpose, which follows descriptive survey method in terms of nature and methodology. The statistical population of this study is composed of knowledge-based companies of Lurestan province of which 30 experts are selected as sample according to theoretical adequacy and purposive sampling method. Data collection tool contains semi-structured interviews in the qualitative part of the research and a questionnaire in the quantitative section. To identify the factors, the data and information obtained from the interviews are analyzed using Atlas.ti software as well as the database coding method based on Strauss and Corbin approach, as a result of which the components and indicators of HRM are identified. In the quantitative part of the research, using the Matlab software and the interpretive structural modeling method, the final model of the research is designed. The findings of the study include HR architecture indicators and components of HRM model in knowledge-based organizations.

The purpose of this study is to design an employee adherence model using the theory of strategic reference points in the Iranian public sector. This is a combined research following descriptive-survey method for data collection. Two methods of data collection, documentary study and Delphi technique, are used to identify the components of employee adherence. Statistical population of this research includes human resource managers of governmental agencies and management experts, 17 of whom are selected as the sample according to purposeful snowball sampling method. Data collection tool is a researcher-made questionnaire whose reliability with a 95% confidence level is equal to 0.954 (Cronbach's alpha) indicating a high internal consistency of the researcher-made tool. The content validity of the questionnaire is also confirmed. SPSS22 and Smart PLS statistical software are used for data analysis and model designing. Using Delphi technique, the researchers arrived at 12 components and 60 indicators as the most important components of employee adherence. Finally, having obtained the strategic reference points, the researchers determined the position of each type of adherence.

This research is aimed at investigating the effect of leader-follower exchange and organizational justice on organizational health. It is also concerned with the mediating role of organizational commitment and quality of work life, and the moderating role of educational degree. This applied research follows a descriptive-survey method. The statistical population contains 100 employees of a knowledge-based company in the field of PMC and MC industrial project management and engineering of industrial and petroleum equipment. The sample consists of 78 people selected by simple random sampling. Statistical analysis is performed by electronic questionnaires and SPSS22 and SMART PLS 3 software. The results indicated that the quality of leader-follower exchange significantly affected organizational health mediated by organizational commitment. The high slope lines in the regression graph demonstrates that organizational justice does not directly or indirectly affect organizational health of people with higher education; however, it does have a significant effect on the quality of work life mediated by organizational commitment in people with lower education. The slopes of the regression lines also show that the effect of quality of work life on organizational health is weaker in those with higher education and stronger in those with lower education.

Futurography and converting probable alternative scenarios in the field of future human resource in the ICT industry comprises the main objective of this research. Documentary and survey methods are employed in the first step and then, analytical and exploratory methods of futurology are used. Having studied related literature, the researchers identified the main trends affecting the future of human resource. Afterwards, the unpredictability and impact of each trend on the human resource of the ICT industry were measured through a questionnaire. The most important trends and scenarios were derived by Schwartz method and the narratives of the scenarios were analyzed by the content analysis of semi-structured interviews with IT and HR professionals. This research innovatively identified the future trends and visualized the situation of future human resource situations of this industry. Finally, the likely future of human resource in the ICT industry is outlined in digital, spotted and flaky scenarios.

Substitution is strategic for futurologist organizations to deal with occasions such as retirement, resignation, replacement, etc. and to prevent unfitting entrance of people to key positions. This organizational issue contains discourses derived from the deeds of the agents which influence them in return. These discourses contain concepts and criteria with semantic affirmation or contradiction the identification of which helps to understand the existence or absence of succession and the context and situation of its realization. The purpose of this research is to identify the exclusion and inclusion criteria of this organizational phenomenon in a governmental complex for pathology. The findings of interviews with 15 managers of the organization which were analyzed through discourse analysis, demonstrated 9 exclusion and exclusion criteria. Developmentalism, competency orientation, organizational excellence, justice orientation, open and transparent interactions, strategic and systematic attitude, support by managers, constructive culture and discipline orientation were identified as inclusive criteria. Avoidance of developmentalism, non-competency orientation, organizational decline, avoidance of justice, limited and ambiguous interactions, intermittent and unsystematic approaches, managers' resistance or apathy, preventive culture, and relation orientation were identified as the exclusion criteria for substitution.