نشریه پژوهش های مدیریت منابع انسانی
سال یازدهم شماره 4 (پیاپی 38، زمستان 1398)

Identifying the characteristics of key and influential employees of educational centers is the first step in the process of education. Since the Islamic Republic Revolutionary Guards Corps need to employ the most talented members for command and management positions, this research is intended to identify and arrange the characteristics and indicators of the commanders of educational companies in accordance with the pattern of Transformation and Excellence Plan of Sepah. This is a mixed research. In the qualitative part of the study, purposeful sampling method was used through interviewing 12 educational commanders and managers up to theoretical saturation. The results were analyzed through content analysis method. In the quantitative section, a researcher-made questionnaire, with a reliability of 0.88 calculated through Cronbach's alpha coefficient, was distributed among 66 commanders of the educational centers selected by random sampling. The face validity and content validity of the questionnaire was confirmed by the supervisor and a number of faculty members, and the construct validity was confirmed through exploratory factor analysis. The status and prioritization of dimensions, indices and characteristics were tested by one-sample t-test and Friedman test by SPSS25 software. The study resulted in the identification of 20 characteristics and 8 indicators in the field of general competencies, and 42 characteristics and 9 indicators in the field of professional competencies.

The progress and development of any organization necessitate the development of human resource capabilities to achieve a high level of perception, behavior and performance consistent with its organizational goals. Yet, there are gaps such as traditional structures, leadership styles, and content barriers, which create inertia in organizations, that create prevent human resource empowerment. This research is intended to design an inertia model for human resource empowerment through total interpretive structural modelling (TISM) approach. In fact, while presenting a hierarchical model, this research looks for a symmetric combination of the relationship between indicators in a paired comparison through the participation of members of the target community. This is a mixed research based on meta-analysis and Delft's analysis in the qualitative section, and Total Interpretive Structural Modeling in the quantitative phase where two target communities were involved. 10 experts of organizational management and HRM, selected through homogeneous sampling, participated in the research in the qualitative section  In the quantitative section, 30 managers of roads and urban planning of Gulestan province, having at least 10 years of work experience and master's or PhD degrees. The results of the qualitative part of the research showed that 3 main components of attitude inertia, practice inertia, and psychological features inertia were identified in the form of 11 primary indicators. Then, based on Delphi analysis, two indices were dismissed and two others were combined together and a total of 8 inertial indicators of human resource empowerment reached to quantitative analysis. Based on the hierarchical presented model, quantitative analysis showed that two indicators of perceptional error, and tiresome and burnout are the most effective indicators of inertia in human resource capability the Roads and urban planning office. Based on the MICMAC graphing analysis, the employees’ perceptional error is the main initiator of inertia in human resource capability, which must be considered and controlled in order to develop and enhance the human resource empowerment.

This research is intended to identify the dimensions and components of the competencies of the chief justices in Iran. This is a mixed research. In the qualitative phase, the sample is selected purposively through snowball method containing 21 judges and experts of the Iranian judiciary who participated in the interviews. Data analysis is performed by qualitative content-analysis method. Purposeful and snowball sampling was used in the qualitative part of the research. Finally, 21 law experts were interviewed. Content analysis method was used to analyze the interviews, while a questionnaire and structural equation analysis were used in the quantitative part through random sampling. The findings of the qualitative section illustrated that the main components of chief justices contain individual competencies, judicial competencies, managerial competencies, and extra-organizational competencies. Moreover, the quantitative results of the study demonstrated that the sub-variables of the study were classified in terms of importance as follows: intelligence, judiciary intuition, perceptual skills, control of the environment, courage, judicial knowledge, strategic thinking, seeking excellence, negotiation and communication skills, targeting, knowledge of law, management of political behavior, environmental awareness, chastity, social capital, meritocracy, ethics, step-by-step appointment, order and fairness, commitment and justice, faire citizenship behavior, supervision and control, judicial ethics, modeling and planning.

The art of management entails the maximum benefit from the thought and creativity of the employees, and participation is regarded as one of its methods. This qualitative research is intended to identify factors affecting the employees’ participation in organizations. This is an applied research in terms of the results, and it is explorative in terms of the purpose. The statistical sample is composed of university professors and managers and experts of the Ports and Maritime Organization of Mazandaran province. The sampling method was purposeful, and the snowball method was used to identify the experts to reach to theoretical saturation. Interviews were performed to collect data for the analysis of which thematic analysis was conducted through Maxqda software. Based on the results, the factors affecting the participation of employees in the organization include management factors, structural factors and organizational processes, job factors, value and ethical factors.

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.

Signaling theory, with economic origin, addresses information asymmetry between two sides and refers to the signs sent to moderate these information. This concept has recently entered the literature of human resource management and is employed in selection and recruitment. The purpose of this study is to apply this concept for creating organizational attractiveness for jobseekers. Therefore, the effect of signaling variable, consisting of signals at individual and organizational levels, on the attitudes of jobseekers as a mediating variable and its effect on jobseekers’ attractiveness are studied. The moderating role of organizational identity in the relationship between signaling and jobseekers’ attitudes are also investigated. This is an applied research in terms of purpose and a descriptive-survey one in terms of data collection method. The statistical population consists of all employees participating in the work exhibition in 2018. Structural equations modeling through partial least squares approach and Smart PLS2.6 software were employed for data analysis. The results signified that signals at personal and organizational levels significantly affected the attitude of the applicants toward organization. The effect of applicants’ attitudes on the attractiveness of the organization was also confirmed. The moderating role of organizational identity was significant in the relationship between signals at organizational level and employees' attitudes toward organizations; however, this variable did not significantly moderate the relationship between signals at individual level and the attitude of the applicants toward the organization.