مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 54 (زمستان 1398)

Given the dramatic changes in the organizational, social and competitive environments of the present era, organizations are increasingly seeking to attract and, more importantly, maintain and develop human capital for their current and future processes. Therefore, the purpose of this study is to investigate the impact of sustainable human resource management on human capital in commercial banks of Bushehr. This study was descriptive-correlational in terms of purpose and data collection was done through a questionnaire distributed among 107 employees of Tejarat-e Shahr banks in Bushehr. Validity of the questionnaire was assessed by content and construct validity. Also, the reliability of the questionnaire was measured and confirmed by Cronbach's alpha. Structural equation modeling based on partial least squares method and PLS software were used to test the research hypotheses. The results showed that sustainable human resource management has an impact on human capital. According to the results of the research, it can be stated that three sub-hypotheses of work-life balance, autonomy in work performance and employability have a positive and significant effect on human capital.

The purpose of this study was to investigate the effect of burnout and job stress on job satisfaction with the mediating variable role of compensation system among Zanjan University staff. The research is applied in terms of purpose and in terms of method, it is a descriptive correlational survey. The statistical population includes 399 managers and staff of Zanjan University. A sample of 195 people was selected using the Cochran formula and simple random sampling. To collect data, Job Burnout Questionnaire (Maslach, 1985), Job Stress Questionnaire (Turnich & Spielberger, 1991), Job Satisfaction Questionnaire (Minnesota, 2009), Service Compensation System Questionnaire (Seifert & Tag, 1998) with changes have been used. Validity of the questionnaire was confirmed by content validity and factor analysis (KMO = 0.825) and its reliability was confirmed by Cronbach's alpha coefficient for job burnout (0.813), job stress (0.755), job satisfaction (0.763), and service compensation system (0.811).  Descriptive and inferential statistical methods were used for data analysis. SPSS software was used for descriptive and inferential analysis. The results of the study using Pearson correlation coefficient and regression analysis showed that job burnout and job stress and service compensation system affect job satisfaction; on the other hand, job burnout and job stress through the compensation system affect job satisfaction, and job stress also affected job burnout.

Spiritual leadership refers to activities that motivate individuals to strive to achieve organizational goals. The purpose of this study was to investigate the effect of spiritual leadership on organizational citizenship behavior with regard to the mediating role of organizational self-esteem. The research method is applied in terms of purpose and descriptive-survey in terms of method. The statistical population of this study consisted of faculty members of the faculties of humanities and Islamic sciences of Sistan and Baluchestan University. 115 subjects were selected by random sampling. The research data were collected using standard questionnaires of spiritual leadership and organizational citizenship behavior and organizational self-esteem and analyzed by structural equation modeling using Warp-PLS software. Cronbach's alpha was used to evaluate the reliability of the data collection tool and convergent and divergent validity were used to assess the validity. The results showed that spiritual leadership has a positive and significant effect on organizational citizenship behavior. Also, spiritual leadership has a positive and significant effect on organizational self-esteem and the effect of organizational self-esteem on organizational citizenship behavior is positive and significant.

An analysis of the role of normative trauma for various individual and social phenomena is an attempt to identify the consequences of these traumas. Identifying the harmful consequences of normative trauma will provide an incentive to use these strategies to manage them. The purpose of this study was to determine the relationship between normative trauma (normative conflict, alienation, and anomalous) with job isolation with regard to the role of psychological capital. This research is applied in terms of purpose and in terms of method, it is a descriptive correlational survey. The statistical population of the study consisted of employees of a private organization in Tehran, from which 256 persons were selected by simple random sampling. Research instruments were normative conflict questionnaire, alienation questionnaire, anomaly questionnaire, work isolation questionnaire, and psychological capital questionnaire. Data were analyzed using Pearson correlation coefficient and structural equation modeling (SEM). The results showed a significant negative relationship between job isolation and psychological capital (p <0.01), but there was a positive significant relationship between job isolation and job alienation (p <0.01). Also, psychological capital had a negative and significant relationship with job alienation (p <0.01), normative conflict (p <0.05) and anomaly (p <0.01). The results of structural equation modeling and intermediate analysis showed that psychological capital is a partial mediating variable in relation to job alienation with job isolation and complete mediator variable in relation to anomaly with job isolation. The results of this study can be used for effective management of normative trauma.

The purpose of this study was to investigate the concepts and to prioritize the ethical competency components of university managers. The research method is applied in terms of purpose and in terms of data collection, it is a descriptive survey. The statistical population was all employees of Tehran University who were selected by stratified random sampling method. To collect the data, a researcher-made questionnaire of moral competence with five components of moral competence toward God, self, others, organization and occupation was used. The construct validity of the questionnaire was confirmed by confirmatory factor analysis. The reliability of the tool was obtained by Cronbach's alpha coefficient to be 0.98. The results of Friedman's ranking test showed that the mean ratings of moral competence components were significantly different and the moral competence component to God and to the job were highest.

This study was conducted to identify the constituent dimensions of dignity and its effect on self-esteem among Mehr-e Eghtesad Bank employees. This research is applied from the point of view of the purpose and uses a mixed method. After reviewing the sources and references related to the subject and consulting experts, the Delphi model of staff status was formulated. The constituent dimensions of "employee status" include the "personal, occupational, organizational, and social" dimension. Then, the expert-approved researcher-made questionnaire was distributed electronically to the bank's survey system among 1726 employees of Mehr-e Eghtesad Bank using cluster sampling. Data analysis was performed using Smart-pls software and structural equations partial least squares method. According to the results, according to the weighted standard coefficients, the personal dimension with 62%, social dimension with 21%, and job dimension with 16%, affect the status of Mehr-e Eghtesad employees. The effect of organizational dimension on status was not significant in the sample. Also, the direct effect of dignity on the self-esteem of employees was 0.745 and its indirect effect on self-esteem through the mediator variable "respect" was 0.139. Based on the results of the study, managers of Mehr-e Eghtesad Bank need to focus more on enhancing organizational brand and job enrichment in order to increase the dignity and self-esteem of their employees.

Human resources are the backbone of the health system, and quality of work life is an important factor in maintaining and enhancing staff. In this study, we tried to identify and prioritize the effective factors in improving the quality of work life of employees. In order to adjust the factors derived from the sources and references related to the subject with the status of the organization under study, a consensus of experts was obtained in the form of a decision-making team (experts) comprising ten senior, middle, operational and hospital experts. Next, the importance of each of the components and indices was determined using AHP fuzzy group. The inconsistency for all tables was less than 0.1. After this step, the "assessment of the status quo" and the "ability to improve" were completed by the decision group. The face and content validity of this questionnaire were confirmed. Findings were analyzed using IPA-G-FGAHP method. In this study, 4 components and 20 indicators were evaluated. After determining the weight of these elements on the one hand and calculating their gap from the desired position on the other hand, by calculating the balanced gap, the priority of improvement was determined. Based on the findings, indicators of the existence of the insurance and pension system, equality and fairness of rights and benefits, health care and occupational safety benefits were ranked first to fourth, and suggestions were made.