فصلنامه مطالعات مدیریت (بهبود و تحول)
پیاپی 95 (بهار 1399)

Performance management is one of the most recent developments in human resources management. One of the most important aspects of successful implementation of employee performance management is organizational behavior. However, comprehensive analysis of key behavioral dimensions in successful implementation of employee performance management has not been done in literature of this field. In this research, first of all five key dimensions of organizational behavior were identified by studying the literature of research. Then in the qualitative part of the research, by implementation of interviews with 16 experts, data were extracted in conceptual model through a thematic analysis. In quantitive section, by distributing questionnaire among 200 managers and staff, the data were gathered and It analyzed by factor analysis in Amos software. The results of goodness of fit indices, has been confirmed the validity of the model. At the end of study, the current status of the under study organization was analyzed in each dimension of the model by using the SPSS software

Sales persons and their performance in each industry and area is one of the main factors affecting the success of organizations. Network behavior as a new concept in personal and organizational behavior literature, is under researchers’ consideration. In this research the researcher was going to gather proper content about networking behavior; also in this research been tried to survey the relation between networking behavior, job satisfaction and organizational commitment. The data gathering tool was standard questionnaire; to analyze the gathered data, Kolmogorov-Smirnov test, Pearson correlation coefficient, confirmatory factor analysis and structural equation modeling were used and the SPSS and LISREL software were the analyzing software. The results indicate a significant relationship between a variety of networking behavior (Internal Networking Behavior, Professional Networking Behavior, customer Networking Behavior) and different types of organizational commitment (Normative Commitment, Affective Commitment, Continual Commitment). The findings also show that sales person's job satisfaction as a mediator has decisive role in the relationship between types of networking behavior and types of organizational commitment

The present research was accomplished with the goal to design the model of career capital accumulation of senior managers of Jahad-e-Agriculture Ministry. For this purpose, Interpretive Structural Modeling (ISM) was used. That way, first, career capitals and their components were identified by examining the research literature and interviewing with experts and confirmed by Fuzzy Delphi method. Then, the model of career capital accumulation was designed by ISM approach. The research population has been consisted of senior managers of Jahad-e-agriculture ministry, which were selected 15 persons as contributor through purposive sampling by judgment method. According to findings, human capital and information, scientific-academic, spiritual capitals are the most effective and the lowest effect career capitals, respectively. Also, the MICMAC analysis shows that placed information, spiritual and scientific-academic capitals in dependent cluster, political, psychological, Intelligence, and social capitals in connective cluster and human and organizational capitals in independent cluster.

The purpose of this study was to investigate the effect of human resources risks on human capital with the role of mediating organizational mental trauma. This research is applied and descriptive. The statistical population of this research is 350 employees of National Distribution Company of Petroleum Products in Lorestan Region. To determine the sample size, the Cochran formula was used and the sample size was estimated to be 126. Sampling in this research was simple random. The data gathering tool was the questionnaire in this research. The validity of the questionnaires was confirmed by using the content validity method and its reliability by calculating the Cronbach's alpha. In this research, the structural equation approach and Smart Pls2 and SPSS 19 software were used to test and test the hypotheses and conceptual model. The results of the hypothesis analysis show that human resources have a positive and significant effect on human health. In addition, comparing the results showed that the risk of human resources risks, and the risks of employee perspectives are of the highest importance. Also, the results of the research indicate that organizational mental impacts play a mediating role in the impact of Human Resources Risk On Human Caoital Human

In this study, besides investigating the efficacy of Social - Cultural Factors on organizational health, the role of valuation as a mediating variable are studied. Because recognizing the relationship among these variables is considered essential in order to survive in the turbulent world today. The present applied research is descriptive-survey in terms of method. The statistical population includes managers and employees of selected organizations in Maragheh and Zanjan. The statistical sample size determined as 443 subjects using Cochran's formula and the questionnaires were distributed among samples using stratified random sampling. structural equation modeling of SPSS20 and PLS software were used to test the hypotheses. Results show that Social - Cultural Factors affects organizational health with severity (0.19) and it affects organizational health with mediating role of valuation with severity (0.66). Also, the Islamic Development Organization allocated the highest mean score of Social - Cultural Factors (4/39) the organizational health score (3/64), and The Foundation of Martyrs and Veterans Affairs (3/47).

Most of the frontline jobs put a lot of pressure on employees, because employees are in constant demand of managers and customers. Scholars believe psychological capable employees can overcome this challenge. This paper examines the mediating effect of psychological capital on work engagement, well-being and control at work. This study was conducted using a descriptive-survey research method with a sample of 828 employees of Mellat Bank, using a questionnaire and through structural equation method. The results of the research show that: (1) there is a significant relationship between work engagement and psychological capital. (2) Psychological capital plays the role of mediator between work engagement and well-being and control at work. (3) The results indicate that banks for providing customer orientation services, should put a program for recruiting and employing high psychologically staff, since they are vigorous and absorbed to their work and will promote well-being and control their work.