مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 57 (پاییز 1399)

The purpose of this study is to investigate the effect of employees 'perceptions of knowledge-based human resource management activities on employees' innovative performance with respect to the mediating role of intellectual capital. The present study is methodically descriptive-survey and correlational and applied in terms of purpose. The statistical population includes all senior, middle and operational managers of Pars Oil and Gas Company in Tehran, numbering 180 people, of which, based on Cochran's formula, 122 people were selected as a sample through simple random sampling. The intellectual capital questionnaire (Yang and Lin, 2009), the Innovative Performance Questionnaire (Viravardna, 2003) and the Human Resources Management Questionnaire (Kianto et al., 2017) were used to collect the research data, which were distributed and collected to the sample members. The validity of the research instrument was confirmed by performing confirmatory factor analysis and its reliability was confirmed by calculating Cronbach's alpha coefficient and combined reliability coefficient. Structural equation modeling and Pilates software have also been used to analyze the data. Findings of this study show the effect of perception of knowledge-based human resource management activities on innovative performance of employees. In addition, the effect of employees' perceptions of knowledge-based human resource management activities through intellectual capital on employees' innovative performance and also the direct effect of intellectual capital on employees' innovative performance were confirmed.

In this study, the effect of bureaucratic organizational structure on organizational change with the mediating role of job burnout in the form of a causal model has been investigated. The statistical population included North Khorasan police personnel; 151 people were selected by simple random sampling. Data collection tools were three standard questionnaires, which included Bureaucratic Liu et al. (2002), Adkar Organizational Change (2007) and Maslach Job Burnout (1985). After confirming the validity of the content with the opinion of experts, the reliability of the questionnaires was calculated through Cronbach's alpha for the questionnaire of bureaucratic organizational structure, organizational change and burnout, which were 0.82, 0.75 and 0.73 respectively. To analyze the data, first, descriptive statistics were used to examine the demographic variables of the research, then inferential statistics were used. In the analytical statistics of this study, SPSS22 and AMOS16 softwares were used to test the significance of the relationships between the variables and measurement models. Bootstraping method was used to investigate the mediating effect of burnout. According to the findings, the indirect path of bureaucratic structure with burnout and organizational change showed to be significant with 95% confidence. Therefore, based on the decision diagram of the bootstraping method, it is possible to analyze the mediation for the burnout variable; That is, burnout fully mediates the positive impact of bureaucratic structure on organizational change. Therefore, the results showed that the bureaucratic organizational structure has a positive and significant effect on organizational change with the mediating role of job burnout in North Khorasan police personnel.

The aim of this study was to investigate the effect of poisonous leadership style on the emergence of the tendency to leave voluntary service with respect to the mediating role of organizational silence. This research is applied in terms of purpose and descriptive survey in terms of data collection method. The main tool of this study is standard questionnaires that have been tried to be partially revised according to the organizational atmosphere and culture of the research environment. The statistical population of this study includes managers and experts of Ilam Electricity Distribution Company numbering 500 people who were selected as a sample using Cochran's formula. The developed hypotheses were tested using structural equation modeling and Smart PLS2 software. Findings indicate that poisonous leadership has a direct, significant and positive effect on the tendency to leave voluntary service and organizational silence. It was also found that the effect of organizational silence on the tendency to leave voluntary service is direct, significant and positive and poisonous leadership has an indirect, significant and positive effect on the tendency to leave voluntary service through the mediating variable of organizational silence.

Service organizations, such as banks, rely heavily on value-added human capital to survive and achieve a competitive advantage, and there is a stream of competence in attracting, hiring, and promoting top talent in these organizations. However, institutionalizing a bureaucratic culture and relying on inflexible regulations can stifle the flow of competency and stifle competency. The purpose of this study is to investigate the effect of bureaucratic culture on the stagnation of merit in the central headquarters of state-owned banks in Khuzestan province with the mediating role of career plateauing. The statistical population of the study included 110 senior managers and human resources of the Central Bank of Ahvaz, of which 81 were selected using the Cochran's formula as a sample. To measure the research variables, Denison's bureaucratic culture questionnaire, researcher-made competency inertia, and Milliman's career plateauing were used, and the reliability of the questionnaire was confirmed by Cronbach's alpha. After analyzing the data by PLS software, it was found that bureaucratic culture, both directly and by increasing career plateauing in the organization, stops the flow of competency and increases the stagnation of competence.

The present study aims to understand the process of managers' flexibility from the perspective of employees of government organizations in Ilam in a qualitative manner and based on the grounded theory. In order to collect data from semi-structured interviews and sampling, 14 people were interviewed in a targeted manner. The result of these interviews was a set of 85 codes of basic themes, which with the process of open coding and axial coding, a link was established between the categories and selective coding was done. Then, a qualitative research model was designed. For validity, the internal agreement coefficient and the reliability method of agreement between two coders were used. The results in the form of a paradigm model include "behavioral flexibility" as a central category and causal conditions (managers' personality, ability to behave efficiently, work skills, strong communication and flexible organizational structure), contextual conditions (political pressures of officials, cumbersome regulations , organizational standards, competitive advantage, change in attitude to work), intervening factors (environmental atmosphere: market dynamics and cycles, internal and external crises, type of organization, system sustainability). Outcomes are at the individual level (feeling happy, reputable, job success and achievement) and at the organizational level (promoting the brand and credibility of the organization, organizational excellence, increasing employee motivation and trust in managers).

The aim of this study was to investigate the role of jihadi culture on the productivity of human resources of Ilam Social Security Organization with the mediation of Iranian-Islamic management. This research is a correlational survey based on structural equation modeling in terms of practical purpose and descriptive nature of the survey. The statistical population included all employees of the Social Security Organization of Ilam province numbering 250 people, of which 152 people were selected as a sample using simple Cochran's formula as a simple random method. The main tool for data collection was a questionnaire. To measure the variables of jihadi culture, the Minerals et al. (2015) questionnaire, the staff productivity questionnaire, the Harsi and Goldsmiths questionnaire (1980) and the Islamic management questionnaire, the Hajjian et al. (2013) questionnaire were used. Cronbach's alpha formula has been confirmed (0.79), (0.88) and (0.90), respectively. The results of the study showed that Islamic management has a mediating role in the relationship between jihadi culture and human resource productivity. Also, the dimensions of jihadi culture, including commitment-oriented, strategy-oriented and knowledge-based culture, have shown to have a significant and positive effect on the productivity of human resources.

The aim of this study was to investigate the relationship between spiritual well-being, parental training style and social capital and psychological well-being of soldiers of the Special Unit of the East Azarbaijan Police Command. The research method is a descriptive survey and the statistical population includes all soldiers of the Special Unit of the Tabriz Police Force, which was done using a questionnaire. The Reef (1998) and Palutzin and Ellison (1982) standard questionnaires were used to examine the psychological and spiritual well-being variables, respectively, and the researcher-made questionnaire was used to examine the variables of parenting style and social capital. Reliability value of the variables were: psychological welfare variables (0.95), authoritarian educational style (0.87), authoritative educational style (0.88), negligent educational style (0.82), social capital (0.81) and welfare It is spiritual (0.85). It should be noted that in order to measure the relationships between these variables in proportion to the level of measurement of variables, Pearson correlation coefficient, multivariate regression analysis and analysis of variance F test were used. The results show that the variables of social capital (0.276) and its dimensions (cohesion (0.357), participation (0.266) and social trust (0.032), spiritual well-being (0.591) and its dimensions Religious well-being (0.532) and existential well-being (0.512), parental training styles (authoritarian (0.527)), authoritarian (0.219) and negligent (0.512) have had a positive relationship. The results of the study of the difference between the average psychological well-being of soldiers according to the variables of the research field (age, place of birth and marital status) also indicate that the average psychological well-being of soldiers is different according to the above variables; The psychological well-being of city-born soldiers, single soldiers and soldiers under the age of 20 was higher than other soldiers.