مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 58 (زمستان 1399)

The purpose of this study is to investigate the mediating role of innovative organizational climate in the relationship between knowledge leadership and job performance. This research is applied research in terms of purpose and descriptive correlation in terms of method. The statistical population includes all staff of Birjand University (340 people) that according to Morgan table, 200 people were considered as a sample and were selected using a simple random sampling method. Finally, the data obtained from 191 questionnaires were analyzed. ‌ The data collection tools in the present study are Vitala Knowledge Leadership Questionnaire (2004), Patterson Job Performance Questionnaire (1970) and Siegel and Carmer Innovative Organizational Atmosphere Questionnaire (1987). Data were analyzed using Pearson correlation coefficient, regression, path analysis, Sobel test and structural equation modeling using SPSS 25 and AMOS 24 software. The results show that there is a positive and significant relationship between learning orientation, supportive learning atmosphere and practice in the role of role model with employees' job performance, but supporting the learning process does not predict job performance. Knowledge leadership explains 35% of employees' job performance. Innovative organizational climate may also play a mediating role in knowledge leadership of job performance.

Establishing comprehensive quality management is essential for police stations and checkpoints and all law enforcement service centers. The aim of this study was to determine the effect of Iran Police quality management system on staff performance and client satisfaction in police stations of West Azerbaijan Province. This research is applied in terms of purpose and descriptive in terms of method. The statistical population includes all employees of police stations and checkpoints and all law enforcement service centers in West Azerbaijan province that were selected by stratified random sampling. 278 people were selected as a sample using the Cochran's formula. Data were collected using three standard questionnaires: "Police Quality Management", "Staff Performance" and "Customer Satisfaction". The validity of this study was confirmed by content and reliability with Cronbach's alpha for each of the questionnaires. Findings indicate that the place and its dimensions have a significant effect on employee performance and client satisfaction and all hypotheses were confirmed at a level of 99% error.

The present study investigates the effect of using forced distribution assessment method on human resource risks by considering the mediating role of talent architecture. This research is applied in terms of purpose, descriptive-survey in terms of data collection and is of quantitative research. The statistical population consisted of managers of companies active in the software industry in Tehran province, operating under the supervision of the Science and Technology Park of the University of Tehran. There were 39 companies, which due to the small number of the population, were provided to all the CEOs of the 39 mentioned companies through a total number of research questionnaires. To analyze the data obtained from the questionnaire, the tests of normality, correlation and structural equation modeling were used through SPSS and Smart PLS software. The results showed that the use of forced distribution ranking method has a positive effect on talent architecture and a negative effect on human resource risks. Talent architecture also had a negative impact on human resource risks. The mediating role of the talent architecture variable in the effect of using the forced distribution assessment method on human resource risks was also confirmed. Accordingly, the use of forced distribution assessment method can help retain and identify talented employees and thus reduce the risk of human resources.

The present study seeks to develop a model of the education system with an agility approach. The type of research is developmental in terms of purpose and was conducted as a combination of qualitative and quantitative research. The statistical population in the qualitative stage were13 managers and deputies and heads of Bank Mellat in Yazd and 3 university professors. Morgan table was used to estimate the sample size and about 200 people were considered as a statistical sample (184 questionnaires were collected). Amoss22 software was used to analyze the data. The results showed that the 17 extracted indicators were of higher importance and were classified into competency, futurism and flexibility dimensions. The results obtained from the quantitatively obtained part showed that the flexibility component with the impact factor 0.785 has the greatest impact. Also, the components of foresight with a coefficient 0.742 and competence with a coefficient 0.738 have a significant and positive effect on the agile education system.

Undoubtedly, the spread of organizational paranoid in organizations leads to the occurrence of adverse phenomena in the organization and society, and given the extent of this phenomenon and the need to manage and reduce its adverse consequences, the necessity and importance of studying this phenomenon in organizations is an issue. Accordingly, the aim of the present study is to investigate the antecedents and consequences of organizational paranoid at Kashan University. The type of research was descriptive-correlational and the statistical population included 377 staff members of Kashan University in 1398. Using Cochran's formula and stratified random sampling, 235 people were selected as the sample. Three questionnaires of organizational paranoid antecedents, organizational paranoid and organizational paranoid antecedents were used to collect data. The validity of all three questionnaires was confirmed in terms of content and structure. The reliability of the questionnaires was proved through Cronbach's alpha coefficient for prerequisites 0.87, organizational paranoid 0.84 and postseconds 0.86. Data analysis was performed at both descriptive and inferential levels using SPSS and Amos software. The results showed that the mean of all organizational paranoid antecedents, the mean of all dimensions of organizational paranoid except the cognitive paranoid component and the mean of all organizational paranoid consequences were lower than average. Also, organizational paranoid antecedents of 0.33 have a negative and significant effect on organizational paranoid and organizational paranoid has a positive and significant effect on organizational paranoid consequences of 0.64.

The purpose of this study is to investigate the relationship between managers' decision-making methods with the quality of teamwork and participatory management of female employees of North Khorasan University of Medical Sciences, which is applied in terms of purpose and descriptive survey in terms of the type of research. The statistical population included all female employees of North Khorasan University of Medical Sciences in 2000 and the sample was selected according to Cochran's formula 322 people by simple random sampling. Data collection tools included three standard 41-item questionnaires of decision-making methods of pleasant managers (2006), 37-item questionnaire of quality of teamwork by Hoogel and Gmuinden (2001), 16-item Shepherd's Collaborative Management Questionnaire (2010), the reliability of which based on Cronbach's alpha were estimated as 0.87, 0.85 and 0.89 respectively, and the validity of the questionnaires was of a formal and content type that was approved by professors and experts. To analyze the findings in the descriptive statistics section, the frequency distribution table, graph, mean and standard deviation were used, and in the inferential statistics section to analyze the data and generalize the results, structural equations were used using SPSS and Lisrel statistical software. Findings showed that there is a significant relationship between decision-making methods of managers with the quality of teamwork and participatory management of women in North Khorasan University of Medical Sciences.

Attention to employees as the largest asset of the organization is a phenomenon that with the increasing growth of information and more complex jobs has increased the importance of staff training. The purpose of this study is to introduce a model of employee empowerment with training. The statistical population includes the staff of the specialized police headquarters of East Azerbaijan province and the sample size using Cochran's formula is 227 people by natural random method. The research method is descriptive-survey and applied in terms of purpose. The data collection tool is a questionnaire that has been approved by expert professors and its reliability has been calculated using Cronbach's alpha coefficient. Data analysis was performed using SPSS23 and Amos statistical software. Findings showed that theoretical training with a coefficient of 0.64 and practical training with a coefficient of 0.57 had an effect on employee empowerment; As a result, in order to achieve success and achieve the goals of human resource empowerment, the police force must plan short and long term on training in the dimensions of theoretical and practical training.