نشریه مدیریت منابع انسانی پایدار
پیاپی 2 (بهار و تابستان 1399)

In order to recognize the antecedents of public service motivation (PSM), many studies focus on the Sociohistorical context. This study is seeking to examine the role that organizational factors play in shaping and fostering Public Service Motivation. Thus the purpose of this research is to evaluate the organizational factors’ impact on Public Service Motivation component. So in a Descriptive and Survey research a number of hundred and fifty-nine employees of Tehran 22 area municipality were studied. Descriptive - Inferential Statistics (Multiple Regression Method) were used for analyzing the research’s data. The results indicate that by controlling the effect of all components, the impact of four variables including Work Autonomy and Task Identity as Task Characteristics as well as Job Complexity and Specialization as Knowledge Characteristics on Public Service Motivation’s level is statistically meaningful, but the impact of two variables including Task Significance and Task Variety as Task Characteristics is not significant.

The basis of today's life has led women to add acquired tasks to their traditional duties. However, the role of women has been highlighted today in service activities, especially in the tourism sector. The purpose of this study is investigating the Effect of psychological capital and Task Focus on Turnover intention With the role of Heedful Relating in female Employees of travel agencies in Mashhad. The present research is a survey based on the purpose of the application and in terms of the method of doing the work. The statistical population includes female employees of hotels in Mashhad. Random sampling method was used to collect data. Due to the uncertainty in the size of the community, 390 people were selected as samples. The findings showed that psychological capital and Task Focus had a positive and significant effect on Heedful Relating of female Employees. From other results, the effect of psychological capital, Task Focus, and Heedful Relating on the Turnover intention woman employees is significant. In addition, the mediator role of Thriving at work has been confirmed.

In developing countries such as Iran, political, economic and social conditions play an important role in the workforce movement and job turnover in many organizations. Job turnover by talented workforces have significant consequences on organizational performance; thus this paper aims to explore the reasons of turnover and its underlying process in developing countries like Iran. This study focuses on job turnover in Iranian ICT industry. In-depth interviews were conducted with 13 individuals who had left their jobs. In order to analyze the qualitative data obtained from the interviews, grounded theory methodology was employed. The conceptual model of the present study illustrates the main factors affecting talent turnover in organizations in Iran. Based on grounded theory model, in this article, these factors contains casual factors (e.g. economic recession), organizational context (e.g. organization’s features), change in the sense of working life (e.g. Dissatisfaction), individual characteristics (e.g. personality), intervening factors and variables (e.g. administrative corruptions in undeveloped countries).

Professionalization has become a key concept in the field of human resource management, but the ambiguity of the meaning of professionalism as the most important concept in HRM is still posed by many experts in this field as a challenging issue. The purpose of this research is to clarify the concept of professionalism in the field of human resource management. In order to achieve this goal, the Suddaby concept analysis approach was used; using this approach, definitions, dimensions, and meaning of professionalism were identified. The texts and articles written in this regard were used as a tool for collecting information. During this process, using the review of the views of experts and professors of the university who wrote in this field were also used. To this end, emphasis was placed on the sources of pragmatics in this area. Finally, using the conceptual framework approach, a conceptual framework was introduced as the basis for analyzing the concept of professionalism in the field of human resource management. The results of this research can provide a context for applying professionalization at both the individual and organizational levels. Finally, based on the findings of the research, suggestions are also given. Applying Professionalization perspective on HRM domain can enhance the existing understanding of such concept.

The purpose of this paper is to study the mediating role of external brand prestige and moderating role of gender in the effect of brand identity management and social responsibility on employees' organizational commitment. The statistical population of this study is staff of the bank-e-Tejarat of Mazandaran province, 234 of whom were selected as sample. The standard questionnaire was used for data collection. The validity of the questionnaire was confirmed by content validity, convergent validity and divergent validity and its reliability was confirmed by Cronbach's alpha coefficient and Dillon-Goldstein coefficient. Structural equation modeling and SmartPLS software were used to test the research hypotheses. The results showed that brand identity management and social responsibility have a positive effect on external brand prestige. Brand identity management and social responsibility have a positive impact on organizational commitment. External brand prestige has a positive impact on organizational commitment. External brand prestige acts as a mediating variable in the relationship between brand identity management and organizational commitment as well as in the relationship between social responsibility and organizational commitment. Gender acts as a moderating variable in the relationship between brand identity management and organizational commitment as well as in the relationship between social responsibility and organizational commitment. Therefore, Managers can enhance their employees' organizational commitment by using brand identity management, social responsibility and external brand prestige.

The purpose of this study is to evaluate the green human resource management model in Electric Power Distribution Companies of the North of Iran with DEMATEL technique. The present research is descriptive-survey in terms of research method and applied in terms of purpose. The statistical population of the study, according to the conditions considered for determining the experts using the snowball technique, 27 people were determined and then with the specified number, while achieving information enrichment, was analyzed using the DEMATEL technique. The results show that the Keep criterion is an effective criterion and the criteria of education and improvement, application and Recruitment are effective and also the criterion of Recruitment was recognized as the most effective criterion by the experts of the North Power Distribution Company in green human resource management. As a result, the proposed research model confirms the impact of human resource management systems on green human resource management. Therefore, managers are advised to use a green-based human resource management culture for the organization to see clear results.

The success of organizational initiatives for environmental sustainability depends on the environmental behavior of employees. One of the major challenges is ensuring that environmental sustainability is properly integrated into human resource policies. Green human resource management has emerged from organizations involved in environmental protection and environmental biosecurity activities. The purpose of this study was to investigate the impact of green HRM activities and service culture on environmental behavior of employees considering the moderating role of individual green values. The data were collected from 100 employees of Isfahan Municipality. The results show that green HRM practices have a positive effect on employees' environmental behaviors, and the biosphere's values moderates the relationship between training and green thumb on employee environmentally friendly behavior and the relationship between green performance management and employee environmental behavior. But the relationship of green employment selection has no moderating effect on employee environmental behavior. Also, service culture has only moderated the relationship between green employment and environmental behavior of employees and has not moderated other relationships.

Human resources are considered a valuable and unique resource. Today, new perspectives on human resource management system evaluation and modeling are becoming more and more prominent. The human resource system evaluation models seek to make the most of this resource in order to achieve organizational goals. The aim of this study is to identify a model for evaluating the human resource management system with a strategic approach and after the implementation of the model, what benefits the studied companies gain. Based on this, two qualitative approaches were used. First, Delphi was used to identify the appropriate model for evaluating the human resource management system, and then a case study was conducted to implement the model in several petrochemical companies. For this purpose, first 20 human resource experts, including organizational managers and university professors, were selected by the targeted sampling method, and the steps of the Delphi method were performed with the opinion of these people. As a result of this section, 4 dimensions, 28 components and 109 indicators were identified as the most important indicators for evaluating the human resource management system with a strategic approach. Then, 3 petrochemical companies were selected by targeted sampling method and their maximum human resource management system was evaluated.

Authentic Leadership is introduced as a model of leadership behavior that promotes psychological capacities and the ethical atmosphere of positivism in order to create positive emotions for people about their job and through empowering individuals, enhance organizational innovative climate. The purpose of this research was to study the effect of authentic leadership style on innovative organizational climate through employee empowerment in Isfahan University of Medical Sciences. The research method was a survey in 2016-2017. The statistical population of the research, the staff of Isfahan University of Medical Sciences, were 1980. Sampling was simple random. According to Morgan's table, 377 people were sampled and 348 questionnaires were finally analyzed. For collecting information, Walumbwa authentic leadership questionnaire (2008), Spreitzer and Mishra empowerment questionnaire (1997) and innovative organizational climate questionnaire of Siegel & Kaemmerer (1978) were used. To analyze data, PLS 3.2 software was used. Employee empowerment play a minor role in the relationship between authentic leadership style and innovative organizational climate and the research hypothesis was confirmed. That is, the authentic leadership style through empowerment of employees has an effect on the innovative organizational climate of Isfahan University of Medical Sciences. Managers of organizations, with the adoption of authentic leadership style, can play a role in empowering employees and, through empowerment, create an innovative climate for achieving the goals of the organization and gaining competitive advantage among their peers.

One of the biggest challenges facing companies is retaining employees. Employee retention is an important function of human resource management. The purpose of this study is to investigate the factors affecting the retention of sales staff and sales supervisors of Qasem Iran Broadcasting Company in Mazandaran and Tehran provinces. The statistical population according to Morgan table was estimated to be 60 sales managers and food. The sampling method is census, Finally, data from 55 people were collected and analyzed. The data collection tool is the standard questionnaire of Kindt et al. (2009). By examining the averages of the results of statistical analysis, the importance of factors affecting the retention of sales manager is not significantly different from sellers. The results show that factor of leadership skills and following procedures has a significant effect on retention of sales staff and factors such as appreciation and motivation, pressure factor of and attitude to learning do not have a significant effect on retention of sales staff. In the end, the most important identified factors of retaining sales staff from the perspective of sales managers and sellers of Qasem Iran Broadcasting Company and provide appropriate solutions.

In today's changing world, organizations need employees to express their ideas. Individuals also choose organizations that can express their views because both managers and employees are more motivated and perform in an environment where there is no silence. The purpose of this study was to investigate the effect of job plateau and job stress on organizational silence of Iranian insurance employees. This is a correlational study and a questionnaire was used for data collection. The statistical population of the study was Iranian insurance staff in Tehran which according to Iran Insurance website in 96-97 were about 4264 formal, contractual and contractual employees. The Convenience non-probability sampling was selected as sampling method. Data were collected through standard questionnaires and library studies. Data analysis was performed using the structural equation modeling software of Smart PLS software. Findings show that job stress has no significant effect on organizational silence of Iranian insurance staff but the effect of job stress on organizational silence of Iranian insurance staff was confirmed

Faculty members, as the most important constituent element of universities and experts in their fields, have a good opportunity to participate in innovative activities and can participate in a wide range of entrepreneurial activities. The purpose of this study is to identify the criteria for attracting faculty members with emphasis on entrepreneurial university. this research has an inductive Philosophical approach, in terms of purpose in the practical category, inductive approach and in terms of cross-sectional time horizon. And in terms of research method, it is a qualitative research with exploratory nature. The participants of this study are 20 faculty members of the Persian Gulf University, who used purposive sampling. Data collection tools in this study are based on interviews and the theme analysis approach has been used to analyze the data. This research is the first time that in any research in the country's universities, even conceptually, it has not been studied before. In attracting faculty members, one should have competencies in knowledge: experience in industry, recognize entrepreneurial opportunities, knowledge of industries, entrepreneurial knowledge, and Specialized field knowledge; Skills: communication skills, new technology, problem-solving, English language, teaching skills in new methods, decision-making skills; Ability: Innovative research, networking, scientific abilities, analytical thinking, doing international work, team work, technological activities, strengthening student motivation, Being concerned and social responsibility; And personal characteristics: creative mind, adaptability and flexibility, appropriate communication with students, experiential, responsible, risk-taking, entrepreneurial spirit, seriousness and perseverance, ethics, high expression power and high social interaction Attention Be.