نشریه مدیریت منابع انسانی پایدار
پیاپی 1 (پاییز و زمستان 1398)

The human resource management is one of the most important managerial and supportive processes in all organizations. This process which starts before hiring the employees in the organization and continues until their dismissal, can create and empower reliable competitive advantages for the organization. Some encouraging experiences are available on the determinant and effective role of this field in organizations. On the other hand, the human resource field couldn’t reach a good position in most of the organizations and couldn’t have effective involvement in the organization strategic fortune and meet the stakeholders’ long-term aims. Current research tries to analyze top and line managers’ expectations from Human resource department in Iran Khodro Industrial Group Companies. The research method is fundamental-applied in terms of aim and is descriptive-survey in terms of data collecting tools. The research strategy was planned according to a mixture of the qualitative and quantitative methods. 15 factors were determined as the main expected factors from the human resource department by the top and line managers.

The purpose of this study was to investigate the effect of continuing education on job performance and perceived career success and to identify the advantages and obstacles of continuing education of the employees. The research is applied in terms of method and uses a mixed method. In the quantitative part, two standard questionnaires and in the qualitative part the content analysis approach were selected for data analysis.  In this study, the conceptual model was tested in Sarkhoon and Qeshm Gas Refining Company using structural equation method. The results showed that there is a significant positive relationship between the continuing education and perceived job success, the continuing education and job performance and the role of the mediator of the perceived job success and the continuing education and job performance in first, second and third hypothesis respectively. In the qualitative part, the results also showed that systemic attitude, career development, innovation and initiative are the benefits of continuing education and increasing stress, job stress, academic inadequacy and decreasing group participation are the challenges of continuing education.

Understanding the Qur'anic guidelines in Islamic contexts and human resource management and implementing its right principles can be a basis for positive changes in employees' attitudes toward work and the workplace that this matter, in turn, will improve the performance level of the organization. In this research organizational commitment and organizational trust are considered as two of the most important organizational attitudes, then the present study aimed to investigate the impact of Islamic human resource management on organizational commitment of employees by considering the mediating role of organizational trust. The statistical population of this research is the Islamic Republic of Iran Police Force employees in Yazd which consisted a total number of 248 that 150 of them have been chosen as a sample by using Cochran formula and cluster sampling method for limited population. Required data have been gathered through Islamic human resource management, organizational trust and organizational commitment questionnaires with acceptable validity and reliability. Research data analyzing and hypothesis testing have been done by using SPSS Software and structural equation modeling by Smart PLS-3. The results of this study indicate that Islamic human resource management has a positive and significant effect on organizational commitment and organizational trust and also organizational trust directly affects organizational commitment. On the other hand; the mediating role of organizational trust in the relationship between Islamic human resource management and organizational commitment has been confirmed.

The present study examines the role of quantitative and qualitative job insecurity in the occurrence of the counter-productive work behaviors in a military organization. This is an applied research in terms of purpose; and in terms of nature and method it is a descriptive-correlational research. Data were collected using a standard questionnaire from a sample of 248 participants who were selected in a proportional way and analyzed using structural equation modeling in PLS software. The results of this study show that while the effect of quantitative job insecurity on interpersonal counter-productive work behavior is negative, and on organizational counter-productive work behavior is positive; the effect of qualitative job insecurity on deviant behaviors is opposite. This result suggests that the different nature of qualitative and quantitative job insecurity leads to different behaviors. Paying attention to these differences in human resource decision-making can help managing of the organization better.

The purpose of this study was to investigate the relationship between professional vitality and career success. The research method is descriptive and correlational. The statistical population of this study consisted of all administrative staff of Karaj Municipality (374 persons). Using simple random sampling method, 190 of them were selected based on Cochran formula. A questionnaire was used for data collection. The validity of the questionnaires was calculated using Cronbach's alpha coefficient. Structural equation modeling was used by LISREL software to test the hypotheses and test the model. The results of the main hypothesis of the research indicate that there is a positive and significant relationship between professional vitality and job success. The results of the subsidiary hypotheses of the study showed that there is a positive significant relationship between professional vitality and job satisfaction and professional vitality and flexibility of human resources. There is also a significant negative correlation between professional vitality and the tendency to quit.

In today's business environment, organizations increasingly use branding as a strategic tool that this use of the brand has found a way n the field of human resource. Employer brand examines how to attract employees and retain them through the process of branding. This study seeks to evaluate the effect of brand image on the potential employee’s intention to apply a job through mediating role of employer brand attractiveness. The population of this research is the students of Tehran University college of Farabi. The study was a descriptive survey and a questionnaire was used to collect data. Reliability was calculated as 0.92 through Cronbach's alpha coefficient. As well as, its validity was evaluated by factor analysis. Research hypotheses were tested through structural equation modeling (SEM). The results show that the Employer brand image has a positive and significant impact on the Employer brand attractiveness and potential employee’s intention to apply a job. As well as, Employer brand attractiveness has a positive and significant impact on the potential employee’s intention to apply a job. Finally, the indirect impact of brand image on the potential employee’s intention to apply a job through employer brand attractiveness was confirmed. Also, according to the results the organization provided practical recommendations for managers and planners.

Human resource is considered as a strategically essential factor in the effectiveness of organizations. A great number of scholars believe that consistency of organizations depends on participation. They believe, it is impossible for organizations to reach a proper level of effectiveness without participation. This research is intended to assess the mediating role of job participation in the relationship between human resource management and effectiveness. The research population included 211 employees of Allis Company in Mashhad from whom 140 employees were selected as sample according to Cochran’s formula. The data were collected for each one of variables using the questionnaire. Its validity was confirmed by content and face validity. To determine the reliability of questionnaire, Cronbach’s alpha coefficient was used. The Cronbach’s alpha coefficient was 0.89. It indicates high reliability of the questionnaire.  Using SPSS16 and AMOS22, the collected data were analyzed. The results proved the practices of human resources had relationship with job participation and job participation had relationship with organizational effectiveness. The practices of human resources indirectly affect effectiveness through the mediation of job participation.

The purpose of this research is to analyze the experience of public service from the perspective of employees of a governmaental organization. This research is a qualitative research with phenomenological strategy and aims to understand and extract the meanings inherent in the phenomenon of public service. The study population consisted of employees serving the organization under study in the last 4 years and semi-structured interviews were used to collect data. There were 9 participants in this study. Content analysis was used to analyze the data. Through understanding employees' perceptions of public service phenomena, the researcher realized that the most important motivation for joining a government agency was a sense of responsibility and benefit to society. Employees were satisfied with the organization at the time of entry, but their job status gradually reduced their performance and reduced service morale and commitment. The findings of the present study showed that the phenomenon of public service was considered as a negative phenomenon in their lives, apart from increasing employee dignity.

One of the important indicators in organizational studies is job satisfaction. If one is not satisfied with one's career, reactions such as leaving the service, spreading rumors, damaging the organization and its equipment, underemployment, and evading organizational organization in the workplace show a decrease in individual productivity. The aim of this study was to investigate the effect of job satisfaction on anti-production behaviors in the workplace with emphasis on social loafing. The results of this paper are the result of applied research of descriptive-survey type. The statistical population of the employees of the Social Security Organization is Hashtpar. The method of data collection is field and a standardized questionnaire has been used to collect data. The reliability of the questionnaire was estimated by Cronbach's alpha coefficient above 0.7. The validity of the research instrument was confirmed by the content validation method. In order to analyze the data, the structural equation modeling method based on the partial least squares approach was used by Smart PLS3 statistical software. The research findings showed that job satisfaction has a negative and significant effect on anti-production behaviors. Also, the role of social loafing in relation to job satisfaction and anti-production behavior was confirmed.

The purpose of this study is to determine the effect of human resource management practices on organizational performance through the mediating role of employee performance and moderation of 34000 human resources model implementation, based on the perception of Pars Oil Company employees. This is an applied research in terms of purpose and descriptive-survey type. Statistical population included 510 people and the statistical sample is estimated to be 219 people using Cochran's formula. Data are collected using a researcher-made questionnaire and performed randomly. To measure the questionnaire validity, formal and content validity and confirmatory factor analysis are used while Cornbrash’s alpha is utilized to measure the reliability with SPSS software. The research hypotheses are tested using path analysis method using AMOS software. The results of this study showed that the positive and direct effect of human resource management practices and the effect of the moderating role of 34000 human resource model on employee performance. The results also showed that the mediating role of employee performance in the relationship between human resource management practices and organizational performance is not significant. So, it is suggested that the processes of the 34000 human resources model be fully implemented in Pars Oil Company.

Facilitators, i.e., persons affecting motivation to perform better as business process implementation advisor, support the group members to achieve the organizational goals. As these individuals face pressures while performing job duties that may cause them to ignore ethical problems, this research was conducted to investigate for the first time the effect of ethical work climate on facilitators' attitude and behavior, as well as the indirect effect of ethical work climate on their turnover. By adding " Altruism" variable in this research, attempts were made to develop DeConinck model of research. Results showed that this variable with correlation coefficient of 0.444 had a significant effect on job commitment. This research was conducted using descriptive-survey method. Data were collected using questionnaire. In order to analyze data, conformational factor analysis (CFA) technique and partial least squares (PLS)-based structural equation modeling (SEM) were used in SMARTPLS software. Results show that by their positive effect on job satisfaction, the ethical work climate can increase the commitment of facilitators to the organization and their duties performance and lead to better job performance. Additionally, these two variables can have an indirect negative effect on turnover in these persons. On the other hand, by understanding the concept of ethical work climate, the persons perform their job duties with lower stress, which in turn leads to their better job performance and causes a reduction in the individuals' turnover.

Today, psychosocial work characteristics are factors influencing the attitudes and behaviors of employees in the workplace. The purpose of this study is to investigate the relationship between psychosocial work characteristics and occupational well-being as well as to explain the role of moderating recovery experiences. This research is based on the purpose of the applied research and in terms of data collection, is a descriptive-survey research of correlation type. The statistical population of the research was 680 employees of Nekachoub Company of Mazandaran province. The data were collected through simple random sampling from 257 people. To measure variables, standard questionnaires were used in the field of psychosocial work characteristics, Occupational well-being and recovery experiences and their reliability was confirmed by Cronbach's alpha method. Structural Equation Modeling and PLS software were used to test the research hypotheses. Findings showed that psychosocial characteristics of work have a positive and significant effect on occupational well-being and the moderating effect of employee recovery. Organizations that have difficult jobs due to the nature of their duties (such as natural resource protection) can use the findings of this study to maintain and improve the well-being of their employees.