فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 29 (بهار 1399)

Green human resource management, by creating awareness and interaction between employees of the organization about the environment and environmental factors, guides their behavior to fulfill their duties and obligations to the environment. The purpose of this study was to provide a model to identify the dimensions and effective measures in the implementation of green human resource management using the combined Delphi fuzzy approach and structural equations.

This research is applied in terms of purpose and a descriptive and survey research in terms of data collection method. The statistical population of this study consisted of fifteen managers of Saipa company and university experts. In this study, the fuzzy Delphi method was used to identify the dimensions and effective measures on green human resource management. After identifying the dimensions and effective measures, a model based on this was developed and measured using structural equation modeling.

The findings show that the research experts identified 9 dimensions and 33 actions as effective dimensions and measures for successful implementation of green human resource management.

The results show that some of the identified dimensions, including green selection and green reward management have a positive effect on the successful implementation of green human resource management; therefore, managers need to focus more on implementing these dimensions.

Due to the sensitive position of judicial managers in the country, the selection of qualified judges for this position is one of the basic requirements of the judiciary. The purpose of this study is to design a competency model for Iranian judicial managers.

The selected method of this research is a combination. In the qualitative section, among the deputies of the Judiciary and the judges of the Supreme Court, a purposeful, theoretical and snowball study was conducted, and finally, 21 experts of the Judiciary were interviewed. For the analysis of the interviews, the qualitative data-based method was used, and in the quantitative part, a multi-stage questionnaire and random sampling and analysis of structural equations were used.

The research findings show that commitment and justice in the judiciary is a central phenomenon. This factor shows that the establishment of justice is the most important element in the judiciary.

The research model of causal conditions (personality traits, moral factors, specialized knowledge and belief and spiritual factors), contextual factors (knowledge of work environment, step-by-step appointment in the organization, strategic thinking of the judiciary, having social capital, communication management) commitment and justice (intervening variables (political behaviors, environmental management), strategies (strategic planning, goal setting, leadership and control) and consequences (judicial health, meritocracy and excellence of the judiciary) are formed for the competence of judicial managers.

In the complex world of today's organizations, one of the areas that has attracted the attention of researchers in the relationship between the individual and the organization is the psychological contract between employees and the employer. Psychological contract refers to the unwritten obligations of employees and the employer to each other. The present study aims to qualitatively combine the results of studies conducted in the field of content of psychological contracts and provide a general framework in this field.

In this research, using the meta-combined approach, the results and findings of previous researchers have been analyzed. 641 sources were identified by conducting studies on the content of psychological contracts in reputable foreign and domestic scientific databases. Finally, after some steps, data have been collected from 13 studies conducted in this field. To evaluate the validity of meta-combination, Kasp tool and also to measure the reliability of meta-combination, Kappa Cohen index has been used, which was obtained as 0.868 in SPSS and is at a good level.

The results show that unwritten obligations of employees to the organization have five concepts (organizational citizenship behavior, loyalty, ethics, job performance and flexibility) and unwritten obligations of employees to employees have four categories and fifteen concepts (job and related factors, The environment of the organization is the growth of employees, rewards and public benefit).

Managing psychological contracts in the relationship between the individual and the organization, in order to achieve positive attitudes and behavioral consequences and minimizing the consequences of violating these contracts requires comprehensive attention to the content of psychological contracts in all dimensions.

With the globalization of organizations' services and products, supply chain networks have become more complex than before and are obviously more vulnerable to disruptions. Undoubtedly, the fundamental approach to dealing with disorders and overcoming vulnerability is "resilience". Network resilience is the provision of a new concept that has crystallized from the broader concept of resilience. The purpose of this study is to analyze the components of supply network resilience in order to achieve a model for measuring and evaluating supply network resilience.

The research method is applied in terms of purpose and descriptive in nature. The statistical population of the research is based on valid articles of the resilience literature in scientific databases, the method of data collection is documentary and based on Simo logic and the method of data analysis is qualitative and quantitative. In qualitative analysis, first 1461 documents related to supply-side resilience were prepared using systematic review of research literature, and then 194 documents were extracted with a hyper-combined approach. In the quantitative analysis section of the research, by presenting Shannon entropy algorithm, the components of resilience in the documents are classified.

The main indicators have been developed in the form of three components of drivers, strategies, and evaluation metrics of the supply chain. Stimulants include enablers and inhibitors. Strategies also include preventive, current, and responsive strategies.

In the components of strategies, the emphasis is on creating improvement processes, adaptation through flexibility and redundancy. In the stimulus component, too, there is an emphasis on joint effort and agility in the capabilities and disorders of inhibitors. Flexibility is also a priority in the component of evaluation metrics.

The present study was conducted with the aim of designing a comprehensive effective deployment model of Capital Bank performance and productivity management system based on the meta-combined method.

This research is applied in terms of purpose and the meta-combined method has been used. The researcher has done a thorough and in-depth review of the subject using the meta-combined method and has combined the findings of related qualitative research. In this regard, 387 qualitative studies in the field of employee performance were evaluated. At the end of 210 studies were selected and by analyzing their content, the relevant dimensions and codes were extracted and the importance and priority of each was determined using Shannon entropy.

Based on the research findings, staff training codes, organizational strategies and management skills have the highest coefficient of importance between the four dimensions of performance management system and productivity. Finally, after the research steps, a comprehensive model for determining and establishing a comprehensive effective performance management and productivity system of Capital Bank was presented in three stages: identification, implementation structure and design.

The present study aimed to provide a model of organizational pessimism indicators in the banking industry that tries to help better understand organizational pessimism in order to control and manage it.

The present study is mixed in terms of method and applied in terms of purpose. The statistical population is the qualitative part of the researches conducted in the field of organizational pessimism and the statistical population is the quantitative part of the employees of Ghavamin Bank in Lorestan province, 202 of whom were randomly selected. Content analysis method was used to analyze the data. The reliability of the results was estimated to be 0.947 using the Holstie method.

At the end, the codes and themes obtained from the theme analysis were revised and revised with the opinion of 15 banking experts and university professors. According to experts, a number of codes and themes were removed and some were merged, and finally 84 codes, 17 basic themes, 2 organizing themes and 1 comprehensive theme were approved.

The results show that organizational pessimism is a very destructive phenomenon with very negative consequences; therefore, the present model is a good source for recognizing organizational pessimism and understanding its consequences in the banking industry. According to the research findings, the indicators of organizational pessimism are: explicit indicators and hidden indicators, which according to the results of Friedman test, the importance of hidden indicators of organizational pessimism are more than obvious indicators and should be considered more.

The purpose of this study is to explain the relationship between the characteristics of corporate governance or leadership on the probability of financial stress of companies on the Tehran Stock Exchange and to explain the moderating role of management capabilities on this relationship.

107 companies from 6 industries were surveyed during the years 92 to 96. Independent variables related to measuring corporate governance characteristics were divided into two categories. First, the characteristics related to the board of directors of companies, which are measured by the two variables of board size and independence of the board of directors, and second, are the audit characteristics of companies that have been measured using the variables of auditor size and type of auditor report. Data with the structural equation modeling approach of least partial squares.

The findings indicate that the characteristics of the board of directors have a negative effect on the probability of financial stress at the level of 10% error and the audit characteristics at the level of 5% error have a positive effect on the probability of financial stress. But the moderating role of management abilities on these relationships was not confirmed.

The results of this study indicate that improving some corporate governance or governance characteristics such as corporate board characteristics can reduce the likelihood of corporate financial stress, while improving some of these characteristics, such as improving corporate auditing characteristics, despite initial expectations. Not only are they unable to reduce the likelihood of financial stress, but they also have a detrimental effect on the likelihood of stress.

The selection and appointment of qualified managers is one of the most important organizational issues and in order to identify and select the most suitable people, criteria are needed for qualified and qualified people to take over organizational positions. The purpose of this study is to determine the model and the components and competency indicators of the managers of the VIP protection unit of Iran Police.

This research is descriptive-correlational in nature and quantitative in terms of research method. The method of data collection is field and library and the data collection tool is a questionnaire and documents. The statistical population of the study was NAJA staff and the statistical sample was information security staff and 30 people were selected by non-random-purpose sampling method from experts to design the model and 156 people were selected by simple random sampling method with Cochran's formula to test the model. In order to analyze the data, LISREL 8.5 software was used.

The research findings showed that in the VIP protection competency model, there are five competencies: organizational, communication, technical and specialized, behavioral, psychological and perceptual, and each of these competencies has its own special components and has a total of 27 components.

Organizational competency component with six indicators, communication competency component with four indicators, technical-professional competency component with four indicators, behavioral-psychological competency component with eight indicators, perceptual competency component with five indicators were identified. In competence of organization, the most effective component with a factor load of 0.96 and perceptual competence has the least effective component with a factor load of 0.69 in the pattern of character protection.

Today, the development of knowledge, skills and abilities of employees through effective human resource practices is one of the keys to the success of organizations. The aim of this study was to identify the impact of personal and non-working resources on the performance results of bank employees with the mediating role of work affiliation.

The research was applied in terms of purpose and descriptive-survey in terms of type, quantitative in terms of data nature and correlational in terms of data relationships. The statistical population of the study includes managers and experts of Bank Shahr branches in Tehran province who had at least a bachelor's degree. The sample size was determined to be 278 using the Cochran's formula in a population of 1000 people. The sampling method in this study was stratified random sampling. The data collection tool was a questionnaire. Structural equation technique was used to test the research hypotheses.

The findings showed that family support has a positive and significant effect on self-efficacy and working memory belonging. The tendency to leave work early, internal role performance, recovery performance, and extra-role performance are also affected by work belonging. Self-efficacy mediates the effect of family support on working memory belonging. Attribution of remembrance mediates the effect of family support on the desire to leave work early, in-role performance, recovery performance and extra-role performance, and attribution of reminiscence on the effect of self-efficacy on the tendency to leave work early, in-role performance, recovery performance and extra-role performance.

The results show that the higher the level of belonging due to personal and non-working resources of the bank employees, the more the performance of the employees can be predicted.