فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 33 (بهار 1400)

Public service motivation in the last few decades due to its positive effect on individual and organizational performance was stressed by scholars of modern state management scholars. the aim of this study is to present a pattern of public service motivation in accordance with the iranian - islamic values.

This research is qualitative and the statistical population of this research consists of ayatollah khamenei , ayatollah khamenei , from 1368 to 1398 and21 of the experts had a history of management .for data collection , a number of interviews and semi -structured interviews were used to analyze Grounded Theor by using Maxquda software.In order to validate the results of the Delphi method was used .

based on causal factors , public service motivation will be formed based on altruism , type of friendship , loyalty and adherence to public interest . Also, intervention , background , strategies and consequences of public service motivation were extracted using grounded theory method

organizations with regard to meddler factors and enhancing social responsibility, enhancing the system of human resources management and management and jihad work can achieve valuable consequences at the individual and organizational level and contribute to the socio - national level of performer roles.

The aim of this study was to provide model of talent management based on recruitment and development processes. In terms of purpose this study is an applied research, and descriptive for data collection. Statistical society was staff of Saipa Company's human resources department to 260 people using the random sampling method, 155 of them were selected and questioned. The questionnaire consisted of 40 closed questions was used to collect data. The validity of this was reviewed and approved by using the view point of university professors and its reliability was calculated 94/5% by using Cronbach's alpha. After gathering and summarizing data, quantitative data through structural equation modeling and partial least square method and with the use of software PLs were analyzed. Finally, the proposed model in order to optimize talent management system talent to recruitment and development talents were presented. The aim of this study was to provide model of talent management based on recruitment and development processes.

Iran is one of the countries that has always faced sanctions and various sanctions have affected its industries. Also, the success of any industry depends on the economic, political and cultural conditions in which it is located. The purpose of this study is to design governance mechanisms in the context of sanctions in the country's electricity industry.

The method of this qualitative research is theme analysis. Data collection is field and library and with the tools of interview and documentary review. The participants of the study were electrical industry experts who were selected by non-random snow-sampling method and numbered 15 people. Data analysis was performed by Clark and Brun method. After enumerating the governance mechanism in the conditions of sanctions from experts, prioritization was done by hierarchical analysis and TOPSIS methods.

The findings showed that the electricity industry is facing challenges in the economic, cultural and structural fields in the context of sanctions, and in this direction must use different mechanisms in four areas: political, cultural, economic and structural.

Based on the results of the research, considering the importance of the economic issue in the electricity industry in the context of sanctions and the lack of economic attitude towards this industry, reforming the selling price of electricity has been identified as the first priority and can be a good mechanism to deal with the issue of sanctions.

This research has been conducted to design a model for Sustainable Human Resources Management (SHRM) aligned with sustainable good goverance in Iran’s administrative system.

This research is an applied one which was done using a mixed method. The intended strategy for this research method was a sequential-heuristic one. The qualitative part of the study was done through theme analysis method, and the quantitative part was conducted using descriptive-survey method. In this research, triangulation strategy was used for validation. The method of intrasubject agreement of two encoders (raters) was used to calculate the reliability. The reliability of the encoders for the articles in this study was 0.87.

The analysis of qualitative data resulted in the identification of 39 basic themes, 8 organizing themes and 3 global themes that were presented in the format of a model. Also, one-sample T-test was used to decide on elimination of the themes that are not well connected to the model. Since the mean of all indexes was above 3.66, it can be concluded that according to the experts’ view, all identified themes are related to SHRM model in Iranian administrative system and there is a consensus on their importance among all HRM and administrative managers.

The study showed that the current view in SHRM is not inclusive and value driven. Therefore the the desired model is presented based on the Upstream policies of Iranian Administrative System to achieve good goverance.

The present study was conducted with the aim of designing and explaining the promotion of human resource productivity in the public sector.

The research was conducted by a combined method and an exploratory approach. The statistical population was informed about the selected employees of government organizations, elites and experts.

In the first stage, by using interviews (qualitative method) with selected employees, the effects of human resource productivity were analyzed. The data were analyzed by the foundation and 25 main categories were identified and a conceptual model was formed based on them. In the second stage, by combining the effective factors of human resource productivity obtained from the research literature, interviews and questionnaires were designed in 25 areas. The normality of the research data distribution was investigated using Kolmogorov-Smirnov test and the analysis was performed by modeling using Smart PLS statistical software.

Factors of personality traits, individual creativity, individual attitudes, organizational mission and organizational policies and freedom of action, job enthusiasm, personal communication, organizational culture, organizational communication, professional merit, central competence, organizational structure, compensation system, job accounting, leadership, Empowerment, organizational support, training, performance appraisal, individual productivity promotion and organizational productivity are known to be effective in promoting human resource productivity.

The purpose of the present study is to analyze the policies, programs, plans, and projects of the Islamic Republic of Iran for managing the talent of the country's human resources.

The method used is descriptive-analytical in terms of nature and the methodology applied was content analysis of 20 documents which were selected as a purposeful and accessible sample for the study. The required information and data collection tools were researcher-made checklists and forms.

"Talent Management" was the main theme in national documents. Core policies were extracted from Policy documents based on 14 defined categories and 77 sub-categories. The most important core policies concerning talent management are provided in the fields of culture, credit facilities, education, research, technology, international relations, infrastructure development, empowerment, justice, encouragement, recruitment and employment, freedom, SMANs (NGOs) and appraisal. The national strategic document on elites’ affairs is the most comprehensive document with regard to talent management, and “justice” is the most recurring indicator in the documents. In compiling policy documents, there is a greater inclination of governance policies towards inclusive subject approach for talent management.

It requires a coherent structure with systematic studies in the planning system in order to create a suitable platform for establishing talent management and planning to identify, grow, maintain and promote talents as the main and effective capitals. Accordingly, the 7th 5-year development plan will be highly credible if the core policies proposed in the plan are taken into account.

The development of technology and the shaping of the digital age is expanding so rapidly that some researchers believe that, 65% of children today experience jobs that do not exist today, and this shows the dynamism of human resources in the digital age and reveals the role of human resource managers. The corona virus has created an environment for organizations to emphasize the role of technology, which means paying attention to digital businesses. The purpose of this study is to identify the competencies of human resource managers in the digital age to deal with the corona virus and what changes will occur in human resource subsystems. This study was performed by qualitative method and themetic analysis and the data were obtained through semi-structured interviews. The statistical population is managers and human resources specialists of companies that are technology-oriented and 21 of them were interviewed and analyzed. The results show that digital human resources cause the development of businesses in the digital field in a significant way. Also, for this form of development, human resource managers need to equip themselves with soft and hard competencies in this field. And that changes to human resource management subsystems, including recruitment, performance appraisal, development, and total compensation, must be made to better integrate and develop a harmonized digital human resource management model.

Innovation can be used for differentiation as the first feature through which organizational performance can be enhanced if attractive. Although the innovation is regarded as the main value resource ,its negative impacts have been always neglected. In this study, we tried to explain the role of innovation in the sustainability based on environment, social and economic consideration. To design model and develop hypothesizes we used in library study and to assess the model and test the hypothesizes we utilized a quantitative approach of structural equation modelling with partial least squares using Smart PLS. Data was collected by means of a questionnaire. Industrial managers were targeted as the statistical population of the study. 267 people were sampled through a simple purposeful method. All hypothesizes confirmed. Results showed that innovation leads to the sustainable with an improvement in sustainability features (i.e. social, environmental and economic). Furthermore, the value caused by innovation triggers the actual innovation outcome. Additionally, the mediating role of ambidexterity was confirmed in the relation between innovation and sustainability as well as between innovation and actual outcome.

This research aims at investigating the relationship between organizational factors (organizational justice and ethical climate) and job burnout of NAJA employees in Guilan province.

The method of the research is descriptive- correlational and from the objective point of view, it's a practical research. The statistical population includes all of the staff members of NAJA organization in Guilan province, which according to the sampling rules in structural equation modeling, sample size is estimated 150 persons, which after distribution of 180 questionnaires, 169 out of them were collected and then, analyzed using SPSS and SMART PLS softwares.

the results showed that three dimensions of organizational justice (procedural, distributive and interactive) have significant relationship with emotional exhaustion and depersonalization. In addition, ethical climate mediates the relationship among distributive, procedural and interactive justice with emotional exhaustion and depersonalization.

The increase in all three dimensions of organizational justice will led to decrease in work pressures and stresses, emerge of positive emotions and strengthen of work spirit in employees and among these, interactive justice has a stronger effect. According to the significant role of ethical climate, the improvement of ethical climate is useful for improvement of employees’ mental and physical conditions and their work concentration.

Information asymmetry in the capital market causes opacity in the trading process and will have undesirable consequences. The purpose of this study is to investigate the effect of web financial reporting on information asymmetry.

In terms of descriptive-correlation type, the present study is a quantitative research based on the nature of the data and causal in terms of temporal dimension. To measure information asymmetry, the model of Chiang and Venkatesh (1986) was used. The statistical population of the research consists of companies listed on the Tehran Stock Exchange in the period 2013-2018 and to test the research hypothesis, a multivariate regression model has been used.

The results of the analysis showed that web-based financial reporting has a negative and significant effect on information asymmetry.

According to the results, in companies listed on the Tehran Stock Exchange, in order to reduce information asymmetry, more attention can be paid to web financial reporting.

The purpose of this study was to investigate the effect of perceived organizational policies on the motivation of autonomy with the mediating role of mood of employees of Mehr Economics Bank. The research method of the study was survey research from the perspective of data collection, and data collection was done using questionnaire. The statistical population of this research is composed of all employees of different branches of Mehr Economics Bank in Tehran. Since it is not possible to examine all branches of Mehr Economics Bank, the branch where the researcher is working was selected for data collection. The number of employees in this branch was 80 persons. The whole sample was selected. Kachmer & Carlson's (1997) Organizational Policy Questionnaire, Guy et al.'s (2007) Situational Motivation Questionnaire, Beck Depression Inventory, UK Health and Safety Executive's Job Stress Questionnaire (1998) were used to collect data. Is. The collected data were analyzed in PLS software and structural equation method. The results showed that the perception of organizational policies was able to explain 0.54% of the changes in motivation of employees' autonomy.The results of this study showed that understanding of organizational policies can increase the level of stress and depression among employees and ultimately this depression and stress can have negative effects on self- Governance motivation.

Hotel management and restaurant complex management are among the industries in which services prevail and in order to achieve long-term success in these industries, name management is essential. When managers think about strengthening their competitive position in the long run, the special value of the name becomes apparent. According to the owners of the brand, the main advantages include gaining more market share against competitors and the ability to retain customers. In this study, views on the impact of brand equity on customer satisfaction are examined and explained.

This research is applied in terms of purpose and descriptive-survey in terms of research method. The statistical population of the study included all customers of the NAJA campus garden complex during the time period of 1/7/95 to 10/15/95. The statistical sample of the study was 384 people who were selected by simple random sampling. To collect data, the standard questionnaire of Nam , Ekinci and White (2011) was used.

Their findings show the special value of the facade name and its dimensions, which include the variables of physical quality, employee behavior, ideal self-matching, lifestyle fit and name facade awareness, have a direct and meaningful effect on customer satisfaction.

showed that the greatest effect is related to lifestyle variables in customer satisfaction and there was no statistical difference between the studied factors in terms of the effect on customer satisfaction.