نشریه منابع انسانی ناجا
پیاپی 63 (بهار 1400)

Today, the sustainable value of organizations is created and maintained through intangible assets, which are not included in accounting balance sheets. Human capital involves the tacit knowledge of individuals within an organization, which is one of the critical factors influencing the performance and source of creativity, is one of the most important parts of the knowledge or thought assets of the organization. Therefore, recognizing this part of the intellectual capital aimed at creating value and realizing the goals of the macro The organization has been a researcher's concern in this research.

The research method was narrow in terms of the purpose of explanation, in terms of the applied result and the type of data. A sample of 178 randomly selected random samples was selected from among managers, senior experts and researchers in the field of Najah research and studies.

Using factor analysis and modeling of the structured equations, research hypotheses about the components and indicators of human capital were investigated. The statistical tests of correlation indicate that the components and indices have been meaningfully explained by human capital. Also, human capital has a significant effect on the achievement of the objectives of the development of law enforcement knowledge.

The proposed model showed that human capital can be explained through three components of knowledge, skills and motivation, along with its indicators, as well as an interpretation of the realization of the objectives of macro development of knowledge, research and law enforcement by human capital in the horizon of the sixth development plan in NAJA.

was to investigate the problems and challenges of professional development of managers and provide solutions to improve it. The present study is applied in terms of purpose; The type of data was mixed and in terms of execution, it was a descriptive survey type. In the qualitative part, the data were used through semi-structured interviews and in the quantitative method, a researcher-made questionnaire was used. The statistical population of this study consists of two groups including staff managers and principals of secondary schools. e sample size was 19 people. In the quantitative part, from a statistical population of 250 secondary school principals in District 5 of Tehran, based on Cochran's formula, a sample of 151 people was selected by stratified proportional sampling method, which considering the probability of falling 200 The questionnaire was distributed among secondary school principals. Community Verified icon The face validity of the questionnaire was confirmed through experimental implementation and preliminary corrections and the content validity of the questionnaire was confirmed using expert judgment. The reliability of the questionnaire based on the calculation of Cronbach's alpha coefficient for the problems and challenges of professional development of school principals was 0.937 and for the improvement strategies section was 0.951. The obtained data were analyzed using one-sample t-test and factor analysis. Findings indicate that there are problems and challenges in the professional development of school principals from the perspective of principals. Finally, based on the extracted problems and challenges, proposed solutions were presented.

Information technology is one of the revolutionary human achievements that accelerates the process of increasing productivity in organizations, and this feature can strengthen the impact of many organizational variables related to the human resource productivity. One of the variables affecting productivity is work conscience. The aim of this study was to investigate the relationship between work conscience and human resource productivity with respect to the moderating role of information technology. This research is applied in terms of purpose and correlational in nature. In a survey, 324 employees of the Kerman Police Command were selected as a statistical sample using a random stratified method and three standard questionnaires were distributed among them. Confirmatory factor analysis and structural equation modeling using smart PLS software were used to analyze the data. The results showed that work conscience has a positive and significant relationship with human resource productivity. Information technology also appears to be a moderator in the relationship between work conscience and human productivity. This means that information technology can increase the effect of work conscience on improving employee productivity.

In the current age of knowledge-based, knowledge Workers are the most important assets of universities and the main purpose of this study is to identify working conditions and working methods that affect the productivity of knowledge workers. The present study was applied in terms of purpose and descriptive-survey in terms of the method used, which is in fact part of non-experimental research and used Pearson correlation and multiple regression methods. The required data were collected through archival studies and tools such as questionnaires and interviews. The statistical population of this study consists of knowledge staff - faculty members of Birjand University. The statistical sample according to Morgan's table included 140 faculty members of Birjand University, which was analyzed with the help of PLS and SPSS software. At the 95% confidence level, physical conditions of the workplace, social conditions of the workplace, self-management, self-control, and self-organization have a significant effect on the productivity of faculty members. The variables in the model are significant. The variables of working conditions and working methods have a direct and significant effect on the productivity of faculty members. The productivity coefficient in the model also states that 63.5% of the changes in the productivity variable are influenced by the working conditions and working methods of knowledge workers.

It can be said that job satisfaction means the feeling of satisfaction and the satisfaction that a person feels during his/her work, and as a result, he/she finds encouragement and dependence on his/her job. Job satisfaction is one of the best determining concepts in job performance. Therefore, every organization seeks to increase job satisfaction in its staff. Many factors such as salary and interest in the type and nature of the job affect job satisfaction. This study was conducted to investigate the relationship between identity styles and job satisfaction of employees of Tehran Identification Office. In order to achieve this goal, 70 employees were randomly selected to answer the research questionnaires. This study used two questionnaires, which were Ali Akbar Salahi Identity Style Questionnaire and Job Satisfaction Questionnaire (JDI). The data were analyzed by Pearson correlation coefficient.The results showed that There is a significant relationship between identity styles and job satisfaction.

The present article examines the impact of human strategies and perceived organizational support on organizational performance in the Armed Forces Social Security Organization. The method of the present study is applied in terms of purpose and descriptive in terms of data collection method. Also, this research is a quantitative research in terms of the nature of data. In this article, standard questionnaires are used from the articles of Suleiman Ibrahim et al. (2017) for organizational performance, Sanford et al. (2009) for human resources strategy and Eisenberger et al. (1989) for adapted organizational support variable. It has been researched in terms of validity and validity and has shown high validity. The model estimation, considering that the variables do not have a statistically normal distribution, has been done by the method of structural equations and the results indicate a significant impact of human resource strategies and perceived organizational support on the organization's performance at 95% confidence level.