نشریه توانمندسازی سرمایه انسانی
سال سوم شماره 4 (پیاپی 11، زمستان 1399)

The aim of this study was to determine the effect between "transformational leadership" and "tendency to change" through the mediating role of "commitment to change" staff of the Islamic Azad University, Shahrekord Branch, with a descriptive correlational method. The statistical population of the study was 390 employees of Shahrekord Islamic Azad University, of which 138 people were selected using Tapakhnik and Fidel formula and random sampling method to participate in the research. Three questionnaires were "Transformational Leadership of Bass and Allio 1995," "Tendency to Change Dunham et al. 1989" and "Commitment to Change Herskovich and Meyer 2002" to measure variables. Formal process by a number of respondents and narrative Content was approved by a number of experts. The reliability of the questionnaire was estimated to be 0.84 using the Cronbach's alpha coefficient for the "transformational leadership" questionnaire, 0.77 for "change orientation" and 0.76 for "commitment to change". Descriptive and inferential statistics (Pearson correlation coefficient tests, structural equation model test, multiple regression, etc.) were used to analyze the data. The results showed that there is a significant and positive relationship between the tendency to change and change and leadership (r = 0.298) and there is a significant and positive relationship between the tendency to change and commitment to change (r = 0.167). There is also a significant and positive relationship between transformational leadership and commitment to change (r = 0.246)

The present study was conducted with the aim of explaining the relationship between Islamic work ethic and adaptive performance with the mediating role of innovative work behavior and the moderating role of ethical leadership. The research method is descriptive correlational. The statistical population of the study consisted of all educational staff of Fars province consisting of 3427 people. Using a stratified sampling method and Morgan table, the sample size of 345 people was selected. For data collection, the standard questionnaire of Islamic work ethic (Alias 1988), adaptive performance of Han and Williams (2008), ethical leadsership of Brown and et al. (2005), Jansen (2000) and Scott and Bruce (1994) were used. Validity of the questionnaires was based on content validity and their reliability was calculated based on Cronbach's alpha, respectively, 0.78, 0.76, 0.89, and 0.89, respectively. Data analysis is done using Spss23 & SmartPLS structural equation. The results showed that there is a positive and significant relationship between Islamic work ethic and adaptive performance and a negative and significant relationship between Islamic work ethic and innovative behavior. Also, the relationship between innovative work behavior and adaptive performance was not significant. In addition, the results indicated that innovative work behavior plays a mediating role between Islamic work ethic and adaptive performance, but ethical leadership does not have a moderating role on the relationship between Islamic work ethic and innovative behavior.

The aim of this study was to investigate the job motivation of high school teachers and vocational students in Kermanshah, which is applied in terms of purpose and causal-comparative method. The statistical population of the study includes all high school teachers and vocational students in Kermanshah working in the academic year 2009-2010. According to the official statistics of the General Directorate of Education of Kermanshah province, their number was 3084 people. Using the stratified sampling method and the Georgian-Morgan table, 342 high school teachers and art students in Kermanshah were selected as sample members, of which 57 were students and 285 were students. People were also formed by secretaries.The data collection tool was the job motivation questionnaire of Scafieli et al. (2002) which consists of three subscales of self-absorption, strength and endowment. The construct validity and content of this scale have been reported optimally by the manufacturers. The reliability of this scale has been obtained in several studies with Cronbach's alpha method between 0.80 to 0.90. The results of t-test of independent groups showed; The difference between the calculated average in the components of professional energy (enthusiasm to work), professional sacrifice (dedication to work) and recruitment is statistically significant between the group of teachers and students and the job desire of students is more than Is teachers (p

The main purpose of the present research is to explain The Impact of Transformational Leadership on Turnover Intention through work engagement and organizational identification in Guilan Rural Water and Sewage Company. The present research is a functional study in terms of objective from a type of descriptive. It is a field study in terms of data collection. The population of the study is 420 employees of Guilan Village Water and Sewage Company. The sample size was determined using the Cochran formula at 144 people. In this research, simple random sampling method was used. The data were analyzed using SPSS22 and SMART PLS3software. The results of the study showed that however the transformational leadership affects organizational identity and work engagement of Rural Water and Sewerage Company employees of Guilan, the transformational leadership did not show any effect on Turnover Intention. In addition, the findings showed that transformational leadership through organizational identity and work engagement affects the Turnover Intention of Guilan Rural Water and Sewerage Company employees

The aim of this study was to investigate the role of human capital engineering in positive work attitudes and educational quality (statistical population: primary school teachers in Rasht). The type of research is applied in terms of purpose and descriptive in terms of nature. The statistical population in this study included teachers of girls' primary schools in Rasht from February 2017 to July 2016. The sample size was 234 people using Morgan table using random stratified method with proportional distribution of numbers from the mentioned community. The data collection tool of this research was a provincial questionnaire which was implemented according to the professor with a slight change in it. To determine the content validity of the questionnaire from the opinions of experts and to determine the reliability of the instrument, Cronbach's alpha method was used and the alpha value was 0.859. Two methods of descriptive and inferential statistics have been used to analyze the data. In the descriptive statistics section, the data are summarized and a table is prepared and a graph is drawn, and central indicators such as mean, dispersion indicators such as standard deviation are used. At the level of inferential statistics, after performing the data normality test, univariate T-tests were used. Findings showed that human capital engineering has a positive and significant role in the positive work attitudes and efficiency of girls' primary school teachers in Rasht. Eight sub-hypotheses of the research were confirmed by the above test.

The present study was conducted with the aim of ranking the factors affecting the performance of the sales network in the insurance industry.

In the present study, the in-depth interview method was used to identify the factors and the network analysis method was used to rank the factors. The statistical population includes all experts in the insurance industry in Gilan province, including the insurance industry sales network, with experience and higher education, and technical and staff managers and major insurers, among whom 17 of them with the conditions of having at least a degree Master's degree and work experience of at least 15 years in the insurance industry and by snowball method were selected as a statistical sample for interview and completion of a pairwise comparison questionnaire.

The findings show that the performance of the sales network in the insurance industry is a function of individual factors related to agents and factors related to the organization of agents, insurance agent performance, factors related to central insurance, factors related to the insurance company, and environmental factors. Also, the findings of the ranking section have shown that the individual factors related to the representatives of the first rank and the organizational factors related to the representatives, the factors related to the central insurance, environmental factors and the factors related to the insurance company are ranked first to fourth, respectively.