نشریه توانمندسازی سرمایه انسانی
پیاپی 2 (پاییز 1397)

The innovation of state sector and their attitude towards corporatization and decentralization because of lack of flexibility in traditional structures has made a movement that the role of staff and the need for their empowerment have been approved as the center of gravity of any attempt to reduce the size of the organization and improving the service to the people. The purpose of this research is study the relationship between innovative organizational climate and its components with psychological empowerment among the government organizations staff in counties Roudsar and Amlash. 168 individuals from the government organizations staff of counties Roudsar and Amlash in the 2015 year were selected based on random sampling method and completed the siegel and kymer innovative organizational climate questionnaire and scale of psychological empowerment Spritzer. The data were analyzed using mean, standard deviation, correlation and Regression analysis. Results showed that the innovative organizational climate with psychological empowerment have positive and significant correlation. Also at a significance level P<0/001, support of creativity and trust as well as the resource provisioning to innovate with the effectiveness and trust have a significant relationship. And at a significance level P<0/005, there was a significant positive correlation with the resource provisioning of innovation and autonomy.

he aim of this research is study of Organizational learning and Psychological Empowerment in staff of Youth and Sports of Fars. The research statistical population includes the experts in staff of Youth and Sports of Fars and the number was 114 individuals. From 114 individuals, 93 individuals were chosen as the sample through convenience sampling. Data collection was conducted by the use of standard questionnaires of Organizational learning (Nifeh, 2001) and Psychological Empowerment (Spretzer 1995) with Cronbach’s alpha coefficients of 0.74 and 0.81, respectively. Descriptive statistics were used for data description and Pearson correlation coefficient were used for inferential analysis.Results showed that Organizational learning and Psychological Empowerment had positive and significant relation (r = 0.53). According to the results of research, it is necessary to use Organizational learning in sport organization for more Psychological Empowerment.

The purpose of this study was to investigate the effect of labor force diversity on employees' performance at Zanjan University of Higher Education. Various legal measures have been taken by the government to shape the workforce in organizations. However, these legal measures explicitly focus on forcing organizations to accept diversity, and therefore do not take into account the business's need for it and how it affects employees' behavioral outcomes, such as employee performance. For this reason, this study examines the effects of labor diversity on employees' performance at the university. The study population consisted of all technical and humanitarian faculty members (N = 199). According to the research objectives, 91 non-native professors were selected as purposeful and accessible non-probability sampling. In this study, the labor force diversity questionnaire and the questionnaire Employee performance has been used. The results showed that the predictive effect of age variability was higher than other variables.

This study aims to explain The quality of work life of employees of Gilan Provincial Engineering Organization is based on positive organizational behavior, personality and organizational citizenship behavior. The method of this research is descriptive and is considered as a practical purpose. The statistical population of this research includes employees of Guilan Construction Engineering Organization and the method of sampling is simple random. The data gathering method in this research is field survey of this questionnaire. To assess the validity of the research tool, the content validity method and reliability test were used from the Cronbach's alpha coefficient. Finally, for analyzing the data and testing the research hypotheses, structural equation modeling was used with smart pls 2 software. The results of data analysis showed that positive organizational behavior, personality and organizational citizenship behavior had a positive effect on the quality of work life of employees and explained 86.4% of employees' quality of work life.

Today, competitive environment of Organizations and the lack of opportunity to manage of staff, forced the administrators to empowerment process of staff by using of the organizational commitment, skills training, knowledge and ability. Purpose of this study is the relationship between Organizational commitment and employee empowerment. Research method is descriptive and correlation. The population statistical of this study according to information of the human resources department, is consisted of all official, contractual and contract employees of Youth and Sports employees’ Ministry in Ilam city who are 75 people. Research tools used in this study, were Shert and Reinhardt Empowerment questionnaire (1992), with a reliability of 0/86 and the second questionnaire, were Allen and Mayer Organizational commitment with 0.75 reliability (1991). Data were analyzed by one sample T. Test, Pearson correlation and stepwise regression analysis. The results showed that the three dimensions of empowerment (professional growth, status and decision-making) with Organizational commitment have a meaningful relationship. These three empowerment dimensions were significant predictors for organizational commitment. In addition, the level of employee empowerment is higher of the average level and organizational commitment employee’s level is lower than the average level. The results showed that with increase of the empowerment factors (professional growth, status and decision-making) are also increased levels of organizational commitment.

he present study aims to identify the dimensions, components and presentation of the conceptual model of the job path. The research method is descriptive-survey and data is collected through field. The statistical population of the study was 20 faculty members and organizational experts, and then 141 staff members of the organization were selected from among 222 knowledgeable individuals in the field of human resources, using purposeful and random sampling and based on Cochran's formula. The data collection tool was a researcher-made questionnaire. In determining the reliability and validity of the instrument, the Cronbach's alpha coefficient is 0.797 and the coefficients of CVS are 0.95, CV = 0.99, CVI = 0.97. To analyze the data, descriptive-inferential and SPSS software were used. The results of this study indicate that the core study of the present study consists of 7 dimensions and 23 components that are drawn according to the ground conditions of the final model.

Employees turnover is a factor that affects the organization in order to achieve goals and it can impose obvious and hidden costs to the whole of the organization. Since prevention is always better than cure, the organizations are trying to exploit the turnover intention, Than it would prevent. Therefore, identifying factors and their impact on the turnover intention is very important. The research is applied in terms of objective, and its methodology is descriptive in correlational branch. This study focused on factors that influencing turnover intention of BMI of Guilan’s employee. using available sampling, 266 employees of BMI were selected as the statistical sample. The required information was collected through the standard questionnaire that has content validity and reliability has been confirmed. Data analysis was done through statistical techniques of descriptive and inferential statistics and structural equations and path analysis was done by LISREL 8.5 software.