نشریه توانمندسازی سرمایه انسانی
سال چهارم شماره 4 (پیاپی 15، زمستان 1400)

The purpose of this study is to investigate the effect of organizational bullying on job performance through transformational leadership and ethical leadership. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees of the Islamic Azad University, South Tehran Branch, numbering 1000 people. Through Cochran sampling formula, 287 people were selected as a sample through stratified sampling method appropriate to the volume. The research instruments were the standard job performance questionnaire of Tsui et al. (1997), the standard questionnaire of organizational bullying of Inarsen et al. (2009), the standard questionnaire of transformational leadership of Rahim et al. (2006) and the standard questionnaire of ethical leadership of Brown et al. (2005). The validity of the questionnaires was examined based on the content validity using the opinion of experts, formally based on the views of a number of statistical and structural populations by factor analysis method and after the necessary terms the validity was confirmed and on the other hand the reliability of the questionnaire (Cronbach's alpha method was estimated (0.88), (0.85), (0.87) and (0.88) respectively.Data analysis was performed at the inferential level including structural equation modeling. The results showed that organizational bullying through transformational leadership has a negative and significant effect on job performance, the coefficient of this effect is -0.44 and through moral leadership has a negative and significant effect on job performance, the coefficient of this effect is -0.33.

The aim of this study is to develop a systematic implementation method of Article 44 and to turn to the materials mentioned in the above principle, to provide a privatization model as a case study in the IRA Railway Company based on the fuzzy inference approach. The present study was a descriptive-survey research in terms of applied purpose and based on its nature and method. The statistical population of this study was a group of university professors, specialists, managers and experts familiar with the field of railway and railway industry and the sample size was selected based on the chain method or snowball, 10 people. Data analysis was performed using fuzzy inference approach using MATLAB software. The results showed that the most desirable method for privatization in railways is the management contract method, the desirability of which was equal to 0.859, in which the cultural factor was the most effective component and the economic factor was the least effective component. On the other hand, the methods of offering shares to the public (0.822) with the priority of political and legal factor and the contracting method (0.810) with the priority of information factor were in the next ranks. Also, the lowest desirability was obtained for the method of decomposing larger units into smaller units with a value of 0.608. Therefore, it is necessary for the managers of the railway industry to use the best method in privatization methods according to the requirements of this industry.

The aim of this study was to determine the effect of organizational talent and knowledge management on employee job satisfaction. The research method is applied in terms of purpose and descriptive-survey in terms of data collection. The statistical population included all the staff.whose number was 834 people and the sample size was determined based on Cochran's formula to 265 subjects and relative stratified random method. Data were collected using Armstrong Talent Management Questionnaire (2006), Newman and Conrad (1999) Knowledge Management, and Mir and Allen (1991) Job Satisfaction Questionnaire. Structural equation model was used for analysis. The validity of the questionnaire was confirmed using the factor load and the value of the mean variance test (AVE). Also, their reliability was confirmed using the combined reliability extracted from the results of the structural equation model. Findings showed that talent management and its components, namely talent absorption, talent development have an effect on job satisfaction. the talent retention component did show a significant effect. According to the results of measuring the fit of the structural model of research on talent management and knowledge management with job satisfaction, the path coefficient of this relationship (β = 0.336) and (β = 0.299) and its significance number (t = 4.419, respectively) And (t = 3.451) is obtained that this value is significant at the level of 0.05; Therefore, the main hypotheses of the research were confirmed; That is, organizational talent and knowledge management has an effect on employee job satisfaction.

The purpose of this study is to present a model for improving the productivity of human capital in government organizations with the approach of the statement of the second step of the Islamic Revolution (exemplary employees of government departments in the oil industry). The research method is descriptive-exploratory which has been done with a combined approach (qualitative and quantitative). The statistical population of the study consists of sample employees of the selected public sector in the oil industry during the years 1394 to 1399. Data collection tools were semi-structured and in-depth interviews. According to the obtained results, it can be seen that causal conditions have a direct and significant positive effect on the central phenomenon and indirectly on strategies and consequences. Underlying factors, intervening factors and pivotal conditions have also had a direct and significant positive effect on strategies and indirectly on consequences. Each of the cultural institutions and executive bodies must train their human resources to the extent of their capacities, facilities, concerns and efforts to take positive and effective steps towards the realization of the declaration of the second step of the Islamic Revolution.

In the modern world of business which is based on competing and delivering the best performance to achieve the organizational goals. The commercial growth development and natural resources usage can’t be gained without considering their effects. Thus, in line with the sustainable development principles, project-oriented organizations aim to be successful in project management, gain the profit and satisfy the customers. Profitability and be successful in the project performance are based on creating value for the customers, adapting to market changes, environmental constraints and to be responsive to the customers’ needs. Therefore, to successful implementation of the project management in parallel with the sustainability principles will be possible by creating the agility parameters. For this purpose, the current study, has provided an approach to identify and rank the agility factors in project-oriented organizations, based on project management critical success factors and sustainability factors, applying quality function deployment. To this end, firstly, project management critical success factors and then, agility and sustainability factors in project-oriented organizations, have been identified. Thereafter, the importance of the project management critical success factors and agility factors have been evaluated from the Isfahan Municipality’s experts’ and academia experts’ viewpoints. Afterward, Agility factors’ weights in project-oriented organizations have been calculated based on the project management critical success factors using quality fuction deployment. Finally, on the basis of the calculated weights, agility factors in project oriented organizations have been ranked.

The aim of this study was to investigate the conceptual model of the components of the Center for Internal Control and Organizational Entrepreneurship with the mediating role of human capital management in Mazandaran Governor's staff by descriptive correlational research method. The statistical population of the study was all employees of Mazandaran Governor's Office, numbering 250. Using the stratified random sampling method appropriate to the sample size, 148 people were selected as a sample in 1399. Data collection tools include three standard questionnaires; Entrepreneurial behavior in Mostakis (2007) has been the measurement of the internal control center of Bass and Ovlio (1997) and the human capital management of Organ and Kanowski (1996). The validity of the instrument was evaluated and confirmed using the opinion of experts. The internal reliability of this questionnaire was calculated using Cronbach's alpha coefficient of 0.90. In this study, descriptive statistics (frequency, mean, standard deviation) and inferential statistics (one-sample t-test, structural equation modeling method, goodness-of-fit index (RMSR, GFI, AGFI, RMR), using software Spss20 software, LISREL software program was calculated and the results showed that there is a positive and significant relationship between "Internal Control Center" and "Organizational Entrepreneurship" mediated by "Human Capital Management" in Mazandaran Governor's Office staff. The results also showed that the "Center of Internal Control" has an indirect effect on "organizational entrepreneurship" through "human capital management".