فصلنامه چشم انداز مدیریت دولتی
پیاپی 48 (زمستان 1400)

According to the concern of modern businesses about the fact that social responsibilities do not have significant benefits for the company, The purpose of the present study was to meta-analyzethe outcomes of previous researches that had been done into the area of human resource management(HRM) social responsibilities.

This article aimed to conduct a metaanalysismethod. According to this approach and using checklists by searching all databases during 39 years (1980-2019), 204 studies were found in this field, which 29 stydies choiced and were analyzed using CMA2 software.

Of the 24 variables identified, 3 variables had effect sizes below 0.3 and weak (12%), 12 variables had effect sizes between 0.3 and 0.5 and moderate (50%), and 9 variables had effect sizes above 0.5 and strong (38%). Emotional commitment and employee retention were identified as the strongest outcomes, respectively.

This study addresses the outcomes of human resource management social responsibilities on employees. Future researches should examine HRM social responsibilities for other stakeholders.Practical Consequences: respectively. The output of this study that has been done for the first time in the studies field of HRM social responsibilities by meta-analysis, can help managers to identify important outcomes and predict actions.Innovation or value of the Article: Identifying the important outcomes HRM social responsibilities on employees by meta-analysis method is the main innovation of this research, which could be considered as a pattern for other researches.

As a source of strategic competitive advantage for organizations, the Human Resources Brand has been the basis for research and development by management researchers in recent years. While the term "human resources brand" refers to the reputation of an organization and its relationship with society in general and job seekers in particular; To take advantage of the myriad benefits that can be enumerated, one must enter the field of human resource branding and while identifying the requirements of successful branding in the field of human resources, a suitable model to implement the goals and requirements of Human resource branding requirements.

This research has been done in the framework of quantitative approach and using the method of structural equations. To collect the data, the researcher-made questionnaire was distributed in several companies and after collecting the data, the data were analyzed by using Amos software.

Results Presenting a model including the main category (human resource system), causative conditions (internal brand, organization brand, Senior management support, talent identification), the platform of the ruler (the attitude of the staff to the organization and the staff towards the employees, the alignment of the resource system with the organization's strategy, the competitive environment and the dynamic environment), the conditions of the intervention (ability to control potential employees, compliance with existing human resources system, organizational justice, performance management, impersonal behaviors in the organization, appropriate organizational culture ability to control potential employees, compliance with existing human resources system, organizational justice, performance management, impersonal behaviors in the organization, appropriate organizational culture), strategies (Human resource management, process strategy), and outcomes (individual, organizational, national, and international). that the relationship between each of the variables has been confirmed as research hypotheses. that the relationship between each of the variables has been confirmed as research hypotheses.

The aim of this study was to design a model for promoting organizational innovation capabilities with an organizational resilience approach in Mashhad knowledge-based companies during 18 months between 2018-2020.

In terms of purpose, this research is applied research, in terms of type, combination (qualitative and quantitative) and in terms of method, descriptive-correlation. The statistical population of the qualitative section: 25 experts in related fields and the statistical population of the quantitative section: managers and senior experts working in knowledge-based companies in Mashhad was 650 people, of which 240 people were selected as a statistical sample. Qualitative sampling was purposeful and in the quantitative part was simple random sampling. The data collection tool was a questionnaire. Structural equation modeling was used to test the research hypotheses.

The findings indicate that the dimensions of organizational innovation ability in the direction of impact on organizational resilience were as follows: Individual dimension (0.287), structural dimension (0.189), operational dimension (0.130), innovation dimension (0.126), technology dimension (0.111), organizational dimension (0.117) and environmental dimension (0.095).Limitations and Consequences: Lack of control and study of the role of other factors affecting the model of promoting organizational innovation capabilities with organizational resilience approach in knowledge-based companies is the limitation of this research. For future research, the role of mediating variables should be carefully considered so that other relationships between variables are as clear and comprehensive as possible.

By having organizational innovation capabilities, knowledge-based companies can identify environmental opportunities and increase organizational resilience.Initiative or value of the article: In this study, the effect of organizational innovation capabilities on organizational resilience in knowledge-based companies is investigated.

One of the valuable natural resources in the country is rangelands, which has extensive economic and social functions: Environmental values such as conservation of water and soil, the growth and breeding ground of plant and animal species on the one hand and significant economic values that lead to the formation of various businesses in the fields of animal husbandry, breeding and extraction of medicinal plants. Managing these natural resources and assets, which has been at local rural and nomadic community’s disposal for hundreds of years, along with institutional changes that accured in recent decades, handed over to the government. This shift has caused many problems and harmful consequences based on comments of experts in this field. This article analyze and recover the issues created in this field and the roots of its formation using Scott's institutional framework in order to achieve the goals of the general policies of Article 44 of the Constitution..

In the framework of the qualitative approach, the method of semi-structured interview, ethnographic observation and analysis of relevant documents has been used.

One of the limitations of this research is that rangeland governance has serious complexities and has many dimensions and in identifying the root of these consequences, one factor can not be addressed.The most important issues are the deprivation of management of exploiters and the conflict between government and exploiters.

Finally, while summarizing the issues of rangeland governance system, the main solution to solve these problems is to revise the law of natural resources and related structures and transfer of management of rangeland to local farmers, as well as facilitating the formation of grassroots organizations and cooperative mechanisms.Innovation: using Scott's institutional Approach for classification of issues.

The purpose of this study is to provide a model for the drivers of the development of human capital engagement Government organizations based on the Qur'an and Atrat.

Based on this, the Qur'an, hadiths and authentic scientific and religious documents were examined and different codes were extracted from different texts. The number of experts was 22 and specialized in human and religious resources. In order to measure the validity and reliability of this research, in addition to comprehensive, organizational and basic topics, by studying the theoretical foundations, research background, researchobjectives and source, selected and approved, the opinions and guidelines of a group of experts (22 people).

In this study, nine concepts have been obtained as drivers for the development of human capital engagement, including the well-being of human capital, empowerment and strengthening of human capital, growth and promotion of human capital - Interpersonal relationships - Balance at work - life and balance of the world and the hereafter - Leadership and management - Health and safety of work and life in this world and the hereafter -Organizational performance - Individual characteristics.

The quality of the data from the mind and the subjectivity of the research data, like any other qualitative research, reduces the trust and credibility of the results. It is necessary to increase the credibility and trust of the research by considering the opinions of experts and their specialized opinions.

The drivers of human capital commitment development should be used in the organization so that the organization has a higher commitment. Increasing commitment in the organization puts human capital goals in line with organizational goals.Innovation or value of the Article: The article adds to managerial and organizational research the obligation of human capital in government agencies.

Nowadays, the necessity of using open innovation to increase the competitive ability of companies in domestic and foreign markets is felt as a new paradigm and the aim of innovation is to re-use the discoveries of others for the process of innovation through formal and informal channels.

The aim of this study was to design a model of open service innovation based on quality improvement of services in municipalities of the country, and the research design is qualitative with grounded theory method. Using snowball sampling method, in-depth interviews were conducted with 15 senior and experienced managers of municipalities and municipal deputies, senior managers of the governorate, managers of municipal cooperation organization and professors of public administration of universities.

The results showed that open service innovation model based on quality improvement of services with 16 conditions (1). Rapid Change of Technologies, 2. Ability to Attract Ideas, 3. Environmental Dynamics), Underlying Conditions (4. Organizational Attitude and Culture, 5. Facilities and Equipment, 6. Individual Factors), Interventional Conditions (7. Planning, 8. Participatory Capabilities, 9. Organizational and Non-Organizational Challenges), Strategy (10. Outsourcing, 11. Networking, 12. Skills Training, 13. Motivation of managers and employees) and consequences (14. organizational progress, 15. improving the quality of urban services and 16. economic and social welfare).

The implementation of open innovation provides the ground for more and faster access to scientific resources, technical knowledge and ideas and creates a favorable opportunity for creating value in a more economical way, so applying the open service innovation model, based on quality improvement of services, seems to be very efficient and useful in service organizations such as the municipality.

Identifying the techniques and dimensions of the strategic approach of Green HRM and providing a framework for it to support the establishment of sustainable development is the goal of this study.

This research has a developmental orientation from a philosophical-interpretive point of view and the research strategy is a qualitative method.The data collection tool is a semi-structured interview.Purposeful sampling method was used for sampling and selection of interviewees.The statistical sample of the study consisted of 12 academic and organizational experts in the field of human resources. the process of analyzing interviews,extracting themes and conceptual codes was performed using the theme analysis method.

A framework was presented in three parts:effective contextual components for the implementation of environmentally friendly human resources methods,dimensions of strategic human resource management and its implications for sustainable development.Green HR Strategic Management Activities In 13 dimensions and 72 concepts,it was identified and concluded that this variable can help to achieve the dimensions of sustainability.

The Low sample size and The confinement of the nature of the sample in the organizational experts section to the human resources specialists of an effective organizational unit for sustainable development may limit the generalizability of the results of this study.

Provides objective evidence for organizations on what activities in the field of Green HR to implement in the direction of sustainable development.It also acts as a guide for managers, attracting attention and guiding managers to invest more in the field of strategic management of Green HR.Article Value:By introducing the methods of strategic management of Green HR and providing a coherent framework,clearly the concept of this variable, better understanding and recognition by researchers adds.