نشریه منابع و سرمایه انسانی
سال دوم شماره 2 (پیاپی 4، تابستان 1401)

The Trade Law and Stock Market Law of the Islamic Republic of Iran approved in 1384 and the relevant regulations neglected the identity of brokerage companies. This has caused differences of opinion about brokers. Through the mentioned documents, broker has been called as dealer, operator and agent. In this regard, despite the similarities between the broker and each of the mentioned intermediaries, the present research deals with the differences between them. Accordingly, this research explores and describes the present problem by adopting a qualitative approach. The findings show that the root of these differences of opinion can be found in the law establishing the stock exchange approved in 1345 and approved by the Council of Ministers in 1354, according to which the broker was considered as a broker. In the same way, according to the characteristics of the contract, duties of the broker, the legislator has provided a new definition of the stock broker in the Stock Market Law approved in 1384 and the relevant regulations and instructions, and a new character and a special type of agency has been established. A character for which both the regulations related to the implementation of operations and special disciplinary regulations are intended. The summary of this research shows that the broker should be one of the pillars of transactions in the capital market, responsible for a part of the administrative affairs related to transactions and responsible for sending customer orders to the trading system

In recent decades, in the field of public administration, a new approach called new public management has been introduced to respond to the problems and challenges of traditional government management. This emphasizes the use of private sector management methods in the public sector and it can be equated with privatization and downsizing of the government. New public management has been used in various forms such as: managerialism, market-based governance, entrepreneurial government, But they all aim to realize the core values of economy, efficiency and effectiveness. Theories of public choice, principle Agent Theory, and transactional costs are the foundation of new public management. The new public management faces challenges and criticisms such as: increased corruption, distrust of the government, reduced accountability, responsibility and job security among government employees. Accordingly, in the present article, the method of Library and resources Studies, while presenting the theoretical foundations of new public management, the Whats and Whys is explained.

Human capital is the most vital strategic element and the most basic way to increase productivity. The productivity of the government organizations of any country is considered one of the most important components of that country's development. In today's turbulent and changing environment, what can keep organizations in a more favorable condition than other organizations is the attention to productivity in government organizations. Productivity makes the human force think better, think, create, innovate and find a systematic attitude. On the other hand, the emergence of new technologies and the acceleration of developments and changes in the environment of organizations have turned the provision of expert and knowledgeable human resources into a fundamental challenge. In today's era, knowledge as an intangible capital and asset has found an important place in organizations; In such a way that the key to the success of organizations is considered to be productivity, and knowledge human resources are considered the most important capability of the organization in gaining a competitive advantage, as well as its main intangible asset. In the third millennium, knowledge is considered as a valuable and strategic resource and the main asset that without its proper management and proper use, organizations will not have the necessary productivity. Organizational scientists should be considered as the basis for improving quality and productivity and all organizational processes. Competitive advantage will be given to organizations that can attract, cultivate and retain the best knowledge workers.

The purpose of this study is to evaluate and compare job satisfaction between public and private sector employees. This research is based on quantitative information, questionnaire completion, and statistical analysis and has been done in three steps. For this purpose, after reviewing the research background and other studies in this regard, a questionnaire was prepared based on the JDI model. After distributing 210 questionnaires, 140 questionnaires from 7 government departments and organizations and private companies were completed and summarized. The results of this study showed that in general, job satisfaction is higher among public sector employees than in the private sector. The highest impact factor is related to the factors of leadership style and salary and merit. Job satisfaction in the public sector is higher than 2.5 in the sense that public sector employees are more satisfied and in the private sector is lower than the average of 2.5 in the sense that job satisfaction is lower among private-sector employees.

Today, many organizations and companies use human resource management information systems to be effective in achieving their goals. Therefore, it can be seen that most of them try to improve and improve the performance of employees by using these types of systems. The main goal of this research is to investigate the impact of the human resource management information system on the performance of the employees of the General Directorate of Sports and Youth of Alborz province.

The current research is considered "applied" and "quantitative" in terms of the nature of the data, and its research method is "descriptive survey". In order to analyze the data, descriptive and inferential statistics were used using SPSS and PLS3 software package.The statistical population of the current research is the employees of the General Directorate of Sports and Youth of Alborz province, who were collected by using the questionnaire tool, and the necessary data and information were collected, and 47 questionnaires were returned.

Based on the obtained findings, all four hypotheses were confirmed and with the analyzes performed, the conceptual model of the research has a suitable fit. According to the analysis of the structural equation model, among the variables, the decision-making variable ranks first in terms of its impact on the performance of employees.

One of the important results of the current research is emphasizing the strategic role of the human resource management information system in the performance of employees, which has transformed the old processes and procedures from traditional to modern and effective.Also, according to the performed analysis, in general, it can be said that one of the ways to improve the performance of employees is to strengthen the components of "organizational support, decision-making, saving time, saving money" in the workplace, which shows the direct and meaningful impact of the human resource management information system on The performance of employees.

The purpose of this study is Predicting the sharing of green knowledge and organizational culture through the components of green human resource management of primary school teachers in Mako city in the academic year 1400-1401. The research method of this research is applied in terms of purpose and descriptive-correlation in terms of data collection method. The size of the statistical population is the entire statistical population of the study, including all primary school teachers in Mako city in the academic year 1401-1400 with 496 people (186 men and 310 women). According to Morgan's table, 217 people (81 males and 136 females) formed the statistical sample size, which was selected from a statistical sample through stratified random sampling of schools. To measure the research variables, Green Farrokhi Human Resource Management Questionnaire, Denison's Organizational Culture (2000) et al. (2017) and Chang Chang (2011) Green Knowledge Sharing Questionnaire were used. The validity of the questionnaires was confirmed by the relevant professors and their internal reliability was obtained through Cronbach's alpha coefficient of 0.794, 0.769 and 0.815, respectively. Kolmogorov-Smirnov test was used to determine the normality of the data. Therefore, Pearson correlation coefficient and multiple regression were used to test the hypotheses. The results of data analysis showed that green human resource management and its components (green education, green reward, green recruitment, green performance evaluation) have a positive and significant relationship with organizational culture and sharing of green knowledge of primary school teachers in Mako city. In addition, regression analysis showed that the organizational culture and green knowledge sharing of primary school teachers can be significantly predicted through the components of green education, green recruitment and employment, and evaluation of green performance of green human resource management.

This study was carried out with the aim of mediating the role of member leader exchange and transformational leadership in the relationship between cultural intelligence and phonetic behavior. In terms of its practical purpose, its research method is descriptive and correlational, and the statistical population of this study It is formed by the employees of Yazd Education Department, whose number is equal to 320 people. In order to select the sample size, a sample of 175 people was selected by stratified random method using Cochran's formula. In order to measure cultural intelligence from Eng et al.'s questionnaire (2004), vocal behavior (Van Dien and Lippen, 1998), transformational leadership (Avilo, Bass and Jang, 1999) and finally to measure member-leader exchange from the Leyden questionnaire. and Maslin (1998) and was used. The reliability of the questionnaire was examined and confirmed by Cronbach's alpha coefficient and composite reliability and its validity by construct and content validity.Research hypotheses were analyzed using the structural equation modeling technique. The results of the research indicated that there is a positive and significant relationship between cultural intelligence and memberleader exchange, transformational leadership, and vocal behavior. The relationship between leader-member exchange and transformational leadership with vocal behavior was also confirmed. It was also found that leader-member exchange and transformational leadership play a mediating role between cultural intelligence and vocal behavior.

The purpose of this study is to investigate the relationship between digital marketing and product innovation with brand loyalty to customers of Manizan Kermanshah dairy products. This research is applied in terms of purpose, descriptive-survey in nature and correlational in terms of statistical method. The method of collecting library information and the required tools is taking notes. The statistical population of the study includes the customers of Manizan Dairy Products Company in Kermanshah. The method is simple random sampling and the sample size using Cochran's formula is 384 people. The method of data collection is field and the required tools are digital marketing questionnaires (researcher-made), brand loyalty of Crystalis and Chrischo (2013) and product innovation of Paladino (2008). The method of data analysis is descriptive statistics using SPSS26 software. AMOS24 software was also used to model the structural equations. Findings showed that there is a significant and positive relationship between digital marketing and product innovation. There is also a significant and positive relationship between digital marketing and brand loyalty. Finally, there is a significant and positive relationship between product innovation and brand loyalty. Also, the fit indicators for all hypotheses and changes at the desired level are appropriate to the categories that provide this hypothesis model. The results showed that the relationship between digital marketing and product innovation with brand loyalty is confirmed.

The aim of this study was to investigate the effect of strategic human resource management on the quality of customer service with the mediating role of customer relationship management in Ardabil Social Security Organization. This research is a correlational description in terms of practical purpose and in terms of data collection. The statistical population of the study consists of 800 social security employees of Ardabil city (medical records, treatment management, Sabalan hospital) that the sample size was selected based on Cochran's formula 257 people. Data collection was available using nonrandom sampling method. To collect information, standard questionnaires of strategic human resource management of Chang and Hong (2005), quality of customer service Andalibi (1396) and customer relationship management of Sin et al. (2005) were used. Structural equation modeling using Amos software has been used to analyze the research hypotheses. Findings show that the variable of customer relationship management has a mediating role in the impact of strategic human resource management on the quality of customer service.

The purpose of the current research is to investigate the structure and dimensions of human resources management in creating organizational performance from the perspective of phenomenology (case study: water and sewage company) of Semnan province, in the second half of 2022.

The current study is a qualitative study with a phenomenological design, and its statistical population included university experts from Semnan province, in this research, the researchers reached theoretical saturation after 19 interviews, and in practice, no new concepts were obtained, but for reassurance A total of 35 interviews were conducted. The data collection tool was semi-structured in-depth interviews. Also, the review of printed and electronic library resources using reliable and available scientific databases were other sources of research.

In order to analyze the data and identify the effects of research variables, the text of the interviews was entered into the MAXQDA software. The results showed that a strong leadership team, accountability, efficient planning and decision-making, and the use of appropriate strategies have a positive and significant effect on the level of organizational performance creation in this company.

According to the results of the research, it can be concluded that human resource management can play an important role in creating the performance of the water and sewage company of Semnan province; Therefore, it is suggested that the managers of this organization, by choosing a powerful human resources management system, will increase the performance of their employees and consequently this organization.

Today, human resources are not only focused on work requirements in the organization, evaluations, dismissal and other specific matters. These days, human resource management has become a vital part of management affairs, and even new dimensions have been added to it, including green human resource management. Green human resource management as a branch of sustainable human resource management is a new topic in the field of human resource management that emphasizes the goal of environmental sustainability and thus it becomes practical to think and apply green human resource management in all managerial and operational processes. to be included. On the other hand, in sustainable organizational development, not only nature is considered, but also ways to develop and use the capabilities of nature and environment in the direction of technology are also found. The main purpose of this research is to investigate the role of green human resources management in relation to sustainable organizational development in water and sewage company of Semnan province. This research was written in the second half of 2022. The research method used was descriptive-applied. While examining the dimensions of green human resource management, the research questions were analyzed and the results of the analysis indicated that by gaining awareness about these dimensions, the organization can achieve sustainable development.