نشریه پژوهش های مدیریت منابع انسانی
سال چهاردهم شماره 3 (پیاپی 49، پاییز 1401)

The present study aimed to design and develop a conceptual framework for human resource development based on human resource actions in high-reliability organizations using Clark position analysis method. This research is among the qualitative researches with exploratory approach which is in the field of deductive researches. The statistical population of the study is experts and managers of Shafa Pharmaceutical Holding and academic experts. Using purposive sampling method, 45 of them were selected with regard to the principle of theoretical adequacy in sampling. The data collection tool is an interview whose validity and reliability were confirmed using content validity and theoretical validity and reliability within the encoder among the encoder, respectively. In this research, data were analyzed using Atlashti software and coding technique and the conceptual model of the research was presented using Clark status analysis approach. The results of the research are based on Clark's position analysis method, which includes the identification of human factors and non-human components, collective human factors and actors involved, discourse structures, social, cultural and symbolic components, economic and political components, spatial components, components. When relevant discourses and major topics are identified in the form of multiple components.

The purpose of this study is to explain and evaluate green human resource management practices based on the AMO model in Kerman Coal Mines Company. This research is applied and part of combined research (qualitative-quantitative). In the qualitative section, by conducting 14 semi-structured interviews and using the theme analysis method, the obtained data were reviewed and the themes were divided into three categories according to AMO model: green ability, green motivation, and Providing Green opportunities. In the quantitative part, a questionnaire was distributed based on the interviews in accordance with the design model and after assessing the validity and reliability of the questionnaires. The statistical population was 600 people and the sample size was 234 people based on the Georgian and Morgan table. Analysis of research data at the level of descriptive statistics was performed using SPSS23 software and structural equation modeling method using AMOS23 software. The results of the structural equation model confirmed the model. The results of the study showed that among the three components "green motivation" with the highest path coefficient and "green ability" with the lowest path coefficient and among the seventeen sub-components, "green education and development" with the highest path coefficient and "green benefits and services" They explain the model with the lowest path coefficient. Therefore, to change the attitude of employees in the field of environment and provide a sustainable organization, the most important strategy of the Coal Mines Company is training and increasing the environmental knowledge of employees.

This research is intended to design a model for human capabilities development of managers of the local organizations. This qualitative research is based on the grounded theory method. The statistical population of the study contains managers and experts in the process of human capabilities development of managers in Tehran Municipality, 20 of whom are selected by theoretical and purposive sampling. The data collection was carried out by semi-structured interviews whose data were analyzed and the categories were identified through open, selective and theoretical coding. In the open coding stage, 120 initial codes were identified. Refining and merging of the similar codes resulted in 87 codes which were finally classified into 13 main categories and 20 subcategories, and finally, the target model was designed by remarking the relationships between the components. The research findings indicated that the implementation of human resource development model of managers of local organizations brings about the development of human resource capabilities as one of the functions of human resources in relation to recruitment, training and improvement, retention and retirement, as a measurement tool for the recognition of growth and development of human resource capabilities.

Retaining efficient staff and dealing with inefficiency as one of the most important goals of human resource management is necessary for the success of the organization. But in previous researches, less research has comprehensively and coherently addressed the typology of human resources in terms of efficiency and the most important purpose of this study is to theorize about efficient and inefficient employees and their typology in the public sector. Classic (Glaserian) Grounded Theory methodological principles were used in this study in relation to the use of literature, participant recruitment, data collection and analysis, and theory development. Data were mainly collected through semi-structured interviews. The interviewees were 17 water industry managers in Isfahan province. Findings from interviews analysis and coding in two stages of substantive coding and theoretical coding showed that employees in public organizations can be classified into four types: Proactive employees, Reactive employees, Procrastinator employees and Disobedient employees. Then the characteristics of each type are described. This study presents a new theory on the typology of human resources in public organizations. Identifying human resources in each of the above categories will help in their effective management.

The present study was conducted with the aim of pathology and counting the points of improvement of skills training of duty employees based on the Wiseboard model. From the perspective of the goal, this research is among the applied researches that were carried out using a qualitative and quantitative approach (exploratory mix). Qualitative section data were collected through in-depth and semi-structured interviews and quantitative section data were collected using a researcher-made questionnaire extracted from Qualitative section. Qualitative sector findings were analyzed during the three steps of data production, data analysis and case integration based on a seven-dimensional Weisboard model. Quantitative data of the research were analyzed using descriptive and inferential statistical tests. Findings indicated that the skills training of the duty staff under the comprehensive training plan in 7 dimensions has 108 points of significant improvement. In each of the related dimensions: 1. Goals and missions (22 improvement points), 2. Structure (32 improvement points), 3. Rewards (9 improvement points), 4. Communication (9 improvement points), 5. Leadership ( 11 points of improvement), 6. Useful mechanisms (14 points of improvement) and 7. Interaction with the environment (11 points of improvement) Injuries were identified in which participants received the highest amount of damage in two dimensions: reward and interaction with the environment and the least amount of damage. Useful and guiding mechanisms are mentioned in two dimensions.

The purpose of this study is to design a local model of the effect of knowledge capital on human resource strategies in the Iranian higher education system. This exploratory research follows mixed method. Content analysis method is employed in the qualitative phase of the research covering 10 managers and deputies of human resource in the higher education system as well as university professors. In the quantitative phase, 3000 of the statistical population including deans, deputies, group managers, experts and faculty members of universities and educational institutes of the governmental and non-governmental higher education systems of Mazandaran province. 341 people were selected by simple random sampling method and data were acquired by a questionnaire. The validity of the questionnaire was approved by confirmatory factor analysis and its reliability was confirmed by Cronbach's alpha test. Qualitative data were analyzed by content analysis through maxqda software, and quantitative data were analyzed by structural equation modeling and confirmatory factor analysis using SPSS and AMOS software. The results of the qualitative section indicated that the knowledge capital model in the higher education system contained three dimensions and 14 components for describing the efficiency of knowledge management processes (knowledge application, knowledge transfer, knowledge integration, knowledge production), human resource strategies (recruitment, human resources development, employee performance, service compensation, working relations), and knowledge capital (human capital, structural capital, innovation capital, social capital, and procedural capital). The results of the quantitative phase resulted in the confirmation of all dimensions and components of the research formulation model.

The aim of this study was to identify the professional competencies of the educational administrators of secondary schools in Bushehr province. The research method is a combination of exploratory type. The statistical population of the research in the qualitative part included 24 school principals who were selected by purposive sampling method and theoretical saturation technique. In the quantitative section, the statistical population consisted of 213 principals and teachers, of whom 136 were selected based on the Morgan-Krejcie table and cluster sampling. The data collection tool in the qualitative part was a semi-structured interview and in the quantitative part was a researcher-made questionnaire. Validation of qualitative findings was performed using participant feedback method and researcher validation technique. The reliability of the questionnaire was obtained using Cronbach's alpha coefficient equal to 0.87 for the whole questionnaire and its content validity was evaluated using experts' opinion and its construct validity was evaluated with confirmatory factor analysis approach. Data analysis in qualitative part was based on content analysis and in quantitative part was performed with statistical software and factor analysis. In the qualitative section, finally 109 basic themes, 16 comprehensive themes and 5 organizing themes including managerial competencies, behavioral competencies, skill competencies, cognitive competencies and emotional competencies were obtained. The findings of the quantitative part of the research also showed that based on the obtained fit indices, the pattern of relationships between components and their related factors has a suitable fit.