مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 65 (پاییز 1401)

The main purpose of this study is to investigate the role of perceived organizational support and trust in managers in shaping the heroic behavior of employees in the process of organizational change.

This study was conducted in the Telecommunications Department of South Khorasan Province which in 2012 witnessed changes in its organizational structure. There are 250 people working in this office. According to the size and type of population and research, a simple purposeful and random combined sampling method was used. The sample size was 152 using Cochran's formula. Data collection tool was a standard questionnaire that after confirming the validity and reliability of the tool, the collected data were analyzed by SPSS and AMOS software using structural equation modeling and Sobel test.

The findings of the study showed that perceived organizational support has a significant effect on trust in managers and the formation of heroic behavior of employees in the process of organizational change. Trust in managers also shapes the heroic behavior of employees in the process of organizational change and also plays a mediating role in the relationship between perceived organizational support and the formation of heroic behavior of employees in the process of organizational change.

To form the heroic behavior of employees in the process of organizational change, managers must show their honesty by fair treatment of employees to build trust between managers and employees and also try to promote a sense of employees support from the organization.

The purpose of this study was to investigate the impact of social capital, human capital and psychological capital on creating a positive image of Ilam University by explaining the mediating role of authentic leadership. The purpose of the present study is to describe the applied purpose and the descriptive-Correlational method of data collection. The statistical population of the staff and faculty members of Ilam university are 480 persons,214 of whom are randomly selected based on Cochran formula.In this study for measuring social capital variables,human capital ,psychological capital, positive image, authentic leadership respectively from Nahapit and Goshal(1998) social capital questionnaires,Luthans et al (2007) psychological questionnaires,Naderi human capital (2011),Organizational image dimensions have been used by the university ,the authentic leadership of Avolio,Gardner and valium (2006). Which has a reliability coefficient higher than 0/7 and their validity has been approved by experts,experts in the fields, and instructors and consultans.Each of the questionnaires was distributed to 230 for more accuracy, 2014 of which were completed without any problems. In this study,descriptive statistics and kolmogorof-smirnof test were used by SPSS soft ware,and in the inferential statistics section AMOS soft ware was used to perform factor analysis and structural equation tests to reject or confirm the research hypotheses.the results show that social capital ,human capital,psychological capital and their dimensions and componenets have a positive and significant effect on creating a positive image of Ilam the university by explaining the mediating role of authentic leadership.

Previous studies have shown that employees are confused about the use of artificial intelligence at work and some of them have fears and stress due to ignorance and unemployment, as well as little empirical research on the level of awareness and perception. There are employees of artificial intelligence at work, so this study seeks to provide an empirical model for employees' perception of artificial intelligence at work using the foundation data technique.

The present research method is applied in terms of purpose, with a qualitative-exploratory approach and in terms of implementation using data-based technique. The instrument used was a semi-structured interview with experts in this field, including professors and administrative managers of Amin University of Law Enforcement Sciences, whose number was selected using targeted snowball sampling based on the saturation principle, 12 people.

The results showed that a total of 43 categories and 443 statistical codes were set in the form of five causal categories, contexts, interventions, strategies and consequences.

New criteria were created for this study, which show how employees feel about replacing their jobs with smart technologies, and how they can digest and use career advancement and technological knowledge in the light of artificial intelligence.

The purpose of this study is to explain the succession process based on the strategic approach of the Martyr and Veterans Affairs Foundation with a mixed and meta-research method (quantitative and qualitative). For this purpose, by reading more than 110 books, sources and related articles, the component and factor affecting the succession process was identified. Then, the components affecting succession breeding were extracted and categorized using the Delphi method. The statistical population of the study in the qualitative part consisting of 12 specialists and experts were selected using two methods of targeted sampling and snowball, and in the quantitative part according to Cochran's formula 113 people were selected as a statistical sample. Data collection tools include the use of library studies, interviews and various questionnaires. The validity and reliability of the questionnaires were confirmed through theoretical saturation, agreement percentage, Cronbach's alpha, confirmatory factor analysis. Data analysis was performed by quantitative and qualitative statistical methods using SPSS25 and Smart PLS3 software. The results of the analyzes confirm the conceptual model developed and based on this, the final model of the succession process based on the strategic approach was obtained.

Law enforcement agencies, which are responsible for public safety, must pay attention to the components that hinder the social health of their human resources in order to be effective and efficient, in order to prevent and remove obstacles. Therefore, the aim of this study was to investigate the effect of work-family conflict through burnout on social health of Greater Tehran Preventive Police staff. The present study is applied in terms of purpose and descriptive survey in terms of data collection. The statistical population was the Greater Tehran Preventive Police staff, which was determined by cluster sampling using Cochran's formula of 347 people. Data from Carlson et al.'s Family Conflict Questionnaire (2000); Occupational burnout of Maslach et al. (1996) and Keys' social health (1998) were collected. Data analysis was performed by confirmatory factor analysis. The results showed that the direct effect of family conflict on burnout was positive and its effect on social health was negative. The indirect effect of family work conflict due to burnout has been significant on social health. Therefore, according to the findings in this study, it can be argued that the conflict of the preventive police family has affected burnout and can target their social health capital and affect the missions and duties of the police and affect the organizational cost. It is recommended to pay attention to these factors.

Job engagement is a positive mental situation toward a job that emerges as endowment and melting in work. The aim of this study was to present a model based on factors affecting employees' job in order to improve their performance and productivity in Islamic Azad University(IAU) units of Tehran province.

This research is an exploratory mixed research project. The study population was in the qualitative section of experts of IAU units in Tehran province and 12 subjects were determined by purposeful sampling method. The statistical population of the quantitative section also selected all the official staff of IAU units in Tehran province who had at least a bachelor's degree and 8 years of work experience that 361 people were selected using Cochran formula. Semi-structured interviews and questionnaires were used to collect data.

According to the findings of leadership style with transformational, participatory and ethical leadership components, job stress with workload, role incompetence, role duality and environmental stress, perceived justice with distributive components; Procedural and interactive, organizational climate with components of intimacy, standard, reward, support and responsibility, psychological capital with components of optimism, self-efficacy, courage, hope and resilience, organizational resources with internal and external components, style New components of business administration with knowledge and workplace components, organizational learning with individual, team and organized components, and social interactions with verbal communication and nonverbal communication components are factors affecting employees' job engagement in order to improve their performance and productivity in IAU units of Tehran province.

The aim of this study was to determine the fit of the structural pattern of job satisfaction prediction based on self-esteem and self-esteem mediated by perfectionism in 1400.

The present study was an applied research and was a descriptive-correlational research. The statistical population of this study included all members of the police assistants of the NAJA police center in 1400. To estimate the sample size, according to Klein (2005), 13 participants were selected for each parameter, which increased to an estimated 230 people. Sampling method was available. The research instruments included Spector's Job Satisfaction Questionnaire (1985), Besharat's Tehran Perfectionism Multidimensional Scale (2007), Besharat's ego strength Scale (2007), and CooperSmith's Self-Esteem Questionnaire (1966). The collected data were analyzed by Pearson correlation test and path analysis.

The results show that there is a relationship between self-esteem and job satisfaction; There is no relationship between ego strength and job satisfaction; There is no relationship between self-centered perfectionism and job satisfaction; There is no relationship between perfectionism and job satisfaction; There is a relationship between community-based perfectionism and job satisfaction; Dimensions of perfectionism play a mediating role in the relationship between self-esteem and job satisfaction; The dimensions of perfectionism play a mediating role in the relationship between ego strength and job satisfaction.

Considering the effect of job satisfaction on individuals' physical and mental health, it is possible to increase level of self-esteem and ego strength by strengthening self-centered perfectionism in employees, and thus increase the efficiency of the organization.

From a religious point of view, any good or evil deed is called any ugly deed. The commandment of good and the prohibition of evil include the two general stages of the heart and the tongue, which are the duty of every Muslim and the stage or exercise of social power that is the duty of the agents of the Islamic government. The vehicles used by the police are related to the treasury and are used to protect the public interest. Is from denial. The present research is applied in terms of purpose and descriptive-qualitative in terms of method and nature. The statistical population of the study is 18 experts in the field of readiness, support and political ideology who have been selected and interviewed by a purposeful method. By referring to the theoretical foundations of the research, the validity and reliability of the research were confirmed and descriptive statistics and MaxQDA software were used to analyze the data. Examining the interviews, it was found that among the three methods examined, the other control and prohibition control and the control government are more effective than the self-control method. Based on the findings, the researchers concluded that holding motivational and awareness courses to provide solutions to promote the culture of car maintenance, use of research results by commanders to strengthen the religious beliefs of prepared and support staff and drivers, use the research results in the development of guidelines Car maintenance is effective in promoting a culture of police car maintenance.