نشریه توانمندسازی سرمایه انسانی
سال پنجم شماره 2 (پیاپی 17، تابستان 1401)

The purpose of this research is explaining the philosophy of human capital theory which is affecting on the economics of education. In this qualitative research, an attempt has been made to identify the components of human capital and the economics of education and to study their impact on each other theoretically. The statistical population has consisted of published sources in the fields of human capital theory and Economics of Education. Data has been collected by index cards of the library. The method of data analysis is descriptive-analytical and the model of Krippendorf has been followed. In this method, the steps of data unit coding, classification, extraction, data reduction, interpretation, analysis and inference have been performed respectively. The findings show that human capital consists of components of knowledge, skills, expertise, physical and mental health, which are called asset. This capital produces wealth in the face of work and employment as a productive force to produce or provide services. The economics of education consists of the components of cost-benefit, financing, cost-effectiveness, equity in budgeting, and the economic value of education. Human capital is also a factor of sustainable development. With this view on education, any investment in it will be cost-effective and profitable.

The main purpose of this research was to investigate the human resource retention system and its impact on improving productivity in Parsian Gas Refining Company. The research method is descriptive survey type. The statistical population of this study consisted of managers and employees of Parsian refinery with 524 people. They were examined by stratified sampling method of 220 people. The research tool was a researcher-made questionnaire developed by Human Resources Retention System, as well as Hersey and Goldsmith's (2000) Productivity Questionnaire. Data were analyzed using descriptive statistics and inferential statistics including multiple regressions and structural equation modeling using PLS software. The findings showed that human resource retention system has a significant effect on improving the productivity of Parsian gas refining company. Also, the dimensions of human resource retention system including individual factors, organizational factors and environmental factors also have a positive and significant effect on improving the productivity in Parsian Gas Refining Company. The simultaneous effect of variables in the final model using multiple regression and path analysis showed that all dimensions of human resources retention system have a positive and significant predictor of improving the productivity in Parsian Gas Refining Company.

Today, the importance of the role of human capital as a vital and privileged factor for the survival and success of organizations has been increasingly considered.Organizations should be familiar with the techniques of this action in order to identify and attract capable HR.Competency identification is the common language for describing the needs of each job, and the competency model is an appropriate tool for identifying competencies.The purpose of this study is to present a model of HR competencies for customs organization in Futuristic approach. Identifying the factors Effective the Customs by studying processes by environmental scanning method (PESTEL technique) and identification of drivers is done by analyzing the data in Micmac software. Then, the future Customs scenarios was adjusted (CBI) and analyzed by data in Wizard scenario.To identify indicators of HR competency, while using the scenarios of Customs, the interview method was used and a questionnaire was used to assess the model. Data were analyzed using structural equation modeling and statistical tests in SPSS and PLS software. Identifying environmental factors affecting the organization, identifying drivers, uncertainties, and Customs future scenarios can improve long-term forecasting. Results show; Value, knowledge and skills have been identified as effective dimensions of the competency model and core values,professional, operational and managerial competencies have been identified as model areas (levels). Develop competency model with a futuristic approach as a practical solution can help customs managers define the skills and knowledge needed for jobs, evaluate and improve employee performance, align the talent management process with organizational strategy.

Organizational agility with a behavioral approach is one of the issues that explaining its various dimensions and angles in different organizations, provides a favorable position for growth and improvement of their performance at different levels. The higher education system is one of the organizations that should identify the drivers of change and take steps to respond to environmental changes and increase agility by strengthening human resources. Referring to the importance of the subject, the present study was conducted with the aim of designing a model of organizational behavioral agility in the higher education sector using a mixed method. In the qualitative section, using the Meta-synthesis method, after screening 481 articles, 120 articles were reviewed, of which 11 factors were introduced as the final factors of the Meta-synthesis. In the quantitative section, the enumerated factors were examined in terms of effectiveness, effectiveness and internal relations using the opinions of 14 members of the panel of experts and the application of DEMATEL technique. The results show that the criterion of "ability to respond to environmental issues" has the highest among other criteria and the criterion of "change in educational planning" has the least impact on other elements. The highest permeability was related to "formation of virtual educational and research programs" and the lowest permeability was related to "managers' support". It was also found that the variables of "ability to respond to environmental issues", "practical skills" and "adaptability" can be considered as independent variables among the variables of organizational behavioral agility.

The aim of this study was to provide a positive model of work-life balance with a hybrid approach. The statistical population of this study included thinkers and experts on work-life balance. The sampling method was purposeful and non-random, 15 people were selected as the target population. This research has been done using the meta-combined method. In this way, after a framework review of the research and through reputable sites and documents during the last twenty years, among the first and most researched articles, 22 articles that were most related to the present research have been selected for analysis. Then, after examining the extracted concepts and summarizing them, 128 purified codes have been obtained. Then, from the extracted concepts of the research with the theoretical consensus of experts to organize the existing indicators, 26 main components in the design mechanism of a positive model of work-life balance have been explained. The results of this study have shown that the positive dimension includes the components of precedence, outcome and work-life balance strategies as components that strengthen the work-life balance. The innovation of this research has been presenting a comprehensive model of the results of previous extensive studies. According to the model obtained in the research, by strengthening the positive dimension, organizations can benefit in order to promote satisfaction and productivity and appropriate use in organizational decisions and improve the quality of working life.

The purpose of this research is to present the model of transparency in the Islamic Council of the Islamic Republic of Iran (examining the gap between the opinions of experts and citizens from the perspective of the characteristics of the transparent parliament).

in the small part after Kolmogorov-Smirnov normality test, parametric tests (independent sample t) were used through SPSS version 23 software. The statistical population of this research in the qualitative part includes 24 experts in the field of transparency, and in the quantitative part, there are 426 citizens, which was used through a cluster method centered on five provinces of Iran. The tool for collecting information in the quantitative part of this research is the use of a researcher-made questionnaire, which was used to determine the content validity of the questionnaire from the opinions of experts and experts, and to determine its reliability, Cronbach's alpha method was used, and the alpha value for the total variables was equal to 0.964. Is.

The model of transparency in the Majlis of the Islamic Council of Iran consists of five main categories, which are: informational, financial, supervisory and accountability, and ethical and professional individual, which not only formed the dimensions of transparency in the Islamic Council, but also the effective factors. The successful establishment of transparency, the consequences of the establishment of transparency, the obstacles to the establishment of transparency, as well as possible damages in the Islamic Council in case of non-establishment of transparency will also be discussed.