نشریه مدیریت منابع انسانی پایدار
پیاپی 6 (بهار و تابستان 1401)

The purpose of this study is to identify mentoring benefits and ranking the benefits in the ‎Mobile Telecommunication Company of Iran. The research method is mixed (qualitative-‎quantitative) and in terms of strategy is case study. To achieve this, after reviewing the ‎mentoring literature community, interview questions were designed and after confirming ‎the validity of the questions, ‎‏15‏‎ people with expertise in the field of human resource ‎development, especially mentoring, were interviewed by purposive sampling. Then, the ‎results of the interviews were analyzed by theme analysis method using Brown and Clark ‎approach and the factors affecting the implementation of the mentoring process in ‎‏9‏‎ sub-‎categories and ‎‏3‏‎ main categories; Benefits for Mentee, Benefits for Mentor and Benefits ‎for Organization were provided. Then, in the quantitative stage of the research, these main ‎and sub-categories were measured using fuzzy hierarchical analysis technique. The results ‎of the research in the second step of the research showed that the category of "Benefits ‎for Mentee" was the most important among the three main categories of benefits of the ‎mentoring process in the Mobile Telecommunication Company of Iran. After that, the ‎categories of "Benefits for Organization" and "Benefits for Mentor" are in the second and ‎third ranks. ‎

The aim of the present study was to investigate the perceptions and lived experiences of school principals regarding professional development. This research was a qualitative phenomenological study. The participants in the current research Participants included school principals of Mashhad and authorities’ involved in the professional development of school principals (including: experts, planners, designers, and instructors) in Mashhad and Tehran education departments. Using the "purposive sampling" method, 25 people including 20 school principals and 5 Authorities’ were selected. Semi-structured interview method was used to collect data. In the present study, Lincoln and Goba's reliability model was used for validation. The results show that the methods of professional development of school principals are divided into two categories: formal and informal. The purpose and motivation of school principals to participate in professional development activities / programs were to: Improvement and upgrading of essential knowledge and skills; External / social acceptance; and Certificates and material rewards. Furthermore, the content of professional development programs was divided into two categories: general and specialized content. The consequences for the professional development of school principals were: informing; Synergy and cooperation; Mental flip; Practical pattern; the use of evaluation results

The aim of this study was to investigate the mediating role of organizational climate in the relationship between organizational components such as trust and leadership and subjective norms of knowledge sharing. This research is based on the purpose of applied research. The statistical population of this study included all faculty members and staff of Hakim University who were employed in the academic year 1401-1400. This number included 460 people. A suitable statistical sample for research based on Cochran's formula at the error level of 0.05, 210 people were calculated. A questionnaire was used to collect data and information for analysis. The questionnaire of this study consisted of 73 questions and was designed in a 5-point Likert scale. To estimate the preliminary validity, a prototype consisting of 40 people was selected. Cronbach's alpha was 0.87 for organizational trust, 0.80 for knowledge-based leadership, 0.91 for organizational climate and 0.85 for subjective norms of knowledge sharing. Formal and content validity were examined by experts as well as construct validity in the measurement model of confirmatory factor analysis. The hypothesis test was performed using structural equation modeling. The results showed that organizational trust and leadership in the university affect the organizational climate and organizational climate on knowledge sharing. The mediating role of organizational climate in the relationship between organizational trust and leadership with subjective norms of knowledge sharing was significant and confirmed, but the effect of organizational trust on subjective norms of knowledge sharing was not significant.

Undoubtedly, in the current dynamic environment of organizations, the role of ethical leaders in organizational change is crucial. The purpose of this study is to determine the effect of ethical leadership on organizational change through the mediating role of political and cultural intelligence. The population includes all the managers and employees of Meshgin Shahr municipality in Iran with 517 persons. According to Morgan table, 220 persons of them were surveyed using convenience sampling method. Data were collected using standard questionnaires of ethical leadership of Kalshoven et al. (2011); organizational change of Mill (2003), political intelligence of Ferris et al. (2005) and cultural intelligence of Ang et al. (2007). Structural equation modeling and Lisrel8 software were also used to analyze the data. Findings showed that ethical leadership has a significant effect on organizational change and cultural intelligence, but this effect on political intelligence is not confirmed. The significant effect of cultural intelligence on organizational change is confirmed. Political intelligence has no significant effect on organizational change. Cultural intelligence has a mediating role in the relationship between ethical leadership and organizational change. Finally, the mediating role of political intelligence in the relationship between ethical leadership and organizational change is not confirmed.

The purpose of this study is to explain and know whether the quality and accuracy of information affect human and perceptual skills and whether these skills lead to better customer service performance? To extract the conceptual model, theories and models related to former (previous) subjects and researches have widely studied. To this end, the researcher has chosen 118 people among staffs as the sample size and also distributed the questionnaire based on proportional classification sampling and then simple random (available) method. In this study, it has been used three questionnaires, the assessment of perceptual human and technical skills, perceptual quality of bank services and management information system. The results showed that there is a direct and significant relationship between information accuracy and quality of a unit and human and perceptual skills, and also there is a significant relationship between human and perceptual skills and customers’ services provision. It means that by increasing the information accuracy and quality and perceptual and human skills, the customer services provision is also increased.

Burnout of academic faculty members adversely affects the quality of education and research, and being constantly exposed to burnout will make academic faculty members leave the service in the long run and threaten the future of higher education. Accordingly, the current study was conducted to determine the process of job burnout of faculty members, as well as the role of professors' perception and the university's perspective in this process, as well as how the university manages its talent by supplying professors with job burnout levels. In this study, 122 faculty members of Khajeh Nasir Toosi University of Technology were surveyed to test the simultaneous effects of work effort mediation and documentation moderation on professors' perception of being susceptible to burnout. According to the theory of " resource retention" and the theory of " attributions," the perception of being considered a faculty member can both strengthen job burnout and help prevent it. While the findings show the direct relationship between the process of identifying faculty members as the organization's talents and their job burnout, it introduces work effort as a mediator and documents as a moderator and clarifies why the process of talent management leads to different behaviors in It becomes them; Therefore, it directs the attention of university management to the communication processes in talent management and provides recommendations for the effectiveness of allocation programs to faculty members so that they receive favorable results from their performance.

In a hastily formed network (HFN) building “swift trust” for providing a good atmosphere of collaboration and coordination among involved actors for serving beneficiaries and affected people is vital. The main goal of this research is to study the human barriers to the formation of swift trust in the humanitarian supply chain (HSC) or crisis response network in recent earthquakes (1390-1399). This research is descriptive in terms of objective and analytical-mathematical according to the research method. For identifying human barriers to swift trust a comprehensive literature review was conducted and then with the aid of experts’ panel human barriers were reworded and finalized. Seven persons with relevant expertise and experience in the recent earthquakes participated in this study. Findings show that “uncertainty related to the unclear role of humanitarians and local volunteers” is the most important human barrier to the formation of swift trust. The second barrier is the “inexact and late announcement of information related with the deliverables from government”. The findings provide useful insights for humanitarian policymakers and senior disaster managers for creating initial and long-term trust among involved actors.

The welfare organization needs employees with high emotional intelligence to be able to perform their duties effectively; Therefore, predicting the group dynamics of employees based on their emotional intelligence in the Welfare Organization of Mazandaran Province was the purpose of this study.The statistical population of the present study was 1125 employees of the Welfare Organization of Mazandaran Province. The number of statistical sample was considered to be 290 people.The research measurement tool was standard questionnaires of Bar-On emotional intelligence and researcher-made intergroup dynamics. In order to analyze the data, model, the theory of Rough set Theory has been used. With the help of Rough Theory, the level of group dynamics of employees as a decision characteristic and seven situational characteristics as a decision system have been entered into ROSETTA software and the rule model has been extracted. According to different algorithms of discretization and redundant production, eight models of rules were constructed and the results of each model were evaluated by parallel validation method. The results show that the level of education and interpersonal dimensions and adaptability have the greatest effect on group dynamics. the best model has been selected using entropy discretization method, genetic algorithm and ORR strategy for redundant production, with 434 rules and 77.83% prediction accuracy. The model of rules was selected with the highest validity as the inference engine of the expert system and after designing the user interface, it was possible to predict the group dynamics of employees by examining their level of emotional intelligence

The purpose of this research is to investigate the effect of mentorship and organizational attractiveness on human resource productivity with the mediating role of employee happiness and moderating work-life balance in the health center of Tabriz city. This study is applied in terms of purpose, descriptive-correlative in terms of method, and survey based on structural equation modeling in terms of strategy. The statistical population is 1,200 employees of Tabriz health center. The statistical sample size was estimated to be 291 people using Cochran's correlation and selected by stratified random sampling. The tools of data collection in this research are Jatmiko standard questionnaires (2004) for organizational attractiveness variable, Hersey and Goldsmith questionnaire (2003) for human resource productivity variable, Tius et al. questionnaire (2014) for employee happiness variable, Wong Wuko questionnaire (2009) for variable Work-life balance and Qolipour et al.'s questionnaire (2010) for organizational mentoring variable that has appropriate validity and reliability. Smart Pls software was used to analyze the data. According to the results of the research, mentorship and organizational attractiveness have an effect on the productivity of human resources through the mediation of employee happiness. Also, work-life balance moderates the effect of organizational attractiveness on human resource productivity, and the moderating role of work-life balance on the effect of organizational mentorship on human resource productivity was not confirmed. According to the results of the research, by creating effective programs of mentorship and organizational attractiveness and work-life balance, an effective step can be taken to increase the productivity of human resources.

In organization and management studies, the collective expression of constructive ideas, dissatisfactions, formal and informal participation in influencing the development of the organization is known as the employee's voice. Studies show that the two-way relationship between employees and supervisors and leader-member exchange (LMX) are factors influencing voice behavior. The purpose of this research is to investigate the impact of leader-member exchange (LMX) on employee voice. In this research, in order to understand more comprehensively the impact of leader-member exchange on the employee's voice a systematic review and meta-analysis approach were used. From the total of 88 articles obtained in the initial search, according to a systematic protocol 33 articles were analyzed using the meta-analysis method with two fixed and random effects models and using CMA 2 software. The results show that according to the heterogeneity of the reviewed studies, the influence of the leader-member relationship on the voice of the employees is confirmed. Also, the results of the Fail-Safe N test show the stability and immutability of the results of this research. The results of this research show that employees express their ideas when there is a strong LMX relationship between leaders and followers. This type of encouragement allows employees to be more creative and take risks and fostering innovative work behaviors.

With the advent of the Internet and mobile devices, news organizations need to adapt to the digitalization process. Social media editors play a new role in the survival of news organizations. Editors have a responsibility to facilitate marketing, content production, and data analytics practices on social media. According to resource conservation theory, leadership and job independence both affect employees in the card environment. This study seeks to investigate the mediating role of job independence and resilience in the impact of passive leadership style on the performance (online interaction) of editors on social media. Statistical sample Using purposive non-probabilistic sampling method, the editors of Shahr-e-Ara newspaper of Mashhad were selected. In order to collect information, a standardized questionnaire of passive leadership (Kilowie et al., 2006), job independence (Bruigh, 1985), resilience (Stephen et al., 2013) and online interaction (Liu, 2003) were used. The research hypotheses were tested through structural equation modeling using Smart-PLS software. The results show that passive leadership negatively affects online interaction and passive leadership negatively affects the job independence and resilience of editors and increases the resilience and job independence of editors facilitates online interaction and improves. Job resilience and independence also reduce the negative impact of passive leadership on editors' online interaction on social media.

Gamification has been one of the topics discussed in recent years, which can be used to increase efficiency and Employees interaction. Properly applied gamification in educational environments will lead to better learning of Employees. This research is based on the purpose of applied research. Given that practical goals are to find solutions to real problems and to develop applied knowledge, applied research is to achieve results in a specific field and method of doing practical work. Also, this research is a descriptive-survey research in terms of data collection, because it has collected data through field studies and questionnaires. The statistical population of this research consists of two parts. In identifying the factors, the opinions of managers, consultants and experts active in the field of training of acceleration complex staff (innovation factory) who are familiar with gaming and experts in the field of game design and gaming are familiar with training. It was taken and the opinions of the gamification experts were used in the ranking section. The population size was 240 people and based on Cochran's relationship, the sample size was 148 people. In the ranking section, the opinions of 10 experts in the working game section were used. In this study, a face-to-face questionnaire was used, because it was possible to explain the ambiguities to the consumer and make them better acquainted with the subject of the research.