مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 66 (زمستان 1401)

Employees and their thinking The most important asset of the organization and the performance of individuals as a strategic indicator plays an important role in achieving goals and performance appraisal as a key tool that is concerned with productivity has a decisive role. The conditions of society and the social context of the organization, structure, values ​​and culture are things that should be considered in performance appraisal. In Islam, performance appraisal has always been considered by religious scholars. This research is a model of Islamic performance evaluation. This research is a qualitative type with exploratory nature that relies on in-depth studies in the field of performance evaluation and receiving expert opinions, a set of factors related to performance evaluation and using the data method of Grand Theory Foundation Were categorized. 7 elites were selected using snowball sampling method and the main indicators including specific, school and value factors were identified by a researcher-made questionnaire and then the questions were compiled and the opinions of the target community were obtained by survey method. And Qazvin urban planning has been done and using Morgan table and considering the number of 190 people in the statistical population, the sample population is 123 people who have been selected randomly. A questionnaire was used to collect information and a partial least squares technique was used to examine the causal relationships between the variables. SPSS and SmartPLS software were used to perform the data. The results indicate the acceptability of the proposed model.

The aim of this study was to investigate the relationship between job stress and organizational commitment mediated by resilience among border staff in 1398.

In terms of purpose, it is among the applied research and the research method is descriptive-correlation. The statistical population is all male employees working in the border police headquarters. Using simple random sampling method and using the Georgian and Morgan table, 200 border guards were selected as a research sample. The instrument used was the Philip Al Job Stress Questionnaire. Rice (1992), Connor & Davidson (2013) Organizational Commitment Questionnaire, and Allen Weimer (1997) Accountability Questionnaire.

Analysis: 

In addition to using descriptive statistics, the data were analyzed using regression analysis and Seville test using SPSS22 software.

The study showed that there is a significant relationship between job stress and organizational commitment with the mediating role of resilience among employees working at the border. .

The use of humorous leadership style can be one of the important factors in the employees’ work engagement and this engagement can increase the effectiveness of the organization. The purpose of this research is to investigate the impact of humorous leadership style on organizational effectiveness with mediator role of employees’ work engagement.

Recent research is a kind of correlation-descriptive research that was conducted through the survey method. Statistical population consisted of all employees in public organizations of Kerman city and number of 380 people based on stratified proportionate with the volume have been selected as volume of sample. Data gathering tools have been humorous leadership style, work engagement and organizational effectiveness questionnaires that the validity and reliability of they have been approved. Statistic of descriptive and inferential (structural equation modeling) have been used to analyze the data and the data has been analyzed with SPSS and LISREL softwares.

The findings of the research indicated that the suggested model has appropriate fit, and humorous leadership style beyond its direct impact, exerts indirect impact on organizational effectiveness through the mediation of work engagement. Also, the mediating role of work engagement on the relationship between humorous leadership style and organizational effectiveness was confirmed.

Considering the impact of humorous leadership style on organizational effectiveness with mediator role of employees’ work engagement, should be taken to establish and strengthen this leadership style in the organization.

employee avoiding responsibility or evading responsibility is a challenge of many organizations the purpose of this research is to analyze the views and perceptions about the phenomenon of "avoidance of responsibility" and presenting a multi-dimensional picture of this concept.

The selection of the participants in this research is done in a purposeful way and with maximum diversity sampling method, and after reaching the saturation limit of opinions, 31 people are finally used. In order to increase the credibility of the research and with the three-triangled method, the participants were from three different groups, i.e., "deputies, managers and experts of the South Khorasan in Birjand". In order to collect data from semi-structured interviews, Guba and Lincoln's four criteria is used to validate the findings, and seven-step cycle McCassor et al.'s is used to analyze the interviews.

Analysis and coding of the interviews is done with the MAXQDA software, and identified 1203 codes with open coding,and 123 themes with axial coding,and 20 themes with selective coding ,7 descriptive categories were identified and designed the inner and outer horizons .

Seven descriptive classes were identified to interpret the concept of the phenomenon of avoiding responsibility (or evading responsibility), Some of the concepts of evasion of responsibility identified are in accordance with the characteristics of the Fred W. Riggs administrative prism model in the administrative systems of Iran.

In the field of auditing professional ethics, we are facing the challenge of whether there is a clear basis for auditing professional culture?Creating the hegemony of professional ethics culture can help us in predicting and correcting a wide range of behavioral functions in the field of auditing and auditors.In terms of the type of data, the methodology of this research is based on an inductive-comparative approach. In the qualitative part, in order to conduct meta-composite and Delphi analyzes in order to prepare a scoring checklist, 16 accounting and financial management specialists at the university level were selected and used based on purposeful sampling.In the quantitative part, 20 certified accountants and auditors were used to analyze the comprehensive interpretive and structured model. In the first stage of analysis, similar researches were screened based on meta-composite analysis, so that based on the critical evaluation analysis, among the selected researches, the main components and research propositions should be selected in the form of 7 options. Scored checklists. In order to achieve theoretical adequacy, Delphi analysis was used and it was found that 1 statement was removed from a total of 11 propositions and a total of 10 propositions were included in the component of leadership factors to present the professional hegemonic model. Ethical culture in auditing entered the structural interpretative analysis phase.The results of this research showed that the most effective expression of the causes of leadership; The proposal to approve the program, budget and auditors' fees were determined.

The readiness of the equipment and the correct management in their maintenance and use play an effective role in achieving the goals and survival of the organization, the result of which will be reducing waste and increasing the efficiency and availability of the equipment with the lowest cost. In order to achieve these goals, it seems useful to identify motivating factors and accordingly apply correct policies. This research was carried out with the aim of identifying the factors influencing the motivation of PAYOR drivers in maintaining corporate vehicles.

This research is a grounded theory in terms of qualitative type and in terms of method. The community includes experts (managers and experts in the field of internet and transportation in Kermanshah province) and drivers of the organization Payor, 23 of whom were interviewed in a semi-structured manner until the saturation of information was reached. Interview texts were analyzed by three-step coding method.

After the open coding of the data, 183 primary themes were collected, which were collected through central and selective coding in the form of causal conditions (education, car quality, safety, individual-personality and demographic factors), phenomenon-oriented (maintenance), intervening conditions (type of supervision, status social, rights, benefits and financial security, performance evaluation), contextual factors (job security, ambiguity in laws and inefficient administrative culture), strategies (learning and individual and organizational relationships) and consequences (commitment) were formulated.

The activation of car maintenance motivation, which is effective in increasing the life of the car, is affected by the interaction of individual-organizational factors and leads to financial savings in the organization.

The purpose of this study was to investigate the relationship between effective learning from experience and transfer of learning with glass cliff phenomenon with the role of self-efficacy mediator of education staff in North Khorasan in 1397. The research method is descriptive and correlational. The statistical population of this study was the total number of 111 employees in the education and training of the northern Khorasan province in 1397. The data collection tool in this research is a questionnaire and SPS 24 and Amos 22 software were used. According to the results, the path coefficient between the variable of the glass cliff phenomenon and the transfer of learning in the full effect model, with 95% confidence is significant. There is mediation for the self-efficacy variable in the relationship between the two variables of glass cliff phenomena and learning transfer. An indirect phenomenon of glass cliffs → self-efficacy → learning transfer with a path coefficient of 315/0-is significant at a level of 0/05. And the automated variable has a mediator role. And the path coefficient between glass cliff phenomena and learning transfer in the presence of self-efficacy variable (0.27) and is significant at the level of 0.05. Self-efficacy mediates the relationship between the glass cliff phenomenon and the transfer of learning. Also, the glass rock phenomenon has a significant negative effect on effective learning experience. The glass-rock phenomenon has a significant negative effect on learning transfer. The glass-rock phenomenon has a significant positive effect on self-efficacy.

Indifference takes away the motivation of work and effort from employees, and of course, indifferent employees form an indifferent organization, and on the other hand, the influence and establishment of the way of serving the target society in other active employees is undeniable over time. Indifferent employees have less commitment. towards the organization and as a result will have a direct and negative impact on the performance of the organization, therefore the purpose of this research is to identify the factors affecting the organizational indifference of the employees of Greater Tehran Police Stations.The research is qualitative in nature. The statistical population of this thesis is 20 people, experts, elites and experts in the field of police stations of Greater Tehran, including protection, inspection, chief police, heads of police stations and their deputies. The sampling method in this thesis is non-probability sampling and the sample Geri also continued until reaching theoretical saturation.

The findings of the open, central and selective coding of the conducted interviews indicate that four factors are effective in the formation of organizational indifference in the police stations of Greater Tehran. They explain an organizational difference in Greater Tehran. In the prioritization of these factors, the component "organizational factors" is identified with a coefficient of 878/. In the first place, the "occupational factors" component with a coefficient of 886/. In the second place and the component "individual factors" with a coefficient of 674/. It is in the third place.