نشریه منابع و سرمایه انسانی
سال دوم شماره 3 (پیاپی 5، پاییز 1401)

The purpose of the research is to identify, prioritize and present a conceptual model of the dimensions and components of employees' occupational values. The research method is mixed. The qualitative statistical population includes 20 experts and quantitatively 522 official personnel of Mashhad Municipality headquarters. The sampling method is qualitative, targeted, non-probable and available and quantitatively stratified and relative. The size of the statistical sample was determined based on Morgan's formula of 221 people, and in the qualitative section, the dimensions and components of occupational values were identified using the Delphi technique in 4 stages. Quantitative data analysis was done at two descriptive and inferential levels. In descriptive statistics, frequency tables, mean, standard deviation, and in inference, Kolomogrove Smirnov test was used to determine the normality of variables and one-sample tests to answer research questions with Spss software. The results showed that 10 dimensions and 24 components of job values were identified and a conceptual model was presented that can be used as a basis for other public, private, non-service, financial, economic, etc. organizations and Mashhad Municipality to fix job values. Facilitate between employees and promote things that are considered valuable for employees to plan and take necessary actions.

Today's businesses have realized that they will not be able to survive in the long term without paying attention to the two fundamental challenges of sustainability and digital transformation. For this reason, in addition to paying attention to economic issues, they have also addressed environmental and economic issues; especially after the corona virus epidemic and the need for the survival of organizations, the issue of sustainability in the digital age became especially important. On the other hand, the most important internal factor of success or failure of organizations in the digital era are leaders. For this reason, it is necessary to consider these two fundamental challenges in the competence model of leaders. Leaders will be successful in the future who can use their internal dynamic capabilities including understanding and awareness of changes; seizing and conquering the upcoming opportunities; And finally, transformation and reconfiguration, guide your business towards sustainability in the age of digital transformation. With the help of meta-synthesis qualitative research method, the articles related to the topic were examined and 35 components were extracted from them, and then with the help of the thematic analysis research method, three approaches, three aspects and seven dimensions of competencies were calculated and finally, the competency model of sustainable leaders in the digital era.

A fallacy is a part of an argument that is demonstrably flawed in its logic and therefore invalidates the entire argument. A fallacy may be used to turn the truth(s) upside down. A review of different sources indicates that despite the use of different interpretations about fallacies and the introduction of various forms of fallacies, many common features can be observed among them. In fact, it can be said that fallacies can appear in different contexts, from everyday conversation to conducting a detailed scientific research. In fact, the types of fallacies depend on the context in which the fallacy occurs. The fallacy of self-interested interpretation happens when a person relates the hot topic of the day to his own personal, political or religious beliefs and interests. In this research, we seek to explain how the fallacy of self-interested interpretation occurs in organizations and what strategies رshould be taken to manage it

This research is about the factors affecting the human resources sustainability of Shahid Sattari Air University. Human resources are the smart assets and the most important assets of each organization. Therefore, we must work towards sustainability of human resources. The statistical population of this research is Shahid Sattari Air Force University. For this purpose, a sample of 260 persons was considered and the required information was collected by a standard questionnaire. Then, to analyze the data and test the hypotheses, SPSS software was used. The present research is descriptivesurvey. The results of the research hypothesis test show that motivational variables, organizational culture, organizational commitment, organizational trust, salary and benefits system, organizational justice, Job characteristics, working conditions, job path and job satisfaction have a significant effect on human resource sustainability. As a result, with regard to the indices of each variable, suggestions for sustainability were put forward.

The aim of this study was the effectiveness of stress management techniques (diaphragmatic breathing, mental alpha) in reducing stress and anxiety of female high school students in Kermanshah in the academic year 2021-2022. In terms of the nature of the objectives, this research is a quasiexperimental type, with a pre-test, post-test design with an experimental and control group, using the sampling method. The sampling was done by cluster random sampling. Then, 60 female students who received the highest scores of stress and anxiety in the DASS questionnaire were assigned to the two control groups equally (30 in the experimental group and 30 in the control group) and randomly. The questionnaire was used both as a criterion for screening in the first step and as a pretest, and the sample group was selected from those whose scores in this questionnaire had a standard deviation above the average. The experimental group in 8 sessions of 45 minutes. رReceived stress management training

Understanding organizational behavior has never been as important for managers as it is today. In this regard, theories always help researchers as the most important research tool. so that by using them they can describe, explain and analyze social phenomena. The purpose of this research is to investigate the fallacy of tone of expression in organizations and how to manage it. Examining the concept of fallacy in related sources indicates that this concept is used in different meanings. Avoiding fallacies strengthens one's ability to create strong arguments. At what time and under the influence of what factors each person behaves and acts has made researchers to research and investigate for years. Therefore, in this research, we seek to know the fallacies of the tone of expression in organizations. What are they and how can they be managed?

Investigating the impact of organizational learning on organizational transformation with regard to the mediating role of employees' professional development (case study: Imam Khomeini Relief Committee, Bandar Abbas city). The present research method is a descriptive analysis of survey type and applied in terms of purpose. The statistical population of the research includes all the employees of the Imam Khomeini Relief Committee of Bandar Abbas, numbering 210 people. In this research, a stratified random sampling method was used to determine the desired sample, and 132 people were selected as a statistical sample using Cochran's method. The research tools in this research include the standard organizational learning questionnaires of Strauss (2001), the organizational transformation questionnaire of John Gutter and Peter Drucker (2005) and the professional development questionnaire of Zand et al. employees (2013). The reliability of the mentioned questionnaires was evaluated and calculated based on Cronbach's alpha coefficient of 0.873, 0.851 and 0.701 respectively, which indicates the desired reliability of the research questionnaire. In this research, to analyze the data from the path analysis technique, using the SmartPLS software, the specified paths of the research according to the conceptual model have been investigated. The findings of the research showed that organizational learning and its dimensions have a direct impact on the professional development of employees and organizational transformation, and the professional development of employees has a significant mediating role in the relationship between organizational learning and organizational transformation.