نشریه پژوهش های مدیریت منابع انسانی
سال چهاردهم شماره 4 (پیاپی 50، زمستان 1401)

The current research has been carried out with the aim of analyzing and explaining the concept of development of transformational human resources in the government organizations of the Islamic Republic of Iran in accordance with the statement of the second step of the Islamic Revolution. This research is applied in terms of purpose and mixed or combined in terms of research method. Its combined approach is an exploratory sequence that has been carried out in two qualitative and quantitative phases. In this project, first the qualitative method of database theory and then the quantitative survey method have been used. The research participants are academic and executive experts in this field. In the qualitative part, 13 experts were interviewed using the purposeful sampling method and according to theoretical saturation, and in the quantitative part, 16 experts answered the questions by using the questionnaire tool. They gave. Analyzes were performed through SPSS and PLS3 software packages. According to the findings of the research, the codings were done using the systematic approach of Strauss and Corbin, and finally, 223 open codes, 75 central codes and 20 selective codes were obtained, which were categorized in the form of six categories. From the results of the current research, it is possible to point out the essential role of the development of transformational human resources in government organizations, which as one of the valuable and vital assets; It causes pioneering and transformation of human resources in the country, which is a powerful tool in the service of the Islamic revolution.

The purpose of this study was to the role of academic leadership in relation to the faculty development of Shahid Beheshti University. This research was purposely based on developmental research and in terms of epistemological assumptions, was from a type qualitative research. The statistical population of the study consisted of all faculty members and academic director and president. Semi-structured interviews were conducted using a targeted snowball sampling method with 10 faculty members and academic director and president in the field of higher education with rich and key information about the subject of research. With using a purposeful snowball sampling method with 10 faculty members and Academic Directors and Presidents in the field of higher education, which had rich and key information about the research topic, as the study Sample was selected and semi-structured interviews were conducted. After the interview, the text of the interviews was analyzed using thematic analysis technique. The results of this research showed that 81 subcategories (concepts) related to the role of academic leadership in relation to the faculty development in 12 main components and can be classified into three general categories: individual, structural-organizational and supra-organizational dimensions. The individual dimension include four component of motivation, attitude, personality traits and professional commitment; the Structural- organizational dimension consists six component: organizational structure, organizational culture, rules and regulations, organizational communication, organizational technology and organization management and the supra-organizational dimension included two social and economic component.

Traditional defined benefit pension plans have gradually lost their dominance in the pension systems of many countries, and over the past few decades, there has been a gradual change towards defined contribution plans. Among the conducted studies, it is evident that there is a lack of attention to the management of certain partnership projects. As a result, this study seeks to identify the effective factors of the successful implementation of these plans by extracting the features of optimal management of certain participation pension plans. According to the purpose of the research, the meta-composite qualitative method was chosen and by in-depth review and analysis of the subject literature in the period of 1980 to 2020 and under the seven stages of Sandelowski and Barroso's meta-composite method and by using coding, the obvious concepts effective on the management of specific partnership projects were extracted. becameThe results of the analysis showed that in the field of optimal management of certain participation plans, 5 main categories including plan structure, plan investment, plan support policy, participation and its management should be taken into consideration. As a result, due to the role of various funds in these plans, its implementation and management are facing challenges and the success of the plan depends on a comprehensive and systematic look at the factors presented in this study

Due to the changing the type of competencies required by the organizations and on the other hand, the necessity of controlling human resource costs, proper employment of people and then their development and maintenance have become one of the most important concerns of the global organizations. Process of assessment center as a means with multiple approaches, has been assisting organizations in this regards. In this study , the factors affecting the construct validity of the assessment centers have been studied . Despite of many researches, there are still controversial issues in this field, for instance, one of them is the topic of construct-related validity. This study has been done with the aim of developing knowledge in the field of construct validity of assessment centers. In spite of the fact that predictive validity of assessment centers was reported in many studies at the appropriate level, construct validity was weak. Therefore this study is focused on factors which can influence the construct validity. By utilizing meta-synthesis approach and thematic analysis method.78 related papers have been studied and 5 factors including dimensions, assessors, methods of observing and evaluating, methods of integrating information and situational exercises have been identified as effective factors on the construct validity of assessment centers.

In Recent Years, Improving The Scientific And Educational Situation And Being Among The Prestigious Universities Has Been The Goal Of Many University Managers Around The World. Experts Believe That Quality And Competent Faculty Members Are A Key And Important Element To Achieve A World-Class University. Despite The Concern About This Issue Among Experts, Administrators And Educational Leaders, But Until Now, The Competencies Of Faculty Members In The Context Of A World-Class University Have Not Been Presented In The Form Of A Scientific And Codified Model. In Order To Cover This Scientific Gap In The Country, This Research Has Provided A Model Of The Competencies Of Faculty Members Of A World-Class University. This Research Is Practical In Terms Of Its Purpose, And In Terms Of The Method Of Data Collection, It Is A Qualitative Research Of Thematic Analysis Type. The Statistical Population Of The Research Was The Resources Related To The World-Class University And Especially The Competencies Of Faculty Members In The World-Class University. After Reviewing The Sources Extracted From The Databases, 84 Sources Were Selected As A Purposive Sample. To Analyze The Data, The Method Of Coding And Thematic Analysis Was Used, And In Order To Validate The Data, The Method Of King And Harrocks Was Used. After Analyzing The Data, A Total Of 96 Basic Themes And 13 Organizing Themes Under Three Overarching Themes Including: "Scientific, Professional", "Social, Cultural" And "Contextual" Were Identified. The Professional Scientific Theme Has 6 Organizing Themes (Scientific Superiority, Teaching Skills, Professional Development, Scientific Freedom, Excellence In Research, Computer Literacy). The Comprehensive Social And Cultural Theme Also Has 5 Organizing Themes (Human Relations, Leadership, Scientific Extroversion, Global Citizenship And Cultural Intelligence).Also, The Comprehensive Social And Cultural Theme Has Two Organizing Themes (Professional Ethics And Cognitive Characteristics).

The current research was conducted with the aim of providing a multi-level human capital framework of faculty members using a comparative approach. This research is applied and descriptive-analytical in terms of purpose and nature, which was conducted based on the qualitative research paradigm by the method of qualitative content analysis of obvious messages with an inductive approach. The statistical population included the recruitment advertisements of faculty members of prestigious foreign universities, among which, according to three criteria: 1) the universities are recognized in the world as top universities, 2) the proximity and affinity of the universities in terms of the structure of the system Higher education with Iran's higher education system, and 3) Adequacy of information in the advertisements on the official websites of the universities according to the objectives of the research, 9 top universities in the world and 4 regional universities were selected as research samples. .The data, including the common and different aspects of human capital competencies and qualifications of faculty members, were extracted from selected documents using the inductive content analysis method and comparative approach, analyzed and categorized. The result included 79 criteria and 4 main constructs of "cognitive and metacognitive competencies, emotional and cultural competencies, teaching and research competencies, and managerial and executive competencies" of the faculty members' human capital, which under the phenomenon of human capital plays a role Individual, group and organizational characteristics of faculty members were categorized and based on that, a multi-level comparative framework of human capital of faculty members was presented. The result of the present research can be a suitable scientific and technical tool for planning the human capital of faculty members in the higher education system.

Compassion is a positive and new construct and has entered the working environment of organizations through positive psychology, and studies have shown that it is necessary and necessary for the success and excellence of organizations. In fact, by meeting the physical and psychological needs of human resources, which plays an important role in the organization's achievement of its goals, Shafqat acts in the direction of solving or alleviating the suffering of employees, and by doing this, it avoids many negative organizational consequences such as job burnout, lack of motivation of employees, stress and Finally, leaving the job, which entails irreparable costs for the organization; prevents; Therefore, considering the direct and indirect effect of compassion on organizational results and consequences, the aim of the current research is to design a model for compassion in the working environment of Gas Company of Yazd province. The method of conducting this research is qualitative in terms of data collection and fundamental in terms of purpose. In order to reach a more accurate and realistic answer, in addition to reviewing the research literature, 12 experts, including managers, engineers and high-ranking experts of the gas company, were conducted in the form of purposeful sampling, semi-structured interviews were conducted, and the data obtained from the documents and interviews were analyzed and coded using the database method. . The results and factors identified from the codings showed that the antecedents of compassion (causal factors) were extracted from the research literature including personal context, relational context, organizational context and moral context, and from reports and interviews, in addition to the mentioned factors, the context of national culture was also extracted. The dimensions of compassion were identified from the research literature and interviews, including the dimensions of cognitive, emotional, thoughtful, action and social awareness. Strategies were extracted from research literature, human resource management measures, organizational support, centralized structure and communication and from interviews, in addition to the factors mentioned, change management factors, transparency and leisure management. Intervening factors of compassion from the research literature, social power in the organization, political behaviors in the organization, excessive focus on short-term goals, organizational injustice, lack of organizational trust, merely evaluating individual performance, lack of social responsibility, centralized organizational structure, leadership style, existence of rules and regulations The limiting factor is the involvement of the type of role in reducing or facilitating compassion and from the interviews, in addition to the mentioned factors, moral vices, lack of job security, economic factors, cultural factors and lack of sufficient training in the field of compassion were identified. From the research literature and interviews, social and cultural factors were identified as the underlying factors of compassion, and finally, the consequences of compassion from the research literature, positive emotions at work, reducing job stress and leaving the job, organizational commitment, intrinsic motivation, psychological well-being, emotional intelligence, behavior Organizational citizenship, creativity, positive work identity, organizational identity, organizational loyalty, communication quality, organizational performance, job performance, employee empowerment, organizational trust, meritocracy, work-life balance, job satisfaction and psychological capital and from interviews, in addition to factors As mentioned, organizational happiness, organizational social responsibility, organizational pride, team performance and occupational sense of belonging were obtained.