فصلنامه مطالعات منابع انسانی
پیاپی 45 (پاییز 1401)

Line managers’ HR role is considerably highlighted, and HR devolution is a definite future in organizational landscape. Accordingly, the principal objective of this study is to present a comprehensive framework of antecedents of strengthening line managers’ HR role and uncover its multi-level outcomes.

In line with the purpose of this study, all indicators, concepts, and categories of HR devolution were identified using the meta-synthesis qualitative research method. 113 manuscripts were identified by searching through authenticate scientific datasets sources. Finally, the data from 46 relevant research conducted in this field were selected and analyzed.

Using seven-step model of Sandelowski and Barroso, the findings of 46 previous studies related to the objectives of the study were reviewed, aggregated, combined, and interpreted. A total number of 28 codes, five themes, and two dimensions were identified and validated through Kappa Cohen coefficient. The results indicate that precursors of HR devolution can be categorized into two main dimensions including organizational and psychological factors. Additionally, devolving HR to the line can affect outcome at three individuals, group, and organizational levels.

Utilization of line managers’ HR role creates several competitive advantages in various levels of organization. Nonetheless, it should be noticed that an equal and concurrent attention to both organizational factors and line managers’ psychological elements is of utmost important. Moreover, the framework offered in this study which sheds light on different aspects of HR devolution, provides a basis for future studies

Generally, long-term activities in unappropriated work environment would result in employee burnout and job turnover. In this condition, Employee Resilience attracted scholars’ attention and refers to employee ability for continue activities in unappropriated situation. Also, Human resource functions as set of programs that managers can use, have important role for employee resilience. Since most of health care personnel works on unappropriated situation, this research has been conducted to propose a novel Resilience Human Resource Management Functions (RHRMF) model with a focus on public health care system.

The current study uses a mixed qualitative-quantitative research approach. In the qualitative phase, 14 semi-structured interviews have been carried out with a research statistical population including human resource managers and experts of health care organizations by snowball sampling method based on theoretical saturation. Finally, the conceptual framework of the RHRMF model has been developed based on a thematic analysis. In the quantitative phase, the proposed model has been validated based on the Structural Equation Modeling.

After analyzing the interviews, 18 subsidiary themes as well as five main themes were identified as Resilience Human Resource Functions including workforce relations, compensation, recruitment, development, and performance management.

With a GOF value of 0.529, the Structural Equation Modeling indicates acceptaed validity and a strong modelling fit for the outcomes of the proposed model.

The purpose of this study is to design a model to measure employee engagement in the Qazvin Civil Registration Organization.

This research is applied in terms of purpose and quantitative in terms of the nature of the data. First, by studying the theoretical literature, the factors affecting employee engagement were identified, and based on that, a conceptual model of the research was designed. Then, in order to measure the level of employee engagement, a hierarchical fuzzy inference system was designed.

Factors affecting employee engagement including motivations of social, emotional, and intellectual engagement were identified. The proposed model was used to evaluate the level of employee engagement in the Qazvin Civil Registration Organization and the results show the performance consistent with the reality of the fuzzy inference system. The results showed that in the first level, emotional engagements are the most important factors, and among the following parameters, quality of work life has the greatest impact on the system output.

This research provided a multilevel model for measuring the level of employee participation in the organization, which dynamically traces the output variable according to the values of input variables. This template can be used in various organizations to increase employee participation.

Today, the activity scope of organizations is constantly changing, therefore, to overcome these changing conditions, managers must constantly increase their competencies and skills. Managers in Mostazafan Foundation are not exempt from this rule, and to overcome the shortcomings and upcoming developments, they must have new knowledge and skills. Accordingly, personal development is vital for managers. The purpose of this research is to provide a model of individual development of strategic managers of the Mostazafan Foundation.

This research is developmental in terms of purpose and is a qualitative research. The present research was conducted using the theme analysis method. For this purpose, a semi-structured interview was conducted with 30 senior managers of the Mostazafan Foundation who were selected purposefully. The interviews continued until theoretical saturation was reached.

Based on the findings, six dimensions for personal development including knowledge, attitude, communication, professional matter, leadership, and spiritual competence were identified. Additionally, two categories of actions for personal development of strategic managers including knowledge-oriented and skill-oriented methods were found. Besides, a set of individual, organizational, and environmental drivers as well as individual and organizational consequences for the individual development of strategic managers were identified. Then, the set of these variables was presented in the form of a pattern.

The results of the research suggested that the strategic managers of the Mostazafan Foundation can improve their competencies and achieve desirable results at the individual and organizational level by using knowledge-based and skill-based measures of individual development.

Perception of justice arises from the social actions in the form of perceptual-behavioral cycles between social actors over time. In organizations, this cycles between superiors and subordinates affect the perceptions and consequently the behaviors of both sides of the relationship. Considering the small number of superiors and their placement in the center of organizational interactions, the best point of intervention to manage these cycles is the perceptions of superiors. In this research, our goal is to identify personality traits that influence the perception of justice of leaders and their continued behavior.

This research is fundamental in terms of results, is exploratory regarding purpose, and is qualitative concerning method, the data were collected by library research and based on thematic analysis of the Nahj-Ol-Balagha Text. To do so, Nahj-Ol-Balagha Text was read many times and coding was accomplished after selecting the related parts. Then, the codes were revised, summarized, and then categorized in different steps. The results were validated using expert panel and Holsti’s coefficient of reliability (92%). Finally, Delfi Method was used to reach agreement in categorizing the codes.

Two sets of codes were found in this study: the 25-code set refers to the relationship between personal traits as well as behavior with the values and believes. The second set consists of 505 basic recorded codes that categorized in the form of two main organizing themes of magnanimity and dignity, and steadfastness and fortitude.  Magnanimity and dignity cover three sub-organizing themes including: respect for others, kindness and generosity, and the main organizing theme of steadfastness and fortitude, and includes three sub-organizing themes of self-control, insight, and personal stability. These findings signify a specific style of leading that is balanced through these two sets of Magnanimity and dignity, and steadfastness and fortitude.

The results suggest that the leaders who possess the characteristics mentioned in this research, will perceive less injustice, and after the perception of injustice, the possibility of extreme behavior in them is less probable. Thus, it is expected that the perception of justice in the subordinates of such leaders will be more and the atmosphere of justice in the organization will be more positive as well.

By the advent of video games as an inseparable part of technology and education, the impact of such games on enhancing the level of teamwork has reached an unprecedented attention. The uppermost objective of this study was to investigate the miscellany of aspects influential on the improvement of teamwork among Iranian Air Force freshmen cadets.

To this end, 50 freshmen cadets participated in this research by playing Counter Terrorist Game in groups of five (10 groups). They were randomly assigned to each of the groups, however, they all were chosen from among volunteers to play the game with no specific randomization (convenience sampling). Each group played four rounds of the game in two consecutive days (each day two rounds) competitively against the computer. After the second day, participants were in depth interviewed about their lived experiences of playing video games with their coursemates utilizing semi-structured questions concerning various aspects of teamwork.

The researchers also observed the participants playing games and employed field notes in order to record the phenomenon under study. The data collected were meticulously transcribed and analyzed and data-driven themes were obtained using NVivo qualitative data analysis software version 12.

By conducting this study, it was revealed that there are ten main themes or categories in the context of game playing that can potentially lead towards learning teamwork features. The themes are goal-setting, identity-formation, premeditation, interaction, implementation, leadership, esprit de corps, companionship, trait and tact.