نشریه توانمندسازی سرمایه انسانی
سال پنجم شماره 3 (پیاپی 18، پاییز 1401)

The present study was conducted to identify and rank the factors affecting intergenerational conflicts in the organization. The present research is applied in terms of purpose and descriptive-analytical in terms of data collection. The statistical population in this study includes the headquarters of Kerman Motor Automotive Industries, which used the available probability sampling method to select members of the statistical sample. According to the statistical population of 310 staff members, the sample size of Cochran's formula is 173 people. To measure intergenerational conflicts, first an expert group consisting of 20 experts was formed, then a research questionnaire in 9 components and 36 items was obtained, which was measured in a 5-point Likert scale. The validity of the questionnaires was formally confirmed. The total reliability coefficient of the questionnaire was 0.752, which was obtained by Cronbach's alpha. The results show that technological and technical factors, acquired skills, generation gap, personality traits, personal beliefs, level of expectations, management style, organizational culture and administrative structure have a significant impact on creating intergenerational conflicts in Kerman Motor Company. But the situation of Kerman Motor car industries is in a favorable situation in terms of these factors.

The aim of this study was to determine the relationship between organizational structure and staff performance with respect to the mediating role of creativity in education staff in eastern Mazandaran province. The research method was applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of this study was all employees of education departments in the east of Mazandaran province (Neka, Behshahr, Gulogah) in 1397 to 160 people. The sample size was selected using Krejcie and Morgan table, 113 people were selected by stratified random sampling method by city. Data collection tools were Robbins (1987) Standard Organizational Structure Questionnaire, Patterson (1922) Job Performance Questionnaire and Moghimi Creativity (2009). Descriptive and inferential statistical methods (structural equation test, Spearman correlation coefficient) were used to analyze the data. The results showed that there is a positive and significant relationship between organizational structure and staff performance due to the mediating role of creativity in education staff in East Mazandaran province. Also based on the research results between the components of organizational structure and employee performance; There is a negative and significant relationship between the components of organizational structure and creativity. Also, a positive and significant relationship was observed between creativity and performance of education staff in the east of Mazandaran province.

The purpose of this study was to identify the causal conditions of glass roofs, intervening conditions and contexts affecting the creation and application of glass roofs, strategies for applying and the consequences of the glass roof phenomenon of the National Iranian Petroleum Products Distribution Company in a paradigm model and then presenting its conceptual model. Structural, external, descriptive and interpretive validity were used to evaluate the validity of qualitative data and Flint (2002) approach was used to evaluate the reliability. The results of qualitative research were classified into 5 groups: causal conditions, contextual conditions, intervening conditions, strategies and consequences. After compiling the model, the quantitative part of the research was reviewed and content validity and structure validity were used to evaluate the validity. Findings showed that hegemony of patriarchal values ​​with impact factor (0.263), male organizational policies with impact factor (0.186), management and patriarchal organizations with impact factor (0.181), acceptance and submission with impact factor ( 0.80), the pressure of expectations due to the role with the impact factor (0.171), respectively, has the greatest impact on causal factors and family with the impact factor (0.841) has the greatest impact on underlying factors and the moderating role of personality Entering organizational lobbying with an impact factor of 0.921 is the most influential factor the interventionist conditions. In addition, justification with an impact factor (0.917) was the most effective strategy in applying the glass phenomenon and the most important consequence of the glass ceiling was organizational consequences with an impact factor (0.946).

The purpose of this study is to present a model of factors related to the learning organization based on knowledge leadership and learning levels in the organization of renovation, development and equipment of schools in the country. This research is a descriptive and correlational study that was conducted by survey method and the statistical population of the study includes all employees of the Organization for Renovation, Development and Equipping of Schools in the country. A total of 340 people participated in the study and the data collection tools were three questionnaires made by knowledge leadership, learning levels and factors related to the learning organization and a standard questionnaire of the learning organization. The reliability of the questionnaires was based on Cronbach's alpha in the questionnaire of factors related to learning organization (0.923), learning organization (0.893), learning levels (0.895) and knowledge leadership (0.871) and in order to analyze the data. Structural equation modeling method and SPSS and AMOS software were used. The results showed that the t-value in all paths between the variables is greater than 1.96 and as a result there is a significant relationship between all variables. Also, Also, the research findings showed that the model of these factors has a good fit. The results show that the factors related to the learning organization, knowledge leadership and learning levels were directly and significantly related to become learning Organization for Development, Renovation and Equipping schools of Iran and were approved.

The investigation of influential factors on the recruitment and maintenance of the youths and volunteers groups to serve holds an especial importance in the strategic management of the Red Crescent Society, but there are few studies that address to these factors in the Red Crescent Society. Therefore, the purpose of the present study is the prioritization of the influential indicators on the recruitment and maintenance of the youths and volunteers groups to serve in the Red Crescent Society using Fuzzy DEMATEL-Based Analytic Network Process (FDANP) Approach. Present paper was a descriptive-analytical research along with applying the FDANP Approach for the prioritization of the influential indicators on the youths and volunteers groups to serve which is conducted in the Red Crescent Society of Mazandaran Province. Statistical population of the study consists of the managers and experts of the Red Crescent Society of Mazandaran Province those opinions received by a purposive method. Results showed that relevant factors to the maintenance are more important than relevant factors to recruitment sector. Among sub-criteria, organizational culture variable (0.1255), the variable of technical tools, communication, and advertisement (0.1218), and variable of the encouraging and hortative tools (0.1215) gain highest levels of weights respectively. On the one hand, the variable of human resource management (0.088) reaches to the lowest level of weight and importance. Nowadays, Non-Governmental Organizations (NGOs) and Grassroots Organizations (GROs) are continuously considered in the relevant debates to serving, consultant, social and philanthropic movements, donors, the creation of civil society, and social entrepreneurship.

The purpose of this research is human resourse management (HRM) oriented to knowledge exchange impronement. This research use mix exploratory method. The data were obtained through in-depth interviews with 30 managers, and employees of a chosen organization. Following open and axial coding, the theoretical model was constructed. According to coding results, a questionnaire was designed and was distributed among 235 members of those organizations. After gathering questionnaires, the data of 164 questionnaires were used for analyzing structural equation model (SEM) and validity and stability of model by SMART PLS. Results showed validity and stability of model and also conformity conceptual model and reality confirmed by goodness of fit index. According to results weakness in behavior in HR people in HRM department, policy making violation and weakness in doing duties lead to negative apperiasal of HRM support of participation. Negative internal intension affect on extent of motivation in doing knowledge exchange. Totally, this study determined deterrent condition for knowledge exchange in HRM and effect of them on knowledge exchange. Organizations can improve this factors to increasing contribution in knowledge exchange.