نشریه مدیریت منابع انسانی پایدار
پیاپی 7 (پاییز و زمستان 1401)

The aim of this study was to understand the employees' experiences of teleworking in coronary conditions.

The study was a phenomenological qualitative research. The participants in the study included 12 employees of Azerbaijan Shahid Madani University with experience in teleworking who were selected using purposeful sampling and interviewed. Discussions were analyzed using Colaizzi’s method.

Totally, 6 basic concepts were extracted from the interviews including: Employee characteristics(Demographic characteristics, responsibility, ability to monitor and control one's own performance, having telework literacy, having the spirit to perform tasks individually, ability to manage time): managers characteristics(managers' commitment to implementing telework programs, positive attitude towards telework programs and their support, trust in the responsibility of employees, ability to evaluate and control); technology infrastructure(high-speed internet, security infrastructure, ease of use, accessibility, compatibility of technology with the desired job); job nature(Ability to implement individually, no need for face-to-face communication, ease of measuring the results, flexible time planning to do it);environmental factors(suitable physical location, family support, organization support) and organizational culture(Participation culture, culture of innovation and transformation, culture of education and development).

The results of this study showed that by examining the employees' experiences of telecommuting in coronary conditions, it is possible to reduce its disadvantages and problems as much as possible in order to develop quantitatively and qualitatively and increase the productivity of the relevant organization.

The attractive concept of an entrepreneurial university represents a university that provides opportunities, situations, cultures and beneficial procedures to encourage and accept entrepreneurship among students and other members of the university. The purpose of the research is to identify the indicators of entrepreneurial university in Persian Gulf University based on Gibb's model. The research method is survey and descriptive. The statistical population of the research is a combination of managers, employees and professors of the university. The statistical sample was estimated through the formula of the sample size of 117 people and were selected by available sampling method. To collect data, standard Gibb questionnaire was used and SPSS software was used for data analysis. The results show that the indicators of the university's vision, mission and strategy; governance and administration of the university; The structure and organizational plan of the university; Multidisciplinary and transdisciplinary; Management of stakeholders and community values; graduates; knowledge transfer; Center for growth and risk financing in university-derived companies; Internationalization and entrepreneurial education and investment education in Persian Gulf University are in an unfavorable situation. The results of the research show that among the indicators of entrepreneurial university, the indicator of stakeholder management and community values has the greatest impact on the development of Persian Gulf University as an entrepreneurial university.

The aim of research is to explain the development model of education performance management system. Concentration to the performance system can play a key role in the development of educational systems Therefore, comprehensive, credible and valid structure design will be a necessary step in this regard. In terms of purpose, this study is an application that has been done by exploratory composite method. In literature, the documentary review method was used and using its results, in-depth interviews was done with 15 experts which were selected by the snowball method. After recording the interviews, the data was qualitatively analyzed by content analysis method. Then, by distributing and collecting the questionnaire among the experts, the data obtained from the questionnaire was analyzed using Excel and Expert Choice software. Finally, the research model was designed by library, internet sources, interviews and experts' opinions, and the dimensions and components of the research were weighted and prioritized using the hierarchical analysis method. The obtained model has seven dimensions: the necessity of formulating strategies, goals and future plans of performance management, examining obstacles, challenges and future opportunities of performance management, evaluating and measuring the current situation of performance management, reforming and developing new methods of performance management, improving and developing infrastructures performance management based on future needs, modification and development of performance management levels based on new infrastructures, review, modification and development of innovative performance management processes and 23 indicators that are designed according to three levels of the organization, managers and employees.

The present research was conducted with the aim of providing a human capital management model to achieve the desired administrative system in Zahedan Islamic Azad University. The research method is a mixed exploratory one that was conducted in the qualitative part with the foundation data method and in the quantitative part as a descriptive survey. The statistical population includes professors, managers and assistants, graduates and informants related to human capital management and administrative system, 12 people in the qualitative part and 100 people in the quantitative part were selected as samples. . The data collection tool was semi-structured interview in the qualitative part and the researcher's questionnaire in the quantitative part. The collected data were conducted in the qualitative part with the Foundation's data analysis method and in the form of three stages of open, central and selective coding, and in the quantitative part with Friedman's test and sample T-Tech test. The findings of the research showed that structural factors, human resource management process, internal power and skills of managers as causal conditions and external environment, internal environment and supportive environment as background conditions affect human capital management and organizational resources. , the behavior of employees and trans-departmental factors act as intervenors in this process. The identified strategies were in the form of micro and macro strategies and the consequences of the model were presented in three levels of individual, organizational and social consequences.

In an Islamic society, an organization must maintain and evaluate the performance of employees and organizational performance under the guidance of Islamic teachings. Although studies in this field have been conducted in recent years, research trends are not clear due to the short time of introduction and development of this technology, in addition, knowledge synthesis has not been done to conclude about the evolutionary nature of this issue and develop its theories. This study used the paradigm funnel method to fill this gap and investigate the research. For this purpose, 105 articles from 2000 to 2021 were reviewed and after selecting the articles, 94 articles were identified and classified. The findings indicate the focus of articles on the level of specific theories and the lack of articles in the field of ontology and basic hypotheses. This study will help researchers to better understand the research process, familiarity with the concepts and components and identify the existing research gap. Work ethic in Islam is the expectations of a person's relationship to his behavior at work. This includes his responsibility, cooperation, commitment, sacrifice, creativity and social relationships. Islamic work ethic (IWE) is an important concept that affects the work pattern of employees in organizations because it requires the introduction of Islamic principles in the behavior and performance of employees.

This article is the result of research that was conducted to measure the perception of human resources of primary schools in Isfahan city from the dimensions of the culture of the learning organization and is based on the seven-dimensional model of Watkins and Marsik. The present research method was a descriptive survey. The statistical society consists of all managers, teachers, and deputies female and male working in public primary schools (girls and boys) in Isfahan city, the number of 5346 was reported. Using the multi-stage random cluster sampling method, two clusters (areas three and five) of Isfahan city department of education and then 48 primary schools were randomly selected and evaluated. In this research, by using the learning organization culture dimensions questionnaire of Watkins and Marsik (1997), 405 samples were collected and analyzed. The validity and reliability of the research questionnaire have been confirmed using convergent validity, divergent validity, Cronbach's alpha, and combined reliability. This study's seven dimensions of the conceptual model were measured using 21 indicators (items) on a five-point Likert scale. Findings showed that the situation of primary schools in selected areas of Isfahan city, compared to all the characteristics of the culture of the learning organization (except for the empowerment dimension), is above the average. The results of the research indicate that the fit of the conceptual model has been confirmed by using a variety of Parsimonious fit indexes, Absolute, and Comparative and the necessary quorum has been achieved.

Medical centers are important facilities and play an important role after crises and disasters. These centers must be able to adapt quickly to catastrophic events such as natural and man-made disasters, because the number of deaths and injuries caused by disasters is affected by the way medical centers provide services to the people. Therefore, ensuring the proper functioning of medical centers in crisis situations is an important issue.The main purpose of this article is To design a comprehensive resilience model of medical centers by identifying the factors affecting the resilience of these centers.Our approach to improving the performance of medical centers is performance modeling from the perspective of resilience engineering. Therefore, in this study, the opinions of 12 experts, including managers and staff of Mashhad University of Medical Sciences, have been used and interpretive structural modeling technique has been implemented.According to the literature review, factors affecting the resilience of health centers, hospital layout, education, transportation system, communication system and information technology, capacity and facilities, accountability, coordination, logistics and suppliers, human capital and Is a management system.The results of this study show that the communication system and information technology is the key and the most basic factor for the resilience of this medical center. It is expected that the results of the present study, managers and decision makers in the field of health can be used for better planning.

resonant leadership refers to the existence of leaders with high emotional intelligence who, by creating a sense of optimism, empathy and compassion with people, inspiring and creating a positive resonance in the organization, while strengthening the morale of the employees, lead to the improvement of individual and group capabilities in the organization. In the current research, the role of this leadership style on the self-efficacy of people as one of the most important structures of positive organizational behavior and self-influence mechanisms was investigated and explained. In this qualitative research, using the strategy of Grounded Theory, and based on the three-step process of theoretical coding, and also using the data from 21 in-depth interviews with managers of selected knowledge-based companies and university professors, a conceptual model of the role of resonant leadership on the self-efficacy of managers and employee's collective self-efficacy in knowledge-based organizations was presented. Also, the dimensions and components of the manager's self-efficacy were identified as the central category, the factors affecting it, and the organizational consequences of people's self-efficacy. Finally, while presenting a comprehensive model, 7 main hypotheses and 13 sub-hypotheses were extracted from the relationships between research variables.

The new generation that organizations are facing today and must prepare themselves for their entry is Z Generation. Managers must both understand the individual characteristics of this generation and know how to manage them. The current research seeks to provide a suitable model of human resource management for Z generation employees in IT organizations. Data collection was done by using the snowball sampling method to select experts and through semi-structured interviews with 15 human resource managers and 20 employees of Z generation to analyze the qualitative data collected from the interviews with managers of IT companies. In the framework of the grounded theory strategy, the method of continuous comparison analysis is used. The results were classified in the form of Strauss and Corbin's model in six main categories of causal factors, contextual factors, intervening (mediating), central category, strategies (strategy) and the consequences of applying the human resources model of the new generation of employees. Finally, the results of the research showed that if the human resources model is used for the new generation of employees, this will have three main consequences, which include; Financial and economic consequences are management consequences and extra-organizational consequences.

One of the main goals of any organization is to have efficient, committed and dynamic employees. For this reason, human resource policies are of vital importance in the company's strategic management process. Managers should accept the challenge of using sustainable strategic management thinking AND balanced evaluation of human resources. The purpose of this research is to identify the role of human capital competencies in sustainable strategic management in Kurdistan Barez Rubber Company. In terms of the purpose of this research, it is of an applied type and also in terms of the basis of information and data in the framework of a survey approach. The statistical population of this research includes all the experts of Barez company in Kurdistan province, numbering 70 people. From among this population, 60 volunteers (samples) were selected randomly to answer the questionnaire designed by the researcher. Finally, SPSS and SmartPLS software were used to analyze the data. The research findings are presented in two descriptive and inferential sections. The results showed that human capital competencies have a positive and significant effect on organizational strategy, sustainable management, and organizational strategy on strategic management, as well as sustainable management on strategic management. among the dimensions of research variables, competitive advantage had the most impact on sustainable strategic management. It is suggested that Barez Rubber Company involves its employees in formulating its own strategies, because it is the guarantor of the implementation of the strategy of the employees' commitment to the designed strategies.

The purpose of the current research is to identify and discover the reducing factors of organizational pessimism and its will with an emphasis Social capital.The current research is qualitative in nature and follows inductive logic. It is practical and developmental in terms of purpose. The target community and participants of the research include experts from Payam Noor University in Guilan province, 20 of whom were selected by snowball sampling until theoretical adequacy was reached. Semi-analytical interview tools were used to collect research data and Maxqda qualitative software was used to analyze the data collected from the research.The findings of the research indicate three concepts arising from social capital, these concepts are structural, relational and functional.The results of the research showed that organizational pessimism can be eliminated by following factors and measures such as creating a flexible organizational structure, increasing de-bureaucratization, structural empowerment, performance evaluation based on competence, establishing a goal-based management system, establishing a trust-based culture, and increasing trust. and adhering to ethics, developing professional ethics among employees, creating equal opportunities for employee development, developing interpersonal relationships, improving relationships between managers and employees, collaborative decision-making, promoting informal groups within the organization, improving organizational identity, curbing and reducing And in this way, in addition to improving the social capital among professors, employees and students, it prevented the occurrence of unwanted consequences that may sometimes originate from pessimism and mistrust of the organization.

The purpose of this research is the effect of OA, GEO and environmental performance with an emphasis on the moderating role of the PSR of the company. The current research is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population (300 people) was the employees of Farasan company, who were selected using Cochran's formula (169 people) in a non-probability method. The data collection tool was a questionnaire, and the validity and reliability of the measurement model was reported well. The results of the hypotheses showed that OA has an effect on green entrepreneurship orientation, green entrepreneurship orientation has an effect on environmental performance, and green entrepreneurship orientation can play a mediating role in influencing OA on environmental performance. Finally, the PSR of the company can also have a moderate moderating role in the influence of OA on green entrepreneurship orientation. Despite the design model, it can be expected that the mentioned company can pay enough attention to OA in order to advance its environmental performance. Also, if the said company wants to improve its environmental performance, it should be able to pay enough attention to the role of GEO. The PSR of the company can also help in this field, provided that the said company is less concerned about reducing the PSR of the company, if it cannot stop the reduction of this variable, it will have irreparable effects on the company body .