نشریه توانمندسازی سرمایه انسانی
سال پنجم شماره 4 (پیاپی 19، زمستان 1401)

The purpose of this study is to determine the effect of organizational culture on job performance through job satisfaction and knowledge sharing. The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study consisted of all employees working in Toka Foolad Company in the number of 5340 people, of which 787 people were selected as a sample through Cochran's sampling formula through stratified sampling method appropriate to the volume.And data analysis was performed at the inferential level, including structural equation modeling. The results showed that the relationship between power distance and knowledge sharing with an impact factor of -0.77, the relationship between power distance and job satisfaction with an impact factor of -0.55, the relationship between ambiguity avoidance and knowledge sharing with an impact factor of 0.25, the relationship between avoidance Job satisfaction with an impact factor of 0.35 and the relationship between collectivism and job satisfaction with an impact factor of 0.45 and masculinity with job satisfaction with an impact factor of 0.22 and long-term job satisfaction with an impact factor of 0.33 and job satisfaction with knowledge sharing with a coefficient Impact of 0.88 and job satisfaction with job performance with an impact factor of 0.75 and knowledge sharing with job performance with an impact factor of 0.55 were significant.

Today, the world is facing constant changes in society, laws and the economy. This emphasizes the need to develop employees' work skills and their ability to adapt flexibly to changing circumstances. Paying attention to the agility of human resources, which is the main asset of the organization, can help the manager to make the right decisions in organizational crises. The concept of agility in human capital is the knowledge readiness of employees for fundamental changes in processes, structure and culture that will satisfy domestic and foreign customers. The purpose of this study is to provide a model of human capital agility in government organizations. The research was conducted with a combined approach using content analysis and structural equations. Data collection tools are semi-structured in-depth interviews and questionnaires. The statistical population in the qualitative section includes 14 managers of the organization and in the quantitative section, all employees of the agricultural jihad in the northern provinces. The sample size was 350 people. The results showed that in the qualitative stage 4 comprehensive themes; Individual characteristics, interpersonal characteristics, strategic characteristics, job-related characteristics and 9 main themes were extracted. The reliability of the factors was above 0.7. Standardized factor load coefficients, team characteristics had the highest score (0.836) compared to other themes. It has been suggested that relevant organizations, in order to increase the agility of human capital, pay more attention to team characteristics from the main themes to the comprehensive themes of interpersonal characteristics of employees.

The purpose of this study was to investigate the role of social capital in empowering employees of the Ahvaz Environment Organization. The statistical population of the study included all employees of this organization (N = 70) which was used due to the limited number of employees. This descriptive-correlational study was performed using a survey technique and the data collection tool was a questionnaire whose reliability was measured using Cronbach's alpha coefficient and its rate for empowerment and social capital were 0.85 and 0.91, respectively. The validity of the content was also confirmed by consulting the faculty members of the Department of Agricultural Extension and Education of Khuzestan University of Agricultural Sciences and Natural Resources. Findings showed that all components of social capital including social trust, social cohesion, social participation and social awareness among the employees of the Environment Organization were moderate and the level of employee empowerment was moderate. The results of correlation coefficient showed that the components considered for measuring social capital had a positive and significant correlation with empowerment. The results of regression coefficient showed the ability to explain 39.9% of variance by social participation and social awareness variables.

this study aims to investigate The mediating role of emotional commitment in the relationship between organizational justice, servant leadership and job motivation with the intention of leaving teachers in shiraz city. statistical population of this study is the teachers of schools in shiraz city whose number is more than 714, in order to select sample size using morgan chart, the sample consisted of 249 people in a stratified random manner. reliability of the questionnaire was investigated by cronbach's alpha coefficient and its composite reliability and validity by structural and content validity. using the structural equation modeling technique, the research hypotheses were analyzed. the results showed that between organizational and organizational justice; servant leadership and emotional commitment; job enthusiasm and emotional commitment; emotional commitment and intention to leave work has significant effect. It was also found that affective commitment plays a mediating role between organizational justice, servant leadership and job engagment with intention to leave the job.

The spread of the Covid-19 pandemic and the disruption of the global supply chain, the increase in the global prices of inputs and basic goods, the war between Russia and Ukraine, the continuation of international sanctions and climate crises caused by water tensions and drought have arisen concerns regarding the supply of food and agricultural products in Iran and all over the world. In this situation, the lack of intelligent management of all stages of the product supply chain can have adverse consequences. In this regard, the purpose of this applied research was to identify the enabling factors of the activists throughout the supply chain of agricultural products and its consequences. So, in addition to library studies, an in-depth interview was conducted with 33 experts from the public and private sectors who were selected by theoretical and non-probability sampling method. In order to analyze the data, the qualitative method of database and coding was used. Based on the findings of the research, 495 open codes, 19 axial codes and 3 selective codes include the empowering factors of the activists of the input supply and agricultural products sector, the empowering factors of the activists of the processing and industry sector; empowering factors of logistics, distribution and supply, marketing and sale sector activists, as well as 31 different codes, 15 axial codes and 2 selective codes