نشریه تعالی منابع انسانی
سال دوم شماره 1 (بهار 1400)

This study was conducted to identify and prioritize the effective factors in reducing employee motivation using network analysis model in Imam Khomeini Relief Committee in Fars province.The study consists of 723 employees of Imam Khomeini Relief Committee, of which a sample of 251 people was selected using the Cochran's formula. Sampling was done randomly.Data collection was used to test the hypotheses of two questionnaires.The first questionnaire based on Likert scale 5 degrees is for the initial screening of criteria and sub-criteria and the expert questionnaire is based on pairwise comparison to prioritize the criteria and sub-criteria. An expert who is based on a pairwise comparison of all the elements with each other is a probability that a variable is not considered.Therefore, because all the criteria have been considered in this assessment and Qad designer is not particularly oriented in designing the questions, so this questionnaire is valid in itself. In this study, the network analysis process has been used to prioritize the indicators.For this purpose, the pairwise comparison matrix has been used to determine the weight of the criteria.The implementation of the ANP technique has been performed using super decision software. Based on the results; The income level factor with a weight of 0.294 is in the 1st place.The supervisor factor with a weight of 0.265 is in the 2nd place. The job level factor with a weight of 0.182 is in the 3rd place. The gender factor with a weight of 0.16 is in the 4th place.

The present study was performed by combining qualitative (data-based) and quantitative (survey) methods. The statistical population of the study consisted of two qualitative-quantitative parts; in the qualitative section, it consisted of two groups: managers and employees of government organizations. Sampling in this section was non-random and purposeful. In total, the initial sample of the research was for 40 people (20 managers of government organizations and 20 employees). Finally, by conducting 20 interviews, the researcher achieved theoretical saturation to calculate the final model and in the quantitative section, the statistical population included all employees of the Department of Economy and Finance of Kurdistan Province (89 people in total). Using Cochran's general formula, 72 of them were randomly selected as the sample size. Findings indicated that three categories of individual, organizational and social factors were identified as causal factors affecting the phenomenon of employee empowerment; The results of assessing the causal conditions and creating self-empowerment of human resources in a small sector by confirming the findings of the quality sector, showed that 26% of respondents assessed the current causal situation in the organization as unfavorable and 30% as favorable and the results of the assessment of the current situation after the causal conditions showed that the respondents had the best evaluation of organizational factors and in contrast to the worst evaluation of social factors.

The purpose of this study was to investigate the mediating role of participation and emotional well-being in the effect of organizational virtue on employee performance.

The present study is applied in terms of purpose and descriptive-survey in terms of method. Data collection was done by a standard questionnaire of 25 questions. The content validity of the questionnaire was confirmed by Cronbach's alpha using expert opinions and its reliability. The statistical population of the study consisted of 130 employees of Abadan Azad University and the sample size was calculated to be 97 people using Morgan table. To select the sample, stratified random sampling method was used. Data analysis was performed using structural equation modeling and LISREL software.

The university, as a leading organization in societies and its central importance in life, should be more sensitive to improving its quality, which requires the endogenous development of evaluation culture, and the observance of ethics and the institutionalization of moral virtues in this regard is an issue that can be Implement it in other organizations as well. It is suggested that behavior in the shadow of respect, ethics and love be at the forefront of organizational behavior, in other words, regardless of the role and position of employees, treat them with respect and maintaining their personality.

The main purpose of this study was the effect of high performance human resource management on social responsibility with the mediating role of organizational citizenship behavior of government organizations in Hamadan. This research was applied in terms of purpose, descriptive, survey method and library-field data collection method. In this study, high performance human resource management model with standard Armstrong questionnaire, social responsibility model, Carol , organizational citizenship behavior model, Apple Yum, were used. The method of data collection was a questionnaire. The statistical population of this research is all employees of government organizations in Hamedan, which according to the statistics of 2019 is 36114 people. The sample size calculated according to Morgan formula is equal to 380 people. Also, stratified random sampling was used to collect information. LISREL software was used to analyze the tests. The results showed that high performance human resource management has an effect on social responsibility with the mediating role of organizational citizenship behavior of government organizations in Hamadan, Also, high-performance human resource management affects the organizational citizenship behavior of government organizations in Hamadan ,On the other hand, organizational citizenship behavior has a mediating role in the relationship between high performance human resource management and social responsibility.

The main objective of this study was Study of Organizational Virtue and Organizational Productivity through Organizational Citizenship Behavi in Fars Sport and Youth Offices. The statistical population of this study was all employees of Fars Sport and Youth. The sample size was 85. The statistical population was considered as the sample size. To collect information about the research, three questionnaires were used: Hersey and Goldsmith (1980), Organizational Virtue Inventory (2007) and Cameron et al. (2004) and Citizenship Behavior Questionnaire (1990). Validity of this tool was confirmed by a review from the supervisor and management experts. The reliability of this tool was also obtained using the Cronbach's alpha coefficient of 0.711, 0.852 and 0.820, respectively. Pearson correlation and path analysis were used to analyze the data using SPSS21 and AMOS5 software. Findings of this study showed that organizational virtue had a positive and significant relationship with organizational productivity. Regarding the second hypothesis, it was found that organizational virtue had a significant relationship with organizational citizenship behavior. The results of the third hypothesis showed that organizational citizenship behavior had a significant relationship with organizational productivity. Finally, the role of mediator of citizenship behavior in the relationship between organizational virtue and organizational productivity of staff was confirmed.

Studies show that there is a significant relationship between human resource strategies and the overall strategy of the organization. Also, the degree of coordination between human resource strategies and the organization's strategy affects the overall performance of the organization. The purpose of this study is to investigate the correlation between the dimensions of the model of alignment of human resource strategies with the strategy of the organization in the field of succession management in the National Iranian Oil Company. The level of analysis in this study was organizational and the sample members are 120 managers that, knowing the subject matter, also have been appointed to supervisory / managerial positions. The research tool is a researcher-made questionnaire that was extracted based on the standard process and based on a qualitative analysis and then its standardization steps were performed during quantitative research, then, the collected data were analyzed with SMARTPLS software. Findings indicate that the highest correlation coefficient was related to the strategy variables with the interventionist conditions with a correlation coefficient of 0.603, also significant at the level of 0.01., and the lowest correlation coefficient obtained with the main category variable with contextual factors with a correlation coefficient of 0.107, which is not significant at the level of 0.05.