نشریه تعالی منابع انسانی
سال یکم شماره 1 (پاییز 1399)

Some organizations invest a lot on employee’s training so that improve performance and productivity, but sometimes that is not effective. So, evaluating effectiveness of training courses and exploring their improvement instructions seems important. In this regard, our study is established in Rafsanjan Industrial Estate companies using follow-up explanations model of mixed methods. To this end, first Kirkpatrick questionnaire that it’s content validity and reliability were verified before, was distributed among a sample of 156 learners. In order to test the effectiveness of courses, one-sample t test were used. The post hoc tests were done using one-way ANOVA. All test were done in SPSS. Then, improvement instructions were explored through deep open interviews with a sample of 68 learners. Interviews were continued up to theoretical saturation and data were analyzed via MAXQDA.  Results showed that effectiveness of held training courses and its aspects (reaction, learning, behavior, and results) were located on a variable domain of middle to much base on different demographic variables in a 95 percent confidence level. Moreover, some instructions about time, site, title, and executive organization of training courses were presented base on research findings.

This study was conducted to investigate the relationship between independence in work with Eagerness to work and work addiction with the mediating role of autonomy job motivation in Garno Consulting Engineers.The research method is descriptive-correlational. The statistical population of the study includes all employees of Garno Design Consulting Engineers Company in the number of 200 people. According to Morgan table, 127 people were selected as a sample by simple random sampling method. Data were analyzed using SPSS23 and AMOS software and descriptive and inferential statistics such as mean, standard deviation, regression coefficient and structural equation model were used.Data analysis based on structural equation model show the fitness indicators of the research model are acceptable and the regression coefficients of the model show that the mentioned variables well explain the relationship between independence in work with Eagerness to work and work addiction with the mediating role of autonomy job motivation in Garno Consulting Engineers. Therefore, there is a significant relationship between independence in work with Eagerness to work and Addiction to work with the mediating role of autonomy job motivation in Garno Consulting Engineers.

The aim of this study was to design a model for predicting the evolution of the administrative system in the field of human resources. The existing research is applied and developmental in terms of purpose and a mixed exploratory research in terms of method. The statistical population of the study included all employees of the executive bodies of Kerman in the number of 23,270 people who were selected as a sample using stratified random sampling method of 450 people. To collect data, two researcher-made questionnaires were used to prevent the implementation of administrative system transformation in the field of human resources and administrative system transformation. The results showed that the conceptual model of the research has an acceptable fit and the factors hindering the evolution of the administrative system in the field of human resources are: Inadequacy, inadequate education, lack of welfare, inadequate retirement benefits, inadequate evaluation, high degree of politicization, bureaucratic domination, institutional, technical and administrative incompetence, Lack of attention to the simultaneous implementation of public interests and administrative rights, weakness of information and communication technologies, lack of effective causal conditions, cultural, political, managerial, judicial, value and structural factors, ambiguity of goals and lack of dominance of continuous improvement thinking, These factors explain 0.35 of the variance of the administrative transformation system in the field of human resources.

The aim of this study was to analyze the mentality of executives towards telecommuting employees in the organization using the Q method. The research method in terms of applied purpose, in terms of exploratory nature and in terms of data collection, is a descriptive survey that was calculated using the Q method (qualitative-quantitative) different mental patterns of executives to telecommuting employees in the organization. Among the managers of Qom executive bodies, 32 managers were selected as the target community by purposeful and non-probabilistic sampling method and interviewed with Q-based method and cards related to Q propositions were distributed among them. . Based on the distributed cards, out of 40 statements, 23 final statements were identified and then prioritized by the participants. Finally, based on the findings and results of Q factor analysis, it was found that there are three different mental models (mind model of status-oriented managers, organization-oriented and employee-centered) to telecommuting employees. Based on the final conclusion, it can be interpreted that a large percentage of the statements and mental patterns identified by managers are situation-oriented and believed that telecommuting is necessary due to the current situation such as the Corona crisis, but some other managers have an organization-oriented perspective. They considered teleworking to be to the detriment of the organization as a whole. In contrast to the third mental model, they emphasized the usefulness of teleworking for employees and the organization.

Organizational accountability in government institutions is one of the most important challenges facing the country. Due to the lack of a clear and competitive process, government agencies are generally at a very low level in terms of organizational accountability. This is why designing a model that examines the factors affecting organizational accountability is of great importance. In order to achieve this, this study has examined organizational accountability in Iranian government organizations by considering the role of organizational and individual factors. The research method is qualitative and the content analysis method is qualitative. The present study, like any other research, is a library review of the related literature, and also the organizational accountability approach is based on individual and organizational factors in order to classify and present the structure based on past research. To review and answer the research question, an interview with a group of experts is conducted. They will be selected based on the method of judgmental sampling and snowball. The adequacy index of the number of interviews is the theoretical saturation based on which the researcher concludes that more interviews will not add more information to the current interview reserves and finally the final qualitative model based on causal, strategic, intervening, contextual and outcome factors. The title of final factors was presented.

The purpose of this study is to determine the effective factors in reducing the emergence and emergence of leaders with poisonous leadership style that the research is done in a descriptive-survey method. In general, in the field of management, much emphasis has been placed on the category of leadership and its different styles, and in this field, different leadership styles have been identified and defined. One of the lesser known leadership styles is Zahragin leadership style. In this style of leadership, the factors of reduction are security, empathy, ethics, employment contracts, calmness, and respect, respectively, which turn the business environment into an environment full of optimism for the followers. In fact, in this style of leadership, leaders increase the effectiveness and efficiency of organizations in achieving their goals by performing positive actions, and thus try to achieve their personal goals. Therefore, the security item has the most importance and effect on reducing the poisonous leadership, and then the ability of employment contracts is the most important, and calmness has the least effect on reducing the poisonous leadership.