نشریه منابع انسانی ناجا
پیاپی 71 (بهار 1402)

Employee burnout and happy and cheerful mood in the organization can be influenced by different styles of organizational leaders and how they communicate. The purpose of this study was to identify the effect of ethical leadership on the prevention of burnout by employees with the mediating role of organizational vitality.

In terms of applied purpose, data collection is quantitative and descriptive-analytical and correlational. This study was conducted in the statistical population of Amin University of Law Enforcement Sciences with a questionnaire. Cronbach's alpha was used for instrument reliability and confirmatory factor analysis was used for validity. To test the hypotheses, the structural equation model in spss22 and Smart Pls software package has been used.

The results show that the moral leadership of university managers has a direct and significant effect on the prevention of burnout, equivalent to 0.48 and organizational vitality, equivalent to 0.57. Also, the moral leadership of university managers through organizational vitality has a significant effect of 0.29 on the prevention of burnout. Therefore, the research hypotheses are confirmed.

The results indicate that the dimensions of ethical leadership can predict 0.17 of the changes in burnout of university staff and by repairing and rebuilding indicators such as; Feeling tired, indifferent to colleagues and students, and feeling wasted energy can prevent burnout.

One of the important areas in which attention to psychological aspects is a basic need is organizations whose workforce is composed of individuals. One of the factors that make a difference between people is the personality types of people. Considering the basic psychological types when choosing a profession allows for more effective decisions in this area. Job characteristics are also very important in choosing a job, creating satisfaction and motivation in employees.

The purpose of this study was to investigate the role of personality types and job characteristics on job motivation of Fateb employees.

This was a descriptive and correlational study. In such researches, the relationship of one or more variables with each other or predicting the criterion variable is investigated using predictor variables that have the role of an independent variable.

The results showed that among the personality traits, the relationship between conscientiousness and extraversion of personality with job motivation was positive and significant at the level of 0.01. There was a significant negative relationship between neuroticism and job motivation at the level of 0.05. There was a positive relationship between job characteristics and job motivation at the level of 0.01. The relationship between conscientiousness factor and job motivation was positive and significant at the level of 0.01, also the relationship between neuroticism and job motivation was negative and significant at the level of 0.05, it was concluded that job characteristics Positively and meaningfully mediates the positive face and the effect of neuroticism on job motivation.

Certainly, distributive justice and fair distribution of human resources based on performance and productivity, which increases the motivation of human resources and ultimately increases the productivity of the organization is one of the main concerns of managers of production-oriented organizations.In other words, scoring and sharing rewards that result from improving the productivity or performance of human resources is allocated to the management of the organization and its units or is defined independently by the manager should be fair and based on the effectiveness and efficiency of human resources. Leave a comment.The purpose of this study is to design a reward model for increasing the productivity of human resources that after determining the indicators and criteria of organizational productivity and then quantitatively measuring the criteria, analyzing the measured criteria and paying productivity-based rewards to all participating human resources Is in the process. This research is of applied and developmental type and the research statistics are descriptive. Finally, the developed process model, while validating and validating the experts in the field of management, has been used in the form of a procedure and under the title of by-laws in the planning and strategic deputy unit.

Employee job motivation is one of the categories that has been considered by researchers and organizations from the past, because with the help of motivation process, the effective share of human resources in achieving organizational goals can be increased. Therefore, the present study aimed to identify the factors affecting job motivation of employees and their ranking.

The research was a descriptive-survey method in which data collection was performed using a questionnaire whose questions were adjusted according to the 40 variables identified in the theoretical literature of the research and the opinions of experts. After determining the sample size using Cochran's formula, 80 units were estimated. This questionnaire was distributed among them by non-probability sampling method. The reliability of the research questionnaire was 0.856 using Cronbach's alpha coefficient.

After analyzing the data using SPSS software and factor analysis method, it was found that eleven factors are effective in job motivation of the military unit staff. These factors are based on priority: the characteristics of the nature of the job and the organization, income and personal growth factors, hope for in-service advancement and desirable services in retirement, supervision and management practices, success, access to equipment and gaining respect Feeling of justice, working conditions and environment, challenging job environment, transparency in duties and responsibilities and finally job security.

The results of this study show that attention to the inherent characteristics of the job and organization, income factors and personal growth are three very important factors in employee motivation and managers need to pay special attention to these factors.

Today, the identification of factors influencing organizational innovation is one of the most important priorities of firms so as to creating and sustaining the long-term value of shareholders. Accordingly, the purpose of this study is to investigate the effect of knowledge management on organizational innovation taking into consideration the mediating role of strategic human resource management in Mashhad Municipality. This study is an applied research in terms of purpose and a correlation based on Structural Equation Modeling (SEM) in terms of method. Data collection tool was questionnaire, which its validity and reliability were confirmed using content validity and construct validity methods, and Cronbach's alpha coefficient and composite reliability, respectively. The statistical population of the research consists of managers of Mashhad Municipality that simple random sampling method was used to select samples among them. Data analysis was performed using Structural Equation Modeling (SEM) technique utilizing SmartPLS software. The results of the research indicated that knowledge management has positive and significant effect on organizational innovation, knowledge management has positive and significant effect on strategic human resource management, and strategic human resource management has positive and significant effect on organizational innovation. In addition, the mediating role of strategic human resource management in the relationship between knowledge management and organizational innovation was confirmed. The research findings can help managers of Mashhad Municipality to enhance organizational innovation through implementing knowledge management and strategic human resource management.

The purpose of this study is to design and explain the model of human capital excellence in commercial banks in Iran using data theory. In terms of the nature of the data, the research is qualitative in the style of data-based.The participants of the research were managers (with at least 15 years of service and at least a master's degree) and professors in the field of management (with at least 10 years of service and at least a doctorate). The sample size after theoretical saturation was 11 people and was purposefully selected. Data were collected through semi-structured interviews and data analysis using thematic technique (open coding, axial coding and selective coding) using MAXQDA software. The validity and reliability of the data were verified using various methods. Based on the analysis of the interviews, 262 codes were obtained in the open coding stage, which was reduced to 115 basic codes after removing the same codes, which were finally classified into 23 core codes and eight selected codes. Finally, citing a systematic approach to data theory, the codes identified in the six core classes include; Causal conditions, contextual conditions, central categories, intervention factors, strategies and consequences were included. Therefore, in order to succeed in the development of human capital excellence, it is necessary to pay full attention to the identified categories and related concepts and use them with full awareness.

Spiritual intelligence refers to a special intelligence that refers to different human capacities and experiences that can be used to climb upwards. Spiritual intelligence is one of the types of multiple intelligences that can grow and develop independently. For this purpose, this research tries to investigate the effect of spiritual intelligence on organizational learning. The present research is descriptive-survey type and the scope of the study population is the master's degree students of Amin University of Police Sciences. The standard questionnaire of Chiva et al. was used to collect organizational learning data, and the researcher-made questionnaire was used for spiritual intelligence. The random sampling method is simple and the statistical sample number is estimated to be 87 people, and 100 questionnaires were distributed to increase the generalizability. To determine the validity of the questionnaires, the content validity was used, which was given to several expert professors. Then, to measure the reliability of the questionnaires, Cronbach's alpha coefficient was calculated by SPSS software, which was found to be 0.915, which was a suitable value. Also, in order to analyze the data, the structural equation model was used using AMOS software. The obtained results show that by changing the components of spiritual intelligence, it is possible to measure the change in the components of organizational learning, in other words, it can be said that strengthening spiritual intelligence can be effective and helpful in the learning of students of Police University.