نشریه توانمندسازی سرمایه انسانی
سال ششم شماره 1 (پیاپی 20، بهار 1402)

Nowadays, one of the ways to empower the performance of companies is to create improvement programs through the development of green consumerism among consumers. The research method is descriptive and applied in terms of purpose. The statistical population of the research in two groups includes managers and experts of companies in Rasht industrial towns and consumers of green products in Rasht city. Sampling method is available in the society of company employees by simple random method and in the society of consumers by non-probability method, the method of data collection in this field research and its tool is questionnaire, in order to check the validity of the research tool by the content validity method and determine the reliability of the alpha coefficient. Cronbach's was used. Finally, the method of structural equation modeling with PLS software was used to analyze the data and test the research hypotheses. The results of the collected data analysis showed that the effect of green attitude, green knowledge and green concern on green purchasing behavior is significant. Also, the effect of green purchasing behavior on empowering companies' performance is significant. The findings showed that the environmental factors had an influencing role in the occurrence of green purchasing behavior of consumers and as a result of empowering the performance of companies, also the results of the test show that there are other influential variables that can be included in the model in future research.

The public compensation system is not efficient and can not provide motivation and good performance among employees. One of the weaknesses of compensation system is its lack of optimal alignment with other human resource subsystems. Therefore, the purpose of the present study is to design a model for the alignment of human resource subsystems, including recruitment and selection, performance appraisal, human resource development, job promotion and job evaluation with the service compensation system. Research is of development-applied type and is a mixed research. In the qualitative section, 23 academic experts in human resources and administrative affairs in government organizations were interviewed semi-structured and the data were analyzed by theme analysis method. Based on the findings of this stage, 11 main strategies and 74 sub-strategies were identified. Also, in a quantitative step, the validity of the research model was tested by structural equation modeling and SmartPLS software. For this purpose, data were collected through a questionnaire and a survey of 384 managers and human resources experts and the research model was approved. The results showed that the coefficient of determination between the strategies of human resources subsystems and the service compensation system is equal to 0.644. The results showed that although the service compensation system should have a proper internal structure, but its efficiency is largely influenced by other human resource subsystems and their alignment.

Nowadays, the importance of human resources as knowledge workers is not particularly prone to people. This issue has been especially important in services organizations such as banks. The aim of this study is to present the human resource management model of the banking system in 1404. The present study is applicable in terms of purpose, practical and in terms of data collection. the statistical population of the research in the qualitative part includes experts and university experts in the field of human resources and top managers of iranian banks and in the quantitative part includes experts and. In the qualitative section, 15 people participated in the interview process and in the quantitative section 241 in this study. Data gathering in this study consisted of interviews and questionnaire which were calculated after validity, reliability, 81. For this purpose, after reviewing the literature literature, the initial model of the research was set and then by using the expert’s opinions, the final model of the research was designed. In order to confirm the dimensions, the components and identified indices have been used to analyze structural equations. the results of this study in qualitative part indicate that the human resource management component of the banking system in 1404 , 44 components in the next four dimensions include : the system of attraction and its competent supply , system of training and performance - oriented systems , system - oriented performance evaluation system and system - oriented compensation system . The results

The purpose of this study is to determine the effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in the Islamic Azad University of Isfahan (Khorasgan) of 660 people, of which 244 people were selected through Cochran's sampling formula as a sample through stratified sampling method appropriate to the volume. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace of Appleham et al. (2007), Standard Questionnaire of Employee Performance of Gibson et al. (2010) and Standard Questionnaire of Organizational Culture Robbins and Jaj (2017) and Standard Questionnaire of Victor and Cullen (1988) The validity of the questionnaires was examined based on content, face and structural validity, and after the necessary terms, the validity was confirmed. 0 and 0.92 were estimated and data analysis was performed at the inferential level including structural equation modeling. The results showed that this study shows that organizational culture and ethical atmosphere have a positive and significant effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior, and deviant behavior has a significant negative effect on employee performance.

The issue of employing young managers in the country’s management system has been a serious concern for many years. In the meantime, some experts believe that the country’s current management system is not ready for the presence of young people and that the current mechanism is more substitute-oriented than successor-oriented. The purpose of the present study was to design a comprehensive model of managerial succession in Iranian organizations. The current research is fundamental in terms of its purpose, and a qualitative method and a meta-synthesis approach were used to carry it out. For this purpose, all the qualitative studies conducted inside the country that dealt with the issue of surrogacy were selected as samples and then they were analyzed using the seven-step model of Sandelowski and Barroso (2006) and MAXQDA 2020 software. The results extracted from 54 chosen studies showed that the effective dimensions on the succession process include five organizational, managerial, individual, institutional and cultural dimensions, which include mechanisms, processes, policy making, evaluation, consequences, human resource management, leadership, skills, personality and job characteristics, resource conflict, legal and ethical issues have been observed in them. Also, among the approved indicators, indicators of intra-organizational support, evaluation of people's performance and capability, evaluation of the succession process, determination of key jobs, talent pool, job qualification conditions, career path, determination of policies, succession committee and competence gap analysis were the most important indicators.

The main purpose of this research was to identify the problems and inadequacies of the human resource planning system of the Social Security Organization; The current research is a mixed (quantitative and qualitative) research in terms of its practical purpose, and in terms of the method of data collection; Based on this, first the qualitative method of content analysis was used and then the Delphi technique was used in order to obtain the consensus of a group of experts. In this research, the participants were 24 people, consisting of managers of the social security organization specializing in human resources planning and university experts and experts in the field of human resources planning, who were selected using the purposeful snowball sampling method and sampling of desirable cases. In the qualitative part, the data collection tool was a semi-structured interview, and in the quantitative part, it was a questionnaire based on the qualitative part, which was implemented during two stages of a fuzzy Delphi survey. The research findings identified 15 items as the most important problems in the human resources planning system in the social security organization. Based on the level of importance and priority, the lack of a suitable model of human resources planning, the lack of supervision, control and feedback in human resources planning and the inefficiency of the evaluation and evaluation system of employees are considered to be the most important problems of the human resources planning system in the social security organization, which deserve more attention.

The research aims to design the data model of the human capital management foundation with an entrepreneurial approach. It is a mixed, exploratory and applied research. The community of the qualitative sector, academic experts and experts in the oil products distribution industry, was a sample of 20 experts with a definite snowball sampling and semi-structured interviews. The population of the quantitative part was 335 employees of the oil products distribution company of Qazvin province, by sampling the limited population of cochran in an accessible manner and implemented with the tool of a researcher-made questionnaire of human capital management with an entrepreneurial approach. The validity and reliability of the instrument was favorable. Open coding was used to analyze the texts in order to develop the indicators of human capital management with an entrepreneurial approach in the qualitative section. Quantitative statistical analysis methods were exploratory and confirmatory factor analysis and structural equation modeling. Structural equation modeling includes two factors and individual and organizational consequences. The findings indicate that organizational factors are more effective than individual factors in the entrepreneurial approach. Also, the results showed that among the components of organizational factors, organizational justice, training, competitive advantage are in order, and among the consequences of the entrepreneurial approach, organizational productivity, innovation achieve the most results in the organization.