مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 68 (تابستان 1402)

In today's world, organizations cannot be studied apart from the behavior of their managers. In the meantime, broken windows in organizations are the rule of few inputs, whose reconstruction can lead to great results. The purpose of the current research is to compile and present a conceptual model of the behavior of organization managers in order to explain the broken window with a database approach. In this research, a qualitative method was used in an exploratory way based on the theory of the database. The tool used was a semi-structured interview with the commanders and managers of the police force of Gilan province, whose number is 15 using the snowball sampling method until theoretical saturation. The acceptability criterion was used to determine the validity and reliability of the data. Data analysis was also done by open, central and selective three-step coding method in Max Kyuda software. According to the findings of the research, 15 categories and 38 concepts were finally set in the form of factors (contextual, causal, interventional, strategic, consequential). Based on the results of the criteria, it showed that the organization's growth and development strategy by using day-to-day management, documented system of monitoring and control and planning, in order to expand process orientation with the benefit of organizational support, is the necessary mechanism for the establishment of a centralized system of transparency by using new management methods which provides the key and fundamental indicator of managers' behavior in explaining the broken window.

In order to have an effective performance, government organizations must move towards becoming knowledgeable, for this purpose, the integration of knowledge management and talent management in the form of intelligent talent management is the way forward. Therefore, the aim of the research is to design a model of intelligent talent management in Iran's government organizations.

This research is practical in terms of its purpose and is considered among mixed exploratory research. In the qualitative stage, the theme analysis technique was used to create a pattern, and in the quantitative stage, the structural equation modeling method and SmartPLS software were used to verify the validity of the pattern. In the qualitative stage, a semi-structured interview was conducted with 31 experts who were selected purposefully, and in the quantitative stage, 215 human resource managers in the Ministry of Communication and Information Technology were asked for their opinions with a questionnaire.

Five categories of variables including antecedents, intelligent talent management, moderating factors, background factors and consequences were identified. Also, seven dimensions were determined for the intelligent talent management variable. The findings of the quantitative section showed that the coefficient of determination for intelligent talent management is 0.614 and for outcomes is 0.675, which are favorable values.

Taking advantage of intelligent talent management in government organizations can have many short-term and long-term consequences and improve the quality level of human capital.

The present study was conducted with the aim of investigating the role of job failure, job stress and negative mutual beliefs in the relationship between supervisory aggression and deviant behaviors in the workplace.
The method of this study is practical in terms of its purpose and descriptive-survey in terms of data collection, and its statistical population was staff members of Yazd University of Medical Sciences (250 people), of which 150 people were selected through simple random sampling. The data collection tools in this research are standard questionnaires, including the supervisory abuse questionnaire from the study of Kwai et al. (2022); Job failure questionnaire from the studies of Avi et al. (2015) and Mitchell and Ambrose (2007); Questionnaire of deviant behaviors in the workplace from the studies of Al-Samili et al. (2021) and Mitchell and Ambrose (2007); Questionnaire of mutual negative beliefs from the study of Quai et al. (2022); And the occupational stress questionnaire was from the study of Tian et al. (2016) and the analysis method used in this research was the structural equation modeling technique.
The findings of the research showed that supervisory abuse has a positive and significant effect on job failure and deviant behaviors in the workplace. Also, mutual negative beliefs had a moderating role in the effect of supervisory violation on deviant behaviors in the workplace. Also, the findings showed that job failure has an effect on deviant behaviors in the workplace, and job failure has a mediating role in the effect of supervisory abuse on deviant behaviors in the workplace, and finally, job stress had no effect on the relationship between supervisory abuse and job failure, strengthening these relationships and or did not weaken.

considering the importance of recruitment in organizations and the need to investigate the factors affecting this importance. This research was conducted with the aim of determining the organizational structure for absorption with the mediating role of organizational energy in the Oil Industry Research Institute.

This research was applied in terms of its purpose and in terms of the type of implementation, it was conducted as a survey. The statistical population of the research was 754 people of all Iranian oil industry research institutes. The sampling method in this research was a simple random, and 254 people were selected as a sample through Cochran's formula. The main tools for collecting the organizational energy questionnaire of Makundi and Makundi (2015), absorption by Nonaku and Nagichi (2005) and organizational structure of Robbins (2005) have been used. Its face and construct validity and its reliability were examined and confirmed using Cronbach's alpha (a = 0.941). The obtained data were analyzed using structural models and SPSS version 23 and Smart PLS version 2 software.

The results of the research showed that the organizational structure has a positive and significant effect on the recruitment of Iran Oil Industry Research Institute with the mediating role of organizational energy. Also, other research hypotheses were discussed.

according to the research studies, it is possible to improve organizational energy and recruitment by planning properly on the organizational structure.

Individual and organizational values are socially acceptable processes and due to their importance, they have an impact on people's job performance.

The above research was applied in terms of purpose and descriptive-survey in terms of method. The statistical population was made up of all people efficient and ineffective police officers working in Fateb in 1401 with five missions of police, awareness, traffic, information and border guarding. The sample size was 489 people selected using the purposeful sampling method and Cochran's formula.

The results showed that among the ten indicators of personal values, "benevolence" and "conformity" indicators are considered as part of the individual values of the police, and at the level of organizational values, the indicators of salary and independence are Individual attitudes are not part of the organizational values of the police. There is no significant difference between the opinions of efficient and ineffective police groups in the three indicators of "power", "incitement" and "tradition". While there were differences in other indicators of progress, pleasure-seeking, self-guidance, universalism, benevolence, conformity, and safety, and the average opinions of the efficient group were more than the ineffective group. has it. From the point of view of the ineffective police, the item "pleasure" is ranked first with a coefficient of 7.96, the item "security" is ranked second with a coefficient of 7.81, and the item "power" is ranked third with a coefficient of 7.59.

The purpose of this research is to design and model sustainable supply chain risk management through the agent-based approach in order to reduce risk and human resource productivity. In this research, the supply chain system is divided into sub-systems based on operations, manufacturing, sourcing and delivery, as well as based on the flow of materials, money and information. The whole system is created by entering customer demand and using Anylogic software. It runs for 18 weeks, 2 weeks of warm-up and 25 repetitions of the model. This research provides a comprehensive framework for managers and decision makers in a practical way. The agent-based approach was used to select the best scenario to reduce risk. In the current research, the field observation method was used to collect information in order to enter information in the simulation stage. After reviewing and categorizing the risks in the system, a simulation model is designed using Anylogic software to model the number of lost sales and determine the inventory level for the company. The results obtained from the examination of four scenarios indicate that the competition conditions are the main determinant of the design of the sustainable supply chain model and the procurement time in the scenarios did not lead to a change in the superior policy and only in most cases (except for the demand signal processing policy that the procurement time does not involve in decision-making) the design of the sustainable supply chain model has increased compared to the similar scenario.

The issue of the environment has led businesses to green supply chain management in order to improve their environmental performance. The purpose of this research is to investigate the impact of green supplier integration on environmental performance, considering the role of mediator of supply chain resilience and moderator of knowledge synthesis.

The current research was a description of correlation type from the point of view of practical purpose and from the point of view of method and nature. The statistical population of this research was the managers, experts and officials involved in the supply chain of Iran Khodro Company in the number of 850 people, according to the method, sample size is 5 times the number of questions in the questionnaire, 200 people as a sample. The data collection tools were the standard questionnaires of Zhang et al. (2020), Cheng and Lu (2017) and Shu et al. (2012). Cronbach's alpha coefficient calculated for the questionnaires was 0.739, which indicated the high reliability.

Data analysis was done through SmartPLS3 software. The findings indicated that the integrity of the green supplier has a significant effect on the company's environmental performance directly with a factor load of 0.378 and through the resilience of the supply chain with a factor load of 0.128. But the combination of knowledge does not moderate the effect of green supplier integration on environmental performance.

Iran Khodro Company should focus on green supplier integration and supply chain resilience to improve its environmental performance.