فصلنامه مدیریت منابع در نیروی انتظامی
پیاپی 42 (تابستان 1402)

In today's organizations, human resources are the main key to success, and one of the motivational components of the quality of human resources is the concept of job passion. The career enthusiasm of faculty members is one of the most fundamental aspects of improving the quality of university education. The purpose of this research is to develop a model for the job enthusiasm of faculty members of Islamic Azad Universities in Kurdistan province.

This research is of applied and qualitative research type with a foundational data approach. The studied population included faculty members of the Islamic Azad Universities of Kurdistan Province, and 25 experts and professors were selected for interviews through purposive sampling. The data was collected through interviews and in a semi-structured way. To measure the reliability and validity of the data, two methods of reviewing participants and reviewing non-participating experts were used. Data analysis was done by coding in three stages, open, central and selective.

The main topic of the current research is the career passion of faculty members, which was examined in four dimensions: personal, professional, educational and social. Also, according to the causal conditions, contextual conditions, and intervening conditions, the necessary strategies were formulated, and their individual, organizational, and social consequences were calculated, and based on them, the final model was extracted.

Based on this model, management programs, policies and regulations, and financial and economic conditions should be considered as the causal conditions of job enthusiasm. Based on this, a supportive atmosphere for faculty members, organizational culture, and management style of the university, as background conditions, as well as the creation of a job enthusiasm centre, organizational structural stability and organizational justice should be emphasized by managers and trustees of higher education as strategies for faculty members' job enthusiasm.

Employee comfort as one of the factors of organizational effectiveness has a favorable effect on the life and productivity of organizations. The purpose of this study was to design a model of organizational comfort for employees in the workplace in the judiciary of Khuzestan province.

This study was fundamental-applied in terms of purpose and was a type of qualitative research conducted using data-based theory. The study's statistical population was experts (managers and experts) in the field of human resource management of justice in Khuzestan province (222 people) and 6 professors of management at Lorestan University. Research data were collected through interviews with 19 people (based on the principle of theoretical adequacy). The result of these interviews was a set of essential topics that were collected during the open coding process and categories were extracted from them, then in the axial coding stage, the link between these categories was determined.

The results showed that the causal factors included individual abilities and skills, spirituality, family role and emotional intelligence; Workplace fitness, psychological environment, workplace health and effective management were the contextual factors and job constraints, intra-organizational and extra-organizational constraints were the interfering factors of employees’ organizational comfort. The results also showed that strategies for creating organizational comfort include organizational support, ergonomic workplace design, organizational partnership, work quality improvement and strategic human resource management that ultimately have individual and organizational consequences.

The results of the study emphasize the attention to the work environment and the overall comfort of the employees of the judiciary due to the importance of their job to fulfil the rights of individuals in society.

This study was conducted to design a performance evaluation model for high school principals of Tehran using fuzzy logic.

In this applied research, the mixed approach method with two statistical populations has been executed. In the qualitative section, 20 experts, and in the quantitative section, for the purpose of selecting districts and schools in the city of Tehran, 5 districts (2, 3, 4, 3, 6 and 12) were selected. The statistical population is consisted of 150 individuals from the Tehran Ministry of Education and school principals, teachers and parent associations of the districts, estimated from the entire population census. The data collection tools in the qualitative part were semi-structured interviews for determining the components and indicators using Pseudo fuzzy and quasi TOPSIS-fuzzy methods. In the quantitative part, the mentioned components and indicators were utilized to design a questionnaire. With the implementation of Multi Source Feedback and Performance Significance Analysis, the performance of principals was assessed.

Exploited from books, 97 indicators in the form of 5 main components were identified and with the approval of experts, 26 final indicators were confirmed. Next, the weights of the indicators were determined using Best-Worst Method, DEMATEL and Network Analysis Process. For establishing the questionnaire, content and structure validation was used. The content validation was confirmed by the experts and for assessing structure validation, two convergent and divergent validity criteria were created, leading to a variance mean of 0.980, representing high convergence of the structure.

The qualitative results indicate that the components of personality traits and communication skills had the most weight. The quantitative results show that the main indicator of personality traits and communication skills has the highest rank and priorities among the five indicators, while the decision-making skills indicator has achieved the lowest weight and priority.

Resilience has been one of the most important theoretical and practical concepts of crisis management in recent years. Because resilient organizations, due to their effective planning, preparation and high flexibility, are able to overcome crises with success and low costs. The main goal of this article is to present the dimensions and components affecting organizational resilience in government agencies.

In this research, thematic analysis has been used to identify the dimensions and components of organizational resilience and to validate the questionnaire distribution and confirmatory factor analysis. MaxQDE software was used for data analysis in the qualitative method section, and Lisrel software was used for validation.

The findings of the analysis of themes led to the identification of 179 open codes, and then axial coding reduced the identified components to 41 codes. In the following and in the selective coding stage, all the remaining codes in the 4 classes of resilience, including facilitators; principles of resilience; Capacity and infrastructure were classified. In the quantitative and validation stage, the output of factor loadings in confirmatory factor analysis showed the validity of all factor loadings.

Among the obtained components, the components of vulnerability management and constructive understanding of experiences got the most points from the experts of the crisis field of the Ministry of Interior, and the absorption capacity component got the lowest points and was removed.

One of the new approaches to human resources development is the organizational coaching model, which can be achieved through the roles of human resources and the organizational position, which is called the development of organizational coaching. Considering the vastness of the literature and the lack of a complete and comprehensive model for organizational coaching in government organizations, the present study was conducted to design a model for the establishment and development of organizational coaching in government organizations based on the data theory of the foundation.

This research is of mixed nature (qualitative-quantitative) and practical in terms of purpose. According to the theoretical saturation of the data, the statistical population of the research includes 13 human resources professors and international ICF coaches with five years of coaching experience. For the reliability of the interview, the within-subject agreement method of two coders was used by calculating the percentage of agreement, and the Delphi method was used to evaluate the validity of the findings and results.

Based on the research findings, 154 primary codes, 32 concepts, and 13 subcategories were extracted, which include the design and development of organizational coaching as a central phenomenon, causal conditions (characteristics and conditions of individuals and organizations), intervening factors (coaching models, characteristics of individuals). , contextual factors (coaching culture, organizational environment and atmosphere), strategies (organizational learning and change, organizational trust and self-awareness) and consequences (organizational and individual development)..

Based on the findings of the research, the proposed model is presented in three stages checking and identifying the requirements, establishment and development of organizational coaching, and this model can be a suitable model for the establishment and development of organizational coaching in Iran's government organizations.

Based on the findings of the research, the proposed model is presented in three stages checking and identifying the requirements, establishment and development of organizational coaching, and this model can be a suitable model for the establishment and development of organizational coaching in Iran's government organizations.

Manpower is the most vital strategic element in the success of organizations In the meantime, the leaders of the organization have the most important role and the most influence. Therefore, the present study aimed to model the impact of synergistic leadership on occupational hardiness with the mediating role of sustainable human resource management and organizational trauma.

The present study in terms of applied purpose, in terms of the descriptive-correlation method, is. The statistical population of the research is the staff of the National Company for Refining and Distribution of Petroleum Products, which numbered 435 people. The statistical sample was estimated to be 204 using Cochran's relation and selected by stratified random sampling. Data was collected using a questionnaire and analyzed with pls3 structural equation modelling software.

Synergistic leadership affects occupational hardiness and sustainable human resource management. The impact of sustainable human resource management on occupational hardiness was confirmed. Also, the effect of synergistic leadership on organizational trauma and the effect of organizational trauma on occupational hardiness was not confirmed and It was concluded that sustainable human resource management plays an intermediary role in the impact of synergistic leadership on occupational hardiness. The mediating role of organizational trauma was not confirmed.

Synergistic leadership with a comprehensive and systematic vision, by developing the capabilities and sustainability of human resources, provides the conditions for their stability in the organization and leads to the ability and endurance of difficult and difficult job situations in the organization.

  The purpose of this research is to investigate the effect of psychological empowerment, organizational identity and role stress on employees' organizational citizenship behaviour.

The current research is applied in terms of purpose and descriptive survey in terms of method. The statistical population of the research was 350 employees of the police force of the 6th district of Tehran. In this research, 183 samples were selected based on Cochran's formula. In this research, the psychological empowerment questionnaire, organizational identity questionnaire, role stress questionnaire and organizational citizenship behaviour questionnaire were used. To check the fit of the measurement model using PLS software, the criteria of Cronbach's alpha, composite reliability and average index of extracted variance and goodness of fit were used. To analyze the data and confirm the hypothesis test, confirmatory factor analysis and structural equation methods were used.

Data analysis showed that psychological empowerment has a positive and significant effect on organizational citizenship behaviour, the existence of a positive and significant effect between organizational identity and organizational citizenship behaviour is also confirmed. Also, role stress has a significant and positive effect on organizational citizenship behaviour.

Based on the findings of the research, psychological empowerment has improved the organizational citizenship behaviour of employees by improving the level of awareness and working abilities of employees. Increasing organizational identity as a unifying and coordinating element improves organizational citizenship behaviour and role stress is a motivating element that stimulates the intellectual and strategic forces of employees and thereby increases organizational performance and citizenship behaviour in the organization.

This research was conducted to provide a model for evaluating the policies of adapting the administrative system in line with resource management in the National Iranian Oil Company.

The research method was descriptive and of the structural equation model type, which was applied in terms of purpose and was carried out in the field in the statistical community. The statistical population consists of senior managers of the National Iranian Oil Company, among whom 15 people were selected as a sample through targeted sampling.

According to the findings, 89 indicators were identified in the form of 11 dimensions and 35 components under four main concepts (policy evaluation, proportionality, administrative system organization and macro environment), the design policy evaluation model, and the validity and reliability of the model were tested.

The results of the research show that administrative transformation is a widespread phenomenon that restricting it in a specific area will damage its effective treatment. Using a comprehensive model of policy-making in the reform of the administrative system provides the possibility to fully implement the strategies with the knowledge of all the control tools of the obstacles to administrative transformation. In the end, suggestions such as the evaluation of administrative system reform policies in the transformation headquarters of governmental and non-governmental executive bodies, identification of existing capacities in the social-cultural and organizational-administrative fields, strengthening mechanisms for identifying administrative system issues, facilitating the creation of governmental and private thinking centres, facilitating participation mechanisms More was provided in providing resources and attracting social support from think tanks, and taking advantage of think tanks with the necessary expertise and experience.

and purpose In the last two decades, various types of research have been conducted on the issue of employee loyalty both at the national and international levels. The present study was carried out to quantitatively investigate the influencing variables on the belongingness of the new generation employees.

This research is applied, quantitative and descriptive-correlational. To collect data, a researcher-made questionnaire tool was used. The study's statistical population is employees working in businesses related to information and communication technology, and a simple random method was used to select the sample. The structural equation modelling method and Lisrel software were used to analyze the data.

Based on the results of the analysis, all the hypotheses of the research were confirmed, and therefore the organizational culture variables aligned with the values of the new generation, the effective interaction between the manager and the employee, an attractive and developing work environment, human resources measures focused on the expectations of the new generation, the nature and identity The company (industry) has a positive and significant effect on the sustainable loyalty of new generation employees.

A stimulating and attractive work environment has a direct impact on the belongingness of the new generation employees, and what influences the formation of this environment are factors such as the positive interaction between the manager and the employee, human resource measures focused on the expectations of the new generation and the company's identity. The organizational culture factor focused on the values of the new generation is also a root and indirect factor affecting the belongingness of the employees of this generation.

The ability of the organization to maintain its survival and adaptation to the environment is a key capability whose results have been studied in various studies. This study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them.

This is descriptive, applied and quantitative research. In the present study, the consequences of organizational health were first identified and extracted from 28 articles published in scientific-research journals from 2008 to 2019 by meta-analysis method. In the next step, the mentioned results were determined using the structural interpretive modelling technique and based on the opinions of 12 faculty members of Shahid Sattari Aeronautical University, ranking and modelling the relations between them.

According to the research findings, Organizational health had a significant effect size on all 20 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the highest effect was related to the variables of human resource productivity, employee creativity, organizational effectiveness, job attachment, organizational citizenship behaviour, organizational entrepreneurship and employee empowerment, respectively. In addition, causal relationships between these factors were also shown at four levels, so that employee empowerment has the most impact and organizational effectiveness has the most impact.

Managers' efforts to promote organizational health will lead to a chain of constructive human and organizational achievements that can strengthen each other to provide a facilitating environment for the sustainable productivity of organizations.

The ability of the organization to maintain its survival and adaptation to the environment is a key capability whose results have been studied in various studies. This study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them.

This is descriptive, applied and quantitative research. In the present study, the consequences of organizational health were first identified and extracted from 28 articles published in scientific research journals from 2008 to 2019 by meta-analysis method. In the next step, the mentioned results were determined using the structural interpretive modelling technique and based on the opinions of 12 faculty members of Shahid Sattari Aeronautical University, ranking and modelling the relations between them.

According to the research findings, Organizational health had a significant effect size on all 20 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the highest effect was related to the variables of human resource productivity, employee creativity, organizational effectiveness, job attachment, organizational citizenship behaviour, organizational entrepreneurship and employee empowerment, respectively. In addition, causal relationships between these factors were also shown at four levels, so that employee empowerment has the most impact and organizational effectiveness has the most impact.

Managers' efforts to promote organizational health will lead to a chain of constructive human and organizational achievements that can strengthen each other to provide a facilitating environment for the sustainable productivity of organizations.
 

The ability of the organization to maintain its survival and adaptation to the environment is a key capability whose results have been studied in various studies. This study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them.

This is descriptive, applied and quantitative research. In the present study, the consequences of organizational health were first identified and extracted from 28 articles published in scientific research journals from 2008 to 2019 by meta-analysis method. In the next step, the mentioned results were determined using the structural interpretive modelling technique and based on the opinions of 12 faculty members of Shahid Sattari Aeronautical University, ranking and modelling the relations between them.

According to the research findings, Organizational health had a significant effect size on all 20 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the highest effect was related to the variables of human resource productivity, employee creativity, organizational effectiveness, job attachment, organizational citizenship behaviour, organizational entrepreneurship and employee empowerment, respectively. In addition, causal relationships between these factors were also shown at four levels, so that employee empowerment has the most impact and organizational effectiveness has the most impact.

Managers' efforts to promote organizational health will lead to a chain of constructive human and organizational achievements that can strengthen each other to provide a facilitating environment for the sustainable productivity of organizations.

Today, the importance of human resources in state-owned firms has increased and there is a need to provide appropriate mental and physical conditions for their activities. Evidence shows that organizational leaders have a decisive role in promoting employee health in the workplace, The concept of " Health-oriented leadership " has been introduced in scientific discussions. Considering that there is no precise conceptualization of it, the purpose of this study is to design a model of Health-oriented leadership in state-owned firms.

This research, is considered among the qualitative research. that foundation grounded theory method was used to design the model. For this purpose, semi-structured interviews were conducted with 24 executive experts in state-owned firms and university experts who were purposefully selected.

Based on the findings, 6 categories of factors were identified including causal factors, health-oriented leadership (pivotal phenomenon), underlying factors, intervening factors, strategies and consequences. Also, three attitudinal dimensions of employee health, practical employee health and personal health of the leader for Health-oriented leadership were identified.

Based on the findings, examining organizational leadership from a health-oriented approach can provide a systematic and comprehensive framework and somehow put the existing theories in the field of organizational leadership in a new format. Finally, the results showed that health-oriented leadership in state-owned firms is a multifaceted phenomenon, the use of which can create positive and valuable results.

The purpose of this research is to design an educational model to improve competitiveness in the agricultural bank.

The combined research method is based on mixed exploratory research (qualitative-validation-quantitative). The statistical population in the qualitative section is senior managers of Iran Agricultural Bank, professors and specialists in educational management and business management in universities and higher education centers in the country. In the accreditation department, there were senior and middle managers of the Greater Tehran Agricultural Bank and professors of educational management and business management in Tehran's higher education centers, and in the quantitative department, there were 1020 employees of the 95 branches of the Agricultural Bank active in Greater Tehran. In the qualitative section, an in-depth interview was conducted using the snowball method until theoretical saturation was reached. In the validation section, a targeted non-probability method was used to survey 20 experts using a semi-structured and structured questionnaire in three rounds. And in the quantitative part, to evaluate the model, a 118-item researcher-made questionnaire was distributed among 279 people from the sample using the multi-stage relative cluster sampling method. Reliability was estimated by three methods of determining factor loadings of items (more than 0.4), Cronbach's alpha of components (between 0.754 and 0.968) and combined reliability (between 0.839 and 0.979). Confirmed. Qualitative data were analyzed with ground theory technique in One Note software, validation data with Delphi technique in SPSS software and quantitative data with structural equation modeling technique and exploratory and confirmatory factor analysis tests.

The results of the qualitative and validation section indicated that the paradigm model has 26 components (concepts).

The results showed that all the components of the research model were confirmed.