نشریه منابع انسانی ناجا
پیاپی 72 (تابستان 1402)

The purpose of this study is to study the role of knowledge management in organizational performance through the mediation of organizational entrepreneurship variables in knowledge-based companies. For this purpose, first, by reviewing the research literature and research background, the theoretical framework of the research was developed. Based on this framework, a conceptual model of the research was presented and research hypotheses were developed. In order to test the research hypotheses, the statistical population, including managers and experts of knowledge-based companies, one of the subdivisions of one of the universities in the country was selected, but due to the small size of the population of 90 people, a census was performed. Then, a questionnaire whose questions were extracted from reliable sources and its validity and reliability were confirmed was distributed among this number. Due to the abnormality of data distribution and the shape of the research model, the partial least squares method and Smart PLS 3 software were used for statistical analysis. All three were confirmed based on significant values related to the hypotheses. The effect of knowledge management on organizational performance was equal to 0.713, the effect of knowledge management on organizational entrepreneurship was equal to 0.548 and the effect of organizational entrepreneurship on organizational performance was equal to 0.407. The main suggestion is to focus on knowledge sharing in the organization, by which ideas are created and shared among employees.

Organizational culture is one of the important components that guides and directs all organizational activities in order to achieve goals and missions, and if the organizational culture is based on the principles of human resource competence, it can play an important role in success. Play an organization. In order to provide a model of merit-based organizational culture, the researcher, while describing, explaining and modeling, seeks to identify the indicators and components that determine the role of merit-based organizational culture in the development of organizations. Therefore, in the present article, the researcher's goal is to use the data theory method of the foundation to present a conceptual model of merit-based organizational culture in knowledge-based companies, specifically in Mahab Ghods Company through interviews with experts of this company. The results of the research, after identifying 283 codes of interviews conducted by 23 experts of Mahab Ghods Company, were presented in the form of a data theory theory of the foundation. Including facilitators and executive contexts, pivotal phenomena including merit-oriented organizational culture, contexts including the use of information technology, application of new organizational and customer-centric methods, and specific strategies and consequences in order to apply organizational culture Is worthy.

The significant growth in the amount of use of management information systems in different work departments of organizations has caused researchers in the field of information technology management to pay more attention to improving productivity in these systems. The purpose of this research is to identify the cause and effect (causal) mathematical model of the productivity of management information systems in the field of human resources.

This research has used a mixed exploratory approach. First, the conceptual model was calculated using the previous sources, and then the mathematical model of cause and effect was created using the quantitative method of Fuzzy DEMATEL (in six steps). The reliability and validity of the questionnaires of fuzzy DEMATEL pairwise comparisons have been confirmed by using the test-retest method and the content validity method of Lawshe, respectively.

Among the main productivity dimensions of the human resources management information system, the dimension of "intelligence" is the most effective dimension. The "innovation" dimension is the most effective dimension. The dimension of "innovation" has the highest degree of interaction with other dimensions and the dimension of "intelligence" has the highest degree of causality.

Since "effectiveness" is the main problem and "intelligence" is the main solution to the problem, placing the dimension of "intelligence" and the components of "organizational effect" and "individual effect" and "user satisfaction" in the focus of attention; The main priority of the management information system maintenance and development team in Naja's human resources department is to improve productivity.

Organizational parasite is a metaphor for the concept of parasite in the body structure of living organisms, which uses its environment without any benefit to the environment; Therefore, the purpose of this study is to conceptualize and explain the metaphor of organizational parasite and present a model to deal with it using data-based technique. The research method of this research is fundamental in terms of purpose and in terms of nature, it is an exploration that was done using data-based technique with semi-structured interview tools among a statistical population of 15 university professors and Hamadan police, which was done by snowball sampling. , The findings were extracted using coding and categorization. Findings indicated that 5 main categories including causal factors with seven categories (communication, lack of evaluation, ethics, dwarf culture, lack of strategy, individual factors and organizational factors), intervention factors with six categories (destructive values, social catalyst, psychological catalyst) , Economic catalyst, security considerations and employee interactions), contextual factors with five categories (type of organization, culture, impact period, government policies, budgeting), coping strategies with six categories (systems thinking, training, agility, empowerment, parasite identification and response With parasite), the outcomes had six categories (organizational excellence, increased commitment, employee participation, promotion of ethics, prevention of corruption and administrative discipline) and a total of 294 codes were extracted based on the data technique of the foundation. The results showed that organizational parasites as a destructive phenomenon, can destroy the organizational material and spiritual resources, intellectual capital, talent and knowledge of the organization and reduce the organization to the lowest level of effectiveness and efficiency.

The present dissertation has been done with the aim of compiling and validating the cognitive model of development of creative industries employees in the news section of the Islamic Republic of Iran TV.

In terms of research approach, the exploratory mixed method has been used. In the first stage of this research, an analytical method was used, based on which a specific classification of the research process conducted inside and outside the country in the field of organizational repository was done, and then the interview protocol was based on the dimensions and components of The results were compiled from the theoretical foundations and background of the research and the researcher, through the content analysis method, interviewed experts in the field of human resources and using the content analysis steps, a conceptual model in five conceptual layers, category O and codes were obtained.

Society and statistical sample: 

includes all experts in the news section of the Islamic Republic of Iran TV and the statistical sample was available to 20 experts of this organization.

The results showed that according to the interviews conducted and the process of content analysis, the dimensions include: 1- psychological development of employees, 2- behavioral development of employees, 3- skill development of employees, 4 - Analytical development of employees and 5- Supportive development of employees, which was presented in the form of a schematic model.

Job burnout is a syndrome that includes emotional exhaustion, personality breakdown, and decreased sense of personal sufficiency, and is one of the important causes of decreased job performance. This research has been done in order to explain the factors affecting the job burnout of police officers.

The current research is applied based on its purpose and descriptive (non-experimental) in terms of data collection method. The statistical population of the present study was all employees of the headquarters ranks based in Tehran. The sample of the present study included 350 people who were selected by cluster random method. The data of the current research has been collected using the job burnout questionnaire and other questionnaires related to the conceptual model and analyzed using the partial least squares structural equation modeling method by PLS Smart software.

according to the coefficients of the path, it has been determined that the variables of emotional intelligence (0.19), coping skills (0.39), interpersonal needs (0.74), job performance (0.30), job motivation (19) 0.0), job attitude (0.50), work and family relations (0.22), justice (0.41) and suitability of the person with the environment (0.24) have a favorable fit and were able to account for 96.7% of burnout changes. Explain the job of the employees. Also, the t-statistic values ​​of all the research variables were above 1.96, which indicates the significant relationship of these variables with job burnout.

According to the results of the present study, it can be said that the explanatory variables influencing job burnout in the police community have good construct validity and can be used to measure and identify the level of job burnout.

The purpose of this research was to investigate the issues and problems of employees of Faraja (case study: retirees of 5 years ago in Tehran province). In terms of the goal, this research is applied-development, and in terms of the method, it is a qualitative-quantitative mix with a sequential exploratory approach. The qualitative part was conducted using the method of qualitative content analysis of semi-structured interviews and systematic coding by Corbin (open, central and selective coding) and the quantitative part was conducted using the method of structural equations. The qualitative part of the community was the retirees of the last 5 years, and the theoretical saturation method was used to determine the sample size, and we achieved complete saturation in the 13th interview.The population of the quantitative part included all the retirees of the police force of Tehran province in the last 5 years, according to the method of structural equations and with G-Power software, 125 people were randomly selected as a sample. According to Goba and Lincoln (2000), four criteria of validity, transferability, reliability and verifiability were used for the validity and trust of the qualitative part. The tool of the quantitative part of the questionnaire was made by the researcher, and structural equation test and Friedman test were used for data analysis. The findings showed that the extracted factors included 58 components in the form of 9 factors from library sources and the opinions of retirees (interviews), of which two factors are organizational issues and issues.Related to retirement with 15 indicators as internal problems and problems of Faraja retirees and 7 factors of frustration and doubt in role, leisure problems, financial problems, health problems, social issues, family issues and psychological problems with 43 indicators as external problems and problems of Faraja retirees is identified. Finally,