نشریه مدیریت منابع انسانی پایدار
پیاپی 8 (بهار و تابستان 1402)

One of the challenges facing Iran's public administration is to strengthen the resilience of employees in the face of the country's crises, because government organizations can effectively lead and manage crises with their human resources. Several researches have been conducted on the strategies of the administrative system to promote the resilience of public sector employees; But these strategies have been established based on the view of managers and rulers of organizations. An important knowledge gap in this field is the lack of employees' own views on ways to strengthen their resilience. The ultimate goal of this research is to conceptualize the concourses of the employees regarding the strategies to increase the resilience of the employees in the crisis situation (here corona) using Q methodology. In response to the research questions, six factor (Resilience in terms of creating a sense importance in the organization, resilience in terms of enriching the work environment in the organization, resilience in terms of crisis-oriented planning, resilience in terms of process transformation, resilience in terms of constructive interactions in the organization and resilience In terms of the evolution of organizational democracy)emerged in the light of factor analysis, and at the end, the implications of these mental models for the theory and practice of employee resilience were discussed for researchers and policy makers.

Many economic and social theorists no longer agree that the purpose of corporations should be purely business. Their hypothesis is not complicated: In addition to economic responsibility, organizations also address social and environmental responsibility. Researchers have shown that "Human Resource Development" is one of the areas that can help organizations develop these responsibilities. The aim of this study is to find a link between human resource development and social responsibility, because despite the close relationship between the two, little research has been done on the nature of this link. To this end, we reviewed a corpus of domestic research through a systematic review and document analysis to determine how these two variables are linked. The content of the articles is categorized into two areas based on the main research question: first, the thematic classification of the research and second, the link between human resource development and corporate social responsibility. In the first area, the resources are categorized into three categories: a) the role of human resource development in the formation of corporate social responsibility, b) the role of human resource management in the promotion of corporate social responsibility, and c) factors that influence corporate social responsibility. In the second area, two types of linkages are identified, each operating at two levels: The first linkage (human resource development as part of corporate social responsibility), the second linkage (corporate social responsibility as part of human resource development).

All organizations encounter diversity in human resources (HR) to some extent that requires effective management. Diversity management (DM) practices play an important role in reducing the negative effects of diversity and increasing its positive effects. Therefore, the present research was conducted to explain the DM practices and consequences in the top governmental organizations in Iran, using thematic analysis. In this regard, interviews were conducted with 18 HR managers and executives in seven top governmental companies. MAXQDA software was used to analyze the collected data. The results of the research showed that diversity and equality management practices include the main themes of human resource management practices with an equality and justice approach (inclusion and equality in providing services to employees; equality in training courses; employment process with an equality approach; equality in employee performance evaluation; equality of pay, reward and promotion policies) and human resource management practices with diversity management approach (compensation for services with diversity management approach; diversity-oriented recruitment, selection and hiring process; performance evaluation in the field of diversity; diversity management training). Moreover, the consequences of diversity management includes two main themes of consequences at the individual level (empowering human resources; improving job response) and consequences at the organizational level (improving organizational performance, reducing organizational conflict and protests).

The aim of the research was to investigate the role of teachers' organizational learning in teachers' willingness to change by mediating their professional development. The research population was all primary school teachers in Kurdistan province. , which was selected from this population by proportional stratified random sampling and based on Cochran's formula, a sample size of 364 teachers. The quantitative research method is correlation studies and covariance-based structural equation modeling approach. To collect data from the organizational learning questionnaires of Garcia Morales and colleagues (2006); Nova's (2008) professional development and Dunham et al.'s (1989) willingness to change were used. The reliability and validity of the questionnaires were checked with Cronbach's alpha techniques and confirmatory factor analysis. In order to analyze the data, structural equation modeling was used by Lisrel software. The results showed that teachers' organizational learning and their professional development have a direct positive effect on teachers' willingness to change at the 0.05 level; Teachers' organizational learning through their professional development has a positive indirect effect on teachers' willingness to change at the 0.05 level; Also, teachers' organizational learning and their professional development are able to explain 0.23 of the variance of teachers' tendency to change. Organizational learning of teachers creates a suitable environment for the desire to change teachers and provides the environment for accepting new thinking and using new ways, which causes the professional growth of teachers.

Universities and higher education institutions have knowledge workers who carry knowledge Therefore, the identification of the factors that make knowledge-oriented human resources last in universities was defined as the goal of the present research. Based on the purpose, the research is applied research, based on the nature, is descriptive research. The statistical community of administrators and faculty members of Imam Javad University numbering 21 people, was defined as experts in the qualitative part of the research, . Metasynthesis and content analysis methods were used to analyze the data of the qualitative part, . using the method of text content analysis , 55 effective indicators on the durability of knowledge human resources were extracted. during the interview , 37 components were identified, and in the axial coding phase, using MAXQDA software, one component was considered for each category of conceptual codes, and finally 11 components were identified. became. In the selective coding stage, based on the components, 30 sub-categories and 11 main categories were extracted. The results of the research show that among the identified components, the work-life balance component, which has been conducted in similar researches, has received less attention, which may be due to the special conditions of the university. Also, the results showed that due to the young and well-educated academic staff, several important indicators such as a sincere work environment, flexible work and an active and dynamic environment express the quality of work life in people's decisions to stay in the Imam Javad university is very influential.

The purpose of this research was to investigate the effect of employer brand attractiveness on the intention to recommend the employer by mediating job satisfaction and willingness to stay with the employer. Based on the purpose, the research is considered as applied research. In order to collect information, library studies and also a field study among hotel employees in Mashhad city were used. Using the conservative rule of sampling method in structural equation modeling, the minimum sample size was equal to 220 and the limit was between 110 and 330 data; Therefore, 330 questionnaires were distributed among the statistical population, of which 285 questionnaires were completely filled and delivered in order to collect data and information for analysis. The questionnaire of this research included 22 questions and was designed in a 5-point Likert scale. The validity of the questionnaire was evaluated with convergent validity (average variance extracted) and divergent validity (Fornell's and Locker's criterion techniques, cross-sectional load test and heterotrait - monotrait ratio). Its reliability was also confirmed with Cronbach's alpha, homogenous reliability and composite reliability. So that the reliability of the variables and the reliability of the variables of the questionnaire were evaluated higher than (0.7). Finally, the data obtained from the questionnaire were analyzed using statistical tests. Hypotheses were tested with structural equation model (path analysis) in SmartPLS3 software. The results showed that the attractiveness of the employer affects the intention to recommend the employer; Job satisfaction and willingness of employees to stay in the organization are effective.

Numerous studies have emphasized the need to pay attention to succession management in the human capital management of organizations and have pointed to its vital and important role in the development of employees' careers and have mentioned it as a model for organizational survival. The purpose of this study is to "design a model of factors affecting the implementation of succession planning in universities." The present research is descriptive and exploratory in terms of nature and method and mixed (qualitative and quantitative) data collection method. The statistical population of the study includes experts, managers and experts with experience in the field of human resource management and the required data in the qualitative section during interviews with 14 university administrators based on semi-structured and targeted interviews and snowball method. In a small part, it was obtained by distributing a researcher-made questionnaire among 145 people. Quantitative data analysis using SPSS software and in the qualitative section, Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin, drawing and the central phenomenon of research. Employee development factor succession "Determination, validity and reliability of interviews using Goba and Lincoln (1980) criteria and retest method, validity of questionnaires from content validity method and convergent validity based on Lavache table and its reliability based on Cronbach's alpha And approved Succession human resource development,mixed methods, universities

Considering the important role of the educational system in the society and the diversity of its services and activities, it is necessary that huge human resources are available to this system, but usually these resources are not selected competently or effectively and efficiently. are not exploited; therefore in this research, the process of establishing the succession planning system of management in universities was carried out using a qualitative method based on the grounded theory. For this purpose, 23 chancellors and vice-chancellors of departments in Azad Universities were interviewed and the data was extracted from the text of the interviews. The results of data analysis in the three stages of open, axial, and selective coding showed 14 general categories that were based on a paradigmatic model including causative conditions (foresight in academic decisions and proper management of resources); focal category (meritocracy); establishment strategies (nurturing competent ones, management Style, Creating a collaborative environment and Creating favorable structural and executive fields); background factors (culture and Value and psychological Factors); intervening conditions (management of the academic system, supporting and organizational culture) and the expected outcomes (organizational promotion) reflects the process of establishing a succession planning system of management in universities and the relationship between their different dimensions. To check the validity and reliability of the findings, the method of review by members, collaborative and collaborative review was used. As a result, this research provides a framework for policymakers and decision makers that they can use to establish the management succession system in universities.

The aim of this study was to investigate the effect of socially responsible human resource management on the fear of developing COVID-19 mediated by organizational trust and the moderating role of perception of COVID-19 pandemic power. This research is in the category of descriptive-correlation and regression researches in terms of applied purpose. The statistical population of the study included all medical staff in hospitals in Arak (Vali Asr, Amir Al-Momenin and Amir Kabir) which included 900 people and 270 people were selected according to Cochran's formula. The data collection tool is a questionnaire that the standard questionnaire of Hee et al. (2021) was used. Judges of professors and experts in this field were used to assess the validity of the questionnaire. Cronbach's alpha was used to test the validity of the questionnaire, which was 0.787. In this research, structural equation modeling using LISREL software has been used to investigate the relationships between components. According to the data analysis, the results showed that socially responsible human resource management has a positive effect on organizational trust and organizational trust has a negative effect on the fear of getting COVID-19 pandemic, also, socially responsible human resource management has an effect on employees fear of getting the COVID-19 pandemic through organizational trust, and the power of the COVID-19 pandemic moderates the impact of socially responsible human resource management on employees fear of getting the COVID-19 pandemic.

This study has been conducted with the aim of presenting the model of political intelligence of human resources with the approach of social accountability. The method of this quantitative research is correlational and descriptive, and quantitative method was used to present the model of political intelligence of human resources, which are 488 people, And after sampling through Cochran's formula, 216 sample items were selected and this number of questionnaires were distributed and completed and collected by . The validity of the tool was confirmed through the advice and guidance of the supervisors, and the reliability of the tool was also confirmed through the calculation of Cronbach's alpha coefficient above 0.7. and inferential statistics were used to quantitatively analyze the model from confirmatory factor analysis in the form of SPSS25 and Lisrel 8.8 software. Statistical analysis was conducted on 31 categories and 103 subcategories (causal category including 4 themes, contextual category 5 themes, interventional category 5 themes, main core 6 themes, strategies 6 themes and consequences 5 themes) that formed the conceptual framework of the research. the findings, it can be said that the current proposed model can increase the political intelligence of public sector managers by emphasizing accountability. And the significant T-value test, which was observed to be greater than 1.96, shows the fit of the structural model and the confirmation , And the results of the structural model also showed that research variables have a positive effect on each other with path coefficient and T-value. and finally,

One of the most important and vital categories of any organization is the existence of a financial manager with high ability and skill. Financial capabilities and skills make financial managers able to understand the language of finance and take ownership of the financial performance of their departments. Being competent in the art of managing the finances of any organization is a vital discipline to create and maintain financial stability. The existence of management and its various metrics is considered one of the dimensions of organizational capital, therefore, considering the importance of the ability of financial managers; The current research deals with developing the knowledge capability model of financial managers of executive bodies. In this research, among the combined qualitative-qualitative research methods, the phenomenological method was used to examine the knowledge ability of financial managers. 15 experts in this field were selected for data collection by purposeful sampling and a semi-structured interview was conducted with them and 67 propositions (indicators) were extracted from the extracted codes according to Atride-Stirling (2001) thematic analysis method, 17 basic themes. And 7 organizing themes and 2 comprehensive themes including specialized and financial knowledge and general knowledge and management were extracted. The research findings show that the knowledge ability of financial managers plays a key role in improving resource management in companies and its inefficiency will be challenging. The model compiled in this research is the first coherent model in the field of knowledge ability of managers and can have useful effects in government organizations.

Human resources play an important and fundamental role in gaining and maintaining competitive advantage in organizations, and for this reason, new concepts such as the dark triangle of personality and its relationship with employees' perceptions and behaviors are receiving the attention of researchers. This research was also conducted with the aim of investigating the effect of thedark triangle of personality on organizational citizenship behavior with the role of mediating rudeness in thework environment and moderating Islamic work ethics in Tabriz Petrochemical Company.This research is applied in terms of purpose and descriptive in nature. The statistical population of thepresent study consists of theemployees of Tabriz Petrochemical Company,about 200 people as a sample answered thequestionnaire items based on Cochran's formula and using theavailable sampling method.The data collection tool was a researcher-made questionnaire.In order to measure thevalidity of the questionnaire, face validity has been confirmed using experts' opinions and its reliability or validity has also been confirmed with thehelp of Cronbach's alpha coefficient test and composite reliability.Data were analyzed using spss software and partial least squares method and PLS software.were analyzed.Examining theresults of this research showed that thedark morality of thepersonality directly affects theorganizational citizenship behavior and rudeness inthe workplace,as well as therudeness in theworkplace has a significant effect on theorganizational citizenship behavior and finally theIslamic work ethic has a significant effect on theorganizational citizenship behavior.And impoliteness in theworkplace mediates therelationship between dark personality ethics and organizational citizenship behavior,and Islamic work ethics moderates the relationship between impoliteness in theworkplace and organizational citizenship behavior.