نشریه منابع انسانی تحول آفرین
پیاپی 8 (زمستان 1402)

Therefore, the purpose of this research is to analyze the effect of strategic human resources management on the effective risk management of human resources with the mediating role of employee resilience.

The current research is an applied research in terms of its purpose, and a descripti vesurvey research in terms of collecting data and information. The statistical population of this research is 706 employees of Raja company, and the size of the statistical sample is 249 employees based on Cochran's formula. The data collection method was through a questionnaire and the data analysis method was from the structural equation modeling approach.

The results showed that the strategic management of human resources has a significant effect on the effective risk management of human resources and the resilience of employees with t coefficients of 2.56 and 9.15, and standard coefficients of 0.62 and 0.86, respectively. The resilience of employees has a significant effect on the effective risk management of human resources with a t coefficient of 52.4 and a standard coefficient of 0.77. Strategic management of human resources has a significant effect on effective risk management of human resources with the mediating role of employee resilience with a t coefficient of 3.12

Employee resilience through planned resilience levels and adaptation with approaches to increase self-confidence, flexibility and adaptability in the organization, strategic management of human resources, effective risk management of human resources by reducing the consequences of job dissatisfaction, helps to increase the performance of organization.

The concept of loyalty and its related issues have become increasingly central to the study of organizations in the past few years.Today,the importance of loyalty in organizations has been well revealed,because establishing communication and realizing cooperation between people requires the presence of loyalty,so the present research was conducted with the aim of presenting a model of organizational loyalty in the central organization of Islamic Azad University.The type of research is based on the purpose,applied and based on Exploratory execution method of qualitative type,which was used by theme analysis,which includes basic, organizing and comprehensive themes.The data collection method was library,field,and data collection tools were questionnaire and interview.They were collected with the help of scanning documents and texts and semi-structured interviews with experts, so that in this research,to evaluate and increase validity and reliability,the method suggested by Linkin and Goba was cited and to ensure validity and acceptability.The data was used from the permanent and continuous engagement method.The statistical research community of experts familiar with the subject,who were selected by targeted sampling through theoretical saturation,was 13 people.According to the research findings of the organizational loyalty model with 4 organizing themes,including organizational competence,Organizational affiliation,effectiveness,job motivation were obtained using the Brown and Clark method in thematic analysis method. From the results of the research, it is possible to mention the essential role of organizational loyalty in the organization,which is mentioned as one of the factors of the progress and transformation of the university and a tool for the growth and transformation of human resources

Anti-elitism is the process of voluntary negative confrontation with the elites and the underutilization of their core career capabilities and competencies; the purpose of this research is to identify the causes and consequences of anti-elitism in the public sector.

In order to collect the required data, in-depth interviews were conducted with 17 people with the necessary expertise in the field of elites In order to analyze the data, the relationships between the dimensions and indicators of anti-elitism were determined and analyzed in an integrated manner using the structural-interpretive modeling (ISM) analytical method; Finally, by using MICMAC analysis, the types of variables were determined according to their influence and effectiveness on other variables.

The findings of the research showed that the variable "not paying attention to meritocracy" is one of the key variables, which is included in the category of independent variables (fourth group) and has a great impact on the process of anti-elitism in the public sector.

The research findings indicate that using a merit-based system and leadership for utilizing elites and avoiding political appointments plays an important role in reducing elitism in the public sector, utilizing the abilities and talents of the elites, and preventing their escape from the government sector.

The establishment and launch of an organizational university is related to factors that can be effective in accelerating and increasing the productivity of the university's affiliated organizations. The present research was conducted in order to identify and prioritize the factors affecting the establishment and launch of an organizational university in the Imam Hassan Mojtabi (AS) Officer and Police Training University.

This research was in terms of practical purpose and in terms of nature, it was library research and qualitative method. The opinions of 15 experts in the subject area were used until theoretical saturation. Also, from the process of hierarchical analysis, the ranking of the calculated factors was discussed.

Effective factors were identified in the form of 318 primary themes. In the first stage, three factors of education, research, human capital and 27 sub-factors were added, and in the second stage, according to the opinion of the experts, two structural-managerial and background factors and 18 other sub-factors were added and finally they were 5 factors and 45 sub-factors. The existence of the vision and excellence program of the university education system was ranked first in importance, followed by the existence of a comprehensive research and technology system based on upstream documents in the second rank, and the existence of a national and transnational synergistic scientific network was ranked in the third rank.

All the revealed components have a direct impact on the student recruitment rate, which should be considered as the main factors in the establishment and operation of an organizational university.

Promoting organizational sustainability is an important issue, and examining the factors that affect this issue is the concern of today's managers. Therefore, the purpose of this research is to investigate the impact of green human resources management on organizational sustainability with the mediating role of innovation and empowerment in social security organization of Yazd province.

The present study is a descriptive-survey of correlational type. The statistical population was 990 employees of social security organization of Yazd province, based on Cochran's formula, 277 people were selected as the sample size. The content validity of the questionnaires and their reliability were confirmed using Cronbach's alpha. The structural equation modeling method was used to analyze the data.

The results showed that green human resource management has an effect on organizational sustainability with a path coefficient of 0.364, and innovation and empowerment variables play a mediating role in the effect of green human resource management on organizational sustainability.

The application of green human resources management in the social security organization can be implemented, and aspects such as innovation and employee empowerment should also be considered in order to achieve organizational sustainability in the workplace.

Considering the importance of implementing succession in organizations, its requirements are not paid attention to and many organizations fail in implementing this process. Therefore, the purpose of this research is to investigate the requirements of the implementation of succession in the country's cultural organizations.

The current research was conducted using a systematic review method. From the 62 reviewed articles, 8 related studies were selected. After identifying the concepts and codes of the requirements for the implementation of surrogacy and evaluating its validity and reliability, the conceptual model of the research was designed.

The findings showed that the identified requirements and preconditions for the successful implementation of succession in cultural organizations include the requirements of cultural foundation, the existence of a suitable organizational structure, mental and psychological preparation of employees, all-round support of managers, focus on individual skills, Transformational leadership, and continuous and updated training and improvement.

The implementation of succession in cultural organizations requires paying attention to the requirements without paying attention to them, one cannot expect to implement a successful process. Therefore, managers of cultural organizations should pay attention to institutionalize these requirements in the work environment before planning in this regard.