مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 71 (بهار 1403)

Considering the trend of decreasing public welfare in the country, it is necessary for the government to adopt appropriate strategies and programs. Based on this, the current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country.
The current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country. First, based on the review of previous studies, different strategies were identified. In the second stage, based on the initially identified factors, a questionnaire was prepared by distributing the fuzzy Delphi questionnaire among 19 managers and experts of the Ministry of Welfare and Social Security of the country, strategies and solutions were identified. Then Vicor method was used for prioritization.
The findings of the research showed that six strategies under the headings of social health, transparency, organizational health, community-oriented work, social security, and participation were ranked first to sixth, respectively. In addition, the number of solutions identified was 26 indicators.
In order to develop welfare governance in the country, the Ministry of Welfare and Social Security of the country should take steps towards adopting strategies and approving the necessary laws and regulations in the government and the Islamic Council.

In the process of strategic human resources management, one of the most important activities and actions of human resources specialists is to increase performance by creating commitment. The process that conducts a set of focused human resource practices to increase performance by creating commitment and developing human resource activities is known as committed human resource management in today's management world. Therefore, this research was conducted with the aim of designing a model of committed human resource management in governmental organizations.
In terms of its objectives, this study is of an applied research type and in terms of nature and method it is considered a descriptive survey. The statistical population of the research is senior managers and human resource managers of governmental organizations, 20 of whom were selected using the purposeful sampling method in both qualitative and quantitative phases. In the qualitative phase, with the content analysis method, using interviews and with the help of MAXQDA software, the factors affecting the committed human resources management were identified. Then, in the quantitative phase, the results were analyzed using interpretive structural modeling and the final model was designed. The validity and reliability of the interview and questionnaire were confirmed using the content method and the theoretical validity and intra-coder and inter-coder reliability.
The findings of the research include the identification of the dimensions and components affecting committed human resources management in the four axes of the implementation of committed human resources management, interrelated and intervening factors of committed human resources management along with its dimensions and consequences.
The conclusion of the research shows that the implementation of committed human resources management will lead to the reduction of displacement and absenteeism of employees, improvement in citizenship and trans-role behaviors in the organization, reduction of individual-organization conflicts and strategic alignment of the individual in the organization and the creation of the role of loyal organizational soldiers.

The aim of the current research is to provide a model for the conceptual development of career visioning in the public sector.

Based on the nature of the objective, the current study is of a developmental and qualitative research, which is carried out using grounded theory method and data collection is of multi-sectional type. Data analysis method is content analysis using coding in three levels, open, axial, and selective. The statistical population included 26 people. Out of this number, 8 of the participants are among the policymakers and managers of the human resources department of three governmental organizations, 13 are among the managers and commanders of military and law enforcement centers, and 5 are among the university professors and researchers with expertise in visioning.

The dimensions of the model with the human resources management approach are in the form of two main dimensions of personal perspective and organizational perspective, where the indicators are identified and categorized. Quantitative analyses also confirm the significance of the relationship between the dimensions, components and indicators of the research model, and these relationships are significant at the alpha level of 0.05.

The current research has covered the existing research gap due to the lack of sufficient research with the human resource management approach in the field of career visioning and has innovation and has helped to identify the dimensions of career planning. The research results indicate that the two main dimensions of personal visioning and organizational visioning based on the effective factors in the presented model, it is the most important components of creating a career perspective.

Today, the survival of the organization depends on keeping the employees. Therefore, the present study was conducted with the aim of investigating the mediating role of organizational loyalty in the relationship between work personality, job passion and work attachment of employees.
Based on the nature of the objective, the current study is of a developmental and qualitative research, which is carried out using grounded theory method and data collection is of multi-sectional type. Data analysis method is content analysis using coding in three levels, open, axial, and selective. The statistical population included 26 people. Out of this number, 8 of the participants are among the policymakers and managers of the human resources department of three governmental organizations, 13 are among the managers and commanders of military and law enforcement centers, and 5 are among the university professors and researchers with expertise in visioning.
The findings showed that organizational loyalty can play a mediating role in the relationship between work personality, job passion and work attachment of employees.
The results showed that organizational loyalty is one of the essential values for employees in the organization, which can affect the relationship between employees' work personality and job passion and work attachment.

Manpower is considered the most valuable capital of any organization and manpower productivity is one of the main tools to achieve goals. The purpose of this research is to design a model of factors affecting the productivity of manpower in holy defense.
This study is of a mixed-method research type and its method is developmental in terms of its objectives and qualitative-quantitative in terms of implementation. The statistical population included 20 people for the qualitative phase and 85 people for the quantitative phase, and Morgan's sampling table was used to calculate the sample size. Interviews and questionnaires were used in this research. To analyze the qualitative phase, the theme analysis method was employed and SPSS software was used to express the effect of each factor, and finally, the model was designed using Liserel software.
The research findings indicate the identification of factors such as individual and personality factors, management and command factors, knowledge and skill factors, social and cultural factors and other influential factors.
The productivity of manpower in holy defense is influenced by many factors and each factor has a certain effect on the productivity of manpower.

The purpose of the research is to provide a performance assessment model for Logistics General Administration, Deputy of I.R.I. Police Logistics.

In terms of its objectives, this study is of an applied research type and qualitative-quantitative. In the qualitative phase, a sample size of 11 people was selected and the data was analyzed using the content analysis method. In the quantitative phase, a sample size of 76 people was selected and the data of the quantitative part of the research were analyzed using the method of structural equation modeling by PLS software.

The results indicate that the performance assessment model of Logistics General Administration, Deputy of I.R.I. Police Logistics has four dimensions: 1-Management, 2-Agility, 3-Planning, 4-Improvement and quality, as well as 12 components including: human resources, elites and supervision, communication and cooperation, agility capabilities, speed and accuracy, compliance, satisfaction, productivity, method, plans and preparation instructions, norms, tables, supply and supplier and 58 indicators are formed as a subset of the described components.

From the findings of the research, it can be concluded that in order to evaluate the performance of Logistics General Administration, the most attention should be paid to the agility dimension, which includes the components of agility, speed and accuracy, in order to be able to provide the best services to the personnel in this field. This will increase the satisfaction of the employees and as a result, they will perform the assigned missions as well as possible.

This research seeks to coordinate a multi-product two-level supply chain with one supplier and several retailers under inventory management contracts by the seller and cost sharing and cost minimization.
The case of this research is a two-level supply chain with a new construction material producer and 59 sales agents, which was finally optimized with the help of the presented model and Gemez software, and in order to validate and ensure the results obtained, the model sensitivity analysis has been done to the important parameters of the problem.
The findings indicate that according to the correctness of the presented model's performance in different conditions, it can be said that the presented model is responsive to different conditions and has sufficient credibility to solve problems.
With the help of supply chain coordinating contracts, supply chain costs can be effectively reduced, and of course, the effect of risk aversion of supply chain members on costs is significant and leads to an increase in maintenance costs, a decrease in shortage costs, and finally an increase in the overall costs of the supply chain.