نشریه پژوهش های مدیریت منابع انسانی
پیاپی 3 (تابستان 1388)

Recently, Human Resource has been recognized as playing a basic function in the organizations and it has become a strategic factor. The present research is conducted to design proper strategies for human resource in a spiritual organization in the country. Research data was gathered by distributing questionnaires, interviewing with managers and experts, and reviewing the available organizational reports. For designing strategies, the researcher has used SWOT and PEST analytical methods. Delphi test has also been employed from the first steps to the end.Research Results indicated that the organization under study, at the entrance phase of human forces, was at an appropriate situation internally and externally, standing at a level higher than the medium; total sum of external and internal factors was higher than 2.5. However, the processes of maintenance and output of human resource of the organization were quite poor regarding external factors; total sum of external and internal factors was below the average 2.5. The organization was better in input process of human resource. Therefore, it is recommended that the organization applies aggressive strategies for human resource input. Yet, defensive strategy seems to be better for maintenance and output processes. Findings of this research indicated that if the organization under study accomplishes the recommended strategies successfully, it will be able to develop synergy, integration and convergence in human resource policies for its activities.

The Unintended Consequences resulting from organizational Climate of a college is investigated in two phases. In the first phase, 86 professors and 288 students were selected randomly, and the organizational Climate was investigated descriptively by distributing questioners among them. The indicators of descriptive statistics, independent T test, univariate and multivariable variance analysis were applied for analyzing the data.In the second phase, the unintended consequences were identified by qualitative methods using semi-organized questionnaires and observation. 80 students were interviewed selectively and the outcomes were reviewed through qualitative analysis. The comments of experts were applied for validity and reliability of the results.The results indicated that:The organizational Climate was slightly below average; Students described the Climate to be more rigid than that described by the professors; Differences among faculties were not significant; The Unintended Consequences of obedience, admitting organizational authority, adaptation, pretention and role playing for gaining success, reluctance to work in group, superficial learning for getting higher scores, political dependence, were at a high level in the students; Intention to give suggestions, critical attitude, and high self-esteem existed among the students.

The models of studying the concept of human resource can be divided into two approaches: field approach and functions approach. Making use of field and functions approaches, and following the general action theory, the researcher intends to describe the human resource development model from sociological perspective. This article is intended to measure four aspects of human resource development: identity, integrity, achievement, and adoption of the employees of the Iranian National Petroleum Company. The results indicated that all aspects were necessary for managers, specialists, and operational employees. The results also revealed that, except for identity and maintenance of organizational culture, the importance of human resource development was different among the groups.

According to social learning theory, learning can take place by observing others’ behavior and their consequences. When a person observes an entrepreneurial behavior and the entrepreneurial person is affirmed by people around him, that behavior will be reinforced by the observer and he or she will go on with that entrepreneurial behavior. This research has been conducted by designing the conceptual model and having it confirmed by scholars, and distributing questionnaires carrying out semi-structured interviews by 23 master entrepreneurs of Sheikh Bahaee Festival. Quantitative and qualitative methods were followed in this research. The researcher tried to determine the priority of environmental factors and the degree of their influence on developing entrepreneurial human resource through quantitative method. The findings of this assessment revealed that other environmental factors (observational learning factors) had the most effective role on their works (average = 5.52). The role of family occupied the second rank for them (average = 5.32). Following qualitative method, the contents of the interviews were analyzed according to Grounded Theory. The results are presented as causative, contextual, and mediatory model. The results indicated that observation plays a great role in the fulfillment of entrepreneurial behavior. The entrepreneurs repeatedly emphasized that they had observed entrepreneurial behavior in other people. Providing the possibility of observing entrepreneurial behavior and supporting this kind of activities by the government seem to be the most important practical suggestions for developing entrepreneurial human resource.

Due to the vital significance of military service and that the conscripts are all young, it seems quite necessary to study their behavioral problems. This research is intended to study the problems of the conscripts being employed at a unit of Military organization, and to recognize and classify causes of these problems. The main purpose of this research is to assess the importance of each of these causes and to present solutions to remove or decrease them. To develop a comprehensive model and to classify the causes of destructive behavior of the conscripts, the findings of psychology, sociology, and management were applied. Two tests of ‘exploring factor analyses and “Friedman test’ were applied for analyzing the data. ‘Pierson correlation was used for assessing the correlation between the explored causes. The results illustrated the following five factors with approximate important influencing the behavior of the conscripts: managerial factors (interactional destructive behavior among commanders and conscripts), individual factors (occupational factors), psychological factors, and factors relating to organization structure. The results of Pierson correlation test indicated that there was a significant correlation between five effective factors and behavioral problems.

Strategic attitude has gained a special position in management. Strategic approach has resulted in a serious presentation of environment in management. From a century ago, various models have been suggested by scholars and intellectuals. They have been developed into more complete models. This has caused the presentation of more variables in designing strategies. Culture is one of these newly added factors which has entered in the process of strategic management. According to scholars, social approaches arising as cultural presuppositions, which affect the choice of strategic models, can be divided into two main groups: 1) rational approaches, and 2) intuitional approaches. Chosing the most effective and efficient approach fitting the situation and organization, depends on the current dominant culture in the society or organization.This research is intended to develop an appropriate culture-based strategy in Iran. Based on the findings of this research, and according to the significant relation between culture and strategy designing, control model(integrative model) having inflexible culture and rational social approach was recognized and introduced as an appropriate model for designing strategy for Iranian organizations. The main achievement of this research contains a practical model for developing strategies based on organizational culture.

Effective listening has become very essential due to the importance of communication in today’s world. With effective listening, managers can achieve desirable results including organizational commitment. This research has been conducted in two organizations of social insurance and cultural Jihad in Qom province, including 210 of their employees. 30 questionnaires were randomly distributed among the subject. We came about with a correlation coefficient of 0.92, which rose to 0.95 after modification. Getting the recommendations of scholars, professors, and experts of management, 15 questionnaires were applied for testing reliability after modification. The questionnaires were classified into three demographical parts for testing organizational commitment (30 questions) and effective listening (15 questions). The results indicated that there was a positive and significant relation between effective listening skill and organizational commitment of the employees. Positive and significant relation was also found between effective listening and emotional, normal, and consistency commitments. Regarding the relation between effective listening and commitment, the results of the tests on the data indicated that consistency commitment and emotional commitment were ranked as the first, and normal commitment occupied the second position.