نشریه پژوهش های مدیریت منابع انسانی
سال دوم شماره 3 (پیاپی 8، پاییز و زمستان 1389)

Based on grounded theory, this research is intended to present a model for the development and improvement of the managers and commanders of Sepah according to the words of the supreme leader of the Islamic revolution to fulfill his expectancies. The content of more than 1000 texts, including his speeches, letters, commands and interviews during 1368-1389 were studied. These texts were coded according to grounded theory in three ways: open, axial and selective. As a result, 1526 codes, 134 concepts and 23 categories were discovered. Research questions were answered in the 'result' chapter. The acquired model was compared with the common model introduced in the 'review of literature'. The final result indicated that the development and improvement of the managers and commanders of Sepah, while sharing points with common models, are basically different.

Moral values are influential in the decision-making of managers and employees of organizations. A great deal of studies have been conducted on managerial ethics and ethics in the organization, each of which have attempted to collect related theories or to add a new theory. Regarding the ethical behavior as an "appropriate" and "fair" behavior, this article intends to identify and provide a framework for ethical behavior in organizations to improve individual performance and coordination of institutional elements based on ethical behavior in order to achieve synergy in organizations. Strategic alignment provides an appropriate framework to matching up the affecting factors on individual behavior. Applying this approach, strategic behavioral types are identified and are used as a basis for ethically appropriate behavior. This paper has tried to use the results of some researches to find the relationship between organizational strategy and organizational values The researchers believe that, without creating an aligned relation, one cannot be hopeful about the performance of organizational values.

Management of the mosques, while being involved in the daily life of Muslims, have not been considered seriously. This research is intended to identify the competency model of human resource of the mosques, which compose the threshold of effective management of mosques. This model is designed according to individual practical conceptualization. Based on Delphi's method, this research applied combined method, which is composed of discovery interview, observation, and interview with experts. Competency elements of human resource in this research included the competency of the Imam of the mosque, the competency of the active members of the mosque and the competency of the prayers. According to the experts, the most effective factor was the competency of the Imam of the mosque and his ethical-behavioral competency.

Comparing the validity and the fitness power of two methods of structural equations (SEM), and artificial neural network (ANN) in the field of human resource studies represents the main goal of this article. A conceptual model was examined by both SEM and ANN, including all functions of HRM, individual culture, organizational culture and characteristics of accountability system as independent variables and the employee's justice perception as dependent variable. This survey research was implemented within three Iranian Banks (Mellat, Tejarat and keshvarzi) by random sampling of 325 employees. The researchers used the R² value as the metric of comparison that comes up with these 1- There was not significant difference between the performance of SEM and ANN when we had a few number of independent variables. When the number of independent variables increased, we found strong support for ANN having better result than SEM, with regards to R². The outcomes of this research were partially similar to the same studies and provide useful insight into capabilities of ANN and SEM used in HRM researches.

Assessment of job satisfaction of the employees and identifying the influential factors on their satisfaction/dissatisfaction seems to be vitally important. This research is intended to assess job satisfaction of the employees of FAVA of the army and to identify the factors most influencing it. The factors influencing on job satisfaction are classified into four groups, including individual, organizational, environmental and job nature factors. Satisfaction is also classified into four groups including colleagues and principals, the value of the work, salary or wage, and organizational conditions. The data is collected by two types of questionnaire on job satisfaction and influential factors. The reliability of the questionnaire turned out to be %82 and %79 respectively according to Cronbach alpha coefficient. The number of sample was calculated to be as much as 151 subjects. Instead of analyzing the data by descriptive statistics (mead, media, standard deviation and percentile) and inferential statistics, the researcher employed Smirnoff, Friedman, binomial for analyzing gaps and regression. The findings reveal that all four factors of work environment (2.74), individual factors (2.53), the nature of the work (2.53) and organizational factors were influential on the job satisfaction of FAVA employees. the results also indicated that the most important factor turned out to be satisfaction from the managers (%2.6), and the least important one was satisfaction from the organizational condition.

The purpose of this study is to explore the predictability of turnover intention through employees empowerment by dependent variables such as trust in higher managers, organizational identification, job involvement and burnout. For measuring the variables, standard questionnaires were applied. Data were obtained by stratified random sampling from employees of the central organization of Khorasan Razavi Jihad Keshavarzi. The Results derived from correlation analysis by Pierson method revealed an acceptable correlation among all variables. LISREL software path analysis indicated that empowerment can best predict turnover intention through trust in higher management, organizational identification, job involvement and burnout. Burnout, however, turned out to be a stronger mediator for predicting the effects of empowerment on turnover intention.

The primary purpose of the research is exploring the relationship between five fundamental leadership styles: self-management leadership, transformational leadership, transactional leadership, consideration and initiating structure- with two main phases of knowledge management procedure. The relationship between these leadership styles and two principle phases of the knowledge management process (i.e. knowledge creation and knowledge sharing) have been studied. The research method is descriptive, looking for correlation. The population of the research consists of 950 subjects including managers and senior experts of the NIOPDC. A sample of 270.subjects was selected. According to the research findings, there were significant relationships between these leadership styles and knowledge creation and knowledge sharing. Results also indicated that leadership styles accompanied with human interactions and participative processes are positively related to knowledge creation and knowledge sharing. These findings support the necessity of adopting more humanistic leadership styles for implementing knowledge management more effectively.

The main goal of this research is exploring job characteristics of teachers at girls schools in Tehran. The target population of this study contained all principals and teachers of girls high schools, which consisted of 292 subjects selected by random multi-stage method. Two types of questionnaires were applied for collecting the necessary data, including psychological empowerment test of Whitten and Cameron and job characteristics questionnaire designed by the researcher based on Hackman and Oldham test. The content validity and face validity of the tools were confirmed by experts and their reliability were calculated as 0.92 (for psychological empowerment questionnaire) and 0.75 (for job characteristics questionnaire) respectively. Statistical data was analyzed by referential and descriptive statistical processes with SPSS. The findings indicated that: 1) Based on factor analysis, job characteristics of Hackman and Oldham model could be narrowed down into two factors. 2) Principals and teachers in the sample group, evaluated job characteristics of teachers relatively at high level. 3) There is a significant difference between principals and teachers viewpoints about teachers job. 4) The teachers under study have a high level of feeling psychological power. 5) There is a positive and meaningful relationship between characteristics of teachers job and the psychological empowerment of teachers.