نشریه پژوهش های مدیریت منابع انسانی
سال چهارم شماره 1 (پیاپی 11، بهار و تابستان 1391)

Skillful human resources are often the most valuable capital in an organization. Organizational learning is one of the factors which improve human resources productivity. The aim of this research was to investigate the role of organizational learning in the human resources productivity through empowerment. The research method was descriptive (correlation) and standard questionnaires were used as data collection method. The statistical sample used in this study includes 150 employees working in different sections of Pars Oil & Gas Company and dwelled in Oil town of Jam city and 300 employees were selected randomly. For data analyzing SPSS and LISREL software were used. The finding from structural equation model test showed that there are strong positive causal relationships between organizational learning and human resource productivity and also between learning and empowerment. Furthermore the results indicated that generally empowerment can increase the relationship between learning and human resources productivity, but in this study, the direct effect of learning on productivity was identified more than its indirect effect through empowerment. Moreover, the correlation test results showed that the correlation among learning dimensions and productivity is stronger compared to other variables.

Educational organizations as fundamental institutions have a vital role in preparing stable development. Thus, for scientific advancement, improvement and making of the under study university to a Strategy-focused university we need to hire the Organizational Performance Management and support the vision. In fact, using Performance Evaluation Models is obligatory. The investigations show that combination of BSC and EFQM models can prepare a suitable framework for Performance Valuation. In this paper after Literature Review, two models were compared and their strength and weakness points are explored. Then, the conceptual model of Performance is presented. For defining strategic objects with Balanced Scorecard perspective and commensurate with defined view, two justifiability and perpetuity questionnaires were hired. In order to determine relationships between the objects causes and effects the QFD matrix was used. In this way, under supervise of specialists the strategic map of studied university was drawn. Finally, in order to parallelize these two models and identify the efficiency elements QFD matrix was used by combining the two models causing a productivity increase in the studied university.

Today's organizations should implement Succession planning for management of their current and future talents and development of suitable people to fill key positions. Therefore, competency models can identify human talents and provide appropriate educational programs for them. This paper aims to identify and optimize the company's competency model in Yazd Alloy Steel. In this regard, we study theoretical literature and background research and identify competency model. In terms of purpose, this investigation is typically practical and in terms of methodology/approach is survey based. Literature study, questionnaire, structured interviews and several meetings with experts have been used to collect the required data. Statistical population of this study includes all of the experts in Alloy Steel Company. In this study, the Friedman test was used to rank the competency factors. The results of this test indicate that education, organizational commitment and positive attitude are in the first rank. Finally, suggestions have been provided for improving implementation of Succession planning in alloy steel

The purpose of this study is to investigate the potential effects of nepotism on human resource management (HRM) practices. For this purpose, the relationship between variables such as; human resource management (HRM), job satisfaction (JS), quitting intention (QI) and negative word of mouth (NWM), were studied. According to these variables, 10 hypotheses were developed to examine the relationship between these variables mutually. Questionnaires were distributed between Tile industry employees. In order to test the hypothesis, LISREL software and Path Analysis Model (PAM) were used. The findings show that nepotism has a significant negative effect on HRM and job satisfaction; HRM has a significant positive effect on job satisfaction and negative effect on negative word of mouth. Job satisfaction has a meaningful negative effect on quitting intention and negative word of mouth. Findings also indicate that relationship between quitting intention and negative word of mouth is positive. This study reveals that nepotism is an unprofessional phenomenon that provides benefits merely to the family members or close friends. Therefore, nepotism paralyzes human resource practices and affects the level of satisfaction among employees. Employees may think of quitting their jobs or using negative word of mouth if their job satisfaction level is not enhanced. The study also showed that job satisfaction is the key to organizational success and high levels of job satisfaction that leads to loyalty and commitment of employees to do the job better.

For successful implementation of knowledge management projects, identifying factors affecting the success of these projects is essential because these factors can help organization in the design, readiness assessment, planning and implementation of knowledge management. However, these factors do not have the same priority. In fact, they are not independent. Universities as a knowledge-based organization need to implement knowledge management. Hence, the objective of this paper is to identify casual relations and rank the factors affecting successful implementation of knowledge management by Fuzzy Multiple Criteria Decision Making (FMCDM) Approach in which the factors are dependence. For this purpose, the integration of DEMATEL and ANP was used. In the first part of this paper, the success factor is extracted by reviewing literature and exploring universities environment. In the second part, the inter relations among factors are calculated by using DEMATEL method. In the third part, the criteria weights were obtained by using ANP method. Because of the complexity of the ANP, this study proposes a new methodology to simplify the process. Identifying casual relations and critical factors in implementation knowledge management projects in universities is the main result of this paper.

This study examined the role of perceived organizational support and organizational justice in paranoid climate by considering of work location patterns among district 2 of gas transition operation station personnel. According to this aim, 50 expatriate personnel and 50 daytime (normal schedule) personnel were selected via stratified randomized sampling method among four stations. Data was analyzed by using stepwise regression analysis, independent T-test and Pearson correlation. The results revealed that there is no difference between daytime and expatriate among organizational justice, perceived organizational support and paranoid organization; but there is a significant correlation between organizational justice, perceived organizational support and paranoid organization in total sample. Stepwise regression showed justice and support among employee.that perceived organizational support and procedural justice can predict organization’s paranoid climate significantly and explain 38 percent of this construct. Accordingly paranoid climate and symptoms of paranoid organization can be significantly reduced by increasing perception of

This study examined the relationship between quality of work life and productivity of labor in the oil company's Kermanshah province. The research method was descriptive correlation. Statistical population includes all administrative staff, 625 persons, of Kermanshah Oil Company. Sample size, after the statistical estimates, was calculated equal to 238 people. For selecting them, stratified random sampling method compatible with the study sample was used. Analytical model of this research is based on combination of Colorful Models, factors affecting human resources productivity, and Walton, Quality of Work Life. The validity of the model was confirmed by the experts in a preliminary study. Cronbach's alpha method was used for reliability of questionnaires. Calculated alpha for dimensions affecting human resources productivity was 0.84 and for dimensions of Quality of Work Life was 0.86. K-S Statistical methods, Regression, Pearson and Friedman's correlation coefficient were used for analyzing data. Results show that there are relationships among all of the dimensions of Quality of Work Life and human resources productivity.