The Effect of Sustainable Human Resource Management on Job Performance and Mental Health of Forensic Staff

In recent years, attention to the mental health of employees and the impact of mental and physical health on employee performance has been considered by organizations, so that many organizations try to identify sources of stress through scientific research. And create tension in the employees' environment so that they can provide the desired job environments for the employees through appropriate solutions and thus increase employee job satisfaction and performance (6). One of the issues that seems to be directly related to the job performance and productivity of the organization is management and leadership. In this regard, various researches have been done and different results have been obtained, including: Zare et al. (2015) showed that there is a direct and significant relationship between original leadership and job performance. The results also indicate the mediating effect of psychological empowerment on the relationship between original leadership and job performance and the relationship between psychological empowerment and job performance was significant (7). Dramami (2012) also showed that there is no significant relationship between leadership style and communication skills of managers with employees' mental health (9).However, among the various management methods, sustainable human resource management is an innovative concept that is still in its infancy and reflects the efforts to link sustainability with human resource management. Sustainable human resource management can be described as the adoption of human resource management practices and strategies that enable them to achieve the organization's financial, environmental and social goals in the long run, while also providing negative feedback and unwanted side effects. Control (5).In light of the above, the researcher seeks to answer the question of whether sustainable human resource management affects the job performance and mental health of forensic staff.

To conduct a descriptive applied research, which was a descriptive study, 338 out of 15 employees working in 31 general forensic medicine departments in 1399 (2800 people) based on Cochran's formula and using simple cluster-random sampling method. Provinces were selected as a sample. To collect data, from the researcher-made questionnaire of sustainable human resource management (1399) including 25 questions and 4 components of selection (questions 1-3), training (questions 4-8), participation (questions 9-12) and staff empowerment (questions 14) 25) Patterson (1989) Job Performance Questionnaire with 15 questions and General Health (GHO) with 28 questions and 4 sub-scales of physical symptoms (questions 1-7), anxiety (questions 14-8), social action (questions) 21-21) and depression (22-28) were used. It should be noted that the validity and reliability of the questionnaires were confirmed in previous studies and in the present study. Kalmogorov-Smirnov test and Pearson correlation coefficient were used to analyze the data using SPSS software version 23.

In the present study, it was found that there is a significant positive relationship between sustainable human resource management and its components with employees' job performance.The results of Pearson correlation coefficient test showed that there is a significant positive relationship between sustainable human resource management and its components with mental health and its components in forensic staff. As human resource management scores increase, mental health status also improves.

The results showed that sustainable human resource management has an effect on the job performance of the staff of the Forensic Medicine Organization. Explaining the findings of this study, it can be stated that all employees have the right and interest to be aware of the results of their daily performance. This issue has another aspect for the employees of the forensic medicine organization and they are interested in being informed about the opinions of the organization about themselves and on the other hand, the organization has the right to express its opinions about the human resources of the organization. They are counted, expressed and informed (4) so ​​that the more qualified and efficient the labor force is, the greater the progress of that country in the economic and social fields (14). Sustainable human resource management is the ultimate determinant of job performance and in this study, forensic medicine organizations have used performance enhancing measures (selection, participation, empowerment and training) to improve job and organizational performance.Another finding of the present study showed that sustainable human resource management and its dimensions have a significant effect on the mental health of forensic staff. Inconsistent with the findings of the present study, Allameh et al. (2016) investigated the relationship between managers 'leadership styles and mental health of employees in Isfahan health centers and concluded that there is no significant relationship between leadership style and employees' mental health. Transformational, exchange and non-interventionist leadership have no significant relationship with employees' mental health (25). The reason for this discrepancy may be due to the type of leadership style in the two studies. Regarding the findings of the present study, it can be said that mental health is very important in all areas of life, especially in the field of work because it affects the interactions and ultimately the quality of services provided. Since forensic staff are in direct interaction and service to people in the community, so their mental health status plays a key role in people's satisfaction with the organization.