فهرست مطالب دکتر افلاطون امیری

The purpose of this study is to identify the effective dimensions and components in designing a model of occupational safety and health management system for Iranian government organizations..This research is applied research and it is among the applications of developmental research. The statistical population of this study consists of two groups. The first group consisted of 30 experts and the second group consisted of all employees of governmental organizations in Kerman province with 77528 persons that the sample size in this area was determined using Cochran formula of 384 individuals. The research instrument is a researcher-made questionnaire whose validity has been approved by experts and its reliability has been confirmed as such reliability of elements of organization space 0.994, management and leadership 0.738, planning and organization 0.779, deployment and implementation 0.971, evaluation 0.785 and the revision and improvement is 0.939. Data were analyzed using SPSS software and Smart Pls.The above-mentioned research model also shows that all elements include organizational space, management and leadership, planning and organizing, deployment and implementation, evaluation and revision, and action to improve have a significant impact on occupational safety and health management system and all components except integration have significant impact on deployment and implementation elements.Comprehensibly, this model can be used as a tool for empowering managers with the knowledge of the occupational health and safety management system and its deployment in government agencies.

Feasibility studies are a tool that can increase the clarity of the conditions for planners. The purpose of this study is to identify the effective and determinant factors in the feasibility of establishment of occupational health and safety management system in Iranian governmental organizations.

This research is an applied research in terms of purpose and is in the category of applied development research. The statistical population of this study consists of two groups. The first group consisted of 30 experts and the second group consisted of all employees of governmental organizations in Kerman province with 77528 persons that the sample size in this area was determined using Cochran formula of 384 individuals. This research was conducted in 1398.The research instrument is a researcher-made questionnaire on the feasibility of establishing an Occupational Safety and Health Management System whose validity has been confirmed by experts and its reliability has been confirmed in order to Cronbach's alpha value for feasibility variable for occupational health and safety management system deployment is 0.986. Data were analyzed using SPSS software and Smart Pls.

The findings of the study indicate that intra-organizational and intra-organizational contextual factors and their components have a favorable status and their impact on the feasibility of establishing an Occupational Safety and Health Management System is positive and significant. Technological and temporal factors had the highest ratings with external ratings of 4.24 and 4.17, respectively, and leadership and information style factors with the average ratings of 4.38 and 4.31, respectively, they were the highest among the factors within the organization.

Considering the factors considered in the present study and considering the strengths and weaknesses of these factors can greatly clarify the path towards the establishment of occupational health and safety management system in Iranian governmental organizations.

Green human resource management (HRM) is responsible for increasing awareness and informing and establishing interaction between an organization’s staff regarding the environment and environmental factors. In addition, with the use of green policies, green HRM leads to social responsibility among the staff, in a way that they are guided toward adhering to their responsibilities to the environment. This study aimed to design and explain a green HRM model with an emphasis to social responsibilities. 

This is an applied research in terms of goal and a mixed method study (qualitative and quantitative) and descriptive-survey in terms of nature and methodology. The statistical population included two groups of experts familiarized with green HRM (with an uncertain number); they scattered across the country and were entered into the study via selective sampling to design and explain the research model as the first group. The second group included 291 headquarters staff of Shiraz University of Medical Sciences selected by simple sampling based on the Cochran’s formula. Data were collected using a structured questionnaire of green HRM based on Jabbour’s scale (2010) and the Carroll social responsibility questionnaire (1991). Moreover, in-person interviews were conducted to design the model. To analyse the data, statistical methods and tests were used in two descriptive and inferential levels such as data homogeneity test, effect size index, variance inflation index, and structural equation modelling test; SPSS and PLS software was used for this study.

In this study, there was a positive, significant relationship between green HRM and social responsibility. In addition, the value of this impact was estimated at 0.230, 0.371, 0.211, and 0.306 based on the regression coefficient in the standard state. Moreover, the evaluation of the fit indices was indicative of the relatively suitable fit for the research data and the conceptual model.

 According to the results of the study, environmental questions must be included in the recruitment interviews to assess job applicants’ knowledge level in this area. It is also suggested that the recruitment exams are better to be carried out electronically.

An organization must be looking for talents with earnestness in order to win the competition in order to increase its productivity and profitability. Therefore, in order to be able to influence on the human capital of an organization and to keep our competitive advantage, regardless of the type of industry and size of the organization, we need to have a clear and convincing strategy for implementing the compensation plan of employee services. Compensation of services is an important issue for most employees and employers and have important organizational implications. In this paper, we try to provide a suitable model based on the productivity approach for the National Iranian Gas Company in the field of material and immaterial services compensation. This research is applied in terms of its purpose and the methodology is a type of survey-descriptive researches. The statistical population of the study are all official staff of the National Iranian Gas Company, which are consists of 18832 people. Among them, 377 people were selected as the research sample by using the Cocran formula and the research period are included 2016 and 2017. A questionnaire was used to collect information about the variables and then using correlation and regression analysis, was paid to test the hypotheses. Finally, statistical results indicate that between the services compensation system and its components (material and non-material) with the dependent variable, the model of the effectiveness of the compensation system (productivity), there is a positive significant relationship.

The purpose of this study is to present a knowledge-based HRM model in the executive agencies of Sari. Questionnaire was used for data collection. The statistical population of this study is divided into two groups: experts, managers and assistants. Experts in this study consisted of 10 people including management professors and statistical community in pattern assessment process, all managers and assistants of executive agencies in Sari. 584 individuals were selected by stratified sampling method. Descriptive and inferential statistics and Spss, AMOS, KMO and T-Test were used to analyze the data. The results showed that there is a relationship between human resource management and knowledge management. There was a significant relationship between all variables of research and their dimensions and the only relationship between knowledge sharing dimension and HRM was not significant. Also, the status of human resource management and knowledge management is relatively favorable. In line with the goals of these executives, senior management support effectively enhances the level and quality of knowledge sharing through committed employees, human resource management practices, key approaches to extracting and enhancing the knowledge and expertise of staff that the organization needs. has it.

People's satisfaction from the services provided by government agencies in the executive and administrative systems in Iran is considered as one of the main indicators of efficacy in the growth and development of the system. Achieving public satisfaction with receiving services from the organization increases public confidence, which is the largest capital and support for the administrative system. The aim of this study was to assess the client satisfaction rate with the performance of physicians in the top 10 provincial centers of the forensic medicine organization in Iran.
Instruments & This descriptive research with a survey method was carried out among people referred to the top 10 provincial centers of the forensic medicine organization in Isfahan, Fars, North Khorasan, Khorasan Razavi, Kermanshah, Kerman, Gilan, East Azarbaijan, Tehran and Mazandaran provinces in 2015-2016. The subjects were selected using the simple random sampling method, and they completed the researcher-made questionnaires. 1785 questionnaires were completed. The collected data were analyzed by SPSS 22 software through the one-sample t-test.
The mean score of clients 'satisfaction with physicians' performance, informativeness, specialty and skill, commitment, courtesy and respect, space and medical and non-medical equipment of the organization were 4.25±0.62, 4.19±0.72, 4.17±0.70, 4.13±0.67, 4.27±0.73 and 4.24±0.74, respectively.
From the viewpoint of the clients, the performance of physicians in the top 10 provincial centers of the forensic medicine organization of the country is at a favorable level.

The purpose of this research is to explain and design an effective conceptual model of compensation system in line with the general policies of the administrative system. This research is considered as objective, applied and development. In terms of data collection method, hypothesis testing and conclusion, research method is descriptive, survey and correlation. The target population of this study is two groups. The first group includes the heads and assistant heads of human resources management of the National Iranian Gas Company in the amount of 30 people, and the second group includes all the official staff of the National Iranian Gas Company in the amount of 18802 people. Using the Cochran formula, 377 samples Statistics were selected. Data were collected using a questionnaire. The reliability of the questionnaires was calculated using Cronbach's alpha and their validity was determined using two content validity and construct validity. Data were analyzed using descriptive and inferential methods such as correlation coefficient test, single-variable t test, Kolmogorov-Smirnov test and exploratory and confirmatory factor analysis. Finally, based on the analysis of the native and effective system of the system Compensation in accordance with the general policies of the administrative system was fitted and presentedAlso, the results of the research show that there is a significant relationship between the compensation system and its components with the dependent variable, the model of the effectiveness of the compensation system, and also there is a significant relationship between the general policies of the administrative system and the dependent variable, the model of the effectiveness of the compensation system.

The purpose of this study was to identify the components of individual empowerment and organizational agility in Isfahan University of Medical Sciences and to examine the relationships between them.
This descriptive-correlational research was conducted based on purpose and through developmental-applied method. The present study was a combination of a library study, field study, and an expert opinion poll. The statistical population of the study consisted of 25000 employees of Isfahan University of Medical Sciences, Iran, in 2016. Sample size was determined using Cochran’s formula and 265 individuals were selected randomly. Two researcher-made questionnaires were used which were compiled based on a Likert scale and validated (Cronbach's alpha, individual ability = 0.94, and organizational agility = 0.97). Data were analyzed using AMOS and SPSS software.
Findings: The results indicated that in addition to the components of individual empowerment (sense of meaning, sense of competence, sense of autonomy, feeling of influence, feeling of trust) and organizational agility (leadership and management, culture, innovation, strategy, change and learning, organizational structure, information technology, coherence and integrity, the use of potential opportunities, shared values), components of field studies and expert's survey (idealism, sense of participation, self-control, and creativity), and multiplicity could predict each of the variables.
Individual empowerment in the current research had a positive and significant effect on organizational agility in Isfahan University of Medical Sciences.

The goal of present study is investigating connection between types of annagram personalities and motivation in Tehran Governorship. Annagram with the aim of human growth and eminence, introduces nine personality types each with their own particular interests, concerns and characteristics. The statistical population of the present study includes 250 people of Tehran Governorship employees from which 151 people were selected as sample using Cochran test. The study methodology is descriptive-measurement and data gathering was done using two questionnaires names “Hudson personality test” (with 75% reliability) and “motivation questionnaire” (researcher designed) (with 90% validity and 81% reliability). Data analysis was also carried out using statistical methods, in 2 levels of descriptive and inferential, such as average, frequency distribution, percent distribution, structural equation analysis with least square method. The results of the study indicates that peacemaker, reformer and loyalist personalities are among the most frequent personality types. Moreover, the highest need of sample people is their physiologic needs. The results obtained from structural equations also highlight that there is a meaningful relationship between Enneagram personality types and content motivation theories.

Entrepreneurship support، at all hierarchy levels، is a crucial issue for increasing performance and enhancing competition in large organizations. The main objective of this study was to investigate the relationship between staff’s emotional intelligence and organizational entrepreneurship in Kerman University of Medical Sciences. This descriptive-analytic study was performed in a cross-sectional form in 2012. A total of 285 employees of Kerman University of Medical Sciences were evaluated in regard to their emotional intelligence using Shring standard questionnaire and organizational entrepreneurship using Neghabi & Bahadori questionnaire. Data were analyzed using Spearman test and through SPSS18 software package. Among three components of organizational entrepreneurship، that is risk of entrepreneurship، pioneering and innovation، the first two components showed significant relationship with emotional intelligence. There was no significant relationship between emotional intelligence and organizational entrepreneurship based on sex، age group، job experience and educational level except for bachelor and above degrees. We might benefit from the relationship between emotional intelligence and organizational entrepreneurship for educational purposes; for example، by improving emotional intelligence، organizational entrepreneurship can be enhanced.