فهرست مطالب aflatoon amiri

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.

The purpose of the present article is to identify and examine the status of mental health and entrepreneurial organizational motivation components based on culture medicine based on the Islamic medicine.

The present research is applied and developmental in terms of purpose, and is survey in terms of method and is descriptive in terms of nature. The statistical population consists of two groups; 1) Experts familiar with the field of mental health and entrepreneurial organizational motivation based on culture (medicine), that 15 people were selected using a non-random sampling method of selective type. 2) The employees with expert and excellent organizational rank in the Ministry of Economic Affairs and Finance (7,789 people) that according to Cochran's formula, 400 people were selected as a sample by a random stratified method proportional to the class size. Identifying and screening mental health and entrepreneurial organizational motivation factors based on culture (medicine) was performed by Delphi technique. Finally, the questionnaire of mental health and entrepreneurial organizational motivation based on culture (medicine) was formed consisting of 60 questions. The content validity of the questionnaire was estimated to be 0.94.9. Cronbach's alpha coefficient was also estimated to be higher than 0.7, which indicated the confirmation of the reliability. Data analysis was performed using one-sample t-test by applying SPSS software.

Based on the final results, the mental health and entrepreneurial organizational motivation based on culture (medicine) had 6 dimensions of devotional jihadi work, spiritualistic individual entrepreneurship, benevolent interactions and working relationships, autonomous entrepreneurship, transformationalism and transcendence and pre-active innovation. Each of these dimensions has separate components that totally 20 components were collected. The results of measuring the status of mental health and entrepreneurial organizational motivation based on culture (medicine) in the Ministry of Economic Affairs and Finance and its components showed that the mean baseline was obtained 3.00 and also the P-value of Kolmogorov-Smirnov test (KS) (0.001) was smaller than the significance level (0.05) which showed that the variables are in the desired status.

This study concluded that the based on the results, applying Islamic work ethics in medical issues in organizational culture could improve performance of Iranian 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.

 Green human resource management (GHRM) is responsible for creating  awareness, information, and interaction between the employees of the organization 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 would be guided toward adhering to their responsibilities as to the environment. This study aimed to design and explain a green HRM model with an emphasis on social responsibility. 

 This is an applied research in terms of goal, and a mix method study and descriptive-survey regarding the nature and methodology. The study population included two groups of experts familiarized with green HRM, who were scattered across the country and were entered into the study by selective sampling. The views of these people have been used to design and explain the research model.The second population includes employees of Shiraz University of Medical Sciences. In total, 292 subjects were selected by simple sampling based on the Cochran’s formula and 95% confidence interval. Data were collected using  Jabour green HRM questionnaire (2010) and the Carroll social responsibility questionnaire (1991). Moreover, in-person interviews were conducted to design the model. Furthermore, data analysis was carried out in SPSS and PLS using the structural equations modelling.

The evaluation of the fit indices was indicative of the relatively suitable fit for the research data and the conceptual model. 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.

Environmental questions must be included in recruitment interviews to assess the knowledge level of job applicants in this area. It is suggested that the recruitment exams should be carried out electronically.

Accurate implementation of human resource management and the development of the organizational knowledge of individuals and its management can be useful for organizational problems in the country. Therefore, the purpose of the present article is to identify the indicators and components of human resource management based on knowledge management and ranking them in the executive organs of the city of Sari. This research was developmental in terms of purpose and based on integrated method (qualitative and quantitative), and was descriptive in terms of nature. The statistical population includes 1) 15 experts familiar with the field of human resource management, 2) 400 employees working in the executive organs of Sari. Based on the research literature, 18 indicators in human resource management topic and 8 indicators regarding knowledge management were identified and based on the Delphi technique they were provided to the experts in the field under study for evaluation. Data analysis was performed using Friedman's test, applying SPSS software. Based on the results, human resource management components were identified in 6 general categories (recruitment and selection of employees, the appointment of employees, development, and maintenance of employees, training, and improvement of employees, performance evaluation of employees, service compensation of employees) and 18 sub-components and components of knowledge management in 4 general categories (knowledge creation, knowledge sharing, knowledge application, knowledge storing) and 8 sub-components. "Appointment of employees" was also located in the first rank. Based on the results, it can be said that managers should be very careful in selecting and employing, appointing and job promotion, developing and maintaining, training and improving, developing performance and service compensation of employees because it is by paying attention to these affairs that they can minimally develop their organization, and overcome competitors in the current critical conditions.

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.

The purpose of this study was to design an effective organizational structure based on amoebic model approach at Mellat bank branches in Kerman province. The statistical population of this research consisted of 84 managers working in Kerman Mellat bank, while sampling has not been done due to the limited sample size and it was considered according to sample population. Only 71 of the 84 managers cooperated with researchers to answer questions. In order to describe and analyze the data collected through questionnaires, tables of descriptive attributes mean, standard deviation, variance and statistical charts and Radar and Box diagram, t-Student test, Binomial, Friedman, and Pearson and Spearman correlation  were used while all statistical analysis were performed by SPSS software . Data analysis showed: 1 - According to the designed Ameba model, in the surveyed organization and its tendency to integrate workforce, human relations model is the significant pattern to improve effectiveness. 2 - There is a direct strong and significant relationship between organizational structure and effectiveness, and as the results shows: Managers should adopt a structure correlating with the status and conditions of the organization. 3 - Regarding their organizational structure, the Kerman province Mellat branches, are in a structured situation. 4 - Organizational Effectiveness of these branches is in good condition. 5- There is a significant difference between the eight components of organizational effectiveness of Mellat bank branches in Kerman province.

The purpose of this study was to investigating the relationship between narcissistic managers and staff performance with mediating role of political behavior. The population consist of 174 staff. The researcher obtained the data for the study from a sample of the 119 staff of integrated tobacco of Golestan were selected. A data collection instrument is included demographic questionnaire, questionnaire of narcissistic managers, staff performance, and political behavior. Data analysis included descriptive statistics, model of structural relations with Lisrel software (version 8.5). The results of this study show the, there is a significant relationship between narcissistic managers and staff performance with mediating role of political behavior. According the results, there is relationship between narcissistic managers and political behavior.

The purpose of this study was to investigating the relationship between decision making styles of management and organizational health  with mediating role of deviant behavior of  staff . The population consist of 187 staff. The researcher obtained the data for the study from a sample of the 125 staff of ministry of transportation were selected. A data collection instrument is included demographic questionnaire, questionnaire of decision management, organizational health, and deviant behavior. Data analysis included descriptive statistics, model of structural relations with Lisrel software (version 8.5). The results of this study show the, there is a significant relationship between decision making styles of management and organizational health  with mediating role of deviant behavior of  staff. According the results, there is not relationship between decision making styles of management and organizational health.

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.