فهرست مطالب reza ehsani

Today, maintaining human resources is the main problem of organizations. In addition, the role and importance of human resources in the development of the organization has led to intense competition to attract talented and competent people between organizations (6). For an organization, hiring people for the job is essential, but retaining employees is more important than hiring. Retaining qualified employees leads to better services and higher productivity, which in turn leads to customer satisfaction, facilitates management succession and improves organizational learning (8).It seems that except for external factors; Employees' psychological characteristics also play a role in maintaining human capital. For example, research has shown that employee involvement in decision making is one of the variables affecting job satisfaction that will lead to employee retention in the organization. The effect that competent employees can have on the performance of other employees is also one of the points that have been considered in this study (9).According to the above and the importance of psychological dimensions in organizations on the one hand and the role of these dimensions to motivate and thus optimally use all the potential of employees on the other hand, so unfortunately by reviewing research conducted inside and outside the research country. It was not found to study the role of psychological dimensions in keeping people in jobs. Also, there is no general consensus on the role and influence of different psychological factors and different researchers have stated different priorities. Therefore, the researcher seeks to answer the question, what are the psychological dimensions in maintaining manpower in jobs?

The present study is a correlational research (exploratory analysis) and applied in terms of purpose. The statistical population of the present study consisted of managers, heads and deputies of Alborz Insurance Company branches (210 people) who were selected as a sample based on Morgan table and available sampling method of 130 people. Then, a researcher-made questionnaire on the psychological dimensions of retention, which was compiled in 26 items and designed and compiled with a 5-value Likert continuum, and formal validity and content were confirmed, was distributed and collected among the sample. Finally, heuristic factor analysis in SPSS software was used to identify the dimensions of maintenance. Confirmatory factor analysis in LISREL software was used to confirm the exploratory model.

Based on the exploratory factor analysis, the value of the camouflage statistic is equal to 0.80, which is higher than the criterion of at least 0.5; Therefore, the sample size is excellent for factor analysis. Also, Bartlett test showed that the correlation between the variables is significantly different from zero.The results of exploratory analysis in Table 1 show that the factors are mental health, self-efficacy, motivation, social support, competence and autonomy, respectively, as psychological dimensions in keeping people in jobs. Finally, it was found that most of the indicators are acceptable and therefore, confirmatory factor analysis supported the optimal fit of the proposed model.

In the business world, human resource management is a very important factor in the success of any organization. In addition, the challenge for many organizations is to maintain their human resources, which can be a competitive advantage for the organization (14). The results of the present study showed that mental health, self-efficacy, motivation, social support, competence and autonomy are important psychological dimensions in maintaining individuals. Motivation is the heart of organizational behavior. Motivated employees are valuable drivers for the success of organizations or businesses. The results of this study are consistent with the results of Trimble et al. (2009) (15). Psychological health and well-being of employees are very important for a positive work environment (16). When a person's job creates pleasant feelings, positive attitudes and favorable mental states in him. This increases a person's sense of job passion. Therefore, it will have desirable personal, professional and organizational consequences, one of which is not wanting to leave the job.People with high self-efficacy tend to have challenging goals and look for ways to engage in activities related to those goals. Cognitive-social theory is based on a three-dimensional causal pattern of behavior, environment, and individual. According to this view, psychological functions determine the performance, behavior and environment of individuals (20). In fact, it can be said that self-efficacy is the main basis of human motivation and personal success. It seems that one's beliefs about one's abilities can help keep them in the workplace, as self-efficacy changes with new learning and experiences (21).Another important factor is social support. According to Blau's theory of social exchange (1964), they have a perception of 30 percent of the weight, of which they are at the same time.

Nowadays, the human capital is considered as one of the most important resources of any organization, and the maintenance of the talented employees has turned into one of the biggest challenges for the human resource management in today’s competitive era. The purpose of this study was to design a model for the maintenance of human capital based on the employer brand. This study was an applied research project in terms of purpose and a survey in terms of data collection method. The factors effective on the human capital maintenance were extracted based on a review of the related literature and an inspection of the related resources. Then, the effective variables were screened and confirmed by a group of experts using Delphi method. The expert group was comprised of 10 university professors and organizational clerks and managers who were selected using convenience sampling. After the confirmation of the factors, the interpretive structural modeling was applied to design the model and the MICMAC analysis was implemented to analyze it. It seems that the adoption of this design has brought about – for the first time – the determination of the effectiveness and affectedness of various factors related to the role of employer brand in the maintenance of human capital. The application of this method led to the classification of the 14 factors effective on the maintenance of human capital into five categories. The findings demonstrated that factors such as organizational culture, organizational trust, core values, and flexible work conditions have the highest effect on the other variables, and the whole system changes when they change.

Law is one of the most fundamental propositions of the modern science and system of rights. Even though this concept is self-evident, it has acquired many different meanings in the various schools of thought contained in the philosophy of rights. Aside from its historical nature, the transformation of the concept of law in the tradition of the positivistic school of thought in the west only has meaning in a total network of concepts, axioms, values and structures. From this point of view, in understanding the fundamental propositions of the humanities, by using an analytical method that proposes a tripartite structure of ‘apparent, hidden and hidden in the hidden’, it is possible to arrive at a more comprehensive understanding of the concept of law in the positivistic legal school of thought. This methodology is not only innovative it also clarifies the profound relation between rights, politics and philosophy based upon consumer-like essence of the science of rights. The result of such a method will be the understanding of law as a historical concept that is founded on specific philosophical foundations, not law as a vessel that has the ability to accept any and everything. Since law is the center of the modern system of rights, the proper understanding of the concept of law is necessary for the understanding of the modern system of rights. It is only then that we can accept or reject it.

Observance and protection of civil rights along with human rights is one of the most important duties of the government, which is specified in paragraphs (7), (8), (12) and (14) of Article 3 of the Constitution. These duties are distributed among the three powers according to the powers of each, but in the meantime the President, according to the oath mentioned in Article (121) of the Constitution and declares that "the freedom and dignity of persons and rights that the law "It is well-known for the nation to support me." One of the legal tools for identifying and establishing citizenship rights is to include the provisions of citizenship rights in legal documents. The issuance of the Charter of Citizenship Rights in December 2016 by the President of the Republic in the Eleventh Government provoked discussions on the competence of the executive branch and the position of the President in the field of formulating and communicating citizenship rights in legal circles. Apart from examining the "nature" of the provisions of the Charter of Citizenship, the present article seeks to answer the question by descriptive-analytical method, taking into account Articles (58), (156) and (158) that "the competent authority "From the perspective of the constitution and the principles of public law, what is the institution for drafting the Charter of Citizenship Rights?" After stating and assessing the reasons of each of the parties to this legal dispute, at the end, suggestions in this regard are presented.

The law is the main center of modern legal system. Iranians were acquainted with the law in constitutional era. Entering this concept in iran created different views. The ideas created range of views, which For his part cause actual events in the Constitutional Revolution and the writing of the constitution. In fact, this views about modernity. This opinions effected on writing Qajar constitution . This developer comments are divided into three categories: progressive, eclectic and against modernity. The first group wanted western law, the second group also wanted western law and islamic jurisprudence and the third group opposed to Western law and only wanted Islamic law. Understanding the law leads to a deeper knowledge of the identity of the Iranian legal system. Also, any talk about rule of law and legislation after reaching a clear idea of the law will occur. This research was performed with descriptive and historical approach.