جستجوی مقالات مرتبط با کلیدواژه « human resources » در نشریات گروه « علوم انسانی »

The purpose of this research is to provide a local model for preventing human resource corruption in the public sector of Iran. The research was carried out in terms of practical-developmental purpose and with a qualitative method of exploratory type. The data collection method was field and the data collection tool was unstructured interviews, which were conducted purposefully and until theoretical saturation. The statistical population of the research included 16 experts and data analysis was done through three methods open coding, axial coding, and selective coding using MAXQDA2020 software. The results of the interviews include 85 open codes, 11 central codes, and 5 selective codes. Then, CVR, CVI, and retest reliability were used to determine the validity and reliability of the model's categories and components. According to the results of the findings, the factors of the organizational control layer include 2 categories (ethical-educational dimension, cultural-supportive dimension), the self-control layer includes 2 categories (internalization of social and value norms, internalization of society culture), the layer of control and monitoring mechanisms includes 3 categories (mechanism general, legal mechanism, administrative mechanism), the layer of practical measures including 2 categories (organizational dimension, legal dimension) and the layer of reforms including 2 categories (organizational engineering, educational engineering) were identified. According to the findings, it can be said that the current proposed local model can be important in preventing corruption in the public sector of Iran because they have been obtained according to the structure and culture of the country.

In recent decades, empowering employees in organizations is one of the useful tools to promote organizational excellence and effectiveness. In fact, the empowerment of human resources is the most valuable capital of any organization and the most important sustainable competitive advantage of organizations.

In order to analyze the contexts and bottlenecks of the empowerment of Faraja employees, a qualitative method with grounded theory technique was used. For this purpose, semi-structured interviews were conducted with police officers of Ardabil province to collect research data, and the data were coded with Maxquda software.

In open coding, 229 events were identified, and in the axial coding stage, at a more abstract level, similar cases were integrated according to their similarity in content and organized around 25 subcategories and five major categories. The elements of the paradigm model of empowering Faraja employees are: Causal conditions (management style, interaction style, perceived structural obstruction), contexts (work experiences, position and service category), intervening conditions (ritualism, militaristic structure, difficulty in accessing information, lack of manpower, lack of facilities and equipment), measures and strategies (authoritarian organizational atmosphere, information sharing, perceived support, discretionary fire of employees, participation), consequences (feeling of meaning, feeling of competence, feeling of effectiveness, feeling of existential security) .

Based on the research findings, the empowerment of Faraja employees leads to the self-efficacy of individuals and the excellence of the organization.

The purpose of this research is to study the strategic axes of wisdom-based management in the human resources department of government organizations. This research is applied-descriptive and its statistical population includes managers, deputies, heads of departments and officials of government organizations. The research tools are interviews and questionnaires made by the researcher. In order to analyze quantitative data, structural equation model (SEM) was used with Lisrel software and MAXQDA software was used for qualitative data. The results showed that the strategic axes surrounding the wisdom of government organizations include institutions, platforms and collective wisdom. Internal strategic axes include wise assumptions, wise behavior, wise decision-making, wise management, wise strategy and wise citizen, and the consequences of wisdom-based external and internal strategies include wise manpower provision, wise performance management and wise relationships. In this research, the positive effect of the main structure of the surrounding strategic axes on the main structures of the internal strategic axes of Hekmat-Banyan and the consequences of the external and internal strategies of Hekmat-Banyan have been proven.

Risk management is the process of identifying, analyzing and accepting uncertainty in important economic decisions. Usually, risk management occurs when economic managers analyze the possibility of losses and risks of a macroeconomic issue and try to take appropriate measures according to the goals of the organization and the ability to bear risks. Also, risk can be measured both in absolute and relative terms. A complete and correct understanding of different types of risk can help senior economic managers to evaluate opportunities and costs related to the organization's approaches. In fact, human resource risk management by determining, analyzing and applying the necessary measures is known as a valid guarantee for the sustainable and continuous growth of the organization. Identifying, analyzing, measuring human resource risks and adopting strategies to face risks are the main stages of the human resources risk management process. The aim of this study is to prioritize the risks of human resources of the country's tax affairs organization according to the selected criteria so that the organization has the necessary preparation to manage and face each of these risks.

This study is developmental-applicative because it aims to prioritize the risks of human resources in the country's tax affairs organization, and this can be effective in understanding the nature and effects of these risks and their effective management, and in addition, it will expand the literature. In terms of the approach, according to the nature of the data and the use of numbers and figures, it is quantitative research, and from the point of view of the location of the research, it is a library and field research, and interviews and questionnaires have been used as data collection tools. The research has three stages, which are:- The first stage of identifying human resources risks, The second step is determining the criteria and criteria for ranking human resources risks.The third step is the analysis and evaluation of the organization's human resources risks.

The risk of identifying and registering taxpayers with a similarity index of 0.58 is the first priority of the organization that should be taken into account, the statistics published by the authorities of the Tax Affairs Organization regarding tax evasion show this risk. The risk of the passive nature of the human resource deputy with a similarity index of 0.57 is the second priority of the organization, despite the fact that many human resource management processes including recruitment, development, evaluation, etc. are directly related to the organization's resource development deputy, but the management and resource development deputy plays the least role in It has its own field of work, which is certainly one of the important reasons for the politicization of human resource strategies and the political approach of public administration. The third priority of the organization is the risk of tax recognition and certainty with a similarity index of 0.55, which refers to unrealistic tax recognition and certainty, the risk of non-alignment of managers' goals with the goals of the organization with a similarity index of 0.54, the fourth priority of the organization and the risk of not having technical skills with a similarity index of 0.53, the fifth risk in There is a tax agency.

Human resources, while having an important and essential role in realizing the organizational goals of organizations, can also be a source of dangers and risks. Human resource risks are one of the most important organizational risks. The management of these risks in organizations that have more human resources and have a lot of freedom of action and authority and whose activities are complex and have a wide thematic and geographical scope of activity is necessary and doubly important, because identifying, analyzing and measuring the risks of human resources and In addition to strengthening and facilitating the realization of organizational goals, making policies to deal with them also increases the efficiency of human resources.

Employees and their performance, play an essential role in the success of any organization, and employee performance management is one of the most important issues in organization management. In this regard, one of the organizational concerns is sustainability of human resources and the factors affecting it. Therefore, the current research was conducted through the combination of previous research with the aim of presenting a all-inclusive image of the factors affecting sustainable human resources. This research has an applied purpose and meta synthesis method has been used in it. The researchers have done a detailed and in-depth investigation on the subject with the meta synthesis method and have combined the results of the past researches which are qualitative. Accordingly, after searching the databases, in the time range of 2016 to 2023 for domestic research and 2000 to 2023 for foreign research, 147 related studies were evaluated and finally, after reviewing 56 articles, they were selected. Using the seven-step model of Sandusky and Barroso, the findings of 56 previous studies related to the research objectives were reviewed, aggregated, combined and interpreted. Using the coding method, the number of 155 codes, 21 components and 5 concepts (social factors, environmental factors, economic factors, organizational factors and welfare factors) were identified and the pattern of factors affecting sustainable human resources was presented and drawn

The purpose of this research was to explain the challenges of advancing human resources management in the public education system of Iraq through the combination of qualitative and quantitative methods. The statistical population in the qualitative part was 12 Iraqi education experts, in the quantitative part the statistical population was 140 people according to the subject of the research and considering the expertise in the educational system and the experience of managerial activity in educational centers. The statistical sample in the qualitative part was selected in a targeted manner and 12 people were selected in the interview process and in the quantitative part, 100 people participated as a sample and in a simple random manner using the Morgan table. The data collection tool included an interview and a researcher-made questionnaire related to the challenges of advancing human resource management in the Iraqi education system. was approved. Exploratory and confirmatory factor analysis was used to analyze the data. The results of the research in the qualitative part showed that the challenges in the field of human resources management are in the four areas of attracting and providing, training and promoting, maintaining and using human resources in the educational system, taking into account the internal and external environment, as well as the results of the research interview. Also, the quantitative analysis of the research showed the existence of a set of factors as the challenges of advancing the human resources management of the Iraqi education system.

The present research was conducted with the aim of presenting the model of spiritualization of human resources in Astan Quds Razavi, emphasizing on controlling and preventive factors. In terms of research approach, qualitative method has been used. This research used the metacombination method based on Sandelowski's steps. The statistical population of the research, all written documents related to organizational spirituality, including 43 articles and works, were selected and analyzed based on valid criteria among 90 articles and works. By applying the seven stages of metacomposition, a conceptual model was obtained in six conceptual layers, categories and codes. Concepts and topics were included in each of the layers, and finally 28 components were identified. For qualitative validation, Shannon's entropy method and CASP criteria were used, and finally the results of the research led to the identification of dimensions in six basic dimensions, which specifically, the main dimensions affecting the spiritualization of human resources in the Astan Quds Razavi organization include "guidance and management", "Structural", "Individual", "Culturalization", "Management" and "Deterrence" were presented. The conceptual model obtained from Sandelowski's stages of metacomposition can be used as a basis for future researches in the direction of guidance, management and behavior of employees in order to provide executive strategies and policies for officials and decision makers in the organization of Astan Quds Razavi. To be placed in the direction of guiding, guiding, monitoring and controlling the spirituality of human resources.

Considering that in today's era, digital transformation helps organizations to adapt to the demands of customers and achieve goals such as increasing efficiency, increasing customer value, and risk management. The purpose of this research was to provide a digital transformation model of human resource management in Iran's government organizations.

According to the purpose, the research method was applied-developmental and according to the research method, it was descriptive-survey. The current research was conducted with a qualitative approach and using the grounded theory method. The tool for collecting data in  the present study was a semi-structured interview method with 6 questions, which was prepared by studying the subject literature under the supervision of supervisors and advisors and was used in the interviews. Research data has been collected from experts using open face to face interviews or by phone. The number of participants in the current research was 10.

The results of data analysis showed organizational, social and collaborative factors as causal conditions; managerial and technical factors as background factors; Economic and organizational factors are influential as intervening factors in accepting and implementing the digital transformation of human resources in Iranian government organizations, which means that Iranian organizations must provide conditions to be able to use the digitalization of human resources management. Also, the strategic factor was identified as employment strategies, and the job factor was identified as a central category, that is, as the most central factor that should be prepared and provided in order to facilitate the use of digitalization of human resources management.

Digitization of human resource management has consequences that include occupational, organizational and behavioral consequences. It is suggested that managers of government organizations pay special attention to this model for the digital transformation of human resources management.

Nowadays, due to the population’s growth and the expansion of science and new technologies, various businesses have been created in society. These businesses need to pay special attention to human resources in order to have good productivity and not be weak in front of their competitors. This research aims to design a model to determine the factors affecting the emergance of human resource black holes using a fuzzy cognitive map (FCM). The statistical population of this research includes experts familiar with the subject at Lorestan University and Azad University, Lorestan branch whose sample members were selected using the snowball sampling method based on the principle of theoretical saturation. The data collection instrument consisted of the interviews in the qualitative part, whose validity was confirwmed using content validity, and their reliability was calculated using intra-coder inter-coder reliability with a coefficient of 78. The data collection instrument is the quantitative part included a questionnaire, whose validity and reliability were confirmed by content validity and test- retest reliability, whose coefficient was found to be 84. In this research, the content analysis and coding methods were used in the qualitative part and the FCM was used in the quantitative part to analyze the data. The findings in the qualitative part included identifying factors affecting the emergeance of human resource black holes, and the findings of the quantitative part included the ranking of these factors based on the degree of importance. The results of the research showed that a preference for engagement over expertise with the highest capacity for influence and consequently the highest degree of centrality was identified as the most important factor influencing the emergence of human resource black holes. Following this, the supervisors' inattention to the organization's problems and events, lack of proper performance evaluation system, individualism, and managers' inefficiency were identified as other important factors affecting the emergence of human resources black holes.

This research was conducted to design a human resource management model for the Iranian Bodybuilding and Fitness Federation in the digital age.

The methodology employed was qualitative with a thematic analysis approach. Participants included experienced sports management professors with relevant educational and research backgrounds and experienced managers and experts from the Bodybuilding and Fitness Federation. Based on theoretical saturation criteria and using purposeful sampling, 14 interviews were conducted. The main research tool was semi-structured exploratory interviews. Feedback was provided to participants, and non-influential narratives were sought to enhance internal validity. Additionally, intra-subject agreement was confirmed.

According to the findings, three prominent and influential indices of the human resource management of the Bodybuilding and Physical Fitness Federation in the digital age include digital culture, digital communications, and managerial processes. The findings indicate that digital culture encompasses technology acceptance, information protection, process advancement, promotion of participatory culture, work flexibility, data analysis capabilities enhancement, and training and awareness. The digital communications index includes components such as network structure, human resource management systems, quality of social media, video conferencing, and online training. Additionally, managerial processes include components such as evaluation systems, monitoring systems, reward and incentive systems, and recruitment and hiring systems.

Based on the findings, human resources personnel should be fully acquainted with digital indices in the modern era. Utilizing online training to enhance the skills of managerial staff and coaches of the Iranian Bodybuilding and Physical Fitness Federation and establishing an internal network for better communication and coordination among federation members can effectively improve human resource management and organizational performance.

The purpose of this study was to identify the strategic capabilities of effective human resources in the Cycling Federation of the Islamic Republic of Iran. The current research method was descriptive-survey and applied. The statistical population of the research was made up of all the members of the board of directors, the heads of the provincial boards and the heads of the committees of the cycling federation. Izar research has developed a researcher's questionnaire, in order to identify the factors, interviews were first conducted with the relevant experts, and after reaching theoretical saturation, the factors were identified and the factors were measured with items, and a 5-point Likert scale was used. After its construction, its formal and content validity was confirmed by 10 specialists, and factor analysis was used for its structural validity. Its internal reliability was done using Cronbach's alpha and with 30 preliminary subjects. To determine the validity or reliability of the content validity measurement tool, it was measured and confirmed using the opinions of 10 sports management professors. In order to analyze the collected data, Bartlett's test and KMO exploratory and confirmatory factor analysis were used with the help of spss 22 software. The findings showed that the results of the exploratory factor analysis showed that the 35 indicators obtained in this research can be summarized on 4 general structural, policy-making, cultural and environmental factors. Therefore, according to the results, it is necessary to pay attention to the organizational structure and basic policies in order to institutionalize effective resources in the cycling federation, and finally, it is suggested to explain the philosophy of strategic development and employees in human resource planning through meetings and seminars. The cycling federation should be involved.

The current research was conducted to investigate the effect of organizational health on the professional ethics of employees with the mediating role of strategic human resources management.

The descriptive research method was a correlation type with structural equation modeling, and the statistical population included all the employees of the General Directorate of Sports and Youth of Kermanshah province, a total of 238 people. For the necessary sample size, 149 people were selected by simple random sampling using the table of Karjesi and Morgan (1970). The data collection tools were the standard organizational health questionnaires of Hui et al. (1996), Cadozier's professional ethics (2002), and the strategic management of human resources by Chang and Hong (2005). All questionnaires' face and content validity were checked and confirmed with the opinion of supervisors and advisors, considering their standardization and widespread use in many studies, and their reliability was obtained using Cronbach's alpha coefficient above 0.70. Data analysis tools were the Pearson correlation coefficient, structural equation model, and path analysis using SPSS and AMOS software.

The findings showed that in the research sample, organizational health is directly affected by the professional ethics of employees. Also, findings about the effect of strategic management of human resources on professional ethics prove that strategic management of human resources is a significant predictor for the professional ethics of employees. In addition, the results showed that all the correlation coefficients and path coefficients were statistically significant, and organizational health's effect on employees' professional ethics through strategic management of human resources is positive and significant.

Because the General Administration of Sports and Youth play a vital role in developing sports in the country, it needs more attention to professional ethics and its establishment factors, including strategic management of human resources and organizational health. Suppose this organization wants to benefit from growth. In that case, it must have employees and managers who pay special attention to its members' professional ethics, human resources, and organizational health.

The purpose of this study is to investigating the role of human resources in the Iran national under-23 football team’s failure to qualify for the Olympic Games. This research is qualitative-quantitative and it is an applied study that has been done in the field. The statistical population in the qualitative part were football and sport management experts. The statistical population in the quantitative section were formed by 150 current coaches, supervisors and managers of national football teams, and Iranian premier league teams in the adult and under-23 categories, as well as former coaches and supervisors of national teams in the adult and under-23 categories. The sampling method in the qualitative part was in the form of snowball until theoretical saturation was achieved. In the quantitative part, Convenience sampling method was used. The number of statistical samples was determined 108 people based on Morgan table. Semi-structured interviews and a researcher-made questionnaire were used to collect research information. In order to analyze data, descriptive statistics methods and Bartlett's Test of Sphericity, Kaiser-Meyer-Olkin Measure of Sampling Adequacy (KMO), exploratory and confirmatory factor analysis and Friedman test were used. The results indicate that 23 cases in the form of 3 components including managers, coaches and staff, and players are involved in the failure of the Iran national under-23 football team to qualify for the Olympic games. It is recommended that the responsible organizations make the necessary efforts to remove the existing obstacles.

The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitative type and the purpose of the research is developmental. The community of experts is the senior managers of the 124 districts and human resources of Tehran municipality, who have conducted a semi-structured interview with twelve of them using a purposeful sampling method and in the form of a snowball until the theoretical saturation limit is reached. Twelve sub-themes, four organized themes and two overarching themes have been formed by the theme analysis method at the individual level. At the group level, thirteen sub-themes are organized in five theme categories and defined in two overarching theme categories. At the organizational level, forty-nine sub themes have emerged in eighteen themes, organized in the framework of six overarching themes. This article theorizes the phenomenon of human resource management based on individual differences and the fit of the individual with the organization. According to this theory, the management of human resource performance is different for different people in the same organization. This method seeks to attract, develop and maintain better human resources and provides high flexibility between human resources and the organization, which in general provides better performance of human resources at three levels. This theory is based on the theory of individual differences and the fit of the individual with the organization. The presented model offers better flexibility and performance than previous models.

Human capital is the most important and valuable capital of any society. In this regard, the use of knowledge by organizational individuals, in addition to the development of human resources, will lead to the comprehensive promotion of organizations, especially the police organization. An important part of human resource knowledge development is related to human resource training. Therefore, the main purpose of this study was qualitative modeling of human resource knowledge development based on modern education (teaching and learning).

The present study was applied in terms of purpose and was performed by qualitative method. Research participants included police university professors with at least 5 years of teaching experience. Purposeful sampling continued until the stage of theoretical saturation of 15 people. Data were collected using semi-structured interviews. The obtained data were analyzed by thematic analysis method and their main and secondary themes were extracted. The validity and reliability of the study was also confirmed based on the opinion of Guba and Lincoln.

The findings showed that in order to improve the knowledge of police human resources based on modern learning and teaching, it is sometimes necessary to change the current patterns, including learning patterns; Teaching; Instructions, policies, etc.

The model obtained by qualitative method showed that the development of police human resource knowledge has two dimensions of management and process and seventeen components. These components include: executive scheduling, condition building, focus group, emphasis on learning processes, concept building, holism, modeling, etc.

This study was conducted with the aim of providing a value creation model of human resources in the National Gas Company of Iran. The research method was mixed (qualitative-quantitative). The target population of the research was the experts who were aware of the research topic, and according to the purposeful selection, 14 people were identified as the research sample. The data collection tools were in-depth interviews and researcher-made questionnaires, qualitative data to identify value-creating indicators of human resources with thematic analysis method based on the Brown and Clark model. Quantitative data was analyzed using Dimetal technique and Maxqda10 and Excel2016 software were used for this purpose. After analyzing the data, 94 primary concepts were categorized into 18 sub-themes and 9 main ones affecting the value creation of human resources. The results showed that the motivation index has the greatest impact on other indices, while the organizational development index has the lowest value, which is strongly influenced by other indices of the model. Also, attitude change index has the most interactions with other indices and is placed in the center of the model. According to the findings, strategic planning and attention to the motivation and communication network of the employees under the support management in Iran National Gas Company is very important in the direction of value creation of human resources and should be taken into the attention of the managers.

In this research, the comparative study of Gamification skills with the competencies of the managers' Assessment Center is discussed. This research is practical in terms of purpose and in terms of method it is a kind of mixed research(qualitative-quantitative). To accomplish a comparative study, a component-oriented method was used, in which the competency of Government Managers in 1657363 instructions of Administrative and Employer Organizations was evaluated with the competencies of Lumosity Gamification tools. To collect data, interview tools, and semi-structured questionnaires were used. The statistical population includes 5 experts and evaluators, 10 managers of evaluation centers, and 10 evaluatees. The Delphi method was used to analyze the qualitative data, and the quantitative analyses were accomplished by the Pearson correlation test. The results show that the Lumocity application covers 9 of the 12 competencies identified.The speed of decision making skills, analytical thinking, and team building skills; memory skills, problem solving skills, and analytical thinking; the skill of paying attention to the competencies of convergent thinking, planning and coordination skills, and systematic thinking; problem solving skills, analytical thinking, and problem solving skills; The skill of flexibility including the skills of team building and flexibility and the last skill introduced in the Lumocity application, which is the mathematical skill of problem solving, monitoring and control skills.