جستجوی مقالات مرتبط با کلیدواژه « عملکرد منابع انسانی » در نشریات گروه « مدیریت »

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.

The outbreak of the Covid-19 implies significant changes in the way service organizations work, which affects the performance of human resource. This led to the emergence of new technologies that may reduce the hazards of the Covid-19. Accordingly, the current research was conducted with the aim of analyzing in the impact of work consequences of COVID-19 outbreak on the performance of employees according to the moderating role of information and communication technology. Based on the purpose, the research is of an applied type and in terms of nature and method, it is descriptive-survey. The statistical population of the research includes all the insurance employees of the social security organization branches of Kermanshah province in the number of 254 people, 153 people were selected based on the random sampling method and using the Cochran formula. Data collection tools were standard questionnaires of work consequences of COVID-19 outbreak by Narayanamurthy and Tortorella (2021), Employee performance by Villagrasa and et al (2019) and Information and Communications Technology by Mahmoodi (2013), whose validity was confirmed using the content validity method and their reliability was confirmed through Cronbach's alpha.Structural equation modeling method and SMART-PLS 3 software have been used to test research hypotheses. The research findings indicate that at the error level of 0.05, work consequences of COVID-19 outbreak has a positive and significant effect on human resources performance. In addition, at the error level of 0.05, the moderating role of information and communication technology in the impact of work consequences of COVID-19 outbreak on the performance of employees is positive and significant. Finally, based on the findings of the research and due to the effect of the spread of the Covid-19 on the performance of human resources, practical suggestions have been presented for the use of the studied organization and other organizations.

The obligation and commitment of an organization to be accountable to all its stakeholders and the increasing importance of the social responsibility of the organization has led to the fact that in addition to paying attention to their macro-organizational results, the impact of such programs and social responsibility measures of the organization at the micro-organizational level should also be noted. In the present research, an attempt was made to examine the relationship between corporate social responsibility and human resource performance (employees' behavior and attitude) with a different perspective and a more comprehensive approach to answer this question: Can employees' perception of corporate social responsibility promote positive behaviors and attitudes and reduce negative attitudes and behaviors among employees. The present research was therefore carried out with the aim of quantitatively combining the results of the research studies conducted in the field of social responsibility of the organization and the performance of human resources (employees’ behavior and attitude(. The research method used in this study is meta-analysis. After reviewing a large number of articles and research studies, using internal and external databases, 79 articles and dissertations published between 2010 and 2021 were selected. Moreover, a checklist was used in order to meet the inclusion criteria and to extract information related to each study. In order to analyze the data, CAM2 meta-analysis software was used. The results of the research showed that corporate social responsibility with a medium effect size (0/563) has a strong impact on employees’ positive behavior and attitude. Also, corporate social responsibility has a moderate (negative) effect on employees' (negative) behavior and attitude with a medium effect size (-0/319). This research provides important practical concepts. Understanding the social responsibility of the organization leads to a set of desirable attitudes and behaviors in employees and provides direct evidence for organizations and managers to engage in corporate social responsibility (CSR).

The purpose of this study is to investigate the effects of knowledge management processes on human resource management with emphasis on the mediating role of knowledge utilization. The statistical sample of this research includes all managers and employees of Razi Customs of West Azerbaijan Province in the number of 110 people. The present research is descriptive-correlational in terms of data collection method and is applied in terms of purpose. Library-field method has been used to collect relevant information in the form of a questionnaire. The presented model and the information obtained from the questionnaires were analyzed through SMART PLS software. Finally, the results show that knowledge production has a positive and significant effect on knowledge sharing and knowledge utilization and also the effect of knowledge storage on knowledge utilization is significant. Knowledge sharing also has a significant effect on knowledge utilization. Therefore, according to the results of this study, knowledge sharing and knowledge utilization leads to improved human resource performance.

In fast- paced development and competitive contemporary world of today, efficient, competent, the most experienced and skilled manpower is considered as competitive advantage of organizations. In the current era, efficient and competent manpower is the main factor of supremacy of organizations than others. With due observance to the aforementioned issue, efficient and competent manpower is considered as main factory of superiority of organization than others, for, manpower is regarded as the most important source of any organization and economic enterprise. Based on organizational and leadership theories, it is argued that organizational background is specified based on a combination of discipline, order, traction, support and confidence. In addition, efficient manpower facilitates underlying ambidexterity,details of which will cause improvement of performance of human resources.As a matter of fact, underlying ambidexterity has been defined as a capacity to attain congruousness and consistency in organizational single level simultaneously. Presenting a conceptual framework of role of underlying ambidexterity in improvement of performance of human resources of police is the main objective of the present study. In the present study, library, documentary and descriptive methods have been in order to collect information and date methodologically. Moreover, relationship between underlying ambidexterity and improvement of performance of human resources has been discussed in the present study. Then, a conceptual framework has been presented on the role of organizational context in creating underlying ambidexterity and improvement of performance of human resources of police using Heuristic method. Eventually, results and discussion have been explained.