جستجوی مقالات مرتبط با کلیدواژه « human resource productivity » در نشریات گروه « مدیریت »

Human resource productivity is one of the fundamental strategies to increase the performance and survival of today's organizations. Hence, the purpose of this study was to investigate the effect of humble leadership on human resource productivity with the mediating role of psychological security at Lorestan University. In terms of purpose, the present study is an applied research which is of the causal type. The statistical population of the study was 440 employees of Lorestan University, based on Krejcie and Morgan's table, from among whom a sample of 205 people was selected by stratified random sampling.  In order to measure the variables of the research, Owens et al’s humble leadership (2013), Carmeli et al’s psychological security (2010) and Hersey and Goldsmith 's (1980) human resource productivity questionnaires have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used. Additionally, to analyze the research data, structural equation modeling and pls software have been employed. The findings demonstrated that humble leadership, when coupled with psychological security, exerts a positive influence on human resource productivity.

Human resources are one of the main assets of any organization. The employees of the organization move forward and give meaning to the goals. Therefore, the productivity of human resources is very important. Therefore, the current research is looking for the effect of soft quality management on the productivity of human resources with the mediation of the ambivalence of employees. The type of research is applied in terms of purpose and the research method is descriptive-survey. The statistical population includes all the small and medium production companies of Ardabil Industrial Town (1), which were analyzed using Cochran's formula of 56 companies as the final sample. The data collection tool is a questionnaire and includes 31 items in order to measure the variables. In this regard, the standard questionnaires of soft quality management, Zang et al. (2016), Parker's human resource productivity (2000), and Mam et al. The validity of the resulting questionnaire and its reliability were confirmed through Cronbach's alpha coefficient. In order to test the hypotheses, structural equation modeling was used. The results showed that soft quality management has a positive and significant effect on the productivity of human resources and the ambivalence of employees. Ambivalence of employees has a positive and significant effect on the productivity of human resources. Also, the mediating role of employees' two pillars in the impact of soft quality management on human resource productivity was confirmed and it was found that soft quality management has a positive and significant effect on human resource productivity both directly and indirectly.

The purpose of this research was to investigate the relationship between organizational culture and the productivity of elementary school teachers in Sarein. The research method was a correlational description. The statistical population of the research consisted of all the teachers of Sarein city (108 people). Due to the small number of people, all employees were selected as samples. Data collection was done based on two questionnaires of Robbins' organizational culture and Goldsmith's human resource productivity, whose Cronbach's alpha coefficients were 0.89 and 0.87, respectively, and their face and content validity were confirmed using experts' opinions. Data analysis was done using SPSS software. The results of the research showed: the state of organizational culture (t = 51.3) and the state of human resource productivity (t = 48.3) And Pearson's test value (r=0.893) was calculated. The findings show that the value of organizational culture is 0.51 and the productivity of human resources is 0.48 above average. Also, the findings showed that there is a positive and significant relationship between organizational culture and human resource productivity.

The purpose of this research is to design and model sustainable supply chain risk management through the agent-based approach in order to reduce risk and human resource productivity. In this research, the supply chain system is divided into sub-systems based on operations, manufacturing, sourcing and delivery, as well as based on the flow of materials, money and information. The whole system is created by entering customer demand and using Anylogic software. It runs for 18 weeks, 2 weeks of warm-up and 25 repetitions of the model. This research provides a comprehensive framework for managers and decision makers in a practical way. The agent-based approach was used to select the best scenario to reduce risk. In the current research, the field observation method was used to collect information in order to enter information in the simulation stage. After reviewing and categorizing the risks in the system, a simulation model is designed using Anylogic software to model the number of lost sales and determine the inventory level for the company. The results obtained from the examination of four scenarios indicate that the competition conditions are the main determinant of the design of the sustainable supply chain model and the procurement time in the scenarios did not lead to a change in the superior policy and only in most cases (except for the demand signal processing policy that the procurement time does not involve in decision-making) the design of the sustainable supply chain model has increased compared to the similar scenario.

considering the importance of human resources as the most important strategic resource in an organization and its role in achieving organizational goals, improving employee productivity is one of the most important concerns of managers. The purpose of this research is to prioritize the productivity indicators of human resources in line with the strategic goals of Sarmayeh Bank.

In this research, firstly, using the opinion of experts in the field of human resource productivity, the target model was compiled with the title "Comprehensive model of 5 factors of human resource productivity", and then, using a researcher-made questionnaire, the level of the indicators mentioned in the model was developed. Among the employees of the bank, the capital has been measured and finally, the network analysis method (ANP) has been used to prioritize the indicators.

The analysis of the questionnaire data showed that among the 19 examined indicators, 7 indicators of training and empowerment, job promotion, feedback, motivation, job position, superior rules and regulations, and creativity and innovation according to the employees of Sarmayeh Bank have a lower average. They were of average grade.

According to managers and experts, indicators of leadership, training and empowerment, and organizational competition had the highest priority, respectively, and job challenge indicators, physical and mental condition, and attitude had the lowest priority among the indicators. Therefore, bank managers can speed up the realization of the bank's strategic goals by strengthening the indicators that have a higher priority.

The main purpose of this research is to investigate the effect of job motivation and organizational engagement with the moderating role of employee satisfaction on human resource productivity. The approach in this research is a mixed approach; Its quantitative stage was done by analyzing quantitative data from 260 people and qualitative analysis based on the texts provided by 70 people from the statistical sample with theme analysis. The statistical population of this research was the employees of the Ministry of Cooperation, Labor and Social Welfare. The results of the research showed that the average of productivity variable is average and the average of other variables is above average. The results of the regression analysis showed a positive and significant correlation between job motivation, organizational belonging and employee satisfaction with human resource productivity, and the research hypotheses were confirmed. According to the Kruskal-Wallis test, the difference in the mean of four variables in the deputy ministries was not statistically significant, but when comparing the mean in the head departments and offices, there was a significant difference in the motivation variable. Based on the qualitative analysis, the factors of lack of motivation were classified into 6 categories. The theoretical value of this research is to determine the relationship between research variables and its practical value is to suggest corrective measures to increase employee satisfaction, job motivation and organizational engagement in order to improve their productivity.

Productivity can be studied from different dimensions such as energy efficiency, capital, manpower, equipment, etc. Productivity of human resources is one of its most important dimensions and the correct use of other resources also depends on its productivity. Identifying and describing productivity indicators in different dimensions is one of the basic steps of productivity management. This is especially important in scientific and technological organizations. In the current study, the statistical population includes managers and experts of scientific and technological organizations. In this article, the mentioned indicators, with a sample size of 350 were reviewed through a questionnaire using qualitative methods of content analysis and content analysis and confirmatory factor analysis using MAXQDA, SPSS and AMOS software. The results revealed five general indicators: "effective and efficient planning", "financial and technological factors", "motivation, commitment and teamwork spirit","competitiveness and development" and "knowledge, skills and system thinking" as the most important indicators of human resource productivity in scientific and technological organizations. The indicator of knowledge, skills and system thinking has the lowest coefficient and that of effective and efficient planning has the highest coefficient in the final model. Accordingly, to increase the productivity of their human resources, scientific and technological organizations should pay special attention to team building skills, development of decentralized decision processes, strengthening the spirit of participation along with factors such as improving the quality of equipment, technologies and financial issues.

Human resources productivity is one of the issues of interest in theory and practice, so that many organizations have put productivity improvement at the top of their programs. Therefore, the research has investigated the effect of talent management and Islamic ethics on human resources productivity with the role of organizational whistle-blowing mediation and moderating active organizational Forgetting. The present study is applied in terms of purpose and in terms of methodology, descriptive-survey is a correlation based on structural equation modeling. The statistical population of this study is the staff of the National Museum of Islamic Revolution and Holy Defense of 145 people. The sample size was estimated 106 people using Cochran formula and were selected by stratigraphic random sampling method. Data were collected using a questionnaire and analyzed by software Smart-PLS3 and SPss. management and Islamic work ethic both directly and indirectly and through the mediation of organizational whistle-blowing have an impact on human resources productivity and also active organizational Forgetting moderates the impact of Talent Management and Islamic work ethic on human resources productivity. Managers can increase the productivity of human resources in organizations by utilizing talent management and active organizational Forgetting as well as promoting Islamic work ethics and organizational whistle-blowing culture among employees.

Human resource productivity is a good criterion for evaluating the performance of organizations and determining their success in achieving their goals. The aim of this study was to monitor the impact of human resource productivity on strategic human resource plans. In terms of mixed method, this research is based on qualitative and quantitative research and is an inductive deductive research that is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the research is experts in the qualitative part and safflower drug investment staff in the quantitative part. They were selected as sample members. The data collection tools were interviews and questionnaires whose validity and reliability were confirmed using the relative content validity index, Kohan's Kappa test, content validity and Cronbach's alpha, respectively. Qualitative data were analyzed using Atlas software and coding method and quantitative data were analyzed using structural equation modeling. The results show that all human resource maps have a positive and significant effect on human resource productivity and the role of operational expert has the greatest impact on human resource productivity.

One of the most comprehensive cultural studies to date has been the Hofstede model. The main disadvantage of this study is the difference in the type of view and its foundations. Islamic culture, by mapping the path to human perfection and humanity, plays a significant role in the success and realization of the goals of societies and organizations. In this regard, considering the key role of human resources in military organizations, awareness of the size of the relationship and the impact of Islamic culture on human resource productivity is important. Therefore, in this research, the aim of the study was to examine the relationship between Islamic culture and human resource productivity in a military. From the objective point of view, the present study is applied and is also a quantitative research in terms of data collection and analysis .The variable of Islamic culture is defined in this study based on the doctrine of Islam on the dimensions of the Hofstede culture model. To collect data, a questionnaire was used to evaluate the human resources productivity of the Hersey & Gold Smith questionnaire. A questionnaire based on Islamic principles was also developed regarding the independent variable (Islamic culture). Validity of the questionnaires was confirmed by experts and research experts and their reliability was confirmed by the Crone Bach alpha coefficient. Data analysis was performed using SPSS and LISREL software. According to research findings, there is a positive and significant relationship between Islamic culture and human resource productivity in the target organization.

The present study set out to identify the human resource productivity antecedents conducting a meta- analysis.  This applied study employed a quantitative descriptive research design. The study corpus consisted of articles published in scientific journals in the field of human resource productivity within the period from 2011 to 2019, among which 48 articles were recruited through a non- random purposive sampling procedure and underwent the meta-analysis. The selected studies were analyzed using CMA2 (Comprehensive Meta-Analysis Software) software. The reliability of the selection procedure and categorization of the studies as well as the reliability of using specific concepts for coding the variables were both confirmed by the examiners. Moreover, the reliability of the significance level and effect size were obtained through the agreement in measuring the effect size by two analysts. The findings revealed that among the antecedents of human resource productivity, emotional intelligence (0.767), organizational entrepreneurship (0.761), talent management (0.728), self-discipline (0.720), job motivation (0.705), organizational health (0.691), career advancement (0.652), effective leadership (0.635), quality of work life (0.632), job autonomy (0.623), employee creativity (0.618), organizational agility (0.618), information and communication technology (0.585), organizational trust (0.581), knowledge management (0.563), social responsibility (0.548), and social capital (0.523) had high effect sizes (above 0.5), respectively.

The purpose of this study is to identify appropriate indicators for evaluating the industrial development policy-making process based on human resource value creation. In terms of nature and purpose, the present study is applied research. The statistical population in this study includes all employees of the General Directorate of Industry, Mining and Trade of Sistan and Baluchestan Province and its affiliated organizations. In order to analyze the data, to identify the dimensions and components of the research, first using extensive library studies and reviewing the texts and literature of the research, the initial dimensions of the research were identified. In order to understand the appropriate factors and components for evaluating the industrial development policy-making process, data foundation theories were designed and developed, and then a semi-structured interview was conducted to identify the dimensions of the research. Nineteen indicators with a maximum of 25% less than the index of utilitarianism of industrial development policies were identified. Different social organizations and institutions face a high volume of different issues that affect their functioning. Issues such as the environment, industrial development, social welfare, human resource development and many others that manifest themselves with conflicting goals and in a single environment.

This article seeks to identify and enumerate the important variables that make up the two key concepts of "knowledge management process capabilities" and "open innovation" in the context of management and organization literature and assess the impact of these two concepts on "human resource productivity" in knowledge-based companies in Tehran. This research is an applied one in terms of purpose. Collection of data related to theoretical issues and extraction of factors, variables and initial indicators was done through documentary method. The required field data were collected using a researcher-made questionnaire and the research variables were calculated quantitatively using the structural equation modeling method and confirmatory factor analysis. Findings indicate that the capabilities of knowledge management process and open innovation as key factors affecting the productivity of human resources including learning and growth variables as well as internal processes of knowledge-based companies in Tehran province have a positive and significant effect. The research results indicates that it is important that managers of knowledge-based organizations located in Tehran can by purposeful and intelligent management of knowledge transfer processes such as knowledge acquisition, knowledge application, knowledge conversion and knowledge institutionalization on the one hand and strengthen open innovation features such as organizational readiness, participation and recruitment capacity, on the other hand, help to increase the level of human resource productivity of knowledge-based organizations.

The purpose of this research is to design a model system for upgrade the productivity of human resources in the NIOC. This research, in terms of philosophical foundations of research in the paradigm of interpretiveness, from the perspective of purpose is part of exploratory research and the method of performing the work qualitatively; From the research strategy of data foundation theorizing with a systematic approach and by conducting semi-structured interviews, the necessary data have been collected and open, pivotal and selective coding has been done.‌ The statistical population of the study is the human resources managers of NIOC.‌ To evaluate the validity of the qualitative findings, the peer review strategy and the validation strategy were used by the members and for the reliability of the interview; the two-coder agreement method was used by calculating the percentage of agreement.‌ The research results show the extraction of 36 sub-categories and 13 main categories.

The present study was a survey description based on the applied purpose and in terms of how to collect data. The statistical population of this study was the employees of West Azerbaijan Province Gas Company that based on stratified-random sampling and using Cochranchr('39')s formula, 105 people were selected as a sample. The data needed to analyze the relationships were collected using a questionnaire based on a five-point Likert scale whose validity was confirmed using the opinions of professors and experts and its reliability was confirmed by Cronbachchr('39')s alpha coefficient. Data analysis was performed using structural equation modeling with partial least squares approach using Smart PLS software. Findings showed that a Protein career path has a significant effect on human resource productivity both directly and indirectly through the mediation of human resources Ambidexterity. The research results in the field of diverse career paths and employee productivity will have innovations and will help managers of state-owned companies to understand the importance of diverse career paths and use it to improve individual productivity.

The purpose of the current descriptive and applied survey was to examine the effect of immaculate leadership on human resource productivity with regard to the mediating role of social capital. The research population included Knowledge-Based Companies in Khorramabad out of which an available sample of 197 employees were selected using Kukran formula. The research data were collected using a standardized questionnaire the content validity and reliability of which had initially been confirmed through expert views and Cronbach's alpha. The gleaned research data were analyzed using Structural Equation Modeling with AMOS and SPSS software. The findings verified the positive and significant effect of immaculate leadership on social capital at confidence level of 0.95 and the significant increase it made in human resource productivity in Knowledge-Based companies. In addition, the analysis of indirect paths confirmed the significant role of social capital in moderating the effect of immaculate leadership on human resource productivity enhancement. The findings underscore the facilitative role of leadership skills like communication and motivation promoting skills in not only formation of communication networks among employees but also increasing profits and human resources through enhanced individual trust and reliability.

Given the role of it in the production of science and knowledge, the higher education is expected to be a pioneer in the application of up-to-date and efficient knowledge. In this regard, the subject of attention to new management methods and the subject of communication in new organizations in order to increase employee productivity is the aim of this study. In the present study, three management concepts compatible with new universities; quantum management, human resource productivity and organizational empathy have been investigated and it is intended to compare the amount of these three variables in Lorestan Universities and Lorestan Medical Science Universities. The present study is applicable in terms of purpose and has been conducted in terms of data collection method with library studies and a prefabricated questionnaire. The statistical population in this study is the staff of Lorestan Universities and Lorestan University of Medical Sciences in 1396 with 863 people, among which 265 people selected by means of the relative classifying sampling via the Krejcie & morgan table as sample, were determined relatively in each class. To compare the variables in the two universities, the data related to the research hypotheses were analyzed using the analysis of variance test. According to data analysis, there is a difference between quantum management and human resource productivity in Lorestan universities and Lorestan University of Medical Sciences, but there is no difference between the levels of organizational empathy in these two universities.

The aim of this study was to investigate the effect of succession on human resource productivity and organizational performance by considering the mediating role of job satisfaction in Pars Oil Company. This research is a descriptive correlational study in terms of the method of collecting survey-field information, nature, and method. The research tool is a researcher-made questionnaire, the validity and reliability of which have been confirmed. The statistical population of the study is 410 people, entailing  all managers, deputies and experts of Pars Oil Company. The simultaneous structural equation method was used in AMOS software to analyze the data. The results of the research model showed that succession management has a direct and indirect effect on human resource productivity and organizational performance by considering the mediating role of employee job satisfaction. In previous research, the simultaneous effects of four variables have not been studied. Meanwhile, in this regard, no research has been conducted in the Pars Oil Company.

The purpose of this study was to determine the impact of knowledge management on human resource productivity through cultural capital and social capital (Case study: Islamic Azad University, Isfahan Branch). The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical population of this study consisted of all the staff of Islamic Azad University of Isfahan with 1000 students who were selected through Cochran sampling formula 287 as sample size by stratified sampling method. (Hershey & Goldsmith (1980) and Narapitoguchal Social Capital questionnaire, 1980), and Bourdieu Cultural Capital standard questionnaire (1999). The validity of the questionnaires was assessed based on content, formal and construct validity. And after the necessary terms, the validity of the case The reliability of the questionnaires was estimated 0.90, 0.91, 0.88, and 0.89, respectively, and the data were analyzed at the inferential level including structural equation modeling. The results showed that knowledge management through cultural capital has a positive and significant effect on human resource productivity which has a coefficient of 0.25 and social capital has a significant and positive effect on human resource productivity. It is 0.66 and also the direct impact of knowledge management on human resource productivity has a positive significant coefficient of 0.88.

This applied qualitative meta-analysis study explored the relationship between intellectual capital and human resource productivity. The research population comprised 50 dissertations, thesis and articles out of which a sample of 13 was purposefully selected to be analyzed. Expert consensus was employed to verify the identification reliability of the selection, categorization of the research data and the reliability of the coding system used. The significance and effect size reliability was checked via expert agreement of two meta-analyzers on effect size calculation. The results of the met-analysis revealed that intellectual capital was correlated with human resource productivity as a moderator variable. It was also found that among the 26 effect size figures calculated, 15 were high (< 0.5), four were low (from 0.1 to 0.3) and 7 were medium (from 0.3 to 0.5). Also, the results indicated that structural and human dimensions had respectively the greatest effect size with regard to their relationship with human resource productivity.