نشریه مدیریت منابع انسانی پایدار
پیاپی 3 (پاییز و زمستان 1399)

The purpose of this study was to investigate the effect of using social networking dimensions on employees' job performance with emphasis on the mediating role of social capital. The research method is descriptive-survey and correlational and in terms of purpose. The statistical population of this study is staff of private banks in Kermanshah which 327 personel were selected by stratified random sampling method through Cochran formula.The data collection tool was a standard questionnaire and the data were analyzed using Amos structural equation modeling software. The results showed that dimensions of social network use such as social network use, enjoyment use, and cognitive use had a positive and significant effect on social capital. In addition, social capital has a positive and significant effect on performance improvement (job innovation and job burnout reduction). Bank managers are advised to provide the basis for the application and development of the use of social networks in the organization between employees and with customers and other stakeholders that interactions and cooperation between individuals will increase and the performance of organizations and employees will improve

The present research is applied in terms of purpose and descriptive-survey method. Due to the research gap in the field of identifying talented people in previous researches, the present study has been compiled with the aim of identifying talented faculty members. For this purpose, two variables of Performance (Educational and Research) and Potential (Ability,& Aspirations and Engagement) of faculty members have been used. The statistical population of the present study is 350 faculty members of Mazandaran University who have been selected as a sample using purposive sampling method of 110 faculty members. Data related to educational performance have been prepared in cooperation with the Office of Supervision of Evaluation and Supervision, Quality Assurance and data related to research performance in cooperation with the Vice Chancellor for Research. To evaluate the ability of faculty members, the evaluation form of the CEB model(2005) and also to evaluate job aspirations and job engagement, two standard questionnaires, Nadi et al (2010) and Shuffle et al(2006) were used, respectively. The content validity of the questionnaires by experts and the reliability of the questionnaire is job aspirations (81.8) and job interaction(91.9). After initial clustering on the data, a fuzzy inference system with two inputs (performance and potential) and one output (Talent) is defined at five levels. The results show that most of the faculty members are 42.72% in the "intermediate" section. Also, 11.82% were in the "very low" section, 16.37% in the "low" section, 25.45% in the "high" section and 3.64% in the "very high" section

The purpose of current study was to investigate the effect of Psychological Empowerment on Employee’s career success: Explaining the mediating role of Perceived organizational support. organization The population consists employees’ of central departement of Amozesh fani & herfei in Tehran. Out of 222 Employees has been selected selected as a sample of research .Tools used in this study were Included subjective career success questionnaire (career satisfaction) greerhause (1990), perceived organizational support questionnaire, Eisenberger;et al(1986)and Spreitzer(1995), Whetten and Cameron(2011) Psychological Empowerment questionnaire. The reliability of the questionnaire that calculated by using Cronbach's alpha with SPSS19 software , was 0/93 % . Using structural equation modeling to test the hypothesis by using LISREL8/5 software.Finally, the results showed that psychological empowerment , has a direct impact on Employee’s career success ( path coefficient 0/76 ) and Perceived organizational support, has a direct impact on Employee’s career success( path coefficient 0/54 ). On the other hand Psychological empowerment by perceived organizational support has a direct impact on Employee’s career success( path coefficient 0/12). The Friedman test shows that Factors associated with Psychological empowerment have not same rating level of feeling competency and Feeling confident is the lowest rating.

The main purpose of this study is to investigate the relationship between the dimensions of reward and knowledge sharing according to the role of employees' emotional commitment and perceived cost and relationship among reward and knowledge sharing with team performance in the General Department of Taxation of Guilan Province. The research method is descriptive and its purpose is practical. The method of collecting field data and its tools is a questionnaire. In the present study, the statistical population of the study is the staff of the Tax Affairs Organization in Gilan province with 1040 people, of which 296 people were selected as the statistical sample using simple random sampling method. Finally, the questionnaires were collected and the data were analyzed using SPSS 22 and smart pls 2 software. By analyzing the data, it was found that at the level of 95%, external and internal rewards have a significant relationship with emotional commitment. Emotional commitment mediates the relationship between external and internal reward and knowledge sharing, and the perceived organizational cost moderates the relationship between emotional commitment and knowledge sharing. It was also found that there is a significant relationship between external reward and internal reward with team performance. Knowledge sharing also has a significant relationship with team performance.

The purpose of this study is to Identifying, framework and prioritizing the factors affecting Job rotation in the branches of Export Development Bank The present study is considered as an applied research in terms of purpose. In terms of the nature of the data, it is quantitative . In terms of logic, induction and time horizon is cross-sectional and has been done in real and non-laboratory environment. the method used is descriptive. The statistical population included the first group of experts who reached a consensus with 12 opinions using available judgment sampling method and saturation rule. The second group is branch employees who estimated an estimated 270 samples using Morgan table and were selected by non-random sampling method. The best-worst fuzzy questionnaire and a researcher-made questionnaire were used to collect data. Lingo software and Pearson test were used to analyze the data using SPSS software.The final factors in order of rank and priority are: interest in increasing job skills, career advancement, family companionship, legal coercion for managers, climatic conditions of the regions, responsibilities before and during relocation, being married, having a strong relationship with officials, problems Family, the organization's need for manpower, the degree of deprivation of the place of employment, change of unfavorable working conditions, satisfaction with the behavior and management of the branch, type of specialization, facilities of the place of work. The results of Pearson test show that there is a significant relationship between final factors and job turnover.

Interest in coaching is growing among organizations. This has been proven by a large number of company leaders and managers at various coaching events. Despite this growing interest, coaching is not yet widespread and the concept of coaching is not fully understood. The aim of this study was to investigate the mediating role of job motivation in the relationship between coaching competencies and organizational commitment: Evidence from a private bank. The present study is descriptive-correlational in terms of applied purpose and in terms of data collection method. The statistical population of this study is the employees of one of the private banks in 1999. 250 people were selected by simple random sampling. 230 healthy questionnaires were used for analysis. The data collection tool was a standard questionnaire. In order to evaluate the validity and reliability of the measurement tools, the content validity and the results of the measurement model were cited and the validity and reliability results of the questionnaires were confirmed. Structural equation modeling using Smart PLS 3 software was used to analyze the data. The results of the hypothesis test showed that job motivation has a mediating role in the relationship between coaching competence and organizational commitment. Coaching competence affects organizational commitment. Job enthusiasm affects organizational commitment.

Nowadays, environmentalism is a new paradigm for improving the organizations performance. Aligning green human resource management activities as the main organizational asset with the environmental organizations practices is essential. The main purpose of this study was to investigate the effect of green human resource management components and the organization's environmental practices on the sustainable performance in downstream petrochemical industries. Based on the main purpose, the present study is among the applied researches and from the view point of data collection method, it is descriptive-survey and correlational. The statistical population this study includes downstream petrochemical industries located in Bushehr province that 72 of them were selected as sample members by simple random sampling method. In this study, the necessary data were collected through a researcher-made questionnaire whose validity was confirmed by content validity and its reliability was confirmed by Cronbach's alpha. Data analysis was performed by structural equation modeling with partial least squares approach. Findings showed that green human resource management has a positive and significant effect on the sustainable performance in downstream petrochemical industries directly and also through the mediation of the organization's environmental practices.

Open innovation is one of the main approaches that has significant efficiency which is suitable and commensurate with the modernization of societies and economies. Employees are the heart of innovation and creativity of an organization. This study seeks to investigate the effect of the role of strategic human resources and employee assertiveness on open innovation in Hamadan Glass Company. The statistical population of the study is all employees and managers of the company who have at least 5 years of experience. Based on the sampling formula, 269 questionnaires were distributed among members using the non-probability sampling method. After confirming its validity and reliability, Due to the normality of the research variables, data analysis was performed using Amos software and the results showed that there is a significant difference in terms of open innovation between different gender groups, activity history and age groups. Among the research hypotheses, employee assertiveness and human resource strategic roles have a direct and significant effect on open innovation; also the effect of mediating employee assertiveness through human resource strategy on open innovation is more than its independent state

Over the past decades, organization‘s ambidexterity has been considered as a new managerial topic, pointing to the organization's ability to simultaneously address two inadequate organizational objectives, exploitation and exploration. However, organizations need different resources to achieve ambidexterity, the most important of which are human resources or organization staff that can help organizations achieve their goals. Therefore, this research seeks to identify and prioritize the factors affecting the ambidexterity of employees. This research is applied in terms of purpose and in terms of the nature and method of descriptive-survey. 21 factors were extracted from the research literature as factors affecting employees' ambiguity and Delphi and fuzzy and ISM methods were used to analyze the information. Delphi and ISM questionnaires were distributed in two stages among 15 managers and human resources experts of commercial banks in Tehran. In the first stage, after analyzing the data by Delphi method, 7 factors were removed from the 21 identified factors and finally 14 the factor was identified as the most important factors.The identified factors were then re-assigned to managers and experts through the ISM questionnaire to prioritize the factors. Thus, factors were prioritized at 8 levels, with personality traits that are internal individual factors being identified as the most influential factors, and human resource flexibility and external motivation being structural organizational factors being identified as the most influential factors

Today, social networks play a significant role in people's daily lives, and organizations are also affected by this new technology so that a great deal of employees’ comunications are done by these networks. The impact of these networks in organizations has been controversial. Our goal in this research is to investigate the impact of organizational social networks on social capital. The research method in this research is descriptive-survey and in terms of its objective is applied research. The statistical population of this study is for the qualitative part of the research (interview) of the officials of Bahman Hospital and for the quantitative part of the research are the employees of Bahman Hospital. Sampling in this study was done in two stages. In the first stage, 5 officials of the units were selected for interview by snowball method and in the second stage, 285 questionnaires were randomly distributed among the hospital staff. Data analysis was performed using software MAXQDA.11, SPSS.21 and EXCELL2013. The findings of this research indicate that organizational social networks have a significant impact on the dimensions of trust, networks, cooperation, relationships, and alignment of values, mutual understanding and commitment of social capital. The result of this research can be used by organizations to increase social capital

The counter productive workplace behaviors in organizations, affects, physical mental health, and work performance of individuals. also, this reduces or destroys effective results of positive phenomena. Therefore, for future of organization, preventive approach is a better investment. The present study was carried out in order to evaluate of the role of organizational bullying moderation in relation to positive phenomena and mental health. Thus in this study, 196 persons who were selected from Staff department of PNU of country as statistical society and determined based on Cochran formula. assessment tools consisted of Ware et al mental health questionnaires (MHI-5) (1993), Keashly et al Positive individual treatments (1994), Cameron et al organizational virtuousness (2004) and Einarsen and hoel organizational bullying (2001). Data was analyzed using Structural Equation Modeling by SMART PLS software. The results showed that organizational virtuousness and Positive individual treatment have significant relation with mental health and organizational bullying variable on relationship organizational virtuousness and Positive individual treatment variables play as the role of moderation on mental health.

The organizational culture is one of the critical elements of the organization which determines organization approach to manage its activities. On the other hand, organizational culture has a systematic and direct relationship with employee empowerment and can be a factor in the success or failure of organizational programs. Such an idea has been considered in various studies. The present study was conducted to develop and explain the empowerment approach based on the culture of the organization in the municipality The method of data gathering is questionnaire. The statistical population of the study was employees and managers. Sampling was done randomly. The findings show that the organization has an inflexible culture, and the managers approach in terms of strategy is completely rational and controlling. Accordingly, the dominant cultural model is situational, and the functionalist empowerment approach is appropriate to this cultural model.