مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 60 (تابستان 1400)

The aim of this study was to determine the relationship between job adjustment and career plateauing with the moderating role of job self-efficacy. The statistical population of all employees of the Deputy of Human Resources staff of Iran Police was 475 people and 212 people were selected as a statistical sample based on Cochran's formula. The Davis and Lafkauette (1984) Standard Questionnaire, the Milliman Standard Questionnaire (1992), and the Scherer-Maddox (1982) Standard Self-Efficacy Questionnaire were used to collect job adjustment data. The validity of this study was confirmed by content validity and reliability by Cronbach's alpha for each of the questionnaires were 0.859, 0.865, and 0.815, respectively. The obtained data were analyzed by modeling using the structural equation method and SPSS and Smart PLS software. Findings indicate that job self-efficacy is considered as a modulator of the relationship between job adjustment and job burnout. The results also showed that job adjustment and its various dimensions have a positive and significant relationship with career plateauing.
[1].daevis&lafcovist [2].miliman

The present study aims to model the effect of jihadi management and political behavior on the productivity of human resources with the mediating role of organizational virtue; The method of this research is applied in terms of purpose and in terms of method, correlation, and in terms of strategy, it is a survey based on structural equation modeling. The statistical population of this study is the employees of Tehran Thermal Power Generation Company, which consists of 580 people. According to Cochran's formula, 231 people were selected by stratified random sampling. The data collection tool is a questionnaire. Structural equation modeling with LISREL 8.8 software was used to analyze the model and test the hypotheses. The results of this study showed that jihadi management has a direct and significant effect on manpower productivity and organizational virtue, while organizational virtue also has a direct effect on manpower productivity; indirect effect of jihadi management on manpower productivity with a mediating role Organizational virtue was another result of this research; however, the direct effect of political behavior on organizational virtue, the direct effect of political behavior on human resource productivity and the indirect effect of political behavior on human resource productivity with the mediating role of organizational virtue were not confirmed.

The present study aimed to investigate the relationship between demand uncertainty, the strategic partnership of human resources, and outsourcing of human resources with a competitive advantage while examining the moderating effect of strategic human capital. This study has been done in terms of applied purpose, descriptive and survey method. A statistical sample of 115 employees of Cross Sports Company was selected by the available sampling method. In order to analyze the data, the partial least squares method was used. Convergent validity was used to assess the validity and Cronbach's alpha was used to measure the reliability and its coefficient is more than 0.7 for all research structures. The results show that demand uncertainty has a positive and significant effect on human resource outsourcing and strategic human resource partnership has a positive and significant effect on human resource outsourcing. The results confirmed the positive and significant effect of human resource outsourcing on competitive advantage. Outsourcing of human resources mediates the relationship between demand uncertainty and competitive advantage on the one hand and the relationship between strategic human resource partnership and competitive advantage on the other. Nevertheless, strategic human capital modulates the relationship between human resource outsourcing and competitive advantage in Cross. If managers of sports companies are looking to gain a competitive advantage, they must manage the uncertainties in demand and involve human resources in the programs.

The purpose of this study was to investigate the effect of career path competencies on employability by considering the mediating variable of career path success and the variable of career path shock adjustment in the Iranian Association of Certified Public Accountants. The present research is applied in terms of purpose and descriptive survey research in terms of method. The statistical population of the study is 396 members of the General Assembly of the Iranian Association of Certified Public Accountants, from which a sample of 195 people was selected by simple random sampling based on Morgan's table. Standard questionnaires were used to collect research data, the reliability of which was confirmed by Cronbach's alpha method. Structural equation modeling has been used to analyze the data. The results of data analysis show a positive and significant effect of career path competencies both directly and through career success on the employability of employees. The results also showed that career path shocks moderate the effect of career path competencies on the employability of employees.

The purpose of this study is to design and explain the effective model of virtuous organizations with the Cooperative Development Bank of Iran. In terms of method, this research is based on a combined method (qualitative-quantitative) and is one of the types of descriptive-analytical studies with emphasis on the Delphi method and is fundamental-applied in terms of purpose. The statistical population in the qualitative part includes 39 experts and faculty members and the quantitative part includes 160 employees and experts of the Bank Tose'e Ta'avon of Isfahan Province who have been evaluated by purposeful and stratified sampling methods and measured by a questionnaire. Validity of research tools in the qualitative part using member control techniques and parallel data retrieval, structured processes of collecting, preserving and explaining data and using expert working groups and in the quantitative part formal and content validation techniques were used and the reliability of the study was confirmed using Cronbach's alpha method. Also, SPSS and Amos software have been used to analyze the data. Findings showed that the model of virtuous organizations in the Bank Tose'e Ta'avon has three dimensions: structural, behavioral, and environmental, with 20 components and 167 indicators. The status monitoring of the Cooperative Development Bank also showed that the average score of the organizational virtue index in this banking institution is 13.6 and all the measured components are in a relatively good condition.

Achieving job results such as commitment, engagement and resilience depends on the constructive cooperation of employees with their supervisor and colleagues in today's dynamic and changing environment. This study investigates the role of telecommuting mediation on the effect of work interaction on job results. The present study is descriptive in terms of purpose and applied in terms of type. The statistical population includes 670 staff members working in one of the private banks in the country, of which 142 people were randomly selected as the statistical sample. Analysis of the collected data was done using a questionnaire by structural equation modeling method using SPSS and PILAS software. All direct and indirect hypotheses of the research, except hypotheses six and seven, which refer to the adjustment of the variable "environmental dynamics" on the relationship between "interaction with colleagues and interaction with the supervisor" with "work results", were confirmed at a significance level of 95%. A positive relationship between employees and their supervisor can improve the level of job resilience, job commitment, and job conflict among employees during telecommuting.

Due to the nature and scope of activities of government organizations in our country, human resources have a very effective role in achieving the goals of these organizations. Therefore, it is necessary that the policy system of compensation for employee services be effective and efficient. A set of factors influence policy-making in the government employee compensation system, including the system's general policies. The purpose of this study is to design and explain the policy model in the system of compensation for government employees based on the theory of institutional uniformity. The research is a type of development-applied research and has an interpretive paradigm. In order to analyze the data, content analysis and confirmatory factor analysis were used. The statistical sample in the content analysis phase was 23 academic experts and human resources and administrative experts in government organizations who were interviewed in a semi-structured manner. The statistical population in the confirmatory factor analysis stage included managers and human resources experts in government organizations. The sample size was calculated based on Morgan table 384 people and sampling method was available. Based on the findings of content analysis, 7 dimensions and 27 components affecting policy in the service compensation system were identified. In the validation stage of the model, with the confirmatory factor analysis, the "national and ethnic characteristics" component was removed from the components of the model. The results showed that the designed policy model is compatible with the three types of coercive, imitative, and normative institutional pressure that is imposed on government organizations in the institutional environment of the organization.

The aim of this study was to investigate the effect of mentoring on organizational learning through the mediation of the capabilities of the employees of the Education Department of Khash city. This is an applied descriptive survey research using the correlation method. The statistical population included all staff and teachers of all three levels of the education department of Khash city. According to the available simple random sampling method, 300 staff and teachers were selected. Data were analyzed using Spearman and Pearson correlation coefficient tests, simultaneous and multiple linear regression, and SPSS statistical software. The results showed that there is a positive and significant relationship between mentoring and organizational learning, organizational learning and employee capabilities as well as mentoring and employee capabilities at the error level of 0.01. According to data analysis, there is a positive and significant relationship between mentality variables with organizational learning and employee capabilities. It was also found that the mentality variable has a positive and improving effect on staff organizational learning through the mediation of staff capabilities. One of the important factors in mentoring the presentation of self-confidence, attitude, motivation, organizational trust, and responsibility of employees is the ability and skill of managers to hear new ideas and opinions of employees, which is an important factor in better performance of individual, team and organizational tasks. By changing the view of managers in order to involve employees in decision-making and having a systemic view, giving importance to the abilities of individuals and clarifying goals by them is one of the suggestions that can be effective in promoting organizational learning and employee capabilities.

In modern business environments, manufacturers are facing increasing pressure, customer requirements in product personalization, quality improvement, and demand response. Therefore, in order to keep the business under these pressures, most companies are looking to develop a long-term strategic partnership with a few suppliers and work with them in order to create value for customers. In this regard, the concept of supplier selection has been formed. This study intends to review the literature related to the last twenty years in the field of supplier selection, identify key indicators and effectiveness of supplier selection in the Iranian automotive industry using the fuzzy Delphi method and using the fuzzy Demetel technique, Provide a systematic model for modeling and influencing indicators. The results of the research indicate that the key indicators affecting the choice of supplier in the Iranian automotive industry are: strategic integration with the supplier, price, total cost, honesty and trust and reliability of the supplier, payment periods to the supplier, and close relationships with suppliers. Strategic integration with suppliers is the most effective and proximity to suppliers are the most influential factors.