مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 61 (پاییز 1400)

The purpose of this study is to investigate the effect of green human resource management on green innovation with the moderating role of green intellectual capital. This research is descriptive-survey in terms of method and applied in terms of purpose. The statistical population consisted of selected knowledge-based companies and a questionnaire was used to collect data and the structural equation method was used to analyze the research hypotheses. Also, SPSS and Smart PLS softwares were used to analyze the collected data. The results show that green human resource management has a direct and significant positive effect on green innovation as well as the components of this variable. Moreover, the moderating role of green intellectual capital in the relationship between green human resource management and green innovation was confirmed. Another result was that in examining the moderating role of components, only green human capital has moderated the relationship between green human resource management and green innovation. The results of this study show that by improving green human resource management, steps can be taken to develop green innovation of knowledge-based companies, which can be increased by increasing the potential of green intellectual capital of these companies.

Today, due to environmental changes and increasing expectations of society, government organizations must direct their human resources to knowledge. Therefore, the purpose of this study is to design a model of knowledge enhancement of employees in the public sector. The type of research is applied-developmental in terms of purpose and is among the descriptive researches. The statistical population in the qualitative section was 16 academic and executive experts who were purposefully selected. Also, in a small part, Cochran's method was used to estimate the sample size, based on which 277 managers and human resource management specialists in government organizations in Tehran were considered. After identifying the factors affecting the growth of knowledge from theoretical foundations and previous research, the fuzzy Delphi method was used, which continued until the consensus of experts. Then, in order to validate the model, the structural equation modeling method and Smart PLS software were used. Findings showed that 7 categories including individual, interpersonal, managerial, organizational, occupational, value, and ethical factors and human resource measures affect the development of employees' knowledge, of which organizational and managerial factors with a coefficient of determination of 0.636, and 0.611 respectively have the most impact.

The aim of this study was to investigate the mediating role of dual power in the impact of organizational factors on organizational performance with emphasis on the moderating role of environmental dynamics in subsidiaries of one of the military civil engineering institutions. The present research is applied in terms of purpose and quantitative in terms of approach and deductive in terms of logic and questionnaire in terms of data collection tools and structural equation modeling in terms of strategy and data analysis tools. The statistical population includes the senior and middle managers of 18 companies under a military development institute of 178 people, who were selected by the stratified sampling of 118 people and a research questionnaire was distributed among them. Findings show that organizational factors (both structural and content dimensions) are mediated by organizational duality. Also, environmental factors affect the relationship between organizational factors and ambiguity as a moderating variable but do not moderate the influence of ambiguity on performance. In case of low formalization and concentration and high complexity and culture supporting knowledge and exploration and exploitation of knowledge assets, it is possible to establish dual power in the organization. At the same time, if the dual power is implemented in the organization, the performance of the organization in financial, market, and human resources dimensions will be improved.

The purpose of this study is to explain the effect of bullying in the workplace on organizational silence with respect to the mediating role of psychological contract violation. This research is applied in terms of purpose and descriptive survey in terms of data collection. The statistical population of this study consists of 385 employees of Fatemieh and Bahar hospitals in Shahroud city, of which 193 people were selected as a statistical sample. The data of this study were collected through standard questionnaires and stratified-random method and after confirming the validity and reliability by SPSS and smartpls3 software were analyzed. Findings showed that perceived bullying in the workplace has a significant effect on organizational silence (Y: 0.408; T: 6.349) and violation of employees' psychological contract (Y: 0.699; T: 14.124). The results also showed that the violation of the psychological contract as a mediating variable has a relative and significant role in the effect of perceived bullying in the workplace on organizational silence. In other words, organizational bullying has a significant direct and indirect effect on organizational silence.

The purpose of this study is to investigate the mediating role of organizational resilience in the relationship between servant leadership style and social capital development among teachers in Delijan. The type of research is descriptive-correlational in terms of method and applied in terms of purpose. The statistical population includes teachers of Delijan city who were selected as a sample through Cochran's formula and stratified random sampling method. For data collection, three questionnaires were used by Patterson (2003) Servant Leadership Questionnaire, Nahapit and Gushal (1998) Social Capital Questionnaire, and Connor & Davidson (2003) Organizational Accountability Questionnaire. The validity of the questionnaires was confirmed in terms of content and structure. The reliability of the questionnaires through Cronbach's alpha coefficient for servant leadership was 0.93, social capital was 0.80 and organizational resilience was 0.91. Data analysis was performed at descriptive and inferential levels using Spss and Amos graphic software. The results showed that the mean of servant leadership style, social capital, and organizational resilience was higher than the average at the error level of 0.05. Regression coefficients showed that servant leadership style and organizational resilience have the ability to predict the development of social capital among teachers. The significant effect of organizational resilience as a mediator of the relationship between servant leadership and the development of social capital among teachers was also confirmed.

The purpose of this study is to investigate the relationship between social discipline and work conscience with employee productivity mediated by work ethic and moderation of organizational commitment in the company of petrochemical terminals and tanks. The present study is a quantitative study of descriptive-survey research. The statistical population is 273 employees, the sample size is 160 and the stratified random sampling method. To collect the data, standard questionnaires were used, which in addition to having theoretical support, their validity was confirmed by experts and its reliability was measured using Cronbach's alpha coefficient. Data analysis was performed using structural equation modeling test. According to the research results, social discipline directly affects the two variables of work ethic and employee productivity. However, its indirect effect on employee productivity was not confirmed. Work conscience directly affects work ethic; but it does not have a direct effect on employee productivity. Work ethic affects employee productivity. Organizational commitment moderates the impact of social discipline on work ethic. But it has no effect on the relationship between work conscience and work ethic. Although the research findings did not fully confirm the main hypothesis of the research, the effect of research components on employee productivity was proved.

The purpose of this study is to present the health model of the administrative system with emphasis on meritocracy in government organizations using a hybrid approach. This research is applied in terms of purpose and mixed in terms of implementation method. The experts in this study were 50 people who were present in identifying the dimensions and components of the variables and the non-random method and the snowball method were used. In the first step, the elements that make up the health model of the administrative system with emphasis on meritocracy were identified from the theoretical literature, the output of which was 37 components. In the next step, according to experts, the components were increased to 44 components, eight main dimensions (mental-communication-personality-professional-value-interpersonal-environmental and organizational) by fuzzy Delphi method. In the third step, in order to establish the relationship between the dimensions and present the model, the interpretive structural modeling method was used. The results indicate that four dimensions of communication, mental, professional and environmental are in the first level and three dimensions of personality, organization and interpersonal are in the second level and values ​​are in the third level.

Today, the legitimacy of government organizations is declining, and organizations must adapt to normative, coercive, and imitative pressures to maintain legitimacy and credibility in the institutional environment. Promoting social capital in government organizations can facilitate adaptation to their development environment. The purpose of this study is to provide a strategic model of the role of government in promoting social capital using institutional theory. The present study was developmental-applied in terms of purpose and was conducted in two stages: qualitative and quantitative. At the qualitative stage, 29 experts were interviewed semi-structured and based on the results of content analysis, 11 main strategies and 77 sub-strategies were identified. Then, the strategies were divided into three groups based on institutional theory: imitation, forced and normative homology. Also, in a quantitative step to validate the research model, confirmatory factor analysis was used, for which 202 managers and human resources specialists of the Ministry of Energy were polled using a questionnaire. The results showed that the coefficient of determination of forced deformation is 0.685, normative deformation is 0.744 and imitation deformation is 0.725, which are appropriate values. The results showed that by using social capital promotion strategies to address the pressures of the institutional environment, the credibility and legitimacy of government organizations can be improved.