نشریه منابع انسانی ناجا
پیاپی 65 (پاییز 1400)

Budget is the main lever in the planning and management of any organization. Organizations, in general, seek to make the best use of the costs incurred and to obtain the most productivity and achieve the predetermined goals by using the least resources. The purpose of this study is to determine the impact of human resource development programs on operational budgeting with the mediating role of organizational sustainability. This research is quantitative in terms of type and in terms of research method is a descriptive-survey research. The statistical population of the study included all managers and human resources and financial experts of the Standard Electricity Distribution Company in the number of 460 people, of which 210 people were selected based on Cochran's formula and stratified random sampling method. The main tools of data collection were Cohen Human Resources Development Questionnaire (2010), Pahlon Sadegh Organizational Stability (2017) and Babakhani et al. (2011) operational budgeting. And approved. The obtained data were analyzed using structural equation model and Smart PLS software version 2. The results showed that human resource development programs have a positive and significant effect on operational budgeting with a mediating role of organizational sustainability. Also, human resource development programs have a positive and significant effect on operational budgeting, human resource development programs on organizational sustainability and organizational sustainability on operational budgeting.

the aim of this study was to investigate the effect of perceived organizational policies on knowledge work secrecy with respect to the professional commitment modulator. This research was applied in terms of purpose, application, descriptive-survey and correlational type. The statistical population of the study was 460 employees of all employees of the National Iranian Oil Company. Simple random sampling and sample size were selected based on Morgan table of 210 people. The study used the standardized Organizational Policy Questionnaire of Calmer and Carlson (1997), the Covert of Knowledge Bontis (2016) and the professional commitment of Rania et al. (1999). Its validity and reliability were calculated and confirmed using Cronbach's alpha. Data obtained using structural equation model and SmartPay software. L. S was analyzed. The results showed that the professional commitment of employees adjusts the relationship between perceived organizational policies and the concealment of knowledge of the National Iranian Oil Company. Also, organizational policies perceived on the secrecy of knowledge; General political behavior on the secrecy of knowledge; Be coordinated to advance the concealment of knowledge and the policies of promotion and payment affect the confidentiality of the knowledge of the employees of the National Iranian Oil Company.

Today for organizations maximum utilization of human assets is a necessary direction because of some reasons such as fast technology progress, increasing competition and cost reduction. Employee performance coaching is an effective tool in employee performance management and a strong method for being sure that employees have motivation properly and that they work with their full potential. In fact, Coaching is one of the effective methods in training and improving. The aim of this paper is identification a model for explanation the concept of employee performance coaching in Iranian public organizations. The research method is qualitative and specifically grounded in which effective factors of explanation the concept of employee performance coaching in Iranian public organizations was identified with open interviewing method. So, 10 experts in field of performance coaching were selected as samples. 5 intervening, contest, strategy, consequences and finally casual factors of exploring performance coaching system were identified with obtained concepts. Results show that current organizations can effectively react to competence pressure with more recognition of noted factors. And after that can get more efficient results with preparing and utilization training and marketing strategies such as coaching

The aim of the present study was to predict critical thinking based on demographic variables and personality dimensions of teachers. To ensure, 350 questionnaires were administered among teachers in Tehran. Random sampling method was used to select the sample. First, the reliability coefficient was calculated by internal consistency method for the personality dimensions and critical thinking questionnaire. The results show that the reliability coefficients of the personality traits and critical thinking questionnaire are desirable and satisfactory. After examining the internal consistency, the validity of the questionnaire was examined. For this purpose, the factor analysis method using the principal components method was used. The KMO value for the NEO personality questionnaire and the critical thinking questionnaire was higher than 0.935 and the level of significance of the Bartlett spherical characteristic for both questionnaires was less than 0.01. Factor weights estimated by the maximum likelihood method indicated that all indices have a factor load greater than 0.35 and the root error value of the mean squared RMSEA approximation is close to 0.07. Therefore, it can be concluded that in the present study, the research tools have a good fit. Finally, multivariate regression analysis was used to predict teachers' critical thinking through demographic variables and personality traits. The results showed that when the variable Predictor is only an extroverted personality trait. The value of R was 0.480, while with the addition of variables of conscience, flexibility, gender, education, neuroticism, pleasantness as the predictor variable, the value of R increased to 0.606. Has found.

In today's organizations, "efficiency" is very important. Different organizations do their best to achieve it so that they can achieve their goals with more quality and accuracy. Naturally, efficiency in organizations requires the existence of prerequisites such as: cultural contexts, appropriate environmental conditions, the provision of legal space, the existence of infrastructure, human resources, and so on. This issue has a special place according to the mission and duties of the police force. The Supreme Leader also has statements on the importance of the issue, which are discussed in detail in this article. According to the orders of the Supreme Leader in the importance of this issue, we should take advantage of the views of the Supreme Leader and our dear leader, to act on the efficiency of all organizations, especially the POLICE, and then in accordance with organizational conditions, fully Execute the necessary steps and measures to take the necessary steps. This article was entitled "Strategies to increase staff efficiency based on the orders and measures of the Supreme Leader." The statistical population of this study included 120 experts and managers of POLICE and the sample size according to Cochran's formula was 92 people.The results showed that the propositions: correct organization; Attention to staff livelihoods; Having a plan is considered as the most important organizational indicators in the efficiency of POLICE. Also propositions: faith, piety, piety; Hope for the future; Promoting self-confidence are considered as the most important individual indicators in POLICE efficiency.

The purpose of this study is to investigate the effect of spiritual leadership on psychological well-being of employees. Organizational spirituality as a shaper of a new paradigm based on learning, excellence and self-control and flexibility, is the solution to many problems and related to many outcomes at the individual, organizational and community levels. One of these issues is psychological well-being.

The method of the present study is applied in terms of purpose and descriptive-correlational in terms of research method. East and West were selected. Data collection tools are Fry Spiritual Leadership Questionnaire (2005) and Riff-Form Short Psychological Welfare Scale (RSPWB). Also, the validity of the questionnaire by Cronbach's alpha method is 0.89. Data were analyzed using SPSS software and Pearson correlation test.

The findings showed that the components of perspective, altruism, organizational commitment and feedback on the performance of spiritual leadership have a significant, direct and strong relationship with the psychological well-being of employees. The component of spiritual leadership membership has a significant, direct and moderate relationship with the psychological well-being of police officers.

The results of regression analysis test showed that the dimensions of spiritual leadership could predict 73.6% of the psychological well-being of police officers. The components of spiritual leadership including performance feedback, organizational commitment, vision, altruism, and membership had the greatest impact on the psychological well-being of police officers, respectively.