A Study of the Relationship between Employees’ Thought Preferences and Their
Readiness for Change
Ahmad
Vatankhah
دانش آموخته کارشناسی ارشد مدیریت دانشگاه آزاد مشهد
author
iman
zohoorian
دانش آموخته کارشناسی ارشد mba دانشگاه مالک اشتر
author
text
article
2016
per
T
This research is intended to design, evaluate, andprototype a model for investigating the relationship between employees’ thought preferences and their readiness for change according to Ned Herrmann. Marine Industry Organization of Khorasan Razavi was selected for the case study. Standard questionnaires regarding change were applied for the assessment of the variables and prototyping through a quantitative survey. Conceptual sample, Chi-Square, ANOVA, Post-Hoc Tests, and Structural Equation Modeling in SPSS and LISREL softwares were used to evaluate the causative relationship. The results indicated that the mental preferences are significantly related to the readiness of the employees for organizational changes. Group D preferences were positively more effective. Group A preferences were not significantly effective, and group B and C showed negative effects.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
1
25
https://hrmj.ihu.ac.ir/article_18676_7ee06d0b71603b02ba5b31aad53a00e9.pdf
A Study of the Effective Factors in Human Resource Productivity by the Use of BSC Model
reza
aghaee
کارشناس ارشد مدیریت اجرایی
author
milad
aghaee
دانشجوی دکتری مدیریت صنعتی دانشگاه علامه طباطبایی
author
اصغر
آقائی
عضو هیات علمی دانشگاه علوم انتظامی
author
text
article
2016
per
This research is intended to identify the factors and standards affecting human resource productivity at an industrial-military organization. This descriptive-analytic research follows an applied goal. The research population included all managers and specialists of the organization from whom 257 members were selected randomly as the sample group. Delphi method was used twice to localize the components. They were then classified according to BSC. Data was collected by self-made questionnaire. Structural equation and PLS software were employed to analyze the data. The results came out with 45 indicators related to human resource productivity. They were classified into aspects of customer, financial, internal processes, learning, and development.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
27
48
https://hrmj.ihu.ac.ir/article_18681_58828fb1eea470ee49b0db77b16f12df.pdf
A Study of the Relationship between Employees Quality of The of Work Life and Their
Emotional-Mental Learning
seyed Mohsen
Allameh
دانشیار دانشگاه اصفهان
author
abbas
eslami farsani
استادیار دانشگاه جامع امام حسین(ع)
author
mohammad
maleki
دانش آموخته کارشناسی ارشد دانشگاه اصفهان
author
text
article
2016
per
Mental-emotional conflict of the employees need interactive mutual attempts both by employees and the organizations. It requires the physical, emotional, and conscious presence of the employees at their work. This research is intended to study the relationship between employees’ quality of work life and their mental-emotional conflicts. Research population included 214 employees at Kashi Niloofar Esfahan. Walton’s standardized questionnaire was employed to appraise the components of life quality as well as Towers Perrin mental-emotional conflict questionnaire. The data was analyzed through structural equation method using SPSS21 and PLS2.0 Smart. The results indicated that work life quality positively affects mental-emotional conflict (0.683).
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
49
69
https://hrmj.ihu.ac.ir/article_18680_bc78298f4399999634206a7fbb389c85.pdf
Designing and Validating A Situation Analysis Model
on Human Resource Management System
مانی
آرمان
استادیار دانشگاه خلیج فارس
author
hasan
joshaghani
مسئول برنامه ریزی نیروی انسانی شرکت نفت و گاز پارس
author
text
article
2016
per
Regarding the increasing importance of human resource in large organizations of the country, and the change of world view about it, it seems more essential to have a deeper view towards human resource. This research is intended to design and validate a model for the evaluation of the situation analysis for active organizations in Iran. It will provide a comprehensive model by which the safety of human resource will be guaranteed. Reviewing the related literature, an elementary conceptual model was provided, which was tested by real data. This survey research included all the employees working at Shazand Company. Explorative factor analysis was conducted to analyze the collected data. Having confirmed the model, the results indicated that human resource management comprises three groups of variables including background, process, and outcome variables. They are related in a cause and effect relation and must be studied to have a complete pathology.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
71
94
https://hrmj.ihu.ac.ir/article_18675_b146b50dd86bfaa6b7ad315a0f0154bb.pdf
The Effects of Jihadic Management on the Effectiveness of Organizations in Three Dimensions of Leader, Follower, and Background
naser
poursadegh
دانشیار و عضو هیأت علمی دانشگاه عالی دفاع ملی
author
زهرا
ذاکری قزاآنی
فارغ التحصیل کارشناسی ارشد دانشگاه علامه طباطبایی
author
text
article
2016
per
An important factor in the successfulness or failure of a country depends on how it is managed. If the properties of a certain type of management is consistent with the culture and value system of the country, it can be effective on organizations. Jihadic management, as a management model derived from the heart of the Iranian-Islamic values, and consistent with modern sciences and knowledge, has always been considered greatly by the supreme leader of The Islamic Revolution. This research is intended to assess the effects of three components of leader, follower, and background on the effectiveness of organizations. Research population includes 120 managers and experts at educational offices in Tehran province. This descriptive-survey research employed structural equation modelling for testing the hypotheses. The results indicated that the components of follower and background are significantly effective on organizational effectiveness, while the component of leader was not significantly effective on educational organizations
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
95
116
https://hrmj.ihu.ac.ir/article_18677_122ad4810173ed970bfbed8e616f00df.pdf
Analysis of Police Population Chain Through System Dynamics
Mahdi
Bastan
Faculty Member /Eyvanakey Universoty
R&D Manager/Ansar Bank Head Office
author
Ali Mohammad
Ahmad Vand
Faculty Member of Industrial Engineering in IHU
author
text
article
2016
per
Population composition is an essential challenge in military human resource management. Population composition and its features play an important role in resource allocation and organizational development. This is more important for an organization such as police whose main capital relates to human resource. Police population composition must be distributed as a chin adjustable to the degrees and official organizational positions. They must grow according to the improvement of these positions. As the components of this chain have effects on one another, correct and appropriate policies and decisions require a type of management having a comprehensive and systematic view. It must be able to analyze the outcomes of the decisions on the whole population composition. This research provided a dynamic model, according to dynamics, for the population composition of the low ranking police officers. Three suggested scenarios were simulated and the results were analyzed.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
117
140
https://hrmj.ihu.ac.ir/article_18672_b29527c96817ccf82a8813a553e17d07.pdf
Designing a Model on the Basis of Essential Criteria for Selecting Competent Employees and Estimating Organization Performance
Jalil
Safari
Head of R&D department of Ansar bank, Tehran, Iran
author
Mehran
Mehdizade
فارغ التحصیل کارشناسی ارشد مدیریت صنعتی دانشگاه گیلان
author
Alireza
Azizi
Management of Guilan province Ansar bank
author
text
article
2016
per
This research is intended to design a model based on the essential criteria for selecting competent employees and estimating the performance of Bank Ansar. Library studies were conducted first, which resulted in 90 criteria for selection. Then, they were classified into 7 categories according to basic conceptualization. Employing Fuzzy-Delphi method, the analysis of the collected data through questionnaires (field study) resulted in 67 criteria to design the model of basic criteria. The effects of these criteria were analyzed by regression. The results indicated that more than fifty percent of the bank’s performance was influenced by these criteria. This indicates the importance of human resource and their competences. Correct selection can seriously decrease the cost of incorrect decisions and unnecessary instruction costs. It can positively affect competitive capabilities and future performance of the organization.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
141
166
https://hrmj.ihu.ac.ir/article_18678_e04886c5d2cd7325cb0013bd61fbbb75.pdf
The Effects of Ethical Leadership on Employees’ Voices
حسن
زارعی متین
استاد گروه مدیریت دولتی پردیس فارابی دانشگاه تهران
author
maryam
ahmadi
دانشجوی دکترای مدیریت منابع انسانی دانشگاه فردوسی مشهد
author
ali
amini
دانشجوی دکترای مدیریت رفتار سازمانی دانشگاه فردوسی مشهد
author
sahar
nikmaram
دانشجوی دکترای مدیریت رسانه دانشگاه امام رضا (ع)
author
text
article
2016
per
Ethical leadership is an approach of leadership which has developed in the managerial literature in the last decades of the twentieth century. This research is intended to investigate the effects of moral leadership on the voices of employees of Firdausi University of Mashhad. This is a descriptive research following analytic-investigative method whose population includes all the employees of the university. Research instruments included two standard questionnaires of ethical leadership behavior and employees voice. The validity of the questionnaires were calculated by Cronbach’s Alpha which came out to be 0.89 and 0.88 respectively. Amos software was employed to analyze the data. The results indicated that ethical leadership was effective on employees voice (coefficient = 0.39, significance level= 0.05). Ethical leadership is less effective on obedient voice (coefficient = 0.14 which is less than 0.9). Ethical leadership is effective on defensive voice (coefficient = 0.21 which is less than 0.9). Ethical leadership is indirectly effective on altruism voice (coefficient = 0.14 which is less than 0.9).
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
167
190
https://hrmj.ihu.ac.ir/article_18674_3a155c071b96ffda7712b4885abea50c.pdf
A Study of Productivity at Human Resource and Financial Situation in Banking Industry
Using FAHP Technique
mohammadali
sarlak
استاد دانشگاه پیام نور
author
elham
keshavarz
دانشجوی دکتری مدیریت بازرگانی دانشگاه پیام نور
author
arezoo
keshavarz
دانش آموخته کارشناسی ارشد مدیریت دولتی دانشگاه پیام نور
author
text
article
2016
per
This research is intended to design a model for the assessment of productivity in banking industry. Having defined productivity and having given some examples, the researchers explained the importance of human resource and the factors affecting it. The priority of human resource and financial productivity and their sub-factors in private and state banks were studied through AHP of Fuzzy methods. Considering the nature of the issue of research model and the ideas of the experts of the central bank of Iran, the researchers selected Bank Melli as the state sample bank, Bank Saderat as the half-private sample bank, and Parsian Bank as the private sample bank in Semnan province. The results indicated that private banks performed better with regard to productivity in comparison with half-private and state banks.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
191
214
https://hrmj.ihu.ac.ir/article_18673_964711ed696c5e6056927aa409a29dbc.pdf
Developing Employees’ Performance Evaluation Standards in a Productive Company
Seid Modammand Reza
Mirahmadi
دانشجوی دکتری مدیریت بازرگانی دانشگاه اصفهان
author
Ali
Attafar
استادیار و عضو هیئت علمی دانشکده علوم اداری و اقتصاد دانشگاه اصفهان
author
Saideh
Ketabi
استادیار و عضو هیئت علمی دانشکده علوم اداری و اقتصاد دانشگاه اصفهان
author
text
article
2016
per
This research is intended to develop a performance evaluation standard system to work in different strategies. This is a survey research which has studied a group of strategic human resource experts and higher managers in an active steel organization. Questionnaires which were designed according to the indicators of performance evaluation system, were employed to gather information. The information was analyzed on the basis of Fuzzy-AHP analysis method. The results indicated that hierarchical work standards, amount of work and the ability to make decision are more important in cost leadership strategies. In the distinction strategy, standards of innovation and creativity, quality and constructive suggestions gained the highest priority. Finally, performance evaluation system developed as an experimental system was employed for the evaluation of some employees.
Journal of Research in Human Resources Management
Imam Hussein University
2008-4528
7
v.
4
no.
2016
213
234
https://hrmj.ihu.ac.ir/article_18679_390fb2101c30564f6d43483bbddfa2f6.pdf