Reza Vaezi; Mir Ali Sayed Naghavi; Davood Hosseinpour; Fatemeh Taji
Abstract
The process of globalization has challenged corporate managers. Human resources managers must have special competencies in order to be able to benefit from human resources. Designing a model of competencies of HR managers in governmental organizations in the context of globalization is the purpose of ...
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The process of globalization has challenged corporate managers. Human resources managers must have special competencies in order to be able to benefit from human resources. Designing a model of competencies of HR managers in governmental organizations in the context of globalization is the purpose of this research. In order to design the template, the indexes were acquired through the Delphi method and an expert questionnaire from 21 professors and management experts. A review of the theories made to explain this point helps to understand the concepts related to the competencies of human resources managers and globalization situations in seven dimensions: intelligence competency, managerial competency, specialized competency, value creation of human resources competency, cultural competency, the social dimension of globalization and the cultural dimension of globalization. What distinguishes this research from other merit-related researches is the design of a contingency framework that links the types of managerial competencies to globalization. Findings of the study identified 39 components and 115 indicators related to these dimensions. Based on the results of the research, in the competencies of human resources managers, the most important factor is the IQ Competency, and cultural competency is the last priority.
Reza Vaezi; Seyed Naghavi Mir Ali; sara maleki
Abstract
At some points, organizations might have no choice but to attempt to adjust their staff and sack some. Obviously postponement or avoiding such layoffs in emergency times can be a serious threat to the whole well-being and survival of the business, but doing it the wrong way will also lead to bad consequences ...
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At some points, organizations might have no choice but to attempt to adjust their staff and sack some. Obviously postponement or avoiding such layoffs in emergency times can be a serious threat to the whole well-being and survival of the business, but doing it the wrong way will also lead to bad consequences and costs. Hence the purpose of this study is to investigate the perception of justice in process of staff adjustment by remaining employees who survived it and its effects on their intention for quitting their jobs regarding their feeling of being guilty as a meditative variable. This paper is carried out by a descriptive-correlational method in which for collecting data questionnaires were used. To reach our purpose, using simple-random sampling method and Cochran's sample volume determination formula, 342 questionnaires were distributed among remaining staff in a company which produces vehicle parts and had done some layoffs recently. Collected data were analyzed by smart PLS software using Structural Equation Modeling (SEM). Results show that staff's opinions about justice in such adjustments have reverse relationship with their feeling of being guilty; in other words, the more these staff find company's layoffs unfair, more do they feel guilty' and as a result, their tendency & willingness to quit their jobs will increase.