Mina Shoja; Omid Ali Kharazmi; Mohammad Ajza shokohi
Abstract
In the modern era, one of the most important tasks of managers of organizations is to identify and manage human resource risks, among which one of the most important human resource risks is operational risk. The purpose of this study is to prioritize and systematically examine the relationships between ...
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In the modern era, one of the most important tasks of managers of organizations is to identify and manage human resource risks, among which one of the most important human resource risks is operational risk. The purpose of this study is to prioritize and systematically examine the relationships between the dimensions of operational risk of human resource in Mashhad Municipality. At first, theoretical literature and semi-structured interviews with human resource experts in Mashhad Municipality were used to identify the components and indicators of operational risk of human resource. Analyzing the interview information resulted in 4 external dimensions, 15 fixed elements of internal components, 41 variable elements of internal dimensions of human resource risks management. Risk dimensions were drown. Then, in order to measure and prioritize each of the identified risks according to the probability of occurrence and intensity of impact, for this purpose, a questionnaire were designed and 37 department directors answered them. In this study, Friedman test, structural equation methods, Kolmogorov-Smirnov test and t-test of two dependent communities were used to test the hypotheses. The results of the research showed that in terms of probability of occurrence, the risks of performance appraisal, service compensation, recruitment and training, respectively, and in terms of intensity of impact are the risks of service compensation, recruitment, performance appraisal and training. Also, according to causal relationships, the risks of recruitment human resource are effective dimensions. Finally, according the results, suggestions are presented as risk exposure and optimization.
Fariborz Rahimnia; Seyyedeh Nargess Rahnama
Abstract
Organizations Nowadays due to environmental turbulence, in order to survive and overcome the environmental challenges, have tried to improve their performance. So, they focus their efforts on increasing Optimal performance of employees. Organizational citizenship behavior is one of the factors that affects ...
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Organizations Nowadays due to environmental turbulence, in order to survive and overcome the environmental challenges, have tried to improve their performance. So, they focus their efforts on increasing Optimal performance of employees. Organizational citizenship behavior is one of the factors that affects on improving personal and organizational performance and also can be increased by both factors fun at work and joy. In this study, the role of fun at work and joy in increasing organizational citizenship behavior have been studied. purpose of the study is investigating effect of fun at work on organizational citizenship behavior through mediating role of joy. In this research 187 employees of Mashhad municipal have been surveyed who were selected by simple random sampling method. The nature of the study’s method is survey-applied and the method of that is analytical method. statistical software such as Amos 20 and SPSS18 were used for Statistical analysis. Analysis of data collected show fun at work has positive effect on organizational citizenship behavior. Moreover, positive effect of mediating role of joy on relation of fun at work and organizational citizenship behavior was verified. In addition, strongest relationship has been found between fun at work and joy.
Mohammad Rahim Rahnama; Omid Ali Kharazmi; Fateme Beygi Nasrabadi
Volume 24, Issue 78 , December 2015, , Pages 89-108
Abstract
Job demands (consisting of challenge demands and hindrance demands) are significant antecedents of job engagement. The aim of this study is to evaluate the impact of challenge demands and hindrance demands on job engagement and determining the most effective indicators of challenge demands and hindrance ...
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Job demands (consisting of challenge demands and hindrance demands) are significant antecedents of job engagement. The aim of this study is to evaluate the impact of challenge demands and hindrance demands on job engagement and determining the most effective indicators of challenge demands and hindrance demands. Data were collected from 80 employees of Vice Chancellor for Planning and Development of Municipality of Mashhad by questionnaire. Descriptive data analysis and structural equation modeling were used. The results showed that challenge demands affect on job engagement positively and hindrance demands affect on job engagement negatively. Other results show that time urgency affect on challenge demands more than other factors and organizational politics effect on hindrance demands more than other factors. In addition the results also show that in the scope of study job engagement and challenge demands level is more than moderate and hindrance demands level is moderate
fattah sharif zadeh; alireza zabihi
Volume 18, Issue 56 , January 2008, , Pages 93-122
Abstract
Many organizations have paid attention on Total Quality Management, (TQM) implementation. This research tries to examine whether TQT\t1 system in Mash - had Municipality could be applied? the most famous categories of strategic alliances will be reviewed and two new categories will be discussed based ...
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Many organizations have paid attention on Total Quality Management, (TQM) implementation. This research tries to examine whether TQT\t1 system in Mash - had Municipality could be applied? the most famous categories of strategic alliances will be reviewed and two new categories will be discussed based on the aspects of reengineering, restructuring, accounting and economy indices. At the end of this article, transaction cost theory, resource based view and De Novo Perspective as motivators of implementing strategic alliances will be reviewed and concluded.
