Volume 29, Issue 96 , September 2020
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.
Zahra Rahmati; Ali reza Shirvani; Mohammad reza Dalvi
Abstract
Today, technology and its developments have become one of the most important elements of the strategic environment of the organization. What is causing concern among the managers of organizations is the prevalence of cyberloafing in organizations. Surely the cyberloafing phenomenon has consequences for ...
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Today, technology and its developments have become one of the most important elements of the strategic environment of the organization. What is causing concern among the managers of organizations is the prevalence of cyberloafing in organizations. Surely the cyberloafing phenomenon has consequences for the company in terms of cost and loss of working hours but if done properly and toward the goals of the organization, it can lead to positive results. The purpose of this study is to identify the causes and consequences of cyberloafing and to provide strategies for better management of this phenomenon. The research method is divided into two parts: qualitative and quantitative. The qualitative research was done by interview with thirteen staff members who provided sufficient information in the field. They were interviewed and a paradigm model was obtained by using the data theory approach. In the quantitative section, a researcher-made questionnaire was used to test the model. Its validity was confirmed by the supervisors and advisors. Cronbach's alpha coefficient was calculated to be 0.866 for reliability. A total of 363 questionnaires were randomly distributed among the employees of government agencies. In the qualitative part, the factors that have contributed to the prevalence of cyberloafing, and the consequences are also classified into three groups: individual, group, organizational. For cyberloafing management, strategies for managing organizational resources and evaluating the performance and design of management mechanisms, deductions, proper use of the internet and job satisfaction were suggested.In the quantitative part, the hypotheses from the model have been confirmed
Elham Ebrahimi; Shaghayegh Shomali
Abstract
The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey ...
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The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey on based on data collection method. The population of this study was the branch staff of one of the private banks in Tehran. Sampling method was random clustering and standard questionnaires were used for data collection. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. The findings showed that perceived organizational support had a positive and significant effect on organizational identification. In addition, job embeddedness played a partial moderating role in the relationship between perceived organizational support and organizational identification. That is, increasing links and fit as the two dimensions of job embeddedness, resulted in improving the relationship between the two variables, but the sacrifice dimension had no significant moderating role. Analyzing and theoretical and practical suggestions that will be of great help to policymakers and practitioners in the field of human resources management are presented at the end of the article.
Nafiseh Sadr; Alireza Khorakian; Gholamreza Malekzadeh
Abstract
Organizations have to innovate and change in current dynamic and complex environment. Organizational change studies show that employees don’t associate in organizational changes and resist to change most of the times. Resistance to change will result to the failure in changing plans. In this study, ...
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Organizations have to innovate and change in current dynamic and complex environment. Organizational change studies show that employees don’t associate in organizational changes and resist to change most of the times. Resistance to change will result to the failure in changing plans. In this study, we are going to investigate the effect of affective commitment on resistance to change through the mediating role of attitudes toward change and readiness for change among the Mellat Bank employees of Mashhad. The descriptive-survey research strategy has been used to conduct study. Data was collected by a standard measurement and was performed by employing AMOS and SPSS. Face validity and content validity were used for testing the validity of measurement and Cronbach’s Alpha for testing the reliability of data. The findings suggest that affective commitment has effects on Resistance to change. Furthermore, the mediating role of attitude towards change and readiness for change-as one of the neglected cases in previous studies-was confirmed.
Hasan Boudlaie; Mohammadhosein Kenarroodi
Abstract
Start ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research wich is that how can build a gamified process in the field of human resources, especially in ...
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Start ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research wich is that how can build a gamified process in the field of human resources, especially in recruitment section of startups. In this research 12 people are interviewed. These people were experts of human resources and gamification. In relation to primary and secondary themes in the field of gamification design during recruitment process in order to improving the recruitment of proper human force for small and medium startup businesses, 8 primary themes and 21 secondary themes are recognized. 8 primary themes which are effective factors on designing gamified recruitment process for startups are as follows: designing work plan, recognizing the job skills of applicant, examining the job innovation of applicant, developing the technology substructures of organization, characteristics of applicant, recognizing the psychological capital of applicant, recognizing the social capital of applicant, and the applicant`s adjustment ability to job purposes. The final result is a framework for designing a gamified process which is suit for human resources especially in the recruitment section.
Abbas Rasregar; Banafshe Fotovat
Abstract
Start-ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research which is how can build a gamified process in the field of human resources, especially ...
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Start-ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research which is how can build a gamified process in the field of human resources, especially in recruitment section of startups. In this research 12 people are interviewed. These people were experts of human resources and gamification. In relation to primary and secondary themes in the field of gamification design during recruitment process in order to improve the recruitment of proper human force for small and medium startup businesses, 8 primary themes and 21 secondary themes are recognized. 8 primary themes which are effective factors on designing gamified recruitment process for startups are as follows: designing work plan, recognizing the job skills of applicant, examining the job innovation of applicant, developing the technology substructures of organization, characteristics of applicant, recognizing the psychological capital of applicant, recognizing the social capital of applicant, and the applicant`s adjustment ability to job purposes. The final result is a framework for designing a gamified process which is suitable for human resources especially in the recruitment section
