PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT)
Year:2015 | Volume:8 | Issue:31|Papers Count:8

The present article examines the impact of human resource activities on the perceived job productivity of teleworkers. Analyzing the data from a survey among 217 Teleworkers in the Ministry of Cooperation, Labour and Social Welfare shows that various activities of human resources in accordance with telework arrangements have significantly improved the job productivity of teleworkers. Results of testing the hypotheses by structural equation modeling indicate that voluntary selection, job involvement, output-based control, electronic monitoring, variable pay and social protection have a positive impact on the job productivity of teleworkers. However, the research data do not confirm the influence of cooperative learning and behavioral training. Based on these findings, the paper emphasizes that managerial contingencies in the field of human resources are critical and in this way policy makers and practitioners should consider them for the successful implementation of telework arrangements.

The purpose of the present study is to investigate the relationship between the components of psychological characteristics of entrepreneurs and its impact on the economic development of the country. In this study, the master students of entrepreneurship major (entrance 2012) of the Faculty of Entrepreneurship of Tehran University were selected as the sample. The statistical population included 420 people, and based on the stratified sampling formula, 80 cases were selected as representative sample. The data collection method was a researcher-devised questionnaire. In this paper, the multiple regression statistical method was used to determine the contribution of each psychological component in the prediction of entrepreneurship. Based on the results, there is a significant relationship between each of the psychological characteristics components and entrepreneurship, which can help predict the effects of entrepreneurship on the growth and development of the economy of the country.

Knowledge sharing is one of the most critical steps in knowledge management activities. To achieve effective knowledge sharing, it is important to encourage workers to share their knowledge. To remain competitive in the marketplace, organizational knowledge and expertise must be shared. However, successfully exerting this encouragement is very challenging. This paper investigated the motivators of knowledge sharing and the benefits of such behavior. The nature of research method is descriptive-correlation and the goal is to make it applicable. Both field and library methods used to collect data. To study research literature and background the library based method was used and to achieve research goal field method was used. Data was collected through a questionnaire from 121 employees in corporation of Kerman copper. After answering, questionnaires were analyzed with correlation statistical technique and variance analysis (scheffe test) using SPSS 20 software. The results suggested that knowledge sharing behavior was motivated by organizational-culture dimensions (such as management support, reward policy and trust to peers) and the system technical characteristics (such as system quality and service quality).Too, Results show that one factor, namely trust to peer shaving upper priority than else factors that this shows, if employees trust together, will share itself knowledge and Eventually will increase organizational productivity.

The attempt to promote the human power productivity as well as the optimal use of human power is considered one of the vital programs of organization. In this regard, the present article has been carried out with the aim of comparing and ranking the dimensions of the human power productivity through the use of Vikor technique among the departments of Islamic Azad University, Tabriz Branch. The research method is of descriptive type, and the statistical population consists of 120 staff members of the eight departments of Islamic Azad University, Tabriz Branch. Due to the limited number of the sample, all the population has been studied. The standard questionnaire was used for data collection. The validity of the questionnaire was confirmed by content validity, and its reliability was calculated through the use of Cronbach Alpha. For data analysis, Vikor's technique and Shanon entropy were used. The results indicated the rank of each of the departments from the viewpoint of the attention to the human power productivity. The results showed that regarding the human power productivity, the Education Department is ranked first, and the Chancellor,s Department, the Research Department, and the Administration-Finance Department are ranked second, third and fourth, respectively. The other departments are placed in the lower ranks.

The present research was carried out with the goal of examining the indexes which affect organizational culture for improving the culture and organizational productivity based on Denison Model in Iran Export Guarantee Fund in 2013. The research is of descriptive-correlation type and the measurement tool is Denison's sixty-question questionnaire of organizational culture. Denison Model evaluates the organizational culture based on the four dimensions, getting involved in work, compatibility, adaptation and mission, and for evaluating each of the four mentioned dimensions, 3 indexes have been defined. Analyzing the data has been done by using T tests and Pearson’s correlation coefficient. The statistical population in this research includes all the organization personnel, 102 of whom have answered the questions. Finally after collecting and analyzing the acquired data by using SPSS software, the picture of organizational culture of Iran Export Guarantee Fund was formed and the results showed that “empowerment” index with %64 has the most and “improvement of capabilities” index with %55 has the least importance among the organizational culture indexes of Iran Export Guarantee Fund, and among the four dimensions, “adaptability” dimension with the least percent needs more improvement than the other dimensions.

One of the basic issues in the field of development is rational utilization of the abilities and talents of the manpower in the community. Increasing productivity is the only way that will promote the economic development and welfare of a nation. The miraculous changes in short-term economic growth and development in many countries are the result of increased productivity and the optimum, efficient and effective use of human and physical resources they have. In this regard, this study tries to investigate the effects of the Human Development Index on labor productivity in 32 selected OECD countries by using panel data model in the period 2002-2009. The results show that Human Development Index had a significant and positive effect on labor productivity in the countries studied. Also, openness, value added production, health expenditures and physical capital have positive and significant effects on labor productivity.

In this research, we have tried to rank Tabriz Keshavarzi Bank branches on the basis of human resource productivity by using fuzzy TOPSIS. We have also examined the effect of human resource productivity on the performance of the branches. The research population includes the personnel of Tabriz Keshavarzi Bank, from among whom 124 people were selected as the research sample by using random sampling technique. Then, Herseys questionnaire, which measures seven criteria-Ability, Clarity, Organizational support, Incentive, Evaluation, Validity, and Environment, was distributed among the participants. In order to measure the performance of the bank branches, we made use of the bank data base at the end of the year 2011, focusing on the three criteria, equipping the resources, recovering demands, and granting facilities. The data were analyzed through the use of Excel 2007 software, and the Spearman correlation correlation coefficient was equal to 0.93, which indicates that there is a direct relationship between human resource productivity and performance in the sample branches and that the increase in one of the variables will cause the increase in the other.

Just in time (JIT) production is a new approach and way of thinking in the management of industrial organizations, the principles and methods of which seek the complete and comprehensive elimination of wastage and the enhancement of productivity in all activities inside and outside the organization. Accordingly, the purpose of the present research is the comparative evaluation of the components of just in time production within the various industrial groups of Tabriz. The statistical population of the research includes 576 factories in the four industries-machinery and equipment, chemical substances and products, textiles, and electronics and the related equipment-in small and medium scales in Tabriz. The sample size has been 313 based on the relation in limited populations and through the use of relative stratified sampling method. The researchers have used a questionnaire in order to collect data, and the data have been analyzed by multivariate ANOVA. The results indicate that there is a difference amony the four industries regarding lean production components.