Development of Logistics and Human Resource Management
Year:2022 | Volume:16 | Issue:62|Papers Count:8

Gamification has attracted the attention of academics and experts as a promising and effective tool for positive behavior change in order to increase staff performance. Therefore, the purpose of this study is to investigate the effect of gamification on employee performance in Yazd Gas Company. This research is based on a positivist model, has an applied goal, and is based on a quasi-experimental research method that is of pre-test and post-test with one group. The statistical population of this study is 120 employees of Yazd Gas Company. The statistical sample is 95 people who were randomly selected and the information obtained from them was analyzed. The data collection tool is the standard 17-item questionnaire taken from Kunderi (2005) model. The content validity of this questionnaire has been reviewed and confirmed by experts, and also, the reliability has been tested by Cronbach's alpha, and it is confirmed that the obtained alpha is 0. 89. The results show that training using games increased staff performance compared to training without games and the difference between pre-test and post-test was significant. In other words, gamification has increased the performance of employees in Yazd Gas Company.

The development of organizations in various dimensions depends on new and creative ideas of employees through which the organization progresses rapidly and achieves its goals. The main purpose of this study is to investigate the effect of philosophical mentality and spiritual intelligence on employee creativity through a mediating variable called organizational commitment. The statistical population includes the staff of libraries and Astan Quds Razavi Documentation Center. The sample size was estimated according to Cochran's formula and 278 people were selected from the statistical population by simple random sampling. This research is applied in terms of purpose and has been done by descriptive-correlation method. Necessary data were collected through standard questionnaires and analyzed using SPSS and Smart PLS software and structural equation method. The results show that there is a positive and significant relationship between the variables of philosophical mentality and employee creativity. Spiritual intelligence also has a positive and significant effect on employees' creativity. The mediating role of organizational commitment variable in the relationship between spiritual intelligence and employee creativity and philosophical mentality and employee creativity was confirmed. In general, it can be said that the factors affecting the creativity of employees are attention to philosophical mentality, spiritual intelligence and organizational commitment.

The aim of this study was to investigate the effect of organizational pride on the occurrence of creative work behaviors by considering the mediating role of job motivation. The statistical population of all employees of Ilam Power Distribution Company is 498 people, 217 people were selected as a statistical sample based on Cochran's formula and simple random sampling method was used to distribute the questionnaire among the sample. The main tool for data collection was a standard questionnaire. Therefore, to measure the organizational honor variable, Nouri et al. (2017), creative work behaviors, Mishra and Singh (2010) questionnaire, and to assess the job motivation variable, Sconnelli et al. (2002) questionnaire were used. The validity of this study was evaluated through face and structural validity and its reliability was assessed by Cronbach's alpha and combined reliability. For the analysis of the obtained data, structural equation modeling and Smart PLS software have been preferred. Findings show that organizational pride has a significant positive effect on the occurrence of creative work behaviors and job motivation. Also, job motivation has a significant positive effect on the occurrence of creative work behaviors and finally it was found that job motivation in the relationship between organizational pride and creative work behaviors plays a significant mediating role with a positive effect.

Organizations with social status have responsibility and respond to the demands of society according to ethical values in the form of strategic management and planning. The purpose of this study is to provide an employer's social responsibility model for the Center for Intellectual Development of Children and Adolescents in Iran based on the data theory approach. Semi-structured in-depth interviews were used to collect data and coded data analysis was performed. Sampling was done theoretically and purposefully in such a way that while conducting open interviews with 25 experts, a set of basic themes was collected during the open coding process and categories were extracted from them. In the pivotal coding stage, the link between these categories was determined under the headings of causal conditions, pivotal phenomena, strategies, contextual conditions, intervening conditions, and consequences. By analyzing the interviews in the first stage, 340 initial codes were obtained and 21 core codes were extracted in the selected coding. According to the research findings, the concepts of manpower recruitment, organizational justice and social consequences of employer social responsibility are the most common. The value of the regulatory axis code determination coefficient is higher than other axis codes and the significance of regression weights indicates the convergent validity of the model at the 99% confidence level.

This article seeks to identify and enumerate the important variables that make up the two key concepts of "knowledge management process capabilities" and "open innovation" in the context of management and organization literature and assess the impact of these two concepts on "human resource productivity" in knowledge-based companies in Tehran. This research is an applied one in terms of purpose. Collection of data related to theoretical issues and extraction of factors, variables and initial indicators was done through documentary method. The required field data were collected using a researcher-made questionnaire and the research variables were calculated quantitatively using the structural equation modeling method and confirmatory factor analysis. Findings indicate that the capabilities of knowledge management process and open innovation as key factors affecting the productivity of human resources including learning and growth variables as well as internal processes of knowledge-based companies in Tehran province have a positive and significant effect. The research results indicates that it is important that managers of knowledge-based organizations located in Tehran can by purposeful and intelligent management of knowledge transfer processes such as knowledge acquisition, knowledge application, knowledge conversion and knowledge institutionalization on the one hand and strengthen open innovation features such as organizational readiness, participation and recruitment capacity, on the other hand, help to increase the level of human resource productivity of knowledge-based organizations.

Performance appraisal helps organizational managers in decision making. In particular, using data envelopment analysis models, in addition to identifying inefficient units, the model unit can be introduced and the weaknesses of inefficient units can be identified. In this study, the performance of the educational deputies of 9 faculties of Amin University of Law Enforcement Sciences was evaluated. The statistical population of this study consists of experts and experts of Amin University of Law Enforcement Sciences, including heads of faculties and deputies and faculty members of 41 faculties, in order to confirm the variables used in the evaluation model of this study by confirmatory factor analysis and structural equation modeling. This research is descriptive in terms of purpose and applied in terms of nature. The method of data analysis is data envelopment analysis using the common set of weights technique based on multi-objective programming, which is a non-parametric approach based on mathematical calculations. The findings of this study showed that the education departments of the faculties of information and intelligence, border, law enforcement and Nasr are efficient units. However, the Vice Chancellor for Education of the Faculty of Intelligence and Criminal Investigation took the first place and the Vice Chancellor for Education of Kosar center took the last place.

Today, the world is rapidly changing and keeping pace with these developments requires the employment of creative and entrepreneurial people. Given that spiritual intelligence, by helping people to replace the rules, stimulates their creativity and builds a foundation for growth and development, it can be said that people with higher spiritual intelligence have higher entrepreneurial ability. The aim of this study was to investigate the relationship between spiritual intelligence and religiosity with entrepreneurship. The research design is descriptive and correlational. The statistical population included all graduate students of Tabriz University. The sample of 430 people was selected by stratified sampling method and answered the standard questionnaires of Badie, Savari, Bagheri and Latifizadeh, spirituality, Glock and Stark religiosity and personality traits of Iranian entrepreneurs. The results showed that there is a significant relationship between spiritual intelligence and social intelligence and religiosity of graduate students of Tabriz University with their entrepreneurial ability. There is also a significant difference between students in different fields in terms of entrepreneurship, spiritual intelligence and religiosity.

The purpose of this study is to identify and document the experiences of commanders and law enforcement managers in Ilam province in the field of organizational justice. The research method is qualitative in terms of content analysis according to the type of data used and in the end, Friedman test was used to rank the indicators. The research tool is the standard Niehoff and Morman questionnaire. Participants in the study include 20 police commanders in Ilam province. The sampling method in this study is purposeful and comprehensive. Findings from initial interviews in the first stage using open coding lead to the identification of all primary indicators and in the next stage axially, common and homogeneous concepts lead to the formation of more general indicators, component classification and prioritization of axes (procedural justice, interactive justice (interactive). After reviewing and analyzing the findings of the evaluation of participants' opinions, the results showed that organizational justice consists of 130 propositions and the concepts identified in the three categories (axis) of procedural justice, interactive justice and distributive justice; the most important indicators were extracted and executive proposals were presented. The research method used in this research is applied in terms of the type of data used, qualitative content analysis, in terms of results, applied and in terms of purpose, exploratory research. Participants in the study included 20 police commanders in Ilam province, who obtained 15 theoretical saturations. Also, the sampling method in this study was purposeful and the whole number was selected. Findings from initial interviews in the first stage using open coding led to the identification of all primary indicators and in the next step axially, common and homogeneous concepts led to the formation of more general indicators, class Combination of components and prioritization of axes (procedural justice, interactive justice (interactive) and distributive justice). In general, the most important indicators in the axis of procedural justice include the indicators of commander neutrality and attention to the fingers, commander aristocracy, meritocracy, rational and legal management, efforts to achieve organizational ideals, standardization of behavior and prevention of organizational corruption.