JOURNAL OF HUMAN RESOURCE STUDIES
Year:2022 | Volume:12 | Issue:2|Papers Count:7

Background & Purpose: In today's highly competitive environments, organizations' efforts to meet the expectations and satisfy their key stakeholders, including employees, have a significant impact on their survival and improving their competitiveness and productivity. In order to gain a comprehensive understanding of the actions that banks can take in this field, the present research has reviewed and classified the results of studies related to the actions that banks have taken in line with their corporate social responsibility regarding employees, and the results and achievements resulting from it. Methodology: This is a qualitative applied research and it has been used in meta-composite method. The information sources of this stage included articles published in international scientific databases, which were selected based on the criteria for entering the meta-synthesis process. Findings: That practices that banks have taken in line with their corporate social responsibility in relation to employees can be separated into six main categories: considerations related to recruitment and promotion, salaries and rewards, benefits and welfare services, training and continuous development, creating Favorable work environment and work relations. The results of these practices are also classified into two categories of attitudinal and performance-based results. Conclusion: Banks' efforts to meeting the expectations of employees as one of the most important stakeholders within the organization will strengthen positive occupational and organizational attitudes in employees so that they have more effort and motivation to improve occupational and organizational performance. The findings of this research can be used as a guide for actions that can be taken in this field.

Background & Purpose: With an increasing focus on identifying and assessing risks in organizations, risk management has become a key strategic priority. The purpose of this study is to investigate a neglected field, namely HRM. Thus, this paper has studied the HR risk management in a public organization. Methodology: Since the purpose of this study is to disseminate existing knowledge in the field of human resource risk, this study is developmental in terms of purpose,and due to the nature of the data, it is a mixed study. The statistical community in the qualitative section includes scientific texts, and academic and organizational experts. The statistical population in the quantitative part also included all employees of the Tax Affairs Department of West Azerbaijan Province, numbering 812 people. The measurement tool was a semi-structured interview and a questionnaire. Findings: In the qualitative part, using the theme analysis method, dimensions, components and HR risk indicators were identified. In the quantitative part, using confirmatory factor analysis, while examining and confirming the indicators and dimensions of HR risk model, their priority in the West Azerbaijan Tax Affairs Organization was examined, so that the managers of the organization Plan to control the most important HR risks. The proposed model has 4 dimensions, 14 components and 40 indicators. Conclusion: In this study, while identifying the dimensions, components and indicators of HR risk, the presented model was evaluated in a public organization. This evaluation enables the managers to identify and rank the status of the mentioned risks in the organization, to adjust the model indicators in a way that leads to the control of the risks in the organization.

Background & Purpose: Nowadays, there are different generations of employees in the workplaces. Each generation has its own characteristics and effective management of these generations is a major challenge for organizations. Therefore, recognizing and understanding these characteristics is essential in order to managing these generations. Performance management is one of the most important functions of human resource management, which in this research has been investigated in generation Z as the generation after generation Y that few studies have been done about it. Therefore, the purpose of this research is to identify the essentials of performance management system of generation Z employees in the capital market. Methodology: For this purpose, thematic analysis method has been used as one of the qualitative research methods. The research paradigm is interpretive and semi-structured interviews were used as a research tool to collect raw data from Generation Z employees in the capital market. These employees were selected by purposive sampling of the type of maximum diversity. Findings: Total of 26 interviews after analysis led to the identification of 4 main themes, 12 secondary themes and 114 basic themes, which are based on the four main phases of performance management. Conclusion: The results show the importance of all four phases of the performance management system for generation Z employees, and if organizations continue to fail to implement the standard of this system, it will bring about destructive outcomes like turnover. Finally, research limitations and suggestions for future research are provided.

Background & Purpose: The high rate of voluntary and involuntary separation of employees in most cases signals organizational issues. The separation of experienced and efficient personnel, especially for sensitive positions, may have irreparable consequences. For leading organizations, therefore, the concept of the "Employee separation Management" is of particular importance, such that they strive to maintain a stable rate between incoming and outgoing human forces. level of stability between in the input and output of the work force. Therefore, considering the direct and indirect costs of employee separation and the importance of employee role in the performance of organizations, the present study aims to provide a model of "Human Resource Functions for Employee Separation Management" in government organizations. Methodology: Current research is applied in term of purpose and using a mixed research approach (qualitative-quantitative). In the first step and using a qualitative approach, data was acquired by conducting semi-structured interview with human resource experts and managers. Using thematic analysis method an initial research model was extracted. In the second step and based on the structural equation modeling methodology, the research model developed in the first step was validated. Findings: For human resource functions, this research identifies a number of ten main components/themes, namely human resource planning, employee recruitment, compensation, performance management, career development, training, organizational discipline, motivation, succession, and social support. This research, furthermore, reveals 51 subsidiary themes for human resource functions. Conclusion: Having GOF values of 0. 561, the structural equation modeling indicates a strong modelling fit for the initial research model.

Background & Purpose: Escape from big decisions to small decisions is one of our arts to hide the fear of decision making. The purpose of this study is to analyze the strategies and consequences of managers' decidophobia phenomenon using a mixed approach. Methodology: This research is exploratory in terms of purpose and applied research regarding type of use. Furthermore, the methodology is based on the research onion pattern, and an exploratory mixed method was used in this study. Grounded theory was used in the qualitative part, and in the quantitative part, descriptive-survey method was employed. The participants of the qualitative part are the human resource managers of the ministries of the country and cooperation, labor and social welfare, whose data collection tool is semi-structured interviews with 16 experts from these ministries using the snowball method. In the quantitative part, the statistical population is the employees of the Ministry of Home Affairs and Cooperatives, Labor and Social Welfare, and the data analysis tool is a researcher-made questionnaire whose validity and reliability have been confirmed. Findings: Research findings indicate the dimensions of dodging in decision making, inability to understand the problem, fear of facing abstract decision-making and decision-making related to (phenomenon-oriented), lack of delegation, removal of administrative duties, escape from the problem and conservatism in decision-making (strategies) and illegitimate political behavior of managers, learned disability, defective performance appraisal system, training of gray managers and inefficient management were identified as consequences of the phenomenon of decision-making phobia. Conclusion: Knowledge of the signs of decision-phobia can give more depth and richness to the knowledge of ministry managers both objectively and subjectively, and public sector managers can gain a better understanding of the decision-phobia process.

Background & Purpose: Background & Purpose: Evaluating the performance of employees is one the Air Defense Force of the Islamic Republic of Iran. However, there is ample evidence of inefficiency in the existing performance evaluation system. A shortcoming that needs to be addressed through a comprehensive understanding of the harms and shortcomings of the existing system Therefore, in this research, we seek to identify the damage of the air defense force's performance evaluation system as the main goal of the research. Methodology: The present research is mixed in terms of the type of research and applied in terms of purpose. In the first stage, using semi-structured interviews with managers and officials in the field of human resource management and staff performance evaluation of one of the four forces of the Army of the Islamic Republic of Iran, the harms of the staff performance evaluation system have been identified. In the second stage, the validity and fit of the model were examined using a questionnaire and statistical tests. In the qualitative section, after collecting information, the theme analysis method was used to analyze the interviews. In the quantitative part, the data have been analyzed using structural equation tests and SPSS and smart PLS software. The reliability of the questionnaire was also confirmed by Cronbach's alpha coefficient of 0. 81. Findings: 342 primary codes extracted from semi-structured interviews were classified into 23 organizing themes and 3 overarching themes. The results of statistical tests confirm that measurement, structural and general models are necessary. Conclusion: The results of the research, while reducing the existing theoretical gap, provide a comprehensive understanding of the disadvantages and shortcomings of the performance evaluation system of the Air Defense Force of the Islamic Republic of Iran Also, the research finding can be used as a basis for modifying or redesigning the performance evaluation system.

Background & Purpose: Revolutionary advances in cognitive science and technology have led mind-brain studies to the novel “brain control and simulation” phase. The development of cognitive science and technology, along with the huge investment of the world’s leading military research institutes in this area, suggest the emergence of a new arena of warfare, which is known as “cognitive warfare”. The present study aims to conduct a logical and conceptual analysis of cognitive warfare and illustrate its conceptual network. Methodology: The study is performed using logical and conceptual analyses. The applied techniques include constructive, detective, and reductive analyses. Findings: The analyses indicate six common logical fallacies in the conceptualization of cognitive warfare: the reduction of cognitive warfare to the psychological level, the reduction of cognitive warfare to cognitive operations, the reduction of cognitive influence to cognitive interference, the reduction of cognitive warfare to cognitive impairment, the reduction of cognitive warfare to military operations, and the reduction of cognitive warfare to application of cognitive science and technology in the battlefield. Each of the mentioned fallacies represents a natural element of cognitive warfare to demonstrate its conceptual network: cognitive warfare science and technology, cognitive warfare based on cognitive theories, the effectiveness of cognitive warfare, cognitive warfare dimensions, the scope of cognitive warfare, and the arena of cognitive warfare. Conclusion: The renaissance of cognitive science and technology highlights the fact that future power and supremacy lies in cognitive superiority and empowerment in the arena of cognitive warfare. Thus, some of the critical measures to be taken in this regard are establishing cognitive science and technology research centers, cognitive defense centers, and cognitive battlefield bases and headquarters. Other essential actions include the training of officers for cognitive warfare, policymaking, legislation, and executive measures and planning for offence and defense in the arena of cognitive warfare