پژوهش های مدیریت منابع انسانی
سال:1397 | دوره:10 | شماره:2 (پیاپی 32) |تعداد مقالات:15

Understanding organizational culture necessitates an appropriate model. Because of the deficiency of organizational culture consistent with Islamic values, indigenous culture, mission and tasks of the governorates in Iran, this research is intended to design an appropriate model for identifying and measuring the organizational culture of Kurdistan provincial governorate. Purposive sampling and snowball method were employed in this qualitative research. Initially, semi-structured interviews were conducted with experts from all cities in Kurdistan Provincial Governorates, and were continued until reaching to theoretical saturation (16 people). The data from the interviews were analyzed through thematic analysis by NVivo 10 software. Fuzzy Delphi technique was used for qualitative validation and consensus among experts on the identification of the components and indicators. Then, the identified dimensions, components, and indicators were shared by several universities’ professors, and managers of the ministry of interior specialized in organizational culture. Having modified the selected equivalents and terms, the researchers became certified about the validity of the features. Accordingly, the final model of organizational culture of Kurdistan provincial governorate was designed including 5 dimensions (transformational culture, citizenship, futurology, bureaucratic, and Islamic-political dimensions), 14 components and 54 indicators.

These days, technological advancement has greatly affected organizations' atmosphere, including human resource managers’ functions. An example of the influence of technology in the field of human resource is manifested in the management of electronic human resource. After the development of internet, this technology has been employed extensively in the developed countries and had recently been considered in the academic and organizational discussions in Iran. Yet, its application in the Iranian organizations has faced two problems including a significant insufficiency of researches in the field of human resource management, as well as the ignorance of the localization of this new system, which has not been welcomed considerably and has resulted in great problems in its establishment. Hence, taking several methods of data collection (interviews, questionnaires, and Q test), this research aims at identifying the barriers and factors influencing the establishment of human resource management. The barriers and factors were integrated through Q method, and a final localized model identifying the barriers and factors of electronic human resource management in Iran was achieved. Finally, a suitable model with localization approach for the establishment of management Electronic human resources in Iran are designed. Regarding the strategic reference points, the researchers presented the model as input and consideration of the new system.

The existence or absence of an effective performance evaluation system is directly related to the life or death of organizations. Organizations are supposed to work hard to optimize this system. This research is intended to review, analyze and criticize the performance evaluation system in an organization. This applied research follows a descriptive-survey method. The statistical population of this research contains managers who are involved in the design, implementation and monitoring of performance evaluation system. They include 30 experts working in Tehran province all of whom were selected as sample group. Six questionnaires were distributed among the subjects in six statistical stages. To investigate the challenges involved in performance evaluation system, the normal data from the Kolmogorov-Smirnov test was employed. Furthermore, the multivariable regression method was used to measure the impact of each of the identified problems on the employees’ evaluation system. The results indicated that the performance evaluation system is suffering from problems and shortcomings in all dimensions (inputs, content, evaluators, examinees, performance methods, and outcomes).

Maintaining and upgrading employees' dignity is an organizational requirement for creating satisfaction and motivation in them. This research is intended to analyze the results of the researches conduced in the field of employees’ dignity qualitatively in order to help organizations upgrade their plans and evaluations relating their employees' dignity. Having reviewed the initial researches and findings, and having refined the resources related to the status of employees through a critical evaluation method, according to the qualitative research methodology, one of the most advanced methods, we reached to 39 sources selected from 143 sources. Then 224 primary codes were obtained by the qualitative analysis of the documents by Atlas T software. After refining and re-categorizing the initial codes by the research team, the researchers identified 4 dimensions, 15 components and 42 indicators relating to employees' dignity. The main dimensions of employees’ dignity include personal, occupational, organizational and social dimensions.

The importance of human resource has been highlighted as the most valuable assets at organizational and their successes for about three decades. Today, human resource managers believe that selection and appointment of competent employees in accordance with their jobs reveal the value of human resource. This study is aimed at identifying factors influencing the efficiency of human resource recruitment model in petrochemical companies covered by Article 44 of the Iranian Constitution. The research is conducted through content analysis by interviewing panel experts. Its classification contains eight main dimensions including environmental factors affecting the determination of strategies, authorities of recruitment and supply of human resources, human resource planning based on industry professional competencies, determination of merit standards, adjustment of competencies with occupations, human resources recruitment measures, human resources supply measures, and internal and external consequences. The research resulted in the prioritizing these factors by authorities and resource managers at Persian Gulf Human Holdings Companies by Fuzzy Topsis technique. The results of prioritization showed that the following factors are the most prior factors affecting the model: determining the sufficient number of people, technical knowledge, group orientation, evaluating professional competencies, legal demands, implementing the recruitment process, empowering employees, justice-orientation in attracting human resources, and competition factor in each dimensions.