JOURNAL OF HUMAN RESOURCE MANAGEMENT RESEARCH
Year:2020 | Volume:12 | Issue:3 (41)|Papers Count:7

Organizational leadership is the main thrust of development, transformation and the emergence of the dynamic capabilities in all communities. To put in other words, leadership is the magical element of any organization. Moral leadership is an emerging aspect of this concept to which our society today feels thirsty. So far, various tools have been designed for the assessment of moral leadership most of which are mainly based on conceptual models developed in the Western societies appropriate to their norms. This research is intended to design tools for measuring local moral leadership in accordance with the ethical, religious and cultural norms of leadership, to be validated for Iranian governmental organizations. Hence, the statistical population includes governmental organizations from which a samples of 234 people are selected from six ministries by cluster sampling method. The ultimately designed measurement tool includes 40 items and eight dimensions including: genuineness and dignity, moral leadership, empowerment of followers, moral relationships, professional behavior, moral decision making, inspiration and generalization of ethics. The results indicated that the identified measurement model enjoys fitting indicators and reliable tools. As a result all Iranian administrative organizations are recommended to employ this measurement tool for measuring the situation of ethical leadership in their organizations.

Regarding the fact that conscripts compose the main human resource offered to the armed forces, it seems quite essential to develop a model for the optimal management of them. The supreme leader places special prominence on the proper application of conscripts, especially the educated ones, in order to take the best advantage of their capabilities, and to provide the situation for these young people’ s progress during military service. Regarding the purpose of this study, concentrating on the development of a desirable model for human resource management of the conscripts on the basis of the creeds and commands of the supreme leader, grounded theory method was used for this study. The statistical population of the research includes the creeds and commands of the supreme leader regarding public service. According to commands of the supreme leader, the requirements of optimal management of conscripts were identified as the causal category of the model, including: optimal allocation, optimal awarding, optimal training and optimal command of conscripts. In the optimal employment of the conscripts, priority is given to the real requirements of the armed forces, and their education, expertise, dignity, and special conditions should be considered. The strategies for implementing the desired model contain: 1. defining new fields, such as knowledge-based areas, rural development, and developing entrepreneurship; 2. structural reform of the armed forces; 3. setting informational systems for the conscripts; 4. transformation of the military training system; 5. improving the detention systems; 6. rich plans for the conscripts’ leisure time; and 7. controlling the qualitative use of conscripts. Optimal management of conscripts bring about great achievements for the conscripts (empowerment and enjoyment), for the armed forces (increase of military productivity and pleasure, and consequently reduction of fugitive soldiers) and for the government (promotion of optimistic look of the conscripts towards the system, training religious and revolutionary youth), and training human resource for the system).

This research aims at designing a value creation human resource model for customers in the banking industry and identifying the relevant components and indicators. Since this is an applied research, it follows an exploratory combined method. The statistical population of the study includes experts of banking industry, with whom 15 interviews regarding human resource were conducted in the qualitative phase with the samples selected through purposeful sampling method. In the quantitative phase, the sampling method was purposive judgment method was selected and a questionnaire was used to collect data. The statistical sample in the quantitative section contained 218 people, including experts, human resource practitioners in the banking industry (Saderat, Mellat, Tejarat, and Refah Kargaran). For the analysis of the qualitative data, the thematic analysis method was used, to be studied in three sections: inclusive themes, organizing themes and basic themes. In the thematic analysis section, 3 comprehensive themes were identified containing 26 organizing themes taken from 70 basic themes. These variables included upholding a customer-oriented organizational culture, relationship between employees and customers, and the participation of key customers in human resource processes. The structural equation method along with Smart PLS. 2 software were employed for quantitative data analysis. The results indicated that the research model is of good fitness and all the identified organizing themes significantly explained the comprehensive themes.

It seems quite vital for mosques to consider their human resource, especially those in charge of managing them, for their achievement of a strategic and real position in the society. The principal component of the managerial staff of a mosque is its Imam. This research is mainly concerned with designing a framework for the background of the success of the Imams of mosques. In this study, the data derived from interviews with 20 successful Imams were analyzed through thematic analysis using MAXQDA software. As a result, the framework of the successful backgrounds of the Imams of the mosques are designed consisting of 7 dimensions, 46 components and 174. The main dimensions of the successful background of the Imams include competencies, personal characteristics, experience, knowledge, motivations, virtues and context.

This research is intended to investigate the mediating effect of organizational creativity on the relationship between transformational leadership and organizational innovation. The research follows a descriptive-correlation method with emphasis on structural equation model. The statistical population of the study includes all employees of the Ministry of Science, Research and Technology (800 people). Cochran's formula has been used to decide on the sample size, thrugh which 260 people are selected as the sample designated by stratified sampling method fitting the size of the population. Data are collected through three questionnaires of transformational leadership, organizational creativity and organizational innovation, whose Cronbach's alpha coefficient were 0. 92, 0. 78 and 0. 82, respectively. The content validity of the questionnaires was confirmed by experts’ views. Data analysis was conducted through SPSS and LISREL software. The results revealed that the current situation of all three variables are above the hypothetical average. The interrelationships among all three variables, transformational leadership, organizational creativity and organizational innovation were positive and significant. The mediating role of organizational creativity in the relationship between transformational leadership and organizational innovation was confirmed.

This research is intended to identify and classify the general and specific job competencies of the inspectors of government agencies. Regarding the purpose of the study, content analysis method is selected to conduct it. Semi-structured interviews are used for data collection. The statistical population of this research included all employees and managers of the Inspection Office of Hamadan Province, as well as senior managers of the Hamadan Inspection Office, and the inspectors who were missioned to the provincial departments. The research followed a purposive sampling method resulting in the selection of 35 relevant experts who were interviewed. Job descriptions were reviewed to identify the most important information relating to job competencies of the employees. The data were analyzed through content analysis. Based on the results, the identified concepts were organized into 4 categories: general knowledge (5 classes), specific knowledge (2 classes), skills (4 classes) and personality traits (9 classes). The first three categories were determined as general competencies and the last category as the specific competency. Hence, it is suggested that more specialized manner be fulfilled to achieve justice and progress in individuals’ selections and supervisory investigations.

The importance of work teams in organizational performance has recently drawn the attention of many scholars. So, it seems necessary to identify and rank indicators and criteria affecting team performance in organizations. This study is aimed at identifying and ranking the indicators and criteria affecting team performance in the Faculty of Management and Economics of Islamic Azad University, Science and Research Unit of Tehran. In the qualitative part of this research, meta-combination method is employed. Quantitative method is employed for ranking of the indicators and the criteria. To achieve this, field studies and meta-combination method are used to identify the criteria affecting team performance. SPSS software is applied in the qualitative analysis. The identified criteria have been referred to 22 experts at hand in order that they score on the basis of spatial scope of the research. In the next step, based on the results achieved by the experts' scoring of the criteria, seven indicator were identified with their criteria. In the next step, the ranking of indicators and criteria were identified.