JOURNAL OF HUMAN RESOURCE STUDIES
Year:2019 | Volume:9 | Issue:1|Papers Count:8

Background and Objective A prerequisite for the implementation of human resources excellence plans is that managers have the necessary competencies. This study aimed to identify the key competencies of managers for the excellence of human resources. Methodology In this study, a sequential mixed method (qualitative-quantitative) research design was implemented in three steps. The grounded theory (GT) was employed in the first step to identify managerial competencies by interviewing 18 managers of 8 home appliances manufacturing companies in Iran. The Delphi method was then used in the second step to determine the importance of each competency. After that, the partial least squares structural equation modeling (PLS-SEM) technique was employed to evaluate the effects of these competencies on the results of human resources excellence in the third step where 114 intra-organizational departments and their managers (114 individuals) were monitored through the complete enumeration method. Findings Regarding the effectiveness of establishment of a human resources excellence system, 16 key competencies were identified for managers in five areas of individual, communicational-social, management and leadership, strategic, and complementary competencies. Conclusion Enabling managers to benefit more from these key competencies can help facilitate the progress of human resources excellence plans in organizations.

Background and Objective The ability to play an effective and balanced role in work and life lays the proper foundations for maintaining physical and mental health and improving individual and organizational performance. This study aimed to identify and prioritize individual and organizational obstacles to the work-life balance. Methodology This is an applied-descriptive survey, in which the statistical population included 705 employees working at a public organization in Tehran. The random sampling method was employed to selected 248 employees as the statistical sample, and a research-made questionnaire was used for data collection. The statistical tests of confirmatory factor analysis and population mean were conducted to analyze data in LISREL and SPSS. Findings A literature review resulted in the identification of 15 individual and familial obstacles and 15 organizational obstacles, the explanatory roles of which were confirmed and classified as individual and organizational classes to analyze their status in the statistical population and rank their obstacles. Out of the identified factors, 5 individual and 8 organizational factors classified as the work-life balance obstacles, the most important of which were insufficient income and occupational stress. Conclusion Providing the proper foundations for the work-life balance in the lives of employees can result in many individual and organizational achievements.

Background and Objective A patient’ s mental image of quality of health services can greatly form his/her overall judgment of the organizations providing these services. This study aims to analyze the effects of organizational learning and total quality management on the organizational image through the mediating role of patient safety culture in the health services sector. Methodology This is a correlational descriptive study, in which the employees of hospitals were selected as the statistical population to analyze three variables, namely total quality management, organizational learning, and patient safety culture. Regarding the organizational image variable, the statistical population included the patients who visited the selected hospitals within a six-month period. Finally, the simple random sampling technique was employed to select 240 individuals from both groups. Standard questionnaires were then used for data collection; the reliability and validity of questionnaires were checked through Cronbach’ s alpha, composite reliability, convergent validity, and divergent validity. The resultant data were analyzed in SPSS and SmartPLS. Findings Organizational learning had positive effects on total quality management, patient safety culture, and organizational image. Moreover, total quality management had positive, significant effects on patient safety culture and organizational image. The Sobel test was utilized to determine the effect of the mediating variable; the results confirmed the mediating role of patient safety culture. Therefore, patient safety culture acted as a mediating variable in the relationship between organizational learning and total quality management by having a positive, significant effect on organizational image. Conclusion Managers of organizations that provide health services can improve organizational image in the minds of patients through the effective implementation of total quality management plans and improvement of organizational learning.

Background and Objective Considered the most important organizational capital, human resources productivity can improve organizational productivity and excellence. This study aimed to identify the factors affecting human resources productivity in scientific and technological organizations of the selected countries (Germany, England, Turkey, Taiwan, and South Korea) and evaluate the identified components in the Academic Center for Education, Culture and Research of Iran. Methodology A comparative research approach was first used along with the experiences of scientific and technological organizations of the selected countries to identify and evaluate the most important constituent components of human resources productivity. The structural equation modeling (SEM) technique was then employed to analyze the relationships between the identified components. The statistical population included the experienced managers and deputies of the Academic Center for Education, Culture and Research of Iran, 57 of whom were selected and surveyed through the purposive sampling method in this applied-descriptive survey. Findings Organizational support, education, organizational culture, job satisfaction, employee motivation, organizational structure, efficient and effective leadership and management, competitiveness, creativity, and innovation were identified as important and effective components of human resources productivity in scientific and technological organizations. Conclusion Managers of scientific and technological organizations can enhance organizational productivity by improving, modifying, and change the abovementioned factors. They can also achieve their organizational goals properly to meet their needs and accomplish their important missions.

Background and Objective Career anchors have been considered a human resources development strategy. Human resources managers have realized that it is necessary to plan and organize career paths and the progress trend in order to retain human resources and achieve appropriate outcomes for organizations. This study aims to analyze the effects of career anchors on individual outcomes including individual maturity and human resources sustainability as well as organizational outcomes including organizational civilization and organizational hopefulness. Methodology This is an applied descriptive study, in which the statistical population consisted of 900 employees working at the general education office of Tehran. The stratified random sampling method was employed to select 270 individuals as the research sample. A researcher-made questionnaire was used as a data collection tool, the validity of which was confirmed through content and face validity tests, whereas its reliability was confirmed through Cronbach’ s alpha. The structural equation modeling (SEM) (path analysis) was used for data analysis and hypothesis testing. Findings Career anchors had positive, significant effects on individual outputs. They also affected some of the organizational outputs. Accordingly, it was not confirmed that technical and functional competencies, work independence, and pure challenge affected organizational civilization. Furthermore, the effect of work independence on organizational hopefulness was not confirmed. Conclusion Identifying career models for key individuals to plan their career paths can both help their individual development and improve organizational productivity.

Background and Objective Organizational performance improvement has always been a managerial priority with human resources playing a unique role in this context. This paper aims to analyze the effect of human resources management ambidexterity on organizational performance by considering the moderating role of information technology and mediating role of talent management. Methodology This is an applied descriptive-correlational study, in which 281 managers of industrial departments were surveyed through a questionnaire for data collection. The partial least square structural equation modeling (PLS-SEM) technique was then used for data analysis. Findings Human resources management ambidexterity had a positive, significant effect on organizational performance. It was also confirmed that talent management had a mediating role in the relationship between human resources management ambidexterity and organizational performance. Moreover, information technology moderated the relationship between human resources management ambidexterity and talent management. Conclusion In the studied industrial departments, the implementation of information technology policies will affect organizational performance in the relationships between human resources management ambidexterity and talent management.

Background and Objective Organizational sociability can improve the bilateral cognition of individuals and organizations and help improve the constructive performance and behavior of individuals in organizations. This study aims to analyze the relationship between organizational sociability and organizational citizen behavior by considering the mediation role of the individual-environment proportion. Methodology This is an applied descriptive-correlational study, in which the statistical population 180 employees working at the Telecommunication Company of Isfahan Province. The simple random sampling method was employed to select 118 employees as the statistical sample. A researcher-made questionnaire was then used for data collection, whereas the structural equation modeling (SEM) technique was utilized for data analysis and hypothesis testing in SPSS and SmartPLS. Conclusion Human resources management can improve the individual-environment proportion and prepare individuals for organizational citizen behavior through the effective implementation of sociability plans.

Background and Objective Research has shown that people constantly use incorrect subjective models for learning and memory styles; as a result, they encounter errors, false evaluations, and mismanagement of their learning processes. Therefore, this study addresses the cognitive-neurological dimensions of learning. Methodology In this study, the desk method was used along with the meta-synthesis approach to identify 104 key and relevant references. After screening was performed, the meta-synthesis approach was employed with a qualitative interpretation to analyze 49 references. Findings How the brain absorbs, stores, and retrieves information differs from what happens in a computer; in fact, it is a dynamic, inferential, and recoverable process containing errors. Conclusion Identifying the cognitive-neurological dimensions of learning opens up a new window to the better and more effective perception of learning-teaching processes, the capacities of which can be employed to make learning environments more dynamic.