تاکنون اکثر گفتمانهای تاریخی درباره موفقیت و پیشرفت بر مبنای این موضوع بوده است که سازمانها چه کاری میتوانند برای پیشرفت کارکنانشان انجام دهند. اما با توجه به تغییر و تحولات عصر حاضر، ادبیات پیشرفت شغلی نیز تغییر نموده و اینکه افراد برای موفقیت شغلی خود چه کاری میتوانند انجام دهند، مورد توجه قرار گرفته است. در این راستا سالهاست که موضوع سرمایه انسانی به عنوان عاملی مهم و تاثیر گذار برای موفقیت و پیشرفت شغلی و اخیرا نیز سرمایه اجتماعی و عاطفی نیز به عنوان عوامل دیگر در این زمینه شناسایی شده است. از این رو پژوهش حاضر با هدف شناسایی روابط متقابل بین سرمایه انسانی، اجتماعی و عاطفی و اثرات آنها بر موفقیت شغلی انجام شده است. روش تحقیق مورد استفاده پیمایشی- همبستگی و بطور مشخص مبتنی بر مدل معادلات ساختاری میباشد. نتایج تحقیق حاضر نشان داد که دو بعد سرمایه انسانی و اجتماعی بر طبق مدل تحلیل مسیر ارائه شده بر موفقیت شغلی مدیران تاثیر میگذارد. در پایان پیشنهاداتی برای مدیران سازمان ارائه گردید.
The effect of technology spillovers is widely considered as one of the main channels through which domestic firms benefit from FDI، and plays an important role in economic development of host countries. Based on the analysis framework for technology spillovers established by Borensztein et al. (1998)، this paper will analyse and try to figure out the development patterns of ASEAN by utilizing time-series data between 1990 and 2008 in ASEAN countries. The empirical results render a support to the existence of technology spillovers in ASEAN، which has a positive effect on the economic development of ASEAN. China’s FDI in ASEAN requires lower education threshold، also has positive effect on economy growth in six countries of ASEAN.
In 2010, the World Bank categorized countries in per capita gross domestic product in terms of purchasing power parity (at constant 1990 prices) in three categories: low, middle (lower and upper) and high income. If a country caught at least 28 years in lower middle income level and at least 14 years caught in upper middle-income level, then they are trapped in lower middle and upper middle income traps respectively. The growth of per capita GDP or economic growth, is a factor in avoiding middle income trap. We examined the effect of total factor productivity, human capital and age dependency ratios on GDP per capita growth and the avoidance of middle income trap during 1991 - 2014 for ten Islamic countries, using panel data and constant effects estimation. The findings indicate that human capital and then total factor productivity have positive and significant relationship with per-capita GDP and have the greatest impact on economic growth and the avoidance from middle income trap. If the ratio of age dependency is high, it has a positive and significant effect on economic growth and can keep the country in the middle income trap.
In this paper, we address the question that does FDI alone affect economic growth or interaction of FDI and human capital is required to boost economic growth. We develop the model with an expanding variety of products. We estimate the model using some advanced tests utilizing data on FDI flows from developed countries. We find stronger complementary effects between FDI and human capital on the productivity growth rate instead of having them as separate variables. This result is consistent with the idea that the flow of advanced technology brought along by FDI can increase the growth rate of the host economy only by interacting with that country's absorptive capability. JEL Classification: F21: O49
The purpose of this study is to present a model of human resource architecture in Iranian Customs. This research is in the category of exploratory mixed research. In the qualitative phase, the statistical population was academic experts in HR, managers and assistants in the field of Customs of Southern Iran. Purposeful sampling was continued until theoretical saturation. The sample size was 19 individuals. Semi-structured individual and in-person interviews were conducted. Based on the opinions following the implementation of the texts related to HR architectures, themes and coding, describing the basic elements, characteristics, system, achievements, advanced performance activities, and maintenance activities of HR were extracted. In the quantitative phase, the statistical population of this study consisted of all staff Customs of Southern Iran Who Were used based on theoretical foundations of structural equations minimum sample size of 210 stratified by random sampling based on Morgan Table. To collect the data, a researcher-made questionnaire of HR architecture (2019) was used. The content validity of the questionnaire was assessed by experts according to a predefined format and its reliability was confirmed by Cronbach's alpha 0.971. The following results were obtained to analyze the research findings using structural equations by LISREL software.All the relationships between HR architecture and Dimensions are very strong, because all standard coefficients are completely obtained by No. 1 Finally, it can be said that the strongest relationship between theDimensions and variables of HR architecture is the relationship between the achievement Dimension and HR architecture .
In 2010, the World Bank categorized countries by GDP (at Purchasing Power Parity) per capita (at constant 1990 prices) in three categories: low, middle (low and high), and high. If a country falls in a trap at least 28 years in the low middle income and at least 14 years in the high middle income group, then it is included in low and middle income groups, respectively .In this paper, using the experience of successful countries in avoiding the trap, we investigated the impact of investment, human capital, high-tech exports, total factor productivity, exports of goods and services, and the value added of service sectors on per capita GDP growth during 1991-2014, using panel data. Research findings in the literature indicated that in selected Asian countries, human capital and total factor productivity growth with positive and significant effects have the greatest impact on avoiding the trap. In the case of Iran, human capital and the total factor productivity growth have positive and significant effects on the economic growth, but such effects have not been so great to help escaping Iran’s economy from the middle- income trap. Therefore, Iran has remained in the middle- income trap over the past 58 years. JEL Classification: J24, D24, E22, C33.
Abstract Purpose: The purpose of the present study is presenting a model to provide the succession for the managers of Education & Training organization. The research method in terms of the purpose was practical/ fundamental one, in terms of collecting the data, it was descriptive- surveying and in terms of data type, it was mixed (qualitative & quantitative) exploratory one. Methodology: The population of the study in qualitative part includes academic experts and Tehran Education & Training top managers. Among them, the sample was selected according to purposive sampling and 10 person’s saturation method. The second group of the study population includes all heads and deputies (2400) of the Education Department in the provincial centers of the country. The sample size of 331 was selected by multilevel cluster sampling method. Data collection was done by library, semi-structured interviews (qualitative part) and research made questionnaire with 84 questions (quantitative part) was used. Interviews with experts indicate that the interview was valid and for measuring the reliability, theoretical coding based on fundamental data theory was used. For measuring the questionnaires’ validity, the face, content and construct validity were measured and for measuring the questionnaires’ reliability, Cronbach's alpha reliability coefficient and retest were used. According to the study research questions, descriptive statistics and inferential statistics (Verifiable and exploratory factor analysis and one sample t-test) were used in quantitative part using SPSS and Lisrel soft wares. Findings: The results of the study indicated that the models input that was the factors influenced on succession included, individual, organizational and procedural. The model output, that is the effective factors included, job satisfaction (job nature, development opportunities and organizational climate). Conclusion: According to mentioned components, the presented model had good fit. Also the results showed that the situation of succession, job satisfaction, coaching tasks and talent management was undesirable, but the situation of the leadership roles and human capital was desirable.
today the speed of changes in dispensation have involved all businesses. these changes include product/service, customer services, and consumer behavior. so the present research has examined the effects of job crafting with mediation health services on patient satisfaction. statistical population of the present research consists of two groups: the first group is the recipient of health services of Persian Gulf Martyrs Hospital and the second group of doctors, nurses, services staff, and employees of Persian Gulf Martyrs Hospital that provide medical and health services. to assess the variables of the study, a questionnaire was used. The statistical population of the second group passed 1000 people and 304 of them answered the questionnaire.the research method according to the nature of the research is descriptive-survey research. Cronbach's alpha coefficient was used to evaluate the reliability of the questionnaire questions that evaluate were obtained 888/0 for the job crafting questionnaire and content validity was used to measure the validity of the research data collection tool. the Questionnaire was the tool for collecting data in this research and Smart PLS software was used to test hypotheses.results of structural equations showed that the job crafting variable has positive and significant effects on patient satisfaction and health quality, and the health quality variable has positive and significant on patient satisfaction. Health quality variable plays a positive mediating role in the relationship between job crafting and patient satisfaction.