درخت حوزه‌های تخصصی

Abstract Purpose: Although, several studies have been conducted on the concept of organizational citizenship behavior (OCB) and its relationship with health promotion of the administrative system, organizational spirituality as a factor affecting organizational citizenship behavior has been less considered in organization and management literature in recent years. The study aimed to investigate the organizational citizenship behavior by health promotion of the administrative system, "issued by Supreme Leader", considering the mediating role of organizational spirituality to present a desirable pattern. Accordingly, while reviewing the theoretical literature, their respective variables and scale, the overall framework of the study was formed. Methodology: This is an applied study in terms of objective and descriptive-correlational in terms of nature. The statistical population of this study were all staff of state-owned organizations of Kerman province in 2016-17. Sampling was done by two-stage cluster sampling method. Organizational citizenship behavior inventory 0.77 and organizational health 0.73 and organizational spirituality 0.90 were used to collect data. For analyzing the data, descriptive and inferential statistics (correlation test and structural equation modeling) were used and data were analyzed using SPSS and AMOS. Findings: The results showed that the interpersonal citizenship performance model, job citizenship performance, organizational citizenship performance, and the health promotion of the administrative system, "issued by the Supreme Leader", have a goodness of fit given the mediating role of organizational spirituality. Discussion: One of the areas of management that can have a great deal of spirituality is organizational citizenship behavior management whose purpose is to help change the behavior of individuals in the organization and thereby achieve operational goals in an efficient and fast way.

Purpose: Today, with the transition from the industrial economy to a knowledge-based economy, the economic value of the human resource in the organization is more evident than ever. Human resource accounting is a relatively new approach to calculating the value of human resources as a part of the organization's capital and assets. This study aimed to identify the components of human resources valuation and design the employee valuation pattern in the country's banking network based on the human resources accounting approach. Methodology: The study was conducted using a mixed method (qualitative and quantitative) in three consecutive phases. In the first phase, the components affecting the human resources valuation process were extracted through the content analysis of related studies. After extracting the general components, initial interview questions were formulated using them. In the second phase, additional components and indicators were identified through semi-structured interviews with elites and informants in human resource accounting. In the third phase, using quantitative methods, the validation and ranking of the components were done. Finally, the valuation pattern of the country's banking network employees was formed. Findings: The final pattern included a total of 36 components in four categories: individual and personality characteristics (11 components), professional qualifications (9 components), social capabilities (7 components), and organizational costs (9 components). Conclusion: The proposed pattern in this study can provide the possibility of a multi-faceted valuation of the banking network employees in Iran due to the coverage of a wide range of components affecting the valuation.