مطالب

In Origin of the Work of Art, Heidegger presents an evocative claim about the way the Temple to Athena on the Acropolis, opens a world rich with meaning and resonant with significance that orients the Athenian people within reality thus allowing their relations to others and to nature to appear as meaningful and ultimately nourishing. In other words, the Temple, like all great works of art, opens a world that is also a home. This article reviews the import of Heidegger’s reflection on monumental art, but we quickly turn to the principle objection to Heidegger’s thought, which is that the entire venture by which an artistic, religious, or poetic event organizes a world for “a people” is fundamentally illegitimate because of the way it binds individuals to an identity that outgroups the “foreigners” that do not belong to this identity and thus marginalizes them. This objection is a central motivating force for liberalism, and since World War II, and particularly since the fall of the Soviet Union, has been almost hegemonic in many strands of philosophical thought and the globalized culture more widely. Thus, we see that the objection against Heidegger is primarily ethical and political and concerns not only his philosophy but the central and inter-related phenomenological ideas of the horizon, Lebenswelt, and the world—and thus the very relation of phenomenology itself—to contemporary ethical-political thinking. But because the objections are so strongly rooted in motivations, our phenomenological inquiry into the ‘world’ will have to be supplemented by recourse to hermeneutics.

Purpose: Considering the importance of human resource planning for organizational citizenship behavior, the purpose of this study was identify, explain and prioritize human resource planning factors in order to occurrence organizational citizenship behavior by employees. Methodology: The present research was descriptive from type of qualitative-quantitative. The research population in the qualitative part was documents and texts related to the research and experts were familiar with the subject who tried to identify and explain the factors of human resource planning in order to occurrence organizational citizenship behavior and in the quantitative part were the experts who prioritized these factors. The research sample consisted of 20 research-related documents and 15 experts who were selected by purposive non-random sampling method. Data collection tools included taking notes of documents and texts and surveying about new effective factors and expressing the rate of importance of existing factors in Delphi. Data were analyzed by coding and factor analysis methods. Findings: Findings showed that for the human resource planning pattern in order to occurrence organizational citizenship behavior by employees in the human resource planning part were identified 67 indicators in 19 components and in the organizational citizenship behavior part were identified 28 indicators in 6 components. In human resource planning the 19 components respectively were include performance management, labor adjustment, organizational culture, strategic goals, organizational structure, human resource planning, recruitment, training and development, maintenance, external environment, supply, demand, human resource strategy, strategic planning, management style, flexibility, reward system, job analysis and individual factors and in organizational citizenship behavior the 6 components respectively were include altruism, work conscience, personal development, organizational loyalty, organizational obedience and citizenship virtue. Conclusion: According to the reported results, to develop the occurrence of organizational citizenship behavior by employees can be action through its effective human resource planning factors that was identified in the present research.