Human capital

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.

Foreign direct investment (FDI) as a growth accelerating component has received a great attention in developed countries even in developing and less developed countries during recent years. It has a matter of greater concern for the economists how FDI affects economic growth of the host country economy. In closed economy there is no access to the foreign instruments and savings, this type of economy solely based on the domestic savings and investment sources. But in open economy, the investment comes from both sources either from domestic savings or foreign capital inflows like FDI. FDI enables the host country to achieve the investment level beyond its capacity to improve GDP and economic growth.  FDI encourages the process of economic growth by filling up the saving-investment gap; transferring advanced technology, new entrepreneurship. This study investigates the impact of Foreign Direct Investment on economic growth in 30 Islamic countries. The econometric model is estimated by using Pooled Mean Group (PMG) for dynamic heterogeneous panels over the period 1992-2018.  The results of the study show that FDI inflows have positive and significant effects on economic growth. Of course, the impacts of interaction terms between FDI and human capital; FDI, and trade openness on economic growth are more than each of them separately in the long and short run.  The study suggests that the Islamic governments should design and implement appropriate fiscal, monetary and trade policies to make and improve an enabling environment to attract foreign Capital inflows as a supplementary source of domestic investment.

The purpose of this study is to explore the effective factors on the productivity of human capital via an interpretive structural modeling (ISM) in General office of Sports and Youth in Khorasan Razavi Province. The present study is a qualitative research with an analytical nature and it is also an applied one that was conducted via interpretive structural modeling. Literature review, interviews and ISM questionnaires were used for data collection. The research population included professors and experts in sports management, managers, deputies and staff of the General office of Sports and Youth in Khorasan Razavi, of which 35 people were totally selected through purposeful sampling in three stages of this study. According to the research findings, 59 effective indicators were identified under seven major dimensions playing role in improving the productivity of human capital, which were classified into five levels. Motivational factors, organizational culture and work environment, the relationship between managers and employees along with individual factors, the quality of labor force, and finally the technology factor were identified under five levels of the model. Finally, it can be concluded that managers in sports organizations should pay special attention to the technology factor and its indicators, which have been identified as the foundation of improving employees’ productivity, which then provides the ground for exploiting other dimensions at higher levels.

The main purpose of this study is to provide a model for recording human capital experiences based on a knowledge handbook in marine educational and research-oriented organizations. Other objectives of this research are to find the complication of efficient implementation of learning management in marine educational and research-oriented organizations and to achieve a model for acquiring tacit knowledge of experts in the form of a knowledge handbook. In this direction, challenges and solutions to improve the situation and implementation of this model are presented. The present study is applied in terms of purpose and qualitative and quantitative in terms of the data collection method. This research has been done in two stages: the requirements for implementing a knowledge handbook and the step-by-step model for developing a knowledge handbook. Finally, both models were evaluated based on the structural equation approach with PLS software, and with the approval of experts, the validation steps were performed and a suitable solution was provided. The organization knowledge handbook implementation requirements model includes 5 main components of organizational leadership, Staff culture, technology, Staff learning, and system process, which are explained by 53 items; Also, the model of compiling the knowledge handbook of the organization includes approaches of recognizing and selecting the appropriate expert, organizing discourse sessions, reasoning the results, localization of 

Purpose: The purpose of the current research was to investigate the impact of self-development on staff creativity with the mediating role of human capital mediation in high schools.Design/methodology/approach: The study was applicable to the quantitative approach using the descriptive–correlative method. The population comprised (55888) all human resources, including Teachers, school administrations, and other support staff working in the high school of Tehran city, among whom 381 were selected using the multi-stage cluster sampling technique. Data have been collected based on "human capital," "creativity," and "self-development" questionnaire and then analyzed using the structural equation modeling approach.Findings: The study findings revealed that self-development was effective on human capital with a path coefficient of γ=0.37, and human capital impacted creativity with a path coefficient of β=0.12. Furthermore, self-development with the mediation of human capital has positively impacted creativity (β=0.27). Finally, self-development can significantly influence human resource creativity (γ=0.23).

The present research has been done with the aim of determine the relationship between intellectual capital and employee performance of Ports and Maritime Organization. Statistical population of the present study includes head office employees of Tehran Ports and Maritime Organization. The statistical population is 140 people, 103 samples were selected according to Morgan table. In this research, field study and the standard questionnaire of intellectual capital of Bontis (1998) and employee performance of Hersey and Goldsmith (1980) have been used as data collection tools, In order to describe the data, descriptive statistics to analyze the data and Kolmogorov Smirnov test and Pearson's correlation coefficient have been used to evaluate the research hypotheses .Statistical analysis has been done by using SPSS software. According to the results of this research there is a significant relationship between the dimensions of intellectual capital (human capital, structural capital, relational capital) with the performance of Ports and Maritime Organization, and intellectual capital and its dimensions was not assessed at desirable level in the Ports and Maritime Organization with an average rate of 3.224 as well as the performance of employees was not assessed at desirable level in the Ports and Maritime Organization with the Average Rate of 3.468 .