employee

Background: One of the concepts that has been proposed in order to increase human resources is to pay attention to the factors affecting employee motivation. The purpose of this study is to "investigate the relationship between ethical factors and job motivation in the employees of North Khorasan Power Distribution Company". Method: The present study was applied in terms of purpose and descriptive-survey in terms of type of research. The statistical population includes all employees of 191 North Khorasan Power Distribution Company and the sample according to Cochranchr('39')s formula is 127 people and the stratified random sampling method. Research data were collected by two researcher-made questionnaires of effective factors for job motivation and job motivation questionnaire. Pearson correlation coefficient and regression tests were used to analyze the data and generalize the results using SPSS21 statistical software. Results: The results showed that ethical factors have a significant relationship with job motivation and job motivation of employees of North Khorasan Power Distribution Company and the highest relationship with the factors of ethical relationship between manager and employees (0.430), non-abuse of authority (respectively). 0.340), had a sense of responsibility (0.163), moral empowerment (0.131) with job motivation of employees. Conclusion: The main achievement of the study showed that there is a significant relationship between ethical factors (empowerment, managerchr('39')s relationship, delegation, job appreciation, and feeling of ownership) and job motivation.

Purpose: Prediabetes refers to a condition where the level of fasting blood sugar reaches 100- 125 mg/dl. The prediabetes pervasiveness is growing throughout the world. The main objective of the present research is the exploration of the body composition and anthropomorphic differences among prediabetes and normal people for finding the plans for scanning prediabetes and the impact of exercise on it. Method: The present descriptive cross-sectional research conducted on 251 people. The signed informed consents and information of the education, age, exercise etc. gathered. Then, blood glucose tested, and 133 and 118 participants respectively had been chosen for the prediabetes and normal groups. Digital scales, wall stadiometer, tape measure and body composition monitor had been employed to measure anthropomorphic and body composition indices. Results: Total pervasiveness of prediabetes was 52.98% that accounted for 41.03% of the male and 11.95% of the female. Any significant differences didn’t found in the education level, exercise and physical activity between two groups (p>0.05). However, there was a significant difference in the age just in the male group (p=0.043). It found that the prediabetic participants experience visceral fat, BMI, WC, and WHR higher than the normal participants (p=0.037, p=0.010, p=0.000, and p=0.002, respectively) just in the female group. Conclusions: It has been concluded that anthropomorphic and body composition have differences between normal and prediabetes participants; therefore, they may be used as the screening programs. Moreover, it has been suggested that prediabetes can be prevented by controlling anthropometric and body composition indices by exercise.

Purpose: Evaluation of employee performance plays an effective role in organizational productivity and effectiveness. As a result, the purpose of this study was identification the components of evaluation of employee performance smart pattern. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The research population was specialist managers and experts evaluation of employee performance of the bank of industry and mine in 2020 year, which according to the principle of theoretical saturation number of 16 people was selected by purposeful sampling method. The research tool was a semi-structured interview, which whose validity was confirmed by the triangulation method and its reliability was calculated by the agreement coefficient method between the two coders 0.82. Finally, data were analyzed based on open, axial and selective coding methods. Findings: The findings showed that components of evaluation of employee performance smart pattern had 50 open codes in 12 axial codes and 3 selective codes. The selective codes included the factors of functional (with 4 axial codes of optimal function, quality of work, active and effective participation in meetings and planning, forearm and follow-up), job behavior (with 7 axial codes of observing administrative regulations and discipline, proper behavior and encounter with clients and colleagues, cooperation and accountability, analysis of issues and providing appropriate solutions, self-propulsion and innovation, increased job information and skills and information transfer) and ethical behavior (with 1 axial code of observing ethics and Islamic behavior). Finally, according to the identified components, the evaluation of employee performance smart pattern was painted. Conclusion: The results of this research have practical implications for the specialists and officials of the Bank of Industry and Mine, and they with the help of identified components for evaluation of employee performance smart pattern can provide the ground for improving the performance of the organization.