Human capital in urban management
B.Kh. Almagharbeh
Abstract
BACKGROUND AND OBJECTIVES: Agile human resource practices have become one of the most important concerns of modern departments because of their role in achieving competitive advantage. The majority of academics believe that in order to implement Agility of human resource practices, many scholars argue ...
Read More
BACKGROUND AND OBJECTIVES: Agile human resource practices have become one of the most important concerns of modern departments because of their role in achieving competitive advantage. The majority of academics believe that in order to implement Agility of human resource practices, many scholars argue that effective implementation of agile HR practices requires trained and motivated personnel. This research aims at clarifying the effect of human resources agility in Organizational Sustainability at Jordanian hotel sector.METHODS: The current study looks at the effect of human resource agility on organizational sustainability. A quantitative approach was used through a questionnaire-based survey. A descriptive analytical strategy was utilized in the study. The study targeted the entire workforce of Jordan's hotel sector, consisting of 21,835 employees across 22 hotels. The study's sample consisted of 410 workers that are employed in the hotel sector in Jordan. Numerous statistical methods, including frequency, percent, mean, standard deviation, Cronbach's alpha, exploratory factor analysis, average variance extracted, and composite reliability, have been employed to meet the aims of this research. Additionally, a structural equation modeling was used to quantify the impact of human resource agility on organizational sustainability.FINDINGS: Findings showed that resilience resilience had a positive influence on social and economic sustainability) Estimate = 0.323 and 0.207; C.R = 3.660 and 2.357; P-value = 0.01 and 0.00(. While environmental sustainability was not significantly impacted by resilience. Additionally, the results showed that adaptability significantly influence all organizational sustainability dimensions, including social, environmental and economic sustainability (Estimate = 0.247, 0.203 and 0.521; C.R = 2.312, 2.698 and 5.296; P-value = 0.021, 0.011 and 0.00(. Additionally, the results showed that proactivity significantly impact on social and environmental sustainability (Estimate = 0.475, 0.319; C.R = 5.085, 3.524; P-value = 0.00, 0.00 (.CONCLUSION: The study suggests that the hotel industry should provide and promote agile human resource practices in order to maintain organizational sustainability and prevent organizational decline. look into and analyze the mediating role of job embeddesness on the relationship between human resource agility and organizational sustainability at other industrial or service fields in Jordan as well as across different nations and various regional boundaries. The study also recommends that scholars explore the mediating role of job embeddedness in the relationship between HR agility and organizational sustainability, both within Jordan and across other countries and regions.
Human capital in urban management
M. Hakkak; M. Nadaf; H. Khalilipour
Abstract
BACKGROUND AND OBJECTIVES: Today, human resources play a key role in the success of organizations and leading organizations have creative, motivated and capable employees. In addition to the characteristics of the employees, the measures and practices related to strategic human resources management ...
Read More
BACKGROUND AND OBJECTIVES: Today, human resources play a key role in the success of organizations and leading organizations have creative, motivated and capable employees. In addition to the characteristics of the employees, the measures and practices related to strategic human resources management planned and implemented by organizations are effective mechanisms to attract employees who believe in their abilities and create energy and motivation in the Khuzestan Regional Water Organization, like any other organization. Also, it requires the deployment of the strategic human resources management capacity and its subsystems to improve the perceived organizational fairness of employees in order to improve work behavior and employee satisfaction, which the present study has dedicated to this important topic. The aim of the study is therefore to examine the relationship between performance appraisal measures and employee satisfaction and to investigate the mediating role of procedural and distributive justice in the relationship. METHODS: The research population were employees of the Khuzestan Regional Water Organization. The sample size was selected based on Morgan's table as 297 people. Data were collected using simple random sampling method. Data were analyzed by descriptive and inferential statistics using SPSS25 and AMOS24 software.FINDINGS: Based on the quantitative data analysis, the results of testing the research hypotheses show that financial measures are significantly related to procedural fairness (C.R.= 6.009) and distributive fairness (C.R.= 5.748), non-financial measures are significantly related to procedural fairness (C.R. = 3.643) and Distributive Justice (C.R.= 5.196). Financial metrics have a significant correlation with employee satisfaction (C.R.= 4,080), non-financial metrics have a significant correlation with employee satisfaction (C.R.= 2,569). Procedural fairness has a significant association with employee satisfaction (C.R.= 2.786), distributive fairness has a significant association with employee satisfaction (C.R.= 2.084). Procedural and distributive justice play a partially mediating role in the relationship between financial and non-financial measures and employee satisfaction.CONCLUSION: The results showed that the use of the comprehensive performance evaluation system is effective on organizational justice and the result will lead to the improvement of the job satisfaction of the employees and the results of this research can be used and generalized in governmental organizations and public non-governmental organizations that have almost the same organizational structure. The use of non-financial measures is suggested to evaluate employee performance, in addition to using traditional financial objective measures to evaluate performance.
Human capital in urban management
A. Salehi; N.M. Yaqhoubi; A. keikha
Abstract
BACKGROUND AND OBJECTIVES: In recent years, the occurrence of natural disasters, including floods, earthquakes, storms, and the like, has increasingly resulted in severe concerns in Iran as such disasters were unfortunate, causing human and financial losses, especially in disaster-prone areas like the ...
Read More
BACKGROUND AND OBJECTIVES: In recent years, the occurrence of natural disasters, including floods, earthquakes, storms, and the like, has increasingly resulted in severe concerns in Iran as such disasters were unfortunate, causing human and financial losses, especially in disaster-prone areas like the south of Kerman province. Thus, it is critical to focus on innovative Community-based Crisis Management approaches. The present research aims to study the effect of community-based crisis management on the resilience to disasters with the role of social capital in the south of Kerman province. Although much research has been conducted in this area in recent years, no study can be found that has simultaneously measured these three variables and from the citizens' perspective, which is the innovation of this paper. METHODS: Research data were collected using a questionnaire; thus, the research questionnaire was distributed among many citizens in the south of Kerman province. Research findings were analyzed through using LISREL.FINDINGS: The results showed that the community-based crisis management variable with an impact factor of 0.37 has a positive and significant effect on citizens' resilience. Social capital also plays a mediating role in the relationship between community-based crisis management and resilience, while having a positive and significant effect on citizens' resilience.CONCLUSION: The research findings help policymakers, managers, and crisis management experts deliver effective programs to reduce vulnerability and enhance citizen resilience of south of Kerman province against natural disasters.
Information and communications technology in Urban Management
A. Keshtegar; M. Ghasemi; S.A.R. Hosseini; F. Ahang; H. Ghaffari
Abstract
BACKGROUND AND OBJECTIVES: The European Foundation for Quality Management excellence model includes a framework for evaluating the improvement of organizations that excellence organizations must achieve them. Also, business intelligence as a management philosophy and tool helps organization to achieve ...
Read More
BACKGROUND AND OBJECTIVES: The European Foundation for Quality Management excellence model includes a framework for evaluating the improvement of organizations that excellence organizations must achieve them. Also, business intelligence as a management philosophy and tool helps organization to achieve enduring advantage and organization excellence. Therefore, the purpose of the present study is to investigating the impact of business intelligence on enablers of excellence model with using the mediating role of knowledge sharing. METHODS: According to purpose, the research method is applied and based on data collection is descriptive-survey. The statistical population of this study includes employees of Marvdasht Banks at the Fars province in Iran that 127 respondents were selected based on group sampling. Research data were collected using standard questionnaires (enablers of excellence model questionnaire, Popovic questionnaire for business intelligence and Wang questionnaire for Knowledge sharing) and analyzed through structural equation modeling by Smart-PLS. FINDING: Results showed that business intelligence has a positive and significant direct and indirect effect on enablers of excellence model. The direct effect of business intelligence on enablers of excellence model is equal to 0.482. The indirect effect of business intelligence on enablers of excellence model with the mediating role of Knowledge sharing is equal to 0.780. Also,the indirect effect of knowledge sharing on enablers of excellence model is equal to 0.410.The indirect effect of business intelligence on Knowledge sharing is equal to 0.726. CONCLUSION: Considering the research community, it can be said that in order to increase organizational excellence, bank managers should pay special attention to the variables of business intelligence and knowledge sharing and take action towards business intelligence by integrating data, increasing analytical capacity, increasing information quality, access quality of information and analytical decision-making. With these proceedings, not only affect knowledge sharing in the organization, but also increase organizational excellence.
Human capital in urban management
Z. Mehran
Abstract
Spirituality by creating an atmosphere of trust in the workplace increases the commitment. This commitment includes an employee’s commitment to the organization and the organization's commitment to its employees and customers. In organizations with high levels of spirituality, employees have more ...
Read More
Spirituality by creating an atmosphere of trust in the workplace increases the commitment. This commitment includes an employee’s commitment to the organization and the organization's commitment to its employees and customers. In organizations with high levels of spirituality, employees have more positive attitudes and organizational commitment compared to organizations lacking the same values. The present study tries to investigate the relationship of spirituality in the workplace with the organizational commitment and the organizational citizenship behavior among the employees. Structured questionnaire is used for data collection and significance of the relationship between the research variables and the hypothesis are determined through LISREL software and the Structural Equation Modeling. The sample size, using the formula of sampling from a limited society, is 166 employees from total of 472workers. The results of this study revealed that there is a significant and positive relationship between workplace spirituality and organizational commitment and organizational citizenship behavior. Moreover the Organizational Commitment has a positive impact on organizational Citizenship Bbehavior too. This study has been performed in District 9 of Tehran Municipality in 2015.