Human capital in urban management
S. Mohammadi
Abstract
BACKGROUND AND OBJECTIVES: Organizational culture is a topic that has recently emerged in management knowledge and in the domain of organizational behavior. Following new theories and research in management, organizational culture has become increasingly important and has become one of the central focus ...
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BACKGROUND AND OBJECTIVES: Organizational culture is a topic that has recently emerged in management knowledge and in the domain of organizational behavior. Following new theories and research in management, organizational culture has become increasingly important and has become one of the central focus of management. The purpose of this study was to investigate the dimensions and indicators affecting organizational culture in order to improve organizational culture and productivity based on the Denison Model in District 19 of the Municipality of Tehran, Iran. METHODS: The research method was descriptive-correlational and Denison's organizational culture questionnaire which assesses organizational culture based on four dimensions of involvement in work, compatibility, adaptability and, mission were used. Each of these four dimensions has three defined indicators. The statistical population of the study consisted of all employees of District 19 of Tehran Municipality, 148 of whom completed the questionnaire. After analyzing the data, the frame of the organizational culture of the district was formed. FINDING: The results showed that the mission and involvement in work have the mean scores of 3.14 and 3.01, respectively while adaptability and compatibility showed the mean score of 3.12 and 3.07. CONCLUSION: The municipality of District 19 in terms of its organizational missions and strategic goals needs a well-constructed plan
Human capital in urban management
M. Mirzapour; S.S. Toutian; A. Mehrara; S. Khorrampour
Abstract
The main objective of this study is to investigate the role of strategic human resource management in crisis management with regard to the role of mediating organizational culture and intellectual capital. This study is based on the purpose of the applied type and in terms of data collection is a descriptive ...
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The main objective of this study is to investigate the role of strategic human resource management in crisis management with regard to the role of mediating organizational culture and intellectual capital. This study is based on the purpose of the applied type and in terms of data collection is a descriptive research type. The statistical population includes all 257 staff of the Governorate of Thran. The sample size is set to 225 people using Cochran equation. Simple random sampling is used as the sampling method. The data was gathered through distribution and collection of the questionnaire and the analysis has been performed using Statistical Package for the Social Sciences and Lisrel software. Confirmatory factor analysis and structural equation modeling have been used to investigate study hypotheses. The results of the study hypotheses indicate a positive and significant impact of strategic management of human resources with the value of 0.21, organizational culture with a value of 0.43 and intellectual capital with a value of 0.55 on crisis management. The mediating role of organizational culture and intellectual capital variables has also been confirmed in the model.
Information and communications technology in Urban Management
S. Vahdati; S. Vahdati
Abstract
As green human resource management is known as a way of promotion of sustainable employee practices with the help of interface of every employee, there has always been a question in mind why in some societies green human resource management practices cannot be implemented effectively. The purpose of ...
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As green human resource management is known as a way of promotion of sustainable employee practices with the help of interface of every employee, there has always been a question in mind why in some societies green human resource management practices cannot be implemented effectively. The purpose of this paper is to find factors affecting green human resource management practices as barriers to help managers identify the root and be able to surmount the obstacles. As the result showed two groups of factors were defined; 1- Internal factors including personality and upbringing, knowledge of individuals, organizational culture, and 2- External factors including digital divide and education and training. Then the attention is drawn to the significance of these factors to see which one can have the most and the least effect. Therefore to rank the value of these factors the Friedman test was used. The result showed that among all these factors personality and upbringing have the highest effect and digital divide has the lowest effect on green human resource management practices. It is believed that by emphasizing and paying more attention to these factors the implementation of green human resource management can be improved more effectively and employees will be more willing to show green behavior towards the environment or the use of resources.
