Empowerment and Resilience
Hossein Hamzavi; Mohammad Motaqinejad; Abdulwase Khademi; Behrouz Rezaeimanesh
Abstract
Purpose: Emphasizing a working system with stable performance in a dynamic and competitive economy is vital to increasing the performance of knowledge-based companies. Therefore, the need to achieve sustainable performance has caused these companies to resort to several factors to find a solution to ...
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Purpose: Emphasizing a working system with stable performance in a dynamic and competitive economy is vital to increasing the performance of knowledge-based companies. Therefore, the need to achieve sustainable performance has caused these companies to resort to several factors to find a solution to eliminate the negative social and environmental effects on their activities. One of these factors is the participation and stable performance of employees in promoting and improving the company's sustainable performance. The stable performance of employees is an ideal state, in the performance of an organizational role, which describes the ability of a person to perform activities that develop the organization's main capabilities to achieve a desirable state, and its difference is the performance in long-term received results. The purpose of this research is to investigate the effect of knowledge-based human resources management on the sustainable performance of employees with the mediating role of psychological empowerment of human resources.Design/Methodology/Approach: The current research is applied research in terms of its purpose, and in terms of data collection, it is research with a descriptive-survey approach. The statistical population of this research includes all employees of knowledge-based companies in Bushehr province, numbering 509 people, and the statistical sample size based on Cochran's sample estimation formula is 219 employees. To collect data and measure the relationship between research variables, a questionnaire was used. Questionnaire criteria to measure the variable of knowledge-based human resource management from Kianto et al. (2017) with four dimensions (recruitment and selection, training and development, performance evaluation and service reward), the variable of psychological empowerment of human resources from Spreitzer and Mishra adapted from Timuranjad and Sorihi Esfastani (2010) with five dimensions (competence, autonomy, influence, meaningfulness, and trust), and the variable of sustainable employee performance was from Zaid et al. (2018) with three dimensions (economic performance, social performance, and environmental performance) were extracted. Also, to analyze the data, the structural equation modeling method was used and SPSS22 and Lisrel statistical analysis software were used.Findings: The results of this research showed that knowledge-based human resource management has a significant effect on the stable performance of employees and the psychological empowerment of human resources. Also, the psychological empowerment of human resources has a significant effect on the sustainable performance of employees. Finally, knowledge-based human resources management has a significant effect on the stable performance of employees with the mediating role of psychological empowerment of human resources.Discussion and Conclusion: Considering the close relationship between knowledge-based human resource management and the stable performance of employees, psychological empowerment can help to improve performance and promote the sustainability of the organization and employees. Therefore, the components of psychological empowerment, i.e., competence, autonomy, influence, meaningfulness, and trust, by strengthening the components of knowledge-based human resource management, i.e., recruitment and selection, training and development, performance evaluation, and service reward, affect various aspects of the sustainable performance of employees.
Mental disorders in the context of the organization
Hossein Hamzavi; Mohammad Javad Kameli; Reza Azarpara; Hossein Karimi
Abstract
Purpose: The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and ...
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Purpose: The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and happiness, work-life balance, the ability to deal with daily pressures and stresses, the ability to create and maintain constructive relationships with other people, and the ability to have a meaningful and purposeful life. The purpose of this research is to investigate the effect of a health-oriented leadership style on the mental health of employees with the mediating role of the psychological needs of human resources.Methodology: The current research in terms of the method is quantitative, in terms of purpose is applied research in the field of human resources and organizational behavior, and in terms of collecting data and information is research with a descriptive survey approach. The statistical population of the research includes all managers and employees of the General Welfare Department of Fars province, numbering 254 people, and the statistical sample size based on Cochran's sample estimation formula is 153 employees. To collect data and measure the relationship between research variables, a questionnaire was used. Questionnaire criteria to measure the variable of health-oriented leadership were adapted from Safar Mohammadlou et al. (1401) with four dimensions (quality of life of employees, job actions, management and leadership style, and environmental strategies), to measure the variable of psychological needs of human resources the criteria were adopted from the Humphreys questionnaire by Soltaninejad et al. (2003) with four dimensions (self-esteem, self-awareness, self-renewal, and sense of belonging), and the mental health variable of employees was adopted from Keyes (2002) with three dimensions (emotional well-being, mental health, and social health). Also, to analyze the data, the structural equation modeling method, and SPSS 22 and Lisrel statistical analysis software were used. Findings: The results of this research showed that health-oriented leadership has a significant effect on the mental health of employees and the psychological needs of human resources; Also, the psychological needs of human resources have a significant effect on the mental health of employees; And finally, health-oriented leadership has a significant effect on the mental health of employees with the mediating role of psychological needs of human resources. Discussion and Conclusion: Health-oriented leadership style improves the health and mental health of employees by strengthening the psychological needs of human resources in the organization. This type of leadership style, through the component of managing the quality of life of employees, has encouraged them to maintain a balance between their personal and professional lives, which can lead to self-awareness, a sense of belonging to the organization, reducing stress and increasing employee satisfaction to improve health. On the other hand, health-oriented leaders use environmental strategies to create a work and spiritual environment that is governed by moral values and norms, through the two components of self-respect and self-awareness, so that employees can easily communicate with each other and learn and benefit from each other's experiences and knowledge, and as a result, help to improve the morale and mental health of employees in the atmosphere of constructive cooperation.. Finally, health-oriented leaders have paid attention to the issue that the job is one of the most important sources for physical and mental injuries, and by creating conditions for each employee about the components of self-regeneration and a sense of belonging in the work environment, establish a relationship between the job and the employee, so that the mental health of the employees is guaranteed.