علیرضا ابراهیمی

Introduction: Emotional intelligence represents an advanced and evolved perspective on human resource management in organizations. It serves as a modern and effective tool that enables managers to manage crises and guide employees toward the achievement of organizational goals. Method: In this applied, descriptive–survey research, the statistical population consisted of 478 senior staff members and experts of the Red Crescent Society in Yazd province. A total of 215 participants were selected using Cochran’s formula. Findings: In the present study, four components of emotional intelligence—self-regulation, motivation, empathy, and social skills (each consisting of specialized subcomponents)—were first coded. Subsequently, pairwise comparisons of the emotional intelligence components were conducted, and the weights of these comparisons were calculated using the geometric mean. Finally, the collected components were ranked using the fuzzy Analytic Hierarchy Process (AHP) method. Conclusion: The results showed that among the evaluated indicators, self-awareness(A), having the highest weight and social skills (E), having the lowest weight, is identified as the most and the least important component of emotional intelligence.

INTRODUCTION: Every year, a number of citizens, especially workers, lose their lives or are injured in fires, and many assets are destroyed by fires. In fact, the dimensions of these losses are also increasing with urban and industrial development. The purpose of this research is to identify and rank the supervisory and instrumental criteria of firefighting and rescue in controlling the risk of accidents in construction projects in Tehran. METHODS: In this applied-descriptive research, library and questionnaire methods were used and then the main criteria were prioritized using the Analytic Network Process (ANP) technique. About 10 construction experts (mass builders) in Tehran were selected and studied based on available sampling. FINDINGS: In this research, in the first stage, based on the opinions of experts, 42 sub-criteria were screened and selected as appropriate sub-criteria, and in the second stage, the main research criteria were prioritized. CONCLUSION: Based on the results, the criteria of "safe emergency evacuation instructions", "appropriate and sufficient emergency exits", "management of electrical equipment", and "safe emergency evacuation instructions" with normalized weights showed that the sub-criteria of "gas welding and flame cutting work must be performed by skilled workers", "adequate emergency lighting", "prevention of generator overheating", and finally "location of emergency signs" are in the first priority.

INTRODUCTION: Perceived organizational support facilitates employees' tendency to identify the humanitarian characteristics of an organization. Social capital encompasses concepts such as trust, cooperation, and collaboration among members of a group or society, forming a purposeful system that guides them toward achieving goals. Also, emotional intelligence represents an evolved form of attention to human resources in organizations and serves as a modern and appropriate tool for managers to control crises and guide individuals toward organizational objectives. METHODS: This study is of a survey-cross-sectional type in terms of its applied purpose. The statistical population includes all senior staff and experts of the Red Crescent Society of Yazd province, 220 people were selected as a sample using Morgan's table. FINDINGS: This study utilized causal relationships based on structural equations. The PLS model was tested based on two models, initially evaluating external models. The validity and reliability estimates of external models were assessed according to the criteria proposed in the reflective and mixed external models, then the internal model was evaluated. The external model, equivalent to the measurement model in covariance-based structural equation models, determined the relationship between latent variables and observed indicators. CONCLUSION: The results indicate that the coefficient of influence of perceived organizational support on emotional intelligence is significant and 0.8% of the variance of perceived organizational support is shared with emotional intelligence based on the Coefficient of Determination (R2).

INTRODUCTION: The improvement of human resources refers to the activities through which the employees continuously keep pace with the changes and growth of the organization. It involves the improvement of the skills, knowledge, and capabilities of the employees in the perceptual and operational dimensions to increase the efficiency of the employees' performance. The present study aims to identify and rank the factors affecting the improvement of human resources in relief organizations in the RCS in Yazd province. METHOD: The present study is applied in terms of purpose and descriptive survey methodically. The statistical population included all the senior employees and experts of the RCS of Yazd province (478 people). About 215 people were selected based on Cochran's formula. Data analyzed using fuzzy SWARA and SPSS-24 software. FINDINGS: According to the findings, 21 factors affecting the improvement of human resources in the RCS of Yazd province were identified and prioritized using the fuzzy SWARA technique. It gives this opportunity to decision-makers and policy-makers to choose their environment and strategy based on the current situation. CONCLUSION: The results revealed that the highest weight or the most important factor is the implementation and evaluation system (development of group activities and team building).

INTRODUCTION: Identifying and classifying hospital suppliers and choosing the right hospital supplier are based on some criteria, such as price, quality, timely product delivery, and after-sales service. METHODS: The research method was to select a suitable supplier through multi-criteria decision-making methods, including fuzzy TOPSIS and fuzzy Delphi. This research analyzed the selection criteria of hospital suppliers using fuzzy TOPSIS and fuzzy Delphi methods. The weight of the selected criteria and their importance were determined by holding interviews with hospital experts. In the next stage, the suppliers were evaluated, and finally, they were ranked using the TOPSIS fuzzy method. FINDINGS: In this research, the criteria for selecting suppliers were based on the criteria determined by Dickson. According to the fuzzy Delphi method, 7 criteria of product quality, timely delivery, final product price, after-sales service, technical ability, product position among competitors, and easy-to-use product were selected for supplier evaluation. CONCLUSION: The selection of a reliable supplier is becoming increasingly crucial given the critical role played by the healthcare sector, which includes hospitals and the Red Crescent as its constituents, the expanding development of technology, and the growing variety of medical equipment. According to the results obtained by the fuzzy Delphi method, the criterion of product quality with a score of 0.88 was chosen as the most important criterion, while the ease-to-use product index with a score of 0.7 was chosen as the least important criterion. The selection and evaluation of suppliers were accomplished through several different quantitative and qualitative indicators, such as cost, quality, timely delivery, and after-sales service. As a result, companies must choose key indicators and suitable suppliers because the right supplier leads to a reduction in purchase costs, as well as an increase in the quality of the products and ultimately the success of the organization in reaching its goals.

INTRODUCTION: Various studies have demonstrated that rescuers enjoy higher levels of self-efficacy and quality of life, as compared to ordinary people. Moreover, the constant and sometimes prolonged presence of Red Crescent Society rescuers at the scene of disasters makes them more prone to the emotional impact of crises, in comparison with ordinary rescuers. METHODS: The present study was conducted based on a causal-comparative (ex-post facto) design. The statistical population included 200 cases, and the sample size was equal to 120 (60 rescuers and 60 non-rescuers who were selected via the random sampling method). Scherrer self-efficacy questionnaire (1983), quality of work life questionnaire (1973), and Coopersmith self-confidence questionnaire (1967) were used to collect data, and data analysis was performed by analysis of variance. FINDINGS: As evidenced by the obtained results, the highest and lowest percentages of rescuers were in the age group of 20-30 (51.92%) and under 20 years (5.77%), respectively. In terms of education, the highest and lowest percentages of rescuers had a bachelor’s degree (61.7%) and high school education (1.7%). Furthermore, the highest and lowest percentages of non-rescuers were permanent (63.73%) and contract employees (1.7%), respectively. CONCLUSION: The results pointed out that rescuers enjoyed higher levels of self-confidence, quality of work life, and self-efficacy, as compared to non-rescuers.