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Background & Aims: Every organization has an identity that is based on organizational culture. Organizations, like individuals, have personality, which is called the culture of that organization. Accordingly, the purpose of this study is to investigate the components of organizational culture in medical universities and present a conceptual model using the Delphi technique. Methods: To conduct the research, semi-structured interviews with 15 experts, including university professors in the field of organizational culture at Lorestan University of Medical Sciences and the Delphi method were used. In this paper, three basic steps of qualitative methods included; Open coding, axial coding, and selective coding and then the validity of the extracted codes was checked by Delphi method. Results: The findings showed that in the case of creating and forming friendly groups in universities of medical sciences in order to improve relations and proper cooperation in terms of presenting ideas, opinions and also solving problems, it creates a favorable organizational culture in universities. Medical science will be.in this section, the survey has been conducted in several stages to reach the consensus of the experts for the components. The components identified in the qualitative phase were presented to 15 experts in the form of a closed questionnaire. Then the average answers were calculated using Excel software. The purpose of the Delphi method is to reach the most reliable group agreement of experts on a specific issue, which is done by using questionnaires and asking experts' opinions, repeatedly, according to their feedback. This process continues until the average numbers become stable enough. In this research, the minimum average value of the answers is 3.5 and the difference of opinion for the Delphi averages is 1 (the lowest number in the response spectrum). If the average response is less than 3.5 or the amount of disagreement is greater than 1, the corresponding component will be removed. In the first stage of Delphi, the identified components were presented to the experts in the form of a 5-option Delphi questionnaire, and the average answers were calculated. At this stage, the average answers given for the components of risk acceptance, the importance of work to satisfy personal needs, personal influence, the effort to participate in the public-private sector, and creating an atmosphere without fear and intimidation were less than 3.5, and therefore this component were removed from the process. Kendall's coefficient of agreement in the first stage was equal to 0.569, which shows that the experts' agreement in this stage is average. In the second stage of Delphi, the Delphi questionnaire was again provided to the experts and the average answers and also the average difference with the previous stage were calculated. At this stage, the average difference in all identified components is less than 1, but the average components of voluntary coordination and voluntary presence of people to carry out assigned tasks, sensitivity to the needs, desires and personal problems of organization members, creating a communication network and alliance with Good people, the independence of employees and team members for how to do work and design a happy and stimulating work environment was less than 3.5. Therefore, these components were also removed from the process and the third round of Delphi was conducted. Kendall's coefficient was 0.590 in the second stage, which shows that the experts' agreement in this stage is average. In the third round, the average difference in all components is below 1, and also the average of all identified components is higher than 3.5. Also, Kendall's coefficient was obtained in the third stage equal to 0.690, which shows that the level of agreement of the experts in this stage is almost high. Therefore, all the indicators that entered the third round of Delphi were evaluated according to experts and therefore these indicators were approved. According to the results obtained from the Delphi method, finally 8 main components and 54 secondary components were identified. According to the number of experts, the content validity index of CVR is confirmed. Also, the Cronbach's alpha coefficient in all components is above 0.7, which shows the acceptable reliability of the components questionnaire. Conclusion: The purpose of the current research was to analyze the components of organizational culture in universities of medical sciences using the Delphi technique. Based on the results, 8 main components and 64 sub-components were identified as organizational culture components in medical sciences universities. First, the questionnaire made by the researcher and the answer package was provided to the experts. Then it was done by Delphi method in three rounds until we reached the agreement of the experts for the components. In the first round, 5 sub-components and in the second round, 5 other sub-components were removed from the study process. Kendall's coefficient in the first and second rounds is 0.569 and 0.590, respectively, which shows that the experts' agreement in these two rounds is average. In the third round, the average difference in all components was below 1 and also the average of all identified components was higher than 3.5. Kendall's coefficient was also obtained at 0.690 in the third stage, which shows that the level of agreement of the experts in this stage was almost high. Therefore, all the indicators that entered the third round of Delphi were evaluated and approved by experts. Therefore, in the end, 8 main components and 54 sub-components were identified. According to the results of this study, the components of organizational culture in Lorestan University of Medical Sciences include shared responsibility; team orientation; The main result; desirable communication pattern; adaptability; governance and leadership; The emphasis is on details and ideation and individual creativity. Based on the results obtained, it can be said that in universities of medical sciences, the factors that define the organizational culture of the university are joint responsibility and cooperation among the members of the organization, attention to teamwork, correct communication., friendly and favorable among the members of the organization, accuracy in the results and considering it important, adapting the members of the organization to the conditions and problems created, the presence of a competent and capable manager in the university, emphasizing the details of the problems of the university and trying to provide a solution for it. It is a collective and team form, as well as expression of creativity and ideas by all members of the university. If groups are formed in a friendly manner in universities of medical sciences to create cooperation and proper relationships to solve problems and also to present ideas and opinions, a favorable organizational culture will be implemented in universities of medical sciences. Therefore, it is suggested that the universities of medical sciences of the country pay attention to teamwork and cooperation among the members of the organization so that they can use the opinions and ideas of all people. If all employees have a sense of responsibility in the university and adapt themselves to the conditions, it can be said that an organizational culture has been implemented in the university. The requirement for this is to pay attention to the details available in the university as well as the results obtained from the cooperation of the members of the organization. [ABSTRACT FROM AUTHOR]

Background & Aims: Innovation, which is the result of the joint work of university and industry, is an initiative that improves the efficiency of innovation. This type of cooperation, i.e. collaborative innovation between university and industry, is called collaborative innovation. Collaborative innovation brings dynamism and vitality to companies and causes economic growth and expansion. (1). In fact, one of the important factors in innovation, and one of the important factors in economic growth and development, is the transfer of knowledge that takes place between universities and industry because this cooperation makes commercialization in companies easier (2). On the other hand, one of the things that has always been very important in knowledgebased companies is the commercialization process. This process has three separate phases, the ideation phase, the technology/product development phase, and the commercialization phase. First, an idea that has a demand in the market is created and cultivated. In the development stage, this idea becomes a product or technology, and commercialization is technological knowledge that has entered the market (9). In our beloved country of Iran, knowledge-based companies active in the field of medical products have succeeded in reaching self-sufficiency in the field of medical products to almost 40% in the past few years, but they have been very unsuccessful in the discussion of commercializing medical products for export to other countries. . Now, according to the capacity of our country, we can earn up to two billion dollars a year from the commercialization of these types of goods, which has a positive impact on the national economy. Therefore, the researcher seeks to solve these problems by presenting a model for commercialization. Therefore, the main research question is, what is the commercialization model of medical products for knowledge-based companies? Methods: The current research is of an exploratory and expansion type, which was conducted using a qualitative method. The statistical population of this research is experts with practical experience in the field of commercialization of products of knowledgebased companies in the science and technology park of Mazandaran province, and professors of the University of Medical Sciences and management professors of management faculties of universities of Mazandaran province, who are aware of the subject of the research. 12 people were selected as samples from among them by snowball method until full saturation. Then a semi-structured interview was conducted to collect data from them. Interviews were held one by one with each expert. After conducting the interviews (audio recording), the texts of the interviews recorded from the experts, on the same day of the interview, were transcribed word by word on paper and typed as research data., was used. The research data are analyzed on two levels, the textual level and the conceptual level The textual level includes the coding of the data, the conceptual level emphasizes the construction of the research model including establishing a relationship between the codes based on the Strauss and Corbin model. Also, in order to ensure the validity of the model, the strategy of analysis and review by knowledgeable people (multi-view) has been used. Results: To design the model using the foundation data method in the first step; Initial coding was done using the text of the interviews. In this step, one hundred and nine primary codes were extracted. In the second step; Axial coding was done. In this step, thirty-two axial codings were obtained from a total of one hundred and nine initial codes. In the third step; Selective coding Selective coding was done based on the results of open coding and axial coding in this step, which is the main step of theorizing. Thirteen codes were obtained. Also, the validity of the research model was done by using the analysis and review method by knowledgeable people, in this method, to check the validity of the research model, all the data and primary extracted codes were sent to other experts who are familiar with the issue of commercialization of medical products in knowledge-based companies. They were informed and experts were given and they were asked to modify and approve the designed codes, and all the codes were approved, thus the validity of this research was proved. Also, the reliability of the research was checked with Kreppendorf's alpha method, and the agreement of five experts on the codes was equal to 89%. Considering that this amount is more than 60%, the reliability of the codings of this research is confirmed. Conclusion: In this research, the causal conditions for the commercialization of medical products, four factors of human capital, technology, digital transformability of the company and environmental factors have been stated. (Shirvani, Tulai and Delavi, 2019 limited the causal conditions to digital technology. Considering these factors by the companies residing in the science and technology park, they can take into account all the effective factors in creating a successful business for their products and Don't just focus on technology. The strategies of this research have been identified in three dimensions; Financial strategies, market orientation and attracting cooperation of the University of Medical Sciences. Every business unit needs capital in order to set up and start its activity, and in order to develop and continue its activity, it needs new investment, which must be provided through financial resources (24). Access to financial resources is one of the important factors in the success of companies and one of the important concerns of companies at different stages of their life (25). Market orientation can be defined as a stage of organizational growth or as a level that reflects organizational maturity (26). Kotler has looked at market orientation as the final stage of the development of a business organization and believes that the market orientation is created along the development of different business orientations. Market orientation is based on marketing thinking and marketing thinking forms its philosophical foundation. (26). However, marketing thinking as a foundation and philosophical foundation is not enough. Because market orientation focuses not only on customers, but also on competitors, different organizational issues and many external factors that affect the needs and preferences of customers. [ABSTRACT FROM AUTHOR]

Introduction: The improvement of every administration and health system has always received assiduous attention. One of the processes that every system should pay attention to is empowerment. Therefore, the present study aimed to determine the empowerment components of employees working in the Ilam Welfare Organization. Material & Methods: This applied research was conducted based on a qualitative approach and ground theory method in 2022-2023. The statistical population included professors and experts in the field of employee empowerment. Sampling was performed using the available and snowball method, and theoretical saturation was achieved with 15 cases. The interviewees of the research were 15 professors and experts in the field of employee empowerment who had the most experience in the research topic, and the data analysis was performed manually. Results:Based on the findings, 12 components and 24 subcomponents were identified in the field of empowerment of welfare organization employees, including individual skills, group skills and management (causal conditions), ethics, communication (contextual conditions), knowledge and improvement of the work environment (intervening conditions), managerial ability., moral ability, communication ability (strategies), promotion of service to employees, and the use of employees' potential capacities (consequences). Conclusion: Paying attention to skills and management at the individual and group level creates the possibility of employee empowerment in the welfare system. Necessary attention to knowledge and environment on the one hand and management and communication guidelines on the other hand provide the necessary platform and conditions for the growth of employees. The welfare organization will benefit from the effective result of empowerment when it uses its employees and their potential capacities. [ABSTRACT FROM AUTHOR]

Background and Aim Coping with stress is one of the most important research areas in health psychology. Researching in this regard requires a tool with strong psychometric properties and validation in Iranian culture. The purpose of this study was to investigate the most commonly used short-scale factor structure, the Carver’s Brief Cope. Methods & Materials This study was a cross-sectional and methodological study of test type. The statistical population consisted of all students studying at Birjand University in 1977-98. Sampling was available by the method. The condition for entry into the study was the experience of a stressor for at least 6 months. After receiving a medium or high score on the perceived stress level, 629 students completed the 28-question form. Data was analyzed using SPSS V. 15 and laser software V. 8.8. Exploratory factor analysis was performed to determine the factor structure of the questionnaire. A confirmatory factor analysis was used to confirming the factors. Reliability was established through retesting and internal consistency. Ethical Considerations This study is part of a PhD. thesis, registered (Code: IR.UM.REC. 3/50099) at Ferdowsi University of Mashhad. Before entering the study, an informed consent was obtained from the subjects. Results After confirming the face and content validity quantitatively and qualitatively, the exploratory factor analysis results after varimax rotation showed 55.139% of the total variance explained by the first eight factors with a higher than one specific value. However, in confirmatory factor analysis, the first two factors, 4 and 7, were omitted due to insufficient power to explain the present variables. Finally, the goodness-of-fit indices of the RMFIA, PFI, GFI, IFI, IFI, CFI, AGFI confirmed the fit of the six-factor structure with the data. Reliability of the instrument was also confirmed by internal consistency (α=0.73) and test-retest reliability (r=0.59). Conclusion The highly abbreviated 6-item form of Carver’s Brief Cope showed good validity and reliability in the student sample and can be used in health psychology studies. [ABSTRACT FROM AUTHOR]