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Background and Objectives: Several management factors play a decisive role in the extent of yield. Higher yields may be achieved by identifying and improving the factors that cause yield gap. The present study was conducted to identify the yield gap and the contribution of factors affecting it in irrigated wheat in Jelin city. Materials and Methods: This experiment was conducted as a survey in 50 wheat fields in Jelin city in the growing year of 2021. These farms were diverse in terms of area, crop management and yield. Information such as farm area, experience (record) of farmers, previous crop, planting date, planting method, cultivars used, seedbed preparation operation, seeding rate, herbicide, fungicide, irrigation method, water source, base fertilizer, top dressing and the time of harvest were collected and completed through field surveys during the growing season and questions from farmers. At the end of the growing season, the actual yield harvested by the farmers was recorded. Analysis of quantitative traits was done using simple linear regression method and analysis of qualitative traits was carried out in the form of an unbalanced completely randomized design. Mean comparison was done using the LSD method at five percent probability level. Finally, the relationship between actual yield and more than 50 management variables was investigated using stepwise regression and comparative performance analysis (CPA) and SAS software. Results: The results showed that there is a significant relationship between wheat grain yield and variables such as plant and spike density per square meter, planting date, amount of herbicide and fungicide, amount of potassium sulfate application, amount of fertilizer and the number of (times) of fertilizer splits. Also, qualitative traits such as fungicide (application/ non-application) and triple superphosphate fertilizer (application/ non-application) had a significant effect on grain yield. There was a gap of 3160 kg/ha between the actual yield (3528 kg/ha) and the attainable yield (6688 kg/ha). management variables such as seedbed moisture, Tirgan variety, planting date, amount of fertilizer, amount of micronutrients, NPK application, fungicide consumption (application/non-application), Altocombi (cyproconazole + carbendazim) (application/ non-application) contributed to yield and its gap. Fertilizer top dressing with 17.7% and seedbed moisture with 2.7% had the highest and lowest share in yield gap, respectively. The use of Tirgan variety (14.8 percent), planting date (13.3 percent), amount of micronutrients (16.5 percent), NPK (11.7 percent), fungicide application (9.6 percent) and Altocombi fungicide (7 (13 percent) also contributed to yield gap. Conclusion: Considering that among the management factors, some variables have a greater effect on yield gap, wheat yield in Jelin city may be improved by optimizing the mentioned items. Therefore, it is necessary to prioritize the improved management of these variables in the farms of Jelin city. [ABSTRACT FROM AUTHOR]

Purpose: The multi-dimensional nature of free zone organizations and their main objective of attracting foreign investment, as a crucial requirement for the country's economic development, necessitate the utilization of capable, dynamic, and stable human resources. However, to date, there has been a lack of specific human resource management models tailored for free zone organizations. Among the various factors contributing to the failure of free zone organizations in achieving their defined goals, human resource policies, which often emulate traditional organizational practices, have been overlooked. Therefore, the aim of this study is to provide a human resource management framework specifically designed for free zone organizations. Methodology: This applied research follows a mixed (qualitative-quantitative) approach and employs meta-synthesis technique. The research methodology consists of two phases. In the first phase, a qualitative meta-synthesis approach is used to identify the categories, concepts, and codes of the human resource management model. After ensuring its validity and reliability, an initial conceptual model is developed. A total of 10,500 relevant research materials from the years 1970 to 2020, including articles, books, conference papers, and reputable scientific databases, are collected. Out of these, 10,372 items are excluded, and 128 items are analyzed. In the second phase, a survey method and a questionnaire tool are employed to determine the human resource management model of free zone organizations. The study population for this phase is comprised of human resource experts from free zone organizations and university professors familiar with the subject matter. The Aras Free Zone Organization serves as the case study. Findings: Based on the meta-synthesis findings, the research model consists of 5 dimensions, 13 components, and 84 indicators. The results from the quantitative method confirm the five dimensions of the model while introducing modifications to the concepts and codes obtained from the meta-synthesis. The second phase explores the requirements and consequences within each dimension based on relevant data collected through interviews and observations from human resource managers in the Aras Free Zone Organization. Ultimately, the study identifies five dimensions: human resource needs planning, recruitment and selection, employment, development and improvement, and maintenance, which form the framework for human resource management in free zone organizations. Conclusion: The results of this study provide recommendations for human resource management in free zone organizations and suggest avenues for future research. By employing this framework, free zone organizations can effectively and professionally manage their human resources, thereby reaping its benefits. [ABSTRACT FROM AUTHOR]