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Objective: Fear and hesitation of managers in their decision-making may sometimes cause devastating and irreparable consequences for themselves, employees and organizations. The purpose of this research was to discover and understand the phenomenon of decision-making phobia or decidophobia as well as its types among managers of government agencies. Research method: This qualitative research was applied in terms of purpose and was descriptive-exploratory in terms of data gathering technique. Phenomenology method (study of the lived experience of people involved in this phobia) was employed to conduct the research. The data collection method was in-depth interviews with the participants. Therefore, based on the principle of theoretical adequacy and using purposeful sampling method, 20 public administrators and management professors were selected as the sample. Findings: In addition to the recognition and understanding of decision-making phobia, the research findings contain the types of this phobia. There are seven main themes, including: situational decision-making phobia, headquarters-supervisory decision-making phobia, social decision-making phobia, legal decision-making phobia, individual-personality decision-making phobia, Job/organizational decision-making phobia and political decision-making phobia.

Purpose: This research was intended to examine the governance challenges of the National Pension Fund and to design a periodic performance evaluation system for the Fund. Methodology: The research method was exploratory, and it was practical in terms of purpose. The statistical population consisted of fifteen experts in the field of pension funds. The data were collected using interviews and the model was designed through triple coding grounded theory. The number of experts was determined based on theoretical saturation. Findings: The analysis of the text of the interviews with the experts led to six main categories and thirty concepts. Findings show that the most important challenges of the governance of the National Pension Fund of a country include the following items: the inadequacy of the pension infrastructure, unfavourable work development and uncertainties in the Fund, short span of managerial appointments, fluctuations in the money exchange rate, high replacement rate of the personnel and low support rate, lack of meritocracy in managerial appointments, rarity and even lack of support measures at the community level, and lack of government accountability and obligations to strengthen the Fund. Regarding the political and commercial turbulence in the external environment as well as the need for strategic thinking and quality internal monitoring and supervision, we suggest that planning, support, financial, insurance, managerial, political, human, corrective, supervisory, and retirement strategies be implemented to make periodic evaluation of the Fund's performance possible. Originality/ value: By presenting a comprehensive model including the challenges of the National Pension Fund governance, the causes of such challenges, and the external and internal factors affecting them, this research has achieved strategies to improve the current conditions of the National Pension Fund and the implementation of its periodic performance evaluation system. This outcome not only can be considered as a new step for the improvement of the National Pension Fund performance, but also can function as a milestone for other pension funds. Recommendations: We suggest that the strategies presented in this research be implemented in the National Pension Fund and be modified, if necessary, after the evaluation of their effects. It is also necessary to conduct more research in the field of the performance evaluation of other government funds.

Purpose: Employee discipline is one of the important and long-standing concepts in management, which has even continued in postmodern management approaches. The current article aimed to identify the components of the disciplinary behavior of the academic staff members using a mixed research methodology. Methodology: To identify the components and indicators of disciplinary behavior, we used meta-composition technique (study of documents) in the first stage, and in the second stage, we applied the fuzzy Delphi method with expert participants, some of whom with theoretical experience and some with practical experience. Then, from among them, twenty-five individuals were purposefully selected. Finally, for prioritizing and weighting the components and indicators of disciplinary behavior acquired from the five universities under study (Tehran, Zanjan, Yazd, Tabriz, and Ardabil universities), the Waspas and Critic methods were used in a row. Findings: The outcomes of the first and second stages of statistical computation have led to seven components of disciplinary behavior including: types of discipline, factors affecting disciplinary behavior, types of violations, disciplinary procedures, types of punishment, consequences of discipline, antecedents of discipline and disciplinary knowledge, all in all with 37 indicators. Finally, we are presenting the priority list of the five universities as follows: Tehran University, Zanjan University, Yazd University, Tabriz University, and Ardabil University.

Purpose: This research was conducted aiming to identify the strategies of the student education policy from the perspective of the intra-university stakeholders (including faculty members, the Leaders representative office, student and cultural/social vice chancellor personnel, and student societies), as well as the strategic assumptions of student education in universities. Methodology: In this research, a qualitative approach was used for data analysis. For this purpose, 15 experts were selected from different groups of stakeholders applying purpose-based sampling technique. Conducting in-depth semi-structured interviews with them, strategies were developed based on thematic analysis method. Using convenience sampling method, these strategies were sent to academics in the framework of an online questionnaire and were validated after 104 responses were acquired. The strategic assumptions were also identified in the same way. Findings: Research findings include 40 policy strategies based on the opinions and views of four groups of intra-university stakeholders. The identified strategies were based on several strategic assumptions, on 26 of which the academics are unanimous. Originality: In this research, for the first time, views of four groups of intra-university stakeholders were examined to formulate the policy strategies of the student education based on strategic assumptions, which were validated by the participation of academics.

Purpose: The present article intended to reach a paradigmatic model which can show the instability of public policies in the private sector. Methodology: To identify the main components of the model, related questions were developed based on the literature. Semi-structured interviews were performed with 33 experts from the private sector and in-depth interviews ,too, were performed with a number of specialists from the relevant department. Participant were selected according to both purposeful and theoretical sampling methods. Findings: Grounded theory approach together with the procedure put forward by Corbin and Strouss were used for data analysis. Through open, selective and central coding; components of paradigmatic model based on instability of poblic policies and causal factors; moderating variables; mediating variables; and strategies, we could finally reach the outcomes and the paradigmatic model of instability in public policies for the private sector, which are now are presented. Originality: Regarding the type and the nature of this research, as well as the comprehensiveness of the dimentions studied, the most noticeable and the most recent factors of instability of public policies for the private sector (in the industrial domain) brought about the findings of the research. Based on the opinions of the experts, one can utilize the acquired results to expand the vision and knowledge of poliy making in the production area.

Purpose: The intent of this study was to identify the effects of absorptive capacity and intellectual capital on the export performance of technological companies in Guilan Province, considering the mediating role of innovation and imitation strategies. Methodology: This research was a quantitative and descriptive survey. Using non-probability sampling method, 220 companies were selected. The collected data were analysed by structural equation modelling and the partial least squares approach through Smart PLS software. Findings: Results show that there is a significant relationship between absorptive capacity, innovation strategies, imitation, and export performance, but the relationship between intellectual capital and imitation strategies is not confirmed. Also, only the mediating role of innovation strategy in the relationship between intellectual capital and export performance is confirmed. Originality: This article expands the existing literature in the field of imitation strategy by using a model for the effects of absorptive capacity and intellectual capital on export performance with the mediating role of innovation and imitation strategies. It also investigates the characteristics of imitation strategy. The findings of the research increase knowledge and awareness in this field and can be a basis for practical and effective measures.

Purpose: The purpose of this research was to identify, modeling and scenario analysis of the acceptance factors of the Internet of Things in the supply chain of Iranian businesses. Methodology: To conduct this research, we used both qualitative and quantitative strategies combined. The statistical population in both stages consisted of experts; besides, judgmental and snowball sampling methods were used. In the first stage, acceptance factors were identified through semi-structured interviews. In the second stage, using fuzzy cognitive mapping approach, the acceptance factors were modeled, and the scenario was analyzed. Findings: The results of the first phase show 58 factors of Internet of Things acceptance, which are categorized into 17 sub-themes and 5 main themes. The second-stage results show that the theme of expertise enjoys the highest degree of influence, then the theme of technology readiness comes next. Also, the overlapping of forward and backward scenarios indicates the importance of expertise and technological readiness. Originality: Since there is little understanding of the factors affecting the acceptance of the Internet of Things at the supply chain level of Iranian businesses, this research has been able to add to the literature of this field and to fill the gap by identifying, modeling, and analyzing the scenario of these factors. Implications: Changing recruitment and hiring policies to find and hire qualified personnel, using in-service training tools, and having access to a technological roadmap are the most important strategies of the supply chain, which can lead to organizational expertise and readiness.

Purpose: The purpose of this article was to present a preventive network governance model to meet tax evasion as a case study in Tax Affairs Organization of the Islamic Republic of Iran. Methodology: The statistical sample, consisting of thirty managers of the State Tax Affairs Organization, was selected through targeted and accessible method. Applying the Multiple Grounded Theory approach, the researchers designed a network governance model, containing 341 concepts summarized in 79 primary open codes which finally led to 12 dimensions. Findings: The results of the research show that the identified dimensions fall into six groups: 1. The core category including the private sector governance network and civil institutions, 2. social contexts including economic and cultural issues, 3. results and outcomes including participative, structured and sound tax system, 4. support platforms including judicial issues, laws and regulations, 5. internal conditions including human capital and organizational-administrative issues, 6. external conditions including international, structural and organizing issues.

Purpose: The aim of this research was to develop a framework for identifying and explaining the factors influencing organizational ambidexterity in scientific and technological tourism organizations affiliated to ACECR. Methodology: The research approach was qualitative, and its strategy was based on Grounded Theory. Technology specialists of the country's ACECR comprised the statistical population including managers, faculty members and experts, all of whom had experience and expertise in the field of technological businesses in tourism domain. The data were collected through a semi-structured method applying ATLAS.ti software. Findings: After analyzing the interview texts, we identified the dimensions of organizational ambivalence including the ability of the organization to explore and exploit the tourism areas and to utilize the relevant technology for innovation, as the pivotal factor, in the subsidiaries. Then, causal, mediating, and moderating variables were developed in the final framework. The findings show that multi-faceted management and leadership, diverse human resources, and structural variety are effective factors of the establishment of organizational ambidexterity. In addition, the establishment of organizational ambidexterity in scientific and technological tourism organizations of ACECR leads to such consequences as value creation, completion of the technology chain, organizational development, and reduction of organizational contradictions. Originality: Identifying the key factors of success in this field can open the way for organizations which are active in the tourism industry. The research results can serve as a basis for formulating policies and macro plans in this area. The interdisciplinary nature of this study, which combines management knowledge and technology, can be considered as the contribution of this research.

Purpose: The purpose of this article was to develop a framework for the institutionalization of credit rating agencies in Iran, considering the institutional components and the socio-economic conditions of the country. Methodology: The research method was qualitative-analytical based on interpretative paradigm and Grounded Theory strategy. A combination of desk research and interviews was used to collect data; besides, judgmental and snowball methods were applied to select the statistical sample. Using open, axial, and selective coding, data were summarized in the categories of causal, contextual, intervening, interactive, strategic, and outcomes, all of which formed the main model of the research. Findings: Based on the research data, the most important components of institutionalization depend, firstly on institution-oriented culture which includes independence and objectivity, professionalism, and close supervision, and secondly, on gaining legitimacy which includes trust-building, expertise, stability, and continuity. Conflict of interests is one of the most noticeable challenges for institutionalization, the solution of which should be sought in close supervision and self-monitoring approach of rating agencies. Originality: By integrating institutional and organizational theories, a model has been presented for the institutionalization of credit rating agencies, which can affect the efficiency and effectiveness of these agencies as well as capital markets Implications: It is suggested that the supervisory bodies not only set high-level standards in the field of professional conduct and the instances of conflict of interests, but also encourage the culture of self-monitoring in credit rating agencies.

Purpose: This study aimed to develop a model emphasizing justice in the recruitment of human resources at a macro level in Iran. The objective was identified after examining the current needs in human resource recruitment, considering the broader context. Methodology: Employing a qualitative method based on Grounded Theory approach, this research engaged experts with significant knowledge and practical experience in human resource recruitment. Semi-structured interviews were conducted for data collection and ATLAS.ti software was applied to facilitate a more structured analysis of the data gathered. Findings: Through the examination of interview transcripts, we identified such key elements as justice-oriented recruitment assessment factors, causal variables, contextual conditions, mediating variables, and outcomes. Results underscore the impact of institutional oversight, employment discrimination, quality of tests, and quality of employment policies on justice-oriented human resource recruitment within government organizations. Originality: No other study has so far focused on the macro level aspect of justice-oriented recruitment in Iran. Regarding justice-oriented perspective on human resource recruitment, this research contributes a macro-level framework from a policy making viewpoint. Through this vision, it identifies influential factors, contextual conditions, mediating variables, and outcomes.

Purpose: Considering the importance of evaluating the performance of student affairs departments in providing favorable educational facilities for students, this research intended to identify relevant indicators for Iranian universities through a comparative study as well as validated performance evaluation criteria. Methodology: To collect the data, desk research, together with international experience were used; besides, questionnaires were administered to validate the indicators regarding the performance evaluation of student services. Also, we applied the intervention logic model and performance evaluation cycle to provide a performance evaluation framework for student affairs division. Findings: The results of the research indicate that the functions related to the management of student affairs, according to the international experiences, are as follow: providing suitable food, providing housing services, providing suitable welfare facilities, maintaining and promoting physical and mental health and vitality, empowerment and development of students, discipline and education, providing additional educational services to students with disabilities, international student services, providing security and comfort, providing free legal advice, providing cultural and social services and providing suitable physical environment. Finally, based on the conceptual framework of the research we are presenting a set of indicators and measures are under each of the mentioned functions, which all together conform the three components of inputs, outputs, and results. Originality: Applying a systematic and process-oriented approach, we have presented for the first time a framework for evaluating the student affairs divisions of universities based on international practice. Implications: The suggested framework of this study can serve as a basis for appropriate policymaking for evaluating universities, allocating budgets, classifying students, and classifying services.

Background & Purpose: Rapid environmental changes require organizations to apply adaptive changes for survival and growth. Creating the fields of employee adaptation to respond to the demand and requirements of unstable environments is one of the main challenges of today's organizations and the existence of resource governance. Human resources in organizations, while maintaining the independence of departments, also creates an environment for interaction and cooperation between units. The main goal of this research is to present the governance model of human resources in government organizations (social security organization). Methodology: This research is of a qualitative, interpretive, and inductive type, and the approach of a single case study was implemented with the homogeneity analysis method. In the search process, only studies that answer the research question are desired. Finally, using the criterion sampling method axis, studies were selected that were related to the question or purpose of the research. Findings: After investigating the results of the reviewed selected studies,14 subcategories in the form of 4 main forms of senior managers, line managers, human resource professionals, and employees were identified. which are defined along with concepts such as playing the role of a transformative leader, policy making. These subcategories construct the model of governance human resources in the social security organization. Conclusion: According to the interviews conducted at two levels of managers and experts, concepts such as playing the role of a transformative leader, playing an active and superior role in human resources committees, creating a balance between stability and innovation, developing individual and organizational insight and communication transparent between units, complete the final model. Also, the category of human resources professionals plays the most important role in the social security organization.

Background & Purpose: One of the concerns of knowledge-based organizations after the retirement of their skilled employees is to ensure that their knowledge is retained by the organization. This issue is especially important for retired university faculty members who have extensive experience and a lot of explicit and implicit knowledge. In this regard, one of the key questions is how to take advantage of precious knowledge and literacy of these intellectuals, which has been created with great difficulty during their years of activity? The purpose of the current research is to qualitatively examine the lived experience of retired faculty members during their working years. Methodology: Using Husserl's descriptive phenomenology, 17 retired faculty members of Isfahan universities were chosen as participants using purposive sampling. The total number of participants was determined through theoretical saturation. In-depth interviews were used in order to collect information about the experiences of the participants. The interviews were analyzed using Colaizzi's method. Findings: The results identified five main themes including adherence to university norms and red lines, personal, work and life balance, shifting focus from quantity to quality, preparing for life after retirement, and developing communication skills. Besides, the results identified 16 sub-themes. Conclusion: From a theoretical point of view, the results of this study contribute to the development of concepts on knowledge management and especially knowledge sharing among retired faculty members. Practically, the results obtained can be used at the individual level (i.e., for younger faculty members), at the university level (i.e., for university administrators), and at the national level (i.e., for major policy making at Ministry of Science).

Background & Purpose: The tourism industry has grown significantly in recent years and has moved from traditional to structured, professional and globalized. This research was conducted with the aim of identifying and leveling the risks of human resources as well as drawing the relationships between them. Methodology: In terms of the purpose, this research is considered to be an applied type and an exploratory type of study, and in terms of method, it is laid in the category of mixed research. In the qualitative part, for this purpose, human resource risks were extracted from the studies conducted using theme analysis. Findings:According to the findings of the research, the risks of "lack of appropriate educational structure", "non-compliance with the labor law and problems of the law for employees", and "lack of a suitable service compensation system (salary and benefits)" are the most basic human resource risks affecting the tourism industry, which should beprioritized. Conclusion: Due to the service-oriented nature of the tourism industry, human resources and related risks have always been the concern of trustees and business owners in this field. These results help the policy makers in determining the most suitable path and development of the tourism industry.

Background & Purpose: Organizational ambidexterity refers to the ability of organizations to perform conflicting and contradictory activities. This concept is important in innovative technology-based organizations, because these organizations need to combine creativity and innovation with efficiency and productivity. As a technology-based organization, ACECR needs a duality to commercialize its innovative products and services. The aim of the current research is to design an ambidexterity development model of technology-oriented organizations to commercialize innovative products. Methodology: The research strategy is based on foundational data theorizing, and the data analysis method of the current research is the Strauss and Corbin’s systematic method (systematic model), and the data collection was done with the interview tool. In the qualitative phase, 16 interviews were conducted with the experts of technological organizations of ACECR and four additional interviews were also conducted to achieve theoretical saturation. In the quantitative phase, the descriptive-survey research method was used, and in this phase, the data collection tool was a questionnaire. Findings: Organizational ambidexterity management has been identified as a central category in this research, and its subcategory concepts include ambidexterity structure management, innovative culture management, and ambidexterity process management, which constitute the central category. The causal conditions in this research include ambidexterity management and leadership, ambidextrous human resources are multifaceted structures. On the other hand, the bases include organizational ambidextrous culture, upstream documents, and Jihadi culture. Also, the strategies resulting from the foundation's data theorizing model include designing two-way human resources processes, designing a technology commercialization model, designing an organizational two-way evaluation system, and designing a resource allocation system. On the other hand, institutional communication in the field of science and technology and the environment of organizational ambivalence as intervening and ultimately value-creating factors, completing the technology chain, organizational development, and management of organizational contradictions, the consequences of identifying and explaining the factors affecting organizational ambidexterity in the direction of commercialization which have been in technology-based organizations. Conclusion: The management of organizational ambidexterity plays a significant role in the success of commercialization of technology-based organizations. Management of structure, culture, and dual processes are key factors affecting organizational duality. Also, conditions such as ambidextrous management and leadership, ambidextrous human resources and multifaceted structures affect this process. Consequently, it is suggested that organizations focus on strategies such as the design of dual commercialization processes and models to provide the necessary ground to achieve duality and successful commercialization. It is necessary to conduct more studies in this area.

Background & Purpose: The issue of work-family conflict has received much attention in today's organizations, because it affects the organizational success and the personal life of employees. Studies in this field emphasize its two-dimensionality: work family conflict (WFC) and family- work conflict (FWC). Therefore, the research seeks to identify the affecting factors and consequences of both of the conflicts. Methodology: This interpretive research has used the systematic literature review (SLR) method to answer the main research question. Its information sources include related articles that have been published in international scientific databases from 1992 to 2023 and entered the systematic review process based on acceptance criteria. Finally, after evaluating their quality based on Q and H indexes of publications, 91 articles were analyzed using coding method. Findings: The identified antecedents of work-family conflict were classified into four categories: nature of job, time-related antecedents of the job, job requirements and work conditions, and social pressure of the job, which lead to two categories of consequences: weakening of the family role and Weakening the quality of family life. The antecedents affecting family-work conflict are also classified into three categories: family status of employees, role-oriented family antecedents, and family social pressure. The consequences of these antecedents include: psychological job consequences, behavior-oriented job consequences, and performance-oriented job consequences. Conclusion: The findings of this research can help managers and organizations to better understand the antecedents and consequences related to both areas of the conflict so that they can effectively take steps to solve the problems of the working and family life of employees. Additionally, the findings of this study, by integratingng the findings of previous studies, have helped to improve the richness of existing knowledge in this field.

Background & Purpose: The leadership development (LD) is one of the main issues in organizations, and without having the necessary skills and trying to strengthen them in the long term, one cannot expect to progress and achieve goals. In pioneering organizations, LD is considered as an enabling and important capacity. Thus, the aim of this research is to present the LD framework in Melli Bank. Methodology: This research is practical and qualitative. In this research, the collected data are analyzed using multi grounded theory approach. Research participants include 20 experts and senior managers of Melli Bank, and university professors who were selected through theoretical sampling method. Findings: The main phenomenon of LD has two categories: individual LD (human capital) and collective LD (social capital). Also, factors affecting the LD include external and internal organizational factors as well as individual and collective strategies. The context of LD includes political, social, economic, environmental factors, instability and risk, and management systems. LD enablers include the categories of macro-policy, management development, coordination and coherence, provision of resources and management of service operations. The functions of LD include individual, organizational, and extra-organizational growth. Conclusion: Leadership development is considered as a multidimensional process that requires a person's knowledge and the environment, development of communication skills, and effective interactions with group members. The development of collective leadership is the main result of this research and it means strengthening and expanding the skills, characteristics, and strengths related to a team.

Purpose: This article aimed to present a description for inter-organizational learning essence. Methodology: Phenomenological method was applied to analyze data which were acquired from semi-structured interviews with the individuals experienced in The Shared Project of Anti-Contraband and Currency Smuggling. Findings: Results show that the substance of a phenomenon is perceived when the following factors are present: 1) sharing, optimizing, and localizing, 2) the perception of the success of a project, 3) collecting feedback, and monitoring and modifying the process. The specifications of a phenomenon include trust building, reducing resistance, and strengthening a perception based on public interest. The pervasive factors of a phenomenon include developing virtual collaboration and developing informal communication. The outcomes of a phenomenon include utilizing unused potentials and improving effectiveness as well as efficiency. Finally, the deficiencies of a phenomenon include evading, and lack of systematic relationships, challenges of shared responsibilities, and no regard for long-term planning. Originality: Using quantitative investigations in the private sector organizations, former studies in this domain have only led to the evaluation of the impacts of scattered factors, which in turn, have created limited understanding of the essence of the phenomenon and even the generalization of the factors presented in the causal relationship of the phenomenon. However, by analyzing content and conceptual aspects of inter-organizational learning phenomenon in state organizations with various lines of service and by presenting rich descriptions and a comprehensive conceptual framework, the present study has provided a vaster and more suitable range for the understanding of this phenomenon.

Purpose: The purpose of this research is to identify the factors affecting the successful merger of Iranian state (Ministry of Sport and Youths) organizations. Methodology: The research method was applied according to the purpose, cross-sectional according to the time of data collection, and descriptive-survey according to the data collection method. The statistical population includes all the employees of the Ministry of Sports and Youth, and the participants of the research are human resources specialists and experts who worked in the Ministry of Sport and Youths before and after the merger, and university experts, including professors in the field of human resources who have taught and researched in this field for at least 10 years. give Thematic analysis approach was used to analyze the collected data. Findings: Factors affecting successful merger in state organizations were identified in 6 main factors, including individual,organizational, legal, communication, strategic, managerial, and 21 sub-indices. Paying attention to these factors, on the one hand, will reduce organizational tensions after the merger and prevent the failure of the organization after the merger. And on the other hand, it facilitates the management after the merger and increases synergy, creates unity of organizational identity and increases knowledge and awareness in this field, and can be the basis for practical, effective and successful merger. Originality: Many studies have been conducted on the factors influencing successful integration (internal and external backgrounds) that have only measured the impact of one variable in relation to the subject in question. In fact, there is no comprehensive framework regarding the factors influencing successful integration. The contribution of the present research is that in order to achieve a correct change, the correct integration (what strategies should be used, what factors should be paid attention to and to what extent). It should be insisted that until now, in previous researches, all the influencing factors on a successful integration have not been examined in a coherent framework and there is no theoretical record in the previous literature. In general, it can be said that the contribution of this research, Presenting a coherent framework that examines all the factors affecting successful integration with thematic analysis approach, and this research has tried to help fill this gap.

Purpose: Regarding the need for the implementation of citizenship charter in Iran’s state organizations, the present study tried to deal with this issue. Methodology: The approach of the research was quantitative and exploratory factor analysis was applied in 35 organizations to identify and categorize the ruling principles of the implementation of citizenship charter. Findings: Results show that the principles fall into four categories: 1. transparency, value creation, and client tribute; 2. enhancing availability, innovation, and non-stop evaluation; 3. identifying clients and comprehensive supervision; 4. providing facilities and opportunity for filing grievances and creating substitute jobs. With regard to these imperative principles ruling the citizenship charter implementation, we now know that the value for the following principles is below the average of 3: transparency and dissemination of information, enhancing availability and encouraging the right of choice, humility, innovation and improvement, upkeeping the criteria of good service, giving opportunity for choosing substitute services, supervision and appraisal, providing means for client grievance filing, identifying clients, surveying clients and employees for improving services. It is recommended that state agencies take measures to improve all these principles. Originality: Taking the work of former administrations to implement citizenship charter in government organizations of the country into account, this study, by identifying the ruling principles of citizenship charter and introducing them as a reference, has made a noticeable attempt to contribute to both the theoretical and empirical knowledge applicable for the improvement of services in state agencies and to protect the rights of citizens in the administrative system accountability.

Purpose: In this research, we investigated the factors that affect the productivity of academic staff members in educational, research and administrative scopes. Methodology: For this purpose, a questionnaire was designed and then was distributed among 167 academic staff members of five national universities in Tehran. Based on the data obtained from the questionnaires, we identified the factors that affect the productivity of the academic staff members by using the exploratory factor analysis method. Subsequently, by applying the linear regression method, we estimated the impact rate of each factor. Findings: According to the result, the six key factors affecting the productivity of the academic staff members are education and the educational system, accountability and professional ethics, political behavior, motivational factors, the availability of facilities and opportunities for growth, and the university presidents’ high expectations.

Purpose: This study intended to compare the effects of internet access on unemployment rates in the two time periods before and after COVID-19. Methodology: The research method was causal-disability-analysis. By estimating two regression models and using panel data method for the period of the coronavirus pandemic and the years before it, the impact of internet accessibility index on unemployment rate in these two periods in EU and MENA countries was estimated. Findings: A 10 percent increase in internet access during the COVID-19 pandemic has led to a 0.1 percent decline and in the period before the coronavirus it only led to a 0.04 percent decrease in the unemployment rate. Originality: The contribution of the current study is investigating the impact of internet access on unemployment rate in terms of providing remote working conditions in public quarantines caused by the coronavirus epidemic. Implications: To better manage any future pandemic crisis, policy makers in the field of information and communication technology need to consider the importance of the impact of internet access on the unemployment rate. To realize this, we have suggested the following administrative approaches: internet accessibility, managing the process of supporting enterprises, strengthening export capacity, and expanding e-government services.

Purpose: This study seeks to develop and validate an Assessment Centre (AC) tool for the evaluation and selection of Owner-Managers of Small and Medium-sized Enterprises (SME), focusing on the identification of competencies that influence producting and job creating outcomes. International research supports the creation of Assessment Centres to select candidates for these roles, due to their superior predictive capacity over traditional methods. Methodology: In terms of goal, the research is applied-development and in terms of research method, it is mixed. In this research, a model composed of six face-to-face instruments (an individual interview, oral presentation, group discussion, truth discovery, cartable simulation and role playing) was designed and validated which simulated the key tasks of an Owner-Manager.To establish the desired performance outcomes, four competencies and 10 indicators were selected, based on international and local standards. The analysis of performance results was obtained from a sample of 60 participants made up of Experts, industrial owners and owner-managers. Findings: The results suggest positive evidence for construct validity, concurrent criteria validity, and reliability between evaluators. Moreover, the data obtained from a sub-sample of Owner-Managers, with three or more years of experience in their role, allowed for the association of their AC scores with the results of their Industrial organisations, as measured by the small industries and industrial parks organisation. Originality: By providing a model of Assessment center for managers, this research provides a process for evaluating and developing owner-managers of industrial enterprises in order to select the most suitable person for the desired job.

Background & Purpose:Family life and professional life are two inseparable components in people's lives;in such a way that the secret of people's success depends on advancing their goals in these two areas.If a person faces problems and challenges in his professional or family life, their side effects spread through the individual, organization, and the society. The aim of this research is to analyze the narrative inquiry of workaholic programmers from the work-family interface through a gender approach.Methodology:The current qualitative research is a research narrative in terms of interpretive paradigm, inductive theory development approach, and narrative research in terms of research strategy.The data collection instruments are a semi-structured and an open-ended interview. To reach the required data, the interviews continued until saturation was reached, and finally, according to the defined standards and based on targeted sampling, a maximum of 30 participants (15 female and 15 male participants) participated in the current research. Thematic narrative analysis was used to identify the themes and describe the experiences of the participants.Findings: The results uncovered that the general narrative of workaholic women and men differ in the factors affecting work-family relationships, and some factors lead to the strengthening of work-family relationships and others result in addiction to work increases. According to this research, among women, family factors including family orientation, work-family fit, work-family integration, and supportive family lead to more balance between work and family since women have more roles, duties, and responsibilities in home affairs. Also, from the point of view of male programmers, organizational factors such as work addiction, forced overtime, extreme work, income generation, and lack of support from the organization lead to more work addiction and disrupting the work-family balance.Conclusion: Due to the fact that men are the breadwinners and provide the living expenses, which have been entrusted to them for a long time and in a traditional way, if they find themselves in unfavorable economic conditions and are unable to provide for the expenses, they tend to become more addicted to work

Background & Purpose: Today, flexibility has become one of the important subjects in management theories and policies, and flexible human resource is the most important factor in responding to changes in the external environment. Human resource flexibility patterns are one of the most important aspects of organizational flexibility, which focuses on the adaptation of employees in characteristics such as knowledge, skills, and behavior to changing environmental conditions. In this regard, this research seeks to re-identify the effective factors and results of the flexibility of human resources based on quantitative studies.Methodology: The current research is developmental in terms of purpose, applied regarding type of use, and quantitative in terms of the type of data. The research population included scientific-research articles and theses in internal and external databases in the field of human resource flexibility from 2011 to 2021, during which 38 cases were included in the meta-analysis using a non-random sampling method. The selected studies were analyzed using comprehensive meta-analysis software.Findings: According to the findings of the research, two types of factors are effective in creating the flexibility of human resources: organizational and individual factors, and among the antecedents of human resource flexibility, leadership style variables, meaningful approach training, and commitment-oriented human resource management measures have the greatest effect size respectively, and among the outcomes of human resource flexibility, human resource development variables, employee well-being, and organizational ambidexterity have the largest effect size.Conclusion: Based on the results of this research, a suitable framework of antecedents and approaches to the flexibility of human resources has been presented. Identifying and creating the flexibility of human resources, as the ability to respond appropriately to environmental changes, are effective in gaining competitive advantage and organizational success. Flexible human resources are realized through the tools available to managers, such as leadership style, training, and commitment-oriented actions, and it entails creative, innovative, perfectionist, and flexible employees.

Background & Purpose: Human Resources Analytics (HRA) was considered to replace decision-making based on intuition and experience with data-driven decisions, thereby connecting human resources functions with business outcomes through quantitative analysis. As this area is still in its infancy, it requires extensive examination from both theoretical and practical perspectives. To contribute to the literature on this topic, this study seeks to review the evolution of research and extract the intellectual-conceptual foundations of human resources analytics.Methodology: In relation to the article's purpose, relevant research published between 1991 and 2022 was extracted from the Web of Science database and analyzed using VOS Viewer software. Descriptive, co-authorship, co-citation, and keyword co-occurrence analyses were performed on the collected data. Specifically, co-citation analysis was used to extract the intellectual-conceptual foundations of the subject.Findings: Research findings revealed that in terms of quantity, the highest number of articles were published on this topic in 2017. The highest number of citations was recorded in 2022. Ulrich and Dave are the most cited researchers, Human Resource Management was the most cited journal, and the University of Southern California was the most cited university. Co-citation analysis, which expresses intellectual-conceptual foundations in the field, presented the literature on human resources analytics in the form of four clusters. The first cluster showed the "nature and necessity of human resources analytics", the second cluster focused on the discussion of "the link between human resources analytics and technology", the third cluster was formed around the topic of "human resources analytics and data science", and finally the fourth cluster was called “the dark strain of human resource analytics.Conclusion: The topic of human resource analytics has a research history of about two decades in the world, although the process of published research in this field has been very fast. The structural dispersion of the research of the four clusters counted in this research shows that a so-called "bird's eye view" is required in human resources analytics. Furthermore, the most important weakness of research or even projects carried out in the field of human resources analytics is the limitation of work to people with human resources expertise or technical expertise, which deserves cooperation between these two types of expertise in the form of interdisciplinary collaboration.

Background & Purpose: Emerging of biological-viral crises in a wide range such as Covid-19 has made serious issues in the field of human capital management for the organizations. In such a situation, the development of leaders so as to effectively manage employees is of great importance. Thus, the current research aims to identify leadership development strategies and investigate the its effects on army's human capital management in bio-viral crises.Methodology: This research conducted based on a mixed approach (qualitative-quantitative) and during a descriptive-exploratory study. The statistical population for the qualitative stage includes experts (senior managers of deputy of human resources of headquarters and their four forces as well as expert professors of AJA organizational universities), and for the quantitative stage, employees of the mentioned deputy of human resources with at least a bachelor's degree. Data was collected by the purposeful method up to the theoretical saturation with the number of 15 people in the qualitative stage and by stratified random sampling with 169 people by calculating Cochran's formula in the quantitative stage. The data collection tool in the first stage includes a semi-structured interview and in the second stage includes a 50-item questionnaire to measure the relationships between research variables. Qualitative data analysis conducted by thematic analysis method and quantitative data was analyzed through structural equation modeling.Findings: The findings indicated that leadership development strategies in bio-viral crises include behavioral development strategy (i.e., improving self-awareness, interpersonal cooperation, perceptual skills, leadership thinking and recognition of contributions), structural development strategy (i.e., distribution of leadership structure, segmentation of talents, value architecture and organizational structure architecture) and contextual development strategy (i.e., forecasting and analyzing the environment, promoting risk-taking, expanding effective communication with other leaders, and environmental analysis). Besides, the effectiveness of behavioral, environmental, and structural development strategies were the most effective ones to affect Army’s human capital management respectively.Conclusion: It is concluded that in order to effectively manage human resources in the upcoming bio-viral crises, it is necessary and effectual to focus on the behavioral development of commanders and managers. The developmental strategies introduced in this study could be helpful in this issue.

Background & Purpose:The performance of helth centers is a multi-dimensional and complex construction and requires meeting the expectations and satisfying several key stakeholders at different levels of such service-based organizations. In order to gain a more comprehensive understanding of the evaluation of the comprehensive performance of these organizations, the current research has reviewed and classified the indicators that have been approved in various studies to assess various aspects of the performance of medical (helth) centers.Methodology: This is a qualitative applied research and it has been used in meta-composite method. The information sources of this stage included articles published in international scientific databases, which were selected based on the criteria for entering the meta-synthesis process.Findings: The model presented for evaluating the performance of medical centers includes three main levels: individual (medical staff), group (hospital departments) and organizational (hospitals). Each of these three levels includes components that evaluate different aspects of health service performance through related criteria.Conclusion: In evaluating the performance of medical centers, simultaneous attention to the performance of employees, organizational departments, and the entire organization can achieve a more comprehensive understanding and help improve the effectiveness of performance improvement programs. The findings of the present research can be used as a guiding model for such evaluations.

Background & Purpose: The generational diversity in the human force that today's organizations are facing is one of the factors of the spread of conflict in organizations. The purpose of this study is to design a model for intergenerational conflict management in Iran's government organizations.Methodology: Thematic analysis method has been used to conduct this research. The statistical population of this research was formed by academic and organizational experts. In order to collect data, a semi-structured interview was used.Findings: The research resulted in 119 basic themes, 35 organizing themes, as well as 12 comprehensive themes (i.e., civility gap in events of meaningfulness and perceptualization, the gap in the regularization of communication general rules, self-determination framework of job value-driven, environmental-organizational divergences in generational culturalization, authenticity semantic collapse in intergenerational interactions, organizational withdrawal in intergenerational dissimilarity management, intergenerational conflicts in job ideologies, intergenerational uncertainty in job accomplishment quality, task and relational conflict bilinear orientations, selective criteria in choosing conflict management style, functionalist conflict management strategies, and interpretive conflict management strategies).Conclusion: Based on the findings, it can be claimed that in order to better understand intergenerational conflicts, it is essential to find the root of the disputed areas in the structure of perceptions of generational differences, and in formulating the types of strategies, it is necessary to consider both areas of discord and conflict in the reactional way.

Background & Purpose: The job market has recently undergone significant changes due to the factors such as digitalization, the tendency to work remotely, and rapid changes in market demands, leading to challenges such as reduced job tenure, an increase in the working population, and a widening gap between skills and jobs. Therefore, it is necessary to do studies to investigate these challenges using novel approaches and offer new solutions. Despite the considerable importance of this issue, few studies in the literature have focused on it, especially data-driven approaches that have not been fully studied and discussed. Therefore, in response to the aforementioned challenges, this research has been conducted to design a knowledge graph based on data-driven algorithms to provide an accurate model of the alignment between skills and jobs. The primary goal is to create a practical framework in accordance with the dynamic nature of the job market, which can be used to improve the connection between job seekers and available job opportunities, as well as to rank skills based on their importance in the job market, and to identify the most efficient job transitions.Methodology: In order to design the proposed knowledge graph, job and skill data were collected from international classifications using natural language processing methods, and job advertisement data were also gathered to ensure alignment with the current job market conditions. The Jaccard index was used for matching skills, preferential attachment, and Node2Vec algorithms for predicting knowledge graph edges, and Dijkstra's algorithm for finding the most efficient job transitions.Findings: This research presents a new method for designing a knowledge graph of skills and jobs, outlining three important applications: 1- Quantifying the relationship between skills and jobs, 2- Finding the most efficient job transitions using shortest path algorithms and calculating job similarities, and 3- A method for ranking the necessary skills of each job group based on the created knowledge graph.Conclusion: This knowledge graph is a powerful tool for analyzing and understanding the job market, utilizing algorithmic methods for data analysis. It enables a comprehensive match between job seekers and job opportunities and the relationship between skills and jobs will be predictable. Additionally, the knowledge graph can be used to investigate skill-based job similarities for career pathfinding and rank the unique skills of each job group for optimal learning and development of individuals.

Background & Purpose: While there are currently many discussions about the impact of Covid-19 and its consequences on work practices and human resource management (HRM), no research has been conducted to explore the effective and efficient management of human resources and big theoretical gaps exist. By knowing the main categories of effective and efficient management of human resources in responsible and decision-making organizations, strategies can be adopted while avoiding its disadvantages. Therefore, the main goal of this research is to identify and prioritize the factors influencing the effective and efficient management of human resources in the Corona Pandemic.Methodology: This research in the point of the purpose is applied, and has used mixed method. In this research, thematic analysis and survey methods were used respectively. In the qualitative part, the participants includes the influential actors of Administrative and Recruitment Affairs Organization in the field of human resources. 13 experts were selected and interviewed using the purposeful sampling method, which is one of the qualitative sampling methods. In the quantitative part, the probability sampling method was used in a systematic way. Finally, 31 people answered the questionnaires. Structural equation modeling method and Smart PLS4 software were used for data analysis.Findings: After examining the interviews, 80 codes were identified, from which 80 primary codes, 15 basic themes, 7 organizing themes, and 3 global themes were extracted. In the quantitative part, all the themes have obtained values higher than the acceptable limit, and the appropriateness of the themes (indices) of the model indicates the appropriateness of the measurement model.Conclusion: In uncertain conditions caused by Covid-19, for the effective and efficient management of human resources in the organization, it is necessary to focus on the three principles: “intelligence and flexibility of organizational processes”, environmental and psychological empowerment of the organization and preparation of the necessary infrastructure”, and “management, improvement, promotion, ability and capabilities of human resources.”

Background & Purpose: Considering the increase in age, population aging, improvement in life expectancy, reduction in birth rate, economic and social conditions of society, the desire of retired employees to return to the labor market has increased and it is necessary to address the conditions and expectations of this working group in society. Employment after retirement from regular full-time employment and before complete withdrawal from income-generating activities is known as bridge employment. This research seeks to investigate the factors affecting bridge employment and also to provide a model of employment decision.Methodology: This research is of a qualitative, developmental, interpretive and inductive type with a meta-composite approach and qualitative content analysis method. The sources of information used in the research are articles published in Elsevier and Thomson Reuters Databases. After collecting the published articles from two databases based on the index considered by the researchers, the selected articles were selected for review.Findings: After reviewing and combining the results of the selected studies reviewed, three categories of factors i.e., personal (micro level), organizational (medium level) and contextual (macro level) were recognized as effective factors on bridge employment. Each of the mentioned factors has different dimensions. These factors along with other variables such as organizational attitude, the overt and hidden functions of work, etc. construct the employment decision-making framework of the bridge.Conclusion: This framework can be a basis for planning organizations in order to re-employ retirees in professional and non-professional jobs and use their experiences, knowledge, expertise, and skills. It should be noted that the prerequisite for the correct implementation of bridge employment in governmental and non-governmental organizations of the country, formulation and implementation of human resource policies and strategies are appropriate to it.

Background & Purpose: Self-empowerment refers to the processes that employees themselves decide to go through, and according to the skills, knowledge, and abilities that a person acquires in the direction of self-empowerment, it results in the formation of a sense of competence, meaning, the right to choose, influence, etc. Accordingly, this article tries to present a model of self-empowerment of healthcare workers and the health sector.Methodology: This research was done using the qualitative method of the grounded theory and using the interview tool. The target population of the research was experts, professors and university informants in the field of management, as well as managers of the two studied hospitals of "Irfan Saadat Abad" and "Irfan Niayesh", among them 40 people using the method of "theoretical sampling" (20 hospital managers and 20 scientific and academic experts and experts) were chosen and the collection of information continued until saturation and theoretical adequacy.Findings: "Causal factors" (internal and external organizational factors), "contextual factors" (environment including organizational, social, and cultural factors) and "intervening factors" (organizational requirements) are effective in the emergence of self-empowerment in hospital centers. Thus, in the model that is presented for the purpose of self-empowerment of health workers, treatment and health field, "macro management strategies" should be used in order to change the management paradigm, including transformation in the structure, strengthening of organizational culture, etc. applied to witness "organizational and extra-organizational" consequences and achievements including personal growth and excellence (employees), transformation of administrative system, satisfaction of managers, employees, and visitors to hospital centers.Conclusion: Since self-empowerment is a person's belief about the ability and power necessary to perform duties if this belief is strengthened, and in the meantime, hospital centers are also using modern practices and efforts to support employees and rule justice and lawfulness in the organization, which lays the groundwork. The establishment of meritocracy and rule over the relationship can provide the necessary incentives for self-empowerment in employees.

Background & Purpose: Outsourcing of human resources with the aim of strengthening competitive advantage is one of the important approaches of organizations to maintain survival. However, domestic airlines, such as "Homa" Company, have not welcomed this approach. The purpose of this research is to identify the strategic reference points of human resources outsourcing in order to strengthen the competitive advantage of “Homa” Company.Methodology: The current research is of a mixed type and was conducted in two qualitative and quantitative stages. The qualitative stage was conducted by thematic analysis and data was collected through semi-structured interviews and theoretical saturation method. In the quantitative stage, data were collected through a researcher-made questionnaire.Findings: In the qualitative phase, the strategic reference points of human resources sub-system outsourcing were determined. The research findings in the quantitative phase indicated that increasing the quality of services has the most importance in the outsourcing of human resource subsystems, and the executive managers of the outsourcing process of “Homa” Company should emphasize this factor more in their plans.Conclusion: The research findings enable “Homa” Company to evaluate the results of human resources outsourcing based on strategic reference points and if necessary, take corrective action and guarantee the success of outsourcing. Besides, the results of the research will help to focus on the strategic activities of “Homa” human resources. In addition, these results can be used for other domestic airlines.

Background & Purpose: This research, as one of the most elementary studies in the field of digital talent in Iran, has explained the model of digital talent management in Iran's banking industry (Mixed Method).Methodology: The research approach in this study is grounded theory and structural equation modeling. Data were obtained through semi-structured interviews with organizational experts in the banking industry and a quantitative questionnaire among employees.Findings: The findings include the final categories: philosophical and organizational orientations, situational analysis of digital talent, recognizing situational and perspective patterns, directions of strategic measures in the development of DTs, and improving the level of individual and organizational performance. In the quantitative part, the organizational and philosophical orientations have affected its three direct structures, i.e. digital talent situational analysis, recognition of situational patterns, and digital talent developing. In the studied structural model, the recognition of situational patterns structure is considered as the most effective structure in relation to digital talent developing and strategic actions orientations in digital talents development in the conceptual model.Conclusion: In general, the spread of digital thinking in various elements of banking is important and the development of internal orientations of banks towards digital ideology is a policy that can create more capabilities and capacities in the HR department, and the bring banks to better competitive advantages in the field of digital talents.

Background & Purpose: Today, accidents in the oil and gas industry have increased all over the world, and therefore, paying attention to the health and safety of employees as well as improving ergonomic and human conditions in the workplace has become a necessity in the oil and gas industry. In the present article, a general question about the categories affecting human conditions and ergonomics in Iran's gas transmission industry was investigated.Methodology: In order to investigate the issue, an exploratory study was conducted and the data was collected using a qualitative research method based on unstructured interviews and three-stage coding process to determine categories that are effective in conditions and ergonomics and human were used and then the paradigm model of the research was explained.Findings: A number of 20 open coding extracted from the transcript of the interviews were obtained and then by classifying the concepts that had a common semantic load, 7 sub-categories and 4 main categories were assigned to the concept of the present research, and then the paradigm model was explained in 5 categories of causal, central, strategic, Mediation, and consequences.Conclusion: The realization of the mission and goals of Iran Gas Transmission Company depends on the existence of a safe work environment and improvement of human relations in the work environment, and in this regard, effective measures should be taken in the field of human resources management and improvement of the level of mental and physical health of employees and ergonomics of the work environment.

Purpose: The objective of this paper was to study the impacts of retirement on retirees and to propose solutions to help them adapt to the new conditions. To achieve this goal, a case study was conducted in the Yazd Electricity Distribution Company (YEDC). Methodology: The initial step of our research methodology involved identifying the challenges and issues that contribute to individuals' reluctance to retire. Subsequently, based on the identified challenges, solutions for retirement adjustment were proposed. The factors relevant to both challenges and solutions were derived from comparable work samples and extensive consultations with YEDC personnel. Finally, by applying statistical analysis on each dimension and sub-dimension, the effects of retirement and the solutions for adapting to retirement phase were examined. Findings: This research presents and a comparison among the perspectives of individuals with different genders, diverse organizational positions, and varied service records. Additionally, it ranks the impacts of retirement and offers solutions to adapt to it based on the average opinions of the respondents. Originality: Presenting retirement factors in two categories of effects and solutions, together with an investigation into the differences in the personnels’ views across various positions through statistical analysis were the two contributions of this research. Implications: The ranking of retirement adaptation effects and solutions enables the YEDC to try to prioritize the allocation of time and resources, ensuring that the identified solutions are implemented as efficiently as possible. Furthermore, other organizations can effectively address the challenges faced by their retirees by emulating the approach outlined in this research.

Purpose: This Study was performed to present a model for implementing information technology policies for The Sixth Development Plan based on the neural network approach. Methodology: Based on purpose, this research was applied and used survey method. Questionnaires were administered to collect data. In the factor identification phase, the statistical population consisted of 15 managers of Communication Company, who made the experts pannel. In the testing phase, 260 IT experts comprised the sample. Findings: The factors affecting implementation include two main dimensions of structure and function, as well as ten subsequent dimensions (environment, policy, organization size, culture, technology, human resource development, infrastructure development, plans development, private section development, content provision) are worth of consideration. Results show that the neural network of the best structure consists of one entry layer with 5 entry variables, one hidden layer with 10 neurons, and one outgoing layer with one variable. Originality: Taking conceptology into consideration, and using the mixed approach, we explained the components affecting the implementation of IT consisting of structure and function (both variables). Regarding methodology, modeling through neural networking approach can be considered as another contribution of this research. With regard to application value, this study makes it clear that the best combination for development is realized when all entry variables are considered simultaneously. Besides, the weakest scenario would be when the development of infrastructures is ignored.

Purpose: This study intended to investigate the effects of organizational support on organizational commitment with the mediating role of organizational self-esteem. Methodology: It was a quantitative and descriptive-survey research. The statistical population of the study included all employees of the Atlas Dina Distribution Firm (located in the northwest region of Iran). The sample was taken from the statistical population through random and accessible stratum sampling method. To collect data, questionnaires were administered among 186 people. To investigate the relationships among variables, four hypotheses were presented and were analyzed by structural equation modeling method. Also, SPSS and SmartPLS tools were applied to interpret the hypotheses and to reach conclusions. Findings: Organizational support has a positive and significant effect on organizational self-esteem and organizational commitment. On the other hand, organizational self-esteem has a positive and significant effect on organizational commitment. Finally, the results show that organizational self-esteem positively and significantly mediates the relationship between organizational support and organizational commitment. Also, self-esteem and organizational support variables have the greatest impact on emotional commitment from among the dimensions of organizational commitment. In general, organizational support and self-esteem lead to improved commitment in Atlas Dina Firm. Originality: Investigating the mediating role of organizational self-esteem in the relationship between organizational support and organizational commitment has not been noticed by researchers before. Evaluated in this research, it can create a new perspective for organizations, so that they may develop commitment of employees.

Purpose: The aim of the present study was to identify and prioritize the components of university social responsibilities. Methodology: This research applied the mixed qualitative and quantitative approach. The statistical population consisted of the faculty members of Shahid Beheshti University. Using the purposive sampling method based on the principle of theoretical adequacy, 20 of them were selected as the sample. In the qualitative section, university social responsibility components were obtained from exploratory interviews and the data were analysed by Maxqda software as well as the coding method, Then, in the quantitative section, questionnaires were administered and were validated through relative content validity and re-test reliability. Here, the data were analysed and ranked by the fuzzy Delphi method. Findings: The results fall into two parts. In the first part, a set of components of social responsibility was identified, and in the second part, the importance and priority of these factors are introduced. Findings indicate that the issue of social responsibility, understandability of social responsibility, transparency in decision making, accountability, academic culture building, and scientific correction are the most important components of social responsibility. Originality: The use of mixed research method in the present study led to the identification and prioritization of new components of social responsibility in the university setting as an organization and social institution which is a driving force of development.

Purpose: Culture, in all its dimensions, is a fundamental component of sustainable development. The purpose of this paper was to provide a model for the development of national culture in upstream policies. Methodology: The method in this study was case research and content analysis by manual method. Based on literature review, the theoretical and conceptual components of national culture development were first obtained. Then, by studying the upstream documents (basic Islamic-Iranian model of progress, the statement of the second step of the revolution, the general policies of the second to the sixth development plans, and finally, all the general policy clauses on various cultural issues approved by the Expediency Discernment Council) were identified. Findings: In this study, a national culture development model for general policies is presented. The obtained model suggests what authorities are responsible and what mechanisms can be used to strengthen and create positive elements of culture and to weaken and eliminate negative elements of culture.

Purpose: The purpose of the current research was to investigate the nature of the black hole of politicization in the Education Ministry of Iran and to identify its causes and outcomes. Methodology: The approach of the research was qualitative, and the strategy used was phenomenology. To collect data from departments and organizations affiliated to the Ministry of Education, semi-structured interviews were performed. For this purpose, interviews were conducted with fifteen experts and education managers, and data coding was done using thematic analysis method. Findings: Findings include the presentation of a structure containing the meaning and concept, factors, effects, and outcomes of the black hole of politicization in the Ministry of Education. The meaning and concept of this phenomenon includes the politicization of human resources management, excessive influence of ideological discourse in the system and contents of education, political interventions in the structure and administrative and educational plans. The factors that create the phenomenon include organizational and contextual factors. The outcomes of the phenomenon are individual, organizational, and environmental. Originality: The present research, contributed to such cases as the country’s education system, development of conceptual realm of politicization, identifying politicization black hole and proposing practical recommendations as well as solutions for eradicating this black hole. Moreover, by identifying the factors (actions and behaviors) of politicization black hole, this study will help the prevention of the occurrence of this phenomenon in future.

Background & Purpose: Unethical pro-organizational behaviors as actions for the organization's or its members' interests, despite violating social, and moral values, laws, or behavioral standards. Undoubtedly, behind every unethical pro-organizational behavior a motive or motives that caused such behavior to appear in the interests of the organization or its members. Hence, the main aim of the present study was to identify the factors influencing the formation of unethical pro-organizational behaviors in the academic context.Methodology: To achieve this purpose, an exploratory sequential mixed approach was used. In the qualitative phase, we used a phenomenological method to extract the factors influencing the formation of unethical pro-organizational behaviors. Hence, 22 experts were selected using the quota sampling method. The tool used to collect data were a semi-structured interview and the seven-step process of Colaizzi. In the quantitative phase, the classical Delphi technique was used to credit the extracted factors. In this technique, a questionnaire was designed based on the extracted factors in the qualitative phase and distributed among 12 experts, to obtain their consensus about the extracted factors. The quantitative data were also analyzed using statistical methods such as Kendall’s coefficient of concordance, measures of central tendency, and dispersion in SPSS software.Findings: The findings obtained from the qualitative and quantitative phases showed that the experts had reached a consensus on the eight important factors of the formation of unethical pro-organizational behaviors in the academic context which included organizational etiquette, organizational structure, managerial approach, lack of academic autonomy, party and political exchanges, legal weakness, personal opportunism and parochialism, and thinking limitation.Conclusion: The general conclusion of this study showed that in the academic context, compared to the context of other governmental and non-governmental organizations, individual, organizational, and environmental factors play an effective role in the formation of unethical pro-organizational behaviors. Hence, holding knowledge-building workshops to raise the awareness of the organization's individuals about unethical pro-organizational behaviors in the academic context. Strengthening the culture of transparency around the consequences of unethical pro-organizational behaviors in the academic context and accurately identifying unethical pro-organizational behaviors in the regulations and internal rules of a university should be considered by the top of a university.

Background & Purpose: Generation Z is a generation that is not satisfied with sitting still and accepting the situation and is interested in change and progress. Interestingly, this group is interested in entering the jobs they see around them to earn more money and grow professionally. Competent and committed employees are valuable assets for any organizations, thus today they are referred to as human capital. Talent retention management is very essential because competent employees can increase the efficiency and effectiveness of the organization and bring your company to the highest level in the competitive and business environment. The purpose of this qualitative research is to provide a talent retention model among generation Z employees of government organizations.Methodology: In this research, the multiple foundation data method of Cranholm and Gould Kohl was used. The participants of this research include human resources specialists and experts from universities and government organizations who were determined through the theoretical sampling method. In order to identify the categories of talent retention model among generation Z employees of government organizations, a semi-structured interview was used, using this tool, in-depth interviews were conducted with 35 human resources experts from universities and government organizations, and the required information was collected. To analyze the data, the method of theorizing the multiple data base of Cranholm and Gould Kohl was used.Findings: In this research, in the inductive coding stage, 5 categories (central category, individual and organizational support platforms, social and cultural contexts, personal and occupational and organizational obstacles, individual and organizational results and consequences) and 31 concepts were extracted. And then conceptual refinement, model coding (presentation of the model), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described.Conclusion: Keeping the Z generation human resources is one of the keys to the success, survival and health of any business. Effective managers believe that keeping Z generation employees will increase customer satisfaction and retention, business satisfaction, in government organizations. Apart from the discussion of rights, which is a universal need for all generations of the workforce, other issues such as a better work-life balance, more advancement opportunities, and meaningful benefits are also of high value to Generation Z. These issues are so valuable to this generation that they may move to a lower paying job to get them. This group of employees is also looking for employers' support in the field of well-being, especially financial and psychological well-being, and they are looking for stronger intra-organizational relationships than previous generations. Therefore, at the time of recruiting, hiring, and maintaining this group of employees, special attention should be paid to this group of needs.

Background & Purpose: Big data technology in human resources is one of the emerging technologies created by the growth of data and information volume. The use of big data has been used in other fields of management, including business and sales as well as industrial management, but it is not well known in the field of human resource management. The idea behind data-driven human resources is to help the human resources managers make smarter decisions regarding the organization and activities in the field of human resources and play the role of a strategic partner. Nevertheless, despite its importance and necessity in the field of human resources management, practical insight and its results have not been used that much. One of the most important reasons is the lack of a proper roadmap and methodology for designing and implementing its analysis. Thus, the purpose of this research is to provide a roadmap for designing and implementing analysis in the field of human resource management.Methodology: In line with this goal, this research has been done using a Meta-synthesis qualitative method. The data collection tool in the present study is past documents in this field, which generally includes 60 articles. The method of data analysis is based on open coding.Findings: The results indicate that the roadmap for analysis in the field of human resource management includes three layers of infrastructure, processes and goals. Infrastructure layer includes technical and operational factors, human capital factors, managerial and leadership factors and organizational and structural factors; The process layer includes three main categories of support activities, core activities and evaluation and development activities; and the objective layer includes decision-making, creating value for human resource, improving organizational performance, maintaining and promoting human capital, and predicting job and behavioral attitudes.Conclusion: The presented road map can be used as a practical guide and executive action for the managers and professionals in the field of organizational human resources so that they can identify the necessity of examining the massive amount of data in this field and discover practical insight, work methods, and executive actions from excellent results and use it prominently in all actions and activities in the field of human resources.

Background & Purpose: Today, the digital revolution has fundamentally changed the nature of work, organizational boundaries, and the responsibilities of employees of organizations. Digital transformation is the right answer to a world full of change, ambiguity, and uncertainty; Accordingly, the organizations are required to be equipped with digital transformation to keep staying in the field of competition. Since digital transformation is not only related to new digital technologies and is more dependent on human beings, which is called the soft part of digital transformation, managers should be familiar with the soft components of digital transformation, which are necessary for the implementation of a great digital transformation and apply them in their organizations. Thus, the aim of the current research is to identify the soft components of digital transformation, and then design a conceptual framework to explain them.Methodology: This research was qualitative conducted using thematic analysis. The research source of information was made up of databases and qualified international journals in this field, and 43 participants related to the subject under study were selected using the purposeful sampling method.Findings: During the process of analyzing, interpreting, and synthesizing the findings, the conceptual framework resulting from the soft components of digital transformation includes the comprehensive theme of culture with 12 organizing themes and 50 basic themes; The comprehensive theme of skills has 4 organizing themes and 31 basic themes; Also, the overarching theme of the organization manager has 3 organizing themes and 24 basic themes, and finally the inclusive theme of digital leadership has 2 organizing themes and 12 basic themes.Conclusion: The identified soft components of digital transformation indicate that for success in digital transformation, organizations rely on the management of the organization as the one who steers the ship of the organization, and it is also the digital leader who inspires the passion for digital transformation. It creates in people and becomes the pioneer and driver of this transformation in the organization, and by creating a suitable culture, it paves the way for digital transformation. All of these factors are fruitful along with people and their skills; Therefore, an organization that is equipped with all these soft components can claim success in the field of digital transformation.

Background & Purpose: The emergence of the 4th generation industry has caused many progresses in the world, especially in the field of healthcare. For the correct implementation of this progress, human resource must have the necessary competencies. The importance of this issue is greater in the field of healthcare due to human interactions. Previous research has not paid much attention to this issue in the field of healthcare and has not provided a model of these competencies in the field of healthcare. Identifying these competencies and providing a model of relationships between them is vital for the progress of the country's healthcare. This research was done to cover this research gap.Methodology: This research was done in 2 phases. The first phase was conducted to identify competencies through semi-structured interviews with experts. The sampling method in this phase was judgmental and snowball and its size was 15 people. Thematic analysis was used to analyze the interviews. In the second phase, the method of fuzzy total interpretive structural modeling was used to present the model. The data collection tool was a researcher-made questionnaire. The sampling method in this phase was judgmental and snowball and its size was 10 people.Findings: The results suggest 30 competencies that were placed in 7 general categories. Among the competencies, the competencies of "high perceptive ability" and "possibility of using multiple senses" were not observed in the reviewed articles. The interpretive structural model showed that personality traits are the most fundamental competencies, followed by analytical skills, analytical skills, and then technological skills.Conclusion: Since the people's personality is formed during childhood, it is required to revise the recruitment processes based on existing competencies. One of the most important tools of any organization is the capacity of in-service training systems, which can be used to strengthen other competencies. In most organizations, the effectiveness of these trainings has decreased. It is necessary to revise the employee training system based on the process of making motivation, group training, and follow-up learning level.

Background & Purpose: The aim of this study was to evaluate the effect of diversity-oriented leadership on employee’s knowledge sharing behavior and job engagement by considering the mediating role of transparent internal communication and satisfaction of internal needs (self-determination theory). The present study is one of the first experimental studies that shows the application of self-determination theory in critical conditions of Covid 19 virus.Methodology: This research is an applied research based on the purpose, and it is a survey correlation based on the research strategy. The statistical population of this study includes the staff of Mazandaran University of Medical Sciences and the sample size is 220 persons using sample power software and the sampling method is simple random. Analyzing the data was performed using structural equation method through Amos software.Findings: According to the findings of this study, the variables of “transparent communication” and “internal needs satisfaction” have a partial mediating role in the impact of diversified-oriented leadership on job engagement and knowledge sharing.Conclusion: To understand the effectiveness of internal critical communication, leadership behaviors as well as increasing the employees’ outcome and output, the basic psychological needs of employees must be put under consideration to the extent that they feel competent in their job, have control over their job scope, and communicate effectively with other colleagues at work.