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AbstractBackground and purpose: In the globalized world, the development and gain of power and wealth is always the main concern of governments that are formed based on people's votes. In the literature, when it comes to the relationship between national development and foreign policy, the role of foreign policy in realizing the development goals of a country is often examined from the perspective of developed countries; However, the context of countries does not allow the use of a single approach, especially from the perspective of developing countries. Therefore, this research seeks to examine the theoretical basis of the alignment of foreign policy and national development from the perspective of development administration and provide a framework for decision-making at the policy-making level.Methodology: This research is of a qualitative type, with a method of meta-sythesis. The sources of information used in the research are articles published in internal databases including; the comprehensive database of Iranian human sciences, Magsiran and Noormags, and international data base of EBSCOConclusion: Iran's national development requires a holistic approach and not just an economic one, and accordingly, special policies and strategies in foreign policy. This framework can be a basis for policymakers' planning in order to create comprehensive development plan from the perspective of development administration theories and its link with foreign policy in the country.Introduction In the globalized world, the national development and increase of national power and wealth has always been the main concern of governments that are established based on public votes. Reviewing the literature, the relationship between national development and foreign policy has been mainly studied from developed countries’ perspective mainly focusing on the role of foreign policy in supporting the development in developing countries; however, it is crystal clear that the unique domestic features of each country’s environment does let the whole world taking the same approach in the process of modernization and realizing national development, particularly when it comes to developing countries. Therefore, this research seeks to examine the theoretical origin and background of the alignment between foreign policy and national development based on not only theories of foreign policy but also theories coming from development administration from developingMaterials and Methods The method of the research is meta-synthesis which brings together qualitative data to create a new interpretation and analysis of the theoretical background of the research fields. The main sources of information used in the research are articles published in two domestic databases including the comprehensive Database of Iranian countries’ perspective and subsequently provide a framework for decision-making and decision-taking at the policy-making level using meta- synthesis approach. Sciences, Magiran and noormags and international databases of EBSCO. After collecting the published articles from main sources, based on research protocols defined by the researchers, the related studies were selected for being reviewed.Discussion and results After reviewing the results of the selected studies, the relevant theories appropriate to the situation of developing countries were categorized and combined. These theories include world syntropic system, critical globalism and the Copenhagen school. Directly influenced by syntropic theory, the interconnection between foreign policy (politics) and national development (policy-making) can be directed toward development administration and development-oriented foreign policy in different layers of diplomacy, economics, society, security and peace keeping, governance, state-market as well as environment management while mutually affecting each other.Conclusion Iran's national development requires an inclusive approach and not just focusing on economic development and subsequently, it requires defining special policies and strategies in the field of foreign policy, which then can be positively or negatively affect the development. In the present study, this time, the relationship between development and foreign policy has been examined from the lens of development administration under public administration and how it interacts with the global environment in the context of foreign policy was examined. One of the innovations of this study is creating a coherent theoretical background for the nexus of development administration and political science in the field of foreign policy. The obtained framework takes a more comprehensive perspective toward development in different dimensions and not only economic and growth. In addition to creating a theoretical basis in the link between the two fields of development and foreign policy, another feature of the above framework is that it has examined the link between these two fields from the perspective of developing and South countries; An issue that has not been addressed to this date, because whenever there is talk of development and foreign policy in the literature, it has been referred to the use of foreign policy tools for development assistance to developing countries from the perspective of developed countries. The proposed framework can be a basis for evaluating the performance of country in convergence of the two fields of development administration and foreign policy toward realization of national development goals and a basis for policymakers' planning in order to realize the inclusive development based on the theories of development administration and its interconnection with foreign policy.

Considering the goals of forming the audit committee and its extensive duties, evaluating the performance of the audit committee in order to identify its strengths and weaknesses is very important. The present study presents a model for evaluating the performance of the audit committee and a practical model for the use of the activities of the audit committee by the beneficiaries. The model obtained in the current research includes 3 parts of evaluating the individual characteristics of the members of the audit committee, evaluating the work processes and reporting of the audit committee, and evaluating its duties and responsibilities, and the final model includes 3 dimensions, 13 components, and 78 indicators. The results of the research showed that the working and reporting processes of the audit committee have the most weight in evaluating the performance of the audit committee, and the evaluation of the audit committee meetings as the focus of the audit committee's activities is the most important among the performance evaluation components.ObjectiveThe optimal performance of the audit committee is an important variable in improving the processes and structure of corporate governance as well as financial reports. The duties of audit committees around the world are in sync with developments in the economic environment, and in Iran, according to the approved charter of the audit committee, the purpose of forming an audit committee in companies is to help fulfill the supervisory responsibility of the board of directors and to improve it in order to obtain assurance of reasonable quality of financial reporting, effectiveness of the internal audit process, ensuring the independence of the independent auditor and its effectiveness, adapting the company's activities to the laws, and ensuring the effectiveness of the activities of the corporate governance system, its committees, and other components. Considering the goals of forming the audit committee and its extensive duties, evaluating the performance of the audit committee in order to identify its strengths and weaknesses is very important. Due to the lack of comprehensive research in the country to provide a model to evaluate the performance of the audit committee, the present research has addressed this issue and a practical model for the use of the activities of the audit committee has been presented.MethodThe research method used in the first stage of the study involved extracting the dimensions, components, and performance evaluation indicators of the audit committee from the theoretical sources of the research. Then, the Fuzzy Delphi method was used to screen the indicators, and the Best-Worst Method (BWM) multi-criteria decision-making method was used to weigh each dimension, component, and index. Finally, to determine the gap between the existing situation in the field of audit committee performance evaluation and the model obtained in the current research, the Fuzzy Gap method has been used.FindingsBy studying the theoretical sources of the research, 96 indicators were determined to evaluate the performance of the audit committee, which were classified into 3 dimensions and 15 components using theoretical foundations. In the next step, to check the indicators, interviews were first conducted with 10 experts. In the interviews conducted regarding 6 indicators, revisions, and content adjustments were made to adapt to the current conditions of the country's economic environment. One index was also removed due to the lack of a legal structure for the index in Iran. In the next step, 95 finalized indicators were presented to the research experts for screening, and the responses given by the research experts were analyzed using the Fuzzy Delphi method. By calculating the fuzzy average of the numbers and then de-fuzzifying them, indicators with a de-fuzzified number less than 0.7 were removed, and 78 indicators were approved by the research experts. The model obtained in the current research includes three parts: evaluating the individual characteristics of the members of the audit committee, evaluating the work processes and reporting of the audit committee, and evaluating its duties and responsibilities. The final model includes 3 dimensions, 13 components, and 78 indicators.­4- ConclusionAccording to the findings of the research, the important components in evaluating the performance of the audit committee are the audit committee meetings, the audit committee resources, communication with the board of directors, the audit committee charter, and monitoring of financial reporting. The results of the research showed that the working and reporting processes of the audit committee carry the most weight in the evaluation of the audit committee's performance, with a weight of about 66%, and the evaluation of the audit committee meetings as the focus of the audit committee's activities is the most important among the evaluation components. Also, proper communication with the board of directors, provision of sufficient resources for the activities of the audit committee, the existence of an approved charter of the audit committee, and monitoring of internal controls and financial reporting are important areas for evaluating the performance of the audit committee. The results of the research also indicated the existence of a significant gap between the current status of the audit committee's performance evaluation and the model obtained in the research. In this regard, it is suggested that the legislator (Securities and Exchange Organization) obliges the listed companies to evaluate the performance of the audit committee under their supervision. Furthermore, it is recommended to use the model presented in the current research, considering the importance of dimensions and components. Additionally, the board of directors of the companies can improve the performance of these committees by taking into account the important components of the audit committee's performance, by holding the audit committees under their supervision accountable in these areas, and also making a reasonable and logical assessment of their performance.Enhancing KnowledgeThis research has presented a practical model to evaluate the performance of the audit committee according to the characteristics of Iran's economic environment, which can serve as the basis for analyzing the performance of the audit committee based on its different functional dimensions.

Abstract Despite the strengths of the new public governance, researchers have noted the necessity of governance over network governance or meta -governance and ensuring the achievement of public interests and the effectiveness of network actors' activities. But some theorists have considered meta -governance as governance over any governance mode, which is the subject of future research. This research seeks to find the meta–governance model of the existing governance system of the petrochemical industry and solve the challenges related to the lack of a central strategy. Pattern extraction with the help of structured grounded theory method and through in-depth interviews with 22 people (snowball sampling and the necessity of theoretical sampling) from experts and managers in public and private sectors of industry as well as NGO and the initial and centralized coding and analytical notes were done. The 20 theoretical categories found in three clusters and with a systematic connection, have depicted the model of the meta -governance of the industry. The results of this research put meta -governor responsible for designing, steering and evaluating the governance system of the industry by explaining the composition of governance and the role of actors, policymaking and macro planning of the industry and the formulation of functional and professional requirements and criteria; Embedding frameworks and implementing coordination and ensuring the alignment of activities with macro plans; Facilitation of financial resources, information and infrastructures, as well as efforts to empower and find solutions And finally, the actors should be held accountable for the realization of the policies, macro plans, the requirements and standards, and by obtaining feedback, meta -governor should demand reforms and force them if necessary. Applying this meta-governance is possible through amendments in the superior documents and the structure and revision of the duties of the organizational units (at different levels) of the headquarters of the Ministry of Petroleum and the National Company of Petrochemical Industries of Iran.Introduction Network governance has some weaknesses in decision-making mechanisms and coordination between different actors; The absence of a system for evaluating the activities of network actors in line with accountability and the possibility of tending to the interests of specific groups and individuals and leaving public interests behind (Osborn, 2010, 41-43). This delegated power requires a larger central strategy or meta-governance to increase effectiveness and improve legitimacy (Sorensen and Torfing, 2016; Sorensen and Torfing, 2009). Another group of theorists, however, consider meta-governance as governance over different governance procedures and believe that the other two styles of governance, i.e., hierarchy and market, will also remain in force and will be subject to meta-governance (Jesop, 2003). Although frameworks have been presented on how to apply meta-governance to governance networks and most of the field researches have been conducted in this area, but the framework of meta-governance from the perspective of meta-governance as governance over different governance procedures is still at the beginning of its verification process. Therefore, the current research aims to search for a model for applying meta-governance over each of the three governance styles (existing in Iran's petrochemical industry).Case study The current study was carried out in petrochemical industry of Iran. In the governance system of the petrochemical industry, in addition to the network governance, there are two market modes and hierarchy, and one of the governance challenges of this industry is the absence or meta-governance, which the present research seeks to extract this model.Materials and Methods The current research is in an interpretative paradigm, with a simultaneous developmental and practical approach, and will use qualitative methodology. Because in the present research, seeking to find the hidden pattern of supra-governance in Iran's petrochemical industry by searching the experiences and views of the research participants in the governance system of Iran's petrochemical industry with specific spatial, cultural and situational characteristics, the research method is constructivist grounded theory (Charmez, 1390, 235). The statistical population and sample of the research is composed of three groups of selected experts and managers (non-random snowball sampling method) in the public and private sector of the industry and NGOs. A total of 24 in-depth interviews were conducted and initial and centralized coding and analysis continued from the first interview until reaching the research model.Discussion and Results From the very beginning of the research, the coding of the recorded in-depth interviews started based on the Charms method. The produced codes (primary, centralized), concepts and categories have been reviewed and modified many times. According to Charmez's point of view, classification was used in the service of emerging theory (pattern) for theoretical integration and comparison of categories (Charmez, 2010, 209). The theoretical categories of each clusters have a high internal coherence and their conceptual connection has made the classification possible. The explanation of the connections between theoretical concepts and categories in the model is also presented using diagramming. The three clusters of design, steering and evaluation of the governance system in the model have a two-way relationship and envision meta-governance responsibilities in the form of a system with prerequisite communications and feedback. The responsibilities of the meta-governance in each of these three clusters are explained in the form of the final extracted theoretical categories (20 categories):The cluster of design (governance system) includes the categories of (participation in) explaining the composition of governance and the role of actors, participation in policymaking and macro-planning of the (industrial) development of the country, (participation in) embedding frameworks and persuasion, policymaking and macro-planning of Industry, structure design (invisible) of petrochemical industry.The steering category (governance system) includes the categories of aligning with policies and plans, developing requirements and guidelines, evaluating qualifications and licensing activities, implementing coordination and coherence, embedding bills and supporting (financial) mechanisms, providing information sources and raising awareness, providing infrastructure and facilities, strengthening and empowering and support and finding solutions.The cluster of evaluation (governance system) includes the categories of being accountable for the achievement of the policies and plans of the industry, being accountable for the requirements and instructions, obtaining and analyzing the opinions of the stakeholders, improving the performance, playing role of Arbitrator and verdict and coercion.ConclusionThis research has succeeded in presenting a model for meta-governance in the form of governance over different governance modes. By presenting this framework, which is the research value-added value of this study, the meta-governance will be the responsible for designing, steering and evaluating the governance system. The model presented in this research with the concepts taken from the views of theorists who believe in the necessity of governance over governance modes has shown a high compliance in terms of the nature of meta-governance duties and in addition succeeded in determining the functionality of this Concepts. The functions explained for the meta-governors indicate that the realization of these responsibilities is not limited to sovereignty affairs or not only from the list of duties related to the formulation and implementation of standards and regulations (regulation). The organization of these tasks can be done in the form of structural reorganization and changing the description of duties and responsibilities of the organizational units (at different levels) in the headquarters of the Ministry of Petroleum and the National Petrochemical Industry Company; Obviously, to perform some of these tasks, new organizational units must be thought of. Another issue is that in the fulfillment of meta-governance responsibilities, the experts and executives of the industry in the private sector and experts and those concerned about the issues of the industry in form of NGOs (even unorganized) are also active and their information, analyzes and the proposals of this triple set of actors will be the basis of decisions made at high levels of meta-governor.

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.

Objective: This research aims to extract the strategic components of sustainable development with the approach of national power.Methodology: The research strategy is mixed exploratory. In the qualitative part, the strategic components of sustainable development were determined by studying thirteen high-level system documents with the theme analysis method. In the quantitative part, with structural-interpretive modeling and targeted sampling of experts, classification and identification of relationships between strategic components of sustainable development were done.Findings: The components were identified in such a way that diplomacy, knowledge-based defense, economic development, and natural resources and environment were placed at level one. In the second level, the component of knowledge-based development was placed, and in the third level, the two components of administrative governance and national culture of development were determined.Originality: Soft power components include the culture of national development, administrative governance and knowledge-based development, the basis for actualizing and exploiting the hard power components of economic development, knowledge-based defense, and resources and environment.

Managers strive for comprehensive, reliable, and flexible solutions to evaluate their organization's performance. Nonetheless, recognizing practical performance components has always remained relatively unanswered among managers and researchers. Accordingly, the present study aims to identify the elements influencing sustainable performance management processes considering research literature in the contingent field and eventually pinpointing potentially relevant elements. These elements would assist managers, specifically human resource managers, pursue their objectives. Researchers have already identified keywords related to the research topic by employing meta-word analysis and brainstorming methods with the help of Qiqqa software. Afterward, using VOSviewer, they extracted the vocabulary items of the co-occurrence network. This network and the hotspots identified hereafter established a solid foundation for meta-synthesis, taken as a meta-synthesis approach in this study. Then, four contingent keywords, including “sustainable development”, “sustainable development management”, “sustainable performance development”, and “sustainable performance management,” were considered to explore and analyze scholarly global databases such as Emerald, Proquest, SID, and Web of Science, as well as Google Scholar database and the dissertations defended by postgraduate students. Sources initially entering this research included 312 studies in full text, of which 80 were excluded due to lack of inclusion criteria. Eventually, the contents of the remaining 232 articles were surveyed. The number of overarching themes stands at one constructive theme, four primary themes, and seven, and the frequency of extracted codes hit 513. The findings of this research demonstrated that the components of innovation, technology, supply chain, organizational knowledge, economic, social, and environmental factors could cover all aspects of performance evaluation and would introduce a new literature called “Sustainable Performance Management” into the management field. The components of innovation, technology, supply chain, and organizational knowledge fail to be identified except through meta-synthesis and library analysis. This unprecedented aspect of the present study makes it distinguishable from previous studies. Considering this article's findings, managers, researchers, and other related professionals will be able to conceptualize and comprehend performance management issues in an alternative way. Consequently, human resource managers could identify components related to the sustainability of organizational performance management and put them into research and practice.

Extended Abstract Abstract For a long time, communities have faced many problems, among which, management problems have been very important. These problems, due to their multidimensionality and complexity, can affect other dimensions as well. Therefore, it is necessary to identify and examine them with great attention and accuracy. The purpose of this study is to identify and prioritization public administration problems in the Islamic Republic of Iran, which examines the problems using a mixed method. An outline of this research, according to the purpose, subject, and approach of the research; It is a partially mixed sequential dominant status design. In three quantitative-qualitative-quantitative stages, three methods of "quantitative content analysis- thematic analysis - modified Delphi analysis" have been used to investigate the problems. In the first stage, using the method of quantitative content analysis, the thesis and dissertations topics of the first level universities of the country were reviewed and 329 management topics were identified and reviewed. In the second stage, using the qualitative method of thematic analysis and 12 interviews with experts, 250 key points, 72 basic themes, 40 organizing themes and 39 global themes were identified. In order to understand the problems, they were classified into 36 main problems, each of which they fell into political, economic, cultural, social, law and legal categories. Finally, in the third stage, these problems were prioritized using the modified Delphi method. Based on the findings and studies, the results show that the main cause of public administration problems is the decision-making structure and inefficient administrative-executive system.IntroductionSince the beginning of civilization, societies have always had to challenge an extensive range of problems, among which, management problems have been of paramount significance. Given their multifaceted nature and complexity, these issues can affect other aspect of personal and collective life as well. Therefore, identifying and scrutinizing these problems is utmost significance. Today, countries seek to identify problems in their country by employing various and sustainable methods and strategies. Enhancing the quality of the political, economic, social and cultural plans highly relies identifying and alleviating the problems of the society. Therefore, the implementation of effective mechanisms in this regarding by seeking out accurate troubleshooting methods can be highly effective in resolving the existing shortcomings. As such, the purpose of this study is to identify and prioritize public administration problems in the Islamic Republic of Iran, using a mixed method approach.Research purposesThe purpose of this study is to identify and prioritize public administration problems in the Islamic Republic of Iran.Tools and methodsConsidering the aims, subject, and approach of the research, the current study employs a mixed methods design using a partially mixed sequential dominant status design. As such, the study is performed in three phases of quantitative-qualitative-quantitative stages, respectively employing quantitative content analysis, thematic analysis, modified Delphi methods in each stage.In the first stage, one of the main objectives of this study was analyze the content of the titles of articles on public administration using the content analysis method on dissertations proposed in the years between 2002 and 2019. The required data for this was collected from library archives for which data mining tools were employed. To this end, the researcher has counted the dissertations from the statistical population using the worksheet tool.The qualitative method of thematic analysis is employed in the second stage. To this end, semi-structured interviews with academic and executive experts are conducted to extract codes that are in turn used for thematic analysis using Attride-Sterling (2001) approach. The extracted notions are classified in three themes of “basic, organizing and global”.The third stage of the research pertains to the modified Delphi method, in which the comments of experts and specialists are analyzed in three consecutive rounds. It should be noted that for this stage, the selected experts, while having the inclusion criteria for second stage, must have several years of executive experience in the field of public administration and related problems, and are hence highly familiar with government problems. Considering the aforementioned discussion, that is, the scientific and executive background in this field, 15 people were considered for the purposes of the study, of which 12 people participated in three Delphi rounds.Discussion and findingsIn the first stage, using the method of quantitative content analysis, the topics of dissertations of the top universities of the country were examined, during which 329 articles on management were identified and studied. In the second stage, using the qualitative method of thematic analysis and interviews with 12 experts of the field, 250 key points, 72 basic themes, 40 organizing themes and 39 global themes were identified. To gain a better in-depth knowledge regarding the field, they were classified into 36 main problems, each of which were assigned into political, economic, cultural, social, law and legal categories. Finally, in the third stage, these problems were prioritized using the modified Delphi method. Topics such as “e-government, service quality, staff empowerment, improving organizational culture, organizational structure, improving human relations and administrative corruption” were the topics with most frequency among others, indicating that, in the last two decades, the aforementioned topics have been focal points of management around which other issues have been established.ResultsThe results of the study indicate that the main cause of public management problems is the inefficient decision-making structure and the administrative-executive system. Regarding corruption, the issue of lack of legally-binding and transparent rules and close monitoring of the behaviors of decision-makers and policy makers of the government and parliament and the authorities of the executive apparatus has further exacerbated the conditions. Accordingly, the legislative and the executive branches of the government can enact comprehensive laws and rulings with the aim of making economic activities more transparent in governing decisions and prevent the formation of corruption-inducing opportunities through effective oversight. As mentioned in this study, the centralized decision-making structure and the extensive administrative and executive system are major precursors to corruption. Therefore, strategies such as “e-government expansion”, “enhancing government agility” and “facilitation of regulation” should be considered by the government and the legislature when approving annual budgets and development programs.

Policy instruments, as the most important part of the policy-making process, have an important role in the designing and implementation of policy. In order to implement the meta policies of the administrative system, various instruments have been used, which in practice have not led to the implementation of these policies. present study seeks to analyze and pathology instruments for the implementation of meta policies of the administrative system. In the present study, based on Targeted Sampling, experts and Professors of the administrative system were identified. After conducting semi-structured deep interview with them, the data were coded using thematic analysis method and the web of themes was discovered with 4 Global Themes, 19 organizing themes and 184 basic themes. Findings showed that, firstly, unfortunately, the insights and policy contexts for tooling in the administrative system are not considered, and secondly, there are serious weaknesses and challenges in the design of structural and process instruments, functional instruments and capacity building instruments,That reason of the non-implementation of the meta policies of the administrative system

AbstractThe purpose of this study is to identify the outcomes of Corporate Social Responsibility (CSR) in Iranian organizations using a meta-analysis approach. This is an applied research and is descriptive in terms of purpose. The statistical population is articles published in the field of CSR in Iran from 2011 to 2021. According to the defined protocol, 56 studies were eligible to be used, as samples which were utilized in the meta-analysis process. These studies were reviewed and analyzed using CMA2 software (comprehensive meta-analysis software). Findings revealed that among the outcomes of CSR at individual levels, the variables of person-organization fit (0.904); altruism (0.619) and customer-oriented behavior (0.557) have a high effect size (more than 0.5). Among the outcomes of CSR at the organizational level, the variables of organizational identity (0.940), culture (0.785), organizational trust (0.653), organizational eloquence (0.631), competitive advantage (0.597), brand value (0.564), financial performance (0.528) and brand image (0.506) have high effect size. Also, among the outcomes of CSR at the level of external stakeholders, the variables of organizational legitimacy (0.826), public trust (0.595), perceived quality (0.531) and environmental performance (0.531), respectively, have a large effect size.IntroductionSocieties, in which businesses do not act responsibly, are sentenced to pay a high price. Consequences such as environmental damage, poverty, disease, discrimination and underdevelopment will be inevitable. To fully and comprehensively explain the behavior of companies in the field of CSR, one dimension and theory cannot be addressed, but all theories of CSR should be taken into consideration.A review of the researches shows that many studies have been conducted in the field of CSR in Iran. Impact of CSR on micro and macro levels such as employees, organizational variables and external stakeholders including customers have been examined. Also, there are different theoretical frameworks regarding CSR studies. Therefore, the concern of this study is the analysis of the outcomes of CSR in Iranian organizations. In This research, we tend to find the variables examined in the studies focusing on CSR outcomes in Iranian organizations which are at different levels of employees, organizational and external stakeholders.Theoretical frameworkThe conceptual development of CSR has led to various definitions such as Corporate Social Performance, Business Ethics, Triple Bottom Line and Stakeholder Approach. Therefore, this concept includes different approaches and theories, but the focus is on the relationship between business and society. The basis is the integration of social and environmental issues into the economic aspects of the corporations. Stakeholders are any group or individual that has influence on or is influenced by the success of the organization's goals. Therefore, the most important stakeholders are: managers, employees, customers, investors, shareholders, suppliers, government, society in general and the local community. Every business needs the tacit or explicit permission of government, society and other stakeholders to survive.Many studies have examined the relationship between CSR and corporate performance (especially financial performance). Also, applying CSR programs for some corporations is a tool to achieve a competitive advantage and involvement in CSR may result in activities aiming to improve the image of the organization and increase profits in the short term. CSR programs may affect issues related to human resources management (such as justice, diversity, empowerment, health and safety). Therefore, the motivation of businesses to implement CSR can be explained through different levels.Materials and MethodIn this research, meta-analysis method has been used. The most common use of meta-analysis is to estimate the effect size in a number of studies. This approach includes literature review, study of abstracts, reviewing the whole article and coding the selected studies. In meta-analysis, the effect size is used as the output of each study. In this research, the statistical population is articles published in the field of CSR in Iran from 2011 to 2021. Therefore, all articles published in internal databases such as Irandoc, Magiran and Noormags were identified based on defined keywords. In initial search, 181 articles were found. After reading the abstract and in some cases the whole article based on the developed protocol, 56 articles were eligible for analysis. In the next step, the required variables and statistics were extracted from the articles and coded in Excel software. Then, the Comprehensive Meta-Analysis software (CMA2) was used to perform statistical calculations and analysis.Discussion and resultsAt the level of internal stakeholders, the variables of customer-oriented behavior, altruism and individual-organization fit have the greatest effect. At the organizational level, brand image, brand value, competitive advantage, culture, organizational trust, financial performance, organizational eloquence and organizational identity have a high effect size. At the level of external stakeholders, public trust, perceived quality, environmental performance, and organizational legitimacy have the greatest effect size.The results showed that green human capital, turnover intentions and individual innovation, have the lowest effect size and organizational identity, individual-organization fit and organizational legitimacy have the highest effect size in the research hypotheses. Therefore, it can be concluded that CSR as a tool for better marketing and financial performance is an appealing concept for researchers in Iran. However, the results of this meta-analysis showed that the impact of CSR is more noticeable in the non-financial dimensions.ConclusionScrutiny of the CSR requires a comprehensive approach using other methods such as reviewing qualitative researches because those findings can increase knowledge in this field. Also, comparative studies of CSR in Iran with other countries can provide a pool of scientific and practical knowledge for researchers. The dark side of CSR (negative effects or non-constructive aspects) is also an important issue that has been neglected in researches in Iran and we recommend to be addressed in future studies.The findings of this study help to develop the existing literature about consequences of social responsibility and show CSR promote the sense of belonging. Organizations can also use social responsibility measures to achieve organizational identity and legitimacy.

Due to the importance of financing the issue of technological and innovative activities in moving towards a technology-based economy, different countries have used different institutional arrangements to solve the problem of financing technology-based firms. The limited efficiency of conventional methods such as government direct financing and venture capital has led to the focus of credit guarantee instruments in recent decades. Accordingly, in Iran, despite the prevalence of the use of credit guarantees, the full capacity of this tool is still not used. Therefore, in the present study, first, the macro patterns of the credit guarantee system based on the study of documents and structured interviews with the representatives of the funds have been identified. Then, the root causes of the identified patterns are extracted based on open interviews with experts. Based on the findings, the most important macro models of credit guarantee system of technology-based firms were identified as follows: 1) non-use of various capacities of the executive framework in the credit guarantee system, 2) non-use of various models of the ownership structure of credit guarantee service providers, 3) focus of existing institutions on contract guarantee, 4) Lack of specialized financial institution providing guarantee service in the private sector, 5) Limited selection of technology-based firms to receive guarantee service, 6) Simultaneous use of two facilities to facilitate initial capital financing and risk coverage for most government funds, 7) non-use of risk-sharing instruments for private funds, 8) non-use of other facilitators by the government, 9) lack of macro-law for financial oversight of the activities of credit guarantee institutions, and 10) existence of several responsible institutions in credit guarantee system.

Lack of establishment of coherent systems of knowledge management in energy policy making network, considering the dispersion and changes in the policy actors of this field and the effect of their specialized knowledge and experience on the quality of policy making, It will force the government and related organizations to undertake a chief part of the costs of the trial and error and previous experiences for the following policies again. Therefore, this research with an inductive approach and using the qualitative method of thematic analysis and using the MAXQDA software seeks to develop a pattern for knowledge management in the country's energy policy making network. For this purpose, after examining the theoretical foundations and analyzing the relevant documents and laws, number of 19 people of experts was interviewed using the purposeful sampling method. Based on them, 99 basic themes; 32 organizing themes and 7 global themes have been identified. The validity of the results has been examined and the reliability of the research has been confirmed by calculating the percentage of agreement observed between different codings. Finally, the concepts; dimensions and factors affecting on knowledge management in the policy making network of the energy field including the network of Activists, policy network, knowledge infrastructure, knowledge acquisition, knowledge retention, knowledge sharing, and knowledge application, and their relationship with each other has been extracted and the final pattern of this research has been proposed.

In recent years, the application of artificial intelligence, especially machine learning, has grown significantly in the field of HRM, which is unknown to many managers and experts in the field of HR due to the newness of this field. A lot of data is being generated by users of organization in HRM domains and the related fields, which are difficult to analyze and use in HR activities. The capabilities of data science and machine learning have been able to make great contributions to the field of HRM and beyond to the management of the organization with descriptive, diagnostic, predictive and prescriptive reports and analyses. The purpose of the research is to examine the measures that have been taken so far in the field of HRM intelligence, and in this research, three main questions are answered. The first question is to identify HRM activities that can be made intelligent. In the second question, the application of various ML algorithms in HRMI has been identified. In the third question, based on the maturity levels of data analytics, the classification of "ML algorithms in intelligent HRM functions" has been made. In order to answer , a wide range of articles were extracted from reliable scientific databases and journals and analyzed based on a mixed method. In this method, qualitative and quantitative methods for data analysis were investigated at the same time. IN the quantitative part, text mining algorithms were used Python language, and in the qualitative part, thematic analysis was used MAXQDA2020 .

Human resource risk management has been proposed as a controversial approach to the continuous growth of investment companies. Hence, companies should be able to identify and evaluate existing risks and manage them properly. The present study aims to develop a model for human resource risk management in investment banking companies. The research method is qualitative, based on a data-driven theory. Semi-structured interviews were used to collect the data and data analysis was performed by Strauss and Corbin method and paradigm model. Sampling was purposive and was done using targeted (judgmental) techniques. In accordance with the systematic pattern of data-driven theory, experts and managers with experience in investment companies were selected as the statistical population of the study. The results of the optained data from the interviews, using open, axial, and selective coding, led to a human resoursce risk management model based on a data-driven theory. Thus a model for human resource risk management in investment companies was identified. The findings of this study indicate that for the success of human resource risk management in investment companies, managers must pay attention to all the categories and sub-categories identified in the present study, and have the necessary sufficient information about each of them. In addition, this study shows the need to pay attention to human resource risk management for the development of investment companies.

AbstractThe present study diagnoses Human Resource Management (HRM) practices flexibility in the public sector using the grounded theory method. In the 14 in-depth and semi-structured interviews conducted in this study, samples that included experts in HRM were selected using purposive sampling. To select the sample members, two criteria were considered: having an acceptable experience in the field of human resource management in the public sector and having academic knowledge in this area. The qualitative data obtained from the field studies were coded using the constructive grounded theory. This process consisted of four steps, including initial, focused, axial and selective coding, from which were extracted 109 initial codes, 13 focused codes and 5 main categories. Data analysis showed that now, the inflexibility of HRM practices in the Iranian public sector, harm the performance of organizations in this sector and effectiveness of these practices in 5 areas including recruitment, training, performance appraisal, compensation and human resource planning.IntroductionThe increasing rate of environmental change in recent decades has made flexibility in various areas of particular importance. Therefore, modern organizations need new performance standards that must be developed in order to achieve development and flexibility. The public sector, under the influenced by rapid environmental changes and changing demands and needs of citizens, has been forced to adopt flexible approaches. At the same time, the laws limit the flexibility of organizations in the field of human resource management. In the latest studies in the field of human resource flexibility, researchers have distinguished the flexibility of human resource management processes with human resource flexibility. The flexibility of human resource management processes plays a strategic role in the survival and success of an organization by helping it to adapt to complex and dynamic environments.Materials and MethodsThe present research is in the category of applied research in terms of research orientation. In addition, according to the general purpose of the research, the research method is of qualitative type and with emphasis on exploratory approach. The data collection tool was semi-structured interviews. In the present study, interviews with managers and experts of HRM in public sector were considered, and to collect rich data, we tried to identify HRM professionals on the basis of two main criteria: a significant experience in HRM field in the public sector, and academic knowledge in this field. We used constructivist Grounded Theory to gather, analyze and interpret data. Data analysis was based on an inductive process adopting a coding strategy containing 3 stages: initial coding, focused coding, and axial coding.Discussion and ResultsThe first major issue related to the harms of low flexibility of human resource management processes in the public sector is the problems of the recruitment system, which focus on the codes of "weakness in attracting elites and talents" and "disappointing job applicants" is formed. The second major category regards performance appraisal problems consisting of the centralized codes of "goal shifting in performance appraisal" and "misuse of metrics". The centralized codes of "inefficiency of the reward system", "unfavorable output of coordinated payment system" and "mismatch between performance and compensation" became another major category related to the compensation system. The next category refers to the staff training system and consists of 3 focused codes: "failure to meet training needs", "impossibility to use valid training services" and "shifting goals in training". The last category of axial coding is HR planning system, which includes the centralized codes of "HR inflation in the public sector", "shortage of specialists in the public sector", "the weak promotion system" and "inability to maintain strategic forces".ConclusionThe recruitment system of an organization should be able to meet its human resource needs. Currently, employment in the public sector is done through comprehensive tests, which, although from the perspective of employment justice is a big step towards the excellence of human resource management in this sector in recent years, but does not have enough flexibility and it faces challenges such as the long recruitment process, problems related to matching the content of the candidates' fields of study with the job titles, and so on. Also, the weakness of the existing laws in retaining the elites and talents causes serious damage to the recruitment system, which also arises from the lack of sufficient flexibility in the existing laws.If the compensation system is not flexible enough, it will not be able to enhance the desired performance. If there is no difference between the rewards of people with different performance, they will not have an incentive to improve their performance, and this will cause indifference of employees and they will gradually be satisfied with the minimum level of performance.Performance appraisal is one of the most important performance management tools and without a powerful and accurate evaluation system, it is not possible to improve performance. To evaluate the performance of public organizations, the same forms are used that do not have enough flexibility and do not have contingent variables such as the context of different organizations, different jobs and sensitive events.In education system, just paying attention to filling the training hours and not paying attention to the content of the training courses and their necessity, causes the training needs not to be met and this issue has an adverse effect on the employees' performance. Also, requiring public organizations to use the educational services of a few special institutions reduces the flexibility and effectiveness of these courses. In the field of education, personal development is not given much importance and only the training courses passed in the organization are recognized as valid.Most of the HR planning in public organizations is done by the Administrative and Recruitment organization, and without the active participation of the human resources management units of the public organizations, this system will not be effective. At present, due to the lack of necessary expertise in these organizations and the existing legal restrictions, this participation is at a low level and the necessary flexibility there is not in this system. The result of this conditions is the inflation of HR in the public sector at the same time as the shortage of skilled HR. This inflexibility also affects the promotion system and, in some cases, leads to discouragement of employees who have performed well and made significant progress in a short period of time.

Purpose: Given the importance of how to provide services to meet the public needs, and besides explaining the issue from the Western theories’ perspective; this article has tried to rely on Islamic principles regarding the excellence of public services, and make the requirenments available to develop an appropriate pattern using this approach. Design/ Methodology/ Approach: First, by reviewing the paradigms of public administration in different school of thoughts, public values management, became the basis for comparative analysis. Then based on Islamic values, and in order to discover the dimensions of excellence in servicing citizens, the Qur'anic Al-Mizan exegesis was used. Therefore, a qualitative method has been selected, which in accordance with subject matter would be thematic analysis on the textual source of data. Findings: The components affecting the excellence of public service in the Islamic approach can be formulated in a framework composed of two core dimensions as "virtuous actions" and "agent goodness". The obtained themes for each of these dimensions are presented in the form of 13 categories of research comprehensive codes. Finally, the distinction between the excellence of public services in the Islamic value system and the scientific approach in Western philosophy has been discussed. Originality/ Value: Due to lack of a featured model in this field, the present study seeks to outline the components for Islamic pattern of public service excellence through which governors are able to identify the criteria for an excellent service delivery and the indicators of excellence within their executive unit.

This Research adopts a new approach to civil rights and government services, with the aim of providing a model of community-based human capital management in the public sector. This is an applied research that has been done with an exploratory strategy and a qualitative method. In order to collect information, we use references and articles related to the topic and semi-structured interviews with managers and experts in the field of human resources and for data Analysis, thematic analysis method was used. The suggested model has five dimensions: prerequisites, barriers and facilitators, content and consequences. Interpretation of research findings showed that the lack of a basic strategic orientation and incorrect common beliefs between individuals are one of the important barriers to community-based and the most important way to remove these barriers is "supporting managers" and " Identify and reinforce common true beliefs". Redefining shared values through dialogue and participation and “coordination between government organizations" will further facilitate community-based accountability to increase the responsibility of individuals and citizens

Purpose: This study aims at investigating the experiences of employees who have left their jobs in a state-owned organization in the city of Tehran. Methodology: The sample of this study consisted of 10 members of this organization who have left it voluntarily between 2016 and 2020 and semi-structured interviews were used to collect data. To analyze data, the experimental phenomenological approach of Moss Takas was applied. Findings: Through studying the attitude of the employees towards the turnover phenomenon researchers found out that those who left their organizations didn't have job satisfaction and their turnover has not been a sudden decision. Second, the rules and regulations of the governmental sector have been an obstacle for employees in using their full potential. Third, employees promotion has not been based on people's performance, competency and experience but rather it has been based on their informal and friendly relationship with the Heads of the organization. Research findings show that employees’perceptions of leaving the organization are not highly negative. In fact, they viewed this experience as a positive phenomenon in their career lives that entailed positive implications such as work-life balance, work progress, better use of their capabilities and expertise, finding a job with better compensation, and more work independence. Value: This research presents the experiences of employees who left service and identifies the important factors of this voluntary turnover. Besides, it provides feedback for the current employees and managers so that willingness to leave service may decrease.Implications: Given the fact that employees did not leave the rganizations all at once and their departure was pre-planned, it is necessary to periodically examine the factors that reduce motivation to serve in the organization from the perspective of employees and to take action to bring about corrections.

Objective: Social welfare is considered a part of human life and culture and the development of humanitarian theories with emphasis on the responsibility of all towards each other as well as the development of social and biological sciences has been effective in the emergence of new attitudes about social welfare and poverty reduction. The purpose of this study is to investigate the role of Ganjai Khan endowments in the social welfare of Kerman citizens with a poverty reduction approach. Methods: The study was all citizens over 18 years of age in Kerman. Based on this, using Cochran's formula, 384 people were selected as the sample size (this number was increased to 400, and finally 390 were used in the final analysis). Sampling was performed based on multi-stage clusters between regions, blocks and finally Kerman households. Data collection tool was a researcher-made questionnaire (based on themes taken from the qualitative part). Descriptive statistics such as mean and frequency percentage were used to describe the main variables of the research and Pearson correlation coefficient and multivariate regression and confirmatory factor analysis were used to examine the relationships between variables. Data were analyzed using Spss and Amos software. Results:The results of multivariate regression test showed that 0.410 of citizens' social welfare can be explained based on endowment management, which will result in poverty reduction. Regarding the value of standard beta coefficients of each variable, the coefficient of priority goes back to the needs, which is 0.452. The lowest value is related to the organizational innovation variable which is 0.004. This value is 0.338 for management variability, 0.423 for specialized knowledge, 0.431 for understanding endowments and finally 0.327 for organizational capability. Conclusion: The results of this study show that Ganjali Khan endowments have an important role in the objective and psychological well-being of Kermani citizens and have an important role in reducing poverty. The well-being of citizens and the consequent reduction of poverty can be very important.

Aim and introduction: The origins of public participation in the political decision-making process go back to democracy in ancient Greece and have been subject to the constant change in the following centuries. So, after a period of neglect step in the first half of the twentieth century, since 1960, public participation has been used by governments as a fundamental tool to strengthen legitimacy, public confidence in government and improve the transparency of decision-making processes. In recent years with revolutionary spread of Information and Communications Technology has become particularly important. This subject has been paid attention by the policy-makers in Iran recently. However, currently, the citizens play less role in the public policy-making process in Iran. So, this deficiency as a challenge and a necessity of interaction in the public policy-making system with citizens and civil society has been raised as a basic need and requires research. Despite great academic debates in the field of public participation, no research has been done on whether it is possible to use direct participation mechanisms in policy-making in the future of Iran. Therefore, the purpose of this study is to investigate future scenarios of public participation in policy making. Methodology: The present study is a futurist in terms of approach. Futures studies has multiple methods, in this study, scenario planning method was used as the main method. To achieve the final scenarios, a four- phase roadmap was set up. The first phase of this research process was dedicated to literature. In the second phase of the study, the drivers of public participation in policy-making were identified. For this purpose, first, the identified drivers were provided to the experts in the first phase for correction and completion, and after interviewing the research experts, the thematic analysis technique was used to classify the final drivers. Finally, after identifying the final drivers, the cross impact matrix was formed and completed with the expert panel approach. Based on the cross impact analysis approach, the most important uncertainties related to the research topic were identified. In the third phase, uncertainty questionnaires were designed based on the identified uncertainties related to the subject. The designed questionnaires were distributed among the statistical population. The results obtained from the uncertainty questionnaires provided the necessary input for constructing the scenarios. In the final phase of the research, after identifying the critical uncertainties, the framework of scenarios was designed and described. Findings: Findings showed that the future of public participation in policy making is not predetermined and is affected by two uncertainties. On the one hand, the type of government can affect the status of public participation in policy-making. On the other hand, national culture in this area can be participatory or authoritarian for various reasons. Thus, the status of public participation in policy-making will be different. In this regard, four scenarios of consensus democracy (from the intersection of participatory culture and democratic government), majoritarian democracy (from the intersection of authoritarian culture and democratic government), electoral authoritarianism (from the intersection of participatory culture and authoritarian government) and closed system (from the intersection of authoritarian culture and authoritarian government) was examined. Discussion and Conclusion: Among the research scenarios, participation is possible only in the two scenarios of consensus democracy and majoritarian democracy. However, strong participation can be achieved only in the scenario of consensus democracy. The reason is that the more a political system realizes high influence of voters by elections, the less it can grant influence by direct participation, and vice versa. In such a way that direct participation is not meaningful in majoritarian democracies because it makes electoral competition less important. In this way, the voters have other participation channels except the elections to influence the decisions of the parliament, so they may not show much desire to participate in the elections. Based on the research results, the following suggestions can be made for Iran: 1) the prerequisite for participation is informed and capable citizens. Strengthening the tools of democracy (free media, strong parties, and strong civil society) is very important for this purpose, because personal knowledge, trust and advertisement result in citizen's participation. Therefore, the existence of strong and accountable parties and civil society is very important, otherwise, it becomes one of the weaknesses of direct participation. 2) A special participatory mechanism should be used based on the political structure and cultural context. It seems that majoritarian democracy is more responsive than political culture in Iran, and as stated, direct participation is not meaningful in majoritarian democracy. 3) However, in recent years, the growth of public awareness and technology along with distrust of politicians, have led to the issue of direct participation in policy-making being raised in majoritarian democracies as well. If these tools are to be used, mechanisms for direct participation (such as referendums and initiatives) must be part of the constitution and the conditions for their use must be determined. 4) To institutionalize direct participation in Iran, it is better to start from the local level, considering the political culture, the size of the country and the novelty of this issue. Also, discourse should be created in this field. 5) Finally, it should be noted that, the culture of direct participation is a collective learning process that takes time to develop as well as opportunities to correct mistakes.

Extended Abstract Abstract Recognition of competencies is the starting point for implementing various human resource systems such as talent management and succession planning in the organization, and paying attention to it leads to better performance and productivity of the organization, which leads to a sustainable competitive advantage. The purpose of this study is to design a competency model for human resource managers in the top universities in the country. The approach of the present study is qualitative and its strategy is grounded theory. The method of data collection was through semi-structured interviews. Also, the target population of the current research is the policy makers and managers of human resources in the top universities of the country in the first place, and in the next stage, researchers and experts active in the field of human resources. The present research is the foundation of the research data in terms of qualitative approach and theoretically. The sampling strategy is purposeful and theoretical and the number of participants in the current study is 14 people. The obtained model is divided into six dimensions: causal conditions, pivotal conditions, underlying conditions, intervening factors and consequences. Causal conditions are the personal and personality characteristics of managers, the degree of mastery of managers over the rules and the degree of mastery of the field of work. Core conditions include the ability to communicate internally and externally. The underlying conditions are organizational climate, organizational structure, and organizational culture. Intervening conditions also include facilities and capacities within the organization, environmental laws, environmental communications, and environmental culture. The implications of this model are also summarized in organizational performance. Introduction Paying attention to human resources and promoting their capabilities is one of the most important assets of organizations. Therefore, transformational and effective actions and activities in the field of human resource management will enable organizations to expand their core competencies closer to reality (Skorkova, 2016). This is doubly important in research and educational organizations that have the serious task of training and educating human resources (Victor, 2017); But the important point is that employing competent and efficient managers in this field can be an effective lever in the growth and development of all aspects of human resources; Therefore, identifying the characteristics and competencies of human resource managers will be inevitable (Chen, 2019). Management in Iranian higher education has undergone many changes after the revolution. Although most administrators are academics, they do management work through trial and error. This type of management is very costly and risky (Mahmoudi et al., 2012). In this study, the issue of competency of human resource managers of the top universities in the country was dealt with professionally. Also, the need to pay attention to the quality of the higher education system and identify the effective elements in the performance of university managers, the present study tries to extract the competency model of human resource managers in Iran's top universities. The necessity of the results of the present study is that it can be effective in improving the performance of the higher education system and the knowledge of people raised in this organization. These results will also clarify the mechanisms of competency in managers, which will be an important step in recognizing and increasing how to manage properly in universities and enrich the existing knowledge about research variables Case study The current research population is policy makers and human resource managers in the top universities of the country in the first place and in the next stage are researchers and experts active in the field of human resources; Therefore, the spatial scope of the present study includes 13 Iranian universities that have been selected as first level universities based on indicators such as quality of education, employment of graduates, quality of faculty members, research output, quality of publications, impact (credibility) and citation (number of cited articles). These universities include Isfahan, Tabriz, Tarbiat Modares, Tehran, Shahid Beheshti, Shiraz, Ferdowsi Mashhad, Isfahan Industrial, Amirkabir Industrial, Khajeh Nasir al-Din Tusi Industrial, Sharif Industrial, Allameh Tabatabai and Iranian Science and Technology. Theoretical framework There are different classifications of approaches and methods for determining competencies. From Rothwell's point of view, three approaches can be introduced to determine competencies: a) Borrowing strategy b) Borrowing and localization strategy c) Strategy for creating a suitable model for oneself. In another classification of competency model design approaches by Briscoe and Hall, the design of managers' competency model by different organizations was done with the aim of categorizing these approaches. They found that the use of competency models is a recent phenomenon in organizations that leads them to increase competitiveness by resorting to any means, including developing the performance of their managers. Bergwin shows that there is an approach in determining the competencies required of managers and leaders, which are the output-oriented approach (this approach refers to the outcomes and results of good performance) and the input-oriented approach (this approach to the basic inputs and characteristics of the individual for successful performance. And superiority is needed, he points out; therefore, two output-oriented and input-oriented approaches are expressed in this classification to determine competency) (Manksari et al., 2017). In 2006, based on extensive research in this field, Yukel categorized competency determination methods into 5 approaches, which are: a) the method of basic individual characteristics, b) behavioral method, c) contingency method, d) power penetration method, e ) Combined method. Methodology The present study has a qualitative approach that is carried out in order to identify and understand the institutions and their competencies in the field of human resource managers of the top universities in Iran and all of them. This research is applied in terms of purpose, because it can help decision makers in the field of higher education in Iran to select competent managers of universities across the country. Also, the research strategy has been data foundation. The method of data collection was through semi-structured interviews; Also, the current research population is policy makers and human resource managers in the top universities of the country in the first place and in the next stage are researchers and experts active in the field of human resources. The type of selection of participants (sampling strategy) in the present study was purposeful and theoretical; Because individuals have been selected as participants who have studied the phenomenon in question or have specific views about it; That is, they are the main informants in this field. After analyzing each interview by identifying the ambiguities or weaknesses of the model and categories, the next person was selected according to the expertise needed to eliminate and correct the ambiguities or weaknesses. The number of participants was 14 people of top universities. Discussion and Findings Based on the first data, the data analysis step was taken immediately after the end of each interview. ﭘﺲ From's conceptualization, categorization گرفت was extracted. The data extracted from the interviews led to the identification of 488 open codes, of which 57 distinct codes were obtained. After open coding, which was conceptualized based on the view of Strauss and Corbin and with the interactionist approach and during the analytical process, and their characteristics and dimensions were symbolically discovered (Vaezi and Azmandian, 2016) in the data, a total of 13 main categories and subcategories. And concepts related to the competency model of human resource managers emerged in Iran's top universities. In this research, propositions and propositions are as follows: Case 1: The causal conditions of human resource managers (including personal and personality traits of managers, the degree of managers 'mastery of laws, the degree of managers' mastery of their field of work) affect the competence of human resource managers in Iran's top universities. Case 2: The central conditions of human resource managers (including the ability to establish internal and external communication) affect the competence of human resource managers in Iran's top universities. Case 3: The strategic conditions of human resource managers (including the strategy of managing people inside and outside the organization) affect the competence of human resource managers in Iran's top universities. Case 4: The interventionist conditions of human resource managers (including facilities and capacities within the organization, environmental laws, environmental communications, environmental culture) affect the competence of human resource managers in Iran's top universities. Theorem 5: Consequences of human resource managers (including the performance of the organization) affect the competence of human resource managers in Iran's top universities. Theorem 6: The prevailing context of human resource managers (including organizational climate, organizational structure, organizational culture) affects the competence of human resource managers in Iran's top universities. Conclusion Since the target population of the current study has been policy makers and human resource managers in the top universities of the country, as a result, suggestions are made for senior managers and policy makers in the field of university educational management. 1. It is better to select the right managers in the selection of university administrators away from the political atmosphere and any orbital relationship and by using the comprehensive criteria obtained from the research findings. 2. The ability to communicate internally and externally is defined as the central category of the designed model. This shows the role and place of communication and interaction in successful management. It is suggested that university presidents specifically evaluate the ability of the selected individual in this regard when selecting their human resource managers. 3. It is suggested that the process of selection, appointment and promotion of human resources managers in universities and higher education centers be reviewed and redefined based on the criteria of the designed model.

The organization of Corporate headquarters (CHQ), as the commanding brain in multi- business companies, is in a state of flux and adapts to external environment changes dynamically. The optimal management of its organizational dynamicity can profoundly impact productivity. Yet, close inspection of the existing literature indicates lack of a framework for managing organizational changes in CHQs. Hence, the purpose of this qualitative single case study is to bridge the gap and introduce a framework for managing the adaptation process in the CHQs. Initially, a specific and applied definition was offered for CHQ based on meticulous review of the related literature. Further, the construct was operationalized in the form of a questionnaire which was administered in one of petrochemical multi-business companies to serve the purpose of the study. The research data gleaned through open interview and studying related documents were submitted to thematic analysis. The findings underscored the CHQ’s environmental requirements, fundamental changes, orienting elements, parenting and managerial style and the maturity curve as the most significant factors influencing the policymaking of the adaptation process. Challenges related to each of the factors and the ways of handling them are discussed and a framework is offered for managing the adaptation process in CHQs.

Extended Abstract Abstract Nowadays, Web 2.0 technology and social media, which have paved the way for expansion of two-way interactions and communications, have been thrust into the spotlight in various fields. The government sector also needs to keep up with the latest changes and equip itself with the mentioned technology to be able to provide better services to its clients. Against this backdrop,The purpose of the present study is to investigate the factors and requirements for e-Government 2.0 establishment. In this study, mixed research method was used. In the qualitative section, by reviewing the literature and interviewing15experts in the field of information technology (IT) and e-government, using thematic analysis, the requirements for establishing e-government 2.0 were identified. In the quantitative section, a researcher-made questionnaire consisting of 33 closed-ended questions was used and its form and content validity was confirmed by the experts and its reliability was confirmed by Cronbach's alpha formula. The questionnaire was distributed among 250 academic and organizational experts as well as graduates in IT fields and then one-sample T-test was used to identify the factors. The results showed that considering technical, social, legal, organizational, and security factors for successful establishment and utilization of e-Government 2.0 technology is of great importance. Introduction Web 2.0 is one of the latest innovations in information technology. Web 2.0 applications enable Internet-based interaction and participation among users (Veljkovic, Bogdanovic and Stoimenov,2012). Currently, the social media – as one of the Web 2.0 features – is widely used. Therefore, its capabilities can be exploited in public services. Offering e-government services based on Web 2.0 and the social media yields many opportunities to better present e-services; improve relations with citizens; make citizens participate in public activities; gather ideas, solutions and innovations for service provision; make public organizations more famous; better control future crises; and enhance the government’s decisions(Veljkovic et all, 2012, Bertot, Jaeger, & Hansen, 2012, Moss, Kennedy, Moshonas, & Birchall, 2015, luna and pennock, 2018, Driss,melloli and trabelsi, 2019). Therefore, new concept of E-Government 2.0 arises when the social media are used to offer public services. Building and operating the extensive interactive infrastructures of E-Government 2.0 requires governments' familiarity with its basic requirements. Meeting these requirements can lead to better and faster utilization of E-Government 2.0. Therefore, the present study aimed at suggesting a model to identify the requirements of E-Government 2.0, and investigated the items that should be taken into account to establish and utilize the E-Government 2.0 services. Case Study The statistical population for the qualitative part included the academic and organizational professionals and experts of information technology, particularly e-government. Given the selected qualitative method, purposive and convenience sampling methods were used. Therefore, due to the theoretical saturation by 15 interviews, the sample size was regarded as 15. To validate the model and conduct the quantitative part, the statistical population consisted of the academic and governmental professionals and experts, students, and graduates of information technology, particularly e-government. Given the selected quantitative method and the extensive population, the convenience sampling was used. Accordingly, 276 questionnaires were distributed electronically (via email and social networks) and in-person, out of which 250 were collected. Materials and Methods This was a mixed methods research conducted through thematic analysis and t-test. Desk-based methods, literature reviews, semi-structured interview, and thematic analysis were used to identify the requirements. In the model validation stage, a researcher-made questionnaire with 33 close-ended questions as well as a t-test were used. The face validity and content validity of the questionnaire were confirmed according to the professors and experts’ opinions, and its reliability was obtained as 0.90 by Cronbach’s alpha. Discussion and Results The model consists of five primary dimensions: technical, social, organizational, legal, and security requirements. Each dimension is divided into several sub-components. For example, the technical requirements are hardware factors (hardware equipment, alternatives to technical equipment, and data maintenance equipment), software factors (software equipment and adequate bandwidth), and information factors (data conversion into an appropriate format, existence of high-quality data, and data integration maintenance). The social requirements are cultural factors (welcoming new technologies in the society, and the culture of accepting the changes) and knowledge factors (expertness in working with the new technology, and information literacy among the users). The organizational requirements are structural factors (the need for internal changes in the organizations’ structure and the necessity of new process designs), human factors (the need to recruit, the necessity of holding training courses for the use of new technologies, managers’ support of the new style of service-providing, employees’ support of the intended technology, and adoption of an employee- and customer-oriented viewpoint in organizations), and economic factors (financing the purchase of hardware equipment, and funds for trainings).The legal requirements are rule changes (the necessity of ordaining new rules conforming to the new situation, and reviewing the previous rules) and rule promulgations (public promotion of instructions to use the new technology and its respective rules and regulations, and emphasis on observing the copyright law). Finally, the security requirements are soft factors (public training of security issues and civil rights, and finding a solution for security problems), and hard factors (individuals’ accessibility restriction systems, authentication, and information encryption). Conclusion The present paper suggested a model to identify the requirements for establishing e-Government 2.0. The model consists of five primary dimensions: technical, social, organizational, legal, and security requirements. Each dimension is divided into several sub-components. For example, the technical requirements are hardware factors, software factors and information factors. The social requirements are cultural factors and knowledge factors. The organizational requirements are structural factors, human factors, and economic factors. The legal requirements are rule and rule promulgations. Finally, the take security requirements are soft factors and hard factors. It can be very helpful to notice of the identified requirements as the prerequisite to establish e-Government 2.0.

Some writers believe that strategic management in the public sector is being overrun by the private sector - and that is why public agencies are facing challenges in their path to deployment. The purpose of this paper is to present a model to assist leaders and managers of public agencies in assessing the strategic management maturity of their organization. In this study, while referring to the differences between strategic management in the public and private sectors, different maturity models have been investigated and maturity models of the focus area have been selected to fulfill the purpose of the present study. To construct the model we used interpretive structural modeling and the required data were provided by library studies, thematic analysis, and consensus group technique, and the sampling was non-probabilistically objective and judicious by using snowball technique. Thus, the maturity matrix is designed from twelve focus areas, thirty-six capabilities, and twelve maturity levels, and finally, its usefulness and applicability have been demonstrated through survey.

Objective: The oil industry is the most important and strategic industry in Iran and plays a dominant role in the economy of the country. Human capital is the main element in the creation and development of productivity, therefore the development of human capital productivity in this industry can be a major step towards achieving economic growth and long-term goals of the country. In planning the development of human resource efficiency, managers and planners have to cope with the complexity of human resources (systems of multidimensional systems) and, psychological relations and socio-cultural issues (systemic attitudes). Considering the fact that, human resource utilization in the oil industry is a turbulent issue, this research aimed at modeling, simulating and strategizing the human resources system of the oil industry using the formulation of a turbulent order and the dynamics of the system. Methods: The research’s methodology is inspired by the critical system thinking of research in multiple operations and methodologies (a system of systematic methodologies). This is primarily done using the barriers to the development of Ackoff / Gharage Daghie, the principled embedding of the structure of the problem turmoil, and then into modeling using the dynamics of the system. Results: The findings of the model show that insufficient attention to the transparency of the structure of the oil industry in terms of power and the use of intellectual and human capital in dimensions of value and motivation of staff in cosmetic aspects have caused damage to the abundance of human resources in the industry. Conclusion: The application of hybrid policies in the three sub-systems of value, strength, and beauty were selected as the best way to improve the productivity of human resources in the petroleum industry. It was shown that plans for increasing intellectual and human capital, structural transparency in the oil industry, and the incentivizing systems of workers have significant effects on increasing the value of human resources and improving its productivity in the oil industry.

There is a serious competition between Allameh Tabataba'i, shahid Beheshti, and Tehran Universities to attract the best students. In other side, students have considered several indicators to choose university for higher education. The aim of this research is to determine management faculties’ competitive position in these Universities and also to find an answer to this question: what is the position of Allameh Tabataba'i University postgraduate students compared to two other universities based on variables such as: rank of entrance examination, number of acceptance , average of undergraduate scores, type of undergraduate university, relationship between educational field in BS and MA, and students age. This practical research uses descriptive study and has comparative approach. The data was collected from three management faculty for 2009 to 2014. The findings indicate that Allameh Tabataba'i University has accepted MA students in management more than two other universities and its MA students have lower average of entrance examination rank. There were no main distances on average of undergraduate scores and MA students’ age between these universities. There were similar situations about the other variables

This paper is considering the relationship between conflict management styles with human resource productivity in Sina Bank. The statistical population using Cochranʼ formula was 85 people in Sina Bank staff in Tehran. The sampling method was purposive non-probability. The research method was correlational and applied one. The conflict management styles were measured by Daria and Prause (2015) questionnaire and human resource productivity was measured through Taylor & Brient questionnaire (2013). The validity and reliability of the research tools were measured by factors loading coefficient, Cronbach's (a), composite reliability, convergent and divergent validity. The data were analyzed through the SPSS and smart-PLS software. The results showed that there was a significant positive relationship between conflict management styles and human resource productivity in Sina Bank. The results of minor hypotheses also showed that there was a significant positive relationship between integrating, dominating and compromising with productivity, but there was not positive relationship between avoidance and obliging with productivity.

While considering inhibitors, the purpose of this paper is to examine the moderating role of self-efficacy, perceived image, personal innovativeness, and subjective norm on Internet banking adoption in Tejarat bank of Iran as a public bank. Following IRAN’s 20-year outlook plan, putting IT’s inhibitors and facilitators into consideration come to be of high significance; especially in the scope of Internet banking. Based on the valid responses collected from a survey questionnaire out of Tejarat bank’s consumers of central-west district, structural equation modeling (SEM) technology was employed to examine the research model. The result indicated that perceived awareness and system compatibility offered by the bank are the main factors impeding users’ intention towards Internet banking adoption; while resistance to change indicated insignificant effect on users’ intention accompanied by perceived ease of use which showed no significant effect on users’ behavioral intention. At last, self-efficacy, perceived image, subjective norm, and personal innovativeness showed a meaningful significant effect on users’ adoption decision and moderated the relationship between users’ intention and their actual use.

Organizational learning is a capability of organizations to create, transfer and act on the knowledge generation. Exploration- and exploitation-oriented learning activities required to produce organizational ambidextrous learning. This paper presents a scale developed to classify organizations through cluster analysis as being Exploiters, explores, ambidextrous or with no defined orientation. The theoretical framework helps identify that the concepts associated with exploration and exploitation may be classified into six practical dimensions: organizational knowledge practices, innovative practices, competition, strategic orientation, organizational efficiency and partnerships. Indicators and criteria after sorting the dimensions of 36 features were identified and classified. Specialists were offered indicators derived from the theoretical review to identify final criteria by using Delphi technique. In the end, 6 indexes were deleted and 8 added to the index, therefore developing organizational learning model Ambidexterity was presented

Public policy in a simple process involves three main steps: formulation, implementation and evaluation of the cause. On the way to full implementation of the policy, the issue at hand, there are inhibiting factors and bottlenecks the identification of the major ones in order to effectively implement the policies of the main objectives of this research. And because public policy is inherently a complicated area considered to be under the necessity of diversity has to be complicated to be treated. So we can say that, faced with the structural complexity of the issues that different stakeholders have different views to increase the use of Soft Systems Methodology or SSM is to solve management problems. The shortcomings of this approach in the modeling phase, an incentive for the use of system dynamics (SD) is established. In this study, using a combination of SSM and SD modeling approach for implementing the policy Organization system is discussed. This study was a qualitative interviews were used to collect data. Thus, according to the definitions root of the office, workers and employers, 5 patients were selected and interviewed. A combination of purposive sampling and snowball's judgment. The paper shows that there are obstacles on the path to implementing a series of Organizational policy, In this paper, these barriers are examined from the management, workers and employers surveyed, After explaining this point, the relationship between them was expressed in the form of conceptual models. Finally, by comparing the optimal parameters, the parameters in the study was obtained from the experts, It was found that all the criteria for technical and cultural During the study period there was no possibility of its implementation and monitoring of changes in the long run it should be.

In recent decades, we are facing developments and new achievements in information technology usages in various areas of life every day. Due to the pressure of the current dynamic and turbulent business environment, organizations should change their traditional methods. Therefore, electronic government establishment in organizations of our country is highly important in order to utilize recent advances in information technology and it‘s opportunities. On the other hand, due to several studies regarding electronic government and facing kind of dispersed information in this area doing combinational studies which would provide researchers with studies related to this subject in a scientific and systematic way is highly mattered. This study reviews 12 thesis and 8 article aiming for merging quantitative results of studies related to electronic government establishment in Iranian organizations by using meta-analysis method and comprehensive meta-analysis software (CMA2). A total of 20 studies are selected and reviewed based on Inclusive criteria. Results of meta-analysis regarding barriers to electronic government establishment of 17 variables represent that the studies related to barriers to electronic government establishment suggest that Organizational barriers with the effect-size of 0/943, Strategic barriers with the effect-size of 0/886 and Legal barriers with the effect-size of 0/735, Nature barriers with the effect-size of 0/703 and Managerial barriers with the effect-size of 0/702 have the greatest preventive effect on electronic government establishment.

This study aims at the investigation the role of Integration of informationsystems in acquiring competitive advantages for an organization. The studyis practical regarding to its aim, descriptive regarding to its type and frommethodology point of view, is considered assurvey, regarding the statisticalpopulation includes all the clerks of information technology section ofHamkaran System Software Company(160 people)who are all in connectionwith the information systems. The sample is chosen according to Morgantable, 105 people were included. A provided questionnaire was used forcollecting data and Alpha Cronbach coefficient was used for examiningreliability of questionnaire. The results show that the integrity of informationsystems increase coordination and cooperation between the organizationunits through enlarging capacity of organization, and then improves itscompetitive advantages

In recent decades, we have witnessed new developments in ICTapplications in different fields of life. The current dynamic and turbulent business environment has forced organization to change their traditional methods of conducting business. Hence, it is important for organizations to evaluate e-readiness to use the advantages of recent developments in information technology. The ever-increasing number of studies on e-readiness and scattered information in this field has sparked the interest of this research in a systematic and scientific manner. This paper, using meta-analysis method and Comprehensive Meta-Analysis Software (CMA2), aggregated the findings of 15 master theses and six articles. A total number of 23 studies were selected according to inclusive criteria. The finding of this study confirmed the important of variables such as human resource, management factors,Organizational capabilities, infrastructure, economic factors and environmental factors on the e-readiness of Iranian organization. Finding also show that there are some moderating factors that affect researches results.

ر User's acceptance of the novel information technology has played an important role in successfulness of its applications in the organizations. Understanding of the user's technology acceptance mechanisms lead to providing of user's friendly technology for them. The Iranians products and services stratifying and coding system (IRANCOD) is one of the important national IT systems that introduced for the industrial firms and institutions. This article adopted fromresearchthat examined IRANCOD acceptance within the Iranians firms based on the TAM model. Research's data gathered from 204 employees in the firms that deal with IRANDOC system and data analyzed by confirmatory factor analysis (CFA) and path analysis. Findings show that have positive and significance relationship between "perceived ease of use" (PEU) and "perceived usefulness" (PU) as well as between "perceived usefulness" and employees "attitudes" towards IRANDOC.

Organizational environment has become more than any time complex, dynamic, and revolutionized. The changes trespass the make managers face with new challenges. Survival and excellence in such an environment is attainable solely with change and adoption with dynamicity. This article attends to cybernetic-scanning management influence which has structure with organization properties that base on cybernetic in organization learning process. Furthermore, attendance cultural learning properties and the role of that as a changeable intermediate. The socio-statistic research is three part of Iran - Khodro company staff and research data gathering with questionnaire. After investigating changeable aspect of reading the research discover is done with use of structural role and hypothesis examination which the consequence of that show accepting all hypothesis and positive role and impress (CSM) in learning culture and the organization role- model learning process. Finally, role-model fit is base on structural equation model and whit attention to data collection consequence of that is signify from suitable fit and acceptable intention role-model.