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

Background. The health of employees and the work environment is important for any organization, but some organizational phenomena challenge this issue. One of the emerging organizational phenomena is presenteeism, which causes an employee to decide to be at work despite being sick (physical or mental) and feeling unwell. The aim of the current research is to provide a model of employee presenteeism based on factors affecting this behavioral phenomenon. Methods. In this study, by Meta-synthesis method, all the researches of reliable databases that were related to the research topic from 1991 to 2022 were systematically examined and finally, following the entry and exit criteria, 78 articles were identified and analyzed. Results. The results showed that the most important factors affecting employee attendance can be designed in the form of a three-dimensional model with 13 core categories and 60 components. In this model, three main dimensions include behavioral, structural and contextual dimensions. 13 core categories also include organizational characteristics and procedures, job characteristics, human resources management of the organization, organizational culture, health status of the individual, employee's attitude and perception towards the consequences of absenteeism or presenteeism, Organizational communications and interactions, Individual characteristics, Individual personality, Job and organizational attitude, Cultural and social factors, Economic factors of society and Legislation and infrastructure. Conclusion. The results of the synthesis and analysis of 78 articles in this research showed that presenteeism is a complex and multidimensional phenomenon that is caused by various factors, and the correct management of this behavior in the organization depends on careful attention to the pattern identified in this research.

This study aimed to provide a model for the career path strategies of managers in the Iranian insurance industry. The research method is qualitative in terms of the nature of the research and applied in terms of purpose. The Participants whose number was determined based on theoretical saturation are the insurance industry managers selected by systematic sampling. Data were collected through semi-structured interviews, and data analysis was performed using a data-based method. The results indicate the identification of causal conditions affecting career path strategies, including career path anchorages, objective and subjective career path plateaus; The main phenomenon in career path strategies, including networking, self-presentation, and interpersonal attractions; Background conditions and environment affecting career path strategies, including clarity of career path steps, costly view of education and gender; Interfering conditions affecting career path strategies such as job-to-job fit, meritocracy system, and job fit to individual interests; Strategies and actions affecting career path strategies such as human capital, communication and technical knowledge of individuals; The consequences of career strategies were such as recognition, independence and flourishing of the talents of insurance industry managers in Iran.IntroductionThe career path is one of the key and important pillars of human capital because it is related to people's working lives and can play an essential role in the success of employees and organizations (Vos et al., 2021: 286). In this regard, career path management in a new approach is a tool for implementing human resources development programs to establish a balance between individual and organizational needs (Niri et al., 144:1400). In fact, career path management by providing a clear perspective creates conditions in which managers reach a balance between the formation of a psychological contract related to the development of the career path and job security in the path of agreement (Hirschi & Koen, 2021:115). In this regard, career path strategies are considered one of the most important topics in career path management. In recent decades, managers and employees have used career path strategies for career advancement and success. They consider themselves among their main work programs (Santos et al., 2019: 418). However, the concept of career path strategies, one of the important aspects of individual career path management, has received less attention in this industry. Based on this, it can be said that one of the research gaps in the development strategies of human resources in this industry is the examination of the strategies for the career advancement of managers with a new approach and considering today's highly competitive and challenging environment. With the investigations carried out in the existing literature in this field, it was found that no study has been conducted to explore the factors and fields affecting managers' career path strategies, and there is a theoretical and research gap in this field. The distinguishing aspect of this research from previous research is that the previous studies have either introduced different types of career path strategies or simply determined the type of strategy used and its effect on job behaviors and attitudes in a limited area. The current research seeks to explain a relatively comprehensive model of career path strategies, factors influencing their emergence, background conditions, mediators, and consequences of career path strategies in the insurance industry in Iran. Based on this, the main question of the research has been stated as follows: What is the career path strategy model of insurance industry managers?Research methodologyAccording to the purpose, the current research is fundamental and applied and is based on the qualitative method of data-based analysis and the Strauss and Corbin method. It includes the three main stages of open, axial, and selective coding. The statistical population of the research includes all senior managers of the insurance industry in Iran who have five years of management experience. This research used the theoretical sampling method due to the foundation's data theorizing, and theoretical saturation was achieved after conducting the tenth interview.In this research, the validity and reliability were checked with the criteria of validity, transferability, reliability, and verifiability. The results of these codes showed an overall reliability equal to 89%, which indicates an acceptable reliability. Discussion and ResultsThe analysis of the results showed that the causal conditions of this research included the effective factors on career path strategies. Meanwhile, the interviewees confirmed the anchors of the career path, which include the manager's preferences and interests in the field of work.The first category: The main phenomenon: The main phenomenon in this research is career path strategies. According to experts, the most important strategy insurance industry managers use in their career path is networking. According to the experts, the second strategy that seemed important was to become a candidate or present yourself. The experts also agreed that a person's personality, passion, abilities, and skills can provide them with a better career path.The second category, Strategies: Based on this, the experts stated that in the insurance industry, people's technical knowledge and skill training are very important. Because the world has moved towards skill training, degree-oriented has no place in organizations.The third category, Contextual factors, and the governing platform: Experts said this category is not given much attention in the insurance industry in Iran, and the majority agreed that looking at education in this industry is a cost perspective. Therefore, on this basis, they suggested that the academic system should be strengthened in the insurance industry.The fourth category: In the field of job security, most of the surveyed experts stated that job security is not very important in the insurance industry because the contracts are short-term, and some experts also stated that anyone can understand and interpret job security. They also stated that the concept of balance between work and life is different from the point of view of different people, and the more a person moves to the higher side of the organization, the more this balance is disturbed.The fifth category, Consequences: According to experts, the more people participate in circles and expand their networking scope, the more they become known, and this knowledge provides more responsibilities for them and causes people to have a higher sense of independence and satisfaction in their career path.ConclusionAccording to the research findings, practical tips are suggested for insurance companies about managers' career path strategies. Since about 90% of the experts stated that each of the managers had different strategies in the context of their career path, organizations have designed their career paths according to their mission and existential philosophy. Therefore, it is suggested that the companies active in Iran's insurance industry provide an atmosphere indicating freedom and diversity in choosing a career path in their organizations to meet managers' expectations.

Background & Purpose: Line managers’ HR role is considerably highlighted, and HR devolution is a definite future in organizational landscape. Accordingly, the principal objective of this study is to present a comprehensive framework of antecedents of strengthening line managers’ HR role and uncover its multi-level outcomes.Methodology: In line with the purpose of this study, all indicators, concepts, and categories of HR devolution were identified using the meta-synthesis qualitative research method. 113 manuscripts were identified by searching through authenticate scientific datasets sources. Finally, the data from 46 relevant research conducted in this field were selected and analyzed.Findings: Using seven-step model of Sandelowski and Barroso, the findings of 46 previous studies related to the objectives of the study were reviewed, aggregated, combined, and interpreted. A total number of 28 codes, five themes, and two dimensions were identified and validated through Kappa Cohen coefficient. The results indicate that precursors of HR devolution can be categorized into two main dimensions including organizational and psychological factors. Additionally, devolving HR to the line can affect outcome at three individuals, group, and organizational levels.Conclusion: Utilization of line managers’ HR role creates several competitive advantages in various levels of organization. Nonetheless, it should be noticed that an equal and concurrent attention to both organizational factors and line managers’ psychological elements is of utmost important. Moreover, the framework offered in this study which sheds light on different aspects of HR devolution, provides a basis for future studies

The purpose of this study is to identify the underlying factors of the impact of the mentoring on women's career advancement in Tehran Municipality.The research method used in the study was a qualitative method with an exploratory nature that is performed using Constructivist Grounded Theory method. For this purpose, eighteen interviews were conducted and analyzed using a constructivist approach.The research population consists of specialists participating in the mentoring in Tehran Municipality. For sampling, Judgmental sampling was used and data from field studies were coded using grounded theory method that consisted of four stages of coding. The analysis of the findings shows that Underlying factors of the impact of mentoring on women's career advancement include eight categories Individual requirements, Mentor requirements, demographic requirements, mentor requirements, cultural requirements, extra-organizational requirements and interpersonal requirements. Implementing mentoring can help women's career advancement in organizations. In this regard, organizations must consider the requirements for proper implementation of mentoring and improvement of results.

Objective: The relationship between institutions and economic growth is one of the main issues in economic development debates and has been considered empirically in recent years. Hence, the main purpose of this paper is to investigate the effects of institutions and recourses management improvement on economic growth in D8 countries during the period of 1996-2019. Method: For achieving this objective, the econometric model is estimated by applying PSTR method in panel data. Results: The results of threshold estimation show that the threshold of good governance index is -0.67 and its effect on economic growth of Islamic developing countries before and after this value will be different. Since the value of good governance index in 8 developing Islamic countries is between -1.28 and -0.19, so it is expected that the estimated threshold is in the range between low and high. In addition, the value of the estimated threshold is in the neighborhood of its average value, -0.71. Moreover, the speed of transmission to the nonlinear section for these countries is 1.46. Furthermore, the good governance index in both regimes has a positive effect on economic growth, which, of course, increases its intensity by exceeding the threshold or entering the second regime or above average. It is expected that at high levels of governance (low levels of corruption and redundant regulations and political constraints and high levels of political stability and the rule of law and the effectiveness of government) where the quality of institutions is also high, all good governance components attract domestic and foreign investment, Accelerate economic growth rate.The impact of human capital in both regimes is positive. In this regard, it can be argued that when governance and the quality of institutions are low, the necessary investments in human resources are not take place in this group of countries. The coefficients of abundance of natural resources are positive in both regimes, and with the transition to high levels of good governance (the second regime), the intensity of its positive influence increases. In other words, with the improvement of the good governance index and its components, the effect of natural resource management on production and economic growth has also improved, while in the low state of the good governance index, the abundance of natural resources has had a small effect on economic growth. Therefore, the effect of improving natural resources at a high level of good governance on the economic growth of Islamic countries is significant. The FDI has positive and significant impact on the GDP growth rate in every linear and non-linear parts.So, in every regimes (linear and non-linear) good governance and natural resource abundance variables have positive and significant impacts on the economic growth and other explanatory variables such as gross capital formation, FDI and human capital have positive effects on GDP growth in every linear and nonlinear parts. Conclusion: in the high level of governance accompanied with low corruption, redundant rules, political constraints, all indices of good governance attract domestic and foreign investment and accelerate economic growth.

IntroductionCorporate social responsibility (CSR) includes the activities that a business conducts to affect society and/or the environment positively. Some scholars have pointed out the need for additional research regarding the additional potential positive social-based outcomes of CSR in the hospitality industry. Furthermore, management scholars argue that the interaction between the individual and organizational identification is iterative, whereas the individual's identity becomes intertwined with that of the organization. Also, the successful operation of a company is highly dependent on the attitudes and behavior of its staff. An important staff attitude for the success of a business is job involvement, which refers to the psychological bonds or personal identification that employees perceive regarding their jobs. Job involvement is considered one of the key factors affecting the quality of both individual and organizational outcomes. On the other hand, perceived organizational support refers to the employees’ overall beliefs about whether their organizations are ready to reward them for enhanced performance and care for their socio-emotional needs. Perceived organizational support also acts as an assurance that the organization will provide aid when needed. Thus, the purpose of this study was to investigate the effect of corporate social efforts on identification and involvement of hotels’ employees with the moderating role of organizational suppor.Materials and MethodsThis research was a descriptive and applied survey that all of the 5 star hotels of Tehran consisted of its statistical population, and 384 employees were selected for the research sample according to convenient sampling. Research data were collected using questionnaires: Park and Levy (2014)’s corporate social responsibility questionnaire, Meal and Tetrick (1992)’s identification questionnaire, Kanungo (1982)’s job involvement questionnaire, and Eisenberger et al. (1986)’s perceived organizational support questionnaire, and were analyzed according to structural equation modeling.Discussion and ResultsFindings show the positive effect of corporate social responsibility efforts on the identification and involvement of hotel employees. Also, data analysis confirmed that perceived organizational support positively moderates the relationship between corporate social responsibility and employees` identification and job involvement. Also, descriptive analysis of the main variables of the research, i.e., corporate social responsibility, job involvement, identification, and perceived organizational support, shows that the mentioned variables were at a higher level in the organizations studied in the present study average.ConclusionsIt can be said that corporate social responsibility efforts have considerable effects on the main work attitudes of hotels’ employees, especially on their identification and involvement. In addition, with the increasing of perceived organizational support, these effects can be increased as well. Future researchers are encouraged to study the consequences and effects of corporate social responsibility in other organizations active in the tourism industry. At the same time, by considering the role of demographic variables, more accurate classification of the impact of organizational social responsibility on the attitudes of hotel employees can be achieved. On the other hand, in addition to employee identification and job involvement, the effects of organizational social responsibility on different work attitudes such as organizational commitment and job satisfaction can be studied. In addition, there are other variables such as support of supervisors and colleagues, organizational trust, and group dynamics that can moderate the impact of organizational social responsibility on work attitudes in addition to perceiving organizational support.

Objective The aim of this study is to investigate the effect of emotional labor on the sales performance of insurance agencies. The researchers seek to observe if employees have the ability to control and moderate their emotions and feelings in accordance with the requirements of the organization and their role, then how their work performance will be affected. In addition, the present study examines whether the perception of organizational support moderates this relationship. This study attempts to observe the insurance industry and among insurance agencies, and since the sales performance of insurance agencies is the main element of their work performance, it is addressed whether they have the characteristics of emotional labor in their agency sales performance and which of the dimensions and characteristics of emotional labor will have a greater impact on the sales performance of insurance agencies. In addition, the role of perception of organizational support will be studied as a moderator variable. Methodology The present study is descriptive in terms of method and is applied in terms of purpose and a survey. It is a quantitative research in terms of the nature of data collection. The statistical population of the present study includes the insurance representatives of Alborz Insurance Company in Tehran provided that they have been active at least during the time of conducting the research. In order to establish a correlation between the sales performance data of each insurance agency and the data related to emotional labor and perceived organizational support, the research questionnaires were identified separately for each agency. An online method has been used to distribute the questionnaire. Findings Demographic information showed that the same number of men and women participated in the research. In terms of age, about half of the participants were between 31 and 40 years old and one third of the participants were between 25 and 30 years old. Moreover, more than 90% of them hold a bachelor's degree or higher degrees. Based on the five Likert Scale used in the present study, it is found that emotional labor has a mean above average and the perception of organizational support has a mean lower than average. Accordingly, emotional labor and its four dimensions including tangible action, deep action, automatic display of emotions, and variety of display of emotions have a significantly positive effect on the sales performance of insurance agencies. The moderating role of perceived organizational support was not confirmed in the relationship between emotional labor and sales performance. Conclusion Superficial action as one of the dimensions of emotional labor has a significant effect on the sales performance of insurance agencies. This means that if they can encourage employees to cooperate with customers, even superficially, it may lead to an increase in sales. According to the test results of the sub-hypotheses of this research, it is clear that other dimensions of emotional labor including deep action, automatic display of emotions and variety of display of emotions have a significantly positive effect on the sales performance of insurance agents as well. Examining the coefficients related to the effect of each dimension of emotional labor on sales performance does not show much difference among different dimensions. The automatic display of emotions in this study, which was examined in the third hypothesis, had the highest impact on sales performance among the dimensions of emotional labor. In the present study, perceived organizational support does not moderate the relationship between emotional workforce and sales performance of Alborz insurance agents, and this could be due to poor employee’s perception of organizational support in this company. This means that the calculated rate for perceived organizational support could not show a significant moderating role in the present study. In other words, according to the research findings, it can be said that the employees under study do not have a good perception of the fact that the organization applies the necessary support and attention to them. Another explanation is that emotional labor and its four dimensions, regardless of the impact of the perceived organizational support variable, can affect sales performance.

Sales persons and their performance in each industry and area is one of the main factors affecting the success of organizations. Network behavior as a new concept in personal and organizational behavior literature, is under researchers’ consideration. In this research the researcher was going to gather proper content about networking behavior; also in this research been tried to survey the relation between networking behavior, job satisfaction and organizational commitment. The data gathering tool was standard questionnaire; to analyze the gathered data, Kolmogorov-Smirnov test, Pearson correlation coefficient, confirmatory factor analysis and structural equation modeling were used and the SPSS and LISREL software were the analyzing software. The results indicate a significant relationship between a variety of networking behavior (Internal Networking Behavior, Professional Networking Behavior, customer Networking Behavior) and different types of organizational commitment (Normative Commitment, Affective Commitment, Continual Commitment). The findings also show that sales person's job satisfaction as a mediator has decisive role in the relationship between types of networking behavior and types of organizational commitment

Background & Purpose:Organizational commitment as one of the most important job attitudes has always been considered by researchers and scholars. This research was conducted to investigate the effects of empowerment, perceived justice, and employees` adaptability on organizational commitment in which the role of organizational support has also been considered. Methodology:This research is an applied and descriptive research that has been done by survey method. The statistical population of the study was all employees of District 6 of Tehran Municipality from which a random sample was selected. The required data were collected through a questionnaire and analyzed using structural equation modeling. Findings:Data analysis showed that psychological empowerment, employees' perception of justice and employee adaptability directly affect organizational commitment. In addition, these variables indirectly affect organizational commitment through perceived organizational support. Conclusion:According to the model presented in this study, focusing on employees` psychological empowerment, perceived justice and adaptability of employees can improve perceived organizational support and employees` organizational commitment. Organizational Support, Perceived Justice, Empowerment, Employees` Adaptability, Organizational Commitment.

This research aims to investigate the effects of ethical work climate on organizational trust and proactive customer service performance while the mediating role of perceived politicizing in organization’s reward system is considered as well. Statistical population consisted of all employees of Pasargad Insurance Company. By applying random sampling method, 260 employees were selected. Data were collected by questionnaires and were analyzed through structural equation modeling. Findings show that ethical work climate has a positive and significant effect on organizational trust and proactive customer services performance and has a negative and significant effect on perceived politicizing in organization’s reward system. Results show that perceived politicizing in organization’s reward system has a negative impact on organizational trust. Also, findings show that perceived ethical work climate has an indirect effect on organizational trust through perceived politicizing organization’s reward system but this indirect effect on proactive customer service performance is not confirmed.

The purpose of this study was to investigate the effects of organization-based self-esteem and role-based self-efficacy on perception of employability. In this research, the moderating role of voluntary learning was considered as well. This research was an applied survey by purpose and a descriptive-correlation one by method. Statistical population consisted of all of the Tavanir staff in Tehran that includes 420 employees and among them 200 employees were selected randomly as the research sample. Research tools consisted of three questionnaires of Edmondson`s voluntary learning questionnaire (1999), Wittekind`s employability questionnaire (2010), Pierce and Gardner`s organization-based self-esteem questionnaire (2004), and Parker`s role-based self-efficacy questionnaire (1998). The validity of these questionnaires was tested through construct validity and content validity and their reliability was examined by alpha Cronbach coefficient as well as composite reliability. Research hypotheses and model were tested according to structural equation modeling. Findings confirmed the positive and significant effect of organization-based self-esteem and role-based self-efficacy on perception of employability. In this regard, in addition to confirming the direct impact of voluntary learning on the perception of employability, its moderating role in the impact of organizational self-esteem and role-based self-efficacy on the perception of employability was also confirmed. Finally, it can be said that paying attention to voluntary learning and the dimensions of employees' self-concept and promoting them can lead to important and positive results in terms of employees' perception of employability.

Banking industry is one of the most important service provider industries in Iran. Given the crucial role of human resources and employee behavior in Quality Management Services, the aim of this study is to survey the impact of perceived organizational support, psychological empowerment and leader-member exchange on organizational commitment and its consequences on the quality of service in the banking industry. This is descriptive, correlational and practical study. Statistical population is all of employees of pasarged bank branches in Tehran and its customers. By Clustering method, 322 employees have been selected and by simple random sampling 322 customers were selected. In this paper Eisenberger perceived organizational support questionnaire, Spreitzer psychological empowerment questionnaire, Liden & Maslyn LMX questionnaire, Allen & Meyer organizational commitment questionnaire and Parasuraman SERVQUAL questionnaire have been used for data gathering. For analyzing data Lisrel and SPSS softwares were used. Results showed that POS, PE and LMX affect OC and have relationship with QOS. A suggestion in human resource development strategies in order to compete in the service sector of the banking industry is that manager should pay more attention to the factors affecting organizational commitment, that is not only creating a reward system. Success of a bank in attracting customers and maintaining them depended on the service that employees provide to customers, hence, the role of employees and their organizational behavior is highlight and providing services quality is one of challenges in organizational behavior and human resources field and is related to organizational commitment, Leadership, perceived of organizational support and psychological empowerment of employees.

Present research has been done in order to investigate the role of positive psychological ownership in the effect of human resource development climate on knowledge sharing behavior. Statistical population consisted of the employees of the Iran Airports and Air Navigation Company which 264 employees were selected from them as a random sample. For measuring human resource development climate, the scale provided by Rao & Abraham was used that determines three dimensions of it as supportive climate of human resource development, human resource development mechanisms, and seven cultural attributes of human resource development. Knowledge sharing was measured by scale provided by Vanden Hoof & VanWinen which has been adjusted by Lin. Also, psychological ownership was measured by VanDyne & Pierce questionnaire. Collected data were analyzed by structural equation modeling. Findings confirmed the favorable fitness of research model and also show that human resource development climate has a positive and significant effect on knowledge sharing behavior and psychological ownership plays the mediating role in this relationship. Therefore, emphasizing on all dimensions of human resource development climate can lead to creation of positive psychological ownership in employees and finally can reinforce positive organizational behaviors such as knowledge sharing behavior.

For comprehensive analysis of employees` personality outcomes it is necessary to consider the role of situational factors. The purpose of present study is to investigate the influence of proactive personality on employees` voice behavior in which the moderating role of perceived organizational support as well as job characteristics have been considered. These relationships have been explored within the Telecommunication Infrastructure Company in Tehran with a descriptive-survey approach. Data was collected through questionnaire and was analyzed via inferential statistical techniques as well as structural equation modeling by SPSS and AMOS softwares. Findings show the effect of proactive personality on employees` voice behavior. Meanwhile, the moderating effects of perceived organizational support and job characteristics were supported so that as the positive perceptions of employees` about job characteristics and organizational support increase, the effect of proactive personality on voice behavior increases as well. Also, the moderating role of perceptions about job characteristics was greater than the moderating role of perceived organizational support.

This study was accomplished in order to investigate the role of transformational leadership in decreasing employees` cynicism. The importance of positive psychology and its implications in organizational behavior, especially the role of employees` psychological characteristics, and the mediating role of positive behavior, psychological capital and psychological empowerment were all considered in this study. One hundred and three employees from medical care organization were recruited via a random sampling approach, in Qom province. Bass transformational leadership, Luthans, Yousef, and Avolio psychological capital, Spreitzer psychological empowerment, and Kian's organizational cynicism questionnaires, were used to gather the data. The findings showed that transformation leadership, psychological capital, and psychological empowerment were effective in decreasing employees` cynicism. Moreover, positive organizational behavior was found to have a mediating role in the relationship between transformational leadership and employees` cynicism. The results suggest that enhancing transformational leadership, psychological empowerment and psychological capital have a significant effect on decreasing employees` cynicism and even on preventing it.

Nowadays, knowledge is considered as the main source of obtaining the competitive advantage. Therefore, knowing the formation and promotion of knowledge productivity and distinguishing the effective factors on the organizations especially financial institutions and bank, where the issue of knowledge and using it in order to obtain competitive advantage is also very important and necessary. The research method is descriptive-survey. The Statistical population included all the employees who are working in all Bank- melli branches in Qom province. The Findings showed that the professional and work expertise, problem solving skill, thinking, and communication skills, self-regulated motivation, continuity and perseverance, and creative disorder Factors can explain knowledge productivity in organizations. Among these factors, the role of self-regulated motivation and thinking skill were greater than the other factors.

In recent decades, changes in different aspects of human societies have considerably got accelerated. Moreover, the survival and growth of the organizations are depending on preparedness and employee reaction to change. The purpose of this study is to investigate the relationship between organizational communication and employee reaction to change, with emphasis on the role of emotional intelligence. The participants of this study are Saderat bank employees of Tehran third district who were selected through random sampling. Data collection was done using a questionnaire. SPSS and hierarchical regression analysis are utilized for data analyses. The results of this study showed that the organizational communication had positive relationship with preparedness and employee positive reaction to change and the employee emotional intelligence has intensified the mentioned relationship.

Knowledge sharing can be considered as an organizational behavior with a great importance which is affected by the other organizational behavior variables. This paper with a descriptive-survey approach, tries to investigate knowledge sharing behavior as a substantial aspect of knowledge management and to analyze its relationships with psychological empowerment and psychological capital as the main concepts of positive organizational behavior. Furthermore, the mediating role of organizational citizenship behavior has been regarded in the abovementioned relations and finally a framework has been presented which explains the relationships among these variable and concepts. Research questionnaire was distributed among a random sample of the Iranian Airports Holding Company. Collected data have been analyzed through different descriptive and inferential statistical techniques such as regression analysis and path analysis. Findings supported the presented conceptual framework and also verified the mediating role of organizational citizenship behavior in the relationships of psychological capital, psychological empowerment and knowledge sharing behavior. Furthermore, results revealed that the mediating role of the organizational citizenship behavior according to psychological empowerment is slightly greater than psychological capital.

Buyer commitment to an exchange relation is a key issue in industrial marketing. Commitment to an exchange has several benefits for buyer and seller such as increasing exchange efficiency, decreasing exchange cost and uncertainty. This article investigates commitment in b2b relationships from perspective of purchasing department managers. In the present study the satisfaction effects of purchasing agent from organizational and personal needs fulfillment by supplier have been analyzed based on four factors including: outcome satisfaction, interaction satisfaction, purchasing manager gate keeping, and sales information control. The results show the impacts of these four factors on purchasing department managers' commitment. The findings suggest the marketers will be able to develop stronger bond with purchasing managers by offering benefit bundles that address both organizational and personal needs.

Objective: The relationship between institutions and economic growth is one of the main issues in economic development debates and has been considered empirically in recent years. Hence, the main purpose of this paper is to investigate the effects of institutions and recourses management improvement on economic growth in D8 countries during the period of 1996-2019. Method: For achieving this objective, the econometric model is estimated by applying PSTR method in panel data. Results: The results of threshold estimation show that the threshold of good governance index is -0.67 and its effect on economic growth of Islamic developing countries before and after this value will be different. Since the value of good governance index in 8 developing Islamic countries is between -1.28 and -0.19, so it is expected that the estimated threshold is in the range between low and high. In addition, the value of the estimated threshold is in the neighborhood of its average value, -0.71. Moreover, the speed of transmission to the nonlinear section for these countries is 1.46. Furthermore, the good governance index in both regimes has a positive effect on economic growth, which, of course, increases its intensity by exceeding the threshold or entering the second regime or above average. It is expected that at high levels of governance (low levels of corruption and redundant regulations and political constraints and high levels of political stability and the rule of law and the effectiveness of government) where the quality of institutions is also high, all good governance components attract domestic and foreign investment, Accelerate economic growth rate. The impact of human capital in both regimes is positive. In this regard, it can be argued that when governance and the quality of institutions are low, the necessary investments in human resources are not take place in this group of countries. The coefficients of abundance of natural resources are positive in both regimes, and with the transition to high levels of good governance (the second regime), the intensity of its positive influence increases. In other words, with the improvement of the good governance index and its components, the effect of natural resource management on production and economic growth has also improved, while in the low state of the good governance index, the abundance of natural resources has had a small effect on economic growth. Therefore, the effect of improving natural resources at a high level of good governance on the economic growth of Islamic countries is significant. The FDI has positive and significant impact on the GDP growth rate in every linear and non-linear parts. So, in every regimes (linear and non-linear) good governance and natural resource abundance variables have positive and significant impacts on the economic growth and other explanatory variables such as gross capital formation, FDI and human capital have positive effects on GDP growth in every linear and nonlinear parts. Conclusion: in the high level of governance accompanied with low corruption, redundant rules, political constraints, all indices of good governance attract domestic and foreign investment and accelerate economic growth. [ABSTRACT FROM AUTHOR]