فهرست مطالب حاجیه رجبی فرجاد

Citizens' involvement in the management of public affairs increases the accountability of government agents and makes them more responsive and sensitive to the expectations of the people. On the other hand, the legitimacy and acceptance of the government is strengthened and consolidated with the participation of the people. In modern government management theories, the role of government is to lead rather than authoritarian control, the effective participation of the people in the management of all affairs in society. The purpose of this article is to examine the current and favorable situation of citizen participation from the perspective of modern government management.

The method of this research was descriptive-survey. Data collection tool is a questionnaire that was asked of experts. The statistical population was members of parliament, and 30 members of parliament were selected by the method of snowball, which was polled in three stages.

To analyze the current situation and the optimal situation of the index, the sign test was used.

that there is a significant difference between the current situation and the desired situation of citizen participation from the perspective of modern government management and the existence of a gap is confirmed

The aim of the study was to identify organizational capital in the General Department of Documents and Property Registration in Khuzestan province and to evaluate it during the COVID-19 pandemic. The approach of this research is mixed (qualitative-quantitative) and applied. The statistical universe of the research in the qualitative part included 15 experts from the General Department of Documents and Property Registration in Khuzestan province, who were selected in a non-random and purposeful way. The statistical universe in the quantitative section consisted of 153 employees of this department, who were selected based on the Cochran formula and a relative stratified random method according to the table. The instrument for data collection in the qualitative part was interviews, and in the quantitative part, a questionnaire, whose validity and reliability were checked and confirmed. The information obtained in the qualitative section was analyzed using thematic analysis, and in the quantitative section using structural equation modeling with Max Kuda and Smart PLS software. The results showed that organizational culture, knowledge management, systems and processes of management, organizational structure, financial management, research and development, intra-organizational interactions, perceived job security, and physical capital were identified as organizational capitals. On the other hand, the results of the T-test showed that the categories of job security, physical capital, internal interactions, and management processes have not been properly considered. Although the averages of other components were somewhat better, the overall situation is not suitable for the General Department of Documents and Property Registration in Khuzestan province.

The present research was conducted with the aim of identifying the requirements of institutionalizing the culture of maintenance and repair in the armed forces of the Islamic Republic of Iran.

The current research is applicable in terms of purpose and is descriptive in terms of method. This research includes two research methods, the first part is the review of research literature and the second part is Delphi. The statistical population of the research includes all maintenance and repair experts of the Police of the Islamic Republic of Iran (Faraja). To maintain the credibility of the research and considering the drop of respondents during the study and after refining and applying the desired indicators, a list of 21 people was announced. According to the data obtained from Delphi rounds and different sections of the questionnaire in each round, statistical indices, minimum and maximum, average, mean and standard deviation were calculated. The distribution of the questionnaire was done in three stages according to the Delphi method, and in each stage, the items that had an average of more than four were included in the next round, and components with an average of less than four were removed and not included in the next rounds of the questionnaire. For the consensus of the experts, it uses the method of reaching a certain level of agreement and also the Kendall correlation coefficient criterion to make a decision about stopping the Delphi steps.

The results showed seven components of safety culture, organizational structure, employees, values, behavioral factors, organizational factors, continuous improvement, diligence, and work commitment based on experts' opinions as requirements for institutionalizing maintenance culture in the armed forces of the Islamic Republic of Iran.

In order to institutionalize the maintenance culture, the commanders of the police Forces should consider the listed components.

Well-being in its macro sense can be the result of national efforts of a society, which is achieved by policy making and implementation of social and economic programs. The current research study was conducted with the aim of designing a welfare governance model.

The present research is a mixed method (qualitative-quantitative) study and exploratory type was employed. The statistical population of the research in the qualitative part was the experts of the Ministry of Cooperatives, Labor and Social Welfare and the Social Security Organization of the country. In the quantitative part, based on Cochran’s formula, among 600 people, 386 people were selected by stratified random method. A semi-structured interview was used in the qualitative part, and a researcher-made questionnaire was used in the quantitative part. Long-term engagement technique was also used to check the validity of the questionnaire in the qualitative part. In the quantitative part of the research, the face and construct validity of the questionnaire and its reliability were checked using Cronbach’s alpha coefficient. The obtained information was used in the qualitative part of the theme analysis method and MAXQDA software, and in the quantitative part, the structural equation model and Smart PLS 2 software were used.

The results showed that the governance model consists of 109 open codes, 20 central codes and five selective codes under the headings of cultural/social, economic, political/security, public health, and governance factors.

It seems that by recognizing the effective factors on welfare governance and providing the necessary conditions for welfare governance, the level of well-being of citizens can be improved.

Considering the importance of the university's role in the country's economic growth, the present study was conducted with the aim of investigating the obstacles and limitations of the university's role in the country's economic growth.

This research is of a qualitative type that used content analysis. The statistical population of the research included scientific experts in the field of entrepreneurship and administrators of Islamic Azad University, who were selected by a non-probability judgmental and purposeful sampling method, and theoretical saturation was achieved in the fifteenth interview. Data collection tools included semi-structured interviews. The validity of the interviews was confirmed through retesting. The method of data analysis included theme analysis. Maxqda software was used for analysis.

Based on the findings of the research, the obstacles and limitations of the university's role in the country's economic growth were identified, which includes 4 components and 24 indicators.

The results of this research are useful in identifying the obstacles and limitations of Islamic Azad University's role in the country's economic growth and can provide a suitable basis for removing obstacles.

The aim of this study was to determine the moderating effect of perceived organizational policies on the Background and Objective The aim of this study was to determine the moderating effect of perceived organizational policies on the relationship between toxic leadership and psychological safety of employees of the Education Evaluation Organization. This research is quantitative in terms of type and in terms of research method is a descriptive-survey research.

The statistical population of the study is 460 employees and managers of the country's education evaluation organization, which according to Cochran's formula, 210 people were selected by stratified random sampling method.

The main data collection tools were Zahragin Mathaos (2018) 28-Question Leadership Questionnaire, Kakmer and Cason (2009) 15-Question Perceived Organizational Conditions Questionnaire, and Corkuraton and Giffin (2018) 9-Question Psychological Safety Questionnaire, which were formally and substantively valid (CVR-CVI) and its reliability was calculated and confirmed by Cronbach's alpha method.

The obtained data were analyzed using structural equation model test software and SPSS software version 23 and Smart PLS version 2. The results showed that poisonous leadership and its various dimensions (offensive leadership, authoritarian leadership, narcissism, ambition and unpredictability) have a negative impact on the psychological safety of the staff of the National Education Evaluation Organization.

In this research study, which was conducted in 1402 in the information technology department of the National Bank of Tehran, an attempt was made to explain and formulate a new phenomenon in the form of a causal model of organizational social responsibility, based on the decisive role of organizational commitment. Using the present approach, the researcher has searched for a correct and deep understanding of the related concepts, while the case study includes providing a sample of 200 employees in the relevant unit, who were selected through available sampling method. The precise design of measurement tools includes questionnaires specialized, including the questionnaire of professional ethics of innovative management by Karam Dokht (2010), organizational performance indicators extracted from the Achio model, by Rahmani and Rajab Dari (2015), the social responsibility scale by Gio Hyomin and Chris Ryan (2011), the organizational culture tool from Denison (2000) and the structure of organizational commitment was compiled by Mir and Allen (1997). The skillful use of IBM AMOS software version 24 in data analysis can indicate the accuracy and complexity of the statistical analysis of this research. The findings of the model fit confirmed the hypothesis that organizational commitment affects social responsibility and placed this relationship at a significant level with a P value of 0.003. In addition, it was found that the variables of organizational culture, organizational performance and management ethics also have significant effects on social responsibility, which is also confirmed with a valuable P value of 0.001. These data decisively express the importance of organizational commitment in strengthening the principles and values related to social responsibility among employees. In addition, the obtained results indicate that an effective organizational culture acts as a supportive platform for increasing organizational performance and creating a context for ethical behavior among managers. Research hypotheses and models were prepared using advanced structural equation modeling methods, where Path analysis and direct and indirect effects between variables were explored. This approach has described the dialectic between organizational commitment and the components affecting organizational social responsibility in a scientific and practical way and revealed meaningful links between them.​

Considering the trend of decreasing public welfare in the country, it is necessary for the government to adopt appropriate strategies and programs. Based on this, the current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country.
The current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country. First, based on the review of previous studies, different strategies were identified. In the second stage, based on the initially identified factors, a questionnaire was prepared by distributing the fuzzy Delphi questionnaire among 19 managers and experts of the Ministry of Welfare and Social Security of the country, strategies and solutions were identified. Then Vicor method was used for prioritization.
The findings of the research showed that six strategies under the headings of social health, transparency, organizational health, community-oriented work, social security, and participation were ranked first to sixth, respectively. In addition, the number of solutions identified was 26 indicators.
In order to develop welfare governance in the country, the Ministry of Welfare and Social Security of the country should take steps towards adopting strategies and approving the necessary laws and regulations in the government and the Islamic Council.

Sustainable human resource management provides a suitable strategy for human resource management and ways to achieve social and environmental goals for the organization. Based on this, the current research was carried out with the aim of identifying factors affecting the performance of sustainable human resources in the insurance industry. In terms of purpose, this study is applied and conducted with a combination of qualitative-quantitative (mixed) method. The statistical population of this research in the qualitative part included experts and experts of all insurance companies in Iran who were selected in a targeted way. The sample size in the qualitative section is 15 people. In the quantitative section, the statistical population includes all Iranian insurance employees (460 people; 45 managers and 415 experts). Based on Cochran's formula, 210 people (21 managers and 189 experts) were selected based on stratified randomness. The tools for collecting information in the research literature section were library studies and to collect information to answer the research questions, literature review and interviews with the experts and setting up a questionnaire to validate the obtained model were done. Its face and content validity and its reliability were done using Cronbach's alpha. The results showed that the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational atmosphere and sustainable human resource management can be effective in sustainable human resource performance. According to the findings of the research, it can be concluded that in order to evaluate the performance of sustainable human resources in the insurance industry, paying attention to the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational climate and sustainable human resources management, sustainable human resources performance is most important. It has a high

The positive effect of spirituality and religiosity on people's performance obliges the political and cultural managers of the society to try to create and increase them in the society. Therefore, ignoring spirituality and religiosity in teenagers and young people, in addition to having a negative effect on the development and moral growth of the society, will also have a negative effect on the creation of a prosperous, free and developed society and country. It should also be noted that the foundation of education is laid at a young age. This issue increases the necessity of researching and developing a method or methods in order to increase the quantity and quality of spirituality and religiosity in teenagers and young people. According to the calculated components of spirituality and religiosity in teenagers and determining the priority of each, it is necessary to plan for their creation, stabilization and development. In conducting this research, a combination of qualitative and quantitative methods has been used. In the qualitative dimension, the library method and semi-structured interviews were used in order to calculate methods for creating, stabilizing and expanding the components of spirituality and religiosity in teenagers. After that, a persuasive agreement was reached by using semi-structured interviews with 15 experts familiar with education issues and by using the Delphi method. What can be named as the result of this research; The statistics of the methods of creation, consolidation and expansion of spirituality and religiosity in teenagers are the target group and determining their importance.

The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the employees in the quantitative department, the employees of the General Office of Deeds and Real Estate of the country, whose number is 488 people. According to which, 153 people were selected based on Cochran's formula as a statistical sample and by relative stratified random sampling method. In the qualitative method, sampling was targeted non-randomly until it reached the saturation point in the experts section. In the qualitative section, field method and interview tools were used to extract the factors affecting the job anchors of employees. In the quantitative part, after extracting the components of the employees' job anchors through interviews; Questionnaires were prepared and distributed among employees. The obtained data were used in the qualitative part of content analysis using software MAXQDA and in the quantitative part of structural equation model and SmartPLS software. The results showed that the causal factors affecting employee innovation including organizational, extra-organizational, individual and national factors should be sought. Also, according to the experts of this research, the central category can be considered equivalent to innovation in organizational structure, education, research, human capital, technology and equipment.

considering the importance of recruitment in organizations and the need to investigate the factors affecting this importance. This research was conducted with the aim of determining the organizational structure for absorption with the mediating role of organizational energy in the Oil Industry Research Institute.

This research was applied in terms of its purpose and in terms of the type of implementation, it was conducted as a survey. The statistical population of the research was 754 people of all Iranian oil industry research institutes. The sampling method in this research was a simple random, and 254 people were selected as a sample through Cochran's formula. The main tools for collecting the organizational energy questionnaire of Makundi and Makundi (2015), absorption by Nonaku and Nagichi (2005) and organizational structure of Robbins (2005) have been used. Its face and construct validity and its reliability were examined and confirmed using Cronbach's alpha (a = 0.941). The obtained data were analyzed using structural models and SPSS version 23 and Smart PLS version 2 software.

The results of the research showed that the organizational structure has a positive and significant effect on the recruitment of Iran Oil Industry Research Institute with the mediating role of organizational energy. Also, other research hypotheses were discussed.

according to the research studies, it is possible to improve organizational energy and recruitment by planning properly on the organizational structure.

This paper investigates the relationship between cultural literacy and the prevention of cultural anomalies. The research is applied in terms of purpose, descriptive-survey in terms of method, and correlational in terms of data analysis method. The statistical population for this study was all employees of the four channel of the Islamic Republic of Iran TV, totaling 346 people. A sample of 183 employees was selected randomly using Cochran's formula and with a confidence level of 95%. The main tool used in this research was a twenty-question questionnaire that includes five indices of understanding the content of the message, hidden goals of the message, conscious selection of the message, critical look at the message, and analysis of the message. Additionally, a nine-question questionnaire based on the three components of values, manners, and customs was used to measure cultural anomalies. The obtained data were analyzed using structural equation modeling and Smart-PLS software. The results indicate that understanding the content of the message, the hidden goals of the message, the conscious selection of the message, a critical look at the message, and the analysis of the message are related to the prevention of cultural anomalies.

Considering the importance of implementing upstream policies of science and technology in order to achieve an entrepreneurial university, the present research was conducted with the aim of designing a model for the implementation of the policies announced by the Supreme Leader of the Islamic Revolution regarding the entrepreneurial university.

The research method is considered to be a developmental goal and qualitative research in terms of its nature. The community of research participants included scientific experts in the field of entrepreneurship and managers of Islamic Azad University, who were selected by non-probability judgmental and purposeful sampling method (expert sampling) and according to the principle of theoretical saturation of data, the sample size 15 people were appointed. The data collection tool included a semi-structured interview. The validity of the interviews was obtained through retesting and the reliability was obtained through the calculation of the agreement coefficient between the coders. The method of data analysis included theme analysis and coding using Max QDA software.

 Findings:

 Based on the findings of the research, three dimensions of support, requirements and interactions were identified for the implementation of science and technology policies announced by the Supreme Leader, which includes 20 components and 96 indicators.

The results of this research are useful for improving the implementation of the science and technology policies announced by the Supreme Leader in Islamic Azad University and can provide a suitable background for other research activities.

Developing knowledge and skills in the field of interest is one of the main steps to improve human resources. Personal-commercial development planning helps people to identify their needs for improving knowledge and job skills based on the results of the analysis model of personal strengths, weaknesses, opportunities and threats, and plan on them. to suit Empowering operational processes and human forces in the organization to increase the quality of performance is a requirement for organizational development and transformation. The most important factor of this change and development is behavioral maturity at the individual and group levels, which scientific and scientific guidance will increase productivity in performance. The purpose of this research was to develop a personal-business development model for Arvand Free Zone Organization employees. The current research is qualitative in terms of purpose, application and research method. The data of the qualitative part was collected with the help of semi-structured interviews. In the field of theoretical foundations and research literature, information was collected through library resources, articles, and the global communication network (Internet). In the qualitative part, the research community included senior managers and organizational elites. In qualitative research, the number of samples was determined based on the principle of theoretical saturation; That is, data collection is stopped when new information or data related to the subject of study is not obtained. The results showed that the results of interviews with Arvand Free Zone experts showed that the causal factors affecting the personal-commercial development of employees are divided into three components: employee motivation, knowledge-based and individual factors. Also, self-efficacy, technology skill, communication skill and team work skill are considered as the components of the core category. Background conditions were counted in factors such as personal relationships, learning infrastructure, human resource management and meritocracy. The intervening factors were summarized in three components of fairness, performance evaluation and employee participation. The results showed that the effective strategies and consequences on the personal-commercial development of employees can be described in components such as individual and organizational strategies.

The current research was conducted with the aim of determining the impact of self-leadership on the future of human resources management with the mediating role of organizational commitment of political ideological employees of Semnan Police Command. This research was part of applied research in terms of purpose, quantitative in terms of type, and descriptive-survey research in terms of research method. The statistical population of the research was 102 political ideological employees of the police command of Semnan province. Based on stratified random sampling, 81 people were selected as a statistical sample. In compiling the theoretical foundations section of library studies, and regarding data collection to answer the research questions, the field method and the questionnaire tool with a 5-point Likert scale were used. In such a way, to measure self-leadership, the 8-question questionnaire of Hoangton et al. (2012), organizational commitment from the 24-question questionnaire of Allen and Meier (2002), and the future of human resources management from the 12-question questionnaire of Schutz (2017) were used. Its validity was calculated by content method and its reliability was calculated by Cronbach's alpha method of 0.898. The obtained information was analyzed by structural equation modeling method and Smart PLS version 3 software. The results showed that self-leadership has a significant effect on the future of human resources management with the mediating role of organizational commitment of political ideological employees of Semnan police command. In addition, self-leadership has a significant effect on the future of human resources management, self-leadership on organizational commitment, and organizational commitment on the future of political ideological human resource management of Semnan province police command.

Considering the importance of job satisfaction in the education system, especially teachers in educating the next generation of society, this study was conducted to determine the impact of distributed leadership on teachers' job satisfaction with the mediating role of teachers' self-efficacy in Islamshahr girls' schools. The research is applied in terms of purpose and in terms of descriptive-analytical nature and finally in terms of data collection is part of survey research. The statistical population of the study was 870 teachers and principals of girls' schools in Islamshahr, which using the Cochran's formula, 266 people were selected as a sample, which increased to 270 people. The data collection tool was a questionnaire and its validity was obtained based on content validity and its reliability with Cronbach's alpha, distributed leadership (0.825), job satisfaction (0.889) and self-efficacy (0.837), respectively. In order to analyze the collected data, descriptive statistics indicators and in the inferential section, the method of structural equations and two-level analysis with PLS and HLM software were used. Findings showed that distributed leadership with a path t-statistic equal to 3.929 has an effect on teachers' job satisfaction. It has variables. However, the relationship between teachers' self-efficacy and job satisfaction with the path t-test of 1.279 was not confirmed. Based on the research findings, it can be concluded that using distributed leadership style can improve job satisfaction at the teacher and school level.

Considering the topic of research in information technology and digital transformation, the present research was conducted with the aim of identifying and prioritizing the factors affecting the implementation of digital transformation in a Technology-based organization. This research is applied and developmental in terms of purpose and exploratory and survey method in terms of type. The statistical population of the research is people with at least 15 years of work experience in a Technology-based organization with at least a master's degree in related fields, and the sampling was done in a non-random way until it reached the saturation point, in the experts' section. Field method and interview tools were used to extract effective factors on the implementation of digital transformation. After extracting the indicators of the implementation of digital transformation through interviews and combining it with the indicators obtained from the review section of previous studies, the final statistical indicators were shown in the form of a secondary conceptual model and an analytical (operational) model. In the end, in order to prioritize the variables, a researcher-made questionnaire was used and distributed among the interviewed experts. Content analysis method was used to prioritize factors affecting digital transformation and analysis hierarchy process (AHP) was used for ranking. The findings of the theme analysis showed that organizational structure, digital leadership and management, digital strategy, digital technologies, digital talents and organizational culture were ranked first to sixth respectively.

The aim of this study was to design a performance model for female police officers during the corona.

The present study is a qualitative data type in terms of purpose, development-application and research method. The statistical population includes 12 female police officers who have worked in different parts of the police force. With at least 10 years of experience, they had a master's degree, and sampling in a non-random, targeted manner continued until the opinions of these experts reached saturation point. The interview data collection tool was open. The results of the interview were analyzed using the data-based method and using Maxioda software.

After conducting the interviews, 45 initial codes were identified and content themes were identified using the category review process, as well as frequent changes in the category titles and the relationship of the categories with the subcategories. Causal conditions including organizational factors and rewards, background conditions including job-related factors, strategic factors in both individual and organizational sections and consequences in both individual and organizational sections were identified.

The results showed that in order to improve the performance of female police officers in Faraja, paying attention to the underlying issues along with eliminating disturbing variables, one can hope for the future of female police officers through appropriate strategies.

The aim of this study was to determine the effect of organizational care on the innovative behavior of employees of Tehran Municipality Terminals and Rides Park.

This research is quantitative in terms of applied purpose, in terms of type, and in terms of research method, it is a descriptive-survey research. The statistical population of the study was the managers, experts and employees of the Tehran Municipality Terminals and Riders Park Organization, numbering 225 people. According to Cochran's formula, 142 people were selected as a statistical sample by stratified random sampling. The main data collection tool was the Bamans (2016) Organizational Care Questionnaire Cross Innovative Behavior (2004), the validity of which was examined formally and structurally. Its reliability was also evaluated using Cronbach's alpha. Structural equation model and Smart PLS software were used to analyze the data.

Based on the research findings, all hypotheses were confirmed.

The results showed that organizational care on innovative behavior and its various dimensions (production of ideas, distribution of ideas and application of ideas), as well as different dimensions of organizational care (structures, organizational policies and organizational care methods) on innovative behavior of terminal staff And Tehran Municipality Equestrian Park has had a positive and significant effect.

The traditional paradigms of management are basically based on pure obedience and the rigid relationship between the boss and subordinates with a hierarchical and top-down approach. It is real collaboration and partnership between organizational parties.

The present research method is fundamental and practical in terms of its purpose, exploratory in terms of its nature, and in terms of implementation, using the Strauss and Corbin database approach. The tool used was an in-depth interview with experts in this field, whose number was selected using theoretical sampling based on the principle of saturation, 23 people.

The data analysis led to the counting of 713 key points from primary coding, 286 concepts from focused coding, 25 new subcategories from axial coding and 7 main categories from theoretical coding, and at the end, the theoretical model of the research was presented.

The results show that the managerial synapse, as a quasi-neuroscience phenomenon in the organization, can take strength from stabilizing relationships in the organization, develop joint decision-making by stakeholders, strengthen team spirit for a common goal, exchange and share resources between stakeholders, multi-task synergy at the levels organizational and setting goals beyond the ideals of the organization, implement organizational innovation effectively.

The aim of this study was to determine the effect of preparation measures on perceived employability with the mediating role of job identity in Keshavarzi Bank, West Tehran Branches.

In terms of applied purpose, this research was conducted by descriptive-survey method of correlation type. The statistical population of this study was all employees of west branches of Tehran, which was 150 people, the statistical sample size was determined using simple random sampling of 132 people. The main data collection tools were the Job Identity Questionnaire (Franco and Tavares, 2013) with 9 questions and the Job Preparation Questionnaire (Stump and Hartman, 1983) with 24 questions. Its form, content and reliability were calculated using Cronbach's alpha and reported for the variables of job identity (0.951), job planning (0.919), perceived employability (0.956) and job exploration (0.925). The obtained data were analyzed using structural equation modeling and Smart PLS software version number two.

The results showed that job preparation measures (job planning and job exploration) have a significant effect on perceived employability with the mediating role of job identity.

By providing the necessary conditions for job identification along with the necessary measures for job preparation (job planning and job exploration), it took action on the employability of employees.

This study was conducted with the aim of investigating the effect of team culture and knowledge sharing on service innovation. The current research is of an applied type in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of this research included all the experts of the retirement center of Tehran, 210 persons. The sample size was calculated using Cochran's formula and simple random sampling method as 135 people. To measure the relationship between the variables, the standard questionnaire of Hossain and et al. (2017) was used. The findings of the research illustrate that knowledge sharing on service innovation with a path coefficient of 2.495, knowledge sharing on team culture with a path coefficient of 11.093, and team culture on service innovation with a path coefficient of 146. 4 is an effective factor.

The current research was conducted with the aim of identifying and finding the complications of factors affecting recruitment and employment in education and training in Lorestan province. The current research is developmental-applicative in terms of its purpose and the research method is a hybrid (quantitative-qualitative type of content analysis). The statistical population of the research in the qualitative part included managers and expert experts in the number of 15 people, and interviews were carried out until theoretical saturation. Also, in the quantitative section, there are all education managers and experts of Lorestan province, whose initial estimate shows that their number is 110 people. After extracting the components and dimensions of recruiting and hiring employees through interviews, a questionnaire was prepared and distributed among the education managers and experts of Lorestan province. To measure the effective factors on recruiting employees. Based on the theoretical foundations, first an analytical table was prepared and after the interview, a secondary analytical table was prepared and its model fit was checked by structural equation modeling and Smart PLS version 2 software. The results of the research showed that nine factors, organizational factors, individual factors, job variables, personality traits, cognitive skills, human capital, individual consequences, organizational consequences and recruitment process were identified as effective factors on recruitment and employment in education and training in Lorestan province. . Based on the findings of the research, the General Department of Education of Lorestan province needs to pay attention to the identified factors in order to attract and hire its employees.

The increasing development of human knowledge, the influence of information technology and the emergence of topics such as artificial intelligence and the manifestation of the word electronic have changed the nature of many approaches to resource management. The aim of this study was to determine the effect of electronic human resource management and artificial intelligence on the talent management of Iran Aerospace Research Institute. This research is quantitative in terms of application type and in terms of research method is a descriptive-survey research and the type of relationships between variables is correlational. The statistical population of all employees of Iran Space Research Institute was 725 people, based on Cochran Cochran's formula, 251 people were selected by stratified random sampling. The main data collection tools were the electronic human resource management questionnaire of Domingue et al. (2014), the talent management of Phillips et al. (2009) and the researcher-made artificial intelligence. Its validity was examined in terms of form, content and structure. Its reliability is also calculated using Cronbach's alpha. The obtained data were analyzed using structural equation modeling and Smart PLS software. Data analysis showed that electronic human resource management with an impact factor of 0.363 and its significance value (3.382) on talent management and artificial intelligence with an impact factor of 0.545 and its significance value (5.037) on Talent management, as well as various aspects of electronic human resource management and artificial intelligence affect the talent management of Iran Aerospace Research Institute.