حسن درویش

The purpose of this research is to identify and analyze the criteria of ethical leadership in relation to the competencies of managers in the Ministry of Energy. A mixed-methods approach (qualitative and quantitative) was utilized, employing the Saunders research onion model. In the qualitative section, thematic analysis was conducted, while a descriptive-survey method was used in the quantitative phase. Purposeful sampling was performed among managers of the Ministry of Energy and academic elites, with 11 participants selected based on theoretical saturation. To assess the normality of the data, the Kolmogorov-Smirnov test was applied, and the adequacy of the data was evaluated using the KMO index and Bartlett's test. The findings of the research revealed 19 basic themes, categorized into 3 overarching themes and 9 main organizing themes, including the patterns of behavioral and performance capabilities of managers, ethics and job performance, and human resource development. The conclusion indicates that ethical leadership contributes to the sustainable development of the Ministry of Energy by enhancing organizational commitment, reducing violations, and improving job satisfaction, ultimately leading to improved organizational performance.

Blockchain technology has emerged as a crucial factor impacting the banking sector. This study aimed to design and elucidate a future research model that explored bank employees’ attitudes towards job security in the context of blockchain technology by the year 2031. Through a comprehensive review of relevant studies, this research identified the future research factors and drivers that influenced bank employees’ attitudes regarding job security in the face of blockchain technology. Indicators were identified and subjected to coding and theming processes. The dimensions and indicators were then selected based on expert opinions and distributed in a questionnaire format. Subsequently, a self-interaction matrix, initial achievement matrix, and final achievement matrix were developed followed by dimension leveling and model presentation. The key factors in the model encompassed the employees' understanding of usefulness and ease of use, behavioral intentions, beliefs, norms, values, and organizational culture, provision and updating of infrastructure, cost considerations, financial and banking market structure, technical challenges, and the benefits associated with blockchain technology.

The identification and development of managerial competencies are essential for enhancing productivity and improving various facets of human resource management within organizations. This research aims to assess the validity of the competency model for managers in the ministry of energy with a focus on ethical leadership.

This study employed a descriptive-survey research design, involving the selection of 11 managers from the Ministry of Energy and academic experts based on the principle of theoretical saturation. In the quantitative component, simple random sampling was utilized, with the statistical population comprising all managers within the Ministry of Energy. The Kolmogorov-Smirnov test was applied to assess the normality of the data, while the Kaiser-Meyer-Olkin (KMO) index and Bartlett's test were employed to evaluate the suitability of the data for factor analysis.

The research identified a model comprising six dimensions of strategic human resource development: upstream documentation, managerial development strategies, macro-level human resource development, job performance, and employee capability assessment. The delineated competency received validation from organizational experts.

Emphasizing the competency dimensions of managerial personnel through the lens of ethical leadership facilitates the alignment of macro-organizational strategies with sector-specific human resource strategies, thereby enhancing interactions and communication among employees within the Ministry of Energy.

The aim of the current study, which is an applied research in terms of purpose and a descriptive-survey in terms of method, is to provide a model of employee resilience in the National Company of Southern Oil-Bearing Regions located in Ahvaz. In this research, first, through reviewing the related literature on employee resilience, the dimensions of employee resilience were identified using the meta-synthesis method. In the next stage, targeted interviews were conducted with experts. Based on the opinions of the experts, seven dimensions were extracted for the resilience of employees in the research society. Finally, the conceptual model of the research was designed. Additionally, a researcher-made questionnaire was designed to evaluate the desired model. Cronbach's alpha coefficient was used to check the reliability of the questionnaire and its content validity was confirmed by the relevant experts. The statistical population of the research was 10,000 employees, and based on the simple random sampling method, the sample size was determined to be 373 people. The data analysis was done using SPSS22 and SmartPLS3 software. Measurement, structural and general models were reported to be positive and significant by using the fit indices of models and hypotheses using path analysis.

Responsible talent management is a process based on ethics, sustainability and social responsibility in order to benefit from talents for achieving individual, organizational and social results. The aim of the present study is to design and develop a model of responsible talent management in Iranian Judicial Power. In this study, the paradigm of qualitative research has been carried out by synthesis research method with content analysis technique. The research community includes national and international printed and electronic resources of the last two decades related to the case study. Based on targeted sampling, three hundred fifty-three sources including documents, books and articles were selected and analyzed using Atlas T software and coding. The validity of the collected data was evaluated using the reliability technique and the reliability technique. Accordingly, four dimensions and fifteen components of responsible talent management in Iranian Judicial Power were extracted, including the dimensions of responsible recruitment (four components), responsible development (four components), responsible maintenance (four components) and consequences (with three components). The results of this research can be used as a useful model of responsible talent management to promote the human resource management system by improving the hiring, developing and retaining processes of talented employees and applied in national and international systems and organizations.

Deviance is a dominant problem in many organizations. The presence of deviance and violation of laws in organizations, especially by managers who are the leaders of the organization, is considered a serious threat to the society and causes loss of public trust in the government and leaves harmful effects. Therefore, in this research, the explanation model of management of managers' financial deviance in the organization is discussed.

This research is based on mixed method. In the qualitative part, the strategy of grounded theory was used, and in the quantitative part, the survey strategy was used. Research data in the qualitative part were collected through semi-structured interviews with twenty experts, managers, academic experts and public organizations. These data were analyzed through the coding process in three stages of open, central and selective coding. In the quantitative part, research data were collected by means of a 187-item researcher-made questionnaire and cluster sampling method among 5 public organizations. These data were analyzed through path analysis and structural equation modeling.

The analysis of the research data showed that individual factors (such as knowledge, awareness, orientation, motivation, personality) and organizational factors (such as goals, structure, culture and atmosphere of the organization and information technology) and extra-organizational factors (such as social, cultural, political factors, economic) as causal conditions affect the meaningfulness of managers' financial deviance and their tendency to deviance, and the emergence of positive and negative consequences is due to the selection of constructive or destructive strategies that managers adopt in opposition to these factors. In addition, contextual factors (such as human resource management system) and intervening conditions (such as preparation, executive factors and monitoring and evaluation) affect the relationships in the research model and have an impact on the implementation of research strategies. Also, quantitative data analysis indicated the fit and approval of the research model.

Any model for managing the financial deviance of managers in public organizations requires appropriate dimensions, components and indicators that have been identified in the final model of this research. The application of this model, its factors and strategies will lead to reducing and controlling the financial misbehavior of managers.

 Resilience is a concept that has attracted a lot of attention in recent years; at the same time that various risks were formed in the countries, such as natural disasters, economic crises, and recently, the Covid-19 epidemic. The purpose of this study is to designing a human resources resilience model in the conditions of the Covid-19 crisis in the National Iranian South Oil Company

 In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first with review of the human resource resilience literature before and after Corona, effective individual, organizational and environmental factors and human resources resilience dimensions were extracted using Meta-synthesis method (seven step-by-step methods of Sandloski and Baruso). After doing interviews with experts (20 people who are familiar with the issue of resilience of human resources and the environment of the researched company), the results of previous stage, adjusted and conceptual model were presented, then, using a researcher-made questionnaire, the extracted model was tested in the research population. The reliability of the questionnaire was confirmed using Cronbach's alpha and its content validity based on experts' opinions. The statistical population included 10,000 employees of the company, according to Morgan's table; the sample size was determined 373 people using simple random sampling method.

 Based on the opinion of experts, 17 dimensions for individual, organizational, and environmental effective factors and seven dimensions for the human resources resilience in the research sample were extracted, which became the basis of the conceptual model. Using the fit indices, the structural and general measurement models were confirmed. In addition, the hypotheses were reported to be positive and significant using path analysis.

 According to experts’ opinion, the present model obtained in this research can be introduced as a suitable model for the employees of the researched population to take advantage of the threat of Covid-19 as an opportunity.

The extant research aims to design a work-life balancing model for National Iranian Gas Company employees. The present paper is mixed research (qualitative and quantitative). This qualitative study has used the strategy of the thematic analysis method. The quantitative part of the study employed structural analysis. According to the results of the interviews with 7 experts, 124 factors affected the work-life balance of the National Iranian Gas Company employees. The most important factors affecting the work-life balance of Iranian National Gas Company employees were extracted using the Delphi method. The results indicated trust in the organization and employees’ loyalty to the organization as the most important components affecting the work-life balance of employees working for the National Iranian Gas Company. Moreover, the results confirmed the effect of government structure, e-government and smartening, human capital management, management technologies, organizational culture development, monitoring, evaluating, and protecting rights and people, and administrative soundness on the employees’ work-life balance.

The present study was conducted with the aim of designing a model for the efficiency of subsidies based on good governance and tried to identify the characteristics and elements of a "good subsidy" - a subsidy that is a crystallization of good governance indicators - and explain how they relate to good governance indicators. In this regard, while adopting a sequential exploratory mixed method, firstly, in the qualitative section, using thematic analysis method, theoretical literature as well as opinions of experts related to the subject, which were collected through interviews, were examined and analyzed, and the elements subsidy efficiency or the components of a good subsidy under 9 headings (expert and appropriate policy and program, full targeting of the target community and proper distribution of subsidies among them, transparency and traceability, not creating negative consequences or grounds for corruption, specific time frame, reasonable amount of resources subsidies and their optimal allocation, empowering the beneficiaries and solving the root cause of the issues, managing beliefs and expectations and attracting the participation and cooperation of stakeholders, evaluation and continuous improvement) were identified and while determining how they are related to good governance indicators, the initial research model was drawn. In the quantitative part, to measure the validity of the results of the qualitative part, the initial model in the form of a researcher-made questionnaire was provided to a wider group of experts. At this stage, the average index was used to analyze the experts' opinions, and all the assumed relationships in the initial model were approved by the experts obtaining a score higher than the average of 3. Moreover, the significance of the results was verified using the Chi-square test, and the degree of importance of relationships to each other was confirmed through Friedman's ranking test and the final model of the research was designed.

Designing a human resources resilience model in the context of the Corona crisis in the National Iranian South Oil Company.

Design/ methodology/ approach:  

In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first by review on the literature before and after Corona pandemic in the field of human resources resilience, individual, organizational and environmental factors and the dimensions of human resource resilience were extracted using the Meta-synthesis method. After conducting interviews with experts, the previous stage studies results, adjustments and conceptual model was presented. Then, using a researcher-made questionnaire, the extracted model was tested in the researched society under the conditions of Corona pandemic. The questionnaire reliability was confirmed using Cronbach's alpha and its content validity confirmed based on experts' opinions. The statistical population included 10,000 employees, according to Morgan's table; the sample size was determined 370 people.

 Based on the experts’ opinions, seventeen dimensions for individual, organizational, and environmental and seven dimensions for the human resources resilience in the conditions of the Corona crisis in the researched society were extracted, which became the basis of the conceptual model. Using the fit indices, the measurement, structural and general models were confirmed. Furthermore, all seventeen hypotheses were reported as positive and significant using path analysis.

Limitations & Consequences:

 The lack of similar research in the Corona crisis conditions, the limitations caused by the Corona crisis in order to statistical sample suitable participation.

Practical Consequences:  

Designing a suitable model for the NISOC employee’s resilience in the Corona crisis conditions to promote preventive measures to deal with covid-19 disease.

Innovation or value of the Article: 

Designing a model of human resources resilience and identifying its dimensions in the work environment along with providing operational indicators for implementation in the conditions of the Corona crisis.

The extant research aims to design a work-life balancing model for National Iranian Gas Company employees. The present paper is mixed research (qualitative and quantitative). This qualitative study has used the strategy of the thematic analysis method. The quantitative part of the study employed structural analysis. According to the results of the interviews with 7 experts, 124 factors affected the work-life balance of the National Iranian Gas Company employees. The most important factors affecting the work-life balance of Iranian National Gas Company employees were extracted using the Delphi method. The results indicated trust in the organization and employees’ loyalty to the organization as the most important components affecting the work-life balance of employees working for the National Iranian Gas Company. Moreover, the results confirmed the effect of government structure, e-government and smartening, human capital management, management technologies, organizational culture development, monitoring, evaluating, and protecting rights and people, and administrative soundness on the employees’ work-life balance.

Goal: 

This study aims to identify the dimensions and components of the work balance in the life of staff working for the National Iranian Gas Company.

The current study is applied in terms of development and qualitative in terms of research. Identifying the components of the model and formulating them were performed by the context analysis and Delphi method (3 rounds). The semi-structured interviews were used to gather data. After implementation, the results were explored, conceptualized, categorized row by row, and next, based on the similarity, conceptual association, and common features, were divided into major and minor contexts. The initial identifiers were created by investigating the interviews and then, their identifications were done.

Based on the results of the interview, 124 factors were identified in the work balance and staff life of the National Iranian Gas Company context.

In this research, the factors affecting the balance of the family work were confirmed based on the roadmap for correcting the country's official system of the staff's National Iranian Gas Company, by 7 components, and 37 indicators (government structure includes 4 indicators, e-government development, and intelligentization 2 indicators; human capital management includes 9 indicators, factors, and management technologies 6 indicators; organizational culture development includes 7 indicators; monitoring and assessment include 5 indicators; protection of peoples rights and official heath include 4 indicators).

Organizational Rumors is an organizational syndrome that, if not managed, can have irreversible effects on the performance of Public Organizations. Therefore, in this study, we seek to find a model of organizational rumor management Approachs at Payame Noor University, which is spread across 174 university units across the country. Now the main question of the research is How can we design an Organizational Rumors Management Conceptual Model for Payame Noor University?The study is a mixed research and is conducted in two qualitative and quantitative sections so in response to question, after reviewing the literature and conducting structured interviews, 50 indexes were extracted and evaluated by the panel of Delphi experts in 3 stags and 47 indicators were approved Finally, by performing exploratory factor analysis, 47 indicators were classified into nine categories and formulated a model for Organizational Rumors Management in Payame Noor University. Cronbach's alpha coefficient(0/877) indicated the appropriate reliability of the questionnaire.The results of the research show that all 9 main components of the model include Organizational Healthing(0/76), Information Vaccination(0/83), Rumor Clinic(0/64), Systemic Justice(0/52), Link Building(0/67), Glass Organization(0/57), Group Orienting(0/44), Organizational Reconstruction(0/54), Direct Confrontation(0/67) have an impact on the organizational rumors management in Payame Noor University.Based on the findings, it can be concluded that Organizational Healthing & Information Vaccination & Rumor Clinic & Systemic Justice & Link Building & Glass Organization & Group Orienting & Organizational Reconstruction & Direct Confrontation have an impact on the organizational rumors management in Payame Noor University.

A career path is defined as a set of jobs taken by an individual over his/her career. The success of a career path is measured by subjective and objective satisfaction. Although the success of a career path is important by itself, it is more important for organizations to know what factors influence career paths so that they can improve human productivity and develop a satisfied human resource. This paper reports the results of a content analysis on 40 interviews with executive experts in the petroleum industry aimed at identifying these variables using the NVIVO software package. The reliability of the data was estimated at 0.92 using William Scot’s method. Finally, 36 variables underpinning career paths were classified into three categories of behavioral, contextual, and structural. This research contributes a paradigm for executive research. In addition, the variables identified here can be used to define new relations when designing career paths and career path models in the human resource system at the National Iranian Oil Company.

The aim of this study was to identify the indicators of staff competency development in the center of evaluation and development in the judiciary affiliated to the judiciary in Yazd province. This research is a descriptive study with applied purpose and has been done in a mixed way (qualitative and quantitative). First, by reviewing the literature on the subject of research and then by Delphi method, indicators of employee competency development in order to create a center for evaluation and development are identified and in the next step, using interpretive structural modeling, relationships between dimensions and indicators are determined and analyzed. Is located. Based on the research literature and Delphi method, 7 dimensions and 32 indicators were identified. The main dimensions are structural factors, contextual factors, behavioral factors, factors related to the characteristics of evaluators, competency indicators, characteristics of those evaluated and competency assessment tools. The results show that in model leveling, competency assessment tools were identified in the first level as a dependent variable and structural factors in the sixth level as an independent variable. It is suggested that the improvement of structural factors that are the basis of the model be given priority and in accordance with the set indicators, measurement tools be developed and used for the development of employees and managers.

The aim of this study was to "design a model for the development of employee competence using the Center for Evaluation and Development." This research was an exploratory study with an applied purpose and in a mixed form. First, by reviewing the literature of the research subject and then by Delphi method, the dimensions and indicators of staff competency development were identified and in the next step, the implementation of structural equations was performed. The statistical population in the qualitative field includes 14 experts in the field of human resources and in the quantitative part includes all employees of the judiciary affiliated to the judiciary of Yazd province to 650 people and using Cochran's equation, 241 people as a statistical sample randomly selected Were. Based on the research findings, for the proposed model, 6 dimensions and 32 identification indicators and the main dimensions of the model including structural, contextual, behavioral factors, factors related to the characteristics of evaluators, characteristics of the evaluated and competency assessment tools were identified. It is related to the dimensions of "contextual factors" and "behavioral" and the lowest dimension is related to the "characteristics of evaluators". It is suggested that in order to develop human resources and assess the competencies of the employees of the studied devices, the implementation of the evaluation center is on the agenda and in order to develop the competencies of the employees, attention should be paid to structural, contextual and behavioral factors. Establishing the establishment of the proposed model is helpful.

The importance of public subsidies as a part of government financial policies that have a significant impact on the economic and social variables of society, has led governments, especially in recent years, to seek solutions to improve subsidies and increase their efficiency. The present research in order to draw the general framework of a desirable and efficient subsidy and to determine the factors that should be considered in subsidy policies and programs, tries to identify and explain the characteristics of "good subsidy" _ as a subsidy that is in line with good governance and reflects its goals and indicators.

In this research by using theme analysis, theoretical literature and the comments of 16 experts on characteristics of good subsidy, which were obtained through semi-structured interviews, have been analyzed. The experts have been selected through purposive sampling and by using the "Snowball" method.

By review and analysis of theoretical sources (including about 200 related books and papers) 725 codes or related semantic units were obtained and after coding the interviews 453 codes were identified. Then all of codes were classified into 27 themes and finally from that themes 9 distinctive concepts or factors (::as char::acteristics of "good subsidy") were extracted.

The considered meaning of each good subsidy characteristics is explained based on the following themes of each characteristic. It is expected that by considering the characteristics of good subsidies in codifying and implementing public subsidies, the desirability of government performance in this area would be ensured and improved.

This study aims at developing an appropriate model for organizational rumor management in public organizations. Payame Noor University (PNU) was selected as the case study of this research. As it is a countrywide university with a variety of cultural backgrounds, it can be a good sample as a case study for this purpose. The research method is applied and descriptive-exploratory with a mixed-method approach. In the qualitative section, 30 experts were selected as Delfi Panel who were selected through snowball random sampling. In the quantitative section, the statistical population consisted of all managers of the university among whom 406 were selected through systematic counting from all PNU centers in addition to the international center and main campus. Reviewing the related literature, 50 strategies were extracted and became the basis for designing the questionnaires in three phases of the Delfi procedure. The reliability of the Delphi stages was calculated by Cronbach's alpha formula and the validity of the questions was evaluated through construct validity. Using exploratory factor analysis, 47 strategies were categorized into 9 groups that form the conceptual model of organizational rumors management at Payame Noor University: organizational health, information vaccination, rumor clinic, systemic justice, link building, glass organization, group orientation, organizational reconstruction, direct confrontation.The results of the research show that all 9 main components of the model include Organizational Healthing(0/76), Information Vaccination(0/83), Rumor Clinic(0/64), Systemic Justice(0/52), Link Building(0/67), Glass Organization(0/57), Group Orienting(0/44), Organizational Reconstruction(0/54), Direct Confrontation(0/67) have an impact on the organizational rumors management in Payame Noor University, and 0.72 variance of the Organizational Rumors Management are explained by the variables mentioned in the model.

Today, accountability to responsibilities and responsibilities is not only the responsibility of the government, but citizens also have a major responsibility in this area. From this point of view, what seems unavoidable is the need for joint cooperation between citizens and the government and citizens with citizens in order to achieve their rights. The main goal of this research is designing a model for the operation of citizenship rights in the organization of tax affairs of the country. The statistical population in this study was the total taxpayers in Tehran, and the sample size was determined by James Stevenchr('39')s formula of 300 people. The research methodology is a survey, the most important of which is the ability to generalize the results. The fitting of the proposed model was done through structural equation modeling in three parts of the model of measurement, structural model and the whole model and by Smart PLS 2.0 software. After examining all the research hypotheses were approved, and finally, some suggestions were made.

Knowledge-based businesses active in the medical and health innovative eco-system play an important role in inhibiting the Covid-19 virus outbreak crisis. The current study deals with extracting and analyzing the key aspects of medical innovative eco-system and the role of innovative intermediaries in supporting the development of these businesses.

In terms of purpose, this study is developmental – applied, in terms of data collection, it is descriptive and survey and in terms of the origin of collected data, it is a mixed study (both quantitative and qualitative).The research tool for quantitative data collection was interview and qualitative data collection tool was a questionnaire created by the researchers themselves. In qualitative part, data-based method with the Glaserian approach (emergent and spontaneous) was used and in qualitative part structural equations and SMART-PLS3 software were used. The population of this study was faculty members of university of medical science (as experts) and CEOs and personnel of knowledge-based and technology-based companies that are active in medical innovative eco-system of Western Azerbaijan province, from which a sample of 162 subjects was chosen on the basis of Cochran formula.

Significance level and path coefficients of the structural model obtained from the analysis, approves the impact of ecosystem variables and developing knowledge-based businesses in controlling the Covid-19 virus outbreak crisis.

Meanwhile, the research results emphasize the role of universities and innovative intermediaries of medical innovative eco-system, which shows that “cultural and social” and “scientific and technological” aspects have the maximum effect in the development of knowledge-based businesses and innovative actions in Covid-19 virus control.

This study was conducted to identify the constituent dimensions of dignity and its effect on self-esteem among Mehr-e Eghtesad Bank employees. This research is applied from the point of view of the purpose and uses a mixed method. After reviewing the sources and references related to the subject and consulting experts, the Delphi model of staff status was formulated. The constituent dimensions of "employee status" include the "personal, occupational, organizational, and social" dimension. Then, the expert-approved researcher-made questionnaire was distributed electronically to the bank's survey system among 1726 employees of Mehr-e Eghtesad Bank using cluster sampling. Data analysis was performed using Smart-pls software and structural equations partial least squares method. According to the results, according to the weighted standard coefficients, the personal dimension with 62%, social dimension with 21%, and job dimension with 16%, affect the status of Mehr-e Eghtesad employees. The effect of organizational dimension on status was not significant in the sample. Also, the direct effect of dignity on the self-esteem of employees was 0.745 and its indirect effect on self-esteem through the mediator variable "respect" was 0.139. Based on the results of the study, managers of Mehr-e Eghtesad Bank need to focus more on enhancing organizational brand and job enrichment in order to increase the dignity and self-esteem of their employees.

Considering the crucial position of the banking system is in the country's economic development and the competitive environment prevailing in the banking industry, designing and defining a new institutional pattern make this face on the banks to be felt. Therefore identifying the main components of the e-entrepreneurial organization dimensions and its pattern and delivering it to run on the banking system is the main aim of this paper.  The statistical society of the research has been 214 members of the managers and experts of the Refah Bank's headquarters offices in Tehran. At first the conceptual model of e-entrepreneurial organization was drown from implementation of Delphi Method. Statistical Analysis has been used in the following of identification the relationship between variables and testing 7 hypotheses considered for this study (which has been conducted through SPSS and Lisrel).   In accordance to findings of this research, if organization elements get influenced by the entrepreneurship process and the acquisition of e-readiness process, under the influence of values ruling the society and banking industry, the result will be a new face of organization which can call it “the electronic entrepreneurial organization”. Due to providing customers with new products and creating electronically values for them, EEO has more efficacy than traditional organizations.

The petroleum industry of Iran, due to its special contribution to GDP and for its optimal performance, needs talented people in the leadership and managial roles for the future of petroleum industry. So, the main purpose of this research was to design an effective model for identifying the talent pool of Managers and determinants of managerial talent potentials among petroleum industry staff. The research method is considered practical, in terms of purpose and descriptive-exploratory type by using mixed method, in terms of data collection. At the qualitative stage of this research, the statistical sample was 30 experts from the Management Development Center of Petroleum Industry. They were selected by non-random snowball method to form a Delphi panel and at the quantitative stage, 126 of the humane resources managers of the petroleum industry were randomly selected. After reviewing studies related to the concept of talent management, 107 criteria were derived from the history and literature of the research. These criteria were categorized using Delphi method and exploratory factor analysis and were categorized in different groups. The findings of this research showed that the talent management model in Petroleum Industry has 9 main dimensions and 63 components which can explain 79% of potential management variances in total.

Today, organizations face a lot of challenges, and in this regard, the resilience is the organization's ability to deal with change through a renewed business operation to prevent the dissolution of the organization. For this purpose, the present study attempted to investigate the role of gender variables, ethical climate and spiritual capital in organizational Resilience. This research is applied in terms of purpose and the method is descriptive-survey and correlation. The statistical population of the study consisted of employees of Tehran Fire Department, and the sample includes 102 employees. The data collection tool is a standard questionnaire consisting of 66 questions. Also, to analyze the research data, structural equation modeling based on Smart-PLS software was used. Research findings indicate that spiritual capital has a positive and significant effect on organizational resilience and this effect is moderated through the gender variable. In addition, spiritual capital has a direct and meaningful effect on the ethical climate, and as the ethical climate of the organization increases, organizational resilience will increase. In this way, the ethical climate can play an intermediary role in improving organizational viability through spiritual capital.

Many studies have been conducted on democracy and citizenship rights, but ‎none of them focused on ethical and human necessity of studying the required basis for ‎developing the concept of democratic citizenship in public organizations. With these ‎interpretations, the purpose of this study is to explain the model of democratic citizenship in ‎Iranian Public organizations.‎ The research method is qualitative and quantitative‏.‏‎ The statistical population of the ‎qualitative section includes public management experts, of which 15 selected by available ‎sampling method. The research tool in this stage is an open questionnaire, which have been used ‎in four stages to reach consensus in the field of indicators. In addition, the statistical population of ‎the quantitative section includes employees of the Ministry of Science, Research and ‎Technology and Social Security Organization of Tehran Province that Using randomized ‎sampling, 385 of them screened by closed questionnaire. Data were analyzed by SPSS and Lisrel 8.5. Results indicate that this model is fit to governmental organizations, which also confirms the high correlation between the two elements of the ‎quantitative phase data.‎ The development of morality requires the emergence of citizenship concepts in a ‎democratic form, in order to provide justice and equality in accordance with the needs of ‎citizens.‎