دکتر مجید باقرزاده خواجه

The main purpose of this study was to present a model for the formation of employee bootlegging behavior and its effect on improving managerial performance with the mediating role of organizational knowledge management. In terms of method, this research is descriptive-survey and in terms of purpose is applied research and in terms of type is exploratory research. The statistical population is managers and experts of Saipa company a sample of 256 people were selected by simple random sampling and studied. Interviews and questionnaires were used to collect data. The results of the analysis showed that the factors affecting the formation of employees' bootlegging behavior include individual factors (weakness in expressing ideas, incompatibility of ideas with work activity, low level of personal awareness, negative experiences, tendency to retain individual ideas, poor pragmatism, personality and introverted type). Lack of trust in managers and supervisors, fear of idea theft, low interest and motivation in the approach to progress, incompatibility of the idea with the needs of the organization, individual risk aversion) and organizational factors (organizational conservative culture, lack of access to resources, bureaucratic structure, supervision And organizational control, delegation of authority and independence of work, poor flow of information in the organization, organizational climate, lack of support of managers for new ideas, culture of individualism in the organization, weak reward system in the organization, lack of organizational teams, poor knowledge management in the organization, lack Technological and laboratory resources in the organization, organizational management style, low management skills and knowledge of the organization).

The objective of this study was to design a model of strategic alliances and examine their impact on the performance of startups with a social mission in the light automotive industry.  

This research was conducted using a quantitative approach with a sample of 15 senior managers from Iran’s automotive industry. Data were collected using a Likert-scale questionnaire, and cluster sampling was applied to select the participants. Structural equation modeling (SEM) and SPSS software were used to analyze the data. The impact coefficients and significance coefficients of the hypotheses' paths were examined to assess the relationships among the variables. 

The results showed that strategic alliances have a direct and positive effect on company performance (impact coefficient: 0.673). Moreover, the stage of company development moderates the relationship between strategic alliances and performance (impact coefficient: 0.404). Companies engaged in social innovation demonstrated better performance (impact coefficient: 0.487). Additionally, larger companies were found to perform better than smaller ones (impact coefficient: 0.488). 

The study concluded that strategic alliances significantly improve the performance of startups with a social mission. Companies at more advanced stages of development and larger companies benefit more from these alliances. Social innovation was also identified as a critical factor in enhancing company performance. Thus, strategic alliances are recommended as a key tool for achieving both economic and social objectives in the light automotive industry.

Target: Organizations in any sector are faced with complex operational environments with dynamic risks. These complex environments force organizations to consider how they can manage operational risk and the resilience of critical business processes and services. Considering the important role of the banking industry in the stability and promotion of the economic goals and current conditions of the country, making this industry resilient against changes, developments and environmental threats is of particular importance. Design/Methodology/Approach: The strategy of this research is applied in terms of purpose and of the type of qualitative and quantitative research (mixed method). In the qualitative part, a paradigmatic model of resilience capacity development in the banking industry was designed through interviews with some elites and experts using the Foundation's data method. The qualitative statistical population of the research is the executive directors and academic staff members of the university. To select the sample, purposeful and snowball sampling was used, which was achieved by conducting 15 interviews based on the saturation rule. Data were analyzed and coded using Strauss and Corbin (1990) coding method and MAXQDA 2020 softwa

The purpose of this study is to design a model of key factors of sustainable value creation in the supply chains of Iran's oil and gas industry. This research is fundamental and in terms of method, it is combined (qualitative and quantitative). First, with a three-stage systematic review of the scientific documents, the content model was extracted from the mentioned documents with the qualitative approach of analyzing the content. Based on this, first by searching the reliable scientific databases, 1103 documents were identified, which were reduced to 62 documents during three times of screening based on the relevance of the title, abstract and full text review with a systematic review approach and considered as a qualitative sample. became The findings of the thematic content analysis were extracted after validity and reliability in 9 major themes and 50 sub-themes from among 850 observation items in the form of open codes and in several stages of review. In the quantitative part, the model of subjects obtained in the previous step has been organized in the form of a questionnaire and distributed among the specialists active in the field of oil and gas industry after checking the validity and reliability. After collecting the data, the qualitative model was evaluated and confirmed with the statistical approach of confirmatory factor analysis. The dimensions of the mentioned model are: quality of leadership, infrastructural, structural and organizational capabilities, evaluation and feedback, quality of communication, quality of resources, facilitators of knowledge management, awareness and social support.

This research aimed to design a model of exit strategies from stagnation and turnover of industrial enterprises active in Iran's auto parts manufacturing industry.

This research is developmental-applied and has a mixed approach ‎‎(qualitative and quantitative). The qualitative part has been carried out using ‎the thematic analysis approach and quantitative analysis to validate the qualitative ‎model and using the statistical approach of confirmatory factor analysis. The ‎qualitative model is based on conducting 18 semi-structured interviews with ‎academic, industrial and governmental experts in The field of research that has been ‎carried out until reaching theoretical adequacy. The validity of the findings of ‎the qualitative section has been confirmed by using the triangulation approach, ‎the qualitative review of construct validity, and the opinions of external judges. ‎The research community of the quantitative part also included all the heads and ‎senior managers of the automobile parts manufacturing companies located in ‎the northwest of the country, and the statistical sample was selected from ‎among them by relative randomness and in the number of 360 people. The ‎questionnaire was created based on the validation of the qualitative model. After checking and confirming the validity and reliability with content ‎approaches and checking the internal consistency among the statistical sample, ‎it was distributed.‎

The final findings in the form of strategies to get out of the recession for ‎component companies in the form of 63 main concepts, 11 subcategories and 3 ‎general categories under the headings: "Strategies involving ‎resources and internal factors", "Strategies at the chain level to get out of ‎recession (inter-firm)" and "support strategies focused on the governance level ‎and macro factors outside the firm" were divided and summarized.‎

The purpose of this study is to design a model of key factors of sustainable value creation in the supply chains of Iran's oil and gas industry. This research is fundamental and in terms of method, it is combined (qualitative and quantitative). First, with a three-stage systematic review of the scientific documents, the content model was extracted from the mentioned documents with the qualitative approach of analyzing the content. Based on this, first by searching the reliable scientific databases, 1103 documents were identified, which were reduced to 62 documents during three times of screening based on the relevance of the title, abstract and full text review with a systematic review approach and considered as a qualitative sample. became The findings of the thematic content analysis were extracted after validity and reliability in 9 major themes and 50 sub-themes from among 850 observation items in the form of open codes and in several stages of review. In the quantitative part, the model of subjects obtained in the previous step has been organized in the form of a questionnaire and distributed among the specialists active in the field of oil and gas industry after checking the validity and reliability. After collecting the data, the qualitative model was evaluated and confirmed with the statistical approach of confirmatory factor analysis. The dimensions of the mentioned model are: quality of leadership, infrastructural, structural and organizational capabilities, evaluation and feedback, quality of communication, quality of resources, facilitators of knowledge management, awareness and social support.

Today, policy makers have started to study the required competency of a system which supports entrepreneurship with high growth. An emerging approach has focused on entrepreneurship ecosystems. Accordingly, the current research aims to determine the causal relationships of the entrepreneurship ecosystem dimensions in order industrial development by using ISM. The research method is descriptive and the sample was gathered by targeted sampling method. Furthermore, 143 ones and 15 experts were selected for confirmed section and Structural-Interpretative Modeling (ISM) section respectively. A questionnaire was used to collect data. Its validity and reliability was confirmed; then it was distributed among the members of the statistical sample. In order to analyze the data, confirmatory factor analysis and Structural-Interpretive Modeling was applied. The results show that accessible markets such as the domestic market and the international market are placed in the first level; moreover, the foundations and basis of entrepreneurship ecosystems such as budget and finance, universities as catalysts, intellectual capital and labor, education and cultural support should be enhanced for gaining access to these markets.

Human resource management with a sustainable approach refers to the use of policies, philosophies, policies and human resource management practices within the organization's business in order to promote the sustainable use of resources and prevent environmental damage. The purpose of this research is to present a human resource management model with a sustainable organizational development approach in the Electricity industry. The research method is mixed (qualitative and quantitative). The conceptual model was developed by using the Grounded Theory research method. The number of samples in the qualitative part, were 17 experts and specialists, and in the quantitative part, it included 385 managers and experts working in the Electricity industry. The research data was analyzed by TI Atlas software in the quantitative portion of the research, in order to validate the model obtained in the qualitative step, a confirmatory factor analysis was carried out with the tool of a researcher-made questionnaire and polling. SPSS software and structural equation tests with Smart PLS software were used to analyze the quantitative data.In the qualitative section, a paradigmatic model was presented. Quantitative findings indicate that all the calculated variables, taking into account that the absolute value of the “t” statistic for all relationships between variables is greater than the critical value of 1.96 and all the factor loadings in the standard state are greater than 0.3, so none Relationships were not rejected and all variables and relationships were confirmed.In order to achieve human resource management with a sustainable approach, it is necessary for the organization to implement appropriate sustainable human resource management strategies such as creating and developing a common goal, process approach, awareness and selection and maintenance with proper planning.

This research aims to provide an interactive model of factors affecting the success of the health, safety and environment management system in Pasargad Oil Company. The current research is developmental in terms of its purpose, and descriptive-analytical and modeling in terms of the research method. Using publicly available sources (149 people) and also experts' opinions (20 people), by using 2 types of questionnaires that were evaluated through the exploratory factor analysis of the correlation matrix, validity and reliability of the questionnaire and 24 factors in 4 areas of structure, individual-organizational, mechanical and Electrical has been identified. Then, using the DEMATEL and ISM method, the relationships between them and their ranking were determined, and the criteria were leveled using the ISM interpretive structural approach. Also, with the help of Dimethal-Fuzzy technique, the intensity of relationships, effectiveness and effectiveness of criteria were investigated. The findings of the research with the FDEMATEL approach showed that structural safety, electrical safety and mechanical energy saving are the most effective factors, and the presence of control measures, energy saving and attention to regional considerations are the least important factors. On the other hand, the findings of the research, using ISM approach, show that mechanical regional considerations and electrical welfare in the dependent group are factors that have low penetration power but strong dependence, and mechanical environmental protection factors, saving electrical energy and mechanical health in the future are factors They have strong influence but weak dependence.

The purpose of the present study is to develop a human resource management model with a sustainable organizational development approach. This research was conducted in the framework of a qualitative approach using Grounded theory research method. The statistical population of the study consisted of managers working in the electrical industry and were selected through theoretical and purposeful sampling (judgment and quota). Sample size was determined by theoretical saturation criterion, 17 people. Atlas TI software was used to analyze the data from the interviews and coding. Data analysis was done in three stages of open coding, axial coding, and selective coding and based on this, a qualitative research model was presented. findings of the research resulted in the extraction of 373 open source codes, 80concepts and 23 categories, which were in the paradigm model including axial categories (sustainable working systems, equilibrium, autonomy and HRM systems), causal conditions (organizational and community value and management system, necessity of Maintain and Human Resource Development and Socio-Economic Responsibility and Legal Responsibility), Strategies (Creating and Developing a Common Idea, Process Approach, Selection and Maintenance and Awareness), Governing Background (Sustainability Insights, Organizational Capability, Strategic Alignment and Organizational Capital), and ultimately Outcomes (Economic superiority Performance, superior social performance, and superior environmental performance).

The aim of research was to design a sustainable supply chain model with an artificial intelligence approach in the food industry of East Azarbaijan province in the northwest region. The statistical population included top managers, production, operations and trade of food industry companies of the province and included experts of food industry companies of province. The findings of the research showed that the resulting neural network architecture includes 4 input layers, 1 intermediate layer with 2 units and 1 output layer with two units (0 and 1). 65.8% of data ( 50 data) were used as training samples and 34.2% of data ( 26 data) were used as testing samples. The error value obtained from fitting this model is equal to 25.30 in the training sample and the error value obtained in the testing sample is equal to 7.35. Since the amount of error obtained in the testing sample is less than the traninig sample, therefore, the fit of the model was acceptable. The order of importance of independent variables in neural network structure model was estimated in the order of first to fourth priority, cultural factors, economic factors, environmental factors and social factors. The results of the research showed that the sustainable supply chain in the food industry includes local, regional, national and international arenas and creates a series of shorter and independent transactions between producers, processors, manufacturers and retailers. sustainable supply chain can cause globalization, market structure and power, consumer taste and lifestyle, change and regulation of technology.

Human resource development is one of the most important goals of leading organizations in the world. One of these organizations is the University of Medical Sciences of the provinces and its affiliated centers, which are responsible for implementing clinical governance measures and maintaining the community's health. The purpose of this research is to present the human resources development model with emphasis on Islamic indicators in the University of Medical Sciences of Gilan province and its affiliated centers.

The current research is of qualitative type with the approach of foundational data theory. Key informants collected necessary data using semi-structured interviews and analyzed them using MaxQDA software.

The analysis showed that 520 semantic units, 194 concepts, 59 sub-categories, and 15 main categories were identified and divided into six factors as follows: Phenomenon (difference between Western and Islamic, Islamic, Western perspective), intervening factors (organizational structure, type of organization), strategies (managerial, organizational), background factors (society, heterogeneity of the workforce), causal factors (organizational, individual, society), consequence (organizational, individual, society).

Based on the research findings, human resources development tends to change or improve people's learning, behavior, performance, and attitudinal and cognitive skills.

Entrepreneurship ecosystem is a combination of cultural, economic, political and social elements within an area interacting with each other to entrepreneurial activity in an environment conducive. The present study aims to achieve a model for the formation of entrepreneurial ecosystem in Iran using Grounded Theory. The main basis of data collection in this theory is to conduct semi-structured interviews with knowledgeable people and experts in the field. Sampling was theoretical using non-probabilistic methods of targeted and snowball by conducting interviews with 13 experts familiar with the subject of entrepreneurship ecosystem and university professors. To ensure the validity of the Qualitative research, the necessary studies including acceptability and verifiability were performed. Hence to confirm the reliability of the interviews, the retest method and the intra-subject agreement method were used. After conducting interviews and collecting information, the obtained codes were analyzed and the final model was obtained based on the three steps of open, axial and selective coding. The final model consists of a set of central categories, causal conditions, interventionist conditions, and strategies and finally the consequences and results of the formation of the entrepreneurial ecosystem in Iran. Each of these conditions and the components of the model has its own variables and categories which by paying attention to these isues achieves the ultimate goal of forming an entrepreneurial ecosystem of social and cultural development.

Abstract
The purpose of this study is to provide an appropriate model of human resource management in e-business. In addition, the study of the concept of agility in small and medium-sized electronic businesses and the promotion of agility characteristics through human resource management. The present study is a qualitative research method. This research is based on a multiple case study. The statistical population of this research is small and medium electronic businesses that have between 5 to 250 employees, the sampling method is purposeful and it is one of the seven small and medium electronic businesses. In this study, various data sources such as archival documents, documents, and interviews were used and to analyze the data, a technique called pattern matching and cross-case integration was used. Validity and reliability in this study has been done and confirmed using structural validity, internal validity, external validity and reliability. The general structures and functions of human resource management in this type of business as well as their contribution to eight agility characteristics which are: textual clarity, common goal, appropriate efficiency, flexible organizational structure, continuous learning, independence and responsiveness. As if personal growth and cooperation were analyzed. In addition, three characteristics of workforce agility, which are: activism, adaptability and productivity were also examined. It was concluded that the structures and functions of human resource management in general reveal the characteristics of small and medium-sized businesses. Therefore, this study found that business agility is increasingly growing through human resource management functions. Common goal, good efficiency, continuous learning, collaboration and productivity are the features that are mostly developed through human resource management in small and medium e-businesses.

This study combines the specific features of e-business as well as the features of small and medium-sized businesses, resulting in a diverse and highly sophisticated but responsive organization as Small and medium electronics are named. Due to the rapid expansion of the world and the lack of research in this area, this research was limited to this type of business. It is argued that these types of businesses, because of their characteristics, accept agility and operate mainly in a highly competitive environment.
Case study
Small and medium-sized businesses are defined by the European Commission (2016) as having between 5 and 250 employees. Seven online businesses were selected according to the mentioned features.

In this study, human resource management was structured in each case study, and in the data collection process, the status of human resource management in relation to business agility in each company was examined. Finally, the findings of each case study were compared with the theoretical framework developed through the pattern matching strategy.
Discussion and

Findings show that three of the seven companies surveyed have a separate human resource management department, while the other four companies organize human resource management tasks as additional tasks by one or more employees. The in-house analysis of agility traits is as follows:
Text resolution: Text resolution is integrated in most of the companies surveyed.
Common goal: Human resource management activities about the common goal exist in all companies studied.
Appropriate return: Appropriate return was observed in small and medium e-business due to the limited resources of these companies.
Flexible organizational structures: Only a small number of companies succeed in flexibility through human resource management activities.
Continuing Learning: Only four of the seven companies surveyed have formal structures to enhance continuous learning.
Independence and Accountability: All companies stated that employees have a high level of accountability and independence.
Personal growth: Personal growth is on the agenda of all the companies studied and all of them have activities to cultivate this principle.
Collaboration: Most of the studied companies carry out formal human resource management activities to cultivate this feature.
Activity: Cena has a good ability to measure activity, yet others have said it is difficult to evaluate before someone starts.
Compatibility: The two companies used formal human resource management activities to cultivate this trait.
Productivity: All companies provide training to their employees that is possible with company resources.

Human resource management activities in small and medium-sized e-businesses activate agility, as these activities are used in most case studies, due to the small size of the company and their limited resources. It is surprising. Therefore, we conclude that human resource management activities are an important factor in achieving agility in business and these activities should be developed and integrated into the company's culture and daily affairs.

To analyze the data of this research, descriptive statistics and inferential statistics were used and experts selection software, MATLAB, SPSS and PLS software were employed Using theoretical foundations and libraries, six effective factors and variables predicting the success or failure of Investment projects in the free and special economic zones of the country were identified.After describing the variables and testing the normality,using the PLS software, a confirmatory factor analysis of the variables was carried out, in which all of the factors had a good confirmatory factor analysis and all the questions were approved Then, using linear regression and ANOVA, the effect of each of the factors on the success or failure of investment projects was investigated, and the results of this test showed confirmation of the impact of each of the factors, and then the results of the hierarchical analysis indicated this was the first rank of product and service, followed by the second-rank ,that is geographical considerations, and the characteristics of the investor's psychology, the third rank, the product market characteristics, the fourth rank, the investor's ability to rank fifth, and financial considerations ,also, earned the last rank.Considering this prioritization, the neural network used in this research contained data from 6variables as an input variable, with two intermediate layers with 30 nodes in the first layer, and three nodes in the second layer, which had one outlet.The results indicated that the neural network model had the power to predict the success of the investment projects.

The purpose of this study is to investigate the effect of job enrichment on reducing the job plateau of Bank Melli Bank employees in East Azarbaijan province. In the present study, all official employees of the branches of the National Bank of East Azerbaijan Province, numbering 1077 people. The sample size was 282 people selected by random cluster sampling method based on Krejcie and Morgan table to collect data from two job enrichment questionnaires. Hackman and Oldham (1975) and the Millman Questionnaire (1992) were used to measure the occupational burnout variable.Content validity of the questionnaires was used by experts and Cronbach's alpha coefficient was used for the reliability of the questionnaires. Then, for data analysis, structural equation modeling and path analysis were used with smart PLS software. Research findings show that job enrichment has a significant effect on reducing job burnout. Suggests the grounds for changing it by the managers of Bank Melli Iran in order to prevent staff Plateau.

This study was done with the aim of providing high performance work systems.

The method of this quantitative research was correlational and descriptive, and quantitative method was used to provide a model of high-performance work systems. The statistical population of the research in the quantitative part is made up of health workers of Ardabil province, and a sample size of 358 people was selected through the Morgan-Jersey table. The validity of the tool was confirmed through the advice and guidance of the supervisors, and the reliability of the tool was also confirmed through the calculation of Cronbach's alpha coefficient above 0.7. In order to analyze the data, descriptive statistics were used to describe the conditions and demographic indicators, and inferential statistics were used to quantitatively analyze the model from confirmatory factor analysis in the form of SPSS25 and Lisrel 8.8 software. Statistical analysis was conducted on 25 categories and 85 subcategories (causal conditions including 4 components, background category 4 components, intervention category 4 components, main core 5 components, strategies 4 components and consequences 4 themes) which formed the conceptual framework of the research.

According to the findings, it can be said that the current proposed model can improve the model measurement of high-performance work systems. The results of the confirmatory factor analysis with the observed factor loadings for all categories and themes which are more than 0.3 which are within the acceptable range, and the significant T-value test which is greater than 1.96, show the fit of the structural model.

The confirmation of the theoretical model and the results of the structural model also showed that the research variables with path coefficient and T-value have a positive effect on each other, finally, other indicators of the fit of the structural model also helped to confirm the quantitative and conceptual model. At the end, suggestions were presented.

Among the many factors, researchers have pointed to the existence of a wide range of models and tools for knowledge management success, which makes it difficult for companies to choose the right model according to the internal conditions of the company. Given the knowledge of many health businesses, increasing managerial skills will not be possible without considering the success of knowledge management. Accordingly, the purpose of this study was to develop a causal model to improve knowledge management in knowledge-based companies in the field of health by combining themes of analysis methods and structural-interpretive modeling.

The research method is mixed using the qualitative research method of theme analysis, the success factors of knowledge management in knowledge-based companies in the field of health are identified and in the next step, based on confirmatory factor analysis, the results of the qualitative section in the statistical community of knowledge companies The foundations of the field of health have been examined and in the next step, using the interpretive structural modeling method, the causal model of success factors has been developed.

The results of the research in the qualitative section show nine main themes including knowledge management strategy, industrial environmental factors, cultural factors, IT infrastructure development, individual factors, organizational factors, Knowledge management incentives, subjective norms and central category (knowledge management). It came with forty-two sub-themes. Also, the results of confirmatory factor analysis indicate the appropriateness of the main themes extracted from the qualitative part. The results of structuralinterpretive modeling also showed that knowledge management strategy and environmental and industrial factors are considered as the main factors in the success of knowledge management.

The results of this study created a model of knowledge management success and also showed the results of a quantitative part of the exact model's quality.

The purpose of the present study is to develop a human resource management model with a sustainable organizational development approach. This research was conducted in the framework of a qualitative approach using Grounded theory research method. The statistical population of the study consisted of managers working in the electrical industry and were selected through theoretical and purposeful sampling (judgment and quota). Sample size was determined by theoretical saturation criterion, 17 people. Atlas TI software was used to analyze the data from the interviews and coding. Data analysis was done in three stages of open coding, axial coding, and selective coding and based on this, a qualitative research model was presented. findings of the research resulted in the extraction of 373 open source codes, 80concepts and 23categories, which were in the paradigm model including axial categories (sustainable working systems, equilibrium, autonomy and Human resource management systems), causal conditions (organizational and community value and management system, necessity of Maintain and Human Resource Development and Socio-Economic Responsibility and legal Responsibility), Strategies (Creating and Developing a Common Idea, Process Approach, Selection and Maintenance and Awareness), Governing Background (Sustainability Insights, Organizational Capability, Strategic Alignment and Organizational Capital), and ultimately Outcomes (Economic superiority Performance, superior social performance, and superior environmental performance).

The purpose of this research is to identify possible failures modes in the process of producing Kurdistan sugar factory. In this research, firstly, the Process map of the production process by using the IDEF0 modeling logic was extracted accurately in order to schematically analyze all the aspects and processes of sugar production from raw sugar. Then, in the form of teamwork and at various expert meetings, 49 major and potential failures were identified in all processes and activities of the sugar production process. In the following sessions, the failure severity, the probability of occurrence of failures and the probability of error detection were determined. Using the RPN (risk priority number) was extracted for each failure. In the following, the root causes of the 24 priority failures were determined by FTA, and due to the causes of the errors, suitable solutions to reduce the effects of failures were documented. Finally, the origins of process failures were analyzed.

Human resource development is one of the most important goals of leading organizations in the world. One of these organizations is the University of Medical Sciences of the provinces and affiliated centers, which are responsible for implementing clinical governance measures and maintaining public health. The purpose of this study is to present a model of factors affecting the development of Islamic human resources in Guilan University of Medical Sciences.

  The present research is of mixed type and applied research. Necessary data were collected in the qualitative stage using semi-structured interviews by key informants, and in the quantitative stage through a researcher-made questionnaire. These data were analyzed qualitatively using content analysis method using MaxQDA software, and quantitatively using structural equation modeling and Smartpls software. Finally, 3 groups of human resource development (with 3 categories and 13 sub-categories), causal factors (with 2 categories and 6 sub-categories), underlying factors (with 3 categories and 11 sub-categories) and intervention factors (3 categories and 2 sub-categories) were identified.

The results of hypothesis testing showed that the intervention and causal factors have an effect of 0.176 and 0.718 on the development of Islamic human resources in Guilan University of Medical Sciences, respectively. Also, the effect of underlying factors was not confirmed.

Human resource development tends to change or improve peoplechr('39')s learning, behavior, performance, attitudinal and cognitive skills

The purpose of this study was to investigate the effect of the implementation of the PFMEA on the improvement of the overall equipment effectiveness (OEE) in a sugar factory. First, the average Overall Equipment Effectiveness in the production process in eight consecutive working weeks was extracted as a pre-test. Then, the types of potential failures in the production process were identified and the three parameters of the severity of the failures, the probability of occurrence of the failures and the probability of failures detection for each failure mode were extracted in linguistic variable and determined by group discussion and by collective agreement and multiplied by corresponding numerical values These three parameters in each other, the number of priority numbers for each failure, was calculated. In the next step, 24 priority failures were identified by the severity-occurrence matrix and risk ranking table. Then, appropriate strategies for reducing the effects or eliminating prioritized failures were identified and implemented, corrective actions and necessary interventions were planned over a period of eight weeks. During the implementation of the interventions and at the end of each week, the Overall Equipment Effectiveness was calculated as a post-test. At the end of the study, the relationship between the risk priority number (RPN) and OEE was studied in the form of the Pearson correlation.

In the knowledge-based age¡ knowledge is regarded as a competitive advantage which should be managed in a proper manner for an accurate use. The first step to implement a system is to identify the key factors. During designation and implementation of knowledge management¡ a series of factors exist which play a more vital role and they lead to facilitation and acceleration of the implementation process of the system by focusing on the main axes. This research is conducted in order to identify and prioritize the critical success factors (CSFs) of knowledge management. The statistical population consisted of managers and experts of Tabriz Oil Refinery which is equal to 30 persons. As the statistical population number is limited¡ there is no need for sampling and the whole population was surveyed. For data collection¡ two questionnaires were employed¡ the reliability and validity of questionnaires were assessed by experts’ reviews¡ opinions and Cronbach test. For identifying the factors effective on the success of knowledge management T-test was performed. According to the findings and results¡ four critical success factors were identified¡ including management practices¡ organization efforts and development¡ information technology and supply and adoption rate. With regard to the simple Additive Weighting Method (SAW)¡ the ranking of afore-mentioned factors are as follows: management practices¡ organizational efforts¡ supply and adoption rate and IT. And with regard to the Fuzzy Analytical Hierarchy Process (FAHP) the ranking of these factors are as follows: management practices¡ organizational efforts¡ IT and supply and adoption rate. In addition to the importance of knowledge management¡ we can refer to identification of gaps in organization''s knowledge¡ higher productivity of human capital; provide more value-added goods¡ satisfaction of customers and employees¡ strengthening competitive position.

Privatization for reduction of government tenure and increase of its performance from several decades ago on in most countries such as Iran has been implemented which "Iran's police force" as well following this act has assigned some of its services such as "second grade drivers license" training and test to private sectors. In this paper which is the result of a research as the same title, has been tried to analyze the implementation effects of this project on three components 1 reduction of trainees expenses, 2 - rate of success in learning driving rules by trainees and 3 - trainees satisfaction ( second grade drivers license applicants).The population which is studied is two groups of " trainees" and "private driving schools staffs in Julfa, and Marand that sample is classified and selected by using systematic sampling . After two groups proportion determination (trainees and staff), questionnaire distributed to mentioned groups. For analysis of data deductive statistics has been employed in which results show the positive effect of this project on three mentioned component. Also, two groups views were compared which shows same mean and no considerable different between views.