سید رضا سید جوادین

The purpose of this paper is to model the relationship between cognitive abilities and portfolio returns for portfolio managers and investors, with a focus on the dimensions of cognitive bias. The problem addressed in this study is to investigate the effectiveness of decision-making behavior among portfolio managers in the capital market of Iran, based on the dimensions of persistence and representation of cognitive bias in investors.

This study employs an applied research approach with a descriptive objective. Data collection was conducted using a series of tests, including the Cognitive Reflection Test (CRT), where one question (Linda's problem) was utilized to assess communication sophistication bias, and two additional questions were used to evaluate anchor bias. Gerter’s (1992) test was applied to measure long-term bias, while an imagery-based task (a guessing game involving a ball and bag) was administered to a sample of 30 managers from various companies. Additionally, a questionnaire containing 15 questions was given to 302 capital market professionals, including investment managers, analysts, and traders who worked in portfolio management companies and were selected as a statistical sample. The questionnaire included questions about decision-making power, investment activities, organizational position, yield of the past year, and investment strategies. To analyze the data and test the hypotheses, the chi-square test, Mann-Whitney test, and probit regression model were used.

The results showed that a one-unit increase in the decision-making criteria of portfolio management experts leads to a 0.27% increase in investment return. Additionally, the level of cognitive ability and decision-making skills of males and females showed a significant difference, and the level of cognitive ability and decision-making skills of basket operators with different efficiency levels also showed a considerable difference. Furthermore, the results indicated that 40.4% of the participants in the research have high cognitive ability. However, the criteria introduced for cognitive bias, such as representational bias and procrastination, harmed investment returns.

This study evaluated the dimensions of lingering bias, typology, reliance and adjustment, and sophistication in the decision-making of experts. The results showed that the criteria of cognitive ability and decision-making power of expert portfolio managers had a positive and significant effect on investment performance. An increase in the level of cognitive ability leads to an increase in performance by 0.53%, and a one-unit increase in the decision criteria of portfolio management experts leads to a 0.27% increase in investment return. However, the criteria introduced for cognitive bias, such as representational bias and procrastination, hurt investment returns.

Confusion and cognitive uncertainty of employees in the workplace can lead to confusion and negative consequences in individual and organizational thinking. However, using the power of imagination and mental creativity, people who are known as dreamers, can serve as a psychological tool for managers. The purpose of this study is to model the dreaming power of employees in organizations. The method of the present research in terms of purpose, is fundamental and applied, with qualitative-exploratory approaches and in terms of implementation, has been done using the given techniques. The instrument used was a semi-structured interview with experts in the field, 15 of whom were selected using targeted snowball sampling based on the principle of saturation. The results showed that a total of 40 categories and 364 statistical codes were organized in the form of five  categories: causes, contexts, interventions, strategies and messages. The results showed that the drawn model of employee empowerment directly causes significant leaps in organizational creativity and innovation and overcomes organizational burnout and inertia crises. Managers can use this technique to train professionals with high empowerment, competencies and goals aligned with the organization.

This paper aims to design and validate a Knowledge human recourse development model with the approach of knowledge-oriented culture . It is a practical developmental study research, using the exploratory-descriptive design for analysis. Qualitative interviews were used for data collection; however, the grounded theory methodology (Corbin & Strauss, 1998) was applied to develop the model. For the qualitative data analysis, 20 participants were chosen including senior officials and experts from the Institute of Humanities and Cultural Studies (IHCS). Further, exploratory questionnaires were distributed to 150 Knowledge human recourse randomly selected from IHCS to obtain the quantitative data. The findings of the three-level coding guided by MAXQDA provided a paradigm model which contained 253 primary codes, 34 concepts, and 5 major categories; namely causal conditions, contextual conditions, obstacles/ intervening conditions, strategies, consequences, and central phenomenon (knowledge human recourse development). Moreover, the results of Structural Equation Modeling (SME) using the software SmartPLS confirmed the connections between different categories of the , knowledge human recourse development model, as well as the effects of categories on each other

The media are multi-functional that, at the same time as trying to make a profit through attracting customers, they should also focus on guiding the audience through intellectual and cultural influence. One-sided views of the media and the lack of theoretical understanding have caused a large part of the capacity of theoretical understanding and practical promotion of the media to be delayed in realizing these two. The research attempted to provide a new approach in this field by presenting a conceptual model of media authority specifically for the broadcasting organization. The design of the conceptual model was done with the method of grounded theory and the systematic approach of Strauss and Corbin, and the final model was explained in six general areas. According to the findings of this research, media authority is created as a result of justice, independence and media leadership, it flourishes in the context of organizational competencies such as organizational maturity, excellence culture and proper talent management, through strategies such as focusing on the field of strategic performance, unity and market development. And the rotation of competing paradigms is objectified and ultimately leads to positive media reputation among various stakeholders. Reference media can be very effective in realizing the public interests of the society due to the quality and quantity in responding to the needs and wants of the audience as well as the high communication capacity with the social body.

Cyber-loafing, which refers to the use of the Internet for personal use at work is a serious challenge for organizations due to the disruption in achieving organizational goals. In recent months, with the COVID-19 conditions and the fluctuations of various economic markets in Iran, cyber-loafing is highly common among the employees of Iranian organizations. On the other hand, using Internet resources has become necessary for all organizations to do part of their business processes. Effective use of Internet resources can lead to various positive results, such as reduced operating costs, effective communication between employees, and better job performance (Anandarajan et al., 2004). Ideally, the Internet is expected to be a tool to facilitate the job performance of employees. However, the Internet can also be used as an inappropriate tool that leads to reduced performance (Moody & Siponen, 2013). According to Kwai and Su (2017), employees spend about 20-24% of their working time on the Internet (Koay & Soh, 2017). This organizational behavior has led to a i30-40% reduction in employee productivity and costs organizations $750 annually (Ugrin et al., 2018). Therefore, dealing with deviant behaviors in organizations is of considerable importance.Many researchers have addressed the causes and roots of cyber-loafing and paid attention to the antecedents of this behavior. A review of the background of cyber-loafing shows that most of the research in this field has mainly focused on organizational attitudes, behaviors and policies (Liberman et al., 2011; Pindek et al., 2018; Soral et al., 2020). But there is a theoretical gap to examine the mechanisms of supervision and especially abusive supervision in cyber-loafing (Lim et al., 2020).Abusive supervision is a type of destructive leadership that has attracted the attention of scholars and practitioners in recent years. According to Tepper et al. (2011), more than 13% of the workforce suffers abusive, insulting, or hostile behavior from theirsupervisors annually  (Lee et al., 2018). In addition, when employees in the organization spend online activities unrelated to their jobs or duties, it may be beneficial for them, but it is harmful to their organizations because avoiding the Internet is considered as an undesirable behavior and is in conflict with organizational productivity. Thus, while the hours spent on the Internet should be used to advance work responsibilities in line with organizational goals, it is spent on personal activities to compensate for emotional exhaustion caused by improper supervision (Koay & Soh,2017). In this research, we seek to investigate the effect of abusive supervision on cyber-loafing with the mediating role of emotional exhaustion. Emotional exhaustion can be explained as the mental exhaustion and fatigue caused by the pressure of one's private life or job demands or a combination of both. It gives signals of the beginning of physical or mental collapse (Lim et al., 2020).In summary, considering that the research on the mechanisms governing abusive supervision and organizational cyber-loafing has not been much developed, the present study aims to investigate the issue from the theoretical point of view of the social exchange theory (SET) and the conservation of resources (COR) theory. Also, the effect of abusive supervision on cyber-loafing is studied through the mediating role of emotional exhaustion in the context of oil companies.

The main paradigm of this research is descriptive and positivistic, and its statistical population included the administrative staff members of a company active in the oil industry. In terms of orientation, this study is an applied one with a comparative approach. The structural equation modeling method and the SmartPLS software were used to analyze the data.

The findings of this research showed that emotional exhaustion plays a mediating role in the relationship between abusive supervision and cyber-loafing. That is, abusive supervision causes emotional exhaustion in employees and leads to their cyber-loafing.

The results indicate that abusive supervision has a positive effect on cyber-loafing, and the mediating effect of emotional exhaustion on the relationship between abusive supervision and cyber-loafing is moderated by commitment. Therefore, the employees who are mistreated in the organization suffer emotional exhaustion, pay less attention to their work, and spend more time in the cyberspace and the Internet. Also, the results show that employees who have higher commitment are less likely to experience mismanagement-induced emotional exhaustion and show less avoidance.

The capability approach, the result of the latest development theories, is a novel perspective that links development with the concepts of "functions" and "capabilities." This approach can be employed as a fundamental framework in the education system. The aim of this research is to design a policy-making model based on the development of human capabilities in the Kurdistan Region's Ministry of Education. In this regard, human capabilities in the field of education were identified in Kurdistan, and logical connections between influential components were established to formulate a policy for developing human capabilities.

This research was conducted using qualitative research methods and a grounded theory approach. In this context, research data were collected through purposive sampling. This sampling involved employing experts and professionals in the field of education in Kurdistan. Data were collected through conducting in-depth interviews. Initially, experts in education were carefully selected, and only those with sufficient capability and experience in this field were chosen for interviews. This purposive sampling was done by setting precise criteria for selecting individuals to gain the best perspectives and experiences. Then, through conducting in-depth interviews with selected individuals, the necessary data for the research were collected. These interviews were extensive and detailed, asking various questions related to the research topic. Simultaneously, data were collected and analyzed. According to the Glaserian approach, the data were coded and conceptualized. This stage was done carefully to clearly highlight patterns, concepts, and significant differences in the data. Precise coding of this information allowed for a comprehensive and in-depth analysis of the collected data.

The research findings show that in the Kurdistan Region's education system, there are two main levels of human capabilities: skill-based capabilities and opportunity-based capabilities. These two levels of capability are widely observed in the education structure, from different educational levels to informal and self-taught education sectors. Skill-based capabilities focus on individual skills, abilities, and competencies. Academic, specialized, and practical skills acquired in the field of education are part of these capabilities. Opportunity-based capabilities are related to individuals' ability to utilize opportunities and facilities in their environment. These capabilities include social, communicative, and entrepreneurial abilities. Furthermore, the results showed that if attention is given to contextual factors, transformative elements, and facilitating factors, these capabilities can be transformed into desirable functions. These transformations are observable not only at the level of formal education but also in informal education processes. These results indicate the comprehensive and extensive nature of human capability development in the Kurdistan Region's education system and emphasize the fundamental role of these capabilities in improving educational processes and enhancing individuals' proficiency.

If educational policymakers in the Kurdistan Region's education system have a comprehensive and interactive perspective towards various aspects of human capabilities, it can be expected that desirable functions such as enhancing welfare and happiness in the social and educational areas of this region will be formed. This matter is dependent on the strengthening of social institutions, respect for regional norms and laws, valuing ethnic characteristics, and successful management of geopolitical factors. In this way, the capability approach, as a conceptual framework, not only aligns with traditional development paradigms but also plays a key role in creating a dynamic and responsive structure for educational policy-making.

Today, coaching is one of the most effective tools for organizational change and improving the performance of managers. Implementing this process in the organization requires identifying managers who have the necessary competencies to play this role. This research, which is based on Grounded Theory and philosophical interpretive-constructivism, has been organized in order to identify the competencies of managers to play the role of coaching. Data collection tools, semi-structured case-based interviews, and research participants were fifteen middle managers selected from two companies of Mapna Group companies. Qualitative data were analyzed using the Charmz theory approach in the context of MaxQDA software. The research findings have presented six competencies: indicators of successful manager performance for coaching (from the student's perspective); Manager's beliefs about coaching in the form of facilitative beliefs such as belief in the ability of individuals and freedom to act and deterrent beliefs such as the fear of losing a position; Required knowledge includes, specialized coaching knowledge, coaching and business prerequisites; Managers' skills required for coaching include: coaching, feedback, apprenticeship, interpersonal, communication and individual; The personality traits required by managers were divided into two categories: positive personality traits and toxic personality traits. In the last section, the personal motivations of the principal related to the student and the anti-motivational factors of the principals in coaching activity were mentioned.

This research has been done with the aim of providing a model and identifying the main dimensions of the impact of Cryptocurrencies on the management of business strategies of investment holdings accepted on the stock exchange. The current research is descriptive and exploratory, and mixed research method has been used in it.In the qualitative part, a semi-structured interview was conducted with 19 holding managers who were active in the field of Cryptocurrencies and business strategies using the grounded theory method, until the model was determined, that is, until saturation was reached. In the quantitative part, the method of data collection is field and with the researcher's questionnaire tool. The statistical population of this department are managers of investment holdings accepted in the stock exchange, and sampling was done through GPower software. The data were analyzed by structural equation modeling and SmartPLS software. Analyzing the data obtained from the interviews and questionnaires in the qualitative part during the coding process of the grounded theory method led to the creation of a conceptual model of the impact of Cryptocurrencies on the management of the business strategy of holdings and in the quantitative part to the confirmation of the research model. And the results obtained indicate that Cryptocurrencies have an impact on the management of holdings' business strategies, in the field of international trading and trade strategy, asset management strategy, investment strategy in the technology sector, and the strategy of attracting new customers.

Organizational policies are constantly flowing in organizations. Paying attention to these policies and being influenced by people causes changes in the behavior of employees, which can bring about dramatic changes. In Khorramshahr Marine Science and Technology University, like the other organizations, organizational policies are influential, and people that are influenced by these policies show some behaviors in the organization. The method of this study is mixed and is a practical study. To identify the effective factors that creates triple political behavior in Khorramshahr University of Marine Sciences and Technology, Delphi technique was used. In the first part of this study ,10 persons of organizational elites were selected as the elites. Then, the items in three rounds were given to elites group to express their views. After completing the Delphi rounds, the adequacy of the Delphi rounds was declared with the Kendall coefficient, and 102 items were confirmed. In the second part, using a simple random sampling method, 196 persons of employees, members and students were selected to be investigated and thereafter they were asked to complete the prepared questionnaire. The collected data was analyzed using SPSS and smart PLS software. Path analysis method and significance coefficient t and significance coefficient p were used. The obtained results showed that organizational justice has the greatest impact on the occurrence of political behaviors in the field of financial promotion. Also, among the three identified variables, the organizational culture variable has the greatest impact on job promotion. Organizational justice has the greatest impact on public political behavior. Also, among the three influencing variables in terms of budgeting and goal setting, job promotion has the most impact. Using the results, the final model was obtained that shows the impact of organizational policies on the guidance of Khorramshahr Marine Science and Technology University employees in goal setting and budgeting.

In the world of technological growth, Crptocurrencies as a new generation of trade between economic units are one of the topics discussed in the 21st century. Countries, companies and businesses have all kinds of exchanges, transactions and communications with each other, and the strategies of carrying out these communications and interactions undergo transformations with the change of technology. One of the economic and financial components of large companies is Crptocurrencies, which can be studied for their impact on business strategies. The current research was conducted with the aim of developing a model of the impact of Crptocurrencies on the business strategies of investment holdings using the foundation data method. This research is an exploratory-applied research. Qualitative research method was used to design the model. The data collection tool was semi-structured interviews and the Strauss and Corbin method was used to analyze the collected data. The community of participants was 19 managers of investment holding companies and the sample size was done by theoretical saturation method. The research findings showed that the causal conditions are effective on the central phenomenon. And the central phenomenon, along with background factors and intervention factors, has an effect on strategies and causes the consequence of value creation in holdings. The obtained results indicate that Crptocurrencies have an impact on the business strategies of holding companies, in the field of international trade and transactions, asset management, investment in the technology sector and attracting new customers.

One of the effective elements in improving job efficiency which causes a kind of cohesion in the organizations, is job enthusiasm. The aim of this study was to present the model of job enthusiasm of faculty managers and those who in the university.

This qualitative research was conducted using the data theory method of data-analyse. Data analysis results were obtained from the Max Kyoda qualitative analysis software in three stages of open, central and selective coding. The statistical population include faculty managers and those who have the experience of more than 5 years of work in the field of management from the university's sub-departments. Data collection continued using  purposive sampling after 15 semi-structured interviews with experts. the main categories were extracted after completing the coding processuntil theoretical saturation was reached.

During the open coding process categories of job passion were extracted; Then, in the central coding stage, the relationship between these categories, causal conditions (resilience, hope, self-efficacy, psychological empowerment), background (personal and occupational factors), intervening (internal and external organizational factors), measures (support, transparency, organizational justice and work environment) and the consequences of passion (internal and external advantages and disadvantages of the organization) were determined in the form of coding paradigm. Then, in the selective coding stage, one of the components of the coding paradigm was created with the flow of the story and the theory.

promoting  job engagement can lead to profit consequence toward organizational enjoyment, So it is suggeseted authorities using  participatory and revolutionary leadership methods provide desirable jon engagement as well as improving employee job performance.

The goal of this research is to present the competency model of public relations managers of Iran’s metropolitan municipalities. The research is fundamental in purpose and qualitative in data collection. It was done with grounded theory approach and Glaser’s emerging design. The target population included public relations managers, mayors and university experts 11 of whom were identified through purposeful sampling and semi-structured interviews were conducted with them. The data analysis was, also, performed using Depoy and Gitlin’s (2005) method. The reliability of interviews was checked in two modes: researcher release (92.9) and release by coder (79.3). The validity of the interviews was, also, verified by three methods of long-term involvement, questioning the colleagues and approval of the people under study. The competencies of public relations managers in metropolitan municipalities were identified in the form of eight main competencies including knowledge-related and methodical competency, professional ethics, media skills, managerial skills, meta-organizational interactions, organizational knowledge, varied thinking skill, and attitudinal skills. The first one is knowledge-related competency which signifies the features and knowledge of the public relations managers about basic and fundamental knowledge to authenticate the responsibility of management in the public relations sector. The data analysis results showed that managerial competencies including managerial skills, meta-organizational interactions, organizational knowledge, varied thinking skill, and attitudinal skills are more important for a successful public relations manager. Due to the fact that the identified competencies through data of this study are comprehensive and the issues and activities of public relations managers of the municipalities in metropolitans are similar to each other, the results of this study are practical for the public relations managers of the municipalities of other metropolitans, as well.

The purpose of this research is to identify the sociological challenges of the development of knowledge human resources in the cultural dimension in knowledge-based organizations. The current research is developmental in terms of purpose and descriptive-exploratory in terms of method. Theme analysis technique was used to collect qualitative data. The participants of this research included managers and officials of the Research Institute of Humanities and Cultural Studies. Based on the snowball sampling method, 20 interviews were conducted in 1401. Based on the results of sub-theme coding and theme categorization, the sociological challenges of knowledge human resource development have been classified into four general categories of individual, group, organizational and environmental challenges. In this regard, individual challenges including personality, behavioral, perceptual and value dimensions, group challenges including team conflicts, informal rules of teams, structural asymmetry of knowledge teams with the organization and the formation of subcultures, organizational challenges including evaluation, Structural, procedural and legal ownership and environmental challenges include the dynamics of new technologies, changes in human resource development approaches, environmental changes and changes, organizational changes and weaknesses in the infrastructure of new technologies.

The main purpose of this research is to provide a model for the development of organizational capabilities of the Ministry of Education of the Kurdistan Region, Iraq. Specific goals of credibility include identifying the main organizational capabilities; determining the stages of development of organizational capabilities; determining the main organizational capabilities development axis; determination of logic and background of the main organizational capabilities development model in the Kurdistan Regional Education System.

According to the purpose of the research, the present study was conducted through a qualitative and exploratory method. the data were coded and then analyzed based on the grounded theory strategy and the emergent Glaser approach. The required data were collected through snowball sampling and based on in-depth interviews and forming focus groups with experts. The research was conducted with 13 individuals and four focus groups comprised of consultants, general managers, and experts of the Ministry of Education of Iraqi Kurdistan.

The coding resulted in 18 main capability components and four levels of organizational capabilities. The results also showed that stages of human capabilities development include four cyclical stages. Finally, two axes were identified for the development of organizational capabilities in the education of the Kurdistan Region, which included five main components.

The study of the relationships of identified organizational capabilities indicated that the organizational capabilities of the Ministry of Education in the Kurdistan region of Iraq include basic capabilities, strategic capabilities, empowering capabilities, and operational capabilities. Also, the findings showed the stages of developing organizational capabilities as setting goals and requirements, evaluating goals and prioritizing, executing and implementing the program, and re-planning and future integrations. In this research, two axes were identified for the development of organizational capabilities in education in the Kurdistan region, including freedom and opportunity. Both axes i.e., freedom and opportunity proved to be effective in the cycle of development of organizational capabilities and in increasing the level of organizational capabilities. Based on the organizational capabilities development model, the policymakers and general managers can set strategic plans and finally realize human development tools and goals in the educational dimension the of Kurdistan Region. The Ministry of Education of the Kurdistan Region of Iraq needs to consider different levels of organizational capabilities and use this model for its development and in the appropriate contexts and structures of this model. To develop organizational capabilities in the Kurdistan Region education system, it is vital to identify and nurture effective talents and capacities by adopting policies and determining appropriate structures, and providing desirable environments and contexts. In this regard, the main task is for the Ministry of Education to consider these capabilities and provide appropriate infrastructures and structures for their development.

Today, the importance of investing in human resource development to increase the quality of human capital and create a sustainable competitive advantage is increasing day by day. The concept of human resource development has a distinct place in theories of organizational behavior, human resource management and strategic management. On the other hand, the focus on knowledge staff has provided the foundation for the creation of knowledge-based organizations in recent years. This new class of employees, described as golden-collar workers, epistemologists, or intellectual workers, has begun to be a dynamic replacement for other employees. With the increasing need for knowledge workers resulting from widespread changes in the economic, social and technological fields and the transition from the industrial age to the information age, the battle for talent has become a vital issue. With the rapid development of the economy, knowledge and technology have increasingly become the main factors of companies' competitiveness, meaning that knowledge employees have gained an important position and the level of competition of companies often depends on the quantity and quality of their knowledge employees. Knowledge staffs have high overall quality and outstanding personal abilities. Knowledge employees can be defined through their activities that focus on thinking, problem solving, collaboration, and networking. Through an extensive review of the knowledge management literature, Reinhart et al. have identified a list of knowledge staff activities including analysis and monitoring, data collection, learning, and networking. The comprehensive development of human resources in the present age requires the provision of opportunities to acquire knowledge. Knowledge in the true sense of the word is a set of human skills and abilities that are accompanied by knowledge and information of better production methods. The application of such an understanding of knowledge has become very widespread in industries, and the tourism industry in particular seeks to properly and timely use of its knowledge forces. Knowledge human resource development is a new approach in human resource management that designs and implements the main activities of human resource management based on improving and developing the knowledge of the organization. In other words, the development and management of knowledge human resources includes those activities that are purposefully designed to promote knowledge processes in the organization. According to this approach, every human resource management activity focuses on the development and promotion of organizational knowledge. Knowledge exchange in organizations is considered as a very effective factor in achieving organizational goals. The development of knowledge human resources with a knowledge exchange approach is the basis for the integration of information systems, which begins with full integration, ie the integration of systems. The purpose of this study is to design a model for the development of knowledge human resources with an approach to the exchange of Islamic knowledge in the Institute of Humanities and Cultural Studies. The present research is developmental-applied in terms of purpose and descriptive-exploratory in terms of the nature of the method. Interview tools were used to collect qualitative data. To design this model, grounded theory strategy with Strauss-Corbin approach was used. Participants in this study include managers and officials of the Institute of Humanities and Cultural Studies who were familiar with the concepts of knowledge human resource development, knowledge exchange and Islamic knowledge in the organization. Based on the results of open and centralized coding in grounded theory strategy, the categories of organizational change, environmental change, technology dynamics and changes in human resource approaches were placed in the category of causal factors of knowledge human resource development with Islamic knowledge exchange approach. Also, the categories of flexible organizational structure, infrastructure of new technologies, Islamic organizational culture, ring organizational communication, competencies of knowledge workers, were among the background factors. On the other hand, the categories of knowledge staff recruitment, knowledge staff training, knowledge staff performance evaluation, knowledge staff service compensation, knowledge staff career path and communication channel development, constitute model strategies. The categories of sustainable development of knowledge workers, development of participation in the organization and development of productivity of knowledge workers are the consequences of the development of knowledge human resources with the approach of Islamic knowledge exchange.

One of the major sources of human knowledge that plays an important role in the survival and health of societies is the knowledge of governance and public administration. The policy-making system, in accordance with the social, political, economic, cultural and technological environment of the world, must choose the appropriate style for successful governance. Due to the emergence of the network age and the influence of cyberspace in all aspects of individual life and governance policy, this study was conducted with the aim of designing a mental cognitive mapping model of governance on social networks using the Zaltman Metaphor Elicitation Technique (ZMET) which is one of the research methods is derived from neuroscience in management. For this purpose, in-depth semi-structured interviews were held with 12 experts, experts and researchers active in management, governance and social media with an average time of 3:24 hours and with geographical distribution from 5 provinces of the country: Tehran, Shiraz, Isfahan, Kermanshah and Mashhad, The interviews were conducted in Adobe Connect software environment. After analyzing the results, 67 concepts for model design were identified and finally 9Atlas.ti software was used to structure the consensus map. It is hoped that this model can open a new window for thinkers, government activists and strategic actors to formulate effective and efficient policies. Open social networks as a dynamic national media across national and cross-border.

This research seeks to design the organizational polyphony model in higher education of Iran in order to provide a comprehensive model of the variables affecting the phenomenon of the polyphony and its consequences, so that pave the way for the development of the lofty goals of the higher education system. The research method is qualitative and the axial phenomenon is modeled using the grounded-theory approach. For this purpose, 20 experts in the field of polyphony and experts in cultural, political and social fields were interviewed. They were university faculty members and had executive positions in the higher education system. A set of concepts were extracted, categorized and presented using the Corbin and Strauss paradigm model during three stages of open, axial and selective coding. The diversity of voices was considered as a central phenomenon, and the categories of diversity of organizational structure, diversity of missions, diversity of personality traits and leadership style were considered as causal conditions. Strengthening the skill of discourse creation, mediation, translation of discourse, positive power, strengthening of cooperative complementary structures and re-engineering of procedures were recognized as strategies. Also, national culture, organizational culture, competitive environment inside and outside the system, economic conditions and transnational approach are considered as background factors. Planning limitations, managerial, legislative, and political obstacles, human and financial resources and structural factors were introduced as intervening factors. The consequences were also divided into four categories: individual, organizational, national and transnational. In this research, based on the opinion of experts, the effective components and management strategies of the diversity of voices in the higher education system have been analyzed and presented in the form of a comprehensive model. Finally, based on the findings of the research, suggestions were made for managers, institutions and future researches.

The aim of this study was to investigate the effect of using electronic marketing on the performance of sports businesses in the Revolution Sports Complex. The present research is applied in terms of purpose and descriptive in terms of method. The statistical population of this research is the customers of Enghelab Club with 1000 people who have a membership card of this club and use the services of this collection continuously. Using Cochran's formula, 287 people were selected as the sample. In this research, a researcher-made questionnaire with 28 items was used, which was compiled based on a five-point Likert scale. Content validity method was used to check the validity of the questionnaire. Cronbach's alpha coefficient was calculated to evaluate the reliability of the questionnaire. Also, the obtained data were analyzed using SPSS and Smart PLS statistical software. The results of the analysis showed that online shopping has a positive and significant effect on the performance of Revolution Sports Complex services. Electronic advertising has a positive and significant effect on the performance of Revolution Sports Complex services. Social media communication has a positive and significant effect on the performance of Revolution Sports Complex services. News agency websites have a positive and significant effect on the performance of Revolution Sports Complex services. Online and offline channels (TV, radio, etc.) have a positive and significant effect on the performance of Revolution Sports Complex services. Multimedia strategies and technology have a positive and significant effect on the performance of Revolution Sports Complex services.

The mental confusion and cognitive indecision of the staff in the university will cause mental confusion and negative consequences in individual and organizational dimensions. However, using the imagination and mental creativity of employees, which is known as a dream, can be used as a psychological tool for managers, so the purpose of this study was to design a model of employees' dream power in organizations.

The method of this research is applied in terms of purpose, with a qualitative-exploratory approach, and in terms of implementation using a grounded theory technique. The tools used were semi-structured interviews with experts in this field, including professors of career counseling and organizational behavior and administrative managers of Shahid Beheshti University, whose number was selected using targeted snowball sampling based on the principle of saturation, of 12 people.

The results showed that a total of 40 categories and 364 statistical codes were set in the form of five causal categories, contexts, interventions, strategies, and consequences.

The results showed that the drawn model of employees' dream power can relatively lead to leaps in organizational creativity and innovation and overcome the crisis of burnout and inertia in the organization and managers can use this technique to train employees with high motivation. Pursue the competencies and goals of the organization beyond those mentioned.

Development studies now focus on human resource and human resource development analysis levels. Accordingly, this research is generally concentrated on the individual aspects of HRM. Researches regarding this field are various in terms of concepts, methods and approaches, each of which refers to parts of the individual development model. Therefore, this research aims at developing an integrate review of the present literature and conducting a comprehensive competency-based individual development model through a systematic literature review. The researchers employed open, axial and selective coding method and ATLAS.ti9 for data analysis. 7322 documents were identified. Having subjected them to non-inclusion standards, the researchers presented 37 documents to the software for an in-depth investigation. As a result, 359 narrations were identified and grouped into 177 codes, 21 subcategory and 5 main categories. This research led to the presentation of a new model including the following categories: input, individual development plan (setting goals, prioritizing the goals, goal achievement strategies, time management, revising the individual development plan, participatory implementation, determining evaluation criteria, assessment and monitoring of individuals, feedback, reviewing the individual development plan, output, intervening conditions, and contextual conditions. The proposed model can be employed as a basis of the successful individual human resource development plan by various organizations.