علی اصغری صارم

Nowadays, in order to continue their activities and attract and retain customers, insurance companies should think more about customer confusion and provide effective strategies to eliminate or reduce customer confusion. For this purpose, this research aims to provide effective strategies in managing customer confusion in life insurance.

This research is based on thematic analysis (coding and recognition of the underlying categories of the interview text or writing). In terms of the objective, it is considered fundamental based on the data collection method. The research participants are experts in insurance and marketing industry. Non-probability, judgmental, and snowball sampling methods were utilized and the number of sample size according to the theoretical saturation of the data was 23 people. Semi-structured interviews were conducted to collect data.

According to the results of the research, 3 central cores and 18 main themes with the title of customer orientation (continuous follow-up of customers, communication with customers, understanding customer needs and improving customer service and well-being), marketing strategies (holding significant and attractive events, word-of-mouth advertising, identity building),desirable in social networks, innovative use of brochures, TV programs, effective advertisements) providing a complete package of high quality services (monitoring the performance of employees, transparency of performance, flexibility in insurance coverage, providing loyalty programs in a new way, focusing on the value chain, visualizing insurance life, use of information technology (intelligence)) were identified.

In this research, the strategies of overcoming customer confusion management in life insurance services were considered. According to the findings of the research, using systems to track and understand the needs of customers by creating and maintaining long-term relationship have made customer orientation an important factor. Also, the creation of marketing strategies based on the production of stimulating content and the use of the capacity of virtual space along with the development of programs to provide high-quality services to provide superior value to the customer and according to the current conditions may assist managers and entities in charge to overcome customer confusion. In order for the desired strategy to be successful, it is necessary for managers and entities in charge to consider the confusion of customers in all stages and processes of implementing strategies.

Given the importance of the insurance industry in the economies of developing countries,the multiplicity and diversity of insurance services and customer confusion,this study seeks to provide a model of customer confusion management that can provide and maintain the interests of customers and insurance companies and effective solution for trustees. It is to manage the confusion of customers in the life insurance industry of the country. Pattern design was performed using a qualitative approach and the data theorizing method of the foundation and purposeful sampling and snowball sampling were used to select research samples.After conducting a semi- structured interview with 21 organizational experts in the insurance and marketing industry, considering the adequacy of data and theoretical saturation during the open,axial and selective coding steps.a paradigm model of customer confusion management was designed.The results of data coding led to the identification of 17 main articles that were classified into 6 categories.In this model, customer confusion management isextracted as a central phenomenon and also causes and factors that cause this issue.Because customer orientation,marketing strategies and providing a complete package of high quality services regarding customer confusion management were presented and the cosequences were also expressed. Therefore the results of this study can be identified,planned and provide solutions to resolve confusion and encourage customersto consciously welcome the focus of researchers,companies.goverment and policy makers.

One of the negative phenomena of organizational behavior is the marginalization of employees in the context of organizational life. This phenomenon, as an example of the unfavorable side of the organizations, has many negative consequences on the dependent variables of organizational behavior and ultimately the productivity and performance of the organization. Managing and controlling this phenomenon in the organization depends on understanding the process of employee’s marginalization. The purpose of this research is to help to understand this phenomenon better and more by identifying the process model of employee’s marginalization in the organization. In this research, conducted with structural-interpretive modeling and in one of the public organization at oil industry, a process model of this phenomenon was designed using the narratives and stories of people who have experienced the mentioned phenomenon in this organization. The participants of this research were 15 employees who were selected by the purposeful sampling method and their narratives and lived experiences about marginalization were identified and presented in the form of a marginalization model. Based on the results of the antecedents of marginalization and using structural-interpretive modeling, a process model of employee marginalization and its different levels was presented. The model indicates that neglecting the nature of the job, the presence of authoritarian managers, politicization of the organization, anti-elitism, and so on ultimately lead to the marginalization of the employees of the organization.

One of the negative phenomena of organizational behavior in organizations is the marginalization of employees in the context of organizational life. This, as an example of the ugly face of organizations, has many negative consequences for the dependent variables of organizational behavior and ultimately the productivity and performance of the organization. Management and control of the consequences of this reprehensible phenomenon in the organization depend on understanding the process of the emergence of organizational consequences of employees being marginalized. The purpose of this research is to identify the process model of the organizational consequences of the marginalization of employees in the organization and help better understand the consequences of this phenomenon.

Design/ methodology/ approach:  

In this research, which was conducted with structural-interpretive methodology, and in one of Iran's government organizations in the oil industry, an attempt has been made to consider the narratives and stories of people who have experienced the phenomenon in this organization. The organizational consequences of marginalization in the identification organization and its process model are presented and discussed. The participants of this research were 15 employees who were selected by the purposeful sampling method, and their narratives and lived experiences about marginalization were identified and presented in the form of a marginalization model. Then these results were analyzed and evaluated with the structural-interpretive modeling method.

 Based on the results of the consequences of marginalization and using structural-interpretive modeling, the process model of the organizational consequences of employee marginalization and its different levels was compiled and discussed. Identifying the elements of the consequences of marginalization in the organization and the different dimensions of these elements was one of the findings of this research. Based on these findings, the ISM graph of the organizational consequences of employee marginalization has eight levels. The organizational consequences of "non-competitive atmosphere in the organization,"  "organizational appearance,"  "organizational injustice," and "lack of meritocracy in the organization" are at the lowest level of the ISM graph, which shows the importance and influence of these consequences on the continuation of the series of subsequent consequences. "Vertical conflicts" are at the next level, followed by "horizontal conflicts," and in the same way, the next elements are placed at higher levels. Also, the variables of the lowest level, along with "horizontal conflicts," "intentional conflicts," "job dissatisfaction," "job burnout," "organizational pessimism," and "emotional burnout," by being placed in the influence section of the MICMAC diagram, give the managers of the organization the knowledge that by changing these variables, they can stop the process of the subsequent consequences and prevent the deepening of the organizational consequences of being marginalized, leading to the transformation of the employees of the organization into isolated and rejected employees from the organization or leaving the organization by them.

Limitations & Consequences: 

The results of this research are applicable in oil and gas industries such as refining, petrochemicals, and gas companies, as well as companies and organizations aligned with oil and gas industries and with similar organizational structures.
Practical Consequences: The pattern of the consequences of being marginalized in the organization and the relationship of its elements with each other indicate that neglecting the primary consequences, such as lack of meritocracy in the organization, organizational injustice, organizational appearance, and a non-coercive atmosphere in the organization, aggravates the subsequent consequences and ultimately isolation and rejection. Employees in the organization or leaving the organization by employees. By being aware of the organizational consequences of marginalization in the organization and the degree of influence or effectiveness of each element on other elements, the managers of the organization will be able to predict and control these consequences and will be able to prevent the consequences from intensifying and moving towards the emptying of the organization. Prevent competent employees. Organization managers' attention to the eight levels of the ISM graph of the organizational consequences of marginalization will give them the necessary information about the occurrence of the next consequences. Also, the results of the MICMAC chart are a guide for the managers of the organization to recognize the importance and necessity of each element of the consequences of marginalization and to prioritize and plan to solve them.

Innovation or value of the Article:

 In this article, the elements of the consequences of the marginalization of employees in the organization have been identified and presented from the narratives and lived experiences of the employees. The process of analysis and review of these elements has also been done with the cooperation and supervision of the participants in the research. These elements have been experienced and touched by the employees of the organization over many years, which will ultimately enrich the results and make them more practical.

The purpose of the present study was to prioritize the strategies of recruiting and retaining human resources in different stages of the life cycle in Iranian sports startups.

This research work was interpretative, applied, and quantitative, which was conducted in the form of a survey. The research participants were university professors of sports management, human resources management, and managers of sports start-ups, 16 of whom were purposefully and available selected as a statistical sample. In order to collect data, a closed-answer questionnaire was used, and to analyze the data, expert-choice software and Analytical Hierarchy Process were used.

In the human resource recruiting section, except for the stage of business maturity and exit, where intra-organizational strategies had a higher priority; in the rest of the life cycle stages of startups, extra-organizational strategies have a higher priority. Also, the prioritization of human resource retaining strategies showed that none of the three categories of strategies has a higher priority than the other, and at all stages of the life cycle, compared to the conditions governing startups, all three categories of financial, educational and justice-oriented strategies can be used equally. In this research work, internal and external strategies of recruiting and financial, educational, and justice-oriented strategies of retaining human resources were prioritized separately.

At different stages of the life cycle of sports startups, in the field of recruiting and retaining human resources, a strategy should be adopted according to the conditions governing the organization.

The purpose of the current research is to conceptualize seductive behavior under the title of "histrionic work" against "productive work" for organizations. In this research, which is a qualitative approach, using thematic analysis method and conducting 10 semi-structured interviews with middle-level managers of public organizations, 104 descriptive codes were extracted. after combining and summarizing the codes, the basic themes were classified in the form of 7 organizing themes. and finally, based on their position, they were placed in the levels of overarching themes. The findings of the research show that the understanding of the concept of performance is influenced by the knowledge of three levels of antecedents, examples and suffixes. The results of the research showed that the antecedents of the phenomenon of histrionic work were revealed in the form of three categories of individual-personal, organizational and environmental factors, and it has led to the creation and escalation of examples of performance behavior at both individual and organizational levels, and the occurrence of these behaviors creates performance consequences at both intra-organizational and extra-organizational levels. In order to minimize the consequences of histrionic work, it is necessary to pay attention to the control and management of its aggravating antecedents in the organization.

This article examines information technology-based marketing modeling in the insurance industry, focusing on the case study of Iran Insurance Company. Information technology as a powerful tool in improving marketing methods and functions in the insurance industry has had a significant impact. This research has been done with the aim of investigating how to integrate modeling with marketing techniques in the information technology environment and its role in improving insurance strategies and decisions. In this article, the key concepts of modeling, marketing and information technology are first introduced and then the importance of integrating these Three factors have been investigated in the insurance industry. In particular, the emphasis on data analysis in order to identify patterns, predict trends and optimize marketing strategies is one of the important results of this research. In the end, according to the findings and analysis presented, suggestions have been made for Iran Insurance Company to be able to use from modeling and information technology, improve its marketing performance and strengthen the competitive insurance market with the aim of increasing market share and attracting new customers

The medical staff and health system employees are exposed to job burnout due to their continuous work in round-the-clock, sensitive and unusual jobs, and this condition causes an increase in the rate of employees leaving the service. Therefore, in recent years, the issue of resilience of human resources to deal with job burnout and the continuity of employees' activity in difficult and critical conditions has been taken into consideration. In this regard, the current research has been conducted with the aim of presenting a model of resilient human resource management in the country's health system.

The present research was conducted using the qualitative research method based on thematic analysis strategy. In this regard, 14 semi-structured interviews with the statistical population of the research, including professors, managers, human resources experts of the medical sciences universities in the 3rd region of the country's health system, using the chain sampling method (snowball) and based on The rule of theoretical saturation was performed. In the following, using the open, central and selective coding method in the analysis of the theme, the initial pattern of the research was obtained.

The results of qualitative data analysis have led to the identification of 116 basic themes, 39 organizing themes and 13 inclusive themes in the form of a model with 4 dimensions of environmental factors, organizational factors, human resource management functions and its consequences. In the following, the validity and reliability of the research has been confirmed using the content validity ratio method and the Holsti method, respectively.

The effective implementation of the identified factors and their prioritization in order to optimize and resiliency of human resources management can be effective in improving work performance, increasing motivation and ultimately improving organizational resilience.

Motivation and hope in the customer undoubtedly affect his purchasing decision. Therefore, this study aimed to determine what the pattern of customer hope is and where is the ethics of this pattern.

This research is mixed in terms of practical purpose, exploratory in terms of approach, and qualitative-quantitative in terms of data analysis. In the qualitative phase, a phenomenological approach was adopted. The population included the customers of Keshavarzi Bank (with lived experience) from which 9 people were selected by purposive sampling method. The main tools for data collection were in-depth and unstructured interviews. Data were analyzed in three steps (concept identification, category identification, and category categorization). In the quantitative phase, the customers of Keshavarzi Bank in Zanjan province were considered as a statistical population and among them, 400 people were selected as a statistical sample based on simple random sampling method. The main tool for data collection was a closed and researcher-made questionnaire. Structural equations were used for analysis and this was done with SPSS, Lisrel and smartPLS software.

In the qualitative phase, out of a total of 9 interviews, 87 initial concepts were extracted, which after review, 20 final concepts and 6 main categories were identified. In a small phase, it was found that ethics, customer orientation and service quality management in Keshavarzi Bank have a significant role in the structure of customer expectations of this bank and the research model was approved.

Customers' hope for Keshavarzi Bank services can be described from three aspects: hope derived from the ethics of Keshavarzi Bank, hope derived from the service quality management system in Keshavarzi Bank, and hope derived from innovation and customer orientation of Keshavarzi Bank.

In the present century, the success of the organizations judged not only based on their financial functions but also their impact on improving the social condition and environment. This reflects on organization’s social responsibility. The aim of this study is to offer some ways to improve social responsibility in Bank Melli as well as studying the effect of its reputation and employer brand along with analysis of its customer oriented mediation role.      The present study is applied and casual research. This research is hypothetical-deductive in nature descriptive survey. The population size has 250 employees of Bank Melli Iran branch on Kargoshaei but the sample size is 151 (female and male) that selected by using simple random sampling. For data collections, the standard questioner used and for analysis data, structural equation modeling and smart PLS software used. To assess the reputation of the organization, the Ponzi et al. (2011) questionnaire used, which included four items. To measure social responsibility, the questionnaire of Shin et al. (2016 including 3 items) used. Burton et al. (2005) questionnaire used to measure the employer brand, which included 25 items.To measure customer orientation, Tom et al. (2002) questionnaire used, which includes two dimensions of pleasure and needs, which includes 12 items. Reliability assessed using Cronbach's alpha coefficient. Given that for all variables, this value is above 0.7. In addition, as you can see, for all variables, the value of AVE is greater than 0.40 and the value of CR is greater than 0.7; Therefore, it can be said that the tool has good reliability. To evaluate the diagnostic validity of structures, two criteria proposed, one of which is the cross-sectional load of items.  The result of data analysis shows that the reputation and Bank Melli’s employer branding has a meaningful and positive effect on social responsibility. Moreover, there is a meaningful and positive relation between reputation and social responsibility rejected. The mediation role of customer orientation in relation between employer brand and social responsibility of Bank Melli also rejected. The result shows that the investment of Bank Melli’s managers on popularity of its employer brand can have a remarkable effect on improving its social responsibility. Findings showed that the effect of employer brand on social responsibility of Bank Melli employees is stronger than the effect of corporate reputation on social responsibility. The implicit guideline in this conclusion states that Bank Melli employees use the bank's internal marketing activities, which are effective in strengthening the attractiveness of the employer brand, in encouraging them to play social responsibility roles, more effective than external marketing actions that determine corporate reputation. In other words, the employees of Bank Melli consider working in a bank that has a high attractiveness in the employer brand to be more effective in playing their social roles than working in a bank that has a high reputation in the financial market. Therefore, based on this research result, it seems that the managers of Bank Melli should prioritize strengthening the employer brand in comparison with corporate reputation in order to fulfill their social responsibility. According to the findings, customer orientation cannot be a good mediating variable between the independent variables of Bank Melli reputation and brand and the dependent variable of social responsibility. As well as customer orientation cannot affect social responsibility, it suggested that future researchers work on new variables that can affect social responsibility. The reason for rejecting this hypothesis is that the employees and managers of Bank Melli consider customer orientation as a part of their main duties that expected by the customer and consider the fulfillment of social responsibility to depend on other activities. According to the findings, Bank Melli's reputation does not affect customer orientation. It suggested that Bank Melli employees and managers pay attention to the fact that in relation to customer orientation, they cannot rely on Bank Melli's external reputation.   According to the statistical results, the necessary conditions for confirming the role of customer orientation mediator in the relationship between the employer brand and social responsibility of Bank Melli. There is no orientation in the relationship between the employer brand and social responsibility of Bank Melli, so the research hypothesis that the role of customer orientation mediates between the employer brand and social responsibility rejected. Given that, the value of the coefficient of significance (t-statistic) for the two research variables is 3.21, so the research hypothesis as a relationship between reputation and social responsibility is a positive and direct relationship confirmed. Considering that the value of the significance coefficient (t-statistic) for the two research variables is more than 8.36, so the research hypothesis is established as a positive and direct relationship between the brand of employer and social responsibility. Considering that, the value of the coefficient of significance (t-statistic) for the two variables of the research is 1.49, so the fourth hypothesis of the research entitled the relationship between reputation and customer orientation do not confirmed. Considering that, the value of the significance coefficient (t-statistic) for the two research variables is 4.32, so the research hypothesis established as a positive and direct relationship between the relationship between the employer brand and customer orientation.

The purpose of this research is to present suggestions for removing the barriers before investors to invest in television programs in line with actualizing the Supreme Leader’s Slogan of The Year “Production, Supports, and Removal of Barriers”. The goal of this study is applied and it is qualitative in approach. In the first step and in the qualitative part, the obstacles to investors’ desire to invest in TV programs were identified and ranked using interviews. In this step, the research participants included 12 experts, including producers, staff managers and investors. In the second step and in the quantitative part, the identified barriers were prioritized using the Delphi technique. The statistical population in the quantitative section included all experts of the organization involved with program production in Hamedan provincial station in 2021. 114 individuals were selected to shape the sample size in the quantitative section using probability sampling method. The results of the study showed that the three main obstacles before the investors’ willingness to invest in television programs within Hamedan provincial station are the multiplicity of low-cost parallel media, the investor’s distrust of the effectiveness of such advertisements, and the unattractiveness of programs like television competitions for such investments. In order to make investors willing to invest in television programs, it is better to first pay attention to the barriers that exist in the station itself and among the producers, and try to eliminate them. In this case, the station’s capacity for investors to be willing to invest would increase.

This study aims to understand employee marginalization by analyzing the narratives and stories of employees who have experienced this phenomenon in an Iranian public organization.
The research participants were selected at the first stage based on the purposive sampling method. Prototypes were selected from elite employees and graduates of universities in Iran, who, according to their years of service, did not pass their occupation levels and were in a job position far lower than the position appropriate to their abilities. Next, the employees, who possessed the mentioned characteristics and were introduced to and confirmed by the initial participants, were selected by the snowball method as the next samples. The interviews conducted with the participants of the research continued until reaching saturation, according to which the number of participants reached 60 people. Before the beginning of the interview, to create a sense of trust between the parties and to secure the participants’ freedom to express their opinions and issues, they were assured that their names would remain confidential and their interviewees would be introduced only based on a code. The common semantic elements in the participants’ stories and narratives were analyzed using the thematic analysis technique after extraction and were presented in the form of antecedents, examples, and consequences. The elements, which were mentioned in more than half of the interviews, were the employees’ common semantic elements of marginalization in the organization.  The employees’ common elements of marginalization in the organization were expressed in the form of antecedents, which were examined as the crucial reasons for the occurrence of the phenomenon in the organization, and adequate explanations for each of them were provided. This single-section research was conducted in a certain period, and its results can be applied and generalized in the investigated organization and organizations with a similar structure. The present research was conducted under the framework of a critical paradigm since the researchers encountered the disclosure of hidden injustice in the heart of an organization. Additionally, the critical paradigm investigated questions concerning values and assumptions, participation in social actions, exposing injustice, and challenging traditional structures.
According to the findings, the employees’ pattern of marginalization in the organization was compiled and discussed. This study could identify antecedents (non-nativism, document orientation, anti-elitism, etc.), examples (leaving virtual service, reducing attitudinal commitment, reducing task performance, etc.), and consequences (disregarding work and workplace, leaving the organization, etc.), as well as the marginalization of employees with the dimensions and constituent elements of each of the categories.
According to the obtained results, the employees’ perceptions of two types of marginalization in the organization were discussed and analyzed as “Imposed Marginalization” and “Preferred Marginalization”.

Generally, long-term activities in unappropriated work environment would result in employee burnout and job turnover. In this condition, Employee Resilience attracted scholars’ attention and refers to employee ability for continue activities in unappropriated situation. Also, Human resource functions as set of programs that managers can use, have important role for employee resilience. Since most of health care personnel works on unappropriated situation, this research has been conducted to propose a novel Resilience Human Resource Management Functions (RHRMF) model with a focus on public health care system.

The current study uses a mixed qualitative-quantitative research approach. In the qualitative phase, 14 semi-structured interviews have been carried out with a research statistical population including human resource managers and experts of health care organizations by snowball sampling method based on theoretical saturation. Finally, the conceptual framework of the RHRMF model has been developed based on a thematic analysis. In the quantitative phase, the proposed model has been validated based on the Structural Equation Modeling.

After analyzing the interviews, 18 subsidiary themes as well as five main themes were identified as Resilience Human Resource Functions including workforce relations, compensation, recruitment, development, and performance management.

With a GOF value of 0.529, the Structural Equation Modeling indicates acceptaed validity and a strong modelling fit for the outcomes of the proposed model.

One of the most important and vital issues in consumer shopping behavior is the issue of confusion, which under the influence of various factors can ultimately affect his/her decision. Today's consumer is in a very complex environment with many choices for products and product changes as well as brands, stores and channels. In the face of these complexities, consumers are limited by their cognitive and emotional skills. Given the limiting nature of these skills, it is not surprising that consumers do not always have a complete understanding of product information and are therefore confused. Due to the unique nature of services, it is not surprising that consumers are confused about services and this confusion has detrimental effects on the service industry market and their growth. Therefore, this study was conducted to analyze the factors affecting customer confusion in life insurance services using mixed method approach.

The statistical population in this study includes 22 knowledgeable experts in the field of insurance industry and marketing. They were interviewed using semi-structured interviews through purposive and snowball sampling methods. The interviews were continued until achieving theoretical saturation. Qualitative data from interviews provide a better and comprehensive understanding of the factors affecting customer confusion in life insurance. Theme analysis method was used to ensure the validity and reliability of data through Lincoln and Guba’ four criteria of credibility, transferability, dependability, and confirmability. Holst formula was calculated to measure the reliability of the agreement between the two coders of the interviews. It was 0.86, which shows an agreement between the researcher and the second coder. A fuzzy Delphi questionnaire was used to collect data in two phases of the survey in the quantitative part of the study. Its validity and reliability were confirmed by content validity and retest, and the fuzzy variables identified in the qualitative part were prioritized using the fuzzy Delphi technique.

The analysis process started with familiarity with the data. In the second stage, individual interviews were reviewed and codes related to the research topic were extracted and 925 initial codes were received from 22 interviews. In the third stage, unrelated, incomplete and duplicate codes were removed and finally 159 codes were obtained. In the fourth stage, by reviewing the themes, the researchers achieved 38 sub-themes. In the fifth stage, 10 main themes were extracted analyzing the sub-themes. In the sixth stage, the researchers finished the work with final analysis and report writing. The main themes derived from the qualitative part of the study are: lack of public awareness, sales forces, marketing strategies, financial poverty, government laws, management structure of insurance companies, structural factors, cultural-economic status, personality traits and educational system of the insurance companies. These factors were identified and prioritized as the most important factors affecting customer confusion in the life insurance industry.

Due to the nature of services, the existence of customer confusion is obvious. Customers are confused due to many factors in buying life insurance. This confusion has destructive effects on the life insurance market in the industry. The lack of public awareness and sales forces are the most important factors affecting customer confusion. Thus, it is suggested that insurance industry managers give more weight to these factors. Other factors affecting confusion should also be considered as important. A new perspective can be created by focusing on those factors that cause confusion in the customer. Appropriate relationship with customers should be developed and the challenges in the relationship with customers should be managed. These results can be a stimulus for the growth and development of the business environment in the life insurance industry and provide an effective solution for those in charge to manage customer confusion in the country's life insurance industry.

Leaders have responsibilities, so they need ethics. People in leadership positions can be the source of many behavioral changes; And this is best achieved when these leaders also have high moral behavior. Therefore, the present study was formed with the aim of examining the characteristics of moral leadership and then extracting a conceptual model of the relationship between these characteristics.

The present study is exploratory and qualitative. The statistical population included a number of Iranian management professors in the city of Hamadan. From the target population, 11 people were selected as the sample using purposive sampling method. The interview tool was semi-structured and finally the data were analyzed by theme analysis.

After performing the theme analysis process, 124 sub-themes were identified. By categorizing and eliminating duplicates, 22 sub-themes were identified in the form of three main groups of components or characteristics of moral leadership under the title of characteristics of moral leader and behaviors of moral leader and the results of applying moral leadership. Were located.

The results of the present study showed that if the components of moral leadership, which is a set of characteristics and behaviors, are realized, the results such as reducing conflicts, increasing satisfaction, organizational excellence and meritocracy will be realized.

The development of e-government in all parts of the country and in all dimensions is necessary and effective. One of the important dimensions is political development. The aim of this study was to identify the components affecting the effectiveness of e-government development in Tehran Province Water and Sewerage Company. The statistical population of this research consists of the number of managers in the field of information technology of Tehran Water and Sewerage Company with 13 subsidiaries that include 240 people. Samples were selected. In order to collect data in the qualitative part, an open questionnaire was used and in a quantitative part, we used a closed questionnaire. Expert opinions were used to determine the validity of the questionnaires and Cronbach 's alpha was used to determine the reliability. The results showed that the reliability was confirmed. Delphi technique and structural equations with AMOS software were used to analyze the data. The results showed that seven components have a significant impact on the effectiveness of e-government in the structural, behavioral, environmental, process, output, outcome and effectiveness.

The most important purpose of this article is to design a native model of organizational spirituality excellence with an Islamic approach in the Health Insurance Organization of Iran. For this purpose, combined research strategies including qualitative and quantitative sections have been used. In the qualitative section, using the content analysis method, the topics related to the research question, based on interviews with experts who had experience or related writings in the fields of Islamic education,Management and health,extracting and combining the Baron-Clark and Atritis-Sterling model of these topics in three comprehensive categories. , Organizer and base were categorized, of which, 53 basic themes, 8 organizing themes and three comprehensive themes were obtained. In the quantitative part to determine the elements of the final model and determine the relationship and effectiveness of these elements, using interpretive structural modeling, the degree of permeability and dependence as well as the factor load of the elements are calculated as follows: Epistemological foundations (level 6, factor load 02 / 1), observance of ethical principles towards employees (level 5, factor load 0.69), growth of employees' moral virtues (level 4, factor load 0.56), improvement of spiritual spaces effective on performance (level 3, factor load 0.54) Observance of ethical principles towards the beneficiaries (level 3, factor load 0.42), strengthening central justice towards employees (level 3, factor load 0.31), spiritual and cultural growth and promotion of employees (level 2, factor load 0.27) and Organizational performance (level 1, factor load 0.18).

The main purpose of this study is to provide solutions for career success of education staff by examining the impact of impact management (imagery) on job success with the mediating role of the leader-follower relationship in education staff in Sardrood region. The research method is applied in terms of purpose and in terms of nature is part of hypothetical-deductive research. Its statistical population included all staff and teachers of Sardrood Education Department in the academic year 1398-99. The sample size was 120 based on Tapaching and Fidel (2007) sampling, 130 people were selected due to dropout, and finally 125 questionnaires were analyzed by non-random sampling method. The research tool was standard questionnaires. Data analysis was performed using SPSS22 and Smart PLS statistical software. The results showed that the leader-follower relationship has an intermediary role in the impact of impact management (illustration) on the job success of education staff in Sardrood region. Also, effective management (imaging) affects the career success of education staff in Sardrood region, effective management (imaging) affects the leader-follower relationship of education staff in Sardrood region and the leader-follower relationship affects the career success of education staff Sardrood region is affected. Therefore, it is suggested that by increasing the positive imaging management skills and the correct relationship between the leader and the follower in the education organization, it will increase and promote the job success of the employees.

Organizations need to choose the right strategy to maximize the use of environmental opportunities according to their strengths and weaknesses. Thus, by choosing the best strategy, organizations take an important step to improve their financial performance. The main purpose of this study is to investigate the effect of customer-centric strategy on financial performance with the mediating role of human resource management and innovation in Iran Radiator Company in order to improve the financial performance of this company. This research is applied in terms of purpose and descriptive in terms of data collection method. The statistical population of this study includes 350 employees of Iran Radiator Company. In this research, 183 of these employees were selected by simple random sampling. A standard questionnaire was used to measure the variables. Data were analyzed using descriptive statistics and inferential statistics. Structural equation modeling was used to test the hypotheses. The results showed that customer-centric explains and predicts 8% of financial performance, 5.75% of human resource management capability, and 7.50% of Iran Radiator Company's innovation capability. They also explain and predict human resource management capability of 7.40% of financial performance and innovation capability of 13.5% of the financial performance of Iran Radiator Company. The bootstrap method was used to measure the mediating variable in Amos software. The results showed that human resource management capability and innovation capability both have an effective mediating role in the relationship between customer-centric and financial performance of Iran Radiator Company. Therefore, the managers of Iran Radiator Company are suggested...

It seems that working with difficult employees is a common experience of all those who have experienced different careers and organizations. Sometimes this experience is so annoying that it leads to leaving the job and leaving the organization. The solution to such Annoying experiences is not to remove these people from the organization, but to identify the behavioral characteristic of this group of employees and apply appropriate interactive and communication strategies with them. This is due to the fact that organizational human beings are affected by environmental and structural characteristics and when entering the organization, they cannot work like a person devoid of personal and personality feelings and characteristics and without being affected by environmental and structural conditions. This research examines organizational misbehavior by identifying the characteristics of difficult employees in organizations. And the characteristics of difficult employees or difficult behaviors are identified through interviews with participants who have lived the experience of working with these employees. Thematic analysis was the method of analyzing the interview data in this research. The findings suggest that difficult behaviors can be categorized into three categories: cognitive, emotional, and behavioral. And special environmental and structural factors can act as reinforcers of these behaviors in the organization.

The purpose of this study is to investigate human capital management in the West Oil and Gas Exploitation Company. This research is an applied development in terms of purpose and quantitative in nature. The statistical population of the present study consists of official employees working in the West Oil and Gas Exploitation Company, whose number is equal to 985 people and 388 of them are available by non-probability method and a researcher-made questionnaire based on quality stage has been used. . The collected data were analyzed using specialized statistical software including SPSS25 and SmartPLS3 and structural equation modeling method. The findings of the present study showed that the identified causal factors have a significant relationship with human capital management in the West Oil and Gas Exploitation Company. Also, the relationship between human capital management and strategies, and strategies have a significant relationship with outcomes. The relationship between contextual and intervening factors and strategies has also been confirmed.

The attitude of man toward the future and the problems that threaten his peace and health in the course of life for various reasons,makes people think about the phenomenon of life insurance and future provision to face future issues and events,but given its importance in Iranian society,this issue has faced public unhappiness.The phenomenon of customer confusion is one of the factors influencing peoples lack of acceptance of life insurance. The lack of a comprehensive theoretical framework in this area led researchers to conduct research with the aim of identifying and classifying the factors affecting services with a qualitative method of Thematic analysis. The reseon for choosing the Thematic analysis method is to identify the factors affecting customer confusion to develop a theoretical model in future experimental research on the duration of customer confusion managemant. The statistical population 22 experts in the field of life insurance and marketing,who have been purposefully(Judgemental)and Snowball Sampling method selected and interviewed with semi- structured interview tools to reach saturation.after searching for themes (selection codes) and forming sub-themes,finally 10 main themes that are the result of in-depth interviews with experts,the main factors affecting customer confusion in the life insurance industry are identified by Thematic analysis and presented as follows: confusion due to lack of public awareness.personality traits, poverty, management structure,education system.sales forse, marketing strategies, economic _social status, government laws and structural factors.

In organizations, the added value of human resources ensuresthe achievement of the set goals of the organization. The roleof human and human resources in opening bottlenecks andcreating advanced technologies and its position as the drivingforce of any organization has led studies to practical aspectsincluding added value. Therefore, the purpose of this researchwas to present the value-added model of human resourcesmanagement in Kurdistan province. This research has beendone in quantitative and qualitative method. The statisticalpopulation in the qualitative section included 15 experts fromthe Kurdistan Provincial Tax Organization, and in thequantitative section, the sample size included 291 experts andemployees of this organization. The results of the researchbased on structural equation modeling calculations showedthat the path analysis coefficients between "added value ofhuman resources in the recruiting and hiring stage" and "addedvalue of human resources in the performance evaluation stage"are equal to 0.93; between "added value of human resources inthe performance evaluation stage" and "added value of humanresources in the rotation/dismissal stage" equal to 0.84; andbetween "added value of human resources in the servicecompensation stage" and "added value of human resources inthe training and development stage" equal to 0.99; It iscalculated; While the path analysis coefficients between"added value of human resources in the rotation/dismissalstage" and "added value of human resources in the servicecompensation stage" are equal to 0.64; Between "added valueof human resources in the stage of organizationalconsequences" and "added value of human resources in thestage of service compensation" equal to 0.65; was measured.

The purpose of this research is to provide solutions to increase the motivation of investors to invest in television programs. In order to achieve this goal, an attempt has been made to identify barriers to investors' willingness to invest in television programs. This study was applied research. In the first step, in the qualitative part, by using interviews, the obstacles to investors' desire to invest in TV programs are identified. In this step, the research participants included 12 experts, including producers, staff managers and investors. In the second step, in the quantitative part, using the Delphi technique, 224 people were referred to the statistical population to prioritize them. The sample size was 141 people. The results showed that the three main obstacles to investors' willingness to invest in television programs with the provincial network of Hamedan were the multiplicity of less expensive parallel media, investor distrust of the effectiveness of such advertisements and the unattractiveness of television competitions, respectively. Therefore, in order to make investors want to invest in network applications, it is better to first pay attention to the obstacles that exist in the network and the developers and try to eliminate them. In this case, the network capacity can be increased for investors to be willing to invest. Also, informing investors about the types of advertisements in the national media is not ineffective in this way.

Investing in industry cooperatives, especially small and medium industries, has always been very important. Because in addition to playing a key role in a country's employment, it will also lead to economic growth and increase GDP. The purpose of this study is to investigate the factors that can lead to successful investment in small and medium industrial cooperatives and show a way for industrial entrepreneurs to enter this important economic field with more awareness. This research is a qualitative research based on the collected data of interviews with 15 industrial experts using the method of sensitive event technique and content analysis using MAX QDA 18 software. The last step of the final research model categories was obtained. The results showed that 5 general groups of factors including: managerial factors, entrepreneur related factors, production related factors, market factors and environmental factors can play an important role in the success of this type of investment. And private sector investors, including managers of production cooperatives, will help reduce investment risk by paving the way for better measures and paving the way for industrial growth and employment growth in the country.